Questions and Answers about University of Wisconsin–Madison

Here's what people have asked and answered about working for and interviewing at University of Wisconsin–Madison.

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  • What is the work environment and culture like?
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14 questions

After Act 10, management took advantage and made working there miserable. I got written up for calling in sick after a vacation week even though I had a doctor's note verifying I Really was sick! They don't value your contributions and there's a lot of favoritism.

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Management/supervisors will get them at least once a year. Hourly employees can only expect to get them when the State itself gets raises, unless you are friends with your supervisor, then they may let you have a few crumbs.

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Depends on what you did. You will probably end up being a director or some type of management.

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I worked 10-12 hours a day

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Policy used to be the same questions had to be asked of every candidate. However, now that the union is busted, they can ask anything they want. I was asked how I got along with my supervisor, and it was well known that my supervisor bullied the employees (there was no policy against bullying) and had been instrumental in over 1/2 dozen people being fired in less than 4 years. Didn't get the job. Got yelled at by my supervisor for trying to leave, and my job was eliminated a year later.

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Any and every supervisor who has bullied an employee needs to be fired.

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Certain positions at UW-Madison may require background check and/or drug screen as part of the pre-employment process for safety-sensitive titles. Examples of those could be positions that involve driving or in the healthcare field. Please feel free to discuss this with the contact listed on a position that you may be interested in applying to.

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Stop middle to higher management from bullying and berating the employees. And when these incidents do occur, stop blaming the person getting bullied. Having a policy against bullying doesn't do any good if you don't do anything about it.

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All conditions of employment should be discussed during the offer process between the employee and the HR staff. This information is typically added to the appointment letter which the employee will acknowledge and sign off on as part of the offer process.

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