Personnel & Payroll Services

LTE Information

• Procedures for Hiring an LTE
• General Information for LTEs & Supervisors

Procedures For Hiring An LTE

Procedures for hiring an LTE

• The law indicates that an LTE must be a resident of the State of Wisconsin upon appointment -- Wis. Stats. 230.26 (1m) (b).
• Line Officer approval is needed to fill each LTE position. In the Academic Affairs areas, the Provost has delegated this authority to the Deans, Directors, and others reporting directly to the Provost. A request from the supervisor should be e-mailed to the appropriate Line Officer/Dean/Director for approval.
• A position description or detailed description of job duties should be sent to Personnel to determine a classification for each LTE position. The classification then determines the pay rate.
• Personnel Services will provide supervisors with LTE applications from current and potential LTEs, or will assist with advertising the position. Because many LTE positions require specialized knowledge or technical skills, it is permissible for the supervisor to name individuals they would like considered for a position. LTE's must meet the qualifications for entry into the classification of the position being filled. UWSP is committed to equal opportunity and nondiscrimination in its employment practices for all persons. This commitment will be honored in all our employment and personnel activities.
• Either the department or Personnel Services may contact applicants to set up interviews. It is UWSPs policy to provide reasonable accommodations for qualified persons with disabilities who are applicants for employment. If an LTE applicant needs assistance or accommodations to interview because of a disability, the appropriate assistance must be provided.
• A criminal background check will be required. (This will be conducted by Personnel Services.) Effective December 1, 2007, all newly hired classified and unclassified employees are subject to a criminal background check as a condition of appointment. A criminal background check is part of a general background check on potential employees that should include reference checks. It is not a substitute for reference checks. An offer of employment is made contingent on successful completion of a criminal background check. An individual may not commence employment until he or she has successfully completed a criminal background check, except under special circumstances.
• Supervisors interviewing candidates for LTE positions must follow non-discrimination statutes and regulations. Sex, race, color, religion, national origin, marital status, disability status, parenthood or age may not be used as criteria in a hiring decision. Questions pertaining to these factors must not be asked. Each candidate must be considered only on the basis of his or her ability to perform the job duties. (See OSERs Resource Guide: Conducting Interviews)
• Complete an LTE Request Form and forward it to Personnel Services.
• The LTE needs to complete all payroll forms within the first three (3) days of employment. An LTE cannot be put on the payroll until the forms are completed.
• Once a new LTE is hired, a supervisor is responsible for the following:
  • Orientation to the office/department
  • Scheduling of hours and assigning of duties
  • Instructing LTE on proper time sheet completion and payroll procedures. The timesheet is in the Personnel Services Public Folder (All Public Folders / University Offices, Services, Governance / Business Affairs / Personnel Services / Payroll Information/Time Sheets / LTE Time Sheet)
  • Monitoring hours to stay within the 1,043 limitation

Determining LTE pay rates

By law, LTEs must be compensated at equal to or less than the classified minimum rate for their position. LTE rates are fixed by classification. Decisions on the current rates are set by the administration each year. When completing the LTE Request form, contact Personnel for the current rate. LTEs are eligible for the same type of supplemental compensation (e.g. overtime, weekend differential, night differential, etc.) as permanent employees in the same classification. However, LTEs cannot be granted compensatory time off and therefore must be paid overtime for all hours in excess of 40 per week.

Supervisors should also be aware that LTE's who are required to work on days that are state holidays for Classified employees (Labor Day, for example) must be compensated at the holiday rate. Since the University is officially closed on legal state holidays, LTE's should only be authorized to work in emergency situations.

In accordance with the State of Wisconsin Compensation Plan, the pay rate of an LTE may be at any rate up to the minimum hourly rate for the classifications counterpart in the permanent service. All LTEs must be paid at least at the State or Federal minimum wage, whichever is greater, unless a lower wage is authorized pursuant to Section 14 of the Fair Labor Standards Act (FLSA). Classification titles for LTE appointments are derived based on the duties of a position, and the appropriate classification will be determined by the Human Resources Office in accordance with the provisions of the limited term classification and pay schedule.

Limited term employees are paid only for actual hours worked. LTEs are eligible for the same type of supplemental compensation (e.g. overtime for hours worked over 40 in a workweek (Sunday Saturday), weekend differential, night differential, etc.) as permanent employees in the same classification and/or pay range. However, limited term employees cannot be granted compensatory time off and must be paid for all assigned extra hours worked. In addition, the amount of the supplemental pay is specified in the Compensation Plan, not in any Union contract. If an LTE is required by their supervisor to work on a holiday, hours worked will be paid at time-and-a-half.

LTEs paid below the maximum rates as determined by classification may have their wage rates adjusted by the appointment authority any time during the fiscal year, to a rate not to exceed the maximum, in accordance with the annual compensation plan. Any wage increase requests will be effective at the beginning of the pay period following receipt, unless specified otherwise. Please note that LTEs are not eligible to receive those wage rate adjustments to which permanent classified employees may be eligible, such as regrade resulting from reclassification, equity, increases implemented as a result of collective bargaining or performance rewards. In addition, the LTE employment end date should be reported as the actual last day of work.

Charging LTE pay and benefits to an account

Supervisors are responsible for evaluating the department's LTE budget before an LTE is hired. The supervisor should also monitor LTE expenditures to stay within the budget.

General-purpose revenue (102) accounts are charged for LTE pay. Fringe benefits are paid out of the University-wide fringe benefit account.

Program revenue (128), gift (133) and grant (144) accounts are charged for LTE fringe benefits. This includes the employer portion of Social Security, Wisconsin Retirement, Group Health and Group Life Insurance. The account will also be charged for Unemployment Compensation earned by a former LTE, up to 12 months after the LTE leaves the department.