Current through all regulations passed and filed through September 16, 2024
(A) Accidents and injuries on the job.
(1) Any work related injury or illness, no
matter how minor, must be reported to the employee's supervisor, as soon as
possible. The supervisor will, after attending to the injury, make a report of
the incident and submit it to the office of environmental health and
occupational safety. An investigation of the accident may be conducted by the
director, environmental health and occupational safety.
(2) Each university staff employee is
protected by the provisions of the worker's compensation law of Ohio which
covers expenses for medical care as well as certain compensation benefits in
lieu of salary loss. For work related illnesses and injuries, medical care
costs are not covered by the university group health plan.
(B) Appointing authority.
"Appointing authority" means the officer having the power of
appointment to, removal from, audit, reduction or suspension of positions or
employees in any office, department, or unit within the
institution.
(C)
Audits/position classification.
(1) A
classified employee or an employee's supervisor may request a review of the
employee's position from the university appointing authority. Upon receipt of a
signed, written request for a position audit, the appointing authority will
forward a position description/audit questionnaire. The completed
questionnaire, reviewed and signed by the appropriate administrative unit head,
dean/director, and vice president, should be forwarded to the appointing
authority for review. An audit may result in a higher, lower, lateral or no
reclassification. An employee who is not satisfied with the results of the
audit may request a review of the original determination. This review must be
requested in writing to the appointing authority, who may request additional
information and/or perform a desk audit. After review and final determination
by the appointing authority, a classified employee may within thirty days of
such final notification, appeal the audit results to the state personnel board
of review.
(2) Requests for audits
of a position, from either the incumbent or the appointing authority, may not
be requested more than once a year. A classified employee may request only one
position audit per year unless the employee provides, at the time of the
request, documentation showing that the duties of the position have been
substantially changed since the date of the completion of the previous audit.
The "one-year period" is defined as one calendar year from the date which
appears on the original notification letter of the most recent position
audit.
(3) Unclassified staff
employees should refer to the position and salary administration program for
information on audits/position classification.
(D) Breaks.
Although rest periods are not officially provided for under
state civil service laws, departments may allow two fifteen-minute breaks
during each eight hour day. The first break is generally taken mid-morning; the
second is taken mid-afternoon. Supervisors will determine whether such breaks
would hinder efficient departmental operation at certain times. Breaks are a
privilege rather than a right; misuse of break periods or over-extending them
may result in this privilege being revoked. Unused break periods are not
cumulative, and may not be used to arrive late or leave work
early.
(E) Discipline and
discharge.
(1) At the university of Akron,
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
procedures designed to improve productivity and morale, and not merely to
punish. The disciplinary program will assure employees of the following:
(a) The university 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 (i.e. illegal use of
drugs).
(e) The 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.
(2) Disciplinary action is normally
progressive in nature; that is, repetitions of causes for disciplinary action
or a combination of offenses should lead to application of more serious
disciplinary sanctions. Some actions, because of their seriousness, represent a
threat to the safety and well-being of the individual, other employees, or
students or to university operations, (i.e. use of illegal substances, absence
in excess of three days without notification, etc.) and may warrant bypassing
one or all steps of the disciplinary procedures. The following defines and
outlines the suggested sequence of the various disciplinary actions.
(a) A verbal warning is an oral discussion
between a supervisor and an employee who fails to meet performance standards or
exhibits unsatisfactory behavior. Verbal warnings are generally issued for
minor offenses and should be considered by the employee as a clear indication
that a repetition of the offense may call for more serious disciplinary action.
When a verbal warning is issued, the supervisor should take immediate
constructive steps to help the employee avoid a reoccurrence of the
offense.
(b) A written warning is
more serious than a verbal warning and may become a permanent part of the
employee's official record. A written warning is issued if the required
corrective behavior from a previous verbal warning(s) is not exhibited within
the specified time limits, or if the offense is of a serious nature. A copy of
the written warning is given to the employee and the original is forwarded to
personnel services to be placed in the employee's official file. When a written
warning is issued, the supervisor should take immediate constructive steps to
help the employee avoid a reoccurrence of the offense.
(c) Continued unsatisfactory performance or
the commission of a serious offense may serve as the basis for more severe
disciplinary actions beyond a verbal or written warning. A suspension without
pay can vary from one day to several weeks or months. A suspension is designed
to give an employee some time to think over the seriousness of the offense and
it is hoped that the employee will make a commitment to better behavior or
performance in the future.
(d) A
reduction in pay and or position may be on a permanent or temporary basis.
Demotions are for situations in which an employee has been promoted and cannot
handle the job or is no longer able to perform the regular duties in a
competent manner. A removal is the most serious penalty that can be imposed and
should be used with care in the event that a previous progressive discipline
has not achieved the corrective behavior or when a serious offense has been
committed.
(3) A staff
member may be disciplined, suspended, discharged, or reduced in pay or position
for the following types of unsatisfactory conduct: incompetence, inefficiency,
dishonesty, drunkenness, immoral conduct, insubordination, discourteous
treatment of the public, neglect of duty, failure of good behavior, or any acts
of misfeasance, malfeasance, or nonfeasance.
(F) Employee records.
(1) Necessary job-related and personal
information about each staff employee will be retained in an official personnel
file maintained by and in human resources. The contents of each file will
include: basic identifying information (name, address, and job title),
completed employment application or other hiring related documents, notices of
pay changes, information on benefit coverage, performance evaluations and
information on other employment related actions (promotions, training,
disciplinary, etc.), and other job related information deemed essential by the
university. Essential records of current and former employees will be retained
as necessary.
(2) Access to
personnel files will be provided only in the presence of a university official,
and at a mutually convenient time and place. Staff employees who question the
accuracy or completeness of information in their file should discuss such
concerns with their supervisor and the appointing authority. Any erroneous or
improper information will be removed. Should disputed information be retained
in the file, the employee may submit a brief written statement identifying the
alleged errors or inaccuracies. The statement will remain in the file as long
as the disputed information is retained.
(G) General rules of conduct.
Staff members should not engage in conduct that is dishonest or
fraudulent nor should they accept duties, obligations, gifts or favors of
monetary value or engage in private business or professional activities which
conflict with the interests and policies of the university of Akron and the
state of Ohio.
(H)
Grievances.
A grievance is a complaint or disagreement that may result from
any situation in which an employee or group of employees believe that they have
been unjustly treated. Grievance situations may include but are not limited to:
working conditions and environment; relationships with supervisors and with
other employees and officials; and/or management decisions in the application
of established procedures. Grievances involving discrimination are not proper
within the framework of the grievance procedure, and should be referred to the
university's affirmative action officer.
(1) General provisions.
(a) For the purposes of the grievance policy
in paragraph (H) of rule
3359-26-02 of the Administrative
Code, the term "employee(s)" refers to a classified or nonclassified staff
member who is not represented by a bargaining unit. The term "fellow employee"
refers to any university employee who has not initiated the grievance procedure
but one that is participating in the process as a witness. There are no
restrictions on the type of employee who may serve as a witness (i.e. staff,
faculty, professional
staff, or bargaining unit staff).
(b) The grievance procedure may be utilized
by employees who are currently employed on an active basis, or those not under
suspension. Termination of employment during the grievance process will end the
grievance.
(c) The employee has the
right to be advised by legal counsel, if so desired.
(d) Only an employee who is directly affected
has standing to file a grievance. Grievances may not be filed on behalf of an
employee or group of employees.
(e)
Filing deadlines noted for any step may be extended as a result of absence of
either party due to approved leave, or with mutual written agreement.
(f) If a decision by supervision is not
rendered within the agreed upon time limits, the grievance will automatically
be moved to the next step of the grievance procedure.
(g) If the results of a grievance by an
employee are not appealed within the time limits, the grievance will be
considered withdrawn.
(h) All time
limits are working days.
(i) The
employee may present evidence and/or witnesses to meetings; however, a fellow
employee who serves as a witness must secure permission from his/her supervisor
to attend such meeting.
(j) The
university may elect to request that an additional witness or appropriate group
representative participate in any or all steps of the grievance
procedure.
(k) All discussions
regarding grievances will take place in a private setting.
(l) The burden of proof lies with the
employee.
(m) The individual
responsible for conducting any step meeting must be provided in advance names
of all potential witnesses.
(n) The
office of human resources should receive copies of each appeal step as it
occurs.
(o) Grievances appealed to
the courts or to the state personnel board of review will be considered to be
withdrawn.
(p) Grievance procedures
for a bargaining unit employee are reflected in the current contract with each
respective union.
(2)
Grievance procedure.
An employee who may have a grievance should attempt to resolve
the matter informally with the immediate supervisor. Any grievance which cannot
be informally resolved must be processed according to the steps indicated
below:
(a) Step one.
An employee must reduce the grievance to writing and submit
such grievance to the supervisor within five working days after the occurrence
of the event upon which the grievance is based. The written grievance shall
include the specific matter causing dissatisfaction, a statement of the
relevant facts, and the specific remedy requested. The supervisor shall hold a
meeting with the employee within five working days following the submission of
the grievance to the supervisor.
Within five working days after such meeting, the supervisor
will respond to the grievance in writing and return same to the
employee.
An employee not satisfied with the response may appeal within
five working days by returning the grievance to the supervisor and indicating
in writing the desire to appeal the step one decision.
(b) Step two.
Within five working days after the receipt of the employee's
notice of appeal, the employee, the employee's supervisor and the appointing
authority will hold a step two meeting to discuss the grievance.
Within five working days after such step two meeting, the
deputy appointing authority or designee will respond in writing to the
grievance appeal.
If the employee is still not satisfied with the written
response to the step two appeal, the employee may appeal the grievance to step
three.
(c) Step three.
The employee will, within five working days, appeal to the step
two response in writing through the employee's own reporting structure. This
will begin with the person to whom the employee's supervisor reports, and
follow through to the appropriate vice president/dean.
If the results of the written appeal through these steps are
not satisfactory to the employee, the matter will be appealed to the
vice president for
human resources or
designee. The appeal meeting will involve the employee, the employee's
supervisor, and the appointing authority or designee.
Within five working days following this meeting, the
vice president for
human resources or
designee will communicate to the employee the university's final written
decision.
(I) Identification card.
University policy requires that each employee must carry a
photo-identification card at all times when on the university of Akron
property. These cards are the property of the university and must be returned
when leaving university employment. An identification card is issued to each
employee by the "ZipCard" office.
(J) Orientation program: new staff employees.
In order to familiarize each new full-time staff employee with
university privileges and benefits and the campus, an orientation program is
presented by benefits administration. New employees will be notified in
writing, requesting attendance at orientation after their appointment
date.
(K) Performance
appraisal.
(1) The university expects all
supervisors to evaluate employees at least once annually on the basis of job
performance. This performance appraisal should accomplish:
(a) An enhanced supervisor-employee rapport
and relationship through communication,
(b) Clarification and mutual understanding
relative to performance and productivity expectations, goals, and measurement
criteria, and
(c) Identification
and documentation of the employee's performance strengths and/or deficiencies
in a variety of categories thereby providing the basis for current and future
personnel decisions, including but not limited to salary increases for
unclassified staff.
(2)
In the event of a layoff, performance evaluations will determine efficiency
points, which are a part of total retention points.
(L) Personal changes.
(1) Since complete and up-to-date employee
records are essential, it is required that each employee report any of the
following changes to personnel services:
(a)
Name
(b) Address
(c) Telephone number
(d) Additional education and/or
training
(2) The
following changes need to be reported to benefits administration:
Any insurance related information, e.g., change of beneficiary
for life insurance, addition or deletion of a dependent.
(3) The following information needs to be
reported to the payroll office:
(a) Requested
payroll deductions
(b) Income tax
exemptions
(M)
Political activity.
(1) No officer or
employee in the classified service of the state, shall directly or indirectly,
orally or by letter, solicit or receive, or be in any manner concerned in
soliciting or receiving any assessment, subscription or contribution for any
political party or for any candidate for public office; nor shall any person
solicit directly or indirectly, orally, or by letter, or be in any manner
concerned in soliciting any such assessment, contribution, or payment from any
officer or employee in the classified service of the state; nor shall any
officer or employee in classified service of the state be an officer in any
political organization or take part in politics other than to vote as the
employee pleases and to express freely political opinions.
(2) Complete details regarding political
activities strictly prohibited and/or permitted appear in rule
123:1-46-02 of the
Administrative Code.
(N)
Position testing.
Certain staff positions at the university require that an
applicant pass an appropriate clerical and/or skills test. The test will be
scheduled by employment services. The cost of this test is paid by the
university.
(O)
Pre-employment physical examinations.
Certain staff positions at the university - law enforcement
officer, day care and food service personnel, etc., - require that an applicant
pass a pre-employment physical and/or psychological examination. Examinations
are scheduled by employment services and are performed by a licensed physician
and/or psychologist selected by the university. The cost of the required
examinations is paid for by the university.
(P) Promotions and transfers.
(1) Current employees are eligible to apply
for vacant positions, according to skills and interest, providing the employee
meets all requirements for same. The "employment opportunities bulletin" is
published by employment services for campus distribution. All faculty,
administrative, and staff positions currently open appear in this "bulletin."
Some positions are restricted to employees who have been in their current
position one year or longer. All applications must be received by the "deadline
for applications" date indicated for the position. Probationary employees are
not eligible to apply for another position.
(2) Eligible employees who are interested in
applying for an available position must complete an applicant update form by
the deadline date. "Employment Services, Administrative Services Building,"
accepts applications Monday through Friday, eight a.m. to four p.m.
(3) If an employee moves to a higher level
position, the change is considered a promotion; if an employee moves to an
equal or lower level position, the change is considered a transfer. These
definitions apply whenever an employee moves from one position to
another.
(4) A transfer is not
usually accompanied by a wage or salary increase, while a promotion may
be.
(5) No late bids will be
accepted unless the employee has been on approved vacation and/or sick leave
and the department has not completed the interviewing process. If the position
should open up to the outside, any employee may apply at that time as an
outside applicant.
(Q)
Reassignment.
The university may reassign an employee from one assignment,
building, work site, task, or shift to another within a job classification. No
employee has any vested claim to performance of particular tasks within a
particular job classification.
(R) Reduction of fees.
Staff employees and members of their families have been granted
special educational privileges by the board of trustees, whereby eligibility
accrues from employment as of the first day of the semester as summarized
below:
(1) Employee fee reductions for
full-time staff members.
(a) Credit courses.
(i) Any full-time university staff member (or
retired full-time university staff member) shall be permitted to take two
credit courses or six credit hours, whichever is greater, each semester, free
of all charges, excluding late fees and including instructional and general
fees, graduate level, laboratory, or other fees associated with these courses.
Unused portions of these reductions are not cumulative.
(ii) Any full-time university staff member
(or retired full-time university staff member) shall be permitted to take a
total of four credit courses during the summer semester. The credit courses may
be taken in any of the summer sessions comprising the summer semester. However,
the aggregate of courses will not exceed four credit courses which will be free
of all charges, excluding late fees and including instructional and general
fees, graduate level, laboratory, or other fees associated with the courses.
Unused portions of these reductions are not cumulative.
(b) Non-credit courses.
(i) Any full-time university staff member (or
retired full-time university staff member) shall be permitted to take two
non-credit courses per semester (i.e., combined summer, fall, spring), which
shall not affect his or her eligibility for credit fee reduction
enrollment.
(ii) Some courses are
not available for students using non-credit course fee reduction (AutoCAD,
"Microsoft NT," polymer science courses, etc.). A list of such courses will be
maintained by the division of university of Akron (UA) solutions.
(iii) All individuals using fee reduction for
non-credit courses will be placed on a waiting list in the division of
continuing education (with a university of Akron designation assigned) on a
first-come, first-served basis, until class meets minimum paying enrollment.
These individuals will pay such costs as materials, supplies, lab fees,
etc.
(2) Fee
reductions for relatives of full-time staff employees - the instructional fees,
or an amount equivalent to the graduate level credit fees for Ohio residents,
or an amount equivalent to the school of law credit hour fees for Ohio
residents shall be deducted from total fee charges for the following groups
(general fees, course fees and other special fees not being affected):
(a) Unmarried and dependent children of all
full-time university staff while the parent is in the service of the university
of Akron;
(b) Spouses of all
full-time university staff while one or both are in the service of the
university of Akron. Spouses of full-time university staff who are also
employees may elect to receive fee reductions as an employee or a
spouse;
(c) Spouses and unmarried
and dependent children of deceased full-time university staff who were serving
the university of Akron at the time of death; and
(d) Spouses and unmarried and dependent
children of all retired full-time university staff.
(e) For purposes of fee reductions:
(i) Spouses refer to individuals who have
contracted the legal status of a marital relationship through religious or
civil solemnized marriages and complied with all the statutory requirements
pursuant to applicable law; and shall not include common law marriages which
may be otherwise recognized under Ohio law or other relationships between
persons not legally capable of making a marriage contract under Ohio
law.
(ii) Unmarried and dependent
children include natural, adopted and stepchildren for whom the full-time
employee (or surviving spouse) provides more than fifty per cent support during
the academic period for which education benefits are sought and who are not
married at the start of the academic period for which education benefits are
sought. The employee may be required to submit proof of dependency to the
university auditor on request.
(iii) The term support shall include the
provision of food, clothing, shelter, medical and dental care, provision of
accident and health insurance, transportation, recreation, child care expenses
and other generally recognized indicia of financial assistance.
(f) Spouses and dependents are not
eligible for fee reduction of non-credit courses.
(3) Employee fee reduction for part-time
staff members.
(a) Eligibility: A part-time
staff member is one who works twenty or more hours per week on a regular
schedule and whose appointment indicates part-time status. Part-time staff who
have worked at least one thousand forty hours in the previous twelve month
period are eligible.
(b) Credit
courses.
(i) Any part-time university staff
member shall be permitted to take one credit course or three credit hours,
whichever is greater, during a semester, free of all charges, excluding late
fees, and including instructional and general fees, graduate level, laboratory,
or other fees associated with these courses. Unused portions of these
reductions are not cumulative.
(ii)
Any part-time university staff member shall be permitted to take one credit
course or three credit hours, whichever is greater, during a summer session.
The aggregate of courses for which fee reduction will be received, during the
sessions in the summer semester, will not exceed two credit courses, free of
all charges, excluding late fees, including instructional and general fees,
graduate level, laboratory, or other fees associated with these courses. Unused
portions of these reductions are not cumulative.
(iii) Fee reductions must be used in the
semester or summer session earned or the semester or summer sessions
immediately following; except spring semester reductions may be used during the
following fall semester. Only one reduction may be used during a semester or
summer session and unused reductions or portions of these reductions are not
cumulative. Qualifying part-time staff who will not make use of the fee
reduction for themselves shall be permitted to transfer only the instructional
fee reduction or a one course or three credit hours whichever is greater for an
academic term to a qualifying spouse, or dependent child, under the conditions
specified in paragraph (R)(2)(e) of this rule. Part-time staff are eligible for
reduction of fees for non-credit courses pursuant to paragraph (R)(3)(c) of
this rule, but are not eligible to transfer that benefit.
(c) Non-credit courses.
(i) Any part-time university staff member
shall be permitted to take one non-credit course per semester (i.e., combined
summer, fall, spring), which shall not affect his or her eligibility for credit
fee remission enrollment.
(ii) Some
courses are not available for students using non-credit course fee reduction
(AutoCAD, "Microsoft NT," polymer science courses, etc.). A list of such
courses will be maintained by the division of UA solutions.
(iii) All individuals using fee reduction for
non-credit courses will be placed on a waiting list in the division of UA
solutions (with a university of Akron designation assigned) on a first-come
basis, until class meets minimum paying enrollment. These individuals will pay
such costs as materials, supplies, lab fees, etc.
(4) General provisions.
(a) No reductions of residence hall room and
board fees shall be granted to any person except members of the resident
advisory staff.
(b) The
requirements of residence in Ohio for one year before the first day of any term
or semester to be eligible for reduction of nonresident tuition charges shall
be waived for employees who are entitled to fee reductions.
(c) Eligibility for fee reductions for
employees or relatives is determined by employment status on the first day of
the course.
(d) An individual may
receive fee reductions under only one eligibility category (e.g., full-time
university faculty, part-time faculty, full-time staff, spouse or dependent)
during any one academic period.
(e)
Full-time employees with nine-month appointments are eligible for fee
reductions during the summer if reappointed the following academic
year.
(5) Fee reductions
may be taxable income to the full-time staff employee.
(6) Employees wishing to take advantage of
the educational opportunities available at the university and their fee
reduction benefits are encouraged to schedule classes outside the normal work
day. However, with approval from the department head prior to each semester
enrolled, work hours may be rescheduled to accommodate class
attendance.
(7) Time spent away
from work attending classes must be made up the same day the class is
scheduled. This may be done by extending the work day, using the lunch period,
taking leave without pay or vacation leave, or a combination of the preceding.
Class attendance during the normal work day is limited to one class.
(8) Educational assistance program (Internal
Revenue Code section 127).
The university of Akron has created, as an exclusive benefit
for its employees, this educational assistance program. It is the intent of the
university to seek to provide this educational assistance program, the benefit
of which shall be to seek to exclude all assistance provided hereunder from an
employee's income to the extent allowable under Internal Revenue Code section
127. This fee reduction educational assistance program shall only extend to
university employees taking courses at the university of Akron. Eligibility
accrues from employment as of the first day of the semester. It is the intent
of the university that the provisions of this program shall not apply to
graduate assistants who may otherwise qualify for tax exemption of fee
reduction pursuant to a separate university program.
(a) Employee fee reductions for full-time
staff members.
(i) Credit courses.
Any full-time university staff member (or retired full-time
university staff member) shall be permitted to take two credit courses or six
credit hours, whichever is greater, each semester, free of all charges,
excluding late fees and including instructional and general fees, graduate
level, laboratory, or other fees associated with these courses. Unused portions
of these reductions are not cumulative.
Any full-time university staff member (or retired full-time
university staff member) shall be permitted to take a total of four credit
courses during the summer semester. The credit courses may be taken in any of
the summer sessions comprising the summer semester. However, the aggregate of
courses will not exceed four credit courses which will be free of all charges,
excluding late fees and including instructional and general fees, graduate
level, laboratory, or other fees associated with these courses. Unused portions
of these reductions are not cumulative.
(ii) Non-credit courses.
(a) Any full-time university staff member
shall be permitted to take two non-credit courses per semester (i.e., combined
summer, fall, spring), which shall not affect his or her eligibility for credit
fee remission enrollment.
(b) Some
courses are not available for students using noncredit course fee reduction
(AutoCAD, "Microsoft NT," polymer science courses, etc.). A list of such
courses will be maintained by the division of UA solutions.
(c) All individuals using fee reduction for
non-credit courses will be placed on a waiting list in the division of
continuing education (with a university of Akron designation assigned) on a
first-come, first-served basis, until class meets minimum paying enrollment.
These individuals will pay such costs as materials, supplies, lab fees,
etc.
(b)
Employee fee reduction for part-time staff members.
(i) Eligibility: A part-time staff member is
one who works twenty or more hours per week on a regular schedule and whose
appointment indicates part-time status. Part-time staff who have worked at
least one thousand forty hours in the previous twelve month period are
eligible.
(ii) Credit courses.
(a) Any part-time university staff member
shall be permitted to take one credit course or three credit hours, whichever
is greater, each semester, free of all charges, excluding late fees, and
including instructional and general fees, graduate level, laboratory, or other
fees associated with these courses. Unused portions of these reductions are not
cumulative.
(b) Any part-time
university staff member shall be permitted to take one credit course or three
credit hours whichever is greater during a summer session. The aggregate of
courses for which fee reduction will be received, during the sessions in the
summer semester, will not exceed two credit courses, free of all charges,
excluding late fees, including instructional and general fees, graduate level,
laboratory, or other fees associated with these courses. Unused portions of
these reductions are not cumulative.
(iii) Non-credit courses.
(a) Any part-time university staff member
shall be permitted to take one non-credit course per semester (i.e., combined
summer, fall, spring), which shall not affect his or her eligibility for credit
fee remission enrollment.
(b) Some
courses are not available for students using noncredit course fee reduction
(AutoCAD, "Microsoft NT," polymer science courses, etc.). A list of such
courses will be maintained by the division of UA solutions.
(c) All individuals using fee reduction for
non-credit courses will be placed on a waiting list in the division of UA
solutions (with a university of Akron designation assigned) on a first-come
basis, until class meets minimum paying enrollment. These individuals will pay
such costs as materials, supplies, lab fees, etc.
(c) General provisions.
(i) No reductions of residence hall room and
board fees shall be granted to any person except members of the resident
advisory staff.
(ii) The
requirements of residence in Ohio for one year before the first day of any term
or semester to be eligible for reduction of nonresident tuition charges shall
be waived for employees who are entitled to fee reductions.
(iii) Eligibility for fee reductions for
employees or relatives is determined by employment status on the first day of
the course.
(iv) An individual may
receive fee reductions under only one eligibility category (e.g., full-time
university faculty, part-time faculty, full-time staff, spouse or dependent)
during any one academic period.
(v)
Full-time employees with nine-month appointments are eligible for fee
reductions during the summer if reappointed the following academic
year.
(vi) Fee reductions may be
taxable income to the full-time staff employee.
(9) Employees wishing to take advantage of
the educational opportunities available at the university and their fee
reduction benefits are encouraged to schedule classes outside the normal work
day. However, with approval from the department head prior to each semester
enrolled, work hours may be rescheduled to accommodate class
attendance.
(10) Time spent away
from work attending classes must be made up the same day the class is
scheduled. This may be done by extending the work day, using the lunch period,
taking leave without pay or vacation leave, or a combination of the preceding.
Class attendance during the normal work day is limited to one
class.
(S)
Responsibilities.
(1) It is the university's
responsibility to manage its operations and facilities, and direct its
personnel. This responsibility includes determining when and the manner in
which work is to be performed, assigning such work to employees and
establishing the number and size of work units. It also includes the right to
transfer, alter, revise and/or eliminate any or all methods, processes,
materials, work schedules and services in accordance with the needs of the
university, as determined by the university. With regard to hiring,
suspensions, discharge, removal, transfer and layoff, the aforementioned rights
shall be in accordance with the applicable provisions of the Ohio Revised Code,
as amended, and/or institutional policies as applicable. The right to manage
includes the authority to establish policies and procedures governing and
affecting the operation of the university.
(2) It is the employee's responsibility to
provide service to students, colleagues within the university, and the public
in the most courteous, expedient and efficient manner
possible.
(T)
Solicitation of funds.
The solicitation of funds by individuals or groups is not
permitted without the approval of the president of the university. This
includes advertising the sale of tickets on campus for non-university affairs,
etc. The endorsement of products by an employee is not considered appropriate
whenever the employee's connection with the university is either obvious or
implicit. The solicitation of advertising for any publication bearing the
university's name must be approved by the president or other authorized
representative.
(U) Transfer
of service and sick leave.
(1) In certain
instances, a state employee with prior state agency service credit may be
entitled to an adjustment of the basis on which sick leave or vacation
eligibility is determined.
(2)
Transfer of service credit from another state agency to the university:
(a) If an employee has prior service with
another state agency, the employee must request that a written verification -
including service dates, status, and/or sick leave - be sent to personnel
services. A separate verification must be submitted for each instance of
service with another state agency.
(b) Transfer of prior service credit will be
effective on the first day of the pay period during which official verification
of service is received by personnel services.
(c) The university of Akron does not
recognize student employment for the purpose of adjusting service
dates.
(3) Transfer of
university service to other state agencies:
(a) If a current or former employee requests
transfer of prior service and/or sick leave to other state agencies, the
employee must submit a written request to personnel services. In order to
insure correct and expedient processing, the requestor should provide service
dates with the university and position held.
(b) Prior service or sick leave credit
transferred to the university will not affect the "School Employees Retirement
System" service credit records.
(V) Uniforms.
The university provides uniforms for certain employees who are
required to wear attire other than personal clothing in the normal pursuit of
their duties. All employees will be required to wear uniforms
provided.
(W) Voting time.
University staff members are encouraged to participate in local
and national elections. However, employees are encouraged to vote either before
or after regularly scheduled work hours or during lunch
breaks.
(X) Work schedules.
(1) A normal work week at the university
consists of five consecutive eight hour days, and normal office hours are
Monday through Friday, eight a.m. to five p.m. Some offices or functions of the
university operate on other scheduled working hours and/or days in order to
meet the needs of the university. Each employee will be notified by the
employee's supervisor regarding regular shift beginning and ending times as
well as regularly assigned work days.
(2) In certain job classifications, or in
certain situations, overtime work or work before/after the regular shift may be
mandatory. If the supervisor requests that the employee work overtime, the
employee is expected to comply.
