House Bill (HB 187) Amendments
Effective July 1, 2007
that Impact Universities in Ohio
This is
non-exhaustive list of legislative changes over which
universities have no control—with the exception of #12 below
A comprehensive view of HB 187
is available at:
www.legislature.state.oh.us/bills.cfm?ID=126_HB_187
A summary view of HB 187 is
available at:
www.wright.edu/hr/finalanalysis.pdf
-
“Certified” (tested position) and “provisional” (non-tested
position) status has been eliminated and replaced with
“permanent” and “probationary.”
-
Probationary periods for non-tested positions have been
extended from 120 days to 180 days.
- Order
of layoff has been amended to require more justification to
substantiate layoffs and job abolishments. And, the order
of layoff is part-time probationary, part-time permanent,
full-time probationary, and full-time permanent.
- Order
of displacement has been modified so that employees may
displace within their own classification or within the
classification series. “Same or similar” classification has
been eliminated.
-
Efficiency in service (from performance evaluation)
retention points have been eliminated. Retention points for
layoff no longer include points for performance evaluations.
-
Method of disciplinary actions now includes reduction or
elimination of an employee’s longevity. This is not
applicable to WSU.
-
Reason for disciplinary action now includes violation of
work orders. Clarification has been made for taking
disciplinary action regarding the violation of work orders.
-
Suspensions of 24 hours or more now may be appealed to the
State Personnel Board of Review (SPBR). This was previously
5 days or more.
- Last
chance agreements are now acceptable in lieu of termination
of employment. If used and appealed, the SPBR will only
determine whether the agreement was violated.
- The
appointing authority can place employees charged with a
felony on unpaid leave for a maximum of two months, provided
that if the employee is not found guilty they are made whole
with interest.
- The
definition of hours worked no longer includes all hours in
active pay status. “Active pay status” includes sick leave,
vacation and compensatory time. Time for which an employee
has not worked (sick, vacation, and comp) currently is
included in the calculation of overtime. This would bring
the ORC in line with the FLSA.
- State
universities can adopt their own civil service rules—this is
what is driving the changes at universities.
