Leave and Holidays
Eligible staff get paid and unpaid leave to balance personal time and medical issues.
COVID-19 sick leave and FMLA leave
Additional rights are available to you under federal law: Paid Sick Leave and Expanded Family and Medical Leave under the Families First Coronavirus Response Act (PDF).
Leave is requested and approved through My Evergreen. Commonly used types of leave are highlighted below and miscellaneous leave such as military leave and jury duty may be available to you. If you have questions about leave, accrual, and usage, see your Collective Bargaining Agreement, the Leave Procedures (PDF) or contact us.
See the Suspended Operations page for information about leave and pay when the college is closed for snow or other emergencies.
Check the Help Wiki for Time and Leave System instructions.
Vacation Leave Maximum
A maximum of 30 working days (240 hours) of vacation may be accumulated. If not used, hours over 240 are lost on the anniversary date.
Classified employees earn vacation leave per eligible month, from the first month of employment.
Exempt employees earn vacation leave per eligible month, from the first month of employment.
Exempt employees earn 16 hours, 40 minutes (16.67) of vacation leave per month (prorated for part-time employees).
Classified employees earn vacation time as described in the Article 11 of the classified staff Collective Bargaining Agreement. For vacation leave accrual rate schedule see current Classified Collective Bargaining Agreement Article 11.4.
If you have prior Washington state agency or public higher education service, please contact us for details on how this will add to your vacation leave benefit.
Full-time classified and exempt staff earn eight hours of sick leave each eligible month (prorated for part-time).
Sick leave may be used for:
- Illness, injury, or preventive health care
- Exposure to a contagious disease that might endanger others
- Disability due to pregnancy or childbirth
- Illness, injury, or death of relatives
A person may request shared leave for medical reasons that are extraordinary or severe in nature (confirmed by a medical provider); for pregnancy disability or for the purpose of parental leave to bond with newborn, adoptive, or foster child; if the employee has been called for military service (usually active duty); or if the person is a victim of domestic violence, sexual assault, or stalking. Contact us to find out if your situation is eligible.
Family Medical Leave
The Family and Medical Leave Act (FMLA) entitles eligible employees to take protected leave for up to 12 workweeks in a 12-month period for specified family and medical reasons (examples may include adoption or foster care placement, maternity or paternity, serious health condition, military exigency or deployment). FMLA also provides 26 workweeks of protected leave during a single 12-month period to care for a covered service member with a serious injury or illness if the eligible employee is the service member’s spouse, child, parent, or next of kin. In either case, the eligible employee continues to be covered by their Evergreen-sponsored health insurance coverage under the same terms and conditions as if the employee had not taken leave.
Personal Holiday & Personal Leave Day
Classified and Exempt employees receive one Personal Holiday each calendar year which may be used after four months of continuous state employment. The Personal Holiday is to be used on or before December 31 of each calendar year.
Classified and Exempt employees receive one Personal Leave Day each fiscal year which may be used after four months of continuous employment with the college. The Personal Leave Day is to be used on or before June 30 of each year.
An overtime eligible employee with a compensatory leave (comp time) balance must use it prior to using vacation leave, unless this would result in the loss of their vacation leave (240 max balance) or the employee is using vacation leave for Domestic Violence Leave.
Leave Without Pay
Leave Without Pay (LWOP) for an employee requesting time away from work who does not have a leave balance may request the use of LWOP, subject to supervisor approval.
Suspended Operations Leave
Classified employees required to work during suspended operations will receive additional paid leave referred to as suspended operations leave. The Suspended Operations Leave balance must be used prior to comp time and vacation leave, unless this would result in the loss of vacation leave (240 max balance).
Supervisors will use the Administrative Leave designation when an employee has been placed on a paid Administrative Leave from work.
Up to three (3) days of paid Bereavement Leave will be granted for the death of any family member or household member that requires the employee's absence from work. See current CBA's for definition of family member and complete bereavement leave rules, for non-represented employees WAC 357-31-250, RCW41.06.
Leave of absence with pay will be granted to employees for jury duty. An employee will be allowed to retain any compensation paid to the employee for their jury duty service. An employee will inform their supervisor when notified of a jury summons and will cooperate in requesting a postponement of service if warranted by business demands. If an employee is released from jury duty and there are more than (2) hours remaining within their core hours of work, the employee shall return to work.
Cyclic Leave Without Pay
Cyclic Leave Without Pay (LWOP) is for employees filling a cyclic year appointment the use of Cyclic LWOP is for scheduled periods when the employee is off work in the ensuing cycle.
Educational Release Time
Employees will be approved for the lesser of ten percent (10%) or four (4) hours of time worked each week to attend classes, scheduled programs, or conferences with faculty that are not available at other times. While every effort will be made to accommodate an employee's request, these hours may be restricted for business needs.
Faith/Conscience Leave Without Pay
Leave without pay will be granted for a reason of faith or conscience for up to two (2) workdays per calendar year. See current CBA's for faith/conscience LWOP rules, and for non-represented employees WAC 357-31-052 RCW 1.16.050.
Furlough Leave Without Pay
Furlough LWOP may be applicable in connection with reduction in force. See current CBA's for complete Voluntary Layoff, Leave of Absence or Reduction in Hour rules, for classified non-represented employees Layoff Procedure for classified, non-represented staff.
When a paid holiday falls on a full or part-time employees regularly scheduled day off, the employee will use the Holiday Credit leave type to report the alternate holiday taken in the same work week if the number of hours in the shift on the day approved as the alternate holiday are more than the number of hours credited on the regular holiday. The Holiday Credit leave type is used to report the difference in hours between the two shifts.
Life Giving Leave
Employees will be granted paid leave, not to exceed two (2) hours per incident, as needed for the purpose of participating in life giving procedures.
In addition to twenty-one (21) working days of paid leave granted to employees for active duty or active duty training, unpaid military leave will be granted in accordance with RCW 38.40.060 and applicable federal law. Employees on military leave will be reinstated as provided in RCW 73.16 and applicable federal law.
Master Agreement Negotiation Paid Leave
The Employer will approve paid release time for up to ten (10) days of formal negotiations for designated employees.
Master Agreement Training Leave
Union stewards will be released with pay on one (1) occasion for up to four (4) hours to attend master agreement training.
Union Paid Release
Shop stewards and union members will be granted reasonable amounts of Paid Release Time in accordance with the current CBA's.
Supervisors will use the Suspension Leave type when an employee has been placed on an unpaid suspension from work.