Crafts Workers/Trades

The purpose of this operational policy is to provide compensation structures and benefits information for Crafts Workers at UW–Madison.

Functional Owner

Assistant Vice Chancellor for Human Resources

Executive Sponsor

Vice Chancellor for Finance and Administration

Policy Contact

Director, Titling and Compensation

Policy Summary

The purpose of this operational policy is to provide compensation structures and benefits information for Crafts Workers at UW–Madison.

Who This Policy Applies To

Crafts Workers at UW–Madison are skilled journeypersons in the following building trade titles:

  • Asbestos Worker
  • Bricklayer and Mason
  • Carpenter
  • Electrician
  • Elevator Constructor
  • Glazier
  • Crafts Worker
  • Lead
  • Painter
  • Plasterer
  • Plumber
  • Sheet Metal Worker
  • Steamfitter
  • Terrazzo and Tile Setter
  • Welder

*Effective July 1, 2015, Crafts Workers Supervisors, Shop Supervisor and Craft Operations Manager vacancies exempt from FLSA are filled as Academic Staff and are no longer subject to the provisions of this policy.

Rationale

In accordance with Wis. Stat. Chapter 230, compensation structures and benefits administration for Crafts Workers were provided in the State of Wisconsin Compensation Plan or an applicable collective bargaining agreement. Crafts Workers who were State of Wisconsin employees were compensated at an adjusted prevailing wage rate for their trade based on the 2009 prevailing wage rate. For individual employees, this prevailing wage rate was reduced by the value of state-provided employee benefits.

Effective July 1, 2015, compensation and benefits for UW–Madison Crafts Workers are administered according to this operational policy.

Policy Detail

  1. Compensation

    1. The pay of Crafts Workers with documented satisfactory performance will continue to be based on the adjusted rates established in 2009 by the State of Wisconsin Department of Workforce Development and/or with the Office of State Employment Relations Building Trades Rate Booklet.
    2. Crafts Workers are entitled to receive pay adjustments in accordance with Pay Adjustments however, they cannot receive base pay adjustments. Any adjustments awarded must be awarded as a lump sum.
  2. Additional Compensation

    1. Painters shall receive an add-on of $0.50 per hour for spray painting.
    2. Lead Crafts Workers may be provided an additional $0.50 per hour. Temporary lead Crafts Workers may be provided an additional $0.20 per hour.
    3. Crafts Worker Supervisors will be paid $1.00 per hour more than the adjusted prevailing rate for the highest paid craft worker supervised, or $1.00 per hour more than the adjusted prevailing rate for the craft in which they are considered a journeyperson, whichever is greater.
    4. Shop Supervisors will be paid $1.50 per hour more than the pay rate established in accordance with (c) above, for the highest paid Crafts Worker Supervisor supervised, or $1.50 per hour more than the adjusted prevailing rate for the craft in which they are considered a journeyperson, whichever is greater.
    5. Crafts Operations Manager(s) will be paid the greater of the following rates:
      1. $2.00 per hour more than the greater of the pay rates established in accordance with (c) or (d) above, for the highest paid Crafts Worker Supervisor or Shop Supervisor supervised, or
      2. $2.00 per hour more than the adjusted prevailing rate for the craft in which they are considered a journeyperson.

    Note: The additional pay for supervisors listed in (c), (d) and (e) above will always be based on the rate paid Crafts Workers as adjusted for the 100 hours of annual leave. The applicable adjusted prevailing rate is considered to be the base pay rate for pay administration purposes.

  3. Vacation

    1. Crafts Workers will be provided vacation time in accordance with Vacation including carryover provisions, except as indicated below.
    2. Crafts Workers have three vacation options. They will be granted 100 hours (12½ days) of vacation on an annual basis. They may elect an increased vacation allocation of either 140 hours (17½ days) or 180 hours (22½ days) with a corresponding reduction to their prevailing rate.
      1. Vacation will be prorated if a Crafts Worker is a part-time employee or is not employed for the entire calendar year.
      2. If an employee wants to elect a different vacation option, he or she must complete a Vacation Option Election – Wisconsin Building Trades Form no later than January 1. If no election is made by January 1, the employee retains the current vacation allocation.
    3. Crafts Workers are not eligible to bank unused vacation into a Sabbatical Account or an Annual Leave Reserve Account or receive a vacation cash-out at the end of the calendar year.
    4. If a University Staff Fixed-term Finite employee moves into a university staff position, the employee:
      1. Will not receive a payout of leave accumulated in the project appointment
      2. Will be allowed to change their vacation option at the start of the University Staff position
        1. If a new election is not made, the original election from the project will carry forward to the University Staff position.
        2. If an employee wants to elect a different vacation option, the employee must submit a written request using the Vacation Option Election – Wisconsin Building Trades Form. Any new election made for vacation will be prorated for the remainder of the calendar year.
  4. Personal Holiday

  5. Crafts Workers are not eligible for personal holidays.

  6. Health Insurance Premiums

  7. If a Crafts Worker, Crafts Worker Supervisor, Shop Supervisor, or Crafts Operation Manager chooses the health insurance offered by UW–Madison, that employee is required to pay the full cost of health insurance premiums as administered by the Department of Employee Trust Funds. See Wis. Stat. § 40.05(4)(ah).

  8. Eligibility for Supplemental Health Insurance Conversion Credits (SHICC)

    1. Crafts Workers are generally not eligible for Supplemental Health Insurance Conversion Credits (SHICC) as provided for in Wis. Stat. § 40.95. Crafts Worker supervisors, shop supervisors, and Crafts Operation Managers are eligible for SHICC.
    2. There are two situations in which Crafts Workers may be eligible for SHICC:
      1. If an employee works part time as Crafts Worker and part time in a non-Crafts Worker University Staff position
      2. If a Crafts Worker accepts a non-Crafts Worker University Staff position before retirement
  9. Master Plumbers License

  10. If a Crafts Worker is required to obtain or retain a Master Plumbers License, UW–Madison will annually reimburse the employee the difference between the cost of a Master Plumbers License and the cost of a Journeyman Plumbers License after the employee provides proof that he/she has acquired or retained the Master Plumbers License.

Consequences for Non-Compliance

If a school, college, or division fails to comply with this policy, delegation to set pay may be removed.

Employees who receive salaries or benefits that are not in compliance with this policy, Board of Regents policy, or Wisconsin State Statutes will have their salary or benefits adjusted and may be required to refund erroneous payments.

Supporting Tools

Vacation Option Election – Wisconsin Building Trades Form

Definitions

Crafts Worker: a UW–Madison employee who is a skilled journeyperson, including apprentices and helpers. The classification does not include employees who are not in direct line of progression in the craft.

Crafts Worker Supervisor: position that supervises Crafts Workers.

Journeyperson: an individual who has attained Journeyman status within their applicable trade

Prevailing Wage Rate: the amount paid by other employers in the same labor market for similar work. The rate is established by the State of Wisconsin Department of Workforce Development.

Shop Supervisor: position that supervises Crafts Workers.

Responsibilities

Office of Human Resources (OHR)
  • Provides oversight to ensure compliance with campus policy
  • Conducts periodic reviews of the policy with campus human resources departments
  • Implements changes to the policy as needed
  • Reviews all updates to prevailing rate information provided by the Wisconsin Department of Workforce Development
  • Conducts market surveys to inform pay structures for titles affected by the policy
  • Coordinates any necessary changes to HRS with the UW System Service Center
  • Implements and administers the annual vacation option election process for UW–Madison
  • Communicates employee revisions or necessary changes to HRS with the UW System Service Center
Deans and Directors
  • Ensures division human resource representatives are complying with campus policy
  • Communicates division compensation strategy to affected employees
College/School/Division HR
  • Ensures that all employees covered by this policy are paid in accordance with this policy
  • Ensures administrators, supervisors, and hiring managers are aware of, and comply with, this policy
  • Serves as the records custodian for all affected employees in the employing unit
  • Provides market and/or equity information to OH R on the structure of pay ranges
  • Administers the annual vacation option election process in that school, college or division
Supervisor
  • Conducts performance reviews on all employees supervised
  • Ensures employees complete the annual vacation option election form
Employee
  • Completes and submits the annual vacation option election form

Link to Current Policy

https://kb.wisc.edu/ohr/policies/page.php?id=53288

Links to Related Policies

Wisconsin State Statute 40.05 (4)(ah)

Wisconsin State Statute 40.95

Vacation

Other Links

UW–Madison Office of Human Resources Crafts Workers Adjusted Rates




Keywords:crafts, craftsworkers, trades, workers, compensation, benefits, vacation, holiday, health, insurance, rate, vacation, supervisor, employee, hours, adjust, option, provide   Doc ID:53288
Owner:OHR .Group:HR Policies
Created:2015-06-25 15:11 CDTUpdated:2015-07-08 17:26 CDT
Sites:HR Policies
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