For the latest information, please visit and Environmental Health & Safety.

The WSU Employee Vaccination Verification is now live. Employees must complete, and supervisors must validate, the COVID-19 Vaccination Verification process in Workday confirming completion of the COVID-19 vaccine regimen or request for a medical or religious exemption by October 4, 2021. 

Washington State University’s policies and protocols for responding to the COVID-19 pandemic will be rooted in the health and safety for our faculty, staff, students and the public we interact with. The Employee Return to Work guide is intended to assist with the safe return of faculty and staff to WSU work locations.  As appropriate for the work location, this guide is to be used in conjunction with the protocols for the safe return of students. The employee return to work guide is not a substitute for any protocols required by Washington State Department of Labor and Industries (L&I) requirements for work performed.

Department/Unit Processes

Return to Campus/Worksite Plan

Develop a Return to Campus/Worksite plan for the area. For more information and plan example go to: Environmental Health & Safety Distancing and Disinfection Plan.

Supervisor Guide for Returning to a WSU Work Location

Determine which positions are conducive to telework

A position can be considered suitable for telework if some or most of its responsibilities can be performed away from a WSU work location. The change in work location should not impact productivity, customer service, operational efficiency, or team collaboration.

Each position should be considered individually, per the responsibilities of the role, to determine if the work can be done outside of the regular work environment by considering the following questions:

  • Are the essential functions of the position suitable for remote work?
    • NOTE: If there are elements of the position that require in person customer or student facing activities, require materials and files that can only be accessed onsite, etc., you may require the employee to work on site.
  • Would working from home cause undue hardship for the department’s operations?
  • Is it necessary to work from a campus workspace? Why?
  • Does the position description support work from home?
  • Are there space constraints alleviated by a work from home rotation?
  • Does the employee have the necessary equipment and technology to work from home regularly or occasionally?
    • Is the employee able to have access to the needed equipment to perform their job function?
    • Do they have access to Wi-Fi to be able to complete their tasks, and communicate with their supervisor and team?
    • Does the employee’s core responsibilities require access to equipment, materials, and files that can only be accessed on site?
    • Is the employee required to be on-site for face-to-face meetings with supervisors, other employees, students, or customers? Or can this contact be done electronically?

Equipment and Internet Access Requirements for telework

Telework employees must have adequate equipment to use at their remote site and will need to purchase equipment with their own resources (unless equipment purchases is authorized by the appointing authority). High speed internet access is required to work remotely. The telework or remote employee must provide their own Wi-Fi connectivity.

IT ability and access to Wi-Fi networks plays a large part in determining telework ability.

Determine the suitability of specific employees who are interested in teleworking

Once it has been determined that all or some of the role responsibilities can be performed outside of the regular work environment, it must be identified if the employee in this role is compatible to telework opportunities. This must be considered on a case-by-case basis for current employees and must be considered when interviewing candidates for a remote or telework position. The telework approval or denial determination is made by the employee’s manager.

Employees who identify they may need a workplace or an accommodation to telework due to a medical condition, please have them contact Disability Services at See High-Risk Employee – Workers’ Rights – Accommodations and website, for more information.

Supervisors are asked to be flexible with employees while maintaining clear performance expectations.

Factors for this determination should include but are not limited to:

  • Employees most recent performance history (including disciplinary action).
  • Employees time management and organizational skills.
  • Does the employee have the necessary computer skills to complete their required job functions outside of the office?
  • Does the employee understand their role and expectations, and require little supervision to complete their tasks?
  • Is the employee a self-starter and consistently meets deadlines?
  • The employee must have a workspace conducive to a telework environment.
    • This includes adequate access to the internet and a quiet place for calls or video meetings.
    • Employees should work with managers to establish work hours. These work hours should be added to the employee’s email signature for transparency across the university.
    • Employees should designate “office” space and get IT support for their setup
    • Employees should try to minimize distractions in this area.
    • Employees should be cognizant of how their environment appears during video meetings.

Hybrid Telework Options

Some roles may be conducive for a limited amount of telework even if many of the responsibilities must be done at the regular work location. These roles could be considered for Flexible Scheduling. This is considered a hybrid telework arrangement and is likely to be the model for many teams.

A telework agreement is NOT required when:

  • Telework arrangement is for a short-term or intermittent period in anticipation the employee will return full-time to their WSU work location as part of a return to work plan. 
  • Incidental occurrences as defined in BPPM 60.34, Telework Agreement.

Employee Guide for Returning to a WSU Work Location


Employees currently teleworking to comply with the state of Washington “Stay Home, Stay Healthy” order are exempt from completing a formal telework agreement in accordance with BPPM 60.34, Telework Agreement.

As employees begin to return to a WSU work location, employees who will regularly work from an alternate work location after July 12, 2021, must have an approved telework agreement in place as outlined in the BPPM.   

A telework agreement is NOT required when:

  • Telework arrangement is for a short-term or intermittent period in anticipation the employee will return full-time to their WSU work location as part of a return to work plan. 
  • Incidental occurrences as defined in BPPM 60.34, Telework Agreement.

For questions, contact your HRS Service Team.

Reporting to a WSU Work Location

Employees are not to report for work at a WSU work location unless directed to by their supervisor, once they have met all of the pre-return requirements defined in this guide.

Workplace Expectations & Guidelines

WSU employees are expected to fully comply with statewide and university COVID-19 health and safety requirements as a condition of employment for the health and safety of themselves, their colleagues, and the WSU community.

Failure to do so may result in corrective and/or disciplinary action. Supervisors should contact HRS, as certain violations may require the employee to immediately leave the work location.

Return to Work Requirements

Employees who have been instructed to return to a WSU work location must do the following:

Refer to the COVID-19 Leave and Work FAQs for facial covering and social distancing requirements. Faculty and staff with concerns that other employees are not complying should speak with their supervisor, or report it to HRS using the COVID-19 Return to Work Concerns form.

WSU Return to the Workplace Date

As WSU moves to a phased reopening in preparation for the fall 2021 semester, this does not mean that all faculty and staff will need to return to on-site work locations full time on July 12. There still will be a need for employees to continue working remotely for all or part of their schedules. Doing so will ensure compliance with current physical distancing guidelines and meet the guidelines established by some areas or units with their respective area or unit plans.

The health and safety of our students, faculty, staff and communities remains our top priority and we will resume full in-person operations only when it is safe to do so.

Return to the Workplace Notice Requirement

HRS recommends giving employees as much notice as reasonably possible.  Supervisors should discuss concerns employees may have regarding returning to the work site. HRS is available to help discuss any concerns. Consult with your HRS Service Team for assistance.


State of Washington Governor’s Proclamation 21-14.2 mandates all WSU employees, regardless of work location, to be fully vaccinated by October 18, 2021, or obtain a medical or religious exemption.

Employees must complete, and supervisors must validate, the COVID-19 Vaccination Verification process in Workday confirming completion of the COVID-19 vaccine regimen or request for a medical or religious exemption by October 4, 2021. 

The COVID-19 vaccination is a condition of employment.  Employees, who are not fully vaccinated or do not obtain a medical or religious exemption, will be prohibited from engaging in work after October 18, 2021.

Visit for additional information.

COVID-19 Return to Work Concerns

Employees who have been directed to return to a WSU work location and have concerns, due to COVID-19, are to complete the COVID-19 Return to Work Concerns Form.

Staffing Options

For employees who have been instructed to return to their work location, there are several options departments can consider to maintain required social distancing measures and reduce population density within buildings and work spaces.

Telework: Departments with employees who can effectively telework to fulfill some or all of their work responsibilities must allow them to continue do so to reduce the number of individuals on the campus or other WSU work location.

Alternating Days or Shifts: To limit the number of individuals and interactions among those at the WSU work location, departments may schedule partial staffing on alternating days or shifts, such schedules will help enable social distancing, especially in areas with large common workspaces.

Staggered Reporting/Departing: The beginning and end of the workday typically bring many people together at common entry/exit points of buildings. Staggering reporting and departure times will help reduce traffic in common areas to meet social distancing requirements. (See Enter/Exit Controls for further details).

Childcare Availability Concerns

If you are unable to obtain childcare prior to the date your supervisor needs you to return to the workplace, please talk with your supervisor about alternative scheduling options.

Personal Safety Practices

Please refer to the Environmental Health & Safety Website for practices related to Disinfecting Common Surfaces and Electronics, Hand Sanitizer Practices and other information related to personal safety practices.

Mental and Emotional Wellbeing

The Employee Assistance Program (EAP) is available to offer emotional support during this stressful period. You may contact EAP by calling 1-877-313-4455 or visiting the EAP website.

WSU is committed to supporting your overall health and wellbeing. Visit the Wellcoug website for more information and resources to offer support, manage stress and enhance your resilience

Our knowledge and understanding of the COVID-19 virus continues to evolve, and our policies and plans will be updated as appropriate as more information becomes available. The WSU Coronavirus COVID-19 website is the university’s central source of updates and information about COVID-19.

Updated 10/26/2021