Page 247 - Washington Nonprofit Handbook 2018 Edition

• A child of the employee with a health condition that requires
treatment or supervision; or

• A spouse, parent, parent-in-law or grandparent of the employee who
has a serious health condition or an emergency condition.

An employee using paid time under the WFCA must comply with the terms of
any collective bargaining agreements or employer policies applicable to use of the
leave, except for any terms relating to the choice of leave. The law covers any
employer with one or more employees. Employees are eligible for WFCA leave if
they are currently employed.

h. Leave Required by Local Jurisdictions

Some cities in Washington, including Seattle and Tacoma, have their own sick

leave laws, which may impose different requirements than Washington’s law in
certain circumstances. As a general rule, where there is a conflict between the local
and state regulations, the regulation that is more favorable to the employee
applies. Nonprofit organizations should be sure to check for any local leave
requirements.

Tacoma

An amended version of Tacoma’s paid sick leave law took effect on January 1,
2018, to align more closely with Washington’s sick leave law. Tacoma’s law differs in
the following respects:

• Tacoma law also covers overtime-exempt employees;

• Leave may be used for additional reasons, including if a child’s school
or place of care is closed by a public official or for bereavement leave;
and

• A written policy is required if an employer opts to use a PTO policy for
paid sick leave that applies to all hours.

Tacoma’s paid sick leave ordinance applies to employees who work in
Tacoma, including part-time, seasonal and temporary staff, and overtime-exempt
employees working at least 80 hours in Tacoma. For further guidance on Tacoma’s
sick leave law, see https://www.cityoftacoma.org/cms/one.aspx?objectId=75860.

WASHINGTON NONPROFIT HANDBOOK -236- 2018