Some of the content on this website requires JavaScript to be enabled in your web browser to function as intended. While the website is still usable without JavaScript, it should be enabled to enjoy the full interactive experience.

Skip to Main Content

Ask Staff Senate

Ask Us

Staff Senate invites you to ask any question about the University of Wyoming or your employment here. We will do our best to discover the answers from the experts on campus and publish them (anonymously) in the staff newsletter. Click here to submit a question. Answers to previous questions can be found below.

December 2013

Answer provided by Rick DelaCastro, Director of Human Resources

“Can an employee be required to work during winter closure by their supervisors if they are not previously designated as an “essential employee” by their Appointing Authority?”

Yes. Supervisors may require employees, either exempt or non-exempt, to work over the winter closure. If the employee was not previously designated as “essential,” and the supervisor asks the employee to work, it is reasonable for the employee to ask the supervisor why he/she needs to come in. The supervisor does have the authority to require the employee to work.

“Do employees have the ability to deny the request for working over winter closure?”

No. The employee is required to follow the legitimate directions of the supervisor.

“If an employee is required to work, but was previously not designated “essential,” how will s/he be compensated?”

If a supervisor asks an employee to work over winter closure, that employee will have the benefits associated with an “essential employee.” In other words, the employee who is asked to work over winter closure will be able to take an equivalent time off, in accordance with the policy. It is only when an employee chooses to work that the employee is not given subsequent time off. Hours worked during winter closure are paid at straight time, and overtime policies and compensatory time also apply.

From the Employee Handbook, p. 22, 26. University Holidays:

Nonexempt employees who are directed to work on an official University holiday, will receive holiday pay and overtime compensation at the rate of time and a half for hours worked. When it is in the best interests of the University, overtime may be paid in lieu of compensatory time. Exempt employees directed to work on an official University holiday, will be permitted to observe the holiday at another time (within the same or following pay period) with Appointing Authority approval. Employees are eligible to be paid for all UW administrative holidays falling within the dates of the benefited assignment, provided the employee has been paid for the last scheduled work day either preceding or following that holiday. Holiday compensation is based on the FTE of the assignment. If a holiday falls on a non-scheduled work day, the employee can observe the holiday at another time (within the same or following pay period).  

_________________________________________________________

QUESTION:  Domestic Partner Health Insurance Policy

"I understand that employment benefits at UW have been extended as a stipend amount to same-sex partners of benefited employees. How does this stipend amount compare with benefits available for married couples and their children?"

ANSWER: 

The Domestic Partner Health Insurance Benefit policy went in force in September 2011, and has recently been updated.  The full policy is available at: 

http://www.uwyo.edu/hr/_files/docs/employee-benefits/domestic-partner-policy.pdf

A Domestic Partner must meet stated eligibility criteria and must not be eligible for coverage under another employer plan in order to qualify for this benefit.  All statements made hereafter assume that the Domestic Partner qualifies for the benefit.  For questions concerning this, please see the full policy.

How Does the Benefit Work?

 In brief:

  • Qualifying domestic partners cannot be put on a UW employee’s insurance.
  • Qualifying domestic partners must purchase their own insurance for themselves and/or their qualifying dependents (who are not also dependents of the UW employee). 
  • The UW-provided financial benefit is intended to offset the cost of insurance premiums from outside providers.
  • Qualifying domestic partners with no qualifying dependents will receive a financial benefit equal to the difference between the employer contribution for Employee Only and Employee Plus Spouse coverage, or the cost of the insurance, whichever is less.  In other words, if the actual insurance premium cost is less than the financial benefit amount offered, the actual cost will be used. 
  • Qualifying domestic partners with qualifying dependents will receive a financial benefit equal to financial benefit equal to the difference between the employer contribution for Employee Only and Family coverage, or the cost of the insurance, whichever is less. Again, if premium cost is less than the financial benefit offered, the actual cost will be used.

The Domestic Partner Health Insurance Benefit offers the best benefit available to UW employees and their qualifying Domestic Partners within the confines of State law and insurance rules.  For additional questions on the policy, please contact the Human Resources Department at 766-2437.

Share This Page:

Footer Navigation

University of Wyoming
 
1000 E. University Ave. Laramie, WY 82071 // UW Operators (307) 766-1121 // Contact Us