All non-represented classified state employees are covered by the Civil Service Rules (Title 357 WAC). Represented employees are covered by collective bargaining agreements.
Once your total years of service add up to four complete years, all of your state time counts when determining your leave accrual amount. For example:
No, your PID remains the same unless:
Employers determine how to solicit job seekers. Employers may use public announcements, search the state’s central talent pool or use an employer maintained talent pool.
Each recruitment announcement or job posting tells how to apply for, or express interest in, positions which may come open for recruitment.
Yes. Your employer must let you use leave with pay to take an examination or participate in a job interview during scheduled work hours when you apply for or are being considered for a position with a state agency, higher education institution or related higher education board. See WAC 357-31-325 for exceptions.
Exempt employment is considered "at will". This means that there are no contractual employment rights and exempt employees serve at the pleasure of the appointing authority.
No. The Civil Service Rules do not apply to positions specifically exempted in individual agency statutes and chapter 41.06 RCW.
Many agencies follow the civil service rules covering leave and holidays for exempt employees. However, there is no requirement for them to do so. Agencies are required to adhere to the RCWs pertaining to vacation (i.e. annual) leave.
No. Exempt employees do not have appeal rights when they are terminated.
Exempt employees who were appointed from permanent classified positions have return rights.
Exempt employees who were not appointed from permanent classified positions do not have return rights.
The employee is returned to the highest classification held permanently, or to a position of similar nature and salary, if the return right is to a filled position, the employee with the lowest retention rating or the least seniority is laid off.
This depends on your employer’s leave policy. Your employer’s leave policy may allow you to be paid when you are absent due to inclement weather. At a minimum, the policy must allow you to use accrued vacation leave, accrued sick leave up to a maximum of three days in any calendar year, and leave without pay in lieu of paid leave at your request.
Full-time general government employees are paid for the holiday when they are employed before the holiday and are in pay status for the entire work shift preceding the holiday.
Full-time higher education employees and cyclic year employees who work full monthly schedules qualify for holiday compensation if they are in pay status for the entire work shift preceding the holiday.
Cyclic year employees scheduled to work less than full monthly schedules throughout their work year qualify for holiday compensation if they work or are in pay status on their last regularly scheduled working day before the holiday(s) in that month.
Part-time general government employees who are in pay status during the month of the holiday qualify for holiday pay on a pro rata basis in accordance with WAC 357-31-020. But, part-time employees hired during the month of the holiday will not receive compensation for holidays that occur prior to their hire date.
Part-time higher education employees who are employed before the holiday and are in pay status for at least eighty non-overtime hours during the month of the holiday OR are in pay status for the entire work shift preceding the holiday are entitled to the number of paid hours on a holiday that their monthly schedule bears to a full-time schedule.
If an employee's request for vacation leave is denied by the employer, and the employee is close to the maximum vacation leave (240 hours), the employer must grant an extension for each month that the employer defers the employee's request for vacation leave.
A statement of necessity must be done prior to the employee accruing over 240 hours. Any leave accumulated above 240 hours without a statement of necessity between anniversary dates must not, regardless of circumstances, be deferred.
Time served in the initial probationary or trial service period counts towards the probationary or trial service period of the new position if the employer determines the positions or classes to which the positions are allocated are closely related. The probationary or trial service period starts over if the employer determines the positions or classes to which the positions are allocated are not closely related.
Agencies are encouraged to limit the duration of a nonpermanent appointment to twelve months from the appointment date.
If the nonpermanent appointment was for one of the following reasons, the appointment must not exceed 24 months unless the State Human Resources has approved an extension:
There is nothing in the civil service rules that prevents an employee from donating excess leave over 240 hours that cannot be used before their anniversary date.