Ohio Administrative Code Search
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Rule 3364-15-16 | Electronic signaures.
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Rule 3364-15-18 | Financial fraud prevention.
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Rule 3364-15-19 | Foreign gifts and contracts reporting.
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Rule 3364-25-01 | Standards of conduct.
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Rule 3364-25-04 | Personnel records.
...(A) Policy statement The human resources department ("HR") is responsible for maintaining the official employment records for each staff employee. Employment records for faculty are maintained in the office of faculty affairs (health science campus) or office of the provost (main campus). (B) Purpose of policy To ensure that university employment records are accurate, relevant, and safe from im... |
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Rule 3364-25-05 | Holidays/holiday pay.
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Rule 3364-25-18 | Conflict of interest and nepotism.
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Rule 3364-25-22 | Record time utilizing the automated system.
...(A) Policy statement Time records constitute the basis for payment of wages, and complete and accurate time records are therefore vitally important to both the employee and the university. Furthermore, federal and state laws require the university to maintain accurate records of time worked by hourly employees. Each employee is responsible for recording hours worked via the automated electronic ... |
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Rule 3364-25-25 | Administrative leave.
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Rule 3364-25-29 | Employee recognition awards.
...(A) Policy statement The university desires to establish program(s) allowing it to recognize exemplary performance of employees. (B) Purpose of policy To allow the university to recognize exemplary performance of employees. (C) Procedure The associate vice president and chief human resources officer or designee may establish and implement one or more programs for the recognition of exemplary perf... |
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Rule 3364-25-31 | CWA and classified/non union absenteeism policy.
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Rule 3364-25-34 | Conflicts with collective bargaining agreements.
...Policy statement: Where the policies of the university of Toledo are in conflict with a collective bargaining agreement, the provisions of the collective bargaining agreement shall prevail, except when the provision(s) of the collective bargaining is not an appropriate subject of bargaining or where a statute or uncodified law prevails over a conflicting provision(s) of the collective bargaining agreement. |
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Rule 3364-25-36 | Vacation policy.
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Rule 3364-25-44 | Independent contractor status.
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Rule 3364-25-45 | Performance evaluation, non-faculty.
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Rule 3364-25-47 | Criminal background check.
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Rule 3364-25-55 | Absenteeism/tardiness guidelines.
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Rule 3364-25-59 | Compensation and salary administration.
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Rule 3364-25-65 | Consensual romantic and/or sexual relationships.
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Rule 3364-25-67 | Workplace violence.
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Rule 3364-25-68 | Winter break.
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Rule 3364-25-101 | Overtime.
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Rule 3364-25-110 | Probationary period.
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Rule 3364-25-111 | Corrective action (non-collective bargaining unit employees).
...(A) Policy statement It is expected that the employees of the university of Toledo maintain high standards of behavior, conduct, and work performance consistent with our mission and vision. Employees who fail to abide by the established standards may be subject to appropriate disciplinary action. When implementing discipline as corrective action, each university of Toledo division/college shall u... |
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Rule 3364-25-116 | Employment eligibility verification.
...(A) Policy statement The Immigration Reform and Control Act of 1986 (IRCA), as amended by the Immigration Act of 1990, requires employers to hire only persons who may legally work in the United States. The human resources department ("HR") is responsible for the development of all pre-employment procedures and determines the appropriate documentation required prior to hire. HR shall ensure that ... |