As part of the HR business transformation, multiple Human Resources policies have been revised and will go into effect on January 3, 2021.
The policies have been revised to improve employee experience, better align business practices and support Enterprise Project activities. The effective date is coordinated with the implementation of Workday, a cloud-based application that will serve as a single system for the university’s finance, HR and payroll information.
In addition to the seven policies that were approved on Monday, July 13, 2020, the following policies were approved on Monday, August 10, to go into effect Sunday, January 3, 2021. Over the past year, each policy revision went through a university-wide feedback period and was shared through the policy review process.
A full list of the policies being revised is available on the Office of University Compliance and Integrity’s University Policies website.
Background Check, 4.15
- Consolidated background check office between campus and Wexner Medical Center and aligns practices, with divergences specified. The consolidation will result in a streamlined and more efficient process across both university and medical center.
- Deleted international background check exception for visa candidates.
- View the revised Background Check Policy (effective 1/3/2021)
- View the full summary of changes of the Background Check Policy
Military Leave/Reemployment Rights, 6.35
- Aligned policy language with Workday configuration.
- View the revised Military Leave/Reemployment Rights Policy (effective 1/3/2021)
- View the full summary of changes of the Military Leave/Reemployment Rights Policy
Paid Time Off, 6.27
- Added sections for use of vacation and sick time to include minimum use and exhaustion of paid time off prior to requesting unpaid absences. (Policy Details I. C. (4) and II. C. (3), p. 3 and p. 4 respectively)
- Expanded 240-hour parental leave entitlement to include birth mother and other parent. (Policy Details IV. C., p. 6)
- Revised the eligibility for vacation donation from “life threatening illness” to “serious health condition.” (Policy Details VII. A. 1., p. 7)
- Added section to address how multiple positions are combined for time off eligibility. (Policy Details VIII, p. 8)
- Updated the approver for Vacation Donation to Integrated Absence Management and Vocational Services (IAVMS). (Procedure II. A., p. 9)
- Updated Compliance and Fraud Section to clarify and align with Unpaid Leave Policy. (Procedure V, pp. 9-10)
- Removed the required “certificate of domestic partnership” and added a statement to indicate that attestation of familial relationship may be required. (Procedure VI, p. 10)
- View the revised Paid Time Off Policy (effective 1/3/2021)
- View the full summary of changes of the Paid Time Off Policy
Staff Recruitment and Selection, 4.10
- Aligned policy language with Workday configuration.
- Established a common start date for new and transferring university employees, which enables the university and medical center to have consistent on-boarding and orientation processes. The revisions also align the university and medical center practices, which simplifies and streamlines service delivery.
- View the revised Staff Recruitment and Selection Policy (effective 1/3/2021)
- View the full summary of changes of the Staff Recruitment and Selection Policy
Unpaid Leave, 6.45
- Ensured alignment with the new absence business processes within the Workday configuration.
- View the revised Unpaid Leave Policy (effective 1/3/2021)
- View the full summary of changes of the Unpaid Leave Policy
If you have questions, contact the Employee and Labor Relations team at hr-elr@osu.edu.