HR Policies HR Policies Glossary

The amount of sick leave, vacation, vacation carryover, personal holiday, legal holiday and banked leave an employee has earned based on the number of hours in pay status.

A salary increase (may be temporary or permanent).

University Staff titles that are in pay schedule 03 (e.g., custodian, food service assistant, food retail/catering leader and food production assistant) and in multiple-shift environments (e.g., first shift, second shift and third shift).

The reallocation or termination of resources by a university management decision that may result in staffing reductions in a program or operational area.

Process in which OHR helps divisions manage the recruitment, assessment and selection of high-volume and continuously recruited positions (e.g., custodial positions).

When a temporary employee works two or more TE appointments at the same time.

When a temporary employee works two or more TE appointments back-to-back.

Employment in a leave-earning position within the University of Wisconsin System or the State of Wisconsin that has not experienced a break in service longer than the reinstatement period for the applicable employment category. Continuous employment will be counted in determining an employee’s length of continuous service.

All the time in a position with a State of Wisconsin agency as defined in Wis. Admin. Code § ER 18.01(3) or with the UW System in a position with an expectation for continued service, adjusted for any breaks in service. Continuous service at the University of Wisconsin System does not include time served in positions that are ineligible for leave per UW–Madison Campus-wide Operational Policy: Sick Leave.

Position that supervises Crafts Workers.

All time during which an employee is required or permitted to work, or to wait for work, when the employee is unable to use the working or waiting time effectively for his or her own purpose.

Standard recruitment process that requires that applicants be currently employed at UW–Madison.

A group of employees in a single title from which the layoff will be made. The layoff group will generally include all employees in a particular operational area that are in similar, although not necessarily identical, titles, pay ranges and/or functions.

The period starting with the effective date of the layoff and ending with the revocation of the employee’s mandatory placement rights or upon reemployment at UW–Madison.

When an employee’s doctor or treating specialist has identified work restrictions, the university may offer the employee light or modified duty work. Light or modified duty work is defined as less physically demanding duties until the employee has reached end of healing, or is able to return to their previous position with or without restrictions

A one-time payment to an employee that does not increase the employee's salary.

An employee who is responsible for supervising two or more FTEs but is not exempt from the overtime provisions of the Fair Labor Standards Act, as indicated in the employee’s position description.

The rights and privileges attained upon successful completion of an original probationary period or career-executive trial period required upon an appointment to a permanent position.

The employee’s regular rate times 1.5.

A document created by division HR in collaboration with division leadership, and approved by OHR which provides overall guidelines for recruitment, assessment and selection. It outlines the division’s expectations of specific steps, processes and requirements for recruitment, assessment and selection and identifies plans and procedures to increase diversity.

When a temporary employee continues in the same position each year.

The average hourly rate actually paid to the employee as straight time pay for all hours worked in the workweek or work period, including all remuneration for employment paid to, or on behalf of, the employee. An exception is any payment specifically excluded from the calculation of the regular rate under the FLSA and related federal regulations.

Position that supervises Crafts Workers.

Merit-based process used to fill most vacancies. This process allows UW–Madison the flexibility to target specific skill sets as well as a diverse pool of qualified candidates. The process is open to all qualified candidates and does not require that applicants be employed at UW–Madison.

All time employed by the State of Wisconsin in either the Unclassified, Classified or University staff service in a permanent capacity, adjusted for breaks in service, shall be counted in determining an employee’s length of continuous service. This excludes time served as a Limited Term or Project Employee.

All time employed by UW–Madison in either the Unclassified, Classified or University Staff service in a permanent capacity, adjusted for breaks in service, shall be counted in determining an employee’s length of continuous service. This excludes time served as a temporary or project employee.