reglab/statecodes huggingface dataset:
Wyoming Administrative Code › Agency 006 - Administration and Information, Dept. of › Sub-Agency 0010 - Human Resources Division › Chapter 2 - RECRUITMENT & APPOINTMENT › Section 2-10 - Employment of Relatives

Current through July 13, 2024
(a) Agency heads
				may approve hiring a person who is a spouse, parent, stepparent, parent-in-law,
				child, stepchild, child-in-law, sibling, half-sibling, step-sibling, or
				sibling-in-law of any current employee in that agency.
(b) Employee Marriage. If two present
				employees of the same agency marry each other, they both may continue
				employment in that agency with the approval of the agency head and prior
				written notification to the Human Resources Administrator.
(c) An agency head shall ensure employees
				related to each other do not directly supervise a relative.
Wyoming Administrative Code › Agency 006 - Administration and Information, Dept. of › Sub-Agency 0010 - Human Resources Division › Chapter 2 - RECRUITMENT & APPOINTMENT › Section 2-11 - Appointment of Non-U.S. Citizens

Current through July 13, 2024
(a) All employees,
				citizens and non-citizens, hired after November 6, 1986, and working in the
				United States shall complete Form I-9, Employment Eligibility Verification to
				document they are authorized to work in the United States:
(i) Each agency shall verify and maintain I-9
				documentation according to the U.S. Citizenship and Immigration
				Services.
Wyoming Administrative Code › Agency 006 - Administration and Information, Dept. of › Sub-Agency 0010 - Human Resources Division › Chapter 3 - POSITION CONTROL › Section 3-1 - Position Status

Current through July 13, 2024
(a) The status of
				each position shall be designated based on authorized funding, as one of the
				following types:
(i) full-time;
(ii) part-time;
(iii) time-limited; or
(iv) time-share.
Wyoming Administrative Code › Agency 006 - Administration and Information, Dept. of › Sub-Agency 0010 - Human Resources Division › Chapter 3 - POSITION CONTROL › Section 3-2 - Job Content Questionnaires

Current through July 13, 2024
(a) Job Content
				Questionnaires. Job content questionnaires shall be prepared for each position.
				The original job content questionnaire shall be kept on file in the Human
				Resources Division; and a copy shall be retained by the agency.
(b) New Job Content Questionnaires. A new job
				content questionnaire shall be prepared and submitted when there are
				substantial and permanent changes in tasks performed by the incumbent, or when
				required by the Human Resources Division.
(c) Preparation of Job Content
				Questionnaires. Job content questionnaires shall be prepared as required by the
				Human Resources Division. The job content questionnaire shall be completed
				jointly by the employee and the employees supervisor to accurately describe the
				duties and responsibilities assigned by the supervisor to the position. The
				content contained in the job content questionnaire is the responsibility of and
				determined by the supervisor.
(d)
				Falsification of Job Content Questionnaires. Position incumbents, supervisor,
				agency heads, and other employees shall be truthful and accurate in completing
				job content questionnaires and in providing other information relating to
				positions. Falsification of information on job content questionnaires shall be
				grounds for disciplinary action up to and including dismissal.
Wyoming Administrative Code › Agency 006 - Administration and Information, Dept. of › Sub-Agency 0010 - Human Resources Division › Chapter 3 - POSITION CONTROL › Section 3-3 - Task Assignments

Current through July 13, 2024
(a) Agency heads,
				management, and supervisors have the authority and responsibility to assign
				tasks as necessary to accomplish the program goals of the agency. Class
				specifications do not prohibit the assignment of tasks not specifically listed.
(i) To the extent possible, assignments of
				tasks from one position to another or of new tasks shall be assigned to
				existing positions of similar content to eliminate or reduce the possibility of
				positions being reclassified to a higher grade than funding is
				authorized.
Wyoming Administrative Code › Agency 006 - Administration and Information, Dept. of › Sub-Agency 0010 - Human Resources Division › Chapter 3 - POSITION CONTROL › Section 3-4 - Position Vacancies

Current through July 13, 2024
(a) Positions
				Occupied by Employees on Leave. A position occupied by an employee on
				educational leave, leave without pay, or other authorized leave shall only be
				filled by temporary appointments or interim assignments.
(b) Vacancies Resulting from Position
				Reclassification. If an occupied position is reclassified, and the incumbent
				does not meet the minimum requirements for the new classification, the employee
				shall not remain in the position for more than thirty (30) days after receipt
				of written notice from the Human Resources Division of its determination that
				the employee does not meet the minimum requirements for the new
				classification.
(c) Positions
				vacated due to a reduction in force shall be removed from the Agencys
				authorized position allocation.
Wyoming Administrative Code › Agency 006 - Administration and Information, Dept. of › Sub-Agency 0010 - Human Resources Division › Chapter 3 - POSITION CONTROL › Section 3-5 - Position Appointments

Current through July 13, 2024
(a) Preconditions
				to Appointments. No appointment shall be made to any position unless the
				position has been assigned a position number and has been allocated to a
				classification by the Human Resources Division.
(b) Authorization and Funding. Before filling
				a vacancy, the agency head shall ensure that the position has been authorized
				by the Governor and/or Legislature and that sufficient funds exist for the
				position.
(c) Multiple Occupancy of
				Position. No more than one (1) employee shall occupy a position at the same
				time except under the following conditions:
(i) Appointments or interim assignments,
				which are made within a reasonable period prior to or following the scheduled
				separation of an employee;
(ii)
				Temporary appointments and interim assignments made to positions occupied by
				employees on authorized leave;
(iii) Temporary appointments to time-limited
				positions;
(iv) Time shared
				positions. Two (2) employee may voluntarily occupy one (1) position or three
				(3) employees may voluntarily occupy two (2) positions with the agency heads
				approval, providing that the total salary expenditures for those employees do
				not exceed the amount authorized for the position or positions (W.S.
				9-2-1022(a)(xii) ) and (W.S.
				W.S.
				9-2-1022(f) ); or
(v) Other multiple occupancies specifically
				approved by the Human Resources Division.
Wyoming Administrative Code › Agency 006 - Administration and Information, Dept. of › Sub-Agency 0010 - Human Resources Division › Chapter 3 - POSITION CONTROL › Section 3-6 - Establishment of New Positions

Current through July 13, 2024
(a) When requesting
				gubernatorial or legislative authorization for a new position, the agency head
				shall provide a written request to the Human Resources Division and Department
				of Administration and Information Budget Division. The agency head shall
				provide a job content questionnaire with the written request and indicate how
				the new position would affect other authorized positions:
(i) A tentative classification of the
				proposed position shall be determined by the Human Resource Division and
				provide notification to the Administration and Information Budget
				Division.
Wyoming Administrative Code › Agency 006 - Administration and Information, Dept. of › Sub-Agency 0010 - Human Resources Division › Chapter 4 - POSITION CLASSIFICATION › Section 4-1 - Position Classification Plan

Current through July 13, 2024
The Human Resources Division maintains the position
				  classification plan. The plan shall cover all positions in the Executive Branch
				  of State Government, except for the elected positions of Governor, Secretary of
				  State, State Auditor, State Treasurer, Superintendent of Public Instruction,
				  District Attorney, and positions within the University of
				  Wyoming.
Wyoming Administrative Code › Agency 006 - Administration and Information, Dept. of › Sub-Agency 0010 - Human Resources Division › Chapter 4 - POSITION CLASSIFICATION › Section 4-2 - Class Specifications

Current through July 13, 2024
(a) A class
				specification is a summary of the most important features of a class, including
				the duties and responsibilities, skill, effort and working conditions of the
				work performed. The task content of a class specification is not intended to be
				all inclusive, restrictive, or precisely descriptive of the duties and
				responsibilities of any particular position within the class.
(b) Preparation. The Human Resources Division
				shall prepare a class specification for each class established in the
				plan.
(c) Class Titles:
(i) The Human Resources Division shall
				designate an official title for each class in the plan. Only the Human
				Resources Division shall have authority to alter official class
				titles;
(ii) Official class titles
				shall be used in all personnel, payroll and budget correspondence, forms,
				reports, records and other documents involving personnel
				administration.
Wyoming Administrative Code › Agency 006 - Administration and Information, Dept. of › Sub-Agency 0010 - Human Resources Division › Chapter 4 - POSITION CLASSIFICATION › Section 4-3 - Position Information

Current through July 13, 2024
(a) Data
				Collection. The Human Resources Division has the responsibility and authority
				to obtain information necessary for use in position classification. The Human
				Resources Division shall use such methods as it determines to be appropriate.
				Collection of information may include the study of relationships with other
				positions, tasks performed in other positions, organizational structures,
				program goals, and other related factors.
(b) Management and Employee Responsibility.
				Agency management and employees shall cooperate with the Human Resources
				Division by providing access to work areas, making employees available, and by
				responding to requests for information.
Wyoming Administrative Code › Agency 006 - Administration and Information, Dept. of › Sub-Agency 0010 - Human Resources Division › Chapter 4 - POSITION CLASSIFICATION › Section 4-4 - Position Classification

Current through July 13, 2024
(a) Classification
				Authority. The Human Resources Division has sole authority to classify and
				reclassify positions.
(b)
				Classification Factors:
(i) In classifying a
				position, the Human Resources Division shall consider factors such as formal
				training, experience, management control, supervisory skills, human relations
				skills, responsibility, accountability, problem solving, complexity, working
				conditions, and mental/visual demand.
Wyoming Administrative Code › Agency 006 - Administration and Information, Dept. of › Sub-Agency 0010 - Human Resources Division › Chapter 4 - POSITION CLASSIFICATION › Section 4-5 - Classification System Maintenance

Current through July 13, 2024
(a) Audits and
				Studies. The Human Resources Division shall regularly conduct job audits and
				occupational studies for maintaining the integrity of the classification
				system.
(b) Classification Reviews:
(i) Basis for Review. The Human Resources
				Division shall review only the placement of a position within a specific class.
				Components of the classification plan cannot be reviewed. These include
				evaluation factors, grade assignment, and pay tables;
(ii) Agency Requirements. The agency shall
				submit a position for review when the core functions of the job have
				permanently changed. The agency shall submit the appropriate documentation as
				required by the Human Resources Division. The Human Resources Division shall
				review the request and notify the agency of its determination;
(A) The agency shall notify the employee of
				the classification determination within ten (10) days of receiving the
				determination from the Human Resources Division;
(iii) Employee Requests. Employees who
				believe that their positions have not been placed in the proper class may
				submit to their agency head a new job content questionnaire and a request for
				review. The request shall include the reasons why the re-evaluation is being
				requested. The agency head shall review the request and shall submit the
				appropriate documentation as required by the Human Resources Division for
				review to the Human Resources Division within ten (10) days of receipt. The
				Human Resources Division will review the request and notify the agency and
				employee of its determination;
(A) The agency
				shall notify the employee of the classification determination within ten (10)
				days of receiving the determination from the Human Resources
				Division;
(B) Classification Review
				Panel;
(I) If the employee does not agree
				with the initial determination by the Human Resources Division, the employee
				may submit a written request for reconsideration by the Classification Review
				Panel within thirty (30) days of the employees notification. This panel
				comprised of the Director of the Department of Administration and Information,
				the Human Resources Administrator, the head of the Agency Services Unit, and
				the agency director or designee shall review the evaluation of the original
				request and any additional information provided by the employee and/or their
				representative. The panel shall provide written notice of its final decision
				within sixty (60) days of receipt.
Wyoming Administrative Code › Agency 006 - Administration and Information, Dept. of › Sub-Agency 0010 - Human Resources Division › Chapter 4 - POSITION CLASSIFICATION › Section 4-6 - Effective Dates of Classification and Reclassification

Current through July 13, 2024
(a)
				Unoccupied Position. The classification of a new position or reclassification
				of a vacant position shall be effective on the date that written notification
				of the classification determination is provided to the agency head or agency
				human resource office.
(b) Occupied
				Position. If the incumbent employee meets the minimum requirements for the new
				class, the effective date of the reclassification shall be the first of the
				month following the date upon which the Human Resources Division has determined
				that the employee is qualified to remain in the position. If the incumbent does
				not meet minimum requirement for the new class, the effective date shall be the
				date that the employee vacates the position.
Wyoming Administrative Code › Agency 006 - Administration and Information, Dept. of › Sub-Agency 0010 - Human Resources Division › Chapter 5 - COMPENSATION › Section 5-1 - Compensation Plan

Current through July 13, 2024
(a) The Human
				Resources Division shall establish and administer a consistent, equitable, and
				flexible Compensation Plan covering all state executive branch
				employees.
(b) All employees shall
				be paid within the pay rates established by and in accordance with the
				Compensation Plan and the State of Wyoming Compensation Policy.
(c) All agencies shall comply with the State
				of Wyoming Compensation Policy established by the Human Resources Division:
(i) All agency pay actions shall be subject
				to audit by the Human Resources Division.
Wyoming Administrative Code › Agency 006 - Administration and Information, Dept. of › Sub-Agency 0010 - Human Resources Division › Chapter 5 - COMPENSATION › Section 5-3 - Pay Rates

Current through July 13, 2024
(a) The following
				information shall be established and set forth in the State of Wyoming
				Compensation Policy:
(i) Hiring
				rates;
(ii) Re-employment
				rates;
(iii) Return from leave
				without pay rates; and
(iv)
				Reinstatement rates.
Wyoming Administrative Code › Agency 006 - Administration and Information, Dept. of › Sub-Agency 0010 - Human Resources Division › Chapter 5 - COMPENSATION › Section 5-4 - Compensation Adjustments

Current through July 13, 2024
(a) The following
				criteria apply to all pay adjustments unless otherwise specified:
(i) All pay adjustments shall have written
				justification and be submitted to the Human Resources Division;
(ii) Sequences affecting base pay adjustments
				will be established and set forth in the State of Wyoming Compensation
				Policy.
Wyoming Administrative Code › Agency 006 - Administration and Information, Dept. of › Sub-Agency 0010 - Human Resources Division › Chapter 5 - COMPENSATION › Section 5-5 - Overtime

Current through July 13, 2024
(a) The overtime policy of the State of
				Wyoming shall be in accordance with and no more stringent than the provisions
				of the Federal Fair Labor Standards Act of 1938, as amended
				29
				U.S.C. 201 et seq., also known as the Act, as
				set forth in the State of Wyoming Compensation Policy.
(b) The Human Resources Division shall
				provide assistance to agencies regarding overtime policy
				interpretations.
(c) Agency heads
				shall be responsible for administering the overtime policy in accordance with
				the Act, these rules and the State of Wyoming Compensation Policy. These
				responsibilities include, but are not limited to:
(i) Coordinating with the Human Resources
				Division to periodically review and determine overtime compensation exemptions
				as authorized by the Act:
(A) In cases where
				the agency and the Human Resources Division disagree, the Human Resources
				Division shall make the final determination (W.S.
				27-5-101(c)(i) );
Wyoming Administrative Code › Agency 006 - Administration and Information, Dept. of › Sub-Agency 0010 - Human Resources Division › Chapter 5 - COMPENSATION › Section 5-6 - Compensation upon Separation

Current through July 13, 2024
(a) The following
				areas will be established and set forth in accordance with the State of Wyoming
				Compensation Policy:
(i) Vacation
				Leave;
(ii) Sick Leave;
(iii) Longevity; and
(iv) Compensatory Time.
Wyoming Administrative Code › Agency 006 - Administration and Information, Dept. of › Sub-Agency 0010 - Human Resources Division › Chapter 6 - LEAVE › Section 6-1 - Vacation Leave

Current through July 13, 2024
(a) Accrual Base Rates. Vacation leave
				accrual base rates shall be determined by the amount of completed continuous
				service as follows:
0 through 48 months -
8 hours per month
49 through 108 months -
10 hours per month
109 through 168 months -
12 hours per month
169 through 228 months -
14 hours per month
229 or more months -
16 hours per month
(b)
				Service Credits to Rehired Employees. Service Credits for non-continuous
				service shall be granted to a rehired employee claiming prior Executive,
				Judicial or Legislative Branch service followed by a separation, upon the
				completion of twenty-four (24) months continuous service since the most recent
				entrance to State employment:
(i) Prior
				service shall be on record with the Wyoming Retirement System or shall be
				otherwise verified through the Human Resource Division by the employee, agency
				or branch;
(ii) Service credits
				shall be given for any calendar month during which work was actually
				performed;
(iii) Reinstatement of
				service credits shall be limited to a one-time occurrence. Employees who leave
				state service after receiving reinstatement of service credit shall forfeit all
				prior service if subsequently rehired;
(iv) Employees rehired within 31 days shall
				reimburse all payments for accumulated vacation or sick leave received at
				separation. Upon receipt of the reimbursement all service credits and leave
				balances shall be restored.
Wyoming Administrative Code › Agency 006 - Administration and Information, Dept. of › Sub-Agency 0010 - Human Resources Division › Chapter 6 - LEAVE › Section 6-2 - Sick Leave

Current through July 13, 2024
(a) Monthly Accrual
				Rates:
(i) Permanent employees, probationary
				employees, at-will employees, except executive employees, at-will employees at
				the Governor's office, and at-will contract employees, shall accrue sick leave
				according to the number of hours worked in the month;
(ii) Temporary employees shall accrue sick
				leave, after six (6) months of continuous employment, according to the number
				of hours worked in the month;
(iii)
				Executive employees and at-will employees at the Governor's office shall follow
				the Executive Leave Policy;
(iv)
				Intermittent employees, emergency employees, interns, and at-will contract
				employees shall not accrue sick leave;
(v) The formula for determining the monthly
				accrual rate for 40 through 159 hours worked in the month is prorated as
				follows: hours worked in the month are multiplied by eight hours, this total is
				divided by 160;
(vi) The following
				rates shall be used:
160 or more hours -
8 hours per month
40 through 159 hours -
Prorated according to
						  formula
39 or less hours -
no accrual
(vii)
				Time elapsed while an employee is on any authorized paid leave, except
				educational leave, shall be considered hours worked for purposes of this
				section;
(viii) Accrued sick leave
				is not available for use until the following month after the accrual period.
				Sick leave is accrued only after the employee works the required time during
				the month.
Wyoming Administrative Code › Agency 006 - Administration and Information, Dept. of › Sub-Agency 0010 - Human Resources Division › Chapter 6 - LEAVE › Section 6-3 - Bereavement Leave

Current through July 13, 2024
Permanent employees, probationary employees, temporary
				  employees who have been employed for six (6) continuous months of employment
				  and at-will employees, except executive employees, at-will employees at the
				  Governor's office, and at-will contract employees, shall be granted five (5)
				  regularly scheduled work days not to exceed a maximum of forty (40) hours of
				  bereavement leave upon the death of a family member. This leave shall be for
				  the purposes associated with the death of the family member and shall be used
				  before the use of any other leave authorized for this purpose:
(a) Executive employees and at-will employees
				at the Governor's office shall follow the Executive Leave Policy;
(b) Intermittent employees, emergency
				employees, interns, and at-will contract employees shall not be granted
				bereavement leave;
(c) An employee
				may be required to submit substantiating evidence. Abuse of bereavement leave
				is cause for disciplinary action.
Wyoming Administrative Code › Agency 006 - Administration and Information, Dept. of › Sub-Agency 0010 - Human Resources Division › Chapter 6 - LEAVE › Section 6-4 - Holiday Leave

Current through July 13, 2024
(a) Permanent employees, probationary
				employees, at-will employees, except executive employees, at-will employees at
				the Governor's office, and at-will contract employees, shall receive holiday
				leave, according to the number of regularly scheduled work hours in the month:
(i) Temporary employees shall receive holiday
				leave, after six (6) months of continuous employment, according to the number
				of hours worked in the month;
(ii)
				Executive employees and at-will employees at the Governor's office shall follow
				the Executive Leave Policy;
(iii)
				Intermittent employees, emergency employees, interns, and at-will contract
				employees shall not receive holiday leave;
(iv) The formula for determining the holiday
				leave for 40 through 159 hours worked in the month is prorated as follows:
				hours worked in the month are multiplied by eight hours, this total is divided
				by 160;
(v) The following rates
				shall be used:
160 or more hours -
full 8 hours per month
40 through 159 hours -
Prorated according to
						  formula
39 or less hours -
none
Wyoming Administrative Code › Agency 006 - Administration and Information, Dept. of › Sub-Agency 0010 - Human Resources Division › Chapter 6 - LEAVE › Section 6-5 - Exempt Paid Time Off

Current through July 13, 2024
Employees exempt from overtime, who are required to work on a
				  holiday listed in Section
				  4(b), shall be granted paid
				  time off at the rate of one and one-half (1½) hours off for each hour
				  worked. Employees shall use any accumulated paid time off before being entitled
				  to use any accrued vacation leave. As of January 1 of each year, all unused
				  paid time off shall be paid out at the employee's hourly compensation rate,
				  unless otherwise approved by the Human Resources Division.
Wyoming Administrative Code › Agency 006 - Administration and Information, Dept. of › Sub-Agency 0010 - Human Resources Division › Chapter 6 - LEAVE › Section 6-6 - Parental Leave

Current through July 13, 2024
Employees who are parents of a newborn or recently adopted
				  child, or are expectant parents, may with Agency head approval take accrued
				  sick leave, compensatory time, vacation leave, or leave without pay beyond the
				  time allowed under Family Medical Leave Act (FMLA) for purposes associated with
				  the birth or adoption of a child.
Wyoming Administrative Code › Agency 006 - Administration and Information, Dept. of › Sub-Agency 0010 - Human Resources Division › Chapter 6 - LEAVE › Section 6-7 - Voting Leave

Current through July 13, 2024
Employees shall, at the time specified by their supervisor,
				  be allowed one (1) hour of leave with pay for the purposes of voting in an
				  official public election. This section shall not apply to an employee who has
				  three (3) or more consecutive non-working hours during the time the polls are
				  open. (Reference
				  W.S.
				  22-2-111 ).
Wyoming Administrative Code › Agency 006 - Administration and Information, Dept. of › Sub-Agency 0010 - Human Resources Division › Chapter 6 - LEAVE › Section 6-8 - Court Leave

Current through July 13, 2024
(a) Permanent employees, probationary
				employees, temporary employees who have been employed for (6) months of
				continuous employment and at-will employees, except executive employees,
				at-will employees at the Governor's office, and at-will contract employees,
				required to serve as a member of a jury panel or as a witness of the court
				shall be granted leave with pay for their regularly scheduled work days(s) for
				the performance of such obligation. The employee shall be required to provide
				written documentation of such obligation which shall be retained in the
				employee's personnel file.
(b)
				Executive and at-will employees at the Governor's office shall follow the
				Executive Leave Policy.
(c)
				Intermittent employees, emergency employees, interns, and at-will contract
				employees shall not be granted leave with pay under this section.
Wyoming Administrative Code › Agency 006 - Administration and Information, Dept. of › Sub-Agency 0010 - Human Resources Division › Chapter 6 - LEAVE › Section 6-10 - Educational Leave

Current through July 13, 2024
(a) An agency head may, with notification to
				the Human Resources Division, grant educational leave to an employee for up to
				twenty-four (24) months to allow the employee to acquire job-related training
				or education. In notifying the Human Resources Division, the agency head shall
				provide a written description of the training or education which the employee
				intends to pursue, an explanation of how such training or education would
				benefit the State and if the leave is paid or unpaid.
(b) The agency and employee shall enter into
				a contract outlining the provisions of the educational leave.
(c) Probationary employees, intermittent
				employees, emergency employees, interns, and at-will contract employees shall
				not be granted leave with pay under this section.
Wyoming Administrative Code › Agency 006 - Administration and Information, Dept. of › Sub-Agency 0010 - Human Resources Division › Chapter 6 - LEAVE › Section 6-11 - Administrative Leave

Current through July 13, 2024
(a) An agency head may grant an employee
				administrative leave with pay to participate in meetings, seminars, hearings,
				examinations, and employee organization meetings. For other requested purposes,
				administrative leave request must be reviewed and evaluated for approval by the
				Governor or his designee.
(b) Upon
				declaration, the Governor may close state offices for the traditional
				observance of local celebrations, inclement weather conditions, or for other
				reasons or purposes that are deemed necessary:
(i) Employees required to work during the
				traditional observance of local celebrations shall be given compensatory time
				or exempt paid time off dependent upon status of employee on an hour for hour
				basis;
(ii) Intermittent employees,
				emergency employees, interns, temporary employees who have been employed with
				the state less than six (6) months, and at-will contract employees are not
				eligible for these types of paid leave;
(iii) Upon a weather or other closure
				declared by either the Governor's Office or any agency head, an employee shall
				not be charged for time off from their regular schedule for the period of the
				closure unless the employee had been previously authorized any type of leave
				and is on leave at the time of the closure. Employee unable to report to work
				due to a weather-related road closure when state offices remain in operation
				are required to use available vacation, or compensatory time to cover the
				absence.
Wyoming Administrative Code › Agency 006 - Administration and Information, Dept. of › Sub-Agency 0010 - Human Resources Division › Chapter 6 - LEAVE › Section 6-12 - Personal Leave

Current through July 13, 2024
(a) An agency head may grant an employee up
				to two (2) regularly scheduled days (not to exceed 16 hours) of personal leave
				with pay per calendar year in recognition of or for participating in the
				following activities:
(i) Employee
				recognition programs;
(ii)
				Participating in department wellness initiatives;
(iii) Merit incentive programs that have been
				submitted to and received prior written approval from A&I HRD;
(iv) Team based recognition - project
				completion that have been submitted to and received prior written approval from
				A&I HRD;
(v) To volunteer at a
				pre-approved non-profit community service organization that is exempt from
				federal income taxation under Section 501(c)(3) of the Internal Revenue Code;
(A) Employee must provide written
				verification from the organization that the organization is exempt from federal
				income taxation under Section 501(c)(3) of the Internal Revenue Code and that
				the employee volunteers their own time for that organization in order to
				receive personal leave;
(B)
				Volunteer activities must not promote religion or attempt to influence
				legislation, governmental policy or elections to public office;
(vi) Family departing or returning
				from active duty military service; and
(vii) To attend military funerals.
Wyoming Administrative Code › Agency 006 - Administration and Information, Dept. of › Sub-Agency 0010 - Human Resources Division › Chapter 6 - LEAVE › Section 6-14 - Leave Without Pay

Current through July 13, 2024
(a) Leave without pay may be granted at the
				discretion of the agency head in accordance with the following:
(i) An employee injured on the job and
				receiving Workers' Compensation benefits shall, upon request, be entitled to
				leave without pay in connection with the injury; in lieu of leave without pay,
				an employee may choose to use vacation or sick leave to supplement income while
				receiving workers' compensation benefits, not to exceed the amount regularly
				paid to the employee;
(ii) An
				employee on military leave described above in Section
				13(a) shall, upon request,
				be entitled to leave without pay in accordance with
				W.S.
				19-11-108 (a-e);
(iii) Except for the reasons indicated in (i)
				and (ii) above, leave without pay for medical reasons or any other reason where
				sick leave use is authorized, an employee shall use all accrued sick leave,
				compensatory time, vacation leave, or any other available leave before leave
				without pay will be authorized;
(iv) For all other types of leave without pay
				except legislative leave, an employee shall use all accrued compensatory time,
				vacation or other available leave before leave without pay will be authorized;
				and
(v) Leave without pay of more
				than fifteen (15) consecutive working days shall be reported in writing to the
				Human Resources Division. A leave without pay shall not continue for more than
				six (6) months without the approval of the Human Resources Division.
Wyoming Administrative Code › Agency 006 - Administration and Information, Dept. of › Sub-Agency 0010 - Human Resources Division › Chapter 6 - LEAVE › Section 6-15 - Administrative Review Leave

Current through July 13, 2024
(a) An agency head may place an employee on
				administrative review leave with or without pay for a maximum of thirty (30)
				days when:
(i) The employee has been charged
				with or is under investigation for the commission of a crime which would raise
				reasonable doubt concerning the employee's suitability for continued
				employment; or
(ii) Allegations of
				misconduct have been made and, if confirmed, the employee's presence on the job
				may be detrimental to the operation of the agency; or
(iii) Incapacity based on fitness for duty
				evaluation; or
(iv) When a formal
				workplace investigation has commenced and removing a witness or complaining
				party from the workplace is prudent to conducting the investigation.
Wyoming Administrative Code › Agency 006 - Administration and Information, Dept. of › Sub-Agency 0010 - Human Resources Division › Chapter 6 - LEAVE › Section 6-16 - Family and Medical Leave Act (FMLA)

Current through July 13, 2024
(a) The Family and Medical Leave policy of
				the State of Wyoming shall be in accordance with and except as specified no
				more stringent than the provisions of Family and Medical Leave Act of 1993,
				Public Law
				103-3 (Feb 5, 1993), 107 Stat. 6 (
				29 U.S.C.
				2601 et seq., as amended).
(b) State Agencies are covered employers
				without regard to the number of employees employed.
(c) In all instances, the twelve (12) month
				period shall begin when leave is first used.
(d) Paid Leave. The FMLA leave period shall
				include the employee's accrued sick leave, vacation leave, accrued compensatory
				time leave, other available leave, and any donated sick leave
				allowed.
(e) Where two spouses are
				employed by the State of Wyoming their aggregate leave will be limited to the
				amount allowed by law.
(f) Leave
				without Pay. If an employee's accrued paid leave is less than the total FMLA
				entitled workweeks, the time remaining shall be taken as unpaid FMLA leave. Any
				leave without pay in excess of the total FMLA entitled workweeks maximum shall
				be at the discretion of the agency head per Chapter 6, Section
				14, Leave without Pay:
(i) An employee whose work-related illness or
				injury meets the criteria for a serious health condition and is receiving paid
				worker's compensation benefits the absence shall be counted against the FMLA
				leave entitlement;
(ii) An employee
				on unpaid FMLA leave during a holiday shall not receive paid holiday
				leave.
Wyoming Administrative Code › Agency 006 - Administration and Information, Dept. of › Sub-Agency 0010 - Human Resources Division › Chapter 7 - DISCIPLINE FOR PERMANENT EMPLOYEES › Section 7-1 - Reasons for Discipline

Current through July 13, 2024
(a) As used in this
				chapter, the word employee shall refer to permanent employees only.
(b) Agency management may discipline a
				permanent employee for cause including, but not limited to, the following
				reasons:
(i) Absenteeism;
(ii) Incapacity to perform assigned
				duties;
(iii) Assault;
(iv) Carelessness;
(v) Damaging State property;
(vi) Dishonesty;
(vii) Insubordination;
(viii) Misconduct;
(ix) Refusal to work;
(x) Sexual harassment;
(xi) Theft;
(xii) Unsatisfactory work
				performance;
(xiii) Criminal
				conduct;
(xiv) Falsification of
				application for employment;
(xv)
				Violation of agency rules or policy;
(xvi) Violation of State Personnel
				Rules;
(xvii) Violation of the
				State of Wyoming Substance Abuse Policy;
(xviii) Violation of the State of Wyoming
				Anti-Discrimination Policy;
(xix)
				Violation of the State of Wyoming Electronic Mail Policy;
(xx) Violation of the State of Wyoming,
				Office of the Chief Information Officer, Information Technology Manual,
				Internetworking Acceptable Use Policy (CIO 1200-P143);
(xxi) Violation of the State of Wyoming Code
				of Ethics; and
(xxii) Violation of
				the Workplace Violence Policy.
Wyoming Administrative Code › Agency 006 - Administration and Information, Dept. of › Sub-Agency 0010 - Human Resources Division › Chapter 7 - DISCIPLINE FOR PERMANENT EMPLOYEES › Section 7-2 - Determination of Appropriate Discipline

Current through July 13, 2024
(a) Agency
				management shall attempt to administer discipline to permanent employees in
				progressive stages to seek corrective results. However, conduct of any type
				which agency management considers serious, may result in a disciplinary
				suspension or dismissal without taking prior disciplinary steps.
(b) Progressive stages of discipline may
				include but are not limited to, letters of expectation, letters of counseling,
				or verbal or written warnings. However, this is not mandatory and agency
				management may within his/her sole discretion determine to administer any level
				of discipline in Section 3 herein as an initial step to a permanent
				employee.
(c) The agency
				managements determination of the appropriate action to take shall be based on
				adequate investigation of the facts and circumstances of the case.
Wyoming Administrative Code › Agency 006 - Administration and Information, Dept. of › Sub-Agency 0010 - Human Resources Division › Chapter 7 - DISCIPLINE FOR PERMANENT EMPLOYEES › Section 7-3 - Types of Discipline

Current through July 13, 2024
(a) Written
				Reprimand:
(i) A supervisor may formally
				discipline a subordinate employee for cause by providing a written reprimand to
				the employee specifying;
(A) Reason(s) for
				the reprimand;
(B) Previous letters
				of expectation, letters of counseling, verbal or written warnings, unacceptable
				performance appraisals, discussions, or reprimands, if any;
(C) Corrective action necessary to avoid
				further disciplinary action; and
(D) The right to present a grievance pursuant
				to these rules.
Wyoming Administrative Code › Agency 006 - Administration and Information, Dept. of › Sub-Agency 0010 - Human Resources Division › Chapter 7 - DISCIPLINE FOR PERMANENT EMPLOYEES › Section 7-4 - Compliance with Procedure

Current through July 13, 2024
(a) Failure to
				comply with the procedural steps in this chapter by the agency terminates the
				disciplinary action without prejudice. Parties shall be restored to the
				previous status held prior to the disciplinary action.
Wyoming Administrative Code › Agency 006 - Administration and Information, Dept. of › Sub-Agency 0010 - Human Resources Division › Chapter 7 - DISCIPLINE FOR PERMANENT EMPLOYEES › Section 7-5 - Position Appointments

Current through July 13, 2024
(a) Authorization
				and Funding. Before filling a vacancy, the agency head shall ensure that the
				position has been authorized by the Governor and/or Legislature and that
				sufficient funds exist for the position.
(b) Multiple Occupancy of Positions. No more
				than one (1) employee shall occupy a position at the same time except under the
				following conditions:
(i) Appointments or
				interim assignments which are made within a reasonable period prior to or
				following the scheduled separation of an employee;
(ii) Temporary appointments and interim
				assignments made to positions occupied by employees on authorized
				leave;
(iii) Positions occupied by
				employees who have been given time-limited appointments on a temporary or
				seasonal basis;
(iv) Time shared
				positions. Two (2) employees may voluntarily occupy one (1) position or three
				(3) employees may voluntarily occupy two (2) positions with the agency head's
				approval, providing that the total salary expenditures for those employees do
				not exceed the amount authorized for the position or positions (W.S.
				9-2-1022(a)(xii) ) and
				(W.S.
				9-2-1022(f) ); or
(v) Other multiple occupancies specifically
				approved by the Human Resources Division.
Wyoming Administrative Code › Agency 006 - Administration and Information, Dept. of › Sub-Agency 0010 - Human Resources Division › Chapter 7 - DISCIPLINE FOR PERMANENT EMPLOYEES › Section 7-6 - Interim Assignments

Current through July 13, 2024
(a) An agency head
				may, upon written notification to the Human Resources Division, assign an
				employee of the agency on an interim basis to a different position. Such
				assignment may be made for a period not to exceed twelve (12) months.
(b) The same position shall not be filled by
				successive interim assignments by the same individual without the prior written
				approval of the Human Resource Administrator.
Wyoming Administrative Code › Agency 006 - Administration and Information, Dept. of › Sub-Agency 0010 - Human Resources Division › Chapter 7 - DISCIPLINE FOR PERMANENT EMPLOYEES › Section 7-7 - Establishment of New Positions

Current through July 13, 2024
(a) Request for
				Tentative Position Classification. When requesting gubernatorial or legislative
				authorization for a new position, through the Budget Division, the agency head
				shall include a written request, to the Human Resources Division, for a
				tentative classification of the proposed position. The agency head shall
				provide a job content questionnaire with the written request and indicate how
				the new position would affect other authorized positions.
(b) Positions Established. A new position
				shall be officially established when an additional position and necessary
				funding have been authorized by the Governor and/or the Legislature, a position
				number has been assigned, and the position has been classified by the Human
				Resources Division.
Wyoming Administrative Code › Agency 006 - Administration and Information, Dept. of › Sub-Agency 0010 - Human Resources Division › Chapter 7 - DISCIPLINE FOR PERMANENT EMPLOYEES › Section 7-8 - At- Will Contract Employees

Current through July 13, 2024
In accordance with the
				  W.S.
				  9-2-1022(a)(xi)(F).
(a) At-will contract employees shall receive
				benefits in accordance with the W.S.
				W.S.
				9-2-1022(a)(xi)(F).
(b) No at-will contract employees shall be
				eligible for or accrue any type of leave or be eligible to participate in the
				deferred compensation program.
(c)
				If the employment contract so provides, an at-will contract employee may be
				eligible for membership in the state employees' and officials' group insurance
				plan in accordance with W.S.
				W.S.
				9-3-207, or in the case of the Wyoming
				retirement system an at-will contract employee of a member employer may be
				enrolled in the system if that employee's wages under the contract are reported
				on an Internal Revenue Service Form W-2 Wage and Tax Statement, provided the
				employee pays the total premium or contribution required;
(d) If the employment contract so provides,
				an at-will, year-round, full-time brand inspection contract employee authorized
				to carry out the duties specified by W.S.
				W.S.
				11-20-201 may be eligible for membership in
				the state employees' and officials' group insurance plan in accordance with
				W.S. W.S.
				9-3-207, and the state retirement system
				under W.S. W.S. 9-3-412, provided the employee
				pays the total premium or contribution required, or the portion of the premium
				or contribution the employment contract directs the employee to pay and the
				employee's wages under the contract are reported on an Internal Revenue Service
				Form W-2 Wage and Tax Statement. The Wyoming livestock board shall have sole
				discretion to determine the amount of the total premium or contribution to be
				paid by the employee and the amount to be paid by the board, if any. The time
				limitations shall not apply to any employee under this subsection;
(e) An at-will contract shall be for a term
				not exceeding twenty-four (24) months subject to renewal of the contract at the
				end of the contract period.
(f)
				Nothing in these rules shall be deemed to create an expectation of continued
				employment after the contractual relationship has been terminated.
(g) No work shall be performed by an
				individual until the contract has been approved in writing and signatures
				obtained by all parties to the contract including the Human Resources Division
				and the Attorney General.
Wyoming Administrative Code › Agency 006 - Administration and Information, Dept. of › Sub-Agency 0010 - Human Resources Division › Chapter 8 - GRIEVANCES AND APPEALS FOR PERMANENT EMPLOYEES › Section 8-1 - Statement of Policy

Current through July 13, 2024
Permanent employees shall have the right to present a
				  grievance or appeal, pursuant to the provisions of this chapter, without
				  coercion, restraint, discrimination or reprisal.
Wyoming Administrative Code › Agency 006 - Administration and Information, Dept. of › Sub-Agency 0010 - Human Resources Division › Chapter 8 - GRIEVANCES AND APPEALS FOR PERMANENT EMPLOYEES › Section 8-2 - General Provisions

Current through July 13, 2024
(a) Time Periods:
(i) In computing any period of time
				prescribed or allowed by this chapter, the day of the act, event, or default
				from which the designated period of time begins shall not be included. The last
				day of the period so computed shall be included unless that day is a Saturday,
				Sunday, or legal holiday. Only business days shall be counted; Saturdays,
				Sundays, legal holidays or other days business offices are closed for the State
				of Wyoming shall not count.
(ii)
				The Human Resources Division Administrator may, upon written request and for
				good cause shown, or at his/her own discretion, extend any time period
				prescribed by this chapter, provided the written request is received before the
				expiration of the time period originally prescribed.
Wyoming Administrative Code › Agency 006 - Administration and Information, Dept. of › Sub-Agency 0010 - Human Resources Division › Chapter 8 - GRIEVANCES AND APPEALS FOR PERMANENT EMPLOYEES › Section 8-3 - Definition of Grievance

Current through July 13, 2024
(a) "Grievance" means a dispute, between an
				employee and management of the employee's agency, which involves the
				interpretation or application of a statute, rule, executive order, or policy
				concerning personnel practices and/or working conditions.
(b) "Grievance" does not include a dispute,
				which involves;
(i) Compensation, benefits,
				contributions, and other conditions which are beyond the control of the agency
				head;
(ii)
				Discrimination;
(iii)
				Dismissal;
(iv) Involuntary
				separation due to a reduction in force; or
(v) Performance evaluation ratings.