(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
midmorning; 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 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.
(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 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.
(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.
