Robert (Rob) J. Reid, J.D.
Margaret (Meg) Paul, PHR, SPHR
100 East Eighth Street
Cincinnati, Ohio 45202
(513) 421-3131 ext. 2860
Fax: (513) 421-6225
The Department of Human Resources offers the highest quality of service by developing with its partners a work environment that is built on trust and respect for each individual.
The Department of Human Resources provides development, oversight, support and direct services in the area of Human Resources for archdiocesan offices, parishes, schools and other archdiocesan institutions while insuring compliance with its mission, the values of the Catholic Church, and relevant governmental regulations and professional standards.
SPOTLIGHT OF THE MONTH
CONFLICT OF INTEREST DISCLOSURE STATEMENT
Just a reminder that the Conflict of Interest Disclosure Statements are due by December 1, 2018. Each year responsible individuals who hold decision making or policy setting positions or who purchase equipment, supplies or other goods, must sign the form.
The Department of Human Resources will be using a different protocol when dealing with the Conflict of Interest Disclosure Statement. In the past, Disclosure Statements that had potential conflicts of interest have been sent to the Director of Human Resources. Going forward, when a parish or parish school employee or non-parish school employee identifies a potential conflict of interest, the disclosure statement should be given to the Pastor, Principal or his/her designee to address. Certainly, if the Pastor or Principal would like assistance in addressing the potential conflict, we encourage them to contact Human Resources. All other Disclosure Statements must be kept in a confidential file (at your location) under lock and key. If you have any questions, please contact Rob Reid at 513.421.3131×6611.
CENTRAL OFFICE TELEPHONE LIST
If you need to contact an employee of the Central Offices, the Department of Human Resources publishes an up-to-date Central Office Telephone List. This can be found on our website. This list includes the office name, job title and 4-digit phone extension of each Central Office Employee along with their email link. Click to see the most recent list.
This document is intended to provide school administrators and pastors information about employment of students during and after school and through the summer months. Students under the age of 18 are considered minors and may not work at anything that is hazardous or injurious to their health and well-being including: activities involving flammable substances, gases, vapors or fumes; activities involving driving a school bus, motor van or any motor-propelled vehicle. Click for full document.
If you have any questions concerning this matter, please contact Rob Reid at (513) 421-3131 ext. 6611, email@example.com or Meg Paul at (513) 421-3131 ext. 2841, firstname.lastname@example.org in the Department of Human Resources.
For all non-teaching employees (called “at-will” employees), it is very important to put their employment status and employment specifics in writing (i.e. job title, salary/hourly rate, benefits eligibility, full or part-time, exempt/non-exempt, etc.). For new employees, the offer letter would serve this purpose. For current employees, we recommend a Memo of Understanding that is signed by both you and the employee. For both of these documents, in addition to basic employment information and confirmation of at-will employment status, of particular importance is the necessity to put in writing that both new and continued employment are conditioned upon a clear background check, that the initial VIRTUS/Child Protection Training is successfully completed, and finally, the employee remain current with monthly VIRTUS Bulletins.
There is a sample offer letter on the Human Resources webpage to which you can refer.
NON-EXEMPT EMPLOYEES and OVERNIGHT WORK
With continued attention from the Department of Labor (DOL) on the correct classification of employees as exempt or non-exempt, we want to clarify how wages are paid for a non-exempt, hourly employee when going on an overnight retreat (or reasonable facsimile); for example, a CRE or Youth Minister accompanying a group of high school students on an overnight Kairos retreat.
When a non-exempt employee is required to be “on duty” for 24 hours or more, the employer may exclude a scheduled “sleeping period” of not more than eight hours from hours worked. This means 16 of the 24 hours would be paid.
Additionally, the DOL requires that the employee be provided with a notice prior to the overnight event that outlines how the upcoming hours will be paid. This should be signed by both employer and employee then filed in their personnel folder.
For those times when a non-exempt employee is required to work more than their regular schedule, but less than 24 hours, no sleeping period is allowed; all of these hours must be paid even if the employee is allowed time to sleep. For example, a CRE or Youth Minister arrives at the retreat at dinner time, participates in evening activities, stays overnight, then leaves the next morning.