General Provisions

SEA-MC tit. 4, ch. 4.24, subch. I

in effect

Seattle Mun. Code ch. 4.24, subch. I, § 4.24.005 Definitions

4.24.005 - Definitions Terms used in this Chapter 4.24 shall have the meanings indicated therefor in the Personnel Ordinance (Chapter 4.04) unless another meaning is clearly indicated below or from the context: A. "Eligible family member" for purposes of sick leave usage means: 1. The employee's child, regardless of age (i.e., the biological, adopted, foster, or step child of an employee or the employee's spouse/domestic partner, or a legal ward or a child for whom the employee or the employee's spouse/domestic partner stands in loco parentis). 2. The employee's domestic partner, designated as such by the employee in an Affidavit of Domestic Partnership or otherwise as provided by Section 4.30.010. 3. The grandparent of an employee or the employee's spouse/domestic partner (i.e., the parent of an employee's birth, adoptive, foster, or step parent; or the parent of an employee's spouse's or domestic partner's birth, adoptive, foster, or step parent). 4. The employee's birth, adoptive, foster, or step parent; or an individual who stood in loco parentis to the employee when the employee was a child; or a birth, adoptive, foster, or step parent or individual who stood in loco parentis to the employee's spouse or domestic partner when the spouse or domestic partner was a child. 5. The employee's legally recognized spouse. 6. The employee's sibling or the sibling of the employee's spouse or domestic partner. 7. The employee's grandchild or the grandchild of the employee's spouse or domestic partner. B. "Health care professional" means a person whose services are of a type for which compensation is paid under any City health care plan. (Ord. 125484, § 1, 2017; Ord. 121884 § 1, 2005; Ord. 121029 § 1(part), 2002: Ord. 114648 § 1, 1989: Ord. 112088 § 1, 1984.)

Seattle Mun. Code ch. 4.24, subch. I, § 4.24.010 Computation of sick leave

4.24.010 - Computation of sick leave A. Except as provided in subsection 4.24.010.A.1, cumulative sick leave with pay computed at the rate of .046 hours for each hour on regular pay status as shown on the payroll, but not to exceed 40 hours a week, and all benefits of this Subchapter I shall be granted to all City officers and employees over whom the legislative authority has jurisdiction in this respect, including those temporary workers who have qualified pursuant to subsection 4.20.055.C; provided, that members of the Police and Fire Departments who were members of the Washington State Law Enforcement Officers' and Fire Fighters' Retirement ("LEOFF") System as of or before September 30, 1977 ("LEOFF 1 members"), and those employees specifically excluded by provisions of salary ordinances, shall not be included; provided further, that persons who became members of the LEOFF System on or after October 1, 1977 ("LEOFF 2 members"), and who are represented by the Fire Fighters' Union, the Police Officers' Guild, or an equivalent labor organization for labor negotiation purposes, shall receive whatever benefits of the City's sick leave program as are established in the labor contract between the City and such organization. Officers and employees shall accumulate sick leave credits from the date of entering City service and shall be entitled to sick leave with pay after 30 calendar days of employment. 1. An employee who accrues sick leave pursuant to subsection 4.24.010.A but whose overall accrual rate falls below the accrual rate required by Chapter 14.16 (Paid Sick and Safe Time Law) shall be credited with sick leave hours so that the employee's total sick leave earned per calendar year meets the minimum accrual requirements of Chapter 14.16. B. Cumulative sick leave with pay computed at the same rate and with all benefits and conditions required by Chapter 14.16 and other applicable laws such as RCW 49.46.210 shall be granted to all temporary employees not eligible for fringe benefits pursuant to subsection 4.20.055.C. C. 1. Members of the Police and Fire Department who are LEOFF 1 members will be provided a paid sick leave bank called "Dependent Care and Safe Leave" to use for dependent care and safe leave reasons as required by Chapter 14.16 and other applicable laws such as RCW 49.46.210. The City authorizes the use of such leave to care for an eligible family member of the LEOFF 1 member who has an illness, injury, or health care appointment requiring the absence of the LEOFF 1 member from work, or when such absence is recommended by a health care professional. The City also authorizes use of this paid leave for safe leave reasons as required under Chapter 14.16 and other applicable laws such as RCW 49.46.210. For purposes of this dependent care paid leave only, "eligible family member" has the same meaning as provided in subsection 4.24.005.A; and "health care professional" has the same meaning as provided in subsection 4.24.005.B. This leave may not be used for any other purpose. 2. Effective August 29, 2012, LEOFF 1 members shall have paid sick leave deposited into their Dependent Care and Safe Leave accounts so that the total amount of such leave received for 2012 is equal to 72 hours. Thereafter, at the beginning of each calendar year, each full-time LEOFF 1 member will accrue an additional 72 hours of paid sick leave to be added to the existing hours in the member's Dependent Care and Safe Leave bank. The annual accrual of paid sick leave hours for part-time LEOFF 1 members will be prorated. Unused hours will be carried over to the next calendar year. There is no cap or maximum limit on the number of hours a LEOFF 1 member may accumulate in the member's bank. LEOFF 1 members who transfer to other City departments may convert the Dependent Care and Safe Leave hours to traditional sick leave for use authorized under this Chapter 4.24 to the new position in the accepting department in accordance with Chapter 14.16 and RCW.49.46.210. LEOFF 1 members may not donate Dependent Care and Safe Leave hours to other members or City employees. Dependent Care and Safe Leave hours may not be cashed out or paid off upon retirement or at any other time. (Ord. 125740, § 3, 2018; Ord. 125484, § 2, 2017; Ord. 124003, § 3, 2012; Ord. 122063, § 5, 2006; Ord. 121771, § 7, 2005; Ord. 107905, § 2, 1978; Ord. 101861, § 1, 1973; Ord. 101720, § 1, 1972; Ord. 100879,,§ 1, 1972; Ord. 99422, § 1, 1970; Ord. 96867, § 1, 1968; Ord. 93066, § 1, 1964; Ord. 89939, § 1, 1961; Ord. 88522, § 1, 1959.)

Seattle Mun. Code ch. 4.24, subch. I, § 4.24.030 Change in position or department

4.24.030 - Change in position or department Change in position or transfer to another City department included in the sick leave plan shall not result in a loss of sick leave accumulated under this Subchapter I or as a Seattle Public Library employee. An officer or employee reinstated or re-employed in the same or another department included in this plan after termination of service, except after dismissal for cause, resignation, or quitting, shall be credited with all unused sick leave accumulated prior to such termination. An officer or employee reinstated or re-employed in the same or another department included in this plan after dismissal for cause, resignation, or quitting, shall have unused sick leave reinstated as required by Chapter 14.16 and other applicable laws such as RCW 49.46.210. (Ord. 125484, § 3, 2017; Ord. 124003, § 4, 2012; Ord. 93257, § 1, 1964; Ord. 88522, § 3, 1959.)

Seattle Mun. Code ch. 4.24, subch. I, § 4.24.035 Paid sick leave—Use

4.24.035 - Paid sick leave—Use A. An officer or employee is authorized to use paid sick leave for the following reasons: 1. An absence resulting from an employee's mental or physical illness, injury, or health condition; to accommodate the employee's need for medical diagnosis, care, treatment of a mental or physical illness, injury, or health condition, or preventive care; or as otherwise required by Chapter 14.16 and other applicable laws such as RCW 49.46.210; or 2. To allow the employee to provide care for a family member with a mental or physical illness, injury, or health condition; or care for a family member who needs preventative medical care, or as otherwise required by Chapter 14.16 and other applicable laws such as RCW 49.46.210; or 3. When the employee or officer's place of business has been closed by order of a public official for any health-related reason, or when an employee's or officer's child's school or place of care has been closed for such reason, or as otherwise required by Chapter 14.16 and other applicable laws such as RCW 49.46.210. 4. Absences that qualify for leave under the Domestic Violence Leave Act, chapter 49.76 RCW. B. An officer's or employee's request for paid sick leave may be granted by the appointing authority or a designated management representative when the officer or employee chooses to be absent from work for the: 1. Non-medical care of a newborn child of the officer or employee or the officer's or employee's spouse or domestic partner; or 2. Non-medical care of a dependent child placed with the officer or employee or the officer's or employee's spouse or domestic partner for purposes of adoption, including any time away from work prior to or following placement of the child to satisfy legal or regulatory requirements for the adoption. Paid sick leave used for the purposes contemplated by this subsection 4.24.035.B must end before the first anniversary of the child's birth or placement. C. An officer or employee may participate in City-sponsored blood drives as a non-compensated donor without deduction of pay or paid leave balances. Such participation will include the time required to travel from the work site to the blood drive location and return to the work site, and a reasonable recuperation period, but may not exceed three hours per occurrence. D. 1. Officers and regularly appointed employees shall be eligible for up to five workdays or 40 hours, whichever is less, of absence from their usual worksite without reduction in pay or use of paid leave to the extent their absence is medically necessary for the purpose of being a transplant donor, as that term is defined in this subsection. "Transplant donor" means a regularly appointed employee or officer who: a. Voluntarily donates the officer's or employee's bone marrow, other tissue, or organ to a human recipient for whom that particular donation has been medically matched and determined to be uniquely suited or critical to a successful outcome in a medical procedure intended to save the recipient's life; b. Receives no compensation and has no ability to direct any compensation to any other person or entity for the officer's or employee's donation or participation as a donor; c. Provides to the officer's or employee's appointing authority reasonable advance written notice of the officer's or employee's need to be absent from the usual worksite as well as the reason for and expected duration of the absence; d. Provides written documentation satisfactory to the officer's or employee's appointing authority from an accredited medical institution, organization, or individual of the need for the officer or employee to participate as a donor; and e. Has not been a transplant donor under this subsection 4.24.035.D for a different medical procedure within the 12 months immediately preceding the date when the absence under this subsection 4.24.035.D would commence. 2. A transplant donor for whom an absence in excess of the time allowed in subsection 4.24.035.D.1 is documented as being medically necessary shall be eligible to use any appropriate available leave balance or take unpaid leave in accordance with existing City ordinances and rules. 3. No absence is authorized under this subsection 4.24.035.D for tests or for other pre-donation appointments. (Ord. 125484, § 4, 2017; Ord. 124003, § 5, 2012; Ord. 123143, § 1, 2009; Ord. 123087, § 1, 2009; Ord. 121884 § 2, 2005; Ord. 121454 § 1, 2004; Ord. 121029 § 1(part), 2002; Ord. 120747 § 1, 2002; Ord. 117958 § 1, 1995; Ord. 114648 § 2, 1989; Ord. 112088 § 2, 1984.)

Seattle Mun. Code ch. 4.24, subch. I, § 4.24.040 Sick leave reporting—Payment

4.24.040 - Sick leave reporting—Payment A. Paid sick leave for absence of an officer or employee from duty for any reason contemplated in Section 4.24.035 or other applicable laws shall be paid upon approval of such absentee's appointing authority or that authority's designee. In order to receive paid sick leave, an officer or employee may be required to provide verification that the officer's or employee's use of paid sick leave is for an authorized purpose, consistent with Chapter 14.16 and other applicable laws such as RCW 49.46.210. Such verification may not be required for absences of less than four consecutive days. B. The requirements of providing supporting medical documentation from a health care professional set forth in subsection 4.24.040.A for payment of sick leave authorized under subsection 4.24.035.A to cover absences greater than four days shall be waived by the Mayor on the advice of the local Health Officer for the duration of time that any schools, daycare programs, or other childcare services in King County are cancelled due to pandemic influenza. (Ord. 125484, § 5, 2017; Ord. 124567, § 52, 2014; Ord. 124003, § 6, 2012; Ord. 123143, § 2, 2009; Ord. 123087, § 2, 2009; Ord. 114648, § 3, 1989; Ord. 112088, § 3, 1984; Ord. 107905, § 3, 1978; Ord. 88522, § 4, 1959.)

Seattle Mun. Code ch. 4.24, subch. I, § 4.24.060 Refusal of approval by department head—review by Seattle Human Resources Director

4.24.060 - Refusal of approval by department head—review by Seattle Human Resources Director At the request of the employee concerned the Seattle Human Resources Director shall review the refusal of a department head to approve a request for sick leave and the decision of the Seattle Human Resources Director shall be final. (Ord. 124567, § 54, 2014; Ord. 107905 § 5, 1978; Ord. 88522, § 6, 1959.)

Seattle Mun. Code ch. 4.24, subch. I, § 4.24.070 Designation of beneficiary

4.24.070 - Designation of beneficiary Any City officer or employee eligible for sick leave benefits under this subchapter may designate a beneficiary to receive a cash payment in an amount equal to 25 percent of such officer's or employee's accumulated and unused sick leave, which designation shall be in writing and filed with the Seattle Human Resources Director and in the event of the death of such officer or employee while employed by the City, such payment shall be made to the designated beneficiary at the rate of pay of such officer or employee in effect on the day prior to his death; provided, that the provisions of this section shall not apply to officers and employees of the Police and Fire Departments who are members of the Washington Law Enforcement Officers' and Fire Fighters' Retirement System. (Ord. 124567, § 55, 2014; Ord. 107905 § 6, 1978: Ord. 105991 § 1, 1976: Ord. 105005 § 1, 1975; Ord. 88522, § 6.1, 1959.)

Seattle Mun. Code ch. 4.24, subch. I, § 4.24.080 Authority to make rules—recordkeeping

4.24.080 - Authority to make rules—recordkeeping The Seattle Human Resources Director is authorized to make the necessary rules and regulations to enforce and administer the provisions of this subchapter, to furnish the necessary forms and to keep the necessary records, provided that the Director of Finance and Administrative Services shall maintain all records of accumulated sick leave of active officers and employees. (Ord. 124567, § 56, 2014; Ord. 123361, § 91, 2010; Ord. 120794 § 58, 2002: Ord. 116368, § 94, 1992; Ord. 107905 § 7, 1978; Ord. 88522, § 7, 1959.)

Seattle Mun. Code ch. 4.24, subch. I, § 4.24.090 Report on denial of paid sick leave

4.24.090 - Report on denial of paid sick leave The heads of departments shall report as to the final disposition of all cases when an employee has been included on the payroll for paid sick leave which subsequently is denied and shall make such other reports and keep such records as the Seattle Human Resources Director and the Director of Finance and Administrative Services shall require. (Ord. 124567, § 57, 2014; Ord. 123361, § 92, 2010; Ord. 120794 § 59, 2002: Ord. 116368, § 95, 1992; Ord. 107905 § 8, 1978; Ord. 88522, § 8, 1959.)

Seattle Mun. Code ch. 4.24, subch. I, § 4.24.100 Sick leave transfer program

4.24.100 - Sick leave transfer program A. The Seattle Human Resources Director shall implement by rule a sick leave transfer program allowing for the transfer of accumulated sick leave hours from the account of any officer or employee who desires to participate in such program to the accumulated sick leave hours account of another officer or employee designated by the donor-officer or -employee. Such sick leave transfer program shall include at least the following elements: 1. The sick leave being transferred shall be translated into a dollar figure based upon the donor-officer's or -employee's straight-time rate of pay. 2. An officer or employee may receive sick leave from a donor-officer or -employee if the appointing authority of the receiving officer or employee finds that: a. The receiving officer or employee presently suffers from an illness, injury, impairment, or physical or mental condition, and it has caused, or is likely to cause, the receiving officer or employee to: i. Go on leave without pay, or ii. Leave City employment; b. The receiving officer's or employee's absence and the use of contributed leave are justified; c. Depletion of the receiving officer's or employee's available accumulated sick leave has occurred or is imminent; d. The receiving officer or employee has diligently attempted to accrue sick leave reserves; and e. The receiving officer or employee is not eligible for benefits under Chapter 4.44 or under the State Industrial Insurance and Medical Aid Acts. 3. The Seattle Human Resources Director shall establish, by rule, limits for: a. The maximum number of hours of sick leave a receiving officer or employee may personally have accrued before such officer or employee may receive sick leave hours from another officer or employee; b. The minimum number of sick leave hours a donor-officer or -employee must have accrued and must retain if allowed to transfer additional accrued sick leave hours to another officer or employee; c. The maximum number of accrued sick leave hours that a donor-officer or -employee may transfer to another officer or employee; and d. The maximum number of sick leave hours, as equated to the receiving officer's or employee's straight-time rate of pay, that a receiving officer or employee may receive, which number, in no event, shall exceed 560 hours. 4. The donor-officer or -employee and the receiving officer or employee shall each file with the appointing authority for their respective employing units their affidavit or declaration, in a form provided by the Seattle Human Resources Director, acknowledging that such sick leave transfer is intended to be a gift and has been or will be accomplished for no, or without the exchange of any, compensation or consideration whatsoever. 5. Hours of donated sick leave shall no longer be used by the receiving officer or employee once the medical or mental condition upon the basis of which donated sick leave was received ceases to exist. Unused donated sick leave remained in the receiving officer's or employee's account shall be returned to the donor-officer(s) or employee(s) in accordance with rules established by the Seattle Human Resources Director. B. The appointing authority of an officer or employee who requests to receive donated sick leave shall report in a manner to be prescribed by the Seattle Human Resources Director, the approval for and receipt of any such sick leave and/or the denial of any such request to receive donated sick leave. (Ord. 124567, § 58, 2014; Ord. 115851, § 1, 1991; Ord. 114648 § 4, 1989.)

Source: City of Seattle, Seattle Municipal Code and City Charter (Municode Library, library.municode.com)URL: https://library.municode.com/wa/seattle/codes/municipal_code?nodeId=TIT4PE_CH4.24SILE_SUBCHAPTER_IGEPRFetched: 11/1/2026