reglab/statecodes huggingface dataset:
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-830 - When an employer and/or the department of veterans' affairs has determined that abuse of the veterans' in-state service shared leave pool has occurred will the employee have to repay the shared leave drawn from the pool?

Current through Register Vol. 24-14, July 15, 2024
Employers and/or the department of veterans' affairs shall
				investigate any alleged abuse of the veterans' in-state service shared leave
				pool and on a finding of wrongdoing the employee may be required to repay all
				of the shared leave received from the veterans' instate service shared leave
				pool. The only time an employee will have to repay leave credits is when there
				is a finding of wrongdoing.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-835 - What is the purpose of the foster parent shared leave pool?

Current through Register Vol. 24-14, July 15, 2024
The foster parent shared leave pool was created to allow state
				employees to voluntarily donate their leave to be used by any eligible employee
				who is a licensed foster parent pursuant to
				RCW
				 74.15.040 so they may:
(1) Care for a foster child; and/or
(2) Prepare to accept a foster child in their
			 home.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-840 - Who shall administer the foster parent shared leave pool?

Current through Register Vol. 24-14, July 15, 2024
The department of children, youth, and families, in
				consultation with office of financial management, shall administer the foster
				parent shared leave pool.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-845 - What definitions apply to the foster parent shared leave pool?

Current through Register Vol. 24-14, July 15, 2024
The following definitions apply to the foster parent shared
				leave pool:
"Caring for" means taking a foster child to health care
				appointments, court appointments, visitation with family members and/or any
				other reasons that sick leave may be used for in WAC
				357-31-130
				and 357-31-133.
"Employee" means any employee of the state, including employees
				of school districts and educational service districts, who are entitled to
				accrue sick leave or vacation leave and for whom accurate leave records are
				maintained as defined in
				RCW
				 41.04.655.
"Monthly salary" means the monthly salary and special pay and
				shift differential, or the monthly equivalent for hourly employees. Monthly
				salary does not include overtime pay, callback pay, standby pay or performance
				bonuses.
"Preparing for" means arranging a foster child's living space,
				enrolling in school, and/or enrolling in child care.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-850 - Must employers have a written policy regarding the foster parent shared leave pool?

Current through Register Vol. 24-14, July 15, 2024
Each employer must have a written policy regarding the foster
				parent shared leave pool which at a minimum addresses:
(1) Amount of leave that may be withdrawn
			 from the pool;
(2) Eligibility
			 requirements for use of the pool;
(3) Donation of leave to the pool;
(4) Use of foster parent shared leave;
			 and
(5) Misuse of pool.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-860 - Which employees are eligible to request shared leave from the foster parent shared leave pool?

Current through Register Vol. 24-14, July 15, 2024
Employees who are licensed foster parents pursuant to
				RCW
				 74.15.040 are eligible to request shared
				leave from the foster parent shared leave pool.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-865 - How must employees who are receiving shared leave from the foster parent shared leave pool be treated during their absence?

Current through Register Vol. 24-14, July 15, 2024
An employee using shared leave under the foster parent shared
				leave pool receives the same treatment in respect to salary, wages, and
				employee benefits as the employee would normally receive if using accrued
				vacation leave or sick leave.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-870 - May the receiving employee's employer restrict the amount of shared leave an eligible employee may receive, per occurrence, to care for a foster child?

Current through Register Vol. 24-14, July 15, 2024
The receiving employee's employer may limit the amount of
				shared leave their eligible employee receives, per occurrence, under the foster
				parent shared leave pool to care for a foster child.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-873 - Is there a limit to the amount of shared leave an eligible employee may receive, per occurrence, to prepare to accept a foster child in their home?

Current through Register Vol. 24-14, July 15, 2024
An eligible employee may receive up to five days of shared
				leave, per occurrence, from the foster parent shared leave pool to prepare to
				accept a foster child in their home.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-875 - What is the total amount of shared leave an eligible employee may receive under the foster parent shared leave pool?

Current through Register Vol. 24-14, July 15, 2024
An eligible employee may receive up to five hundred twenty-two
				days of shared leave under the foster parent shared leave pool during their
				total state employment.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-880 - Is shared leave received under the foster parent shared leave pool included in the shared leave limits specified in RCW 4104665?

Current through Register Vol. 24-14, July 15, 2024
Shared leave received under the foster parent shared leave
				pool is separate from and not included in the five hundred twenty-two day total
				specified in
				RCW
				 41.04.665.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-885 - May employees donating leave for the purpose of the foster parent shared leave pool direct the donation to a specific individual?

Current through Register Vol. 24-14, July 15, 2024
Leave donated under this section is donated to the foster
				parent shared leave pool and cannot be directed to a specific individual.
				Foster parent shared leave is withdrawn from the pool by eligible employees
				according to priorities established by the department of children, youth, and
				families. All employees who donate must specifically direct their leave
				donation to the foster parent shared leave pool.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-890 - What types of leave may an employee donate to the foster parent shared leave pool?

Current through Register Vol. 24-14, July 15, 2024
An employee may donate vacation leave, sick leave, and all or
				part of a personal holiday to the foster parent shared leave pool as
				follows:
(1) Vacation leave: The
			 donating employee's employer approves the employee's request to donate a
			 specified amount of vacation leave to the foster parent shared leave pool. The
			 full-time employee's request to donate leave will not cause their vacation
			 leave balance to fall below eighty hours after the transfer. For part-time
			 employees, requirements for vacation leave balances are prorated.
(2) Sick leave: The donating employee's
			 employer approves the employee's request to donate a specified amount of sick
			 leave to the foster parent shared leave pool. The employee's request to donate
			 leave will not cause their sick leave balance to fall below one hundred
			 seventy-six hours after the transfer.
(3) Personal holiday: The donating employee's
			 employer approves the employee's request to donate all or part of their
			 personal holiday to the foster parent shared leave pool.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-895 - Must employees use their own leave before receiving shared leave from the foster parent shared leave pool?

Current through Register Vol. 24-14, July 15, 2024
Employees who are eligible to receive shared leave from the
				foster parent shared leave pool must first use all accrued compensatory time,
				accrued holiday credit, recognition leave as described in WAC
				357-31-565, and personal holiday
				before requesting shared leave from the foster parent shared leave pool. The
				employee is not required to deplete all of their accrued vacation leave and
				sick leave and can maintain up to 40 hours of vacation leave and 40 hours of
				sick leave.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-900 - What salary will an eligible employee receive when withdrawing shared leave from the foster parent shared leave pool?

Current through Register Vol. 24-14, July 15, 2024
Shared leave paid under the foster parent shared leave pool
				must not exceed the level of the employee's state monthly salary as defined in
				WAC 357-31-845.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-905 - What documentation is an employee seeking shared leave under the foster parent shared leave pool required to submit to their current employer?

Current through Register Vol. 24-14, July 15, 2024
Employees seeking shared leave under the foster parent shared
				leave pool must provide proof of a current foster parent license to their
				current employer.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-910 - What happens if the foster parent shared leave pool does not have a sufficient balance to cover shared leave requests?

Current through Register Vol. 24-14, July 15, 2024
Foster parent shared leave may not be granted unless the pool
				has a sufficient balance to fund the requested shared leave.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-915 - May an agency head or higher education president establish restrictions on the amount of leave an employee may donate to the foster parent shared leave pool?

Current through Register Vol. 24-14, July 15, 2024
An agency head or higher education president may limit the
				amount of leave an employee may donate to the foster parent shared leave
				pool.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-31 - Holidays and leave › Section 357-31-920 - When an employer and/or the department of children, youth, and families has determined that abuse of the foster parent shared leave pool has occurred will the employee be required to repay the shared leave drawn from the pool?

Current through Register Vol. 24-14, July 15, 2024
Employers and/or the department of children, youth, and
				families must investigate any alleged abuse of the foster parent shared leave
				pool and on a finding of wrongdoing the employee may be required to repay all
				of the shared leave received from the foster parent shared leave pool. The only
				time an employee will have to repay leave credits is when there is a finding of
				wrongdoing.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-34 - Employee training and development › Section 357-34-005 - What is the purpose of this chapter?

Current through Register Vol. 24-14, July 15, 2024
The purpose of chapter 357-34 WAC, the employee training and
				development rules, is to:
(1)
			 Establish rules which support employees in developing occupational and
			 professional skills, and
(2) Assign
			 responsibilities for providing training and development for
			 employees.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-195,
				  §
										357-34-005, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-34 - Employee training and development › Section 357-34-045 - Are employers required to provide release time for nonrequired training?

Current through Register Vol. 24-14, July 15, 2024
(1)
			 Employers
may
allow an employee with a sensory disability (as
			 defined in HB 2328, chapter 294, Laws of 2009) to attend training, without a
			 loss in pay, necessary to attain a new service animal. The employee shall not
			 be eligible for reimbursement under
			 RCW
			  43.03.050 and
			 43.03.060.
(a) If the training for a new service animal
			 is foreseeable the employee shall provide the employer with at least thirty
			 days advanced notice. If the date of the training requires the absence to begin
			 in less than thirty days, the employee shall provide notice as is
			 practicable.
(b) Employers may
			 require that a request to attend a service animal training be supported by a
			 certification issued by the training organization. Certification is sufficient
			 if it states the date the training is scheduled to begin and the training
			 session's duration.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-34 - Employee training and development › Section 357-34-050 - Can an employee be given an assignment for career development purposes?

Current through Register Vol. 24-14, July 15, 2024
(1)
			 Employers may make the following planned training assignments for employee
			 career development without incurring reallocation or compensation obligations:
(a) Performance of responsibilities outside
			 the current job class on a time-limited basis.
(b) Intra-agency or interagency rotational or
			 special project assignments.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-34 - Employee training and development › Section 357-34-055 - Are employees appointed to a supervisory or management position required to complete any special supervisory or managerial training?

Current through Register Vol. 24-14, July 15, 2024
Employees appointed to a permanent supervisory or management
				position must successfully complete entry-level supervisory or managerial
				training. (See WAC
				357-34-075 for exceptions to this
				requirement.)
Statutory Authority:
				  Chapter
				  41.06 RCW. 04-15-015,
				  §
										357-34-055, filed 7/8/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-34 - Employee training and development › Section 357-34-060 - What administrative requirements must be met for the employee to satisfy the training required by WAC 357-34-055?

Current through Register Vol. 24-14, July 15, 2024
For an employee to satisfy the entry-level supervisory or
				managerial training required by WAC
				357-34-055, all of the following
				requirements must be met:
(1) The
			 training program must include at least twenty-four hours of
			 instruction.
(2) The training must
			 have occurred in the last five years.
(3) The program must be sponsored by a state
			 agency, post-secondary educational institution, vocational school, or
			 professional organization.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-195,
				  §
										357-34-060, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-34 - Employee training and development › Section 357-34-065 - What must be included in the required supervisory or managerial training?

Current through Register Vol. 24-14, July 15, 2024
(1) At a minimum,
			 the entry-level supervisory or managerial training required by WAC
			 357-34-055 must include all of
			 the following topics:
(a) The role and legal
			 responsibilities of a supervisor/manager.
(b) Performance management, including
			 employee performance evaluation, development, counseling or coaching, and
			 discipline.
(c) Compensation
			 practices.
(d) Recruitment and
			 selection processes and practices.
(e) Labor relations practices and
			 processes.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-34 - Employee training and development › Section 357-34-070 - When must employees appointed to supervisory or management positions be enrolled in the required training?

Current through Register Vol. 24-14, July 15, 2024
Employees appointed to a permanent supervisory or management
				position must be enrolled in the required training within six months of the
				date of their appointment, or if a program is not available, as soon as
				possible after it becomes available. When training opportunities are available,
				the employer may suspend the entry-level training requirement for up to a
				maximum of an additional six months in cases where the ability of the employer
				to perform its responsibilities would be adversely affected by the absence of
				the employee from the work site.
Statutory Authority:
				  Chapter
				  41.06 RCW. 04-15-015,
				  §
										357-34-070, filed 7/8/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-34 - Employee training and development › Section 357-34-075 - Under what circumstances may the employer waive the requirement for an employee to complete supervisory or managerial training?

Current through Register Vol. 24-14, July 15, 2024
The employer may waive the requirement for entry-level
				supervisory or managerial training in cases where:
(1) The employee has at least one year of
			 experience in a supervisory or management position at some point prior to the
			 present appointment and has demonstrated experience and competence as a
			 substitute for training; or
(2) The
			 employee can demonstrate that before this appointment the employee completed
			 training that satisfies the requirements of WAC
			 357-34-060 and
			 357-34-065.
Statutory Authority:
				  Chapter
				  41.06 RCW. 04-15-015,
				  §
										357-34-075, filed 7/8/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-34 - Employee training and development › Section 357-34-085 - Who is responsible for designating positions as supervisor or management positions for the purpose of identifying which positions are covered by the training requirement?

Current through Register Vol. 24-14, July 15, 2024
For purposes of WAC
				357-34-055, each employer must
				designate individual positions, or groups of positions, as being supervisor or
				management positions. The employer's designations are subject to review by the
				director.
Statutory Authority:
				  Chapter
				  41.06 RCW. 04-15-015,
				  §
										357-34-085, filed 7/8/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-34 - Employee training and development › Section 357-34-090 - Who provides the required supervisory or managerial training?

Current through Register Vol. 24-14, July 15, 2024
The department of enterprise services provides training
				activities to fulfill the requirement in WAC
				357-34-055 and/or consultative
				services, as requested, to assist employers in development of their own
				programs. Employer-developed training must satisfy the requirements of WAC
				357-34-060 and
				357-34-065.
Statutory Authority:
				  Chapter
				  41.06 RCW. 11-23-054,
				  §
										357-34-090, filed 11/10/11,
				  effective 12/13/11; 06-19-062, §
										357-34-090, filed 9/19/06,
				  effective 10/20/06; 05-01-195, §
										357-34-090, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-34 - Employee training and development › Section 357-34-100 - How often are general government employees required to complete sexual harassment awareness and prevention training?

Current through Register Vol. 24-14, July 15, 2024
General government employees are required to complete sexual
				harassment awareness and prevention training at least every five years. For new
				employees sexual harassment awareness and prevention training should be
				completed within the first six months of employment, or earlier if required by
				the employer's sexual harassment policy.
Statutory Authority:
				  Chapter
				  41.06 RCW. 11-23-054,
				  §
										357-34-100, filed 11/10/11,
				  effective 12/13/11; 07-23-010, §
										357-34-100, filed 11/8/07,
				  effective 12/11/07.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-34 - Employee training and development › Section 357-34-105 - How often are general government managers and supervisors required to complete additional sexual harassment awareness and prevention training?

Current through Register Vol. 24-14, July 15, 2024
Effective July 1, 2008, in addition to the training described
				in WAC 357-34-100, all managers and
				supervisors of general government agencies are required to complete training on
				managers' roles and responsibilities regarding sexual harassment every three
				years. For new supervisors and managers, training on roles and responsibilities
				should be completed within the first six months of becoming a manager or
				supervisor.
Statutory Authority:
				  Chapter
				  41.06 RCW. 11-23-054,
				  §
										357-34-105, filed 11/10/11,
				  effective 12/13/11; 07-23-010, §
										357-34-105, filed 11/8/07,
				  effective 12/11/07.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-34 - Employee training and development › Section 357-34-110 - Under what circumstances may the general government employer waive the required sexual harassment awareness and prevention training for a new employee?

Current through Register Vol. 24-14, July 15, 2024
General government employers may waive the sexual harassment
				awareness and prevention training or the managers' roles and responsibilities
				training required for a new employee if the employee can show proof of
				attending training given by another state agency, within the time frame that
				satisfies the requirements of this chapter.
If the sexual harassment awareness and prevention training is
				waived for a new employee the agency must review their sexual harassment policy
				with the new employee. The employee must take the next training within five
				years of completion of the sexual harassment awareness and prevention training
				or within three years of completion of the managers' roles and responsibilities
				training with their former state agency.
Statutory Authority:
				  Chapter
				  41.06 RCW. 11-23-054,
				  §
										357-34-110, filed 11/10/11,
				  effective 12/13/11; 07-23-010, §
										357-34-110, filed 11/8/07,
				  effective 12/11/07.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-34 - Employee training and development › Section 357-34-115 - What must be included in the required sexual harassment awareness and prevention training?

Current through Register Vol. 24-14, July 15, 2024
The requirements of the sexual harassment awareness and
				prevention training will be published by the director's
				office.
Statutory Authority:
				  Chapter
				  41.06 RCW. 11-23-054,
				  §
										357-34-115, filed 11/10/11,
				  effective 12/13/11; 07-23-010, §
										357-34-115, filed 11/8/07,
				  effective 12/11/07.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-34 - Employee training and development › Section 357-34-120 - Who provides the required sexual harassment awareness and prevention training?

Current through Register Vol. 24-14, July 15, 2024
Either the department of enterprise services or the agency may
				provide the sexual harassment awareness and prevention
				training.
Statutory Authority:
				  Chapter
				  41.06 RCW. 11-23-054,
				  §
										357-34-120, filed 11/10/11,
				  effective 12/13/11; 07-23-010, §
										357-34-120, filed 11/8/07,
				  effective 12/11/07.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-37 - Performance management › Section 357-37-010 - What is the purpose of an employee performance management process?

Current through Register Vol. 24-14, July 15, 2024
An employee performance management process is part of a
				positive, performance-based culture. It fosters employee competence and
				productivity, supports achievement of organizational goals and objectives, and
				provides documentation of employee's strengths and areas in need of
				improvement.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-194,
				  §
										357-37-010, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-37 - Performance management › Section 357-37-015 - What is the employer's responsibility for an employee performance management process?

Current through Register Vol. 24-14, July 15, 2024
Each employer must develop and implement an employee
				performance management process. Employers must develop a performance management
				policy that documents the key points of the process.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-194,
				  §
										357-37-015, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-37 - Performance management › Section 357-37-020 - What objectives must an employee performance management process satisfy?

Current through Register Vol. 24-14, July 15, 2024
The employee performance management process must:
(1) Explain the employee's responsibility for
			 successfully performing assigned job duties and responsibilities;
(2) Assess how well the employee has
			 contributed to efficiency and effectiveness in fulfilling the objectives of the
			 organization and the position; and
(3) Recognize an employee's successful job
			 performance and identify any necessary changes in job performance.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-194,
				  §
										357-37-020, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-37 - Performance management › Section 357-37-025 - What is the employee's responsibility within the performance management process?

Current through Register Vol. 24-14, July 15, 2024
The employee has the responsibility to:
(1) Request clarification of any job duty,
			 standard, or expectation that is unclear;
(2) Perform work as assigned and meet job
			 standards and expectations;
(3)
			 Participate in the performance evaluation process; and
(4) Communicate with supervisor and share
			 successes and problems so the supervisor can better measure progress and
			 provide assistance.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-194,
				  §
										357-37-025, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-37 - Performance management › Section 357-37-030 - When and how often must performance feedback be provided to an employee through the formal evaluation process?

Current through Register Vol. 24-14, July 15, 2024
Employers must provide feedback and formally evaluate the
				performance of:
(1) A probationary
			 employee or a permanent employee serving a trial service period or transition
			 review period before the employee attains permanent status in the position;
			 and
(2) A permanent employee on an
			 annual basis.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-194,
				  §
										357-37-030, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-37 - Performance management › Section 357-37-035 - How should an employee be notified of unsatisfactory performance?

Current through Register Vol. 24-14, July 15, 2024
A probationary or permanent employee whose work performance is
				determined to be unsatisfactory must be notified in writing of the
				deficiency(ies). Unless the deficiency is extreme, the employee must be given
				an opportunity to demonstrate improvement.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-194,
				  §
										357-37-035, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-37 - Performance management › Section 357-37-040 - What forms and procedures must employers use to plan for and evaluate employee performance?

Current through Register Vol. 24-14, July 15, 2024
Employers must use standardized employee performance planning
				and evaluation procedures and forms developed by the director or alternate
				procedures and forms approved by the director.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-194,
				  §
										357-37-040, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-37 - Performance management › Section 357-37-045 - Can an employer supplement the standardized employee performance evaluation procedures and forms?

Current through Register Vol. 24-14, July 15, 2024
Employers may supplement the standardized planning and
				evaluation forms and procedures with special performance factors and assessment
				approaches that are specific to organizational needs. Employers do not need
				approval to supplement the standardized forms or procedures.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-194,
				  §
										357-37-045, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-37 - Performance management › Section 357-37-050 - May an employer factor in employee performance when granting recognition leave ?

Current through Register Vol. 24-14, July 15, 2024
An employer may factor in an employee's performance when
				granting recognition leave if the employer has received choice performance
				confirmation.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-194,
				  §
										357-37-050, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-37 - Performance management › Section 357-37-055 - How does an employer receive choice performance confirmation which enables them to factor in employee performance when granting recognition leave?

Current through Register Vol. 24-14, July 15, 2024
Employers may request choice performance confirmation from the
				director. The director will use the elements listed in WAC
				357-37-060
				to assess and evaluate an employer's readiness to fairly and objectively factor
				in employee performance when granting recognition leave. If the director
				determines that the employer has developed a performance management program
				that encompasses the necessary elements, the employer will be granted choice
				performance confirmation.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-194,
				  §
										357-37-055, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-37 - Performance management › Section 357-37-060 - What elements will the director evaluate to determine if an employer should be granted choice performance confirmation?

Current through Register Vol. 24-14, July 15, 2024
The director will evaluate the following elements to determine
				if an employer should receive choice performance confirmation:
(1) Executive commitment to a
			 performance-based culture;
(2)
			 Present status of performance management in the organization;
(3) Defined roles and responsibilities for
			 implementing and sustaining a performance management system;
(4) Policy and process for holding managers
			 accountable for properly carrying out their roles and responsibilities in
			 performance management;
(5)
			 Internal policies and procedures for a performance management system;
(6) Strategy for communicating to employees
			 regarding policies, procedures and timelines for performance
			 management;
(7) Performance
			 management orientation and training for managers and supervisors;
(8) Internal mechanisms for managing funding
			 for performance-based recognition leave;
(9) Implementation of a performance and
			 development plan for all employees subject to performance factor decisions;
			 and
(10) Process for monitoring and
			 measuring success.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-194,
				  §
										357-37-060, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-37 - Performance management › Section 357-37-065 - May employers develop employee recognition programs?

Current through Register Vol. 24-14, July 15, 2024
Employers may develop employee recognition and reward programs,
				utilizing tools available in
				RCW
				 41.60.150 and chapter 357-28
				WAC.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-194,
				  §
										357-37-065, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-37 - Performance management › Section 357-37-070 - What factors should employers consider in developing employee recognition programs?

Current through Register Vol. 24-14, July 15, 2024
Employee recognition programs must be designed to recognize
				verifiable accomplishments. Programs may be linked to individual or group
				accomplishments as described in
				RCW
				 41.60.150 or to accomplishments that further
				the employer's mission, strategic goals or objectives.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-194,
				  §
										357-37-070, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-37 - Performance management › Section 357-37-075 - Can an employee request the employer to review the performance evaluation process or procedure used for the employee's evaluation?

Current through Register Vol. 24-14, July 15, 2024
If the employer has developed an internal review procedure, an
				employee may request the employer to review alleged irregularities in the use
				of the approved performance evaluation form and/or procedures. Employees must
				be notified in writing of the results of the employer's
				review.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-194,
				  §
										357-37-075, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-37 - Performance management › Section 357-37-080 - Can an employee request the director to review the performance evaluation process or procedure used for the employee's evaluation?

Current through Register Vol. 24-14, July 15, 2024
(1) As provided in WAC
			 357-49-010, and within thirty
			 days of receipt of a completed and signed performance evaluation or the results
			 of an employer review as provided in WAC
			 357-37-075, a WGS employee may
			 request a director's review of alleged irregularities in the use of the
			 approved performance evaluation form and/or procedures outlined in the civil
			 service rules. The content of an evaluation is not subject to review.
(2) A WMS employee may request an internal
			 agency review of alleged irregularities in the use of the approved performance
			 evaluation form and/or procedures outlined in the civil service rules in
			 accordance with the agency's WMS performance management procedures. The content
			 of an evaluation is not subject to review.
Statutory Authority:
				  Chapter
				  41.06 RCW. 06-15-070,
				  §
										357-37-080, filed 7/13/06,
				  effective 8/14/06; 05-01-194, §
										357-37-080, filed 12/21/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-37 - Performance management › Section 357-37-200 - Can an employer require an employee to submit to drug/alcohol testing?

Current through Register Vol. 24-14, July 15, 2024
In addition to drug/alcohol testing required by state or
				federal law, an employer may require a specific employee to submit to
				drug/alcohol testing designed to identify the presence in the body of
				controlled substances referenced under
				chapter
				69.50 RCW, other than
				drugs prescribed by a physician, if:
(1) The employer has a policy that:
(a) Complies with legal
			 requirements;
(b) Establishes
			 procedures under which the test may be conducted;
(c) Provides for the confidential treatment
			 of drug and or alcohol test results as required by law or in an action or
			 proceeding challenging any disciplinary action arising from the circumstances
			 which led to the test; and
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-40 - Discipline › Section 357-40-010 - Can an appointing authority take disciplinary action?

Current through Register Vol. 24-14, July 15, 2024
An appointing authority may dismiss, suspend without pay,
				demote, or reduce the base salary of a permanent employee under his/her
				jurisdiction for just cause.
Statutory Authority:
				  Chapter
				  41.06 RCW. 04-18-113,
				  §
										357-40-010, filed 9/1/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-40 - Discipline › Section 357-40-015 - Can an appointing authority take action other than dismissal, suspension, demotion or reduction in base salary to address unsatisfactory performance?

Current through Register Vol. 24-14, July 15, 2024
Employers may develop a corrective discipline policy that
				identifies actions that an appointing authority may take other than dismissal,
				suspension, demotion, or reduction in base salary, that represent alternative
				formal measures that do not deprive an employee of pay, yet still help an
				employee address unsatisfactory performance. Actions taken by an appointing
				authority in accordance with the employer's corrective discipline policy carry
				the same weight as disciplinary actions which impact pay.
Statutory Authority:
				  Chapter
				  41.06 RCW. 04-18-113,
				  §
										357-40-015, filed 9/1/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-40 - Discipline › Section 357-40-020 - When must an employee be notified of a demotion or reduction in base salary?

Current through Register Vol. 24-14, July 15, 2024
The appointing authority must notify an employee in writing at
				least fifteen (15) calendar days before the effective date of the demotion or
				reduction in base salary.
Statutory Authority:
				  Chapter
				  41.06 RCW. 04-18-113,
				  §
										357-40-020, filed 9/1/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-40 - Discipline › Section 357-40-025 - What must be in the written notice of dismissal, demotion, or reduction in base salary?

Current through Register Vol. 24-14, July 15, 2024
The notice must include the specific charge(s) and the
				employee's right to appeal to the board as provided in chapter 357-52
				WAC.
Statutory Authority:
				  Chapter
				  41.06 RCW. 04-18-113,
				  §
										357-40-025, filed 9/1/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-40 - Discipline › Section 357-40-030 - What notice is required to dismiss an employee?

Current through Register Vol. 24-14, July 15, 2024
An appointing authority may dismiss an employee with fifteen
				(15) calendar days' written notice or without fifteen (15) calendar days'
				notice as follows:
(1) An appointing
			 authority may dismiss an employee effective immediately with pay in lieu of the
			 fifteen (15) calendar days' notice period. As required by WAC
			 357-40-025 the appointing
			 authority must still provide written notice of the specific charge(s) and the
			 employee's rights to appeal to the board as provided in chapter 357-52
			 WAC.
(2) An appointing authority
			 may dismiss an employee effective immediately without pay in lieu of the
			 fifteen (15) calendar days' notice period if the appointing authority
			 determines that continued employment of the employee jeopardizes the good of
			 the service. The appointing authority must provide written notice of the
			 immediate dismissal stating the reason(s) for dismissal, the reasons immediate
			 action is necessary, and the employee's right to appeal to the board as
			 provided in chapter 357-52 WAC.
Statutory Authority:
				  Chapter
				  41.06 RCW. 04-18-113,
				  §
										357-40-030, filed 9/1/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-40 - Discipline › Section 357-40-035 - When must an employee be notified of a suspension?

Current through Register Vol. 24-14, July 15, 2024
An employee being suspended must be notified in writing no
				later than one day after the suspension takes effect.
Statutory Authority:
				  Chapter
				  41.06 RCW. 04-18-113,
				  §
										357-40-035, filed 9/1/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-40 - Discipline › Section 357-40-040 - What must be in the written notice of suspension?

Current through Register Vol. 24-14, July 15, 2024
The suspension notice must include the specific charge(s) and
				the duration of the suspension. It must also include the employee's right to
				appeal to the board as provided in chapter 357-52 WAC.
Statutory Authority:
				  Chapter
				  41.06 RCW. 04-18-113,
				  §
										357-40-040, filed 9/1/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-40 - Discipline › Section 357-40-045 - Is there a limitation to how long an employee can be suspended?

Current through Register Vol. 24-14, July 15, 2024
An appointing authority may not suspend without pay a permanent
				employee for more than fifteen calendar days as a single penalty or more than
				thirty calendar days in any one calendar year as an accumulation of several
				penalties.
Statutory Authority:
				  Chapter
				  41.06 RCW. 04-18-113,
				  §
										357-40-045, filed 9/1/04,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-40 - Discipline › Section 357-40-050 - How must notice of disciplinary action be provided to an employee?

Current through Register Vol. 24-14, July 15, 2024
Notice of dismissal, suspension, demotion, or reduction in base
				salary must be provided by personal service or certified letter through the
				United States mail. Service of notice will be regarded as completed when
				personal delivery has been accomplished; or upon deposit of a certified letter
				in the United States mail properly stamped and addressed to the employee's last
				known home address.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-12-079,
				  §
										357-40-050, filed 5/27/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-43 - Employee business units › Section 357-43-001 - What definitions apply to this chapter of the civil service rules?

Current through Register Vol. 24-14, July 15, 2024
The following definitions apply to chapter 357-43
				WAC:
(1)
Appointing
			 authority:
An individual lawfully authorized to appoint, transfer,
			 layoff, reduce, dismiss, suspend, or demote employees.
(2)
Contract:
A formal and
			 binding agreement or an amendment to an agreement between an employer and an
			 employee business unit for performing services as defined in the competitive
			 contracting solicitation.
(3)
Employee business unit:
A group of employees who perform services
			 for which an employer proposes to competitively contract and who:
(a) Notify the agency of their intent to
			 submit a bid for the performance of those services through competitive
			 contracting; or
(b) Receive award
			 of a contract from the employer as a result of being a successful
			 bidder.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-43 - Employee business units › Section 357-43-003 - Can EBU members choose which civil service rules will apply to them?

Current through Register Vol. 24-14, July 15, 2024
EBU members may choose to opt out of civil service rules that
				are not required in statute.
Statutory Authority:
				  Chapter
				  41.06 RCW. 07-11-092,
				  §
										357-43-003, filed 5/16/07,
				  effective 7/1/07.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-43 - Employee business units › Section 357-43-005 - What is the purpose of this chapter?

Current through Register Vol. 24-14, July 15, 2024
The purpose of this chapter is to establish the chapter of
				civil service rules that apply to employee business unit members when employed
				under a contract.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-01-193,
				  §
										357-43-005, filed 12/21/04,
				  effective 7/1/05.