Human Resources Risk Manager (WMS2)
Apply NowCompany: State of Washington
Location: Tumwater, WA 98511
Description:
Salary: $87,696.00 - $124,044.00 Annually
Location : Thurston County - Tumwater, WA
Job Type: Full Time - Permanent
Remote Employment: Flexible/Hybrid
Job Number: 2025-004
Department: Dept. of Revenue
Division: Human Resources
Opening Date: 04/09/2025
Closing Date: 4/20/2025 11:59 PM Pacific
Description
The Washington State Department of Revenue (DOR) is seeking an HR Risk Manager in the Human Resources Division in Tumwater, WA.
The HR Risk Manager leads the agency HR Employment Risk Team and is responsible for the development, oversight, and administration of the Department's Human Resources Liability Prevention functions.
This position independently assesses, prioritizes, plans, implements and manages the following agency wide programs:
Employment Risk Management
Disability Accommodation
Discrimination and Sexual Harassment Complaint Investigation and Resolution
Protected Leave (PFMLA, FMLA etc.)
Employment and Misconduct investigations
Safety and Wellness
Equal Employment Opportunity and Washington Human Rights Commission Liaison
Labor & Industries Claim management.
Reporting to the Assistant Director, Human Resources, this position is a member of the division's management team and is responsible for developing, implementing, and managing a wide range of employment risk management and liability prevention programs and their corresponding department policies on an agency wide basis. This position provides expert advice and consultation to appointing authorities regarding employment risk management programs, including reasonable accommodation, EEOC/HRC, Sexual Harassment and Discrimination investigations. This position serves as a primary expert and resource for advice, consultation, program design, policy development, and investigation into highly sensitive employment law issues such as civil rights, discrimination, sexual harassment, State and Federal Protected Leave laws and employee misconduct.
DOR is a dynamic learning organization where you will experience a remarkable work-life balance, with amazing leadership and talented co-workers ready and focused to achieve the agency's goals. We value diverse perspectives and life experiences. We employ and serve people of all backgrounds including people of color, immigrants, refugees, LGBTQ+, people with disabilities, and veterans. This unique culture of respect promotes a professional family of cohesive groups maximizing potential through opportunity. We offer a generous benefits package that includes defined benefit retirement plans; health, dental and vision coverage, deferred compensation plans, and as a public service employee, you may also be eligible for student loan forgiveness. Visit these links to watch our recruitment video to find out more about our agency and see what our employees say about why Revenue is a great place to work.
Duties
This position is responsible for the development, oversight, and administration of Revenue's human resources liability prevention functions while supervising two senior Human Resource Consultants.
Additionally, this position is the expert on state and federal employment laws, providing expert consultation to executive management on a variety of state and federal employment laws, as well as strategic planning for the development of policy, procedures, standards, and programs for preventing employment law liability.
Manages the agency's disability accommodation program in accordance with the Washington Law Against Discrimination (WLAD) and the Americans with Disabilities Act (ADA) and other associated employment laws and coordinates the reasonable accommodation process for employees.
Conducts investigations into allegations of misconduct, harassment and discrimination or violations of state and federal law, and agency policy and procedures.
Develops and provides investigative reports and counsel to executive management.
Responds to complaints filed with the federal Equal Employment Opportunity Commission (EEOC) and the Washington State Human Rights Commission (HRC).
Coordinates compliance with the Family Medical Leave and state Family Care Act, providing guidance and training to employees and management.
Co-chairs the agency Safety and Wellness committee with the Department's Security Manager. Also provides staff support to the Leadership Team Safety and Wellness committee. Coordinates the agency Safety and Wellness Program, assessing work safety, issues, ergonomics, and maintains all workers compensations claims filed within the agency.
Develops internal wellness programs for the agency, promoting wellness and health initiatives such as health risk assessments, on site flu vaccinations, health fairs, and other wellness awareness programs.
Manages agency Workers Compensations Claims and agency Return to Work plans.
As part of HR leadership helps collaborate with other managers to mitigate employment risk throughout the department.
Qualifications
Any combination of education and experience that meets the knowledge, skills, abilities and behaviors (KSAB's) listed below. Typical ways KSAB's are obtained but are not limited to, are relevant degrees, training, coursework and work experience relevant to the assignment.
Employment Law Expertise
Provides guidance on applying the ADA during the accommodation process, ensuring compliance and avoiding legal liability
Interpret and apply employment laws such as Federal Americans with Disability Act, Family Medical Leave Act, Federal Labor Standards Act, Age Discrimination in Employment Act, Washington State Law Against Discrimination, Family Care Act, Paid Family Medical Leave, Pregnancy Disability Act, Washington Industrial Safety and Health Act, Worker's Compensation
Serve as the agency's representative, interpreting applicable laws and drafting agency responses for EEOC/HRC complaints
Use independent judgment in assessing issues and making tactical and strategic decisions in the best interests of the Department regarding employment law
Risk Management
Assess agency-wide employment risks and create policies and procedures to mitigate them Conduct investigations in accordance with law and agency policy
Strong influence, change management, and relationship building skills
Risk management principles, practices, programs, and tort liability concepts
Investigative and Analytical Skills
Use investigative methodology to gather and analyze evidence
Develop reports and counsel leadership on next steps
Conduct complex investigations including producing documentation used to support legal action when necessary
Policy Development and Implementation
Develop procedures to ensure compliance with employment laws
Align agency strategy with best practices in risk reduction
Develop and recommend effective policies, procedures, and standards to address potential employment law liability
Decision Making
Evaluate employee needs and determine appropriate accommodations under ADA
Define the parameters of investigations and determine next steps
Communication and Consultation
Communicate technical information clearly and persuasively
Educate employees and management on compliance standards
Ability to analyze information, define problems or objectives, formulate logical and objective conclusions, recognize alternatives, and make recommendations
Ability to work in a fast-paced and changing environment and successfully manage a busy workload with multiple shifting priorities
Program Management
Manage program operations to ensure compliance and support employee well-being
Coordinate programs that improve workplace safety and employee health
Manage multiple projects and critical liability issues, with the ability to effectively prioritize as needed to respond to changing needs and circumstances
Influence agency leaders to take action that mitigates agency risk and solves difficult employment issues Maintain strict confidentiality
Mediation, negotiation, and alternative dispute resolution principles, methodologies, techniques and practices
Program development implementation and management, especially as it pertains to risk management
Research and analytical methodologies and techniques and strategies
Supervisory Leadership
Provide direction, coaching, mentoring and performance management
Ability to work with doctors, employees, supervisors, and senior leaders to return employees to work as soon as possible
Coordinate efforts to reduce risk and promote policy compliance
Develop and implement agencywide wellness program
Ability to use technology
Technology and computer systems to improve efficiency, accuracy, and quality of work
Microsoft Office products and HRIS database
Data management
Preferred Qualifications:
Bachelor's degree, preferably in Human Resource Management, Business or Public Administration, social sciences, or related field from an accredited college or university whose accreditation is recognized by the U.S. Department of Education and the Council for Higher Education Accreditation (CHEA).
PHR, SPHR, SHRM-CP, SHRM-SCP or IMPA-HR certification.
To be considered for this rare and exciting opportunity:
Supplemental Information
Questions
My name is Chuck, and I am here to assist you with this amazing opportunity. As a retired veteran and career state employee, I understand how important it is to find meaningful work, in an organization with strong values, a good culture, attractive benefits, and with a great work & life balance. We have all of this at Revenue. Please feel free to reach out to me with any questions that you may have or with any help you may need. My email is , or if you prefer, you may contact me by phone at (360) 704-5737.
To take advantage of Veteran's preference please attach your DD-214, member 4 long form, or your NGB-22. Please black out your social security number and date of birth before attaching.
The Department of Revenue is proud to be an equal opportunity employer. We embrace diversity and offer a respectful, inclusive culture for people with disabilities, as well as members of all protected groups and statuses. We encourage you to apply.
Prior to a new hire, a background check including criminal history will be conducted. Information from the background check will not necessarily preclude employment but will be considered in determining the applicant's suitability and competence to perform in the position.
If you need help during the application process, please call the Human Resources Office at 360-704-5731. Applicants who are deaf or hard of hearing may call through the Washington Relay Service by dialing 7-1-1 or 1-800-833-6388.
More than Just a Paycheck!
Employee benefits are not just about the kind of services you get, they are also about how much you may have to pay out of pocket. Washington State offers one of the most competitive benefits packages in the nation.
We understand that your life revolves around more than just your career. Like everyone, your first priority is ensuring that you and your family will maintain health and financial security. That's why choice is a key component of our benefits package. We have a selection of health and retirement plans, paid leave, staff training and other compensation benefits that you can mix and match to meet your current and future needs.
Read about our benefits:
The following information describes typical benefits available for full-time employees who are expected to work more than six months. Actual benefits may vary by appointment type or be prorated for other than full-time work (e.g. part-time); view the job posting for benefits details for job types other than full-time.
Note: If the position offers benefits which differ from the following, the job posting should include the specific benefits.
Insurance Benefits
Employees and their families are covered by medical (including vision), dental and basic life insurance. There are multiple medical plans with affordable monthly premiums that offer coverage throughout the state.
Staff are eligible to enroll each year in a medical flexible spending account which enables them to use tax-deferred dollars toward their health care expenses. Employees are also covered by basic life and long-term disability insurance, with the option to purchase additional coverage amounts.
To view premium rates, coverage choice in your area and how to enroll, please visit the Public Employees Benefits Board (PEBB) website. The Washington Wellness program from the Health Care Authority works with PEBB to support our workplace wellness programs.
Dependent care assistance allows the employee to save pre-tax dollars for a child or elder care expenses.
Other insurance coverage for auto, boat, home, and renter insurance is available through payroll deduction.
The Washington State Employee Assistance Program promotes the health and well-being of employees.
Retirement and Deferred Compensation
State Employees are members of the Washington Public Employees' Retirement System (PERS). New employees have the option of two employer contributed retirement programs. For additional information, check out the Department of Retirement Systems' web site.
Employees also have the ability to participate in the Deferred Compensation Program (DCP). This is a supplemental retirement savings program (similar to an IRA) that allows you control over the amount of pre-tax salary dollars you defer as well as the flexibility to choose between multiple investment options.
Social Security
All state employees are covered by the federal Social Security and Medicare systems. The state and the employee pay an equal amount into the system.
Public Service Loan Forgiveness
If you are employed by a government or not-for-profit organization, and meet the qualifying criteria, you may be eligible to receive student loan forgiveness under the Public Service Loan Forgiveness Program.
Holidays
Full-time and part-time employees are entitled to paid holidays and one paid personal holiday per calendar year.
Note: Employees who are members of certain Unions may be entitled to additional personal leave day(s), please refer to position specific Collective Bargaining Agreements for more information.
Full-time employees who work full monthly schedules qualify for holiday compensation if they are employed before the holiday and are in pay status for at least 80 nonovertime hours during the month of the holiday; or for the entire work shift preceding the holiday.
Part-time employees who are in pay status during the month of the holiday qualify for the holiday on a pro-rata basis. Compensation for holidays (including personal holiday) will be proportionate to the number of hours in pay status in the month to that required for full-time employment, excluding all holiday hours. Pay status includes hours worked and time on paid leave.
Sick Leave
Full-time employees earn eight hours of sick leave per month. Overtime eligible employees who are in pay status for less than 80 hours per month, earn a monthly proportionate to the number of hours in pay status, in the month to that required for full-time employment. Overtime exempt employees who are in pay status for less than 80 hours per month do not earn a monthly accrual of sick leave.
Sick leave accruals for part-time employees will be proportionate to the number of hours in pay status, in the month to that required for full-time employment. Pay status includes hours worked, time on paid leave and paid holiday.
Vacation (Annual Leave)
Full-time employees accrue vacation leave at the rates specified in (1) or the applicable collective bargaining agreement (CBA). Full-time employees who are in pay status for less than 80 nonovertime hours in a month do not earn a monthly accrual of vacation leave.
Part-time employees accrue vacation leave hours in accordance with (1) or the applicable collective bargaining agreement (CBA) on a pro rata basis. Vacation leave accrual will be proportionate to the number of hours in pay status, in the month to that required for full-time employment.
Pay status includes hours worked, time on paid leave and paid holiday.
As provided in , an employer may authorize a lump-sum accrual of vacation leave or accelerate the vacation leave accrual rate to support the recruitment and/or retention of a candidate or employee for a Washington Management Service position. Vacation leave accrual rates may only be accelerated using the rates established WAC 357-31-165.
Note: Most agencies follow the civil service rules covering leave and holidays for exempt employees even though there is no requirement for them to do so. However, agencies are required to adhere to the applicable RCWs pertaining holidays and leave.
Military Leave
Washington State supports members of the armed forces with 21 days paid military leave per year.
Bereavement Leave
Most employees whose family member or household member dies, are entitled to three (3) days of paid bereavement leave. In addition, the employer may approve other available leave types for the purpose of bereavement leave.
Additional Leave
Leave Sharing
Family and Medical Leave Act (FMLA)
Leave Without Pay
Please visit the State HR Website for more detailed information regarding benefits.
Updated 12-31-2022
01
Although this opportunity may have telework options, you must reside in Washington State. Do you live in or plan to relocate to Washington State?
Required Question
Location : Thurston County - Tumwater, WA
Job Type: Full Time - Permanent
Remote Employment: Flexible/Hybrid
Job Number: 2025-004
Department: Dept. of Revenue
Division: Human Resources
Opening Date: 04/09/2025
Closing Date: 4/20/2025 11:59 PM Pacific
Description
The Washington State Department of Revenue (DOR) is seeking an HR Risk Manager in the Human Resources Division in Tumwater, WA.
The HR Risk Manager leads the agency HR Employment Risk Team and is responsible for the development, oversight, and administration of the Department's Human Resources Liability Prevention functions.
This position independently assesses, prioritizes, plans, implements and manages the following agency wide programs:
Employment Risk Management
Disability Accommodation
Discrimination and Sexual Harassment Complaint Investigation and Resolution
Protected Leave (PFMLA, FMLA etc.)
Employment and Misconduct investigations
Safety and Wellness
Equal Employment Opportunity and Washington Human Rights Commission Liaison
Labor & Industries Claim management.
Reporting to the Assistant Director, Human Resources, this position is a member of the division's management team and is responsible for developing, implementing, and managing a wide range of employment risk management and liability prevention programs and their corresponding department policies on an agency wide basis. This position provides expert advice and consultation to appointing authorities regarding employment risk management programs, including reasonable accommodation, EEOC/HRC, Sexual Harassment and Discrimination investigations. This position serves as a primary expert and resource for advice, consultation, program design, policy development, and investigation into highly sensitive employment law issues such as civil rights, discrimination, sexual harassment, State and Federal Protected Leave laws and employee misconduct.
DOR is a dynamic learning organization where you will experience a remarkable work-life balance, with amazing leadership and talented co-workers ready and focused to achieve the agency's goals. We value diverse perspectives and life experiences. We employ and serve people of all backgrounds including people of color, immigrants, refugees, LGBTQ+, people with disabilities, and veterans. This unique culture of respect promotes a professional family of cohesive groups maximizing potential through opportunity. We offer a generous benefits package that includes defined benefit retirement plans; health, dental and vision coverage, deferred compensation plans, and as a public service employee, you may also be eligible for student loan forgiveness. Visit these links to watch our recruitment video to find out more about our agency and see what our employees say about why Revenue is a great place to work.
Duties
This position is responsible for the development, oversight, and administration of Revenue's human resources liability prevention functions while supervising two senior Human Resource Consultants.
Additionally, this position is the expert on state and federal employment laws, providing expert consultation to executive management on a variety of state and federal employment laws, as well as strategic planning for the development of policy, procedures, standards, and programs for preventing employment law liability.
Manages the agency's disability accommodation program in accordance with the Washington Law Against Discrimination (WLAD) and the Americans with Disabilities Act (ADA) and other associated employment laws and coordinates the reasonable accommodation process for employees.
Conducts investigations into allegations of misconduct, harassment and discrimination or violations of state and federal law, and agency policy and procedures.
Develops and provides investigative reports and counsel to executive management.
Responds to complaints filed with the federal Equal Employment Opportunity Commission (EEOC) and the Washington State Human Rights Commission (HRC).
Coordinates compliance with the Family Medical Leave and state Family Care Act, providing guidance and training to employees and management.
Co-chairs the agency Safety and Wellness committee with the Department's Security Manager. Also provides staff support to the Leadership Team Safety and Wellness committee. Coordinates the agency Safety and Wellness Program, assessing work safety, issues, ergonomics, and maintains all workers compensations claims filed within the agency.
Develops internal wellness programs for the agency, promoting wellness and health initiatives such as health risk assessments, on site flu vaccinations, health fairs, and other wellness awareness programs.
Manages agency Workers Compensations Claims and agency Return to Work plans.
As part of HR leadership helps collaborate with other managers to mitigate employment risk throughout the department.
Qualifications
Any combination of education and experience that meets the knowledge, skills, abilities and behaviors (KSAB's) listed below. Typical ways KSAB's are obtained but are not limited to, are relevant degrees, training, coursework and work experience relevant to the assignment.
Employment Law Expertise
Provides guidance on applying the ADA during the accommodation process, ensuring compliance and avoiding legal liability
Interpret and apply employment laws such as Federal Americans with Disability Act, Family Medical Leave Act, Federal Labor Standards Act, Age Discrimination in Employment Act, Washington State Law Against Discrimination, Family Care Act, Paid Family Medical Leave, Pregnancy Disability Act, Washington Industrial Safety and Health Act, Worker's Compensation
Serve as the agency's representative, interpreting applicable laws and drafting agency responses for EEOC/HRC complaints
Use independent judgment in assessing issues and making tactical and strategic decisions in the best interests of the Department regarding employment law
Risk Management
Assess agency-wide employment risks and create policies and procedures to mitigate them Conduct investigations in accordance with law and agency policy
Strong influence, change management, and relationship building skills
Risk management principles, practices, programs, and tort liability concepts
Investigative and Analytical Skills
Use investigative methodology to gather and analyze evidence
Develop reports and counsel leadership on next steps
Conduct complex investigations including producing documentation used to support legal action when necessary
Policy Development and Implementation
Develop procedures to ensure compliance with employment laws
Align agency strategy with best practices in risk reduction
Develop and recommend effective policies, procedures, and standards to address potential employment law liability
Decision Making
Evaluate employee needs and determine appropriate accommodations under ADA
Define the parameters of investigations and determine next steps
Communication and Consultation
Communicate technical information clearly and persuasively
Educate employees and management on compliance standards
Ability to analyze information, define problems or objectives, formulate logical and objective conclusions, recognize alternatives, and make recommendations
Ability to work in a fast-paced and changing environment and successfully manage a busy workload with multiple shifting priorities
Program Management
Manage program operations to ensure compliance and support employee well-being
Coordinate programs that improve workplace safety and employee health
Manage multiple projects and critical liability issues, with the ability to effectively prioritize as needed to respond to changing needs and circumstances
Influence agency leaders to take action that mitigates agency risk and solves difficult employment issues Maintain strict confidentiality
Mediation, negotiation, and alternative dispute resolution principles, methodologies, techniques and practices
Program development implementation and management, especially as it pertains to risk management
Research and analytical methodologies and techniques and strategies
Supervisory Leadership
Provide direction, coaching, mentoring and performance management
Ability to work with doctors, employees, supervisors, and senior leaders to return employees to work as soon as possible
Coordinate efforts to reduce risk and promote policy compliance
Develop and implement agencywide wellness program
Ability to use technology
Technology and computer systems to improve efficiency, accuracy, and quality of work
Microsoft Office products and HRIS database
Data management
Preferred Qualifications:
Bachelor's degree, preferably in Human Resource Management, Business or Public Administration, social sciences, or related field from an accredited college or university whose accreditation is recognized by the U.S. Department of Education and the Council for Higher Education Accreditation (CHEA).
PHR, SPHR, SHRM-CP, SHRM-SCP or IMPA-HR certification.
To be considered for this rare and exciting opportunity:
- Complete the online application in detail
- Attach a current resume'
- Attach a letter of interest explaining your interest in the position and how you meet the qualifications listed
Supplemental Information
Questions
My name is Chuck, and I am here to assist you with this amazing opportunity. As a retired veteran and career state employee, I understand how important it is to find meaningful work, in an organization with strong values, a good culture, attractive benefits, and with a great work & life balance. We have all of this at Revenue. Please feel free to reach out to me with any questions that you may have or with any help you may need. My email is , or if you prefer, you may contact me by phone at (360) 704-5737.
To take advantage of Veteran's preference please attach your DD-214, member 4 long form, or your NGB-22. Please black out your social security number and date of birth before attaching.
The Department of Revenue is proud to be an equal opportunity employer. We embrace diversity and offer a respectful, inclusive culture for people with disabilities, as well as members of all protected groups and statuses. We encourage you to apply.
Prior to a new hire, a background check including criminal history will be conducted. Information from the background check will not necessarily preclude employment but will be considered in determining the applicant's suitability and competence to perform in the position.
If you need help during the application process, please call the Human Resources Office at 360-704-5731. Applicants who are deaf or hard of hearing may call through the Washington Relay Service by dialing 7-1-1 or 1-800-833-6388.
More than Just a Paycheck!
Employee benefits are not just about the kind of services you get, they are also about how much you may have to pay out of pocket. Washington State offers one of the most competitive benefits packages in the nation.
We understand that your life revolves around more than just your career. Like everyone, your first priority is ensuring that you and your family will maintain health and financial security. That's why choice is a key component of our benefits package. We have a selection of health and retirement plans, paid leave, staff training and other compensation benefits that you can mix and match to meet your current and future needs.
Read about our benefits:
The following information describes typical benefits available for full-time employees who are expected to work more than six months. Actual benefits may vary by appointment type or be prorated for other than full-time work (e.g. part-time); view the job posting for benefits details for job types other than full-time.
Note: If the position offers benefits which differ from the following, the job posting should include the specific benefits.
Insurance Benefits
Employees and their families are covered by medical (including vision), dental and basic life insurance. There are multiple medical plans with affordable monthly premiums that offer coverage throughout the state.
Staff are eligible to enroll each year in a medical flexible spending account which enables them to use tax-deferred dollars toward their health care expenses. Employees are also covered by basic life and long-term disability insurance, with the option to purchase additional coverage amounts.
To view premium rates, coverage choice in your area and how to enroll, please visit the Public Employees Benefits Board (PEBB) website. The Washington Wellness program from the Health Care Authority works with PEBB to support our workplace wellness programs.
Dependent care assistance allows the employee to save pre-tax dollars for a child or elder care expenses.
Other insurance coverage for auto, boat, home, and renter insurance is available through payroll deduction.
The Washington State Employee Assistance Program promotes the health and well-being of employees.
Retirement and Deferred Compensation
State Employees are members of the Washington Public Employees' Retirement System (PERS). New employees have the option of two employer contributed retirement programs. For additional information, check out the Department of Retirement Systems' web site.
Employees also have the ability to participate in the Deferred Compensation Program (DCP). This is a supplemental retirement savings program (similar to an IRA) that allows you control over the amount of pre-tax salary dollars you defer as well as the flexibility to choose between multiple investment options.
Social Security
All state employees are covered by the federal Social Security and Medicare systems. The state and the employee pay an equal amount into the system.
Public Service Loan Forgiveness
If you are employed by a government or not-for-profit organization, and meet the qualifying criteria, you may be eligible to receive student loan forgiveness under the Public Service Loan Forgiveness Program.
Holidays
Full-time and part-time employees are entitled to paid holidays and one paid personal holiday per calendar year.
Note: Employees who are members of certain Unions may be entitled to additional personal leave day(s), please refer to position specific Collective Bargaining Agreements for more information.
Full-time employees who work full monthly schedules qualify for holiday compensation if they are employed before the holiday and are in pay status for at least 80 nonovertime hours during the month of the holiday; or for the entire work shift preceding the holiday.
Part-time employees who are in pay status during the month of the holiday qualify for the holiday on a pro-rata basis. Compensation for holidays (including personal holiday) will be proportionate to the number of hours in pay status in the month to that required for full-time employment, excluding all holiday hours. Pay status includes hours worked and time on paid leave.
Sick Leave
Full-time employees earn eight hours of sick leave per month. Overtime eligible employees who are in pay status for less than 80 hours per month, earn a monthly proportionate to the number of hours in pay status, in the month to that required for full-time employment. Overtime exempt employees who are in pay status for less than 80 hours per month do not earn a monthly accrual of sick leave.
Sick leave accruals for part-time employees will be proportionate to the number of hours in pay status, in the month to that required for full-time employment. Pay status includes hours worked, time on paid leave and paid holiday.
Vacation (Annual Leave)
Full-time employees accrue vacation leave at the rates specified in (1) or the applicable collective bargaining agreement (CBA). Full-time employees who are in pay status for less than 80 nonovertime hours in a month do not earn a monthly accrual of vacation leave.
Part-time employees accrue vacation leave hours in accordance with (1) or the applicable collective bargaining agreement (CBA) on a pro rata basis. Vacation leave accrual will be proportionate to the number of hours in pay status, in the month to that required for full-time employment.
Pay status includes hours worked, time on paid leave and paid holiday.
As provided in , an employer may authorize a lump-sum accrual of vacation leave or accelerate the vacation leave accrual rate to support the recruitment and/or retention of a candidate or employee for a Washington Management Service position. Vacation leave accrual rates may only be accelerated using the rates established WAC 357-31-165.
Note: Most agencies follow the civil service rules covering leave and holidays for exempt employees even though there is no requirement for them to do so. However, agencies are required to adhere to the applicable RCWs pertaining holidays and leave.
Military Leave
Washington State supports members of the armed forces with 21 days paid military leave per year.
Bereavement Leave
Most employees whose family member or household member dies, are entitled to three (3) days of paid bereavement leave. In addition, the employer may approve other available leave types for the purpose of bereavement leave.
Additional Leave
Leave Sharing
Family and Medical Leave Act (FMLA)
Leave Without Pay
Please visit the State HR Website for more detailed information regarding benefits.
Updated 12-31-2022
01
Although this opportunity may have telework options, you must reside in Washington State. Do you live in or plan to relocate to Washington State?
- Yes
- No
Required Question