I. Policy Statement

Family Promise of Puget Sound (FPOPS) complies fully with the Washington State Paid Sick Leave (PSL) law (RCW 49.46.210). To provide a comprehensive and more generous benefit, FPOPS integrates the statutory minimum requirements for Paid Sick Leave into its broader Paid Time Off (PTO) policy. All PTO accrued and used by employees meets or exceeds the requirements for Paid Sick Leave as defined by state law.

II. Purpose

The purpose of this policy is to confirm that FPOPS’s PTO system satisfies the minimum accrual, usage, and carryover requirements of the Washington State Paid Sick Leave law and to clearly define the specific purposes for which this time may be used in compliance with the state statute.

III. Scope

This policy applies to all paid employees of FPOPS, including full-time, part-time, and temporary staff, who are eligible to accrue PTO under the FPOPS Time Off and Leave policy.

IV. Guiding Principles

Exceeding Compliance: FPOPS’s PTO accrual rate is designed to meet or exceed the minimum legal requirement for Paid Sick Leave established by Washington State.

Statutory Use: Employees are guaranteed the right to use their accrued PTO for all purposes authorized by the Washington Paid Sick Leave law.

Transparency: Employees will be regularly notified of their accrued PTO balance, which represents their available balance for both general time off and statutory sick leave.

V. Definitions

Paid Time Off (PTO): The consolidated FPOPS benefit that includes vacation, personal time, and time designated for state-mandated Paid Sick Leave.

Paid Sick Leave (PSL): The minimum paid leave required under Washington State law, which must be accrued at a rate of no less than one (1) hour for every forty (40) hours worked.

Qualifying Family Member: An individual who qualifies for the use of paid sick leave under the state statute, including a child, spouse, parent, parent-in-law, grandparent, grandchild, or sibling.

VI. Policy Guidelines

A. Accrual Rate Confirmation

Minimum Accrual: Under the FPOPS PTO policy, every employee accrues PTO at a rate that is equal to or greater than the statutory minimum of one (1) hour of paid leave for every forty (40) hours worked.

PSL Guarantee: The PTO benefit provided by FPOPS covers, at minimum, all time that the employee would have accrued under the Washington State Paid Sick Leave law.

B. Authorized Uses for Statutory Sick Leave

Employees may use their accrued PTO for any purpose, subject to supervisory approval and scheduling needs. However, the time is guaranteed to be available for, and cannot be denied if requested for, any of the following specific, state-authorized reasons (Paid Sick Leave uses):

Employee’s Own Health:

For the employee’s own mental or physical illness, injury, or health condition.

For the employee’s need to obtain medical diagnosis, care, or treatment of a mental or physical illness, injury, or health condition.

For the employee’s need for preventive medical care.

Qualifying Family Member’s Health:

For the care of a qualifying family member with a mental or physical illness, injury, or health condition.

To allow the employee to obtain medical diagnosis, care, or treatment for the family member.

To allow the employee to obtain preventive medical care for the family member.

Closure of Workplace/Child’s School:

When FPOPS’s place of business has been closed by order of a public official for a health-related reason.

When a child’s school or place of care has been closed by order of a public official for a health-related reason.

Domestic Violence/Sexual Assault:

For reasons related to domestic violence, sexual assault, or stalking, as specified under the state’s Domestic Violence Leave Act (RCW 49.76.030).

C. Notification and Verification

Notice Requirement: When using PTO for a statutory sick leave purpose, employees are required to notify their supervisor as soon as practicable. If the leave is foreseeable, employees must provide notice 10 days in advance, or as early as possible.

Medical Verification: FPOPS reserves the right to request reasonable documentation (e.g., a note from a health care provider) for the use of PTO for sick leave purposes only when the employee uses, or is scheduled to use, more than three (3) consecutive days of sick leave.

D. Carryover and Payout

Carryover: All accrued PTO is subject to the carryover provisions outlined in the main FPOPS Time Off and Leave policy. Employees must be allowed to carry over a minimum of forty (40) hours of unused PTO (the portion covering PSL) to the following year.

Payout: PTO is subject to FPOPS’s standard payout policy upon separation from employment.

VII. Responsibilities

Employees: Must understand that PTO usage includes time guaranteed for Washington Paid Sick Leave purposes and must provide required notice when taking time off.

Supervisors/Managers: Must ensure that requests for PTO for state-authorized sick leave purposes are never denied and that the non-retaliation provisions of the PSL law are upheld.

CEO/HR: Is responsible for monitoring the PTO accrual system to confirm ongoing compliance with the mandatory one hour per 40 hours worked rate.

VIII. Complaint Procedure and External Resources

Employees who believe their rights regarding Paid Sick Leave have been violated should:

Internal Contact: First contact the CEO or Human Resources to resolve the issue.

External Contact: The Washington State Department of Labor & Industries (L&I) is the primary governmental agency responsible for enforcing the Paid Sick Leave law.

IX. Policy Review and Revision

This policy will be reviewed by the CEO and/or HR as needed to ensure continued compliance with the Washington State Paid Sick Leave law and may be revised at the discretion of FPOPS.