The change does not impact eligibility for short and long term disability benefits.  Under the current short and long term disability policy, an individual on unpaid medical leave is eligible for coverage only for approved FMLA time periods.  This would remain in place if the six month unpaid medical leave is eliminated.  STRS and OPERS disability benefits eligibility is not dependent on university leave rules.

Educational benefits would only be impacted if a classified employee's hours were reduced below 40-hours per week, at which point they would remain eligible for the 50% waiver (for themselves and eligible dependents) pursuant to policy 40.015.

Yes benefits would continue to be available to the employee at 0.75 FTE level.  Pursuant to the current benefit eligibility policy, an employee with an FTE of .75 or greater continues to be eligible for benefits.

A change from full-time to part-time, including an extended furlough,  is considered a life event that would allow an employee to make changes to benefit elections.

OPERS service credit is earned on a monthly basis, and is impacted by the amount of pay an OPERS member earns each month.  Any change in employment that impacts pay may impact the amount of service credit earned each month.  No service credit will be earned during months in which and employee is not paid due to a furlough.  Please visit https://www.opers.org/ for more information.

For those who are transitioning from full-time to part-time and are over the max accrual, a payout would be processed. Their remaining time would accrue going forward as it should. The systems such as Workforce and Absence Management would appropriately handle the max accrual balances as they do today.

Reduction in force benefits are available to eligible employees as outlined in Policy 41.015: Reduction-in-Force Benefit Programs for Administrators and Classified Staff.

Unemployment benefit eligibility is managed by the Ohio Department of Jobs and Family Services. For more information, please visit https://unemploymenthelp.ohio.gov .

The proposed changes will be implemented by updating (through the existing policy revision process) the policies that govern all classified non-bargaining unit employees at Ohio University. In instances where an individual employee's position is impacted, the employee will be provided notice by both the department and University Human Resources with detailed information regarding their specific situation.

The proposed classified civil service modernization efforts will impact current classified staff in so much as the proposed policy changes would apply to all classified non-bargaining unit staff. For a summary of the proposed policy changes, please review the Classified Civil Service Modernization website at https://www.ohio.edu/hr/resources/policies-and-notices/ccs-modernization .

As written, the proposal regarding displacement (or "bumping") is campus-wide if there is an existing vacancy within their classification. If no such vacancy exists, then displacement or "bumping" rights will apply only within the work department. Then, if no option for displacement or "bumping" exists within the work department, reduction in force benefits will apply.

As proposed, displacement may only happen within one's own classification, therefore the change would be considered a lateral move and would result in no change to pay.

Any such change would require review by University Human Resources.

A list of retention points for general use is published each month on the University Human Resources website at https://www.ohio.edu/hr/additional-resources/separating-ohio . The list includes each employee's total retention points, as well as information regarding their work department and classification. Information is current as of the date indicated on the link to the file  and the list contains employees for all campuses. Retention points and the employees contained within the list may change on a daily basis. In the event that retention point calculations need to be utilized for a reduction in force scenario, University Human Resources will compile a list with current information for the work department being affected.

No, displacement or "bumping" rights are not being eliminated. Rather, displacement rights are being redefined. As written, the proposal is that an employee invoking displacement rights would first have rights to any vacancy on the current campus within the current classification, then in that classification within the work department based on retention points. Such displacement rights would only be forfeited or revoked as outlined in proposed policy, such as when the employee receives an overall rating of "inconsistent" or "does not meet expectations," or declines placement into an eligible position.

Grant-funded positions referred to as special appointments or research appointments are not considered classified positions, and therefore do not have displacement rights.

In such cases where position-specific qualifications apply, the employee's qualifications will be assessed to determine if the vacancy or departmental position is available as an option for the employee exercising their rights.

An employee's work department is defined by their assignment. For example, two employees may both work in the same planning unit (such as the College of Arts and Sciences) but two different work departments (such as Biological Sciences or English) within that unit. The retention point list published at the bottom of the "Separating from OHIO" website  denotes each employees work department, as assigned by the planning unit, under the "work location" column.

Information regarding the proposed classified civil service modernization effort is available to anyone and has been shared with various groups. Additionally, the forums held were for classified non-bargaining unit staff, specifically.

Yes, various IUC schools have adopted same or similar modernization efforts.

These changes specifically modify the Ohio Civil Service Rules as it pertains to classified non-bargaining unit employees.

All policies relevant to employee leave are being reviewed.

No.

Questions regarding retirement eligibility must be handled on a case by base basis.  Employees should reach out to the HR Benefits team at benefits@ohio.edu   for information.

Planning units determine staffing needs for their areas. Reductions in Force are reviewed by leadership, Legal Affairs and University Human Resources.

Ohio University may opt-out of certain provisions of the Ohio Revised Code.  Those sections opted-out will be identified and superseded by Ohio University policy.  If an Ohio Revised Code is not opted-out by Ohio University policy, it will remain in effect.  ​

No, the proposed modernization efforts do not impede the classified employee unionization efforts in any way.

State service credit will continue to transfer to other Ohio state institutions. Retention points are unique to the institution and are based on continuous employment, therefore retention points do not transfer.

As the state public health orders are updated, Ohio University will continue to plan and react accordingly so that University services are available while ensuring the health and safety of the entire University community. At this time, University Human Resources continues to encourage the use of flextime and flexplace arrangements, where possible.

This number varies year to year based on each staff member's performance.

Classified non-bargaining unit employee performance evaluations are reviewed and signed by the supervisor as well as the supervisor's immediate supervisor. Additionally, units conduct calibration sessions in conjunction with University Human Resources specifically to ensure rating criteria is applied consistently throughout each planning unit.

No changes are proposed to the performance evaluation process with the exception of an extended probationary period for new employees. Performance evaluations should continue to follow the model adopted University-wide in recent years. Employees with concerns about the performance management cycle are encouraged to discuss their questions/concerns with their supervisor and/or HR Liaison.

Just as a new critical project or change in departmental priorities would constitute the need for a formal check-in and update to goals for an employee, a reduction in hours would certainly justify a review and potential change of goals. 

Employees are considered to be "provisional" during their probationary period, so yes, in the proposal, as written, "provisional" and "probationary" are interchangeable. The proposed new policy is that this period be extended from 120 days to 180 days.

The change to the probationary period will be effective when the new modernization rules are implemented.

The overall performance rating of "inconsistent" or "did not meet expectations" would result in suspension of displacement and reinstatement rights.

Depending on the situation, an employee can have those rights reinstated. For example, if an employee receives a rating of "inconsistent" in May 2020, their rights will be suspended until their next review in May 2021. If, at that point, they receive a rating of "effective," their rights will be reinstated. If, however, the employee separates from the University prior to that, they will not have displacement or reinstatement rights.

The proposed change to limit the jurisdiction to within the employee's work department is to retain specialized knowledge within departments and enhance workplace efficiencies. 

While these are incredibly difficult decisions to make, we believe these measures will create workforce efficiencies resulting in cost savings.

Modernization efforts are designed not only to create efficiencies in the delivery of our services, but also realize cost savings to benefit the University and its constituents as a whole. Such efforts also enhance our ability to retain strong performers who provide specialized knowledge within departments.

The leadership of Ohio University is always planning with the needs of students, employees, the University, and other constituent groups in mind. Therefore, policies impacting all employment types are reviewed and updated as needed.

The proposed changes allow  departments to shorten the amount of time a position must remain vacant following employee leave, allowing them to expedite the time needed to refill necessary positions. Furthermore, limitations to displacement help retain specialized knowledge within departments.

A number of factors are taken into consideration when proposing any changes including not only local, state, and federal regulations, but also additional current and projected scenarios that could shape the University. Given the global pandemic and the financial status of the institution, the University needs to consider various options available at the given time.

The focus would be on the permanent position the employee is laid off from. 

Yes, the proposal would allow for both temporary and permanent changes.

Planning units make decisions based on operational needs while considering the financial resources available to them.

As written, the proposed rule/policy change would allow for different changes in different circumstances. For example, an employee's gross pay could be reduced as part of a demotion, or due to a reduction in the total number of hours/months worked or due to a furlough or other salary reduction measure implemented.

At this time, we are not aware of plans for additional early retirement or voluntary separation programs.

A disability separation is a form of involuntary separation used when an employee exhausts available leaves and is unable to return to work.

SharedWork Ohio is a voluntary layoff aversion program sponsored by the Ohio Department of Jobs and Family Services (ODJFS). Additional information is available on the ODJFS SharedWork Ohio website: http://jfs.ohio.gov/ouio/SharedWorkOhio/ .

This proposal in no way impacts the University's ability to participate in the SharedWork Ohio program.

The presentation slides used in the open forums for Classified Non-bargaining unit employees, as well as a summary of all of the proposed policy changes, are available on the Classified Civil Service Modernization website at https://www.ohio.edu/hr/resources/policies-and-notices/ccs-modernization .

The three forums hosted on 4/30, 5/1, and 5/4 were not recorded, but the presentation slides were uploaded to the classified civil service modernization website on 4/30.

The proposed change follows a multi-step process. In this instance, a summary of the proposed modernization efforts has been shared both university-wide and publicly, in a number of formats to allow for questions -- such as these -- to be addressed. Based upon feedback we received following the presentations 4/30 - 5/4 the review period has been extended and we anticipate the proposed rule/policy changes to be effective sometime mid- to late-June. This represents an extension which allows for additional conversation around the proposed changes to ensure understanding and promote shared governance.

University Human Resources shares the broader university commitment to transparency. These changes were shared with a number of constituent groups in a summary format as one of many steps. Initially, gathering questions in this format allows University Human Resources not only to provide employees with written responses to their questions, but also to provide a clear and consistent message to all interested parties and to understand frequent areas of question and concern. Revisions are almost always made based on feedback submitted during the review period, prior to implementation of any new rule or policy.

For information regarding the furlough plans for fiscal year 2021, please refer to the May 15 ^th communication from President Nellis and the UHR furlough website .

For information regarding the ERIP/VSRP offered to faculty and custodial staff earlier this year, please refer to the May 15 ^th communication from President Nellis .

For information regarding the furlough plans for fiscal year 2021, please refer to the May 15 ^th communication from President Nellis and the UHR furlough website .”

For information regarding the furlough plans for fiscal year 2021, please refer to the May 15 ^th communication from President Nellis and the UHR furlough website .”

The longevity bonus is governed by the pay administration guidelines, which are subject to review. 

The only proposed change to PTO accrual policies is to allow for PTO accrual for any classified position 9 months per year or longer. Pursuant to policy 40.030, sick leave for classified non-bargaining unit staff will continue to be earned at the rate of 4.6 hours for each 80 hours worked. Pursuant to policy 41.001, vacation leave for classified non-bargaining unit staff will continue to be earned dependent upon service date, prorated for employees working fewer than 80 hours per pay period. 

Questions may be submitted via the inquiry form link embedded on this website.