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.
Date: Wednesday March 2, 2005
Time: 10:30 A.M. to 11:30 A.M.
Location: Conference Room 4B
Administration Building, 4th Floor
101 E. Wilson Street
Madison, WI
The hearing will be held jointly with a hearing by the Office of State Employment Relations, which is simultaneously promulgating rules. Please see the separate hearing notice for an analysis of the proposed rule order of the Office of State Employment Relations.
The hearing site is accessible to persons with disabilities. If you need an interpreter, materials in alternate format or other accommodations for this meeting, please inform the contact person listed at the end of this notice before the hearing.
Written comments on the rules may be sent to the contact person by 12:00 P.M. noon on March 4, 2005. Written comments will receive the same consideration as written or oral testimony presented at the hearing.
A copy of the rule is available from the contact person listed at the end of this notice, or by going to “Announcements" at
http://oser.state.wi.us.
Analysis Prepared by Division of Merit Recruitment and Selection
Statutory Authority: Section
230.05 (5), Stats., grants the Administrator of the Division of Merit Recruitment and Selection general authority to promulgate rules on provisions for which the administrator has statutory responsibility.
Section
19.45 (11) (a), Wis. Stats., requires the Administrator to promulgate rules to implement a code of ethics for certain classified and unclassified state employees.
Statutes Interpreted:
•
19.45 (11) (a), relating to a code of ethics
•
230.06 (1) (d) and (e), relating to information provided by agencies to the Administrator
•
230.15 (3) and 230.29, relating to transfers
•
230.19, relating to promotion
•
230.22, relating to an entry professional program
•
230.25 (1), relating to certification
•
230.25 (1n) (a), relating to expanded certification
•
230.25 (3) (a), relating to reinstatement
•
230.34 (1) (a), relating to demotions
•
230.34 (2), relating to layoffs
•
There are no related statutes or rules other than those listed above.
Plain Language Analysis of the Rules
A definition of “compensation plan" is created.
