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|Re-formatted July 12, 2016|
Approved on July 1, 2009
|Signatures and dates
on archival copy
|Luis E. Lewin|
Chief Human Resource Officer
Executive Vice President and Provost
|Roderick J. McDavis|
Date of Approval
|July 1, 2009|
Reductions in force may occur at any time during the year and may be based on lack of funds, lack of work, reorganization, changes in institutional priorities, or efficiency.
When a reduction in work force is being considered, a planning unit head must first consult with university human resources ("UHR").
A "Request for Reduction in Work Force" form with supporting information and justification must be submitted to UHR. The documentation must explicitly state the reasons for the reduction in force.
UHR will consult with the department on the reduction in work force and the staff salary and benefits continuance program set forth in policy 41.015.
The chief human resource officer will decide whether the reduction in force is authorized, and will notify the planning unit head of the decision.
Employees subject to a reduction in force shall be given written notice ninety calendar days in advance of the effective date of their termination.
The ninety-day notice requirement does not apply to employees holding special appointments under policy 40.106, part (F), nor to employees holding research appointments under policy 40.057. Notice of reductions in force for these positions will be given as soon as practicable.
The ninety-day notice requirement does not apply to employees in term appointments under policy 40.106, part (C).
Employees shall be entitled to paid leave at their current rate of pay with benefits during the ninety-day reduction-in-force notice period subject to the following conditions:
The paid leave will start on a date to be determined by the planning unit head in consultation with UHR, and may be immediate, or may be delayed, but will begin no later than fourteen calendar days after notice of the reduction in force is given.
If an employee obtains a full-time position with the university or another employer before the completion of the ninety-day period, the paid leave shall terminate on the date of the new employment.
Payment for accrued vacation will be made at time of termination.
There is no payment for accrued sick leave when an employee is terminated as a result of a reduction in force, but it may be transferred, as described in policy 40.029.
All insurance plans will be continued during the ninety-day notice period described above. COBRA benefits will apply after the termination date if the salary and benefit continuation plan set forth in policy 41.015 is not selected, and after the termination of benefits if the plan is selected.
Administrators who are terminated as a result of a reduction in force may continue to apply for university positions as internal candidates for a period of one year after the effective date of their termination.
|Administrative Policy Manual
Andrea Swart revised this page
(https://www.ohio.edu/policy/41-013.html) on December 2, 2016.
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