reglab/statecodes huggingface dataset:
Ohio Administrative Code › Title 3364 - University of Toledo › Chapter 3364-25 - Benefit Policies; Employment › Section 3364-25-42 - Tax sheltered annuities

Current through all regulations passed and filed through July 1, 2024
(A)
								Policy
			 statement
The university of Toledo offers a tax
				sheltered annuity program in accordance with applicable federal and/or state
				laws.
(B)
								Procedure
(1)
									Federal laws exempt an individual from paying taxes on
			 a portion of their salary which they choose to defer in an annuity contract
			 until retirement or separation from employment.
(2)
									Employees of the
			 university may elect to have part of their compensation deferred in qualified
			 tax sheltered annuities, which may have tax advantages for some employees. This
			 program allows employees to save a portion of their pay through convenient
			 payroll deductions made before federal and state income taxes are calculated.
			 Employees who avail themselves of this plan can, in addition to the benefits
			 they accumulate through the pension plan, earn tax deferred dollars, reduce
			 current taxable income and accumulate assets for retirement.
(3)
									Neither the
			 university nor any of its officers or employees assume any responsibility
			 whatsoever for negligence, mistake or inadvertence, nor for computing the
			 exclusion allowance and determining that the premiums are fully excludable from
			 current taxable income.
(4)
									No partial premium payments on individual contracts
			 will be made.
Ohio Administrative Code › Title 3364 - University of Toledo › Chapter 3364-25 - Benefit Policies; Employment › Section 3364-25-43 - Classified continuous service

Current through all regulations passed and filed through July 1, 2024
(A) Policy statement
For the purposes of determining accrual of vacation and
				percentage of longevity pay for classified employees, seniority shall mean
				length of service with the state. The term "continuous service" shall be so
				construed that absence from employment due to illness, accident, other approved
				leaves of absence or layoffs up to two years due to lack of work or funds shall
				not cause a break in the meaning of the term "continuous service."
(B) Purpose of policy
The purpose is to set forth type of instances which shall cause
				a break of continuous service.
(C) Procedure
Continuous service shall be broken for any of the following
				reasons:
(1) Quit or voluntary
			 resignation;
(2) Discharge for
			 cause;
(3) Failure to return to
			 work at scheduled expiration of leave of absence;
(4) A leave of absence may be canceled and
			 service broken if the employee performs other work without the knowledge of the
			 university;
(5) An employee absent
			 from work for three consecutive working days without notification except in
			 case of extreme personal emergency;
(6) An employee on layoff who fails to report
			 for work within ten days after being notified by registered mail at their last
			 address on file in the human resources 
									department.
Ohio Administrative Code › Title 3364 - University of Toledo › Chapter 3364-25 - Benefit Policies; Employment › Section 3364-25-44 - Independent contractor status

Current through all regulations passed and filed through July 1, 2024
(A) Policy statement
The university of Toledo will classify individual service
				providers as independent contractors only when there is a reasonable basis for
				such a determination and in compliance with federal standards. As used in this
				policy "independent contractor" is defined as any individual service provider
				who contracts with the university to provide specialized or requested services
				on an as-needed or project basis. Such services may include personal,
				consulting or other one-time services.
(B) Purpose of policy
This policy is to provide guidance for proper determination of
				independent contractor status for those providing services to the university.
				It is in the university's best interest to evaluate these services prior to
				agreement or payment processing to ensure compliance with university policy and
				federal tax guidelines.
(C)
			 Classification determination
Classification of an individual service provider as an
				independent contractor is completed by human resources
				 and such
				determination is required prior to service commencement.
				
									Human
				resources will promulgate procedures for obtaining a classification
				determination. As required by law, human resources will utilize the internal revenue
				service's guidance in three key areas (behavioral control, financial control
				and type of relationship) in making the classification determination.
An individual service provider properly classified as an
				independent contractor will be engaged by written agreement through purchasing
				services. As part of this agreement, the university will require completion of
				the Ohio public employee's retirement system "OPERS" independent
				contractor/worker acknowledgement form.
An individual service provider found to
				be more properly classified as an "employee" of the university will follow
				normally established university hiring procedures.
Ohio Administrative Code › Title 3364 - University of Toledo › Chapter 3364-25 - Benefit Policies; Employment › Section 3364-25-48 - Separation from employment

Current through all regulations passed and filed through July 1, 2024
(A) Policy statement
The university of Toledo recognizes that employees may separate
				their employment with the university for various reasons. Any employee who
				separates employment at the university is required to participate in the
				separation process. The employee's department is responsible for initiating the
				separation process.
(B)
			 Purpose of policy
The purpose is to set forth types and standards for non-faculty
				separations from employment.
(C) Scope
This policy applies to all non-faculty employees and
				non-student employees at the university.
(D) Reasons
Employees leave the university for various reasons that may be
				either voluntary or involuntary.
(1)
			 Resignation
(2)
			 Retirement
(3) Contract
			 cancellation/funding ends
(4) Event
			 of an employee's death
(5) Position
			 abolishment or layoff
(6)
			 Disciplinary actions
Ohio Administrative Code › Title 3364 - University of Toledo › Chapter 3364-25 - Benefit Policies; Employment › Section 3364-25-49 - Outside employment

Current through all regulations passed and filed through July 1, 2024
(A) Policy statement
Staff employees who hold full or part-time non-university jobs
				may create undesirable working situations for the university, for other
				employees, and for themselves. An employee may not engage in any other type of
				employment or business during the hours he/she is employed by the university.
				This includes the use of university facilities for work not related to one's
				university job assignment. An employee may not undertake any other type of
				employment which clearly impinges upon or detracts from his/her availability
				and ability to perform requirements of the university position unless
				authorized by the appropriate vice president.
(B) Purpose of policy
To provide guidelines for employees who hold outside
				employment.
(C) Scope
This policy applies to employees of the university not governed
				by other agreements, policies, or rules and regulations.
(D) Procedure
The appropriate divisional vice president is responsible for
				implementation of this policy.
Ohio Administrative Code › Title 3364 - University of Toledo › Chapter 3364-25 - Benefit Policies; Employment › Section 3364-25-51 - Solicitation, advertising and distribution

Current through all regulations passed and filed through July 1, 2024
(A) Policy statement
The university of Toledo regulates and restricts activities, by
				both employees, non-employees businesses, and organizations, involving
				solicitation, advertising, and distribution of literature (electronic or hard
				copy). The associate vice president and chief human resources officer or
				designee is the facility administrator to be contacted regarding solicitation,
				advertising, and distribution activities conducted on any campus of the
				university as it relates to human resources issues, and the associate vice
				president of marketing and communications or designee is the facility
				administrator to be contacted regarding solicitation, advertising, and
				distribution activities conducted on any campus of the university as it relates
				to marketing and student enrollment issues.
(B) Purpose of policy
The purpose is to ensure that university employees can perform
				their duties free from intrusions and work interruptions, to safeguard the
				security of persons, facilities, and property, and to ensure the privacy
				essential to patient care.
(C) Scope
This policy applies to all facilities and property on the
				campuses of the university or under the operating authority of the university.
				This policy applies to all solicitations, advertising, and distributions with
				the exception of philanthropic fundraising activities and requests for gifts by
				external or internal individuals and organizations for any purpose connected
				with the university. Registered student organizations activities are in
				accordance with policies and procedures governing those organizations. In
				addition, the activities of and visitation by certain vendors, representatives,
				and professionals may be addressed in policies specifically governing those
				individuals and organizations.
(D) Roles and responsibilities
(1) Activities by non-employees:
(a) An organization or non-employee which
			 intends to solicit, advertise, or distribute literature to employees must, each
			 visit:
(i) Give advance notice of forty-eight
			 hours of such intention by contacting the facility administrator for each
			 facility.
(ii) At the time the
			 advance notice is given, provide a list of the names of the persons or
			 alternates who wish access to the premises.
(iii) In the event two or more requests for
			 access to a facility for the same or overlapping times have been made, the
			 facility administrator should attempt to provide alternate designated areas. In
			 the event that no alternate designated area is available, the facility
			 administrator will grant access to the available designated area on a rotating
			 basis with equal time for its use.
(iv) If the designated areas are unavailable
			 due to a prior reservation, then the facility administrator shall immediately
			 notify the requesting party of such conflict.
Ohio Administrative Code › Title 3364 - University of Toledo › Chapter 3364-25 - Benefit Policies; Employment › Section 3364-25-52 - Personal days for hourly employees

Current through all regulations passed and filed through July 1, 2024
(A) Policy statement
Non-probationary full and part-time hourly non-bargaining unit
				employees may be eligible to use personal time. The maximum amount of personal
				time is sixteen hours and will be pro-rated based upon the number of actual
				hours paid to the employee in the previous year. Employees must have unused
				sick time available in order for it to be converted annually to personal time.
				Personal time listed on the employee's earning statement may be used for
				personal reasons other than illness or injury. Temporary and salaried employees
				are ineligible for personal days.
(B) Purpose of policy
To provide procedures for use of unused sick leave for personal
				reasons.
(C) Scope
This policy applies to hourly non-bargaining unit employees on
				all campuses.
(D) Procedure
(1) Notification and approval:
(a) Employees will arrange time off for
			 personal leave with the employee's supervisor in advance of the requested
			 absence and the employer shall grant the time off, subject to the availability
			 of adequate personnel in each department or area to maintain regular
			 operational needs.
(b) Employees
			 will arrange time off for personal leave with the employee's supervisor at
			 least forty-eight hours in advance of the planned absence and the employer
			 shall respond within twenty-four hours.
(c) Requests for personal time will not be
			 unreasonably denied.
(d)
			 Supervisors are authorized to approve an employee's personal time usage
			 whenever it is deemed logical and reasonable to do so up to a maximum of
			 sixteen hours.
Ohio Administrative Code › Title 3364 - University of Toledo › Chapter 3364-25 - Benefit Policies; Employment › Section 3364-25-55 - Absenteeism/tardiness guidelines

Current through all regulations passed and filed through July 1, 2024
(A) Policy statement
Every employee is a valued 
									health science campus team member. As such, it is
				expected that employees maintain an acceptable attendance record which includes
				reporting to work on time.
(B) Purpose of policy
This policy describes timekeeping regulations and
				responsibilities for hourly-paid employees working on the health science campus
				("HSC") who are not subject to a collective
				bargaining agreement. It establishes uniform guidelines for all
				units/departments/areas to further the control of absenteeism and reduce
				excessive operating expenses.
(C) Scope
This policy applies to hourly-paid employees working on
				
									HSC and not subject to a collective bargaining
				agreement.
(D) Definitions:
"Sick Day" is defined to be when an employee is not present for
				their assigned shift for a period of two hours or more. One point is assessed
				for such an occurrence that occurs Monday through Friday. Two points are
				assessed for such an occurrence that occurs on the weekend or holiday. Part
				time and full time employees are treated similarly.
"Early Out" is defined to be when an employee leaves their work
				assignment for a period of time of less than two hours. One-half point is
				assessed.
"Lateness/Tardiness" is defined to be when an employee is five
				minutes or more up to one hour and fifty-nine minutes late for work. It is
				encouraged that employees call their supervisor to advise them of their late
				arrival to work.
"Weekend shift" is defined to be 10:59 p.m. on Friday and ends
				10:59 p.m. on Sunday of each week.
"Rolling twelve months period" is defined to be the beginning
				with the most recent occurrence of a sick day or its equivalent and counting
				twelve consecutive months backwards.
"Shift" is defined as a scheduled contiguous period of work
				time of four hours or more.
(E) Exclusions:
The university recognizes that there are
				circumstances/authorized leaves which are not within the scope of absenteeism
				control and therefore shall be excluded from consideration of this policy. The
				following circumstances are therefore excluded
(a) Approved Family Medical Leave Act leave
			 of absence
(b) Approved non Family
			 Medical Leave Act leaves of absence
(c) Injury/workers' compensation leave
(d) Administrative leave
(e) Military leave
(f) Personal day
(g) Approved vacation day(s)
(h) Approved compensatory time
Ohio Administrative Code › Title 3364 - University of Toledo › Chapter 3364-25 - Benefit Policies; Employment › Section 3364-25-56 - Compensatory time accrual and use

Current through all regulations passed and filed through July 1, 2024
(A)
								Policy
			 statement
Hourly non-bargaining unit employees
				may accrue and elect to use compensatory time in selected pay situations as
				defined herein and according to the Revised Code. The university will uniformly
				administer this policy for eligible employees.
(B)
								Purpose of
			 policy
To provide procedures for the accrual
				and use of compensatory time in compliance with section
				124.18 of the Revised
				Code.
(C)
								Scope
This policy applies to hourly
				non-bargaining unit employees on all campuses.
(D)
								Procedure
(1)
									Election and
			 accrual
(a)
										If
			 the employee elects to take compensatory time off in lieu of overtime pay for
			 any overtime worked, such compensatory time shall be granted by the employee's
			 administrative superior, on a time and one-half basis, at a time mutually
			 convenient to the employee and the administrative superior.
(b)
										Compensatory time
			 is not available for use until it appears on the employee's earning statement
			 and the compensation described in the earning statement is available to the
			 employee.
(c)
										An employee may accrue compensatory time to a maximum
			 of two hundred forty hours. An employee shall be paid at the employee's regular
			 rate of pay for any hours of compensatory time accrued in excess of these
			 maximum amounts if the employee has not used the compensatory time within three
			 hundred sixty-five days after it is granted, ceases to be employed by the
			 university or if a change in the employee's status exempts the employee from
			 the payment of overtime compensation.
(d)
										Upon the
			 termination of employment, any employee with accrued but unused compensatory
			 time shall be paid for that time at a rate that is the greater of the
			 employee's final regular rate of pay or the employee's average regular rate of
			 pay during the employee's last three years of employment with the
			 state.
Ohio Administrative Code › Title 3364 - University of Toledo › Chapter 3364-25 - Benefit Policies; Employment › Section 3364-25-59 - Compensation and salary administration

Current through all regulations passed and filed through July 1, 2024
(A)
								Policy
			 statement
The university will maintain a
				compensation and pay strategy that is consistent and fair without regard to
				race, color, religion, sex, age, national origin, ancestry, sexual orientation,
				gender identity and expression, military or veteran status, the presence of a
				disability, genetic information, familial status, political affiliation, or
				participation in protected activities in its provision of employment and
				educational opportunities relative to:
(1)
									Internal equity
			 based upon the demands and requirements of jobs;
(2)
									External market
			 as defined by department and university human resources and talent development
			 "HRTD;"
(3)
									Sound financial management of the
			 university.
Ohio Administrative Code › Title 3364 - University of Toledo › Chapter 3364-25 - Benefit Policies; Employment › Section 3364-25-60 - H-1B employer compliance

Current through all regulations passed and filed through July 1, 2024
(A) Policy statement
As the "petitioner", the university of Toledo "UT" must
				strictly adhere to all federal regulations governing employment based H-1B
				petitions I-129 petitions for nonimmigrant worker. Rules and regulations are
				mandated by the U.S. department of labor "DOL," department of homeland
				security, "DHS," department of state "DOS," and U.S. citizenship and
				immigration services "USCIS."
This policy summarizes the key obligations that UT must adhere
				to when sponsoring an H-1B petition. Each H-1B petition shall have a designated
				point-of-hire/hiring department "POH" who is accountable to ensure compliance
				under this policy in addition to any and all federal regulations.
(B) Purpose of policy
To ensure that the university maintains compliance under
				federal immigration regulations and to define the POH's role in the H-1B
				sponsorship process.
(C)
			 Scope
This policy applies to any UT employee involved in the hiring
				and sponsoring of a foreign national under the university's H-1B program.
				Employees include but are not limited to departmental administrators,
				supervisors, business managers, principle investigators, HRTD consultants,
				department chairs, and deans.
(D) Procedure
(1) H-1B sponsorship: The university of
			 Toledo routinely sponsors H-1B petitions on behalf of eligible foreign national
			 employees for certain faculty, research, and non-faculty staff positions that
			 qualify as "specialty occupations."
(a)
			 Office of international student and scholar services "OISSS" shall be the
			 designated office to file correspondence with DOL and USCIS on behalf of the
			 petitioner (UT);
(b) OISSS shall
			 have final authority to determine if the proffered position qualifies as a
			 specialty occupation;
(c) Private
			 retention of outside immigration counsel is not permissible.
Ohio Administrative Code › Title 3364 - University of Toledo › Chapter 3364-25 - Benefit Policies; Employment › Section 3364-25-61 - Re-employment of retirees

Current through all regulations passed and filed through July 1, 2024
(A)
								Policy
			 statement
Employees, including faculty, who
				retire from the university of Toledo through a state retirement system or the
				alternative retirement program ("retirees") may be hired into a university
				position in accordance with federal and state laws and university policy.
				Reemployment after retirement is not an entitlement; however, individuals may
				possess institutional knowledge or other unique skills and experience requiring
				longer lead time for project completion and/or staffing and replacement
				initiatives. Retirees who have already been re-employed at the university of
				Toledo prior to the adoption of this policy will not be subject to this policy
				in their current positions. Moving forward, however, retirees may only be
				rehired as outlined in this policy.
(B)
								Purpose of
			 policy
To provide uniform, consistent
				procedures relating to rehiring retirees. The university strives to ensure that
				future staffing needs are met through succession planning or other appropriate
				sourcing procedures, with an emphasis on consideration of internal talent to
				provide opportunities for advancement and professional growth.
(C)
								Scope
This policy applies to the
				re-employment of retired university of Toledo faculty and staff. A retiree
				seeking re-employment is any individual:
(1)
									Who was
			 previously employed by the university in any capacity, and
(2)
									Who left the
			 university in good standing, and
(3)
									Who retired, or
			 who has applied for retirement, from the university of Toledo,
			 and
(4)
									Who is seeking re-employment in any capacity at the
			 university of Toledo following retirement.
Ohio Administrative Code › Title 3364 - University of Toledo › Chapter 3364-25 - Benefit Policies; Employment › Section 3364-25-62 - Appointment and classification

Current through all regulations passed and filed through July 1, 2024
(A) Policy statement
The university classifies positions in relation to the level of
				duties and responsibilities as prescribed by federal, state law and/or
				university practices. All university employees are appointed to positions on
				the basis of qualifications and position requirements as prescribed by federal
				laws, state laws and/or university practices.
(B) Purpose of policy
The following policy was developed to ensure compliance with
				federal and state laws.
(C)
			 Appointment
The board of trustees is designated as the appointing authority
				for purposes set forth in Chapter 124. of the Revised Code. The board of
				trustees through resolution has designated the president and individuals
				holding specific titles as appointing authority. Only an appointing authority
				can authorize employment. Offers of employment must be
				confirmed in writing and require the signature of an appointing
				authority.
(D)
			 Classification types
Under the civil service laws of the state of Ohio and pursuant
				to the provisions of Chapter 124. of the Revised Code, positions are divided
				into the classified and unclassified service.
(1) Classified civil service -
			 
			 Consists of all employees not specifically placed in the unclassified service.
			 Employees may be appointed to, or removed from,
			 positions by the appointing authority.
(2) Unclassified -  Consists of positions such
			 as presidents, business managers, administrative officers,
			 deans, assistant deans, instructors, teachers, and such
			 employees as engaged in educational or research duties connected with the
			 
			 university, as determined by the  university.
			 Employees are appointed or removed by the board of
			 trustees upon the recommendation of the appointing authority.
All university appointments are for
				on-site employment. The university does not extend offers of employment to work
				remotely unless the job description indicates that the duties of the position
				require the individual to be located elsewhere or to travel as part of their
				duties.
Ohio Administrative Code › Title 3364 - University of Toledo › Chapter 3364-25 - Benefit Policies; Employment › Section 3364-25-67 - Workplace violence

Current through all regulations passed and filed through July 1, 2024
(A) Policy statement
The university of Toledo is committed to providing a safe
				workplace environment, free of threats, intimidation and violence of any kind
				and maintains a plan for promoting a safe campus through prevention,
				mitigation, response, and recovery from incidents or potential incidents of
				workplace violence.
(B)
			 Purpose of policy
Provide a safe work environment for employees, faculty,
				students, patients and visitors.
(C) Threats or acts of violence defined
"Threats or acts of violence" include conduct against persons or property that is
				sufficiently severe, offensive, or intimidating to alter the conditions of
				employment, or to create a hostile, abusive, or intimidating work environment
				for one or more university employees.
(D) Definition of workplace violence
Prohibited workplace violence includes, but is not limited to,
				the following:
(1) Prohibited actions
(a) Violence, intimidation, or direct or
			 implied threats of violence in the workplace.
(b) The use of university property or
			 resources such as work time, telephones, fax machines, mail, email, internet,
			 or other means to threaten or harass someone.
(c) All persons are prohibited from carrying
			 weapons in accordance with rule
			 3364-61-03
			 of the Administrative Code, (workplace weapons restriction). Employees who
			 violate this policy will be subject to corrective action up to and including
			 termination or criminal prosecution.
(d) Intentionally bring false charges on
			 another. Employees found in violation will be subject to disciplinary action up
			 to and including termination.
(e)
			 Non-employee violations of this policy are subject to restrictions from campus
			 and applicable local, state and federal laws.
Ohio Administrative Code › Title 3364 - University of Toledo › Chapter 3364-25 - Benefit Policies; Employment › Section 3364-25-68 - Winter break

Current through all regulations passed and filed through July 1, 2024
(A)
								Policy statement
			 1. The normal academic and administrative operations of the university will
			 close down from December twenty-fifth to January first, with only designated
			 essential services running. Between December twenty-fifth and January first all
			 non-hospital and nonpatient care employees in an active pay status the day
			 before and the work day immediately following the winter break will be provided
			 winter break days which shall be used in accordance with this policy.
2.
									Winter break
			 includes three public holidays: Christmas day, Columbus day (which will
			 continue to be observed other than its calendar date and will be utilized
			 during winter break), and New Year's day, plus three or four winter break days
			 depending on which day the holiday falls in the year.
3.
									Winter break days
			 do not accumulate or carry-over, and are not eligible for any cash payout at
			 time of separation, for any reason, from the university.
4.
									Winter break days
			 may only be used during the dates indicated by the university. Employees may
			 not report winter break days on days that they would not be regularly scheduled
			 for work.
5.
									Use of winter break days may not cause an employee to
			 exceed forty hours in one week.
Ohio Administrative Code › Title 3364 - University of Toledo › Chapter 3364-25 - Benefit Policies; Employment › Section 3364-25-70 - Flexible work

Current through all regulations passed and filed through July 1, 2024
(A) Policy statement
The university is open for business. Our employees are onsite
				and ready to service our students, patients, faculty, and staff in person as
				needed. The university also strives to find ways to improve upon employee
				engagement, enhance job satisfaction, empower leaders, all while finding ways
				to deliver exceptional service to our customers and meet university goals.
				Workplace flexibility helps us with this and provides a way to manage people,
				time, space, and workload. The university of Toledo (UToledo) supports flexible
				work arrangements (FWAs) that achieve productivity, enhance positive employee
				relations, and that align with staffing objectives.
(B) Purpose of policy
The purpose of this policy is to establish guidelines for
				flexible work arrangements for the university.
(C) Scope
Management and/or non-bargaining unit salaried employees may
				request flexible work arrangements.
(D) Definitions
(1) Flexible work arrangement (FWA) - FWAs
			 constitute a reassignment for either a portion of the employee's work time or
			 all of it or work schedules that fall outside of a unit's usual normal staffing
			 protocol.
(2) Examples:
(a) Compressed workweek - forty-hour work
			 week compressed into fewer than five workdays.
(b) Flextime - fixed starting/ending times
			 that change periodically.
(c)
			 Telecommuting - some or all work hours are completed at the individual's home
			 or from another location away from campus.
(d) Voluntary reduction in full time
			 equivalent (FTE) percentage - see rule
			 3364-25-32
			 of the Administrative Code
(
https://www.utoledo.edu/policies/administration/humanresources/pdfs/364_25_32_Voluntary_reduction.pdf
)
Ohio Administrative Code › Title 3364 - University of Toledo › Chapter 3364-25 - Benefit Policies; Employment › Section 3364-25-101 - Overtime

Current through all regulations passed and filed through July 1, 2024
(A) Policy
			 statement
(1) When calculating overtime for a payroll week which
			 includes a holiday, the automatic hours of holiday pay eight for full time
			 employees shall be counted as active pay status and shall be used in the
			 calculation of overtime whether the employee worked the holiday or
			 not.
(2) Active pay status is defined to include, in
			 addition to holiday pay, hours of paid vacation and paid sick leave.
(3)
			 Excluded from this policy are those positions deemed exempt by the human resources
			 department in accordance with the Fair Labor Standards Act of
			 1938.
(4) In order to equalize overtime opportunities, each
			 department or area will maintain a rotating overtime list by job
			 classification. Employees will be notified as early as possible before the
			 overtime period commences that they will be required to stay and work beyond
			 their normal quitting time. The list must show the number of hours of overtime
			 worked and the number of opportunities turned down for each employee in the
			 department or area. Overtime opportunities need not be offered to employees in
			 their original or subsequent probationary period until such time as the
			 employee, as determined by the immediate supervisor, is sufficiently
			 trained.
(5) Employees who work overtime that have not been
			 authorized in advance may be subject to disciplinary action.
Ohio Administrative Code › Title 3364 - University of Toledo › Chapter 3364-25 - Benefit Policies; Employment › Section 3364-25-104 - Drug-free workplace

Current through all regulations passed and filed through July 1, 2024
Policy statement
(A)
			 The university of Toledo will implement and enforce the laws of the state of
			 Ohio, and the federal highway administration - U.S. department of
			 transportation, pertinent to the Omnibus Transportation Employee Testing Act of
			 1991 (see February 15 Fed. Reg., page 7340), and "Controlled Substances and
			 Alcohol Use and Testing" ( 49 C.F.R., part 382 ). The university will ensure
			 that all alcohol or controlled substances testing complies with the procedures
			 set forth in those titles.
(B) The
			 university will implement and enforce the provisions of the Drug-Free Workplace
			 Act of 1988 and the Drug Free Schools Act. This policy is applicable to all
			 employees and working environments. Violations of drug-free workplace
			 provisions will subject employees to the university discipline procedures. The
			 university hereby notifies all employees that illegal possession of a
			 controlled substance is prohibited in the workplace. Controlled substances may
			 include prescription medication. The workplace encompasses all university
			 facilities. Violation of such prohibition will result in official university
			 disciplinary action.
(C) On the
			 basis of its established policies and procedures, the university will certify
			 to funding agencies that the institution will provide a drug-free
			 workplace.
(D) Programs are
			 designed to prevent accidents and injuries resulting from the misuse of alcohol
			 or use of controlled substances by all university employees, including drivers
			 required to maintain a commercial driver's license. Effective programs will be
			 facilitated by the office of human resources  to include comprehensive programs, guidelines, and
			 procedures designed to assure compliance with the above stated laws and any
			 substantially equivalent federal, state, and/or local laws enacted subsequent
			 to the adoption of this policy.
(E)
			 The associate vice president and chief human
			 resources officer shall be responsible for
			 implementation of this policy and shall publish procedures for said
			 implementation.
Ohio Administrative Code › Title 3364 - University of Toledo › Chapter 3364-25 - Benefit Policies; Employment › Section 3364-25-110 - Probationary period

Current through all regulations passed and filed through July 1, 2024
(A) Policy statement
Employees of the university of Toledo will serve a probationary
				period as follows:
(1) Classified
			 civil service shall serve a probationary period following an original
			 appointment;
(2) All promotions
			 shall have a probationary period; or
(3) Transfers laterally from one job to
			 another or transfer to a voluntary demotion.
Ohio Administrative Code › Title 3364 - University of Toledo › Chapter 3364-25 - Benefit Policies; Employment › Section 3364-25-112 - Working out of classification

Current through all regulations passed and filed through July 1, 2024
(A) Policy statement
An employee may be assigned to temporarily take over the duties
				of a higher level position because the incumbent in the higher level position
				will be unable to fulfill those duties because of an absence due to vacation,
				illness, leave of absence, or other approved reason.
(B) Purpose of policy
The purpose is to advise employees of the process for working
				out of classification situations.
(C) Scope
This policy applies to hourly employees not covered by a
				collective bargaining agreement.
(D) Procedure
(1) The employee's pay will be established at
			 the minimum base rate or the higher position or at a rate that is at least four
			 percent above the employee's current base for the period the employee occupies
			 the position.
(2) When it is
			 necessary to work in a higher classification as specified above, the work shall
			 be offered to qualified employees in the department or area on the basis of
			 seniority on a voluntary basis. If the employee selected is unable to fill the
			 position, the temporary assignment shall again be offered on the basis of
			 seniority on a voluntary basis.
(3)
			 When an employee is offered a temporary position outside the bargaining unit,
			 it shall be on a voluntary basis and does not have to be offered by
			 seniority.
Ohio Administrative Code › Title 3364 - University of Toledo › Chapter 3364-25 - Benefit Policies; Employment › Section 3364-25-114 - Wage increases - non-contract employees

Current through all regulations passed and filed through July 1, 2024
Policy statement
Hourly employees assigned to either a classified or
				unclassified pay range are eligible to receive the following three types of
				wage increases.
(A) Probationary
			 increases
After the one hundred twenty day probationary period, such
				employees will receive an increase to the next higher step within the range.
				Employees serving probationary periods in excess of one hundred twenty days
				will receive an increase to the next higher step within the range after one
				hundred twenty days.
(B)
			 Anniversary increases
Classified and unclassified hourly employees will receive an
				increase to the next higher step within the pay range twelve months after the
				completion of their probationary period. Reclassification of an employee does
				not affect these dates.
(C)
			 Negotiated increases
Employees occupying positions covered by a collective
				bargaining agreement shall receive wage rate adjustments in accordance with the
				contract currently in effect.
Ohio Administrative Code › Title 3364 - University of Toledo › Chapter 3364-25 - Benefit Policies; Employment › Section 3364-25-117 - Reclassifications and audits

Current through all regulations passed and filed through July 1, 2024
(A) Policy statement
(1) Employees may request that a formal
			 review of their position classification be conducted to determine whether the
			 position is appropriately classified. Such requests must be made with an
			 employee's immediate supervisor. If the supervisor agrees that the position may
			 be classified differently, he/she will request in writing to human resources
			  "HR" that a job analysis be conducted.
(2) The job analysis, a formal and systematic
			 study of job content, normally begins with the employee completing a position
			 information questionnaire. Once the questionnaire is completed, both the
			 immediate supervisor and department director will review to ensure the job
			 responsibilities and characteristics are fully and accurately described. The
			 department director, corroborating that the questionnaire accurately depicts
			 the job's content, will forward it to HR.
			 After analyzing the questionnaire, HR
			 may, if necessary, use one or a combination of methods to ascertain additional
			 job information. For example, HR may
			 arrange an interview with the employee(s) involved.
(3) After a thorough analysis, HR will determine whether a job reclassification is
			 reasonably justified.
(4)
			 Classified or unclassified positions inappropriately classified will be
			 reallocated to a classification that more accurately reflects their job
			 responsibilities or the job duties in question will be removed. Incumbents of
			 reclassified positions will be placed within their new pay range. If the pay of
			 the reclassified job is greater or less than the employee's current rate of
			 pay, the employee's pay may be adjusted. If granted, the reclassification is
			 retroactive to the first day of the pay period beginning after receipt of the
			 request for audit. Reclassifications do not change anniversary dates.
Ohio Administrative Code › Title 3364 - University of Toledo › Chapter 3364-25 - Benefit Policies; Employment › Section 3364-25-119 - Personnel actions

Current through all regulations passed and filed through July 1, 2024
Policy statement
All requests for payroll changes (additions, reductions,
				removals, leaves, adjustments) or title changes, budget changes, etc., must be submitted through the
				 personnel action form "PAF."
(A)
								All requests for
			 payroll changes (additions, removals, leaves, adjustments) or title changes,
			 budget changes, etc., must be submitted using a PAF.
(B)
			 In resignations, removals, death, retirement, or disability separation, the
			 last day worked is the last day on which the employee was actually on the job.
			 When an employee separates from employment, the separation submission should be
			 consistent with the process outlined in rule
			 3364-25-48
			 of the Administrative Code (separation from employment).
(C)
			 When an employee resigns, the employee must submit a letter of resignation
			 .
			  HRwill work with the supervisor and the employee upon
			 retirement, and with the supervisor and the survivors upon an employee's
			 death.
(D) All new employees, faculty and staff must provide
			 the necessary documentation as required by 
								law within seventy-two hours of the proposed hire date
			 in order to receive payment for services as an employee, faculty member, or
			 staff member.
Ohio Administrative Code › Title 3364 - University of Toledo › Chapter 3364-25 - Benefit Policies; Employment › Section 3364-25-123 - Leaves of absence (other than FMLA) and sick leave accrual

Current through all regulations passed and filed through July 1, 2024
(A) Policy
			 statement
The university of Toledo recognizes that situations arise in
				which employees may need to request a leave of absence. Nothing in this policy
				shall be construed as limiting or superseding any leave granted under the
				Family Medical Leave Act of 1993, and as amended "FMLA."
University employees can earn sick leave at the rate of four
				and six-tenths hours for each completed eighty hours of service for actual
				hours in a pay status (fifteen workdays per year). There is no limit on the
				amount of sick leave which may be accumulated.
Employees who work fewer than forty hours a week will earn sick
				leave on the basis of actual hours in pay status each pay period.
Immediate family, as defined in Revised Code, currently
				includes an employee's spouse or significant other ("significant other" as used
				in this definition means one who stands in place of a spouse and who resides
				with the employee), parents, children, grandparents, siblings, grandchildren,
				brother-in-law, sister-in-law, daughter-in-law, son-in-law, mother-in-law,
				father-in-law, step-parents, step-children, step-siblings, or a legal guardian
				or other person who stands in the place of a parent (in loco parentis).
(B) Purpose of policy
This policy is intended to explain the various leaves of
				absence with the exception of FMLA. Specifically covered in this policy are the
				following:
(1) Funeral
			 leave.
(2) Military reserve duty
			 leave.
(3) Sick leave.
(4) Leave of absence without pay.
(5) Parental leave.
Ohio Administrative Code › Title 3364 - University of Toledo › Chapter 3364-25 - Benefit Policies; Employment › Section 3364-25-126 - Reporting absences

Current through all regulations passed and filed through July 1, 2024
Policy statement
Regularity of attendance is essential to successful performance
				of all positions across all university campuses. Employees who are ill or for
				some other unavoidable reason must miss work, must notify their area or
				department head or supervisor as far in advance as possible, but no later than
				departmental policy and/or procedure. This must be done before the start of the
				scheduled shift. In order for payroll adjustments to be made, and to keep
				personnel records current, absences from work must be reported promptly.
(A) Anytime an employee is absent during a
			 regularly scheduled work period for any reason, vacation, sick, unpaid leave,
			 or any other time off, it is the employees responsibility to ensure timely
			 submittal of the time off in the appropriate format.
(B) If the employee is unable to report to
			 work, he/she must notify his/her supervisor or designated department authority
			 per departmental policy or procedure or if no policy/procedure exists, no later
			 than the first half hour of the work shift, and each day thereafter. Employee's
			 working within a department which operates twenty-four hours a day, seven days
			 a week must notify his/her immediate supervisor or other designated department
			 authority at least two hours prior to the start time he/she is scheduled to
			 work and each day thereafter.
(C)
			 If sick leave is used, the employee must indicate whether the absence is for
			 personal illness or family illness.
(D) Employees who are absent from work due to
			 major surgery, disability, serious illness, maternity leave, a dangerous
			 communicable disease, or an absence of more than three consecutive days must
			 provide a written statement from a licensed physician in order to return to
			 work.
(E) If it is necessary for
			 an employee to be relieved from work duties or be away from the work area, the
			 employee must obtain approval from the appropriate supervisor.
(F) Employees who are habitually absent, or
			 who are absent for three or more scheduled days without leave or notice, may be
			 subject to corrective action up to and including dismissal; or may be
			 considered as having resigned their position.
(G) It is the responsibility of the employee
			 to keep supervisors fully informed. Excessive absenteeism or habitual tardiness
			 jeopardizes jobs and creates problems for the supervisor and fellow employees.
			 If an employee does not call in, or have someone call in on a day he or she is
			 absent from work, the day will be charged to unpaid leave. The only exception
			 is:
An employee under doctor's care, who is told by the doctor to
				discontinue working for a specific number of days, is not obligated to call in
				each day, provided the situation is explained on the first day of absence.