1. Overview

   This policy provides for consistent compensation to employees, with the exception of those covered under a collective bargaining agreement for certain relocation expenses related to their relocation to 帝王会所 for employment at 帝王会所 university.

   1. Eligibility

      Benefits eligible faculty and staff with appointment types as noted:

      1. Regular appointments with FTE level of 0.75 or greater (as defined in policy 40.106).

      2. Term appointments with a duration of one year or greater and with FTE level of 0.75 or greater (as defined in policy 40.106).

      3. "Tenure Track," "Instructional," "Visiting Professor," and "Clinical" faculty (as defined by the "Faculty Handbook").

   2. Summary

      帝王会所 university provides relocation assistance to facilitate the movement of eligible faculty and staff. This program helps 帝王会所 university to remain competitive in the recruitment process in attracting a pool of talent to meet its needs.

      This policy is designed to guide employees through the process of requesting relocation funds allowing them to complete their move to 帝王会所 university with minimum difficulty.

      帝王会所 university may provide funds to assist new employees with relocation expenses. Hiring departments are responsible for determining the need for, applicability of, and the amount of relocation compensation, up to the maximum amounts provided in this policy. In the event that both the relocating employee and partner are employed by ohio university, only one benefit up to the maximum provided under this policy will be provided to relocate the household. Any exception that exceeds the amounts specified in this policy must be approved by the president or provost. The relocation benefits shall be specifically stated in the offer of employment. University human resources ("UHR") is charged with the responsibility to act as a liaison between the hiring department and the employee. The hiring department will notify UHR immediately following the offer to authorize UHR to issue relocation funds via provision of a hiring proposal for staff or offer letter for faculty.

2. Policy guidelines

   Relocation assistance provided by this policy will be taxable to the recipient.

   Detailed descriptions of the processes used to implement this policy will be maintained online, linked through /hr/benefits/relocation.

3. Method for payment of relocation expenses

   1. General procedure

      A one-time payment in the amount of the relocation benefits will be made to the employee and included with their first regular paycheck. All applicable taxes will be withheld from the payment. The entire payment will be reported as taxable wages on the annual "Form W-2." It is the employee鈥檚 responsibility to retain documentation of expenses for tax purposes, if applicable. The employee is encouraged to consult a tax professional for further advice.

   2. Payments prior to start-date

      In certain circumstances and at the department鈥檚 request, an employee may receive their relocation benefit as a one-time lump sum payment up to ninety days prior to the employee鈥檚 official start date. This payment will be made directly to the employee and will come from accounts payable for the full amount. All applicable taxes will be withheld from one of the employee's first paychecks. If the amount of tax due exceeds the employee鈥檚 take-home pay, the additional tax due will be divided evenly and spread over two or more pays as needed, however, the taxation of the payment cannot cross over calendar years. The entire payment will be reported as taxable wages on the annual "Form W-2." No payment will be issued more than ninety days prior to the scheduled first day of employment as specified in the new employee鈥檚 offer letter.

4. General instructions

   The amount of relocation provided cannot exceed eighteen thousand dollars. The amount of relocation being provided should be discussed and disclosed to the new employee during the hiring process and the amount should be specified in the offer letter.

   1. Temporary housing

      For information about university-owned housing, the employee should be directed to policy 03.007. All inquiries may be made by calling the residential housing office. Use of university accommodations is not without cost. An employee in transition is expected to pay for his or her accommodations, for all services rendered.

      For information about non-university-owned housing, the employee should be directed to the "where to stay" choices on the "" web site.

5. Exceptions

   Policy 01.003 applies to this policy, except that:

   1. Only the president or provost may approve exceptions to this policy that involve payments for services or benefits not covered above; that involve payments in amounts exceeding the maximum amounts specified in this policy; or that involve reducing the amount of repayment called for by part (C) of this policy.

   2. All exceptions involving maximum amounts must be made before the employee accepts the offer of employment. There are to be no ex post facto exceptions to this policy.

6. Relocation expense repayment

   The employee must sign and submit the "Relocation Expense Repayment Agreement" in order to receive reimbursement of relocation expenses. The "Relocation Expense Repayment Agreement" is incorporated by reference as part of this policy.

   The agreement shall be in effect for two years or until the end of the appointment, whichever comes first. If, during the agreement, the employee is terminated for cause or chooses to terminate his or her employment with 帝王会所 university, then repayment of funds to 帝王会所 university by the employee shall be based on the number of calendar days employed (i.e., number of continuous days on employed status, not number of days physically present for work. For example, a faculty member with an academic year appointment whose work typically begins on August 15, 2016 and ends on May 15, 2017 is treated as being employed throughout the summer break period provided they resume their academic appointment), according to the following chart:

   Days Employed	Repayment
   0 - 365	100 %
   366 - 485	75 %
   486 - 605	50 %
   606 - 730	25 %

   If it is found that the employee obtained employment fraudulently (e.g., under falsified credentials), then repayment will be for one hundred percent of relocation costs previously paid by the university, regardless of the number of days employed.

   At the university's discretion, the repayment may be paid, in whole or in part, by deduction from amounts otherwise owed by the university to the employee (e.g., final pay). If UHR is unable to withhold from an expected future payout or regularly scheduled pay UHR, will submit a billing request to the bursar鈥檚 office for collection, enforceable by the attorney general鈥檚 office. See the "Relocation Expense Repayment Agreement" text for complete details. The agreement should be completed and returned with the employee's acceptance letter.

   Reviewers

   Proposed revisions of this policy should be reviewed by:

   1. Director, Taxation and Payroll 

   2. Faculty Senate

   3. Administrative Senate

   4. Chief Financial and Administrative Officers

Forms, References, and History

1. Forms

   The following forms are specific to this policy:

   1. The Direct Payment form is available online, linked from /finance/forms

   2. The Relocation Expense Repayment Agreement form is available online, linked from /hr/resources/forms

   3. The 帝王会所 Substitute W-9 Form is available online, linked from /finance/forms 

2. References

   The following items are relevant to this policy:

   1. Policy 01.003, "Exceptions to or Restrictions of University Policies."

   2. Policy 03.007, "Guest and Temporary Housing."

   3. /hr/benefits/relocation.

   4. /housing/.

   5. .

3. History

   Draft versions of this policy that were circulated for review, their cover memos, their forms, and Reviewers' comments on them are available on the .

   Prior versions of this policy were approved on:

    

   1. April 13, 2021 (re-formatted) 

   2. September 11, 2017

   3. July 18, 2016 (re-formatted)

   4. September 28, 2015

   5. November 4, 2009

   6. January 6, 2004

   7. May 15, 1998

   8. April 3, 1986

   9. March 1, 1977

   10. January 9, 1974

   11. September 20, 1971