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Family Friendly Employment
- Increase the number of people, particularly women, returning to work after parental leave.
- Improve organization efficiency through long service (institutional memory).
- Allow parents to spend more and better time engaging with their children.
- Reduce stress and stress-related absences.
Whether you're thinking about starting a family or have a family already underway, this page is an evolving resource for you!
We are open to your feedback about ways to improve and add to this site.
Getting Started
Your Human Resources Representative provides individualized assistance to Whatcom County employees. We can help you maximize all benefits and leave provisions available to you by law and County policy.
Call (778-5300) or email us [email protected] to set up an appointment.
Medical Benefits
Whatcom County provides excellent, full family medical coverage to eligible employees with low- or no-cost premiums for employees. All new employees are offered a benefits orientation and current employees are welcome to set up a time for a benefits "refresher." All medical plans offer comprehensive prenatal and postnatal care.
If you anticipate a change in marital status, are expecting a baby, or have a child who will no longer be a dependent, visit our Employee Status Changes page within 30 days of the change for the steps to take to keep your benefits current.
Tax Savings for Childcare
Child care can be the single largest expense for a family. A Day Care FSA can help save money by paying for qualified day care expenses with pre-tax dollars. Sign up during open enrollment in November for the following tax year or within 30 days of birth.
Employee Assistance
Family caregiving services and emotional wellness services are available free of charge to Whatcom County employees through KEPRO, our Employee Assistance Program.
Paid Time Off
Generous vacation and sick leave benefits are available for regular employees. Consult your collective bargaining agreement or unrepresented resolution for details. View the policies tab for parental leave information. County employees also enjoy eleven paid holidays per year. Paternity Leave
Accrued sick leave may be used to care for a legal spouse or registered domestic partner during pregnancy and childbirth disability. 12 workweeks of leave (unpaid or vacation) is available for care and bonding under FMLA.
Transitioning Back to Work
County supervisors work with employees on a mutually agreeable transition plan back to full-time work.
Alternative Work Schedules
Many County employees enjoy the flexibility of working an alternative work schedule to balance family and work life. Work with your supervisor to explore available options.
Flex Time
Use "flex time" for periodic personal matters as mutually agreed by your supervisor.
Breastfeeding
Whatcom County provides many breastfeeding resources and supports breastfeeding mothers at work by proving a private space to express and collect milk for infants during their first year of life.
Determine a Leave Plan
At least three months prior to your anticipated leave, meet with your HR Representative to determine your leave plan. Your HR Rep will help you maximize your options with your available accruals. You will receive a calendar to map out your proposed leave plan. Your HR Rep will also review how you'll pay for any insurance premiums, voluntary deductions/contributions while on leave.
Give Notice to your Supervisor
Review your proposed leave plan with your supervisor at least 30 days in advance, but the earlier, the better.
Submit Timesheets
You are responsible for submitting weekly time sheets to reflect your choices about use of accruals and/or unpaid leave.
Impact on your Retirement
Unpaid leave may affect your retirement. The Department of Retirement Services (DRS) allows employees to buy back lost service credit for a period of time. For more information on recovering lost service credit, contact DRS at 800-547-6657.
Whatcom County complies with applicable Federal and State Family Leave Laws. No adverse employment action may be taken against any employee utilizing leave under these provisions.
| Law/Purpose | Amount of Leave | Eligibility |
|---|---|---|
| WA Paid Sick Leave Provides protected sick leave for employees and covered family members for certain covered reasons. | One hour of paid sick leave for every 40 hours worked. Regular employees accrue more generous sick leave covered by their applicable Collective Bargaining Agreement or Unrepresented Resolution. | All Employees |
| WA Law Against Discrimination (WLAD) Employers must provide same disability leave benefits to women who are pregnant or have recently given birth as they provide to any other employee. | Reasonable accommodation (leave) determined by a doctor for a new mother during her period of disability. Generally, 6 weeks for normal delivery or 8 weeks for cesarean delivery but could also include disability prior to birth. This leave is in addition to any leave under FMLA. Available paid time off accruals or unpaid leave may be used. | Birth mothers |
| Family and Medical Leave Act (FMLA) For a period of pregnancy incapacity, following birth, to care and bond with newborn, or following adoption or foster care of a child under 19. | 12 workweeks of job-protected leave with continuation of employer-paid benefits. Available paid time off accruals or unpaid leave may be used as allowed by policy. | Must have worked for 12 months and 1,250 hours in the 12 months prior to taking leave. |
| WA Family Care Act Use of paid sick leave or other paid time off to care for sick child, spouse, registered domestic partner, parent, parent-in-law or grandparent with a serious health condition. | Available paid time off accruals may be used. | Any employee with paid leave accruals. |
| Domestic Violence Leave Use of reasonable leave to take care of legal/law enforcement needs, seek treatment, obtain services, relocate, or take other actions to increase safety from future incidents. | Available paid time off accruals or unpaid leave may be used. Employers must maintain health insurance. | Victims and their family members who may offer help to the victim. |
| Military Family Leave under FMLA Leave for any "qualifying exigency" arising from foreign deployment of employee's spouse, son, daughter, or parent with the Armed Forces, or to care for a servicemember with a serious injury or illness if the servicemember is an eligible family member. | 12 workweeks of job-protected leave during any 12-month period during family member deployment. 26 workweeks of job-protected leave during a single 12-month period to care for a covered servicemember with a serious injury or illness Available paid time off accruals or unpaid leave may be used as allowed by policy. | Must have worked for 12 months and 1,250 hours in the 12 months prior to taking leave. |
Paid Family and Medical Leave (PFML) | 12 weeks of partial wage replacement. The exact benefit is determined by your wages and other factors. | Worked 820 hours in WA during the previous year |
| Pregnant Workers Fairness Act (PWFA) | Reasonable accommodations for known limitations related to pregnancy, childbirth, or related medical conditions, unless the accommodation will cause the employer an undue hardship. | All Employees |