Time & Attendance Resources
You can check by logging into MyCWU and going to your Benefits Summary(Employee Tab >> Benefits >> Benefits Summary)
Retirement eligibility depends on the plan in which you’re enrolled:
Temp/hourly employees are not typically eligible for benefits; however, you may become eligible if you work an average of 80 hours per month for six consecutive months. (In this scenario, you are enrolled in benefits on the first day of the seventh month.)
NOTE: Supervisors may NOT reduce temp/hourly employee hours or terminate employment for the sole purpose of preventing someone from becoming eligible for benefits.
You can change your medical and/or dental plans during Open Enrollment which occurs every November and takes effect the following January of the new year. You may also change your medical and dental plans during a Special Open Enrollment (also known as a Family Change Status) if a qualifying event occurs (e.g., marriage, childbirth, divorce, etc.).
No, there is no automatic increase provision for Supplemental Insurance.
Contact MetLife at (866) 548-7139.
The short answer is yes. If an employee’s responsibilities have grown over time or if you’ve assigned new duties, you should update the position description and submit it to your HR Partner with a request to review the position description for possible reclassification. Your request should also include an updated org chart to help your HR Partner determine the proper classification.
You may complete a Position Description worksheet and send it to your HR Partner for review. After the review, they will have you and your employee sign the new Position Description and send it back to HR for the employee’s file.
Civil service employees may request a position audit by completing the Position Review Request form and submitting it to HR. Your request needs to include a current org chart. We highly recommend talking to your supervisor to ensure he or she is aware you are submitting a request and has the opportunity to discuss other plans that may already be underway, such as department reorganizations, consolidations, addition of staff, etc.
NOTE: Keep in mind, there are three possible outcomes from any position review: no action (no reallocation), reallocation upward, or reallocation downward. More work doesn’t mean higher-level work, so a position review request based solely on the volume of work you’re doing will most likely result in no action.
Yes. Civil service employees receive salary increases on their periodic increment date (PID) until they reach the top of their salary range. NOTE: PIDs are based on hire date and starting salary and are established by Washington State.
If you have questions about your PID, contact your supervisor or HR Partner.
Annual across-the-board increases may also be granted depending on approval of the university. NOTE: When across-the-board Increases are granted, they are typically effective on July 1, the start of the new fiscal year.
Annual across-the-board increases may be granted depending on approval of the university. NOTE: When across-the-board Increases are granted, they are typically effective on July 1, the start of the new fiscal year.
Send documentation of your disability to Human Resources at MS 7425 or first floor Mitchell Hall, submit an Employee Notification of Disability and Request for Accommodation(s) Form, and then call HR at (509) 963-1202 to schedule an appointment.
Accidents are reported online at http://www.cwu.edu/~web/cwu-accident-report. Employees must include both their supervisor’s name and email address when completing the report so it will be routed to them.
Yes! Reporting unsafe conditions may prevent someone from getting hurt. You can find the Unsafe Condition or Hazard form at www.cwu.edu/facility/report-unsafe-condition-or-hazard-0.
In most cases you can hire a temp/hourly employee from one of the current temp/hourly pools. To start the process and gain access to temp/hourly pools, contact Jennifer Ford, (509) 963-1253, or Jordyn Ashford, (509) 963-2194.
Temp/hourly employees may be rehired or extended using the Request Position Change process in MyCWU >> Manager Tab >> Manager Self Service.
You must enter both the Position Number and Employee’s ID number. To ensure correct processing, be sure to include the following information in the Notes field:
NOTE: If the process is a rehire, you’ll need to include the Combination Code (Speed Key) and Rate of Pay.
Questions? Contact Jennifer Ford, (509) 963-1253, or Jordyn Ashford, (509) 963-2194.
The most likely cause for a temp/hourly employee to fall off your dashboard is that their job has ended in MyCWU. In that case, you need to rehire them.
Contact Jennifer Ford, (509) 963-1253, or Jordyn Ashford, (509) 963-2194 for assistance.
If students are no longer eligible for student employment, you need to terminate their student job and hire them as temp/hourly employees. If students have not worked for you before as temp/hourly employees, you will need to hire them from one of the existing pools.
Contact Jennifer Ford, (509) 963-1253 or Jordyn Ashford, (509) 963-2194 for assistance.
The quickest way is to go to your Manager tab in MyCWU and look at the “Manager Positions” table. Call HR, (509) 963-1202, if you’re still unsure or have questions about represented employees.
There are a couple of ways you can check:
If you’re still not sure, contact Human Resources, (509) 963-1202.
Temporary/hourly employees are not typically in a union; however, you may become represented if you work enough hours according to the specific provisions of the collective bargaining agreements. If temporary/hourly employees work enough hours to become represented employees, you will be contacted by a union representative.
Upcoming instructor-led workshops can be found in a few places:
An upcoming workshop list is also posted every Monday in Central Today.
Visit CLA Online at cwu.skillport.com and browse The Library or Search by Topic.
Employees are required to complete the following:
Additional required training by audience:
Lists of required training and links to online courses and in-person workshop registration can be found at: http://www.cwu.edu/hr/central-learning-academy.
Temporary/hourly employees are encouraged, but not required, to attend Treating People with Dignity and Respect and Emergency Preparedness in-person workshops. Supervisors may review CWU’s policies on preventing sexual harassment and university safety with temporary employees in lieu of attending in-person workshops.
Enrollment Instructions:Log in to MyCWU >> Employee Tab >> Training Folder >> Request Training Enrollment >> Search by Course Number.
Yes. Student employees are required to complete the following:
In general, leave is accrued in any month in which an employee doesn’t have more than 10 days of leave without pay. This varies slightly depending on the specific language in collective bargaining agreements or applicable policy. Leave accrued during the month is available after the first day of the following month.
Civil service employees may begin to use their vacation after they have been employed for six months. Exempt employees may use vacation when it has accrued.
Yes. However, exempt employees in the Non-Accrued Sick Leave Plan may not use sick leave for family member illnesses or appointments.
Civil service employees accrue more vacation incrementally based on the amount of time they’re employed. Accruals start at 8.00 hours per month; the maximum accrual is 14.67 hours per month.
Exempt employees accrue 14.67 hours of vacation per month.
All employees accrue 8.00 hours of sick leave per month.
You can review your leave balances in MyCWU >> Employee Tab >> Report Time >> Absence Balances.
Comp time is overtime that is paid in time rather than in money. The employee can use to take time off at a later date.
Comp time can be used to take time off in the same way accrued leave is used. Generally speaking comp time must be used before other accrued leave. Comp time must be used by June 30 each year.
Only employees represented by the Washington Federation of State Employees (WFSE) have the option of deferring a limited amount of comp time beyond June 30th.
The University recognizes the following holidays:
In addition, employees are eligible for personal holidays and two unpaid days off for Religious/Personal Conviction reasons. Represented civil service employees are also eligible for two personal leave days per fiscal year.
For non-represented civil service employees, supervisors will designate an alternate holiday (the day before or day after the observed holiday)
NOTE: Alternately, supervisors may provide holiday equivalent time for the employee to use at a later time or allow the employee to request an alternate day within the pay period to observe the holiday.
Represented civil service employees should consult their collective bargaining agreement, but in general they will have an alternate holiday designated by their supervisor, receive holiday equivalent time, or they will receive holiday equivalent pay.
Overtime eligible civil service employees receive holiday premium pay for hours worked on a holiday.
No. Personal holidays are used in full-day increments. An exception may occur when an employee receives back a portion of unused personal holiday that had been donated under the shared leave program.
In most cases exempt employees either have periods when they work more than 40 hours in a week or have the ability to flex their hours in a week to cover an appointment. If not, it would be appropriate for an exempt employee to submit sick leave in order to properly decrement their sick leave benefit. Please note, under the FLSA, exempt employees must be paid their regular salary in any week in which they perform work. The submission of leave only has the effect of decrementing their leave benefit when it’s used.
The Family & Medical Leave Act (FMLA) is a federal law which provides up to 12 weeks of protected time off to eligible employees for their own or for a family member’s health or up to 26 weeks to care for covered service member. An employee must have worked for the university for at least 12 months and must have worked at least 1250 hours in the 12 month period preceding their absence to be eligible.
Qualifying conditions are:
Yes. FMLA is not the same as your accrued leave benefit and the law only requires employers to provide unpaid time off. The FMLA has the effect of protecting the paid or unpaid time off you take for a qualifying condition.
Yes! Most University budgets can be used for rewards and recognition. RCW 41.60.150 gives us the authority to recognize employees, either individually or as a group, for accomplishments. Recognition awards may not exceed $200 in value per award. This limit also includes gifts and light refreshments. Complete information is available at: http://www.cwu.edu/hr/rewards-and-recognition.
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