Ohio Administrative Code › Title 123:1 - Division of Human Resources › Chapter 123:1-41 - Layoffs › Section 123:1-41-08 - Verification of retention points

Current through all regulations passed and filed through July 1, 2024
(A) General. This rule is only applicable to
			 positions in the service of the state. Employees shall be laid off using the
			 following process for systematic consideration of continuous service. An
			 employee's total retention points 
								will be the sum of the base retention points plus
			 the retention points assigned for continuous service.
(B) Computation of retention points. The
			 appointing authority  computes the total retention points for each employee in the
			 classifications affected by a layoff or position abolishment, including the
			 classifications in which displacement may occur.
If an appointing authority indicated a different continuous
				service date for which retention points are calculated than the date indicated
				by the director, then the difference must be supported by documentation
				
									and be submitted with the list.
(C) Date for calculation of retention points.
			 Retention points 
								will be calculated as of the pay period ending
			 date prior to the pay period in which retention points are received by the
			 director for verification.
(D)
			 Submission of information to the director. The appointing authority
			  submits
			 the list of employees' computed retention points, 
								the number of pay
			 periods of continuous service for each employee, a list of available vacancies
			 within the same layoff jurisdiction as applicable, statement of rationale, and
			 supporting documentation with the request for verification. Appointing
			 authorities 
								will also provide a breakdown of the dates and number
			 of pay periods of continuous service for employees with a combination of
			 full-time and other than full-time service. This documentation will be used to
			 verify retention points. The list submitted for verification of retention
			 points 
								identifies those persons being considered for
			 layoff and/or the positions being considered for abolishment.
(E) Verification by the director. The
			 director 
								verifies the calculation of retention points of
			 the employees of appointing authorities whose employees are paid by warrant of
			 the director of budget and management. Notification by appointing authorities
			 to affected employees 
								will not occur prior to the director's
			 verification of retention points.
(F) Movement into and out of affected
			 classifications. Once an appointing authority has submitted the list of
			 retention points and employees to the director the appointing authority may not
			 hire into or move employees into or out of affected classifications by means of
			 promotions, intratransfers, voluntary demotions, position control number
			 change, lateral or classification changes, or reassignments, except that
			 intertransfers out of an agency or implementation of the findings of a position
			 audit commenced prior to the date of the submission of the list for
			 verification of retention points 
								will be implemented.
(G) Personnel actions and recall lists.
			 Personnel action forms and recall lists resulting from a layoff or displacement
			 
								will be
			 received by the director at least seven calendar days prior to the effective
			 date of a layoff or displacement. Appointing authorities whose employees are
			 paid directly by warrant of the director of budget and management
			 
								will
			 include all forms submitted by the employee indicating the counties the
			 employee designated as acceptable for recall purposes for reinstatement or
			 reemployment with the personnel action forms.
(H) Notice of layoff, displacement, and sick
			 leave conversion forms. A copy of the notice of layoff or displacement to
			 employees 
								will be forwarded to the director with the personnel
			 actions resulting from a layoff. If an employee had displacement rights in a
			 layoff the appointing authority 
			 indicates to the director whether or not the
			 employee exercised those displacement rights. If the employee did not exercise
			 displacement rights or the employee did not notify the appointing authority of
			 a desire to exercise displacement rights, the personnel action forms or other
			 appropriate forms, 
								will indicate that fact.