Subject - University of Wisconsin–Madison
|Subject |Contract Language |Comp Plan Language |Compensation Plan and/or Statutory Language |
| | | |Reference |
|Wages |2008-2009 Rates |2011-2012 No GWA 2012-2013 No |Section A-2.01 |
| | |GWA | |
|Overtime |Hours in Pay Status |Time and a half (150%) for hours worked in excess|Section A – 4.03 |
| | |of forty (40) hours per workweek. | |
|Discretionary Merit Compensation (DMC) |N/A |Replaces DCAs |Section J |
| | |Based on merit, equity & retention | |
| | |Broadband titles eligible for base-building | |
| | |adjustment & lump sum | |
| | |Non-broadband (e.g. WSEU) titles eligible for | |
| | |lump sum merit adjustment only | |
| | |No funding | |
| | |Approval required from OSER | |
|Call-Back/Call-In Pay |2.5 Hours Pay or 4 Hours Work |2 Hours Pay |Section A, 4.10 |
|Damaged Personal Articles |Actual value per incident |$100 max per incident |Section G, 2.02 |
| |$75 max per watch |$75 max for watch | |
|Differentials | | | |
|Night |$0.45/hour |$0.45/hour for non-exempt employees. Exempt |Section A, 4.05 |
| | |differential is at management discretion. | |
|Weekend |$0.60/hour |$0.60/hour for non-exempt employees. Exempt |Section A, 4.06 |
| | |differential is at management discretion. | |
|Eye Protection & Exams |Employer pays for entire cost of exams and |Employer pays for cost of exam and glasses for |Section G., 4.03 |
| |glasses when safety glasses are required |safety glasses (when required) that is not | |
| | |covered by the health insurance program. | |
|Health Insurance |Monthly Premiums |Monthly Premiums |In accordance with Act 10 |
| | | | |
| |2009 |2011 | |
| | | | |
| |Single Family |Single Family | |
| | | | |
| |Tier 1 $31.00 $78.00 |Tier 1 $84.00 $208.00 | |
| | | | |
| |Tier 2 $69.00 $173.00 |Tier 2 $122.00 $307.00 | |
| | | | |
| |Tier 3 $164.00 $412.00 |Tier 3 $226.00 $567.00 | |
| | | | |
| | | | |
| | | | |
| | |Monthly Premiums | |
| | | | |
| | |2012 | |
| | | | |
| | |Single Family | |
| | | | |
| | |Tier 1 $81.00 $201.00 | |
| | | | |
| | |Tier 2 $118.00 $297.00 | |
| | | | |
| | |Tier 3 $219.00 $548.00 | |
| | | | |
|Holiday Premium Pay |Premium pay and equivalent comp time off at a |Comp Time or Premium Pay |Section A, 4.11 |
| |later date | | |
|On Call |1 hour comp time or pay for each calendar day |N/A | |
|Leave for Promotional Exams & Interviews |24 paid leave time/year |16 hours paid leave/year and no more than 2 |ER 18.12 |
| | |examinations/year | |
|Protective Footwear |$30.00 per year |$30.00 per year |Section G 4.02 |
|Reinstatement/Restoration Eligibility |5 years from layoff date |Restoration: 3 years from layoff date |ER 16.025 |
| | |Reinstatement: 5 years from separation date | |
|Retirement Contribution |Employee to pay share of the WRS contribution |Employee to pay share of the WRS contribution |In accordance with Act 10 |
| |rate (2011-5.8%) |rate (2011-5.8%) | |
|Sabbatical |Sabbatical leave available at all levels in |Sabbatical leave available once annual leave is |s. 230.35 (1p) |
| |conjunction with a determined amount of sick |earned at the 160-hour rate | |
| |leave | | |
|Semi-Automatic Progression |N/A |N/A | |
|Sick Leave |5 Hours per pay period |5 hours per pay period |ER 18.03 |
|Standby |$18.00/8 hours |$2.25/hour |Section A, 4.09 |
|Supplemental Pay |N/A |N/A | |
|Uniforms |Monatary allowances can be provided. |N/A | |
|Vacation |104 Hours – First 5 Years |104 Hours – First 5 Years |s. 230.35 (1) |
| |144 Hours – Up to 10 Years |144 Hours – Up to 10 Years |WHRH Chap. 716.040 |
| |160 Hours – Up to 15 Years |160 Hours – Up to 15 Years | |
| |184 Hours – Up to 20 Years |184 Hours – Up to 20 Years | |
| |200 Hours – Up to 25 Years |200 Hours – Up to 25 Years | |
| |216 Hours – 25 and Over |216 Hours – 25 and Over | |
|Add Ons: | | | |
|Power Plant Asst/Operator/In-Charge |$2.00/hour Charter Street |$2.00/hour Charter Street |Section A., 4.21 |
|Bilingual Skills |N/A |$1.00 per hour if PD requires employee to speak |Section A 4.28 |
| | |or translate a language other than English. | |
Pay Administration Provisions for Pay Ranges: 03-08 thru 03-17
|Employee Movement |Contract |Comp Plan |Comp Plan Location |
|PAY ON COMPLETION OF ALL PAY TRANSACTIONS |Minimum of pay range or grid point that corresponds with|On completion of any personnel transaction, the |Section E, 4.02 |
|(MINIMUM REQUIREMENT FOR EMPLOYEES OTHER THAN |employee’s grid seniority |employee shall receive a base pay rate no lower than| |
|TRAINEES) | |the minimum of the appropriate pay range. | |
|PAY ON ALL UPWARD MOVEMENTS (PROMOTION; |Grid point that corresponds with employee’s grid |Rate of pay increased by the Range Adjustment Amount|Section E, 4.02 |
|REGRADE ON RECLASSIFICATION TO A HIGHER CLASS OR|seniority -or- |(RA) for the pay range of the position to which the | |
|REALLOCATION TO A HIGHER CLASS) |current base pay rate –or- |employee is moving. | |
| |if the employee’s current base pay rate is greater than |Receive an RA for each pay range employee moves up, | |
| |the grid endpoint of the old class, the employee’s |to a maximum of three RAs. | |
| |current base pay rate plus the difference between the | | |
| |grid endpoint rate of the new class and the grid | | |
| |endpoint rate of the old class. | | |
|VOLUNTARY DEMOTIONS OTHER THAN DEMOTION IN LIEU |Grid rate for the new class that corresponds to the |Rate of pay decreased by the Range Adjustment Amount|Section E, 4.02 |
|OF LAYOFF |employee’s grid seniority. |(RA) for the pay range starting with the pay range | |
| |If the employee’s grid seniority level is greater than |the employee is leaving. | |
| |or equal to the seniority level corresponding to the |Decrease an RA for each pay range employee moves | |
| |grid endpoint for the new class, the employee’s base pay|down, to a maximum of three RAs. | |
| |will be set at the greater of the following rates: | | |
| |a. the grid endpoint rate, | | |
| |b. the employee’s current pay rate, decreased by $1.00 | | |
| |for each pay range the employee is demoting. | | |
|ALL OTHER DOWNWARD MOVEMENTS (INVOLUNTARY |a. the grid rate for the new class that corresponds to |Present rate of pay. |Section E, 4.02 |
|DEMOTIONS, VOLUNTARY DEMOTIONS IN LIEU OF |the employee’s grid seniority; or | | |
|LAYOFF OR AFTER BEING DESIGNATED AS AT RISK OF |b. the employee’s current base pay rate. |If the present rate of pay exceeds the pay range | |
|LAYOFF UNDER 8/2/1, AND REGRADE ON | |maximum, the employee shall receive a TTR for two | |
|RECLASSIFICATION OR REALLOCATION TO A |If the downward movement results in the |years. The fIrst day of the pay period following the| |
|LOWER CLASS) |employee retaining his/her current base pay rate, such a|expiration of the employee's TTR, the employee's pay| |
| |rate will remain in effect |rate shall be reduced to the maximum of the pay | |
| |for a period of two (2) years from the transaction |range into·which they demoted. If at expiration of | |
| |effective date (“temporary |the TTR period the pay range maximum exceeds the | |
| |transaction rate”). Upon expiration of the temporary |employee's TTR, the employee's TTR will become the | |
| |transaction period, a personnel transaction that |employee's present rate of pay. | |
| |provides a higher base pay rate, or upon movement out of| | |
| |the WSEU bargaining units, whichever occurs earlier, the| | |
| |employee’s current pay will be set in accordance with | | |
| |the provisions for demotion under E/1, of this Appendix.| | |
|TRANSFERS WITHIN THE SAME BARGAINING UNIT; |Grid rate or current rate of pay, whichever is greater |Current rate of pay |Section E, 4.02 |
|REGRADE ON RECLASSIFICATION OR REALLOCATION TO | | | |
|THE SAME OR COUNTERPART PAY RANGE; AND MOVEMENT | | | |
|BETWEEN LETTERED LEVELS OF THE SAME | | | |
|CLASSIFICATION | | | |
|TRANSFERS BETWEEN BARGAINING UNITS |An employee’s base pay will be set at the grid rate for |Current rate of pay |Section E, 4.02 |
|(EXCEPT THOSE NOTED IN 3., BELOW) |the new class that corresponds to the employee’s grid | | |
| |seniority. If the employee’s grid seniority level is | | |
| |greater than the seniority level | | |
| |corresponding to the grid endpoint for the new class, | | |
| |the employee’s base pay will be set at the grid endpoint| | |
| |rate. If the employee’s grid seniority level is less | | |
| |than the lowest seniority level for the new class and | | |
| |the employee previously attained permanent status in | | |
| |class, the employee’s base pay will be set at the | | |
| |minimum rate for the new class. | | |
|TRANSFERS BETWEEN BARGAINING UNITS |An employee’s base pay will be set at the greater of the|The employee shall continue to |Section E, 4.03 |
|INVOLVING INVOLUNTARY TRANSFERS, TRANSFERS IN |following rates: |be compensated at their present rate of pay. | |
|LIEU OF LAYOFF OR TRANSFERS AFTER BEING |a. the grid rate for the new class that corresponds to |If the employee's present rate of pay exceeds the | |
|DESIGNATED AS AT RISK OF |the employee’s grid seniority; or |pay range maximum, the employee shall receive a TTR | |
|LAYOFF UNDER 8/2/1 |b. the employee’s current base pay rate. |for two years. The fIrst day of the pay period | |
| | |following the expiration of the TTR, the employee's | |
| |If the lateral movement results in the employee |pay rate shall be reduced to the maximum of the pay | |
| |retaining his/her current base pay rate, such a rate |range. If at expiration the pay | |
| |will remain in effect for a period of two (2) years from|range maximum exceeds TTR, the TTR will become the | |
| |the |present rate of pay. | |
| |transaction effective date (“temporary transaction | | |
| |rate”). Upon expiration of the | | |
| |temporary transaction period, a personnel transaction | | |
| |that provides a higher base pay rate, or upon movement | | |
| |out of the WSEU bargaining units, whichever occurs | | |
| |earlier, the employee’s current pay will be set in | | |
| |accordance with the provisions for | | |
| |transfer under F/2, of this Appendix. Upon termination | | |
| |of the temporary | | |
| |transaction rate for any of the reasons identified | | |
| |above, the adjusted current pay rate will be used when | | |
| |determining the appropriate pay rate for the subsequent | | |
| |personnel transaction, unless otherwise provided in this| | |
| |Appendix. | | |
|PAY ON REINSTATEMENT |An employee’s base pay will be set at the grid rate for |Last rate received plus intervening compensation |Section E, 4.02, ER 29.03(6) |
| |the class to which reinstated that corresponds to the |plan adjustments | |
| |employee’s grid seniority. If the employee’s grid | | |
| |seniority level is greater than the seniority level | | |
| |corresponding to the grid endpoint for the class, the | | |
| |employee’s base pay will be set at the grid endpoint | | |
| |rate. If an employee’s grid seniority level is less than| | |
| |the lowest seniority level for the class to which | | |
| |reinstated and the employee previously attained | | |
| |permanent status in class, the employee’s base pay will | | |
| |be set at the minimum rate for the class to which | | |
| |reinstated. | | |
|RESTORATION (ALL, INCLUDING RESTORATION |a. Upon restoration to a position at the same pay range |Last rate received plus intervening compensation |Section E, 4.02, ER 29.03(7)(b)(c)(d)(e) |
|UNDER 8/6/2 OR 8/6/3, AND EXCEPT AS PROVIDED |and in the same bargaining unit as the class from which |plan adjustments | |
|UNDER 2, BELOW). |restoration ights are derived, an employee’s base pay | | |
| |will be set at the greater of the following rates: | | |
| |(1) the grid rate for the class to which the employee is| | |
| |restored that corresponds to the employee’s grid | | |
| |seniority, or | | |
| |(2) the employee’s last rate of pay | | |
| |received in the position from which restoration rights | | |
| |are derived, plus any | | |
| |intervening adjustments under s. ER 29.04(13) or (14), | | |
| |Wis. Adm. Code. The | | |
| |adjustments applied to the employee’s last rate of pay | | |
| |received will be those applied to the class from which | | |
| |the restoration rights are derived. | | |
| | | | |
| |b. Upon restoration to a position at a counterpart pay | | |
| |range from that of the position from which restoration | | |
| |rights are derived, an employee’s base pay will be set | | |
| |at the grid rate for the class to which restored that | | |
| |corresponds to the employee’s grid seniority. If the | | |
| |employee’s grid seniority is greater than the seniority | | |
| |level corresponding to the grid endpoint for the new | | |
| |class, the employee’s base pay will be set at the grid | | |
| |endpoint rate. | | |
| | | | |
| |c. Upon restoration to a position at a lower pay range | | |
| |from the position from which restoration rights are | | |
| |derived, an employee’s base pay will be set in | | |
| |accordance with the provisions under E/2, of this | | |
| |Appendix, relating to demotions other than those that | | |
| |are voluntary. | | |
|RESTORATION UPON NON-COMPLETION OF |Grid rate –or - |Last rate received plus intervening compensation |Section E, 4.02, ER 29.03(7)(b) |
|PROBATION UPON PROMOTION WITHIN AN AGENCY UNDER |If the employee’s grid seniority level is greater than |plan adjustments | |
|S. ER MRS |the seniority level corresponding to the grid endpoint | | |
|14.03(1), WIS. ADM. CODE (PROMOTIONS BETWEEN |for the new class, the employee’s base pay will be set | | |
|BARGAINING UNITS |at the grid endpoint rate. | | |
|ONLY) | | | |
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