Leave and Work Options for Faculty and Staff

Using Leave

If you do not have a qualifying sick leave event you may use the following types of leave, with prior supervisor approval:

Please Note: Payroll deadlines continue to apply during this period.  Should you have any pay affecting leave or time reports, please assure these are submitted according to the Payroll Document Schedule on the Payroll Services website. Questions regarding processing pay affecting leave or time reports can be directed to departmental payroll administrators or Payroll Services, at payroll@wsu.edu.

Teleworking

Upon prior authorization from the supervisor and if business operations allow, Civil Service and Administrative Professional employees may request to telework from home or an alternate location. Faculty members should seek approval from the appropriate department chair or director.

• Telework agreement: If approved, a formal telework agreement (BPPM 60.34, Telework Agreement) is not typically required to work from home or an alternate location on an infrequent basis or for a brief period of time  Due to the extension of the “Stay Home, Stay Healthy” order through May 4, 2020, supervisors must document telework assignments in writing.  Supervisors may use the WSU Telework Assignment form or use a similar form of written documentation i.e. email. If an employee requests to regularly work remotely an approved telework agreement is required. Refer to BPPM 60.34, Telework Agreements for additional information.
• Equipment: The employee and supervisor determine the equipment and supplies necessary for the employee to perform the duties of their position.
  • If you don’t have the proper equipment, your supervisor will inform you if you are authorized to use University-owned equipment in accordance with BPPM 20.35 Use of University Property and 20.37 Personal Use of University Resources.
• Notice: The employee and supervisor establish telework start and end dates. The employee and/or supervisor may end participation in the program at any time.
  • Note to Supervisors:  Supervisors are responsible to ensure overtime eligible employees participating in the program continue to receive their meal and break periods in accordance with WAC 296-126-092. WSU’s standard rest period is 15 minutes.
• Supervisors and employees are responsible for compliance with all state ethics laws and WSU policies and procedures.  Employees must accurately account for time including hours worked (on-site and/or telework), annual or sick leave used, and leave without pay. The Ethics in Public Service Act, RCW 42.52 applies to all WSU employees. All state employees have a duty to ensure proper stewardship of state resources and ensure accountability.
  •  Office of Internal Audit provides advice and interpretation regarding Ethics in Public Service. It is recommended all employees be familiar with BPPM 10.21 and BPPM 10.22. Contact Internal Audit for more information on ethics and use of state resources, 509-335-5336 or ia.central.wsu.edu.

Refer to the policy on telework agreements, BPPM 60.34, and teleworking tips for more details.

Flexible Scheduling

Upon prior authorization from the supervisor and if business operations allow, Civil Service and Administrative Professional employees may request a flexible schedule. Faculty members should seek approval from the appropriate department chair or director.

For additional information refer to Flexible Scheduling information on the HRS website.

Temporary Schedule Adjustments

If business operations allow, and an employee receives prior supervisor approval, overtime eligible employees may temporarily adjust their schedule to work additional hours during the workweek which work was missed.

Families First Coronavirus Response Act

If an employee is unable to work or telework as a result of needing to provide care for their child, they may be eligible for certain leave provisions, for the periods of time they are the only suitable person available to care for the child. See HRS Disability Services Families First Coronavirus Response Act for more information.

Faculty and Staff Policies

This information is not intended to be all-encompassing and should not be considered to be providing medical or legal advice. In all instances, you should consult with a relevant expert for guidance specific to your circumstances.

Updated 8/17/2020