This website publishes administrative rules on their effective dates, as designated by the adopting state agencies, colleges, and
universities.
| Rule |
Rule 3357:15-14-01 | Employee classification system.
Effective:
February 22, 2015
The five occupational categories of Stark state college employees conform to the wage and hour provisions of the Fair Labor Standards Act and the applicable provisions of the Ohio Revised Code. It may be possible for an employee to hold more than one position or appointment and thus be assigned to more than one occupational category. (A) Administrative and professional. This category consists of two major divisions. (1) Administrative: those positions where the primary responsibilities include planning, organizing, controlling and supervising an instructional or operational area within the college. (2) Professional: those positions where the primary responsibilities require the performance of varied intellectual work and a functional knowledge of advanced theoretical principles and practices in a specific professional area other than instruction. (B) Instructional. This category comprises those positions where the primary responsibility is instructing students. This includes such activities as classroom and laboratory instruction, individual student performance and field-experience supervision, and student advising. (C) Technical/paraprofessional. This category includes those positions other than instruction, serving a support role where primary responsibilities include the solving of practical problems encountered in broad fields of specialization and require the use of theoretical or scientific knowledge and manual skills acquired through on-the-job or formal training. (D) Office and clerical. This category covers positions where the primary responsibilities require the preparing, transcribing, transferring, systematizing, or preserving of written communications and records, and the operating of various office machines. (E) Service and maintenance. This category covers service and maintenance positions which require specialized training in trades, crafts, and manual skills. This category also includes semi-skilled and unskilled positions which require the performance of physical effort and/or the manual skills normally learned through on-the-job or apprenticeship training.
Last updated September 16, 2025 at 9:08 AM
Supplemental Information
Authorized By:
3357:15
Amplifies:
3357:15
Prior Effective Dates:
10/15/2009
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Rule 3357:15-14-02 | Recruitment and selection.
Stark state college is committed to employing the
best qualified candidates for approved college positions while engaging in
recruitment and selection practices that are in compliance with all applicable
federal and state regulations regarding matters of employment.
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Rule 3357:15-14-03 | Contracts and records.
The college uses an employment contract for each
salaried employee in the administrative and professional, instructional, and
technical/paraprofessional categories. The college maintains accurate and
relevant personnel and payroll files. Federal and state laws require that
certain information be gathered and maintained in personnel and payroll files.
Many of these records are available to the public upon request (section 149.43
of the Revised Code).
Last updated May 27, 2025 at 7:38 AM
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Rule 3357:15-14-04 | Employee responsibilities and duties.
In order to maintain a productive, service-oriented
environment within the college community, all employees are expected to meet
established standards of performance and conduct. It is expected that all
employees will accept appropriate responsibility assigned to them and cooperate
through the timely completion of assigned work or duties as outlined within the
applicable job description. Supervisors have the right to direct, oversee, and
evaluate employees in support of effective and efficient
department/office/division operations. Actions that constitute breaches or
flagrant violations of the standards defined the Stark state college policies
and procedures manual may result in disciplinary action and/or termination of
employment.
Last updated June 5, 2023 at 8:44 AM
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Rule 3357:15-14-05 | Faculty rank and promotion.
The college uses the faculty ranks of instructor, assistant professor, associate professor and full professor. Any rank beyond instructor is recommended by the advancement-in-rank committee, accepted by the provost and president, and then confirmed by the board of trustees. The decision to promote is made with careful consideration of degrees attained, teaching and teaching-related activities, professional development and scholarly accomplishments, service to the college and community, and performance evaluations. (A) Promotion referral document: The procedures outlined in the advancement-in-rank process for the candidate and the operating guidelines for the advancement-in-rank process will be followed to consider promotion. If denied advancement, the candidate may submit a written letter of appeal to the provost and chief academic officer within fourteen calendar days. The letter must specifically reference which part of the advancement in rank process or operating guidelines was not followed or was misinterpreted or misapplied. (B) Rank and promotion: Upon hire, the president has the discretion of placing an individual with exceptional ability into any faculty rank. All previous teaching experience and related industrial or business experience are considered. (C) Exceptional promotions: In rare and unusual circumstances, the president may recommend to the board of trustees, for its immediate consideration, a promotion in rank for a faculty member. Under unusual circumstances, candidates must have served at least five years as an instructor, assistant professor, or associate professor, including the year promotion is considered. Performance reviews must show evidence of exemplary work over these five years. There should be evidence that the individual's efforts and judgment are held in high regard. Exceptions can occur when there is evidence of extraordinary productivity, achievements, or professional recognition. It is the desire and purpose for the president and board of trustees to use the powers outlined here only in cases of the utmost necessity when failure to use such powers would adversely affect the interests of the college.
Last updated May 26, 2026 at 8:03 AM
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Rule 3357:15-14-06 | Evaluation of personnel.
The college will evaluate all staff and full-time
faculty on an annual basis.
Last updated June 5, 2023 at 8:48 AM
Supplemental Information
Authorized By:
3357:15
Amplifies:
3357:15
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Rule 3357:15-14-07 | Grievance procedure.
The college has established this grievance
procedure to ensure fairness and consistency in employee relations and to
attempt to resolve misunderstandings as quickly as possible. This grievance
procedure applies to all college employees.
Last updated June 5, 2023 at 8:44 AM
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Rule 3357:15-14-08 | Compensation and related benefits.
(A) Compensation, as used in this manual,
is an inclusive term that shall refer to salary plus all fringe benefits.
Salary shall be defined as direct monetary payment for services
rendered. (B) Stark state college strives to
provide a competitive market-based compensation and benefits derived from
third-party surveys designed to attract and retain talent. This policy is
administered in accordance with applicable laws and the principles of equal
employment opportunity.
Last updated June 3, 2024 at 8:36 AM
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Rule 3357:15-14-09 | instructional fees as an employee benefit.
Effective:
March 27, 2015
Instructional and general fees for credit, audit, or non-credit courses offered at Stark state college shall be waived for eligible employees and eligible dependents.
Supplemental Information
Authorized By:
3357
Amplifies:
3357
Prior Effective Dates:
10/15/2009
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Rule 3357:15-14-10 | Travel and business entertainment expense.
It is customary and reasonable to pay the necessary travel expenses of employees incurred in the performance of their college jobs. The president, with the assistance of the CFO/vice president of business, finance, and information technology, will establish travel procedures to define allowable and unallowable expenses, rates and methods, authorization, documentation, and reimbursement. The board will approve any changes in reimbursement rates included in the travel procedures.
Last updated May 22, 2026 at 8:18 AM
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Rule 3357:15-14-12 | Drug and alcohol abuse and Drug-Free Workplace Act compliance.
: The college considers the use of any illegal drug or controlled substance and the abuse of alcohol and legal (prescription or over-the-counter) drugs, collectively referred to herein as "substance abuse," to be a very serious matter that cannot be tolerated in the workplace. Substance abuse poses health and safety hazards to employees, students, and to the community at large. Because the college is a responsible source and participant with the federal government in many programs and activities, substance abuse by college employees or students jeopardizes federal government funding in light of the federal government's increasing efforts to combat substance abuse. Therefore, it shall be the policy of the college to prohibit substance abuse and to maintain a drug-free campus and workplace. Definitions--For purposes of this policy statement, the following definitions shall apply: (A) All employees and students are notified that the manufacture, distribution, dispensing, possession, use, or being under the influence of any drug, synthetic substance, or controlled substance, or alcohol, is prohibited on all college property and in any other location where employees are conducting college business or approved student activity/event. The use of legal drugs, taken in accordance with a doctor's orders, is not subject to this policy, except as provided in paragraph (B) of this policy, and is permitted so long as it does not impair the employee's ability to perform any essential function of employment or the student's ability to participate in the classroom effectively and in a safe manner that does not endanger other individuals on campus and in the workplace. Likewise, the moderate, i.e., so as not to become intoxicated, and legal consumption of alcohol at officially sanctioned on-campus social functions in which college employees might participate is not subject to this policy. (B) The use and possession of marijuana is prohibited under college policy and a crime under federal law. This prohibition applies even when the possession and use would be legal under the laws of the state of Ohio. Employees and students with written recommendations for medical marijuana are not permitted to use marijuana on campus, in the conduct of college business, or as related to any college activity. The college will refer to the corrective action and discipline procedure (rule 3357:15-14-18 of the Administrative Code) for appropriate disciplinary interventions. (C) All Stark state college employees, students, and campus community are expected to abide by the terms of the college substance abuse policy. An employee or student found in violation of this policy shall be subjected to a variety of sanctions and penalties. The college will refer to the corrective action and discipline procedure (rule 3357:15-14-18 of the Administrative Code) and the student code of conduct (rule 3357:15-14-10 of the Administrative Code) for appropriate disciplinary interventions. All students are notified that, as a condition of attending the college, any violation of the student code of conduct (rule 3357:15-19-10 of the Administrative Code) will be subjected to sanctions up to and including expulsion. Penalties and sanctions for employees may include, but are not limited to, referral for counseling, written or oral reprimands, suspensions with or without pay, or termination in accordance with the established rights of the employee, including the right to due process. (D) Health risks (1) The health consequences of alcohol and substance abuse are numerous and unpredictable. Short-term risks can include injuries related to automobile crashes, unwanted pregnancies, loss of employment, poor grades or work performance, and financial problems. Long-term risks can include a variety of physical and mental health issues, including addiction and/or death. (2) Symptoms of addiction can include: (a) Excessive or escalating use of substance(s) (b) Increased tolerance (c) Feeling guilt or remorse (as a result of behavior while under the influence) (d) Inability to maintain basic hygiene or appearance standards (e) Loss of energy or motivation (f) Complaints from family/friends about drinking or drug use (g) Decline in work and/or social performance (h) Spending excessive amounts of money on substance(s) (i) Experience of withdrawal symptoms (shaking, cold sweats, irritability, insomnia, etc.) when attempting to stop use of the substance(s) (E) Resources for students and employees A variety of resources exist for alcohol and drug prevention, education, and counseling: (1) Substance abuse and mental health services administration national helpline (2) Stark county mental health and recovery board (3) County of Summit alcohol, drug addiction and mental health board (4) Counseling support services (students) (5) Reachout campus and community resources (6) Impact solutions (employees) (F) Definitions--For purposes of this policy statement, the following definitions shall apply: (1) Manufacture: to plant, cultivate, harvest, process, make, prepare, or otherwise engage in any part of the production of a drug by propagation, extraction, chemical synthesis, compounding, or any combination of the same including packaging, repackaging, labeling, and other activities incident to production. (2) Distribute: to deal in, ship, transport, or deliver. (3) Dispense: to sell, leave with, give away, dispose of, or deliver. (4) Possess or possession: having as property or exerting control over a thing or substance. Possession will not be presumed solely from mere access to the thing or substance or presence upon the premises where the thing or substance is found. (5) Use: use of a drug or other controlled substance or consumption of alcohol. (6) Being under the influence - to yield a positive result, as defined by the state of Ohio or other generally accepted standard, on any test given to determine the presence of drugs or alcohol. (7) Drug abuse offense - corrupting another with drugs, trafficking in drugs, drug abuse, possessing drug abuse instruments, permitting drug abuse, theft of drugs, deception to obtain a dangerous drug, illegal processing of drug documents, abusing harmful intoxicants, trafficking harmful intoxicants, or illegal dispensing of drug samples; a violation of an existing law of this or any other state or of the United States that is substantially equivalent to any of the listed offenses; an offense under an existing law of this or any other state or of the United States of which planting, cultivating, harvesting, processing, making, manufacturing, producing, shipping, transporting, delivering, acquiring, possessing, storing, distributing, dispensing, selling, inducing another to use, administering to another, using, or otherwise dealing with a controlled substance is an element; or a conspiracy or an attempt to commit, or complicity in committing or attempting to commit any of the listed offenses. (8) Controlled substance - a drug, compound, mixture, preparation, or other substance as defined in Chapters 2925. and 3719. of the Revised Code, or as defined by applicable statutes of other states and the Federal Government. (9) Criminal drug statute - any federal or state criminal statute involving the manufacture, distribution, dispensing, possessing or use of any controlled substance. (10) Conviction - any finding of guilt after a trial, a plea of guilty or a plea of nolo contendere. (11) Campus community - employees, students, vendors, or other outside party interacting, collaborating, or otherwise involved with the college.
Last updated May 26, 2026 at 8:03 AM
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Rule 3357:15-14-13 | Discrimination and anti-harassment.
(A) Stark state college is committed to supporting a respectful and productive working environment free of discrimination, which includes harassment and specific types of retaliation. The college prohibits discriminatory and harassing behavior based on a protected class. (B) While the college does not tolerate any form of discriminatory or harassing behavior, this policy applies only to discrimination or harassment based on a protected class defined as, but not limited to race, color, religion, sex, gender, national origin (ancestry), military status (past, present or future), status as a parent during pregnancy and immediately after the birth of a child, status as a parent of a young child, status as a nursing mother, status as a foster parent, disability, age (forty years or older), genetic information, sexual orientation, gender identity, or gender expression. (C) Allegations of sexual harassment, sexual assault, dating violence, domestic violence, stalking, or other sex-based misconduct that fall within the jurisdiction of Title IX will be addressed exclusively under the college's sexual misconduct policy. Allegations of discrimination and/or harassment that do not meet the Title IX threshold will be reviewed under this policy or other applicable college policies. (D) While the college does not tolerate any retaliatory behavior, this policy's prohibition of retaliation applies only to retaliation that is based on an individual making a complaint of discrimination or harassment, supporting someone involved in a report of discrimination or harassment, participating in an investigation of discrimination or harassment, and/or an individual's exercise of rights to oppose discrimination on any of the protected classes identified in paragraph (B) of this policy. (E) Definitions: (1) Discrimination - any act or failure to act based in whole or in part on a person's or group's membership in a protected class, that when viewed objectively, adversely affects benefits, privileges, working conditions, or has a substantial negative impact on college operations. discrimination does not require an intent to harm. A single instance of conduct may constitute discrimination, depending on its objective severity. (2) Harassment - conduct, whether in the workplace or off-site, that is unwelcome, offensive conduct-verbal, physical, or visual-based on protected characteristics, that creates an intimidating, hostile, or abusive work environment. While not an inclusive list, examples include slurs, threats, and bullying that interfere with work. (3) Hostile work environment - any unwelcome, severe, persistent, or pervasive conduct based on a protected class which creates an objectively intimidating, abusive, or offensive work environment, even if the conduct does not lead to tangible consequences. A single instance may be sufficient to create a hostile environment. (4) Retaliation - any adverse action, such as intimidation, threats, coercion, or discrimination, against any person by any other for the purpose of interfering with any right or privilege secured by this policy, or because the individual has made a report or complaint, testified, assisted, or participated in any manner in an investigation, proceeding, or hearing under this policy. (5) Complainant - the party who makes the complaint. (6) Respondent - the party whom the complaint is made against.
Last updated May 26, 2026 at 8:03 AM
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Rule 3357:15-14-14 | Investigator conflict of interest.
The college has a responsibility to manage, reduce, or eliminate any actual or potential conflicts of interest that may be presented by a financial interest of a project director (or project investigator) of a grant-funded project. In order to comply with college policy, the strategic grants office is to utilize the conficts of interest (grants) disclosure form.
Last updated May 6, 2026 at 7:37 AM
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Rule 3357:15-14-15 | Sexual misconduct and Title IX.
Stark state college is committed to and responsible for establishing, maintaining and providing a safe, secure, and non-discriminatory environment for our employees and students, free of sexual misconduct and sex discrimination, including discrimination based on gender, gender identity, sexual orientation, gender transition status, or pregnancy. As required by Title IX and its implementing regulation, 34 C.F.R. Part 106, the college does not discriminate on the basis of sex in the education program or activity it operates. The requirement not to discriminate extends to admission and employment. Inquiries about the application of Title IX and its implementing regulation may be referred to the college's Title IX coordinator, the assistant secretary for civil rights at the U.S. department of education's office for civil rights, or both. The college will not tolerate any kind of sexual misconduct and will not compromise the responsibility for addressing issues of sexual misconduct. Sexual misconduct is socially irresponsible and violates the rights of other individuals. Sexual misconduct has the potential to threaten an individual's academic performance, economic livelihood, career advancement, psychological, and total well-being and is prohibited by this policy. This policy is also applicable to all third parties affiliated with the college. Third parties are neither employees nor students and can include, but are not limited to, consultants, vendors, contractors, etc. Sexual misconduct is a serious offense which could lead to dismissal and/or termination from the college and criminal charges being filed with the local law enforcement authority having jurisdiction. (A) Definitions (1) Sex discrimination - any conduct that discriminates on the basis of sex in a college program or activity. Sexual harassment is a form of sex discrimination. Sex discrimination includes discrimination based on gender, gender identity, sexual orientation, gender transition status, or pregnancy. (2) Sexual misconduct - any unwelcome behavior of a sexual nature that is committed without consent while having access to or participating in any educational program, employment, or activity receiving federal financial assistance through Stark state college. Sexual misconduct can occur between persons of the same or different sex. Sexual misconduct is a broad term that includes sexual assault, rape, statutory rape, and/or the attempt to commit rape, criminal sexual contact, incest, domestic violence, dating violence, gender-based violence, stalking, sexual coercion, sexual exploitation and sexual harassment as defined by the college, and sexual harassment as defined under Title IX. The college's definition of sexual misconduct is broader than the regulatory definition of sexual harassment under Title IX or the college's definition of sexual harassment. Sexual misconduct does not qualify as sex discrimination if it does not rise to the level of sexual harassment under the Title IX or college definitions, but sexual misconduct is nevertheless prohibited by this policy. (3) Non-consensual sexual contact - any intentional sexual touching and any other intentional bodily contact in a sexual manner, however slight, with any object, by a person upon another person that is without consent. (4) Incapacitation - a state in which a person cannot make rational decisions because they lack the capacity to give consent. Incapacitation may result from a temporary or permanent mental or physical disability or impairment, unconsciousness, physical restraint, or intoxication. Sexual misconduct occurs when a person engages in sexual activity when they knew, or should have known, that the other person was incapacitated. (5) Consent - a freely and affirmatively communicated willingness to participate in sexual activity, expressed by clear, unambiguous words or actions. Consent is a free and clearly given "yes," not the absence of a "no." It is the responsibility of the initiator of the sexual activity to ensure that he or she has the other person's consent to engage in sexual activity, throughout the entire sexual activity, by all parties involved. At any time, a participant can communicate that they no longer consent to continuing the activity. Consent may never be obtained where the victim is incapable of giving consent because of age or incapacity due to temporary or permanent mental or physical impairment or intoxication (national incident-based reporting system user manual (NIBRS) available here (https://le.fbi.gov/file-repository/nibrs-user-manual-2025-0-062625.pdf/view, last accessed 10/24/2025). Consent cannot be assumed based on the existence of a previous dating or sexual relationship. The initiator's use of alcohol or drugs does not diminish his/her responsibility to obtain consent. (6) Force - the use of physical violence, threat of physical violence, and/or imposing on someone physically to gain sexual access. (7) Criminal sexual contact (formerly referred to as fondling) in accordance with the definition from the NIBRS user manual - the intentional touching of the clothed or unclothed body parts without consent for the purpose of sexual degradation, sexual gratification, or sexual humiliation. The forced touching by the victim of the actor's clothed or unclothed body parts, without consent of the victim for the purpose of sexual degradation, sexual gratification, or sexual humiliation. The offense includes instances where the victim is incapable of giving consent because of age or incapacity due to temporary or permanent mental or physical impairment or intoxication for the purpose of sexual degradation, sexual gratification, or sexual humiliation. (8) Rape, in accordance with the definition from the NIBRS user manual, is defined as penetration, regardless of how slight, of the vagina or anus with any body part or object, or oral penetration by a sex organ of another individual, or by a sex-related object. This definition covers cases where the victim cannot provide consent due to temporary or permanent mental or physical incapacity (including resulting from drugs or alcohol), physical restraint or due to age. Physical resistance by the victim is not required to establish lack of consent. (9) Sexual coercion - unreasonable, intimidating, or forcible pressure for sexual activity. (10) Sexual assault - as defined in accordance with the Clery Act and the Title IX regulation, is an offense classified as a forcible or nonforcible sex offense under the uniform crime reporting system of the federal bureau of investigation. (11) Sexual exploitation - occurs when someone takes non-consensual or abusive sexual advantage of another for his/her own advantage or benefit, or to the benefit or advantage of anyone other than the person being exploited. (12) Stalking - engaging in a course of conduct directed at a specific person that would cause a reasonable person to fear for his or her safety or the safety of others or suffer substantial emotional distress. Course of conduct means two or more acts, including, but not limited to, acts in which the stalker directly, indirectly, or through third parties, by any action, method, device, or means follows, monitors, observes, surveils, threatens, or communicates to or about a person, or interferes with a person's property. (13) Domestic violence - a felony or misdemeanor crime of violence committed by a current or former spouse or intimate partner of the victim; by a person with whom the victim shares a child in common; by a person who is cohabitating with or has cohabitated with the victim as a spouse or intimate partner; by a person similarly situated to a spouse of the victim under the domestic or family violence laws of the jurisdiction in which the crime of violence occurred; or by any other person against an adult or youth victim who is protected from that person's acts under the domestic or family violence laws of the jurisdiction in which the crime of violence occurred. (14) Intimate partner violence/dating violence - violence committed by a person who is or has been in a social relationship of a romantic or intimate nature with the victim; and where the existence of such a relationship shall be determined based on a consideration of the length of the relationship, the type of relationship, and/or the frequency of interaction between the persons involved in the relationship. (15) Gender-based violence (GBV) - any harmful threat or act directed at an individual or group based on their actual or perceived: (a) Biological sex; (b) Gender identity; (c) Gender expression; (d) Sexual orientation; or (e) Difference from social norms related to masculinity or femininity. GBV can include and be identified by physical, sexual, psychological, technological, economic, and emotional abuse. (16) Sexual harassment according to Title IX - conduct on the basis of sex that satisfies one or more of the following: (a) An employee of the college conditioning the provision of an aid, benefit, or service of the college on an individual's participation in unwelcome sexual conduct; (b) Unwelcome conduct determined by a reasonable person to be so severe, pervasive, and objectively offensive that it effectively denies a person equal access to the college's education program or activity; or (c) Sexual assault, dating violence, domestic violence, or stalking. (17) Sexual harassment according to the college's definition - conduct on the basis of sex that satisfies one or more of the following: unwelcomed sexual advances; request for sexual favors; and/or other verbal, non-verbal, or physical conduct of a sexual nature. Sexual harassment is sex-based harassment. that includes gender-based harassment. Sexual harassment is inclusive of sexual violence, and gender-based harassment, defined as follows: (a) Sexual harassment according to Title IX (b) Unwelcome verbal or physical conduct that is sufficiently severe, persistent, or pervasive such that it unreasonably interferes with an individual's work performance or creates an intimidating, hostile, or offensive work environment. (c) Unwelcome verbal or physical conduct that is sufficiently severe, persistent, or pervasive that it interferes with or denies educational benefits or opportunities, from both a subjective (the complainant's) and an objective (reasonable person's) viewpoint. (d) A single or isolated incident of harassment may be severe enough to create a hostile environment. Minor slights, annoyances, and isolated incidents (unless extremely serious) will not rise to the level of harassment. To violate this policy, the conduct must create a hostile environment, as described above, to a reasonable person. (B) Reporting sex discrimination and sexual misconduct (1) In accordance with Title IX regulations 2020, any person may report sex discrimination, including sexual harassment (whether or not the person reporting is the person alleged to be the victim of conduct that could constitute sex discrimination or sexual harassment), in person, by mail, by telephone, or by electronic mail, using the contact information listed for the Title IX coordinator, or by any other means that results in the Title IX coordinator receiving the person's verbal or written report. Such a report may be made at any time (including during non-business hours) by using the telephone number or electronic mail address, or by mail to the office address, listed for the Title IX coordinator. (2) For alleged sexual misconduct where the victim or alleged perpetrator (respondent) is a student, a potential student, an employee, or a campus visitor, any person may report the sexual misconduct to the Title IX coordinator. (3) In cases of alleged sexual misconduct where the victim is a minor, paragraph (D)(6) of rule 3357:15-14-35 of the Administrative Code (minors on campus) imposes additional mandatory reporting obligations. (4) Sex discrimination and sexual misconduct must be reported to the Title IX coordinator within one hundred eighty days of the occurrence, except for good cause shown. (5) Any college employee or trustee who is notified of an alleged incident of sex discrimination or sexual misconduct - whether through formal or informal complaint, report, or information - that could be covered by this policy shall report such incidents to the Title IX coordinator. Failure to do so shall result in disciplinary action up to and including termination of employment. The college has designated student support counselors and interfaith campus ministry staff as confidential sources who are exempt from this reporting responsibility. (6) If you believe that you are being harassed or retaliated against with a complaint of sexual discrimination unrelated to sexual harassment, or if you observe or are informed of someone else being subjected to such conduct, report this conduct immediately to any of the following: (a) Supervisor, manager, director, department chair, dean, or vice president (b) Human resources vice president, human resources generalist (c) Title IX coordinator/Title IX deputy coordinator (d) Campus security in cases where a concern for physical safety exists When the above individuals receive an allegation of sexual discrimination, they will promptly report or refer the matter to a human resources generalist and/or Title IX coordinator/Title IX deputy coordinator as appropriate to initiate a prompt and thorough investigation. (C) Reporting to an outside agency Persons who believe they have been subjected to sexual misconduct may also file a complaint with the U.S. department of education's office for civil rights, Ohio civil rights commission, U.S. equal employment opportunity commission, or if criminal justice action is desired, with the local law enforcement agency. Information and assistance regarding filing charges with any of the agencies may be obtained from the agency directly or from the college's Title IX coordinator. Internal complaints under this policy need not be exhausted before filing a complaint with an external agency. (D) Confidentiality - To the extent possible, all information received in connection with the reporting, investigation, and resolution of allegations of sex discrimination and sexual misconduct will be treated as confidential, except to the extent it is necessary to disclose information in order to investigate the allegation, take steps to stop, prevent or address the misconduct, resolve the complaint, or when compelled to do so by law. All individuals involved in the process should observe the same standard of discretion and respect for the reputation of everyone involved in the process. (E) Retaliation College policy and federal, state, and local law strictly prohibit retaliation in any form against any individual in response to exercising protections or obligations under this policy.
Last updated May 26, 2026 at 8:03 AM
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Rule 3357:15-14-16 | Bloodborne pathogens.
Stark state college promotes the rights of persons with communicable diseases to education and employment, while providing a safe and healthy environment for the college's students and employees. The college will make all reasonable accommodations to persons infected with hepatitis B virus (HBV), hepatitis C virus (HCV), , and human immunodeficiency virus (HIV) and to employ, continue to employ, and/or enroll persons so infected. As appropriate, faculty and staff will be provided training and/or information regarding bloodborne pathogens, universal precautions, and work practice controls. The college affords a broad range of academic opportunities in diverse healthcare fields. Instruction in some healthcare fields may require communicable disease precautions against exposure to blood or body fluids, as individuals participating in some program training activities may have a risk of exposure to blood or other potentially infectious materials. Action will be guided by the most recent medical evidence, the federal regulations of the Rehabilitation Act, state law, guidelines from the centers for disease control and prevention (CDC), the public health services, the american college health association, and the state of Ohio department of health. The college will not routinely screen all members of the college community for communicable diseases unless and until required to do so by law because communicable diseases may have different modes of transmission and should be evaluated on an individual basis. The Federal Rehabilitation Act of 1973 prohibits discrimination against qualified individuals by employers and those who provide services with the assistance of federal funding. Under federal law, the college, as an employer and a provider of educational services, must make reasonable accommodations for handicapped individuals, including those with communicable diseases. The college maintains standards of confidentiality regarding medical information about students or employees that are protected by the Family Educational Rights and Privacy Act of 1974 (FERPA). The act requires that no specific or detailed information concerning symptoms or diagnoses be provided to staff, administrators, or family members without the express written permission of the student/employee. Only individuals at the college with a legitimate need to know will have knowledge of the existence of students and/or employees with communicable diseases.
Supplemental Information
Authorized By:
3357:15
Amplifies:
3357:15
Prior Effective Dates:
2/22/2015
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Rule 3357:15-14-17 | Concealed weapons.
Effective:
February 22, 2015
Except as provided in this rule, the use, possession or carrying of a firearm or other weapon on property owned or leased by the college, by any person other than a college security officer or qualified law enforcement officer as defined in division (A)(11) of section 2901.01 of the Revised Code, is prohibited and in violation of state law.
Last updated September 16, 2025 at 9:08 AM
Supplemental Information
Authorized By:
3357:15
Amplifies:
3357:15
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Rule 3357:15-14-18 | Corrective action and discipline.
(A) The policy provides a mechanism for
maintenance of stable working conditions according to the policies and
procedures of the college. Disciplinary interventions should focus on modifying
and correcting employee behavior and deterring the employee from repeating past
problem behavior. (B) Corrective action and discipline
should impose the least severe action necessary to correct the undesirable
behavior. Stark state college reserves the right to combine or skip steps in
the corrective action and disciplinary procedure depending upon the facts of
each situation and the nature of the offense. The level of disciplinary
intervention may vary based on the totality of circumstances. Discipline must
consider past practice and equitable treatment, and it must meet the test of
just cause. (C) Disciplinary intervention can be
taken to correct problems including, but not limited to, unsatisfactory work
performance, insubordination, behavior and conduct infractions, absenteeism and
tardiness, negligence, violation of the college's rules and policies and
procedures, and illegal activity. (D) To promote safety and security, mitigate potential
risks, and maintain the integrity of the college, we require employees to
self-disclose any arrests and convictions (outside of minor misdemeanor traffic
citations) during their employment to the vice president of human resources or
their applicable executive council member. This must be done no later than five
calendar days after the arrest or conviction, so the college can conduct an
independent review of their continued suitability for employment. Disclosing an arrest or conviction does not
automatically impact an employee's eligibility for employment with the
college. Continued employment depends on a variety of factors such as
violations of college policy; the employee's past disciplinary record;
and the nature and gravity of, and circumstances surrounding, the arrest or
conviction, including the employee's truthfulness and completeness in
disclosing the information in a timely manner.
Last updated June 5, 2023 at 8:44 AM
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Rule 3357:15-14-19 | Pay during emergency school closures.
Effective:
February 22, 2015
This policy applies when the college is closed or any of its locations are closed for a protracted period of time (e.g. twenty-four hours) due to an event beyond its control. If only one area or location of the college is affected then this policy applies only to employees scheduled to work in that area or location.
Last updated September 16, 2025 at 9:08 AM
Supplemental Information
Authorized By:
3357:15
Amplifies:
3357:15
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Rule 3357:15-14-20 | Property use.
All forms of property (including equipment,
facilities, supplies, and services) purchased with Stark state college funds
are intended for college business only. The use of college property must be
consistent with the mission and goals of the institution. Property used by
departments or divisions belongs to the college as a whole and not to any
department or division to which it has been assigned. Under no circumstances is
an employee of the college authorized to engage in any activity that is illegal
under local, state, federal, or international law while utilizing the
college's owned resources.
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Rule 3357:15-14-21 | Initial employment.
(A) The initial employment period for
Stark state college contract employees (excluding adjunct faculty) begins with
the first day of employment and concludes no later than April fifth of the
fiscal year for which the current signed employee contract is in
effect. Guidelines (1) Human resources will
provide the supervisor with the job description/job posting as well as the
initial employment policy for all new hires at the time of hire. (2) The supervisor will provide
expectations for performance at the time of hire. This will include providing
the evaluation form at the time of hire through the onboarding
portal. (3) An employee may be notified of
non-renewal of a contract at any time during the initial employment period if
the supervisor concludes that the employee is not progressing or performing
acceptably. (4) Under appropriate circumstances, the
initial employment period may be extended at the discretion of the supervisor
and in conjunction with human resources. (5) During the initial employment period
and at the end of the initial employment period, the supervisor and the
employee will discuss the employee's performance. (6) Provided the job performance
"meets expectations," the employee will continue employment under the
conditions of the current contract. (B) The initial employment period for
Stark state college non-contract employees begins with the first day of
employment and concludes on the ninetieth (ninetieth) calendar day of
employment. Guidelines (1) Human resources will
provide the supervisor with the job description/job posting as well as the
initial employment policy for all new hires at the time of hire. (2) The supervisor will provide
expectations for performance at the time of hire. This will include providing
the evaluation form at the time of hire through the onboarding
portal. (3) An employee may be discharged at any
time during the initial employment period if the supervisor concludes that the
employee is not progressing or performing acceptably. (4) Under appropriate circumstances, the
initial employment period may be extended at the discretion of the supervisor
and in conjunction with human resources. (5) During the initial employment period
and at the end of the initial employment period, the supervisor will provide a
work review for the employee. (6) Provided the job performance is
"meets expectations," the employee will continue employment under the
conditions of the current work agreement.
Last updated May 27, 2025 at 7:39 AM
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Rule 3357:15-14-22 | Personal property.
Faculty, staff, students, visitors and guests are
responsible for any personal items brought to the college or off-campus sites.
The college will not be responsible for replacing or paying for damaged or
stolen items.
Last updated June 3, 2024 at 8:36 AM
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Rule 3357:15-14-23 | Equal employment opportunity.
(A) It is the policy of Stark state college to ensure equal employment opportunity in accordance with the Revised Code and all applicable federal regulations and guidelines. Employment discrimination against employees and applicants based on, but not limited to, race, color, religion, sex, gender, national origin (ancestry), military status (past, present, or future), status as a parent during pregnancy and immediately after the birth of a chid, status as a parent of a young child, status as a nursing mother, status as a foster parent, disability, age (forty years or older), genetic information, sexual orientation, gender identity, or gender expression is illegal. (B) Stark state college employees and applicants are also protected from retaliation. Retaliation is any adverse action taken against an individual because the individual is engaged in a protected activity related to discrimination. Protected activities include, but are not limited to, reporting or opposing discrimination or harassment, filing a complaint, requesting reasonable accommodation, or participating in an investigation. Retaliation may occur through direct or indirect actions and is prohibited regardless of whether the underlying complaint is ultimately substantiated. (C) Persons who believe that Stark state college has discriminated against them may file a discrimination complaint with Melissa Glanz, vice president of human resources. The human resources representative has full authority to manage equal employment opportunity (EEO) issues involving discrimination. (D) Point of contact to file allegations of discrimination: "Melissa Glanz, Vice President of Human Resources Location: 6200 Frank Ave. N.W., North Canton, Ohio 44720 Phone Number: 330.494.6170 ext. 4276 E-mail Address: mglanz@starkstate.edu"
Last updated May 6, 2026 at 7:37 AM
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Rule 3357:15-14-24 | Family and medical leave.
Pursuant to the Family and Medical Leave Act (FMLA)
of 1993 (as amended), Stark state college will grant up to twelve weeks of job
protected leave (or up to twenty-six weeks of military caregiver leave to care
for a covered service member with a serious health condition) during a rolling
twelve-month review period to eligible employees. The leave may be paid, unpaid
or a combination of paid and unpaid leave, depending on the circumstances of
the leave and as specified in this policy. (A) Eligibility: To qualify to take
family medical leave (FML) under this policy, the employee must meet all of the
following conditions: (1) The employee must
have worked for the college for twelve months or fifty-two weeks. The twelve
months or fifty-two weeks need not have been consecutive. Separate periods of
employment will be counted, provided that the break in service does not exceed
seven years. Separate periods of employment will be counted if the break in
service exceeds seven years due to national guard or reserve military service
obligations or when there is a written agreement, including a collective
bargaining agreement, stating the college's intention to rehire the
employee after the service break. For eligibility purposes, an employee will be
considered to have been employed for an entire week even if the employee was on
the payroll for only part of a week or if the employee is on authorized leave
during the week. (2) The employee must
have worked at least one thousand two hundred fifty hours during the
twelve-month period immediately before the date when the leave is requested to
commence. Hours spent on paid or unpaid FML are not counted as hours worked in
determining the one thousand two hundred fifty-hour eligibility test for an
employee the under FMLA. (B) Eligible employees are entitled to
twelve weeks of unpaid FML each year for the following qualifying events.
(Note: Military caregiver FML is twenty-six weeks): (1) The birth of a child
and to bond with the newborn child within one year of birth; (2) The placement with
the employee of a child for adoption or foster care and to bond with the newly
placed child within one year of placement; (3) To care for an
immediate family member, i.e. spouse, child, parent who has a serious health
condition; (4) A serious health
condition that makes the employee unable to perform the essential functions of
his or her job; (5) Any qualifying
exigency arising out of the fact that the employee's spouse, son,
daughter, or parent is on covered active duty or called to covered duty status
as a member of national guard, reserves, or regular armed forces; (6) Twenty-six workweeks
of leave during a single twelve-month period to care for a covered service
member with a serious injury or illness if the eligible employee is the service
member's spouse, son, daughter, parent, or next of kin (military caregiver
leave). (C) Amount of leave (1) An eligible employee
can take up to twelve weeks for the FML circumstances listed in paragraphs
(B)(1) to (B)(6) of this policy. Under this policy, Stark state college uses a
rolling back twelve-month review period beginning with the first instance of
FML. (2) Each time an employee
takes FML, the college will compute the amount of leave the employee has taken
under this policy in the last twelve months and subtract it from the twelve
weeks of available leave, and the balance remaining is the amount the employee
is entitled to take at that time. (3) If two Stark state
college employees request to take FML for the birth of the same child,
adoption, or placement of the same child in foster care, or to care for the
same parent with a serious health condition, the employees may only take a
combined total of twelve weeks of FML. If the employees each request to take
FML to care for the same covered injured or ill service member, the employees
may only take a combined total of twenty-six weeks of FML. (D) Employee status and benefits during
leave (1) While an employee is
on unpaid leave, the college will continue all enrolled benefits during the
unpaid leave period at the same level and under the same conditions as if the
employee had continued to work. If the employee does not return to work, the
college will require the employee to reimburse the college for the amount it
paid for the employee's portion of the continuation of all enrolled
benefits during the unpaid FML period. (2) If the employee
returns to work, the college will deduct the amount paid for the
employee's portion of the continuation of all enrolled benefits during the
unpaid leave period, from the employee's pay. (E) Employee status after
leave (1) An employee who takes
leave under this policy may be required to provide a fitness for duty (FFD)
clearance from the health care provider. (2) Generally, an
employee who takes FML leave will be able to return to the same position or a
position with equivalent status, pay, benefits, and other employment terms. The
position will be the same or one which is virtually identical in terms of pay,
benefits, and working conditions. The college may choose to exempt certain key
employees from this requirement and not return them to the same or similar
position. (F) Disability leave/workers
compensation Instances in which an employee concurrently uses
vacation, personal, or sick leave during periods when the employee is receiving
partial pay under disability leave or workers compensation will be handled
pursuant to federal regulations. (G) Intermittent leave or a reduced work
schedule (1) The employee may take
FML leave in twelve consecutive weeks, may use the leave intermittently (take a
day periodically when needed over the year) or, under certain circumstances,
may use the leave to reduce the workweek or workday, resulting in a reduced
hour schedule. In all cases, the leave may not exceed a total of twelve
workweeks (or twenty-six workweeks when authorized under the military caregiver
leave provisions). The college may temporarily transfer an employee to an
available alternative position with equivalent pay and benefits if the
alternative position would better accommodate the intermittent or reduced
schedule, in instances where leave for the employee or employee's
immediate family member is foreseeable and for planned medical treatment,
including recovery from a serious health condition or to care for a child after
birth, or placement for adoption or foster care. (2) For the birth,
bonding, adoption, or foster care of a child, the college and the employee must
mutually agree to the schedule before the employee may take the leave
intermittently or work a reduced hour schedule. Leave for birth, bonding,
adoption, or foster care of a child must be taken within one year of the birth
or placement of the child. (3) If the employee is
taking leave for a serious health condition or due to the serious health
condition of an immediate family member, the employee should try to reach
agreement with the college before taking intermittent leave or working a
reduced hour schedule. If this is not possible, the employee may be asked to
provide documentation confirming the leave is medically necessary. (H) Certification of a qualifying
event (1) A request for FMLA
must be substantiated with satisfactory certification provided within fifteen
calendar days of the request for leave. If the leave is due to a serious health
condition of the employee, employee's immediate family member, or covered
service member, certification must be submitted by an appropriate health care
provider. Certification must be provided on the proper form available in the
human resources department. If the leave is due to adoption, foster care
placement, active duty leave, or covered active duty leave, documentation must
be submitted from the appropriate agency. (2) If the college has
sufficient information to designate the leave as FML immediately after
receiving notice of the employee's need for leave, the college may provide
the employee with the designation notice at that time. (3) The college reserves the right to
request a second opinion if the validity of the certification is questioned.
This is done at the college's selection and expense. (4) If necessary, to resolve a conflict
between the original certification and the second opinion, the college and the
employee will mutually select a third health care provider at the
college's expense. This third opinion will be considered final. The
employee will be provisionally entitled to leave and benefits under the FML
pending the second and/or third opinion. The college may deny FML to an
employee who refuses to release relevant medical records to the health care
provider designated to provide a second or third opinion. (5) The college will require
certification of the qualifying exigency for military family leave. The
employee must respond to such a request within fifteen days of the request or
provide a reasonable explanation for the delay. Failure to provide
certification may result in a delay or denial of leave. (6) The college will require
certification for the serious injury or illness of the covered service member.
The employee must respond to such a request within fifteen days of the request
or provide a reasonable explanation for the delay. Failure to provide
certification may result in a delay or denial of leave. (7) The college may request
recertification for the serious health condition of the employee or the
employee's immediate family member, no more frequently than every thirty
days and only when circumstances have changed significantly, or if the college
receives information casting doubt on the reason given for the absence, or if
the employee seeks an extension of their leave. Otherwise, the college may
request recertification for the serious health condition of the employee or the
employee's immediate family member every six months in connection with an
fmla absence. In no instance will leave of any type extend beyond one calendar
year. In compliance with HIPPA medical privacy rules, the college will obtain
the employee or the employee's immediate family member's permission
to obtain clarification on any individually identifiable health information in
the case of recertification. (8) Per the FMLA, the
college is required to maintain records and documents relating to FMLA medical
certifications and recertifications of employees or their family members as
confidential medical records. (9) Failure to comply with the
college's request for documentation may result in discipline. The college
will refer to the corrective action and discipline policy in these
situations.
Last updated May 27, 2025 at 7:39 AM
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Rule 3357:15-14-25 | Whistleblower.
(A) A whistleblower, as defined by this
policy, is an employee of Stark state college who reports an activity that he
or she considers illegal, fraudulent, or unethical to one or more of the
parties specified in this policy. The whistleblower is not responsible for
investigating the activity or for determining fault or corrective measures;
appropriate management officials are charged with these
responsibilities. (B) Examples of illegal or fraudulent
activities include violations of federal, state, or local laws; billing for
services not performed or for goods not delivered; and other fraudulent
financial reporting. Although the college encourages employees to report
concerns to their immediate supervisor, there are times when an employee may
feel it is necessary to report a concern outside of the traditional reporting
mechanism. The college has adopted a whistleblower policy for these
instances. (C) Whistleblower protections are
provided in two important areas -- confidentiality and protection against
retaliation. Insofar as possible, the confidentiality of the whistleblower will
be maintained. The college will not retaliate against a whistleblower or any
participants in the investigation. This includes, but is not limited to,
protection from retaliation in the form of an adverse employment action--such
as termination, compensation decreases, or poor work assignments, and threats
of physical harm. Any whistleblower or participant in an investigation who
believes he or she is being retaliated against must contact the vice president
of human resources immediately. The right of a whistleblower for protection
against retaliation does not include immunity for any personal wrongdoing that
is alleged and investigated. (D) All reports of illegal, fraudulent,
and unethical activities will be promptly submitted to the human resources
department, which is responsible for investigating and coordinating corrective
action, if needed. Any employee who knowingly makes a false allegation of
misconduct or retaliation will be subject to disciplinary action up to and
including termination of employment. This policy is not in conjunction with,
and will not replace or supersede federal and/or state whistleblower
policies.
Last updated June 3, 2024 at 8:37 AM
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Rule 3357:15-14-26 | Conflict of interest/commitment for outside activities.
(A) Full-time employees of Stark state college are obligated to devote their working time and efforts primarily to college activities. Given that the college allows and encourages outside activities and relationships that enhance the mission of the college, potential conflicts of interest and commitment, may occur. Outside activities should not, however, interfere with an individual's college obligations. Faculty and staff must not use their official college positions for influence or gain. Prior approval from the employee's supervisor and director/dean is required for any earned compensation outside of the college. (B) Outside activities must not interfere with the employee's college duties or conflict with the employee's college assignments and must take place outside of the employee's designated work time. (C) Employees must not use the college name, logos, facilities, email, equipment, or work time to conduct outside business or employment unless explicitly approved in writing. College affiliation should not be used to imply college endorsement of outside activities. Employees of the college may not use their position as an employee of the college for personal gain or to enhance the business opportunities of another individual, company, or organization. (D) Employees are responsible for disclosing potential conflicts of interest or commitment as soon as they arise. Failure to disclose or to obtain required approvals may result in disciplinary action up to and including termination, consistent with college policy and applicable law. (E) Activities outside of the college shall not result in a conflict of interest or the appearance of such. (F) Definitions: (1) Conflict of commitment - a situation in which an employee's outside activities, paid or unpaid, interfere with the employee's ability to meet their obligations to the college. This may include time conflicts, reduced availability, or diminished performance of assigned duties. (2) Conflict of interest - A conflict of interest exists if financial interests or other opportunities for personal benefit may exert a substantial and improper influence upon an employee's professional judgment in exercising college duties or responsibilities. (3) Earned compensation - wages, salaries, tips, and other taxable pay. (4) Outside activities - entrepreneurial or professional services, paid or unpaid. Examples are: (a) Engaging in outside consulting activity. (b) Management and oversight of any private businesses. (c) Announcement as a political candidate. (G) Approved work activities that serve to enhance the college, such as serving on accreditation teams and volunteer work in the community, will not be subject to this provision. Prior approval must be obtained from the employee's dean/director to participate in outside activities during work time.
Last updated May 6, 2026 at 7:38 AM
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Rule 3357:15-14-27 | Code of ethics and professional behavior.
Stark state college is committed to providing quality, high-value education. When administration, faculty, and staff act by ethical principles, institutional quality and excellence are enhanced, and ultimately students are better served. Our first priority is serving and educating our students. Employees are required to act ethically in accordance with the Ohio ethics laws. Actions that constitute breaches or flagrant violations of the expectations as defined in this policy may result in disciplinary action and/or termination of employment.
Last updated May 26, 2026 at 8:25 AM
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Rule 3357:15-14-28 | Recordings.
Stark state college prohibits employees from audio
or video recording any oral or recorded communications on work time, using any
device--including but not limited to audio tape recorders, videotape recorders,
cellphones, and tablets--unless the employee obtains prior approval from the
appropriate executive council member and consent of all parties to the
communication. It is the practice of the human resources department not to
audio or video record investigations, and/or meetings pertaining to corrective
action; however, the vice president of human resources will not withhold
consent to an employee's request to record such an investigation, hearing,
or meeting when required by federal, state, or local law. Recording in the
classroom is addressed in rule 3357:15-13-37 of the Administrative Code,
electronic devices in the classroom. This policy is not applicable to
recordings that are made through telephone or cell phone voicemail systems
and/or Stark state college security systems.
Last updated June 3, 2024 at 8:37 AM
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Rule 3357:15-14-29 | Mentoring policy.
The college promotes the value and the role of mentoring to enhance skills and productivity and foster cooperative networking among employees. The college supports mentorship opportunities, including development offered by the college staff association and the faculty association, faculty advancement-in-rank mentoring, teaching and learning council mentoring new faculty, and departmental and divisional mentoring initiatives.
Last updated May 6, 2026 at 7:38 AM
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Rule 3357:15-14-30 | New employee orientation.
All new employees are required to complete the
appropriate orientation(s) upon hire to acquaint them with college policies,
procedures, and practices.
Last updated June 6, 2022 at 9:38 AM
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Rule 3357:15-14-31 | Consensual relationships.
Stark state college prohibits consensual
relationships of a dating, intimate, and/or sexual nature between individuals
of unequal authority (e.g., between a supervisor and an employee and/or a
faculty or staff member and a student) where the person of real or perceived
authority directly supervises or has the ability to impact either the
employment or education of the other. Actions which constitute breaches or
flagrant violations of the standards defined in this policy may result in
disciplinary action, termination of employment, or dismissal from the
college.
Last updated September 16, 2025 at 9:08 AM
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Rule 3357:15-14-32 | Leave and time off.
It is the policy of the college to provide
employees with the opportunity to have time away from work in order to ensure
their physical and mental well-being, time off for illness, bereavement, and
personal needs.
Last updated June 5, 2023 at 8:49 AM
Supplemental Information
Authorized By:
3357:15
Amplifies:
3357:15
Prior Effective Dates:
6/3/2019
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Rule 3357:15-14-33 | Tuition assistance.
All full-time Stark state college faculty,
administrative, professional, technical-para professional, and hourly personnel
may participate in the tuition assistance program. Tuition assistance is
provided to employees for the purpose of professional development in
recognition that a better educated employee will assist the college in
fulfilling its mission to provide quality education and training opportunities
to the citizens of our community.
Last updated June 3, 2024 at 8:37 AM
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Rule 3357:15-14-34 | Reasonable accommodations.
Stark state college is committed to the full
inclusion of all individuals. The college will make reasonable accommodations
as defined in this policy which will provide otherwise qualified applicants and
employees with disabilities equal access to participate in opportunities,
programs, and services offered by the college. It is the intent of the college to provide
reasonable accommodations to such employment applicants and employees with a
qualified physical, mental, or learning disability, unless to do so would
fundamentally alter the nature of the employment; would result in an undue
hardship to the college; or would result in a direct threat to the health or
safety of the individual or others. Stark state college does not discriminate on the
basis of disability in any of its employment practices.
Last updated June 7, 2021 at 11:32 AM
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Rule 3357:15-14-35 | Minors on campus.
Stark state college is committed to ensuring the
safety and well-being of minors on our campuses. It is the policy of Stark
state college that these measures and procedures are implemented for the
protection of minors participating in programs that occur on its campuses and
programs under the control or direction of the college personnel. The purpose
of this policy is to describe the requirements placed upon administrators,
faculty, staff, students, volunteers, and other authorized adults working with
minors to ensure their protection and to fulfill the college's obligations
as mandated by law and to provide for the best possible experience for any
minor visiting our campuses for a college-related program.
Last updated June 7, 2021 at 10:42 AM
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Rule 3357:15-14-36 | Cell Phone, Data and Text Allowance.
This policy establishes the extent to which the
college may subsidize, through a cell phone allowance, personally owned cell
phones used in the conduct of college business. Authorization for a stipend to
partially fund a required cellular device shall be approved by the applicable
executive council member.
Last updated June 3, 2024 at 8:37 AM
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Rule 3357:15-14-37 | Racial, religious, and ethnic harassment and ethnic intimidation (CAMPUS Act).
Effective:
October 27, 2024
Stark state college is committed to principles that
enable the educational and professional enhancement of all racial, religious
and ethnic groups. Stark state will not tolerate racial, religious, or ethnic
harassment and/or intimidation by or against its students, faculty, or staff.
All employees must comply with this policy, when engaged in activities
sponsored by the college. This policy is not intended to diminish or infringe
upon any right protected under the First Amendment to the United States
Constitution, Article I, Sections 3 and 11 of the Ohio Constitution, or
noncommercial expressive activity as defined in section 3345.0212 of the
Revised Code. (A) Training in compliance with the
CAMPUS Act, all Stark state college administrators, faculty, and staff will
attend training on racial, religious, and ethnic harassment or intimidation
including information on how to respond to hate incidents or incidents of
harassment that occur during a class or event held at the institution.
(B) Prohibition against retaliation for
harassment stark state college prohibits any retaliatory actions against
complainants or respondents based on the complainant's good-faith report
of harassment or a witness's participation or cooperation in an
investigation even if the college should ultimately find that the complaint was
unfounded. CAMPUS Act definitions: (1) Racial, religious,
and ethnic harassment: unwelcome conduct based on race, religious identity,
and/or ethnicity that is so severe, pervasive, and objectively offensive that
it effectively denies an individual equal access to the individual's
education program or activity. This harassment includes exhibiting bullying
behavior including yelling and/or screaming, being physical with a person or
objects with the intent or result of intimidation, and threatening or
disrespectful behavior whether in-person or online towards a student, faculty
or staff member, or visitor. (2) Ethnic intimidation:
as defined in section 2927.12 of the Revised Code, "no person shall
violate section 2903.21 aggravated menacing, 2903.22 menacing, 2909.06 criminal
damaging or endangering, or 2909.07 criminal mischief or division (A)(3),
(A)(4), or (A)(5) of section 2917.21 telecommunications harassment of the
revised code because of the race, color, religion, or national origin of
another person or group of persons. Ethnic intimidation is an offense of the
next higher degree than the offense the commission of which is a necessary
element of ethnic intimidation."
Last updated October 28, 2024 at 8:52 AM
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