Register July 2018 No. 751
Chapter ER 46
Form and filing of the grievance.
Procedures and time limits.
Wisconsin Employment Relations Commission.
Failure to meet time limits.
Notification of employees.
Although the state encourages continuing informal communication between employees and management, it recognizes the value of a formal grievance procedure in a sound management program under s. 230.04 (14)
, Stats. It is the policy of the state and responsibility of the administrator to ensure that an established written grievance procedure relating to conditions of employment is available to state employees who are not covered by a collective bargaining agreement under subch. V of ch. 111
, Stats., for the disposition of employee grievances.
This grievance procedure shall ensure that each employee may, without prejudice, express and present a grievance through proper channels with the assurance of timely and thorough consideration.
During the formal grievance procedures, the grievant and employer shall make efforts to resolve the grievance by seeking a mutually acceptable solution to the matters grieved.
In this chapter:
“Decision" means the written response to a grievance by the employer representative, which includes the rationale for the response.
“Employee" means a state employee in the classified civil service under s. 230.08 (3)
, Stats., except a limited term employee or an employee covered by a collective bargaining agreement under subch. V of ch. 111
“Employer" means an agency defined under s. 230.03 (3)
, Stats., in which the employee is or has been employed.
“Grievance" means a written complaint by an employee requesting relief in a matter which is of concern or dissatisfaction relating to conditions of employment and which is subject to the control of the employer and within the limitations of this chapter.
“Grievant" means an employee who has filed a grievance.
“Group grievance" means a grievance filed by more than one grievant which involves like circumstances and facts for the grievants involved.
“Relief" means a specific remedy directly affecting a grievant.
“Retaliation" means any action taken by an employer in order to adversely affect the employee's conditions of employment, when such action is taken because of the employee's exercise of rights under this chapter.
“Step" means a level of management authority where a grievance may be pursued.
“Work rule" means a written regulation promulgated by the employer within its discretion which regulates the conduct of employees as it affects their employment.
ER 46.02 History
Cr. Register, February, 1984, No. 338
, eff. 3-1-84; am. (4) and (6) to (8), Register, May, 1988, No. 389
, eff. 6-1-88.
Under this chapter, an employee may grieve issues which affect his or her conditions of employment, including any matter on which the employee alleges that coercion or retaliation has been practiced against the employee except as provided in sub. (2)
An employee may not use this chapter to grieve:
A personnel action or decision of the director or the administrator that is directly appealable to the Wisconsin Employment Relations Commission under s. 230.44
An action delegated by the director or by the administrator to an appointing authority that is directly appealable to the Wisconsin Employment Relations Commission under s. 230.44
A demotion, suspension without pay, discharge, removal, layoff, or reduction in base pay that is grievable under s. 230.445
A personnel action after certification which is related to the hiring process that is appealable to the Wisconsin Employment Relations Commission under s. 230.44
The failure of a supervisor to process a reclassification request.
A written instruction related to job performance or work conduct;
The evaluation methodology used by an employer to determine a discretionary pay award or the amount of the award;
Any matter related to wages, hours of work, and fringe benefits.
ER 46.03 History
Cr. Register, February, 1984, No. 338
, eff. 3-1-84; reprinted to correct an error in (2) (b), Register, September, 1984, No. 345
; am. (1), (2) (i) and (j), cr. (2) (k), Register, May, 1988, No. 389
, eff. 6-1-88; correction in (2) (f) made under s. 13.93 (2m) (b) 7., Stats., Register, October, 1994, No. 466
; correction in (2) (a), (b) under s. 13.92 (4) (b) 6., Stats., Register September 2015 No. 717
; CR 18-006: am. (2) (b) to (d), cr. (2) (hg), (hr), Register July 2018 No. 751, eff. 8-1-18.
Nothing in this chapter is intended to interfere with the sole right of the employer to carry out its statutory mandate and goals under s. 111.90
For the purpose of this chapter, the management rights of the employer include, but are not limited to, the following:
Utilizing personnel, methods and means to carry out the statutory mandate and goals of the agency.
Determining the size and composition of the work force.
Managing and directing the employees of the agency.
Hiring, promoting, transferring, assigning or retaining employees.