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This website publishes administrative rules on their effective dates, as designated by the adopting state agencies, colleges, and universities.

Chapter 3358:5-5 | Benefit Policies

 
 
 
Rule
Rule 3358:5-5-02 | State-approved retirement systems.
 

(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.
 

(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.
 

(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.
 

(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:

DegreeAmount 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.
 

(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.
 

(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.
 

(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.
 

(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.