Foster Parent Shared Leave Pool

Available Funds: $9,590.08 

Contact Information:
Foster Parent Shared Leave Pool

The purpose of the Foster Parent Shared Leave Pool is to allow any state employee to voluntarily donate their leave to be used as shared leave for any eligible state employee who is a licensed foster parent pursuant to RCW 74.15.040 and is caring for a foster child or is preparing to care for a foster child in their home. 

The Foster Parent Shared Leave Pool will be administered by the Department of Social and Health Services (DSHS) in consultation with the Office of Financial Management (OFM). 

Definitions

  • Caring for: taking foster child to health care appointments, court appointments, visitation with family members and/or any other reasons that sick leave may be used for in WAC 357-31-130.
  • Employee: an employee of the state, including employees of school districts and educational service districts, who are entitled to accrue sick leave or vacation leave and for whom accurate leave records are maintained as defined in RCW 41.04.655.
  • Monthly salary: the monthly salary and special pay and shift differential, or the monthly equivalent for hourly employees. Monthly salary does not include overtime pay, callback pay, standby pay or performance bonuses.
  • Preparing to care for: arranging the foster children’s living space, enrolling in school and/or enrolling in child care.
  • Recipient: an employee who receives donated leave from another employee.
  • Shared leave: the donated leave converted to hours by the receiving agency at the recipient’s rate of pay. This may be more or less than the literal hours donated depending on the relative salary rates of the respective employees (State Administrative  & Accounting Manual).
  • Timekeeper: an employee who processes all leave and overtime slips and enters leave and overtime hours into the Human Resource Management System (HRMS) to ensure accurate payment to employee.
  • Donor: an employee who donates leave to another employee.
  • Donated leave: the dollar value of the leave hours a donor donates through the Shared Leave Program (State Administrative  & Accounting Manual).

 

Eligibility & Forms

Donate Shared Leave

  • An employee who is eligible to donate leave under WAC 357-31-890 may donate vacation leave, sick leave and all or part of a personal holiday to the Foster Parent Shared Leave Pool.  The requirements to donate are as follows:
  • Vacation Leave: An employee’s request to donate leave may not cause their vacation leave balance to fall below 80 hours after the transfer.
  • Sick Leave: An employee’s request to donate leave may not cause their sick leave balance to fall below 176 hours after the transfer. 
  • Personal Holiday: An employee may donate all or part of their personal holiday.

Receive Shared Leave

  • An employee is eligible to receive shared leave from the Foster Parent Shared Leave Pool if the employee is currently licensed as a foster parent and is caring for or preparing to care for a foster child. 
  • To receive shared leave from the pool to care for a foster child, the employee must exhaust all compensatory time, recognition leave, and their personal holiday.  The employee is not required to deplete all of their vacation leave and sick leave and can maintain up to 40 hours of vacation leave and 40 hours of sick leave in reserve. 
  • To receive shared leave from the pool to prepare for a foster child, the employee must exhaust all compensatory time, recognition leave, and their personal holiday.  The employee is not required to deplete all of their vacation leave and can maintain up to 40 hours of vacation leave and 40 hours of sick leave in reserve.  An eligible employee may receive up to five days of shared leave, per occurrence, from the Foster Parent Shared Leave Pool to prepare to accept a foster child in their home.

Forms

Frequently Asked Questions

Question: Will Leave Tracker show the employee how much Foster Parent Shared Leave they have available to use?

Answer: Leave Tracker will show the employee how much Foster Parent Shared Leave they have available to use.

Question: What are the circumstances under which Foster Parent Shared leave must be returned to the Foster Parent Shared Leave Pool?

Answer: Foster Parent Shared Leave must be returned upon discovery that it is no longer needed for the intended use and upon termination/separation of an employee. Foster Parent Shared Leave that is received but not used must be returned to the pool as well.

Question: If you currently have an employee that has FMLA through DSHS that they are using for appointments for their foster children, can the employee sign up for the Foster Parent Shared Leave Pool (FPSLP) also in conjunction with the standard FMLA they already have through the Agency? 

Answer: Yes

Question: You have an employee that has an FMLA case and is approved for standard shared leave.  Can an employee be on standard shared leave, and apply for the Foster Parent Shared Leave Pool?

Answer: Yes

Question: If an employee has received shared leave donations within their agency (not from the Foster Parent Shared Leave Pool), designated for use as a foster parent, do they have to exhaust that shared leave before applying for/using the Foster Parent Shared Leave Pool?

Answer: No.  The employee can choose whichever shared leave source to use; however, they should keep in mind that when using the FPSLP, they are allowed to maintain 40 hours of sick leave and 40 hours of annual leave on the books.   They must report the correct leave codes when using time.

Question: How long are Foster Parent License Certifications valid? 
 
Answer: The Foster Parent License Certification is valid for 12 months from the date of request, or until the license expires, whichever comes first. 

Question:  If someone who has an active request for FPSL has their license revoked for any reason, is there a way that we’ll be notified?

Answer:  It is the applicant’s responsibility to report revocation of their license for FPSL as documented on DSHS Form 03-492 Foster Parent Recipient Shared Leave. If the applicant does not report a loss of eligibility and continues to receive FPSL that would be considered an abuse of the pool.

Question:  How will funds be disbursed from the Foster Parent Shared Leave Pool for the care of a foster child?

Answer:  Depending on availability of funds, up to 40 hours of Foster Parent Shared Leave will be disbursed for the initial request.  When the initial 40 hours of Foster Parent Shared Leave has been exhausted, the employee may submit a request to their agency HR/PR office, for an additional disbursement of up to 40 hours, based on funds availability.  A new certification form will not be required.  HR may send the e-mail on to the Foster Parent Shared Leave Pool e-mail for processing.  Within the certification period, this process may be followed until the maximum allowed 522 hours has been reached, or until the date the certification expires, whichever comes first.

Info for HR & Payroll Offices

Contact Information

  • General Questions and Questions Related to the Foster Parent Shared Leave Accounting Procedures should be directed to the DSHS Office of Accounting Services (OAS) Payroll Office.

    • Email Address: FosterParentSharedLeavePool@dshs.wa.gov

    • Telephone number for Payroll Support Staff: (360) 664-5755

    • Note: Payroll Support Staff are responsible for answering this phone line. Based on your inquiry, the Payroll Support Staff will forward you to the appropriate staff person(s) in the Payroll Office who will be able to assist with your questions.