reglab/statecodes huggingface dataset:
Ohio Administrative Code › Title 3337 - Ohio University › Chapter 3337-40 - Policies on Discrimination and Benefits › Section 3337-40-23 - Organ donation leave

Current through all regulations passed and filed through July 1, 2024
(A) Overview
This policy establishes university policy and procedures for
				organ donation leave for full-time faculty and staff, pursuant to section
				124.139 of the
				Revised Code.
Ohio university will grant an organ donation leave with pay to
				all full-time faculty and staff, including those
				covered under a collective bargaining agreement. For faculty, this policy
				applies only to the extent that no contrary provision is included in the
				"Faculty Handbook."
(B)
			 Organ donation leave
(1) Application
When organ donation leave is anticipated, verbal notice should
				be given as far in advance as possible, followed by written documentation to
				include a "Request for Organ Donation Leave," indicating hours and dates of
				leave and including supporting medical certification from an appropriate health
				care provider.
(2) Leave
			 provided
(a) All full-time employees who
			 donate an adult kidney or any portion of an adult liver shall receive up to two
			 hundred forty hours of leave with pay during each calendar year to use during
			 those hours when the employee is absent from work due to the employee's
			 donation.
(b) All full-time
			 employees who donate adult bone marrow shall receive up to fifty-six hours of
			 leave with pay during each calendar year to use during those hours when the
			 employee is absent from work due to the employee's donation.
(c) The duration of leave for other types of
			 organ donations will be decided on a case-by-case basis by the chief human
			 resource officer, who will consult competent medical authority.
(3) Use
(a) Organ donation leave shall be exhausted
			 prior to using any sick leave or vacation leave to continue recuperation from
			 the organ donation.
(b) Organ
			 donation leave shall run concurrently with other university leave programs
			 (e.g., family medical leave). Organ donation could be considered a serious
			 health condition under the family medical leave act, and therefore, providing
			 the employee met the other family medical leave requirements, would be covered
			 under the act.
(c) The employee
			 using such organ donation leave shall be compensated at the employee's regular
			 rate of pay for those regular work hours during which the employee is absent
			 from work.
Ohio Administrative Code › Title 3337 - Ohio University › Chapter 3337-40 - Policies on Discrimination and Benefits › Section 3337-40-25 - Jury duty and court leave

Current through all regulations passed and filed through July 1, 2024
The version of this rule that includes
				live links to associated resources is online at
https://www.ohio.edu/policy/40-025.html
(A)
								Overview
This policy provides for administering
				time off for all faculty and staff subpoenaed for jury duty or court
				appearances.
Ohio university employees will honor
				all lawful subpoenas. Employees will continue to receive full pay when they are
				subpoenaed to appear before any court, commission, board, or other legally
				constituted body authorized by law to compel the attendance of witnesses,
				including jury duty for the United States, the state of Ohio, or a political
				subdivision.
The provisions of this policy do not
				apply to those instances when an employee appears in court
(1)
									As the defendant
			 in a criminal case;
(2)
									As a party to a civil action;
(3)
									As a result of
			 secondary employment outside of the service of the state; or
(4)
									Without a
			 subpoena having been issued.
Ohio Administrative Code › Title 3337 - Ohio University › Chapter 3337-40 - Policies on Discrimination and Benefits › Section 3337-40-27 - Personal leave for administrative employees

Current through all regulations passed and filed through July 1, 2024
The version of this rule that includes
				live links to associated resources is online at
https://www.ohio.edu/policy/40-027.html
(A)
								Overview
This policy allows eligible
				administrative employees to convert three sick leave days to personal leave
				days each fiscal year. These personal leave days would provide administrative
				employees time which could be utilized to conduct personal business or deal
				with family matters that may need to be carried out during regular working
				hours.
(B)
								Eligibility
(1)
									Full-time and part-time administrative employees who
			 accrue sick leave.
(2)
									A full-time employee, or a part-time employee who is
			 more than 0.5 FTE, must have accrued fifteen days of sick leave as of the
			 beginning of the fiscal year to be eligible to convert sick leave to personal
			 leave.
(3)
									A part-time employee (less than or equal to 0.5 FTE)
			 must have accrued 7.5 days of sick leave as of the beginning of the fiscal year
			 to be eligible to convert sick leave to personal leave.
Ohio Administrative Code › Title 3337 - Ohio University › Chapter 3337-40 - Policies on Discrimination and Benefits › Section 3337-40-28 - Personal days for classified employees

Current through all regulations passed and filed through July 1, 2024
(A)
								Overview
This policy establishes the procedures
				for employees to have the use of three sick leave days as personal days per
				year. This policy provides incentive for employees to accumulate sick leave
				hours for the purpose for which it is intended. This policy covers bargaining
				unit employees and any references to "classified employees" should be
				interpreted as bargaining unit employees. Bargaining unit employees covered
				under a collective bargaining agreement should refer to their current contract
				for specifics of participation.
Ohio university will grant eligible
				employees the right to use three sick leave days as personal days in
				recognition of the fact that some legal, private business, or family matters
				must be carried out during normal work hours.
Eligible employees must meet all of the
				following criteria:
(1)
									Full-time and part-time classified employees serving in
			 a regular certified or provisional appointment.
(2)
									Classified
			 employees will be eligible for personal leave during a fiscal year if they had
			 a sick leave balance of at least one hundred twenty hours of accumulated sick
			 leave for those assigned to eight hour shifts, or one hundred fifty hours of
			 accumulated sick leave for those assigned to ten hour shifts, at the end of the
			 last pay period of the prior fiscal year (this is the last pay period that does
			 not include July first).
(3)
									Intermittent and temporary employees are not
			 eligible.
Ohio Administrative Code › Title 3337 - Ohio University › Chapter 3337-40 - Policies on Discrimination and Benefits › Section 3337-40-29 - Sick and bereavement leave for faculty and administrative appointees

Current through all regulations passed and filed through July 1, 2024
The version of this rule that includes
				live links to associated resources is online at
https://www.ohio.edu/policy/40-029.html
(A)
								Overview
This policy provides for the accrual
				and use of sick and bereavement leave (often "sick leave" in the following) and
				the conversion and payment of unused sick leave at time of retirement or upon
				death of an employee.
Ohio university faculty and
				administrative presidential appointees may earn and accrue sick leave, which
				may be used for paid sick leave when necessary. Sick leave will typically be
				earned at the rate of 1.25 days for each month of service. Sick leave credit
				will be earned based on the appointment and employment type of the individual.
				There is no limit as to the amount of sick leave which may be accumulated. The
				procedures regarding usage, notification, and verification of sick leave are
				detailed below.
(B)
								Sick and bereavement leave
(1)
									Definition
Sick and bereavement leave is the
				authorized absence from duties due to:
(a)
										Personal illness,
			 injury, or temporary disability.
(b)
										Exposure to
			 contagious disease which could be communicated to other members of the
			 university community, or
(c)
										Illness, injury, or death in the individual's immediate
			 family. Immediate family is defined as: spouse, son, daughter, mother, father,
			 brother, sister, grandparent, grandchild, father-in-law, mother-in-law,
			 daughter-in-law, son-in-law, brother-in-law, sister-in-law, and a legal
			 guardian or other person who stands in place of a parent (in loco parentis),
			 plus domestic partners and the domestic partner's immediate family (see the
			 discussions under "Definitions" and "Benefits" in policy 40.013, for details).
			 Bereavement leave granted for a death in the immediate family shall not exceed
			 five working days.
(d)
										Medical, dental, psychological, or optical examination
			 or treatment of an employee or a member of his or her immediate
			 family.
Ohio Administrative Code › Title 3337 - Ohio University › Chapter 3337-40 - Policies on Discrimination and Benefits › Section 3337-40-32 - Workers' compensation and occupational health management

Current through all regulations passed and filed through July 1, 2024
The version of this rule that includes
				live links to associated resources is online at
https://www.ohio.edu/policy/40-032.html
(A)
								Overview
This policy establishes the methods by
				which the university will manage workers' compensation and occupational health
				issues.
Ohio university conforms to the state
				of Ohio workers' compensation laws; all employees are protected by these laws.
				These laws provide a system for compensating employees who suffer injury or
				occupational disease in the course and scope of their employment at Ohio
				university.
(B)
								Claim reporting
(1)
									All work-related
			 injuries must be reported to the supervisor immediately. (In non-emergency
			 situations, prior to seeking medical treatment).
(2)
									Upon report of
			 injury, the employee will be provided instruction on the university's workers'
			 compensation management policy, provided a claim report kit, and directed to
			 seek medical treatment if necessary.
Ohio Administrative Code › Title 3337 - Ohio University › Chapter 3337-40 - Policies on Discrimination and Benefits › Section 3337-40-35 - Vacation leave donation

Current through all regulations passed and filed through July 1, 2024
(A)
								Overview
Eligible administrative staff and
				faculty may participate in a vacation leave donation program. Vacation leave
				may be donated to a "leave pool" (pool). Donated vacation time will be
				converted to sick leave and administered as outlined in this policy. This pool
				will be used to provide leave to individuals in need of sick time for personal
				use or to care for a family member.
(B)
								Donation
			 guidelines
(1)
									Donor eligibility
Administrative staff and faculty
				eligible for health related benefits as designated by policy 41.010 may donate
				vacation time to the sick leave pool.
(2)
									Donation
			 information
(a)
										Donors must retain a balance of eighty vacation hours after
			 a donation is made.
(b)
										Donations are to be made in eight-hour increments.
			 Donations from the pool to a recipient of less than eight hours will be
			 permitted if a full donation of eight hours would result in the recipient
			 exceeding the fiscal year twentyday (one-hundred and sixty hour) recipient
			 limit, or an equivalent amount pro-rated based upon percent full time
			 equivalent (FTE) for part time employees.
(c)
										Other than the
			 donation limits listed above or recipient limits in this policy, there is no
			 maximum or cap on donations to the pool.
(3)
									Donations to the
			 pool
(a)
										Donations to the pool will be solicited at least one time
			 per fiscal year. Donations to the pool can only be made during an official
			 solicitation period.
(b)
										Only "university human resources" (UHR) should solicit
			 donations to the pool.
Ohio Administrative Code › Title 3337 - Ohio University › Chapter 3337-40 - Policies on Discrimination and Benefits › Section 3337-40-37 - Rehiring of retired administrative and classified employees

Current through all regulations passed and filed through July 1, 2024
The version of this rule that includes
				live links to associated resources is online at
https://www.ohio.edu/policy/40-037.html
(A)
								Overview
Generally, the university does not
				support the rehiring of retired administrative and classified employees into
				full-time or part-time permanent benefits-eligible positions. The exception is
				the rehire of a retiree who is critical to the university's ability to achieve
				its mission.
(B)
								Process
Employees who may be rehired should
				first consult the information about re-employment that is provided by their
				retirement system, checking particularly for possible impact on retiree health
				care benefits. The following links provide starting points appropriate for the
				majority of Ohio university retirees:
(1)
									For OPERS -
https://www.opers.org/retirees/re-employment/index.shtml
(2)
									For STRS -
https://www.strsoh.org/duringcareer/_dc/preparingretirement/reemployment.html
If a planning unit head believes that
				the rehiring of an Ohio university retiree is critical to achieving the
				university's mission, the planning unit head may take such rehire request to
				the chief human resource officer. If the chief human resource officer concurs
				with the request, he or she will send the request to the president. The
				president will make the final hiring decision.
The version of this rule that includes
				live links to associated resources is online at
https://www.ohio.edu/policy/40-037.html
Ohio Administrative Code › Title 3337 - Ohio University › Chapter 3337-40 - Policies on Discrimination and Benefits › Section 3337-40-45 - Separations of cassified employees

Current through all regulations passed and filed through July 1, 2024
(A)
								Overview
This policy provides specific
				guidelines for initiating, processing, and implementing separations and
				reinstatements of classified employees.
It is the responsibility of the
				department head to notify university human resources of all separations
				involving classified personnel. Such notifications should be in writing and
				should be given with as much notice in advance of the separation date as
				possible.
(B)
								Separations
All separations are to be recorded in
				writing, as described in this policy for each type of separation.
Any employee who has been separated
				from the university must not work after the effective date of
				separation.
These procedures apply to the following
				types of separations:
(1)
									Resignations
(a)
										Any employee
			 resigning from the university shall notify their supervisor or planning unit
			 head at the earliest opportunity. Failure to provide two weeks notice of
			 resignation may jeopardize the employee's standing. An employee who verbally
			 resigns, and who fails to submit a written resignation, and who is absent from
			 work without authorization, shall be deemed to have resigned on the date of
			 verbal resignation.
(b)
										Resignations are irrevocable, except by mutual
			 agreement of university human resources and the planning unit.
(c)
										The final pay
			 will be processed at the normal date for the pay period that includes the
			 employee's last working day, if payroll received timely notice. If the employee
			 is eligible for vacation pay, the employee will receive the vacation pay as a
			 lump sum payment one pay period after receiving pay for their final wages, in
			 accordance with policy 41.001; see also policies 40.030 and
			 40.031.
Ohio Administrative Code › Title 3337 - Ohio University › Chapter 3337-40 - Policies on Discrimination and Benefits › Section 3337-40-50 - Payroll time reporting for hourly employees

Current through all regulations passed and filed through July 1, 2024
(A)
								Purpose
To establish guidelines for payroll
				time reporting for hourly employees including student employees who are paid
				hourly. Bargaining unit employees covered under a collective bargaining
				agreement should refer to their current contract for specifics of
				participation.
(B)
								Policy
When reporting hours worked to the
				payroll office, the guidelines stated in the procedures section, immediately
				below must be observed.
(C)
								Procedures
(1)
									Start and stop
			 times
(a)
										Start
			 and stop times must accurately reflect the time the employee actually began and
			 ended work (as opposed the time the employee may have arrived at or left the
			 premises).
(b)
										Hours may not be reported when an employee is on leave
			 of absence.
(c)
										Supervisory approval is needed before submission of
			 hours to payroll.
(d)
										Student employees are compensated for actual time
			 worked. Payment is not made for sick time, holidays, vacation, or other time
			 off. In accordance with the Fair Labor Standards Act, the times in and out must
			 be the actual starting and quitting times.
(e)
										All hourly
			 employees are paid on a biweekly basis.
Ohio Administrative Code › Title 3337 - Ohio University › Chapter 3337-40 - Policies on Discrimination and Benefits › Section 3337-40-54 - Family and medical leave

Current through all regulations passed and filed through July 1, 2024
(A) Overview
The Family Medical Leave Act (FMLA) became effective August 5,
				1993, and applies to Ohio university and its employees. This law is intended to
				define the rights and responsibilities of the employee and the university
				related to entitlement to leave, maintenance of health benefits during leave,
				and job restoration after leave. The law sets forth requirements for notice and
				certification of the need for FMLA leave. It protects Ohio university employees
				who request or take FMLA leave, and it imposes certain record keeping
				requirements on Ohio university.
The purpose of this policy is to publish information about
				university and employee rights and obligations under the FMLA.
Ohio university will comply with the requirements of the FMLA
				and will assist its employees in balancing their work and family life by taking
				reasonable leaves for certain family and medical reasons.
(B) Process
In order to manage and enforce the comprehensive requirements
				of the FMLA, the university has published a manual entitled "Guidelines for
				Management and Enforcement of Rights and Responsibilities Under the Family
				Medical Leave Act," which is online, linked from
https://www.ohio.edu/hr/benefits/loa.cfm
.
				University human resources will maintain this manual based on legal counsel and
				case law precedents, conforming to any changes in the law or applicable
				regulations, and accurately reflecting actual practice.
The manual addresses the substantive and procedural rights and
				responsibilities of individual employees and of the various units within the
				university under the FMLA. A copy will be available at the Ohio university
				library in the reference department. Upon request, university human resources
				will provide employees with a printed copy of the FMLA manual at no charge to
				the employee. Employees may also obtain a copy of the manual or portions
				thereof from the FMLA web site linked in this policy.
Individual administrative departments are responsible for
				complying with the management and record keeping requirements of the FMLA, with
				assistance from university human resources. Other leaves of absence may be
				available to the employee upon exhaustion of 
									their leave under the FMLA (see
				policy 41.128)
									. Bargaining unit employees
				covered under a collective bargaining agreement should refer to their contract
				for specifics of participation.
Ohio Administrative Code › Title 3337 - Ohio University › Chapter 3337-40 - Policies on Discrimination and Benefits › Section 3337-40-56 - Voluntary short-term FTE reduction for administrators

Current through all regulations passed and filed through July 1, 2024
The version of this rule that includes
				live links to associated resources is online at
https://www.ohio.edu/policy/40-056.html
(A)
								Overview
Planning units and departments can
				address short-term budget concerns while fulfilling scheduling needs of their
				full-time contract administrative staff by offering a voluntary short-term full
				time equivalent (FTE) reduction. The program objectives are:
(1)
									To offer
			 employees an option of greater workplace flexibility to meet their personal
			 needs.
(2)
									To offer departments a short-term budget reduction
			 option.
(3)
									To allow adjustment of staffing to predicted workload
			 variations.
Employees may arrange with their
				supervisors, department heads, and planning unit heads for a voluntary,
				short-term reduction in the employee's position FTE. Review of these
				arrangements by university human resources (UHR) will include examination of
				their voluntary nature.
Ohio Administrative Code › Title 3337 - Ohio University › Chapter 3337-40 - Policies on Discrimination and Benefits › Section 3337-40-57 - Research appointments

Current through all regulations passed and filed through July 1, 2024
(A)
								Overview
This policy establishes a "research"
				category of employees at Ohio university, delineates the terms and conditions
				of research appointments, and ensures consistent treatment of these
				employees.
Under the section
				124.11
				of the Revised Code, positions and employees involved in research are
				considered "unclassified" employees. Ohio university defines research employees
				as non-faculty, non-student employees who are externally funded, and who
				predominantly conduct or support experimental, applied, or theoretical research
				work in a particular discipline.
Appointments as research faculty (e.g.,
				assistant research professor, associate research professor, or research
				professor) are governed by policy 01.015 and the "Faculty
				Handbook."
In the absence of an exception formally
				granted in accordance with policy 01.003, this policy applies to all research
				employees whose positions are funded more than fifty per cent from any
				combination of the following sources:
(1)
									Startup funds for
			 new faculty (oracle financials accounts with project code prefix
			 "SU")
(2)
									Research incentive funds (oracle financials accounts
			 with project code prefix "RI)
(3)
									Restricted
			 account (e.g., grants and contracts)
(4)
									Internal awards
			 -- often used for postdocs, this includes 1804 fund research grants (oracle
			 financials accounts with project code prefix "IA").
(5)
									Foundation
			 accounts (oracle financials accounts with project code prefix "FN")
Any position otherwise falling under
				policy 40.058 can be designated a research position on the basis of its funding
				source. As appointing authority, the chief human resource officer will make
				final determinations regarding research designation. For example, a new, one
				hundred per-cent-grant-funded position determined to be an administrative
				assistant could be designated as research, and terms and conditions of
				appointment would adhere to this policy.
Ohio Administrative Code › Title 3337 - Ohio University › Chapter 3337-40 - Policies on Discrimination and Benefits › Section 3337-40-58 - Administrative compensation

Current through all regulations passed and filed through July 1, 2024
(A) General policy statement
Pay determination decisions should support the university's
				commitment to a market-based pay approach. This ensures the university's
				ability to attract and retain the talent needed to support Ohio university's
				mission and initiatives. University human resources ("UHR") manages the pay
				plans and pay structure to ensure market competitiveness. The university will
				pay employees without regard to any of the categories listed as protected in
				policy 40.001, relative to:
(1)
			 Internal equity based upon the skills and requirements of positions;
(2) External market as defined by
			 UHR;
(3) Financial management of
			 the university.
Ohio Administrative Code › Title 3337 - Ohio University › Chapter 3337-40 - Policies on Discrimination and Benefits › Section 3337-40-63 - Flexible work schedule, flexible hours, and flexible work locations for administrators and classified employees

Current through all regulations passed and filed through July 1, 2024
(A)
								Overview
As a matter of work-life balance, Ohio
				university supports a progressive work culture that embraces diversity and
				provides, where appropriate, flexible work schedules, flexible hours, and
				flexible work location options for administrators and classified employees.
				Ohio university acknowledges that there are growing demands on staff
				recruitment and retention, as well as the growing demands on university space
				and energy requirements. Additionally, the university recognizes as a public
				entity, it is charged with using resources in the most efficient and effective
				manner. Employees covered by a "Collective Bargaining Agreement" should refer
				to their respective agreements.
This policy pertains to flexible
				arrangements (schedules, hours, locations), not to positions hired to work at
				locations outside of Ohio university's main or regional campuses and satellite
				centers.
(B)
								Definitions
(1)
									"Remote work" - the practice of an employee working at
			 their home, or in some other place that is not Ohio university's usual place of
			 business.
(2)
									"On-site" - the practices of employee working at the
			 organization's usual place of business. The employee may have a permanent work
			 location, or flexible work location made available to the department and
			 scheduable by the employee.
(3)
									"Hybrid work" -
			 the practice of an employee practicing a combination of remote and on-site work
			 as needed to perform the expectations of their job duties.
(4)
									"Core hours" -
			 period of hours each day/ week when your department must be staffed at an
			 appropriate level.
(5)
									"Peak periods" - cyclical times of the year when
			 business activity or work volume is high during which the department must be
			 staffed on site at specified level. Employees may be required to work on campus
			 for their regular schedule.
Ohio Administrative Code › Title 3337 - Ohio University › Chapter 3337-40 - Policies on Discrimination and Benefits › Section 3337-40-75 - Adoption benefits

Current through all regulations passed and filed through July 1, 2024
(A) Overview
The university provides the benefits specified in this policy
				in support of eligible faculty and staff pursuing adoption of minor children.
(B) Eligibility
Benefits eligible faculty and staff include:
(1) Full time and part time employees,
			 excluding temporary and intermittent appointments, with:
(a) An employment period of greater than one
			 hundred twenty days and an FTE level of 0.75 or greater, or
(b) Part-time employees who were enrolled for
			 benefits as of June 30, 2015.
Ohio Administrative Code › Title 3337 - Ohio University › Chapter 3337-40 - Policies on Discrimination and Benefits › Section 3337-40-106 - Staff appointments

Current through all regulations passed and filed through July 1, 2024
(A)
			 Overview
This policy defines appointment types for Ohio university. The
				chief human resource officer, as the appointing authority, shall administer the
				hiring practices of all appointments and shall review and facilitate all
				prospective appointment offerings. The wages, benefits, terms, and conditions
				of employment shall be governed by university practices, rules, policies, and
				procedures in effect at the time of hire and as they may be modified or
				amended.
(B) Regular
			 appointments
Regular appointments can be full time or part-time and are more
				than one hundred twenty consecutive days.
(1) Regular administrative appointments are
			 intended to be ongoing, can be exempt or non-exempt, and are at will, subject
			 to involuntary termination with or without cause, in accordance with policies
			 41.012 and 41.013.
(2) Regular
			 classified employees are non-exempt, intended to be ongoing, subject to
			 the conditions included in the respective collective
			 bargaining agreement.
Ohio Administrative Code › Title 3337 - Ohio University › Chapter 3337-40 - Policies on Discrimination and Benefits › Section 3337-40-110 - Employment agency fees

Current through all regulations passed and filed through July 1, 2024
The version of this rule that includes
				live links to associated resources is online at
https://www.ohio.edu/policy/40-110.html
(A)
								Overview
This policy provides guidance
				pertaining to the use of employment agencies and the hiring of employees
				through employment agencies.
Planning unit heads are empowered
				within departmental budget limitations to do either of the
				following:
(1)
									Employ the services of placement offices or employment
			 agencies, or
(2)
									Pay the employment fees of new employees hired through
			 employment agencies.
This policy shall pertain only to
				clerical employees, technicians, and specialists, and not to faculty members or
				administrative officers.
Ohio Administrative Code › Title 3337 - Ohio University › Chapter 3337-40 - Policies on Discrimination and Benefits › Section 3337-40-121 - Recruitment and selection of faculty and staff

Current through all regulations passed and filed through July 1, 2024
(A)
								Overview
In compliance with requirements as a
				federal contractor, Ohio university will make aggressive efforts to recruit
				under-represented minority group members, such as women, persons with
				disabilities, veterans, and Vietnam era veterans, for position openings. In
				accordance with federal law and Chapter 124 of the Revised Code, it is the
				policy of the university to engage in recruitment practices that yield the best
				applicants for vacancies.
This policy covers all faculty and
				staff positions at Ohio university.
This policy also establishes an
				official diversity statement to be utilized as appropriate during recruitment
				activity:
Ohio university is proud of its rich
				history, diverse campuses, international communities, and beautiful Appalachian
				settings. As part of our ongoing efforts to provide and support a
				transformative learning experience, we affirm our commitment to fostering a
				welcoming, respectful, diverse, and inclusive workforce and community. All
				qualified applicants are encouraged to apply and will receive consideration
				free from discrimination on the basis of race, color, religion, age, ethnicity,
				national origin, national ancestry, sex, status as a parent during pregnancy
				and immediately after the birth of a child, status as a parent of a young
				child, status as a foster parent, gender, gender identity or expression, sexual
				orientation, military service or veteran status, mental or physical disability,
				or genetic information. Ohio university is an equal access/equal opportunity
				and affirmative action employer.
(B)
								Process
All faculty and staff positions will be
				posted as directed by university human resources or a collective bargaining
				agreement. Processes and procedures can be found in guidelines and recruitment
				and selection at Ohio university.
(C)
								Practices,
			 processes, and procedures
Practices, processes, and procedures
				regarding recruitment and selection at Ohio university will set forth in
				guidelines for recruitment and selection at Ohio university. These guidelines
				will be established, maintained, and updated by university human resources in
				close partnership with the office of equity and civil rights compliance and the
				vice president for diversity and inclusion. Exceptions to this policy and
				associated guidelines must be approved by the chief human resources officer or
				their designee.
Replaces: 3337-40-121
Ohio Administrative Code › Title 3337 - Ohio University › Chapter 3337-40 - Policies on Discrimination and Benefits › Section 3337-40-125 - Pre-employment background check and on-going duty to self-disclose

Current through all regulations passed and filed through July 1, 2024
(A)
			 Overview
Ohio university is committed to providing a safe and secure
				environment for students, parents, faculty, staff, volunteers, and visitors.
				Ohio university is also committed to protecting the university's physical,
				intellectual, and financial resources. This policy seeks to ensure the success
				of maintaining a safe and secure environment for the campus community while
				protecting university resources.
This policy sets forth the instruments for conducting
				pre-employment background verifications and checks validating applicants'
				eligibility and suitability for a position with Ohio university. Information
				discovered through the background check process will be used solely for the
				purpose of evaluating a finalist's suitability for employment and will not be
				used to discriminate against a finalist on the basis of race, color,
				religion/creed, sex/gender, age, sexual orientation, gender identity/
				expression, national origin, genetic information, marital/familial status,
				disability, military, veteran status, or any other protected status. Background
				checks will be conducted in compliance with all applicable laws and regulations
				and shall only be conducted by and through university human resources to ensure
				compliance. In addition to pre-employment background verifications and checks,
				this policy also requires employees and offerees within the scope of this
				policy to self-disclose criminal convictions within three business days of the
				conviction.
(B) Definitions
The following definitions shall apply for the purposes of this
				policy:
(1) Background
			 check/pre-employment verification
Process of acquiring records regarding an individual that are
				used to determine eligibility for initial or ongoing employment or other
				university activities.
(2)
			 Break in service
Departure from university either voluntarily or involuntarily
				for any period of time.
(3)
			 Criminal conviction
Being found guilty, entering a plea, or pleading no contest to
				a felony or misdemeanor.
(4) Fair Credit Reporting Act (FCRA)
Federal law that regulates collection, dissemination, and use
				of consumer information.
(5) Final candidate
Internal or external applicant identified as the finalist for a
				position.
(6) Third party
			 staffing vendor
An organization that provides its staff to the university to
				supplement the university's workforce.
Ohio Administrative Code › Title 3337 - Ohio University › Chapter 3337-41 - Compensation › Section 3337-41-02 - Additional compensation

Current through all regulations passed and filed through July 1, 2024
The version of this rule that includes
				live links to associated resources is online at
http://www.ohio.edu/policy/41-002.html
(A)
								Overview
The purpose of this policy is to define
				the various types of additional compensation, set limits on amounts, establish
				criteria for determining when additional compensation is appropriate, as well
				as to describe an approval and exception process for these
				payments.
The university recognizes the need to
				provide additional compensation to pay employees for services beyond the scope
				of their normal job duties. This policy defines the various types of additional
				compensation and the eligibility criteria to receive these types of
				payments.
Implementation of this policy should
				help to avoid the following:
(1)
									Inconsistencies within a planning unit in treatment of
			 faculty and staff (e.g., payment versus non-payment for the same kind of
			 work).
(2)
									Assurances of additional compensation at the time of
			 appointment as opposed to indications that such compensation may be
			 available.
(3)
									Failure to achieve full understanding among all
			 concerned regarding such issues as the nature of duties for which additional
			 compensation will be paid, the duration of an additional compensation
			 assignment, and the amount of compensation to be paid for each
			 assignment.
Ohio Administrative Code › Title 3337 - Ohio University › Chapter 3337-41 - Compensation › Section 3337-41-03 - Partial-semi-month's salary for salaried administrative appointments

Current through all regulations passed and filed through July 1, 2024
The version of this rule that includes
				live links to associated resources is online at
https://www.ohio.edu/policy/41-003.html
(A)
								Overview
This policy governs the payment of
				partial-semi-monthly salaries to those persons with salaried appointments who
				begin work on a day other than the first working day of the semi-monthly pay
				period, or terminate their employment on a day other than the last working day
				of the semi-monthly pay period.
As a general rule, the payroll system
				will calculate any necessary partial salary payment for a salaried presidential
				appointment, in accordance with the calculation specified in part (C) of this
				policy. In cases where the payroll system is unable to handle the calculation
				correctly, it shall be manually overridden.
(B)
								Definition of
			 working days
Working days are Monday through Friday
				(five days per week) unless otherwise specified by the department head.
				Holidays falling on Monday through Friday, including those that are part of the
				winter closure, are considered working days.
(C)
								Calculating
			 partial-semi-month's salary
The partial-semi-month's salary is
				calculated by pro-rating, based upon the number of working days that the
				employee is on the payroll compared to the total number of working days in that
				particular semi-monthly pay period.
Questions regarding the interpretation
				of this policy should be directed to the payroll department.
The version of this rule that includes
				live links to associated resources is online at
https://www.ohio.edu/policy/41-003.html
Ohio Administrative Code › Title 3337 - Ohio University › Chapter 3337-41 - Compensation › Section 3337-41-04 - Computing partial salary for faculty and graduate assistant appointments

Current through all regulations passed and filed through July 1, 2024
The version of this rule that includes
				live links to associated resources is online at
https://www.ohio.edu/policy/41-004.html
(A)
								Overview
This policy governs the payment of
				partial month salaries to faculty and graduate assistants who begin work after
				the beginning of an academic period, or end their employment prior to the close
				of an academic period in cases where the payroll system may be unable to handle
				the calculation because of unusual circumstances.
The payroll system will calculate any
				necessary partial salary for an employee who starts or ends his or her
				employment at the beginning or end of a semester. If an employee leaves in the
				middle of the semester a manual calculation must be made to determine the
				partial salary amount.
This policy governs cases in which a
				manual, partial salary calculation needs to be made for a faculty or graduate
				assistant appointment. The basis of the computation will be the semi-monthly
				pay, pro-rated on the basis of working days, as detailed below.
(B)
								Workdays for faculty
Workdays for all faculty, whether full
				or part time, are counted based on each academic semester worked at five days
				per week (Monday through Friday) from the first day of classes through the date
				grades are due for each of the two academic semesters. Holidays and breaks
				(Thanksgiving and spring) are included as workdays. Some academic directors or
				chairs may have terms other than the academic year. In those cases, workdays
				are based on the employment period indicated on the appointment form rather
				than the academic semester.
(C)
								Workdays for
			 graduate assistants
Workdays for graduate assistants will
				be counted on a five day per week basis (Monday through Friday) for each
				academic semester worked, or in the absence of a specific academic semester,
				based on the dates of employment indicated on the appointment form. Holidays
				and breaks (Thanksgiving and spring) are included as workdays. The following
				provisions apply as indicated:
(1)
									For teaching
			 graduate assistants, an academic semester begins on the first day of classes
			 and ends on the date grades are due.
(2)
									For non-teaching
			 graduate assistants, a semester begins on the first day of classes and ends on
			 the last day of finals unless otherwise specified by the
			 department.
(3)
									For those employed in the area of residence life, such
			 as resident directors, assistant resident directors, etc., workdays will be
			 determined based on the special terms and conditions as set forth by the
			 associate director of residential housing.
Employment situations not addressed by
				any of the above provisions will be interpreted and appropriately administered
				by the provost and the vice president for finance and
				administration.
Ohio Administrative Code › Title 3337 - Ohio University › Chapter 3337-41 - Compensation › Section 3337-41-07 - Twelve-month pay option

Current through all regulations passed and filed through July 1, 2024
The version of this rule that includes live links to associated
				resources is online at
https://www.ohio.edu/policy/41-007.html
(A) Overview
This policy establishes a uniform process regarding employee
				eligibility for twelvemonth pay option.
Ohio university permits all full-time and part-time
				faculty
									 who have an appointment for nine, ten, or
				eleven consecutive months or two consecutive academic semesters to receive
				their pay in  twenty-four equal installments
				, beginning with the
				first scheduled pay for the appointment period.
See policy 41.003 and policy 41.004 for the methods used to
				calculate the un-equal installments used when the employment starts late or
				ends early. Administrative and classified staff
				appointments are not eligible for the twelve-month pay option.
(B) Process
(1) Eligible employees must complete an
			 authorization form no less than thirty days before the first pay
			 date.
(2) Once the twelve-month pay
			 option has been applied to the employee's payroll record, the decision is
			 irrevocable within the period of the appointment. An employee may rescind his
			 or her authorization to be effective with the succeeding appointment.
(3) Unless rescinded, the authorization will
			 remain in effect for all future appointments that have a duration of nine, ten,
			 or eleven consecutive months or two consecutive academic semesters.
(4) In situations of multiple appointments,
			 only those individual appointments for nine, ten, or eleven consecutive months
			 or two consecutive academic semesters may be considered for the twelve-month
			 pay option. Specifically, multiple appointments of shorter duration will not be
			 considered.
The version of this rule that includes live links to associated
				resources is online at
https://www.ohio.edu/policy/41-007.html
Ohio Administrative Code › Title 3337 - Ohio University › Chapter 3337-41 - Compensation › Section 3337-41-08 - Academic year pay schedule for faculty

Current through all regulations passed and filed through July 1, 2024
The version of this rule that includes live links to associated
				resources is online at
https://www.ohio.edu/policy/41-008.html
(A) Overview
This policy establishes the standard pay dates for
				faculty.
This policy does not pertain to summer sessions or overload
				contracts.
Ohio university pays full or part-time faculty on academic year
				appointments in eighteen payments during the academic year. Nine equal payments
				will be made for each academic semester:
(1) Fall semester payments will be paid
			 August thirty-first, September fifteenth and
			 thirtieth, October fifteenth and thirty-first, November fifteenth and
			 thirtieth, December fifteenth and thirty-first,
(2)
			 Spring semester payments will be paid on January fifteenth and thirty-first, February fifteenth and
			 twenty-eighth (or twenty-ninth), March fifteenth and thirty-first, April
			 fifteenth and thirtieth, and May fifteenth .
Ohio Administrative Code › Title 3337 - Ohio University › Chapter 3337-41 - Compensation › Section 3337-41-09 - Group insurance for permanent part-time classified employees

Current through all regulations passed and filed through July 1, 2024
The version of this rule that includes
				live links to associated resources is online at
https://www.ohio.edu/policy/41-009.html
(A)
								Overview
This policy outlines the eligibility
				requirements, coverage, and procedures for permanent, part-time, classified
				employees to have group health and life insurance.
Eligible part-time employee's employee
				contributions for group insurance will be pro-rated based on the number of
				hours worked per pay period. University human resources will determine the
				pro-ration and distribute rate tables during enrollment periods and orientation
				sessions.
(B)
								Process
Employees will express their requests
				for coverage in writing and submit them to university human resources. Such
				requests are to be made within thirty days of the date of hire (with coverage
				retroactive to date of hire) or during the enrollment period each spring for
				changes or enrollment to begin July first. Coverage ends at the end of
				employment. Changes in coverage occur only as of July first, based on the
				employee's choices during the annual enrollment period, except for changes due
				to a family status change, which are immediate when documented.
Family status change events that permit
				changes in benefits coverage during the year are subject to change according to
				state and federal laws and regulations. University human relations will
				maintain the current list online, linked through
https://www.ohio.edu/hr/benefits/
.
Employees are required to pay a portion
				of the current monthly premium, with the amount and method based on hours
				worked in the pay period, pro-rated as prescribed by university human
				resources.
Coverages will be the same as afforded
				to regular full-time employees with respect to health and life
				insurance.
The version of this rule that includes
				live links to associated resources is online at
https://www.ohio.edu/policy/41-009.html
Ohio Administrative Code › Title 3337 - Ohio University › Chapter 3337-41 - Compensation › Section 3337-41-10 - Faculty and staff health and welfare benefits

Current through all regulations passed and filed through July 1, 2024
The version of this rule that includes live links to associated
				resources is online at
https://www.ohio.edu/policy/41-010.html
(A) Overview
This policy outlines health and welfare benefits the university
				makes available to eligible faculty and staff. Benefits are detailed in the
				benefits plan documents or insurance vendor contracts. In instances where a
				university policy or a university provided summary conflicts with an official
				plan document or contract, the official plan document or contract takes
				precedence. Ohio university reserves the right to change benefit plans and
				premiums.
(B) Eligibility
Benefits eligible faculty and staff include:
(1) Full time and part time employees,
			 excluding temporary and intermittent appointments, with:
(a) An employment period of greater than one
			 hundred twenty days and an FTE level of 0.75 or greater, or
(b) Part-time employees who were enrolled in
			 benefits as of June 30, 2015.