1. What is the purpose of an Exit Interview for an employee leaving UC?
All University of Cincinnati employees who are leaving their employment are required to participate in an exit process. The process includes; Securing of University property and items, including but not limited to, the employee’s identification card, uniforms, keys, parking decal and credit cards.
2. I am planning to resign from my position at the University of Cincinnati. What do I need to do?
Inform your supervisor of your impending resignation in writing as soon as possible. The HR website has a template letter for your convenience. Also, log on to request a Separation Clearance Form. The Separation Clearance form lists the steps involved in separating from the University. In addition, call the Human Resources Service Center at 513-556-6381 and schedule an exit interview with a representative. The exit interview will provide information about benefit continuation, your last paychecks, and any final requirements for returning University property and provide an opportunity to give feedback of your employment experience at the University.
3. What do I need to do before or after my exit interview?
4. When a Post Doctoral Fellow ends their employment at UC, do they get paid out their vacation leave balance?
No, Post Doctoral Fellows are not paid out any unused vacation days.
5. What if I do not do an exit?
All University of Cincinnati employees who are leaving their employment are required to complete an exit interview. If you do not complete an exit interview, any allowable compensation of unused accrued vacation and/or sick will not be paid until the second pay period following insurance of the final regular check.
6. How will I know my final check has been processed?
Your final paycheck will be processed like any other paycheck- it will be direct deposited if you had chosen direct deposit; if direct deposit was not chosen your paycheck will be mailed to your home address of record on the pay date.
7. How do I ensure I will receive a COBRA notice to continue my health and/or dental insurance?
You will need to provide a letter (sample letters are available on the HR website) to your manager advising of your resignation or retirement date in advance of the intended date of leaving the University. (Suggested timeframes for submission of this letter: monthly paid- one month; biweekly paid-two weeks). Follow up with your manager and HR to ensure the necessary actions are in process or have been completed.
8. I am a former employee and I have not received my HIPAA Certificate. What do I do?
If the separation has been processed, the COBRA application and HIPAA certificate are generally sent out within 3 weeks following processing of separation.
9. If I am an international employee, is there anything special that I need to do?
Yes, you need to contact International Services at 513-556-4278 to advise them you are leaving university employment.
1. What is an FTE reduction?
An FTE reduction occurs when an employee's quoted work hours are involuntarily reduced - for example, from 100% FTE to 80% FTE.
2. Are FTE reductions voluntary or mandatory?
For unrepresented, unclassified and SEIU employees, FTE reductions can be either voluntary or mandatory. (SEIU employees can accept an FTE reduction or may have bumping rights.)
For other employees (classified and represented employees), FTE reductions are voluntary.
3. What is the minimum number of hours I can work each week and still be eligible for benefits?
You must work at least 32 hours a week in order to be eligible for benefits (80% FTE).
4. What review criteria should a department consider in selecting an employee for mandatory FTE reduction?
5. What paperwork is necessary in order to reduce an employee's FTE?
Please contact Human Resources at 513-556-6381 to discuss the process.
6. How should I notify an employee that his/her hours will be reduced?
A meeting should be scheduled with the employee and his/her supervisor. The employee should be given a letter stating the need to reduce the FTE and the effective date. The employee and supervisor sign and date the letter. Please contact Human Resources at 556-6381 for assistance with drafting the letter.
7. If my department's financial position improves in the future, can the employee's FTE be increased?
FTE reductions should be considered permanent. An employee's FTE can be increased only with the approval of department management.
8. Is there flexibility in structuring a reduced FTE?
Yes. Voluntary FTE reduction and the scheduling thereof is based upon departmental needs and is subject to supervisory approval.
9. Does an employee have the ability to change his/her reduced FTE schedule?
Voluntary FTE reduction and the scheduling thereof is based upon departmental needs and is subject to supervisory approval.
10. If I permit an employee to voluntarily reduce his/her FTE, can I later require that he/she return to 100% FTE?
11. If an employee's FTE is reduced, how is his/her vacation, sick pay, and holiday pay impacted?
The employee's vacation and sick pay will be pro-rated based upon his/her normal work schedule.
Holiday pay will be pro-rated based upon his/her normal work schedule and is also impacted by the days of the week on which you are scheduled to work. For example, if a holiday falls on a Monday and the employee is not scheduled to work on Mondays, he/she will not receive holiday pay.
12. If an employee is sick or takes a day of vacation, how will sick and vacation hours be counted?
Vacation and sick pay will be pro-rated based upon the employee's normal work schedule.
13. If an employee's FTE is reduced, how will his/her Life Insurance and Long Term Disability be impacted?
The employee's Life Insurance amount and Long Term Disability benefits are based upon the annual base pay. These benefits will be reduced to correspond with the reduced annual base pay.
14. If the FTE is reduced, how will an employee's Spouse and/or Dependent Life Insurance be impacted?
The employee's Spouse and/or Dependent Child Life Insurance will be impacted if the Life Insurance amount is equal to or greater than the employee's new, reduced annual salary. In this case, these coverages will be reduced or unavailable.
15. If the FTE is reduced, how will an employee's Retirement Plan contributions be impacted?
The employee's retirement plan contributions are based upon the employee’s eligible earnings as defined by the retirement plan. If the employee’s eligible earnings decrease, his/her contributions will decrease as well.
16. If the FTE is reduced, is the employee still eligible to participate in the university's 403(b) or 457 plan(s)?
Yes. Employees will continue to be eligible to defer salary into the 403(b) or 457.
17. How does a reduced FTE impact Tuition Remission eligibility?
As long as the employee works a minimum of 32 hours a week (80% FTE), he/she will continue to be eligible for Tuition Remission on the same basis as a 100% FTE employee.
18. How does an FTE reduction affect the annual increase?
The annual increase, if any, will be based upon the new, reduced annual salary.
19. Can an employee apply for positions in his department or another department?
20. If FTE is reduced, is the employee restricted from working elsewhere?
As long as scheduled work times do not conflict and no conflict of interest exists, employees can work elsewhere. The employee must update his/her OAR report.
21. Can I require employees to attend mandatory meetings held during a time the employee is not scheduled to work?
Yes, however, you may want to consider changing the time and date of the meeting in order to accommodate new work schedules. If you require an employee to attend a meeting on a day he/she is not regularly scheduled to work, he/she must be paid for that time or must be scheduled for a different day off that week. Remember, scheduling is based upon departmental needs and is subject to supervisory approval.
22. Can I suggest that an employee schedule physician's appointments on his/her day off?
Yes. You can encourage employees to schedule appointments, whenever possible, during a time he/she is not scheduled to work.
1. What is a furlough?
A furlough is the placement of an employee in a temporary, non-duty, non-pay status for up to five (5) consecutive days for budget-related reasons.
2. Which employees are affected by the furloughs?
Unclassified, unrepresented employees may be affected. Classified represented or unrepresented employees may volunteer for furloughs; however, they cannot be mandated.
3. How will employees be selected for furlough?
Unclassified, unrepresented employees may be required to take a furlough of no more than five (5) consecutive days, once per fiscal quarter. Supervisors shall attempt to coordinate furlough dates with employees to minimize disruption to services; however, supervisors maintain the right to mandate furlough dates with the approval of the Human Resources Department.
4. Can a supervisor force an employee to make up work on weekends?
5. Will employees be able to offset loss of pay due to furlough by working additional hours?
6. While on furlough, may employees perform duties elsewhere (e.g., telecommuting) or be on-call?
No. Employees on furlough must not perform work duties for the university.
7. If multiple impacted employees in the same department request the same furlough period, what determines which employee will be granted the furlough?
The supervisor will assess the University's operational needs in deciding what furlough dates will be allowed. The supervisor will take the needs of the work unit and the impacted employees into consideration when assigning dates.
8. Can impacted employees forfeit other paid leave (e.g., vacation) instead of taking a furlough?
9. Will vacation or sick leave accrual be adversely impacted by a furlough?
Furlough days will not affect leave accruals.
10. Can employees volunteer to take more hours in lieu of another employee having to take a furlough?
11. If an employee resigns, will he/she be expected to complete the furlough days?
If the furlough days occur prior to the resignation effective date, then yes.
12. When a position is grant-funded, would the employee in the position be required to take a furlough?
Yes, employees may be required to take furlough regardless of how a position is funded.
13. What impact will this have on child support or garnishment?
All garnishments and child support orders will be processed in accordance with federal, state, and local guidelines.
14. Is health insurance affected by a furlough?
No. Health insurance eligibility is not impacted by the furlough plan.
15. Is life insurance affected by a furlough?
16. Is an employee eligible for unemployment compensation while participating in a furlough?
17. Can an employee reduce his/her contribution toward retirement program (e.g., OPERS or STRS) during the furlough program?
18. May an employee count furlough days as a charitable deduction?
No. A furlough is not considered a charitable contribution.
19. Will the University close for one or more days to observe the furloughs?
No. The university will remain open.
20. Will employees still be responsible for benefits and other deductions such as the credit union?
Employees are still responsible for credit union and other deductions at the full regular rate.
21. What will happen if an employee refuses to take a required furlough?
The employee may be subject to disciplinary action, up to and including termination.
1. What is a layoff?
Whenever it becomes necessary for an organization to reduce its work force, the appointing authority may layoff employees in accordance with Section 123.321 to 124.327 of the Ohio Revised Code (classified employees) and applicable bargaining unit agreements.
2. Who may be laid off at the university?
Classified and bargaining unit employees may be laid off.
3. What review criteria should a department consider in selecting employee(s) for layoff?
4. What is the first step in processing a layoff?
The supervisor should call the Human Resources Department at 513-556-6381 to discuss with the Human Resources Director who is assigned to his/her area.
5. What paperwork is necessary to lay-off an employee?
Please contact the Human Resources Department at 513-556-6381 to discuss this process.
If a layoff is approved by the Sr. Associate Vice President of Human Resources/Appointing Officer, a notification meeting is scheduled. This meeting will include the employee, supervisor, business person, and the Human Resources Director.
7. What happens after Human Resources receives the layoff request?
The Human Resources Director assigned to the area will contact the supervisor to acknowledge receipt of the request and to verify all needed information is attached. If all needed information is attached, the Human Resources Director will review the request with the Abolishment Committee and the Sr. Associate Vice President of Human Resources.
8. What happens after the request is approved?
The department will be notified of the decision.
9. When does the Workforce Assessment Committee meet?
The Committee meets weekly on Tuesdays at 11 a.m.
10. If the reason for this process is disciplinary action, who should I contact?
The supervisor should contact the Labor Relations and Policy Development Department at 513-556-6372.
11. If the department's financial situation in the future improves, can the former employee return to the position?
12. Is the position abolished?
No. The position remains. When the department's financial situation changes, the department may refill the position.
NOTE: For assistance with the layoff process, please contact the Human Resources Department at 513-556-6381 and ask to speak to the Human Resources Director assigned to your area.