Robert (Rob) J. Reid, J.D.
Margaret (Meg) Paul, SPHR
100 East Eighth Street
Cincinnati, Ohio 45202
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.
Update: Please look in your inbox for continued updates on this situation.
During this time of uncertainty in the wake of the coronavirus pandemic, if you have any employment related issues or questions that we can help answer, please feel free to contact: Rob Reid (513.263-6611), Meg Paul (513.263-3341) or Karen Brannon (513.263.3360) in the Department of Human Resources.
To ensure proper procedure is followed, the Department of Human Resources wants to remind all Schools of the Archdiocese of Cincinnati considering a reduction in force or non-renewal of staff, to review the guidelines that are in place.
Schools of the Archdiocese of Cincinnati strive to provide the highest level of instruction to all students. However, should economics, decrease in school enrollment, or other conditions necessitate a reduction for non-renewal of staff, school administrators will provide a standard and objective approach for reducing the size and/or composition of their teaching staff consistent with student educational needs and teacher reduction and non-renewal guidelines. A reduction in force report must be prepared by the school administrator and sent to the Director of Human Resources and the School Office Regional Director for review. Parishes considering a reduction in force of non-school employees should only send a report to the Director of Human Resources.
If you have any questions, please contact Rob Reid at 513.263-6611 or Meg Paul, 513.263.3341.
On December 5, the IRS issued the redesigned 2020 Form W-4 (Employee’s Withholding Certificate). The new form no longer uses withholding allowances. Instead, there is a five-step process and new Publication 15-T (Federal Income Tax Withholding Methods) for determining employee withholding.
Beginning in 2020, all new employees must use the redesigned Form W-4. Employers may ask their employees hired before 2020 to submit a new Form W-4, but employees are not required to submit a new form merely because of the redesign. Employers will continue to compute withholding based on the information from the employee’s most recently submitted Form W-4. If an employee hired prior to 2020 wishes to adjust withholding, the employee must use the redesigned form.
This document is intended to provide school administrators and pastors information about employment of students during and after school and through the summer s. 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. Additionally, the Child Protection Decree must be followed regarding supervision of student employees. Click for full document.
If you have any questions concerning this matter, please contact Rob Reid at (513) 263-6611, firstname.lastname@example.org or Meg Paul at (513) 263-3341, email@example.com 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.