Page 244 - Washington Nonprofit Handbook 2018 Edition

• For absences that qualify for leave under the state’s Domestic Violence
Leave Act (“DVLA”). For more information on the DVLA, see https://
lni.wa.gov/WorkplaceRights/LeaveBenefits/FamilyCare/DomViolence/
default.asp.

A covered “family member” includes:

• A child, including a biological, adopted, or foster child, stepchild, or a
child to whom the employee stands in loco parentis, is a legal
guardian, or is a de facto parent, regardless of age or dependency
status;

• A biological, adoptive, de facto, or foster parent, stepparent, or legal
guardian of an employee or the employee’s spouse or registered
domestic partner, or a person who stood in loco parentis when the
employee was a minor child;

• A spouse;

• A registered domestic partner;

• A grandparent;

• A grandchild; or

• A sibling.

Employers must allow employees to use paid sick leave in increments
consistent with the employer’s payroll system and practices, not to exceed one
hour, unless they obtain a variance from the Department of Labor and Industries.

The law also protects employees from retaliation for exercising their rights
under the Minimum Wage Requirements and Labor Standards Act. This includes
filing a complaint for wages owed, lawfully using paid sick leave or exercising
protected rights.

It is also important to keep in mind that some cities in Washington, including
Seattle, also have sick leave laws which may impose different requirements in some
instances. Consult with an attorney before adapting an existing PTO policy to
comply with local or state sick leave laws.

WASHINGTON NONPROFIT HANDBOOK -233- 2018