General Information
Definition of Limited Term Employment
Limited Term Employment is defined as an appointment of a person to perform a grouping of duties and responsibilities on a non-project basis under conditions of employment which do not provide for attainment of permanent status (ER Pers. 10.01, WI Administrative Code.) Limited Term Employment is temporary work that could last for one day or could continue for an extended period of time.
Employment as an LTE does not guarantee permanent employment. LTEs must complete the Civil Service exam process in order to become eligible for permanent positions.
State law indicates that individuals hired as LTEs must be a resident of the State of Wisconsin, per WI Statute 230.26 (1m) (b).
If the individual to be hired is under age 18, a work permit must be completed.
No employee shall effectively recommend or decide to hire or promote another person when the person affected is a member of the employees immediate family, unless that person has been certified from an open or promotional competitive register. Additionally, an LTE may not be supervised by an employee who is a member of his/her immediate family.
Appropriate reasons for requesting an LTE
An LTE may be hired for short-term, recurring positions. These positions are of brief duration for anticipated peak periods such as at the beginning or end of the semester in text rental, or to assist with snow removal. These appointments are considered "additional help" for a department.
An LTE may be hired for short-term, non-recurring positions. These appointments are of longer duration, such as filling in for an employee on a leave of absence or an extended sick leave, filling a position pending recruitment for a permanent employee, or completion of work associated with a grant.
Inappropriate reasons for requesting an LTE
Inappropriate reasons for requesting a short-term LTE include filling in for an employee on vacation, converting student employees to LTEs when their student employee hours have expired, or hiring an individual for a very short-term position when duties assigned to the position could be performed by a permanent employee.
Hour Limitations
By state law, an LTE appointment is limited to 1,043 hours in a 12-month period. The date that an LTE starts work in a given position is their anniversary date for that position. The hours an LTE works in that position cannot exceed more than 1043 hours in the year following the anniversary date. The hours worked in a given appointment return to zero on the anniversary date each year. If an LTE has more than one position, there will be a different anniversary date for each position. If an LTE reaches the hourly maximum but the position is still needed, the individual must be terminated and a new LTE appointed. (The hourly limitation applies to the person, not to the position.) Personnel Services will contact the supervisor when the LTE is nearing the 1043 hour limit.
Multiple LTE Appointments
LTEs may have more than one appointment IF the appointments are in different positions. Different positions are identified by a variety of factors, such as:
All factors will be considered collectively; no one factor will be the determining factor. NOTE: A change in account code is not a factor in determining different positions.
Nepotism
No supervisor or appointing authority may recommend or make an LTE appointment when the person to be hired is a member of the employees immediate family. Immediate family is defined as parents, stepparents, grandparents, foster parents, children, stepchildren, grandchildren, foster children, brothers (and their spouses), or sisters (and their spouses) of the employee or the employees spouse, a son or daughter-in-law of the employee or the employees spouse, or other relatives of the employee or the employees spouse who are residing in the household of the employee, unless that person has been certified from an open or promotional competitive register. Additionally, no employee shall give preferential or favored treatment in the supervision or management of another employee who is a member of his/her immediate family.
Terminating LTEs
As temporary workers, LTEs can be released at any time from a position for unsatisfactory performance, budget restrictions, violations of work rules, or any other appropriate reason.
Hiring an LTE
Procedures for hiring an LTE
Determining LTE Pay Rates
By law, LTEs must be compensated at equal to or less than the classified minimum rate for their position. LTE rates are fixed by classification. Decisions on the current rates are set by the administration each year. When completing the LTE Request form, contact Personnel for the current rate. LTEs are eligible for the same type of supplemental compensation (e.g. overtime, weekend differential, night differential, etc.) as permanent employees in the same classification. However, LTEs cannot be granted compensatory time off and therefore must be paid overtime for all hours in excess of 40 per week.
Supervisors should also be aware that LTE's who are required to work on days that are state holidays for Classified employees (Labor Day, for example) must be compensated at the holiday rate. Since the University is officially closed on legal state holidays, LTE's should only be authorized to work in emergency situations.
In accordance with the State of Wisconsin Compensation Plan, the pay rate of an LTE may be at any rate up to the minimum hourly rate for the classifications counterpart in the permanent service. All LTEs must be paid at least at the State or Federal minimum wage, whichever is greater, unless a lower wage is authorized pursuant to Section 14 of the Fair Labor Standards Act (FLSA). Classification titles for LTE appointments are derived based on the duties of a position, and the appropriate classification will be determined by the Human Resources Office in accordance with the provisions of the limited term classification and pay schedule.
Limited term employees are paid only for actual hours worked. LTEs are eligible for the same type of supplemental compensation (e.g. overtime for hours worked over 40 in a workweek (Sunday Saturday), weekend differential, night differential, etc.) as permanent employees in the same classification and/or pay range. However, limited term employees cannot be granted compensatory time off and must be paid for all assigned extra hours worked. In addition, the amount of the supplemental pay is specified in the Compensation Plan, not in any Union contract. If an LTE is required by their supervisor to work on a holiday, hours worked will be paid at time-and-a-half.
LTEs paid below the maximum rates as determined by classification may have their wage rates adjusted by the appointment authority any time during the fiscal year, to a rate not to exceed the maximum, in accordance with the annual compensation plan. Any wage increase requests will be effective at the beginning of the pay period following receipt, unless specified otherwise. Please note that LTEs are not eligible to receive those wage rate adjustments to which permanent classified employees may be eligible, such as regrade resulting from reclassification, equity, increases implemented as a result of collective bargaining or performance rewards. In addition, the LTE employment end date should be reported as the actual last day of work.
Charging LTE pay and benefits to an account
Supervisors are responsible for evaluating the department's LTE budget before an LTE is hired. The supervisor should also monitor LTE expenditures to stay within the budget.
General-purpose revenue (102) accounts are charged for LTE pay. Fringe benefits are paid out of the University-wide fringe benefit account.
Program revenue (128), gift (133) and grant (144) accounts are charged for LTE fringe benefits. This includes the employer portion of Social Security, Wisconsin Retirement, Group Health and Group Life Insurance. The account will also be charged for Unemployment Compensation earned by a former LTE, up to 12 months after the LTE leaves the department.
LTE Responsibilities
A Criminal Background Check is required as a condition of appointment. It is necessary for the selected applicant to fully complete and return the Criminal Background Check form to Personnel Services. An individual may not commence employment until he or she has successfully completed a criminal background check, except under special circumstances.
All payroll forms need to be completed within the first three (3) days of employment. These include the I9, W-4, Equal Employment Opportunity self-identification, Selective Service (for males only), and direct deposit authorization forms. You will not be put on the payroll until the forms are completed.
The Limited Term Employment Request/Report (which will be mailed to you) should be signed and returned to Personnel Services. This form explains the rights, limitations and benefits of limited term employment.
LTEs must adhere to the University of Wisconsin System Classified Employee Work Rules.
If an LTE is interested in more LTE hours once an appointment has ended, contact Personnel Services. You will be given referral consideration for future LTE openings if you have the appropriate experience, qualifications, and an acceptable performance recommendation from your previous supervisor(s). You may be required to compete in the interview process upon referral to future openings.
Employment as an LTE does not guarantee permanent employment. LTEs interested in permanent Civil Service employment must complete the Civil Service exam process in order to become eligible for permanent positions. The WiscJobs website is the official employment website for State of Wisconsin Job Opportunities. (See information below.)
LTE Compensation & Benefits
Compensation
LTEs are paid only for actual hours worked. LTEs cannot be granted compensatory time off and must be paid for all assigned extra hours worked. In addition, the amount of the supplemental pay is specified in the Compensation Plan, not in any Union contract. If an LTE is required by their supervisor to work on a legal holiday, hours worked will be paid at time-and-a-half.
LTEs are eligible for night differential and weekend differential pay if required or scheduled by their supervisor to work during the qualifying time periods. Overtime is paid at time and one-half of their hourly rate for required work hours in excess of 40 hours in a workweek (Sunday through the following Saturday.) If the supervisor requires an LTE to work on a legal holiday recognized by the State of Wisconsin, the LTE will be paid at time and one-half for the required hours worked that day.
LTEs do not earn vacation, paid holidays, or sick leave, and are not eligible for performance awards, promotional examination leave, military leave, or time off with pay for jury duty, voting, or pre-induction physical examinations. With the exception of worker's compensation, unemployment compensation and social security coverage, other fringe benefits authorized by state statutes are denied the non-recurring limited term appointment.
Paychecks
Classified employees are paid on Thursdays on a biweekly basis. If a payday falls on a holiday, earnings are dated and distributed on the day before the holiday.
Itemized earnings statements are available online at https://myPoint.uwsp.edu. (Select the Administrative tab, and select 'View Earning Statements' from the Personnel & Payroll module.) The earnings statement shows base pay, gross and net (take-home) pay, night differential, overtime, and deductions. The three mandatory payroll deductions are: federal taxes, state taxes, and social security (FICA) taxes. Federal and state income tax deductions are based on your gross income and the number of exemptions you claimed on the W-4 form you completed when you were hired. Changes in the number of exemptions can be made in Personnel Services by filling out a new W-4 form. Voluntary deductions may be authorized for health insurance, life insurance, income continuation insurance, tax deferred annuities, credit union, parking, or charitable contributions.
Direct Deposit
By completing the Direct Deposit form, paychecks will be deposited directly into an employees account at any financial institution of the employees choice.
Pay Periods
The pay period is composed of two consecutive weeks, beginning midnight on Sunday and ending 11:59 p.m. Saturday. The normal work week consists of forty hours scheduled between Sunday and the following Saturday. An individuals working hours and workdays depend on departmental requirements and the nature of the position held.
Time Sheets
An LTE must complete a time sheet, on the same bi-weekly schedule as permanent employees. Time sheets must be signed by the LTE, submitted to supervisor for approval and signature, and forwarded to the Payroll Office by 9:00 a.m. of the Monday following the end of the bi-weekly pay period.
It is the supervisors responsibility to assure the accuracy of the LTE timesheet before submitting it to the Payroll Office. Inaccurate timesheets may result in delayed payment and knowingly falsified timesheets may result in discipline and/or termination of employment.
Time sheets are available from the supervisor, Personnel Services, or in Public Folders (All Public Folders / University Offices, Services, Governance / Business Affairs / Personnel Services / Payroll Information/Time Sheets / Time Sheet - LTE.)
The time sheets on file in the Payroll Office will be considered the official records of attendance, classification, salary, etc.
Benefits
Generally, Limited Term Employees receive minimal benefits. Under certain circumstances, LTEs may be eligible for retirement and insurance coverage. (See Wisconsin Retirement System (WRS) section below.)
Wisconsin Retirement System (WRS)
Limited Term Employees who are on a recurring appointment and are anticipated to work at least 600 hours for a 12-month period may be eligible to participate in the Wisconsin Retirement System (WRS). A recurring LTE may also eligible for retirement benefits when they have more than one appointment and at least one appointment meets the specific retirement participation criteria. In these cases, retirement deductions will be made on the total salary paid. For those LTEs eligible to participate in retirement benefits, the States contribution is effective immediately.
If the appointment does not meet these criteria, the appointment will be monitored for one year. If during the monitoring period, the LTE works at least 600 hours, they will be covered by WRS beginning with the first pay period after completing one year of employment. Personnel Services will inform the supervisor and the LTE when they are eligible for WRS. The LTE will have 30 days from the date they become eligible for WRS to apply for insurance benefits.
When an LTE is eligible for the Wisconsin Retirement System, they become eligible to participate in state health and life insurance programs, income continuation, accidental death and dismemberment, and major medical insurances. In order to be eligible to participate, LTEs must serve a six-month waiting period before the States contribution is effective, comparable to all State Classified new employees.
Social Security
LTEs are covered by Social Security. The Social Security taxes deducted from your paycheck are matched by the State of Wisconsin. The taxable wage base and tax rate are subject to periodic adjustments.
Workers Compensation
If an LTE who is employed on campus is injured as a result of work related activities, s/he is covered by Workers Compensation. By law, accidents or injuries must be reported immediately to the supervisor no matter how slight, and within 24 hours to the Workers Compensation/Risk Management Coordinator at 346-3901. Failure to do so could result in a loss of compensation, payment of medical bills, etc. Report forms can be obtained from the UWSP Health and Safety Manual or the Safety and Loss Control Office in the George Stien Building.
Unemployment Compensation
An LTE is covered by Unemployment Compensation insurance and may be eligible for unemployment benefits upon termination of their limited term employment. Application for these benefits is made at a state Job Service Office. The benefit amount is prorated according to the number of weeks worked and wages earned.
Family & Medical Leave Act (FMLA)
Under the Federal Family and Medical Leave Act (FMLA) and the Wisconsin Family and Medical Leave Act (WFMLA), an LTE may be eligible for unpaid time off for up to 6 weeks (WFMLA) or 12 weeks (FMLA) for maternity or paternity leave in connection with the birth or adoption of a child of the LTE; the care of an LTEs child, spouse or parent with a serious health condition; or for the LTEs own serious health condition which causes the LTE to be unable to perform their assigned duties. Check with Staff Benefits for details.
Paying for insurance when off the payroll
Employees must notify the Staff Benefits Office any time they are going to be off the payroll for an entire pay period. The employee may be required to write a personal check to cover the premiums. If premiums are not paid in the proper pay period, cancellation of coverage may result. For employees covered by Group Health Insurance, this may result in having a 180-day waiting period for pre-existing conditions upon re-application for coverage. Employees covered by life insurance may have to prove insurability in order to re-apply
Who to Contact
Miscellaneous Information
The University Child Learning & Care Center (UCLCC) accepts children of all UWSP employees and students. UCLCC is located in Delzell Hall. Call ext. 4370 for information.
LTEs are eligible to join the UWSP Credit Union, located at 809 Division St. For details on services available call 345-9600.
Drug Free Workplace
Congress has enacted the Drug-Free Workplace Act of 1988 which places certain responsibilities on the University as the recipient of federal grants and contracts. Pursuant to the federal requirements and in keeping with current university policy, all UW-Stevens Point employees are reminded that university rules, policies and practices prohibit the unlawful manufacture, distribution, dispensing, possession or use of controlled substances on all university property and worksites. Any employee who engages in any of these actions on university property or the worksite or during work time may be referred to counseling or treatment, and may be subject to disciplinary action up to and including discharge.
Employees who are convicted of any criminal drug statute violation occurring in the workplace must notify their dean, director, or department chair within 5 days of the conviction if the employees are employed by the university at the time of the conviction.
Employees who have problems with alcohol or controlled substances are encouraged to voluntarily contact their Employee Assistance Program (EAP) in Delzell Hall, ext. 3553. Referral for treatment may be recommended if its in the best interests of the university and the employee. Voluntary contacts with the EAP coordinator may remain confidential.
Email Account
All UWSP employees need to have an email account. An account is created when the Department Information Manager (DIM) adds a new person to their department listing in the Campus Information Maintenance System. To determine who the DIM is for a department, check this website: http://campusinfo.uwsp.edu/dimslist.asp.
Grievances
Discuss your work related problems with your supervisor. If you are not satisfied, contact Personnel Services for assistance. If your grievance is one that you feel violates your civil rights, contact the Equity and Affirmative Action Office at ext. 2002.
Health & Wellness Programs
Allen Center offers a variety of programs and classes for health & wellness. For more information, go to http://www.uwsp.edu/centers/healthwellness/index.asp.
The Employee Wellness Program offers employees opportunities to engage in making healthy lifestyle choices. For more information, go to http://www.uwsp.edu/HPHD/empwell/.
ID Card
Identification cards are not required, but are available from the Point Card Office, Room 206, Dreyfus University Center. For information call ext. 2012.
If you have personal problems that may affect your job performance, contact the Employee Assistance Program (EAP) at extension 3553.
All vehicles in University parking lots must have a valid parking decal for the lot in which they are parked. For information, contact Parking Services, Room 101B, George Stien Building, or call ext. 3900.
Training
To attend an on campus workshop (e.g., a computing workshop) or seminar, approval from your supervisor must be obtained before registering. Cost to attend and time off from work must also be approved.
Permanent Classified Positions
Most permanent Classified positions require an application and an examination to measure an applicants qualifications. Depending on the type of job, the exam may be a written multiple choice Civil Service exam, a rating of training and experience (Objective Inventory Questionnaire), a performance test, or some combination of these or other types of exams. Application requirements vary for different jobs. Each job listed in the WiscJobs Bulletin includes specific application instructions.
Information on UWSP vacancies and current Civil Service exams being given that may be used to fill vacancies on our campus is available by calling 346-2606 from a touch-tone phone and choosing option 1 or on the UWSP Personnel Services website, www.uwsp.edu/personnel/jobs/openings.aspx.
The WiscJobs Bulletin lists vacancies throughout the state. It is available at UWSP Personnel Services, local Job Centers, or at the Wiscjobs web site - http://wisc.jobs. Job announcements for all current vacancies are also available at the Wiscjobs website.
For jobs requiring a multiple choice exam, report to an exam location on the date listed in the WiscJobs Bulletin. The exams are held on the 2nd Saturday of each month, beginning at 8:30 a.m. The exam centers closest to Stevens Point are at the Wausau Technical College and the Wisconsin Rapids Technical College. Complete the Application for State Employment (http://oser.state.wi.us/docview.asp?docid=1121) and take it to the exam site. Individuals may take more than one exam, but must complete all exams in the allotted four hours. There is no charge to take an exam. Statewide exams create registers that will be used to fill vacancies throughout the state for the six to twelve months following the exam.
A Notice of Examination Results will be mailed several weeks after the exam. If an applicant ranks within the top 10% of those taking the exam, the applicant may be invited to interview for a permanent position. A register of applicants who pass the exam and are eligible to be interviewed is created. Registers are normally used for 3 to 12 months. Most scores are valid for six months from the date of the exam. If the same exam is offered within six months from the date an individual took the exam, the exam may not be taken again. However, an individual may to apply their score to the new exam date by reusing the score. An Application for State Employment should be completed, marking the Score Reuse box in the upper right-hand corner of the form, and mailed to DMRS, P.O. Box 7855, Madison, WI 53707-7855.
When applying for civil service positions, please keep the following in mind:
Custodial Positions
Custodial positions are filled using a computer generated random ranking system. There is no exam. About every six months, an ad will be placed in local newspapers and an announcement will be published in the WiscJobs Bulletin. Applications are accepted year round. Interested individuals must submit an Application for State Employment to Personnel Services, 133 Old Main Building.