Staff Handbook

Changes in Status

photo of a staff member walking on campus

Resignation

If you decide to resign, it is customary to provide 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. The vacation payout policy does not apply to ‘Special Contract’ employees. A staff member from Human Resources 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, if applicable, will also be provided.  

Any university property (including keys, cell phones, laptops and other property) and university-issued identification must be returned to the appropriate department and all outstanding obligations to the university paid.

Classified Staff Reduction in Force, Displacement, Recall, and Reinstatement

The university’s goal is to provide stable employment for its 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.

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.

Unclassified Staff Termination of Employment

Introduction/Scope

Conditions may arise that necessitate the reduction of the university work force. Reduction of unclassified positions may occur for a variety of reasons, such as budgetary constraints, changing priorities, lack of work, efficiency improvements or reorganization.

While business needs may require employee reductions, the University recognizes the prior contributions of its workforce, aspires to support those in transition, and aligns its approach with core values of “people and sustainability.”

Definitions

Continuing status – continuing status is the classification used for all faculty, unclassified and classified staff members who occupy full and/or part-time positions, with no effective end date.

Unclassified staff – unclassified staff members are all professional positions that are exempt from examinations required by the Ohio Revised Code.

Term of employment – term of employment used in determining the involuntary separation notice period shall include only the most recent continuing employment with the University, as classified and/or unclassified staff and/or as faculty in the Boonshoft School of Medicine or in the School of Professional Psychology, with no breaks in service.

Policy (University Policy #8215)

  • The unclassified staff of Wright State University who have been hired in a Continuing status can be terminated by the university. The affected staff member shall be notified in writing as specified in the following paragraphs. If an employee leaves the university and returns, their term of employment is based on their most recent years of service, with no breaks in service.
  • Notice of involuntary separation shall be provided to any unclassified staff member whose position has been eliminated without just cause. The university will provide one-week of  notice for each full year of continuing service with the university, with no prior breaks in service, at a minimum of four (4) weeks’ and a maximum of up to twenty four (24) weeks.
  • This policy excludes unclassified staff members who are on special contracts and/or on renewable appointments.
  • Employees can be terminated for documented just cause, as provided in applicable laws, rules, and regulations.
  • The involuntary notice of separation process should not be used to circumvent good performance management practices.

Procedures

  • Departments share their request with the appropriate Human Resources Business Partner who will consult on University process and prepare supervisors for notification meetings, resource materials and subsequent communications.
  • Human Resources will partner with affected area on their communication strategy to those with a need to know, e.g., remaining staff, university stakeholders (both internal and external).
  • Departments will complete a Personnel Action Form (PAF) in advance of employee separation.
  • Affected staff member interested in additional career support may contact Human Resources (Talent Management Center of Excellence) for resume review, interviewing tips, coaching, and other job resources that may be available.

Resources

Human Resources 937-775-2120

https://www.wright.edu/human-resources/policies-and-resources/human-resources-business-partners

https://www.wright.edu/human-resources/careers

Faculty and Staff Assistance Program, impactsolutions

https://www.wright.edu/human-resources/benefits/additional-miscellaneous-benefits/faculty-and-staff-assistance-program   

Leaving the University Guide

https://www.wright.edu/human-resources/benefits/leaving-the-university

Relocation

At the university's discretion, you may be physically relocated to another building, department, or office. This change in physical location does not  affect either your classification or your pay rate.

Personal Data Changes

Changes in personal information should be reported promptly to Human Resources. These changes may include:

  • your name
  • address or phone number
  • marital status
  • income tax exemption
  • insurance beneficiary or coverage

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 or vice versa. 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.