This website publishes administrative rules on their effective dates, as designated by the adopting state agencies, colleges, and
universities.
| Rule |
Rule 3358:5-5-02 | State-approved retirement systems.
Effective:
October 23, 2015
(A) Eligible employees are required to establish membership in either the Ohio state teachers retirement system (STRS) or the Ohio school employees retirement system (SERS). Generally, instructional faculty and adjunct faculty employees participate in and contribute to STRS while staff employees participate in and contribute to SERS. (B) The amount of contribution, retirement, and other benefits which accrue to employees are subject to the provisions of these respective retirement systems. (C) The employee's contribution is supplemented by the board of trustees' contribution which is in addition to the employee's annual salary. (D) The board of trustees, in recognition of the tax benefit to employees, pays the employee share to the respective retirement system through a salary reduction agreement. This institutional payment, on behalf of employees, is in accordance with existing laws and current rulings and interpretations. (E) Information concerning rules associated with the retirement systems including eligibility for retirement and benefits available can be secured from the human resources office or STRS/SERS.
Supplemental Information
Authorized By:
3358
Amplifies:
3358
Prior Effective Dates:
7/1/1994
|
Rule 3358:5-5-03 | Professional improvement leave program policy.
(A) The board of trustees may grant
approval for sabbatical leave in accordance with the applicable provisions of
the Revised Code. (B) Sabbatical leave is granted to
provide an opportunity for improved service at the college. Full time exempt
staff and full-time faculty may use professional leave for study, research,
professional writing, travel or other activities recommended by the president
of the college and approved by the board of trustees. (C) This policy will be administered as
set forth in the associated sabbatical leave procedures. (D) Human resources is assigned the responsibility of
developing, implementing and maintaining the sabbatical leave
procedures.
Last updated June 16, 2025 at 8:13 AM
Supplemental Information
Authorized By:
3358.
Amplifies:
3358.
Prior Effective Dates:
12/15/1986, 7/1/1998
|
Rule 3358:5-5-04 | Emeritus status policy.
(A) Emeritus status is an honorary title awarded for
distinguished service to the academic community. At Clark state college, the
emeritus title may be bestowed on a faculty member, an exempt or non-exempt
staff member, president, or a college trustee who has served the college with
distinction. The bestowal of emeritus status is recognition of the value the
college places on the experience, knowledge, ability, performance, and service
of these individuals. Receiving the emeritus status is a distinctive honor, not
a right. (B) This policy shall be administered as set forth in the
associated emeritus status procedures. (C) Human resources is assigned the responsibility of
developing, implementing, and maintaining the emeritus status policy and
procedures.
Last updated June 16, 2025 at 8:25 AM
Supplemental Information
Authorized By:
3358.
Amplifies:
3358.
Prior Effective Dates:
1/6/2003
|
Rule 3358:5-5-05 | Employee recognition and rewards policy.
(A) Recognizing employees'
contributions to the success of the college is a core value of Clark state
college. This policy provides an avenue to recognize individuals and
groups/teams for their contributions to the overall success of the college, the
students we educate, and for their positive impact on the communities we
serve. (B) This policy applies to full-time
exempt staff, full-time non-exempt staff and full-time faculty, as well as
adjunct faculty. Executive council members are not eligible for recognition
under the provisions of this policy. (C) This policy includes but is not
limited to the: (1) "Staff
professional excellence award (2) "Faculty
Professional Excellence Award" (3) Adjunct faculty
professional excellence award (D) This policy shall be administered as
set forth in the associated employee recognition and rewards procedures.
(E) Human resources is assigned the
responsibility of developing, implementing, and maintaining the employee
recognition and rewards program.
Last updated June 16, 2025 at 8:26 AM
Supplemental Information
Authorized By:
3358.
Amplifies:
3358.
Prior Effective Dates:
12/23/1989, 1/6/2003, 12/8/2010, 3/18/2015
|
Rule 3358:5-5-06 | Sick leave policy.
The purpose of this policy is to ensure compliance
with section 124.38 of the Revised Code and to set parametrs for its authorized
use. (A) Sick leave may be used for absence due to personal
illness, pregnancy, injury, exposure to contagious disease which could be
communicated to others, and for absence due to illness, injury, or death in the
employee's immediate family (as defined in the leave policies for regular
employees). (B) Forty hours sick leave credit on an FTE basis is
granted initially to new full-time exempt staff, full-time non-exempt staff and
full-time faculty employees who have no prior accumulated sick leave. No
additional sick leave days are accrued during the first four months of
employment. (C) Sick leave is accrued at 4.6 hours per pay period and
there is no maximum limit of sick leave hours an employee can
accrue. (D) New, full-time employees who transfer
from an Ohio public agency will be credited with the unused balance of their
accumulated sick leave provided the person is employed within ten years of the
date of the last termination from public service. The college must receive
documentation from the previous institution, documenting the sick leave
balance. (E) Employees using sick leave are
required to document their absence(s) on their timesheet. Sick leave must be
taken in no less than thirty-minute increments. (F) Sick leave hours are not considered
hours worked in the calculation of overtime. If a holiday, as designated on the
official college calendar, falls during an employee's sick leave, the
employee's accrued sick leave balance will not be reduced for that
holiday. (G) Sick leave will accrue during unpaid
leaves of absence, except in cases where the employee is using accrued, paid
time off concurrently with an approved FMLA leave. (H) An employee's unused, sick leave balance is only
paid out upon retirement, according to the formula in the separation from
employment procedures. Payment on this basis is considered to eliminate all
sick leave credit accrued by the employee at the time of retirement and such
payment shall only be made once to any employees.
Last updated June 16, 2025 at 8:14 AM
Supplemental Information
Authorized By:
3358.
Amplifies:
3358.
Prior Effective Dates:
4/24/2006
|
Rule 3358:5-5-07 | Leave policies for regular employees.
The purpose of this policy is to provide clarity
and consistency for each type of leave. It ensures that both eligible employees
and the college agree upon the parameters of time off, promoting
transparency. (A) Personal leave (1) Three days personal
leave with full pay is granted each fiscal year. Personal day hours may be
taken in no less than thirty-minute increments. The absence must be submitted
to the immediate supervisor within five days prior to the leave but no later
than three days after the leave (in those situations where prior approval is
not possible). Up to one day of unused personal leave (up to eight hours) may
be rolled over at the end of the fiscal year to the next fiscal year. Personal
leave hours are not considered hours worked for the calculation of overtime.
Personal leave balances are not paid out upon separation from the
college. (2) Personal leave for employees hired
after the beginning of the fiscal year will be prorated as
follows: (a) Employees hired in July, August or September shall receive
three days. (b) Employees hired in October, November or December shall
receive two days. (c) Employees hired in January, February or March shall receive
one day. (d) Employees hired in April, May or June shall not receive a
personal day for that fiscal year. (3) This benefit applies to all full-time exempt staff,
full-time non-exempt staff and full-time faculty. (B) Bereavement leave (1) Accumulated sick
leave may be used for an employee's absence due to a death in the
employee's immediate family, defined as: brother, sister, mother, father,
wife, husband, son, daughter, mother-in-law, father-in-law, sister-in-law,
brother-in-law, stepchildren, stepparent, grandparent, step-grandparent,
grandchildren and step-grandchildren. (2) Bereavement leave due to a death not
in the employee's immediate family shall be taken as personal leave or
vacation leave. (3) Employees will document this leave to
their immediate supervisor within five days prior to the leave but not later
than three days after the leave (in those situations where prior approval is
not possible). (4) This benefit applies to all full-time exempt staff,
full-time non-exempt staff and full-time faculty. (C) Jury duty (1) Requests for approval
of this leave should be directed to the immediate supervisor within five days
prior to the leave but no later than three days after the leave (in situations
where prior approval is not possible). (2) Payment for this
leave will be regular pay less the amount received for jury or witness duty.
(3) This benefit applies to all full-time exempt staff,
full-time non-exempt staff and full-time faculty. (D) Military service leave (1) The college grants
employees, except for temporary employees, who enlist or are inducted into
military forces for the United States, including the Ohio national guard, a
leave of absence and benefits to include regular pay, and entitled to all
re-employment rights in accordance with the Revised Code and federal laws
including the Uniformed Services Employment and Reemployment Rights Act of 1994
(USERRA). (2) This applies when the
service member is required to participate for military service, training duty
or related obligations as members of an armed forces reserve organization or
the national guard, or when they are called out on an emergency basis for such
service per the Revised Code. (3) The USERRA prohibits
discrimination and retaliation for the person's membership (voluntary or
unvoluntary) in the uniformed services with regard to any aspect of employment
and the college adopts and follows this principle. (E) Professional development
leave Time away from work for professional development
to attend meetings or conferences may, at the discretion of the immediate
supervisor, be granted whenever attendance would directly contribute to the
professional development of the employee, or as otherwise considered to be in
the best interest of the institution. (F) Unpaid leave of absence (1) Up to thirty days of
unpaid leave may only be requested in the event twelve weeks of approved Family
Medical Leave Act (FMLA) leave has been exhausted, and additional time off is
needed per the health care provider. Before the unpaid leave of absence is
considered, the employee must have also exhausted all of their sick, personal,
and vacation time. (2) Requests for approval
for an unpaid leave of absence shall be sent to the immediate supervisor,
executive council member and human resources no later than thirty days prior to
the first day of the requested leave. Documentation from the health care
provider is required. Employees whose positions are contracted and/or funded by
outside sources are not eligible for unpaid leaves of absence. The college
assumes no financial obligation for unpaid leaves of absence. (3) For unpaid leaves
that fall under FMLA, the employee shall be responsible for continuing to pay,
on a bi-weekly basis, the employee share of insurance premiums under which they
are covered as well as other debts owed to the college that would normally be
satisfied through payroll deduction. For unpaid leaves as an extension of
approved FMLA, the employee shall pay, on a bi-weekly basis, the full amount of
insurance premiums under which they are covered as well as other debts owed to
the college that would normally be satisfied through payroll deduction. While
on an unpaid leave of absence, other than FMLA, neither sick leave nor vacation
leave shall be accrued. (4) In the event the
employee does not return to work, the college may choose to terminate
employment and back-fill the employee's position. (G) Voting leave Since employees can usually vote before or after
their regular working hours, the college does not make provisions for time off
taken to vote. (H) Sick leave Please refer to the sick leave policy. (I) Family and medical leave Please refer to the Family and Medical Leave Act
policy. (J) Vacation leave Please refer to the vacation leave
procedures.
Last updated June 16, 2025 at 8:14 AM
Supplemental Information
Authorized By:
3358.
Amplifies:
3358.
Prior Effective Dates:
3/13/1978, 7/1/1998, 12/18/2000, 6/14/2002, 11/14/2022
|
Rule 3358:5-5-08 | Employee complaint and grievance policy.
Effective:
October 23, 2015
(A) The college recognizes disputes may arise in the employment setting. Parties involved in a dispute are encouraged to seek informal resolution as soon as possible. Any employee on campus may orally present and discuss a complaint with his/her supervisor and it shall be entirely informal. In the event informal resolution is not possible, all employees may pursue a formal resolution process. It is management's responsibility to facilitate fair, equitable, and appropriate resolution of disputes. (B) Definitions (1) Grievance: A grievance is defined as a dispute or disagreement submitted in writing by an employee involving the interpretation or application of a Clark state community college policy and/or procedure. (2) Complaint: A complaint is anything that does not satisfy the definition of a grievance. (C) This policy applies to all Clark state employees to include, exempt, non-exempt, faculty, adjunct faculty, student workers, substitutes and/or temporary employees. (D) No reprisals of any kind shall be taken against an employee for participating in a complaint or grievance. (E) The president shall inform the board of trustees of all grievances that are appealed to the president and the disposition of those grievances. (F) This policy shall be administered as set forth in the associated employee complaint and grievance procedures. (G) The office of human resources shall be assigned the responsibility of developing, implementing, and maintaining the employee complaint and grievance policy and procedures.
Supplemental Information
Authorized By:
3358
Amplifies:
3358
Prior Effective Dates:
3/18/2015
|
Rule 3358:5-5-09 | Vacation leave.
Effective:
March 27, 2015
(A) Eligible employees earn vacation as follows: (1) Eligible employees in grade levels seven through fourteen shall earn vacation at the rate of (6.15) hours per pay period (twenty days per year). Part-time employees in these levels whose work schedule requires them to work fifty-two weeks per year shall earn vacation on a pro-rata basis based on a two hundred sixty day work year. Employees in these levels who complete a work schedule at the beginning of each fiscal year or those who work less than nine hundred sixty hours each fiscal year shall not earn vacation. (2) Eligible employees in grade levels five and six shall earn vacation at the rate of (4.62) hours per pay period (fifteen days per year). Part-time employees in these levels whose work schedule requires them to work fifty-two weeks per year shall earn vacation on a pro-rata basis based on a two hundred sixty day work year (exempt employees) or two thousand eighty hours work year (non-exempt employees). Employees in these levels who complete a work schedule at the beginning of each fiscal year or those who work less than nine hundred sixty hours each fiscal year shall not earn vacation. Upon completion of five years of service, eligible employees in these grade levels shall earn one additional vacation day for each year to a maximum of twenty days. (3) Eligible employees in grade levels four and below shall earn vacation at the rate of (3.08) hours per pay period (ten days per year). Part-time employees in these levels whose work schedule requires them to work fifty-two weeks per year shall earn vacation on a pro-rata basis based on a two thousand eighty hour work year. Employees in these levels who complete a work schedule at the beginning of each fiscal year or those who work less than nine hundred sixty hours each fiscal year shall not earn vacation. Upon the completion of five years of service, eligible employees in these levels shall receive one additional vacation day for each year to a maximum of (twenty days). (B) Eligible employees may accumulate up to a maximum of twenty-five days vacation. No vacation shall be accrued in excess of twenty-five days. Accurate and timely reporting of leave used is the responsibility of the employee and their immediate supervisor. (C) Vacation leave may not be taken prior to being accrued. Vacation leave must be taken in thirty minute increments. (D) All accrued vacation time, computed at the employee's per diem or hourly rate, shall be paid to the employee in the event of voluntary resignation, termination by the college, retirement, or to the employee's beneficiary in the event of death. (E) Vacation should be scheduled as far in advance as possible. Such requests must be approved by the immediate supervisor. Consideration will be given to all vacation requests and an employee's preference will be granted whenever possible. However, the supervisor reserves the right to deny requests which jeopardize the operation of the department. Conflicts in vacation requests will be resolved by seniority. (F) When a legal holiday, as noted on the official college calendar, falls in the midst of an employee's vacation leave, the employee shall not have the holiday charged against their accrued vacation balance. (G) Vacation shall not be accrued while on an unpaid leave of absence.
Supplemental Information
Authorized By:
3358
Amplifies:
3358
Prior Effective Dates:
6/15/1982, 10/8/2001
|
Rule 3358:5-5-11 | Proficiency examination compensation policy.
Effective:
November 14, 2022
(A) Clark state college
students (1) Faculty
members/division deans need to assure that students have obtained the proper
receipt from the cashier's office for challenge/proficiency exam or
portfolio fee payment prior to scheduling the proficiency examination or
portfolio development. (2) After the faculty
member has administered or developed the proficiency examination, he/she shall
complete a additional pay form indicating the course name, course number, and
date of examination and shall indicate the following rate(s): (a) Payment for administering and grading a skills based
proficiency exam - fifty dollars. (b) Payment for grading a written proficiency exam. - twenty-five
dollars. (c) Payment for
developing a new challenge/proficiency examination - fifty
dollars. (d) Payment for modifying
an existing challenge/proficiency exam - twenty-five. (3) In the event of a
portfolio, once a student completes the portfolio, the faculty member shall
complete an additional pay form indicating the course name, course number, and
date of portfolio review and shall indicate the following rates: (a) Payment for portfolio
support for each three credit hour course - one hundred dollars. (b) Payment for portfolio
support for courses one or two credit hours - seventy five
dollars. (c) Payment is to cover
costs for the faculty to consult with the student prior to portfolio
development as well as portfolio assessment. (4) The additional pay form shall be signed by the faculty
member and division dean and forwarded to the payroll office for
processing. (B) Students at CTC and other tech prep
sites (1) Payment for
administering a proficiency examination off campus sixty dollars plus
mileage. (2) The additional pay
form shall be signed by the faculty member and division dean and forwarded to
the college's tech prep department so this expense can be tracked. The
college's tech prep department will then forward the additional pay form
to the payroll office for processing.
Last updated November 15, 2022 at 9:03 AM
Supplemental Information
Authorized By:
3358
Amplifies:
3358
Prior Effective Dates:
7/1/1998
|
Rule 3358:5-5-12 | College calendar/holiday pay.
(A) The purpose of this policy is to
identify holiday break days when the college is officially closed. (1) The college observes
the following state designated holidays: (a) New Year's day (January first) (b) Martin Luther King day (third Monday in January) (c) President's day (scheduled day during winter
break) (d) Memorial day (last Monday in May) (e) Juneteenth (June nineteenth) (f) Independence day (July fourth) (g) Labor day (first Monday in September) (h) Veterans day (November eleventh) (i) Thanksgiving day (fourth Thursday in November) (j) Columbus day (ovserved on the day after
Thanksgiving) (k) Christmas Day (December twenty-fifth) (B) The college is closed for winter break from December
twenty-four through January first. (C) Holidays that fall on a Saturday are observed on the
preceding Friday; holidays that fall on a Sunday are observed on the following
Monday. (D) To receive eight hours of regular pay for a holiday,
full-time exempt staff, full-time non-exempt staff and full-time faculty must
accrue earnings on their scheduled work day preceding and their scheduled work
day following such holiday. Holidays are considered hours worked in the
calculation of overtime. (E) Employees are paid for no more hours for a holiday than
those hours they normally work each day. (F) Employees who work on a holiday will receive
"double time" pay (their normal rate of pay times two) for the hours
worked that day, up to eight hours maximum. (G) When a legal holiday, as noted on the official college
calendar, falls in the midst of an employee's paid leave (i.e., vacation,
sick), the employee shall be paid for the holiday by not having the holiday
charged against their accrued leave balance.
Last updated June 16, 2025 at 8:15 AM
Supplemental Information
Authorized By:
3358.
Amplifies:
3358.
Prior Effective Dates:
6/14/2002, 2/6/2013, 2/7/2022, 4/7/2025
|
Rule 3358:5-5-17 | Tuition assistance program policy.
(A) The college encourages employees to
pursue professional development in order to obtain competencies that support
the growth and enrichment of both the employee and the college. In order to
enhance and promote such skill development, the college provides a tuition
assistance program to eligible employees. The program availability is
contingent upon the college's financial resources. (B) This policy includes: (1) Tuition reimbursement
program The college provides financial assistance to eligible employees
who seek to further their education through coursework at an accredited
educational institution. (All educational institutions must be properly
accredited by the higher learning commission of North Central association or
other regional accrediting associations having jurisdiction). The tuition reimbursement program applies to
full-time exempt staff, full-time non-exempt staff and full-time
faculty. (2) Institutional fee
benefit program The college provides a tuition scholarship
(instructional and general fees) for employees and eligible family members who
seek to further their education through coursework taken at Clark state
college. The institutional fee benefit applies to
full-time exempt staff, full-time non-exempt staff, full-time faculty and their
spouses and dependent childred up to age twenty-six. This benefit also applies
to adjunct faculty, who must have taught at lease one semester; the couse taken
must be approved by the division dean; and the adjunct can only enroll in one
course during the term they are assigned to teach. Adjunct faculty spouses and
dependent children are not eligible for this program. (C) Tuition reimbursement is subject to repayment to the
college under certain conditions as identified in the associated
procedures. (D) Advanced degree pay adjustment Upon presentation of evidence that an eligible
employee has earned a degree subsequent to employment by Clark state college
from an institution of higher education whose degree has been recognized by a
regional accrediting association, an amount according to the following schedule
will be added to the employee's base salary: | Degree | Amount added tobase salary | | Doctoraldegree | $900.00 | | Master's degree | $500.00 | | Bachelor's degree | $375.00 | | Associate's degree | $250.00 |
This policy shall be administered as set forth in
the associated tuition assistance program procedures. (E) Human resources is responsible for developing,
implementing, and maintaining the tuition assistance program.
Last updated May 5, 2025 at 1:22 PM
Supplemental Information
Authorized By:
3358
Amplifies:
3358
Prior Effective Dates:
10/4/1982, 7/1/1998
|
Rule 3358:5-5-18 | Previous service credit purchase.
Effective:
March 27, 2015
(A) Section 414 (H)(2) of the Internal Revenue Code permits employer pick-up of the employee portion of contributions to a retirement plan thereby resulting in tax deferral of employee contributions. (B) Effective November 3, 1999, Amended Substitute House Bill 15 was passed which permits the purchase of previous service credit by employees through tax-deferred payroll deductions. (C) Employees may redeposit contributions previously withdrawn plus interest and/or purchase eligible service credit. (D) Employees shall enter into a binding irrevocable payroll deduction authorization and shall not have the option of choosing to receive the amounts directly instead of having them paid by the college. (E) Employees should contact their respective state retirement system in order to obtain information as to restrictions and requirements of purchasing service credit.
Supplemental Information
Authorized By:
3358
Amplifies:
3358
Prior Effective Dates:
9/1/2000
|
Rule 3358:5-5-20 | Family and Medical Leave Act Policy.
Effective:
November 14, 2022
(A) Clark state college will grant
eligible employees leaves of absence under qualifying circumstances as provided
for in the Family and Medical Leave Act (FMLA) of 1993, as amended. The college
provides job-protected family and medical leave to eligible employees for up to
twelve workweeks (four hundred eighty hours) of leave during a twelve-month
period based on qualifying events. All periods of absence from work due to, or
necessitated by the Uniformed Services Employment and Reemployment Rights Act
(USERRA) covered service is counted in determining an employee's
eligibility for leave pursuant to this policy. Eligible employees that care for
covered military service members are eligible for up to twenty-six workweeks
(one thousand forty hours) of leave in a single twelve-month period on a
per-covered-service member, per-injury basis. An employee who is entitled to
take leave due to a different fmla-qualifying reason may take leave during the
same single twelve-month period in which leave is taken to care for a covered
service member, but the total leave taken for any purpose during the single
twelve-month period may not exceed twenty-six workweeks overall. To the extent
this policy is silent on a matter, federal law will prevail. (B) Eligibility for leave under this
policy requires an employee to be in one of the following categories:
instructional faculty, exempt staff, or non-exempt staff; and (1) Have worked for Clark
state college for at least twelve months; and (2) Have worked at least
one thousand two hundred fifty hours during the twelve months immediately prior
to the start of the leave; and (3) Have an FTE of 60.1
or higher (C) Qualifying events for
leave (1) The birth of the
employee's child, and/or incapacity due to pregnancy or prenatal medical
care; (2) The placement with
the employee of a child for adoption or foster care; (3) The placement with
the employee of a child for adoption or foster care; (4) To care for an
immediate family member with a serious health condition. (Immediate family is
defined as brother, sister, mother, father, wife, husband, son, daughter,
mother-in-law, father-in-law, sister-in-law, brother-in-law, stepchildren,
stepparent, grandparent, step-grandparent, grandchildren, and
step-grandchildren); (5) A serious health
condition of the employee that renders the employee incapable of performing the
functions of the employee's job position as certified by a health care
provider; or (6) A qualifying exigency
arising out of the fact that the employee's spouse, son, daughter, or
parent is on covered active duty in a foreign country or has been notified of
an impending call to active duty in a foreign country. (D) Definition of a serious health
condition (1) A serious health
condition is defined as a condition which requires in-patient care at a
hospital, hospice, or residential medical care facility, or a condition which
requires continuing care by a licensed health care provider. (2) Illnesses and
injuries of a serious and long-term nature resulting in recurring or lengthy
absences. Examples of a serious health condition include heart attacks or other
serious heart conditions, most cancers, strokes, appendicitis, pneumonia, and
ongoing pregnancy and prenatal care. (3) Generally, a chronic
or long-term health condition which results in a period of incapacity (defined
as the inability to work, attend school, or perform other regular daily
activities) for five or more consecutive days. (4) A period of
incapacity due to pregnancy, parental care, or placement with the employee of a
child for adoption or foster care. (5) The college may
require an employee to provide a health care provider's certification of
the serious health condition or illness. This medical certification process is
outlined in the college's family and medical leave
procedures. (6) Employees with
questions regarding the types of health conditions or illnesses covered under
this policy or under the college's sick leave policy are encouraged to
contact the college's human resources office. (E) This policy shall be administered in
accordance with the associated Family and Medical Leave Act policy procedures,
and consistent with the fmla and related federal regulations in effect on the
date that leave is being taken. (F) The office of human resources is
responsible for developing, implementing, and maintaining the family and
medical leave act policy, procedures, and related forms.
Last updated November 15, 2022 at 9:04 AM
Supplemental Information
Authorized By:
3358
Amplifies:
3358
Prior Effective Dates:
7/10/2017
|
Rule 3358:5-5-21 | Key control policy.
Effective:
November 14, 2022
(A) The purpose of the key control policy
is to protect the property and privacy of the college; to promote the security
of faculty, staff and students; and to facilitate appropriate access to college
facilities and equipment. This is accomplished by limiting access to facilities
on the basis of demonstrated need. (B) The office of the vice president for
business affairs shall be assigned the responsibility of developing,
implementing, and maintaining the key control function. This responsibility for
the Greene center has been delegated to the associate dean, Greene center
campuses.
Last updated November 15, 2022 at 9:04 AM
Supplemental Information
Authorized By:
3358
Amplifies:
3358
Prior Effective Dates:
3/18/2015
|
Rule 3358:5-5-24 | Compensation philosophy.
(A) The purpose of this policy is to
reaffirm the college's desire to provide employees with a competitive
level of compensation that reflects their individual contribution to the
college's mission. This mission is realized by providing a total
compensation package that includes base pay, benefits, professional
development, and the flexibility of working in a higher education environment.
Further, the purpose of the college's overall compensation package is to
attract and retain employees who are focused on student success and community
engagement. Clark state prides itself on being a strong steward of its
resources, and it is within the context of its financial picture that
compensation is examined and adjusted. (B) Compensation principals (1) Achieve and maintain
competitive salaries in relevant labor markets (2) Communicate
compensation information to ensure that employees understand their total
compensation package (3) Administer pay
equitably and in compliance with all applicable federal and state laws and
regulations (4) Provide professional
development opportunities for employees to develop and advance in their
position (5) Recognize changing
responsibilities given the college's current and future staffing
needs (C) Human resources is assigned the
responsibility of developing, implementing, and maintaining the compensation
philosophy policy.
Last updated June 16, 2025 at 8:26 AM
Supplemental Information
Authorized By:
3358.
Amplifies:
3358.
Prior Effective Dates:
3/18/2015, 11/14/2022
|
Rule 3358:5-5-26 | Employee sick leave bank program policy.
Effective:
November 14, 2022
(A) The college recognizes that employees
who properly manage their paid time off, or have not yet earned enough paid
time off, (sick leave, vacation leave, and personal time off), may deplete
these benefits and find themselves with a hardship and an additional need for
paid time off. To address these needs, the college has established an employee
sick leave bank program. The purpose of the voluntary employee sick leave bank
program is to help alleviate the financial hardship caused when employees have
depleted their paid time off leave balances and are faced with needing more
paid leave due to serious illness, injury, or some other qualifying
event. The employee sick leave bank serves as a
depository into which eligible employees may voluntarily donate sick leave for
allocation to other eligible employees. Eligible employees may request a
withdrawal of a limited number of sick leave hours to help them through their
hardship. (B) Employees eligible to participate in
the employee sick leave bank program are: (1) All regular employees
of Clark state college with an FTE of .50 and above, in the following
employment categories: (a) Exempt staff (b) Non-exempt staff (c) Instructional faculty (2) Employees donating to
the bank must have at least forty-eight hours of unused sick leave in his/her
sick leave account. (C) This policy shall be administered as
set forth in the associated employee sick leave bank program
procedures. (D) The college office of human resources
is responsible for developing, implementing, and maintaining the employee sick
leave bank policy, procedures and associated donation and withdrawal
forms.
Last updated November 15, 2022 at 9:05 AM
Supplemental Information
Authorized By:
3358
Amplifies:
3358
Prior Effective Dates:
7/10/2017
|
Rule 3358:5-5-27 | Telecommuting policy.
(A) The college considers telecommuting a
flexible work option when both the employee and the job are suited to such an
arrangement. Telecommuting may be appropriate for some jobs but not for others.
In unusual situations, the president may grant telecommuting approval for
positions that would not normally be considered appropriate for telecommuting.
Telecommuting is a not a right or benefit that an employee can expect or
demand. Telecommuting does not change the terms and conditions of
employment. (B) Definitions (1) Telecommuting:
working from a remote site, such as a private home, instead of commuting to a
designated headquarters. Emphasis is placed on information or communication
exchanged through telephones and remote devices such as computers and fax
machines to allow an employee to work at a remote workplace. Telecommuting does
not include the provision of online instruction through a learning management
system, or online instruction provided by adjunct instructors, or casual,
intermittent online instruction provided by employees to supplement the work
they regularly perform. (2) Telecommuting
application: approved format documenting agreement between the immediate
supervisor and employee for use of telecommunications and computer technologies
that allows an employee to perform some or all of their assigned duties at
other than the normally assigned workplace. (C) This policy applies to full-time exempt staff and
full-time non-exempt staff employees. (D) This policy shall be administered as set forth in the
associated telecommuting procedures. (E) Human resources is assigned the responsibility of
developing, implementing, and maintaining the telecommuting policy and
procedures.
Last updated June 16, 2025 at 8:26 AM
Supplemental Information
Authorized By:
3358.
Amplifies:
3358.
|
