Wyoming Hall, Room 225
1000 E. University Ave.
Laramie, WY 82071
Phone: (307) 766-5300
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.
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?"
The Domestic Partner Health Insurance Benefit policy went in force in September 2011, and has recently been updated. The full policy is available at:
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?
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.