Leave and Holidays
Eligible staff get paid and unpaid leave to balance personal time and medical issues.
Leave is requested and approved through my.evergreen.edu. Commonly used types of leave are highlighted below and miscellaneous leave such as military leave and jury duty may be available to you. If you have questions about leave, accrual, and usage, see your Collective Bargaining Agreement, the Leave Procedures (PDF) or contact us. Check the Help Wiki for Time and Leave System instructions.
Vacation Leave Maximum
A maximum of 30 working days (240 hours) of vacation may be accumulated. If not used, hours over 240 are lost on the anniversary date.
Classified employees earn vacation time as described in the Article 11 of the classified staff Collective Bargaining Agreement. New employees are eligible to take accrued vacation leave with pay after six months of continuous state employment. If you have prior Washington state agency or public higher education service, please contact us for details on how this will add to your vacation leave benefit.
Exempt employees earn vacation leave per eligible
month, from the first month of employment.
Exempt employees earn 16 hours of vacation leave per month (prorated for part-time employees).
Classified employees earn vacation time as described in the table below. If you are classified, you may not take paid vacation during your first six months of continuous state employment.
Years of employment may include time when you have been employed at other Washington state agencies.
- Years one - four: must be continuously employed by the state of Washington.
- Years five and after: total state employment, not necessarily continuous.
|Year of Employment||Monthly Accrual||Total Hours Per Year|
|1st year||8 hours||96 hours|
|2nd year||8 hours 40 minutes (8.67)||104 hours|
|3rd and 4th years||9 hours 20 minutes (9.33)||112 hours|
|5th - 7th years||10 hours||120 hours|
|8th - 10th years||10 hours 40 minutes (10.67)||128 hours|
|11th year||11 hours 20 minutes (11.33)||136 hours|
|12th year||12 hours||144 hours|
|13th year||12 hours 40 minutes (12.67)||152 hours|
|14th year||13 hours 20 minutes (13.33)||160 hours|
|15th year||14 hours||168 hours|
|16th - 19th years||14 hours 40 minutes (14.67)||176 hours|
|20th - 24th years||15 hours||180 hours|
|25th and after||15 hours 20 minutes (15.33)||183 hours|
Full-time classified and exempt staff earn eight hours of sick leave each eligible month (prorated for part-time).
Sick leave may be used for:
- Illness, injury, or preventive health care
- Exposure to a contagious disease that might endanger others
- Disability due to pregnancy or childbirth
- Illness, injury, or death of relatives
Personal Holiday & Personal Leave Day
Classified and Exempt employees receive one Personal Holiday each calendar year which may be used after four months of continuous state employment. The Personal Holiday is to be used on or before December 31 of each calendar year.
Classified and Exempt employees receive one Personal Leave Day each fiscal year which may be used after four months of continuous employment with the college. The Personal Leave Day is to be used on or before June 30 of each year.
Compensatory (Comp) for an overtime eligible employee with a comp time balance must use that comp time prior to using vacation leave, unless this would result in the loss of his or her vacation leave (240 max balance) or the employee is using vacation leave for Domestic Violence Leave.
Leave Without Pay
Leave Without Pay (LWOP) for an employee requesting time away from work who does not have a leave balance may request the use of LWOP, subject to supervisor approval.
Suspended Operations Leave
Classified employees required to work during suspended operations will receive additional paid leave referred to as suspended operations leave. The Suspended Operations Leave balance must be used prior to comp time and vacation leave, unless this would result in the loss of vacation leave (240 max balance).
Supervisors will use the Administrative Leave designation when an employee has been placed on a paid Administrative Leave from work.
Up to three (3) days of paid Bereavement Leave will be granted for the death of any family member or household member that requires the employee's absence from work. See current CBA's for definition of family member and complete bereavement leave rules, for non-represented employees WAC 357-31-250, RCW41.06.
Leave of absence with pay will be granted to employees for jury duty. An employee will be allowed to retain any compensation paid to the employee for their jury duty service. An employee will inform their supervisor when notified of a jury summons and will cooperate in requesting a postponement of service if warranted by business demands. If an employee is released from jury duty and there are more than (2) hours remaining within their core hours of work, the employee shall return to work.
Cyclic Leave Without Pay
Cyclic Leave Without Pay (LWOP) is for employees filling a cyclic year appointment the use of Cyclic LWOP is for scheduled periods when the employee is off work in the ensuing cycle.
Educational Release Time
Employees will be approved for the lesser of ten percent (10%) or four (4) hours of time worked each week to attend classes, scheduled programs, or conferences with faculty that are not available at other times. While every effort will be made to accommodate an employee's request, these hours may be restricted for business needs.
Faith/Conscience Leave Without Pay
Leave without pay will be granted for a reason of faith or conscience for up to two (2) workdays per calendar year. See current CBA's for faith/conscience LWOP rules, and for non-represented employees WAC 357-31-052 RCW 1.16.050.
Furlough Leave Without Pay
Furlough LWOP may be applicable in connection with reduction in force. See current CBA's for complete Voluntary Layoff, Leave of Absence or Reduction in Hour rules, for classified non-represented employees Layoff Procedure for classified, non-represented staff.
When a paid holiday falls on a full or part-time employees regularly scheduled day off, the employee will use the Holiday Credit leave type to report the alternate holiday taken in the same work week if the number of hours in the shift on the day approved as the alternate holiday are more than the number of hours credited on the regular holiday. The Holiday Credit leave type is used to report the difference in hours between the two shifts.
Life Giving Leave
Employees will be granted paid leave, not to exceed two (2) hours per incident, as needed for the purpose of participating in life giving procedures.
In addition to twenty-one (21) working days of paid leave granted to employees for active duty or active duty training, unpaid military leave will be granted in accordance with RCW 38.40.060 and applicable federal law. Employees on military leave will be reinstated as provided in RCW 73.16 and applicable federal law.
Master Agreement Negotiation Paid Leave
The Employer will approve paid release time for up to ten (10) days of formal negotiations for designated employees.
Master Agreement Training Leave
Union stewards will be released with pay on one (1) occasion for up to four (4) hours to attend master agreement training.
Union Paid Release
Shop stewards and union members will be granted reasonable amounts of Paid Release Time in accordance with the current CBA's.
Supervisors will use the Suspension Leave type when an employee has been placed on an unpaid suspension from work.
A person may request shared leave for medical reasons that are extraordinary or severe in nature (confirmed by a medical provider), or if the employee has been called for military service (usually active duty) or if the person is a victim of domestic violence, sexual assault, or stalking. Contact us to find out if your situation is eligible.
Family Medical Leave
The FMLA entitles eligible employees to take protected leave for up to 12 workweeks in a 12-month period for specified family and medical reasons (examples may include adoption or foster care placement, maternity or paternity, serious health condition, military exigency or deployment). FMLA also provides 26 workweeks of protected leave during a single 12-month period to care for a covered service member with a serious injury or illness if the eligible employee is the service member’s spouse, child, parent, or next of kin. In either case, the eligible employee continues to be covered by their Evergreen-sponsored health insurance coverage under the same terms and conditions as if the employee had not taken leave.