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Temporary Employee Paid Sick Leave

Temporary Employee Paid Sick Leave

Temporary employees accrue paid sick leave at a rate of 1 hour of paid sick leave for every 40 hours worked. Temporary employees can view their sick leave account balance, the amount earned and used on their Earnings Statement for any pay period in which they work, or by contacting Human Resources. The record is updated monthly at the completion of the payroll cycle.

Temporary employees are entitled to use accrued paid sick leave beginning on the 90th calendar day after the start of their employment. Paid sick leave will be paid to temporary employees at their normal hourly pay rate. Rate of pay and total hours available is based on the hourly rate the temporary employee would have earned for the time they used paid sick leave. If a temporary employee was assigned an indeterminate number of hours, the amount of paid sick leave time will be determined by either replacement hours or comparator hours. Sick leave will be paid in quarter-hour increments. Sick leave will not be paid in excess of the employee's balance.

Unused paid sick leave of 40 hours or less will be carried over to the following year, which begins each January. Temporary employees will not be paid out for unused sick leave upon termination of employment. If you are rehired within 12 months of separation, the college will reinstate your unused leave balance up to 40 hours.


Paid sick leave is intended to protect against loss of income, upon certain situations listed below. It is not an entitlement or earned benefit. Temporary employees may use paid sick leave :
• To care for themselves or their family members (as defined in Washington Paid Sick Leave rules).
• When the workplace has been closed for any health-related reason
• For absences that qualify for leave under the state's Domestic Violence Leave Act

Paid sick leave is designated on the temporary timesheet, and approved by the supervisor through the normal payroll review process.


Temporary employees are responsible for notifying their supervisor as soon as possible if they are unable to be present for work and keep them informed of the expected return. Sick leave may not be used for unauthorized leave from work.


Supervisors of temporary employees should not require verification of the need for leave, or that the temporary employee search for or find a replacement to cover hours as a condition of taking sick leave. A supervisor may consult Human Resources should unique circumstances arise requiring further review. Retaliation by the College and/or individual supervisors for the temporary employee's lawful use of paid sick leave and other rights is prohibited.

Human Resources
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