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17 <br />ARTICLE 11 - SICK LEAVE <br /> <br />Sick leave accrual is a form of disability insurance that is intended to assist in the prevention of <br />financial loss during illness or incapacity. <br /> <br />Section 1: <br />Sick leave shall accrue to each employee at the rate of eight (8) hours of leave for each calendar <br />month of the employee's active service. Employees that have zero “no shows”, “late shows” or <br />formal disciplinary action during the previous mark-up will have six (6) hours of sick leave accrual <br />added to their sick leave bank the first pay period following that mark-up. (Published mark-up <br />dates will be used for purposes of providing incentive). While sick leave balances may exceed <br />960 hours during the course of the year, the total accumulation of sick leave hours in the regular <br />sick leave bank at year end shall not exceed 960 hours. <br /> <br />Any employee out on any long-term leave or L&I for more than 50% of the markup shall not be <br />eligible to receive the six-hour sick leave incentive. <br /> <br />Sick leave accrual will be earmarked as Washington Paid Sick Leave, to be administered in <br />compliance with Washington Paid Sick Leave Law and City policy. Employees who separate and <br />are then rehired within twelve (12) months shall be credited with any unpaid sick leave remaining <br />at time of separation. <br /> <br />Section 2: <br />An employee shall be eligible to use accumulated sick leave in accordance with the City Leave <br />Benefits Policy, as well as state and federal law. <br /> <br />Section 3: <br />Sick leave with pay for a period of four (4) days or more requires the presentation of a written <br />statement by the physician, certifying that the employee is able to return to duty without restriction <br />(when such leave was related to the employee’s own sickness, not when the absence was related <br />to a relative). An employee that believes obtaining verification for use of paid sick leave under <br />the Washington Paid Sick Leave Law (WPSL) would result in an unreasonable burden or <br />expense, should contact Human Resources to inform them of the unreasonable burden or <br />expense. An employee on sick leave shall inform their department head, or cause the department <br />head to be informed, forthwith that they are unable to report for duty and the reasons therefore, <br />and failure to do so without excuse shall be cause for denial of sick leave pay. Subsequent <br />incidents may be grounds for disciplinary action. <br /> <br />The City may not retaliate against employees who utilize sick leave protected by state or federal <br />law. <br /> <br />Section 4: <br />It is understood and agreed that sick leave is to be used only in circumstances where an employee <br />is scheduled to work and is unable to do so because of personal illness or incapacity. Therefore, <br />if an employee becomes ill or incapacitated after his/her vacation has commenced, vacation time <br />will continue to be deducted. However, if an employee notifies the Transit Department or their <br />designee prior to the commencement of the employee's vacation that said employee is ill or