Laserfiche WebLink
13.2 Less than full-time eligible employees shall accumulate sick leave on a pro-rata basis not <br />to exceed twelve (12) working days per year, based upon the employee's assigned hours. <br />13.3 A deduction of one (1) working day of accrued sick leave shall be made for each full <br />day's absence due to illness, injury, medical treatment, or to care for a member of the <br />employee's immediate family. Immediate family shall be defined as persons related by blood <br />or marriage, guardianship, or legal adoption to the extent of: spouse, child, parent, brother, <br />sister, grandparent or grandchild, a more distant relative if living in the same household, or as <br />defined by statute. Should an eligible employee use less than one (1) full working day of sick <br />leave, such sick leave will be deducted on an hour-for-hour basis in one quarter (1/4) hour <br />increments. <br />13.4 Whenever an employee is off on vacation or annual leave and becomes sick or disabled <br />so as to prevent their employment if required to work, the employee may charge such absence <br />to the employee's accumulated sick leave account by satisfactory notice at the time of sickness <br />or disability to the Employer. The scheduled time off shall be deferred to a later date. <br />13.5 If an employee is absent from work three (3) days or more, the Sheriff may require a <br />doctor's certificate upon said employee's return to work. <br />13.6 Any employee found to have abused the provisions of sick leave privilege by falsification <br />or misrepresentation may be subject to disciplinary action. <br />13.7 Sick leave Buy-out: Upon a break in seniority, employees hired prior to August 1, 1985 <br />shall receive in cash, twenty-five percent (25%) of the employee's accumulated sick leave . <br />Employees hired after August 1, 1985, shall not be entitled to any compensation for <br />accumulated sick leave. <br />13.8 Insurance Continuation By Employee: An employee who enters non-FMLA leave <br />without pay status will have their insurance contribution pro-rated to the percentage of <br />compensable hours. If the non-FMLA leave without pay is for an extended period of time, the <br />coverage may be terminated and the employee will be offered COBRA. <br />13.9 Leave Sharing: Employees may exercise leave sharing rights in accordance with Kittitas <br />County's) Shared Leave Policy. <br />13.10 Family Medical leave Act (FMLA), and other federaJ and state mandated family leave : <br />Under the terms of The Family and Medical Leave Act, employees may request leave under the <br />following conditions: <br />1. For the birth of a son or daughter, and to care for the newborn child <br />2. For placement with the employee a son or daughter for adoption or foster care <br />3. To care for the employee's spouse, son, daughter or parent with a serious health <br />condition <br />Kittitas County Corrections Contract -01/01/16 -12/31/18 Page 17