reglab/statecodes huggingface dataset:
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-16 - Recruitment, assessment, and certification › Section 357-16-155 - Can an individual's name be removed from an applicant or candidate pool for a class or all classes in a class series?

Current through Register Vol. 24-14, July 15, 2024
An employer may disqualify an individual by removing the
				individual's name from an applicant and/or candidate pool for a class or all
				classes in a class series at any time for good and sufficient
				reason.
Statutory Authority:
				  Chapter
				  41.06 RCW. 11-23-054,
				  §
										357-16-155, filed 11/10/11,
				  effective 12/13/11; 09-11-063, §
										357-16-155, filed 5/14/09,
				  effective 6/16/09; 05-01-200, §
										357-16-155, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-16 - Recruitment, assessment, and certification › Section 357-16-157 - Is an eligible's name removed from applicant and/or candidate pools when he/she is appointed to a position?

Current through Register Vol. 24-14, July 15, 2024
An eligible's name may be removed from the applicant and/or
				candidate pool for the class to which he/she is appointed and all lower classes
				in the same class series.
Statutory Authority:
				  Chapter
				  41.06 RCW. 10-11-072,
				  §
										357-16-157, filed 5/14/10,
				  effective 7/1/10; 09-11-063, §
										357-16-157, filed 5/14/09,
				  effective 6/16/09; 06-03-071, §
										357-16-157, filed 1/12/06,
				  effective 2/13/06.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-16 - Recruitment, assessment, and certification › Section 357-16-160 - Must an applicant or candidate who has been removed for good and sufficient reason per WAC 357-16-155 be notified of the removal?

Current through Register Vol. 24-14, July 15, 2024
When an applicant or candidate is removed from an applicant or
				candidate pool for good and sufficient reason per WAC
				357-16-155, the employer must
				notify the applicant or candidate at the time of the removal. The notice must
				be in writing and specify the reason for the removal. The notice must explain
				the right to request a review of the removal under the provisions of WAC
				357-16-170,
				357-16-175 and
				357-16-180. 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. 11-23-054,
				  §
										357-16-160, filed 11/10/11,
				  effective 12/13/11; 06-03-071, §
										357-16-160, filed 1/12/06,
				  effective 2/13/06; 05-01-200, §
										357-16-160, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-16 - Recruitment, assessment, and certification › Section 357-16-170 - Can an applicant or candidate request a review of their examination results or the removal of their name from an applicant or candidate pool?

Current through Register Vol. 24-14, July 15, 2024
An applicant or candidate may request a review of their
				examination results or the removal of their name from an applicant or candidate
				pool when the removal is due to good and sufficient reason under the provisions
				of WAC 357-16-155.
Statutory Authority:
				  Chapter
				  41.06 RCW. 06-03-071,
				  §
										357-16-170, filed 1/12/06,
				  effective 2/13/06; 05-01-187, §
										357-16-170, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-16 - Recruitment, assessment, and certification › Section 357-16-175 - When must an applicant or candidate request a review of the results of an examination or removal from an applicant or candidate pool?

Current through Register Vol. 24-14, July 15, 2024
If an applicant or candidate requests a review of the results
				of an examination or removal from an applicant or candidate pool, the request
				must be received at the employer's office within twenty calendar days following
				notice of the action for which a review is requested.
Statutory Authority:
				  Chapter
				  41.06 RCW. 11-23-054,
				  §
										357-16-175, filed 11/10/11,
				  effective 12/13/11; 05-01-187, §
										357-16-175, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-16 - Recruitment, assessment, and certification › Section 357-16-177 - What procedure must an employer use to review an applicant's or candidate's examination results or the removal of his/her name from an applicant or candidate pool under the provisions of WAC 357-16-170?

Current through Register Vol. 24-14, July 15, 2024
Each employer must develop a review procedure that specifies
				the procedure the employer will use to review an applicant's or candidate's
				examination results or name removal from a pool. The procedure must minimally
				specify that the review will be conducted by a representative of the employer
				that was not involved in the action under review.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-188,
				  §
										357-16-177, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-16 - Recruitment, assessment, and certification › Section 357-16-180 - Are assessment review decisions subject to appeal?

Current through Register Vol. 24-14, July 15, 2024
Review decisions made under the provisions of WAC
				357-16-170 are final and not
				subject to further review or appeal.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-187,
				  §
										357-16-180, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-16 - Recruitment, assessment, and certification › Section 357-16-190 - What happens if an individual is certified in error?

Current through Register Vol. 24-14, July 15, 2024
The director or the employer may invalidate the trial service
				or probationary appointment of an individual who was not eligible to be
				certified, but was certified in error.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-200,
				  §
										357-16-190, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-16 - Recruitment, assessment, and certification › Section 357-16-195 - Can an eligible candidate be required to pass a medical or psychological examination?

Current through Register Vol. 24-14, July 15, 2024
After a conditional offer of employment is made, an eligible
				candidate may be required to pass a medical or psychological examination
				relevant to the demands of the work.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-200,
				  §
										357-16-195, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-16 - Recruitment, assessment, and certification › Section 357-16-200 - If a medical or psychological examination is required, who pays for it?

Current through Register Vol. 24-14, July 15, 2024
The employer is responsible for the cost of any medical or
				psychological examination required under WAC
				357-16-195.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-200,
				  §
										357-16-200, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-16 - Recruitment, assessment, and certification › Section 357-16-205 - If a job-related disability is revealed during a medical or psychological examination what is the employer's responsibility?

Current through Register Vol. 24-14, July 15, 2024
If a medical or psychological examination reveals a job-related
				disability and the candidate is otherwise qualified, the employer must consider
				ways to provide reasonable accommodation for the disability before making an
				appointment decision.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-200,
				  §
										357-16-205, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-16 - Recruitment, assessment, and certification › Section 357-16-215 - May an employer seek the wage or salary history of an individual for employment?

Current through Register Vol. 24-14, July 15, 2024
In accordance with
				RCW
				 49.58.100, an employer may not:
(1) Seek the wage or salary history of an
			 individual applying for employment, including current employees, from the
			 individual or the individual's current or former employer; or
(2) Require that an individual's prior wage
			 or salary history meet certain criteria, except as provided in WAC 357-16-220.
For the purposes of this section "employer" also includes those
				employers with fewer than fifteen employees.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-16 - Recruitment, assessment, and certification › Section 357-16-220 - May an employer confirm an individual's wage or salary history?

Current through Register Vol. 24-14, July 15, 2024
In accordance with RCW   49.58.100, an employer may confirm an
				individual's wage or salary history if:
(1) The individual has voluntarily disclosed
			 their wage or salary history; or
(2) After the employer has negotiated an
			 offer and made an offer of employment including compensation to the individual.
			 Negotiation includes an offer of employment with compensation by the employer
			 and acceptance of the offer by the applicant.
For the purposes of this section "employer" also includes those
				employers with fewer than 15 employees.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-19 - Appointment and reemployment › Section 357-19-005 - What is the authority of general government employers to appoint employees to positions in the classified service?

Current through Register Vol. 24-14, July 15, 2024
Under the authority of the director, general government
				employers may carry out the activities detailed in chapter 357-19
				WAC.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-206,
				  §
										357-19-005, 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 357-19-010 - What is the authority of higher education employers to appoint employees to positions in the classified service?

Current through Register Vol. 24-14, July 15, 2024
Under the authority of
				RCW
				 41.06.133 and
				41.06.150, higher education
				employers may carry out the activities in chapter 357-19 WAC.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-206,
				  §
										357-19-010, 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 357-19-015 - What must employers use as the basis for appointments under the civil service rules?

Current through Register Vol. 24-14, July 15, 2024
Appointments within the classified service must be made on the
				basis of the appointee's ability to meet the competencies and other position
				requirements that are identified through job analysis.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-206,
				  §
										357-19-015, 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 357-19-017 - What is the purpose of the probationary and trial service period?

Current through Register Vol. 24-14, July 15, 2024
The probationary and trial service periods provide the employer
				with an opportunity to observe and assess an employee's work and to train and
				aid the employee in adjusting to the position in order to determine if the
				employee will be granted permanent status in that position.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-206,
				  §
										357-19-017, 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 357-19-020 - When must an employee serve a probationary period?

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 a permanent position.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-206,
				  §
										357-19-020, 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 357-19-025 - When must an employee serve a trial service period?

Current through Register Vol. 24-14, July 15, 2024
A permanent employee must serve a trial service period upon
				promotional appointment to a position in a class in which the employee has not
				held permanent status. A general government employee laid off in accordance
				with the provisions of WAC
				357-46-010 or
				357-58-445 is not considered to
				have had a break in continuous state service if within two years of separation
				the employee is appointed to a position. Upon appointment to a position with a
				higher salary range maximum than the position the employee was laid off from
				the employee must serve a trial service period.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-12-077,
				  §
										357-19-025, filed 5/27/05,
				  effective 7/1/05; 05-01-206, §
										357-19-025, 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 357-19-030 - When may an employee be required to serve a trial service period?

Current through Register Vol. 24-14, July 15, 2024
A permanent employee who transfers, voluntarily demotes, is
				elevated, or is reverted to a position may be required by the employer to serve
				a trial service period in accordance with the employer's policy per WAC
				357-19-090. (See WAC
				357-46-110 for information on
				when an employee may be required to serve a transition review
				period.)
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-19-009,
				  §
										357-19-030, filed 9/8/05,
				  effective 10/10/05; 05-01-206, §
										357-19-030, 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 357-19-035 - When is a trial service period not allowed for an employee who is reverted to a position?

Current through Register Vol. 24-14, July 15, 2024
Employers are not allowed to require a trial service period
				when an employee is being reverted to a comparable position with the same job
				duties as the position in which the employee last held permanent status. The
				employer determines the comparability of the position.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-19-009,
				  §
										357-19-035, filed 9/8/05,
				  effective 10/10/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-19 - Appointment and reemployment › Section 357-19-040 - How long is the probationary period?

Current through Register Vol. 24-14, July 15, 2024
The director must establish the duration of the probationary
				period on a class-wide basis. The probationary period for a class must be from
				six to twelve months long.
The probationary period for the campus police officer class (or
				successor title) must extend from the date of appointment until twelve months
				following the successful completion of the Washington state criminal justice
				training commission basic law enforcement academy or twelve months from the
				date of appointment if academy training is not required.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-206,
				  §
										357-19-040, 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 357-19-045 - Can the length of a probationary period be extended?

Current through Register Vol. 24-14, July 15, 2024
The probationary period for the class of campus police officer
				(or successor title) may not be extended. For all other classes, employers may
				extend the probationary period for an individual employee or for all employees
				in a class as long as the extension does not cause the total period to exceed
				twelve months.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-206,
				  §
										357-19-045, 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 357-19-050 - How long is a trial service period?

Current through Register Vol. 24-14, July 15, 2024
The director must establish the duration of the trial service
				period on a class-wide basis. The trial service period for a class must be from
				six to twelve months in duration.
The trial service period for the campus police officer class
				(or successor title) must extend from the date of appointment until twelve
				months following the successful completion of the Washington state criminal
				justice training commission basic law enforcement academy or twelve months from
				the date of appointment if academy training is not required.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-206,
				  §
										357-19-050, 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 357-19-060 - Can the length of a trial service period be extended?

Current through Register Vol. 24-14, July 15, 2024
The trial service period for the class of campus police officer
				(or successor title) may not be extended. For all other classes, employers may
				extend the trial service period for an individual employee or for all employees
				in a class as long as the extension does not cause the total period to exceed
				twelve months.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-206,
				  §
										357-19-060, 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 357-19-065 - Is an employee's probationary or trial service period affected by the use of leave?

Current through Register Vol. 24-14, July 15, 2024
An employee's probationary or trial service period is affected
				by the use of leave according to chapter 357-31 WAC.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-206,
				  §
										357-19-065, 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 357-19-070 - What happens if an employee who is serving a probationary or trial service period accepts an appointment to another permanent position with the same employer?

Current through Register Vol. 24-14, July 15, 2024
If an employee accepts an appointment to another permanent
				position with the same employer while serving a probationary or trial service
				period, the following applies:
(1) If
			 the employer determines the positions or classes to which the positions are
			 allocated are closely related the employer may count time served in the initial
			 probationary or trial service toward the probationary or trial service period
			 of the new position; or
(2) If the
			 employer determines the positions or classes to which the positions are
			 allocated are not closely related the probationary or trial service period of
			 the new position starts over.
Statutory Authority:
				  Chapter
				  41.06 RCW. 09-23-060,
				  §
										357-19-070, filed 11/12/09,
				  effective 12/15/09; 05-01-206, §
										357-19-070, 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 357-19-073 - What happens if an employee who is serving a probationary period accepts a nonpermanent appointment?

Current through Register Vol. 24-14, July 15, 2024
If an employee who is serving a probationary period accepts a
				nonpermanent appointment, the probationary period will end and the employee
				will not be granted permanent status unless the employer agrees to return the
				employee to a position at the conclusion of the nonpermanent appointment. Any
				return rights granted by the employer must be to a vacant position in the class
				in which the employee was serving a probationary period. If the employer
				chooses to grant the employee a return right the employer must notify the
				employee in writing.
Upon return from a nonpermanent appointment the employee will
				resume their probationary period. If the employer determines the position the
				employee was serving a probationary period in and the position the employee was
				appointed to on a nonpermanent basis are allocated to classes which are closely
				related, the employer may count the time worked in the nonpermanent appointment
				towards the probationary period.
Statutory Authority:
				  Chapter
				  41.06 RCW. 09-11-064,
				  §
										357-19-073, filed 5/14/09,
				  effective 6/16/09.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-19 - Appointment and reemployment › Section 357-19-075 - What happens if an employee who is serving a probationary or trial service period is reassigned by the employer?

Current through Register Vol. 24-14, July 15, 2024
If an employee is reassigned while serving a probationary or
				trial service period, time spent in the initial probationary or trial service
				period counts towards the probationary or trial service period of the position
				to which the employee was reassigned.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-206,
				  §
										357-19-075, 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 357-19-080 - What happens if a permanent employee accepts a nonpermanent appointment during a trial service period?

Current through Register Vol. 24-14, July 15, 2024
If a permanent employee accepts a nonpermanent appointment
				during a trial service period and the employer has agreed to return the
				employee to a position at the conclusion of the nonpermanent appointment, the
				employer may:
(1) Suspend the trial
			 service period and allow the employee to resume the trial service period when
			 the employee returns from the nonpermanent appointment;
(2) Require the trial service period to start
			 over when the employee returns from the nonpermanent appointment; or
(3) Count the time worked in the nonpermanent
			 appointment towards the trial service period.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-12-077,
				  §
										357-19-080, filed 5/27/05,
				  effective 7/1/05; 05-01-206, §
										357-19-080, 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 357-19-085 - Does time worked in a nonpermanent appointment count towards the probationary or trial service period for a permanent position?

Current through Register Vol. 24-14, July 15, 2024
If an employee in a nonpermanent appointment is subsequently
				appointed permanently to the same or a similar position, the employer may count
				time worked in the nonpermanent appointment towards the probationary or trial
				service period for the permanent position.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-206,
				  §
										357-19-085, 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 357-19-090 - Must employers have a policy on probationary and trial service periods?

Current through Register Vol. 24-14, July 15, 2024
Employers must publish a policy on probationary and trial
				service periods that minimally addresses the employer's basis for determining
				and notifying an employee:
(1) When a
			 trial service period is required upon transfer, voluntary demotion, reversion
			 or elevation as provided in WAC
			 357-19-030.
(2) When a probationary or trial service
			 period is extended, per WAC
			 357-19-045 and
			 357-19-060; and
(3) When a probationary or trial service
			 period is continued, per WAC
			 357-19-070.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-19-009,
				  §
										357-19-090, filed 9/8/05,
				  effective 10/10/05; 05-01-206, §
										357-19-090, 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 357-19-095 - What happens if an employee fails to meet the employer's standards during the probationary period?

Current through Register Vol. 24-14, July 15, 2024
The employer may separate any probationary employee who fails
				to meet the employer's standards. The separation must be in accordance with WAC
				357-46-180.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-206,
				  §
										357-19-095, 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 357-19-100 - What happens if an employee fails to meet the employer's standards during the trial service period?

Current through Register Vol. 24-14, July 15, 2024
The employer may revert any employee who fails to meet the
				employer's standards during the trial service period. The employee must be
				notified in accordance with WAC
				357-19-105. Upon reversion, the
				employee has the rights provided by WAC
				357-19-115 and
				357-19-117.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-206,
				  §
										357-19-100, 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 357-19-105 - How much notice must an employer give when reverting an employee?

Current through Register Vol. 24-14, July 15, 2024
An employer must give seven calendar days' written notice to an
				employee who is being reverted during a trial service period. If during the
				last seven days of a trial service period, the employee commits an egregious
				act which warrants reversion, the employer may immediately revert the employee
				without seven calendar days notice.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-206,
				  §
										357-19-105, 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 357-19-110 - Can an employee voluntarily revert during the trial service period?

Current through Register Vol. 24-14, July 15, 2024
(1) Within thirty
			 calendar days from the date of appointment, an employee has the right to
			 voluntarily revert during a trial service period by providing seven calendar
			 days' written notice to the current employer. After thirty calendar days from
			 the date of appointment, an employee may voluntarily revert only at the
			 discretion of the employer to which the employee has reversion
			 rights.
(2) Upon voluntary
			 reversion, the employee has the rights provided by WAC
			 357-19-115 through
			 357-19-117 with the
current
			 employer.
At the discretion of the former employer, employees may
			 voluntarily revert to the former employer and have the rights provided by WAC
			 357-19-115 through
			 357-19-117 with the former
			 employer.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-206,
				  §
										357-19-110, 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 357-19-115 - To which employer and position would an employee revert?

Current through Register Vol. 24-14, July 15, 2024
(1) A permanent
			 employee who does not satisfactorily complete the trial service period or a
			 Washington management service (WMS) review period or has failed to progress to
			 the next step of an in-training plan in accordance with WAC
			 357-19-285, has reversion rights
			 with the current employer at the time of reversion. An employee has the right
			 to revert to a position, if available, in accordance with the following:
(a) For employees reverting from trial
			 service following a promotion, transfer or elevation, the employer must revert
			 the employee to a vacant position, or a position filled by a nonpermanent
			 appointee as defined in WAC
			 357-01-210, for which the
			 employee satisfies competencies and other position requirements and which is:
(i) Allocated to the class the employee last
			 held permanent status in; or
(ii)
			 If no positions are available, allocated to a class which has the same or lower
			 salary range maximum.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-19 - Appointment and reemployment › Section 357-19-117 - Can a reverted employee be placed on a layoff list and in the general government transition pool?

Current through Register Vol. 24-14, July 15, 2024
If the reverted employee is not returned to a permanent
				position in the class in which the employee last held permanent status, the
				employee is eligible to be placed on the employer's internal layoff list upon
				request. General government employees may also apply for placement in the
				transition pool.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-206,
				  §
										357-19-117, 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 357-19-120 - Can employees be granted additional reversion rights?

Current through Register Vol. 24-14, July 15, 2024
Employers may make agreements with employees for additional
				reversion rights within their own organization.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-206,
				  §
										357-19-120, 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 357-19-125 - What happens to a permanent Washington management service (WMS) employee who promotes, or demotes to a Washington general service (WGS) position but fails to satisfactorily complete the trial service period?

Current through Register Vol. 24-14, July 15, 2024
A permanent Washington management service (WMS) employee who
				promotes or demotes to a Washington general service (WGS) position but fails to
				satisfactorily complete the trial service period has reversion rights in
				accordance with WAC
				357-58-375.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-12-089,
				  §
										357-19-125, 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 357-19-135 - Can an employee appeal a trial service reversion?

Current through Register Vol. 24-14, July 15, 2024
Employees who are reverted do not have the right to appeal the
				reversion.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-206,
				  §
										357-19-135, 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 357-19-140 - Can an employer increase the hours of a position which is normally scheduled to work less than forty hours a week?

Current through Register Vol. 24-14, July 15, 2024
As necessary, employers may increase the hours assigned to a
				position which is normally scheduled to work less than forty hours a
				week.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-206,
				  §
										357-19-140, 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 357-19-145 - If an employer permanently increases the hours of a position, may an employee choose not to continue in the position?

Current through Register Vol. 24-14, July 15, 2024
A permanent employee may choose not to continue in a position
				that has been permanently increased in hours of work in accordance with WAC
				357-19-140. The employee has
				layoff rights in accordance with the employer's layoff
				procedure.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-206,
				  §
										357-19-145, 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 357-19-155 - Can an employee voluntarily demote?

Current through Register Vol. 24-14, July 15, 2024
Permanent employees may request to voluntarily demote to a
				position for which they meet the competencies and other position
				requirements.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-206,
				  §
										357-19-155, 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 357-19-160 - Can an employee be elevated following a demotion?

Current through Register Vol. 24-14, July 15, 2024
Employers may elevate an employee with permanent status to the
				class held by the employee immediately prior to being demoted or to a class in
				the same class series which is between the current class and the class from
				which the employee was demoted. Elevation must be to a position for which they
				meet the competencies and other position requirements. The employer may require
				the elevated employee to serve a trial service period.
Statutory Authority:
				  Chapter
				  41.06 RCW. 09-11-067,
				  §
										357-19-160, filed 5/14/09,
				  effective 6/16/09; 05-01-206, §
										357-19-160, 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 357-19-165 - What is the difference between reassignment and transfer?

Current through Register Vol. 24-14, July 15, 2024
A reassignment is an employer-initiated move of an employee
				from one position to a comparable position in the same class. A transfer is an
				employee-initiated move from one position within or between employers in the
				same class or a different class with the same salary range
				maximum.
Statutory Authority:
				  Chapter
				  41.06 RCW. 09-23-056,
				  §
										357-19-165, filed 11/12/09,
				  effective 12/15/09; 05-01-206, §
										357-19-165, 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 357-19-170 - Can an appointing authority reassign an employee?

Current through Register Vol. 24-14, July 15, 2024
Within an agency or higher education institution/related board,
				an appointing authority may reassign an employee to a different position within
				the same class as long as the employee meets the competencies and other
				position requirements. (See WAC
				357-19-175 for special provisions
				covering reassignments to different geographic areas.)
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-206,
				  §
										357-19-170, 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 357-19-175 - What are the provisions for reassigning a permanent employee to a different geographic area?

Current through Register Vol. 24-14, July 15, 2024
When reassigning a permanent employee to a position in a
				different geographic area, the following applies:
(1) If the reassignment is within a
			 reasonable commute of the employee's domicile, the appointing authority may
			 reassign the employee without the employee's agreement.
(2) If the reassignment is outside of a
			 reasonable commute of the employee's domicile and the employee does not agree
			 to the reassignment, the employer's layoff procedure applies
(3) The employer defines what is within a
			 reasonable commute.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-206,
				  §
										357-19-175, 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 357-19-177 - How does a reassignment affect an employee's status and pay?

Current through Register Vol. 24-14, July 15, 2024
Reassignment must not result in a change in status and the
				employee's base salary must not be reduced. In accordance with WAC
				357-19-075, the probationary
				period or trial service period continues if an employee is reassigned while
				serving a probationary period or trial service period.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-206,
				  §
										357-19-177, 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 357-19-180 - Can an employee transfer?

Current through Register Vol. 24-14, July 15, 2024
Permanent employees may request to transfer to another position
				in the same class or a different class with the same salary range maximum as
				long as the employee meets the competencies and other position requirements.
				The employer may require the employee to serve a trial service period following
				a transfer. If the employee was in trial service status at the time of the
				transfer, the provisions of WAC
				357-19-070
				apply.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-206,
				  §
										357-19-180, 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 357-19-181 - When is an employee appointed to a position with permanent status?

Current through Register Vol. 24-14, July 15, 2024
An appointing authority must make a permanent status
				appointment of an employee under the following conditions:
(1) Upon successful completion of a
			 probationary, trial service, or transition review period;
(2) Upon reassignment of a permanent employee
			 who is not in trial service status;
(3) Upon transfer, demotion, reversion, or
			 elevation when the employee is not required to serve a trial service
			 period;
(4) Upon rehire from layoff
			 or appointment to a position as a layoff option when a transition review period
			 is not required;
(5) Upon the
			 director conferring permanent status to an employee under remedial action
			 provisions; and
(6) Upon conversion
			 of an exempt position to the classified service, per WAC
			 357-19-225, if the incumbent has
			 been employed for at least an amount of time equal to the probationary period
			 or WMS review period for the class. If the incumbent has not been employed that
			 long, the employee must serve a probationary period or WMS review period. The
			 employer may count the time spent in the position prior to conversion towards
			 the probationary period or WMS review period.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-19-009,
				  §
										357-19-181, filed 9/8/05,
				  effective 10/10/05; 05-12-085, §
										357-19-181, 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 357-19-183 - Must DCYF conduct background checks on all employees in covered positions and individuals being considered for a covered position?

Current through Register Vol. 24-14, July 15, 2024
(1) The secretary of the department of
			 children, youth and families (DCYF) or designee must conduct background checks
			 on all employees in covered positions and individuals being considered for a
			 covered position.
(2) The
			 requirement for background checks must include the following:
(a) Current employees in covered
			 positions.
(b) Any employee
			 considered for a covered position because of a layoff, reallocation, transfer,
			 promotion, demotion, or other actions that result in the employee being in a
			 covered position.
(c) Any
			 individual being considered for positions which are covered
			 positions.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-19 - Appointment and reemployment › Section 357-19-184 - Besides the DCYF, may other employers conduct background checks on applicants or employees and what is the requirement to notify applicants or employees?

Current through Register Vol. 24-14, July 15, 2024
(1) Employers may
			 conduct background checks on applicants and/or employees if required by state
			 or federal law, or if the employer identifies the need for a background check
			 to verify that the applicant or employee satisfies the position
			 requirements.
(2) Employers who
			 conduct background checks must develop procedures regarding how and when
			 background checks will be conducted. The procedures must include notification
			 to applicants and/or employees if a background check is required.
Statutory Authority:
				  Chapter
				  41.06 RCW. 07-17-125,
				  §
										357-19-184, filed 8/20/07,
				  effective 9/20/07; 05-12-097, §
										357-19-184, 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 357-19-185 - What is a covered position for purposes of WAC 357-19-183, 357-19-187, and 357-19-191?

Current through Register Vol. 24-14, July 15, 2024
For purposes of WAC
				357-19-183,
				357-19-187 and
				357-19-191 a covered position is
				one in which a person will or may have unsupervised access to
				children.
Statutory Authority:
				  Chapter
				  41.06 RCW. 07-17-125,
				  §
										357-19-185, filed 8/20/07,
				  effective 9/20/07; 05-12-097, §
										357-19-185, 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 357-19-186 - For purposes of WAC 357-19-183, what information is considered in a background check conducted by DCYF and what are the results of the background check used for?

Current through Register Vol. 24-14, July 15, 2024
(1) The background
			 check information considered by the secretary of the DCYF will include but not
			 be limited to conviction records, pending charges, and disciplinary board final
			 decisions.
(2) The results of the
			 background check must be used solely for the purpose of determining the
			 character, suitability and competence of the applicant and/or
			 employee.
Statutory Authority:
				  Chapter
				  41.06 RCW. 07-17-125,
				  §
										357-19-186, filed 8/20/07,
				  effective 9/20/07; 05-12-097, §
										357-19-186, 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 357-19-187 - For purposes of WAC 357-19-183, must an employee and/or individual being considered for a covered position authorize the secretary of the DCYF or designee to conduct a background check and what happens if the employee or individual being considered for a covered position does not provide authorization?

Current through Register Vol. 24-14, July 15, 2024
An employee and/or individual applying for or being considered
				to remain in a covered position must authorize the secretary of the DCYF or
				designee to conduct a background check.
Failure to authorize the secretary of the DCYF or designee to
				conduct a background check disqualifies an employee or individual from
				consideration for any covered position including their current covered
				position.
Statutory Authority:
				  Chapter
				  41.06 RCW. 08-07-062,
				  §
										357-19-187, filed 3/17/08,
				  effective 4/18/08; 07-17-125, §
										357-19-187, filed 8/20/07,
				  effective 9/20/07; 05-12-097, §
										357-19-187, 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 357-19-188 - What happens when a permanent DCYF employee is disqualified because of a background check?

Current through Register Vol. 24-14, July 15, 2024
(1) A permanent
			 employee with a background check disqualification may be subject to any of the
			 following actions in no specific order:
(a)
			 Voluntary demotion;
(b) Job
			 restructuring;
(c) Voluntary
			 resignation;
(d) Job
			 reassignment;
(e) Nondisciplinary
			 separation in accordance with WAC
			 357-46-195;
			 or
(f) Disciplinary action in
			 accordance with WAC
			 357-40-010.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-19 - Appointment and reemployment › Section 357-19-189 - What are the responsibilities of the secretary of the DCYF in carrying out the requirement to conduct background checks?

Current through Register Vol. 24-14, July 15, 2024
(1) In order to implement the requirements of
			 WAC
			 357-19-183,
			 the secretary of the DCYF or designee must:
(a) Notify employees and individuals being
			 considered for covered positions that a background check is required for
			 covered positions; and
(b) Develop
			 policies and procedures pertaining to background checks.