Promotions, Transfers, and Voluntary Demotions
Your career development is important to the university. To this end, the university encourages filling positions through transfer or promotion of internal staff. Notices of vacancies are posted weekly. If you are serving in a probationary period, you are limited to applying for a lateral transfer or demotion. If your position classification changes as a result of transfer, a new probationary period may be established. You are eligible to apply for promotion and transfer opportunities only after successful completion of your probationary period.
A promotion occurs if you are selected to fill a vacant position assigned to a pay level that is higher than your current position. Normally when promoted, you will receive a 5% salary increase or be placed at the minimum of the new pay level, whichever is greater.
A lateral transfer occurs if you have been selected to fill a vacant position that is assigned to the same pay level as your current position. In general, lateral job moves are not viewed as promotions and do not carry with them the expectation of a promotional increase. However, in certain situations an increase may be warranted. In either case, base salary adjustments related to lateral job moves are limited to 5% of pay not to exceed the pay level maximum and must be approved by the Provost Office.
A voluntary demotion in classification occurs if you voluntarily apply for and are selected to fill a vacant position that is assigned to a lower pay level than the one currently occupied. If you accept a voluntary demotion, normally your salary will be decreased by 5%. The new salary will not be less than the new level minimum nor greater than the new level maximum.
At the university's discretion, you may be physically relocated to another building, department, or office while maintaining your current classification and pay rate. Change in physical location does not necessarily effect either classification or pay rate.
Reduction in Force, Displacement, and Recall
The university’s goal is to provide stable employment for it’s’ employees. A reduction in work force is necessary only in the event of lack of funds, lack of work, or job abolishment. Should a reduction in force occur, it would be accomplished, where possible, through normal attrition. Displacement is impacted by such factors as length of service, full-time equivalency, job classification and classification series, and employment status. When documenting your length of service, the total hours worked at Wright State in all jobs held are counted.
If you are laid-off, you will be given a minimum of 14 days advance written notice, as well as indication of the circumstances that made the layoff necessary. Classified staff laid off may have the option of displacing other employees in the same or lower classification within the same classification series.
You will also have recall rights in reverse order of layoff. The right to reinstatement from layoff continues for one year from the date of layoff. Layoffs or displacements may be appealed to the State Personnel Board of Review.
Personal Conduct Policies
Wright State is a highly respected institution. As a representative of the university, you are expected to maintain high standards of conduct. There may be occasions when employees fail to meet performance standards or to abide by university policies, procedures, and rules. In order to address these situations in a fair and consistent way, Wright State has developed personal conduct policies. These policies are designed to reflect the university’s standards for an orderly and efficient operation. They have been implemented to enhance the work environment and preserve the rights of the employee and the university.
Disciplinary action is normally progressive in nature; that is, repeated causes for disciplinary action or a combination of offenses should lead to application of more serious sanctions. However, some actions are so serious that they warrant bypassing one or all steps in the disciplinary process. The progression includes verbal warnings, written warnings, suspensions, and terminations when necessary. The following information defines and outlines the sequence of progressive disciplinary action.
- A verbal warning is a written documentation of an oral discussion between a supervisor and an employee who fails to meet performance standards or exhibits unsatisfactory behavior. A verbal warning is generally issued for a minor offense such as loitering or tardiness.
- A written warning is more serious and may become a permanent part of the employee’s official record. A written warning is issued if the corrective behavior from any previous verbal warning(s) is not exhibited within a reasonable period of time or if the offense is of a more serious nature. A copy of the written warning is given to the employee and the original forwarded to Human Resources to be placed in the employee’s personnel file.
- A suspension results from continued unsatisfactory performance or from the commission of a serious offense. A suspension without pay can vary in length from one day to one month. A suspension of more than three days can be appealed to the State Personnel Board of Review.
- A reduction in pay or demotion in position (temporary or permanent) is sometimes warranted for commission of a serious offense.
- Removal (termination) is the most serious penalty and is imposed when a serious offense has occurred or when previous progressive discipline has not achieved corrective behavior. Removal could occur in cases such as theft of university property or use of alcohol or drugs on duty. A removal action can be appealed to the State Personnel Board of Review.
When progressive disciplinary action requires more than the standard verbal or written warning recommended, the following procedure is used:
- The supervisor (and/or department head) writes to Human Resources stating the problem and requesting that disciplinary action be determined. A copy of this letter is sent to the employee.
- Human Resources will advise the employee in writing of the nature of the charges and of a scheduled hearing date. The employee may bring representation and may request witnesses to provide supporting testimony.
- The supervisor/department head will be advised of the meeting date and also be notified that witnesses may be requested to attend to substantiate the charges.
- A meeting will be held for the purpose of investigating all charges and to give you the opportunity to respond to the allegation. The assistant vice president for human resources will designate the presiding meeting officer(s).
- After all of the evidence has been heard and relevant documents submitted, a decision will be made by the presiding meeting officer(s) as to whether there is just cause for discipline. If there is just cause for discipline, departmental management will provide a recommendation as to what level of discipline should occur. The assistant vice president of human resources or designee will render a conclusion to the matter, notifying concerned parties in writing.
If you decide to resign, give your department at least two weeks notice. If you have a year or more of state service, you are entitled to receive pay for earned but unused vacation. A member of Human Resources benefits staff will provide you with information about your health insurance termination date and options available to continue insurance coverage. Documents and information regarding Ohio Public Employee’s Retirement System (OPERS) withdrawal options will also be provided.
Any university property and university-issued identification must be returned to the appropriate department and all outstanding obligations to the university paid.
Classified employees who have resigned and have served the required probationary period may be eligible for reinstatement to the university for up to one calendar year from the effective date of resignation. If reinstated, you will be reinstated to a vacancy existing in the same or similar classification. If you are eligible, you may request reinstatement in writing to your former department head.
Personal Data Changes
Changes in your personal information should be reported promptly to Human Resources. Changes may include your name, address or telephone number, marital status, income tax exemption, insurance beneficiary or coverage as from single to family plan. This information is necessary, in part, for accurate payroll preparation and tax deductions, to ensure appropriate insurance coverage, and for emergency notification. Your supervisor should also have your current address and telephone number.
The information in your personnel file, except for information identified by Ohio law as confidential, is available for review by you or the public. If you wish to review information contained in your personnel file, contact Human Resources.