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Right to know — Consumer Information

University Policies and Manuals

American Federation of State, County and Municipal Employees
AFSCME Agreement (PDF 3.33MB)

This Agreement is entered into by Miami University and the American Federation of State, County, and Municipal Employees, Ohio Council #8, Local Union 209, AFL-CIO.

It is the intent and purpose of this Agreement to provide for a better understanding between AFSCME and Miami University and to establish a peaceful and reasonable procedure for the resolution of differences. It is also recognized that the University is a public trust operated for the benefit of students for their education.

Fraternal Order of Police
FOP Agreement (PDF 1.57MB)

This Agreement is made and entered into by and between Miami University and the Fraternal Order of Police, Lodge #38.

Miami University Policy and Information Manual
MUPIM (1.07MB)

The Miami University Policy and Information Manual contains general policies and procedures that apply to our conduct and behavior as members of the University community.

Supervisory, Administrative and Technical Support Staff
SATSS Handbook (PDF 266KB)

SATSS employees provide critical support services for the educational mission of Miami University. The University is committed to promoting a stable, pleasant and productive work atmosphere for all employees. The SATSS Handbook was prepared as a guide to University benefits, services, policies, practices and procedures. It applies to all SATSS employees on all Miami University campuses and is presented for informational purposes. It is not a contract of employment.

The University has the right to amend or withdraw any of the provisions of this Handbook, at any time with or without notice. The University may apply, withdraw or modify the provisions of this manual at any time or when individual circumstances warrant.

In the event of a conflict between the contents of this handbook and any applicable federal or state law or regulation or official University policy or guidelines, those laws, policies, or guidelines will prevail.

Classified Policies (Civil Service Rules)

In December 2006, the Ohio General Assembly passed Substitute House Bill 187, an endeavor to reform Ohio’s laws governing civil service employment. This Act is the end result of more than ten years of legislative discussion over various ways of reforming these rules and regulations. Included in this discussion was the input and recommendations of the Ohio Civil Service Review Commission, which was a body created by the Legislature and made up of employee representatives, organized labor and public sector employers. The purpose of the Ohio Civil Service Review Commission was to seek public comment, study and then recommend to the Legislature Civil Service Review Commission ways to modernize and enhance the rules and regulations governing Ohio’s classified civil service.

This Act also provides the boards of trustees at each of Ohio’s public colleges and universities with the authority to amend certain provisions of Classified Civil Service (CCS) rules and regulations as they relate to the governance of their civil service employees, Miami University Rule 3339-19-10: Opting out of provisions of the Ohio Revised Code (PDF 14KB).

Classified Service Definition (PDF 34KB)
Classified Recruitment and Selection (PDF 107KB)
Classified Reduction in Force (PDF 82KB)
Classified Holidays, Standard Work Week, Overtime Pay & Compensatory Time (PDF 188KB)
Classified Vacation (PDF 183KB)

Employee Background Check
Background Check Investigation Policy

Miami University (the "Company") may request, for lawful employment purposes, background
information about you from a consumer reporting agency in connection with your employment or
application for employment (including independent contractor assignments, as applicable). This
background information may be obtained in the form of consumer reports and/or investigative
consumer reports (commonly known as "background reports"). An "investigative consumer report" is a
background report that includes information from personal interviews (except in California, where that
term includes background reports with or without information obtained from personal interviews), the
most common form of which is checking personal or professional references. These background reports
may be obtained at any time after receipt of your authorization and, if you are hired or engaged by the
Company, throughout your employment or your contract period, as allowed by law.

Title XI - Sexual Misconduct and Violence of Interpersonal Protocol
A Guide for Miami Faculty and Staff 2014-2015

Miami University is committed to maintaining a healthy and safe working environment and to creating an environment that promotes responsibility, dignity, and respect in all matters. Unfortunately, faculty and staff may be victims of sexual assault, domestic violence, dating violence or stalking (Title IX offenses). In the vast majority of instances, the alleged perpetrator is not associated with our University; however, it is possible for these offenses to occur on campus or for the alleged perpetrator to be a visitor, guest, vendor/contractor, employee or student at Miami. Although most victims/survivors are women, men also can be victims. This Protocol is designed to provide information on the resources and support available to an employee when the employee is a victim of a Title IX offense, even if the offense occurred off campus. This Protocol also provides information on how to file a report if the offense occurred on campus or the alleged perpetrator is a visitor, guest, vendor/contractor, is employed by or enrolled at Miami. Miami’s Protocol is separate and distinct from the criminal process and is available to faculty and staff even if no police report has been made. The Protocol is designed to comply with applicable state and federal laws. The University has the right to modify or deviate from this Protocol when, in the sole judgment of the University, circumstances warrant, in order to protect the rights of the involved parties, or to comply with the law. In this Protocol, you will find information on:

  • Definitions of Title IX Offenses
  • Making a Police Report
  • Confidentiality – persons with whom you can speak confidentially
  • Medical, Counseling and Other Resources – including the importance of preserving evidence.
  • University Support Services
  • Making a Report for Investigation and Remedial Action – describes the University’s investigation process and remediation process if the alleged perpetrator is a visitor, guest, vendor/contractor, employee, or student at Miami or if the offense occurred on campus.
  • Retaliation
  • Campus Crime Alerts and Emergency Notification
  • Legal Options

Ms. Kenya Ash serves as the Director of the Office of Equity and Equal Opportunity and as the University’s Title IX Coordinator (the Coordinator) for matters related to Title IX offenses. Questions regarding this Protocol may be directed to Ms. Ash at Hanna House, Spring Street, Oxford, Ohio 45056, 513-529-7157 or ashkd@miamioh.edu.