Wausau committee tables decision on summer hours, asks staff for survey and pilot plan

The Wausau Human Resources Committee on April 9 voted to table action on a proposed summer hour schedule for city hall and directed staff to return in May with public‑feedback options, input from the incoming HR director and a proposed pilot for summer 2025.

Mayor Jenny asked the committee to pause and gather additional data before making the change permanent. “My purpose here tonight is to encourage you to either to hold on your decision… or by tabling it,” she said, noting staff and directors identified unresolved customer‑service questions and that another pilot could build on a 2024 experiment.

Committee members and members of the public expressed concern about access for residents who rely on in‑person service during traditional hours. Several alderpersons said some residents do not use online services and may arrive at city hall unaware of revised hours. A committee member reported receiving five to six complaints from residents saying they had bills or paydays timed to Friday hours and found city hall closed.

Staff and the employee resource committee presented two proposals in the meeting packet. One option preserves 42.5 service hours per week but redistributes them so the public desk would be open longer Monday–Thursday and close early Friday; an example schedule cited in the packet was 7:15 a.m.–4:30 p.m. Monday–Thursday and 7:15 a.m.–12:15 p.m. on Fridays. Staff noted other nearby municipalities, including Rib Mountain, Rothschild and Schofield, have reduced Friday hours during summer months.

Concerns raised included whether an online survey would capture a representative sample of residents, the need to consult the municipal court schedule (which may require code change for permanent hours), potential overtime/comp time questions for staff, and whether a pilot should be authorized by council rather than implemented unilaterally by staff. The committee directed staff to propose a public survey method (mail and in‑person options were discussed), gather examples from neighboring municipalities, and present a pilot plan and HR director input at the May meeting.

The motion to table and return with the requested work was approved by the committee. Committee members emphasized the need for robust outreach and clear notice if any pilot proceeds.

Next steps: staff will gather survey options and citizen feedback mechanisms, provide the incoming HR director’s recommendations, outline a pilot (dates and notice plan) and report back to the Human Resources Committee in May.