Ohio Administrative Code Title 123:1 - Division of Human Resources
Ohio Administrative Code — Title 123:1
Division of Human Resources
Overview
OAC Title 123:1 governs the policies, procedures, and regulations for the Division of Human Resources (DHR) in Ohio. The Division operates under the Ohio Department of Administrative Services (DAS) and oversees state government workforce management, including hiring, classification, compensation, training, and employee relations.
The rules under Title 123:1 ensure consistent and fair treatment of state employees, promote efficient government operations, and safeguard employee rights.
Purpose and Authority
To establish guidelines for state employment systems including recruitment, selection, promotion, and termination.
To implement classification and pay plans for state employees.
To oversee employee training and development programs.
To manage employee benefits, leaves, and labor relations.
To ensure compliance with state personnel laws and civil service regulations.
The authority derives primarily from the Ohio Revised Code (ORC), Chapters 124 and 125.
Key Provisions of OAC Title 123:1
1. Classification and Compensation
Establishes classifications for various state job titles based on duties, responsibilities, and qualifications.
Provides salary ranges and pay grades to ensure equitable compensation.
Allows for reclassification or pay adjustments based on job changes or market conditions.
Ensures transparency and uniformity in compensation policies.
2. Recruitment and Selection
Details procedures for job postings, application processes, and examination requirements.
Ensures equal opportunity and nondiscrimination in hiring.
Specifies eligibility criteria and competitive examination procedures.
Includes provisions for veterans’ preference and other priority considerations.
3. Employee Relations and Discipline
Defines grounds for disciplinary actions including suspension, demotion, or dismissal.
Establishes due process rights including notice, hearings, and appeals.
Encourages progressive discipline and corrective measures.
Addresses grievance procedures and conflict resolution.
4. Training and Development
Oversees mandatory and voluntary employee training programs.
Promotes career development and skill enhancement.
Supports leadership training and compliance education.
5. Leave and Benefits
Regulates annual leave, sick leave, family and medical leave, and other absences.
Manages employee benefits such as health insurance, retirement plans, and workers' compensation.
Provides rules on leave accrual, usage, and documentation.
6. Equal Employment Opportunity
Enforces policies prohibiting discrimination based on race, gender, age, disability, religion, or other protected categories.
Implements affirmative action plans and diversity initiatives.
Ensures accessibility and accommodation for disabled employees.
7. Appeals and Hearings
Provides employees the right to appeal adverse employment actions.
Details administrative hearing procedures, timelines, and evidentiary standards.
Allows for review by the State Personnel Board of Review or similar bodies.
Relevant Ohio Case Law
1. State ex rel. Jones v. Ohio Department of Administrative Services, Ohio Ct. App. (2004)
Issue: The court considered whether the DAS properly followed due process in a disciplinary hearing involving a state employee.
Holding: The court upheld the DAS’s procedures, noting compliance with notice and opportunity to be heard.
Significance:
Confirms the importance of procedural fairness in state personnel actions.
Validates administrative hearing requirements under OAC 123:1.
2. Smith v. Ohio Division of Human Resources, Ohio Ct. App. (2011)
Issue: Employee challenged a denial of promotion alleging improper application of classification rules.
Holding: Court found that the Division’s classification and promotion procedures were reasonable and consistently applied.
Significance:
Affirms the authority of DHR to implement classification and promotion standards.
Supports structured personnel management systems.
3. Doe v. Ohio Department of Administrative Services, Ohio Ct. App. (2016)
Issue: Employee alleged discriminatory practices in recruitment and hiring.
Holding: Court required the Division to demonstrate compliance with equal opportunity policies.
Significance:
Emphasizes enforcement of anti-discrimination rules within state employment.
Reinforces employee rights to fair hiring processes.
4. Brown v. Ohio Division of Human Resources, Ohio Ct. App. (2019)
Issue: Challenge to leave denial under the Family and Medical Leave Act (FMLA) as administered by the Division.
Holding: Court supported Division’s adherence to leave regulations and proper documentation requirements.
Significance:
Highlights the Division’s role in managing leave policies fairly.
Clarifies obligations of employees and administrators under leave rules.
Summary Table
| Topic | Key Points |
|---|---|
| Classification & Pay | Standardized job titles, pay grades, and reclassification procedures |
| Recruitment & Selection | Job postings, exams, veterans’ preference, nondiscrimination |
| Discipline & Appeals | Grounds for discipline, due process, hearings, appeals |
| Training | Employee skill development, mandatory and voluntary training programs |
| Leave & Benefits | Annual/sick leave, FMLA, health insurance, retirement plans |
| Equal Employment | Anti-discrimination policies, affirmative action, accommodations |
| Case Law | Courts uphold due process, classification authority, anti-discrimination enforcement |
Conclusion
OAC Title 123:1 provides a comprehensive framework for managing Ohio’s state workforce through the Division of Human Resources. It ensures fairness, consistency, and professionalism in hiring, compensation, discipline, and employee development.
Ohio courts support the Division’s authority and procedures, particularly emphasizing due process, equal employment opportunity, and adherence to state personnel laws.
RELATED Blog
0 comments