Do you provide different vacation schedules based on the type of position. If yes, what are they?
IL: No
IA: No
MI: No, vacation schedules and policies do not vary by the types of positions.
MN: Vacation schedules for managers are different than all other bargaining units.
What are your rules regarding the restoration of seniority for employees who leave and later return to state service?
IL: Seniority is only restored when a laid off employee is rehired within two years.
IA: Prior service credit is provided for all service in a permanent position.
MI: Only for purposes of annual leave accrual (vacation time) and longevity pay, employees who separate from state service and later return are eligible to have prior service hours added back in after they complete 5 years of continuous service. For purposes of employment preference, an employee who separates for reason other than leave of absence or layoff, loses all continuous service hours.
MN: Seniority is forfeited when an employee separates from state service. Time on the layoff list or an approved leave of absence is not considered a separation.
What are your rules regarding allowing employees to convert vacation into sabbatical or termination leave?
IL: Not allowed to convert.
IA: We have no such rules. All vacation is paid off at termination.
MI: All annual leave (vacation time) unused at the time of separation is paid at the employee's last rate of pay. These pay off amounts are subject to the maximum accrual caps which are based on years of service.
MN: Employees eligible to use vacation are compensated in cash for their unused vacation at the time they terminate service. Sabbatical leaves are not dependent upon vacation leave.
If vacation can be converted to sabbatical or termination leave, are there any rules regarding pro-ration of the amount that can be converted?
IL: Not applicable
IA: Not applicable
MI: Employees are subject to maximum annual leave accrual caps based on years of service. The payoff amounts cannot exceed these accrual cap amounts.
MN: Liquidation of vacation on separation is limited to 275 hours.
Do you consider Veterans Day a legal holiday, or a personal holiday to be used anytime in recognition of Veterans Day?
IL: Legal
IA: Veterans day is a legal state holiday.
MI: Veteran's Day is a legal holiday, observed on November 11.
MN: It is a legal holiday, but with the agreement of the Local Union, a substitute day may be observed for Veterans Day.
Do your statutes require that state employees be granted paid leave to vote if the only time they can vote is during work hours? If so, are any employees excluded from the provision?
IL: No
IA: Yes, called voting leave; and No, all employees are included.
MI: There is no provision for paid time off specifically for voting purposes.
MN: Statute permits employees to be absent from work (paid) during the forenoon of an election day to vote. "Election" means a regularly scheduled state primary or general election, an election to fill a vacancy in the office of United States senator or United States representative, or an election to fill a vacancy in the office of state senator or state representative.
Do you have a catastrophic leave program? If yes, are there any types of positions excluded from the program? Note: For these questions a catastrophic leave program would be any program allowing employees to donate leave to another employee (who has run out of leave) for an illness or injury that incapacitates the employee or an immediate relative requiring the employee to be absent from work for an extended period of time.
IL: No
IA: No
MI: Yes, we have an annual leave donation policy and an annual leave “bank" that are available to assist “employees facing financial hardship due to serious injury or prolonged illness of the employee or the employee's dependent spouse, child, or parent." In order to receive a leave transfer an employee must have completed the initial probationary period and have exhausted all leave credits.
MN: Yes, we have a vacation donation program. Employees may apply for the program if they have been employed by the state for at least six consecutive months, are eligible to accrue and use vacation (or personal days) or sick leave, are eligible for full or partial Employer Insurance contribution, have exhausted all forms of paid leave, and obtain medical documentation which verifies that a life threatening illness/injury necessitates absence from work for a minimum of six weeks.
Do you provide paid leave for bone marrow or organ donation?
IL: Yes. An employee may receive up to 6 weeks.
IA: We have no specific rule/policy on this subject. Determination would be considered within the context of our regular sick leave rules.
MI: There is no provision for paid time off specifically for bone marrow or organ donation. Sick Leave would have to be used for these situations.
MN: Yes, up to 40 hours.
Where are pay provisions included for non-union employees - in your rules or a compensation plan?
IL: Pay provisions for nonunion employees are within our Pay Plan.
IA: Our administrative rules
MI: Pay provisions for non-represented employees are included in civil service rules and in the civil service compensation plan.
MN: Compensation Plan for unrepresented employees.
Do you provide 6-month pay increases to any type of state employees?
IL: No
IA: Upon completion of the probationary period, promotion or reclassification to a higher pay grade.
MI: Yes, many of our pay ranges have 6 month steps.
MN: Some bargaining unit agreements allow these for employees at certain steps within their salary range.
Can new employees be hired above the minimum? Is this extended to movements of current employees (i.e., can the criteria used for setting pay the pay of a new employee be used when a current employee is moving to a new position)?
IL: Yes
IA: Yes, however, movements for current employees is up to the discretion of the agency.
MI: Yes, new employees can be hired above the minimum without any special approval if the agency can document the accepted rational (difficulty recruiting for the position, employee making more outside state service and higher rate is necessary to attract, special education/experience well beyond minimum qualifications needed, or previous state employee with pertinent experience). The same criteria can not be applied when moving current employees to new positions. Specific formulas and policies must be applied.
MN: Yes, new hires can be hired above minimum. Pay upon movement to a new position is dependent upon language in the bargaining unit contract.
Where are pay provisions included for non-union employees - in your rules or a compensation plan?
IL: Pay provisions for nonunion employees are within our Pay Plan.
IA: Our administrative rules
MI: Pay provisions for non-represented employees are included in civil service rules and in the civil service compensation plan.
MN: Compensation Plan for unrepresented employees
Does your state have basic supervisory training? Are agencies authorized to offer their own supervisory training? If yes, does the agency's training have to be approved by any centralized human resources office?
IL: No, yes, and no, respectively.
IA: Yes, courses included in the basic supervisory certificate program are:
Achieving Communication Effectiveness; Customer service; Ethics in the Workplace; Human Relations Skills; Discipline, Grievances, & the Contracts; Family Medical Leave Act; EEO/AA: Making the Most of Your Workforce; From Interview to Hire; Investigating Employee Misconduct; Performance Evaluation; Preventing Sexual Harassment for Supervisors; and What is the ADA? Agencies can provide their own supervisory training without approval by HRE, however they typically focus their training on department specific issues.
MI: Yes, yes and no, respectively.
MN: We offer required supervisory training to all new supervisors through the state's Training and Development Resource Center. Agencies may offer additional training if they choose which does not have to be approved by the centralized human resources office.
There are no existing or proposed federal regulations that are intended to address the activities to be regulated by the proposed rules.
No factual data or analytical methodologies were necessary for the rule changes involved herein.
The proposed rule changes affect only persons employed by or who seek employment with the State of Wisconsin. The rule changes will not affect small business.
There will be no anticipated costs that would be incurred by the private sector.
Fiscal Estimate
There is no fiscal impact caused by the other changes in this rule order or the changes are required by statute for which any fiscal report should have already been considered.
Initial Regulatory Flexibility Analysis
The proposed rule does not affect small business; therefore, an initial regulatory flexibility analysis is not required.
Contact Person
David Vergeront
Office of State Employment Relations
101 East Wilson Street
Madison, WI 53703
608-266-0047
Notice of Hearing
Employment Relations - Merit Recruitment and Selection
NOTICE IS HEREBY GIVEN that pursuant to ss.
230.05 (5), Stats., and interpreting s.
230.05 (1), Stats., the Division of Merit Recruitment and Selection in the Office of State Employment Relations will hold a Public Hearing at the time and place shown below to consider the creation of permanent rules relating to the Entry Professional Program, submission of notices and requests to the administrator, promotional appointments and pay, involuntary transfers, periods of eligibility for reinstatement, the definition of “state property", acting assignments and obsolete references, correct cross-references, clarifying language and other minor, technical changes.
