State of Ohio Employee Union

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					                                                     OHIO CIVIL RIGHTS COMMISSION EMPLOYEE HANDBOOK


                                                    TABLE OF CONTENTS
                                              BEGINNING STATE EMPLOYMENT
EMPLOYMENT CATEGORIES
       Exempt and Nonexempt .................................................................................................................. 4
       Classified and Unclassified ............................................................................................................... 4
PRIOR SERVICE .............................................................................................................................................. 4
PROBATIONARY PERIODS.............................................................................................................................. 4
CLASSIFICATION AND COMPENSATION ........................................................................................................ 4
       Job Classification and Pay Range ..................................................................................................... 5
       Advance Step ................................................................................................................................... 5
       Pay Tables ........................................................................................................................................ 5
       Pay Supplements.............................................................................................................................. 5
       Working Out of Classification – Bargaining Unit .............................................................................. 5
       Job Audit – Exempt .......................................................................................................................... 6
COST SAVINGS DAYS ..................................................................................................................................... 6
OVERTIME AND COMPENSATORY TIME
       Overtime and Compensatory Time Policy ....................................................................................... 6
       Overtime Exempt ............................................................................................................................. 6
PAYROLL PROCEDURES ................................................................................................................................. 6
       Direct Deposit Forms ....................................................................................................................... 6
       Oaks Log On ..................................................................................................................................... 7
HOURS OF WORK
       Reporting to Work ........................................................................................................................... 7
       Lunch Break...................................................................................................................................... 7
       Breaks............................................................................................................................................... 7
       Departure Time ................................................................................................................................ 7
       Vacation, Personal, Compensatory Leave Taken ............................................................................. 8
       Sick Leave ......................................................................................................................................... 8
       Flex Time .......................................................................................................................................... 8
       Union Leave ..................................................................................................................................... 8

                                                 DURING STATE EMPLOYMENT
Parity for Exempt Employees ........................................................................................................................ 9

EMPLOYEE BENEFITS ..................................................................................................................................... 9
      State Employees Site
      Union Benefit Trust Site
      DAS Benefits Site
LEAVE
      Holidays............................................................................................................................................ 9
      Vacation ......................................................................................................................................... 10
      Sick Leave ....................................................................................................................................... 10
      Personal TEMPORARILY FROZEN ................................................................................................... 12
      Leave Donation Program ............................................................................................................... 12
      Bereavement.................................................................................................................................. 12
      Funeral Honors Detail .................................................................................................................... 12
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                                                     OHIO CIVIL RIGHTS COMMISSION EMPLOYEE HANDBOOK

           Civic Duty ....................................................................................................................................... 12
           Olympic Competition ..................................................................................................................... 12
           Poll Worker .................................................................................................................................... 13
           Organ Donor .................................................................................................................................. 13
           Family and Medical Leave Act........................................................................................................ 13
           Military .......................................................................................................................................... 13
           Adoption/Childbirth ....................................................................................................................... 13
           Disability Benefits .......................................................................................................................... 13
           Disability Separation ...................................................................................................................... 13
           Administrative Leave with Pay....................................................................................................... 13
           Excused Absence Leave with Pay................................................................................................... 13
           Leave of Absence without Pay ....................................................................................................... 14
           Leave Without Pay ......................................................................................................................... 14

EMPLOYEE PERFORMANCE REVIEWS, TRAINING AND DEVELOPMENT ..................................................... 14
      Performance Reviews .................................................................................................................... 14
      Training and Development ............................................................................................................ 15
      Additional Training Links of Interest .............................................................................................. 16

EMPLOYEE ASSISTANCE PROGRAM ............................................................................................................ 16

WORK PLACE EXPECTIONS AND POLICIES
      EMPLOYEE
      Professional Appearance ............................................................................................................... 16
      Procedural Handling of Charges .................................................................................................... 16
      Security and Confidentiality of Data Files ...................................................................................... 16
      Ohio Ethics ..................................................................................................................................... 17
      Nepotism........................................................................................................................................ 17
      Political Activity.............................................................................................................................. 17
      Child Support Enforcement ........................................................................................................... 17
      Travel Rules .................................................................................................................................... 17
      Relatives and Friends in Office during Working Hours .................................................................. 18
      No Smoking .................................................................................................................................... 18
      Drug-Free Workplace ..................................................................................................................... 18

           AGENCY
           Employment Verification ............................................................................................................... 18
           Media Relations ............................................................................................................................. 18
           Public Records Request.................................................................................................................. 18
           Equal Employment Opportunity .................................................................................................... 21
                   OCRC EEO Officer .............................................................................................................. 21
                   Sexual Harassment............................................................................................................ 21
                   Ohio Equal Opportunity Division ...................................................................................... 22
                   Anti-Discrimination and Anti-Harassment ........................................................................ 23
           Workplace Violence Prevention .................................................................................................... 24
           Workplace Domestic Violence ....................................................................................................... 25
           Unauthorized Weapons ................................................................................................................. 25
           Posting Vacancies........................................................................................................................... 25

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                                                       OHIO CIVIL RIGHTS COMMISSION EMPLOYEE HANDBOOK

            Discipline Policy and Procedure ..................................................................................................... 26
            Grievance, Appeal and Complaint Procedures .............................................................................. 26

            PROPERTY
            Personal Property .......................................................................................................................... 27
            Property Assigned to Employee ..................................................................................................... 27
            Equipment Use............................................................................................................................... 28
            Phone Use at Work and Long Distance Calls ................................................................................. 28
            Cell Phones Use—OCRC Issued ...................................................................................................... 28
            Computer Use ................................................................................................................................ 29
            Internet/Intranet and Email Use .................................................................................................... 29
            OCRC Car Use ................................................................................................................................. 30
                    What to Do In Case of Accident ........................................................................................ 32


                              LEAVING OR TRANSFERRING STATE EMPLOYMENT
Retirement .................................................................................................................................................. 33
Disability Retirement .................................................................................................................................. 33
Disability Separation ................................................................................................................................... 33
Layoff........................................................................................................................................................... 33
Resignation ................................................................................................................................................. 33
Resignation other than Favorable............................................................................................................... 33




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                                     OHIO CIVIL RIGHTS COMMISSION EMPLOYEE HANDBOOK


                         BEGINNING STATE EMPLOYMENT
                                        EMPLOYMENT CATEGORIES
DAS Classification and Compensation

Exempt and Nonexempt
Exempt employees are not represented by a labor union and are usually supervisors, seasonal or elected
officials, board members or in a position of a confidential nature. Nonexempt or bargaining unit are
employees represented by a labor union.

Classified and Unclassified
Appointments to positions in state government may be in either the classified or the unclassified
service. As a classified employee, you have permanent civil service status following completion of the
assigned probationary period. An unclassified employee is not subject to examination or civil service
tenure. The employee serves at the pleasure of the appointing authority. Unclassified employees
include college interns and student help.

                                                PRIOR SERVICE
Prior service with the state or other political subdivisions of the state will allow a higher vacation accrual
rate and longevity supplement. Inform your Human Resources Department to learn of eligibility to
receive these benefits. Prior Service Form


                                         PROBATIONARY PERIODS
Employees serve probationary periods after hire or a promotion. The purpose is to assess the
employee’s ability to perform the job. Probationary periods typically are 120 days to 180 days. The Civil
Rights Investigator 1 position requires a 9-month probationary period. Evaluations will be at midpoint
and the end of the probation.

During an initial probationary period, the employer shall have the sole discretion to discipline or
discharge probationary employee(s) and any such probationary action shall not be appealable through
any grievance or appeal procedure or to the State Personnel Board of Review.

A probationary period may be extended by mutual agreement between the union and management.
During a lateral transfer or a promotional probationary period, the employer maintains the right to place
the employee back in the classification that the employee held previously if the employee fails to
perform the job requirements of the new position to the employer’s satisfaction.


                               CLASSIFICATION AND COMPENSATION
DAS Classification and Compensation




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                                   OHIO CIVIL RIGHTS COMMISSION EMPLOYEE HANDBOOK

Job Classification and Pay Ranges
The Ohio Department of Administrative Services, Division of Personnel, approves the creation of state
classifications. The position description (PD) is determined by the following:
    1. The position’s actual duties and responsibilities
    2. The position’s conformity to the state specifications of the classification
    3. The position’s place in the agency’s overall organizational structure

Each job has a PD on file in the Human Resources Department and with the Ohio Department of
Administrative Services which describes the duties, responsibilities and corresponding worker
characteristics. All new employees receive a copy of their PD in the employment package when they
start with OCRC. Employees may request a copy of their current PD from the Human Resources
Department. When PD’s are changed, employees will be furnished a copy.

Based on duties and responsibilities involved, each job classification is assigned to a pay range. Pay
ranges consist of a series of steps. New employees are normally appointed at step one. Step increases
are given after the probationary period is completed and annually from that time, with satisfactory
performance, until the maximum step is reached.

Pay ranges for unclassified employees in top management positions, such as directors and deputy
directors, consist of a minimum and maximum rate. New employees may be appointed anywhere
within the range, depending upon their qualifications. Increases are based on the ability of employees
to successfully administer their duties, and may be given no more frequently than every six months.

Advanced Step

Pay Tables

Pay Supplements
Employees who complete 5 years of service with the state will receive an automatic salary adjustment
(longevity) of .5% of the classification salary base, step 1, pay rate for the pay range assigned. This
supplement is calculated to a maximum of 20 years of service. Any action that changes your pay range
will alter the amount of the longevity since the rate of Step 1 or the new pay range will change. Only
service with state agencies (paid by the Auditor of State) will be computed for the purpose of
determining the rate of longevity accrual for new employees.

Other pay supplements may be authorized in unusual circumstances, such as hazardous conditions or
when special skills are required (e.g. bilingual supplement).

Working Out of Classification (Bargaining Unit): If a bargaining union employee believes that the duties
assigned his/her position has substantially changed and the job classification is no longer accurate,
he/she may file a grievance pursuant to Article 19.

DAS Classification and Compensation




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                                    OHIO CIVIL RIGHTS COMMISSION EMPLOYEE HANDBOOK

Job Audits (Exempt): If an exempt employee believes that the duties assigned to his/her position have
substantially changed and the job classification is no longer accurate, he/she may file a complaint with
the Executive Director or designee or request a job audit in accordance with Ohio Administrative Code
Section 123:1-3-01. A job audit is to determine the correct job classification for a specific group of
duties being performed by an employee at the time of the audit request. It is not to be used as a reward
for exceptional performance.
DAS Classification and Compensation

                                         COST SAVINGS DAYS
Cost savings days (CSDs) have been established as a tool to reduce payroll costs without permanent
changes to the current pay structure. As established in the OCSEA bargaining contract and the proposed
budget, employees will experience a monetary reduction equivalent to 3.076 hours of pay each pay
period. With some exceptions, most employees will select 10 cost savings days (80 hours) to be out of
the workplace.

Bargaining unit employees will make their selection through a canvas at the beginning of the fiscal year
with the dates being awarded in the order of seniority and used before June. Employees exempt from
collective bargaining will use their cost savings days prior to using other forms of leave. When the cost
savings days have been exhausted, other forms of leave may be used.


                            OVERTIME AND COMPENSATORY TIME
Overtime and Compensatory Time DAS Directive

Overtime Exempt
The Director may designate specific positions within the agency (which are professional or
administrative in nature) to be overtime exempt. If an employee has been designated as overtime
exempt, this policy sets forth the requirement for the approval, accrual and use of compensatory time
(comp time). See Ohio Revised Code 124.18. Employees affected by this policy are those who are
exempt from the Bargaining Unit and exempt from overtime pay under the Federal Fair Labor Standards
(FLSA). Comp time is accrued on straight time (hour-for-hour basis). Requests to work comp time must
be approved in advance and approved by a supervisor. An employee is not to have more than 240 hours
of comp time on his/her payroll records. Comp time cannot be transferred from or to another public
employee or state agency nor can the employee cash out comp time or convert it for payment.

                                          PAYROLL PROCEDURES
The state’s payroll system is based on a 2-week (80-hour) pay period. There are 26 pay periods per year
(occasionally 27). Paychecks are issued every other Friday. Because there is a 2-week lag time in the
state system, the check you receive on Friday is for the 80-hour pay period ending two weeks before.
New employees are usually scheduled to begin work on the first day of a 2-week pay period, which
means the first paycheck is normally received 4 weeks after beginning work. When you leave state
service, your last paycheck will be released 2 weeks after the last day of the pay period.
Paychecks are electronically deposited into a checking or savings account at a financial institution of
your choice. Direct Deposit is mandatory in accordance with Ohio Revised Code 124.151(B).
Authorization for Direct Deposit Form
Cancellation of Direct Deposit Form



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                                    OHIO CIVIL RIGHTS COMMISSION EMPLOYEE HANDBOOK

All pay statements are received electronically through ePay, which is a self-service product designed to
allow safe and secure viewing of paycheck information, including earnings, taxes, deductions, leave
balances and net pay distribution. Mandatory deductions from paychecks include: federal, state, and
local and Medicare taxes, and employee contributions to the Ohio Public Employees Retirement System.

OAKS Log On

                                           HOURS OF WORK
Reporting to Work
Employees are scheduled to work 40 hours per week. Employees should report to the office no earlier
than 10 minutes before their starting time. Employees will sign their time sheet noting the time of
arrival which should be no more than 10 minutes before their scheduled start time.

If an employee is less than an hour late, the employee will be considered tardy. If an employee is more
than one hour late, the employee will be considered absent without leave. Where there is no pattern of
tardiness, and with supervisory approval, employees who are tardy may make up time, use vacation,
personal or compensatory time. The makeup time shall only occur during the day in which the tardiness
occurred. Make up time may include lunch and/or after normal departure time, provided there is
supervisory coverage. This does not include break time. Excessive tardiness is not acceptable.

Some employees are assigned to time sensitive positions (i.e., employees assigned to provide phone &
reception coverage or team intake). In cases where an employee reports for work after his/her schedule
starting time, the employee’s pay will be adjusted to accurately reflect the actual time worked or the
employee will submit a request for leave. There will be no adjusting of the starting time, or extending of
the work shift in order to obtain a full shift in active pay status.

In cases where the employee submits request for leave, and the tardiness is not excused, the supervisor
may approve it FOR PAYROLL PURPOSES ONLY.

Lunch Break
Each full-time employee is required to take a lunch break. Each employee shall choose either a
30-minute or 1-hour lunch break as their regular lunch break. Individual exceptions to this selection
may be made with prior supervisor approval.

Breaks
A maximum of two 15 minute breaks, as scheduled by the supervisor, will be granted. Employees are
paid for breaks. Therefore, voluntary relinquishment of time cannot result in payment of overtime.

Departure Time
Employees should sign out at the normally scheduled departure time, noting the time of no more than
10 minutes after the time. When work is required, approved by the supervisor and performed beyond a
40-hour work week, the employee is entitled to overtime compensation. (See Overtime.)

Vacation, Personal, Compensatory Leave Taken
All requests must be made by submitting a Request for Leave. Except emergency situations, requests
must be made prior to the leave being taken. Supervisors will make every effort to promptly notify the
employee of the disposition of leave requests. Employees must confirm the request was approved.


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                                   OHIO CIVIL RIGHTS COMMISSION EMPLOYEE HANDBOOK

Approved requests for vacation, personal leave and/or compensatory time may be revoked due to
changes in operational needs.

Sick Leave
When reporting off sick, employees must notify their immediate supervisor or designee directly no later
than 30 minutes after their scheduled start time. All employees must complete a timely Request for
Leave for the use of sick leave or other leave in lieu of sick leave. The supervisor may request a
statement, signed by a physician or his/her designee who has examined the employee or the member of
the employee’s immediate family, be submitted within a reasonable period of time.

Flex Time
All employees are subject to a 40-hour work week, consisting of 5 days, with a minimum of 4 hours and
a maximum of 9 hours per day. Core work hours are 9:00 a.m. to 4:00 p.m. All employees are required
to be at work during core hours unless it is the employee’s short day and/or a flex day due to extended
hours. A minimum of a .5 lunch must be taken except on the 4 hour day.

Four-hour days are to be equally distributed throughout the week in order to maintain sufficient office
coverage. When everyone in a unit or office is requesting a similar schedule, seniority will determine
who will get the desired schedule.

Holidays will automatically reflect as 8 hours, and days when the office closes due to weather
emergency, etc., will reflect 8 hours.

Employees must ensure that their schedule does not conflict with regularly scheduled meetings or
Commission business.

Employees may change his/her schedule on a bi-weekly basis. For simplicity purposes this will be the
same as the pay period cycle. Approval must be obtained by the Friday before the commencement of
the flex schedule. Thus, the request must be turned in by close of business on Thursday. If an employee
does not submit a schedule change, it is assumed he/she will remain on their current schedule.
Employees are encouraged to maintain the same schedule. Any deviation from the above must have
supervisory approval. NOTE: If there is a reason to change one’s schedule on a temporary basis, and
the supervisor approves, then this can be done without having to complete forms. This temporary
change must result in a 40-hour work week and be reflected on the time sheets. Flex schedule forms
are to be maintained by the supervisor. With supervisor approval, starting time can be different every
day but must be approved and on record.

Operational needs may cause an employee to be excluded from flex time.

Union Leave
The Agency recognizes the role and benefits of union stewards and representatives in regard to contract
implementation and administration, as well as successful labor-management relations. At the same
time, the Agency has a right to manage its employees and the work that is done for the citizens of Ohio.

The union steward or representative must gain approval from their supervisor as soon as they know
they are needed. The supervisor can approve or disapprove based upon operational needs.



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                                  OHIO CIVIL RIGHTS COMMISSION EMPLOYEE HANDBOOK

An employee who requests to see a steward must gain supervisory approval to leave the work area. The
employee must also gain approval for the length of time to be gone from the work area. In situations
that necessitate union leave to be extended beyond the agreed upon time, the steward must inform
his/her supervisor and gain approval for the additional time. The employee must obtain approval from
his/her supervisor for the extension. If the request for leave varies considerably from the original
request, the supervisor will reassess the leave request.

Requests for union time will be considered on a case-by-case basis. A specific amount of time may be
granted, with a follow-up request necessary for an extension of a meeting. The employee, steward and
supervisor must coordinate this process.



                          DURING STATE EMPLOYMENT
Bargaining Unit employees are guided by their current contract. Exempt employees are treated similarly
yet with some differences. Exempt parity addresses this.
Parity for Exempt Employees
DAS Directive HR-D-09
Parity FAQ

                                        EMPLOYEE BENEFITS
All Employees
Union Employees
All Employees

                                                LEAVE
Holidays
State employees observe 10 paid holidays each year. Holidays falling on Sunday are observed on the
following Monday. Holidays falling on Saturday are observed on the preceding Friday. State holidays
are:
              January 1                        New Year’s Day
              Third Monday in January          Martin Luther King, Jr. Day
              Third Monday in February         President’s Day
              Last Monday in May               Memorial Day
              July 4                           Independence Day
              First Monday in September        Labor Day
              Second Monday in October         Columbus Day
              November 11                      Veteran’s Day
              Fourth Thursday in November Thanksgiving Day
              December 25                      Christmas Day




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                                   OHIO CIVIL RIGHTS COMMISSION EMPLOYEE HANDBOOK

Vacation
Full-time employees accrue annual vacation leave according to their number of years of state service.
Vacation leave is earned during all periods in which the employee is in active status, excluding overtime
hours.

Vacation leave must be requested in advance. Submitting a vacation request does not insure automatic
approval. Vacation leave shall be taken at a time mutually agreed to by OCRC and the employee. The
supervisor shall not deny any vacation request unless the vacation would cause a hardship on other
employees or OCRC. The supervisor shall timely notify employees of their disposition of the vacation
request.

   YEARS OF SERVICE         HOURS ACCRUED PER          HOURS ACCRUED PER               MAXIMUM
                           PAY PERIOD (80 Active)            YEAR                    ACCUMULATION
   Less than 4 years                3.1                       80                         240
       4 or more                    4.6                       120                        360
       9 or more                    6.2                       160                        480
      14 or more                    6.9                       180                        540
      19 or more                    7.7                       200                        600
      24 or more                    9.2                       240                        720

Maximum Accumulation: Vacation leave may be accumulated to a maximum accrual of that earned in
three years of service. Further accumulation will not continue when the maximum is reached.

Exceeding Maximum Accumulation: Employees should strive to use their vacation hours; however,
there are occasions when that is not possible. Employees may request to receive pay for up to 80 hours
of denied vacation leave once their vacation accrual reaches their 3-year maximum. The employee’s
supervisor may review the employee’s particular circumstances to determine whether or not to approve
the request. There is no restriction on how often or how many times the vacation leave may be paid
out. To receive this benefit, the employee must:
     Initiate the request to use leave on their own behalf
     Reach their maximum vacation balance in the current pay period
     Must be denied vacation leave up to a maximum of 80 hours within the past 12 months by
        Request for Leave
     Notify Human Resources of the denied request in writing to request to receive payment.

Sick
Paid sick leave is accrued by all permanent, full-time employees at a rate of 3.1 hours per 80 hours of
active pay status. Permanent part-time employees accrue sick leave on a pro-rated basis. Sick leave
may be used for personal illness, doctor’s examination or for the illness or examination of an immediate
family member. Immediate family includes: spouse, parents, step-parents, children, step-children,
grandparents, great grandparents, siblings, step-siblings, grandchildren, brother-in-law, sister-in-law,
daughter-in-law, son-in-law, mother-in-law, father-in-law or legal guardian or other person who stands
in the place of a parent.

Employees must notify their supervisor personally of their absence within at least 30 minutes of their
normal starting time. Unless prior notification was given of the number of days to be off, the employee


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                                    OHIO CIVIL RIGHTS COMMISSION EMPLOYEE HANDBOOK

must call each day thereafter. When sick leave is used for duration of 3 or more days, the employee is
required to provide documentation from a health care provider.

Sick leave hours are not considered active pay status for the purpose of calculating overtime and,
therefore, do not count towards the 40-hour threshold used to determine over-time.

A 12-month sick leave usage period begins the first pay period encompassing December 1st and during
this annual usage period sick leave is paid as follows:

                                  Hours Used          Percent of Base Rate
                                1-40 sick leave              100%
                              40.1 plus sick leave            70%

Leave in Lieu of Sick: After an employee has used all of his/her available sick leave, the use of
vacation leave, personal leave and/or compensatory time in lieu of sick leave may be permitted
following the provisions in the Sick Leave Policy and subject to their supervisor’s review and approval.

Sick hours used to supplement disability, adoption/childbirth leave and/or worker’s compensation will
be paid at 100% of the base rate. Sick hours used immediately prior to, during and following an
overnight hospital stay or outpatient surgery of the employee, spouse or child will also be paid at 100%
of the base rate. Overnight Hospital Stay/Outpatient Surgery Form

Sick leave requested at least 30 calendar days in advance for prescheduled medical appointments for
the employee, employee’s spouse or child residing with the employee may be supplemented at the
employee’s request to 100% of pay with available sick leave balances provided that a doctor’s statement
is submitted on the first day the employee returns to work following the absence. The employee must
contact the Human Resources Department of their desire to supplement sick leave balances on the
leave request.

Employees may elect to utilize sick leave to supplement an approved Disability Leave, Workers’
Compensation Claim or Childbirth Adoption Leave pursuant to Articles 35, 34.03 and 30.08 (C). Sick
leave used for these supplements shall be paid at a rate of 100% notwithstanding the schedule
previously specified. After employees have used all of their accrued sick leave, they may, at the
employer’s discretion use accrued vacation, compensatory time or personal days or may be granted
leave without pay.

An employee that has completed one year of state service upon separation shall convert all unused sick
leave to cash at the rate of one hour of pay for every two hours of accumulated balances at the
employees current rate of pay at the time of separation.

An employee who is granted military leave or leave without pay may be paid for accrued sick leave or
may keep it in reserve for use upon his/her return at his/her discretion.

When an employee terminates from state service he/she shall designate, in writing, the percentage or
portion of the accumulated sick leave that is to be converted to cash. If the employee fails to do so, the
entire amount shall be converted to cash. Employees hired after July 1, 1986, who have previous
service with political subdivisions of the state may use sick leave accrued with such prior employers but
will not be permitted to convert such leave to cash.
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                                    OHIO CIVIL RIGHTS COMMISSION EMPLOYEE HANDBOOK


In the case of death of an employee, the employee’s unused sick leave balance shall be converted to
cash and shall be paid in accordance with Section 2113.04 of the Ohio Revised Code or to the
employee’s estate. The cash benefit shall be paid at the rate of 50% of the value of any unused
accumulated sick leave.

Personal TEMPORARILY FROZEN
Personal leave shall be granted if an employee makes the request with 48 hours’ notice. In an
emergency, the request shall be made as soon as possible and the supervisor will respond promptly.
Leave shall not be unreasonably denied.

Bargaining Unit: All full-time employees shall be entitled to four personal leave days each year. Eight
hours of personal leave shall be credited to each employee at the end of the pay period, which includes
the first day of January, April, July and October of each year. Part-time employees shall accrue personal
leave on a prorated basis.

Exempt: All full-time employees shall be entitled to four personal leave days each year. Full-time
employees hired after the start of a calendar quarter, shall be credited with personal leave on a
prorated basis. Part-time employees shall accrue personal leave on a prorated basis.

Leave Donation Program
Leave Donation Form

Bereavement
Three consecutive days of bereavement leave with pay will be granted to an employee upon the death
of a member of his/her immediate family. Immediate family is defined as an employee’s spouse,
significant other, child, step-child, grandchild, parent, step-parent, grandparent, great grandparent,
brother, sister, step-sibling, mother-in-law, father-in-law, son-in-law, daughter-in-law, sister-in-law,
brother-in-law, or legal guardian or other person who stands in the place of a parent. Bereavement
leave will be granted in the case of a stillbirth conditioned upon the tendering of a death certificate. The
agency may grant other time to extend the bereavement leave.

Funeral Honors Detail

Civic Duty
You may be granted leave for serving on a jury or attending court as a witness under a subpoena, when
you are not a part to the case. You may also be granted leave when appointed to an advisory board or
commission or when soliciting for charities for which payroll deductions are made. While you are on a
civic duty leave, you will receive your full pay. Payments in excess of $15 per day for jury duty or
witness attendance, during normal work hours, must be sent to the Fiscal Department.

Olympic Competition
You may request leave without loss of pay to participate in Olympic competition as an athlete, coach,
official or judge. Olympic competition includes Winter Olympics, the Summer Olympics and the Pan
American Games. Pay for each week will not exceed the amount you receive for a regular work week.
This leave should be requested in writing, 30 days in advance.



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                                   OHIO CIVIL RIGHTS COMMISSION EMPLOYEE HANDBOOK

Poll Worker Leave
Policy
Form

Organ Donor Leave

Family Medical Leave Act
Policy
Use this link is to access FMLA forms. Click on “payroll administration” and scroll down to FMLA. Forms
can also be found under “Commonly Used Forms” on the Human Resources intranet.

Military

Adoption/Childbirth

Disability Benefits
Disability Leave, Disability Retirement, Transitional Work Program

Disability Separation

Administrative Leave with Pay

Excused Absence Leave with Pay
Civil Service Examinations: Employees will be allowed excused leave for two civil service examinations in
a calendar year; exceptions would be if the exam was required for the classification being held. If the
exam is required, mileage and parking expenses will be reimbursed (lodging and meals are not
reimbursable). Employees are required to account for their time on the sign in form.

Internal Promotional Interview: Excused absence is limited to actual time necessary for the interview
and includes reasonable travel time. Employees are required to account for their time on the sign in
form.

Administrative Hearings: Excused absence will be granted for administrative hearings which require the
involvement of agency employees. Employees are required to account for their time on the sign in
form.

OCRC Emergency: Whenever emergency conditions (e.g. fire, power failure) prevent employees from
working the Executive Director or designee may grant excused absence (leave with pay) to the affected
employees.

Weather Emergency: Employees will not be required to work if the Ohio Department of Public Safety
determines that a weather emergency exists. Employees will be compensated at their regular hourly
rate of pay for hours they were normally scheduled to work during the emergency period. An employee
will not be required to work if a weather emergency is declared in their official county of residence. The
employee is required to use leave time to cover the absence. Employees who report to work during the
emergency period will receive compensation at their regular hourly rate. Employees, who are on
approved leave during the time of the emergency, shall have their leave balances charged as if the
emergency did not exist. For example, an employee who has prior approval and uses 8 hours of

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                                   OHIO CIVIL RIGHTS COMMISSION EMPLOYEE HANDBOOK

vacation leave on a day during which a 2 hour weather emergency is declared shall have the 8 hours
deducted from his/her vacation balance.

Leave of Absence without Pay
A leave of absence without pay may be granted to employees upon approval by their supervisor and the
Executive Director, subject to the operational needs of the agency. Employees may request up to six
months leave without pay for personal reasons. Employees may request up to two years leave without
pay for any of the following reasons: education, training which would benefit OCRC. Employees who
are granted leave must first exhaust their vacation leave, personal and compensatory time balances.
Employees wishing to continue health insurance coverage will be required to pay both shares of their
health insurance premiums while on approved leave of absence.

Leave Without Pay
Employees with more than one year of service may request leave without pay only after all accrued
leave has been exhausted. Prior approval must be obtained. Employees are responsible for being
aware of their leave balances. If an employee has an insufficient leave balance to cover their absences
within a 40-hour work week, leave without pay must be taken and a Request for Leave must be
submitted. Recurring use of leave without pay is not acceptable and is considered pattern abuse which
could result in disciplinary action.

The basic difference between an excused absence and leave of absence is that excused absences are
used for time periods of less than two weeks, while leave of absence are used for periods exceeding two
weeks. This distinction is made because any leave of absence of at least two weeks is subject to the
approval of the State Director of Administrative Services, while any time less than two weeks is
approved or disapproved by the Executive Director.


                EMPLOYEE PERFORMANCE REVIEWS & TRAINING AND DEVELOPMENT

Performance Reviews

Performance Evaluation Forms and Information

The Ohio Civil Rights Commission conducts a performance review program for all of its employees. The
purpose of the program is to assure the employee a periodic evaluation interview with his/her
immediate supervisor and to provide a framework for performance. This will also give the employee the
opportunity to discuss any phase of the job with his/her supervisor.

There will be a minimum of two reviews during the employee’s first year in a new position, and one in
each succeeding year, except when an employee is promoted. The performance review is not intended
to replace the day-to-day communication between the supervisor and the employee. Employees are
encouraged to bring any problems or questions to his/her supervisor as they arise.

Review periods and due dates: Employees who are eligible for a step increase will have their evaluation
just prior to that next step increase. Employees who have no additional steps in their pay range will
have their annual evaluation on or before December 31st of each year.



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                                   OHIO CIVIL RIGHTS COMMISSION EMPLOYEE HANDBOOK

Probationary employees: Supervisors will receive information from the HR Department within two pay
periods of the new employee’s start date indicating the mid and final probationary period evaluation
due dates. Mid probationary evaluations are due to HR within 30 days after the mid-point of the
employee’s probationary period. Final probationary evaluations are due to HR within 30 days of the
final day of probation. Exception: If after the mid-probationary period the supervisor believes the
employee may not be successful in completing their probationary period, the supervisor must contact HR
immediately and no later than 30 days prior to the end of the employee’s probationary period.

Appeal process:
        First level appeals: An employee who received overall “satisfactory”, “meets”, “above”, and
“below” in all dimensions, may file first level appeals: (1) Employee files a “Performance Evaluation
Review Request” to a regional director or division manager within 7 days of receiving the signed
evaluation. (2) Regional director or division manager holds a meeting within 7 days of the appeal. (3)
Regional director or division manager responds within 7 days after the meeting. The decision of the
regional director or division manager is final.
        Second level appeals: An employee who received an overall rating of “unsatisfactory”, and has
been denied a step increase may file this level of appeal: (1) Same initial appeal. (2) After management
response, employee may file an appeal with HR. (3) HR may hold a meeting or a do a paper review of
the information submitted by the appealing employee. The decision by HR is final and not grievable.
        Third level appeals (Bargaining Unit only): May be filed by an employee who is denied a step
increase: (1) Employee files grievance directly at Step 3 with HR. (2) If grievance is unresolved, the
union may appeal the denial of the grievance to Step 4 of the grievance process. The timelines provided
by the collective bargaining agreement is applicable to grievances filed at Step 3 and Step 4 of the
grievance process.

Training and Development
All training requests should be turned into immediate supervisor at least 30 days prior to training. See
exempt and bargaining unit sites regarding financial assistance, etc.

Employees must submit an OCRC Request for Training form to obtain authorization to attend a work-
related training course/conference. Employees must obtain supervisor (regional director or manager)
approval. The request form and a complete copy of the materials should then be sent to the Director of
Operations for final approval. The forms are then given to the Human Resources Department, who
notifies the employee of approval/disapproval. When the training is complete a copy of the certificate
of completion should be sent to Human Resources to be placed in the employee’s personnel file.

Requests for training should be submitted no later than 30 working days prior to the date of the
training/conference.

Management may consider the following factors in determining eligibility for attendance: the
employee’s past training history, attendance, and current performance, length of service with the
Agency and current workload of the employee/department.

OCRC Request for Training Form

Union training and development

Exempt training and development

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                                   OHIO CIVIL RIGHTS COMMISSION EMPLOYEE HANDBOOK


ADDITIONAL LINKS OF INTEREST REGARDING TRAINING AND DEVELOPMENT
Geographic Information Systems (GIS) Training
Human Resources Academy (HRA)
Learning Resources
Occupational Safety and Defensive Driving
Ohio Certified Public Managers Program (OCPM)
Professional Administrative Support Services (PASS) Program
Professional Development Program for Exempt Employees
Project Management
Workforce Development for Bargaining Unit Employees

                                 EMPLOYEE ASSISTANCE PROGRAM
The Ohio employee Assistance Program (EAP), a counseling and assistance program, is available to
employees and their covered family members. Alcoholism, drug abuse, family or marital distress, social
and relationship problems, mental or emotional illness, time management, legal or financial problems,
and related environmental conditions are illnesses or problems that can often be successfully treated or
resolved. Employees may contact EAP at 1-800-221-6327 (toll free statewide) or local in Columbus at
614-644-8545. Employee Assistance Program Link

                              WORKPLACE EXPECTATIONS AND POLICIES

                                              EMPLOYEE

Professional Appearance
As an employee of the Commission, you are expected to help maintain a high degree of efficiency and
productivity. We ask your cooperation in helping us keep the Commission a clean, neat and safe place
to work. Housekeeping and your professional appearance, in particular, is a vital part of everyone’s
responsibility and will do much to enhance the image we wish to impart.

Compliance with a dress and personal appearance code takes judgment, understanding and flexibility on
the part of the Regional Director, Central Office Manager and Supervisor. OCRC does not want to
impose any personal or unduly restrictive regulations on its employees, but neither will it permit dress
or appearance that is offensive to the public or other employees, or is impractical or unsafe.

Please feel free to communicate with your supervisor any questions or suggestion you might have about
this policy.

Procedural Handling of Charges
Employees need to be impartial in the handling of charges and avoid all favoritism or appearance of
impropriety. Employees are given the Code of Ethics during orientation and are expected to abide by it.
Charges filed by an OCRC employee or relatives of an employee must be brought to the supervisor’s
attention immediately.

Security and Confidentiality of Data Files
Maintaining the security of state assets is the responsibility all employees. The Commission has
computerized information in its data system of all complainants and respondents. Employees who have
access to this and other confidential information have a duty to preserve the security of this material.

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                                    OHIO CIVIL RIGHTS COMMISSION EMPLOYEE HANDBOOK

Accordingly, Commission employees who have access to confidential information or copyright protected
software are prohibited from:

    1. Making or permitting unauthorized use of any information in files maintained by the
       Commission.
    2. Seeking to benefit personally or permitting others to benefit personally, by any information,
       coming to him/her by virtue of his/her access to confidential information.
    3. Knowingly include or causing to be included in any record or report a false, inaccurate, or
       misleading entry.
    4. Removing or causing to be removed, copies of any official record or report from any file from
       the office where it is kept, except in the performance of his/her duties.
    5. Operating or requesting others to operate any of the state’s equipment for non-OCRC personal
       business.
    6. Making copies of software or literature in violation of copyright laws.
    7. Abusing or permitting abuse of the Commission’s system communications capabilities (e.g.,
       inappropriate/personal messages).
    8. Diverting the Commission’s resources or property for personal gain.
    9. Aiding, abetting or acting in conspiracy with another person, to violate any part of this policy
       and procedure.

Any violation of this policy and procedure shall be reported to the appropriate supervisor immediately.
Violations of any portion will result in disciplinary action consistent with the Commission’s Work Rules.

Employee may review their personnel file, during working hours, and reasonable requests to copy
documents will be granted at no charge. No persons, except those authorized by the employee and
those whose responsibility requires access to personnel files, will be permitted to review the employee’s
personnel files, except as required by the Ohio Revised Code.

Ohio Ethics

Nepotism Department of Administrative Services Directive: HR-D-02

Political Activity

Child Support Enforcement
Every state employee should meet fully his/her child support obligations. Any employee who is behind
on child support payments must make every effort to become current. Disciplinary action may be taken
against any employee who refuses to take steps to come current in child support payments.

Any employee who needs assistance in collecting child support may contact the Ohio Department of Job
and Family Services Child Support Hotline. Employees who are behind also may contact the department
for advice or assistance in establishing a payment plan.

Travel Rules




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                                     OHIO CIVIL RIGHTS COMMISSION EMPLOYEE HANDBOOK

Relatives and Friends in Office during Working Hours
In order to maintain a business-like atmosphere and to prevent the possibility of accidents or injury
involving office equipment, relatives and friends will not be permitted to stay in the office during regular
and/or overtime working hours.

No Smoking
For the protection, health and safety of OCRC employees, work areas are designated smoke-free.
Employees who wish to smoke may do so in designated smoking areas before and after work, during
lunch and during authorized breaks. As an accommodation to your fellow employees and visitors, we
ask smokers to refrain from standing at or near the entrances while smoking. State-owned vehicles
operated by employees are also considered no smoking areas.

Drug-Free Workplace
For additional information about the Drug-Free Workplace Program and Ohio law, please see:
Administrative Rules 123:1-76-01 through 123:1-76-14
Article 24.08 and Appendix M of the OCSEA agreement


                                                   AGENCY

Employment Verification
In response to inquiries from creditors or prospective employers about current or former employees,
only the individual’s name, dates of employment, and job title will be provided. When there is a salary
verification request, a written authorization will be obtained from the employee to provide the
information. No other information about any aspect of the employment relationship is provided
without written authorization from the individual. All employment verifications must be directed to the
Human Resources Department.

Media Relations
All press, media relations, and legislative affairs calls are to be directed to the Office of Public Affairs.
Also, please direct all inquiries from an elected official’s office to the Office of Public Affairs. Employees
are to courteously respond that they are not authorized to speak for the agency and take a complete
message with name, organization, phone number, subject and whether there is a deadline involved.
Employees may also give the telephone number of the Office of Public Affairs to the caller. Employees
are to refrain from saying “No comment” or “I can’t talk about that”.

Public Records Request
The records request policy establishes office procedures for responding to requests for public records.
This policy supersedes any and all previous records request policies. All records requests are to go
through the Compliance Department or the regional office managers.

Defining Public Records: All records of the OCRC are public unless they are specifically exempt from
disclosure under the Ohio Revised Code. All records must be organized and maintained so that they are
readily available for inspection and copying.

Public records are defined to include the following: Any document – paper, electronic (including, but
not limited to, e-mail), or other format – that is created or received by, or comes under the jurisdiction


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                                    OHIO CIVIL RIGHTS COMMISSION EMPLOYEE HANDBOOK

of the OCRC that documents the organization, functions, policies, decisions, procedures, operations, or
other activities of the office.

Response Timeframe: Public records are to be available for inspection during regular business hours,
with the exception of published holidays. Public records must be made available for inspection
promptly. Copies of public records must be made available within a reasonable period of time.
“Prompt” and “reasonable” take into account the volume of records requested; the proximity of the
location where the records are stored; and the necessity for any legal review of the records requested.
Each request should be evaluated for an estimated length of time required to gather the records.
Routine requests for records should be satisfied immediately if feasible to do so. Routine requests
include, but are not limited to, budgets, salary information, forms and applications, personnel rosters,
etc. If fewer than 20 pages of copies are requested or if the records are readily available in an electronic
format that can be e-mailed or downloaded easily, these should be made as quickly as the equipment
allows.

If a request is made by a member of the media, the recipient of the request must immediately notify
Public Affairs.

Handling Requests: Although no specific language is required to make a request, the requester must at
least identify the records requested with sufficient clarity to allow the office to identify, retrieve, and
review the records. If it is not clear what records are being sought, the office must contact the
requester for clarification, and should assist the requester in revising the request by informing the
requester of the manner in which the office keeps its records.

The request to view records does not have to be in writing, nor does it have to provide his or her
identity or the intended use of the requested public record.

In processing the request, the office does not have an obligation to create new records or perform new
analysis of existing information. An electronic record is deemed to exist so long as a computer is already
programmed to produce the record through simple sorting, filtering, or querying. Although not required
by law, the office should accommodate the requester by generating new records, in order to make
otherwise public records available and protect records that are legitimately exempt from disclosure,
when it makes sense and is practical under the circumstances.

In processing a request for inspection of a public record, an office employee must accompany the
requester during inspection to make certain original records are not taken or altered.

If a request is for records that may be exempt or prohibited from disclosure, or any other unique issue,
the recipient of the request must contact the Compliance Department as the request is being processed.
The Compliance Department will assist in processing the request.

A copy of the most recent edition of the Ohio Sunshine Laws manual is available to all employees on the
intranet for the purpose of keeping employees educated as to the office’s obligations under the public
records law.

Electronic Records: Documents in electronic mail format or sent via a hand-held communications device
(such as a Blackberry) are public records when their content relates to the business of the OCRC. E-mail
and instant messages are to be treated in the same fashion as records in other formats.

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                                    OHIO CIVIL RIGHTS COMMISSION EMPLOYEE HANDBOOK


Records in private e-mail accounts used to conduct public business are subject to disclosure, and all
employees or representatives of this office are required to copy their e-mails that relate to public
business to their business e-mail accounts and retain in accordance with applicable records retention
schedules.

Confidential and Privileged Records: Any record that is deemed to be a confidential communication
between the Attorney General’s office and OCRC staff, created in preparation for trial, or administrative
hearing shall be clearly marked at the top of the first page and at the bottom of each following page
with a notation indicating that the record is “Confidential Attorney-Client Communication” or
“Confidential Attorney Work Product.” If the record is in e-mail format, the notation should be included
in the “subject” field.

Denial or Redaction of a Request: Certain records are exempt from the Public Records Act and,
therefore, should not be released. Instead, this information should be redacted and/or removed prior
to copying and mailing the file (e.g. social security numbers should be crossed out with a dark marker).
If you have questions regarding the exemptions, the Compliance Department should be contacted.
Below are common exemptions:
      Social Security Numbers
      Attorney-Client Privileged Information
      Sensitive Medical Information
      “Confidential” Investigator/Supervisor Notes
      Draft Settlement Agreements/Notes Regarding Settlement Attempts

If the requester makes an ambiguous or overly broad request or has difficulty in making a request for
public records, the request may be denied, but the denial must provide the requester an opportunity to
revise the request by informing the requester of the manner in which records are maintained and
accessed by the office.

Any denial of public records requested must include an explanation, including legal authority. If the
initial request was made in writing, the explanation must also be in writing. If portions of a record are
public and portions are exempt, the exempt portions are to be redacted and the rest released. All
redactions shall be plainly visible. If there are redactions, each redaction must be accompanied by a
supporting explanation including legal authority.

Copying and Mailing Costs: Those seeking public records may be charged only the actual cost of making
copies, not labor. The charge for paper is 5 cents per page. The charge for downloaded computer files
to a compact disc is $1 per disc.

A requester may be required to pay in advance for costs involved in providing the copy. The requester
may choose whether to have the record duplicated upon paper, upon the same medium in which the
public record is kept, or any other medium on which the record can be duplicated.

If a requester asks that documents be mailed to them, they will be charged the actual cost of the
postage and mailing supplies. There is no charge for documents e-mailed.




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                                    OHIO CIVIL RIGHTS COMMISSION EMPLOYEE HANDBOOK


Equal Employment Opportunity
EEO Officer, Judia Brown, (614) 466-6287


Sexual Harassment: Any unwanted attention of a sexual nature from someone in the work place that
creates discomfort and/or interferes with the job. It can take the form of verbal abuse, such as insults,
suggestive comments and demands; leering and a subtle form of pressure for sexual activity; physical
aggressiveness such as touching, pinching, and patting, lewd pictures, sexual jokes, attempted rape or
rape.

Conduct constitutes sexual harassment when:
   1. Submission to such conduct is made, either explicitly or implicitly, a term or condition of an
       individual’s employment , or
   2. Submission to or rejection of such conduct by an individual is used as the basis for employment
       decisions and/or retaliation; or
   3. Such conduct has the purpose or effect of interfering with an individual’s work performance or
       creating an intimidating, hostile or offensive working environment.

Sexual harassment is illegal. The Gubernatorial Executive Order 92-60V, Section 4112 of the Ohio
Revised Code and Section 703 of Title VII of the Civil Rights Act of 1964 (amended) prohibit such
harassment. This prohibition applies to all state agency heads, managers, supervisors and employees
(whether classified or unclassified).

RESPONSIBILITY:
 Equal Opportunity Division (EOD) is responsible for coordinating, disseminating and enforcing this
  policy and serving as a resource for all matters dealing with sexual harassment.

 Each agency head and manager is responsible for notifying subordinates of this policy; establishing
  and maintaining a work atmosphere which is free of such harassment; conducting sexual harassment
  training for all managers, supervisors and employees; cooperating with the Ohio Equal Opportunity
  Division’s efforts to eliminate sexual harassment; informing aggrieved persons of the right to contact
  their EEO Officer and/or the State Equal Opportunity Division for assistance; and participating in the
  investigation and resolution of sexual harassment complaints, maintaining adequate documentation
  on each investigation, and providing timely and complete notification to appropriate persons on the
  disposition of each investigation.

 State Employees are responsible for adhering to this policy, reporting such incidents to appropriate
  persons, and cooperating in any investigation which might result in the filing of a complaint.

FORMAL DISCRIMINATION COMPLAINT PROCEDURE: One method of redress is the filing of a formal
charge through the discrimination complaint procedure which is detailed in the Administrative Rules of
the Ohio Department of Administrative Services. Formal charges which are filed with the State Equal
Opportunity Division must be presented within 30 calendar days of the most recent incident of sexual
harassment so that every attempt is can be made to resolve the matter within 120 calendar days. For
additional information, you may contact the Human Resources Department or:



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                                    OHIO CIVIL RIGHTS COMMISSION EMPLOYEE HANDBOOK

                                   Equal Opportunity Division (EOD)
                              Ohio Department of Administrative Services
                                      Rhodes State Office Tower
                                    30 E. Broad Street, 18th Floor,
                                       Columbus, Ohio 43215,
                                  614-466-8380, FAX (614) 728-5628


If the complainant does not choose to file with the EOD, he/she may file charges with the Ohio Civil
Rights Commission with 6 months of the incident and/or with the Equal Employment Opportunity
Commission within 300 days of the incident. (See the government listing in your telephone directory for
current address and telephone numbers).

STEPS IN THE PROCESSING OF A DISCRIMINATION COMPLAINT
   1. Confidential Counseling: EEO Officer for OCRC or EOD provides confidential counseling in order
        for the aggrieved person to explain the matter and to determine whether or not to file a
        discrimination complaint.
   2. Investigation: once a charge has been formally filed, an investigation is performed by Human
        Resources. When probable cause is found, remedies are set forth so that an attempt may be
        made to satisfactorily settle the case.
   3. Hearing: if the complaint is not satisfied with OCRC’s decision and/or resolution, he/she may
        request a hearing through EOD. EOD will select a hearing officer to preside over the case,
        explain the procedures to the complainant and arrange for the hearing.
   4. Final order: after the hearing officer has issued an opinion and OCRC has issued its decision, the
        complaint, if not satisfied, may ask the EOD to issue a final order (which is binding upon all
        parties concerned).

Every attempt will be made to satisfactorily resolve the matter before a formal hearing is necessary.
Throughout the entire process, complainants and witnesses are free from reprisal, retaliation, or
interference. However, if the complainant is still not satisfied, he/she may file charges with the Ohio
Civil Rights Commission and/or the Equal Employment Opportunity Commission:

                                Akron            (330) 643-3100
                                Cleveland        (216) 787-3150
                                Columbus         (614) 466-5928
                                Dayton           (937) 285-6500
                                Toledo           (419) 245-2900

Any manager, supervisor, or employee who violates this policy by engaging in or by allowing the conduct
to go unaddressed, will be disciplined. Forms of discipline will be dependent upon the terms of any
applicable union contract and the severity of the incident. Such discipline may include counseling,
reprimands, suspension and/or removal.

OCRC has 15 days to accept or reject the complaint. If the complaint is accepted, Human Resources will
attempt to bring a solution to the problem that is acceptable to the Complainant and the Agency.

If the complaint isn’t filed within the 30-day time frame or isn’t based on the protected classes, Human
Resources will advise you that the complaint was not accepted.

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                                    OHIO CIVIL RIGHTS COMMISSION EMPLOYEE HANDBOOK


OCRC’s EEO Officer will begin a formal investigation of the complaint.

The Commission must make a written report after doing the investigation and issue a written decision to
the Complainant. This should take place within 60 days of the filing of the complaint.

The Complainant has 15 days after receipt of the OCRC’s decision to request a hearing before
Employment Opportunity Division (EOD).

Anti-Discrimination and Anti-Harassment: It is the policy of OCRC to insure that employees and
applicants are not discriminated against or harassed due to race, color, religion, sex, national origin,
disability, age (40 years or older) or veteran status.

Retaliation against employees and applicants who have complained of discrimination and harassment
will not be tolerated. Such conduct is subject to discipline, up to and including discharge.

Employees who witness inappropriate behavior that may be a violation of this policy must report such
incidents to their supervisor or the EEO Officer. Although such reports cannot be kept strictly
confidential, information contained therein will be managed discretely and communicated to others
only to the extent necessary to investigate the allegations and take appropriate action.

Employees and applicants who believe they have been discriminated against or harassed should report
the incident to the EEO Officer. Complaints must be filed within 30 days of the most recent incident of
alleged discrimination or harassment.

All allegations of discrimination or harassment will be reviewed. When appropriate, all efforts will be
made to resolve complaints internally. Complaints will be investigated promptly and thoroughly. A
rapid determination will be made of what, if any, corrective action is warranted.

Supervisors may be subject to personal liability for acts of discrimination, harassment, or retaliation.
OCRC is not obligated to provide legal representation to supervisors sued in their individual capacity.

Formal complaints may also be filed with any or all of the following enforcement agencies:
 Department of Administrative Services’ Equal Opportunity Division (EOD) within 30 days of the
  most recent incident or alleged discrimination or harassment;
 Ohio Civil Rights Commission (OCRC) with 6 months (NOTE: Charges filed with OCRC are usually
  investigated by EEOC because of the potential conflict of interest.); and/or
 Equal Employment Opportunity Commission (EEOC) within 300 days.

The EEO Officer (Denise Johnson, Hearings Unit, OCRC EEO Officer) will conduct an investigation of
complaints filed with EOD or EEOC. The investigation will comply with the rules and regulations of the
agency where the complaint is filed.

This policy is consistent with the objectives and practices of the State of Ohio and is in compliance with
applicable federal and state laws and regulations, as well as Executive Order 99-25 T.




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                                    OHIO CIVIL RIGHTS COMMISSION EMPLOYEE HANDBOOK

Workplace Violence Prevention
HR-D-04 Workplace Violence Prevention Policy
OCRC is committed to providing its employees a work environment that is safe, secure and free of
harassment, threats intimidation and violence. OCRC recognizes that work place violence is a growing
problem that should be addressed by all employers and therefore adopts this zero tolerance policy for
workplace violence. Consistent with this policy, threats or acts of physical violence, including
intimidation, harassment, and/or coercion which involve or affect OCRC employees or which occur on
state property will not be tolerated.

“Threats or acts of violence” include conduct against persons or property that is sufficiently severe,
offensive, or intimidating to alter the conditions of state employment, or to create a hostile, abusive or
intimidating work environment for one or more OCRC employees.

Prohibited workplace violence includes, but is not limited to, the following:
    All threats or acts of violence occurring on state property, regardless of the relationship
        between the state and the individual involved in the incident.
    All threats or acts of violence not occurring on state property, but involving someone who is
        acting in the capacity of a representative of OCRC.
    All threats or acts of violence not occurring on state property, but involving an employee of
        OCRC if the threats or acts of violence affect the legitimate interests of the state.
    Any threats or acts of violence resulting in the conviction of an employee or agent of DAS, or of
        an individual performing services on the department’s behalf on a contract or temporary basis,
        under any criminal code provision relating to threats or acts of violence that adversely affect the
        legitimate interests of the state.

Specific examples of conduct that may be considered “threats or acts of violence” prohibited under this
policy include, but are not limited to, the following:
     Hitting or shoving an individual.
     Threatening to harm an individual or his/her family, friends, associates, or their property.
     The intentional destruction or threat of destruction of property owned, operated, or controlled
         by the state.
     Making harassing or threatening telephone calls, or sending harassing or threatening letters or
         other forms of written or electronic communications.
     Intimidating or attempting to coerce an employee to do wrongful acts, as defined by applicable
         law, administrative rule, policy, or work rule that would affect the business interests of the
         state.
     The willful malicious and repeated following of another person, also known as “stalking”, and
         making a credible threat with intent to place the other person in reasonable fear for his or her
         safety.
     Making a suggestion or otherwise intimating that an act to injure persons or property is
         “appropriate”, without regard to the location where such suggestion or intimation occurs.
     Unauthorized possession or inappropriate use of firearms, weapons, or any other dangerous
         devices on state property.

OCRC’s prohibition against threats and acts of violence applies to all persons involved in departmental
operations, including, but not limited to OCRC personnel, contract and temporary workers, and anyone
else on state property. Violation of this policy by any individual will be subject to legal action, as

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                                   OHIO CIVIL RIGHTS COMMISSION EMPLOYEE HANDBOOK

appropriate. Violation of this policy by an OCRC employee may lead to disciplinary action up to and
including termination, in accordance with the applicable law, rule or collective bargaining agreement.

The following are examples or warning signs, symptoms, and risk factors which may indicate an
employee’s potential workplace violence:
     Dropping hints about a knowledge of firearms.
     Making intimidating statements like: “You know what happened at the post office,” “I’ll get
        even” or “You haven’t heard the last of me.”
     Possessing reading material with themes of violence, revenge, or harassment.
     Keeping records of other employees the individual believes to have violated departmental
        policy.
     Physical signs or hard breathing, complexion coloring changes, menacing stare, loudness, fast
        profane speech.
     Acting out either verbally or physically.
     Disgruntled employee or ex-employee who is excessively bitter.
     Being a loner.
     Having a romantic obsession with a co-worker who does not share that interest.
     History of interpersonal conflict.
     Intense anger, lack of empathy.
     Domestic problems, unstable/dysfunctional family.
     Brooding, depressed, strange behavior, “time bomb ready to go off.”

Supervisors should be alerted to and aware of these indicators. If an employee exhibits such behavior
the employee should be monitored and such behavior should be documented.

In all situations, if violence appears to be imminent, employees should take the precautions necessary to
assure their own safety and the safety of others. Critical phone numbers are 9-911, Ohio State Highway
Patrol at (614) 466-2660, or building security or local law enforcement as needed.

Workplace Domestic Violence Policy

Unauthorized Weapon Policy: HR-D-05

Posting Vacancies
The importance of vacancy postings is to inform employees of transfer and promotional opportunities at
the Agency when a vacancy exists. OCRC utilizes an internal job posting procedure in order to provide
an opportunity for all qualified employees to apply for available positions. The procedure is as follows:
    1. All vacant positions will be posted except unclassified positions filled by an appointment by the
        Governor or the Executive Director.
    2. Each vacancy must be posted for at least 10 days. Any employee who has completed probation
        and feels qualified to fill a vacant position, must complete an application (ADM 4268) and
        forward it to the Human Resources Department. The application must be submitted or
        postmarked no later than the close of business of the “End of Posting Date”.
    3. All applications are subject to pre-screening for minimum qualifications by the Human
        Resources Department. Those employees not meeting minimum qualifications will be notified
        in writing.
Ohio Hiring Management System

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                                     OHIO CIVIL RIGHTS COMMISSION EMPLOYEE HANDBOOK

    4. The person recommended for the position will be notified as to whether the Ohio Department
       of Administrative Services approved the selection. If approval is granted, the employee will be
       given the effective date of the new position by the Regional Director or Manager.
    5. Letters to applicants, not selected, will be forwarded from the Human Resources Department.
       In the event that DAS does not approve the original selection, all applications will be reviewed
       again.

Discipline Policy and Procedure

Grievance, Appeal and Complaint Procedure
Bargaining Unit: A grievance procedure is available to eliminate problems as quickly as possible. The
procedure may be used without fear of retaliation. Time limits specified throughout the procedure
must be adhered to by all parties involved. Failure of the employee to comply with any of the time
limits may result in forfeiture of the grievance.

Exempt: May file an appeal with the State Personnel Board of Review (SPBR) for the following reasons:
removal; suspension for more than three days; lay-off; reclassification; reduction in pay or position; and
permanent transfer.

Complaint Procedure: Employees who believe they have received unjust or inequitable treatment may
file a formal complaint so that problems may be eliminated as quickly as possible. The procedure may
be used without fear of retaliation.

Time limits specified throughout the procedure must be adhered to by all parties involved. Failure of
the employee voicing the complaint to comply with any of the time limits may result in forfeiture of the
complaint. Should management violate the time limits, the complaint will automatically proceed to the
next step of the procedure.

Step One: The employee should orally present the complaint to the immediate supervisor within five
working days of the incident creating the complaint, explaining the nature of the problem and a
suggested solution.

The supervisor may give the employee an oral reply immediately or may wish to study the situation or
obtain more information, but the employee must receive an oral reply within three working days of the
presentation of the complaint by the employee.

If the answer the employee receives does not resolve the situation to the satisfaction of the employee
or if the supervisor fails to respond within 3 working days, the employee may proceed to Step 2. Or if
the complaint concerns a matter beyond the scope of the immediate supervisor’s authority, the
supervisor may direct the employee to proceed to Step 2.)

The central office manager or regional director will provide a written reply within five working days of
the meeting.

Step 2: As in the first step, if the reply does not satisfactorily resolve the situation for the employee, or if
the manager fails to respond within five working days, the employee may proceed to the next step.



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                                   OHIO CIVIL RIGHTS COMMISSION EMPLOYEE HANDBOOK

Step 3: A copy of the written complaint should be sent to the Human Resources Department within five
working days of the receipt of the Step 2 reply. Within ten working days of receipt of the appeal, the
Human Resources Department shall render a judgment on the appeal and inform the employee in
writing of his/her answer and explain to the employee that if he/she is not satisfied with the decision,
he/she has five working days to appeal the decision to the Executive Director.

Step 4: A copy of the written complaint should be sent to the Executive Director within five working
days of receipt of the Step 3 reply. Within 15 working days of the receipt of the appeal, the Executive
Director or designee, shall render judgment on the appeal and inform the employee, in writing, of the
final decision.

                                            OCRC PROPERTY

Personal Property
OCRC recognizes that employees may need to bring certain personal items to work. However, personal
property that is not related to the employee’s job performance may be disruptive to the workflow or
pose a safety risk to other employees. Personal entertainment devices (e.g., television, electronic
games, playing cards) are to be used during lunch breaks only.

In addition, employees should refrain from receiving personal mail (correspondence, magazines,
catalogs, etc.) or package deliveries at OCRC.

Employees are expected to exercise reasonable care to safeguard personal items brought to work. The
OCRC is not responsible for the loss, damage, or theft of personal belongings and employees are advised
not to carry unnecessary amounts of cash or other valuables with them when they come to work.

To maintain security and protect against theft, the OCRC reserves the right to inspect all personal
property brought onto OCRC’s property, including vehicles, packages, briefcases, backpacks, purses,
bags, and wallets. In addition, the OCRC may inspect the contents of desks, storage areas, file cabinets,
and workstations.

Property Assigned to Employee
Each employee is expected and required to provide prudent care for all equipment assigned and
entrusted to them and not be negligent in the maintenance of that equipment.

Consequently, any employee assigned equipment (e.g., portable computers, printers, cellular phones, or
any other equipment) will be responsible for the care of that equipment. All employees are encouraged
to treat assigned equipment as if it were their own property. Employees are expected to lock offices,
desk, and vehicles when they are vacated as a precaution against theft.

Failure to provide prudent care of state property may constitute negligence, providing grounds for
employee discipline.

Employees may be required to report theft or damage of state property to their private homeowners’
carrier. The OCRC must be reimbursed from or by proceeds from any settlement made by an insurance
company.



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                                    OHIO CIVIL RIGHTS COMMISSION EMPLOYEE HANDBOOK

Employees whose assigned equipment is stolen or lost are required to immediately file a report with the
law enforcement authority having jurisdiction where the theft occurred. Employees are also required to
call the Fiscal Department. Law Enforcement officials will need detailed information on the assigned
equipment and the approximate value of the equipment.

Employees expecting to be away from the office for an extended period of time (e.g., vacation, training,
etc.) should secure necessary items (e.g., laptops, printers, etc.).

Equipment Use
Each department is responsible for the effective and efficient use of equipment and service. You may
not conduct business for profit or gain from a state telephone. You may not publish state telephone
numbers on business cards or other publications for your own personal business. All state equipment is
subject to surveillance and monitoring. For example, e-mail may be read by your supervisor for
legitimate business purposes.

Phone Use at Work and Long Distance Calls
OCRC recognizes that it may be necessary to make or accept a limited number of personal phone calls
while at work. However, the frequency and duration of personal calls must be kept to a minimum.

Personal long distance calls should not be made from OCRC telephones and charged to the agency. You
may make a personal long distance call if you charge it to a personal credit card or to a third party non-
state number. In the case of an emergency, a personal long distance call may be made but you must
reimburse the cost of the call to the agency. Calls to 1-900 are prohibited. Violations of this policy will
result in disciplinary action and may be cause for termination.

Calls to directory assistance should be made only when a business number is not available elsewhere.
No calls to directory assistance for personal phone numbers are to be charged to a state line. Such calls
are to be handled in the same manner as long distance calls.

Cell Phones Use
An employee issued or having signed out a cell phone is responsible for all calls. In accordance with OPP
Policy ITP-002 the following procedure will be followed:
    1. An employee assigned a cell phone must review the regular bills and initial all personal calls
         made and received. The employee is also responsible for noting discrepancies if there are any.
    2. The employee assigned a cell phone will sign and date the cellular bill and show the total
         number of minutes used for personal calls.
    3. An employee assigned a cell phone on a temporary basis must submit a list of personal calls
         when the cell phone is returned.
    4. Agency management will review all invoices to insure that cell phone usage policy is being
         followed.
    5. The Fiscal Department will calculate the amount to be paid for personal cell use based on the
         cost of the current calling plan and will notify the employee accordingly.
    6. The employee must reimburse the agency for personal calls within 30 days after receiving
         notification.

Employees may be held responsible for loss or damage if deemed appropriate. Employees are
encouraged to be mindful of professional demeanor and safety while using an OCRC-owned cell phone.


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                                     OHIO CIVIL RIGHTS COMMISSION EMPLOYEE HANDBOOK

Computer Use
Computers are not personal property; they belong to the State of Ohio. Employees should not have an
expectation of privacy with regards to the information, data, documents, emails and messages which
are opened and stored on the computer.

Only software and hardware purchased and installed by OCRC may be utilized; copying software, data or
documentation for personal use or for use on non-OCRC machines is prohibited by copyright and trade
secret laws. Installation of unauthorized software/hardware is prohibited. Unauthorized/illegal
software, including games and instant messaging programs, is any program that is installed without
permission from IT. If a program is downloaded from the Internet, brought in from home, purchased by
an employee or obtained in any way without proper permission from IT, it is considered unauthorized.

Internet/Intranet and Email Use and Abuse

       Ohio IT Statutes and Administrative Rules
       Governor's IT-Related Orders and Directives
       State of Ohio IT Policies
       State of Ohio IT Standards
       Enterprise IT Procedures
       State of Ohio IT Bulletins

OCRC recognizes that internet-based government services are an effective means for making
government agencies more accessible, more efficient, and more responsive to the needs of other
government agencies and the public. Abuse of e-mail and internet is strictly prohibited and can result in
discipline up to and including termination. It is each employee’s responsibility to assess the value and
public records status of anything received by email and to retain the contents in one of the many
acceptable methods.

Employee Responsibility: Employees will be held accountable for their use and misuse of government
resources, of which access to the internet and other electronic email systems are but two examples.
The following addresses some, but not necessarily all, of the uses subject to abuse. (Note that all
references to internet mail apply to any and all forms of electronic mail used by state employees.)
    1. Is intended to be used for business purposes. Employees may use during lunch and breaks for
        limited personal use such as reading newspapers. Uses that interfere with normal business
        activities, involve solicitation, are associated with any for-profit business activities, or could
        potentially embarrass the State are strictly forbidden.
    2. Shall not be used for operating a business for personal gain, sending chain letters, or soliciting
        money for religious or political causes.
    3. Shall not contain offensive or harassing statements, including, but not limited to, disparagement
        of others based on their race, national origin, sex, sexual orientation, age, disability, religious, or
        political beliefs.
    4. Shall not contain incendiary statements which might incite violence or describe or promote the
        use of weapons or devices associated with terrorist activities.
    5. Shall not be used to send or solicit sexually oriented messages or images.
    6. Shall not be used to disseminate or print copyrighted materials (including articles and software)
        in violation of copyright laws.
    7. Shall be viewed no differently than the use of other state equipment, e.g., telephone, fax or
        copier.

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                                   OHIO CIVIL RIGHTS COMMISSION EMPLOYEE HANDBOOK

    8. State employees shall not provide access to confidential information by use of the internet
        (email). Use of the internet (email) must be done in compliance with the rules and regulations
        that apply to such information.
    9. State employees shall not use an account or signature line other than their own.
    10. Employees shall take all reasonable means to prevent the inadvertent dissemination of anyone
        else’s information.

Any misuse or abuse may be cause for disciplinary action and possible termination. Information
Technology (IT) retains the right to review, audit or monitor directors, files and emails. Management
will edit, remove or destroy any of the aforementioned it believes may be unlawful, illegal, obscene, or
otherwise objectionable.

Car Use
OCRC vehicles are for official state business. Vehicles are to be checked out by employees who are
traveling on state business. No reimbursement for travel by private vehicle will be made when an OCRC
car is available. Advance schedules of OCRC car usage are available in each office, and a current
schedule is also available where any car is at any given moment.

Assignment of the state vehicle will be based on the following criteria:
        1) The employee with the farthest out-of-town distance
        2) Out-of-town travel
        3) In-town travel, dependent upon availability, need and time of request
Qualifications for operating a state vehicle:
        1) Every driver must have a valid State of Ohio driver’s or chauffeur’s license, as appropriate
            for the vehicle being driven.
        2) Every driver of a state-owned vehicle must advise their office of any number of points
            charged against them by the Bureau of Motor Vehicles. Excessive points shall be grounds
            for denying permission to operate a state car.
Private vehicles:
        1) Offices that grant employees authority to use privately owned vehicles, on a mileage basis,
            while conducting state business, shall require that employees file with their respective
            departments, proof of personal liability insurance coverage, as required by the Ohio Revised
            Code.
Other qualifications and limitations:
        1) Operation: Use of state-owned vehicles is limited solely to the conduct of state business.
        2) Passengers: Only government employees and persons with whom the operator is actually
            transacting state business are to be transported.
        3) After Working Hours: State-owned vehicles are not to be operated after working hours, on
            Saturdays, Sundays, or holidays, unless they are engaged in state business. On other than
            state business, and after the close of any working day, the operation of a state-owned
            vehicle shall be for the sole purpose of transporting the vehicle to a designated off-street
            parking location in accordance with the Ohio Revised Code, Section 124.71.
        4) Conduct: All state and local laws must be obeyed; and it is required of all state employees
            who operate state-owned vehicles to extend every courtesy to other motorists, and to
            always drive according to accepted safety standards.
        5) Safety: All operators and passengers are required to use seat belts while driving or riding in
            state-owned vehicles that are so equipped.
Policy: Ohio Revised Code, Section 125.831

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                                    OHIO CIVIL RIGHTS COMMISSION EMPLOYEE HANDBOOK

   Authorized Use:
    Travel Between a state business location and another place where official state business is
        performed.
    When on official travel status, between the place of state business and a place of temporary
        lodging.
    When on official travel status, the vehicle may be used to obtain meals and take care of other
        matters that pertain to the health, welfare and continued efficient job performance of the state
        driver.
    Transport of other officers, employees, guests of the state, consultants, vendors, contractors or
        the like when official state business is being conducted.
    Transport of any person or item in a true emergency situation. For example, transport of
        children due to breakdown of personal car is not a true emergency. A true emergency is one
        that involves a life threatening or similar extreme situation.
   Prohibited Use:
    Individuals with approval to use a state vehicle for commuting purposes or any occasional daily
        use are only permitted to use the vehicle in that manner. The vehicle may be used for lunch
        periods. No other personal use is permitted.
    Transport of families, friends, associates or other persons who are not employees of the state or
        serving the interest of the state
    Transport of hitchhikers or other pedestrian except in cases of extreme emergency
    Transport of cargo which has no relation to the performance of official state business
    Transport of acids, alcohol, explosives, weapons, ammunition or highly flammable material
        except by specific authorization
    Transport of employees from place of business to restaurants or to other places which are not in
        the service of state business
    Attending sport events, including hunting and fishing, which are not in the service of state
        business
    In the case of temporarily assigned vehicles, extending the length of the time the vehicle is in
        the employee’s possession beyond that which is required to complete the official purpose of the
        trip
    Operating a state vehicle while under the influence of alcohol or drugs
Compliance with traffic laws:
    The driver and all passengers shall wear seat belts as required by Ohio Revised Code 4513.263.
    The driver and passenger shall be personally liable for any criminal or civil penalty incurred
    The driver shall comply with all applicable state and local parking laws. In the event of a
        violation of such state and local parking laws, the driver shall be personally liable for any
        criminal or civil penalty incurred. Each driver shall be required to notify his/her supervisor of
        any parking tickets as soon after receipt as possible. The driver shall also provide his/her
        supervisor proof that the parking ticket has been paid within 10 working days of receipt of such
        parking ticket.
    The driver shall be responsible to periodically check the state vehicle before operating, to
        ensure that the vehicle lights, turn signals, brake lights, and other safety equipment is functional
        on the state vehicle. If the driver finds any of this equipment is not functioning properly, the
        driver shall report malfunctions to his/her supervisor as soon as possible, in order to arrange for
        repairs.
Causes for suspension or revocation of state vehicle assignments:
    Arrest and conviction for serious traffic offenses

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                                     OHIO CIVIL RIGHTS COMMISSION EMPLOYEE HANDBOOK

       Repeatedly failing to pay traffic tickets
       Failure to provide off-street parking or a garage for storage of state-owned vehicle
       Operation of vehicle while under the influence of alcohol or illegal substances
       Operation of vehicle under medication which would temporarily impair vision, reflexes, or
        alertness to an extent sufficient to adversely affect the ability to maintain complete control over
        the vehicle
       Fragrant misuse of state property
       Transportation of passengers other than those requiring transportation to conduct state
        business
       Any at-fault fatality or total disability

What to do in case of accident:
Each vehicle has instructions in the glove compartment concerning the proper actions to take after an
accident. All employees who will be operating a state-owned car should become familiar with these
procedures.

All accidents involving a state vehicle must be reported to the Ohio State Highway Patrol immediately.
This enables the Bureau of Insurance and Risk Management to take prompt action to help prevent
undue criticism or additional expense to the state.

Employees should contact the Fiscal Department for further information on accidents and their
reporting.

Traffic violations: OCRC has no way of knowing if there is a parking ticket or other traffic violations
against a state vehicle. Therefore, it is the responsibility of the driver to notify their Regional Director
(Regions) or Central Office Manager (Central Office) of a parking ticket or other traffic violations within
24 hours.

Credit Card: A State of Ohio Official Vehicle Credit Card is available to be used for purchasing gas for
state cars. Such purchases can be charged at any service station listed on the back of the card*.
(*Subject to change without notice.)

It is the employee’s responsibility to return the vehicle with a full tank of gas. It is also the employee’s
(driver and passenger) responsibility to clean up spills and take out trash. The keys and credit cards
should be returned immediately. When a purchase is made with the card, the state number assigned to
the car should be used, rather than the number of the cover plate. If there is any problem in getting a
station attendant to put the proper state number on the charge ticket, the employee should display the
vehicle registration, since it contains both numbers. The employee should also record the vehicle
odometer mileage on the gas receipt.

All purchase receipts should be given to the office manager or supervisor immediately upon return.
They will then be routed to the Fiscal Department. Gas receipts pertaining to vehicles our agency leases
from DAS should be recorded by the driver on the monthly vehicle log.

Employees are not to carry the state credit card when not operating a state vehicle. When an employee
signs out a state car, he/she will receive the credit card, and when the vehicle is returned, the card must
be returned.

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                                   OHIO CIVIL RIGHTS COMMISSION EMPLOYEE HANDBOOK

Maintenance: General maintenance and repairs must be processed through the state vendor or Central
Department of Transportation garage. Contact the fiscal department for assistance.

No smoking in state vehicles.


          LEAVING OR TRANSFERRING STATE EMPLOYMENT
                                            RETIREMENT
Please contact the Ohio Public Employees Retirement System with any questions at 1-800-222-7377.

                                       DISABILITY RETIREMENT
Please contact Disability Retirement

                                  DISABILITY SEPARATION
DISABILITY SEPARATION—EFFECTIVE OCTOBER 29, 2006

                                                LAYOFF
Layoff Procedure Manual

                                              RESIGNATION
Resignation: If an employee plans to resign or retire from state employment, a resignation letter should
be given to the immediate supervisor, Executive Director, and the Human Resources Department two
weeks prior to the employee’s last working day. Employees may not use leave balances to extend a
resignation date. The final paycheck will not be direct deposit.

Resignation other than Favorable: HR-D-12 Resignation




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DOCUMENT INFO
Description: State of Ohio Employee Union document sample