reglab/statecodes huggingface dataset:
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-19 - Appointment and reemployment › Section 357-19-191 - Does a permanent employee of DCYF who is disqualified from a covered position as a result of a background check have the right to request a review of the disqualification?

Current through Register Vol. 24-14, July 15, 2024
A permanent employee of DCYF who is disqualified from a
				covered position as a result of a background check has the right to present to
				the secretary of the DCYF or designee evidence that mitigates convictions,
				pending charges, and disciplinary board final decisions including, but not
				limited to:
(1) The employee's
			 background check authorization and disclosure form;
(2) The employee's age at the time of
			 conviction, charge, or disciplinary board final decision;
(3) The nature and severity of the
			 conviction, charge, or disciplinary board final decision;
(4) The length of time since the conviction,
			 charge, or disciplinary board final decision;
(5) The nature and number of previous
			 offenses;
(6) Vulnerability of the
			 child to which the employee will or may have unsupervised access; and
(7) The relationship between the potentially
			 disqualifying event and the duties of the employee.
Statutory Authority:
				  Chapter
				  41.06 RCW. 07-17-125,
				  §
										357-19-191, filed 8/20/07,
				  effective 9/20/07; 05-12-097, §
										357-19-191, filed 5/27/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-19 - Appointment and reemployment › Section 357-19-193 - What happens if a permanent employee, who has received approval to participate in the state internship program, leaves a classified position to participate in the state internship program created under RCW 43.06.410?

Current through Register Vol. 24-14, July 15, 2024
A permanent employee who leaves a classified position to
				participate in the state internship program created under
				RCW
				 43.06.410:
(1) Has the right to return to his/her
			 previous position at any time during the internship or upon completion of the
			 internship;
(2) Continues to
			 receive all fringe benefits as if he/she had never left his/her classified
			 position; and
(3) Continues to
			 accrue seniority.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-199,
				  §
										357-19-193, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-19 - Appointment and reemployment › Section 357-19-197 - What information must a receiving employer verify when a permanent employee exercises their right to return to classified service from an exempt appointment?

Current through Register Vol. 24-14, July 15, 2024
(1) When a
			 permanent employee exercises their right to return to classified service from
			 an exempt appointment in accordance with RCW   41.06.070, the receiving employer
			 must verify:
(a) The employee is not the
			 subject of an active pending workplace investigation of which the employee was
			 given written notice, and which may result in a finding of gross misconduct or
			 malfeasance; and
(b) The employee
			 was not terminated from the exempt position for gross misconduct or
			 malfeasance.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-19 - Appointment and reemployment › Section 357-19-195 - If a permanent employee in a classified position accepts an appointment to an exempt position, what is the employee's right to return to a position in the classified service?

Current through Register Vol. 24-14, July 15, 2024
A permanent employee who accepts an appointment to an exempt
				position has the right to return to classified service at any time. However,
				the right of return may not be exercised if the employee is terminated from an
				exempt position for gross misconduct or malfeasance, or during the pendency of
				an investigation if the employee has been given written notice that they are
				the subject of an active workplace investigation which may result in a finding
				of gross misconduct or malfeasance.
The employee's right is to a position in the highest class in
				which the employee previously held permanent status or to a position of similar
				nature and salary. The return right is to the most recent employer with which
				permanent status in the highest class was held. A position in the highest class
				does not necessarily mean return to the most recent employer.
If upon an employee being returned to a classified position
				there are fewer positions than there are employees entitled to such positions,
				the employer's layoff procedure applies.
For purposes of this section:
(1) "Written notice" includes notice sent by
			 email to the employee's work email address; and
(2) "Pendency of an investigation" lasts
			 until the employer has taken final appropriate action based on the finding of
			 the investigation.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-206,
				  §
										357-19-195, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-19 - Appointment and reemployment › Section 357-19-200 - When must an employee apply to return to classified service from exempt service?

Current through Register Vol. 24-14, July 15, 2024
Employees exercising return rights should provide as much
				advance notice as is practicable to the receiving employer. The employee must
				apply to return to classified service within 30 calendar days of:
* Separation from employment in the exempt position, or
* Separation from employment in any subsequent exempt position
				if there is no break in state service of more than 30 calendar days between
				initial and subsequent exempt appointments.
Employees who apply for return to classified service within 30
				calendar days must be returned to a position at the time of separation from the
				exempt appointment or the time of application, whichever is later.
The right of return may not be exercised if the employee is
				terminated from the exempt position for gross misconduct or malfeasance, or
				during the pendency of an investigation if the employee has been given written
				notice that they are the subject of an active workplace investigation which may
				result in a finding of gross misconduct or malfeasance.
For purposes of this section:
(1) "Written notice" includes notice sent by
			 email to the employee's work email address; and
(2) "Pendency of an investigation" lasts
			 until the employer has taken final appropriate action based on the finding of
			 the investigation.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-206,
				  §
										357-19-200, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-19 - Appointment and reemployment › Section 357-19-205 - Upon return from exempt service, how is the employee's salary set?

Current through Register Vol. 24-14, July 15, 2024
The employee's base salary must not be less than the
				employee's previous base salary in classified service, adjusted according to
				any changes to salary range that occurred while the employee was in exempt
				service.
If the employee was at step L at the time they accepted the
				exempt appointment and they are returned to step L of the same pay range, time
				spent in exempt service will count towards the six years to qualify for step
				M.
Statutory Authority:
				Chapter
				41.06 RCW. WSR 13-19-043,
				§
									357-19-205, filed 9/13/13,
				effective 10/18/13; WSR 05-01-206, §
									357-19-205, filed 12/21/04,
				effective 7/1/05. WSR 13-18-003, §
									357-19-205, filed 8/21/2013,
				effective 9/21/2013
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-19 - Appointment and reemployment › Section 357-19-215 - Does an employee who was hired directly into exempt service have any rights to a classified position or layoff list?

Current through Register Vol. 24-14, July 15, 2024
Exempt employees who did not leave the classified service
				specifically to take an exempt position
do not
have any rights
				under the civil service rules and are not eligible for placement on layoff
				lists in the general government transition pool.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-206,
				  §
										357-19-215, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-19 - Appointment and reemployment › Section 357-19-220 - What happens to an employee whose classified service position is converted to an exempt position?

Current through Register Vol. 24-14, July 15, 2024
An employee who holds a classified service position that is
				exempted from civil service has the following rights:
(1) If the employee has permanent status and
			 is appointed to the exempt position or to another exempt position, the employee
			 has the right to return to the classified service at the conclusion of the
			 exempt appointment as specified in WAC
			 357-19-195.
(2) If the employee has permanent status and
			 is
not
appointed to the exempt position or another exempt
			 position, the employee has the right to assume a position in the highest class
			 previously held, or to a position of similar nature and salary. If upon an
			 employee being returned to a classified position there are fewer positions than
			 there are employees entitled to such positions, the employer's layoff procedure
			 applies.
The employee may appeal the exemption of the position in
				accordance with chapter 357-52 WAC.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-206,
				  §
										357-19-220, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-19 - Appointment and reemployment › Section 357-19-225 - How is an incumbent, whose position is converted from exempt to classified, placed within classified service?

Current through Register Vol. 24-14, July 15, 2024
An incumbent whose position is converted from exempt to
				classified service may be placed within the classified service as
				follows:
(1) If the incumbent has been
			 continuously employed for a period of time equivalent to or greater than the
			 probationary period or WMS review period established for the classified
			 position, the incumbent will have permanent status and does not serve a
			 probationary period or WMS review period. If the incumbent has been employed
			 for less than the duration of the probationary period or WMS review period, WAC
			 357-19-020 and
			 357-58-285 apply.
(2) The incumbent is not required to pass a
			 qualifying examination.
(3) Salary
			 is set in accordance with WAC
			 357-28-165.
(4) The incumbent is credited with unused
			 accrued sick leave at the time of conversion and continues to accrue sick leave
			 as provided in chapter 357-31 WAC (Leave and holidays chapter).
(5) The incumbent is credited with unused
			 accrued vacation leave at the time of conversion and accrues vacation leave at
			 the same rate as for classified employees as provided in chapter 357-31
			 WAC.
(6) Seniority is established
			 in accordance with WAC
			 357-01-303 and
			 357-01-304.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-206,
				  §
										357-19-225, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-19 - Appointment and reemployment › Section 357-19-230 - What are the provisions for appointing participants of the police corps programs?

Current through Register Vol. 24-14, July 15, 2024
According to the terms and conditions of the federal Police
				Corps Act, employers may appoint participants of the police corps program to
				positions in the classified service. Upon appointment, the civil service rules
				apply.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-206,
				  §
										357-19-230, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-19 - Appointment and reemployment › Section 357-19-235 - What are in-training positions?

Current through Register Vol. 24-14, July 15, 2024
In-training positions are permanent positions for which the
				employer uses defined training steps to train employees to successfully perform
				the duties and responsibilities of the goal class. Each in-training position
				must have an in-training plan.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-206,
				  §
										357-19-235, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-19 - Appointment and reemployment › Section 357-19-240 - What positions can be designated as in-training?

Current through Register Vol. 24-14, July 15, 2024
Employers may designate specific positions, groups of
				positions, or all positions in a class or class series, as in-training
				positions. Unless other staffing methods have been exhausted, positions with
				primary responsibility for supervision should not be designated as in-training
				positions.
Statutory Authority:
				  Chapter
				  41.06 RCW. 09-11-067,
				  §
										357-19-240, filed 5/14/09,
				  effective 6/16/09; 05-01-206, §
										357-19-240, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-19 - Appointment and reemployment › Section 357-19-245 - What components must be included in an in-training plan?

Current through Register Vol. 24-14, July 15, 2024
The in-training plan must document:
(1) The title of the goal class of the
			 in-training plan.
(2) The duties
			 and responsibilities of the goal class.
(3) The training steps and job classes that
			 will be used to reach the goal class.
(4) The training content for each step of the
			 in-training plan. The training must include at least one of the following
			 components:
(a) On-the-job training (knowledge
			 and skill developed through experience);
(b) Classroom or field instruction;
(c) Courses conducted by an educational
			 institution, vocational school, or professional training organization;
			 or
(d) Written, oral, and/or
			 practical examination(s).
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-19 - Appointment and reemployment › Section 357-19-250 - During an in-training plan, when does an employee advance to the next training step?

Current through Register Vol. 24-14, July 15, 2024
The employee automatically advances to the next training step
				and job class after satisfactory completion of the training requirements of the
				lower step. After successful completion of all training steps, the employee
				moves to the goal class.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-206,
				  §
										357-19-250, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-19 - Appointment and reemployment › Section 357-19-255 - How long must an employee be at each step in an in-training plan?

Current through Register Vol. 24-14, July 15, 2024
In-training plans must provide a minimum of six months at each
				step of the in-training plan before progressing to the next step. The training
				plan at each step must include specific, quantifiable training objectives. Upon
				demonstration that the employee has satisfactorily achieved those training
				objectives in less than six months, the employer may waive the remainder of the
				time required at that training step.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-206,
				  §
										357-19-255, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-19 - Appointment and reemployment › Section 357-19-260 - While an employee is in an intraining appointment, what class is used to determine the employee's salary, overtime eligibility, and performance evaluation?

Current through Register Vol. 24-14, July 15, 2024
For each in-training step, the training plan must identify the
				job class to which the employee's work is being allocated. The employee's
				salary, overtime eligibility, and performance evaluation must be based upon the
				allocated class of the in-training step.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-206,
				  §
										357-19-260, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-19 - Appointment and reemployment › Section 357-19-265 - Must the employee serve a probationary or trial service period during an in-training appointment?

Current through Register Vol. 24-14, July 15, 2024
An employee who does not have permanent status must serve a
				probationary period when appointed to an in-training position. Once an employee
				has permanent status, the employee must serve a trial service period at each
				training step within the in-training plan. When an employee is still in a
				probationary or trial service period and is advanced to the next training step
				in the in-training plan, the original probationary or trial service period
				continues and the employee begins the trial service period of the next step.
				The original probationary or trial service period and the new trial service
				period run concurrently until the terms of the original probationary or trial
				service period are completed.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-206,
				  §
										357-19-265, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-19 - Appointment and reemployment › Section 357-19-270 - Does time spent in a position before the in-training appointment count towards the in-training period?

Current through Register Vol. 24-14, July 15, 2024
Time spent in nonpermanent appointments in an in-training
				position before a permanent appointment to the in-training position is not
				usually counted towards the requirements of the in-training plan. If the
				employer determines that the work performed in the nonpermanent appointment and
				the competencies developed satisfy the training plan requirements, the employer
				may count the time.
The employer determines if time spent in a position before the
				position was designated as an in-training position counts towards the
				requirements of the in-training plan.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-206,
				  §
										357-19-270, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-19 - Appointment and reemployment › Section 357-19-280 - If an employee transfers from one in-training position to another in-training position, how is the training period affected?

Current through Register Vol. 24-14, July 15, 2024
If an employee transfers from one in-training position to
				another in-training position, the terms of the in-training plan for the new
				position are in effect.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-206,
				  §
										357-19-280, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-19 - Appointment and reemployment › Section 357-19-285 - What happens to an employee who fails to progress satisfactorily through an in-training plan?

Current through Register Vol. 24-14, July 15, 2024
This table is used to determine what happens when an
							 employee appointed to an in-training position fails to satisfactorily progress
							 through the in-training plan.
Type of In-Training Position:
Class Series:
All positions in the class
							 series are designated as in-training positions by the employer
Individual position:
The individual
							 position is designated as an in-training position
Employee Status:
Employee in Probationary Period
-&gt; The employee must be separated in accordance
							 with WAC 357-46-185.
-&gt; The employee must be separated in accordance
							 with WAC 357-46-185.
Employee in Trial Service Period
If the employee
WAS PERMANENT
before the in-training appointment
:
-&gt; The employee has reversion rights in accordance
							 with WAC 357-19-115 through
							 357-19-117 to the class the
							 employee held permanent status in before the in-training appointment.
If the employee was
NOT
							 PERMANENT
before the in-training appointment
:
-&gt;The employee must be dismissed under the
							 provisions of WAC
							 357-40-010.
-&gt; The employee has reversion rights in accordance
							 with WAC 357-19-115 through
							 357-19-117 to the class in which
							 the employee was most recently permanent.
Employee achieved permanent status in job class
							 of the current in-training step but is failing to progress to the next
							 step
If the employee
WAS PERMANENT
before the in-training appointment
:
-&gt; The employee has reversion rights in accordance
							 with WAC 357-19-115 through
							 357-19-117 to the class the
							 employee held permanent status in before the in-training appointment.
If the employee was
NOT
							 PERMANENT
before the in-training appointment
:
-&gt; The employee must be dismissed under the
							 provisions of WAC
							 357-40-010.
-&gt;The employee is removed from the in-training
							 position and has reversion rights in accordance with WAC
							 357-19-115 through
							 357-19-117. The employee has
							 reversion rights to a position, if available, in the class in which the
							 employee currently holds permanent status.
Statutory Authority:
				  Chapter
				  41.06 RCW. 09-11-067,
				  §
										357-19-285, filed 5/14/09,
				  effective 6/16/09; 06-15-065, §
										357-19-285, filed 7/13/06,
				  effective 8/14/06; 05-01-206, §
										357-19-285, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-19 - Appointment and reemployment › Section 357-19-290 - What are the provisions for appointments under the Intergovernmental Mobility Act (P.L. 91-648)?

Current through Register Vol. 24-14, July 15, 2024
The director may authorize appointments into the classified
				service from other governmental units for purposes of cross training or sharing
				of expertise across governmental boundaries, in accordance with the intent of
				the Intergovernmental Personnel Act ( P.L. 91-648) and
				RCW
				 41.04.170. Appointments made under this
				section must be time-limited.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-206,
				  §
										357-19-290, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-19 - Appointment and reemployment › Section 357-19-295 - What are cyclic year positions?

Current through Register Vol. 24-14, July 15, 2024
Cyclic year positions are positions within higher education
				institutions and related higher education boards which are scheduled to work
				less than twelve full months each year, due to:
Known, recurring periods in the annual cycle when the
							 position is not needed; or
Limited funding of the position.
Cyclic year positions are permanent positions and must be
				filled in accordance with the rules on recruitment, assessment, and
				certification as provided in chapter 357-16 WAC.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-206,
				  §
										357-19-295, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-19 - Appointment and reemployment › Section 357-19-297 - What are the notification requirements for appointing an employee to a cyclic year position?

Current through Register Vol. 24-14, July 15, 2024
Upon appointment and before the start of each annual cycle,
				employees of cyclic year positions must be informed in writing of their
				scheduled periods of leave without pay in the ensuing annual cycle. Scheduled,
				cyclic leave without pay does not constitute a break in service and is not
				deducted from the employees' seniority and does not affect the employees'
				vacation leave accrual rate.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-206,
				  §
										357-19-297, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-19 - Appointment and reemployment › Section 357-19-300 - What is a seasonal appointment?

Current through Register Vol. 24-14, July 15, 2024
A seasonal appointment is an appointment made by general
				government employers that is cyclical in nature, recurs at approximately the
				same time each year, and lasts for a minimum of five months but less than
				twelve months in duration during any consecutive twelve-month
				period.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-12-076,
				  §
										357-19-300, filed 5/27/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-19 - Appointment and reemployment › Section 357-19-301 - Does chapter 357-16 WAC apply to seasonal appointments?

Current through Register Vol. 24-14, July 15, 2024
Seasonal appointments must be made accordance with the rules on
				recruitment, assessment, and certification as provided in chapter 357-16
				WAC.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-12-076,
				  §
										357-19-301, filed 5/27/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-19 - Appointment and reemployment › Section 357-19-302 - Do employees appointed to seasonal appointments serve a probationary period and gain permanent status?

Current through Register Vol. 24-14, July 15, 2024
General government employees who do not have permanent status
				and receive a seasonal appointment must complete a probationary period. The
				probationary period may be completed in consecutive seasonal appointments with
				the same employer. Upon completion of the probationary period, employees in
				seasonal appointments gain permanent status.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-12-076,
				  §
										357-19-302, filed 5/27/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-19 - Appointment and reemployment › Section 357-19-303 - What provisions govern the layoff of employees from seasonal appointments?

Current through Register Vol. 24-14, July 15, 2024
(1)
			 Employers may take actions to layoff employees in seasonal appointments in
			 accordance with WAC
			 357-46-005 and
			 357-46-010.
(2) Employers who use seasonal appointments
			 must address the following within their layoff procedures:
(a) Definition of seasonal layoff
			 units.
(b) Description of separate
			 internal layoff lists for seasonal positions.
(c) Notification of layoff for employees in
			 seasonal appointments.
(i) Probationary
			 employees in seasonal appointments must receive at least one calendar day's
			 notice.
(ii) Permanent employees in
			 seasonal appointments must receive at least two working days' notice.
(d) Layoff options in accordance
			 with WAC 357-46-035 within the seasonal
			 layoff unit for seasonal employees being laid off.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-19 - Appointment and reemployment › Section 357-19-305 - What are project positions?

Current through Register Vol. 24-14, July 15, 2024
Project positions are classified positions established for
				purpose of a defined project for which the employer expects the work to be of a
				time-limited nature with an expected end date.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-206,
				  §
										357-19-305, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-19 - Appointment and reemployment › Section 357-19-310 - How are project positions filled?

Current through Register Vol. 24-14, July 15, 2024
Project positions must be filled in accordance with the rules
				on recruitment, assessment, and certification as provided in chapter 357-16
				WAC.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-206,
				  §
										357-19-310, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-19 - Appointment and reemployment › Section 357-19-315 - What are the notification requirements for appointing an employee to a project position?

Current through Register Vol. 24-14, July 15, 2024
An employee appointed to a project position must be notified,
				in writing, of the status of the appointment and the expected ending date of
				the position.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-206,
				  §
										357-19-315, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-19 - Appointment and reemployment › Section 357-19-320 - Must an employee appointed to a project position serve a probationary period?

Current through Register Vol. 24-14, July 15, 2024
An employee who does not have permanent status in classified
				service must serve a probationary period when appointed to a project position.
				The employee gains permanent status upon completion of the probationary
				period.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-206,
				  §
										357-19-320, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-19 - Appointment and reemployment › Section 357-19-325 - Must an employee with permanent status who is appointed to a project position serve a trial service period?

Current through Register Vol. 24-14, July 15, 2024
In accordance with WAC
				357-19-025, a permanent employee
				must serve a trial service period upon promotional appointment to project
				position.
In accordance with WAC
				357-19-030, a permanent employee
				who voluntarily transfers or voluntarily demotes to a project position may be
				required by the employer to serve a trial service period.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-206,
				  §
										357-19-325, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-19 - Appointment and reemployment › Section 357-19-330 - What notices must employees and their employers provide to each other when an employee accepts an appointment to a project position?

Current through Register Vol. 24-14, July 15, 2024
If a permanent employee wants to have return rights to the
				current employer, the employee must give fourteen calendar days' notice to the
				current employer before moving to a project position. The employer and employee
				may agree to waive or shorten the notice period.
When the current employer receives the employee's notice, the
				employer must notify the employee in writing of his/her return right at the
				conclusion of the appointment to the project position.
For purposes of this rule, written notice may be provided using
				alternative methods such as e-mail, campus mail, the state mail service, or
				commercial parcel delivery in accordance with WAC
				357-04-105.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-206,
				  §
										357-19-330, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-19 - Appointment and reemployment › Section 357-19-340 - What return rights must an employer provide to a permanent employee who accepts an appointment to a project position?

Current through Register Vol. 24-14, July 15, 2024
At a minimum, an employer must provide a permanent employee who
				left a permanent position to accept an appointment to a project position access
				to the employer's internal layoff list. If the employer agrees to return the
				employee to a position, the employee must provide fourteen calendar days'
				notice to the employer of his/her intent to return to a permanent position
				unless the employee and employer agree otherwise. Upon return to a permanent
				position, the employee's salary is determined by the employer's salary
				determination policy.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-206,
				  §
										357-19-340, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-19 - Appointment and reemployment › Section 357-19-345 - What happens to employees in project positions at the conclusion of the project?

Current through Register Vol. 24-14, July 15, 2024
At the conclusion of an appointment to a project position, the
				layoff provisions of chapter 357-46 WAC apply. In addition to the layoff rights
				provided by chapter 357-46 WAC, a permanent status employee who left a
				permanent position to accept appointment to a project position without a break
				in service has the additional rights provided by WAC
				357-19-340.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-206,
				  §
										357-19-345, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-19 - Appointment and reemployment › Section 357-19-350 - May a permanent WGS employee accept an acting Washington management service (WMS) appointment and what notices must the employee and employer provide each other when an employee accepts the acting appointment?

Current through Register Vol. 24-14, July 15, 2024
Permanent WGS employees may accept acting appointments to WMS
				positions.
The employee must give his/her current employer at least
				fourteen calendar days' written notice before moving to an acting WMS
				appointment. The current employer and employee may agree to waive or shorten
				the notice period.
When the current employer receives the employee's notice, the
				employer must notify the employee in writing of his/her return right at the
				conclusion of the acting WMS appointment.
For purposes of this rule, written notice may be provided using
				alternative methods such as e-mail, campus mail, the state mail service, or
				commercial parcel delivery in accordance with WAC
				357-04-105.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-12-094,
				  §
										357-19-350, filed 5/27/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-19 - Appointment and reemployment › Section 357-19-353 - What return rights must an employer provide to a permanent WGS employee who accepts an acting WMS appointment?

Current through Register Vol. 24-14, July 15, 2024
At a minimum, the employer must provide the permanent employee
				who is leaving a WGS position with the employer to accept a WMS acting
				appointment access to the employer's internal layoff list at the conclusion of
				the acting appointment. If the employer agrees to return the employee to a
				position, the employee must notify the employer of his/her intent to return to
				a permanent position at least fourteen (14) calendar days in advance of return
				unless the employee and employer agree otherwise. Failure of the employee to
				provide proper written notice to the employer may result in forfeiture of any
				return rights. Upon return to a permanent position, the employee's salary must
				be determined by the employer's salary determination policy.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-12-094,
				  §
										357-19-353, filed 5/27/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-19 - Appointment and reemployment › Section 357-19-360 - For what reasons may an employer make nonpermanent appointments?

Current through Register Vol. 24-14, July 15, 2024
an employer may fill a position with a nonpermanent
				appointment when any of the following conditions exist:
(1) A permanent employee is absent from the
			 position;
(2) The employer is
			 recruiting to fill a vacant position with a permanent appointment;
(3) The employer needs to address a
			 short-term immediate workload peak or other short-term needs;
(4) The employer is not filling a position
			 with a permanent appointment due to the impending or actual layoff of a
			 permanent employee(s); or
(5) The
			 nature of the work is sporadic and does not fit a particular pattern.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-206,
				  §
										357-19-360, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-19 - Appointment and reemployment › Section 357-19-365 - When is it inappropriate for an employer to fill a position with a nonpermanent appointment to address a short-term immediate workload peak or other short-term needs?

Current through Register Vol. 24-14, July 15, 2024
Employers
must not
fill a position with a
				nonpermanent appointment under the provisions of WAC
				357-19-360(3)
				 when the work of the position is scheduled, ongoing and permanent in nature. If
				at any time during a nonpermanent appointment, a short-term workload peak or
				other short term need becomes ongoing and permanent in nature, the employer
				must take action to fill the position on a permanent basis.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-206,
				  §
										357-19-365, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-19 - Appointment and reemployment › Section 357-19-370 - How long may a nonpermanent appointment last?

Current through Register Vol. 24-14, July 15, 2024
(1) Employers are encouraged to limit the
			 duration of a nonpermanent appointment to twelve months from the appointment
			 date.
(2) A nonpermanent
			 appointment for a reason specified in WAC
			 357-19-360(1)
			 through (4)
must not
exceed
			 twenty-four months unless the director has approved an extension of the
			 appointment due to the continued absence of a permanent employee. An employer
			 may choose to not count time spent in formal training programs towards the
			 twenty-four month limit. On-the-job training is not considered a formal
			 training program for purposes of this rule.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-206,
				  §
										357-19-370, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-19 - Appointment and reemployment › Section 357-19-373 - What notification must an employer give a nonpermanent appointee?

Current through Register Vol. 24-14, July 15, 2024
(1) Upon
			 appointment, all nonpermanent appointees must be notified in writing of the
			 conditions of their appointment and/or upon any subsequent change to the
			 conditions of their appointment.
(2) The written notification must at a
			 minimum contain the following information:
(a) The reason for the nonpermanent
			 appointment in accordance with WAC
			 357-19-360;
(b) The hours of work and the base
			 salary;
(c) The anticipated
			 short-term duration or sporadic nature of the appointment;
(d) A statement regarding the receipt or
			 nonreceipt of benefits. If the employee is to receive benefits, the statement
			 shall include which benefits are to be received; and
(e) The right to request remedial action as
			 provided in WAC
			 357-19-425.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-19 - Appointment and reemployment › Section 357-19-375 - Can an employee receive consecutive general government nonpermanent appointments?

Current through Register Vol. 24-14, July 15, 2024
Individuals may receive consecutive nonpermanent appointments
				as long as:
(1) Any subsequent
			 appointment is to a different position; or
(2) The multiple appointments are of a
			 seasonal nature but don't meet the definition of seasonal appointment because
			 each appointment last less than five months in duration during any consecutive
			 twelve-month period.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-12-076,
				  §
										357-19-375, filed 5/27/05,
				  effective 7/1/05; 05-01-206, §
										357-19-375, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-19 - Appointment and reemployment › Section 357-19-377 - What provisions apply to nonpermanent appointments?

Current through Register Vol. 24-14, July 15, 2024
Nonpermanent appointments are subject to the following
				provisions:
(1) Nonpermanent
			 appointees must meet the competencies and other requirements of the position to
			 which they are appointed.
(2)
			 Nonpermanent appointments may be filled on a noncompetitive basis which means
			 the employer is not required to comply with the rules on recruitment,
			 assessment and certification as provided in chapter 357-16 WAC.
(3) Nonpermanent appointments may be filled
			 using the competitive process specified in chapter 357-16 WAC as long as the
			 eligible applicant indicates a willingness to accept a nonpermanent
			 appointment.
(4) Employers may
			 under fill a position with a nonpermanent appointment.
(5) Ensure compliance with requirements
			 governing wage and salary information in accordance with RCW   49.58.100,
			 49.58.110, WAC 357-16-017, 357-16-215, and 357-16-220.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-206,
				  §
										357-19-377, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-19 - Appointment and reemployment › Section 357-19-380 - What provisions of the civil service rules apply to nonpermanent employees?

Current through Register Vol. 24-14, July 15, 2024
The leave and holiday provisions of chapter 357-31 WAC and
				compensation provisions of chapter 357-28 WAC apply to employees in
				nonpermanent appointments. Other chapters of civil service rules may apply
				where specifically stated.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-206,
				  §
										357-19-380, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-19 - Appointment and reemployment › Section 357-19-385 - May a permanent employee accept a nonpermanent appointment?

Current through Register Vol. 24-14, July 15, 2024
A permanent employee may accept a nonpermanent
				appointment.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-206,
				  §
										357-19-385, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-19 - Appointment and reemployment › Section 357-19-388 - What notices must employees and their employers provide each other when an employee accepts a nonpermanent appointment?

Current through Register Vol. 24-14, July 15, 2024
Employees who accept a nonpermanent appointment must give their
				current employers at least fourteen calendar days' notice before moving to a
				nonpermanent appointment. The current employer and employee may agree to waive
				or shorten the notice period.
When the current employer receives the employee's notice, the
				employee's permanent employer must notify the employee in writing of the
				employee's return right at the conclusion of the nonpermanent
				appointment.
For purposes of this rule, written notice may be provided using
				alternative methods such as email, campus mail, the state mail service, or
				commercial parcel delivery in accordance with WAC
				357-04-105.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-12-077,
				  §
										357-19-388, filed 5/27/05,
				  effective 7/1/05; 05-01-206, §
										357-19-388, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-19 - Appointment and reemployment › Section 357-19-395 - What return rights must an employer provide to a permanent employee who accepts a nonpermanent appointment?

Current through Register Vol. 24-14, July 15, 2024
At a minimum, the employer must provide the permanent employee
				who is leaving his/her position with the employer to accept a nonpermanent
				appointment access to the employer's internal layoff list at the conclusion of
				the nonpermanent appointment. If the employer agrees to return the employee to
				a position, the employee must notify the employer of his/her intent to return
				to a permanent position at least fourteen calendar days in advance of return
				unless the employee and employer agree otherwise. Failure of the employee to
				provide proper written notice to the employer may result in forfeiture of any
				return rights. Upon return to a permanent position, the employee's salary must
				be determined by the employer's salary determination policy.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-12-095,
				  §
										357-19-395, filed 5/27/05,
				  effective 7/1/05; 05-01-206, §
										357-19-395, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-19 - Appointment and reemployment › Section 357-19-400 - May an employer convert a nonpermanent appointment to a probationary or trial service appointment?

Current through Register Vol. 24-14, July 15, 2024
(1)
			 When an employer uses a competitive process to make a nonpermanent appointment
			 to fill a position in the absence of a permanent employee or fill a position
			 nonpermanently due to the impending or actual layoff of a permanent
			 employee(s), the employer may change the status of the appointment to
			 probationary or to trial service if:
(a) The
			 permanent employee does not return to the position or the layoff action has
			 been implemented; and
(b) The
			 employer needs to fill the position permanently.