(Added 11-1-2022 by Ord. No. C0233-22)
(a) 
Employees who are not covered by a collective bargaining agreement or are covered by collective bargaining units who have adopted the City of Everett's paid family medical leave policy and who have been employed by the City in a benefits-eligible position for at least 12 months or 52 consecutive weeks without any break in service may be eligible for up to 12 weeks of paid time off due to family medical reasons as outlined below. This applies to:
(1) 
Births and adoptions that have occurred on or after the effective date for noted eligible employees. The paid leave shall apply equally to parents regardless of gender, or marital status, as well as to same-sex couples, in the event of a natural birth by any method, adoption, surrogacy, foster care placement, and stillbirths. The amount of pay is the same regardless of the number of children born or adopted at the same time.
(2) 
A serious health condition that incapacitates eligible employees from work.
(3) 
Eligible employees who are covered service members with a serious health condition.
(4) 
Eligible employees who care for a family member with a serious health condition.
(b) 
Eligible employees receive:
(1) 
One hundred percent of base wages based on their regular work hours for the first four weeks;
(2) 
Seventy five percent of base wages based on their regular work hours for the following four weeks; and
(3) 
Fifty percent of base wages based on their regular work hours for the remaining four weeks.
(c) 
Employees may also use any accrued time (e.g., sick, vacation, or personal) as a supplement in order to receive compensation up to 100% of base pay during any of the weeks that paid family medical leave alone provides for less than 100% of base pay. The employee's supplementation choice(s) may also affect the timing or eligibility for vacation drop, step increases, or continued health insurance coverage, all of which should be addressed with the employee's personnel officer when requesting approval of paid family medical leave.
(d) 
This pay may be utilized by day or week during the first year but it must be used concurrently and any unused time will be forfeited by the employee if the employee chooses to not use the full 12 weeks concurrently in the one-year time period.
(e) 
Employees seeking to take advantage of paid family medical leave pursuant to this policy must contact the Office of Human Resources.
(f) 
All PFML requires Human Resources approval.
(g) 
Termination of eligibility. Eligibility for paid family medical leave ends if an employee transfers to an ineligible position. Paid family medical leave is not paid out upon separation from employment and cannot be donated to other employees.
(Added 11-1-2022 by Ord. No. C0233-22)
Spouses both employed by the City: If both parents are employed by the City and meet the eligibility requirements above, each is entitled to up to 12 weeks of paid leave, and they may take advantage of such paid time off concurrently or consecutively of each other's leave within the first year following the birth or placement for adoption.
(Added 11-1-2022 by Ord. No. C0233-22)
(a) 
Many employees will want to use the paid family or medical time off immediately and consecutively following the birth, placement for adoption of the child, medical, or family medical event. In such circumstances, the paid time off under this policy will run concurrently with leave under the City's parental leave policy, the Family and Medical Leave Act ("FMLA").
(b) 
The employee will be expected to comply with the notice and documentation requirements necessary for FMLA leave. Employees may also use their other accrued paid time off consistent with the requirements of the City's paid family medical leave policy.
(c) 
Alternatively, for employees who are not eligible to take time off under the City's paid family medical leave policy, or the FMLA, such as when the employee utilizes parental time off intermittently, then only the 12 weeks set forth in this policy will apply and such time off will not be counted against the employee's annual FMLA entitlement.
(Added 11-1-2022 by Ord. No. C0233-22)
A thirty-day advance notice of the request to use paid family medical time off is required when the need is foreseeable and the employee is using the time off on a continuous basis. Intermittent use is not available. If the need for the time off is not foreseeable because of a lack of knowledge of approximately when time off will commence or there is a change in circumstances, then the employee must give as much notice as is possible under the particular circumstances involved, and this must always be prior to the birth/adoption.
(Added 11-1-2022 by Ord. No. C0233-22)
Notice is given when the employee submits a written request for paid family medical leave with appropriate documentation to his/her supervisor and the Human Resources Office.
(Added 11-1-2022 by Ord. No. C0233-22)
(a) 
An employee must inform Human Resources in writing whether s/he will be using paid family medical leave at the time of birth, adoption, care for a family member or medical leave or at a later date. Failure to do so will result in paid family medical leave automatically being used at the time of birth, adoption, family, or medical leave.
(b) 
The Office of Human Resources may request appropriate supporting documentation to determine whether the leave can be approved. In these circumstances, paid parental leave will not be approved until the employee submits the requested information.