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Table of Contents for Miscellaneous
Travel and Expense
Personal Appearance
Nepotism
Payroll Advances/Loans
Employment Termination/Employment Separation
Rehire and Seniority
Telecommuting/Work from Home
Personal Property
Parking
Travel and Expense
Ohio Wesleyan recognizes that individuals may incur expenses to further the mission of the University. The Accounting Office publishes guidelines for the appropriate and legal use of University funds on their website. Inherent in the guidelines is the requirement to operate the institution following Generally Accepted Accounting Principles and to comply with federal, state, and local rules and regulations, as well as all other University policies, while supporting the University’s mission. This policy applies to any individual (faculty, staff or student) using funds provided by Ohio Wesleyan. This University commitment establishes basic guidelines and controls to be followed. Some divisions or departments of the University may impose more restrictive controls than required by the Accounting Office. For additional information please contact the Accounting Office.
Personal Appearance
A professional personal appearance is essential in creating and maintaining a positive contribution to the University’s image. All Ohio Wesleyan employees are expected to demonstrate good personal habits and be well groomed while at work.
Our visitors and students form opinions of the University through their contacts with us. Employees are expected to dress in a manner consistent with the nature of the work performed and the people served. Employees are asked not to wear clothing that is distracting or offensive. Questions concerning proper attire for individual work areas or professional personal appearance should be referred to your immediate supervisor or Human Resources.
Nepotism
The employment of relatives can cause various problems, including charges of favoritism, conflicts of interest, family discord, and scheduling conflicts that work to the disadvantage of both the University and its employees. Members of an employee’s family will be considered for employment only on the basis of their qualifications. Immediate family may not be hired, however, if employment would:
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Create a supervisor/subordinate relationship with a family member;
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Have the potential for creating an adverse impact on work performance; or
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Create either an actual conflict of interest or the appearance of a conflict of interest.
This policy must also be considered when assigning, transferring, or promoting an employee. This above policy is also applicable to those employees engaged in a romantic relationship with a fellow co-worker at the University.
Employees who become family members or establish a romantic relationship may continue employment as long as it does not involve or create any of the above-mentioned conditions. If one of the conditions outlined should occur, attempts will be made to find a suitable position within the University to which one of the employees will transfer. If employees become family members or establish a romantic relationship, the University will make reasonable efforts to assign job duties so as to minimize problems of supervision, safety, security or morale. If accommodations of this nature are not feasible, the employees will be permitted to determine which of them will resign. If the employees cannot make a decision, the University will decide in its sole discretion who will remain employed.
Payroll Advances/Loans
The University does not give salary advances or loans to its employees.
Employment Termination/Employment Separation
Staff employment with the University is “at-will” employment. This means that employees have not been hired for a specified duration, but that employees can terminate employment or the University can terminate your employment at any time, with or without cause, and with or without prior notice. Your at-will employment status can be changed only by written agreement between you and the University, signed by both you and an Officer of the University.
Upon termination of your employment, you are to remove your personal possessions from your work area. Upon separation, you are not entitled to severance pay, except at the sole discretion of the University.
Any University property issued to employees, such as computer equipment, keys, tools, parking passes, or University credit cards, must be returned to the University at the time of employment termination. Employees will be responsible for any lost or damaged items.
Rehire and Seniority
Employees who leave the University in good standing and later wish to return are eligible for consideration for rehire provided an appropriate position is available.
Seniority is your length of continuous service commencing on the date of full time hire at the University. Should you leave the University’s employ and subsequently be rehired; seniority will begin as a new employee on the date of rehire. Seniority does not accrue during leaves of absence without pay or leaves of absence that exceed 30 calendar days, except for paid vacations.
Telecommuting/Work from Home
The University considers telecommuting to be a viable alternative work arrangement in cases where individual, job, and supervisor characteristics are best suited to such an arrangement. Telecommuting allows an employee to work at home, on the road, or in a satellite location for all or part of the regular work week. Telecommuting is a voluntary work alternative that may be appropriate for some employees and some jobs. It is not an entitlement; it is not a University-wide benefit; and it in no way changes the terms and conditions of employment with the University. Telecommuting is not a substitute for the unavailability of child care.
The University will determine, with information supplied by the employee and the supervisor, the appropriate equipment needs (including hardware, software, modems, phone and data lines, facsimile equipment or software, photocopiers, etc.) for each telecommuting arrangement on a case-by-case basis. The Human Resources and Information Technology Departments will serve as resources in this matter. Equipment supplied by the University will be maintained by the University. Equipment supplied by the employee, if deemed appropriate by the University, will be maintained by the employee. The University accepts no responsibility for damage or repairs to employee-owned equipment. The University reserves the right to make determinations as to appropriate equipment, subject to change at any time. Equipment supplied by the University is to be used for business purposes only. The telecommuter should sign an inventory of all office property and agree to take appropriate action to protect the items from damage or theft. Upon termination of employment all University property will be returned to the University.
Consistent with the University’s expectations of information asset security for employees working at the office full-time, telecommuting employees will be expected to ensure the protection of proprietary University and customer information accessible from their home office. Steps include, but are not limited to, use of locked file cabinets, disk boxes and desks, regular password maintenance, and any other steps appropriate for the job and the environment.
Personal Property
The University is not liable for lost, misplaced, or stolen property. Employees should take all precautions necessary to safeguard their personal possessions. Employees should refrain from having personal mail sent to the University because mail may be automatically opened.
Employees’ work areas and any other University property are subject to inspection / search at any time, with or without notice. Desks and office areas are to be kept as neat and organized as possible.
Employees may not have personally-purchased items delivered to the campus loading dock.
Parking
The University provides employee parking at your own risk. It is recommended that you lock your car and take other appropriate safeguards. Refrain from parking in areas reserved for visitors. Employees are required to obtain a parking pass from the Department of Public Safety.
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