reglab/statecodes huggingface dataset:
Ohio Administrative Code › Title 3356 - Youngstown State University › Chapter 3356-7 - University Employees and Benefits › Section 3356-7-22 - Employee health insurance programs

Current through all regulations passed and filed through July 1, 2024
(A) Policy statement. The board of trustees
			 authorizes all of the university's employee health care insurance programs.
			 This policy is intended to authorize participation in the medical, prescription
			 drug, dental and vision plan options for professional/administrative and other
			 non-bargaining employees of the university.
(B) Health care advisory committee. A health
			 care advisory committee (HCAC) with representation from all bargaining units
			 and nonbargaining employees from each of the university divisions is
			 established in accordance with the HCAC September 2011 policy and guidelines.
			 The charge of the committee is to review and assess existing medical, dental,
			 prescription drug, and vision benefit plan options and other cost-controlling
			 measures.
(C) Plan design and
			 benefit levels.
(1) Bargaining unit employees
			 are eligible for medical, dental, prescription drug, and vision coverage in
			 accordance with the applicable collective bargaining agreement.
(2) Eligible employees who are not covered by
			 a collective bargaining agreement are eligible for medical, dental,
			 prescription drug, and vision coverage as identified in the
			 
									employee benefits section of the office of human
			 resources website.
Ohio Administrative Code › Title 3356 - Youngstown State University › Chapter 3356-7 - University Employees and Benefits › Section 3356-7-23 - Collective bargaining and negotiations

Current through all regulations passed and filed through July 1, 2024
(A) Policy statement. Youngstown state
			 university recognizes the right of eligible faculty and staff to be represented
			 by an exclusive bargaining representative for purposes of collectively
			 negotiating agreements defining the terms and conditions of employment. This
			 recognition is extended solely to faculty and staff who are defined as "public
			 employees" in section
			 4117.01 of the Revised
			 Code.
(B) Purpose. To establish a
			 framework for the professional and collegial negotiation of successor
			 agreements with each bargaining unit that achieve the goals of both the
			 university and bargaining unit members.
(C) Definitions.
(1) Division (C) of section
			 4117.01 of the Revised Code
			 defines "public employees" as ""any person holding a position by appointment or
			 employment in the service of a public employer, including any person working
			 pursuant to a contract between a public employer and a private employer and
			 over whom the national labor relations board has declined jurisdiction on the
			 basis that the involved employees are employees of a public employer""
Exceptions applicable to colleges and universities include:
				confidential employees, management level employees, supervisors, students whose
				primary purpose is educational training, including graduate assistants or
				associates, residents, interns, or other students working as part-time public
				employees less than fifty per cent of the normal year in the employee's
				bargaining unit; and part-time faculty members of an institution of higher
				education.
Ohio Administrative Code › Title 3356 - Youngstown State University › Chapter 3356-7 - University Employees and Benefits › Section 3356-7-24 - Recognition, publication, and support of employee degrees

Current through all regulations passed and filed through July 1, 2024
(A) Policy
			 statement. The university recognizes only credits and degrees awarded by
			 regionally accredited or other U.S. department of education-approved
			 post-secondary institutions in the United States or by equivalent foreign
			 institutions.
(B) Purpose. These
			 procedures are designed to help assure that the university employs qualified
			 individuals, to assure that employees' qualifications are accurately presented
			 to the public, and to ensure that university-supported employee study toward
			 degrees is undertaken at accredited institutions in appropriate fields.
			 Employees covered by collective bargaining may also refer to their respective
			 labor agreements.
(C) Definitions.
(1) Accredited postsecondary institutions:
			 Those institutions identified by one of the seven regional institutional
			 accrediting agencies or other appropriate professional organizations recognized
			 by the U.S. department of education as meeting certain academic standards and
			 expectations. A database of such institutions is available on the website of
			 the council for higher education accreditation ("CHEA").
(2) Equivalent foreign institutions:
			 Institutions, typically recognized by a national ministry of education or an
			 appropriate agency of the provincial (or state) government approved by the
			 provost/vice president for academic affairs. In
			 determining whether a foreign institution is equivalent, the provost/vice president for academic affairs may appoint a
			 committee to make a recommendationor consult the regional accrediting
			 agencies and other organizations, such as the American association of
			 collegiate registrars and admissions officers ("AACRAO").
Ohio Administrative Code › Title 3356 - Youngstown State University › Chapter 3356-7 - University Employees and Benefits › Section 3356-7-25 - Political activities of employees

Current through all regulations passed and filed through July 1, 2024
(A) Policy statement. Youngstown state
			 university (university) employees are encouraged to fully and freely exercise
			 their constitutional right to vote, as well as express their personal opinions
			 regarding political candidates, issues, local, state and national programs,
			 initiatives and referendums. However, as employees of a public tax exempt
			 institution there may be restrictions on exercising these rights, as delineated
			 in this policy and applicable laws and regulations. The university itself does
			 not participate in any campaign for public office.
(B) Purpose. To provide guidelines to
			 university employees for participation in political activities.
(C) Scope. This policy applies solely to
			 individual university employee conduct.
(D) Definition. For purposes of this policy,
			 political activity is defined as activity directed toward the
			 success or failure of a political party or candidate for partisan political
			 office.
(E) Parameters.
(1) University employees are free to express
			 political opinions; however, such expression cannot imply official university
			 endorsement, sanction, or action.
(2) Employees shall not place political
			 activity stickers, banners, flyers, or literature on university bulletin
			 boards, in and on university buildings, or on any university property. Refer to
			 rule 3356-4-17 of the Administrative
			 Code and/or university policy 3356-4-17, "Posting on campus."
(3) No university letterhead or insignia
			 shall be used in any political activity.
(4) Employees shall not use any university
			 work time, facilities, email, faxes, copiers, support services, resources,
			 equipment, or services for political activity.
(5) University employees may in their
			 capacity as private citizens and outside of their university work time and
			 duties express opinion on matters of political, social, or other public
			 concerns, provided that the expressed opinions do not suggest university
			 endorsement.
Ohio Administrative Code › Title 3356 - Youngstown State University › Chapter 3356-7 - University Employees and Benefits › Section 3356-7-26 - Nepotism and potential conflicts in employment situations

Current through all regulations passed and filed through July 1, 2024
(A) Policy
			 statement. The university fosters an environment in which all individuals are
			 treated with mutual respect and trust. Employment practices are designed to
			 ensure fair and equitable treatment for all employees, as well as creating
			 confidence in the integrity of the hiring process. Employment practices that
			 may provide unfair advantage, real or perceived, because of personal
			 relationships or positions of influence are prohibited. Employees may not
			 authorize, or use the authority or influence of their position to authorize,
			 any of the employment practices as defined herein for the benefit of a family
			 member or business associate.
(B)
			 Definitions.
(1) Nepotism is the practice of
			 applying favoritism, without regard to merit, through authority or influence by
			 someone in a position of power or authority toward family members or other for
			 whom the employee has a relationship or is legally responsible. Favoritism is
			 shown by giving preferential treatment in any employment practice to family
			 members as defined in this policy.
(2) Employment practices include: the ability
			 or power to effectively hire, transfer, suspend, lay off, recall, promote,
			 discharge; assign or reassign duties; reward, discipline, or influence
			 grievances/appeals.
(3) Family
			 members are defined as: parents, grandparents, children of any age,
			 grandchildren, spouse, or siblings (regardless of where these family members
			 reside) and anyone to whom he or she is related by blood or marriage (aunts,
			 uncles, nieces, nephews, cousins, and in-laws) and who is also residing in the
			 same household with the employee.
(4) University officials include: members of
			 the board of trustees, executive officers, administrative officers, and other
			 employees in a position to in any way affect employment practices.
(5) Business associate includes: any
			 individuals, companies, or organizations with which the official is acting
			 together to pursue a common business purpose. Examples would be partners in a
			 partnership, co-owners of a business, an outside employer, and comembers of an
			 LLC.
Ohio Administrative Code › Title 3356 - Youngstown State University › Chapter 3356-7 - University Employees and Benefits › Section 3356-7-27 - Distinguished service awards, full-time excluded staff professional administrative employees and full-time staff excluded classified employees

Current through all regulations passed and filed through July 1, 2024
(A) Policy
			 statement. Youngstown state university ("university") recognizes employees for
			 outstanding performance of duties that contributes to the good of the
			 university and grants awards for such achievement.
(B) Scope. This policy applies to full-time
			 excluded professional administrative employees and to full-time excluded
			 classified employees. This policy does not apply to academic department
			 chairpersons. See university policy 3356-7-53, "Excellence awards for
			 department chairpersons for awards to academic chairs"; rule
			 3356-7-53
			 of the Administrative Code.
(C)
			 Parameters.
(1) Up to four awards may be
			 granted annually to full-time excluded professional/administrative employees
			 whose performance at the university has been identified as
			 outstanding.
(2) Full-time excluded
			 professional administrative employee award recipients shall receive two
			 thousand dollars divided as follows:
(a) A
			 cash award of one thousand, and
(b)
			 One thousand dollars added to the individual's base salary in the following
			 contract year.
(3) One
			 award may be granted annually to a full-time excluded classified employee whose
			 performance at the university has been identified as outstanding.
(4) A full-time excluded classified award
			 recipient shall receive a cash award of one thousand four hundred
			 dollars.
(5) The president,
			 provost, vice presidents, deans, and executive directors are not eligible for
			 consideration for distinguished service awards.
Ohio Administrative Code › Title 3356 - Youngstown State University › Chapter 3356-7 - University Employees and Benefits › Section 3356-7-28 - President's leadership merit awards

Current through all regulations passed and filed through July 1, 2024
(A) Policy statement. Youngstown state
			 university (university), through its president, recognizes executive and
			 administrative officers that have made distinctive contributions to the
			 university's mission and ideals beyond the regular performance of duties and
			 responsibilities.
(B) Scope. This
			 policy applies to executive and administrative level officers of the university
			 as defined in rules
			 3356-9-01 and
			 3356-9-02 of the Administrative
			 Code ( university policies
			 3356-9-01, "Selection and evaluation of executive level officers of the
			 university" and 3356-9-02, "Selection and annual evaluation of administrative
			 officers of the university," respectively). This policy excludes the president
			 of the university, who is ineligible to receive the presidential
			 award.
(C) Parameters.
(1) In order to be eligible, an executive or
			 administrative officer must be a current full-time employee who has worked at
			 the university for at least two consecutive years, not including temporary
			 employment.
(2) Prior winners may
			 not be considered for the award more than every five years.
(3) Award recipients will have made a
			 distinctive contribution to the university in one or more of the following
			 areas:
(a) Service
(b) Innovation
(c) Teamwork/collaboration
(d) Leadership
(e) Student success
(4) Leadership merit award(s) for outstanding
			 service and commitment to the university is typically announced during the
			 regular June meeting of the board of trustees but may be announced at any other
			 regular board of 
									trustees meeting.
(5) The leadership award allows the president
			 to utilize an annual stipend of up to three thousand dollars to recognize
			 executive and administrative officers.
Ohio Administrative Code › Title 3356 - Youngstown State University › Chapter 3356-7 - University Employees and Benefits › Section 3356-7-29 - Classified exempt distinguished service award

Current through all regulations passed and filed through July 1, 2024
(A)
								Policy statement.
			 One award is granted annually to a full-time exempt classified employee whose
			 performance at the university has been identified as outstanding. Recipient
			 shall receive a cash award of fourteen hundred dollars.
(B)
								Procedures.
(1)
									To be eligible to
			 receive a distinguished service award, an individual must be nominated during
			 the "call for nominations" process, which is annually initiated in
			 February.
(2)
									Staff members, faculty, students, or alumni may make
			 nominations.
(3)
									The provost and each vice president will appoint a
			 person from each division to serve as the committee to review nominations and
			 recommend award recipients.
(4)
									The committee
			 will seek written input from the supervisors of all persons nominated for an
			 award.
Ohio Administrative Code › Title 3356 - Youngstown State University › Chapter 3356-7 - University Employees and Benefits › Section 3356-7-30 - Fringe benefits, excluded professional administrative employees

Current through all regulations passed and filed through July 1, 2024
(A) Policy
			 statement. The university is committed to employment practices that promote the
			 health and welfare of its employees and to ensure the ability to recruit and
			 retain high quality employees. Through its various fringe benefits packages, it
			 offers employees incentives to pursue additional education, to take advantage
			 of events, activities and performances offered, and to otherwise enhance each
			 employee's standard of living.
(B)
								Scope. Unless otherwise specified, the policy applies
			 to both full-time and part-time excluded professional administrative employees.
			 Academic department chairpersons are excluded professional administrative
			 employees, covered by this policy.
(C)
			 Parameters. The university may provide these and other fringe benefits for
			 excluded professional administrative employees:
(1) Discount programs. Employees may receive
			 discounts for the purchase of athletic and theater tickets and for bookstore
			 purchases for the personal use of employees and their immediate family as
			 follows:
(a) Athletic and theater tickets -
			 fifty per cent discount;
(b)
			 Bookstore purchases - twenty per cent discount for purchases over five
			 dollars.
Ohio Administrative Code › Title 3356 - Youngstown State University › Chapter 3356-7 - University Employees and Benefits › Section 3356-7-32 - Fringe benefits, non-credit continuing education fee remission

Current through all regulations passed and filed through July 1, 2024
(A) Policy
			 statement. The university is committed to employment practices that promote the
			 health and welfare of its employees. Through its various fringe benefits
			 packages, it offers employees incentives to pursue additional education; to
			 take advantage of events, activities and performances offered; and to otherwise
			 enhance each employee's standard of living. University employees who are in a
			 bargaining unit should refer to their collective bargaining agreement for
			 information regarding eligibility for continuing education fee
			 remission.
(B) Continuing education
			 fee remission eligibility. Full-time and three-quarter part-time employees
			 shall be entitled to instructional fee remission twice per calendar year for
			 non-credit continuing education courses offered through the university's metro
			 college.
(C) Parameters.
(1) An eligible employee's spouse and
			 dependent children shall each be entitled to instructional fee remission once
			 per calendar year for such non-credit continuing education courses, provided
			 there is an enrollment slot available above and beyond the enrollment level
			 required to fund the course.
(2)
			 Charges for materials, facilities, texts, and consumable or other
			 non-instructional items are the responsibility of the enrollee and shall be
			 payable at the time of registration.
(3) The responsibility for making a
			 determination regarding the required enrollment level in any given course rests
			 with the university.
Ohio Administrative Code › Title 3356 - Youngstown State University › Chapter 3356-7 - University Employees and Benefits › Section 3356-7-36 - Hiring and selection process, evaluation and compensation for intercollegiate athletic coaches

Current through all regulations passed and filed through July 1, 2024
(A) Policy statement. Youngstown state
			 university (university) seeks to attract and retain highly qualified and
			 diverse intercollegiate athletic coaching staff. In achieving this goal, the
			 university is committed to the principles of gender equity, equal opportunity,
			 diversity, and merit in hiring and retaining coaches. To determine whether
			 coaching salaries are competitive, the athletic department will utilize data
			 from peer athletic institutions provided by the respective
			 league/conference.
(B) Purpose. To
			 provide guidelines and processes necessary to meet the hiring, selection,
			 evaluation, and compensation practices unique to intercollegiate coaches,
			 including the necessity for expediency in the selection and hiring
			 process.
(C) Parameters.
(1) Intercollegiate athletics coaches in all
			 sports are in the university's professional/administrative staff
			 category.
(2) Coaches may be issued
			 an appointment with a sixty-day notice of termination clause,
			 an appointment for multiple years with a sixtyday
			 notice of termination clause, or when it is in the best interest of the
			 university, the president, in consultation with the executive director of
			 athletics, may issue an employment contract for multiple years.
(3) Appointments and employment contracts for
			 multiple years are contingent upon board of trustee approval; however,
			 employees may begin employment prior to board approval.
(4)
									In the event that
			 a multi-year appointment reaches the conclusion of the appointed term and an
			 additional multi-year appointment is not considered, the appointment shall be
			 determined to be a continuing appointment with no interruption in employment
			 status and be subject to a sixty-day termination clause.
(5)
			 The president will keep the board of trustees informed of negotiations
			 involving employment contracts for multiple years.
Ohio Administrative Code › Title 3356 - Youngstown State University › Chapter 3356-7 - University Employees and Benefits › Section 3356-7-37 - Administrative complaint process, excluded professional administrative employees

Current through all regulations passed and filed through July 1, 2024
(A) Policy statement. The university is
			 committed to equitable employment practices and maintains a complaint process
			 that may be utilized by professional/administrative staff to provide prompt and
			 equitable resolution of disputes resulting from administrative
			 employment-related decisions, i.e., reclassification, promotion, discipline,
			 working conditions, and termination decisions.
(B) Scope. This policy may be used by
			 professional administrative staff not covered by a collective bargaining
			 agreement. Employees covered by a collective bargaining agreement should
			 consult their respective agreements.
(C) Parameters.
(1) Employees with a complaint about an
			 administrative decision are encouraged to initiate informal discussion with
			 their immediate supervisor prior to filing a formal complaint.
(2) An employee who is dissatisfied with the
			 informal discussion or chooses not to engage in an informal discussion may file
			 a formal complaint of an administrative decision that will be reviewed and a
			 final determination made.
(3) The
			 chief human resources officer is authorized to develop additional procedures
			 necessary for the implementation of this policy.
Ohio Administrative Code › Title 3356 - Youngstown State University › Chapter 3356-7 - University Employees and Benefits › Section 3356-7-38 - Resignation of employment

Current through all regulations passed and filed through July 1, 2024
(A)
								Policy statement.
			 It is the policy of the university to obtain a written resignation from all
			 employees who are voluntarily terminating their employment with the
			 university.
(B)
								Scope. This policy applies to all full-time, part-time,
			 and term employees who are voluntarily resigning from employment for any
			 reason, including but not limited to retirement. This policy does not apply to
			 student employees.
(C)
								Parameters.
(1)
									A two-week written notice of resignation is standard
			 and will be provided by the resigning employee to their supervisor. Longer or
			 shorter notice periods may be appropriate for key positions; therefore,
			 alternative notice arrangements may be arranged with the employee, unit, and
			 human resources.
(2)
									Any supervisor/manager or representative of the office
			 of human resources may accept an employee's notice of resignation by confirming
			 its receipt in writing. The notice of resignation, along with the written
			 confirmation of receipt, will be forwarded to the executive officer of the
			 division and to the office human resources.
(3)
									The university
			 may, at its sole discretion, accept or reject an employee's request to rescind
			 or modify a resignation.
(4)
									The chief human resources officer is authorized to
			 develop additional procedures necessary for the implementation of this
			 policy.
(5)
									Employees must return all university property and
			 provide their current university computer system password on or before the last
			 work day at a time determined by management.
Ohio Administrative Code › Title 3356 - Youngstown State University › Chapter 3356-7 - University Employees and Benefits › Section 3356-7-39 - Personnel files

Current through all regulations passed and filed through July 1, 2024
(A) Policy statement. The university shall
			 establish and maintain such employee files as necessary in accordance with
			 state and federal laws and applicable collective bargaining agreements. The
			 office of human resources is the sole repository of the official employee
			 personnel files and, as such, maintains a file for each full-time member of the
			 faculty and full-time and part-time members of the professional/administrative
			 and classified civil service staffs. The chief human resources officer serves
			 as the custodian of these official files.
(B)
								Definition.
			 "Personnel file" - any employee's official human resources file that serves as
			 a chronology of the employee's history with the university.
(C)
			 Procedures.
(1) Employees may examine their
			 own personnel file by appointment during regular
			 business hours.
(2) Employees may
			 place into their personnel file a written
			 statement commenting on or disagreeing with any document contained in the
			 file.
(3) Employees will receive a
			 copy of each document placed in their personnel
			 file by others at the time it is placed in the file.
(4) The office of human resources maintains a
			 log of all non-university employees accessing these files. This office will
			 notify employees and the appropriate bargaining unit when a non-university
			 employee has accessed their personnel
			 file.
(5) Periodically, the
			 president, or designee, shall identify a person or persons to conduct an
			 unannounced spot check of the official employee personnel files and provide a
			 written report of the findings.
(6)
			 Information contained in 
									personnel files will be used in a manner
			 appropriate to the normal operation of the university and may be reported to
			 the appropriate state or federal agency as required by law.
(7) Employee personnel files are subject to Ohio's public records
			 law.
(8)
									Medical records, benefits records, workers' compensation
			 records, and employment eligibility verification documents are not part of
			 personnel files and are separately maintained by the office of human
			 resources.
(9) All files
			 maintained by the office of human resources are
			 maintained in accordance with applicable records retention schedules and
			 are periodically examined for the purpose of purging the files of material no
			 longer appropriate for retention.
Ohio Administrative Code › Title 3356 - Youngstown State University › Chapter 3356-7 - University Employees and Benefits › Section 3356-7-40 - Compensation and salary studies/plans

Current through all regulations passed and filed through July 1, 2024
(A)
								Policy statement.
			 The board of trustees recognizes the need to have appropriate compensation
			 plans for all employees and employee groups and has authorized the president or
			 his/her designee to develop such plans.
(B)
								Definition.
			 "Employee groups" include faculty, professional/ administrative staff, and
			 classified civil service staff.
(C)
								Parameters.
(1)
									Compensation and
			 salary studies will be based upon comparable markets and employee groups as
			 determined by the university.
(2)
									Compensation and
			 salary plans will attempt to provide wage parity for positions with comparable
			 skills, duties, and responsibilities.
(3)
									Compensation and
			 salary made available to employees will be consistent with the fiscal ability
			 of the university to support such plans.
Ohio Administrative Code › Title 3356 - Youngstown State University › Chapter 3356-7 - University Employees and Benefits › Section 3356-7-41 - Classified civil service employees

Current through all regulations passed and filed through July 1, 2024
(A) Policy statement. Per divisions (F)(1)
			 and (F)(2) of section
			 124.14 of the Revised Code, the
			 board of trustees of a state university shall carry out all matter of
			 governance, involving the officer and employees, including classified civil
			 servants. The board of trustees also has been given all of the powers, duties
			 and functions of the department of administrative services. All classified
			 civil service employees shall be hired in accordance with applicable board
			 policies and resolutions, departmental policies and Chapter 124. of the Revised
			 Code and the Administrative Code.
(B) Parameters.
(1) Under Chapter 124. of the Revised Code,
			 certain employees of Youngstown state university are appointed under the state
			 classified civil service system.
(2)
									Classified
			 employees may be either included or excluded from the association of classified
			 employees (ACE) bargaining unit or fraternal order of police
			 (FOP).
(3)
									Those classified employees included in the bargaining
			 unit will be governed by the "Agreement Between the University and the
			 Youngstown State University Chapter of the Association of Classified Employees"
			 or the "Agreement Between Youngstown State University and the Fraternal Order
			 of Police, Ohio Labor Council, Inc." and any applicable board policies,
			 resolutions or state and federal laws.
(4)
									Those classified
			 employees excluded from the bargaining unit are governed by applicable board
			 policies, resolutions and state and federal laws.
(5)
			 The responsibility for administration of the civil service law and
			 
									policies as they relate to university employees in the
			 classified civil service system shall be assigned by the board of trustees
			 through the president and the vice president for legal affairs and human
			 resources to the chief human resources officer. The chief human resources
			 officer serves as the designated appointing authority.
Ohio Administrative Code › Title 3356 - Youngstown State University › Chapter 3356-7 - University Employees and Benefits › Section 3356-7-43 - Externally funded university positions

Current through all regulations passed and filed through July 1, 2024
(A) Policy statement. The university employs
			 individuals with experience, degrees, and appropriate credentials in positions
			 which are externally funded through research grants, endowments, and other
			 non-university sources (collectively referred to as externally funded
			 positions). These positions are identified as full or part-time positions and
			 are typically temporary in nature. The duration of these positions is dependent
			 on the duration of the corresponding external funding source[s].
(B) Scope. This policy applies to all full or
			 
								part-time professional/administrative and classified
			 positions that are fully or partially funded from external sources.
(C) Parameters.
(1) Externally funded positions are excluded
			 from collective bargaining. Positions that are funded through a combination of
			 both internal and external resources are considered to be externally funded by
			 employment category and are excluded from collective bargaining.
(2) As determined by full-time equivalent
			 hours (FTE) and unless otherwise noted in this policy, externally funded
			 employees are eligible for the same benefits as other similar excluded
			 professional/administrative or excluded classified positions, including,
			 vacation leave, sick leave, and distinguished service awards.
(3) Contingent on the funding source,
			 externally funded full-time employees who are awarded a distinguished service
			 award will receive the award amount only as a stipend for the full award
			 amount.
(4) For the purposes of
			 annual performance evaluation and disciplinary action, if necessary, these
			 employees are subject to the processes in place for other similar excluded
			 positions.
(5) Instruction
			 specialist(s) employed at the Rich center for autism are not eligible to accrue
			 vacation leave.
(6) Each full-time
			 employee in an instruction specialist position may convert four sick leave days
			 per contract year to personal days. Each part-time employee may convert two
			 sick leave days per year.
(7)
			 Unless otherwise noted in this policy, all externally funded positions and
			 employees are subject to all university policies, procedures and
			 regulations.
Ohio Administrative Code › Title 3356 - Youngstown State University › Chapter 3356-7 - University Employees and Benefits › Section 3356-7-44 - Background checks for employees and volunteers

Current through all regulations passed and filed through July 1, 2024
(A)
								Policy statement.
			 Youngstown state university (university) is committed to providing a safe
			 environment for all students, employees, and visitors to our campus and
			 associated worksites and to protecting its funds, property, and other assets.
			 Background checks promote safety and security and allow the university to make
			 well-informed employment and staffing decisions.
(B)
								Scope.
(1)
									This policy
			 applies to all employees and individuals (both internal and external) selected
			 for a position with the university for full-and part-time faculty,
			 professional/administrative, classified, and volunteer positions. It is a
			 condition of employment and a prerequisite for certain volunteer positions,
			 that all such individuals submit to the university's background check
			 procedures. Federal, state, and local regulations may also require background
			 checks for specific individuals or positions.
(2)
									Employees,
			 including student employees, and volunteers in university programs or
			 activities specifically designed for participation by minors are subject to
			 background checks and the review process pursuant to university policy
			 3356-7-04, "Minors on campus."
(3)
									All individuals
			 seeking to volunteer in the department of athletics are required to undergo a
			 criminal background check.
Ohio Administrative Code › Title 3356 - Youngstown State University › Chapter 3356-7 - University Employees and Benefits › Section 3356-7-47 - Payment of employee serving as university consultant

Current through all regulations passed and filed through July 1, 2024
(A)
								Policy statement. On occasion, it is necessary and
			 appropriate to have employees perform services above and beyond their normal
			 scope of duties and to pay employees for these additional
			 services.
(B)
								Parameters.
(1)
									Typically, consultants hired by the university are not
			 full-time faculty or staff members, but on occasion, it may be appropriate to
			 utilize an employee as a consultant.
(2)
									Those employees
			 serving as a consultant on a university grant or project will usually be
			 compensated by an appropriate reduction of workload.
(3)
									Occasionally, it
			 is impossible for an employee to be released from assigned responsibilities. In
			 these circumstances, overload payment for consultant work may be
			 considered.
Ohio Administrative Code › Title 3356 - Youngstown State University › Chapter 3356-7 - University Employees and Benefits › Section 3356-7-50 - Minors on campus/background checks

Current through all regulations passed and filed through July 1, 2024
(A)
								Policy statement.
			 Youngstown state university ("university"), as part of its educational mission,
			 offers and participates in youth oriented programs and allows minors to access
			 the university and its facilities. The university is committed to ensuring a
			 safe environment for minors and requires that all staff, volunteers, program
			 participants and campus visitors hold themselves to the highest standards of
			 conduct.
(B)
								Purpose. To establish standards and requirements for
			 university programs or activities involving minors and for minors accessing the
			 university and its facilities.
(C)
								Scope.
(1)
									This policy
			 applies to university programs and activities specifically designed for
			 participation by minors and all participants, volunteers and employees,
			 including student employees, who exercise direct supervision, chaperone, or
			 otherwise oversee minors, in the course of their duties in these particular
			 programs.
This policy does not apply to: enrolled
				or dully enrolled minor university students participating in normal class and
				academic settings; employees or volunteers at university events or single
				performances open to the general public; or employees or volunteers who may
				have incidental contact with minors but do not work directly with minors within
				a program or activity.
(2)
									This policy also
			 applies to minors who are on campus as guests or as members of the general
			 public. Refer to paragraph (E)(6) of this policy, "Minors on campus not
			 participating in programs," for procedures applicable to minors on campus
			 generally.
(3)
									Minor children of residential students who reside on
			 campus either full or part-time are expected to follow this policy when they
			 are on campus in any facility other than the residential hall in which they
			 reside. While inside the residence hall, the minor child and the student parent
			 should defer to housing policies regarding having minor children in
			 residence.
(4)
									A program or activity may impose additional
			 requirements than those found in this policy.
(5)
									This policy does
			 not replace the requirements for reporting child abuse or neglect pursuant to
			 the Revised Code or other statutory reporting requirements.
(6)
									Except where
			 required by law, background checks conducted pursuant to this policy will be
			 used only for purposes consistent with this policy and will otherwise be kept
			 confidential.
Ohio Administrative Code › Title 3356 - Youngstown State University › Chapter 3356-7 - University Employees and Benefits › Section 3356-7-51 - Employee assistance program

Current through all regulations passed and filed through July 1, 2024
(A) Policy statement. Youngstown state
			 university (university) is committed to employment practices that promote the
			 health and welfare of its employees. Through its various
			  benefits packages, it offers
			 employees incentives to pursue additional education; to take advantage of
			 events, activities and performances offered; and to otherwise enhance each
			 employee's standard of living.
(B)
			 Definition. The university employee assistance program ("EAP") consists of
			 services designed to:
(1) Maximize employee
			 functioning on the job and in personal matters, and
(2) Assist employee clients in identifying
			 and resolving personal concerns, including, but not limited to, health,
			 marital, family, financial, alcohol, drug, legal, emotional stress, or other
			 personal issues that may affect job performance.
Ohio Administrative Code › Title 3356 - Youngstown State University › Chapter 3356-7 - University Employees and Benefits › Section 3356-7-52 - Part-time faculty teaching excellence award

Current through all regulations passed and filed through July 1, 2024
(A) Policy statement. Youngstown state
			 university (university) recognizes the valuable contributions made by part-time
			 faculty to advance the teaching mission of the university.
(B) Purpose. To honor the work and commitment
			 of dedicated and outstanding part-time faculty.
(C) Scope. Eligibility for the part-time
			 faculty excellence award is limited to part-time faculty who have been teaching
			 continuously over the previous five years with a minimum load of one three-hour
			 course per year. For purposes of this policy, the most recent five continuous
			 years of teaching will be used to determine eligibility.
Full-time university personnel who are eligible for other
				university service awards and teach as part-time faculty are not eligible for
				the part-time faculty excellence award.
(D) Parameters.
(1) Up to eight awards may be granted
			 annually to part-time faculty whose teaching performance at the university has
			 been identified as outstanding.
(2)
			 Part-time faculty teaching excellence award recipients shall receive two
			 thousand dollars.
Ohio Administrative Code › Title 3356 - Youngstown State University › Chapter 3356-7 - University Employees and Benefits › Section 3356-7-53 - Excellence awards for department chairpersons

Current through all regulations passed and filed through July 1, 2024
(A) Policy statement. Youngstown state
			 university (university) recognizes the valuable contributions made by
			 department chairpersons to advance the research, scholarship, and academic
			 mission of the university.
(B)
			 Purpose. To recognize and honor outstanding performance of university
			 department chairpersons.
(C) Scope.
			 Any chairperson who has completed at least one year as a department chairperson
			 is eligible for nomination for the excellence award for department
			 chairpersons. A chairperson may not receive an excellence award within three
			 years of receiving this same award or a similar distinguished professor award
			 in that category.
(D) Parameters.
(1) One award may be granted annually to a
			 department chairperson whose teaching performance at the university has been
			 identified as outstanding.
(2) One
			 award may be granted annually to a department chairperson whose performance in
			 research/scholarship at the university has been identified as
			 outstanding.
(3) Department
			 chairperson excellence award recipients shall receive two thousand dollars, a
			 stipend of one thousand dollars, and one thousand dollars added to the
			 individual's base salary in the following contract year.
Ohio Administrative Code › Title 3356 - Youngstown State University › Chapter 3356-7 - University Employees and Benefits › Section 3356-7-54 - Relocation allowance for new full-time employee

Current through all regulations passed and filed through July 1, 2024
(A) Policy statement. When it is necessary to
			 recruit an employee to accept employment with Youngstown state university
			 (university), the university may authorize an allowance to defray the cost of
			 relocation.
(B) Purpose. To provide
			 consistent guidelines and procedures for payment of a relocation allowance
			 consistent with university necessity, sound business practices, and budgetary
			 limitations in accordance with applicable laws and regulations.
(C) Eligibility. Full-time faculty and
			 professional administrative staff, including athletic coaches, are eligible for
			 payment of a relocation allowance. In order to be eligible, the distance
			 between the employee's old home and the university's campus must be at least
			 fifty miles. A relocation allowance must be negotiated at the time of
			 hire.
(D) Parameters.
(1) All relocation allowances must be
			 negotiated at the time a position is offered, properly approved, and included
			 in the offer letter or appointment form prepared by the university's office of
			 human resources.
(2) All relocation
			 allowances are subject to repayment requirements contained within this policy
			 (see paragraph G of this policy). The repayment requirement will be included in
			 all offer letters/appointment forms. Any employee receiving a relocation
			 allowance is required to sign a relocation expense repayment agreement
			 form.
(3) Requests and approvals
			 for relocation allowances will follow the electronic hiring proposal
			 process.
(4) Relocation allowances
			 are subject to the availability funding and will be charged back to the hiring
			 department's budget.
(5) The
			 relocation allowance is meant to defray the cost of certain moving expenses
			 incurred when relocating to the university for employment.
(6) The office of human resources will
			 develop appropriate procedures to administer this policy. These procedures and
			 any applicable guidelines will be available on the office of human resources
			 website.
(7) A standard relocation
			 allowance will be set forth in the guidelines established.
Ohio Administrative Code › Title 3356 - Youngstown State University › Chapter 3356-7 - University Employees and Benefits › Section 3356-7-55 - Search waivers for hiring of faculty and professional/ administrative staff

Current through all regulations passed and filed through July 1, 2024
(A)
								Policy statement. It is the policy of Youngstown state
			 university that institutional employment and diversity goals are best served
			 through a standard search process. However, exceptions to the standard search
			 process may be appropriate in situations where it can be clearly demonstrated
			 that it is in the university's best interest to forgo the standard search
			 process.
(B)
								Scope. This policy applies to faculty and
			 professional/administrative staff vacancies, including externally funded
			 positions (see rules
			 3356-7-42 and
			 3356-7-43 of the Administrative
			 Code). The selection of executive and administrative officers of the university
			 is not included within the scope of this policy. (See rules
			 3356-9-01 and
			 3356-9-02 of the Administrative
			 Code for the selection of administrative and executive officers.) A search
			 waiver will not be granted when the candidate for employment is a family member
			 of a current university employee. "Family member" is defined in rule
			 3356-7-26 of the Administrative
			 Code. A request for a search waiver does not waive any human resource or
			 financial requirements for a position.
(C)
								Purpose. To
			 provide a process for requesting a search waiver for fully qualified
			 individuals who can make a unique contribution to the university and its
			 strategic plan.
(D)
								Request criteria. The following information shall be
			 provided in writing when submitting a request for a search waiver.
(1)
									A description of
			 the position, including whether the position is temporary or has an anticipated
			 end date and minimum (and if appropriate) preferred
			 qualifications.
(2)
									Qualifications, credentials and/or skills of the
			 individual that qualify him/her for the position.
(3)
									Likelihood of
			 success in the position (e.g., promotion and tenure, where
			 applicable).
(4)
									Relevance of the hire to the university's strategic
			 priorities.
(5)
									Input of the hiring unit for the requested
			 appointment.
(6)
									Identification of funds to support the
			 position.
(7)
									Rationale for departing from the standard search
			 process presented.