reglab/statecodes huggingface dataset:
Ohio Administrative Code › Title 123:1 - Division of Human Resources › Chapter 123:1-41 - Layoffs › Section 123:1-41-19 - Removal from recall lists

Current through all regulations passed and filed through July 1, 2024
(A) Any employee accepting or declining
			 reinstatement to the same classification and appointment type from which the
			 layoff or displacement initially occurred 
								will be removed
			 from both the reinstatement and jurisdictional reemployment recall lists;
			 except that any employee declining reinstatement to a different appointment
			 category than that from which he was laid off or displaced or declining
			 reinstatement for reasons of hardship, as approved by the director
			 
								will
			 not be removed from either recall lists.
(B) Any employee accepting reinstatement to a
			 classification with a pay range lower than the classification from which the
			 employee was laid off or displaced 
			 remains on the appointing authority's recall list
			 for classifications in the classification series with pay ranges higher than
			 the classification to which the employee was reinstated, up to and including
			 the classification from which the employee was laid off.
(C) Any employee declining reinstatement to a
			 classification with a pay range lower than the classification from which the
			 layoff or displacement initially occurred 
								will not be
			 removed from either the appointing authority's recall list or the
			 jurisdictional layoff list; except such employee 
								will thereafter
			 only be offered reinstatement to a classification with a pay range higher than
			 the classification declined, up to and including the classification from which
			 the employee was laid off.
(D) Any
			 employee on the jurisdictional recall list accepting or declining reemployment
			 to the same classification and same appointment type from which the employee
			 was laid off or displaced 
								will be removed from the jurisdictional layoff
			 lists.
(E) Any employee on the
			 jurisdictional recall list accepting or refusing reemployment in a lesser
			 appointment category from which the layoff or displacement occurred
			 
								will be
			 removed from the jurisdictional recall list for that appointment category and
			 any below.
(F) If not removed under
			 paragraphs (A) to (E) of this rule, the name of any laid-off or displaced
			 employee 
								will be removed from the appointing authority's recall
			 list and the jurisdictional recall list one calendar year after the employee
			 was first laid off or displaced from his original classification. In the event
			 any displaced employee is subsequently laid off or displaced, such employee's
			 name 
								will be removed from the recall lists one calendar
			 year after the subsequent layoff.
Ohio Administrative Code › Title 123:1 - Division of Human Resources › Chapter 123:1-41 - Layoffs › Section 123:1-41-20 - Inspection of layoff lists

Current through all regulations passed and filed through July 1, 2024
(A) Posting of layoff lists. At least
			 fourteen calendar days prior to any layoff, the appointing authority
			  prepares and posts for
			 inspection in a conspicuous and public place accessible to affected employees a
			 list containing the name, continuous service date, type of appointment, status,
			 classification, and retention points of all employees in that classification
			 and lower classifications in the classification series and
			  indicates thereon which employees will be laid off.
(B) Availability of lists and rules. The
			 appointing authority's layoff list and copies of the administrative rules
			 regarding layoffs 
								will, upon request, be made available for
			 inspection and copying to anyone during normal working hours. A reasonable
			 charge for reproduction may be made.
Ohio Administrative Code › Title 123:1 - Division of Human Resources › Chapter 123:1-41 - Layoffs › Section 123:1-41-21 - Layoff of employees on sick leave, leave without pay, or receiving disability leave benefits

Current through all regulations passed and filed through July 1, 2024
(A) Employees receiving sick leave at time of
			 layoff. Employees who are on sick leave at the time a layoff is effective
			 
								will be
			 subject to layoff, under the provisions of this chapter. The effective date of
			 layoff or displacement of an employee 
								will not be extended on the basis that an
			 employee is on sick leave.
(B)
			 Employees on leave of absence without pay at time of layoff. An employee who is
			 on a leave of absence without pay under the provisions of rule
			 123:1-34-01 of the
			 Administrative Code at the time a layoff is effective
			 
								will be
			 subject to layoff under the provisions of this chapter. The effective date of a
			 layoff or of displacement for an employee 
								will not be
			 extended on the basis that an employee is on a leave of absence without
			 pay.
(C) Employees receiving
			 disability leave benefits at time of layoff. An employee who is receiving
			 disability leave benefits under the provisions of Chapter 123:1-33 of the
			 Administrative Code at the time a layoff is effective
			 
								will be
			 subject to layoff under the provisions of this chapter. An employee who is to
			 be laid off while receiving disability leave benefits
			  continues to receive disability leave benefits until the
			 period of disability is over and the employee would otherwise be able to return
			 to work. The receipt of disability leave benefits 
								will be subject
			 to the provisions of Chapter 123:1-33 of the Administrative Code.
Ohio Administrative Code › Title 123:1 - Division of Human Resources › Chapter 123:1-41 - Layoffs › Section 123:1-41-22 - Cash conversion of accrued leave at layoff, and restoration of leave credit

Current through all regulations passed and filed through July 1, 2024
(A) General. Any employee who is eligible for
			 a cash conversion of their accumulated leave and who is laid off may have his
			 or her accumulated balances of vacation, personal leave, and sick leave
			 converted to a cash benefit according to the following:
(1) Sick leave and personal leave. Any
			 accumulated unused balances of sick leave and personal leave may be converted
			 to cash in accordance with the rules established in Chapter 123:1-32 of the
			 Administrative Code; and
(2) Any
			 accumulated unused balance of vacation may be converted to a cash payment at
			 the time an employee is laid off.
Payment of any cash conversion made to employees paid by
				warrant of the director of budget and management 
										will be made
				according to the provisions of Chapter 123:1-32 of the Administrative Code and
				the procedures established by the director.
Ohio Administrative Code › Title 123:1 - Division of Human Resources › Chapter 123:1-43 - Overtime and Compensatory Time › Section 123:1-43-01 - Overtime

Current through all regulations passed and filed through July 1, 2024
(A) An employee
			 paid by warrant of the director of budget and management who is eligible to
			 receive overtime compensation and who is required by an administrative superior
			 to be in an active pay status for more than forty hours in any calendar week
			 
								is
			 entitled to overtime compensation or compensatory time as provided in rule
			 123:1-43-02 of the
			 Administrative Code. Sick leave and any leave used in lieu of sick leave
			 
								are not
			  included in the definition of active pay
			 status for the purpose of earning overtime or compensatory time for employees
			 who are eligible for overtime compensation and whose wages are paid directly by
			 the director of budget and management.
(B) Compensation. An employee who is eligible
			 for overtime compensation 
								is entitled to compensation for such time over
			 forty hours at one and one-half times the employee's regular rate of pay as
			 defined in division (F) of section
			 124.18 of the Revised Code. An
			 employee who is eligible to accrue leave pursuant to sections
			 124.134,
			 124.382, and
			 124.386 of the Revised Code may
			 elect to take compensatory time off in lieu of overtime pay on a time and
			 one-half basis. An employee who is not eligible to accrue leave pursuant to
			 sections 124.134,
			 124.382, and
			 124.386 of the Revised Code
			 
								is unable
			 to elect to take compensatory time of in lieu of overtime pay.
(C) Overtime exemptions. The appointing
			 authority of each state agency, board, or commission may designate positions,
			 for which the duties are professional, administrative or executive in nature,
			 as overtime-exempt.
(D) Holidays.
			 When an employee who is eligible for overtime compensation is required to work
			 on a day designated as a holiday by section
			 124.19 of the Revised Code, he
			 or she 
								will be entitled to pay for such time worked at one
			 and one-half times the employee's regular rate of pay as defined in division
			 (F) of section 124.18 of the Revised Code in
			 addition to holiday pay.
When calculating overtime for a calendar week which includes a
				holiday, the automatic eight hours of holiday pay is considered as time in
				active pay status regardless of whether or not the employee worked on such
				holiday. Time actually worked on a holiday is not considered time in active pay
				status for overtime calculations because separate compensation is already
				paid.
Ohio Administrative Code › Title 123:1 - Division of Human Resources › Chapter 123:1-43 - Overtime and Compensatory Time › Section 123:1-43-02 - Compensatory time

Current through all regulations passed and filed through July 1, 2024
(A) An employee may use compensatory time
			 earned in accordance with rule
			 123:1-43-01 of the
			 Administrative Code at a time mutually convenient to the employee and the
			 appointing authority within the usage period set forth in section
			 124.18 of the Revised
			 Code.
(B) Compensatory time is not
			 available for use until it appears on the employee's earnings statement and the
			 compensation described in the earnings statement is available to the
			 employee.
(C) An employee, not
			 designated as overtime-exempt, 
								will be paid for compensatory time earned in
			 accordance with rule
			 123:1-43-01 of the
			 Administrative Code which has not been used within the usage period set forth
			 in section 124.18 of the Revised Code or
			 upon separation.
(D) When payment
			 is to be made for compensatory time not used, it 
								will be
			 converted back to overtime hours by applying a factor of two-thirds and making
			 payment at the overtime rate which is effective for the employee at the time
			 the compensatory time is paid.
(E)
			 All compensatory time 
								is to be used before an employee is granted a
			 leave of absence without pay, except as otherwise permitted under state or
			 federal law.
Ohio Administrative Code › Title 123:1 - Division of Human Resources › Chapter 123:1-44 - Holidays › Section 123:1-44-01 - Holidays

Current through all regulations passed and filed through July 1, 2024
(A) An employee who
			 is not in active pay status for the entire scheduled work day immediately
			 preceding the holiday will
								 not receive holiday compensation,
			 except as provided in paragraph (B) of this rule.
(B) An employee need not be in active pay
			 status on the scheduled work day immediately preceding a holiday in order to be
			 paid for the holiday if the employee is participating in a mandatory cost
			 savings day or a voluntary cost savings day pursuant to section
			 124.392 of the Revised
			 Code.
(C) Section
			 124.19 of the Revised Code does
			 not provide for shifting the day on which a holiday is observed to any other
			 day, with the exception of designated holidays at universities.
(D) An appointment into the classified or
			 unclassified service of the state should not be made effective on a holiday
			 unless the employee is scheduled to work on that day.
Ohio Administrative Code › Title 123:1 - Division of Human Resources › Chapter 123:1-44 - Holidays › Section 123:1-44-02 - Religious observances

Current through all regulations passed and filed through July 1, 2024
Since many important religious observances occur on days not
				designated as legal holidays under division (A) of section
				124.19 of the Revised Code, all
				state appointing authorities will
								 observe liberal policies concerning
				requests for leaves of absence or vacation expressly for the purpose of
				engaging in religious observances.
(A)
			 Appointing authorities will
								 also give great deference to employee
			 requests for small amounts of leaves of absence or vacation time in order to
			 attend special worship services. Employees must follow standard agency policies
			 in requesting such leaves of absence or vacation leaves.
(B) An employee who feels that an appointing
			 authority has wrongfully denied a request for time off for religious
			 observances should 
								report the incident to any or all of the following as
			 required by Chapter 123:1-49 of the Administrative Code:
(1)
									The employee's
			 supervisor;
(2)
									The agency equal employment opportunity (EEO) officer;
			 or
(3)
									The department of administrative services, human
			 resources division, office of diversity, equity, and inclusion (ODEI).
Ohio Administrative Code › Title 123:1 - Division of Human Resources › Chapter 123:1-45 - Implementation and Separability of Rules › Section 123:1-45-01 - Implementation

Current through all regulations passed and filed through July 1, 2024
The director may issue directives, policies, or memoranda to
				implement the provisions of department rules and to establish the
				 forms or procedures
				
								necessary
				to carry out Chapters 123., 124., 125., and 153. of the Revised Code and
				the rules adopted thereunder. Any such directives, policies, or memoranda
				will be
				publicly available on the department of administrative services'
				website.
Ohio Administrative Code › Title 123:1 - Division of Human Resources › Chapter 123:1-45 - Implementation and Separability of Rules › Section 123:1-45-02 - Separability

Current through all regulations passed and filed through July 1, 2024
Each rule of the director of
				
								administrative services
								, and each paragraph of each rule is an
				independent rule. The holding of any rule or paragraph to be void, invalid, or
				ineffective for any reason does not
				affect
				the validity of any other rule or paragraph.
Ohio Administrative Code › Title 123:1 - Division of Human Resources › Chapter 123:1-46 - Miscellaneous Provisions › Section 123:1-46-01 - Weather emergencies

Current through all regulations passed and filed through July 1, 2024
(A) A weather emergency may be declared by
			 the governor or the governor's designee for purposes of limiting a state
			 employee's obligation to travel to and from work for a specific period of time.
			 State employees will be compensated at their regular rate of pay for the number
			 of hours for which they were scheduled to work during the emergency period if
			 they were instructed not to report to work or were sent home.
(B) Employees not scheduled to work because
			 of scheduled vacation or continuing sick leave will be charged for the leave
			 regardless of the declared emergency. If vacation or sick leave ends prior to
			 the end of the declared emergency, no leave time will be charged for the
			 remainder of the emergency.
(C) An
			 employee who is absent, tardy or leaves work early on days when weather
			 conditions interfere with travel but when no emergency has been declared by the
			 governor is absent without leave and therefore in no-pay status. The employee
			 may with approval of the appointing authority account for time during which the
			 employee was absent from his or her job due to inclement weather by working
			 such time in addition to the employee's regular schedule or by charging it to
			 vacation leave or compensatory time; otherwise, leave without pay will be
			 charged. Inclement weather is not a valid reason for the use of sick leave.
(D) During weather emergencies,
			 those agencies required to maintain twenty-four-hour or emergency service may
			 continue to use available personnel beyond regularly scheduled hours. Eligible
			 employees required by their appointing authority to work beyond their regular
			 shift shall be paid overtime for such additional hours of work, in accordance
			 with section 124.18 of the Revised Code. Time
			 spent in non-duty status, such as sleep or recreation shall not be compensable.
(E) Appointing authorities with
			 statutory authority to set rates of compensation may establish their own
			 weather emergency policies.
Five Year Review (FYR) Dates:
				10/28/2015 and
				09/15/2020
Promulgated
				Under: 119.03
Statutory
				Authority: 124.09
Rule
				Amplifies: 124.09,
				124.13,
				124.38
Prior
				Effective Dates: 1/10/82, 3/1/02,
				7/1/06,
Ohio Administrative Code › Title 123:1 - Division of Human Resources › Chapter 123:1-46 - Miscellaneous Provisions › Section 123:1-46-02 - Political activity of employees in the classified service of the state

Current through all regulations passed and filed through July 1, 2024
(A) The purpose of
			 this rule is to provide appointing authorities, personnel officers, and others
			 with guidelines concerning political activity. Employees in the classified
			 service of the state are prohibited by section
			 124.57 of the Revised Code from
			 engaging in political activity.
(1)
			 "Classified service" means all persons in active pay status serving in the
			 competitive classified civil service of the state. Unless specifically
			 exempted from the classified service in accordance with the Revised Code and
			 these rules, an employee shall be considered to be in the classified service
			 for purposes of this rule.
(2)
			 "Political activity" and "politics" refer to partisan activities, campaigns,
			 and elections involving primaries, partisan ballots, or partisan candidates.
Ohio Administrative Code › Title 123:1 - Division of Human Resources › Chapter 123:1-46 - Miscellaneous Provisions › Section 123:1-46-03 - Experimental leave and benefits program

Current through all regulations passed and filed through July 1, 2024
(A) The director may establish for some or
			 all employees of an agency, department, board or commission paid by warrant of
			 the director of budget and management the allocation of vacation leave, sick
			 leave, disability leave, personal leave, life insurance or medical insurance
			 benefits that differ from these benefits as granted by sections
			 124.13,
			 124.134,
			 124.382,
			 124.385,
			 124.386,
			 124.81 and
			 124.82
			 of the Revised Code. The director may establish different programs for
			 employees of various agencies, departments, boards or commissions paid by
			 warrant of the auditor of state.
(B) An agency that desires to establish an
			 experimental leave and benefits program shall submit a written proposal to the
			 director for review. The proposal shall include, but not be limited to the
			 following:
(1) Statement of the reason,
			 purpose or need for establishing such a program;
(2) Statement of the benefits or advantages
			 to be derived from implementing such a program;
(3) The anticipated costs or savings as a
			 result of the establishment of the program to include certification by the
			 office of budget and management that funds are available if appropriate for the
			 current biennium. Additionally, the agency must, if appropriate, indicate in
			 writing that it will seek funding for the continuation of a program in a
			 subsequent biennium;
(4) The number
			 of employees affected by the program;
(5) The transition period and notice
			 procedure to affected employees; and
(6) The duration of the program.
Ohio Administrative Code › Title 123:1 - Division of Human Resources › Chapter 123:1-46 - Miscellaneous Provisions › Section 123:1-46-05 - Leave donation program

Current through all regulations passed and filed through July 1, 2024
(A) Definitions. As used in this rule:
(1) "Immediate family" has the same meaning
			 as set forth in rule
			 123:1-47-01
			 of the Administrative Code.
(2)
			 "New sick leave" means sick leave an employee has accrued pursuant to section
			 124.382
			 of the Revised Code on or after November 15, 1981. "New sick leave" does not
			 include emergency paid sick leave or expanded family and medical leave
			 available pursuant to the Families First Coronavirus Response Act,
			 Pub. L. No.
			 116-127 (2020).
(3) "Paid leave" means new sick leave,
			 personal leave or vacation leave. For purposes of this rule, "paid leave" does
			 not include emergency paid sick leave or expanded family and medical leave
			 available pursuant to the Families First Coronavirus Response Act,
			 Pub. L. No.
			 116-127 (2020). Except as provided in paragraph
			 (E) of this rule, "paid leave" does not include compensatory time.
Ohio Administrative Code › Title 123:1 - Division of Human Resources › Chapter 123:1-46 - Miscellaneous Provisions › Section 123:1-46-06 - Employee exchange program

Current through all regulations passed and filed through July 1, 2024
Pursuant to section
				124.389 of the Revised Code, the
				employee exchange program has been created to facilitate the temporary
				assignment of employees who are exempt from collective bargaining and paid by
				warrant of the director of budget and management to another state agency,
				county office, political subdivision, or an outside governmental or
				non-governmental organization for the purpose of furthering the goals and
				objectives of the participating parties.
(A) Assignments made through this program may
			 be for the purpose of:
(1) Providing program
			 and developmental experience which will enhance employee performance;
(2) Pursuing innovative ideas to learn new
			 approaches to governmental issues;
(3) Assisting in the use of new
			 technologies;
(4) Involving as many
			 participants as needed in the development of governmental policies and
			 procedures; or
(5) Other purposes
			 mutually agreed upon by all parties involved.
Ohio Administrative Code › Title 123:1 - Division of Human Resources › Chapter 123:1-46 - Miscellaneous Provisions › Section 123:1-46-07 - Retention of records relating to disciplinary actions

Current through all regulations passed and filed through July 1, 2024
Pursuant to the provisions of division (D) of section
				124.15 of the Revised Code, the
				following retention schedule shall apply to all employees who are exempt from
				collective bargaining and paid by warrant of the director of budget and
				management:
(A) All records relating
			 to oral and/or written reprimands issued on or before
			 September 20, 2015 will cease to have any force and effect and shall be
			 removed from an employee's personnel file twelve months after the date of the
			 oral and/or written reprimand if there has been no other discipline imposed
			 during the past twelve months.
(B)
			 Records of other disciplinary actions beyond oral and/or written reprimand
			 issued on or before September 20, 2015 shall
			 cease to have any force and effect and shall be removed from an employee's
			 personnel file twenty-four months after the date discipline was imposed if
			 there has been no other discipline imposed during the past twenty-four
			 months.
(C)
								 All records relating to written reprimands issued after
			 September 20, 2015 will cease to have any force and effect and shall be removed
			 from an employee's personnel file twenty-four months after the date of the
			 written reprimand if there has been no other discipline imposed in the past
			 twenty-four months.
(D)
								 Records of other disciplinary actions beyond a written
			 reprimand issued after September 20, 2015 shall cease to have any force and
			 effect and shall be removed from an employee's personnel file thirty-six months
			 after the date discipline was imposed if there has been no other discipline
			 imposed during the past thirty-six months.
(E) The retention
			 periods established above may be extended by a period equal to employee leaves
			 of fourteen consecutive days or longer, except for approved periods of vacation
			 leave.
Effective: 9/20/2015
Five Year
				Review (FYR) Dates: 07/02/2015 and
				09/08/2020
Promulgated
				Under: 119.03
Statutory
				Authority: 124.09
Rule
				Amplifies: 124.15,
				124.34
Prior
				Effective Dates: 11/10/96, 12/1/06
Ohio Administrative Code › Title 123:1 - Division of Human Resources › Chapter 123:1-49 - Equal Employment Opportunity Policy › Section 123:1-49-01 - Equal employment opportunity policy

Current through all regulations passed and filed through July 1, 2024
(A) No person employed by any state agency,
			 board, or commission shall discriminate against any other state employee or
			 candidate for state employment on the basis of race, color, religion, sex,
			 national origin (ancestry), military status (past, present or future),
			 disability, age (forty years of age or older), genetic information, or sexual
			 orientation, as those terms are defined in Ohio law, federal law and any
			 current executive order of the governor of Ohio, in making any state government
			 employment-related decisions including, but not limited to, hiring, layoff,
			 termination, transfer promotion, demotion, rate of compensation, or eligibility
			 for in-service training programs.
(B) The 
								affirmative action and
			 equal employment opportunity unit of the department of administrative
			 services shall promote equal opportunity in state government employment-related
			 decisions and the full realization of equal opportunity in state service
			 through a continuing affirmative action program in each state agency, board, or
			 commission.
(C) For purposes of
			 Chapter 123:1-49 of the Administrative Code, "agency" or "agencies" means each
			 state agency, board, or commission.
Ohio Administrative Code › Title 123:1 - Division of Human Resources › Chapter 123:1-49 - Equal Employment Opportunity Policy › Section 123:1-49-02 - Affirmative action and equal employment opportunity unit

Current through all regulations passed and filed through July 1, 2024
(A) The
			 
								affirmative action and equal employment opportunity
			 unit is hereby created within the human resources
			 division of the department of administrative services. The
			 
								unit
			 shall be under the direct supervision of the 
								deputy director of the human resources division or the
			 deputy director's designee. The 
								unit shall
			 provide leadership and guidance to agencies in the conduct of affirmative
			 action programs for the employees of and candidates for employment within the
			 agencies. The 
								affirmative action and equal
			 employment opportunity unit may issue procedures to implement the state
			 equal employment opportunity policy and programs.
(B) The 
								affirmative action and equal employment opportunity
			 unit shall conduct equal employment opportunity compliance reviews and
			 evaluate agency affirmative action program operations periodically, obtain such
			 reports as the 
								unit deems necessary, and report to the governor
			 and the director of the department of administrative services as appropriate on
			 overall progress. When the 
								unit finds that an agency program is not in
			 conformity with this chapter, the 
								unit may
			 require improvement or corrective action to bring the agency's affirmative
			 action program into compliance with this chapter.
Ohio Administrative Code › Title 123:1 - Division of Human Resources › Chapter 123:1-49 - Equal Employment Opportunity Policy › Section 123:1-49-03 - Responsibilities of state agencies in regard to EEO

Current through all regulations passed and filed through July 1, 2024
(A) The head of each agency shall establish
			 an agency equal opportunity program which shall include an affirmative action
			 plan. Ultimate responsibility for the agency's equal opportunity program rests
			 with the agency head. Each agency shall designate an agency equal employment
			 opportunity officer who shall have sufficient knowledge and experience to
			 handle the assignment and whose functions may include:
(1) Advising the head of the agency with
			 respect to the preparation of equal employment opportunity programs,
			 procedures, rules, reports, and the agency's affirmative action plan.
(2) Evaluating from time to time the
			 sufficiency of the total agency equal employment opportunity program and
			 reporting thereon to the head of the agency with recommendations as to any
			 improvement or correction needed. The head of the agency shall include remedial
			 or disciplinary actions for supervisors or managers who have failed to
			 cooperate fully or who are in violation of the program.
(3) Make changes in programs and procedures
			 designed to eliminate discriminatory practices when so authorized by the head
			 of the agency.
(4) Evaluating
			 tests, employment policies, practices and qualifications and reporting to the
			 head of the agency and to the affirmative action and
			 equal employment opportunity unit any such policies, practices and
			 qualifications which have a disparate impact on minorities and women. This
			 function shall be performed in cooperation with the 
									affirmative action and equal employment opportunity
			 unit of the department of administrative services.
(5) Providing for counseling of any aggrieved
			 employee or applicant for employment who believes that he or she has been
			 discriminated against because of race, color, religion, sex, or national origin
			 (ancestry), military status (past, present or future), disability, age (forty
			 years of age or older), genetic information, or sexual orientation.
(6) Providing for receipt and investigation
			 of individual complaints of discrimination in personnel matters within the
			 agency, and for attempting to resolve the complaint raised by the employee or
			 candidate in a complaint of discrimination.
(7) Furnishing any information required by
			 the affirmative action and equal
			 employment opportunity unit, including but not limited to, monthly
			 reports on all complaints pending within the agency, including those filed with
			 the Ohio civil rights commission and the federal equal employment opportunity
			 commission. The affirmative action and equal
			 employment opportunity unit will provide the format in which such reports
			 should be submitted.
Ohio Administrative Code › Title 123:1 - Division of Human Resources › Chapter 123:1-49 - Equal Employment Opportunity Policy › Section 123:1-49-04 - Establishment of affirmative action plan

Current through all regulations passed and filed through July 1, 2024
(A) Each agency shall establish, maintain,
			 carry out and continually evaluate its affirmative action plan designed to
			 promote equal opportunity in every aspect of recruitment, employment,
			 development, advancement, and treatment of employees. The
			 
								affirmative action and equal
			 employment opportunity unit may issue guidelines which agencies shall use
			 for establishing, implementing and judging an acceptable affirmative action
			 plan as required by Chapter 123:1-49 of the Administrative Code.
(B) An affirmative action plan shall consist
			 of a set of specific, result-oriented procedures designed to promote equal
			 employment opportunity for all state employees and candidates for state
			 employment. Each agency must apply the procedures enumerated in its affirmative
			 action plan in good faith. An agency's affirmative action plan must include an
			 analysis of areas within the agency where the hiring and promotion of
			 minorities and women are deficient. Each agency must establish goals and
			 timetables to correct these deficiencies and increase materially the
			 opportunities of minorities and women at all levels of state government. An
			 agency's affirmative action plan must include an identification and analysis of
			 difficulties the agency has experienced in curing any deficiencies in the
			 employment of minorities and women. Additionally, such plans must set goals to
			 eliminate all artificial barriers regarding the hiring and or promotion of
			 minorities and women.
(C) Each
			 agency shall include in its affirmative action plan such information and
			 analysis which the affirmative action and
			 equal employment opportunity unit may require. This information shall
			 include, but is not limited to, the following:
(1) Statistical evaluation of the agency's
			 workforce and information regarding the labor market composition.
(2) Goals, timetables, supporting data, and
			 affirmative action commitments, and analysis thereof, which must be designed to
			 correct any identifiable deficiencies. Agency goals should be attainable in
			 consideration of the agency's current deficiencies and the results which could
			 be reasonably expected from full, good faith implementation of the remedial
			 measures identified in its affirmative action plan. If the agency does not meet
			 its goals and timetables, the agency's "good faith efforts" shall be judged by
			 whether it is following its program and attempting to make it work toward the
			 attainment of its goals. Support data for the analysis and program shall be
			 compiled and maintained as part of the agency's affirmative action plan. This
			 data should include applicant flow data and applicant rejection ratios
			 indicating minority status.
Ohio Administrative Code › Title 123:1 - Division of Human Resources › Chapter 123:1-49 - Equal Employment Opportunity Policy › Section 123:1-49-05 - Characteristics of an affirmative action program

Current through all regulations passed and filed through July 1, 2024
In addition to the affirmative action plan required by rule
				123:1-49-04
				of the Administrative Code, an agency shall also:
(A) Periodically appraise its personnel
			 operations to assure their conformity with these rules and the agency's
			 affirmative action plan.
(B)
			 Publish the functions, rules and activities of the office agency by posting the
			 following information on official bulletin boards and agency websites:
(1) The contact information for the affirmative action and equal
			 employment opportunity unit.
(2) The names and addresses of the equal
			 employment opportunity officers and that they are available to assist employees
			 or candidates for employment who believe they have been discriminated against
			 because of race, color, religion, sex, national origin (ancestry), military
			 status (past, present or future), disability, age (forty years of age or
			 older), genetic information, or sexual orientation.
(3) The right of each employee and candidate
			 for employment who believes that he or she has been discriminated against
			 because of race, color, religion, sex, national origin (ancestry), military
			 status (past, present or future), disability, age (forty years of age or
			 older), genetic information, or sexual orientation to file a
			 complaint.
(4) The complaint
			 procedure and time limits for such complaints as established by this
			 chapter.
Ohio Administrative Code › Title 123:1 - Division of Human Resources › Chapter 123:1-49 - Equal Employment Opportunity Policy › Section 123:1-49-06 - Filing of complaint

Current through all regulations passed and filed through July 1, 2024
(A) In order for a complaint to be considered
			 jurisdictional by the affirmative action and equal
			 employment opportunity unit, the complainant must:
(1) Be an agency employee or candidate for
			 state employment;
(2) Allege that
			 the improper conduct occurred in the making of a state government
			 employment-related decisions including, but not limited to, hiring, layoff,
			 termination, transfer promotion, demotion, rate of compensation, or eligibility
			 for in-service training programs;
(3) File with either the agency or with the
			 
									affirmative action and equal employment opportunity
			 unit of the department of administrative services in person,
			 electronically, by U.S. mail, or through an authorized representative;
			 and
(4) File within thirty calendar
			 days of the date of the alleged improper conduct.
Ohio Administrative Code › Title 123:1 - Division of Human Resources › Chapter 123:1-49 - Equal Employment Opportunity Policy › Section 123:1-49-07 - Appeals to the affirmative action and equal employment opportunity unit

Current through all regulations passed and filed through July 1, 2024
(A) Upon completion
			 of an investigation of a jurisdictional complaint, the agency must provide a
			 copy of the investigation report and the determination of the agency to the
			 complainant or the complainant's representative and the
			 affirmative action and equal
			 employment opportunity unit and include a cover letter informing the
			 complainant of his or her right to appeal the determination of the agency to
			 the deputy director of the human
			 resources division or the deputy director's designee and of the right to
			 file a charge affidavit with the Ohio civil rights commission and with the
			 federal equal employment opportunity commission, and of the time limits
			 applicable thereto.
(B) The
			 complainant must file an appeal of an agency determination with the
			 
								affirmative action and equal
			 employment opportunity unit in writing within fifteen calendar days of
			 receipt of the agency's determination. If the complainant fails to notify the
			 affirmative action and equal
			 employment opportunity unit within the fifteen day period, the
			 determination of the agency is final.
(C) When a complainant files a timely appeal
			 of an agency determination with the affirmative
			 action and equal employment opportunity unit, the agency shall provide a
			 copy of the investigative file and all relevant written information to the
			 deputy
			 director of the human resources division or the deputy director's
			 designee and, upon review, the deputy director
			 of the human resources division or the deputy director's designee may
			 take any of the following dispositive actions:
(1) Accept the determination of the agency
			 and deny the appeal;
(2) Remand the
			 investigative file to the agency for further investigation. Any further
			 investigation by the agency resulting from a remand shall be conducted
			 according to the rules for conducting the original investigation. When further
			 investigation is completed, the agency shall provide a copy of any revised
			 investigation report promptly to the deputy
			 director of the human resources division or the deputy director's
			 designee and the complainant or the complainant's representative and
			 issue a disposition of the appeal based on the revised investigation;
(3) Order a hearing pursuant to rule
			 123:-1-49-08 of the Administrative Code if the deputy
			 director of the human resources division or the deputy director's
			 designee considers such action to be necessary.
(4) Order the agency to take corrective
			 action determined to be necessary or desirable to resolve the issues and to
			 promote the policy of equal opportunity, whether or not there is a finding of
			 probable cause.
Ohio Administrative Code › Title 123:1 - Division of Human Resources › Chapter 123:1-70 - Insurance › Section 123:1-70-01 - Determination of insurance to be purchased

Current through all regulations passed and filed through July 1, 2024
(A)
								 The
			 administrator of the office of risk management shall determine what kinds of
			 insurance authorized by law shall be purchased and furnished on behalf of all
			 state agencies except the following:
(1)
									 Boards of elections;
(2)
									 Courts of
			 appeals;
(3)
									 Courts of common pleas;
(4)
									 Supreme
			 court;
(5)
									 General assembly;
(6)
									 Maintenance of
			 Ohio national guard;
(7)
									 Agricultural experimental stations of the state;
			 and
(8)
									 Educational institutions of the state.
Ohio Administrative Code › Title 123:1 - Division of Human Resources › Chapter 123:1-70 - Insurance › Section 123:1-70-02 - Purchase of insurance contracts where the annual premium is more than one thousand dollars

Current through all regulations passed and filed through July 1, 2024
(A)
								 Where the amount
			 of an annual insurance premium is estimated to be more than one thousand
			 dollars but less than fifty thousand dollars, and is not required to be
			 competitively bid, the administrator of the office of risk management may
			 procure a contract of insurance using the following procedures:
(1)
									 Upon request of
			 an agency, or by a determination by the administrator of the office of risk
			 management that an agency may need particular insurance coverage, the
			 administrator may solicit price quotations from persons dealing in contracts of
			 insurance as selected by the administrator.
(2)
									 The
			 administrator shall review each price quotation and make a recommendation to an
			 agency based on an evaluation of the cost, protection comparison and other
			 relevant considerations.
(3)
									 If an agency determines that a particular insurance
			 coverage or program is needed, the administrator shall notify the selected
			 person, and provide any additional information needed to underwrite the
			 contract of insurance.
Ohio Administrative Code › Title 123:1 - Division of Human Resources › Chapter 123:1-70 - Insurance › Section 123:1-70-03 - Permit to make purchases when impractical to contract through department

Current through all regulations passed and filed through July 1, 2024
No state agency, board or commission,
				other than those excepted in section
				125.04 of the Revised Code,
				shall procure or purchase any contract of insurance other than through the
				office of risk management. When the administrator of the office of risk
				management determines that it is impractical for any state agency, board or
				commission to obtain a contract of insurance through the office, the
				administrator may issue a release and permit to secure an appropriate contract
				of insurance other than through the office. A release and permit for a contract
				of insurance shall specify the contract of insurance, the agency to which the
				release and permit applies, the operative time of the release and permit, and
				the reason for the issuance of the release and permit. The release and permit
				may specify the amount to be procured by the agency, board or
				commission.
Effective:
				3/28/2014
R.C.
				119.032 review dates:
				03/17/2019
Promulgated
				Under: 111.15
Statutory
				Authority: RC 9.821,
				9.822,
				9.823,
				9.83
Rule Amplifies:
				RC Sections 9.821,
				9.822,
				9.83,
				125.02,
				125.04,
				125.05,
				125.06.
Ohio Administrative Code › Title 123:1 - Division of Human Resources › Chapter 123:1-71 - Health Benefit Fund › Section 123:1-71-01 - Definitions

Current through all regulations passed and filed through July 1, 2024
For purposes of Chapter 123:1-71 of the Administrative
				Code:
(A) "Benefits" means health plan
			 benefits covered under a program established by the director, which may include
			 medical, vision, dental, behavioral health, wellness, telehealth, health savings account (HSA), and pharmacy
			 services.
(B) "Contributions" means
			 amounts withheld from employees' pay, amounts directly contributed by
			 employees, amounts contributed by the state or from federal funds, amounts
			 contributed by any state authority, and income derived from dividends, interest
			 earned, rate adjustments, interim and final settlement amounts, and other
			 refunds.
(C) "Administrator" means
			 a company, authorized to do the business of sickness and accident insurance
			 under Title XXXIX of the Revised Code or a professional claim administrator
			 with which the director has contracted to administer the program of health care
			 benefits pursuant to section
			 124.87
			 of the Revised Code.
(D) "State
			 authority" means every organized body, office and agency established by the
			 laws of the state for the exercise of any function of state
			 government.
(E) "State employee
			 health benefit fund" means a fund established by the director pursuant to
			 section
			 124.87
			 of the Revised Code to provide state employees with benefits equivalent to
			 those that may be paid under a policy or contract of insurance as specified in
			 division (A) of section
			 124.82
			 of the Revised Code.
(F)
			 "Professional claim administrator" means any person with experience in the
			 handling of insurance claims and determined by the director to be fully
			 qualified, financially sound, and capable of meeting all of the service
			 requirements of the contract or administration under such criteria as may be
			 established by the director.
(G)
			 "Director" means the director of administrative services.
Ohio Administrative Code › Title 123:1 - Division of Human Resources › Chapter 123:1-71 - Health Benefit Fund › Section 123:1-71-02 - Administration of the fund

Current through all regulations passed and filed through July 1, 2024
(A) The director  enters into a
			 contract with  administrators to administer the portion of the fund set aside to
			 provide benefits specified in division (A) of section
			 124.82
			 of the Revised Code. Determination as to the qualifications of the
			 administrators
								will be made by
			 the director in consultation with the superintendent of insurance, and in
			 consideration of the following factors:
(1)
			 Cost of providing required administrative services;
(2)
			 Claim service capability, including location of claim offices, nature of claim processing systems, claim payment turn-around time, and productivity of
			 claim processors;
(3) Evidence of
			 the effective exercise of claim control and cost containment
			 capability;
(4) Experience with
			 other large groups;
(5) Financial
			 strength;
(6) Non-claim services provided; and
(7) The availability and cost of stop-loss
			 coverage for the state.
Ohio Administrative Code › Title 123:1 - Division of Human Resources › Chapter 123:1-71 - Health Benefit Fund › Section 123:1-71-03 - Eligibility, contribution and withdrawal procedures

Current through all regulations passed and filed through July 1, 2024
(A) Eligibility.
(1) Persons eligible to participate in the
			 state employee health benefit fund are:
(a)
			 Permanent full-time and permanent part-time employees of the state of Ohio who
			 are paid by warrant of the director of the office of budget and management, and
			 who normally have earnings every pay period, including elected and appointed
			 officials;
(b) Any other employees
			 of the state of Ohio who are paid by warrant of the director of the office of
			 budget and management who are eligible to participate in the state employee
			 health benefit fund pursuant to any applicable state or federal law;
(c)
										Eligible
			 dependents of persons under sections
			 124.824
			 and
			 742.63
			 of the Revised Code; and
(d) Eligible dependents
			 of persons described in paragraphs (A)(1)(a),
										 (A) (1)(b), and
			 (A)(1)(c) of this rule who have elected to participate in the
			 fund.