Unscheduled leave policy (Policy 3356-7-16) allows nonessential employees to take unscheduled leave* without a request or pre-approval from their supervisor. The ability to take unscheduled leave occurs when YSU is placed in “unscheduled leave” status by the YSU President due to extreme weather conditions or other emergency circumstances. Essential employees are required to work unless specifically notified by their supervisor not to report. (*Leave without pay cannot be used unless no other appropriate leave time is available; sick leave cannot be used unless the absence meets the sick leave criteria.)
Relocation allowance for new employees (Policy 3356-7-54); is available for new full-time faculty and professional administrative staff including athletic coaches whose old home is at least 50 miles from the YSU campus. A relocation allowance must be negotiated at the time of an offer of employment and included in the offer or appointment letter. The request and approval process for relocation expenses is part of the electronic hiring process
Workplace and off-campus violence, threats, and disruptive behavior (Policy 3356-7-04) was modified to apply to both workplace and off-campus behavior that is sufficiently severe or intimidating to result in or create a reasonable risk of property damage, physical injury, death or psychological harm. This includes family and relationship violence and stalking. Employees have the on-going responsibility to inform the Chief Human Resources Officer within 7 calendar days if they have been identified as a perpetrator in a police report, criminally charged with, arrested for, criminally convicted of or sentenced for a crime involving violence regardless of where it occurs. In addition, any employee or student who has received or is the subject of a protection order and/or temporary restraining order must inform their immediate supervisor (employee), the office of student conduct (student) and the YSU Police Department.
Background checks (Policy 3356-7-44) was modified so that employees have a continuing and on-going duty to inform the Chief Human Resources Officer if they have been convicted of or arrested for a criminal offense (other than a minor traffic violation), or if they have been identified as a perpetrator in a policy report, criminally charged with, arrested for, convicted of, or sentenced for a crime involving violence, family and relationship violence, stalking, menacing, intimidation, or possession of a deadly weapon.
Fringe benefits, excluded professional/administrated employees fee remission program (Policy 3356-7-31) was modified to align with benefits of other employee groups and allow only for instructional fee remission for former full-time and .75 FTE retired employees and their spouses and dependents (up to end of the academic year when age 25 is reached).
Fringe benefits for part-time faculty (Policy 3356-7-33) was updated and modified with no substantial changes.
Fringe benefits, non-credit continuing education fee remission (Policy 3356-7-32) was rescinded because it is outdated and unnecessary.
THESE POLICY SUMMARIES ARE NOT COMPLETE COPIES OF THE RELVELANT POLICIES AND ARE ATTEMPTS TO CAPTURE KEY ASPECTS OR CHANGES IN THE POLICIES. IF THERE IS ANY CONFLICT BETWEEN THESE SUMMARIES AND THE POLICIES AS FOUND ON THE UNIVERSITY’S POLICY WEBSITE, THE UNIVERSITY’S POLICY WEBSITE IS CONTROLLING.