Workforce Impact Policies and Procedures

A reduction in FTE decreases the number of hours an employee normally works during a week (e.g. 100% FTE/40 hours to 80% FTE/32 hours). A reduction in appointment term decreases the number of months worked in a year (e.g. from 12 month to 9 month).

Civil service (CS), bargaining unit (BU) and administrative professional (AP) may be impacted by a reduction in FTE or appointment term. Bargaining Unit employees should refer to their respective Collective Bargaining Unit Agreement.

Civil Service (CS):  A reduction in FTE or appointment term for CS will result in layoff notification. In accordance with Washington Administrative Code (WAC) 357-46-025 (Layoff Notification) permanent employees must receive at least fifteen (15) calendar days’ notice. Probationary employees must receive at least one (1) calendar day notice.

Bargaining Unit (BU): A reduction in FTE or appointment term for BU will result in layoff notification Bargaining Unit employees should refer to their respective Collective Bargaining Unit Agreement or contact HRS.labor@wsu.edu. Employees represented under Washington Federation of State Employees and International Union of Operating Engineers receive at least thirty (30) calendar days’ notice for standard layoff processes. Employees represented under WSU Police Guild receive at least fifteen (15) calendar days’ notice for standard layoff processes. United Automobile, Aerospace and Agricultural Implement Workers of America (UAW) Academic Student Employees receive one month notice for standard layoff processes.  The appointment is reduced or ended no sooner than the end of the term/semester for which the notice of layoff is provided.

Administrative Professional (AP): In accordance with the AP Handbook, employees receive a minimum of 30 days’ notice for a reduction in FTE and/or appointment term.

For Civil Service and AP employees, a reduction in FTE cannot reduce an employee’s appointment to less than 50% FTE. An appointment term cannot reduce an employee to less than 6 months + 1 day.

Any change to appointment for faculty must be in accordance with their faculty contract and the Faculty Manual. Impacts to non-tenured faculty on appointments require appropriate notice in accordance with Section III.E of the faculty manual. Contact Labor Relations if a post-doctoral classification.

Faculty on continuous appointments (without an end date):

Refer to the Faculty Manual, Section III E. 1. Non-reappointment.

*Excluding three summer months

These notice provisions shall not apply in situations involving extraordinary circumstances, such as financial exigencies or elimination of a program.

Faculty with a Terminal (end) Date: Current appointment ends on the pre-established end date.

Yes, employees can submit a written request to their supervisor.

This policy can be found in the Business Policies and Procedures Manual, BPPM 60.37 Layoff–Civil Service Employees.

Bargaining Unit employees should refer to their respective Collective Bargaining Unit Agreement  or contact HRS.labor@wsu.edu

It is a reduction in the University’s workforce. The most common reasons for a layoff are:

• Lack of funds
• Lack of work
• Organizational change

These are the impacts that may result:

• Separation from service with the University.
• Employment in a class with a lower salary range maximum.
• Reduction in work year/appointment term.
• Reduction in the number of hours worked (FTE).

Per WAC 357-46-025, permanent employees must receive at least fifteen (15) calendar days’ notice unless employer and employee agree to waive the fifteen (15) days’ notice period. Probationary employees must receive at least one (1) calendar day notice.

Seniority (permanent status) and position requirements, including competencies, are the two main factors to consider in determining layoff options for employees.

No. Seniority is based on total days calculated from the employee’s continuous service date of qualifying service and any adjustments in accordance with BPPM 60.37 Layoff–Civil Service Employees.

Job performance is not a factor in the layoff process.

If you are a permanent employee, you must be notified in writing of the following:

• The reason or basis of the layoff.
• Any layoff options identified for you by Human Resource Services.
• Any requirement that you serve a transition review period.
• The date by when you must select any layoff options.
• The layoff lists (internal and statewide) for which you are eligible to apply.
• The right to appeal the layoff.

Yes. Up to five (5) years of military service is added to the unbroken state service of eligible veterans for seniority calculation purposes. Refer to WAC 357-46-060 .

No. Employees must have permanent status to be given layoff options and to be placed on a layoff list.

If you have permanent status, in a project position, you may have options within the specified project and you may be eligible to be on internal WSU and statewide layoff lists. (Refer to BPPM 60.23, Project Employment–Civil Service, for project appointment information.)

Human Resource Services is the primary office responsible for determining employee layoff options.

Within a layoff unit, a permanent employee impacted by layoff must be offered the option to take a position, if available. The layoff option criteria is outlined in BPPM 60.37, Layoff–Civil Service Employees.

Layoff units are defined in BPPM 60.37 Layoff–Civil Service Employees.

Someone with more seniority than you was laid off. Their layoff option was to your position, and they claimed that position so they could remain employed. Layoff seniority is calculated in accordance with BPPM 60.37 Layoff–Civil Service Employees. HRSA will then review if you have layoff options with your position being claimed by a more senior employee.

WSU defines a Comparable Position in the layoff unit for full-time, 12-month positions, as 40 hours per week and 12 months per year within a 50 mile radius. A less than comparable position would be a position with fewer hours or less months per year or at a further distance or all of the above. (Refer to BPPM 60.37 Layoff–Civil Service Employees.)

You can request to have your name on the WSU internal layoff list as soon as you receive written notice of the layoff, including the effective date. You may be eligible to have your name on more than one layoff list including the statewide list.

No. The University has an internal layoff list. (Refer to BPPM 60.37 Layoff–Civil Service Employees.)

A person can remain on the internal layoff list up to two (2) years.

There are two types of layoff lists. The internal WSU and statewide layoff lists are both maintained by job classification. Both lists are composed of laid off employees.

• Internal Layoff List: The internal layoff list is used and maintained by WSU only.
• Statewide Layoff List: The statewide layoff list is used by other state agencies (general government). Since general government agencies may also employ people with competencies, skills, and abilities that you possess, you can improve your opportunities to be rehired after layoff by getting on the statewide layoff list(s) for classes for which you qualify. Higher education institutions maintain their own statewide layoff list.

No, you must request in writing to have your name placed on the WSU internal layoff list by selecting the option(s) available to you when you receive written notice of the layoff and the signed layoff option form is returned to HRS.

No. Since each higher education institution maintains their own internal layoff lists, you need to apply separately to each institution. To be placed on the statewide layoff list, apply to the Department of Personnel (DOP) for employment in General Government. Visit the Washington State Department of Enterprise Services (DES) Layoff & General Government Transition Pool page for more information.

If you previously held permanent status in a job class(es) that has been revised or abolished, HRS will determine the closest matching job class(es) to offer as a layoff option which must be at the same or lower salary range as the class from which you are being laid off.

For additional job resource information, contact your region’s unemployment office:

• Washington State Employment Security Department
• Idaho Department of Labor

HRS has detailed information regarding benefits and retirement for employees that have been laid off or lost their job due to layoff reasons available on our website. Visit the HRS Benefits Separating Employee Information page. In most cases, employees losing benefits due to layoff are able to maintain coverage for up to 29 months on a self-pay basis. If they return to work in any capacity in the 24 month period following their layoff, they will automatically regain employer-provided benefits for the months they work 8 hours or more. 

Information on how change of FTE or appointment terms can impact your benefits is also available at Benefit Implications due to Change in Appointment.   

HRS Benefits and the Health Care Authority will provide a separation benefits mailing in the event of layoff. 

If an employee wishes to investigate if they are eligible to retire, they can visit the Retirement Information website or meet with an HRS Retirement Specialist.   

Questions can be directed to HRS Benefits at 509-335-4521 or hrs.benefits@wsu.edu.

Medical insurance is effective through the month of separation, provided you are in paid status at least 8 hours in that month. This can be verified through HRS Benefits.

There is no incentive at this time.

An employee separating from WSU may qualify for unemployment benefits. For information on unemployment benefits and additional information can be found in the Financial Resources section of the Separation pages or accessed through Employment Security Department (ESD).

Information regarding all types of separation for AP employees can be found in the AP Handbook.

AP appointments with a pre-established end date automatically terminate on the date indicated on the most recent offer or renewal letter. These appointments are sometimes referred to as “temporary AP appointments” or “fixed-term appointments”.

Appointments supported by extramural grants or contracts may be terminated, if the supporting grant or contract is terminated prior to that end date.

Appointments with a pre-established end date or supported by an extramural grant or contract may be terminated prior to the end date with a thirty (30) day written notice from the appointing authority.

Discontinuation of an appointment pursuant to the notice requirements is not “Termination for Cause” and does not reflect poor performance, misconduct or other cause for termination.

AP employees hired on or before June 30, 2004, on appointments without end dates shall be entitled to minimum advance notice of discontinuation of appointment of 180 days.

AP employees hired on or after July 1, 2004, on appointments without end dates shall be entitled to minimum advance notice of discontinuation of appointment in accordance with the following:

In accordance with RCW 41.06.070, an AP employee who held permanent status as a Civil Service employee and subsequently accepted an AP appointment without a break in service has return rights back to Civil Service.

Contact HRS.

AP employees will receive a 30 day notice prior to the effective date of change.

HRS has detailed information regarding benefits and retirement for employees that have been discontinued available on our website. Visit the Separating Employee Information page. You may also contact HRS at 509-335-4521 or hrs.benefits@wsu.edu. In most cases, employees losing benefits due to reasons such as lack of work, lack of funds, or good faith reorganization are able to maintain coverage for up to 29 months on a self-pay basis.  If they return to work in any capacity in the 24 month period following their layoff, they will automatically regain employer-provided benefits for the months they work 8 hours or more. 

Information on how change of FTE or appointment terms can impact your benefits is also available at Benefit Implications due to Change in Appointment.  

HRS Benefits and the Health Care Authority will provide a separation benefits mailing in the event of separation. 

If an employee wishes to investigate if they are eligible to retire, they can visit the Retirement Information website or meet with an HRS Retirement Specialist.  

Questions can be directed to HRS Benefits at 509-335-4521 or hrs.benefits@wsu.edu.

Medical insurance is effective through the month of separation, provided you are in paid status at least 8 hours in that month. This can be verified through Benefits.

There is no incentive at this time.

An employee separating from WSU may qualify for unemployment benefits. For information on unemployment benefits and additional information can be found in the Financial Resources section of the Separation pages or accessed through Employment Security Department (ESD).

Contact Labor Relations if a post-doctoral classification. Information regarding all types of separation for Faculty can be found in the Faculty Manual in the following sections:

• Financial Exigency or discontinuance of a program or department of instruction, research or service: Refer to Section III.E.3.
• For Faculty on Terminal Appointments (Fixed Term) and Contingent (Indefinite Term), as well as Continuous Appointments (without an end date): Refer to Section III.E.
  • Faculty on continuous appointments (without an end date):

*Excluding three summer months

These notice provisions shall not apply in situations involving extraordinary circumstances, such as financial exigencies or elimination of a program.

• Faculty with a Terminal (end) Date: Current appointment ends on the pre-established end date.

In accordance with RCW 41.06.070, a Faculty employee who held permanent status as a Civil Service Employee and subsequently accepted a Faculty appointment without a break in service has return rights back to Civil Service.

Contact HRS.

HRS has detailed information regarding benefits and retirement for faculty whose appointments are ending.  Visit the Separating Employee Information page. You may also contact HRS at 509-335-4521 or benefits@wsu.edu.  In most cases, employees losing benefits due to reasons such as lack of work, lack of funds, or good faith reorganization are able to maintain coverage for up to 29 months on a self-pay basis.  If they return to work in any capacity in the 24 month period following their layoff, they will automatically regain employer-provided benefits for the months they work 8 hours or more. 

Information on how change of FTE or appointment terms can impact your benefits is also available at Benefit Implications due to Change in Appointment.  

HRS Benefits and the Health Care Authority will provide a separation benefits mailing in the event of separation. 

If an employee wishes to investigate if they are eligible to retire, they can visit the Retirement Information website or meet with an HRS Retirement Specialist.  

Questions can be directed to HRS Benefits at 509-335-4521 or hrs.benefits@wsu.edu.

Medical insurance is effective through the month of separation, provided you are in paid status at least 8 hours in that month. This can be verified through HRS Benefits.

There is no incentive at this time.

An employee separating from WSU may qualify for unemployment benefits. For information on unemployment benefits and additional information can be found in the Financial Resources section of the Separation pages or accessed through Employment Security Department (ESD).

A furlough (or temporary layoff) for civil service employees is a temporary reduction in the number of hours an employee is regularly schedule or a period of unpaid time away from work enacted as a cost savings measure. Washington Administrative Code (WAC) 357-46-063.

For Administrative Professional employees, a furlough is a temporary reduction in the number of hours an employee is regularly scheduled to work. Administrative Professional Handbook.

At the end of the furlough the employee will return to their same position and FTE held prior to the furlough or temporary layoff.

Furloughs may apply to part-time/full-time civil service (CS), bargaining unit (BU) and administrative professional (AP).

Civil Service (CS): In accordance with WAC 357-46-066), CS employees receive at least seven calendar days’ notice of furlough/temporary layoff. 

Bargaining Unit (BU): Bargaining Unit employees should refer to their respective Collective Bargaining Unit Agreement or contact HRS.labor@wsu.edu. Employees represented under Washington Federation of State Employees and International Union of Operating Engineers receive at least thirty (30) calendar days’ notice for standard layoff processes. Employees represented under WSU Police Guild receive at least fifteen (15) calendar days’ notice for standard layoff processes. United Automobile, Aerospace and Agricultural Implement Workers of America (UAW) Academic Student Employees receive one month notice for standard layoff processes.  The appointment is reduced or ended no sooner than the end of the term/semester for which the notice of layoff is provided.

Administrative Professional (AP): In accordance with the AP Handbook, AP employees will be given at least a 30 day written notice of furlough.

Furlough leave without pay must be processed through time/leave entry in Workday in accordance with the Payroll Document Schedule. No retroactive furlough LWOP is allowed.

It is the department’s responsibility to submit leave without pay for each furloughed employee no later than 2 weeks prior to the start of the designed furlough. Designated furlough leave without pay must be clearly identified as furlough.

Civil Service (CS): In accordance with WAC 357-46-064, CS employees cannot be furloughed for more than thirty (30) calendar days in a calendar year.

Bargaining Unit (BU): Bargaining Unit employees should refer to their respective Collective Bargaining Unit Agreement or contact HRS.labor@wsu.edu.

Administrative Professional (AP): In accordance with the AP Handbook, a furlough may not exceed more than 30 calendar days in a calendar year.

Yes. Departments are encouraged to be flexible in scheduling furlough while ensuring that operational needs can be met.

• Schedule the furlough to occur in a week in which the pay period is split. This allows the furlough LWOP to be processed on two paychecks.
  • Example: the week of April 14, 2025 the leave without pay (LWOP) for April 14 and 15 will occur on the April 25^th paycheck, and the LWOP for April 16, 17 and 18 will occur on the May 10^th paycheck.
• Schedule the furlough during a week a university holiday occurs. Employees are eligible to receive holiday pay while on furlough. However, because the employee will receive holiday pay, the department will not receive the budget savings of a full work week.

Staff may request a voluntary furlough. Contact your HRS Service Team to obtain the form for additional information.

Information related to unemployment compensation can be accessed through Employment Security Department (ESD).

Please refer to the Faculty Manual Section III C. 9. Faculty Furlough and/or temporary salary reduction in a time of budgetary crisis. In accordance with the Faculty Manual, the goal of the process described is to provide an option by which crisis-precipitated budgetary burdens might be more equitably and justly shared by all WSU faculty. The process requires that certain requirements be met, that any proposal by the university administration must be approved by the Senate Steering Committee and a vote of the Faculty Senate, and that Page 72 of 118 2024 Faculty Manual  Presidential Approved for 2024-2025 Section III: Faculty Personnel Policies | III C. Employment | III C 9. Faculty Furlough and/or temporary salary reduction in a time of budgetary crisis any agreed upon faculty furloughs and/or salary reductions will be temporary. This process is separate from, and is not intended to modify or supplant, the policies and procedures related to financial exigency and program discontinuation in sections III E 3. Contact Labor Relations if a post-doctoral classification.

Faculty on continuous appointments (without an end date):

*Excluding three summer months

These notice provisions shall not apply in situations involving extraordinary circumstances, such as financial exigencies or elimination of a program.

Faculty with a Terminal (end) Date: Current appointment ends on the pre-established end date.

A faculty member may request a voluntary furlough. Contact your Chair/Director or Dean, and your HRS Service Team can assist with providing additional information.

No. When in furlough or temporary layoff status an employee cannot use any type of paid leave.

No. When in furlough or temporary layoff status an employee cannot use sick leave.

PEBB benefits (which include medical, dental, life and long-term disability) will continue as long as employees are in paid status for at least eight hours before the end of the month.

Civil Service (CS): In accordance with WAC 357-46-067 employee’s holiday compensation will not be impacted by periods of time spent on furlough or temporary layoff.

Bargaining Unit (BU): Bargaining Unit employees should refer to their respective Collective Bargaining Unit Agreement or contact HRS.labor@wsu.edu .

Administrative Professional (AP): In accordance with the AP Handbook, an employee’s holiday compensation will not be impacted by periods of time spent on furlough.

Yes. You may furlough an employee during a week a university holiday occurs; however, the employee will receive holiday pay. Because the employee will receive holiday pay, the department will not receive the budget savings of a full work week.

Employees cannot perform any work during the furlough. Furloughed employees are not authorized to perform any work for their employing unit during the furlough period. This includes work such as checking and responding to work email and remotely accessing their workstation except for the purpose of receiving communications about the end or extension of the furlough or to access employee benefits and resources.

Furloughed employees may not volunteer to perform any work for the employing unit which placed them on furlough.

Employees may be eligible for unemployment compensation. Information related to unemployment compensation can be accessed through Employment Security Department (ESD).

No, the furlough will not affect seniority, anniversary or unbroken service dates.

Civil Service (CS): In accordance with WAC 357-46-067, time spent in furlough will not affect leave accruals. Employees will continue to accrue sick and annual leave at the same rate.

Bargaining Unit (BU): Bargaining Unit employees should refer to their respective Collective Bargaining Unit Agreement or contact HRS.labor@wsu.edu.

Administrative Professional (AP): In accordance with the AP Handbook, an employee’s vacation and sick leave accruals will not be prorated for periods of time spent on furlough.

Per WAC 357-46-067, CS employees are not entitled to layoff rights for the purpose of furlough.

Exemption from the overtime provisions of Fair Labor Standards Act (FLSA) is affected while on furlough. Deductions from the pay of an employee of a public agency for absences due to a budget-required furlough disqualify the employee from being paid on a salary basis only in the workweek when the furlough occurs and for which the pay is accordingly reduced under 29 C.F.R. 541.710.

Overtime exempt employees who are furloughed for less than a full work week become overtime eligible for the entire work week; therefore, overtime exempt employees will be furloughed for a full work week.