Ohio Administrative Code › Title 3361:30 - Personnel › Chapter 3361:30-16 - Compensation and Attendance › Section 3361:30-16-02 - Compensation and attendance: furlough policy

Current through all regulations passed and filed through July 1, 2024
(A)
								Pursuant to
			 Section 371.70.20 of Amended Substitute House Bill 1 effective on July 17,
			 2009, the board may adopt a policy providing for mandatory furloughs of
			 employees, including faculty, to achieve spending reductions necessitated by
			 institutional budget deficits.
(B)
								The following
			 rule applies, notwithstanding any other rule to the contrary, to all employees
			 except those employees covered by a collective bargaining agreement containing
			 contrary language.
(C)
								The president shall have the authority to interpret and
			 to issue policies implementing this rule.
(D)
								If the president
			 determines that the university is facing a budget deficit, a furlough plan may
			 be implemented. A university budget deficit is a deficit within the university
			 and can include: decline in the financial resources of the university brought
			 about by a reduction in state or federal funding; loss of revenue from
			 endowments or investments; decline in institutional enrollment; or by other
			 action or events that result in a reduction in
			 the operating budget. A budget deficit may be within a college, department,
			 program, or other division less than university-wide. The furlough plan will
			 set forth the form of furlough and period within which a furlough will be
			 implemented.
(E)
								All furloughs taken pursuant to the furlough plan will
			 be based on business reasons, prospectively implemented, for a designated
			 period, and designed not to affect fair labor standards act exempt status for
			 exempt employees.
(F)
								Mandatory furloughs are considered final and binding
			 and not grievable under any university grievance or appeal rule, policy, or
			 procedure.
(G)
								All federal and state anti-discrimination laws will be
			 followed in the application of the provisions of this policy.
(H)
								Unless otherwise
			 determined by the president, the following will apply to the employee benefits
			 during furlough:
(1)
									No vacation leave, sick leave, or compensatory time may
			 be used in lieu of a period of furlough leave. Additionally, paid holidays or
			 other paid time off cannot be substituted for furlough leave
			 days.
(2)
									Healthcare, dental care, and life insurance benefits
			 will not be affected by a furlough. Employees' continuous university service,
			 review date, and employment status will not be affected by any period of
			 furlough.
(3)
									Employees will continue to accrue vacation and sick
			 leave during a furlough prorated to the accrual for the leave.
(4)
									Retirement
			 contributions by both employees and the university will be affected by
			 furloughs as contributions are based on actual earnings.
(5)
									Employees remain
			 responsible for making all employee contributions (i.e., healthcare, dental
			 care, flexible spending accounts, and 403(b) contributions) and all
			 miscellaneous authorized deductions (i.e., credit union, charitable
			 contributions, university payments).
(6)
									Eligibility for
			 unemployment benefits is not determined by the university.