reglab/statecodes huggingface dataset:
Ohio Administrative Code › Title 3341 - Bowling Green State University › Chapter 3341-4 - [Rescinded] Harrassment › Section 3341-4-05 - Retaliation

Current through all regulations passed and filed through July 1,
			 2024
(A)
								Policy statement and purpose
This policy is intended to educate the
				university community on how it is a violation of state and federal law and
				university policy to retaliate against anyone bringing forth a complaint of
				discrimination or harassment.
(B)
								Policy
Bowling Green state university is
				committed to providing faculty, staff, and students with an environment where
				they may pursue their careers or studies free from discrimination. The office
				of equity and diversity is responsible for administering the
				university's equal opportunity and anti-harassment policies. The office exists,
				in part, to ensure that all members of the university community understand
				their responsibility to create and maintain an environment free from
				discrimination and harassment.
The university pledges itself to the
				broad application of the Civil Rights Act of 1964, as amended, in particular
				Titles VI and VII, Executive Order 11246, Title IX of the Education Amendments
				of 1972, the Americans with Disabilities Act of 1990, Section 504 of the
				Rehabilitation Act of 1973, the Age Discrimination Act of 1975, the Vietnam Era
				Veterans' Readjustment Assistance Act of 1974, and Chapter 4112, of the Ohio
				Revised Code.
(C)
								Retaliation against members of the Bowling Green state
			 university community who exercise their right to file charges of discrimination
			 or harassment is strictly prohibited by state and federal law and university
			 policy. Retaliation is prohibited whether or not the charging party prevails in
			 the original charge. Subsequent to, or contemporaneous with the charge, no
			 agent of the university may harass, coerce, intimidate, or discriminate against
			 an individual who has filed a complaint or participated in the complaint
			 resolution process. Charges of retaliation will be investigated by the office
			 of equity and diversity.
(D)
								Investigations
			 will be handled on an individual, case-by-case, basis considering the complete
			 record and all relevant circumstances. Investigations will be conducted as
			 fairly and expeditiously as possible assuring confidentiality for both the
			 complainant and the respondent to the extent possible.
(E)
								Nothing in this
			 policy should be interpreted as interfering with the practice of academic
			 freedom at Bowling Green state university.
Date: January 1, 2014
Ohio Administrative Code › Title 3341 - Bowling Green State University › Chapter 3341-4 - [Rescinded] Harrassment › Section 3341-4-06 - Sexual harassment

Current through all regulations passed and
			 filed through July 1, 2024
(A)
								Policy statement
			 and purpose
It is the policy of Bowling Green state
				university that sexual harassment will not be condoned. This policy applies
				equally to faculty, administrative and classified staff, and students and is in
				keeping with the spirit and intent of guidelines on discrimination because of
				sex.
(B)
								Policy
(1)
									Definition
Unwelcome sexual advances, requests for
				sexual favors, and other verbal or physical conduct of a sexual nature
				constitute sexual harassment when:
(a)
										Submission to
			 such conduct is made either explicitly or implicitly a term or condition of an
			 individual's employment or academic pursuits.
(b)
										Submission to or
			 rejection of such conduct by an individual is used as the basis for employment
			 or academic decisions affecting such individual.
or
(c)
										Such conduct has the purpose or effect of unreasonably
			 interfering with an individual's employment or academic performance or creating
			 an intimidating, hostile or offensive working or educational
			 environment.
Ohio Administrative Code › Title 3341 - Bowling Green State University › Chapter 3341-4 - [Rescinded] Harrassment › Section 3341-4-07 - By-invitation appointments

Current through all regulations passed
			 and filed through July 1, 2024
(A)
								Policy statement
			 and purpose
It is the policy and practice of
				Bowling Green state university that an appropriate search will be conducted for
				all available positions. An appropriate search is one that conforms to the
				university's official hiring procedures for faculty, administrators and
				classified staff. These procedures were established pursuant to the
				university's affirmative action and EEO obligations, and are intended to assure
				full and fair consideration of all applicants for employment. It is recognized
				that there may be exceptional circumstances in which it would be in the
				university's interest to deviate from our standard search procedures. These
				circumstances, by virtue of their exceptional nature, will be
				rare.
(B)
								Policy
(1)
									Conditions warranting search waiver
(a)
										In cases where
			 the hiring unit has an opportunity to hire an exceptional individual whose
			 employment will add national or regional prestige and distinction to the
			 university.
(b)
										In cases where the hiring unit is underutilized and has
			 an opportunity to hire a minority or female individual whose employment will
			 enhance the diversity profile of the unit and the university.
(c)
										In cases where
			 the circumstances, such as unavailability of hiring personnel, or extenuating
			 time constraints will not permit the normal search to be conducted and an
			 acting or interim appointment is deemed inappropriate.
Ohio Administrative Code › Title 3341 - Bowling Green State University › Chapter 3341-5 - Administrative Staff Policies › Section 3341-5-01 - Accident reporting policy

Current through all regulations
			 passed and filed through July 1, 2024
(A)
								Policy statement
			 and purpose
To set out the university policy
				governing accident reporting by university faculty, employees and
				students.
(B)
								Policy
For any serious accident or injury that
				occurs on campus or as a part of an employee's work assignment. 911 is to be
				called. Any employee (faculty or staff) injury or campus accident, regardless
				of the judged severity, is expected to also be reported to environmental
				health
				and safety on the main campus or the office of budget and operations on the
				Firelands campus. Employees are to report injuries and/or accidents using the
				injury report form. This form, complete with all required signatures, is to be
				submitted within twenty-four hours of the accident and/or injury, environmental
				health
				and safety will conduct accident and injury investigations as
				needed.
Date: January 1. 2014
Ohio Administrative Code › Title 3341 - Bowling Green State University › Chapter 3341-5 - Administrative Staff Policies › Section 3341-5-02 - Acting/interim appointment

Current through all regulations passed and
			 filed through July 1, 2024
(A) Policy statement and purpose
The standard practice for filling vacant administrative
				positions at Bowling Green state university is to conduct as broad a search as
				possible, to attract the best qualified candidates, and to comply with the
				spirit and letter of equal employment opportunity legislation. In those
				situations where circumstances prohibit the utilization of a search process, an
				alternative staffing strategy is the appointment of an acting/interim
				replacement until an appropriate search can be conducted.
Situations that require appointing an individual in an acting
				or interim capacity represent an ideal opportunity to utilize women,
				minorities, veterans and the disabled in positions of increased
				responsibilities for both evaluative and professional developmental purposes.
				Strong efforts should be made to ensure that acting/interim appointments
				fulfill the university's goal of achieving a culturally diverse working and
				learning environment.
The purpose of this policy is to establish uniform procedures
				definitions and guidelines for the selection of acting and interim appointments
				at Bowling Green state university.
(B) Policy definitions
(1) Acting: A temporary appointment to a
			 position vacated by an incumbent who is expected to return to the position at
			 which time the acting appointment will return to his/her former
			 position.
(2) Interim: A temporary
			 appointment to a vacant position until a permanent appointment is
			 made.
Ohio Administrative Code › Title 3341 - Bowling Green State University › Chapter 3341-5 - Administrative Staff Policies › Section 3341-5-03 - Administrative staff compensation

Current through all regulations
			 passed and filed through July 1, 2024
(A)
								Policy statement
			 and purpose
In order for Bowling Green state
				university (BGSU) to attract and retain qualified administrative staff
				employees, it is BGSU's policy to maintain fair and competitive grade levels
				and pay ranges without regard to race, sex, sexual orientation, color, national
				origin, ancestry, religion, age, marital status, disability, status as a
				special disabled or Vietnam-era veteran, or genetic information.
(1)
									The purpose of
			 the administrative staff compensation plan is to establish a system that
			 reflects:
(a)
										
			 Relationships between positions and their worth
(b)
										The principles of
			 equitable compensation
(c)
										Competition with the external employment
			 market
Ohio Administrative Code › Title 3341 - Bowling Green State University › Chapter 3341-5 - Administrative Staff Policies › Section 3341-5-04 - Administrative staff termination and notice

Current through all
			 regulations passed and filed through July 1, 2024
(A)
								Policy statement
			 and purpose
To define the policy and procedure for
				the termination of employment of an adminstrative staff employee.
(B)
								Policy
			 scope
This policy applies to each
				administrative staff employee of bowling green state university except for an
				employee with an individually negotiated, written, bilateral contract of
				employment for a fixed term that contains a termination provision.
(C)
								Policy
An administrative staff employee is an
				at-will employee and may be involunatarily terminated at any time for cause or
				without cause.
(D)
								Involuntary termination without cause
(1)
									Notice
An adminstrative staff employee
				involuntarily terminated without cause may be terminated at any time. The
				university shall provide notice of the employment termination at least thirty
				days before the effective date of employment separation. For individuals hired
				before July 1, 2009 and consecutively employed by the university since then,
				the university shall provide this notie at least one hundred eighty days before
				the effective date of the employment separation.
(2)
									Procedure
Recommendations for termination without
				cause will be made by an appropriate supervisor to the employee's appointing
				authority. The appointing authority will issue the notice of
				termination.
(3)
									Financial exigency
If the president determines tha the
				university is facing an operating budget deficit that is so signigicant as to
				necessitate employee furloughs to achieve a balanced budget, the notice period
				for any administrative staff employee may be reduced to as few as fourteen
				days, regardless of length of service.
(4)
									Grant-funded
			 positions
The employment of an administrative
				staff employee whose position is funded by one or more grants is conditional
				upon the continuing receipt of grant funds by BGSU. If the grant funding
				becomes unavailable to BGSU, the individual's employment shall cease upon the
				cessation of funding with no advance notice of termination.
Ohio Administrative Code › Title 3341 - Bowling Green State University › Chapter 3341-5 - Administrative Staff Policies › Section 3341-5-08 - Contact with state/federal legislators and governmental agencies policy

Current through all regulations passed and filed through July 1,
			 2024
(A)
								Policy statement and purpose
To set out the rules and procedures
				governing official university interactions with state and federal legislators
				and governmental agencies by university employees and students.
(B)
								
			 Policy
It is university policy that all
				contact with state and federal legislators and governmental agencies be
				coordinated through the office of university relations and governmental
				affairs. That office, working with the president, is responsible for engaging
				in meaningful dialogue and relationships with government officials and agencies
				at the local, state and federal levels. Also inherent in those responsibilities
				is the task of communicating with members of the community on how employees can
				ethically and legally participate in the governmental process if they choose to
				do so.
Bowling Green state university
				encourages all students, faculty and staff to exercise their rights and duties
				as citizens to participate as private citizens and individuals in the
				governmental process. Federal and state laws, however, clearly distinguish
				between the political activities of individuals and those of tax-exempt
				institutions and governmental instrumentalities such as BGSU. Therefore, it is
				important for all employees of BGSU to abide by all governing legal principles
				in making contact with legislators and governmental agencies. Some policy
				guidelines follow:
(1)
									Use of university name/letterhead
(These guidelines apply when university
				employees contact state and federal officials or agencies for personal, not
				official university purposes.)
(a)
										BGSU
			 faculty/staff should not allow their own names to be used in ways that state or
			 imply university endorsement.
(b)
										It should be
			 clearly understood that opinions expressed by a faculty or staff member are the
			 opinions of the individual and not an official position of the
			 university.
(c)
										Use of the university letterhead, address, e-mail
			 system or other identification that might associate the content and conclusion
			 of the document with the university should be avoided. University/departmental
			 letterhead and/or e-mail systems should be reserved for correspondence
			 regarding university affairs.
(d)
										You may state in
			 the body of your message what your affiliation is with BGSU (for identification
			 purposes only) but you cannot directly state or indirectly imply that you are
			 writing in your capacity as a BGSU employee. It should be made clear you are
			 expressing your view as a private citizen
Ohio Administrative Code › Title 3341 - Bowling Green State University › Chapter 3341-5 - Administrative Staff Policies › Section 3341-5-10 - Disability/reasonable accommodation policy

Current through all regulations
			 passed and filed through July 1, 2024
(A)
								Policy statement
			 and purpose
To provide for the reasonable
				accommodations of persons with disabilities in compliance with the
				law.
(B)
								Policy
Section 504 of the Rehabilitation Act
				of 1973 and the Americans with Disabilities Act of 1990 established the
				principle that no otherwise qualified disabled individual will be treated in an
				unequal manner or be discriminated against under any entity, program or
				activity receiving federal financial assistance. This legislation applies to
				BGSU faculty, classified and administrative staff, and students.
Determining that an individual is
				disabled within the applicable federal or state law is only the first step
				towards determining that he or she is protected under those laws. Federal laws
				covering persons with disabilities protect individuals who are "otherwise
				qualified." This means that a disabled employee must be able to perform the
				"essential functions" of the job, with or without reasonable
				accommodation.
A disability is defined as having a
				physical or mental impairment which substantially limits one or more major life
				activity, having a record of such an impairment, or being regarded as having
				such an impairment. Employees who feel that they have a disability as defined
				above should take the following steps to ensure that their needs are met to the
				extent possible under ADA guidelines so that BGSU is in compliance with federal
				law.
(1)
									Employees with a disability should speak with the immediate
			 supervisor and/or the director of disability resources to make them aware of
			 the perceived disabling condition.
(2)
									The director of
			 disability resources will meet with the individual, the work supervisor and
			 appropriate HR representative to discuss the employment concern and clarify the
			 procedures for establishing a reasonable accommodation.
(3)
									The employee will
			 participate in a job analysis. With permission, the attending physician will be
			 contacted to review the job analysis and provide an opinion on the employee's
			 ability to perform the job duties as outlined. The physician will also be asked
			 to complete a physical capacities form. In some instances an independent
			 physician may be asked to perform these evaluations.
(4)
									The employee
			 will, then, participate in discussions to determine what reasonable
			 accommodations will be made to allow performance of the "essential functions"
			 of the job. The information from the physician will inform these
			 discussions.
Date: January 1, 2014
Ohio Administrative Code › Title 3341 - Bowling Green State University › Chapter 3341-5 - Administrative Staff Policies › Section 3341-5-11 - Disciplinary policy

Current through all regulations passed and
			 filed through July 1, 2024
(A)
								Policy statement
			 and purpose
To set out the policy governing
				discipline of non-represented administrative and classified
				employees.
(B)
								Policy
(1)
									At Bowling Green state university, there are occasions
			 when employees fail to meet performance standards or to abide by university
			 policies, procedures, and rules governing appropriate conduct on the job. In
			 order to deal with such situations in a fair and consistent manner, the
			 university has developed a disciplinary policy and procedure designed to
			 improve productivity and morale, and not merely to punish. The disciplinary
			 policy and procedure is designed so that:
(a)
										Management will
			 respond in a consistent and predictable manner if an employee violates the
			 rules.
(b)
										Disciplinary matters will be handled in a confidential
			 and expeditious manner.
(c)
										Employees will be told what is expected of them and the
			 possible consequences if they do not live up to performance
			 expectations.
(d)
										Employees will be disciplined progressively except for
			 instances where the seriousness of the offense may warrant bypassing one or all
			 steps (e.g., the illegal use of drugs, etc.).
(e)
										Discipline will
			 be based on facts and not hearsay or opinion.
(f)
										Employees can
			 appeal disciplinary actions through the university's internal grievance
			 procedure or through the state personnel board of review.
Ohio Administrative Code › Title 3341 - Bowling Green State University › Chapter 3341-5 - Administrative Staff Policies › Section 3341-5-15 - Leave without pay

Current through all regulations passed and filed
			 through July 1, 2024
(A)
								Policy statement and purpose
To set out the policy for
				non-represented administrative and classified staff to apply for leave without
				pay.
(B)
								Policy
(1)
									Application for leave without pay may be made for a
			 variety of reasons. Administrative or classified staff who have exhausted sick
			 leave, vacation and personal leave, but who are still unable to return to work
			 due to illness, may be eligible for leave without pay.
(2)
									The opportunity
			 to participate in an educational experience such as a Fulbright appointment,
			 the desire to work full-time on a degree program or the opportunity to
			 participate in a field experience related to one's position at Bowling Green
			 state university, or a compelling personal reason could also support an award
			 of a leave without pay.
(3)
									Administrative and classified staff who seek a leave
			 without pay must obtain a request form through the g) office of ftuman
			 Resources. The request requires, at a minimum, the approval of the immediate
			 and area supervisors.
(4)
									In no case is an approval of a request for a leave
			 without pay an automatic procedure. Each case is judged by its merits and the
			 impact the absence would have on the effectiveness of the unit and on the
			 mission of the university.
Date: January 1, 2014
Ohio Administrative Code › Title 3341 - Bowling Green State University › Chapter 3341-5 - Administrative Staff Policies › Section 3341-5-16 - Military duty leave

Current through all regulations passed and
			 filed through July 1, 2024
(A) Policy statement and purpose
To ensure compliance with the Uniformed Services Employment and
				Re-employment Rights Act (USERRA), the Ohio Revised Code, and the Ohio
				Administrative Code for military leave.
(B) Policy
Bowling Green State university's policy on military duty leave
				covers all employees, 
				administrative and classified staff. Those who are called to duty are covered
				by the Uniformed Services Employment and Re-employment Rights Act (USERRA), the
				Ohio Revised Code, and the Ohio Administrative Code related to military duty.
				For information on the specific details for coverage for those needing military
				leave, contact the office of human resources.
Ohio Administrative Code › Title 3341 - Bowling Green State University › Chapter 3341-5 - Administrative Staff Policies › Section 3341-5-18 - Leave bank program

Current through all regulations passed and
			 filed through July 1, 2024
(A) Policy statement and purpose
The leave bank program is a voluntary program of paid leave
				given to an eligible employee that allows them to remain in a paid status while
				
									affected by or being present for a
				
									qualified family member who is affected by a
				serious/severe illness or injury as defined in this
				policy.
The leave bank program allows an eligible donor to contribute
				accrued sick leave hours to the leave bank (the
				bank) for the benefit of recipients who want to withdraw from the bank.
				Donation requirements are subject to the exceptions in
				paragraph (C)(3) of this rule.
A recipient is an employee who (or whose
				qualified family member) is suffering from a
				serious illness, injury, or other qualifying event as defined in this policy,
				and who has exhausted their own paid leave (vacation, sick, personal, and compensatory time off) and requested
				to withdraw leave hours from the bank. Donated leave hours support the
				continuation of the recipient's normal salary for a longer period than would
				otherwise be possible, thus easing the financial impact of that illness or
				injury.
To ensure confidentiality, when a recipient qualifies to
				withdraw from the bank, the recipient will remain anonymous to the members of
				the leave bank committee and any questions are to be directed to the
				
									chief human resources 
									officer or designee.
The use of any donated leave will run concurrently with a
				recipient's family medical leave (FML), if applicable.
(B) Policy definitions
(1) Donor: an
			 eligible employee who wants to donate hours to the bank and who meets all
			  the following criteria:
(a) Is eligible to accrue sick
			 leave;
(b) Is employed in a
			 position that is partially or wholly funded through general, university
			 foundation, or auxiliary funds (not
			 grant-funded); and
(c) Has a
			 minimum of and will maintain a balance of one
			 hundred twenty hours of accrued 
										paid leave of all types (prorated on the basis of
			 a full time equivalent of seventy-two hours - equal to a FTE) after having
			 donated a minimum of eight sick leave hours to
			 the bank.
Ohio Administrative Code › Title 3341 - Bowling Green State University › Chapter 3341-5 - Administrative Staff Policies › Section 3341-5-19 - Performance evaluation non-represented employees

Current through
			 all regulations passed and filed through July 1, 2024
(A)
								Policy statement
			 and purpose
To set out the procedure governing the
				annual performance evaluation process for non-represented university
				employees.
(B)
								Policy
Non-represented employees at BGSU are
				expected to participate in annual performance reviews. Because evaluations
				provide for a systematic review and evaluation of the work of each employee,
				they are to be conducted on an annual basis regardless of whether or not merit
				dollars are available.
The systems of evaluation governed by
				this policy are those for administrative staff and classified
				staff.
The time frame for the period under
				review for each category of employee differs and reviewers should consult human
				resources before beginning to confirm the process prescribed for the current
				review period.
Date: January 1, 2014
Ohio Administrative Code › Title 3341 - Bowling Green State University › Chapter 3341-5 - Administrative Staff Policies › Section 3341-5-22 - Religious accommodation

Current through all regulations passed and filed
			 through July 1, 2024
(A)
			 Policy statement and purpose
To set out the university policy governing the accommodation of
				religious observances by university employees .
(B)
			 Policy
It is the policy of the university to comply with the
				applicable provisions of state and federal law governing the religious
				accommodation. Title VII of the Civil Rights Act of 1964 prohibits employers
				from discriminating on the basis of religion and requires that they take steps
				to accommodate the religious practices and needs of their employees. At BGSU,
				all employees, faculty, administrative and classified staff, are to be granted
				a two-hour release time period to attend any religious service or to meet a
				religious need that occurs during normal working hours. There may be no loss of
				compensation, vacation or personal time for this period.
(1) Religious practice or need is defined
			 broadly to include moral or ethical beliefs as to what is right and wrong that
			 are sincerely held by the individual person with the strength of traditional
			 religious views. Arrangements for a religious practice must be made in advance
			 with the employee's immediate supervisor. The university will make good faith
			 efforts to provide a reasonable accommodation of an employee's sincerely held
			 religious belief, unless the university believes such an accommodation would
			 create an undue hardship.
(2) It is
			 recognized that in some instances religious observances occur on days that have
			 not been designated as legal holidays by state or federal law. Arrangements
			 relative to time off, such as rearranging a work schedule, are to be mutually
			 agreed upon by the employee and the immediate supervisor. If arrangements
			 relative to the exchange of time cannot be reasonably made without resulting in
			 undue hardship, the excess time the individual is excused must be taken as
			 vacation, personal leave, or leave without pay. Supervisors are encouraged to
			 be flexible in the application of this policy and to make reasonable
			 accommodation unless such an accommodation would clearly cause "undue hardship"
			 in the conduct of university business.
Ohio Administrative Code › Title 3341 - Bowling Green State University › Chapter 3341-5 - Administrative Staff Policies › Section 3341-5-23 - Resignation and exit interview

Current through all regulations passed
			 and filed through July 1, 2024
(A) Policy statement and purpose
To set out the policy governing the resignations of certain
				non-represented employee groups and the conducting of exit interviews.
(B) Policy
All faculty, administrative and classified staff who terminate
				employment with BGSU are asked to give, in writing, a reasonable notification
				of their plans. Two weeks' notice is standard for classified staff and one
				month's notice is standard for administrative staff. Faculty
				
				are asked to give at least three months notification
				prior to the end of the academic year as per the
				collective bargaining agreement between the university and the BGSU faculty
				association-AAUP.
(1) All employees are expected to return
			 university-owned property and equipment (library books, keys, etc.) and to
			 clear up any financial obligations they may have with the university.
(2) All employees are asked to complete an
			 exit interview. The office of human resources conducts these interviews for
			 administrative staff and classified staff; the office of the provost conducts
			 them for faculty and faculty administrators. The interview will cover the
			 status of insurance, retirement, and other benefits upon termination, and
			 instructions about the return of identification cards, parking decals, keys and
			 other property belonging to the university. A fee may be deducted from the
			 employee's last payroll check in the event that university identification
			 cards, keys, telephone cards, uniforms, and parking decals, etc., are not
			 returned. Failure to return other university property, including library
			 materials, will be dealt with on an individual basis.
(3) It is the responsibility of the
			 employee's immediate supervisor to verify the unused sick leave balance for the
			 employee at time of termination and forward that information to the office of
			 human resources. The supervisor should inform the president, the appropriate
			 vice-president or dean, of the date of termination and balance of unused
			 vacation time to be paid to the employee so steps can be taken to remove the
			 individual from payroll.
Ohio Administrative Code › Title 3341 - Bowling Green State University › Chapter 3341-5 - Administrative Staff Policies › Section 3341-5-26 - Stand-by pay

Current through all regulations passed and filed
			 through July 1, 2024
(A)
								Policy statement and purpose
The Fair Labor Standards Act requires
				that compensation be provided to hourly employees who are required to carry a
				cell phone and respond to calls for service. This policy establishes the
				criteria for receiving "Stand-by" pay.
(B)
								Policy
(1)
									Maintenance and
			 trades employees who are designated as required to "stand-by" and required to
			 carry a university issued cell phone and respond to calls for service as a
			 condition of their position will be compensated according to the established
			 guidelines. Questions regarding the guidelines can be directed to the office of
			 human resources. Conditions which qualify an employee for the additional
			 compensation are as follows:
(a)
										Employees designated as "stand-by" must carry a
			 university issued cell phone and respond to calls for service within thirty
			 minutes of receipt of a call.
(b)
										Employees must be
			 available within thirty driving minutes from the university.
(c)
										Employees must be
			 able and available for work and must refrain from the use of alcohol or
			 prescription medications which may render them unable to perform the duties of
			 their job.
Ohio Administrative Code › Title 3341 - Bowling Green State University › Chapter 3341-5 - Administrative Staff Policies › Section 3341-5-28 - Violence in the workplace

Current through all regulations passed and
			 filed through July 1, 2024
(A)
								Policy statement
			 and purpose
The purpose of this policy is to
				support a safe environment for all Bowling Green state university employees
				clear of acts of violence, threats of violence, or intimidation.
(B)
								Policy
Bowling Green state university has a
				very clear policy that acts of violence, threats of violence, or intimidation
				will not be tolerated among its employees (faculty, administrative and
				classified staff) while engaged in the work they were hired to do. The
				university recognizes the importance of providing a safe environment for all of
				its employees. In this community, victims/survivors will be treated with
				dignity and respect. Any persons found in violation of this policy may be
				subject to disciplinary action. Violators may also be subject to criminal
				prosecution. For purposes of this policy, violence shall be defined
				as:
(1)
									
			 Any exercise of force against another person or against property that could
			 result in physical or emotional harm.
(2)
									Any threats of
			 violence including any verbal or non-verbal communication that inflict
			 harm.
(3)
									Intimidation including any verbal or non-verbal act
			 towards another person, the purpose of which may be to coerce, and the result
			 of which could cause the other person to fear for their safety or the safety of
			 others.
In many situations, these actions could
				also rise to the level of criminal acts under the Ohio Revised Code. Acts
				defined in this section include, but are not limited to, physical assault or
				abuse, sexual assault or abuse, stalking, verbal or other threats of physical
				or sexual assault, threats that may include a weapon, and damage or destruction
				of another's property. BGSU is committed to providing education, prevention,
				advocacy, intervention, and support services which address acts of violence,
				threats of violence, and intimidation. In addition, the university collaborates
				with community agencies and professionals in providing services and referrals.
				All members of the university community are asked to report violations of the
				policy on violence in the workplace to appropriate authorities.
Additional information on the violence
				in the workplace policy may be found in the classified staff handbook, the
				administrative staff handbook and the charter's faculty handbook.
Date: September 2004
Ohio Administrative Code › Title 3341 - Bowling Green State University › Chapter 3341-5 - Administrative Staff Policies › Section 3341-5-30 - Independent contractors policy

Current through all regulations
			 passed and filed through July 1, 2024
(A)
								Policy statement
			 and purpose
The purpose of this policy is to
				prescribe guidelines for obtaining the services and compensating an independent
				contractor at Bowling Green state university under the conditions established
				by the IRS. It is the intent of university to classify individuals as
				independent contractors only when there is a reasonable basis for such
				determination.
(B)
								Policy
(1)
									Eligibility.
(a)
										Individuals
			 classified as independent contractors are not eligible for any employee
			 benefits, are not covered by worker's compensation, and pay for services is
			 also not subject to income tax withholding.
(b)
										Individuals who
			 are currently employed with Bowling Green state university may not be paid as
			 an independent contractor.
(c)
										Individuals who
			 have been employed with Bowling Green state university may not be paid as an
			 independent contractor in the same calendar year that they were an employee
			 holding the same position, with the same duties.
Ohio Administrative Code › Title 3341 - Bowling Green State University › Chapter 3341-5 - Administrative Staff Policies › Section 3341-5-31 - Programs and activities with minor participants

Current through all
			 regulations passed and filed through July 1, 2024
(A)
								Policy statement
			 and purpose
(1)
									 As part of its educational mission. Bowling Green state
			 university (BGSU) sponsors many programs and activities that are specifically
			 for minor children or in which minor children participate. The university also
			 makes its facilities available to outside groups and organizations that conduct
			 programs directed towards or that include minor children. BGSU is committed to
			 providing a safe environment for all members of the university community as
			 well as all those who participate in programs and activities on campus or who
			 use or visit campus facilities. Because minor children are a particularly
			 vulnerable population, this policy has been adopted to address the special
			 concerns when minor children participate in university sponsored activities or
			 other activities utilizing university facilities.
While the primary purpose of this
				policy is to protect minor children, adherence to this policy will also serve
				to protect members of the university community and other adults participating
				in programs involving minors from false allegations of abuse.
In addition to the requirements of this
				policy, employees and volunteers must adhere to obligations that may be imposed
				by applicable law, including but not limited to the Revise code sections
				2151.421 and
				2921.22 of the Revise code.
Ohio Administrative Code › Title 3341 - Bowling Green State University › Chapter 3341-5 - Administrative Staff Policies › Section 3341-5-32 - Bonus policy

Current through all regulations passed and
			 filed through July 1, 2024
(A)
								Policy statement
			 and purpose
Exemplary job performance that well
				exceeds the usual expectations for the position should be encouraged,
				recognized and rewarded. The university adopts this policy to govern the
				awarding of one-time, lump-sum compensation that is outside of base salary or
				wages to reward exemplary performance.
(B)
								Policy
(1)
									
			 Eligibility
To be eligible for a bonus under this
				policy a recipient must:
(a)
										Be an active, full-time or permanent part-time employee
			 of the university.
(b)
										Not have received any disciplinary action for the
			 previous year.
(c)
										Completed the probationary period, if classified
			 staff.
Ohio Administrative Code › Title 3341 - Bowling Green State University › Chapter 3341-5 - Administrative Staff Policies › Section 3341-5-38 - Sexual harassment

Current through all regulations passed and
			 filed through July 1, 2024
(A)
								Policy statement
			 and purpose
It is the policy of Bowling Green state
				university that sexual harassment will not be condoned. This policy applies
				equally to faculty, administrative and classified staff, and students and is in
				keeping with the spirit and intent of guidelines on discrimination because of
				sex.
(B)
								Policy
(1)
									Definition
Unwelcome sexual advances, requests for
				sexual favors, and other verbal or physical conduct of a sexual nature
				constitute sexual harassment when:
(a)
										Submission to
			 such conduct is made either explicitly or implicitly a term or condition of an
			 individual's employment or academic pursuits,
(b)
										Submission to or
			 rejection of such conduct by an individual is used as the basis for employment
			 or academic decisions affecting such individual, or
(c)
										Such conduct has
			 the purpose or effect of unreasonably interfering with an individual's
			 employment or academic performance or creating an intimidating, hostile or
			 offensive working or educational environment.
Ohio Administrative Code › Title 3341 - Bowling Green State University › Chapter 3341-5 - Administrative Staff Policies › Section 3341-5-39 - By-invitation appointments

Current through all regulations passed
			 and filed through July 1, 2024
(A) Policy statement and purpose
It is the policy and practice of Bowling Green state university
				that an appropriate search will be conducted for all available positions. An
				appropriate search is one that conforms to the university's official hiring
				procedures for faculty, administrators and classified staff. These procedures
				were established pursuant to the university's affirmative action and EEO
				obligations, and are intended to assure full and fair consideration of all
				applicants for employment. It is recognized that there may be exceptional
				circumstances in which it would be in the university's interest to deviate from
				our standard search procedures. These circumstances, by virtue of their
				exceptional nature, will be rare.
(B) Policy
(1) Conditions warranting search waiver
(a) In cases where the hiring unit has an
			 opportunity to hire an exceptional individual whose employment will add
			 national or regional prestige and distinction to the university.
(b) In cases where the hiring unit is
			 underutilized and has an opportunity to hire a minority or female individual
			 whose employment will enhance the diversity profile of the unit and the
			 university.
(c) In cases where the
			 circumstances, such as unavailability of hiring personnel, or extenuating time
			 constraints will not permit the normal search to be conducted and an acting or
			 interim appointment is deemed inappropriate.
Ohio Administrative Code › Title 3341 - Bowling Green State University › Chapter 3341-5 - Administrative Staff Policies › Section 3341-5-40 - Parental leave

Current through all regulations passed and
			 filed through July 1, 2024
(A)
								Policy statement
			 and purpose
As part of its efforts to foster a
				workplace in which professional success can be achieved while maintaining a
				quality personal and family life, the university supports employees and their
				families with leave opportunities for new parents. The purpose of parental
				leave is to promote work-life balance by providing time for parents to care for
				and bond with their newborn, newly-adopted, or newly-fostered
				child.
All requests for leave under this
				policy must follow the procedures outlined in this policy. The university will
				make appropriate arrangements to cover the duties of the employee while the
				employee is on parental leave.
(B)
								Policy
			 scope
This policy applies to full time,
				benefit-eligible employees of BGSU who have at least twelve months of
				continuous service with BGSU before the birth, adoption, or foster care
				placement for which parental leave is requested.
(C)
								Definitions
(1)
									Benefit-eligible
An employee is benefit-eligible if they
				are eligible to enroll in a BGSU health insurance plan.
(2)
									Qualifying
			 event
The term "qualifying event" means the
				birth of a child or the adoption or foster care placement of a child who is
				less than six years of age. Adoption of a stepchild is not a qualifying
				event.
Ohio Administrative Code › Title 3341 - Bowling Green State University › Chapter 3341-5 - Administrative Staff Policies › Section 3341-5-43 - Reduction in workforce for classified employees

Current through all regulations passed and filed
			 through July 1, 2024
(A)
			 Policy statement and purpose
The university seeks to provide stable employment; however,
				conditions may arise when a reduction in workforce may occur. This policy is
				meant to assure that a reduction in workforce is administered without
				prejudice, equitable to employees, and minimizes disruption to employees and
				the university business operations.
(B) Policy scope
This policy applies to classified staff employees of Bowling
				Green state university.
(C)
			 Policy definitions
For purposes of this policy, each of the following functional
				areas of the university is a "work unit":
(1)
									Academic affairs
(2)
									Enrollment
			 management
(3)
									Finance and administration
(4)
									Community
			 well-being, student engagement and success, inclusion and belonging,
			 athletics
(5)
									University advancement and all other remaining areas
			 that report through the president's office
(6)
									Firelands
			 campus
Ohio Administrative Code › Title 3341 - Bowling Green State University › Chapter 3341-5 - Administrative Staff Policies › Section 3341-5-44 - Flexible work and remote work

Current through all regulations passed
			 and filed through July 1, 2024
(A)
								Policy statement
			 and purpose
Alternative work arrangements such as
				flexible work and remote work can result in improved productivity, recruitment
				and retention of skilled staff, and improved employee satisfaction. These
				arrangements can provide employees with increased versatility in work schedule
				or location while allowing the university to maintain a progressive and
				productive work environment.
The university encourages employees and
				managers to work collaboratively to align expectations for any alternative work
				arrangements. Alternative work arrangements are a discretionary benefit to
				eligible employees and should not be viewed as automatic or
				permanent.
(B)
								Policy scope
Flexible and remote work may apply to
				any administrative or classified staff position except those covered by a
				collective bargaining agreement.
Temporary, non-routine adjustments to a
				work schedule to address occasional needs do not constitute flexible work or
				remote work and are not covered by this policy. Such temporary, non-routine
				adjustments may be made with supervisory permission at management's
				discretion.
(C)
								Introduction
(1)
									Flexible
			 work
Flexible work arrangements, as
				described in this policy, may include adjustments to work hours. They may also
				include adjustments to work location for one or two days a week.
(2)
									Remote
			 work
Arrangements in which an employee
				regularly works off-campus more than two days a week are considered to be
				remote work. A remote work arrangement may be for the convenience of the
				employer or at the approved request of the employee.
Ohio Administrative Code › Title 3341 - Bowling Green State University › Chapter 3341-6 - Compliance with Occupational Safety and Health Standards › Section 3341-6-01 - Accident reporting

Current through all regulations passed and
			 filed through July 1, 2024
(A)
								Policy statement
			 and purpose
It is Bowling Green state university's
				policy to comply with occupational safety and health standards of the Ohio
				Public Employees Risk Reduction Act and all applicable federal, state, and
				local rules, regulations, and directives.
(B)
								Policy
For any serious accident or injury that
				occurs on campus or as a part of an employee's work assignment, 911 is to be
				called. Any employee (faculty or staff) injury or campus accident, regardless
				of the judged severity, is expected to also be reported to environmental
				health
				and safety on the main campus or the office of budget and operations on the
				Firelands campus. Employees are to report injuries and/or accidents using the
				injury report form available for downloading at
http://www.bgsu.edu/offices/envhs
. This form, complete with all required signatures, is to be
				submitted within twenty-four hours of the accident and/or injury. Environmental
				health & and safety will conduct accident and injury investigations as
				needed.
Additional information on the accident
				reporting policy may be found in the classified staff handbook. There is no
				information on this policy in the administrative staff handbook or the
				charter's faculty handbook although the policy applies to both faculty and
				administrative staff as well.
Date: July 1, 2014