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.
Ohio Minimum Wage Increase
On January 1, 2019, the Ohio minimum wage will increase to $8.55 per hour. The minimum wage increase is the result of a constitutional amendment passed by voters in November 2006. The amendment requires the Ohio minimum wage to increase on January 1 of each year by the rate of inflation. The increase is tied to the Consumer Price Index (CPI) for the prior 12 month period as of September 30, 2018. As a result of this increase, please make sure that none of your employees are being paid less than $8.55 an hour beginning January 1, 2019.
For questions about the minimum wage increase, contact Rob Reid [ext. 6611] or Meg Paul [ext. 2841] at 513.421.3131.
Ohio & Federal Combination Poster
All locations, regardless of size, are required to post the Federal & State Poster. In the past it was communicated to parishes that since the Archdiocese of Cincinnati displayed the poster this requirement covered all locations. This is not the case. It is your responsibility to have this poster displayed in a public location.
You can find companies that sell a combination poster. One location we have used is All In One Posters (1-800-273-0307). The cost is $19.95.
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, firstname.lastname@example.org or Meg Paul at (513) 421-3131 ext. 2841, 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.