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Administration Policy

41.015:  Reduction-in-Force Benefit Programs for Administrators and Classified Staff

Status:

Re-formatted on August 12, 2016
Approved on April 13, 2009
Signatures and dates
on archival copy

Effective:

when approved 

Initiated by:

Luis E. Lewin
Chief Human Resource Officer
 

Endorsed by:

The Ohio University
Executive Staff

Kathy Krendl
Executive Vice President and Provost
 

Approved by:

Roderick J. McDavis
President
 

Date of Approval
Following Last Full Review:

April 13, 2009 
Back Policies & Procedures Reviewers Forms Next

Numeric Index Policy and Procedure Alphabetical Index
  1. Overview

    All administrative and classified non-bargaining unit staff, as an element of their current compensation, shall be eligible for the reduction-in-force benefits set forth in this policy.

    As used in this policy, "university service" means the current period of employment at Ohio university without a break in service.

  2. Eligibility

    1. Administrative staff

      Regular administrative staff at fifty per cent full time equivalency ("FTE") or greater are eligible for the reduction-in-force benefit program if they are involuntarily terminated in accordance with either:

      1. Policy 41.013; or

      2. Part (A), "Non-renewal," of policy 41.012, after five or more years of university service.

    2. Classified civil service staff

      Regular classified civil service staff at fifty per cent FTE or greater who experience job abolishment or layoff (e.g., under policy 40.046) and who decline to exercise displacement rights, or are laid off, are eligible for the reduction-in-force benefit program.

    3. Classified employees not eligible

      The following categories of classified employees are not eligible for the reduction-in-force benefit program:

      1. Seasonal and temporary employees ("seasonal positions" are defined in policy 40.041);

      2. Classified employees who are terminated for cause (e.g., under policy 40.045, parts (B)(2) and (B)(4));

      3. Classified employees in positions that are funded more than fifty per cent by grants or restricted funds and employees who were given research appointments under policy 40.057.

    4. Administrative employees not eligible

      The following classes of administrative employees are not eligible for the reduction-in-force benefit program:

      1. Administrative employees holding term appointments or special appointments under policy 40.106;

      2. Administrative employees who are terminated for cause pursuant to policy 41.012, part (C);

      3. Administrative employees who are non-renewed pursuant to policy 41.012, part (B), after less than five years of university service;

      4. Administrative employees in positions that are funded more than fifty per cent by grants or restricted funds and employees who were given research appointments under policy 40.057.

      5. Employees who have faculty rank (as described in part II.C. of the "Faculty Handbook") and who also hold administrative appointments are not eligible for the reduction-in-force benefit program.

  3. Benefits

    1. Severance pay duration

      Eligible employees shall be entitled to severance pay calculated on the basis of prior university service as follows:

      1. One year up to three years of university service:   one month of severance pay for administrative employees or one hundred sixty hours for classified employees;

      2. More than three but less than ten years of university service:   two months of severance pay for administrative employees or three hundred twenty hours for classified employees;

      3. More than ten years of university service:   three months of severance pay for administrative employees or four hundred eighty hours for classified employees.

    2. Start date for severance payments

      The severance payments shall begin upon termination of the individual's status as a university employee.

    3. Severance pay rate

      The severance payments will be made at the rate of compensation the employee was receiving at the time he or she received the written notice of reduction-in-force. Severance pay will be paid semi-monthly or biweekly (based upon the employee's appointment at the time of the notice) and will reflect all applicable withholdings including taxes and benefits. Severance pay cannot be paid in a lump sum.

    4. Health benefits and life insurance

      Eligible employees may elect to continue to receive health benefits and life insurance for an additional six months after the termination of their status as a university employee. During this period, the former employee will be responsible for co-payment of premiums at the active rate currently applicable to university employees.

    5. Sick and vacation leave

      Severed employees will not accrue sick and vacation leave during the severance payment period.

    6. Early termination

      Severance pay and the continuation of health and life insurance will cease if the former employee begins full time employment with the university or another employer, receives disability benefits, or retires under OPERS, STRS, or the alternative retirement plan.

    7. Educational benefits

      Employees or covered family members currently enrolled as students at Ohio university will continue to receive tuition assistance, (one hundred per cent of instructional fees), for the number of years needed to obtain the degree for which they are enrolled, not to exceed three continuous years at the undergraduate level or one year at the graduate level. Course work eligible for tuition assistance does not include workshops, non-credit courses, audited courses, OPIE courses, courses or programs delivered in partnership with an outside vendor, or special course fees.

    8. Internal candidate status and reinstatement rights

      Affected employees may continue to apply for posted positions as internal university candidates for one year after termination. Accepting the benefits provided under this policy does not affect the nature or duration of classified employees' reinstatement rights.

  4. Employee responsibilities

    1. Reduction-in-force disclosure and election form

      In order to be eligible for the reduction-in-force benefit program, an employee must sign and submit a "Reduction-in-Force Disclosure and Election Form."

    2. Classified staff

      Classified staff must notify university human resources in writing if they desire to voluntarily participate in the reduction-in-force benefit program rather than exercise displacement rights; submitting the signed "Reduction-in-Force Disclosure and Election Form" meets this requirement.



Administrative Policy Manual

Dick Piccard revised this page
(https://www.ohio.edu/policy/41-015.html)
on August 12, 2016.
policy@ohio.edu

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