Ohio Administrative Code › Title 3349 - Northeast Ohio Medical University › Chapter 3349-8 - Policies for Unclassified Hourly Employees and Classified Civil Service Employees › Section 3349-8-37 - Corrective action

Current through all regulations passed and filed through July 1, 2024
(A)
								Purpose
To establish a rule for corrective
				action.
(B)
								Scope
This rule applies to all unclassified
				hourly employees and classified civil service employees who have completed the
				new-employee probationary period. This rule does not apply to student
				employees.
(C)
								Definitions
(1)
									"Appointing Authority" refers to the director of human
			 resources or his or her designee based on the designation of authority by the
			 university's board of trustees pursuant to the powers granted to the board of
			 trustees by division (f) of section
			 124.14 of the Revised Code,
			 which states that the powers, duties, and functions of the administrative
			 services and the director of the administrative services are assigned to the
			 university's board of trustees, excluding the powers of the state personnel
			 review board.
(2)
									"Corrective Action" are those actions taken by the
			 university to correct or improve job-related performance or
			 behavior.
(3)
									"Demotion" means the movement of an employee at the
			 direction of the appointing authority to a position in a lower salary range,
			 classification or grade.
(4)
									"Oral Warning" is an oral notification of a specific
			 problem requiring corrective action or improvement.
(5)
									"Probation" is a
			 step in the corrective action process that is employed when the reason for
			 corrective action is not serious enough to warrant suspension or termination,
			 or if prior progressive corrective action has not been
			 successful.
(6)
									"Reasons for Corrective Action" include, but are not
			 limited to:
(a)
										Incompetence,
(b)
										Inefficiency,
(c)
										Dishonesty,
(d)
										Coming to work
			 under the influence of alcohol or drugs,
(e)
										Sexual harassment
			 or lewd behavior,
(f)
										Insubordination,
(g)
										Discourteous
			 treatment of public,
(h)
										Neglect of duty, and
(i)
										Failure of good
			 behavior.
(7)
									"Progressive Corrective Action" usually involves five
			 steps. The five steps are usually implemented in the following order: oral
			 warning, written warning, probation, suspension and termination. If the reason
			 for corrective action is severe and/or repetitive, a step or steps in the
			 process may be skipped or combined.
(8)
									"Suspension" is a
			 step in the corrective action process that is used if the reason for corrective
			 action is not serious enough to warrant termination, or if prior progressive
			 corrective action has been unsuccessful.
(9)
									"Termination" of
			 employment is the final step in the corrective action process; it is used if
			 the reason for corrective action is severe or repetitive or if prior
			 progressive corrective action has been unsuccessful.
(10)
									"Written
			 Warning" is a written notification of a specific problem requiring corrective
			 action.