reglab/statecodes huggingface dataset:
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 18 - Absences › Section ER 18.10 - Jury service

Current through June 24, 2024
As provided in s.
						230.35(3) (c),
						Stats., employees and elected officials, except limited term employees and
						members of the legislature, circuit and appeals court judges and justices of
						the supreme court summoned for grand or petit jury service shall be entitled to
						leave with pay. However, when not impaneled for actual service and only on
						call, the employee or elected official shall report back to work unless
						authorized by the appointing authority to be absent from the work
						assignment.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 18 - Absences › Section ER 18.11 - Voting time

Current through June 24, 2024
Pursuant to ss.
						6.76 and
						230.35(4) (e),
						Stats., an employee who is eligible to vote but is unable to vote during
						nonworking hours shall be granted time off with pay for not to exceed 3
						consecutive hours upon written application to the employee's appointing
						authority at least 2 work days prior to the election date. Such application
						shall state the need and the amount of reasonable time off required to exercise
						this right. The appointing authority may designate the time of day that the
						employee shall be allowed the time off.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 18 - Absences › Section ER 18.12 - Leaves of absence for civil service interviews

Current through June 24, 2024
ER 18.12 Leaves of absence for civil service interviews. Each
				employee with permanent status in class shall be eligible for and may request
				up to 16 hours paid leave time each calendar year for the purpose of competing
				in no more than 2 Wisconsin State Civil Service interviews when such interviews
				are conducted during an employee's scheduled work time. Employees shall be
				granted such requests provided due notice has been given by the employee and
				work coverage will not be interrupted. Such time shall not exceed the number of
				hours reasonably required to attend such interviews, including travel time.
				Leave time for more than 2 interviews in each calendar year may be granted to
				employees at the discretion of the appointing authority.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 18 - Absences › Section ER 18.14 - Leave of absence without pay

Current through June 24, 2024
(1) ELIGIBILITY.
					Permanent classified employees may be granted a leave of absence without pay
					subject to the provisions of sub. (2).
(2) WHEN GRANTED.
(a)
Formal leave.
Any
					permanent classified employee, may request a leave of absence without pay for a
					period not to exceed one year. Such leave may be granted by the appointing
					authority when it will not result in prejudice to the interests of the state as
					an employer beyond any benefits to be realized upon the employee's return to
					the service. A leave of absence may be extended on a year to year basis for an
					additional 2 years with the approval of the appointing authority. No formal
					leave of absence shall exceed 3 years except as provided under par.
					(f).
(b)
Leave to serve in
					unclassified position.
See s.
					230.33, Stats.
(c)
Summer leave.
Employees
					whose services are not required at institutions or schools during a summer
					recess shall be considered to be on leave of absence without pay.
(d)
Maternity leave.
Upon
					request of the employee, maternity leaves of absence shall be granted for a
					period of time requested by the employee, not to exceed 6 consecutive months.
					Upon request of the employee, the appointing authority may extend or renew a
					maternity leave of absence for additional periods of time, not to exceed a
					total of 6 months. Part or all of the original leave, extension or renewal may
					be covered by sick leave pursuant to s.
					ER
					18.03(4) (a), leave of absence
					without pay, earned annual leave, sabbatical leave, holiday leave, compensatory
					time off at the employee's discretion, or anticipated annual leave subject to
					s.
					ER
					18.02(6).
(e)
Paternity, adoption and
					pre-adoptive foster care.
Upon request of the employee, leaves of
					absence for paternity, adoption and pre-adoptive foster care shall be granted
					for a period of time requested by the employee, not to exceed 6 consecutive
					months. Upon request of the employee, the appointing authority may extend or
					renew paternity, adoption and pre-adoptive foster care leaves of absence for
					additional periods of time, not to exceed a total of 6 months. Part or all of
					the original paternity, adoptive or pre-adoptive foster care leave, extension
					or renewal may be covered by leave of absence without pay, earned annual leave,
					sabbatical leave, holiday leave, compensatory time off at the employee's
					discretion, or anticipated annual leave subject to s.
					ER
					18.02(6).
(f)
Leave to serve in a project
					appointment.
An appointing authority may grant a leave of absence
					without pay for not more than 4 years to an employee who voluntarily accepts a
					project appointment.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 18 - Absences › Section ER 18.15 - Catastrophic leave

Current through June 24, 2024
(1) DEFINITIONS. In this section:
(a) "Catastrophic need" has the meaning given
			 in s. 230.35(2r) (a), Stats.
(b)
			 "Donor" means any person meeting the eligibility requirements under sub.
			 (3).
(c) "Employee" means any
			 person who receives remuneration for services rendered to the state under an
			 employer-employee relationship, except unclassified employees of the State of
			 Wisconsin Investment Board, elected officials and limited term
			 employees.
(d) "Leave credits"
			 means earned but unused termination leave, sabbatical leave, personal and legal
			 holiday time, and anticipated and earned but unused annual leave, subject to s.
			 230.35(1) (b), Stats. "Leave credits" does not include sick leave credits or
			 compensatory time off credits.
(e)
			 "Recipient" means any person meeting the eligibility requirements under sub.
			 (2).
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 18 - Absences › Section ER 18.16 - Paid leaves for providing certain disaster relief services

Current through June 24, 2024
As provided in s.
						230.35(3) (e),
						Stats., an appointing authority may grant a paid leave of absence to a state
						employee to allow the employee to participate in providing specialized disaster
						relief services if the conditions in s.
						230.35(3) (e),
						Stats., are met.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 18 - Absences › Section ER 18.17 - Paid leave to serve as a bone marrow or organ donor

Current through June 24, 2024
As provided in s.
						230.35(2d),
						Stats., an appointing authority shall grant paid leave of absence to a state
						employee who serves as a bone marrow or organ donor under the conditions
						provided in s. 230.35(2d),
						Stats.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 21 - Resignation › Section ER 21.01 - Definitions

Current through June 24, 2024
In this chapter:
(1)
			 "Leave credits" has the meaning defined in s.  ER 18.01(5), excluding sick
			 leave.
(2) "Resignation" means a
			 voluntary termination from a position.
(3) "Resignation date" means:
(a) The date the employee designates in his
			 or her letter of resignation;
(b)
			 The date the resignation letter is filed with the appointing authority if no
			 date is supplied in the resignation letter;
(c) The date established by mutual written
			 agreement between the employee and the appointing authority if different from
			 par. (a) or (b); or
(d) The end of
			 the last date in work status in the case of an abandonment which is treated as
			 a resignation.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 21 - Resignation › Section ER 21.02 - Conditions of resignation

Current through June 24, 2024
(1) An employee who
					resigns from a position is required to submit a letter of resignation to the
					appointing authority. The resignation letter shall be submitted not less than
					14 calendar days prior to the resignation date, unless the employee and the
					appointing authority have agreed upon an alternate resignation date.
(2) After an employee submits a resignation
					letter, neither the employee nor the appointing authority can withdraw, stop or
					change the resignation date or other terms of the resignation except by mutual
					written agreement.
(3) Under
					authority of ss. 230.04(1m) and
					230.34(4),
					Stats., and this chapter, the administrator delegates to the appointing
					authority the responsibility to obtain, record and file the record of
					resignation submitted by the employee.
(4) An appointing authority shall acknowledge
					receipt of an employee's resignation.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 21 - Resignation › Section ER 21.03 - Abandonment

Current through June 24, 2024
(1)
			 If an employee fails to report for work as scheduled, or to contact the
			 employee's supervisor regarding absence from work, the appointing authority may
			 discipline the employee.
(2) If an
			 employee fails to report to work as scheduled or to contact his or her
			 supervisor for a minimum of 3 working days during a calendar year, the
			 appointing authority shall consider the employee's position abandoned and may
			 take one of the following actions:
(a)
			 Initiate discipline of the employee, which may include terminating the employee
			 for cause, effective the last day worked; or
(b) Treat the employee as having resigned,
			 effective as of the end of the last day worked.
Note:
See s.  ER 18.14(4) for employees who fail
				to return from leave.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 21 - Resignation › Section ER 21.04 - Treatment of leave credits upon resignation from state service

Current through June 24, 2024
(1) Whenever
					the conditions of resignation as described under s.
					ER
					21.02(1) are met for an employee who
					is terminating from state service, the employee's termination date shall be
					extended by the amount of leave credits to which the employee would be entitled
					if employment were to continue until these leave credits were exhausted,
					unless:
(a) The employee requests payment in a
					lump sum in the notice of resignation; or
(b) The appointing authority and the employee
					mutually agree in writing to a payment of all or part of the balance in a lump
					sum. If part of the balance is paid in a lump sum the remainder of the leave
					credits shall extend the employee's termination date as provided in this
					subsection.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 28 - Worker's Compensation And Hazardous Duty Injury Pay › Section ER 28.01 - Statutory authority

Current through June 24, 2024
Subject to the provisions of ch. 102, Stats., an employee
						suffering an injury while performing service growing out of and incidental to
						his or her employment, is entitled to worker's compensation. Certain employees
						injured while performing hazardous duties and who are unable to work may
						continue to receive their full pay, as provided under s.
						230.36, Stats., while unable to
						work as a result of the injury or until termination of their
						employment.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 28 - Worker's Compensation And Hazardous Duty Injury Pay › Section ER 28.015 - Definition of employee

Current through June 24, 2024
For purposes of hazardous duty injury pay under s.
						230.36, Stats., "employee" has
						the meaning set forth in s.
						ER
						1.02(10), but excludes any limited
						term employee under s.
						230.26, Stats.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 28 - Worker's Compensation And Hazardous Duty Injury Pay › Section ER 28.02 - Effect of worker's compensation

Current through June 24, 2024
(1) During the
					period an employee is absent from work due to injury from state employment and
					is awaiting a determination under ch. 102, Stats., the employee personally or
					through his or her representative may elect to:
(a) Use accrued paid leave credits, e.g.,
					sick leave, vacation, holiday, compensatory time, to cover the absence from
					work and consequent loss of earnings, or
(b) Request leave without pay and await
					payment of worker's compensation.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 28 - Worker's Compensation And Hazardous Duty Injury Pay › Section ER 28.03 - Concurrent benefits

Current through June 24, 2024
An employee may be entitled to concurrent benefits, i.e.
						worker's compensation for medical treatment expenses and benefits for time lost
						from work provided under s.
						230.36, Stats., in which case
						the appropriate provisions of this chapter apply. Under no circumstances shall
						an employee receive more than his or her basic rate of pay for the job in which
						the employee was performing at the time of injury, exclusive of reimbursable
						medical expenses.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 28 - Worker's Compensation And Hazardous Duty Injury Pay › Section ER 28.04 - Injury while on hazardous duty

Current through June 24, 2024
(1) Application for
					benefits under s. 230.36, Stats., shall be made by
					the employee or the employee's representative to the appointing authority
					within 14 calendar days from the day of injury, on forms prescribed by the
					administrator. In extenuating circumstances, at the discretion of the
					administrator, the time limit for application for benefits may be waived. When
					medical verification is required for final approval of the claim, failure by a
					physician to provide verification within the 14 days shall not be the basis for
					denial. The application shall contain sufficient and factual information to
					indicate the nature and extent of the injury or illness, the circumstances
					surrounding its occurrence and the qualifying duties on which the application
					is based.
(2) Within 14 days after
					receipt of the claim the appointing authority shall notify the employee of the
					decision to authorize or deny the claim and file a copy of the notice of action
					with the administrator.
(3) Upon
					approval of the employee's claim, the employee shall be paid from the date of
					inability to work until: a physician certifies the employee is able to return
					to work; the employee's status is changed due to worker's compensation,
					disability, retirement, or new work assignments; the employee is terminated; or
					other appropriate status change occurs. Periodic reports on the status of the
					employee's disability and anticipated date of return to work shall be required
					by the appointing authority.
(4) An
					employee on leave with pay under this section shall be entitled to applicable
					pay adjustments applied to the pay schedule and range the employee's class is
					assigned to, consideration for within range pay progression if eligible and
					personal holidays. However, personal holidays shall lapse if the employee does
					not return to full work status by the end of the calendar year.
(5) Employees on approved leave with pay
					under this section shall earn annual leave and sick leave credits for the
					duration of such leave. Employees shall be denied legal holiday credits for
					holidays which occur during the period of absence from work while on an
					approved leave with pay under this section. Annual leave credits earned prior
					to the date of injury may be carried over pursuant to s.
					ER
					18.02(6).
(6) An employee may elect to use accrued paid
					leave credits to supplement payments under s.
					230.36, Stats., to the extent
					that the employee shall receive the equivalent of the employee's base pay as
					defined under s.
					ER
					1.02(5). Notice of such election by
					the employee shall be reported as provided in sub. (2).
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 28 - Worker's Compensation And Hazardous Duty Injury Pay › Section ER 28.05 - Medical examinations

Current through June 24, 2024
(1) Employees on leave with pay shall submit
					to such physical or medical examinations as may be required by the appointing
					authority to determine the extent of or continuation of disability and
					inability to work. Such examinations shall be at the expense of the agency and
					performed by physicians selected by the agency. A complete report indicating
					the nature and extent of disability and prognosis for a reasonable return to
					duty and date of such return shall be submitted to the agency.
(2) Refusal by the employee to submit to
					examinations ordered by the appointing authority or medical treatment ordered
					by the examining physician shall constitute grounds for disciplinary
					action.
(3) Based upon the
					information provided by the medical reports the appointing authority shall
					determine the extent to which leave with pay shall be granted or take action to
					terminate employment.
(4) Upon
					return to full work status, an employee's benefits under this section shall
					cease, providing the employee's attending physician has released the employee
					from further medical treatment. In the event that the employee is able to
					return to full work status but further medical treatment is required for the
					sustained injury, benefits shall continue to be granted to cover the treatment
					time providing the attending physician has made a prior determination that such
					treatment is necessary for full recovery.
(5) When an employee suffers further
					aggravation of an injury for which benefits have ended, the employee may, upon
					recommendation of the attending physician, have such benefit resume for the
					period of treatment recommended, provided such aggravation meets the qualifying
					provisions of s. 230.36, Stats.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 28 - Worker's Compensation And Hazardous Duty Injury Pay › Section ER 28.06 - Appeal rights

Current through June 24, 2024
If an employee's claim for leave with pay due to hazardous duty
						injury is denied by the appointing authority, the employee may appeal the
						action to the commission by filing a written request within 30 calendar days
						after being notified of such decision or within 30 calendar days from the
						effective date of the decision, whichever is later. Failure to file the appeal
						within the specified time limit shall bar the employee from any future claims
						to s. 230.36, Stats., benefits related
						to the particular injury incurred.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 29 - Compensation Administration Provisions › Section ER 29.01 - Definitions

Current through June 24, 2024
(1) "Cumulative pay adjustment" means an
					adjustment in base pay.
(2)
					"Present rate of pay" means the base pay rate currently authorized for the
					position which determines the type of personnel transaction which will occur,
					except as modified by s.
					ER
					29.03(4) (a) regarding pay on
					promotion.
(3) "Red circled pay
					rate" means a base pay rate received by an employee which is above the pay
					range maximum for the classification of the employee's position.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 29 - Compensation Administration Provisions › Section ER 29.02 - Purpose

Current through June 24, 2024
Except for s.
						ER
						29.05, compensation administration provisions for
						nonrepresented employees are provided in the compensation plan. The main
						purpose of this chapter is to provide compensation administration provisions
						for collective bargaining agreements that reference this
						chapter.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 29 - Compensation Administration Provisions › Section ER 29.025 - Red circled pay rates

Current through June 24, 2024
Personnel transactions which may result in a red circled pay rate, are
										specified in s. ER 29.03.
(2) Except as provided in sub. (3),
								 employees whose pay has been red circled as a result of a personnel transaction or other circumstance shall
								 continue to receive their present rate of pay until the pay range maximum for the class exceeds their present
								 red circled pay rate. Such employees shall not be eligible to receive any cumulative pay adjustments, except
								 as authorized in the compensation plan or the appropriate collective bargaining agreement.
(3) Nonrepresented employees whose pay has been red circled as a result of
								 layoff, and whose restoration rights have been forfeited as a result of a failure to accept a reasonable
								 offer of appointment or reappointment pursuant to ch. ER-MRS 22, shall have their base pay reduced to the
								 maximum of their current pay range.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 29 - Compensation Administration Provisions › Section ER 29.03 - Transaction pay adjustments

Current through June 24, 2024
(1) GENERAL. Pay
					shall be determined in accordance with subs. (1) to (9), except that the
					appointing authority may determine pay for transactions in subs. (4) to (6)
					using hiring above the minimum in accordance with the rules of the compensation
					plan or applicable collective bargaining agreement. Upon the completion of any
					personnel transaction, employees shall receive a base pay rate not less than:
(a) The PSICM rate for the class if the
					employee is not serving a probationary period.
(b) The minimum rate for the class if the
					employee is serving a probationary period.
(c) The minimum rate for the training program
					if the employee is serving a probationary period in a trainee class.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 29 - Compensation Administration Provisions › Section ER 29.04 - Multiple pay adjustments on same date, order of application

Current through June 24, 2024
Multiple pay adjustments that are effective on the same date
						will be applied in the following order:
(1) Completion of the first 6 months of a
					probationary period, career executive trial period, or project
					appointment.
(2) Regrading an
					employee as a result of a reallocation decision.
(3) Regrading an employee as a result of a
					reclassification decision.
(4)
					Assignment of an attorney to a regrade point.
(5) Promotion.
(6) Career executive voluntary movement to a
					higher class.
(7)
					Demotion.
(8) Career executive
					reassignment or voluntary movement to a lower class.
(9) Transfer.
(10) Career executive reassignment or
					voluntary movement to a class assigned to the same pay range.
(11) Reinstatement.
(12) Restoration.
(13) Compensation plan or contractual
					adjustments pursuant to s.
					230.12(3) or
					111.92, Stats., respectively,
					including but not limited to within range pay adjustments other than those made
					under subs. (1) through (12) and (15).
(14) Compensation plan schedule adjustments
					under s. 230.12, Stats. New minimums,
					PSICMs and regrade point minimums of the pay schedules go into effect after
					adjustments listed in subs. (1) through (13) are made.
(15) Establishment of a raised minimum
					rate.
(16) Original
					appointment.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 29 - Compensation Administration Provisions › Section ER 29.05 - Retroactive salary increase or decrease

Current through June 24, 2024
Except for action in accordance with ss.
						230.43(4),
						230.44(4) (c)
						and 230.45, Stats., or to correct an
						error, no pay increases or decreases shall be retroactive.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 30 - Career Executive Employment › Section ER 30.01 - Included classifications

Current through June 24, 2024
All permanent positions in classifications assigned to pay
						range 81-01 or 81-02 shall be designated as career executive positions and
						shall be governed by the provisions of the career executive
						program.
Designation of a classification as a career executive
							classification by the director is authorized under s.
							230.24(1),
							Stats.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 30 - Career Executive Employment › Section ER 30.02 - Included positions

Current through June 24, 2024
The administrator may include a permanent position in any
						classification, other than one designated as a career executive classification,
						in the career executive program after consulting with the appointing authority
						for the position, and after an analysis to determine if the position satisfies
						all of the following career executive program requirements:
(1) The position meets the definition of
					management under s. 111.81(13),
					Stats.
(2) The position is
					predominately administrative in nature.
(3) The position is assigned to a
					classification that is assigned to a nonrepresented pay range that the
					administrator has determined to be comparable to pay ranges 81-01 or
					81-02.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 30 - Career Executive Employment › Section ER 30.09 - Pay adjustments resulting from career executive reassignment or voluntary movement

Current through June 24, 2024
Upon reassignment as defined under s.  ER-MRS 30.07(1) or
						voluntary movement to a position allocated to a classification assigned to the
						same, to a higher, or to a lower pay range, the career executive employee's pay
						shall be determined in accordance with the provisions of the compensation
						plan.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 34 - Project Employment Provisions › Section ER 34.06 - Benefit provisions

Current through June 24, 2024
(1) ABSENCES.
(a) Annual leave and sick leave shall be
					earned and used in the same manner as authorized for permanent nonrepresented
					employees consistent with ss.
					ER
					18.02,
					18.03,
					18.04 and
					18.05.
Note: For eligibility for annual military leave under s.
						230.35(3),
						Stats., see s.
						ER
						18.08.
(c) Time off for jury service and to vote
					shall be granted in the same manner as authorized for permanent non-represented
					employees.
Note: Also see s.
						ER
						18.11 for provisions on voting time.
(d) Holiday time off will be granted in
					accordance with the provisions for permanent non-represented
					employees.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 34 - Project Employment Provisions › Section ER 34.07 - Status and rights

Current through June 24, 2024
Employees serving a project appointment shall:
(1) Have the same appeal and grievance rights
					as permanent non-represented employees except that termination of the project
					appointment may not be appealed.
(2) Be eligible for regrade as a result of
					the reallocation or reclassification of the project position.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 42 - Alternative Work Patterns › Section ER 42.01 - Policy

Current through June 24, 2024
Recognizing the need to maximize the employment options
						available to existing and potential state employees and to maintain or increase
						agency efficiency and service to the public, it is the policy of the state to
						provide alternative work patterns in a manner consistent with the needs of
						state service.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 42 - Alternative Work Patterns › Section ER 42.02 - Definitions

Current through June 24, 2024
In this chapter:
(1)
					"Alternative work patterns" means work schedules which differ from the standard
					work schedule for full-time permanent or project employment, including but not
					limited to: part-time, shared time and flexible-time schedules which may result
					from position restructuring, the creation of additional part-time positions, or
					other work schedule changes.
(2)
					"Flexible-time schedule" means a work schedule which includes designated hours
					during which the employee may, with the approval of the supervisor and under
					work unit plans approved by the appointing authority, elect an alternative time
					of arrival for and departure from work. It may also include required days or
					hours during which an employee subject to the work schedule must be present for
					work.
(3) "Full-time employment"
					means permanent or project employment that requires the services of an employee
					for a minimum of 2088 hours on an annual basis.
(4) "Part-time employment" means permanent or
					project employment that requires the services of an employee for more than 600
					hours, but less than 2088 hours on an annual basis.
(5) "Position restructuring" means regrouping
					the duties and responsibilities of a position to allow for part-time
					employment, shared time, or flexible-time work schedules.
(7) "Shared time" means coordinated permanent
					or project part-time employment involving 2 or more persons sharing the same
					duties and responsibilities of a budgeted position.
(8) "Standard work schedule" means the
					typical designation and duration of work hours for a given position in an
					employing unit.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 42 - Alternative Work Patterns › Section ER 42.03 - Alternative work patterns plan

Current through June 24, 2024
In accordance with the timetables and file with the
						administrator a biennial alternative work patterns plan that:
(1) Applies to all classified employees
					except an employee covered by a collective bargaining agreement under subch. V
					of ch. 111, Stats.;
(2) Provides
					policies and procedures to implement this state's alternative work patterns
					policies under s.
					ER
					42.01 and s.
					230.215, Stats.; and
(3) Includes the minimum plan components
					described in s.
					ER
					42.04.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 42 - Alternative Work Patterns › Section ER 42.04 - Plan components

Current through June 24, 2024
Each agency plan under s.  ER 42.03  shall include the following
						components:
(1) A policy statement
					which affirms the commitment of the appointing authority to ensure that written
					requests of employees for alternative work patterns shall be approved in
					accordance with the agency approved plan, state policy under s.
					ER
					42.01 and s.
					230.215, Stats., and standards
					established by the administrator.
(2) An analysis of employee interest in
					alternative work patterns, including the extent to which the agency has been
					able to accommodate written requests for alternative work patterns.
(3) Identification of state and agency
					policies and practices which impede development or implementation of
					alternative work patterns policies or procedures.
(4) An update of policies initiated or
					actions taken which have affected positions identified for alternative work
					patterns, including the restructuring of positions and the rationale for that
					action.
(5) An evaluation of the
					agency's performance in implementing the provisions and achievement of the
					goals of the previous plan.
(6)
					Appointment of an alternative work patterns coordinator within the agency
					personnel office.
(7) Description
					of programs to inform all employees of the agency's alternative work patterns
					policy statements and plan.
(8)
					Identification of a system for regularly monitoring the effectiveness and
					progress of the program in meeting the plan objectives, including
					identification of mechanisms for updating and modification of the
					program.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 42 - Alternative Work Patterns › Section ER 42.05 - Review of plans

Current through June 24, 2024
The administrator shall review all agency alternative work
						patterns plans, as follows:
(1)
					Approval of plans that meet standards established by the administrator and
					notification of the appointing authority of such approval.
(2) Provision of written recommendations and
					rationale to the respective agency for any plan which does not meet the
					established standards.
(3)
					Provision of technical assistance to assist the agency in achieving compliance
					with the standards.
(4) Opportunity
					for the respective agency to review the administrator's findings and respond in
					writing.
(5) Review and
					consideration of an agency's response to the initial findings, resulting in a
					declaration of findings that the agency is either in compliance or
					noncompliance under ss.
					ER
					42.03 and
					42.04.
(6) Recommendation of procedures designed to
					enable the agency to achieve compliance with the standards.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 42 - Alternative Work Patterns › Section ER 42.06 - Monitoring and evaluation

Current through June 24, 2024
On an ongoing basis, the administrator shall monitor and
						evaluate each agency's progress toward alternative work patterns goals and
						objectives in implementing the policy of the state and shall make specific
						recommendations regarding methods through which the respective agencies may
						improve their efforts.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 43 - Affirmative Action And Equal Opportunity › Section ER 43.01 - Policy

Current through June 24, 2024
It is the policy of this state to ensure equal opportunity
						without regard to age, race, creed or religion, color, handicap, sex, marital
						status, national origin or ancestry, political affiliation, arrest or
						conviction record, or sexual orientation. In furtherance of this policy, all
						persons responsible for employment decisions shall, within the scope of their
						assigned responsibilities:
(1)
					Exercise administrative authority and personal leadership to prohibit, prevent
					and eradicate every form of discrimination from the agency's policies,
					practices and working conditions.
(2) Take affirmative action as defined in s.
					230.03(2),
					Stats. For purposes of this subsection, elected state officials are not
					considered a similar functional group in the unclassified service.
(3) Integrate equal opportunity and
					affirmative action concerns into the agency personnel management system under
					their control.
(4) Develop and
					implement innovative personnel management procedures to aid in the achievement
					of affirmative action goals.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 43 - Affirmative Action And Equal Opportunity › Section ER 43.02 - Definitions

Current through June 24, 2024
In this chapter:
(2)
			 "Affirmative action group" means one or more of the following:
(a) Racial or ethnic groups.
(b) Gender groups.
(c) Disability groups.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 43 - Affirmative Action And Equal Opportunity › Section ER 43.03 - Affirmative action plans

Current through June 24, 2024
Each agency shall prepare and file with the administrator an
						affirmative action and equal opportunity plan which shall be developed in
						accordance with standards and time schedules established by the administrator
						and include the following minimum components:
(1) A policy statement which affirms the
					commitment of the appointing authority to ensure equal opportunity, freedom
					from discrimination, and affirmative action in compliance with state policy and
					state and federal laws.
(2) An
					analysis of the agency work force to determine if there are substantial
					disparities between the proportion of any affirmative action groups in either a
					classified civil service classification, grouping of classifications or similar
					functional group in the unclassified service, in the agency work force and the
					rate of that group's representation in that part of the state labor force
					qualified for employment in such classification, progression series or
					functional group in the relevant labor pool.
(3) Goals and timetables to correct
					disparities identified in sub. (2).
(4) The establishment of goals and objectives
					for affirmative action programs designed to achieve equal opportunity,
					eliminate discrimination and attain the goals and timetables identified in sub.
					(3).
(5) Description of a system
					and timetable for regularly monitoring the effectiveness and progress of the
					agency in meeting the plan objectives.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 43 - Affirmative Action And Equal Opportunity › Section ER 43.04 - Review of plans

Current through June 24, 2024
The administrator shall review all agency affirmative action
				and equal opportunity plans for compliance with the standards established under
				s.  ER 43.03. In addition the administrator shall:
(1) Provide the governor with a list of
			 approved or disapproved plans and notice that the plans and any comments
			 regarding them are available for review.
(2) Determine compliance with the standards
			 established under s.  ER 43.03  of agency plans which were previously developed
			 to comply with federal law.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 43 - Affirmative Action And Equal Opportunity › Section ER 43.045 - Program, policy and procedures standards

Current through June 24, 2024
In addition to the plans described in s.
						ER
						43.03, the administrator may establish standards for
						agency affirmative action and equal opportunity programs, policies, and
						procedures designed to comply with state and federal affirmative action and
						equal employment opportunity laws and policies.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 43 - Affirmative Action And Equal Opportunity › Section ER 43.05 - Monitoring and compliance

Current through June 24, 2024
On an ongoing basis, the administrator shall monitor and
						evaluate each agency's progress toward affirmative action and equal opportunity
						goals and objectives in implementing the policy of the state and shall make
						specific recommendations regarding methods through which the respective
						agencies may improve their efforts in providing equal opportunity to employees,
						applicants for employment and clients of the agency. If an agency fails to make
						reasonable efforts to meet goals and objectives and comply with the standards
						established under ss.
						ER
						43.03 and
						43.045, the administrator may take
						necessary steps under s.
						230.04, Stats., to ensure
						compliance.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 43 - Affirmative Action And Equal Opportunity › Section ER 43.07 - Reporting systems

Current through June 24, 2024
Appointing authorities shall comply with standards and
						procedures for reporting systems established by the administrator to acquire
						affirmative action information. If an agency has established reporting systems
						in compliance with federal law, such systems shall be reviewed by the
						administrator for acceptability.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 44 - Employee Development And Training › Section ER 44.01 - Policy and purpose

Current through June 24, 2024
To promote efficiency and economy in the operation of state
						government, the state is committed to offering training opportunities for
						employees at all levels to develop maximum employee proficiency, to enhance the
						achievement of affirmative action goals, and to establish and maintain the
						highest standards of performance in the transaction of the state's business.
						Appointing authorities are responsible for identifying training needs and
						making opportunities available for their employees in accordance with the
						policy set forth in s.
						230.046(1),
						Stats. Upon request of a state agency or where cost efficiencies can be
						realized, the division will sponsor training and other developmental programs
						designed to develop and maintain the skills, knowledge and abilities of the
						state's work force.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 44 - Employee Development And Training › Section ER 44.02 - Definitions

Current through June 24, 2024
In this chapter:
(1)
					"Career-related training and educational activities" means those activities
					which are necessary for:
(a) The employee to
					progress through a classification series related to the employee's current
					position; or
(b) The employee to
					advance to another position within a career path.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 44 - Employee Development And Training › Section ER 44.03 - Basic supervisory development

Current through June 24, 2024
(1) PURPOSE.
					Recognizing that supervisors represent a key link between agency goals and
					agency action and that the behavior and attitudes of supervisors are of
					fundamental importance to employee relations, s.
					230.046(2),
					Stats., requires each new supervisor to complete successfully a supervisory
					development program.
(2) WAIVER OF
					APPROVED SUPERVISORY DEVELOPMENT PROGRAM. An appointing authority may waive all
					or a portion of the supervisory development program for any new supervisor or
					manager if the appointing authority determines that the employee received prior
					supervisory training equivalent to the requirements in s.
					230.046(2),
					Stats. The appointing authority shall place a copy of the determination in the
					employee's personnel file.
(3)
					PROBATIONARY PERIOD WAIVER. For provisions regarding waiver of a probationary
					period prior to completion of basic supervisory development training, see s.
					230.046(2),
					Stats.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 44 - Employee Development And Training › Section ER 44.04 - Understudy program

Current through June 24, 2024
(1) PURPOSE. To provide continuity in
					provision of service, the administrator may establish an understudy program for
					a selected position so that an employee may participate in relevant duties
					before functioning independently.
(2) ESTABLISHMENT.
(a) An agency desiring to appoint an employee
					under the understudy program shall request approval from the administrator
					prior to initiation of the recruitment process under s.
					230.14, Stats.
(b) A person may be appointed to serve as an
					understudy in a position having duties in addition to the understudy functions
					or in a position specified solely for understudy, but in no case shall a
					position specified solely for understudy be filled for more than one year
					before the objective position vacancy is anticipated.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 44 - Employee Development And Training › Section ER 44.05 - In-service training internship program

Current through June 24, 2024
(1) PURPOSE. In
					order to implement the state's commitment to a responsible, highly qualified
					staff, a training internship program for positions shall be established by the
					administrator to give training in public service administration, to improve
					opportunities for career progression, or to meet agencies' affirmative action
					goals.
(2) ESTABLISHMENT.
(a) In-service training internships may be
					established by agencies for a period not to exceed 3 years under the direct
					supervision of an experienced employee in a managerial position.
(b) Each training internship shall be
					approved by the administrator.
(c)
					A comprehensive training plan shall be developed for each training internship.
					The plan shall include provisions for:
1.
					Establishing development objectives against which the intern will be evaluated
					by the supervisor at least every 6 months during the internship; and
2. Ensuring that there is a managerial
					employee responsible for overseeing the intern's progress during the training
					internship.