Everett Firefighters Local #46 (IAFF) 4/2/2026

24 ARTICLE 16 - ACCUMULATED SICK LEAVE Sick leave accrual is a form of disability insurance that is intended to assist in the prevention of financial loss during illness or incapacity. Section 1: Accrual Upon completion of probation, a new hire shall be credited with 294 hours of sick leave and further shall accrue six (6) hours per pay period beginning with the original date of employment. The accumulation of sick leave hours in the regular sick leave bank shall not exceed 1176 hours All sick hours accumulated will be covered under Washington Paid Sick Leave (WPSL). Section 2: Eligibility Employees may utilize sick leave in accordance with WPSL (RCW 49.46.210). Section 3: Licensed health care provider’s Certification Sick leave with pay for a period of more than three consecutive shifts requires the presentation of a written statement by the employee's personal licensed health care provider or licensed health care provider representing the City, certifying t the employee’s absence was subject to restriction. The City reserves the right to send the employee to a licensed healthcare provider representing the City. The employee must also follow the City of Everett leave of absence process when absent for more than three consecutive shifts. When the employee is able to return to work after missing more than three consecutive shifts, they must complete the Everett Fire return to work packet. An employee on sick leave shall inform their battalion chief, or cause the department head to be informed, forthwith that they are unable to report for duty and for whom the sick leave is being taken (Ex: self, child, other). Section 4: Sick Leave and Vacation Accrual While Receiving Industrial Insurance Benefits It is understood and agreed that for the period in which an employee is receiving benefits pursuant to the Industrial Insurance Act, they shall not be entitled to accrual of sick leave and/or vacation time. This section shall not prevent an employee from using sick leave or vacation benefits which have previously been earned to supplement the payment of industrial insurance benefits. For those hours of sick leave and/or vacation used to supplement industrial insurance benefits, the employee shall be entitled to accrue additional sick leave and/or vacation hours. Section 5: Sick Leave Cashout at Retirement The City shall convert upon employee’s retirement (meeting defined criteria from the Washington Department of Retirement Systems)to the HRA/VEBA Account or MERP account funding in an amount equal to sixty percent (60%) of the value of their then existing sick leave accrual balance not to exceed the 1176 cap. The amount will be calculated using the employee’s regular hourly rate of pay in the year of their retirement. To be eligible for this retirement funding, the employee must declare their intention to retire in writing at least 6 months prior to the anticipated retirement date. After such declaration, failure to retire at the announced date will result in the loss of 60% of the hours in the employee’s sick leave bank. However, if extenuating circumstances exist, at the discretion of the Fire Chief, exceptions for earlier or later use of the incentive may be granted. Extenuating circumstances could include bereavement; serious illness or accident; or significant adverse family or personal circumstances. In November of the preceding year of the contract, for each year, Local 46 will notify the City of incentive allocation (60%). The choices will be 100% HRA/VEBA/MERP, 100% cash, or a specific allocation of each. Employees who are unable to perform the essential functions of their job due to a serious health condition shall be guaranteed light duty for up to sixteen (16) weeks, provided they have a certification from their healthcare provider. Exceptions may be granted beyond this period in the event of a temporary disability, including pregnancy or other longer-term serious health conditions upon mutual agreement between the union and the City. Employees on approved long-term disability may request to use Leave Without Pay for up to sixteen weeks, and may be extended at the City’s discretion due to pregnancy.