WSU Policies and Procedures: What's New

This policy is being updated primarily to clarify the procedures for reporting accidents in state vehicles. A few minor language clarifications or corrections were also made.

Specific changes made were:

• Updated title of Vice President for Finance and Operations.
• Clarified that the requirement that passengers be engaged in official state business is a legal requirement.
• Clarified that privately owned vehicles being used for official state business must follow reporting requirements.
• Added requirement of reporting accidents involving state-owned vehicles to fleet manager.
• Added requirement of reporting accidents involving state-owned or private vehicles being used for official state business to the University's property manager.
• Added requirement to review the newly developed general "Vehicle Accident Procedures" for any accident in a state vehicle and ensure compliance with all reporting requirements.

This policy is being revised to restrict remote work arrangements to locations within the United States. Other language and organizational updates were also made for purposes of clarification.

Specific changes made include:

• The option and approval process for international remote work were removed from this policy.
• Added that employees who will work during international travel must comply with Policy 13.20 / Out-of-State and International Travel.
• Updated the distinction between temporary and regular remote work from 21 consecutive days to 30 consecutive days for purposes of clarity and to assist in application.
• Updated the process for review and approval from export control services for remote work arrangements to reflect current practices.
• Added definition for "out-of-state" to clarify that U.S. territories are treated as "within the United States" for purposes of this policy.
• Clarified that assigned work sites that are out of state must still go through the approval process under this policy, even though they are not considered a remote work arrangement.
• Updated definition of alternate work location and made other language updates for clarity.

This policy establishes guidelines and procedures for conducting workplace investigations within the University.

This policy is being revised to clarify and make updates that reflect current practices and requirements in the recruitment, hiring, and onboarding of University employees.

Specific changes include:

• Made reorganization and language updates for purposes of clarifying the procedural processes for recruiting, hiring, and onboarding.
• Updated definitions to remove definitions that weren't being used in the policy and to add definitions to assist with clarity and understanding of the processes addressed in the policy.
• Updated position posting and application requirements to align with current practices required as a result of transition to the University's Applicant Tracking System (ATS).
• Distinguished timeframes for positing benefit eligible positions v. non-benefit eligible positions.
• Combined different avenues for submitting applications under one ATS avenue.
• Clarified notification requirements for job postings.
• Added that verbal contingent offers must be made by HR or after consultation with HR.
• Added the disability (along with the veterans) hiring preference to process.
• Updated the resources section.

This Policy is being rescinded.

This new policy is an updated version of Policy 3.55 / Attendance that is being relocated to Chapter 5 of WSU Policies and Procedures. Updates have been made to reflect and clarify the University's attendance expectations.

Specific changes made:

• Updated definitions to include the terms as used in the policy and standardized University definitions, and for purposes of clarity.
• Updated language throughout policy to assist employees in understanding expectations in relation to attendance and time off.
• Reorganized so that policy statements are located in the policy section rather than in the purpose or the administrative procedures sections.
• Clarified that Human Resources may require a physician release for an employee to return to work after an absence of three days or longer due to illness or sick leave.
• Clarified that an employee may be required to record a tardy or leaving work early as accrued leave on a time sheet.
• Clarified that failure to report to work within the first half of the shift without explanation will be considered a no call/no show.
• Removed timekeeping procedures because timekeeping is addressed on the HR webpage and will eventually be moved into a different policy under Chapter 5.
• Removed responsibilities section because responsibilities of leadership and employees are already addressed throughout the policy.
• Updates were also made to conform with the University's standard policy format.

This policy is being revised to accurately reflect the University's current practices, to ensure compliance with all federal immigration requirements, and to clarify the requirements and limitations for sponsoring and employing foreign nationals to assist staff and faculty through the sponsorship process. Updates have also been made to conform to the University's policy format requirements.

The primary changes made:

• Policy has been reorganized for clarity.
• Subjects covered in policy have been updated to be more helpful and transparent to staff and faculty.
• Procedures have been removed and replaced with links to the University webpages that contain the updated procedures for requesting sponsorship and employment of foreign nationals.
• Definitions have been updated to accurately reflect the terms that are used in the policy and are helpful in relation to employment and sponsorship of foreign nationals at the University.
• Eligibility requirements and limitations for sponsorship have been clearly specified, including requirements for the position, visa categories, and the individual for whom sponsorship is sought.
• Clarified requirement of institutional interest.
• Clarified the necessary review and discretion involved.
• Clarified the roles, responsibilities, and decision-making authority of stakeholders.

This policy is being updated to require that a representative from Human Resources be present at an employee's meeting with leadership for separation of employment that is initiated by leadership. Updates were also made to conform to the University's required policy format.

This policy is being revised to ensure compliance with recent changes in state law that govern hiring preferences for veterans and individuals with a disability.
Specific changes were made to the following Sections:

• Updated title to include disability preference and promotion.
• Included governing law that requires preferences.
• Added disability preference to the policy.
• Clarified that supporting documentation is required, it is due prior to closing date for applications, and it shall be used solely for purposes of the preferences.
• Added definitions section.
• Provided updated definition of veteran, which was revised by the Legislature in the 2024 and 2025 Sessions.
• Clarified that the statutorily required preferences apply to eligible University positions as specified by statute, including controlled affiliate positions.
• Added procedures section that specifies what documentation is required to prove eligibility for both preferences.
• Updated policy to align with University's standard policy format.

Policy maintenance to update citation referenced in Applicable Laws section from FAR 52.223-18 to FAR 52.226-8. The substance of the citation has not changed.