reglab/statecodes huggingface dataset:
Ohio Administrative Code › Title 3342 - Kent State University › Chapter 3342-6 - Administrative Policy on Awards and Compensation for University Employees › Section 3342-6-05.4 - Administrative policy regarding performance management for unclassified employees

Current through all regulations passed and filed through July 1, 2024
(A)
								Policy. It is the
			 policy of the university to provide unclassified employees with a performance
			 management system, which includes:
(1)
									Job descriptions reflecting a full range of
			 responsibilities as well as knowledge, skills and abilities;
(2)
									Communicated
			 performance standards and goals for the unit;
(3)
									A performance
			 appraisal process as referenced in paragraph (B) of this rule for assessing an
			 individual's ability to meet the unit's performance standards, perform the job,
			 as well as maintain and acquire knowledge, skills and abilities;
			 and
(4)
									Recognition opportunities.
Ohio Administrative Code › Title 3342 - Kent State University › Chapter 3342-6 - Administrative Policy on Awards and Compensation for University Employees › Section 3342-6-06 - University policy and procedures regarding search procedures for major academic administrative officers

Current through all regulations passed and filed through July 1, 2024
(A)
								Purpose. The
			 committee on administrative officers is responsible to the faculty senate and
			 other university bodies and offices for ensuring that the search procedures for
			 major academic administrative officers described herein are followed so that
			 each and every vacancy is appropriately filled to ensure proper university
			 operation.
(B)
								Participation of the committee on administrative
			 officers.
(1)
									Each search committee is responsible for ensuring the
			 confidentiality of its proceedings. The chairperson of a search committee shall
			 consult with the committee on administrative officers as is consistent with
			 necessary confidentiality.
(2)
									The committee on
			 administrative officers will have an opportunity to interview all candidates on
			 the final slate of candidates, and all materials on the candidates
			 qualifications will be made available.
Ohio Administrative Code › Title 3342 - Kent State University › Chapter 3342-6 - Administrative Policy on Awards and Compensation for University Employees › Section 3342-6-07.2 - Administrative policy regarding the compensation plan for classified civil service staff who are not in a recognized bargaining unit

Current through all regulations passed and filed through July 1, 2024
(A)
								In accordance with section
			 3345.31 of the Revised Code, the
			 board of trustees of the university established a new compensation plan for
			 classified civil service staff who are not in a recognized bargaining unit.
			 Effective June 30, 1991, the classification and pay of all covered employees is
			 determined in accordance with the policies and procedures described herein and
			 in the relevant rules of Chapter 3342. 6 of the Administrative Code. These
			 policies and procedures define the operation of the compensation plan for
			 covered employees at the university and supersede any and all other
			 classification and pay provisions and understandings, implied or
			 otherwise.
(B)
								Compensation objectives. It is the intent of the
			 university to maintain a compensation plan which:
(1)
									Identifies the
			 essential job duties and responsibilities of positions through written
			 classification specifications.
(2)
									Determines the
			 relative value of classification and positions based on standardized
			 compensable factors.
(3)
									Assigns classifications relative to internal equity
			 based upon the demands and requirements of positions.
(4)
									Establishes pay
			 levels which are competitive in the university's defined labor market and
			 recruiting area.
(5)
									Administers pay in accordance with applicable
			 governmental statutes, rules, and regulations.
(6)
									Recognizes the
			 need to maintain personnel costs within limits necessary to ensure continued
			 financial stability of the university.
Ohio Administrative Code › Title 3342 - Kent State University › Chapter 3342-6 - Administrative Policy on Awards and Compensation for University Employees › Section 3342-6-07.3 - Administrative policy and procedures regarding the classification plan for classified civil service staff who are not in a recognized bargaining unit

Current through all regulations passed and filed through July 1, 2024
(A)
								The associate vice president for human resources shall
			 assign all classified civil service employees who are not in a recognized
			 bargaining unit to a classification in the university classification plan for
			 classified civil service staff.
(B)
								A list of
			 classification titles and a classification specification for each
			 classification included in the university classification plan are maintained by
			 the personnel department. The classification specifications document the basic
			 function and responsibility, characteristics job duties, reporting
			 relationships, working conditions, and qualifications for each
			 classification.
(C)
								Each classification is assigned a four digit code.
			 Related classifications, which may form a career progression, are grouped into
			 a classification series. The first three digits of the classification code
			 denote the classification series to which a classification is
			 assigned.
(D)
								The associate vice president for human resources
			 establishes and maintains a comprehensive job evaluation plan. A single
			 point-factor evaluation assessment is used to determine the overall value of
			 each classification and position in relation to other classifications and
			 positions. The evaluation plan includes eleven significant factors used to
			 determine the value of jobs. The eleven factors are:
(1)
									Knowledge
			 required;
(2)
									Experience required;
(3)
									Freedom of
			 action;
(4)
									Mental complexity;
(5)
									Impact of
			 actions;
(6)
									Internal contacts;
(7)
									External
			 contacts;
(8)
									Supervision exercised;
(9)
									Physical
			 effort;
(10)
									Physical work environment;
(11)
									Interpersonal
			 work environment.
Ohio Administrative Code › Title 3342 - Kent State University › Chapter 3342-6 - Administrative Policy on Awards and Compensation for University Employees › Section 3342-6-07.4 - Administrative policy and procedures regarding the hourly pay schedule for classified civil service staff who are not in a recognized bargaining unit

Current through all regulations passed and filed through July 1, 2024
(A)
								Kent state university uses a pay grade structure to
			 establish appropriate compensation parameters for classifications. Each
			 classification is assigned to a pay grade in the hourly pay schedule for
			 classified civil service staff. The hourly pay schedule consists of pay grades,
			 each with a minimum and maximum rate. The minimum is the established rate for
			 an employee starting in a new job. The maximum is the highest rate the
			 university currently allocates for each classification.
(B)
								The pay structure
			 is designed to recognize appropriate competitive practices and internal equity
			 considerations for the university. The effectiveness of the pay schedule will
			 be reviewed at regular intervals by the personnel department. Necessary
			 adjustments will be made, subject to subsequent approval, in order to ensure
			 the pay schedule remains sufficiently competitive within the appropriate labor
			 markets to facilitate effective recruitment, retention, and motivation of
			 classified staff.
(C)
								The payroll schedule for all employees paid according
			 to this policy is biweekly, with amounts computed on an hourly
			 basis.
(D)
								Hiring pay rates.
(1)
									A new employee
			 will be hired at the minimum rate established for the pay grade of his/her
			 classification unless otherwise provided in this policy.
(2)
									If the university
			 is unable to recruit sufficient qualified employees at the minimum rate for a
			 particular classification, the personnel department may advertise an increased
			 starting rate of pay for a particular classification. The increased starting
			 rate cannot exceed the established minimum rate by more than fifteen
			 percent.
(a)
										Any increase in the starting rate above the minimum
			 rate must be approved by the director of personnel prior to posting the
			 position.
(b)
										An increase in the starting rate of classification may
			 be limited to the university Kent campus or to one or more regional campuses.
			 Decisions may be made on a geographical basis and will affect only those
			 campuses designated in the posting.
(c)
										If a starting
			 rate is increased for a classification, all incumbents in that classification
			 employed at the affected campus, who are paid at a lesser hourly rate of pay,
			 shall be advanced in pay to a rate equal to the new starting
			 rate.
Ohio Administrative Code › Title 3342 - Kent State University › Chapter 3342-6 - Administrative Policy on Awards and Compensation for University Employees › Section 3342-6-07.6 - Administrative policy regarding supplemental pay for classified and unclassified hourly civil service staff

Current through all regulations passed and filed through July 1, 2024
(A)
								Purpose. The
			 university authorizes the compensation office to oversee a supplemental pay
			 program in order for the university to be responsive to organizational needs
			 and changing circumstances. While it is not the practice of the university to
			 assign employees work that is outside of their classification, this policy
			 enables the university to pay classified employees for the purposes listed in
			 the this policy, while maintaining the integrity of the classification and
			 salary administration plans.
(B)
								Eligibility. All
			 nonrepresented classified and unclassified hourly civil service staff are
			 eligible.
(C)
								Procedure.
(1)
									Basis for supplemental pay. Following consultation with
			 the compensation office, managers may recommend supplemental pay for the
			 purposes listed
									in this rule.
(a)
										Temporary working
			 level pay adjustment. Whenever an employee is required to perform duties not
			 indicated in the classification specification for the employee's position, but
			 representative of a classification with a higher pay grade assignment, normally
			 because of a temporary absence or vacancy, and such assignment is for a
			 continuous period of more than two weeks, but less than six months in any
			 twelve month period, the employee shall be eligible for a temporary working
			 level pay adjustment. The employee's current classification title will not be
			 affected by this supplemental. The temporary working level pay adjustment may
			 result in a rate of pay exceeding the maximum for the pay grade of the
			 employee's current classification. This supplement shall increase the
			 employee's hourly rate of pay to the greater of:
(i)
											The minimum
			 hourly rate of pay for the higher level position:
(ii)
											A percentage
			 increase above the employee's current hourly rate (not to exceed the maximum of
			 the pay grade of the higher classification) as recommended by the department
			 head in consultation with the compensation office.
Ohio Administrative Code › Title 3342 - Kent State University › Chapter 3342-6 - Administrative Policy on Awards and Compensation for University Employees › Section 3342-6-07.8 - Administrative policy regarding additional compensation for university employees

Current through all regulations passed and filed through July 1, 2024
(A)
								Individuals may
			 receive compensation over and above the usual contractual payment up to a
			 maximum of twenty per cent of the academic year salary or summer session
			 salary, whichever is appropriate, when the monies come from: extramural
			 sources, regional campuses for Kent campus faculty, the Kent campus for
			 regional campuses faculty and continuing education activities; and when the
			 activity is one which clearly is not normally expected under the terms of
			 principal employment and does not interfere with the typical teaching, research
			 and service functions of the faculty member.
(B)
								Related to but
			 somewhat separate form the above is the question of abnormally severe teaching
			 assignments during the summer terms. If such an assignment occurs in which the
			 faculty member is expected to serve well beyond that usually expected in a full
			 on-campus load of eight to ten hours, the faculty member may be compensated on
			 his or her normal summer session contract at a rate in excess of the one-sixth
			 of the nine-month salary for one five-week term. An example of such activity
			 would be responsibility for the supervision of field trip activity. Any rate in
			 excess of the usual rate must be approved by the collegial dean and vice
			 president for academic and student affairs or designee.
(C)
								In addition to
			 teaching and research the university is deeply committed to the public which it
			 serves. Continuing education workshops and seminars play a prominent role in
			 its service function. Such workshops are usually funded by fees charged to the
			 participants, or by governmental or private grants or payments to the
			 university agency supervising the activity. Faculty participation in such
			 activity is not normally covered by the standard nine-month academic year
			 contract nor by the usual summer teaching appointment, and thus participating
			 faculty may be compensated for participation over and above the usual
			 contractual payments.
(D)
								For those Kent campus faculty members teaching in the
			 regional campuses, compensation will count toward the twenty per cent
			 limitation.
(E)
								Individuals may not be compensated out of usual
			 university funds for an occasional lecture given in a colleagues's class. Such
			 activity will be viewed as part of the regular academic year or summer session
			 assignment.
(F)
								Regional campus part-time teaching by Kent campus
			 twelve-month contract personnel.
(1)
									Individuals holding twelve-month contracts on the Kent
			 campus are permitted to teach occasionally at regional
			 campuses.
(2)
									Under no circumstances may such teaching interfere with
			 the individual's regularly assigned duties.
Ohio Administrative Code › Title 3342 - Kent State University › Chapter 3342-6 - Administrative Policy on Awards and Compensation for University Employees › Section 3342-6-07.9 - Administrative policy regarding overtime, overtime pay, compensatory time off and call-back pay for classified and unclassified hourly civil service staff members

Current through all regulations passed and filed through July 1, 2024
(A) Purpose. The university will pay eligible
			 employees who work outside their regular work schedule fairly and equitably and
			 in compliance with the Fair Labor Standards Act.
(B) Eligibility. This policy applies to
			 university employees not covered by existing collective bargaining agreements
			 and codifies the pay practices associated with working overtime. Those
			 employees who are members of recognized units for collective bargaining
			 purposes will be governed by the provisions of formal agreements between the
			 recognized bargaining agent and the university. This policy does not apply to
			 unclassified exempt employees, including full- and part-time faculty and exempt
			 hourly staff.
(C) Procedures.
(1) Overtime. The standard work week for
			 full-time non-exempt university employees shall be forty hours. When a
			 non-exempt employee is required by his/her supervisor to be in active pay
			 status for more than forty hours in any calendar week, the employee shall be
			 compensated for such time over forty hours at one and one-half times the
			 employees rate of pay.
(a) All overtime must
			 be authorized by the properly designated administrative authority. Unless an
			 employee has specific approval to work outside their normal work schedule, the
			 employee is requested to work overtime by the supervisor, that time must be
			 recorded through the normal timekeeping process.
Overtime registered on a timecard must be approved by the
				supervisor in order to be considered for payment. By approving the entry, the
				supervisor acknowledges that the time was worked by the employee in carrying
				out the operation of the department.
(b) The overtime rate will be one and
			 one-half times the employees established hourly rate, including applicable pay
			 supplements.
(c) Non-exempt
			 employees who work overtime will receive overtime pay at the conclusion of the
			 next succeeding pay period unless the employee has submitted a request to take
			 compensatory time off.
Ohio Administrative Code › Title 3342 - Kent State University › Chapter 3342-6 - Administrative Policy on Awards and Compensation for University Employees › Section 3342-6-07.10 - Administrative policy regarding salary adjustments for administrators assuming regular faculty positions

Current through all regulations passed and filed through July 1, 2024
(A)
								When an
			 administrator with a faculty appointment assumes a full-time position as a
			 member of the regular teaching faculty, the salary for this appointment should
			 reflect appropriate compensation for the individual's rank, academic
			 credentials, experience, and potential contribution to the university; the
			 salary previously earned is not to be a factor in determining the new
			 salary.
(B)
								Consonant with established consultative procedures, the
			 department or school to which the former administrator is assigned shall,
			 through its chairperson, director, or dean, recommend a salary commensurate
			 with the individual's rank and credentials. This figure should include
			 increments which would normally have accrued had the individuals' service been
			 exclusively as a member of the teaching faculty. The figure may also include
			 recognition of meritorious university achievement, or academic achievement or
			 both. The salary assigned for the new position must be approved by the provost
			 or the president, as appropriate.
Replaces: 3342-6- 07.10
Ohio Administrative Code › Title 3342 - Kent State University › Chapter 3342-6 - Administrative Policy on Awards and Compensation for University Employees › Section 3342-6-07.11 - Administrative policy regarding service achievement award for classified civil service staff

Current through all regulations passed and filed through July 1, 2024
(A)
								To recognize
			 employee commitment to the university, a service achievement award is
			 established. Full-time and part-time permanent employees, including recognized
			 bargaining unit employees and those employees having seasonal appointments,
			 will receive this award in the form of a cash payment once every five years,
			 according to the following schedule:
(1)
									University
			 service category, five years; service achievement award, $250.
(2)
									University
			 service category, ten years; service achievement award, $500.
(3)
									University
			 service category, fifteen years; service achievement award,
			 $750.
(4)
									University service category, twenty years; service
			 achievement award, $1, 000.
(5)
									University
			 service category, twenty-five years; service achievement award, $1,
			 250.
(6)
									University service category, thirty years; service
			 achievement award, $1, 500.
(7)
									University
			 service category, thirty-five years; service achievement award, $1,
			 750.
(8)
									University service category, forty years; service
			 achievement award, $2, 000.
(9)
									University
			 service category, forty-five years; service achievement award, $2,
			 250.
Ohio Administrative Code › Title 3342 - Kent State University › Chapter 3342-6 - Administrative Policy on Awards and Compensation for University Employees › Section 3342-6-08 - University policy regarding the compensation of administrative and professional salaried employees

Current through all regulations passed and filed through July 1, 2024
(A) Purpose. Kent state university seeks to
			 attract, retain, motivate, and reward its employees commensurate with its
			 mission, strategic goals and financial resources. The university's compensation
			 practices must be responsive to the availability of resources, internal job
			 relationships, and external market considerations. In order to provide an
			 efficient and effective system for achieving these objectives, the university
			 , through the
			 division of human resources, shall maintain a compensation plan for
			  administrative and professional
			 salaried positions in all division of the university. This plan will
			 incorporate a pay grade structure and administrative policies and procedures
			 governing compensation practices.
(B) Eligibility. The compensation plan
			 shall
			 provide parameters for determining base pay for all  administrative and professional
			 salaried positions of the university. Excluded from the plan are positions with
			 the following types of appointments.
(1)
			 Hourly classified appointments.
(2) Faculty appointments.
(3) Appointments covered by a collective
			 bargaining unit.
(4) Student
			 appointments.
(5) Graduate
			 assistantships and teaching fellowships.
Ohio Administrative Code › Title 3342 - Kent State University › Chapter 3342-6 - Administrative Policy on Awards and Compensation for University Employees › Section 3342-6-09.1 - Administrative policy and procedures regarding tuition benefits

Current through all regulations passed and filed through July 1, 2024
(A)
								Policy Statement: It is the policy of the university to
			 support the education of employees and their dependents and to include the
			 costs associated with that education as part of the total compensation package
			 of the employee. Therefore reasonable access shall be given to Kent state
			 university coursework as approved by the supervisor and the administrator for
			 this program. Education access is a valuable benefit but cannot be
			 transferable, exchanged, or paid for through other funds of a unit. Access
			 shall be approved, monitored, and audited in accordance with standard procedure
			 for all other benefits according to paragraphs (A)(1) and (A)(2) of this
			 rule.
(1)
									Tuition benefits in the form of fee waivers are granted to
			 full-time university employees, as defined in paragraph (B)(1) of this rule,
			 and their spouses, domestic partner and/or dependent children and selected
			 part-time employees, as defined in paragraph (B)(2) of this
			 rule.
(2)
									The manager of university benefits shall be the
			 reviewing authority concerning eligibility requirements.
Ohio Administrative Code › Title 3342 - Kent State University › Chapter 3342-6 - Administrative Policy on Awards and Compensation for University Employees › Section 3342-6-09.2 - Administrative policy regarding to employee assistance program

Current through all regulations passed and filed through July 1, 2024
(A)
								Purpose/mission. The effectiveness of the university
			 depends on the effectiveness of its faculty and staff. The Kent state
			 university employee assistance program (EAP) is a free and confidential service
			 designed to help retain and restore employees who have job performance problems
			 or are likely to as a result of personal difficulties.
(B)
								Scope. Areas of
			 personal difficulty include, but are not limited, substance abuse, financial,
			 legal, emotional, psychological, family, marital, stress, bereavement and other
			 types of personal problems.
(C)
								Eligibility. The
			 program is available to faculty, staff and immediate family members wishing to
			 discuss concerns about themselves, family members, or other aspects of their
			 life.
(D)
								General guidelines.
(1)
									Participation in
			 the program is voluntary and a request for help with personal problems will not
			 jeopardize employments and/or promotional opportunities.
(2)
									Administrators/supervisors are encouraged to make a referral
			 to the EAP when they have reason to believe personal difficulties may be
			 influencing the productivity of their department or interfering with the
			 well-being of an individual.
(3)
									Utilizing the
			 employee assistance program is not meant to replace existing administrative or
			 disciplinary procedures.
(4)
									Faculty and staff are expected to correct any
			 substandard performance whether or not they use the program.
Ohio Administrative Code › Title 3342 - Kent State University › Chapter 3342-6 - Administrative Policy on Awards and Compensation for University Employees › Section 3342-6-09.3 - Administrative policy and procedures regarding holidays for administrative contract and unrepresented hourly classified employees

Current through all regulations passed and filed through July 1, 2024
(A) Holiday
			 observance.
(1) The following holidays will
			 be observed annually by administrative, professional, and nonacademic
			 employees:
(a) First of January; (New Year's
			 day).
(b) Third Monday in January;
			 (Martin Luther King Jr. day).
(c)
			 Third Monday in February; (presidents' day).
(d) Last Monday in May; (memorial
			 day).
(e) Fourth of July;
			 (independence day).
(f) First
			 Monday in September; (labor day).
(g) Second Monday in October; (Columbus
			 Day).
(h) Eleventh of November;
			 (Veterans Day).
(i) Fourth Thursday
			 in November; (Thanksgiving Day).
(j) Twenty-fifth of December; (Christmas
			 Day).
(k) And any other days so
			 designated by an act of the president of the United States and/or the governor
			 of the state of Ohio.
Ohio Administrative Code › Title 3342 - Kent State University › Chapter 3342-6 - Administrative Policy on Awards and Compensation for University Employees › Section 3342-6-10 - University policy regarding retirement

Current through all regulations passed and filed through July 1, 2024
(A)
								 Salary
			 deducion.
(1)
									
			 It is mandatory that tenured, tenure track, and non-tenure track faculty
			 holding membership within a bargaining unit participate in either the state
			 teachers retirement system of Ohio (STRS) or a qualified alternative retirement
			 plan (ARP).
(2)
									 It is mandatory that full-time classified staff and
			 unclassified administrative staff participate in either Ohio public employees
			 retirement system (OPERS) or a qualified alternative retirement plan
			 (ARP).
(3)
									 Faculty, classified staff, and unclassified staff
			 retirement contributions (the deferred salary) are calculated with each
			 payroll. The deferred salary is forwarded by the univeristy to the appropriate
			 retirement system to be applied on behalf of the employee. The university makes
			 an additional contribuiton. Current contribution percentage amounts are
			 available from the university benefits office.
(4)
									 Pamplets
			 containing information on the STRS, OPERS, and ARP retirement plans are
			 available in the benefits office or on the university's human resources
			 website.
Replaces: 3342-6-10
Ohio Administrative Code › Title 3342 - Kent State University › Chapter 3342-6 - Administrative Policy on Awards and Compensation for University Employees › Section 3342-6-11.2 - Administrative policy regarding conversion of sick leave

Current through all regulations passed and filed through July 1, 2024
(A)
								Policy statement. The university recognizes that
			 employees may need to be absent from their regularly scheduled work hours for a
			 variety of circumstances not covered under the policy governing paid sick
			 leave. Eligible employees may convert accrued sick leave to other types of paid
			 leave subject to the terms set forth below. A maximum of
								 forty hours
			 (five days)
			 (twenty-four hours/three days for part-time
			 employees) may be converted each fiscal year.
(B)
								Conversion to
			 personal leave.
(1)
									Definition. Personal leave is converted from sick leave
			 at the time it is used. It is intended to cover absences due to mandatory court
			 appearances, legal or business matters, family emergencies, unusual family
			 obligations, weddings, religious holidays, community service leave or any other
			 personal matter.
(2)
									Eligibility. All classified and unclassified
			 administrative and professional employees with continuing appointment not
			 represented by a collective bargaining unit are eligible to convert accrued
			 sick leave to paid personal leave, so long as they retain a balance of at least
			 one
			 hundred twenty hours (sixty hours for part-time employees) of accrued sick
			 leave.
(3)
									Utilization. Personal leave may be requested in minimum
			 units of one-half day. Employees are expected to request personal leave in
			 advance. The employee should submit a leave form to the immediate supervisor
			 indicating the date, time and purpose of the leave. If the employee is unable
			 to submit a request with reasonable notice in advance, the employee should
			 follow standard procedures for reporting time off due to illness. Personal
			 leave will not be granted without the approval of the supervisor.
(a)
										Leave balance.
			 The requesting employee must maintain a minimum balance of
										one hundred
			 twenty (sixty hours for part-time employees) hours of accrued unused
			 sick leave in order to convert sick leave to personal leave.
(b)
										Calculation of
			 overtime. Paid personal leave does not count toward forty hours of regular paid
			 time in determining when an hourly classified employee is eligible for
			 overtime.
(c)
										Maximum. An employee may convert a maximum of forty
			 hours (five days) (twenty-four hours/three days for part-time employees) of
			 sick leave to personal leave in any fiscal year.
Ohio Administrative Code › Title 3342 - Kent State University › Chapter 3342-6 - Administrative Policy on Awards and Compensation for University Employees › Section 3342-6-11.3 - Administrative policy regarding leave of absence for temporary disability

Current through all regulations passed and filed through July 1, 2024
(A)
								Policy statement. A leave of absence without pay may be
			 granted upon written request for a period not to exceed six months following
			 expiration of accumulated sick leave benefits, when an employee is on extended
			 absence due to illness, pregnancy or temporary disability. The employee shall
			 furnish satisfactory medical proof of such illness, pregnancy or temporary
			 disability.
(B)
								Pregnancy, childbirth, and related conditions. Upon
			 written request, a pregnant employee shall be granted a leave of absence
			 without pay subject to the following provisions:
(1)
									Length of leave.
			 Leaves of absence shall be limited to the period of time that the pregnant
			 employee is unable to perform the substantial and material duties of the
			 employee's position. This period may include reasonable predelivery, delivery,
			 and recovery time, as certified by a licensed physician, not to exceed six
			 months. Such leave shall not include time being requested for purposes of child
			 care following the recovery of the employee. (See rule 3342-6-11.10 of the
			 Administrative Code.)
(2)
									Physicians's certificate. A pregnant employee
			 requesting a leave of absence without pay must present, at the time the request
			 is made, a licensed physicians's certificate stating the probable period for
			 which the employee will be unable to perform the substantial and material
			 duties of the employee's position due to pregnancy, childbirth or related
			 medical conditions.
(3)
									Sick leave usage. Upon request and in accordance with
			 the rules governing use of sick leave, a pregnant employee shall be permitted
			 to use any or all of the employee's accumulated sick leave credit only for the
			 period of time, as certified by the licensed physicians's certificate, that the
			 employee is unable to work as a result of pregnancy, childbirth, or related
			 medical conditions. An employee using sick leave credit shall not be prevented
			 from receiving a leave of absence without pay for the remainder of the period
			 as defined in paragraph (B)(1) of this rule.
(4)
									Child care. An
			 employee may, at the discretion of the appointing authority, be granted a leave
			 of absence without pay for the purpose of child care. (See rule 3342-6-11.10 of
			 the Administrative Code.).
Ohio Administrative Code › Title 3342 - Kent State University › Chapter 3342-6 - Administrative Policy on Awards and Compensation for University Employees › Section 3342-6-11.4 - Administrative policy regarding paid leave donation

Current through all regulations passed and filed through July 1, 2024
(A)
								Policy statement.
			 It is the university s policy to permit classified and unclassified
			 administrative and professional employees to contribute earned sick and
			 vacation leave to other employees who are without sufficient paid leave to
			 provide continued income during employees medically-documented serious health
			 condition. Pursuant to paragraph (B)(4) of
								rule 3342-6.11.11 of
			 the Administration code, a medically documented, serious health condition is
			 described as a catastrophic injury, life-threatening impairment or physical or
			 mental injury or illness which totally incapacitates the employee from work for
			 a long-term duration.
(B)
								Definitions. Serious medical hardship or catastrophic
			 illnesses or injury includes conditions which severely impact the health of the
			 employee and requires absence from work. These conditions must also meet the
			 eligibility for the Family and Medical Leave Act. Conditions that are short
			 term in nature such as colds, flu or minor injuries are not generally
			 considered catastrophic. Some examples would include:
(1)
									Cancer.
(2)
									Major
			 surgery.
(3)
									AIDS.
(4)
									Serious
			 accident.
(5)
									Heart attack.
(6)
									Hospice
			 care.
(7)
									Other serious or life-threatening
			 illnesses.
Ohio Administrative Code › Title 3342 - Kent State University › Chapter 3342-6 - Administrative Policy on Awards and Compensation for University Employees › Section 3342-6-11.5 - Administrative policy and procedure regarding court leave

Current through all regulations passed and filed through July 1, 2024
(A)
								The university shall grant leave with full pay to an
			 employee who:
(1)
									Is summoned for jury duty by a court of competent
			 jurisdiction, or
(2)
									Is subpoenaed to appear before any court, commission,
			 board or other legally constituted body authorized by law to compel the
			 attendance of witnesses, where the employee is not a party to the
			 action.
Ohio Administrative Code › Title 3342 - Kent State University › Chapter 3342-6 - Administrative Policy on Awards and Compensation for University Employees › Section 3342-6-11.6 - Administrative policy regarding military leave of absence

Current through all regulations passed and filed through July 1, 2024
(A)
								Purpose. It is a university priority that reasonable
			 effort will be made to ensure that faculty and staff members called to serve in
			 military duty will be treated fairly regarding arrangements for leaves of
			 absence. It will be the policy of the university to ensure smooth transitions
			 for employees called to assume activity military responsibilities. Units on all
			 campuses should work diligently to respond with concern and care for the
			 individual situation in accordance with federal and state statute, university
			 policies, and collective bargaining agreements regarding leaves and
			 employment.
(B)
								Criteria/Sicope.
(1)
									Each member of
			 the university who is a member of the Ohio national guard, the Ohio defense
			 corps, the Ohio naval militia, or a member of any other reserve component of
			 the armed forces of the United States, shall be granted leave of absence from
			 his or her respective duties without loss of pay for such time as he or she is
			 in the military service on field training or active duty for periods not to
			 exceed thirty-one days in any one calendar year. Per Ohio statute the following
			 applies:
(a)
										The maximum number of hours for which payment can be made in
			 any one calendar year is one hundred seventy-six hours.
(b)
										The service does
			 not have to be for one continuous period of time.
Ohio Administrative Code › Title 3342 - Kent State University › Chapter 3342-6 - Administrative Policy on Awards and Compensation for University Employees › Section 3342-6-11.7 - Administrative policy regarding annual vacation leave for nonteaching unclassified and classified personnel

Current through all regulations passed and filed through July 1, 2024
(A) Policy statement. The university
			 recognizes the importance of providing employees an opportunity for recreation
			 or other personal matters without loss of compensation. Paid vacation leave is
			 granted according to the terms and conditions set forth below.
(B) Eligibility. All full-time and part-time
			 classified employees not represented by a collective bargaining unit that hold
			 a twelve-month continuous appointment are eligible to accrue and use vacation
			 under this policy. All full-time and part-time unclassified employees that hold
			 a twelve-month continuous appointment are eligible to accrue and use vacation
			 leave. All full-time and part-time, intermittent, seasonal and temporary
			 classified employees not represented by a bargaining unit do not earn vacation.
			 All full-time and part-time nine-month and ten-month, term appointed
			 unclassified employees do not earn vacation.
(C) Implementation.
(1) Accrual rates. Vacation accrual rates are
			 based upon length of Ohio public service. For purposes of determining how many
			 years of service an employee has, employment with any state agency or any
			 political subdivision of the state is counted. Time spent in military service
			 is counted, provided that the employee in question was an employee of the
			 university for at least ninety days prior to entering military service. Time
			 spent on authorized leave of absence is also counted.
(a) Classified employees accrue vacation on
			 the basis of a forty-hour workweek (prorated for part-time employees) according
			 to the following guidelines:
(i) Less than
			 five years of service, eighty hours (ten days) per year.
(ii) Five or more but less than ten years of
			 service, one hundred twenty hours (fifteen days) per year.
(iii) Ten or more years but less than
			 twenty-one years of service, one hundred sixty hours (twenty days) per
			 year.
(iv) An additional eight
			 hours (one day) per year for each year of service over twenty years to a
			 maximum addition of forty hours (five days) for a total annual accrual of two
			 hundred hours (twenty-five days) for twenty-five or more years of
			 service.
Ohio Administrative Code › Title 3342 - Kent State University › Chapter 3342-6 - Administrative Policy on Awards and Compensation for University Employees › Section 3342-6-11.8 - Administrative policy regarding research leaves

Current through all regulations passed and filed through July 1, 2024
Policy statement. The special research leave will be
				granted to faculty members without pay who are authorized to take a leave of
				absence with approval of the department chairperson, collegial dean and vice
				president for academic and student affairs or designee. The special research
				leave will be granted when the faculty member has been approved for leave based
				on an offer of a research fellowship or other research appointment, for which
				no university financial support is requested, at another university, research
				center, institute, or recognized research or scholarly organization. The
				notation "special research leave" will be entered on the faculty member's
				record in place of "leave of absence" for the period of the leave in the same
				manner as the leave of absence is now entered.
Replaces: 3342-6- 11.8
Ohio Administrative Code › Title 3342 - Kent State University › Chapter 3342-6 - Administrative Policy on Awards and Compensation for University Employees › Section 3342-6-11.9 - Administrative policy regarding faculty leaves of absence without pay

Current through all regulations passed and filed through July 1, 2024
(A)
								The university does not provide leaves of absence with
			 pay for faculty. Leaves of absence on a one-year (or less) basis without pay
			 may be arranged through the department chairperson or school director and, with
			 his/her approval, the approval of the dean of the college or school, and the
			 approval of the vice president for academic and student affairs. The department
			 chairperson/school director must give in writing reasons for recommending and
			 individual' request for leave without pay; the dean will forward such
			 recommendation with his or her own comments to the office of academic
			 personnel.
(B)
								Research or other advanced study, travel, medical
			 reasons, and rest may justify the granting of a leave of absence without pay.
			 Leave may also be granted for teaching or research in another institution,
			 provided the faculty member accepts such appointment as visitor, and not as a
			 regular appointment, and provided further that the faculty recognizes an
			 obligation to return to the university for the next year of service. Leave for
			 the purpose of eventually accepting regular appointment at another institution
			 is not permitted, nor may a faculty member hold tenure concurrently at the
			 university and another institution.
(C)
								A copy of the
			 terms, conditions, and purpose of the leave appointment shall accompany the
			 request for leave of absence when another institution is
			 involved.
(D)
								Requests for leaves of absence for the next academic
			 year shall be filed not later than the first of March. Requests for leaves
			 which are proposed to begin during the second semester should be filed at the
			 beginning of the fall semester.
(E)
								If a faculty
			 member wishes an extension of leave, the same procedures as described above
			 shall be followed, with the request for extension filed with the department
			 chairperson or school director no later than the first of February. The request
			 is then forwarded, as in paragraph (A) of this rule. If the university does not
			 wish to grant the extension, and the person does not return, then the position
			 will be considered vacated. The on-leave faculty member shall notify the vice
			 president for faculty affairs and personnel, no later than three months prior
			 to the expiration of the leave, of his/her intent to return. Absent such notice
			 of intent, the position may be declared vacant.
Replaces: 3342-6- 11.9
Ohio Administrative Code › Title 3342 - Kent State University › Chapter 3342-6 - Administrative Policy on Awards and Compensation for University Employees › Section 3342-6-11.10 - Administrative policy regarding leaves of absence without pay for nonteaching unclassified and classified staff

Current through all regulations passed and filed through July 1, 2024
(A)
								Eligibility.
(1)
									A full-time employee who has completed probationary
			 period or after one year of service with the university, whichever occurs
			 first, or a part-time employee who has worked
									one thousand two
			 hundred fifty hours the previous twelve months, may apply for a leave of
			 absence without pay.
(2)
									A leave of absence is granted for a specific purpose.
			 The university has the right to investigate the reason for the leave as stated
			 by the employee. If it is found that the leave is not actually being used for
			 such purpose, the leave may be canceled and the employee directed to report to
			 work by a written notice.
(3)
									A leave of absence will not normally be granted to
			 permit an employee to accept "other employment."
(4)
									An employee
			 requesting a leave of absence may be required to utilize accrued vacation
			 and/or compensatory time before beginning leave without pay status. Each leave
			 request will be individually evaluated, but final determination is at the
			 discretion of the appointing authority.
Ohio Administrative Code › Title 3342 - Kent State University › Chapter 3342-6 - Administrative Policy on Awards and Compensation for University Employees › Section 3342-6-11.11 - Administrative policy regarding leave under the FMLA

Current through all regulations passed and filed through July 1, 2024
(A)
								Policy statement.
			 In compliance with the Federal Family and Medical Leave Act (FMLA), it is the
			 policy of the university to grant up to twelve
								weeks of unpaid job
			 protected leave to eligible employees per rolling twelve-month period. Military
			 family leave entitles eligible employees a combined total of twenty-six
			 weeks of
			 FMLA leave per rolling twelve-month period. FMLA will run concurrently with
			 other paid or unpaid leaves for the following qualifying events:
(1)
									A serious health
			 condition that prevents an employee from performing his or her
			 job;
(2)
									Care for a child during the first year following birth,
			 adoption or foster care placement; or
(3)
									Care for a family
			 member who has a serious health condition:
(4)
									Qualifying
			 exigency leave for active duty of a family member:
(5)
									Care for injured
			 or ill service member.
Ohio Administrative Code › Title 3342 - Kent State University › Chapter 3342-6 - Administrative Policy on Awards and Compensation for University Employees › Section 3342-6-11.12 - Administrative policy regarding paid parental leave for staff who are not in a recognized bargaining unit

Current through all regulations passed and filed through July 1, 2024
(A)
								Purpose. The
			 university will provide paid parental leave to employees to recover from
			 childbirth and/or to care for or bond with a child.
(B)
								Eligibility. This
			 policy applies to all eligible employees who are not in a recognized bargaining
			 unit.
(1)
									In
			 order to be eligible for paid parental leave, an employee must have become a
			 new parent as a birth mother, birth father, an adoptive parent, foster care
			 parent with legal custody or guardianship, or domestic partner.
(2)
									Normally, an
			 employee must have completed at least one full year of full-time service prior
			 to the date paid parental leave is to commence. However, an employee that
			 attains one full year of full-time service while on leave for the purpose of
			 the birth of a child, the adoption of a child, or fostering of a child will be
			 eligible for a pro-rated portion of paid parental leave. One paid parental
			 leave benefit is available per employee, per birth, adoption, or foster care
			 placement event. The number of children involved does not increase the length
			 of paid parental leave granted for the event.
(3)
									Eligible parents
			 who are both employed with the university are individually entitled to use paid
			 parental leave.
(4)
									There shall be no limit placed on the age of a newly
			 adopted or foster care child for purposes of eligibility to utilize paid
			 parental leave.