Please be advised that the Offices of the Archdiocese will be closed Friday, September 22nd so the staff can attend the annual Day of Reflection.

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Human Resources Contact:

Robert (Rob) J. Reid, J.D.
Director
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Margaret (Meg) Paul, PHR, SPHR
HR Consultant
mpaul@catholiccincinnati.org

 

100 East Eighth Street
Cincinnati, Ohio  45202
(513) 421-3131 ext. 2860
Fax: (513) 421-6225

Human Resources

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

Spotlight-Stage


Social Media Policy

 The Social Media Policy has been revised for the Archdiocese of Cincinnati, replacing the one adopted in 2010.  Recognizing that the use of social media can be a very effective way to support the overall work of evangelization, the Archdiocese acknowledges an obligation to help ensure use of this technology that is safe, responsible and reflective of the philosophy and teaching of the Roman Catholic Church.    Given that so much has changed since 2010 in the amount of time most people spend using social media, the methods being utilized, and even the devices on which this technology is used, an update of the existing policy has become necessary.

The revised Social Media Policy applies to all clerics, religious, employees and volunteers of the Archdiocese, including parishes, schools and other related entities of the Archdiocese of Cincinnati.  The policy specifically addresses the use of social media with the children entrusted to our care.

HR Training

If you would like to ensure proper procedures are followed, have questions or would like to learn more about HR topics, Rob Reid and Meg Paul are available to come to your parish to speak on such topics, including but not limited to:

You can contact them at 513-421-3131 [Rob ext. 6611, Meg ext. 2841].

Language to be Added to Job Descriptions

In an effort to further clarify our employees’ work relationship with the church, the Archbishop has requested that all at-will (i.e., non-teachers) job descriptions contain the following paragraph in the Working Environment section of job descriptions:

“Employees of ______ Catholic Church will have knowledge of the Catholic faith, a willingness to work for a Catholic, faith-based agency and adhere to the policies of ______ Catholic Church. Employees will not publicly oppose the teachings of the Catholic faith nor publicly advocate for any position in conflict with Catholic teaching, or the specific positions of the Archdiocese of Cincinnati or the United States Conference of Catholic Bishops. This requirement includes any public speech, demonstration or writing including the use of social media or other digital technologies.”

The HR Department strongly encourages the creation and maintenance of updated and accurate job descriptions for all positions.  Please do not hesitate to contact Rob Reid or Meg Paul if you need assistance in this area.  You can contact them at 513-421-3131 [Rob ext. 6611, Meg ext. 2841].

Volunteer Release

The Archdiocese of Cincinnati requires that strict confidentiality be maintained with respect to all information obtained by volunteers concerning the Archdiocese of Cincinnati, as well as the clients and others they serve.  This privilege extends to all forms and formats in which the information is maintained and stored, including, but not limited to hardcopy, photocopy, microform, automated and/or electronic form.  It is recommended that volunteers read and acknowledge that information obtained is to be treated with confidentiality and discussed only within the boundaries of the volunteer position of the organization.  Click to view the Confidentiality Agreement.

Revised I-9 Form

The United States Citizenship and Immigration Services (USCIS) issued a revised Form I-9, Employment Eligibility Verification.  The new form must be used starting January 22, 2017, but may be used immediately.

Every employer in the United States that hires an individual for employment must complete Form I-9.  Employers and employees must complete their portions of the form.  Form I-9 was last revised in 2013.

The new changes make the form easier to complete on a computer. There are drop down menus for dates and links to instructions.  However, the form does not have an electronic signature line so it still must be printed and signed by hand.

Other changes include:  removing the requirement that immigrants authorized to wok have to provide both Form I-94 number and passport information; a new Citizenship/Immigration status field; and an area for additional information.

You can find the revised I-9 Form on the HR website under New Employee Forms/Information.

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.