Washington Administrative Code

(1) At a minimum, the entry-level supervisory or managerial training required by WAC 357-34-055 must include all of the following topics:(a) The role and legal responsibilities of a supervisor/manager.(b) Performance management, including employee performance evaluation, developm…

Employees appointed to a permanent supervisory or management position must be enrolled in the required training within six months of the date of their appointment, or if a program is not available, as soon as possible after it becomes available. When training opportunities are av…

The employer may waive the requirement for entry-level supervisory or managerial training in cases where:(1) The employee has at least one year of experience in a supervisory or management position at some point prior to the present appointment and has demonstrated experience and…

For purposes of WAC 357-34-055, each employer must designate individual positions, or groups of positions, as being supervisor or management positions. The employer's designations are subject to review by the director.[Statutory Authority: Chapter 41.06 RCW. WSR 04-15-015, § 357-…

The department of enterprise services provides training activities to fulfill the requirement in WAC 357-34-055 and/or consultative services, as requested, to assist employers in development of their own programs. Employer-developed training must satisfy the requirements of WAC 3…

General government employees are required to complete sexual harassment awareness and prevention training at least every five years. For new employees sexual harassment awareness and prevention training should be completed within the first six months of employment, or earlier if …

Effective July 1, 2008, in addition to the training described in WAC 357-34-100, all managers and supervisors of general government agencies are required to complete training on managers' roles and responsibilities regarding sexual harassment every three years. For new supervisor…

General government employers may waive the sexual harassment awareness and prevention training or the managers' roles and responsibilities training required for a new employee if the employee can show proof of attending training given by another state agency, within the time fram…

The requirements of the sexual harassment awareness and prevention training will be published by the director's office.[Statutory Authority: Chapter 41.06 RCW. WSR 11-23-054, § 357-34-115, filed 11/10/11, effective 12/13/11; WSR 07-23-010, § 357-34-115, filed 11/8/07, effective 1…

Either the department of enterprise services or the agency may provide the sexual harassment awareness and prevention training.[Statutory Authority: Chapter 41.06 RCW. WSR 11-23-054, § 357-34-120, filed 11/10/11, effective 12/13/11; WSR 07-23-010, § 357-34-120, filed 11/8/07, eff…

An employee performance management process is part of a positive, performance-based culture. It fosters employee competence and productivity, supports achievement of organizational goals and objectives, and provides documentation of employee's strengths and areas in need of impro…

Each employer must develop and implement an employee performance management process. Employers must develop a performance management policy that documents the key points of the process.[Statutory Authority: Chapter 41.06 RCW. WSR 05-01-194, § 357-37-015, filed 12/21/04, effective…

The employee performance management process must:(1) Explain the employee's responsibility for successfully performing assigned job duties and responsibilities;(2) Assess how well the employee has contributed to efficiency and effectiveness in fulfilling the objectives of the org…

The employee has the responsibility to:(1) Request clarification of any job duty, standard, or expectation that is unclear;(2) Perform work as assigned and meet job standards and expectations;(3) Participate in the performance evaluation process; and(4) Communicate with superviso…

Employers must provide feedback and formally evaluate the performance of:(1) A probationary employee or a permanent employee serving a trial service period or transition review period before the employee attains permanent status in the position; and(2) A permanent employee on an …

A probationary or permanent employee whose work performance is determined to be unsatisfactory must be notified in writing of the deficiency(ies). Unless the deficiency is extreme, the employee must be given an opportunity to demonstrate improvement.[Statutory Authority: Chapter …

Employers must use standardized employee performance planning and evaluation procedures and forms developed by the director or alternate procedures and forms approved by the director.[Statutory Authority: Chapter 41.06 RCW. WSR 05-01-194, § 357-37-040, filed 12/21/04, effective 7…

Employers may supplement the standardized planning and evaluation forms and procedures with special performance factors and assessment approaches that are specific to organizational needs. Employers do not need approval to supplement the standardized forms or procedures.[Statutor…

An employer may factor in an employee's performance when granting recognition leave if the employer has received choice performance confirmation.[Statutory Authority: Chapter 41.06 RCW. WSR 22-12-074, § 357-37-050, filed 5/27/22, effective 7/1/22; WSR 16-05-056, § 357-37-050, fil…

Employers may request choice performance confirmation from the director. The director will use the elements listed in WAC 357-37-060 to assess and evaluate an employer's readiness to fairly and objectively factor in employee performance when granting recognition leave. If the dir…

The director will evaluate the following elements to determine if an employer should receive choice performance confirmation:(1) Executive commitment to a performance-based culture;(2) Present status of performance management in the organization;(3) Defined roles and responsibili…

Employers may develop employee recognition and reward programs, utilizing tools available in RCW 41.60.150 and chapter 357-28 WAC.[Statutory Authority: Chapter 41.06 RCW. WSR 05-01-194, § 357-37-065, filed 12/21/04, effective 7/1/05.]

Employee recognition programs must be designed to recognize verifiable accomplishments. Programs may be linked to individual or group accomplishments as described in RCW 41.60.150 or to accomplishments that further the employer's mission, strategic goals or objectives.[Statutory …

If the employer has developed an internal review procedure, an employee may request the employer to review alleged irregularities in the use of the approved performance evaluation form and/or procedures. Employees must be notified in writing of the results of the employer's revie…

(1) As provided in WAC 357-49-010, and within thirty days of receipt of a completed and signed performance evaluation or the results of an employer review as provided in WAC 357-37-075, a WGS employee may request a director's review of alleged irregularities in the use of the app…

In addition to drug/alcohol testing required by state or federal law, an employer may require a specific employee to submit to drug/alcohol testing designed to identify the presence in the body of controlled substances referenced under chapter 69.50 RCW, other than drugs prescrib…

An appointing authority may dismiss, suspend without pay, demote, or reduce the base salary of a permanent employee under the appointing authority's jurisdiction for just cause.[Statutory Authority: RCW 41.06.133. WSR 26-08-085, s 357-40-010, filed 3/31/26, effective 5/1/26. Stat…

Employers may develop a corrective discipline policy that identifies actions that an appointing authority may take other than dismissal, suspension, demotion, or reduction in base salary, that represent alternative formal measures that do not deprive an employee of pay, yet still…

The appointing authority must notify an employee in writing at least fifteen (15) calendar days before the effective date of the demotion or reduction in base salary.[Statutory Authority: Chapter 41.06 RCW. WSR 04-18-113, § 357-40-020, filed 9/1/04, effective 7/1/05.]

The notice must include the specific charge(s) and the employee's right to appeal to the board as provided in chapter 357-52 WAC.[Statutory Authority: Chapter 41.06 RCW. WSR 04-18-113, § 357-40-025, filed 9/1/04, effective 7/1/05.]

An appointing authority may dismiss an employee with fifteen (15) calendar days' written notice or without fifteen (15) calendar days' notice as follows:(1) An appointing authority may dismiss an employee effective immediately with pay in lieu of the fifteen (15) calendar days' n…

An employee being suspended must be notified in writing no later than one day after the suspension takes effect.[Statutory Authority: Chapter 41.06 RCW. WSR 04-18-113, § 357-40-035, filed 9/1/04, effective 7/1/05.]

The suspension notice must include the specific charge(s) and the duration of the suspension. It must also include the employee's right to appeal to the board as provided in chapter 357-52 WAC.[Statutory Authority: Chapter 41.06 RCW. WSR 04-18-113, § 357-40-040, filed 9/1/04, eff…

An appointing authority may not suspend without pay a permanent employee for more than fifteen calendar days as a single penalty or more than thirty calendar days in any one calendar year as an accumulation of several penalties.[Statutory Authority: Chapter 41.06 RCW. WSR 04-18-1…

Notice of dismissal, suspension, demotion, or reduction in base salary must be provided by personal service or certified letter through the United States mail. Service of notice will be regarded as completed when personal delivery has been accomplished; or upon deposit of a certi…

The following definitions apply to chapter 357-43 WAC:(1) Appointing authority: An individual lawfully authorized to appoint, transfer, layoff, reduce, dismiss, suspend, or demote employees.(2) Contract: A formal and binding agreement or an amendment to an agreement between an em…

EBU members may choose to opt out of civil service rules that are not required in statute.[Statutory Authority: Chapter 41.06 RCW. WSR 07-11-092, § 357-43-003, filed 5/16/07, effective 7/1/07.]

The purpose of this chapter is to establish the chapter of civil service rules that apply to employee business unit members when employed under a contract.[Statutory Authority: Chapter 41.06 RCW. WSR 05-01-193, § 357-43-005, filed 12/21/04, effective 7/1/05.]

WAC 357-46-012 governs layoff actions resulting from the competitive contracting process as described in Title 200 WAC.[Statutory Authority: Chapter 41.06 RCW. WSR 15-24-007, § 357-43-007, filed 11/18/15, effective 12/21/15; WSR 07-11-092, § 357-43-007, filed 5/16/07, effective 7…

When an employee chooses to not be a part of the employee business unit, the following applies:(1) If the employee chooses to not be a part of the employee business unit before the employer's notification of the intent to award the contract to the employee business unit (as descr…

The rules explaining employee business unit bid submittals and evaluation of those bids are included in chapter 200-320 WAC, Competitive contracting.[Statutory Authority: Chapter 41.06 RCW. WSR 15-24-007, § 357-43-015, filed 11/18/15, effective 12/21/15; WSR 05-01-193, § 357-43-0…

Employee business unit members continue to be classified employees.[Statutory Authority: Chapter 41.06 RCW. WSR 05-01-193, § 357-43-020, filed 12/21/04, effective 7/1/05.]

The terms and conditions of employee business unit employment are established by the contract or by appointment actions taken under that contract.[Statutory Authority: Chapter 41.06 RCW. WSR 05-01-193, § 357-43-025, filed 12/21/04, effective 7/1/05.]

Employment within an employee business unit must comply with applicable federal, state and municipal statutes and regulations and executive orders as applicable.[Statutory Authority: Chapter 41.06 RCW. WSR 05-01-193, § 357-43-030, filed 12/21/04, effective 7/1/05.]

The duties of an appointing authority may be delegated to an employee business unit member.[Statutory Authority: Chapter 41.06 RCW. WSR 05-01-193, § 357-43-035, filed 12/21/04, effective 7/1/05.]

Employee business unit members must complete any training required by the contracting employer or must satisfy training requirements as prescribed by the employee business unit contract.[Statutory Authority: Chapter 41.06 RCW. WSR 05-01-193, § 357-43-040, filed 12/21/04, effectiv…

Positions in an employee business unit must be included in the employer's affirmative action plan.[Statutory Authority: Chapter 41.06 RCW. WSR 05-01-193, § 357-43-050, filed 12/21/04, effective 7/1/05.]

An employee business unit member may accept an appointment to an exempt position or a classified position outside of the employee business unit.Chapter 357-43 WAC does not apply to appointments to classified positions outside of a employee business unit.[Statutory Authority: Chap…

A former employee business unit member who was appointed to an exempt position from the employee business unit has return rights provided in RCW 41.06.070.[Statutory Authority: Chapter 41.06 RCW. WSR 07-11-092, § 357-43-115, filed 5/16/07, effective 7/1/07; WSR 05-01-193, § 357-4…

Layoff is an employer-initiated action taken in accordance with WAC 357-46-010 that results in:(1) Separation from service with an employer;(2) Employment in a class with a lower salary range maximum;(3) Reduction in the work year; or(4) Reduction in the number of work hours.[Sta…