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74.7 <br />2658 - Appraisers Union <br />74.6 Minimum Utilization: After one (1) year of County service, all regular employees shall be <br />strongly encouraged to take at least 40 consecutive hours of scheduled PTO annually. Holidays <br />which occur during a scheduled PTO period shall be charged to holiday time. Such holiday will <br />apply towards the 40 consecutive hour requirement. <br />Carrvover Cap: As of December 31't of each year, accumulated PTO may not exceed a total of <br />720 hours. Any excess will be forfeited. Employees whose leave exceeds the maximum accrual <br />shall have their accrual balance reduced 1o720 hours effective January 1 of the subsequent <br />year. However, no hours shall be forfeited in the event Employees are prevented from utilizing <br />PTO leave due to workflow needs. ln that the event the Employer agrees to cash out excess <br />hours at the Employees current hourly rate of pay. <br />14.8 Advance Notification of PTO Use: lf the need for PTO is foreseeable, the employee must provide <br />notice at least ten (10) days, or as early as practicable, in advance of the use of PTO, to the <br />employee's immediate supervisor or department head. For example, the need to use PTO for <br />scheduled health and dental appointments, or annual vacations, is foreseeable, so the employee <br />would need to provide advanced notice of PTO use. <br />14.g Unscheduled PTO: Unscheduled PTO is limited to emergencies or other urgent situations which <br />are unforeseeable. Any employee who, for any reason, must take unscheduled PTO, shall, as <br />soon as practicable, notify their immediate supervisor or department head. ln the event it is <br />impracticable for an employee to provide notice, a person on the employee's behalf may <br />provide notice to the employee's immediate supervisor or Elected Official. <br />ln addition to the examples listed above, WAC 296-128-700 and RCW 49.46.210 allow <br />employees to utilize PTO for themselves or their eligible family members for purposes including <br />A. Leave under the domestic violence leave act, chapter 49.76 RCW, for an employee or <br />family member who is a victim of domestic violence, sexual assault, or stalking. <br />B.An absence resulting from an employee's mental or physical illness, injury, or health <br />condition; to accommodate the employee's need for medicaldiagnosis, care, or <br />treatment of a mental or physical illness, injury, or health condition; or an employee's <br />need for preventive medical care. <br />Exposure to an infectious disease during such period as their attendance would <br />jeopardize the health of County employees or the public. <br />To allow the employee to provide care for a family member with a mental or physical <br />illness, injury, or health condition; care of a family member who needs medical <br />diagnosis, care, or treatment of a mental or physical illness, injury, or health condition; <br />or care for a family member who needs preventive medical care. <br />c <br />D <br />E.When the employee's place of business has been closed by order of a public official for <br />any health-related reason, or when an employee's child's school or place of care has <br />been closed for such a reason. <br />I4