reglab/statecodes huggingface dataset:
Ohio Administrative Code › Title 3364 - University of Toledo › Chapter 3364-20 - Facilities - Standard Operating Procedures › Section 3364-20-08 - Facilities and construction operating policy in non-emergency and emergency situations

Current through all regulations passed and filed through July 1, 2024
(A)
								Policy
			 statement
The facilities and construction
				department will maintain standard operating procedures that describe how it
				conducts business within the department in nonemergency situations. The
				facilities and construction department will also maintain standard operating
				procedures outlining management of all critical utilities and critical support
				equipment (related to life support, infection control, and all accrediting
				bodies) in emergency situations.
(B)
								Purpose of
			 policy
To provide guidance and understanding
				concerning everyday operating procedures within facilities and construction as
				it may relate to faculty and staff in other departments. To create and maintain
				a safe and secure environment for patients, visitors, faculty, and staff during
				any natural or unnatural disaster, or during any utility/equipment
				loss.
(C)
								Procedure
Procedure details can be found under
				the link entitled "facilities and construction standard operating procedures"
				("SOP's") located at:
http://www.utoledo.edu/facilities/sop-approved.html
.
Approved by:
Policies Superseded by This
						  Policy:
Sharon L. Gaber, Ph.D. President
*
3364-20-01: Facilities and Construction
						  Critical Utility/Life
September 25, 2017
						  Date
Support Policy (original effective date:
						  January 29, 2009)
Review/Revision Completed by: Executive Vice
						  President for Finance and Administration / CFO
*
3364-20-02: Facilities and Construction
						  Operating Policy (original effective date: January 29,
						  2009)
Original effective Date:
September 25, 2017
Next review date: September 25, 2020
Ohio Administrative Code › Title 3364 - University of Toledo › Chapter 3364-20 - Facilities - Standard Operating Procedures › Section 3364-20-09 - Key control

Current through all regulations passed and filed through July 1, 2024
(A) Policy statement:
To provide authorized key access to university of Toledo
				buildings and areas within university buildings.
(B) Purpose
To develop a procedure for requesting, authorizing, receiving,
				and returning university of Toledo keys.
(C) Procedure
Facilities and construction is authorized to issue university
				keys to faculty, staff, graduate assistants, students, and individuals with an
				authorized relationship (i.e. visiting scholars, American council on education
				("ACE" fellows, etc.) and requiring key access to university facilities.
				Procedure details can be found under the link entitled "ADM-07 Key Control"
				standard operating procedure ("SOP") located at:
https://www.utoledo.edu/facilities/sop-approved.html
.
(D) Regulations
Facilities and construction maintains key control and shall be
				the sole source of approving, managing and disseminating keys for the
				university of Toledo. Persons to whom keys to university facilities are issued
				are prohibited from duplicating such keys from loaning such keys to any other
				person, or from transferring such keys to another person. All keys are to be
				returned to key control when no longer needed. The key control department is
				prohibited from issuing any key to any person except as provided herein.
				Persons violating the university key policy are subject to disciplinary
				sanctions.
All purchases regarding locks, keys, and/or locking hardware
				must be approved by the office of facilities and construction. The office of
				facilities and construction will not compromise the security system by cross
				keying systems. Only qualified employees of the office of facilities and
				construction, or contracted resources authorized by the office of facilities
				and construction, are authorized to make keys, change or work on locks.
The office of facilities and construction shall be the sole
				source for the making, duplicating, manufacturing or cutting of any key. For
				requesting a re-core or to report a problem with key, contact facilities
				operations, main campus 419-530-1000 or health science campus ("HSC")
				419-383-5353.
Ohio Administrative Code › Title 3364 - University of Toledo › Chapter 3364-20 - Facilities - Standard Operating Procedures › Section 3364-20-10 - Digital display and signage installations

Current through all regulations passed and filed through July 1, 2024
(A)
								Policy
			 statement
In recognition of the historic nature
				and architecture of the buildings on campus, requests for permanent digital
				displays and permanent signage installations shall be considered for both
				proposed design and general appropriateness per the individual building and
				area setting.
(B)
								Purpose of policy
To define the process for review and
				approval of all proposed digital displays and signage installations in campus
				facilities.
(C)
								Scope
This policy applies to requests made by
				university departments.
(D)
								Procedure
All proposed requests for installation
				of permanent digital displays and permanent signage shall be processed through
				facilities and construction using the space change form. Procedure details can
				be found under the line entitled "digital display installation and approval"
				standard operating procedure ("SOP") located at
https://www.utoledo.edu/facilities/pdf/ADM-pdf/ADM-39%20Digital%20Display%20Approval.pdf
Ohio Administrative Code › Title 3364 - University of Toledo › Chapter 3364-20 - Facilities - Standard Operating Procedures › Section 3364-20-11 - Flag presentation

Current through all regulations passed and filed through July 1, 2024
(A)
								Policy
			 statement
The university is committed to
				demonstrating honor and allegiance to the United States of America, the state
				of Ohio, and this university, through presentation of
				flags.
(B)
								Purpose of policy
The purpose of this policy is to ensure
				continuity with all memorial celebrations by reflecting uniformity at all
				university of Toledo owned or operated facilities.
(C)
								Procedure
(1)
									The president of
			 the university of Toledo will authorize the presentation of
			 flags.
(2)
									Federal and state guidelines shall be
			 observed.
(3)
									The American, state of Ohio and university of Toledo
			 flags will be presented every day at full mast.
(4)
									The flags will be
			 flown in a consistent manner at all facilities.
(5)
									The flags will be
			 replaced as needed to ensure their integrity.
(6)
									The president of
			 the university of Toledo may authorize other flags to be flown.
(7)
									Flag
			 presentation, other than at full mast, will be directed by the president of the
			 United States, by the governor of the state of Ohio, or the president of the
			 university of Toledo.
(8)
									Time frame for display at half-mast will be
			 specified.
Replaces: 3364-5-08
Ohio Administrative Code › Title 3364 - University of Toledo › Chapter 3364-25 - Benefit Policies; Employment › Section 3364-25-06 - Dress code

Current through all regulations passed and filed through July 1, 2024
(A) Policy statement
Every department of the university of Toledo medical center
				"UTMC" will provide and enforce the dress code policy incorporating the
				information below as a minimum. This dress code applies to everyone working at
				UTMC. Students of the university are governed by their respective college
				policies and classroom dress code policy and they are exempt from this policy
				when utilizing public areas such as the cafeteria, coffee vendors, gift shop
				and bookstore. Students present in patient care areas are expected to adhere
				this policy. Dress-down days are not recognized. Professional attire and
				personal appearance must be maintained in a dignified and business appropriate
				manner by all employees during working hours and during all occasions while
				representing UTMC consistent with the following guiding principles:
(1) Ease of identification
(2) Appropriateness of attire
(3) Awareness and sensitivity to religious
			 practice
(4) Good personal
			 hygiene
Ohio Administrative Code › Title 3364 - University of Toledo › Chapter 3364-25 - Benefit Policies; Employment › Section 3364-25-07 - New employee orientation

Current through all regulations passed and filed through July 1, 2024
(A) Policy statement
All newly hired regular staff (non-faculty) will be scheduled
				to attend a mandatory new employee orientation. To the extent possible, new
				staff must attend orientation the first day of employment or the first
				available date orientation is scheduled.
The
									human resources department
				(HR)
									 must
				approve departmental requests to begin new staff before orientation. Persons
				are prohibited from beginning work until all steps of the pre-employment
				process are completed and have been reported by HRto the
				hiring department.
(B)
			 Purpose of policy
The new employee orientation provided by
				HR
									 is designed to welcome new staff and begin the
				process of assimilating them to the university of Toledo.
(C) Procedures
(1) General information
HR will present a general orientation that introduces new
				staff to the mission and vision of the university of Toledo and the university
				of Toledo medical center and an in-depth discussion of the university of
				Toledo's core values; provide an overview organizational structure and
				pertinent general policies and guidelines including rule
				3364-50-01
				of the Administrative Code, "The university of Toledo's title IX policy"; and
				present information regarding employee benefits and provide relevant enrollment
				documents; explain fire, disaster codes, incident
				reporting and general infection control and safety standards.
HR
										 will contact
				the new hire to schedule the
				orientation
										and
				notify the hiring department. New hires to the health science campus will also
				be scheduled for "HSC" (health science campus) orientation following new
				employee orientation, if applicable.
Rehires: Employees rehired within one
				year by the university may not be required to attend new employee orientation
				and/or HSC orientation.
The orientation program may last up to one full day.
New employee orientation
										is conducted twice a
				monthunless otherwise scheduled.
(2)
			 Department responsibilities
Each department is responsible for providing new staff an
				orientation specific to the departmental unit. The department orientation
				focuses on job responsibilities and competencies, department specific safety
				policies and procedures, and performance expectations.
Ohio Administrative Code › Title 3364 - University of Toledo › Chapter 3364-25 - Benefit Policies; Employment › Section 3364-25-08 - Jury or trial participation leave

Current through all regulations passed and filed through July 1, 2024
(A)
								Policy
			 statement
Employees of the university of Toledo
				are entitled to paid jury or trial participation leave as provided for under
				Ohio law.
(B)
								Purpose of policy
This policy is intended to provide jury
				or trial participation leave in accordance with Ohio
				law.
(C)
								Procedure
(1)
									Employees are generally entitled to paid leave when
			 subpoenaed to appear before any court, commission, board or other legally
			 constituted body authorized by law to compel the attendance of witnesses.
			 However, employees are not entitled to paid leave when the employee is a party
			 to the action or proceeding or is subpoenaed as a result of secondary
			 employment outside the service of the university of Toledo. An employee who is
			 the appellant in any action before the state personnel board of review and is
			 in active pay status at the time of a scheduled hearing before the board of
			 review will also be granted leave with full pay for purposes of attending the
			 hearing.
(2)
									An employee must notify his or her supervisor as soon
			 as possible in writing, including a copy of the subpoena, jury duty notice, or
			 state personnel board of review hearing order, if the employee requires leave
			 from work to comply with the subpoena, notice, or order.
(3)
									To receive
			 regular pay from the university of Toledo for jury or trial participation
			 leave, the employee must provide evidence to his or her supervisor that the
			 employee actually appeared for jury duty or trial participation, pursuant to
			 the subpoena, or for the state personnel board of review
			 hearing.
Ohio Administrative Code › Title 3364 - University of Toledo › Chapter 3364-25 - Benefit Policies; Employment › Section 3364-25-09 - Licensure verification

Current through all regulations passed and filed through July 1, 2024
(A) Policy statement
Certain job classifications require licensure, certification or
				registration of any incumbent assigned to that classification. The jobs for
				which this applies are designated through the qualifications listed in the job
				description.
The human resources department
				(HR)
									
				will maintain a job description that includes  licenses, certifications, and
				registrations that are required for positions in all departments.
(B) Purpose of policy
To ensure that employees hold and maintain the appropriate
				licensure, certification or registration.
(C) Procedures
(1) Upon employment, it is the responsibility
			 of HR
									 to verify that the new
			 employee holds the appropriate licensure, certification or registration.
			 Thereafter, 
									prior to the expiration of such licensure,
			 certification or registration, it is the department manager's responsibility to
			 verify its renewal in a timely manner.
(2) It is the responsibility of the employee
			 to maintain required license,
									
			 certification or registration during
			 employment.
									Failure
			 to comply with position requirements may subject
			 an employee to disciplinary action up to and including
			 termination.
(3)
									
									HR will periodically perform
			 audits of departments files to verify
			 that the process is being carried out and that the department has records
			 proving that all licenses, registration and certifications are
			 current.
Ohio Administrative Code › Title 3364 - University of Toledo › Chapter 3364-25 - Benefit Policies; Employment › Section 3364-25-10 - Unemployment compensation

Current through all regulations passed and filed through July 1, 2024
(A)
								Policy
			 statement
All university of Toledo employees are
				covered by the unemployment compensation law of the state of Ohio in accordance
				with Chapter 4141. of the Revised Code. University employees who are
				involuntarily terminated from university employment may be eligible to receive
				unemployment compensation benefits in accordance with Chapter 4141. of the
				Revised Code.
Guidelines for the administration and
				the determination of eligibility for unemployment compensation benefits are
				made by the Ohio department of job and family services.
Employees who are temporarily
				unemployed during academic or clinical break periods and have assurance of work
				when the break period ends are not covered under the Ohio unemployment
				compensation laws and are ineligible for unemployment compensation
				benefits.
(B)
								Purpose of policy
To provide employees information
				regarding benefits in the event of involuntary termination.
Ohio Administrative Code › Title 3364 - University of Toledo › Chapter 3364-25 - Benefit Policies; Employment › Section 3364-25-13 - Work schedules for hourly employees

Current through all regulations passed and filed through July 1, 2024
(A) Policy statement
The university of Toledo provides for the work schedule, rest
				period, and lunch period of hourly employees. Pursuant to the Revised Code, the
				normal full-time work week shall consist of forty hours per week. The
				university may establish alternative schedules of work. The regular hours of
				work each day shall be consecutive except for interruption for an unpaid lunch
				period and rest periods. All employees scheduled work shifts shall have an
				established starting and quitting time.
(B) Purpose of policy
The purpose of this policy is to provide practices and
				expectations regarding schedules and to implement lunch and rest periods for
				hourly employees.
(C)
			 Procedure
(1) Hours of work and work week
Management has the right to change this standard work-week due
				to operational needs. Some employees' work schedules may vary from those of
				their fellow employees due to university operational needs. Regular part-time
				positions are those for which hours shall be defined as being budgeted for less
				than forty hours per week. A regular work shift shall be eight hours or ten
				hours or twelve hours or flexible schedule of work, depending on the needs of
				the department, as well as confirmation from human resources.
(a) Main campus
The work week shall be from Saturday at one minute past twelve
				a.m. through twelve midnight the following Friday.
(b) Health science campus
The work week shall be from twelve midnight Saturday through
				fifty-nine minutes past eleven p.m. the following Saturday.
Ohio Administrative Code › Title 3364 - University of Toledo › Chapter 3364-25 - Benefit Policies; Employment › Section 3364-25-14 - Inclement weather or other emergency/disaster

Current through all regulations passed and filed through July 1, 2024
(A) Policy statement
The university of Toledo is committed to community safety and
				continuation of essential operations during inclement weather and other
				emergencies. In the interest of safety, classes and events on all campus may be
				cancelled or delayed during hazardous weather/disaster. Essential services on
				all campuses will continue.
(B) Purpose of policy
To maintain essential services at the university of Toledo
				medical center "UTMC" and on the health science, main, and scott park campuses
				during periods designated as weather emergency or disaster.
(C) Procedure
Please refer to the continuity of operations plan found at
				(
https://www.utoledo.edu/depts/hr/essentialemployee.html
).
Ohio Administrative Code › Title 3364 - University of Toledo › Chapter 3364-25 - Benefit Policies; Employment › Section 3364-25-19 - Relocation allowance for new employees

Current through all regulations passed and filed through July 1, 2024
(A) Policy statement
To remain competitive and attract
				talent to the organization,
									t he university of Toledo may
				provide funds to assist new employees with the cost of relocation, including
				moving company costs, transportation and temporary housing.
(B) Purpose of policy
The policy sets forth the procedure for
				 payment of
				new employee relocation expenses.
									By establishing an agreed upon amount
				upfront, the organizational unit will maintain budgetary control of the
				expense. The intent of this policy is for the relocation of employee's
				household items. This policy is not intended for the relocation of lab
				equipment or start-up expenses.
(C) Procedure
Full time faculty and professional
				administrative staff, including coaches, are eligible for this stipend. IRS
				guidelines require that the distance between the old home and the new place of
				work be at least fifty miles greater than the distance between the old home and
				the old place of work. If the distance test is not met, then approval will not
				be granted.
The payment amount for full time
				faculty and professional staff should not exceed eight thousand five hundred
				dollars and should be negotiated with the employee during the hiring process.
				The agreed upon amount should be based on the lowest of three moving quotes
				from IUC preferred vendors, budgetary and market conditions, and disclosed in
				the employees offer of employment.
The employee will receive the payment
				in their paycheck. This payment is taxable as ordinary income and all
				applicable taxes will be withheld. The amount will be reported on the employees
				form W-2.
In special cases, the provost, or a
				vice president, may grant exceptions to this policy. Such exceptions will be in
				writing. The president will approve all relocation stipends for members of the
				senior leadership team.
(D)
								Guidelines
When determining a fair, mutually
				agreed upon, stipend for the employee's relocation, the following should be
				taken into consideration:
(1)
									Has the employee received three moving quotes from one
			 of the university's preferred vendors?
Click this link for an updated list of
				university preferred suppliers.
(2)
									Does the
			 relocation involve only the employee or a family?
(3)
									Is the employee
			 moving across the country or within the state?
(4)
									Does the employee
			 need temporary housing for a period of time?
(5)
									Does the employee
			 wish to have house hunting trips and airfare/hotel for spouse?
Per current (2019) tax law, relocation
				stipends are taxable as ordinary income and will be reported on the employee's
				W-2. Applicable federal, state and local taxes will be withheld from this
				stipend payment. Grossing up the stipend to cover taxes is strictly
				prohibited.
Ohio Administrative Code › Title 3364 - University of Toledo › Chapter 3364-25 - Benefit Policies; Employment › Section 3364-25-20 - Employee assistance program

Current through all regulations passed and filed through July 1, 2024
(A)
								Policy
			 statement
The university of Toledo's employee
				assistance program ("EAP") offers confidential and professional care to
				employees and their families who are affected by a variety of personal
				problems, such as emotional stress, family problems, marital or financial
				difficulties, and substance abuse. We believe that with the assistance of an
				independent contracting organization providing employee assistance services,
				many problems can be successfully resolved before they begin to have an adverse
				effect on the individual at the workplace.
(B)
								Purpose of
			 policy
The purpose of the policy is to advise
				and educate employees about "EAP" and how to seek and utilize the services of
				the "EAP."
(C)
								Procedure
(1)
									Employees and/or dependents (spouse, children or a
			 member of the employee's household) are encouraged to voluntarily seek
			 assistance and utilize "EAP" when they believe a personal problem has become
			 unmanageable.
(2)
									An employee may be referred to "EAP" by oneself, family
			 member, co-worker, supervisor, or the department of human resources. However,
			 participation in "EAP" is voluntary and will remain the responsibility of the
			 employee. The decision to accept or reject assistance will not, of itself,
			 jeopardize his/her employment or advancement opportunities. A referral does not
			 mandate that the employee use the service.
(3)
									"EAP" discussions
			 and records of discussions or participation in "EAP" are considered privileged
			 communication protected by and only released under federal and state
			 confidentiality laws. Records of employee participation in "EAP" will not be
			 made part of the personnel records without written consent of the individual
			 receiving services.
(4)
									"EAP" is available to all employees and their family
			 members. It is recognized that problems with dependents and other family
			 members can adversely affect an employee's ability to function on the
			 job.
(5)
									Employees who are participating in "EAP" are expected
			 to meet existing job performance standards. Participation in "EAP" does not
			 exempt an employee from appropriate corrective action. However, it is intended
			 that this program will assist employees in resolving personal problems before
			 such problems can lead to work-related difficulties.
(6)
									The employee
			 should contact department of human resources for information on accessing
			 providers.
Ohio Administrative Code › Title 3364 - University of Toledo › Chapter 3364-25 - Benefit Policies; Employment › Section 3364-25-24 - Transfer of sick leave

Current through all regulations passed and filed through July 1, 2024
(A) Policy statement
The university of Toledo "the university" permits employees to
				accumulate sick leave and does not limit the amount of sick leave an employee
				may accumulate. The university permits, in certain circumstances, employees to
				transfer sick leave from other Ohio public employers.
(B) Purpose of policy
To provide procedures for transferring sick leave to the
				university.
(C) Procedure
(1) The university permits employees to earn
			 and accumulate sick leave without limit.
(2) A new employee who transfers from an Ohio
			 public agency to the university may be eligible, upon the employee's request,
			 to be credited with the employee's accumulated, unused sick leave credit from
			 another Ohio public agency. To transfer accumulated, unused sick leave credit
			 to the university, the following is required:
(a) The employee must be rehired within ten
			 years of the prior separation from state service (this period is tolled if the
			 employee held any elective public office, whether that was attained through
			 election or by appointment);
(b)
			 The employee must not have already converted the accumulated, unused sick leave
			 balance to cash;
(c) The employee
			 must notify the university's human resources department of the amount of
			 accumulated, unused, and unconverted leave and must provide reasonable
			 documentation in support of that claim. The university may seek additional
			 confirmation from the employee, the former employer, or both, before the
			 accumulated, unused sick leave is credited to the employee.
Ohio Administrative Code › Title 3364 - University of Toledo › Chapter 3364-25 - Benefit Policies; Employment › Section 3364-25-25 - Administrative leave

Current through all regulations passed and filed through July 1, 2024
(A) Policy statement
(1) The appointing authority may, in its
			 discretion, place an employee on administrative leave with or without pay.
			 Administrative leave with pay is to be used only in circumstances where the
			 health or safety of an employee or of any person or property entrusted to the
			 employee's care could be adversely affected. Compensation for administrative
			 leave with pay shall be equal to the employee's base rate of pay. The length of
			 administrative leave with pay is solely at the discretion of the appointing
			 authority, but shall not exceed the length of the situation for which the leave
			 was granted. Employees placed on paid administrative leave will continue to
			 accrue leave and service credit. An appointing authority may also grant
			 administrative leave with pay of two days or less for employees who are moved
			 in accordance with section 124.33 of the Revised Code.
(2) The appointing authority may, in its
			 discretion, place an employee on administrative leave without pay for a period
			 not to exceed two months, if the employee has been charged with a violation of
			 law that is punishable as a felony. If the employee subsequently does not plead
			 guilty to or is not found guilty of a felony with which the employee is charged
			 or any other felony, the appointing authority shall pay the employee at the
			 employee's base rate of pay, plus interest, for the period the employee was on
			 the unpaid administrative leave.
Ohio Administrative Code › Title 3364 - University of Toledo › Chapter 3364-25 - Benefit Policies; Employment › Section 3364-25-27 - Retirement program

Current through all regulations passed and filed through July 1, 2024
(A) Policy statement
This policy describes retirement programs and services that may
				be available to employees who retire from the university of Toledo "the
				university". Public employees within the state of Ohio participate in a
				retirement program with eligibility and conditions of retirement as prescribed
				by the Revised Code.
(B)
			 Retirement eligibility
University employees are public employees who are eligible to
				participate in one of the state of Ohio's retirement systems and in some cases,
				may be eligible to instead participate in an alternative retirement plan.
				Eligibility for retirement is dependent upon the rules of the state of Ohio
				retirement system or, if applicable, according to the terms of the alternative
				retirement plan document.
(C) Payment of sick leave at time of
			 retirement
Employees who retire from the university with a minimum of ten
				years state of Ohio service are eligible to receive accrued but unused sick
				leave as provided for under the Revised Code.
(D) The university of Toledo retirement
			 programs and services
Employees who retire from the university, and also have ten or
				more years of continuous service with the university may be eligible for
				additional programs or services. Any programs or services available to an
				employee who retires from the university are subject to the policies and
				procedures as defined by the appropriate department and are subject to change
				or discontinuation at any time. These services may include a fee or charge.
Ohio Administrative Code › Title 3364 - University of Toledo › Chapter 3364-25 - Benefit Policies; Employment › Section 3364-25-28 - Call back pay

Current through all regulations passed and filed through July 1, 2024
(A) Policy statement
Eligible non-bargaining unit, hourly employees who are called
				back to work shall be paid a minimum of three hours of pay regardless of the
				amount of time worked. Such hours shall be recognized as hours of work for
				purposes of overtime calculation.
(B) Purpose of policy
To provide procedures for call back and compensation of
				eligible non-bargaining unit hourly employees.
(C) Scope
This policy applies to hourly non-bargaining unit
				employees.
(D) Procedure
(1) The three hour call back provision of
			 this policy shall not apply when an employee continues to work after the
			 regular work schedule without leaving the work site or when an employee is
			 called into work early and continues to work into the regular work
			 shift.
(2) An employee called back
			 to work shall not be eligible to receive additional call back pay if called
			 back again within one hour after clocking out.
Ohio Administrative Code › Title 3364 - University of Toledo › Chapter 3364-25 - Benefit Policies; Employment › Section 3364-25-29 - Employee recognition awards

Current through all regulations passed and filed through July 1, 2024
(A) Policy statement
The university desires to establish program(s) allowing it to
				recognize exemplary performance of employees.
(B) Purpose of policy
To allow the university to recognize exemplary performance of
				employees.
(C) Procedure
The associate vice president
				and chief human resources officer or designee may establish
				and implement one or more programs for the recognition of exemplary performance
				of employees. The program must provide details for implementation of the
				employee recognition program, including but not limited to clearly defined
				eligibility standards, nomination process, eligible areas of recognition, a
				clear selection process explaining standards used to choose recipients, amount
				and type of award(s) available, funding, and any applicable restrictions.
				Divisions wishing to establish employee recognition awards must work with the
				vice president or designee to ensure that the program satisfies these and any
				other applicable requirements (such as collective bargaining agreements, tax
				obligations, etc.).
Ohio Administrative Code › Title 3364 - University of Toledo › Chapter 3364-25 - Benefit Policies; Employment › Section 3364-25-30 - Family and Medical Leave Act

Current through all regulations passed and filed through July 1, 2024
(A)
The university of Toledo is subject to
				the Family and Medical Leave Act (FMLA), a federal law enforced by the United
				States department of labor, and strives to comply with its FMLA
				obligations.
(B)
								Purpose of policy
To establish and notify employees of
				rules and procedures concerning FMLA leave. The university administers FMLA
				leave in accordance with the rights and restrictions in the FMLA statutes,
				regulations, and interpretive case law. The university of Toledo reserves the
				right to use any procedures or requirements permissible under law whether or
				not specifically mentioned in this policy. See
				29 U.S.C.
				2601, et seq. and 29 C.F.R. 825 for specific
				statutes and regulations governing the FMLA. To the extent the policy is silent
				on a matter, federal law will prevail.
(C)
								Scope
This policy applies to all university
				of Toledo campuses, the university of Toledo medical center and
				clinics.
At the university, a rolling
				twelve-month period is used measured backward from the date an employee uses
				any FMLA leave other than FMLA leave to care for a covered service
				member.
For FMLA leave taken to care for a
				covered service member, a twelve month period beginning on the first day the
				employee takes FMLA leave to care for a covered service member and ending
				twelve months after that date is used.
A workweek of FMLA leave is a prorated
				workweek based upon employment status, e.g., a forty-hour workweek for a
				full-time employee, or a twenty hour workweek for half-time employee (based on
				actual hours worked in the twelve weeks preceding the
				leave).
(D)
								Eligibility requirements
An employee must meet the following
				criteria to be eligible for FMLA leave:
(1)
									The employee must
			 have worked for the university for at least twelve months. Employee service
			 breaks of seven years or less will have the previous time of employment counted
			 towards the twelve-month eligibility requirement. Service breaks of employees
			 of seven years or more due to their fulfillment of national guard or reserve
			 military service obligations will have this time counted toward the twelvemonth
			 eligibility requirement. The university will comply with the Uniformed Services
			 Employment and Reemployment Rights Act (USERRA) when determining an employee's
			 eligibility for FMLA.
(2)
									The employee must have worked at least one thousand two
			 hundred and fifty hours in the twelve-month period immediately preceding the
			 commencement of leave.
(3)
									The employee must incur a qualifying
			 event.
(4)
									The employee must be able to document relationships.
			 For purposes of confirming a family relationship, the university may require
			 the employee giving notice of the need for leave to provide reasonable
			 documentation or statement of family relationship.
Ohio Administrative Code › Title 3364 - University of Toledo › Chapter 3364-25 - Benefit Policies; Employment › Section 3364-25-32 - Voluntary reduction in hours - salaried staff

Current through all regulations passed and filed through July 1, 2024
(A)
								Policy
			 statement
The university of Toledo recognizes
				that situations may arise in which an employee may need and may benefit from a
				temporary reduction in work hours. Only an appointing authority may authorize a
				voluntary reduction in hours upon a written request from an
				employee.
(B)
								Purpose of policy
This policy sets forth the guidelines
				for requesting a temporary reduction in work hours and resumption of full time
				status.
(C)
								Procedure
(1)
									Salaried employees of the university of Toledo may
			 request a temporary reduction in their work hours with a corresponding
			 reduction in salary. Employees may request a reduction to seventy-two hours,
			 sixty hours, or other agreed upon number of hours not to fall below forty hours
			 per pay period in those departments or areas where workloads permit. Any such
			 reduction in hours must be approved by the immediate supervisor, department
			 director or chairman, and appropriate vice president.
(2)
									Employees taking
			 a reduced schedule will maintain all medical, dental, drug, vision and life
			 insurance benefits in full force during this time; at their normal full-time
			 equivalent status. Employees are responsible for their (cost share) premiums at
			 their established full-time equivalent contribution level.
(3)
									Requests for
			 temporary reduction in hours may not be less than two months in duration with a
			 maximum of six months. Requests must be made as far in advance as practicable
			 and in writing to the immediate supervisor. The immediate supervisor must then
			 initiate a memorandum of approval, giving the specific effective dates of the
			 reduction in hours (beginning and ending), and submit to human resource and
			 talent development for approval from an appointing authority.
(4)
									Upon return to
			 full-time status the supervisor shall notify human resource and talent the
			 employees actual date of return.
(5)
									The university of
			 Toledo reserves the right to return the individual to the original employment
			 level with a minimum of two weeks notice. The employee retains the right to be
			 returned to the original employment level within two weeks after the receipt of
			 their written request.
(6)
									Sick leave and vacation will accrue pro-rated to hours
			 worked. Employees should contact "OPERS" to determine any effects on monthly
			 retirement service credit.
Ohio Administrative Code › Title 3364 - University of Toledo › Chapter 3364-25 - Benefit Policies; Employment › Section 3364-25-34 - Conflicts with collective bargaining agreements

Current through all regulations passed and filed through July 1, 2024
Policy statement:
Where the policies of the university of
				Toledo are in conflict with a collective bargaining agreement, the provisions
				of the collective bargaining agreement shall prevail, except when the
				provision(s) of the collective bargaining is not an appropriate subject of
				bargaining or where a statute or uncodified law prevails over a conflicting
				provision(s) of the collective bargaining agreement.
Ohio Administrative Code › Title 3364 - University of Toledo › Chapter 3364-25 - Benefit Policies; Employment › Section 3364-25-35 - Tuition waiver policy

Current through all regulations passed and filed through July 1, 2024
(A)
								Policy
			 statement
The university of Toledo is committed
				to providing a total compensation package that includes a tuition waiver
				benefit for eligible employees.
(B)
								Purpose of
			 policy
To set forth the eligibility criteria
				and procedures for the tuition waiver program at the university of Toledo for
				the fall, spring and summer semesters.
(C)
								Scope
Employees, spouses and dependents must
				be academically qualified to be eligible for the waiver as determined by their
				admission to the university of Toledo through the office of enrollment
				management. Tuition benefits for employees, spouses and dependents are solely a
				tuition waiver of university of Toledo and do not cover any additional fees or
				costs associated with instruction unless otherwise precluded by collective
				bargaining agreements.
(1)
									All main campus and health science campus benefit
			 eligible full-time and regular part-time (minimum twenty hours per week)
			 employees are eligible for tuition waiver effective the first semester
			 following date of hire and following successful completion of the probationary
			 period. The human resources department will verify employee eligibility.
(a)
										Employees are
			 eligible for maximum of eight credit hours of tuition per semester.
(i)
											Full-time
			 employees are eligible for one hundred per cent tuition waiver for
			 undergraduate courses. For graduate courses, the tuition waiver will cover the
			 program per credit hour tuition rate, not to exceed the non-specialized
			 graduate tuition per credit hour rate.
(ii)
											Part-time
			 employees are eligible for pro-rated tuition waiver according to their full
			 time employment ("FTE") status for undergraduate courses. For graduate courses,
			 the tuition waiver will cover the pro-rated program per credit hour tuition
			 rate, not to exceed the non-specialized graduate tuition per credit hour rate
			 according to FTE status.
(iii)
											Courses in the
			 doctorate of medicine program at the college of medicine are excluded from
			 coverage, as are any students enrolled as medical students.
(iv)
											The waiver
			 cannot be applied to coursework used for the J.D. program at the college of law
			 unless precluded by collective bargaining agreements. Employees who
			 matriculated into the J.D. program at the college of law prior to June 30, 2020
			 are eligible to continue to use the tuition wavier for college of law
			 coursework until they complete the program as long as they are continuously
			 enrolled and continuously employed by the university.
Ohio Administrative Code › Title 3364 - University of Toledo › Chapter 3364-25 - Benefit Policies; Employment › Section 3364-25-36 - Vacation policy

Current through all regulations passed and filed through July 1, 2024
(A) Policy statement
The university shall provide vacation leave for university
				non-union staff employees and non-union faculty employees with twelve
				month/fifty-two week appointments for time off with pay for vacation under the
				following schedules.
(B)
			 Purpose of policy
The purpose of this policy is to provide standardized practices
				and guidelines regarding earned paid time away from work.
(C) Guideline
(1) Hourly employees (non-union):
(a) Covered employees: employees covered
			 under this section include classified hourly (non-union) employees and
			 unclassified hourly (non-union) employees.
(b) Vacation accrual: vacation leave shall be
			 accrued and calculated as follows:
Completed years of service
Annual accrual
Accrual rate per pay period (based on full-time
						  status)
Maximum accrual
Maximum payout
Less than one year (fifty-two weeks)
eighty hours (ten days)
3.08
						  hours (.0385 per regular compensated hr)
eighty hours (ten days)
0
After one year through seven years
eighty hours (ten days)
3.08
						  hours (.0385 per regular compensated hr)
two hundred forty hours (thirty days)
two hundred forty hours (thirty days)
After seven years through fourteen
						  years
one hundred twenty hours (fifteen days)
4.64 hours (.058 per regular compensated
						  hour)
three hundred sixty hours (forty-five
						  days)
three hundred sixty hours (forty-five days)
After fourteen years through twenty-four
						  years
one hundred sixty hours (twenty days)
6.16 hours (.077 per regular compensated
						  hour)
four hundred eighty hours (sixty days)
four hundred eighty hours (sixty days)
After twenty-four years
two hundred hours (twenty-five days)
7.696 hours (.0962 per regular compensated
						  hr)
six hundred hours (seventy-five days)
six hundred hours (seventy-five days)
(c)
			 For purposes of determining years of service, employment with any state agency
			 or political subdivision of the state is to be counted after receipt of
			 verification (excluding student employment or employment with other
			 states).
(d) Vacation leave will
			 accrue based on regular compensated hours. Vacation leave will not accrue on
			 overtime hours for hourly staff.
(e) Accrual rate will be pro-rated for part
			 time employees based on actual regular compensated hours.
(f) At the time an employee changes accrual
			 levels based on service as defined in paragraph (C) (2) (b) of this rule, the
			 vacation balance in their holding account will be transferred into their
			 regular vacation balance up to the new maximum accrual.
(g) Vacation leave is not available until
			 after completion of probationary period (if applicable).
Ohio Administrative Code › Title 3364 - University of Toledo › Chapter 3364-25 - Benefit Policies; Employment › Section 3364-25-37 - Flexible spending account plan

Current through all regulations passed and filed through July 1, 2024
(A) Policy statement
The university of Toledo provides flexible spending account
				plan participation to eligible employees.
(B) Purpose of policy
The policy sets forth eligibility and enrollment
				procedures.
(C) Procedure
(1) All regular full time and part-time
			 employees who are employed at least fifty per cent full time equivalent full
			 time employee "FTE" may participate in a flexible spending account plan for out
			 of pocket medical expenses and/or dependent care expenses.
(2) Enrollment may become effective in
			 January or immediate when eligible as long as appropriate documentation is
			 submitted within thirty days of the new hire or qualifying event.
(3) Employees must elect or re-elect
			 participation annually.
Ohio Administrative Code › Title 3364 - University of Toledo › Chapter 3364-25 - Benefit Policies; Employment › Section 3364-25-38 - Insurance - health, life and disability; travel accident coverage; and dental, optical and prescription drug coverage

Current through all regulations passed and filed through July 1, 2024
Policy statement
The university of Toledo provides group
				health, life, disability, travel accident insurance coverage, and dental,
				optical, and prescription drug coverage as a benefit of employment for eligible
				employees and dependents. Full descriptions of benefits, eligibility, and
				procedures shall be maintained by the department of human
				resources.
Ohio Administrative Code › Title 3364 - University of Toledo › Chapter 3364-25 - Benefit Policies; Employment › Section 3364-25-39 - "COBRA" Consolidated Omnibus Budget Reconciliation Act regarding continuation of health coverage

Current through all regulations passed and filed through July 1, 2024
Policy statement
The university of Toledo complies with
				the requirements of the Consolidated Omnibus Budget Reconciliation Act
				("COBRA") regarding continuation coverage to eligible employees. The department
				of human resources shall provide notice to eligible employees as required by
				law. Full descriptions of continuation coverage, eligibility, and procedures
				shall be maintained by the department of human resources.
Ohio Administrative Code › Title 3364 - University of Toledo › Chapter 3364-25 - Benefit Policies; Employment › Section 3364-25-40 - On call pay

Current through all regulations passed and filed through July 1, 2024
(A) Policy statement
Human resources will identify departments or areas
				
									at the university of Toledo medical center (UTMC)
				that require on call coverage and will advise and coordinate with supervisors
				in those departments or areas.
(B) Purpose of policy
To provide procedures for maintenance of an on call schedule
				and compensation.
(C) Scope
This policy applies to hourly non-bargaining unit employees
				at
				UTMC.
(D) Procedure
(1) Supervisors in the identified departments
			 or areas will maintain an on call schedule for eligible employees and record
			 the time on the designated time keeping system. Such eligible employees will
			 receive two dollars per hour that they are scheduled to be on-call.
(2) Maintenance and safekeeping of any
			 electronic equipment of the University for notification purposes is the
			 responsibility of the employee to whom the equipment is issued.