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Classified Employee Handbook

We are pleased that you chose to contribute your talent and skill in serving one of Wisconsin's most important universities. This booklet has been prepared to give you basic information about your job and conditions of employment with the University of Wisconsin-Parkside. It is intended to provide you with general information about policies, regulations and benefits of employment . It is not meant to replace your supervisor or the Human Resources Office as a means to answer questions about your job. Questions not answered by the handbook should be directed to your supervisor or the Human Resources Office. State statutes and labor agreements will apply in the event that any portion of this handbook conflicts with those provisions.

You have been employed by the University of Wisconsin-Parkside to perform the various job functions necessary to achieve the goals of the University. As a classified employee of UW-Parkside and the State of Wisconsin, you will receive a salary commensurate with the particular responsibilities of your position classification. Employment benefits highlighted in this handbook are available to classified employees.

Topics are listed below in alphabetical order. For any questions not answered here, please contact the Human Resources Office at (262) 595-2204.

Alphabetical Index

Advancement Opportunities: We encourage you to review open position lists posted on bulletin boards located in all University buildings. Applications and a complete list of job opportunities are available in the Human Resources Office. The Human Resources Office will answer any questions regarding how to apply for a promotion or transfer. Excellent opportunities exist in the state classified service for personal development and success through promotion and transfer subject to some extent to your willingness to move to a different department or relocate within the University or State system.

Benefits Summary: A brief description of insurance and other fringe benefits is included in the new employee orientation packet. Detailed information on the major insurance plans offered is also included.  You can also view this document on the UW System website at:  http://www.uwsa.edu/hr/benefits/
(1-30-03)

Breaks: Each employee is entitled to receive two 15-minute rest periods or breaks for each full work day. Rest periods cannot be used to make up lost time due to absences or tardiness, extend the employee's lunch period, used to arrive late or leave early from work, or saved up and used at a later date. Rest periods are scheduled in accordance with operational needs of the work unit and, due to work requirements, a rest period may be canceled entirely. (10-97)

Campus Maps: A UW-Parkside campus map is available on-line.

Catastrophic Leave Program: As of July 1, 1997, a Catastrophic Leave Program exists for both represented and nonrepresented employees. The catastrophic leave program allows permanent and project classified employees to voluntarily donate certain leave credits (not sick leave) to other permanent and project classified employees who have been granted unpaid leaves of absence due to a catastrophic need for which no eligible paid leave benefits or replacement income are available. Note: nonrepresented donors may not make donations to represented recipients, and vice versa. Reference State of Wisconsin Classification & Compensation Bulletin (CC/POL-37) dated June 13, 1997.

Change of Personal Data: Please inform the Payroll Office and complete an Employee Data Form through your employing department if your name, address, or phone number change. You should also notify the Payroll Office of changes in marital status and dependents for tax withholding purposes, insurance changes, designation of beneficiary changes, W-2 mailings, etc., which will then prompt counseling action. If your current address is not on file with the Payroll Office by January 1 each year, your W-2 (year-end tax statement) may not reach you on a timely basis.

Checklist for Insurance and Miscellaneous Benefits: This list is available from the Human Resources Office, and is included in your new employee orientation packet.

COBRA (Continuation/Conversion of Insurance Benefits): As an employee of the University of Wisconsin, you and your dependents may be eligible to choose continuation coverage of group health insurance coverage because of a reduction in your hours of employment, the termination of your employment, divorce, loss of dependent status of dependent, or death of employee. It is the employee's responsibility to inform the employing agency of a spouse or dependent losing eligibility for coverage. Consult your "It's Your Choice" health insurance booklet or the Human Resources Office for further information.

Consensual Relationship Policy: It is in the interest of the University of Wisconsin-Parkside to provide clear direction and educational opportunities to the university community about the professional risks associated with consensual romantic and/or sexual relationships where a definite power differential between the parties exists. The policy can be found at: http://uwp.edu/staff/gov/adminplcy/policy45.htm

Credit Union: Membership to the Educators Credit Union is open to the employees, staff or faculty members and students of the University of Wisconsin-Parkside and members of the immediate families of the above. The ECU maintains an office in Tallent Hall on the UW-Parkside campus, as well as other locations. For more information, call the ECU Office at 595-2150 (UW-Parkside office) or 886-5900 (Racine office).

Demotion: A demotion is movement of an employee with permanent status in one class to a position in a lower class for which the employee is qualified to perform the work. An employee may request to voluntarily move to a position in a lower classification for personal reasons or in lieu of layoff. An employee may also be demoted involuntarily in lieu of layoff or as the result of disciplinary action. (10-97)

Dollars for $ense:See the website at:http://www.uwp.edu/departments/human.resources/dollars.sense/

Drug Free Work Place:The University of Wisconsin System and the University of Wisconsin-Parkside prohibit the unlawful possession, use, distribution, manufacture or dispensing of illicit drugs and alcohol by students and employees on university property or as part of university activities. The policy is distributed at orientation for permanent staff. Please contact the Department of Health and Counseling Services for a copy of the Drug Free Workplace Information Act. The policy can be found at: http://uwp.edu/staff/gov/adminplcy/policy16.htm

Education/Tuition Reimbursement:Training and advanced education can benefit you, both personally and professionally. Prior to taking a class, the employee seeking tuition reimbursement approval must complete a "Request for Approval to Attend Job/Career Related Academic Courses of Study" form (available from the Human Resources Office) obtain the proper signatures, and send it to the Human Resources Office. Staff receiving approval must submit receipt(s) for tuition paid and proof of successful completion of coursework to the Human Resources Office at the end of the academic term. Questions may be directed to the Human Resources Office, extension 2204. (1-30-03)

Employee Assistance Information (revised 2-97): If personal problems are troubling you or affecting your work performance, the campus offers professional help for dealing with them on a confidential basis and, in most cases at no or minimal cost to the employee. Any permanent employee -- classified, limited, academic staff, and faculty, is eligible. See the "Crites & Associates" website at: http://www.criteseap.com/ or contact the Human Resources Office at extension 2204.

Employment Definitions:As a classified employee, your classification status is defined as represented or non-represented:

  1. A represented employee is an employee whose classification places him/her in a bargaining unit legally represented by a labor union.
  2. A non-represented employee is an employee who is not represented or affiliated with any union.

Equal Opportunity/Affirmative Action: The University of Wisconsin-Parkside is an equal opportunity/affirmative action employer functioning under an Affirmative Action Plan. The university affirms its commitment and the university's legal, social and economic commitment to equal opportunity for all persons as fundamental policy throughout the campus. There shall be no discrimination against any student and/or employee, or applicant for admission or employment, because of race, creed, ancestry, religion, color, sex, national origin, age, disability, arrest or conviction record, marital status, pregnancy, political affiliation, sexual orientation, veterans status, membership in the national guard, state defense force, or any other reserve component of the military force of the United States or this state, or any other protected status. Employees who violate UW-Parkside's EEO/AA policy will be subject to disciplinary action. A copy of the University of Wisconsin-Parkside Affirmative Action Policy Statement or questions relating to affirmative action should be addressed to the Assistant to the Chancellor for Equity and Diversity, WYLL, extension 2369.

Family Medical Leave Act (7/94): The following summary is provided as guidance concerning employee's rights and obligations under the Federal Family and Medical Leave Act of 1993.This information will not cover every situation or question. Final decisions must be made by consulting the interim final rules, as well as Wisconsin Personnel Manual Chapter 724-Family/Medical Leave Act, Administrative Rules, and the applicable collective bargaining agreement. Entitlement under the federal Family and Medical Leave Act (FMLA) must be coordinated with the provisions of the Wisconsin Family and Medical Leave Act (WFMLA), as well as leave benefit provisions under administrative rules of the Secretary of OSER or the applicable collective bargaining agreement. Employees may not use benefits provided under FMLA in addition to the provisions under the WFMLA, administrative rules, or applicable collective bargaining agreement. Forms and policies are available from the Human Resources Office upon request, and are located on the HR Website. Questions regarding the Family and Medical Leave Act should be referred to the Human Resources Office.

Fine Arts: Click here for information on Theatre, Art, Music

Health and Counseling Services: The Health and Counseling Services at the University of Wisconsin-Parkside provides a broad range of health care services to the campus community. This includes care for illness and emergencies, health and wellness promotion and opportunities to actively participate in your own health. You may also wish to contact this office for services or referrals to community health care providers. See their website at: http://www.uwp.edu/admin/student.health/

Health Insurance Vendor Transfer (Dual Choice): All employees enrolled in the group health insurance are given a chance to change health vendors once a year, usually in October, for coverage effective the 1st of the following year. This transfer period is called "Dual Choice". Health insurance enrollment periods for new employees are explained during new employee orientation. For more information, refer to the Dual Choice booklet included in your orientation material. Contact the Human Resources Office for additional information.

Hours of Work: Wisconsin Statutes require University administratative offices to be open between the hours of 7:45 a.m. to 4:30 p.m. Monday through Friday. As a general rule, the work week will be 40 hours. Your actual working hours and work days may vary depending upon your individual department requirements and your position. Lunch periods will be discussed with you and scheduled by your supervisor.You will normally be granted one 15 minute rest period during each 4 hour half shift of work. These times are designated by your supervisor. Breaks are beneficial both to you and UW-Parkside by serving to improve work efficiency. Please note, however, that rest periods are not cumulative nor guaranteed. (10-97) (Reference: Wisconsin Statutes, Chapter 230.35)

I.D. Card: A UW-Parkside staff identification card (Ranger Card) may be obtained from the Ranger Card Office in the UW-Parkside Union. An I.D. card entitles you to utilize various campus facilities such as the UW-Parkside Union, the Library, and the Sports and Activities Building. Contact the Ranger Card Office at 595-2655 for an appointment and fee information. (5-98)

Jury Duty and Witness Service: Faculty, academic, and classified staff summoned to jury duty during regularly scheduled work hours receive their regular salary in addition to any pay they may be given as juror. Staff are expected to report to work when not needed for jury duty. Classified employees called to jury duty are required to get a jury statement regarding their appearance date(s). The statement should be attached to the timesheet in which the jury duty occurs. (10-97)

Layoffs: Layoff procedures are governed by Wisconsin Statutes, the Wisconsin Administrative Code, and collective bargaining agreements. They are intended to be fair to all employees; retain for state service its most effective and efficient personnel; and insure that all layoff actions, when required, are appropriately and systematically administered. Layoffs generally occur by classification and are guided by seniority. An affected employee about to be laid off may be able to exercise options such as transferring to a vacancy, bumping, or voluntarily demoting to a lower classification in a different position. Employees who are laid off do have mandatory recall rights back to the University if vacancies in their classification should occur. (10-97) (Reference: Wisconsin Statutes, Chapter 230.34 (2); Wisconsin Administrative Code, Department of Employment Relations, Division of Merit Recruitment and Selection, Chap[ter ER-MRS 22; collective bargaining agreements)

Leave of Absence: A leave of absence is an absence from work without or with pay. A leave must be for specific legitimate purpose and must be approved in advance via a Leave of Absence form. Leaves may be granted for educational purposes, work in other areas where the state would benefit upon your return, union purposes, military duty and exceptional personal reasons including illness, maternity, and paternity. The maximum length of a leave of absence varies. During an unpaid leave of absence, your time-off benefits such as vacation and sick leave do not accrue. You are also responsible for paying the monthly premiums of any insurance plans that you have. Forms to request a leave are available in the Human Resources Office.(revised 10-05)

Legal Holidays: You are eligible for legal holidays. The State of Wisconsin recognizes the following holidays: New Year's Day, Martin Luther King Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, Christmas Eve, Christmas Day New Year's Eve

Holidays that fall on a Sunday are observed on Monday. Holidays that fall on Saturday are considered "floating" holidays. If you work less than full time, holiday pay is pro-rated. Compensatory holiday time off will be granted if you are required to work on a holiday or when a holiday falls on your regularly scheduled day off. Employees who are required to work on a holiday will be paid holiday premium pay for hours worked.

Library/Learning Center: The Library/Learning Center has established its own home page on the World Wide Web at http://www.uwp.edu/information.services/library/. You may also phone the Reference Desk at extension 2360 for information.

Outside Employment: Chapter ER-PERS 24 of the Wisconsin Administrative Code contains a comprehensive Code of Ethics applicable to all permanent and LTE classified employees of the State of Wisconsin.You may have other employment outside of UW-Parkside provided that the schedule does not conflict with your employment here. The outside employment may not result in a conflict of interest, negatively affect your job performance or adversely reflect on the reputation of UW-Parkside.As a step toward providing protection from accusations of violation of ethical standards and also, from potential conflicts of interest, employees should provide information regarding either part-time and/or full-time employment with an employer other than the University of Wisconsin-Parkside by completing a "Confidential Notification of Other Employment" form. These forms are available in the Human Resources Office (Tallent Hall, room 202) and should be returned to the Human Resources Office upon completion. Individual departments may require separate advanced approval of outside employment.

Overtime (3/10/05): Your classification title determines if you are exempt or non-exempt from FLSA coverage. Positions determined to be exempt do not, generally speaking, receive overtime compensation. Positions are exempted from overtime pay if they are administrative, supervisory, or professional. If a position is determined to be non-exempt, eligibility for overtime compensation and the method of compensation will be determined by Rules of the Secretary, OSER, for non-represented employees, and by the terms of the appropriate labor contract for represented employees. Although it is the expressed policy of UW-Parkside that overtime be kept to an absolute minimum commensurate with the needs of the University, certain emergency situations, rush seasons, and peak workload periods may require the need for overtime work in your department.

Parking on Campus (3/10/05): Parking on the UW-Parkside campus is limited to Communication Arts, Union, Tallent, and Physical Education lots in those designated areas where parking is permitted. Parking is restricted during those hours posted to current permit holders only. For more information please read the brochure, "Parking at UW-Parkside", published by the University Police and Public Safety Office. See the University Police website at: http://www.uwp.edu/departments/university.police/parking.cfm (9-04)

Pay Periods/Paydays: Pay periods are two weeks in length. Paychecks are issued 12 days after the pay period ends which is every other Thursday. Pay periods and check distribution dates are listed on the reverse side of each attendance form (timesheet).

Paychecks (6-04): A separate earnings statement will be emailed before the paydate. Required deductions include federal and state withholding taxes, social security contributions, and Wisconsin retirement fund contributions. In addition, there may be deductions from your check for insurance, parking, credit union, union dues, fair share, etc. Your current balances of sick leave, vacation and personal holidays are also printed on the statement. In addition, UW-Parkside provides electronic depositing of your paychecks to any bank, credit union or savings and loan in the state. Direct Deposit forms are available in the Payroll Office for this service. For more information, please contact the UW-Parkside Payroll Office, extension 2256.

Payroll Deductions (3/10/05): With each of your paychecks, you will receive an email statement of earnings and deductions. Required deductions include federal and state withholding taxes, social security contributions, and Wisconsin retirement fund contributions. In addition, there may be deductions from your check for insurance, parking, credit union, etc. Watch your email earning statement to make sure that the correct deductions and amount are being taken out each paydate.

Performance Evaluation: During your employment at the University of Wisconsin-Parkside, your performance on the job will be evaluated on an annual basis. This serves many purposes. It documents your supervisor's expectations and your ability to meet those expectations. It provides for positive, as well as constructive, feedback. The end result may support decisions about retention, promotion, and merit pay increases. Thus it is important that you understand and actively participate in this process. The University of Wisconsin-Parkside has implemented a performance appraisal system based on established performance standards for each position. These standards are to be given to employees when they begin a new position. If any section of the standards for your position is unclear or hard to understand, please ask your supervisor to clarify it for you. At the time of evaluation, your supervisor will appraise your work with the established standards serving as a guide. At this time, you and your supervisor will discuss your areas of progress as well as areas which need improvement. After the evaluation, your supervisor will plan with you your goals and performance standards for the next evaluation period. After you have reviewed this annual evaluation with your supervisor, it will be included in your official personnel file. If at any time you have questions or concerns about this process, contact your supervisor or Human Resources Office. We are interested in your feedback.

Personal Appearance and Dress: It is not the policy of the University to dictate a particular mode of dress for employees. It is, however, your responsibility to dress in a manner which is in keeping with accepted rules and good grooming and which is appropriate for your particular job and office. Your appearance, courtesy and consideration reflect directly on you, your department and the University. You are expected to maintain an appropriate appearance and to conduct yourself in a business-like manner while on the job. Each individual department may establish specific appearance standards.If you have any questions on appropriate attire for your function, please discuss this with your supervisor.

Personal Data Change: to be updated...

Personal Days: to be updated...

Personal Use of University Property: Classified employees are reminded that personal use of university telephones and copy machines should be kept to a minimum, and that excessive personal use of the campus mail service is not allowed. A complete list of UW System Classified Employee Work Rules is detailed in this handbook. Additional work rules may be established by management to meet special requirements of departments or work units or as circumstances require. Questions about phone and copy use should be directed to your supervisor.

Personnel Records: An official personnel file is kept in the Human Resources Office for every classified employee. Your personnel file contains items such as a position description, rate change documents and performance evaluations. You may review your file at any time by appointment. Employees should also contact the Office of Human Resources with any updated information relating to change of address and/or telephone number, change in marital status, etc. (10-97)

Physical Education Building: Faculty and staff of UW-Parkside may wish to use the Physical Education Building for recreational purposes. For more information, please read the brochure, "Regulations & Fee Schedule for Physical Education Building", or contact the Physical Education Office at 595-2245. You may view the Athletics web page at: http://www.uwp.edu/athletics/

Position Descriptions: Whenever a new employee is hired or a current employee moves into another position as a result of transfer, promotion, or demotion, the employee receives a copy of a position description for the position. The position description outlines the major goals and worker activities of a position. Whenever a substantial change occurs in the duties and responsibilities of a position, an updated job description should be completed and forwarded to the Office of Human Resources. In accordance with rules developed by the University of Wisconsin System Administration and the Office of State Employment Relations, position descriptions are to be updated every three years. (10-97)

Preschool and Children's Center (revised 11-96): The UW-Parkside Preschool and Children's Center serves UW-Parkside students and residents of the surrounding communities. The Center is state licensed. Programs follow the state requirements for child care centers and nursery schools.For more information, please contact the UW-Parkside Preschool and Children's Center, Box No. 2000, Wood Road, Kenosha, Wisconsin 53141, 595-2227.

Probationary Period: As a new employee or a newly promoted employee, you are required to serve at least a six month (1,044 hours) probationary period, or in the case of supervisory or managerial employees, 12 months. This period of time allows both you and your supervisor to decide whether you are suited to the job. The probationary period may be extended under certain circumstances. During this period, your supervisor will evaluate your skills, performance, progress and suitability for continued employment.

Promotion (revised 11-96): A promotion is a job change to a new, more responsible job with a higher classification and salary in your department or another department of the University or another state agency. Promotions are generally competitive and a written exam is usually required to determine qualifications and rankings of candidates. If you are promoted, you must serve a probationary period in this new position. In most cases, your salary is increased when you are promoted. You are eligible to compete in promotional exams immediately upon employment. Classified employees are encouraged to seek information on career advancement and promotions, to be aware of positions announced in the Current Opportunities Bulletin and the Servicewide Promotional Opportunities Bulletin.

Promotional Exams: Each employee with permanent status shall be eligible for up to 16 hours paid leave time each calendar year for the purpose of competing in no more than two (2) State Civil Service examinations which could make the employee eligible for promotion and for participating in employment interviews in connection with such examinations when such examinations and interviews are conducted during an employee's scheduled work time. An employee shall not be denied his/her request for time to participate in two (2) examinations each calendar year and interviews in connection with such examinations provided that five (5) work days notice has been given by the employee so that work coverage will not be interrupted. This time shall not exceed the number of hours reasonably required to attend the examinations and interviews, including travel time. (10-97)

Reclassification: A reclassification is the assignment of a filled position to a different classification resulting from logical and gradual changes in duties and responsibilities or the attainment of required education or experience by the incumbent. All jobs change over time and all changes will not warrant reclassification action, but if it is determined that your job has changed materially through normal progression, your position may be reclassified. You must be performing the changed duties for at least six months, meet the established standards of satisfactory performance or attain specified training or experience before you may be regraded in the position. If your position's duties have changed significantly, but the changes are not considered to be a result of normal progression and logical change, consideration of other qualified employees will generally be required. Competition is then held to fill the job, and a probationary period is required in the new position. An employee in the classified service who has reason to believe that the classification title of his/her position is not correct has the right to have the position formally reviewed or audited. Your department may request a reclassification or a formal position audit of your position.

Resignation/Reinstatement (revised 03/05): Should you wish to resign from the University you are required to submit a Termination Form and Separation Form prior to your last day. The letter of resignation will be maintained as a permanent part of your personnel file. All keys, uniforms, I.D. cards, and equipment issued by UW-Parkside must be returned. If you have attained permanent status in any classification and leave the classified service for reasons other than misconduct and with proper notice, you are eligible for reinstatement rights to any state agency within five years from separation. This means that you are able to be considered for openings at your classification level or lower without retesting. All classified employees who leave UW-Parkside are asked to attend an exit interview conducted by the Human Resources Office.

Safety: Your safety and that of co-workers is of great importance and a responsibility that we all share. Learn how to properly operate equipment and handle materials required in your job. Your supervisor will provide for instruction in safe practices and procedures. Be sure to report all unsafe conditions to your supervisor. If you have an accident, report it immediately to your supervisor no matter how minor the injury. Your supervisor will make sure that you receive medical attention for any injury sustained on the job. You must also complete an Occupational Accident report form for any such injury within 24 hours. You may view the Safety & Risk Management website at: http://www.uwp.edu/admin/safety/

Salary Adjustments: If you are a represented classified employee, your salary increases are dictated by the applicable bargaining unit. If you are non-represented, you will receive salary increases according to the provisions of the state classified employee pay plan. (10-29-04)

Sexual Harassment (03-05): Sexual harassment is a form of sex discrimination that is unlawful and contrary to the fundamental standards of a university community. Such behavior is defined as "unwelcome sexual advances, requests for sexual favors, and other physical conduct and expressive behavior of a sexual nature when:
  1. Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment or education;submission to or rejection of such conduct by an individual is used as the basis for academic or employment decisions affecting that individual;
  2. such conduct has the purpose or effect of substantially interfering with an individual's academic or professional performance or creating an intimidating, hostile, or demeaning employment or educational environment.

For more information please see the UW-Parkside Sexual Harassment Policy at: http://uwp.edu/staff/gov/adminplcy/policy36.htm or contact the Equity and Diversity Office, WYLL, 595-2369.

Shift Differential (5-93): Most employees are generally eligible for differential compensation if regularly scheduled to work between 6:00 p.m. and 6:00 a.m. or on Saturday and Sunday. The rates may vary so ask your supervisor which applies in your situation. Refer to the appropriate labor agreement under which you are covered.

Sick Leave (revised 03/05): Sick leave is defined as time off with pay for an absence from work due to illness or injury. Sick leave accumulates at the rate of five (5) hours for each 80 hours of work and may be used only to the extent to which it is earned. If you work less than full-time, sick leave is pro-rated. Sick leave can be accumulated and may be used to pay health insurance premiums upon retirement. You begin earning sick leave immediately upon employment, and it may be accumulated without limit. If you leave state service and reinstate within five years, accumulated unused sick leave is returned to your sick leave account.Sick leave may be used to temporarily care for immediate family members who are ill if necessitated by unexpected or emergency situations. It also can be used to attend the funeral of an immediate family member. Immediate family members include your parents, stepparents, foster parents, children, stepchildren, foster children, grandparents, brothers, sisters, aunts, uncles, as well as the immediate family members of your spouse and other relatives residing in your household.

Software Management Plan: As part of a University of Wisconsin-System Audit in 1992, the University of Wisconsin-Parkside agreed to develop and implement a software management plan. It is designed to help us track software licenses and to ensure that we are not infringing software copyright laws. Copies of this plan are available from the Information Services administrative office at extension 2221.

Tax Sheltered Annuity 403(b) Plan (revised 03/05): Under provisions of the Internal Revenue Code, University employees have a unique opportunity to purchase a tax sheltered annuity. Under a tax sheltered plan, an employee may, in lieu of compensation, have an annuity purchased by the University with the provision that the amounts paid for this annuity are currently not subject to either state or federal income tax. Only when the money is received by an employee or beneficiary in the form of a withdrawal, death benefit, or an annuity, does it become taxable. Please review the UW System web site at: http://www.uwsa.edu/hr/benefits/retsav/tsa.htm or contact the Human Resources Office, extension 2220.

Telephone Directory (revised 3/05): A campus phone directory may be obtained from the Union Information Desk, extension 2345 or information may be obtained from the UW-Parkside web site at: http://www.uwp.edu/search/

Telephone Use Policy: (revised 03/05)

General Telephone Use See the UW-Parkside Telephone Policy at: http://uwp.edu/staff/gov/adminplcy/policy65.htmLocal telephone calls made for personal reasons should be limited to essential and/or emergency situations only. Long distance (i.e. STS) telephone calls should be related to university business. The STS network is intended for governmental use and not personal use. Personal use of the state telephone system is addressed in the ethics code under Wisconsin Statutes S.19.45(5) and DER rules under ER PERS 24.4. If an emergency long distance call is made at work for personal reasons, the employee should charge the call to an individual home telephone or to a personal credit card. The university must be reimbursed for the long-distance calls not charged in this manner (see use of cellular telephones). Personal long distance charged to the university without express permission must be reimbursed and the employee may be disciplined accordingly. The only exception to this policy is when traveling on university business. Employees are allowed to charge one personal telephone call on a travel expense form if there is an overnight stay involved. Additional information is available in FPPP #36 under miscellaneous expenses, XIII. B. for conditions allowing telephone call reimbursement.

Authorization and Use of Cellular Telephones

  1. Cellular telephones may be used by UW-Parkside personnel who travel extensively and whose responsibilities would be enhanced by use of a cellular telephone. Assignment of cellular phones should be made primarily by the appropriate supervisor/departmental director who can justify the benefits to the university.Personal telephone calls are to be avoided. It is absolutely necessary to use a cellular telephone for personal calls, the costs are to be reimbursed by the billing period following the call. The Business Services Office can provide assistance in the procedure for reimbursement.
  2. Assignment and use of cellular telephones will be reviewed monthly by the Business Services Office.

Questions on this policy should be directed to Mary Ruetz, extension 2667.

Transfer (revised 03/05): A transfer is the movement from one classified position to another classified position within the same classification or counterpart pay range. Your salary may or not be adjusted, acording to the new grid placement

Travel (3/05): Meetings, meals, and overnight stays for business purposes may be reimbursed to an employee by completing a Travel Expense Statement. Contact your supervisor or the Business Services Office for additional information, or see the website at: http://www.uwp.edu/departments/business.services/travel.cfm

Uniforms and Protective Clothing: Uniforms or special types of clothing may be required in some departments for some types of work. Your supervisor will inform you if such clothing is required and how it is procured. All clothing provided by your department must be returned should you leave that department. It is your responsibility to wear personal protective items in accordance with all job safety requirements. Failure to do so may result in disciplinary action and a loss of benefits to you should you suffer an illness or injury.

University Activities Participation: All employees are encouraged to take part in UW-Parkside activities such as volunteer projects, educational experiences, University committees, etc. Such participation is always subject to supervisory approval, but supervisors are urged to allow participation whenever possible. The Chancellor does officially grant release time for employees for many University activities; however, it is understood that offices must still remain operational. If there are any concerns regarding paid or unpaid time off for such participation, please check with your supervisor. (10-97)

Use of State Property (3/05): A University employee shall not use, or allow the use of, state property, including property leased by the University, for private activities. No personal use may be made of the University's long distance telephone lines or the campus mail service. Local telephone lines may be used only for essential calls. Tools, equipment, or supplies that are the property of the University may not be borrowed for personal use. Laboratories, workshops, offices, and other areas not open to all staff or the general public may not be used for personal (non job related) projects or endeavors. (10-97)Also see the UW-Parkside Administrative Policy, "Use of University Property by Faculty & Staff Off of the University Of Wisconsin-Parkside Campus (Policy #62): http://uwp.edu/staff/gov/adminplcy/policy62.htm

Vacation (3/05): As a classified employee, you are eligible to take vacation with pay in accordance with the Rules of the Secretary, Office of State Employment Relations or applicable labor contract. You must have your vacation request approved by your supervisor in advance. For most employes, vacation is based on the following schedule:

Vacation Schedule

During the first 5 years 104 hours
5+ to 10 years 144 hours
10+ to 15 years 160 hours
15+ to 20 years 184 hours
20+ to 25 years 200 hours
25 years and thereafter 216 hours

Vacation may be used after six months of employment. Vacation is pro-rated if you work less than 12 months a year or on a less than full time basis, and if you terminate before the end of the calendar year. You earn vacation on all regular hours in pay status. All vacation hours for the year are given to you on January 1st. If you terminate before the end of the year, all paid but unearned vacation will be deducted from your paycheck.Vacation should be taken during the calendar year in which it is earned unless bargaining unit contracts specify otherwise. However, under most circumstances, extensions of up to six months may be granted by your supervisor if you are unable to use vacation during the first calendar year. Employees in most bargaining units earning vacation at a rate of 160 hours per year or more can elect to bank a portion of their vacation hours. Contact the Payroll Office (2256) for more information.

Vacation Carryover (10/07): Eligibility to carry over vacation to a subsequent calendar year is governed by each union contract for classified represented employees. Non-represented classified employees eligibility for carryover vacation is 16 hours automatic, 40 hours with supervisory approval.

Weather Emergency (3/05): In the event of inclement weather or hazardous travel conditions, you have three options if you are unable to report for work:
  1. You may request time off without pay.You may request the time off charged to your existing vacation or holiday time.
  2. Your supervisor may allow you to make up the time within the same work week.

Represented employees should see their contract for options.See the UW-Parkside policy at: http://uwp.edu/staff/gov/adminplcy/policy10.htm

Whistleblower Law: The purpose of this notice is to advise all employees of the University of Wisconsin-System Administration of the 1983 Wisconsin Act 409, known as the "Whistleblower Law," which provides procedures and protections for state employees who may wish to disclose information about a violation of any state or federal law, rule or regulation; mismanagement or abuse of authority in state and local government; a substantial waste of public funds; or a danger to public health and safety. The Act prohibits any retaliatory disciplinary action against an employee who discloses information regarding improper activities in state governmental units including the University of Wisconsin System, and outlines the procedures the employee must follow to obtain protection against employer retaliation. To obtain the protections under the Act, the employee shall either disclose the information in writing to his or her supervisor or a governmental unit designated by the State Personnel Commission. This requirement does not apply if an employee is disclosing information to his or her attorney, collective bargaining representative, or legislator. If a governmental unit conducts a full investigation, it shall keep the identity of the employee confidential if it is reasonably possible to do so. For further information on the law, it is suggested that you contact the System Administration Office of Human Resources (608/263-4390). For further information on the law, see Wisconsin State Statutes, subchapter III of chapter 230. (revised 3-06)

Wisconsin Act 177 (revised 3/05): The State of Wisconsin Act 177 became law on April 1, 1990. Specifically, the law states: Any person employed at an institution or center who witnesses a sexual assault on campus or receives a report from a student enrolled at the institution or center that the student has been sexually assaulted shall report to the dean of students of the institution or to the dean of the center. The dean of students or dean of the center shall compile reports for the purposes of disseminating statistical information under par.(a)1.b. If the victim wishes to remain anonymous, you may report the incident without including a name. However, because sexual assault is a crime and because it can have long lasting negative effects on the victim, you should strongly urge the victim to seek assistance through Student Health Services, the Counseling Center, University Police, or the Dean of Students Office. There are trained advocates on campus available to assist the victim. Additional referral and support are provided through the Women's Center (extension 2170) and the Women's Resource Center in Racine (633-3233). For additional information or clarification on the requirements of this state law, please contact Steve McLaughlin, Dean of Students, at extension 2419 or stop by Union 209.See the UW-Parkside Sexual Harassment Policy at: http://uwp.edu/staff/gov/adminplcy/policy36.htm

Work Rules, University of Wisconsin Classified Employee (8-94): Recent collective bargaining agreements with several employee associations provide that the employer establish reasonable work rules defined as and limited to "rules promulgated by the employer within its discretion which regulate the personal conduct of employees." The following work rules relating to personal conduct are issued by the University of Wisconsin System as part of its responsibility under law to inform all classified employees of personal conduct considered unacceptable as a University of Wisconsin employee. These rules are established so the University can attain its objectives in an orderly and efficient manner and are not intended to restrict the rights of employees, but rather to advise employees of prohibited conduct. Engaging in one or more of the following forms of prohibited conduct by a classified employee of the University of Wisconsin System may result in disciplinary action ranging from a reprimand to immediate discharge, depending upon the specific form of conduct and/or the number of infractions, pursuant to Sec. 16.28(1), Wis. Stats. and Wis. Adm. Code section Pers 23, or pursuant to existing collective bargaining agreements.

PROHIBITED CONDUCT

I. WORK PERFORMANCE

  1. Insubordination, including disobedience, or failure or refusal to carry out assignments or instructions. Loafing, loitering, sleeping or engaging in unauthorized personal business. Unauthorized disclosure of confidential information or records. Falsifying records or giving false information to other state agencies or to employees responsible for record keeping. Failure to provide accurate and complete information whenever such information is required by an authorized person. Failure to comply with health, safety and sanitation requirements, rules and regulations.
  2. Negligence in performance of assigned duties.

II. ATTENDANCE AND PUNCTUALITY

  1. Failure to report promptly at the starting time of a shift or leaving before the scheduled quitting time of a shift without the specific approval of the supervisor. Unexcused or excessive absenteeism. Failure to observe the time limits and scheduling of lunch, rest or wash-up periods.
  2. Failure to notify the supervisor promptly of unanticipated absence or tardiness.

III. USE OF PROPERTY

  1. Unauthorized or improper use of University property or equipment including vehicles, telephone or mail service. Unauthorized possession or removal of University or another person's private property. Unauthorized posting or removing of notices or signs from bulletin boards. Unauthorized use, lending, borrowing or duplicating of University keys.
  2. Unauthorized entry to University property, including unauthorized entry outside of assigned hours of work or entry to restricted areas.

IV. PERSONAL ACTIONS AND APPEARANCE

  1. Threatening, attempting, or doing bodily harm to another person. Threatening, intimidating, interfering with, or using abusive language towards others. Unauthorized possession of weapons. Making false or malicious statements concerning other employees, supervisors, students or the University. Use of alcoholic beverages or illegal drugs during working hours. Reporting for work under the influence of alcoholic beverages or illegal drugs. Unauthorized solicitation for any purpose. Inappropriate dress or lack of personal hygiene which adversely affects proper performance of duties or constitutes a health or safety hazard. Unauthorized or improper use or possession of uniforms, identification cards, badges, or permits.
  2. Failure to exercise good judgement, or being discourteous, in dealing with fellow employees, students or the general public.

These work rules do not constitute the entire list of violations for which employees may be disciplined. Other rules are provided by statute, by Administrative Code, and by administrative procedures established by management. Violations of these rules can also result in appropriate disciplinary action. Additional work rules may be established by management to meet special requirements of departments or work units or as circumstances require.

Worker's Compensation (revised 3/05): All employees of the University of Wisconsin-Parkside are covered under the Wisconsin Worker's Compensation Act. If you are injured while on the job, you may be eligible for medical and lost time benefits. Immediately report all work related injuries/illnesses to your supervisor and/or Human Resources, extension 2256. Any claims for medical compensation or lost time from work can be submitted for determination of payment only upon receipt of a completed Occupational Accident and Illness Report which is available from the Human Resources "Forms" web site at: http://oldweb.uwp.edu/admin/human.resources/staffinfo/formsandpublications/formspubs.htm#workerscomp

Conclusion: This handbook is a guide to help you understand the policies, procedures and regulations regarding your employment at the University of Wisconsin-Parkside. You will be informed of changes that occur. If you have any questions about material covered in this handbook or material not covered, ask your supervisor. If you need further clarification, contact the Human Resources Office (2204). Remember that if any portion of this handbook is in conflict with the provisions of an existing labor agreement or State Statute which applies to your position or situation, the provisions of the labor agreement or statute will apply.

 

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