The UW is self-funded for unemployment insurance (UI). If the employee leaves the university, applies for UI, and is awarded UI by the state, UI payments are charged to the PI’s accounts. Please note:

• UI will be charged to PI accounts regardless of reason for leaving. Voluntary resignations will be contested by the UW, but in most cases, UI will be awarded to the former employee regardless of termination reason.
• If the staff person is leaving voluntarily at the end of their appointment period, you should obtain documentation from the employee stating that they are choosing not to continue their appointment.
• UI payments cannot be charged to sponsored funds.
• Maximum UI payment as of 4/09/2024 is $370/week for up to 26 weeks.

Staff are entitled to specific notice periods before a budgetary nonrenewal or layoff can be made effective.

• HR must be notified as soon as the PI becomes aware that a layoff or nonrenewal is imminent due to budget changes.
• Layoffs and non-renewals typically take eight weeks or more to process through HR before the layoff can be effective.
• PIs are responsible for continuing to pay the staff person until the layoff or nonrenewal is effective.
• Nonrenewal and layoff notice periods vary from two months to three years. Before hiring staff positions, please review the details on layoffs and non-renewals on the L&S Gateway website.

Fringe rates for Academic Staff (i.e. Scientist) and University Staff (i.e. Technical) are much higher than fringe rates for other employee categories. See: https://rsp.wisc.edu/chap4/rn/rn23-2.cfm

Consider the following when hiring a person into a potentially WRS-eligible position:

• WRS employee contributions are ~7% of gross earnings, and health insurance premiums increase significantly when a position becomes WRS-eligible. Staff net pay can be reduced when moving from a postdoc to a staff position (i.e. Scientist) if the salary is not set high enough.
• WRS-eligible positions earn paid leave time. If the leave is not used, it must be paid out to the staff person at the end of the appointment, except in the case of layoff or nonrenewal.
• If an H-1B is needed, you will be required to pay at the prevailing salary rate. As of April 9, 2024, the minimum prevailing salary rate for a Scientist has typically been $65,000/year. However, each request is reviewed separately upon H-1B application and renewal. There is always potential for the prevailing salary rate to increase upon review. PIs also pay the H-1B fees, which can be several thousand dollars.
• Most staff positions earn nearly six weeks of vacation/personal leave annually. This leave accumulates and is paid to the staff member upon termination, unless the layoff process is followed. The cost of accrued leave payouts is charged to the PI’s grants.