Source: https://www.uwec.edu/kb/article/policies-university-staff-temporary-project-appointments/
Timestamp: 2020-07-07 20:19:18
Document Index: 206788937

Matched Legal Cases: ['§ 36', '§ 230', '§ 230', '§ 104', '§ 40', '§ 40', '§ 230', '§ 230']

Policies: University Staff Temporary & Project Appointments
Last updated Thursday, Jan. 16, 2020, at 1:01 p.m.
Wis. Stat. § 36.115(4) requires the creation of a personnel system that includes a civil service system. Financial Administration G26: Limited Term Employment (now obsolete) and Wis. Stat. § 230.26 provided rules and requirements for limited term or temporary employment, and Wis. Stat. § 230.27 provided rules and requirements for project positions.
Effective July 1, 2015, this policy provides guidelines for the employment of university staff
temporary and project employees at UW System institutions.
Please see UPS Operational Policy UWSA Policy 1225: General Terms and Definitions for a list of general terms and definitions.
“Immediate family” means an employee’s spouse or domestic partner; and an employee’s relatives by blood, marriage, domestic partnership or adoption; and any other person who directly or indirectly receives more than one-half of his or her support from the employee, or from whom the employee directly or indirectly receives more than one-half of his or her support.
“University staff project appointment” means a university staff appointment of up to four years; the need is project-based and there is an established probable date of termination.
“University staff temporary appointment” means a university staff appointment of up to 1,040 hours within a twelve-month period; the need for the position/duties is temporary in nature.
(1) Attributes Specific to a Temporary Appointment
(a) UW System institutions must develop their own recruitment and assessment methods for hiring temporary staff.
(b) Temporary employees are assigned to Compensation Category F as outlined in UPS Operational Policy UPS Operational Policy UWSA Policy 1277: Compensation. The institution has the authority to set the employee’s salary no lower than both the state and federal minimum wages (unless subminimum wages are authorized pursuant to Section 14 of the Fair Labor Standards Act and Wis. Stat. § 104.07), and no higher than the pay range maximum for the position title. See UPS Operational Policy UWSA Policy 1277: Compensation for additional information about compensation for university staff temporary employees.
(c) Temporary employees have no expectation of continued employment. The total time worked by an individual temporary employee in a temporary appointment cannot exceed 1,040 hours in a 12-month period.
(d) Temporary employees are hired for positions where the hours worked by the employee will never exceed 1,040 hours in a 12-month period because the position is seasonal in nature or occurs on an irregular basis (e.g., agricultural workers, special events staff, or support staff during peak student registration periods).
(e) Positions filled as a temporary appointment will not count in an institution’s full time equivalent (FTE) report.
(f) There is no restriction on hiring non-residents of Wisconsin.
(g) Unless the situation fits the exceptions outlined in (h) below, when an employee in a temporary appointment works 1,040 hours within a 12-month period, and the need for the duties to be performed would result in the temporary employee exceeding the 1,040 hour limit, the institution must consider two options:
(h) Upon institutional approval, a temporary employee may be eligible to work beyond 1,040 hours in a 12-month period for any of the following reasons:
(2) Multiple Temporary Appointments
(a) Different Positions
Concurrent temporary appointments may be used if the temporary appointments are for different positions. The following factors should be considered when reviewing multiple temporary appointments for purposes of determining whether or not they are different appointments. All factors should be considered collectively; no one factor will be
The employee attained the multiple positions through separate recruitment;
(b) Successive Temporary Appointments
(1) Attributes Specific to a Project Appointment
(a) UW System institutions shall use the merit-based principles as outlined in UPS Operational Policy UWSA Policy 1275: Recruitment Policies when hiring project employees.
(b) Project employees are hired for positions when there is a temporary workload increase or for a planned undertaking which is not a regular function of the department and for which there is an established probable date of termination, and there is no expectation of continued employment.
(c) The total duration of a project appointment cannot exceed four years. If a project appointment is originally established for less than four years, it may be extended; however, the total duration of the original and extended appointment shall not exceed four years.
(d) Positions filled as a project appointment will count in an institution’s full time equivalent (FTE) report.
(e) If the duties of the project appointment are expected to be continuous or exceed four years, the institution should consider filling the position with a university staff appointment with the expectation of continued employment.
(f) Project employees are assigned to Compensation Category F as outlined in UPS Operational Policy UWSA Policy 1277: Compensation. The institution has the authority to set the employee’s salary within the established salary range for the position’s title.
(1) “At Will” Employment
(3) FLSA Status
University staff temporary employees are not exempt from the overtime provisions of the Fair Labor Standards Act (FLSA). If a temporary employee has more than one appointment, under the FLSA all hours worked for a UW System institution within a work week are combined to determine the total hours worked in any given workweek. If the employee’s duties are exempt from the FLSA overtime provisions, the position should be filled as academic staff – fixed terminal.
See UPS Operational Policy UWSA Policy 1253: FLSA Designation for detailed information.
(4) Notification to Employee of Appointment Terms
(1) Temporary and project employees are subject to the Wisconsin Retirement System (WRS) eligibility requirements in Wis. Stat. §§ 40.02(26) and 40.22, and in Chapter 3 of the WRS administrative manual.
(2) All temporary and project employees may participate in the following benefit plans, regardless of whether or not they are covered by the WRS:
(3) Temporary and project employees must be covered by the WRS in order to be eligible for coverage under all benefit plans except those listed in (2) above.
(4) Eligibility for Employer Contribution Towards Health Insurance
(a) Temporary Employees
Temporary employees must be covered by the Wisconsin Retirement System in order to be eligible for health insurance. They are eligible for the employer contribution towards health insurance on the first of the month on or following the completion of two months of WRS state service per Wis. Stat. § 40.05(4)(a)2.
If a temporary employee wants to enroll in health insurance when first eligible for the employer contribution towards health insurance, the employee must submit an application on or before the first of the month following the completion of two months of state service as a WRS participant.
If an employee holds only one WRS-covered temporary appointment and no other WRScovered appointment, the employee is required to pay the less-than-half time rates for
If an employee has a WRS-covered temporary appointment and at least one other WRScovered appointment within UW System, and works at least 50% time between the appointments, the employee is eligible for the full employer contribution towards health insurance (State Group Health Insurance Administration Manual).
(b) Project Employees
Project employees are eligible for the employer contribution towards health insurance on the first of the month on or following the completion of two months of WRS state service. If a project employee wants to enroll in health insurance when first eligible for the employer contribution towards health insurance, the employee must submit an application on or before the first of the month following the completion of two months of state service as a WRS participant.
Project employees are eligible for the full employer contribution towards health insurance provided they work at least 50% time.
(1) Temporary employees are not eligible for paid leave benefits.
(2) Project employees are eligible for the same paid leave benefits available to university staff with an expectation of continued employment.
At termination, sick leave is treated like the sick leave for university staff with an expectation of continued employment – see UPS Operational Policy UWSA Policy 1212: Sick Leave (this includes sick leave reinstatement provisions) for additional information.
UWSA Policy 1210: Vacation, Paid Leave Banks, and Vacation Cash Payouts
UWSA Policy 1211: Personal Holiday and Legal Holiday Administration
UWSA Policy 1277: Compensation
UWSA Policy 1253: FLSA Designation
Wis. Stat. § 230.26, Limited term appointments
Wis. Stat. § 230.27, Project positions
Wis. Admin. Code § ER 10.01, Definition and categories of limited term appointments
Wis. Admin. Code § ER-MRS 1.02, Definitions
Wis. Admin. Code § ER-MRS 10.04 (2), Procedures and records
Wis. Admin. Code § ER-MRS 24.04(2)(e), Standards of conduct
Wis. Admin. Code Chapter ER-MRS 34, Project appointment