Employee Resources

Information on FLSA changes for employees expanding section

With the deployment of new titles, some positions may transition from non-exempt to exempt or vice versa.  Impacted employees will be contacted by Human Resources.  More information and an explanation of options are listed below.

FLSA changes – The Fair Labor Standards Act (FLSA) establishes federal minimum wage, overtime pay, and recordkeeping laws. It assigns each employee an exemption status, non-exempt or exempt, based on job duties performed under each position title. A small number of current employees will have their exemption status change due to TTC.

Employee classification, University Staff and Academic Staff, is separate from FLSA. While employees will be required to change FLSA exemption status, employees will not be forced to change employee classification. Some employees will have the option to change employee classification if they so choose.

In the coming months, our office will work directly with employees who are affected by this change. We will provide more detailed information about the impact of this change and offer support to the employee and their supervisor, answering any questions or concerns either may have. We plan to offer informational sessions and supplemental documents to ensure a smooth transition this fall.

Last modified: 08/27/2021

Employee Appeals expanding section

The official appeal form will be available on November 22, 2021.

On November 7, 2021, academic staff, university staff, and limited appointees will have updated job titles and new, standard position templates which will be used to provide a general overview of the type of work expected from employees holding that assigned title. The university will also have a market-informed title and salary structure to attract, recruit, and retain a highly qualified workforce. These changes are a result of the Title and Total Compensation (TTC) Project.

Employees who believe their assigned standard job description does not match their current duties may submit a job title appeal.

Timeline for appeals

November 7 – December 31, 2021: Department/Unit-Led Informal Appeals Process

Employees who disagree with their assigned TTC title can work with their supervisors and their human resource partners to attempt to resolve any concerns in advance of the official appeals period that starts on November 22.

November 22 – December 31, 2021: Employees May Submit a Formal Appeal

Employees who are unable to resolve their concerns informally can submit an official appeal utilizing the appeal form, (in development) starting November 22. The placement of titles in the salary structure is not appealable.

January 1 – February 28, 2022: Formal Hearing of Title Appeal

During this period, the hearing panels will undergo training and review the formal appeals of employees.  The panels will make recommendations to the Chief Human Resources Officer who will have the final determination on the title assigned to an employee.

February 28, 2022

All titles will be final and there will not be another opportunity to appeal a TTC title placement.

Policy and procedures

As required by UW System Policy 1257, each institution shall have a procedure for title appeals.  At UW-La Crosse, each of the affected governance groups shall use their title committee or if none exists, the grievance/complaint committee to review the title appeal of their member. 


Beginning on November 22, employees will have until 4:30 PM on December 31, 2021, to complete the formal appeal form objecting to their mapped TTC title.  Employees must complete and provide evidence as to how their duties do not align with their mapped title. 

The appeal form will be received by the appropriate governance group.  The governance group hearing panels will have until 4:30 PM, Friday, February 18, 2022, to provide their final, written recommendations to the Chief Human Resource Officer for final consideration. 

The Chief Human Resources Officer has been designated by the Chancellor to provide the final decision on title placement.  The Chief Human Resources Officer shall consider the evidence and submission from the employee along with the recommendations of the hearing panel.  The Chief Human Resources Officer will have until 4:30 PM, Monday, February 28, 2022, to provide final written notice of his decision to the hearing panel chair and the employee. 

There will be no further appeal beyond the decision of the Chief Human Resources Officer.


No appeal will be accepted if the employee is objecting to:

  • The employee’s pay
  • The employee’s assigned pay range
  • Language of the standard job descriptions or language in their authorized UWL position description. (i.e., petitioning for changes in UWSA standard job descriptions or changes to current UWL position descriptions)
  • Titles assigned to standard job descriptions, or job families or subfamilies.
  • A title’s exempt/non-exempt status as it relates to the Fair Labor Standards Act.

All appeals must be based on the official, authorized job description which is on file with Human Resources.  If none exists, then the recruitment posting from which the employee was hired will be used.

The official appeal form will be available on November 22, 2021.


Last modified: 10/12/2021

Employee Training expanding section

Employees can learn more about the project by visiting the TTC Resource page here: https://www.wisconsin.edu/ohrwd/title-and-total-compensation-study/resources/ 

Last modified: 07/27/2021

What is happening to Career Progression expanding section

The final policy recommendations for Career Progression for Academic Staff have not been developed.  Fiscal Year 2021 was the final year of Career Progression at UW-La Crosse.  For more information about the future state of Career Progression/Career Paths, visit:

Last modified: 07/27/2021