Time off requests must be made at a minimum of two weeks in advance and in writing. Time off will be granted on a first come basis. Staff is required to make up visits prior to going on leave or upon returning. The nature of the agency’s business is based on “no cancellations or missed visits” for clients as per DCYF/CA contract stipulations.

All staff are able to take time off unpaid without any penalty as long as the time taken off is not deemed detrimental to our clientele. It is the duty of the Executive Director to determine if a penalty is appropriate and decide if time off may be taken. Abuse of the policy can result in decline of time off request, verbal or written warning or in worse-case scenario, termination of employment.

Sick Leave All employees are paid on an hourly basis, and earn sick leave at a rate of 1 hours per every 40 hours worked as per Washington State Initiative 1433 – effective January 1, 2018. Paid sick leave will be paid to employees at their normal hourly compensation.
Employees are entitled to use accrued paid sick leave beginning on the 90th calendar day after the start of their employment. Unused paid sick leave of 40 hours or less will be carried over to the following year.  Unpaid sick leave is NOT eligible for payout upon termination or cessation of employment.

Employees may use paid sick leave as follows:

• To care for their health needs or the health needs of their family members.
• When the employees’ workplace or their child’s school or place of care has been closed by a public official for any health-related reason.
• For absences that qualify for leave under the state’s Domestic Violence Leave Act.

There is no penalty for time missed because of personal illness or due to relative or household illness. Agency may allow employees to use paid sick leave for additional purposes with prior approval from the Agency Director.

Sick leave is not to be used for doctor’s appointments, exams, or testing. Sick leave is paid for the time lost for regular work hours. Sick leave does not cover for any portion of transport during a visit not completed by an employee who falls ill and requests to leave a visit.

Please BE ABSOLUTELY SURE that you are genuinely sick before requesting sick leave. A written note from an employee’s doctor may be required in order to resume your regular work schedule. Abuse of the sick leave policy as determined by Human Resources and/or the Agency Director may be grounds for dismissal.

Special Leave

• • Maternity Leave
    Up to one hundred and eighty days may be taken by mothers of newborns. Extensions of maternity leave may be granted by the Executive Director.
  • Jury Duty
    Employees who are performing their civic duties are considered to be on work status. There is no penalty for time missed.
  • Military Duty
    Employees who are active in the military are allowed 14 working days of leave without penalty. Extension of leave can be granted by the Executive Director.
  • Leave without Pay
    The Executive Director may grant up to one hundred and twenty days of leave without penalty. Extensions of this leave may also be granted by the Executive Director.
  • Training Leave
    In order to provide professional improvement for employees, all reasonable efforts will be made to provide time off to increase job-training opportunities.