reglab/statecodes huggingface dataset:
Ohio Administrative Code › Title 3358:17 - Washington-Morgan State Community College › Chapter 3358:17-9 - Employees In General › Section 3358:17-9-01 - Employee categories

Current through all regulations passed and filed through July 1, 2024
It may be possible for an employee to
				hold more than one position or appointment and thus be assigned to more than
				one occupational category.
(A)
								Administrative - This category consists of three major
			 position types:
(1)
									Executive administration: primary responsibilities
			 include planning, organizing, controlling and supervising an instructional or
			 operational area within the college.
(2)
									Academic
			 administration: responsible for directing the activities of an instructional
			 area.
(3)
									Professional: primary responsibilities require a
			 functional knowledge of advanced theoretical principles and practices in a
			 specific professional area other than instruction.
Ohio Administrative Code › Title 3358:17 - Washington-Morgan State Community College › Chapter 3358:17-9 - Employees In General › Section 3358:17-9-03 - Employment contracts, at-will employees, and personnel records

Current through all regulations passed and filed through July 1, 2024
(A)
								Employment contracts.
(1)
									Except for those
			 employees subject to an introductory period as described in rule 3358:17-9-02 of  the Administrative Code, the board of trustees may issue contracts to administrative and Instructional employees, and professional staff. Each contract's term will not extend beyond the college's fiscal year, regardless of
			 when during the fiscal year the contract issues. The board may provide the
			 president with a contract with a different length term.
(2)
									Other than in
			 exceptional cases as mentioned in paragraph (A)(6) of this rule, and paragraph
			 (A)(7) of this rule, notice of non-reappointment may be given by the college in
			 writing to an employee forty-five calendar days prior to the expiration of the
			 contract.
(3)
									Receipt by the employee of the contract identified in
			 paragraph (A)(1) of this rule shall constitute an offer of appointment to the
			 employee. The employee shall notify his/her supervisor in writing of acceptance
			 or non-acceptance of the appointment within thirty calendar days after receipt
			 of the notice. Returning the signed contract shall constitute acceptance in
			 writing.
(4)
									The employee shall have the right to terminate the
			 contract by providing thirty calendar days advance written notice to human
			 resources.
(5)
									Employment contracts are predicated upon
			 representations regarding education and experience qualifications which, if
			 subsequently proven to be inaccurate, shall cause the contract to be
			 voidable.
(6)
									Employment contracts are contingent upon compliance
			 with all college rules and regulations. Violation of the rules and regulations,
			 or of any of the terms of the contract, shall cause the contract to be
			 voided.
(7)
									Notice of a planned retirement should be given in
			 writing to the direct supervisor, the president, and the director of human
			 resources one - year in advance, if possible, so that the college may plan for
			 the transition period.
Ohio Administrative Code › Title 3358:17 - Washington-Morgan State Community College › Chapter 3358:17-11 - Employee Benefits › Section 3358:17-11-01 - Vacation, personal/emergency, and sick/bereavement leave

Current through all regulations passed and filed through July 1, 2024
Leave cannot be used to extend an
				employee's date of retirement or resignation.
(A)
								Vacation
			 leave.
(1)
									Employees classified as regularly scheduled part-time and
			 instructional (contracted for a specific number of days during the academic
			 year) will not accrue vacation.
(2)
									All positions
			 classified as administrative will accrue vacation at the rate of  4.62  hours per
			 pay period pro-rated based on the number of hours paid during the pay period
			 through the completion of their fourth year of employment. Beginning with the
			 fifth year of employment, vacation will be accrued at the rate of  6.15  hours
			 per pay period pro-rated based on the number of hours paid during the pay
			 period.
(3)
									All positions classified as support staff will accrue
			 vacation at the rate of.0385 hours for each hour paid through the completion of
			 their fourth year of employment. Beginning with the fifth year of employment,
			 vacation will be accrued at the rate of.0578 hours for each hour paid. Overtime
			 hours are excluded for the purpose of calculating vacation
			 accruals.
(4)
									All use of vacation leave must be scheduled in advance
			 and approved by the immediate supervisor. In deciding whether to approve use of
			 vacation leave, the supervisor should consider if the employee's use of
			 vacation leave would interfere with the efficient operation of the
			 college.
(5)
									Earned vacation may be utilized considering the
			 following stipulations:
(a)
										An individual may not accumulate in excess of two full
			 years' entitlement of earned vacation time.
(b)
										An individual may
			 not use more than their annual entitlement of vacation time during any one
			 continuous period.
(c)
										An individual may not use vacation that has not yet
			 been accrued.
(d)
										Prior approval of the president must be obtained for
			 variations from these three guidelines.
(6)
									Years of
			 employment for accruing vacation refer only to those years as an employee of
			 Washington state community college.
(7)
									Payout of
			 accrued, unused vacation upon termination of employment.
Upon an employee's separation of service from the college,
				accrued unused vacation hours will be paid. The employee's base salary only
				will be used in the computation of an hourly rate for purposes of vacation
				payout. Base salary does not include stipends, pay for extra assignments,
				overload earnings, or the value of fringe
				benefits.
Ohio Administrative Code › Title 3358:17 - Washington-Morgan State Community College › Chapter 3358:17-11 - Employee Benefits › Section 3358:17-11-02 - Holidays

Current through all regulations passed and filed through July 1, 2024
The college will be closed on days
				established as paid holidays.
(A)
								The following
			 days are paid holidays for full time employees and regularly scheduled part
			 time employees (except instructional) employed on a twelve-month basis, whether
			 those employees are considered exempt or non-exempt:
Independence day.
Labor day.
Thanksgiving.
Christmas.
New Years day.
Martin Luther King day.
President's day (evening classes will
				meet).
Memorial day.
Veteran's day.
(1)
									The college is
			 closed on the following days.
Day after Thanksgiving.
Christmas Eve day.
Day after Christmas.
New Years Eve day.
Between Christmas and New Years
				day.
Ohio Administrative Code › Title 3358:17 - Washington-Morgan State Community College › Chapter 3358:17-11 - Employee Benefits › Section 3358:17-11-03 - Family and medical leave

Current through all regulations passed and filed through July 1, 2024
The college follows any and all
				provisions of the Family and Medical Leave Act ("FMLA") and is subject to the
				following:
(A)
								Eligible employees may take up to twelve weeks of
			 unpaid leave during a rolling twelve month period for one or more of the
			 following reasons:
(1)
									The birth of a son or daughter of an employee and to
			 care for the child.
(2)
									The placement of a son or daughter with an employee for
			 adoption or foster care.
(3)
									To care for the spouse, son, daughter, or parent of an
			 employee, if the family member has a serious health condition.
(4)
									An employee is
			 unable to perform the functions of the position because of the employee's own
			 serious health condition.
(5)
									For qualifying exigencies arising out of the fact that
			 the employee's spouse, son, daughter, or parent is on active duty, or has been
			 notified of an impending call or order to active duty, in support of a
			 contingency operation.
(6)
									To care for a spouse, son, daughter, parent, or next of
			 kin of a covered service member with a serious injury or
			 illness.
Ohio Administrative Code › Title 3358:17 - Washington-Morgan State Community College › Chapter 3358:17-11 - Employee Benefits › Section 3358:17-11-04 - Unpaid leave

Current through all regulations passed and filed through July 1, 2024
(A)
								The college recognizes that there may be instances
			 where full-time and regularly scheduled part-time employees may need to take
			 time off without pay for reasons not covered by Family Medical Leave Act
			 ("FMLA") or in the event the employee does not qualify for FMLA. The president
			 may grant unpaid leave to an employee provided that:
(1)
									The employee has
			 exhausted all personal leave, compensatory time leave and vacation
			 leave.
(2)
									The employee submits a written request and a completed
			 time off request form. The signature of the appropriate supervisor must be
			 secured before forwarding to the president.
(3)
									The requested
			 leave will not negatively affect the daily operation of the
			 college.
Ohio Administrative Code › Title 3358:17 - Washington-Morgan State Community College › Chapter 3358:17-11 - Employee Benefits › Section 3358:17-11-05 - Administrative leave

Current through all regulations passed and filed through July 1, 2024
(A)
								Administrative leave, with or without pay, may be given
			 for an employee to leave the college's property (whether owned, leased, rented
			 or used by the college), or not to return to the college's property (whether
			 owned, leased, rented or used by the college) for a specified period of
			 time:
(1)
									In
			 circumstances where the health or safety of an employee or of any person or
			 property entrusted to the employee's care may be adversely
			 affected.
(2)
									To investigate an alleged violation of law or college
			 policy.
(3)
									To investigate the conduct or performance of an
			 employee even where no alleged violation of law or policy has been
			 made.
(4)
									When it is in the best interest of the
			 college.
Ohio Administrative Code › Title 3358:17 - Washington-Morgan State Community College › Chapter 3358:17-11 - Employee Benefits › Section 3358:17-11-06 - Jury duty and military leave

Current through all regulations passed and filed through July 1, 2024
To provide income protection while an
				employee carries out his/her civic responsibility, the college pays full-time
				and regularly scheduled part-time employees his or her regular day of pay (no
				leave charged) for time spent serving on jury duty. Income received from the
				court is to be signed over to the college.
(A)
								Jury duty.
(1)
									Upon receipt of
			 notification from the state or federal courts of an obligation to serve on a
			 jury or to act as a court witness, the employee should notify his/her
			 supervisor. The employee is required to provide copies of the subpoena or jury
			 summons to his/her supervisor and human resources who will forward to
			 payroll.
(2)
									The supervisor will verify the notification and make
			 scheduling adjustments to accommodate the employee's obligation. The supervisor
			 will also provide court documentation to human resources for
			 processing.
(3)
									Employees appearing as a plaintiff, defendant or for
			 nonsubpoenaed court appearance will not receive paid time off. Vacation,
			 personal or unpaid time should be used for these instances.
Ohio Administrative Code › Title 3358:17 - Washington-Morgan State Community College › Chapter 3358:17-11 - Employee Benefits › Section 3358:17-11-07 - Catastrophic leave

Current through all regulations passed and filed through July 1, 2024
The college provides a catastrophic
				leave program to full-time employees. The purpose of this program is to permit
				employees to voluntarily donate unused sick leave to fellow full-time
				employee(s) who are in critical need of leave due to a catastrophic
				illness/condition/injury of the employee or his/her close family relative and
				who have no more paid leave. No sick or vacation leave will be accrued, or
				personal leave granted while receiving donated leave from the catastrophic
				leave program.
No donated leave from the catastrophic
				leave program can be used once the individual becomes eligible for a paid
				leave/retirement program such as long term disability, workers' compensation,
				or disability retirement.
(A)
								Eligibility.
(1)
									The director of
			 human resources and the president make the determination of whether the
			 employee or a close relative of the employee has an extraordinary or severe
			 medical illness, condition or injury.
(2)
									The employee has
			 abided by policies regarding the use of leave including contacting the college
			 appropriately, and securing necessary physician statements.
(3)
									The employee has
			 exhausted or is likely to exhaust all paid medical leave accruals due to such
			 illness(es)/conditions(s)/injury(ies),and is not receiving other forms of
			 compensated leave, such as sick, vacation, or personal leave payments, workers'
			 compensation payments, or long-term disability payments.
(4)
									The employee has
			 been out of work three days at own cost of sick leave or with financial
			 consequences; has a statement from a physician certifying the medical necessity
			 of the leave.
Ohio Administrative Code › Title 3358:17 - Washington-Morgan State Community College › Chapter 3358:17-11 - Employee Benefits › Section 3358:17-11-17.2 - Potential conflicts of interest

Current through all regulations passed and filed through July 1, 2024
Potential conflict of interest arises
				when a college employee has the opportunity to influence college business,
				academic, or other decisions in such a way that leads to personal gain.
				Conflict of interest also exists when a person benefits financially from his /
				her employment at the college beyond compensation and benefits provided by the
				college. A conflict of interest exists when outside activities result in an
				amount of time or compensation large enough to suggest interference with
				primary obligations and duties at the college, or possible bias in the
				employee's judgment.
(A)
								College employee s must avoid any conflict or
			 appearance of a conflict of interest or conflict of commitment. Disclosures of
			 conflicts of interest should be made in writing to the head of the division or
			 department in which the employee is employed. If there is any doubt, the
			 director of human resources can be consulted for a
			 determination.
(B)
								The following activities require prior approval or
			 disclosure under this policy:
(1)
									Direct or indirect leasing, renting, trading, or
			 selling real or personal property to the college.
(2)
									Possession of
			 substantial interest or participation in the profits of any organization that
			 deals with or seeks to deal with the college.
(3)
									Appointments as
			 officer, director or serving in any management capacity in an external
			 commercial, industrial, business or financial organization of profit -making
			 enterprise which deals or seeks to deal with the college.
(4)
									Assuming
			 executive or managerial positions with outside organizations that might
			 seriously divert attention from college duties, or create other conflicts of
			 loyalty.
(5)
									Potential for diverting college assets from the primary
			 mission of the college including the time and talents of its faculty and
			 staff.
Ohio Administrative Code › Title 3358:17 - Washington-Morgan State Community College › Chapter 3358:17-11 - Employee Benefits › Section 3358:17-11-22 - Background checks for college employees

Current through all regulations passed and filed through July 1, 2024
(A)
								The college
			 conducts pre-employment background checks for all applicants selected for
			 employment. It is a condition of employment that all applicants submit to the
			 criminal background check procedures.
The protocol and means by which
				criminal background checks will be performed are:
(1)
									Background checks
			 are performed once a preferred candidate has been selected for
			 employment.
(2)
									All offers of employment will be contingent upon
			 successful completion of a criminal background check.
(3)
									The applicant is
			 required to provide a written release to authorize the criminal background
			 check using an approved college form.
(4)
									If a candidate
			 selected for an interview resides outside the state of Ohio, the college may
			 also conduct a criminal background check of candidates for employment prior to
			 the interview process.
(5)
									Applicants may be charged a fee(s) associated with the
			 criminal background check.
Ohio Administrative Code › Title 3358:17 - Washington-Morgan State Community College › Chapter 3358:17-20 - Faculty In General › Section 3358:17-20-02 - Qualifications for full-time and part-time faculty

Current through all regulations passed and filed through July 1, 2024
(A)
								Faculty members
			 selected for instructional assignments primarily in the technical areas should
			 provide evidence of competency based on the following criteria:
(1)
									A minimum of an
			 associate's degree, bachelor's degree preferred; and
(2)
									Practical
			 experience (other than teaching) in the appropriate specialization, as
			 demonstrated by full - time employment (approximately five years) in the career
			 area or a related field; and
(3)
									Evidence of
			 involvement with the field of concentration through activity in professional
			 associations, consultive practice, participation in seminars, workshops, and
			 formal course work, and individual reading.
Ohio Administrative Code › Title 3358:17 - Washington-Morgan State Community College › Chapter 3358:17-20 - Faculty In General › Section 3358:17-20-03 - Faculty workload policy

Current through all regulations passed and filed through July 1, 2024
The following guidelines for faculty
				workload are aimed at providing equity for both the college and the faculty
				member consistent with sound educational and economic practices.
(A)
								Full-time faculty
			 instructional load.
Full-time faculty instructional load
				shall consist of fourteen to sixteen teaching load units per term or a minimum
				of thirty teaching load units in total for the academic year (fall and spring
				terms) where one teaching load unit equals one fifty minute class hour. Faculty
				will maintain ten office hours per week where at most five may be scheduled by
				appointment. Some of these office hours may be fulfilled by other required
				duties. Faculty will spend an additional fourteen to sixteen hours per week in
				class preparation, class maintenance, and assessment of student academic
				achievement. Faculty are committed to a forty hour work week.
(B)
								
			 Non-instructional duties.
Full-time faculty will:
(1)
									Advise students
			 and assist students during office hours.
(2)
									Participate
			 actively on at least one committee annually.
(3)
									Participate in
			 new course and program design.
(4)
									Perform
			 assessment of students' learning at the college, program and course
			 levels.
(5)
									Participate in a minimum of three recruiting activities
			 annually (generally from scheduled office hours).
(6)
									Participate in a
			 total of fourteen days in-service per year: five prior to each term and two
			 following each term plus attending graduation.
(7)
									Participate in
			 appropriate professional development.
Ohio Administrative Code › Title 3358:17 - Washington-Morgan State Community College › Chapter 3358:17-20 - Faculty In General › Section 3358:17-20-04 - Employee disciplinary action

Current through all regulations passed and filed through July 1, 2024
The purpose of employee disciplinary
				action is to modify or correct unacceptable employee behavior. In general,
				progressive discipline rises through the following levels: verbal warning,
				written reprimand, disciplinary probation, and termination. Any of the levels
				may be omitted, added to, imposed singularly or in combination with any of the
				other levels at the discretion of the college.
(A)
								The
			 non-exhaustive list of misconduct for which an employee may be disciplined
			 includes:
(1)
									
			 Professional incompetence or failure to maintain an acceptable quality of job
			 performance.
(2)
									Insubordination or refusal to perform duties properly
			 assigned as part of the employee's obligations to the college.
(3)
									Violations of
			 stated rules and policies of the college or damage to college
			 property.
(4)
									An act involving moral turpitude, punishable by a
			 criminal statute of the state of Ohio. Includes serious misconduct of moral,
			 social, or physical nature unbecoming of a professional.
(5)
									Others - gross
			 neglect of work or duty, absenteeism, failure to report to work and not
			 notifying appropriate personnel for up to two workdays, voluntary abandonment
			 of position, habitual tardiness or failure to observe assigned work hours,
			 leaving work without authorization, abuse of leave, excessive use of leave,
			 unauthorized leave, interference with work of other employees, failure to
			 maintain satisfactory working relations with other employees, students, or the
			 public, refusal to cooperate with administrative investigations or to answer a
			 work-related inquiry, theft, sleeping while on duty, gambling during work
			 hours, excessive use of telephone for personal matters, falsification of
			 records, unauthorized release of confidential information, or acts that
			 jeopardize the safety of oneself or others.
Ohio Administrative Code › Title 3358:17 - Washington-Morgan State Community College › Chapter 3358:17-20 - Faculty In General › Section 3358:17-20-05 - Reduction in work force

Current through all regulations passed and filed through July 1, 2024
Conditions may arise that necessitate
				the reduction of the college workforce. Abolishment of positions may occur for,
				among other reasons, reasons of budget, lack of work, or
				reorganization.
(A)
								Reduction in work force.
(1)
									All reductions in
			 work force must be in compliance with college policies and must be approved by
			 the president. Organizational needs should be balanced with human resource
			 considerations, including impact on affirmative action objectives and
			 compliance with college policies.
(2)
									Reduction in work
			 force situations should be approached with sensitivity. The office of human
			 resources and other relevant college administrators should review and recommend
			 approval or disapproval of the reduction in work force to the president. The
			 office of human resources should ensure that the reduction in force is not used
			 to circumvent good performance management practices. After approval of the
			 reduction in work force by the president, written notification is given to the
			 affected college employee not less than two weeks (ten working days) prior to
			 the effective date.
Ohio Administrative Code › Title 3358:17 - Washington-Morgan State Community College › Chapter 3358:17-20 - Faculty In General › Section 3358:17-20-06 - Part-time faculty absence

Current through all regulations passed and filed through July 1, 2024
Part-time faculty will only be paid by
				the college for hours actually worked. In the event that a part-time faculty
				member must be absent from an assigned class the following procedures will be
				used to insure continuity of instruction.
(A)
								If the absence is
			 due to a sudden illness or emergency, the faculty member should notify the
			 college as soon as possible. For daytime classes, the department chair, dean,
			 and/or appropriate administrative assistant should be notified. For evening or
			 Saturday absences, the main reception desk and/or evening administrator should
			 be contacted. If time allows, the department chair will make arrangements for a
			 substitute instructor. If a substitute cannot be found, and time allows, an
			 effort will be made to notify students by phone of the class cancellation. A
			 cancellation notice will be placed on the classroom door. This notice may
			 include instructions from the instructor regarding assignments, tests,
			 etc.
(B)
								If an instructor knows well in advance of the need to
			 miss a class, he/she must notify the appropriate department chair and work with
			 that individual to arrange for a qualified substitute instructor to teach the
			 class. Under no circumstances should a part-time faculty member arrange for a
			 substitute without the knowledge and approval of the appropriate department
			 chair or dean.
(C)
								Reimbursement for the substitute instructor may be
			 handled in one of the following ways: by mutual agreement among the instructor,
			 the department chair or dean, and the substitute instructor, in consultation
			 with human resources.
(1)
									The college may reduce the absent instructor's payment
			 for the term by an amount equal to the time missed from class. The college will
			 then pay the substitute instructor at his/her designated part-time rate of
			 pay.
(2)
									The instructor and the substitute may simply agree to
			 exchange the favor of class coverage, with approval from the relevant
			 department chair(s). If this is done, it is understood that the instructor will
			 be willing to cover a class for the substitute at some point in the future and
			 no money will be deducted from the instructor's pay or paid to the substitute
			 instructor.
Ohio Administrative Code › Title 3358:17 - Washington-Morgan State Community College › Chapter 3358:17-20 - Faculty In General › Section 3358:17-20-07 - Evaluations

Current through all regulations passed and filed through July 1, 2024
(A)
								Philosophy of evaluation.
Evaluations are conducted
				to:
(1)
									
			 Maintain high levels of individual performance.
(2)
									Discover areas of
			 skills and knowledge that need to be improved.
(3)
									Provide feedback
			 regarding personal and professional development activities aimed at improving
			 individual performance.
(4)
									Serve as a component of personnel decision
			 making.
Ohio Administrative Code › Title 3358:17 - Washington-Morgan State Community College › Chapter 3358:17-22 - Committees; Grievance Procedure › Section 3358:17-22-01 - Committees

Current through all regulations passed and filed through July 1, 2024
The use of a committee structure as a
				mechanism for college - wide discussion and input to decision making requires
				that the committee members be truly representative of the college community,
				and that those who serve do so in addition to their regular duties. Four types
				of committees may exist on campus: the executive committee, the president's
				cabinet, the standing committees as indicated in paragraph (C) of this rule,
				and any ad hoc committees as deemed necessary. The procedures and regulations
				as outlined herein do not require or prohibit the functioning of any student
				group, faculty group, or administrative group, nor do they require or prohibit
				the input of such groups through these procedures and regulations.
(A)
								The executive
			 committee.
The college executive committee
				functions as the chief planning, decision -making, and executing body of the
				college. The committee consists of the president, vice president and treasurer,
				and the vice president for academic and student affairs and the vice president
				for administrative services. The assistant to the president serve s as an ex
				officio member. The executive committee meets upon the call of the president.
				At the request of the president, any employee of the college may be asked to
				participate in the functions of the executive committee.
(B)
								The
			 president's cabinet.
The president's cabinet functions as
				the chief communications, policy consideration, and planning body of the
				college. As such, it provides a forum to discuss and resolve issues of concern
				to the entire college community. The president's cabinet shall consist of the
				members of the executive committee, the academic deans, chairperson of the
				professional staff senate, chairperson of the support staff senate, faculty
				senate president, institutional research specialist, director of m is, dean of
				information technology, director of library services, registrar, controller,
				director of opportunity programs, dean of student service s, director of public
				information, business and technology, director of physical plant, and director
				of outreach.
(1)
									Cabinet meetings are open.
(2)
									In the event of
			 the absence of the president, the president's appointed representative shall
			 act as chairperson.
(3)
									The president's cabinet should meet at least quarterly
			 at an agreed upon time. More frequent meetings may be called as
			 required.
(4)
									Any individual member of the college faculty or staff
			 may present an item of business to the president's cabinet.
Ohio Administrative Code › Title 3358:17 - Washington-Morgan State Community College › Chapter 3358:17-22 - Committees; Grievance Procedure › Section 3358:17-22-04 - Grievance procedure

Current through all regulations passed and filed through July 1, 2024
(A)
			 Basis for the grievance procedure system.
(1)
			 The importance of a grievance procedure lays not so much in its frequent use as
			 in the fact that it is available and can operate as a workable safety
			 valve.
(2) The grievance procedure
			 should provide a mechanism for the development and maintenance of stable
			 working conditions by resolving employee concerns arising over the
			 interpretation and/or application of a workplace policy, practice or
			 procedure.
(3) The following issues
			 are not grievable: introductory period actions, employee contract non-renewals,
			 corrective actions up to and including termination; terminations resulting from
			 reduction in force or grant stipulations, performance evaluations, the content
			 of the college's published policies and procedures.
(4) Grievance procedures should improve
			 existing communication and create new channels of communication by establishing
			 greater interaction between supervising personnel and employees. It should
			 encourage discussion of policies and procedures by those who must work
			 together.
(5) The grievance
			 procedure should eliminate problems before they arise. Where this cannot be
			 accomplished, the aim is to minimize the severity of the problem. Where a
			 complaint exists, the procedure to resolve differences should provide an
			 orderly method of bringing the complaint to the surface so that it can be
			 settled promptly and without discord.
(6) This grievance procedure is not used for
			 situations involving sexual harassment or any other form of discrimination. See
			 appendix E to this rule for those procedures.
Ohio Administrative Code › Title 3358:17 - Washington-Morgan State Community College › Chapter 3358:17-25 - Compensation › Section 3358:17-25-01 - Compensation and related benefits

Current through all regulations passed and filed through July 1, 2024
Compensation, as used in this manual,
				is an inclusive term which shall refer to salary or wages plus all fringe
				benefits. Salary and wages shall be defined as direct monetary payment for
				services rendered. In the cases where regularly scheduled part-time employees
				are granted benefits, the benefits apply only if the employee is regularly
				scheduled to work a minimum of twenty hours per week.
(A)
								Compensatry
			 time.
The compensatory time policy includes
				the following considerations:
(1)
									Non-exempt
			 employees must be paid for all hours worked. Any hours worked beyond forty
			 hours in a work week (hourly work week is Sunday through Saturday) must be
			 compensated at time-and-one-half the normal hourly rate. Employees have
			 discretion in being paid overtime for actual hours worked or can bank the
			 overtime hours to be used as compensatory time. Example: Non-exempt employee
			 works forty-four hours in one pay period -- He/she opts to bank the overtime
			 instead of being paid time -- and-a-half -- The employee can bank six hours
			 (four hours times  1.5  ). The maximum number of hours that may be accrued is two
			 hundred and forty. Any hours over two hundred and forty must be paid as cash
			 overtime. Compensatory time must be used in the fiscal year in which it is
			 earned; however, forty hours may be carried over to the next fiscal year with
			 the remaining balance paid out in the next or following pay period.
Non-exempt employees who receive
				approval from the college to work during an emergency/weather closure will earn
				time-and-a-half for the hours they actually work during the closure period. If
				the college is open, no overtime or compensatory time will be earned or
				accrued.
(2)
									Non-exempt employees must apply to use compensatory
			 time by completing a leave request form which is signed by the appropriate
			 supervisor. Supervisors must grant use of compensatory time within a reasonable
			 period that will not unduly interrupt the normal business operation of the
			 department or division.
(3)
									Upon termination of employment or reclassification of a
			 non-exempt employee, all accrued unused compensatory time must be paid out
			 within the last or following pay period.
Ohio Administrative Code › Title 3358:17 - Washington-Morgan State Community College › Chapter 3358:17-26 - General Working Regulations › Section 3358:17-26-01 - General working regulations

Current through all regulations passed and filed through July 1, 2024
Start and stop times are to coincide with the needs of
				office/department/division and should include consideration of the
				following:
(A)
								
								Staggered lunch
			 periods may be scheduled by the chief administrators of the divisions when
			 required to maintain office continuity.
(B)
								
								A forty hour working week is expected of employees in
			 all occupational categories other than instructional, casual labor, and
			 part-time employees. It is recognized, however, that an exempt employee may
			 spend parts of the working week off-campus when attendance is required at
			 meetings or other functions, or when work is taken home. It is further
			 recognized that summer work hours may be adjusted to business needs. It is
			 further recognized that work hours may be adjusted to accommodate college
			 business needs.
(C)
								Any overtime work for
			 non-exempt employees must be approved in advance by the immediate
			 supervisor.
(D)
								All employees
			 will submit a bi-weekly time sheet through the college's electronic system
			 documenting hours worked or hours away from work.
(E)
								All non-exempt employees shall be paid on a bi-weekly
			 basis only after services have been rendered, less any legally authorized
			 deductions.
(F)
								Pay for full-time
			 employees and regularly scheduled part-time employees who begin work on the
			 first day of a pay period will be paid at the end of the third week of
			 employment for two weeks pay. Pay for those beginning during the second week of
			 the pay period will be paid at the end of the second week of employment for the
			 number of days worked during the pay period. Contract salary amounts, less any
			 legally authorized deductions will be paid out over a twelve-month period that
			 may not coincide with work dates on the contract. Upon termination of
			 employment, all wages, less any legally authorized deductions, will be paid at
			 the next pay period. Full-time wages or salary, whichever is applicable, will
			 be paid in approximately equal installments on a bi-weekly basis, only after
			 services have been rendered, less any legally authorized deductions. Part-time
			 faculty salary will be paid in three increments, less any legally authorized
			 deductions. Final payment will be made on or after the last day of teaching,
			 only after grades, grade books, and other required items are
			 submitted.
Ohio Administrative Code › Title 3358:17 - Washington-Morgan State Community College › Chapter 3358:17-26 - General Working Regulations › Section 3358:17-26-01.1 - Emergency closure and weather relations absence policy

Current through all regulations passed and filed through July 1, 2024
(A)
								Closure of the
			 college due to inclement weather or other emergencies will be at the discretion
			 of the college's president. On days when the college is closed because of
			 inclement weather or other emergencies, some very important work may be
			 necessary to ensure the safety and normal operation of the campus. While this
			 generally applies to the maintenance staff, the nature of the services and
			 customers may require others to report. The president and chief financial
			 officer/treasurer will coordinate such activities. Irregular hours may be
			 necessary for some employees. Wages/compensation for this work is addressed in
			 paragraph (A) of rule 3358:17-25-01 of  the Administrative Code.
(B)
								In cases of
			 inclement weather or other emergencies, the president may decide that the
			 college will be closed to students but all employees are expected to report.
			 Those who cannot report must use accumulated personal leave or vacation leave.
			 Time off without pay will be permitted only as a last resort.
(C)
								If the college
			 closes due to weather-related emergencies, employees will be paid for the hours
			 they were scheduled to work that day and do not have to utilize vacation or
			 personal leave.
Ohio Administrative Code › Title 3358:17 - Washington-Morgan State Community College › Chapter 3358:17-26 - General Working Regulations › Section 3358:17-26-01.2 - Flexible scheduling

Current through all regulations passed and filed through July 1, 2024
The college recognizes the need for
				flexibility and alternative work arrangements for eligible employees and
				suitable positions. Flexible scheduling is one option that may promote employee
				productivity and work/life balance, and may also be of benefit to the
				environment and society in general.
Flexible scheduling is a voluntary work
				alternative, approval is at the convenience and sole discretion of the college,
				and is reviewed on a case-by-case basis. These procedures serve as guidelines
				for formal flexible scheduling arrangements.
(A)
								Eligibility.
Full-time administrative and support
				staff employees are eligible to apply for flexible scheduling. An approved,
				signed flexible scheduling work agreement must be on file with the human
				resources department prior to flexible scheduling.
(B)
								Suitability.
Before entering into any flexible
				scheduling work agreement, the employee and his/her supervisor, with the
				assistance of the human resources department, will evaluate the suitability of
				such an arrangement with particular attention to the following
				areas:
(1)
									Benefit to the college - the arrangement assists in the
			 completion of the college's goals.
(2)
									Employee
			 suitability - the employee and manager will assess the needs and work habits of
			 the employee, compared to traits customarily recognized as appropriate for
			 successful flexible scheduling.
(3)
									Job
			 responsibilities - the employee and manager will discuss the job
			 responsibilities and determine if the job is appropriate for a flexible
			 scheduling arrangement.
(4)
									Supervisor's ability to effectively manage the flexible
			 scheduling employee's duties.
(5)
									Equipment needs,
			 alternate work site space and design considerations and scheduling
			 issues.
(6)
									Tax and other legal implications for the business use
			 of the employee's alternate location on IRS and state and local government
			 restrictions. Responsibility for fulfilling all obligations in this area rests
			 solely with the employee.
Ohio Administrative Code › Title 3358:17 - Washington-Morgan State Community College › Chapter 3358:17-26 - General Working Regulations › Section 3358:17-26-02 - Salaries for full-time and part-time personnel

Current through all regulations passed and filed through July 1, 2024
(A)
								Salaries
			 recommended by the president.
Salaries for administrative,
				instructional, and support staff employees shall be recommended by the
				president and approved by the board of trustees. The president's salary shall
				be established by the board of trustees. The following shall be used as
				guidelines in the determination of salaries and wages for full-time and
				part-time personnel.
(1)
									Entry employment salaries and wages shall be based on
			 the salary and wage schedule of the college which takes into consideration the
			 education and experience of the candidate.
(2)
									Recommendations
			 for subsequent salaries shall be presented by the president to the board of
			 trustees.
Ohio Administrative Code › Title 3358:17 - Washington-Morgan State Community College › Chapter 3358:17-31 - Policy on Reimbursement › Section 3358:17-31-05 - Reimbursement policies

Current through all regulations passed and filed through July 1, 2024
(A)
								Travel expenses.
(1)
									Expenses for
			 appropriate business travel will be reimbursed in accordance with the travel
			 expense guidelines maintained by the chief financial officer
									
									 and
			 treasurer.
(2)
									Pursuant to
									
									rule 126-1-02 of  the Administrative Code
									
									, frequent flyer miles belong to the business/agency
			 who actually paid for the airline tickets. Even if an employee uses his/her own
			 credit card to initially purchase the ticket and then seeks reimbursement, the
			 business/agency is paying for the ticket via reimbursement and is entitled to
			 the frequent flyer miles.
(3)
									Per rule 126-1-02 of  the Administrative Code - "A state agent is not to receive reimbursement for
			 more than his/her actual travel expenses".
Ohio Administrative Code › Title 3358:17 - Washington-Morgan State Community College › Chapter 3358:17-42 - Student Conduct › Section 3358:17-42-02 - Judicial appeal process

Current through all regulations passed and filed through July 1, 2024
(A)
								Judicial appeal
			 process.
(1)
									The following judicial appeal process shall apply for any
			 student who elects to appeal a non-academic decision made under the college
			 conduct policy or other established policy of the college.
Personnel who participated in the
				initial decision will not participate in the decisions of the judicial
				board.
(a)
										Any person who wants to appeal a decision under college
			 policy may do so by requesting in writing a meeting with the judicial board.
			 The request must be submitted to the office of the chief academic officer
			 within five working days of the original decision. (For the purposes of this
			 policy, "working days" shall be defined as any days from Monday through Friday
			 that the college is open.)
(b)
										A meeting of the
			 judicial board will be scheduled by the chairperson within ten working days of
			 receipt of the student's appeal and notify the student of the time and place of
			 the meeting. In the appeal, the student may present evidence or information on
			 his or her behalf and may be accompanied by a faculty/staff member or other
			 representative of his or her choice (or if under age of eighteen, may be
			 accompanied by a legal guardian.). The faculty/staff member, representative, or
			 guardian may consult with but may not speak on behalf of the student or
			 otherwise participate directly in the proceedings, unless given permission to
			 do so by the chairperson.
The chairperson of the judicial board
				must supply a written answer to the student within five working days of the
				date the appeal is heard. The judicial board shall keep a written summary of
				the proceedings. The written summary and any other materials pertinent to the
				review shall then be forwarded by the chairperson of the judicial board to the
				chief academic officer.
(c)
										If the student is
			 not satisfied with the disposition of the appeal by the judicial board, he or
			 she may appeal in writing the decision of the judicial board to the president
			 of the college or his/her designee. The appeal must be filed within five
			 working days after the receipt of written notice of the decision of the
			 judicial board.
(d)
										The decision of the president of the college or his/her
			 designee must be rendered within five working days and is
			 final.
(e)
										The appeal may be withdrawn by the student at any point
			 in the appeal process.
Ohio Administrative Code › Title 3358:17 - Washington-Morgan State Community College › Chapter 3358:17-42 - Student Conduct › Section 3358:17-42-04 - Student e-mail policy

Current through all regulations passed and filed through July 1, 2024
(A)
								Student e-mail policy.
The college provides e-mail services to
				students as an educational experience and as a way to facilitate communications
				with other students and internal and external resource providers. As with any
				electronic communication services, there are policies that must be observed in
				order to clarify rights and responsibilities. Based on legal precedents, the
				college will observe the following policy statements concerning student use of
				e-mail.
(1)
									E-mail is a tool provided by the college to enrich the
			 students' educational experience and is a proprietary system of the college. As
			 a result:
Students have no personal privacy rights in regard to e-mail
				usage. All messages sent and received are subject to access by the college
				administration. A monitoring system is in place and is periodically checked to
				insure that the system is operating efficiently.
(2)
									Students may not
			 protect e-mail access with a password other than that capability provided
			 through the college's e-mail software program. College personnel must have
			 access to the system in order to manage it for the benefits of all
			 users.
(3)
									Harassment policies extend to e-mail. Sexual and other
			 types of harassment expressly prohibited in other sections of this manual are
			 also prohibited on the e-mail service.
(4)
									Any and all
			 policies covered in this manual are applicable when the communications mode is
			 e-mail or any other electronic communications media.