Fixed duration positions
Fixed duration positions are limited term positions created by the UW/SEIU Local 925 and WFSE Master collective bargaining agreements (Article 15.4 in each agreement). For SEIU 925, a fixed duration position may only be used when a contract-classified employee is on a leave of absence or to perform project; such restrictions do not apply for WFSE.
Fixed duration positions are for assignments that are:
- at least 50% FTE per month and for greater than six consecutive months
- intended to be more than 1050 hours
- always at least 6 months and no greater than 12 consecutive months and have an identifiable end date
Fixed duration employees cannot be re-appointed after their position has reached the maximum of 12 months.
A fixed duration position may not replace a regular bargaining unit employee and cannot be used to do the work of an employee laid off from the same work unit.
Time off and benefits
The employee in a fixed duration position is eligible for paid time off in accordance with collective bargaining agreement provisions.
The employee receives a UW identification card and is eligible to participate in the U-PASS program and other programs that require an official UW Husky ID card.
Employees in fixed duration positions are generally eligible for medical, dental, life, and long term disability insurances as well as retirement plan participation subject to rules. Contact the Integrated Service Center for information about benefits eligibility.
Tuition Exemption – Only permanent classified staff are eligible to participate in the University’s tuition exemption program. Employees in a fixed duration position do not achieve permanent status and are not eligible to participate in the tuition exemption program.
Employees in a fixed duration position do not achieve “permanent” status and therefore do not serve a probationary period. The position may be terminated by the supervisor at any time.
Credit towards a regular position
Time worked in a bargaining unit fixed duration position counts toward seniority for employees who are appointed without a break in service to the equivalent regular monthly bargaining unit position.If a fixed duration position is to become a regular monthly-paid bargaining unit position, and the fixed duration position incumbent is hired into the position through open recruitment, the employee will have the time spent in the fixed duration position apply toward the probationary period for that position. If the employee has worked in the fixed duration position six months or longer, the employee is considered to have completed the probationary period.
Applicable contract provisions for paying union dues apply to an employee in a fixed duration position.
Consecutive fixed duration positions
Consecutive fixed duration positions that total more than 12 consecutive months are not allowed for the same assignment. If more than 50% of the job duties change, a new FDA may be approved, even if it is for the same supervisor in the same department.
Fixed duration and temporary hourly positions
Temporary hourly employees may accept a fixed duration position, but a fixed duration position may not be created and used to extend the employment of an hourly employee who has reached the 1050-hour limit on temporary positions. Likewise, an employee in a fixed duration position may accept a temporary hourly position, but a temporary hourly position may not be created and used to extend the employment of a fixed duration position that had reached its end date.
Fixed duration and multiple positions
An employee holding a fixed duration position may hold another position. However, the employee’s combined weekly work hours may create an overtime obligation. Hiring managers should check with the potential employee to understand if they hold other UW positions.
The employee in a fixed duration position does not have layoff-rehire rights when the fixed duration position ends.
Ending a fixed duration position
When ending a fixed duration appointment in Workday follow the user guides: