Workplace

Event Cancellations

Most public buildings on campus are closed by order of the Governor, including:

The AS Student Late Night Shuttle is canceled until further notice.

While the Governor’s “Stay Home/Stay Healthy” order is in place, there may be no public gatherings or events of any size. After the expiration of this order and until further notice, the campus will revert back to all non-essential gatherings (including groups as small as 10 – 50 people) at Western being canceled or postponed.

All on-campus visit programs, tours and information sessions are suspended.

Postponed events include:

  • Spring Career Fair - April 16
  • WWU Great Puzzle Hunt - April 17. Postponed to 2021
  • Employment Agency Expo - May 13
  • Womxn of Color Empowerment Dinner - May 16. Postponed to fall quarter

Employees

Many requests for assistance in serving and supporting our local communities and the state in this crisis are flowing into offices and departments. The ICS team has developed some preliminary procedures for resource sharing with external entities, which I am happy to share with you. The goal is to create an efficient and streamlined process for responding to requests through the Incident Command structure.

The basic premises which will guide our resource sharing are:

  • Western Washington University will collaborate with local agencies and organizations where possible to support critical services and functions in the community.
  • WWU must abide by all applicable laws, code, and policy when collaborating with local agencies and organizations.
  • WWU must prioritize critical needs within our own organization to ensure life safety and continuity of operations.
  • Requests for resource sharing, including transfer of WWU-owned material, temporary assignment of WWU employees, or temporary use of WWU equipment or facilities will be considered through the Whatcom Unified Command. Unified Command will have the highest priority.

Western employees receiving inquiries or requests from outside entities should direct those requests to COVID19Planning@wwu.edu. WWU departments which have materials that could be considered for transfer to Whatcom Unified Command should email the type, quantity, and manufacturer of the materials to Purchasing.department@wwu.edu.

Other than critical personnel performing essential functions on campus, all WWU employees are working remotely at this time. 

If you are sick, contact your supervisor to let them know you will not be reporting to work. We have an obligation to each other to stay home if we are not feeling well.

If you have a serious health condition impacting your ability to report to work for more than 3 days or on an intermittent basis, contact both your supervisor and Human Resources.  If you are already on an approved medical leave, you may continue to take leave as previously approved.  If you require additional medical leave or accommodation, contact the Medical Leave & Disability Administrator at (360) 650-3771 or Julie.Moon@wwu.edu.

Other than critical personnel performing essential functions on campus, all WWU employees are working remotely at this time. 

Employees who still need to take leave may use: 

Classified employees:

  • Vacation leave
  • Personal holiday
  • Personal leave day
  • Accrued compensatory time

Refer to the appropriate Collective Bargaining Agreement.

Professional Staff:

  • Vacation leave
  • Personal Holiday

Refer to the Professional Staff Employee Handbook.

Executive Officers:

  • Vacation leave
  • Personal Holiday

Faculty:

  • All spring courses are being taught remotely. 

Other than critical personnel performing essential functions on campus, all WWU employees are working remotely at this time. 

Other than critical personnel performing essential functions on campus, all WWU employees are working remotely at this time. 

Staff are eligible to use accrued sick or other types of leave or unpaid leave in accordance with the applicable collective bargaining agreement or handbook if their child’s school or place of care is closed by order of a public official for a health-related reason.

Effective April 1, 2020, the following modification was made to the Professional Staff Organization Handbook:

Professional Staff are allowed to use sick leave if the University or the employee`s child`s school/place of care closes by order of a public official for any health-related reasons. 

This modification will be posted on the PSO and HR websites, and incorporated into the PSO Handbook (see page 12).  https://wp.wwu.edu/hr/current-employee/professional-staff/

Other than critical personnel performing essential functions on campus, all WWU employees are working remotely at this time.

Due to public health concerns it would not be appropriate to bring your child to campus to work if you are a critical personnel performing essential functions. 

Employees are required to keep work files separate from personal files if using a personal device. Using Office 365 and OneDrive allows for remote work options with the use of personal computer equipment. In addition to OneDrive, remote work options for use of personal computer equipment would include the use of flash drives to separate files and the use of the Virtual Private Network(VPN). These approaches allow employees to work from home on their personal devices and still keep WWU files separate from personal ones.

Quick tips for how to work efficiently and effectively from anywhere, at anytime can be found at ATUS's Keep Working checklist for temporary work.

Supervisors and employees should work together to determine the appropriate work to perform remotely. Please consult the Supervisors’ Guide to Remote Work. Remote work could include professional development opportunities; Human Resources has a list of remote work training options to choose from.

ATUS has created these resources and tip-sheets for faculty and staff: 

All faculty and staff now have VPN access. You do not need to request VPN through ATUS or through an Esign form unless you require access to specific services (see the Actions Required section).

Some university technology services require off-campus users to connect through our VPN (Virtual Private Network) service although many do not require VPN (see links below). In order to accommodate an increase in the demand for our VPN service, we have enabled a second VPN server for employees, including student employees.

ACTIONS REQUIRED:

  • Please review our list of services that require VPN to determine whether or not you need to connect to VPN from off-campus. 
    Do you need VPN?
  • If you have already been granted VPN access, we ask that you review this page as well so you can limit your VPN usage to times when you need it to connect to a service.
  • Employees do not need to request access to VPN unless they need to access services listed under the "Admin VPN" section. As an employee you already have access to Standard VPN.
  • Since VPN is a shared and limited resource; please disconnect from it when you don’t need it.

ADDITIONAL INFORMATION:

Many services used by our faculty, staff, and students do not require VPN. Most students do not need VPN, and the few who do already have access to it.

The following articles have helpful tips for working or teaching from home:

Please contact your Employee/Labor Relations Consultant:

If you have questions regarding the Faculty Collective Bargaining Agreement, contact Austin Cooper, Faculty Relations Manager at x3915.

Western does not anticipate any employees will be in need of unemployment as a result of COVID-19.  However the Employment Security Department has just adopted a series of emergency rules to help people who are affected by COVID-19. For your information, an extensive FAQ for workers can be found on the Employment Security Department’s website, as well as a guide to understanding your options.

In accordance with Western Washington University’s COVID-19 response, Facilities Development & Capital Budget personnel are primarily working from remote locations.

To keep work flowing, there will be occasions when some staff members are on campus, for example, to oversee construction sites, attend bid openings in the parking lot, or coordinate work requiring a physical presence. All social distancing protocols will be observed while on site, and offices will remain closed to the public.

All of Western’s on-site construction activities, including construction of the new residence hall and work on the new interdisciplinary sciences building, have been suspended. Contractors for those projects have been notified and the work sites are being shut down. University officials received additional guidance from the Washington state Office of Financial Management on March 30 and, as a result, all on-site construction-related activities associated with Western’s public works projects have been temporarily suspended. The onsite construction of these projects is suspended until midnight on April 6, 2020, unless extended beyond that date as per Governor Inslee’s Proclamation 20-25.

Learn more at Facilities Development and Capital Budget COVID-19 Procedures

No, effective March 17, 2020, you can maintain a balance of 40 hours of sick leave and 40 hours of vacation. You may qualify for shared leave if you or your relative or household member is isolated or quarantined as recommended, requested, or ordered by a public health office or health care provider as a result of suspected or confirmed COVID-19 infection or exposure during a declared state of emergency.

On March 17, 2020, the governor signed into law several meaningful changes to the Shared Leave program. Highlights include:

  • Employees who qualify for shared leave may maintain up to 40 hours of applicable leave in reserves.
  • Employees may use their leave intermittently.
  • An employee does not need to be found ineligible for industrial insurance wage benefits to be eligible for shared leave.
  • An employee who is also receiving industrial wage replacement benefits may receive shared leave up to 25% of their base salary.
  • Shared leave received for the purpose of parental leave must be used in the 16 weeks immediately following birth or placement, or after pregnancy disability has resolved, as long as it is used within one year after the birth of the baby.
  • Employees may qualify for shared leave if the employee, relative, or household member is isolated or quarantined as recommended, requested, or ordered by a public health official or health care provider as a result of suspected or confirmed COVID-19 infection or exposure during the declared state of emergency.

Learn more about types of leave in the Leave Guidance Document

 

 

If you need to order an item through Marketplace in order to work from home, please select the central services address and this item will be held for you.

WWU Central Services
781 25th St.
Bellingham, WA 98225

If you have an immediate need for an item to facilitate your work at home, please use a P Card /Department P Card and purchase with delivery to your home address. Before placing a purchase to a home delivery address, you must send it to Purchasing.Department@wwu.edu so appropriate tracking can take place. Please note Amazon Business is a good vehicle for this type of spend. If you require access to Amazon Business, please email Karen.McKinnon@wwu.edu 

PLEASE NOTE: This change in process is a temporary measure as we respond to COVID-19.

Even though higher education, in delivering education through distance learning, is exempted from the governor’s stay-in-place order, faculty who do not need to come to campus should not. However, we know that some faculty may need access to equipment not readily available at home to teach in this environment. Faculty should feel free to come their on-campus offices and labs to prepare for and to teach courses or to collect materials to take home for teaching or other work, all while practicing social distancing during their time on campus.

However, the governor’s stay-at-home order prevents the university from opening experiential spaces such as labs, studios, and practice rooms to individual student use. 

If employees need to make a quick trip in and out of your office to get vital work material, you may do so. But please make as few of those trips as you can, and keep them laser-focused on getting what you need. Show respect and care for our colleagues who must be at work, by limiting extra cleaning and securing of areas as they are used, and helping to protect them and their families.

For volunteer requests from organizations other than Whatcom Unified Command, employees need to request leave from their supervisor. Staff (check your handbook/contract) have the following leave types available for such purpose:

  • Community Service Day
  • Personal Holiday
  • Personal Leave Day (available only to Classified staff)
  • Vacation Leave
  • Life Giving Procedure Leave (can be used for blood donation)

Requests from Whatcom Unified Command will be centralized through Western’s Incident Command Structure (ICS). The ICS leadership team will evaluate each request and has the authority to transfer an employee’s work assignment to Whatcom Unified Command or other centralized command structure for a specified period of time. 

Washington State ethics laws (RCW 42.52.160 – Use of persons, money, or property for private gain) does not allow for the gifting of university time to outside organizations, even during this time of health crisis. An exception is responding to requests from Whatcom Unified Command or similar centralized command structures in municipalities located outside of Whatcom County. For full text, see the Response to Staff Volunteer Requests. More comprehensive guidance for faculty and staff on official use of time is coming soon.

The hiring suspension applies to all positions including full-time and part-time, temporary, student, and faculty positions. This includes new positions, vacant positions, reappointments, and positions that become vacant while the hiring suspension is in effect. RA/TA and Work Study are exempt from the hiring freeze.

Promotions and reclassifications will be evaluated on a case-by-case basis and with the approval of your Vice President, Dean or the Provost. 

No, the hiring freeze does not apply to positions that are 100% funded by external grants or contracts; however, the funding source must be identified on documentation. Expenditures on those funds should follow the standard approval process in consultation with Research and Sponsored Programs. 

Confidentiality and Employee Privacy Rights

HIPAA: No. The University is not subject to the Health Insurance Portability and Accountability Act (HIPAA) and HIPPA usually will not be implicated. The University does have restrictions regarding disclosures of personal health information (PHI) under the American’s with Disabilities Act (ADA), state laws RCW 49.60 and RCW 70.02, and the state and federal Family Medical Leave Act (FMLA).

FERPA: Yes, the University is subject to privacy rules under the Family Educational Rights and Privacy Act (FERPA).

Exceptions: Privacy laws that protect personal health information make an exception when disclosures are necessary to prevent or lessen a serious and imminent threat to the health and safety of others. The current COVID19 situation is an example of when this exception is made.

Yes. Employees, supervisors and students are expected to follow the University’s Reporting Communicable Diseases Policy (POL-U1000.12). University administrators will work with the local Public Health Department in responding to reported cases which will include instructions for the University regarding how and to whom to communicate with potentially exposed individuals. Supervisors will receive instruction on communicating reported cases to those with a need to know. In addition to following the reporting requirements of the policy, employees and students may disclose their own condition to others as they choose.

Yes, but to employees and students only to the extent necessary to adequately inform them of their potential exposure or as otherwise directed by the CDC or another public health authority. Otherwise, the CDC has said employers should follow the ADA’s confidentiality

requirements, which significantly limit the disclosure of information. Employers can communicate to non-exposed employees and students that there has been a COVID-19 diagnosis, without sharing additional identifying information.

The University will follow communication instructions to employees and students received by the public health authority to ensure those with a need to know receive the information necessary to take appropriate action.

Those who receive specific details of an employee or student because they have a need to know are asked to refrain from using the individual’s name or other identifying information in subsequent conversations especially electronic communications (email, TEAMS, etc). Verbal communication should be used when there is a need to identify the individual. Administrators are to remind each other of the need to protect the individual’s privacy.

Concerns or questions about privacy and confidentiality can be sent to Compliance.matters@wwu.edu

Travel

No. 

Western Washington University is suspending all non-essential, out-of-state University travel effective immediately through May 31, 2020. This includes, but is not limited to, conferences and/or professional development opportunities. Undergraduate student travel for University-related purposes, including athletics, is considered non-essential.

Essential travel is travel deemed necessary to the operations of the University.  All exceptions to the travel restriction require prior approval by your vice president or the Provost.

Travelers should work with airlines, hotels, car rental agencies, and conference sponsors to request refunds and/or credits for any travel through May 31, 2020.

The restrictions on official WWU travel do not apply to personal travel, though we strongly recommend reviewing travel warnings from the CDC and U.S. Department of State. 

Essential Travel Definition: Travel that is absolutely necessary and required.

For university staff, faculty, researchers, scholars, undergraduate and graduate students:

  • For Undergraduate Students: Undergraduate student, including athletics, travel is considered non-essential.
  • For Staff: Staff travel is considered non-essential except when accompanying students on approved essential travel or when not traveling will cause harm to the operations of the university.
  • For Faculty, Researchers, Graduate Students: Essential travel is defined as travel that is required to:
    • Preserve the safety of a research subject and cannot be postponed; or
    • Preserve the results of a research activity and cannot be postponed.

Yes, the spread of COVID-19 is affecting our communities both at home in Washington and abroad. In relation to COVID-19, the CDC issued on its Travel Health Notices page an Alert Level 2 (Practice Enhanced Precautions) for the entire world and a Warning Level 3 (Avoid Non-Essential Travel) for Europe and some select countries. Likewise, the State Department issued a Global Health Advisory Level 3 (Reconsider Travel).

In deference to CDC and State Department recommendations, Western has encouraged all students abroad to return home, and it has canceled all study abroad through the end of spring quarter 2020. Decisions for summer study abroad are still to be determined. As per Western's long-existing policy for studying abroad in countries with CDC and State Department Level 3 advisories, students who were already abroad were given the option to petition to stay, as a number of countries around the world currently have lower incidence of COVID-19 than Washington state. 

The U.S. Centers for Disease Control and Prevention (CDC) has issued guidance for persons arriving in the United States from China:

  1. Foreign nationals who have visited China in the past 14 days may not enter the United States.
  2. American citizens, lawful permanent residents, and their families who have been in China in the past 14 days will be allowed to enter the United States, but will be redirected to one of 11 airports, including Seattle-Tacoma International Airport, to undergo health screening. Depending on their health and travel history, they will have some level of restrictions on their movements for 14 days from the time they left China.

Based on this and additional guidance issued by the CDC, WWU is asking community members to follow the following instructions:

Students

Any student who arrived in the U.S. on or after Feb. 3, 2020 AND visited mainland China in the previous 14 days should stay at home and not attend class or other WWU-related activities until a full 14 days have passed since their last day in mainland China. Any student who meets these criteria — or is unsure whether they do — should contact the Student Health Center at 360-650-3400. This will assist in ensuring the safety and care of those in need as well as the rest of the Western community.

Faculty, other academic personnel and staff

All WWU faculty, other academic personnel or staff who have arrived in the U.S. on or after Feb. 3 AND visited mainland China in the previous 14 days are asked to

  • Stay at home and monitor their health until a full 14 days have passed since their last day in mainland China, and
  • Contact the Student Health Center for further information, support and coordination.

Western will work with affected individuals on workplace, academic and other necessary support. Personal health information will remain confidential (or protected) in accordance with University policy.

University policy U1000.12 outlines the following guidance for employees and students.

Individuals To Inform a University Administrator of a Known or Suspected Communicable Disease

Persons who know or who have reason to believe that they are infected with a communicable disease have an ethical and legal obligation to conduct themselves in ways that minimize exposure in order to protect themselves and others.

Students and employees who know, or have reason to believe, that they have a communicable disease will inform the appropriate university administrator.  Students should contact the Student Health Center or the Office of the Vice President for Enrollment and Student Services.  Administrators, faculty or staff members who become aware of a potential or known condition involving a student should contact the Associate Medical Director.  

Employees unable to attend work due to a known or suspected communicable disease should contact both their health care provider and report their absence to their supervisor.  Employees are encouraged to also contact Human Resources for guidance regarding disclosure of a communicable disease and for assistance working with their department with any necessary leave or restrictions. Human Resources will notify the Medical Director of any suspected or known communicable diseases.

Individuals Arriving from a Travel Health Warning Area or a Pandemic Influenza Affected Area Must Contact the Associate Medical Director

Individuals traveling for official university business will comply with the Centers for Disease Control (CDC)Travel Health Warnings that have been issued on their website: https://wwwnc.cdc.gov/travel/notices for each country outside the U.S. they plan to visit.

It is the responsibility of the employee to review POL-U2105.01(Traveling Outside the United States) prior to travel. Any employee, student, prospective student, volunteer or visitor who knowingly arrives from a Travel Health Warning area or a Pandemic Influenza Affected Area must contact the Associate Medical Director for medical clearance before being allowed on campus to attend classes, work or other activities.

All university-related travel, both in-state and out-of-state, is restricted to reduce the spread of COVID-19. Currently, a ban on out-of-state travel is in effect until October 16, 2020. The ban on in-state travel is based on Governor Inslee’s Stay Home – Stay Healthy order and is currently expected to stay in place through May 31. Please note that date is subject to change, and you will be notified by ICS Commander Melynda Huskey if the ban on in-state travel is modified. 

All university-related travel, both in-state and out-of-state, is restricted to reduce the spread of COVID-19. Currently, a ban on out-of-state travel is in effect until October 16, 2020. The ban on in-state travel is based on Governor Inslee’s Stay Home – Stay Healthy order and is currently expected to stay in place through May 31. Please note that date is subject to change, and you will be notified by ICS Commander Melynda Huskey if the ban on in-state travel is modified. 

Supervisors

To help minimize the spread of disease, Western is asking that supervisors screen employees who report to work on university property as recommended by the WA State Department of Health. This guidance should also be used for visitors. Supervisors and department heads should follow this recommendation for the duration of Gov. Inslee's Stay-at-Home order and until the risk of community exposure is lower.

A supervisor should screen for the four symptoms stated in the guidance document. If an employee affirms they have any of the four symptoms related to COVID-19, supervisors should advise employees to contact their medical provider and begin isolation procedures as noted in the Supervisor-mgt assessment guide.

Sick employees must be sent home.  Under current public health guidance, “sick” as it relates to coronavirus is defined as a fever (over 100.4 degrees F), and either a cough or shortness of breath.

Other than critical personnel performing essential functions on campus, employees should be working remotely at this time. 

Please review the Supervisors’ Guide to Remote Work

Support your employee and inform them of their options, including resources available such as the Employee Assistance Program

Other than critical personnel performing essential functions on campus, employees should be working remotely at this time. 

Yes, supervisors may approve temporary employees to work from home when the university is open or closed (suspended operations) as business operations allow.

Student employees and their supervisors face unique challenges during this time. The Student Employment Office offers some guidance here.

We understand supervisors and students are facing difficult decisions and we want you to know that the Student Employment Office is here to support you in any way. Each department’s needs are different and a ‘one size fits all’ approach won’t work. We’d like to help make it easier to evaluate your unique circumstances by providing some flexible ways to approach this.  

Approach 1: If all or some of your student employee(s)’s job duties can be performed remotely, consider asking them to perform their job from home and supplement remaining hours with professional development. Support for supervisors and employees on working remotely can be found here. Professional development options unique to student employees can be found here

Approach 2: If none of your student employee(s)’s job duties can be performed remotely and they are NOT a critical employee performing essential functions, consider some of these approaches to support them in the best way possible: 

·        Change the position/work so that some or all of the job duties can be performed remotely. 

·        Ask other departments if they have work the student employee could perform.  

·        Allow the student employee to participate in professional development for a set period of time prior to their position ending to provide them with advanced notice to make other arrangements.  

·        Communicate to the student employee that you are hopeful that you can re-hire them once conditions allow but that unfortunately, you cannot continue their employment at this time. 

·        Provide support utilizing some of the below resources:  

Approach 3: If none of your student employee(s)’s job duties can be performed remotely but they ARE a critical employee performing essential functions, consider asking them to perform their job on campus if they are comfortable doing so. These types of positions are rare and must be deemed critical by Incident Command. Reach out to your HR Consultant for any questions. 

Employee/Labor Relations Consultants: 

Kelsie Swanson (BFA, URM) at x4065 

Megan Galley(ESS, UA) at x2615 

Gretchen Lucas (AA) at x2513 

We understand that some approaches have fiscal impacts that may depend on state support, self-sustaining, or student-fee funds, and these impacts will be unique to each department. 

Our student employees are a valuable resource and vital to Western Washington University’s success. Because of this, we continue to encourage departments to support the continuation of student employment to the extent possible. 

For support or questions, please reach out to studentemployment@wwu.edu.  

If the employee tested positive for COVID-19, they should remain under home isolation precautions for 7 days OR until 72 hours after fever is gone and symptoms get better, whichever is longer.

If the employee had a fever with cough or shortness of breath but has not been exposed to someone with COVID-19 and has not tested positive for COVID-19, they should stay home for 72 hours after the fever is gone and symptoms have improved.

The employee should also fill out the COVID-19 Self Reporting form so as to allow the student health center to determine if a follow-up is necessary.

Other than critical personnel performing essential functions on campus, employees should be working remotely at this time. 

The employee should monitor their health for fever, cough and shortness of breath during the 14 days after the last day they were in close contact with the sick person with COVID-19.

Other than critical personnel performing essential functions on campus, employees should be working remotely at this time. 

Other than critical personnel performing essential functions on campus, employees should be working remotely at this time. Supervisors should engage in conversations with each employee to determine if remote work is feasible. The Supervisors’ Guide to Remote Work is a resource available to help guide this conversation.  Relevant considerations include:

  • Can the employee perform their duties/responsibilities remotely? Does the employee have the equipment, connectivity and access required to work to perform those tasks?  If not, is that something that can be remedied?  For example, does the department have a laptop the employee can use for remote work?
  • If there is a portion of the job that can be performed remotely, consider a hybrid approach where the employee works from home for a portion of time and is at the worksite for the remainder of time.
  • If your worksite requires on-site coverage, consider:
    • Any and all technology that is available to provide alternative coverage with no service impact.  Contact ATUS for technology solutions.
    • Sharing the on-site coverage duties between employees; by alternating coverage you can minimize customer service and employee impacts.

Other than critical personnel performing essential functions on campus, employees should be working remotely at this time. 

Here is a list of things to consider:

  • Conduct all meetings virtually, or ensure the meeting space is large enough to allow 6 feet between individuals
  • Stagger schedules, including start times, end times, and break times
  • Utilize technology to minimize in-person contact
  • Encourage employees to wash their hands frequently
  • Communication is key.  Make sure employees know about your plans and the resources available to them

Temporary classified employees are typically limited to 1,050 hours per employment year. However, in light of the COVID-19 pandemic, critical temporary employees performing an essential function as defined by Governor Inslee may be eligible for an exception allowing them to work over 1,050 hours. Please contact your Employee/Labor Relations Consultant for more information.

Employee/Labor Relations Consultants:

  • Kelsie Swanson (BFA, URM) at x4065
  • Megan Galley (ESS, UA) at x2615
  • Gretchen Lucas (AA) at x2513

You may not make any job offers at this time unless it’s for a position that has a critical direct impact to safety and well being, or is immediately required to deliver instruction. To make that determination, please work with your Vice President or Dean. 

All verbal offers that have been extended will be honored. Because each situation is unique, please contact your Human Resources representative. 

Employee/Labor Relations consultants: 

  • Kelsie Swanson (BFA, URM) at x4065 
  • Megan Galley (ESS, UA) at x2615 
  • Gretchen Lucas (AA) at x2513 

Faculty Relations consultant: Austin Cooper at x3915 

Because of the hiring suspension, all positions will need to be re-evaluated to ensure they meet the newly defined criteria before moving forward. Currently, we expect the temporary hiring suspension will be in effect until October 16, 2020. 

Yes, BUT only with the approval of your Vice President or Dean. For Academic Affairs hires, the normal Provost Office recruitment approvals will need be made in addition to dean approvals. Exceptions may be considered for the following: 

  • Direct impact to safety and well-being 
  • Immediate need to deliver instruction and research 
  • Required to comply with federal, state, and local laws and regulations 
  • Maintain basic operational infrastructure 
  • Facilitate ability to work remotely in accordance with university guidance and state guidelines 
  • Critical items in which a delay would create substantial future expenses. 

If the hire has been processed, or the offer already made, check with Human Resources on next steps. 

Employee/Labor Relations consultants: 

  • Kelsie Swanson (BFA, URM) at x4065 
  • Megan Galley (ESS, UA) at x2615 
  • Gretchen Lucas (AA) at x2513 

Faculty Relations consultant: Austin Cooper at x3915 

All discretionary spending, including the hiring of outside consultants, is suspended immediately. This includes catering/meals, events, recognition banquets and other expenditures that are not critical to the operation of the university or the academic mission. We are, however, still evaluating options for spring Commencement and more information will be forthcoming on that. Essential expenditures over $1000, regardless of fund source, that directly support the mission of the university must be approved by the appropriate Vice President or Dean. Capital projects are addressed separately.

Essential expenditures over $1,000 that directly support the mission of the university must be approved by the appropriate Vice President or Dean. 

If You Feel Sick

The Student Health Center is closed for intersession. 

All Student Health Center services will be closed during the intersession, March 23-April 5 and will reopen Monday April 6.

For information about medical services during our closure, visit the After Hours Care page.

For employees with specific health concerns, please contact your primary care provider. Additional information is also available on the Whatcom County Health Department website.

Employees who are sick are encouraged to stay at home.

Information Lines

Washington State Department of Health

Available 24/7

(800) 525-0127

WWU Student Health Center

For specific health concerns

(360) 650-3400

WWU Coronavirus Information Line

8:00 am - 5:00 pm Monday through Friday

(844) 840-0040

Contact Form