Policy Search
Personnel- Holidays & Leave
| Interim EWU Policy 403-07 | Authority: President |
| Effective: August 1, 2026 | Proponent: Vice President for People & Culture |
Summary: This policy provides additional leave options for employees in the case of a wildfire disaster. It is adopted as a result of the Governor of the State of Washington’s proclamation 26-03, issued August 1, 2026, declaring a state of emergency.
History: This is a new policy. It was approved on an emergency basis by the University President on August 14, 2026, with an effective date of August 1, 2026. This policy will expire as of February 14, 2027, unless it is adopted as a permanent policy by the Board of Trustees.
1 – PURPOSE
This policy applies if a state of emergency is declared by the Governor of the State of Washington for a wildfire disaster. This policy was developed in response to the wildfire disaster experienced by Spokane in 2026 and is intended to support university employees who may experience extraordinary or severe impacts from wildfires, including evacuations or loss of a home.
2 – AVAILABLE LEAVE
Employees who experience extraordinary or severe impacts from a wildfire disaster, which is defined as Level 3 evacuation orders or significant damage to or loss of their home, may request up to 24 hours of paid wildfire leave per wildfire disaster.
Prior to approving the use of wildfire leave, a supervisor may require verification of the extraordinary or severe impact experienced by the employee.
Leave under this policy must be used within three (3) months of the date of the wildfire disaster. Leave does not need to be taken consecutively or in full day increments. Supervisors should work with employees to provide flexibility in the use of such leave whenever operationally feasible.
3 – OTHER ARRANGEMENTS
Once the 24 hours of wildfire leave is exhausted, employees may work with their supervisor and/or Human Resources to determine other leave options that might be available depending on the circumstances. Available options may include:
- Flexible work arrangements or modified schedules, where operationally feasible
- Vacation leave
- Personal holiday and/or personal leave day (if applicable)
- Compensatory time
- Sick leave (when permitted by the relevant policy of collective bargaining agreement)
- Leave without pay
Employees who anticipate needing additional time away from work are encouraged to contact their supervisor and Human Resources as soon as possible to review options and make arrangements.
