Washington Administrative Code

An employer must give seven calendar days' written notice to an employee who is being reverted during a trial service period. If during the last seven days of a trial service period, the employee commits an egregious act which warrants reversion, the employer may immediately reve…

(1) Within thirty calendar days from the date of appointment, an employee has the right to voluntarily revert during a trial service period by providing seven calendar days' written notice to the current employer. After thirty calendar days from the date of appointment, an employ…

(1) A permanent employee who does not satisfactorily complete the trial service period or a Washington management service (WMS) review period or has failed to progress to the next step of an in-training plan in accordance with WAC 357-19-285, has reversion rights with the current…

If the reverted employee is not returned to a permanent position in the class in which the employee last held permanent status, the employee is eligible to be placed on the employer's internal layoff list upon request. General government employees may also apply for placement in …

Employers may make agreements with employees for additional reversion rights within their own organization.[Statutory Authority: Chapter 41.06 RCW. WSR 05-01-206, § 357-19-120, filed 12/21/04, effective 7/1/05.]

A permanent Washington management service (WMS) employee who promotes or demotes to a Washington general service (WGS) position but fails to satisfactorily complete the trial service period has reversion rights in accordance with WAC 357-58-375.[Statutory Authority: Chapter 41.06…

Employees who are reverted do not have the right to appeal the reversion.[Statutory Authority: Chapter 41.06 RCW. WSR 05-01-206, § 357-19-135, filed 12/21/04, effective 7/1/05.]

As necessary, employers may increase the hours assigned to a position which is normally scheduled to work less than forty hours a week.[Statutory Authority: Chapter 41.06 RCW. WSR 05-01-206, § 357-19-140, filed 12/21/04, effective 7/1/05.]

A permanent employee may choose not to continue in a position that has been permanently increased in hours of work in accordance with WAC 357-19-140. The employee has layoff rights in accordance with the employer's layoff procedure.[Statutory Authority: Chapter 41.06 RCW. WSR 05-…

Permanent employees may request to voluntarily demote to a position for which they meet the competencies and other position requirements.[Statutory Authority: Chapter 41.06 RCW. WSR 05-01-206, § 357-19-155, filed 12/21/04, effective 7/1/05.]

Employers may elevate an employee with permanent status to the class held by the employee immediately prior to being demoted or to a class in the same class series which is between the current class and the class from which the employee was demoted. Elevation must be to a positio…

Within an agency or higher education institution/related board, an appointing authority may reassign an employee to a different position within the same class as long as the employee meets the competencies and other position requirements. (See WAC 357-19-175 for special provision…

When reassigning a permanent employee to a position in a different geographic area, the following applies:(1) If the reassignment is within a reasonable commute of the employee's domicile, the appointing authority may reassign the employee without the employee's agreement.(2) If …

Reassignment must not result in a change in status and the employee's base salary must not be reduced. In accordance with WAC 357-19-075, the probationary period or trial service period continues if an employee is reassigned while serving a probationary period or trial service pe…

When a general government employee in classified service is redeployed to a position in a different geographic area, the following applies:(1) If the redeployment is within a reasonable commute of the employee's domicile, they may be redeployed without the employee's agreement.(2…

Permanent employees may request to transfer to another position in the same class or a different class with the same salary range maximum as long as the employee meets the competencies and other position requirements. The employer may require the employee to serve a trial service…

An appointing authority must make a permanent status appointment of an employee under the following conditions:(1) Upon successful completion of a probationary, trial service, or transition review period;(2) Upon reassignment of a permanent employee who is not in trial service st…

(1) The secretary of the department of children, youth and families (DCYF) or designee must conduct background checks on all employees in covered positions and individuals being considered for a covered position.(2) The requirement for background checks must include the following…

(1) Employers may conduct background checks on applicants and/or employees if required by state or federal law, or if the employer identifies the need for a background check to verify that the applicant or employee satisfies the position requirements.(2) Employers who conduct bac…

For purposes of WAC 357-19-183, 357-19-187 and 357-19-191 a covered position is one in which a person will or may have unsupervised access to children.[Statutory Authority: Chapter 41.06 RCW. WSR 07-17-125, § 357-19-185, filed 8/20/07, effective 9/20/07; WSR 05-12-097, § 357-19-1…

(1) The background check information considered by the secretary of the DCYF will include but not be limited to conviction records, pending charges, and disciplinary board final decisions.(2) The results of the background check must be used solely for the purpose of determining t…

An employee and/or individual applying for or being considered to remain in a covered position must authorize the secretary of the DCYF or designee to conduct a background check.Failure to authorize the secretary of the DCYF or designee to conduct a background check disqualifies …

(1) A permanent employee with a background check disqualification may be subject to any of the following actions in no specific order:(a) Voluntary demotion;(b) Job restructuring;(c) Voluntary resignation;(d) Job reassignment;(e) Nondisciplinary separation in accordance with WAC …

(1) In order to implement the requirements of WAC 357-19-183, the secretary of the DCYF or designee must:(a) Notify employees and individuals being considered for covered positions that a background check is required for covered positions; and(b) Develop policies and procedures p…

A permanent employee of DCYF who is disqualified from a covered position as a result of a background check has the right to present to the secretary of the DCYF or designee evidence that mitigates convictions, pending charges, and disciplinary board final decisions including, but…

A permanent employee who leaves a classified position to participate in the state internship program created under RCW 43.06.410:(1) Has the right to return to their previous position at any time during the internship or upon completion of the internship;(2) Continues to receive …

A permanent employee who accepts an appointment to an exempt position has the right to return to classified service at any time. However, the right of return may not be exercised if the employee is terminated from an exempt position for gross misconduct or malfeasance, or during …

(1) When a permanent employee exercises their right to return to classified service from an exempt appointment in accordance with RCW 41.06.070, the receiving employer must verify:(a) The employee is not the subject of an active pending workplace investigation of which the employ…

Employees exercising return rights should provide as much advance notice as is practicable to the receiving employer. The employee must apply to return to classified service within 30 calendar days of:•Separation from employment in the exempt position, or•Separation from employme…

The employee's base salary must not be less than the employee's previous base salary in classified service, adjusted according to any changes to salary range that occurred while the employee was in exempt service.If the employee was at step L at the time they accepted the exempt …

Exempt employees who did not leave the classified service specifically to take an exempt position do not have any rights under the civil service rules and are not eligible for placement on layoff lists in the general government transition pool.[Statutory Authority: Chapter 41.06 …

An employee who holds a classified service position that is exempted from civil service has the following rights:(1) If the employee has permanent status and is appointed to the exempt position or to another exempt position, the employee has the right to return to the classified …

An incumbent whose position is converted from exempt to classified service may be placed within the classified service as follows:(1) If the incumbent has been continuously employed for a period of time equivalent to or greater than the probationary period or WMS review period es…

According to the terms and conditions of the federal Police Corps Act, employers may appoint participants of the police corps program to positions in the classified service. Upon appointment, the civil service rules apply.[Statutory Authority: Chapter 41.06 RCW. WSR 05-01-206, § …

In-training positions are permanent positions for which the employer uses defined training steps to train employees to successfully perform the duties and responsibilities of the goal class. Each in-training position must have an in-training plan.[Statutory Authority: Chapter 41.…

Employers may designate specific positions, groups of positions, or all positions in a class or class series, as in-training positions. Unless other staffing methods have been exhausted, positions with primary responsibility for supervision should not be designated as in-training…

The in-training plan must document:(1) The title of the goal class of the in-training plan.(2) The duties and responsibilities of the goal class.(3) The training steps and job classes that will be used to reach the goal class.(4) The training content for each step of the in-train…

The employee automatically advances to the next training step and job class after satisfactory completion of the training requirements of the lower step. After successful completion of all training steps, the employee moves to the goal class.[Statutory Authority: Chapter 41.06 RC…

In-training plans must provide a minimum of six months at each step of the in-training plan before progressing to the next step. The training plan at each step must include specific, quantifiable training objectives. Upon demonstration that the employee has satisfactorily achieve…

For each in-training step, the training plan must identify the job class to which the employee's work is being allocated. The employee's salary, overtime eligibility, and performance evaluation must be based upon the allocated class of the in-training step.[Statutory Authority: C…

An employee who does not have permanent status must serve a probationary period when appointed to an in-training position. Once an employee has permanent status, the employee must serve a trial service period at each training step within the in-training plan. When an employee is …

Time spent in nonpermanent appointments in an in-training position before a permanent appointment to the in-training position is not usually counted towards the requirements of the in-training plan. If the employer determines that the work performed in the nonpermanent appointmen…

If an employee transfers from one in-training position to another in-training position, the terms of the in-training plan for the new position are in effect.[Statutory Authority: Chapter 41.06 RCW. WSR 05-01-206, § 357-19-280, filed 12/21/04, effective 7/1/05.]

This table is used to determine what happens when an employee appointed to an in-training position fails to satisfactorily progress through the in-training plan. Type of In-Training Position:Class Series: All positions in the class series are designated as in-training positions b…

The director may authorize appointments into the classified service from other governmental units for purposes of cross training or sharing of expertise across governmental boundaries, in accordance with the intent of the Intergovernmental Personnel Act (P.L. 91-648) and RCW 41.0…

Cyclic year positions are positions within higher education institutions and related higher education boards which are scheduled to work less than twelve full months each year, due to:•Known, recurring periods in the annual cycle when the position is not needed; or•Limited fundin…

Upon appointment and before the start of each annual cycle, employees of cyclic year positions must be informed in writing of their scheduled periods of leave without pay in the ensuing annual cycle. Scheduled, cyclic leave without pay does not constitute a break in service and i…

A seasonal appointment is an appointment made by general government employers that is cyclical in nature, recurs at approximately the same time each year, and lasts for a minimum of five months but less than twelve months in duration during any consecutive twelve-month period.[St…

Seasonal appointments must be made accordance with the rules on recruitment, assessment, and certification as provided in chapter 357-16 WAC.[Statutory Authority: Chapter 41.06 RCW. WSR 05-12-076, § 357-19-301, filed 5/27/05, effective 7/1/05.]

General government employees who do not have permanent status and receive a seasonal appointment must complete a probationary period. The probationary period may be completed in consecutive seasonal appointments with the same employer. Upon completion of the probationary period, …