There are many types of leaves available through the distirct. None of Highline’s leaves are district paid, the only “pay” received while on leave is any sick leave you have available to use. After you have exhausted your sick leave the leave will be unpaid. Contact Payroll for questions regarding your sick leave balance.
Payroll Direct Line: 206-631-3058
If you are approved for a leave you will receive a letter from Human Resources that designates the type of leave, how long it will last and other pertinent information. Below is a summary of the most utilized types of leave. Please note the the specific terms for leaves are part of an employee's Collective Bargaining Agreement. Please refer to your individual CBA if you have questions on a particular type of leave.
The Family and Medical Leave Act (FMLA) provides certain employees with up to 12 weeks of unpaid, job-protected leave per year. It also requires that their group health benefits be maintained during the leave.
FMLA is designed to help employees balance their work and family responsibilities by allowing them to take reasonable unpaid leave for certain family and medical reasons. It also seeks to accommodate the legitimate interests of employers and promote equal employment opportunity for men and women.
FMLA applies to all public agencies, all public and private elementary and secondary schools, and companies with 50 or more employees. These employers must provide an eligible employee with up to 12 weeks of unpaid leave each year for any of the following reasons:
- for the birth and care of the newborn child of an employee;
- for placement with the employee of a child for adoption or foster care;
- to care for an immediate family member (spouse, child, or parent) with a serious health condition; or
- to take medical leave when the employee is unable to work because of a serious health condition.
Employees are eligible for leave if they have worked for their employer at least 12 months, at least 1,250 hours over the past 12 months, and work at a location where the company employs 50 or more employees within 75 miles. Whether an employee has worked the minimum 1,250 hours of service is determined according to FLSA principles for determining compensable hours or work.
Time taken off work due to pregnancy complications can be counted against the 12 weeks of family and medical leave.
A final rule effective on January 16, 2009, updates the FMLA regulations to implement new military family leave entitlements enacted under the National Defense Authorization Act for FY 2008.
Special rules apply to employees of local education agencies. The Department of Labor administers FMLA; however, the Office of Personnel Management (OPM) administers FMLA for most federal employees.
Washington's Family Care Act (FCA) (app.leg.wa.gov) allows an employee with available paid sick leave or other paid time off to use the employee’s choice of paid leave to care for a sick minor child with a routine illness, for a spouse, registered domestic partner, parent, parent-in-law or grandparent with a serious or emergency health condition or for a sick adult child who is incapable of self care because of a physical or mental disability.
An employer may not discipline an employee for leave taken under this law.
HEA members are eligible for extended unpaid child rearing per Section 14.3 of the HEA collective bargaining agreement. This type of leave must be taken in student semester/trimester increments, depending on job assignment, for a maximum of one partial and one complete school year following maternity leave and FMLA (if eligible). No more than 4% of HEA members can be approved for this type of leave each year.
Please refer to the board policy on Leave Share for specifics on the types of situations that qualify for leave share. If you feel you have a situation that would qualify, you are welcome to submit a Request for Leave Share Form along with your required paperwork.