Transition to Compensation Plan:

Administrative Support (AS) Contract vs. 2011-2013 Compensation Plan

The 2011-2013 Compensation Plan has an anticipated effective date of January 1, 2012

Subject / Contract Language / Comp Plan Language / Compensation Plan and/or Statutory Language Reference
Wages / 2007-2008 GWA 2%
2008-2009 GWA 1% / 2011-2012 No GWA 2012-2013 No GWA / Section A-2.01
Overtime / Time and a half (150%) for all hours in pay status which are in excess of forty (40) hours per workweek / Time and a half (150%) for hours worked in excess of forty (40) hours per workweek. / Section A 4.03
Discretionary Merit Compensation (DMC) / N/A / The provision applies to classified permanent and project employees in positions allocated to classifications assigned to non-broadband positions for merit-related lump sum DMC only. Any classified employee in a non-broadband pay range may not receive a base building DMC and any lump sum DMC received shall be for merit only. / Section J 2.00
Call-Back/Call-In Pay / 6/13/1
Employees who report to work after being called back for duty or called in on the employee’s day off for non-scheduled duty will be guaranteed a min of 2 ½ hours of pay or 4 hours of work with pay. / A minimum of 2 hours pay when an emergency situation exists and an employee is called back for duty or called in on the employee's day off. Guaranteed for nonexempt / Section A 4.10
Damaged Personal Articles / Same except - Employer agrees to pay actual value of articles as determined by the employer. The reimbursement for damaged watches will not exceed $75 per watch. / Same except - The reimbursement amount shall not exceed $100.00 for anyone incident except that reimbursement for watches shall not exceed $75.00. / Section G 2.00
Differentials
Night / Night - 6:00pm to 6:00 am $.45 per hour / Same / Section A 4.05
Weekend / Weekend - 12:01 am on Saturday and 12:00 midnight on Sunday $.60 per hour / Same / Section A 4.06
Eye Protection & Exams / 9/17/1
9/17/3B
Eye Exam & Eye Glasses related to assigned duties requiring high computer display use (4 hours or more per day). Employer will pay for 1 exam not covered by present health insurance program during the life of the contract. When medical verification for the necessity of special eyeglasses to work on the employer’s computer display equipment which requires high computer use as described in 9/17/1, the employer will provide the appropriate prescribed eyeglasses through state procurement. / If the employer requires the purchase of safety glasses and/or safety sunglasses forthe performance of assigned duties, the employer shall reimburse the employee forsuch expense including the cost of any eye examination required for such purposesand not covered by any health insurance program. Reimbursement for eyeexaminations under this provision shall not exceed one per fiscal year. / Section G 4.03
Health Insurance / Employee Monthly Contribution
Effective 1/2008 through 12/2008
Single Family
Tier 1 $27.00 $68.00
Tier 2 $60.00 $150.00
Tier 3 $143.00 $358.00
Effective 1/2009 through 12/2009
Single Family
Tier 1 $31.00 $78.00
Tier 2 $69.00 $173.00
Tier 3 $164.00 $412.00
/ Monthly Premiums
2011
Single Family
Tier 1 $84.00 $208.00
Tier 2 $122.00 $307.00
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
/ In accordance with Act 10
Holiday Premium Pay / Premium pay and equivalent comp time off at a later date / Comp time off or payment at the premium rate will be granted for holiday work hours. / Section A 4.11
230.35 (4)(b), Wis. Stats.
On Call / 1 hour of comp time credit or pay for each calendar day. In no case will an employee receive both standby pay and on call compensatory time during the same off work time period. / N/A
Protective Footwear / N/A / N/A
Reinstatement/Restoration Eligibility / 5 years from layoff date / Restoration: 3 years from layoff date
Reinstatement: 5 years from separation date / ER-MRS 16 Wis. Admin Code
ER-MRS 22, Wis. Admin. Code
230.34, Wis. Stats
WHRH Chs. 232 & 234
Retirement Contribution / Employee to pay share of the WRS contribution rate (2011-5.8%) / Employee to pay share of the WRS contribution rate (2011-5.8%) / In accordance with Act 10
Sabbatical / At least 520 hours of sick leave = 40 hrs.
104 annual leave hrs and 520 sick leave hours= 40 hrs.
160 annual leave hrs & 728 sick leave hours = 60 hrs.
184 annual leave hrs and 1040 sick leave hrs = 80 hrs.
216 annual leave hrs = 120 hrs. / At least 520 hours of sick leave = 40 hrs.
160 annual leave hrs = 40 hrs.
184 annual leave hrs = 40 hrs.
200 annual leave hrs. = 80 hrs.
216 annual leave hrs = 120 hrs. / Section K 3.01
230, Wis. Stats
ER 18, Wis. Admin. Code
Semi-Automatic Progression / N/A / N/A
Sick Leave / .0625 of an hour in pay status in a biweekly period to a maximum of five (5) hours for each full biweekly pay period of service. Accrual of extra sick leave (up to 1 extra hour) for each hour in excel of 80 in a biweekly pay period. / Same-Exception- Accrual of extra sick leave (up to 1 extra hour) for each hour in excel of 80 in a biweekly pay period was not retained. / ER 18.03, Wis. Adm. code
Standby / $18.00 for each on call 8 hour period, or portion thereof, for which the employee is in standby status and must be available to report in less than 1 hour. / $2.25 per hour for each hour in standby status. The employee must be available to report in less than 1 hour. / Section A 4.09
Supplemental Pay / N/A / N/A
Uniforms / Monetary allowances can be provided. / N/A
Vacation Leave / Seniority Hours
0 yr. to 5 yrs. 104 hrs. (13 days)
5+ to 10 yrs. 144 hrs. (18 days)
10+ yrs. to 15 yrs. 160 hrs. (20 days)
15+ yrs. to 20 yrs. 184 hrs. (23 days)
20+ yrs. to 25 yrs. 200 hrs. (25 days)
25+ yrs. 216 hrs. (27 days)
/ Accumulated Continuous State Service
0 yr. to 5 yrs. 104 hrs. (13 days)
5+ to 10 yrs. 144 hrs. (18 days)
10+ yrs. to 15 yrs. 160 hrs. (20 days)
15+ yrs. to 20 yrs. 184 hrs. (23 days)
20+ yrs. to 25 yrs. 200 hrs. (25 days)
25+ yrs. 216 hrs. (27 days)
/ Section K 3.00
230, Wis. Stats
Add Ons:
Bilingual Skills / N/A / Not to exceed a $1.00 per hour if PD requires employee to speak or translate a language other than English. / Section A 4.28

Pay AdministrationProvisionsforPayRanges:

Employee Movement / Contract / Comp Plan / Comp Plan Location
PAY ON COMPLETION OF ALL PAY TRANSACTIONS
(MINIMUM REQUIREMENT FOR EMPLOYEES OTHER THAN TRAINEES) / 12/11/5 / The employee shall receive a base pay rate no lower than the minimum of the appropriate pay range. / Section E 4.02
PAY ON ALL UPWARD MOVEMENTS (PROMOTION;
REGRADE ON RECLASSIFICATION TO A HIGHER CLASS OR
REALLOCATION TO A HIGHER CLASS) / 12/11/8 / Same with the following Exception: If regrade is more than 1 RA the employee shall receive an additional increase(s) equal to the RA(s) for each pay range(s) between the old and new range involved up to a maximum of the 3 highest RAs. / Section E 4.02
VOLUNTARY DEMOTIONS OTHER THAN DEMOTION IN LIEU OF LAYOFF / 12/11/10 / Same / Section E 4.02
ALL OTHER DOWNWARD MOVEMENTS (INVOLUNTARY DEMOTIONS, VOLUNTARY DEMOTIONS IN LIEU OF
LAYOFF OR AFTER BEING DESIGNATED AS AT RISK OF LAYOFF UNDER 8/2/1 / 12/11/11 / Same / Section E 4.02
DEMOTEDFOR DISCIPLINARY PURPOSES / An employee demoted for disciplinary purposes shall be compensated in accordance with the language for voluntary demotions. / An employee demoted for disciplinary purposes shall be compensated in accordancewith the language for voluntary demotions instead of as an involuntary demotion. / Section E 4.02
TRANSFERS WITHIN THE SAME BARGAINING UNIT; REGRADE ON RECLASSIFICATION OR REALLOCATION TO
THE SAME OR COUNTERPARTPAYRANGE / 12/11/9 & 12/11/12 / Same / Section E 4.02
TRANSFERS BETWEEN BARGAINING UNITS; REGRADE ON RECLASSIFICATION OR REALLOCATION TO
THE SAME OR COUNTERPART PAY RANGE, ORLOWERPAYRANGE / 12/11/9 & 12/11/12 / Same / Section E, 4.02
PAY ON REINSTATEMENT / 12/11/14 / The employee's base pay rate shall be determined in accordance with s. ER 29.03(6). / Section E, 4.02
ER 29.03(6), Wis. Admin. Code
RESTORATION / 12/11/15
Last rate received plus intervening compensation plan adjustments. The adjustments applied to the employee’s last rate received shall be that of the appropriate pay schedule for the classification from which restoration rights are derived. / The employee's base pay rate shall be determined in accordance with s. ER 29.03(7). / Section E, 4.02
ER 29.03(7), Wis. Admin. Code

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