1 Â
Orientation Manual
Fresh. Convenient. Variety Â
2
TABLE OF CONTENTS BASIC KNOWLEDGE • • • • • • • •
JOB DESCRIPTIONS & POLICIES • • • • • • • • • • • • • • • • •
#
Blood borne pathogens Cleaning and sanitizing Pest control Chemical and supply Proper lifting Fire extinguisher Power Point on blood borne pathogens
SAFETY • • •
#
Job description Attendance Policy Call off Procedures Cell Phone Policy Click in and out Policy Disciplinary Process Drug and Alcohol Policy Emergency Vacation Guidelines Employee Meals Hair Restraint Policy Harassment Policy Notification of Absence for Classified On Call Program Progressive Discipline Uniform Policy Workforce and PTO Forms Workplace Violence Policy
TRAINING/ JOB REFRENCES • • • • • • •
#
Mission/vision statement Goals Helpful hints Employee expectations Important contacts What to expect in the units Blank Schedule Orientation slide show
#
Safety work rules Employee incident report Evaluation process
CHECKLIST # • Training checklist • Parking map (don’t forget to download the app)
Fresh. Convenient. Variety
3
Basic Knowledge
Fresh. Convenient. Variety
4
NEW EMPLOYEE TRAINING GUIDELINES Welcome to the Ohio University Culinary Services! You are now part of one of the largest dining services operation in the United States. Ohio University Culinary services is proud to be one of the largest self-operated college dining services in the nation; according to a 2016 national benchmarking survey, we are one of the most efficiently-operated college dining service in the nation for 16 consecutive years. Our goal is to provide the finest quality food and service at a reasonable cost to our students and guests.
Mission Statement The mission of Ohio University Culinary Services is to provide the high quality dining experience possible by utilizing the needs of our diverse university and our guests in support of the educational mission and residential concept of our institution.
Vision Statement • • • • • • •
Preparing and serving healthy, well balanced and nutritious meals Maintain the highest level of safety and sanitations for our customers and employees Providing quality customer service in a friendly, pleasant and caring environment Maintaining efficient and up-to-date facilities Effective stewardship of the resources entrusted to our care Creating opportunities for personal growth for our employees and students Committing to be an active and vital part of the Culinary Services Team
Top 2 Goals & Expectations of Culinary Services Safety: 1. Culinary Services will comply with Ohio University’s Safety Policy 44.109, all appropriate safety regulations and policies, and federal and state laws and regulations. 2. Safety is a priority in our workplace and we will continuously strive to provide and, maintain a safe and healthy environment with the daily goal of zero workplace injuries. 3. We believe that all incidents are preventable and that working safely is our duty. 4. We will all lead by example by demonstrating the best safety practices.
Customer Service 1. 2. 3. 4.
Engage with customers in a friendly and professional manner – “Service with a smile!” Treat each customer with respect and in the manner you would like to be treated. Go above and beyond to provide the best customer service possible. Keep all areas of the facility clean to provide a good image for the customer.
Fresh. Convenient. Variety
5
Culinary services central function is to offer our customers healthy quality food including alternative food options for special diets at reasonable cost in a safe and sanitary environment. Our employees are an asset to our workforce, you are entitled to a safe and harassment free work environment. Safety is our top priority this is Ohio university goal for all employees and its customers. You will be working with bargaining unit employees (BUE), management, students, and Personal plus (ATCO). This manual is function as a reference of the basic duties of a custodian at Ohio University. You will be given classroom instruction on safety work rules and expectations, incident reporting, organizational and reporting structure and working with others. The final stage of your training will be to provide instruction of all items listed above including demonstrating this knowledge on hands-on work experience in all culinary venues. At any time during training you have questions or concerns please do not hesitate to ask your management team or a CW2 employee. Your training is critical for our future and maintaining a safe sanitary work environment. We are here to provide you with the training process for you to succeed as a custodial worker at Ohio University!
ARE YOU READY TO ACCEPT THE CHALLENGE? Did You Know? •
• • •
•
• •
According to the National Association of College and University Food Services annual benchmarking survey, Culinary Services has earned the distinction as one of the most efficiently operated food services 16 years in a row! Culinary Services certifies all managers, cooks, and custodians in safe food handling and has a HACCP program in place. Less than 5% of all colleges and universities do this. Culinary Services is the largest employer of students on campus with over 2,400 student workers Culinary Services has nationally-recognized student leader and internship programs in place, which offer students the opportunity to gain management experience and earn class credit. Currently there are 95 student leaders who work in our Dining Courts, Catering, Cafés, and Campus Markets. Five management/staff members of the Culinary Services team have earned the FMP (foodservice management professional) designation, which is the highest credential awarded by the National Restaurant Association. Culinary Services serves approximately 4.2 million meals per year.
Hints for New Part-time employees who are not normally scheduled •
• •
You will be on call on any days that you are not scheduled to work including weekends. You will be notified by email from culinary services main office on Thursday after 1pm for your following week work schedule. Culinary work schedule begins on Sunday and ends on the following Saturday. You must be reachable between 6am-11am when you are on-call. This will be on the weekly schedule given out. Please report to work in a clean uniform with slip resistant shoes and wearing hair net or designated OU culinary hat.
Fresh. Convenient. Variety
6 • • • •
When clocking in, be sure to check in with management and lead cook or custodian for any important updates for the day/week. Beards are not permitted for any part-time workers for the possibility to be called over to work at Central Kitchen. Take initiative during your training and self-development with a positive assertive attitude Each venue has different equipment. Before operating any equipment, be sure to be trained on it first.
Employee Expectations • • • •
• • • • • • •
Safety is a top priority Report any work related incidents immediately to your supervisor Strive for excellent customer service Attendance is a top priority. We expect professionalism at work, starting with being on time and ready to work when your shift starts. If you have an emergency, one must call and speak to the manager on duty at your assigned venue. Do not leave a message with a student leader or student coordinator. Culinary services employees are expected to be courteous and respectful in their relations with co-workers, students, and customers at all times. Profanity and poor work behavior will not be tolerated and will be documented. Personal hygiene is required, which includes a clean uniform and shoes. Fingernails must be cleaned and trimmed; nail polish is not to be worn. Beards are not permitted until 960 is complete. Always allot extra time when arriving to your venue, in case of any unexpected matters. Follow the proper chain of command. Work with a purpose, as there are daily tasks that must be completed. Chewing of gum is prohibited during production or service of food. Smoking is prohibited on Ohio University campus as stated in the Smoke and tobacco free policy. o If you choose to smoke, one must sign out of the venue you are working and one must leave campus and go to a designated smoking area. Security is everyone’s responsibility. Be aware of any suspicious behaviors, actions, and or anything out of the ordinary and bring them to the attention of the unit manager on duty.
Important Phone Numbers Please take the time to put these numbers in your phone. They can also be found at the bottom of your weekly schedule. • • • • • • • • • •
Main Office (April Morgan): 593-2973 or 593-2970 Bakery/veg prep: 593-2980 The District: 597-5904 Catering: 593-4035 Central Support Kitchen: 597-9037 Nelson Dining Hall: 597-7111 Shively Dining Hall: 597-5900 West 82 (Food court): 593- 4035 Warehouse: 593-2980
Fresh. Convenient. Variety
7
What to expect when arriving to the units It is important to be familiar with the “chain of command” where you are working. If there are any concerns or issues it is important to go to the CW2 then to the unit manager. •
Management – Help with day to day operations and are here to help make your day run smoothly.
•
Cook 3’s – They make sure they have the recipes and production needed, every week. Throughout the week if there are any changes in the menu, they will get with the production manager. The cooks 3’s are lead cooks, their role is not to supervise. The managers are the supervisors.
•
Cook 1’s – They prepare food for respective meal periods. Fill out production sheets properly, the waste is circled and the sheet is signed. Know how to fill out the production sheets and know the proper spot to put them when completed, and know about batch cooking. They are knowledgeable on all concepts and day to day operations of the kitchen. They help out at the concepts and run it with the student employees and leaders to make sure we are serving quality food.
•
Custodians – They help with dish room, pots & pans, trash, boxes, floors, bathrooms, chemicals, and fryers (cleaning). They help with training in dish room and pots & pans with student employees when needed.
•
Coordinators – They help with the student leaders and with communication.
•
Student Leaders –They make sure that the floor is running smoothly and handle the student employees.
•
Central Hiring (CSE) – They hire employees for Culinary Services.
•
Office Assistants – They help with student payroll and training of all student employees.
•
Food Production Assistants- They work directly with production mangers by doing weekly inventory, outside ordering, and tracking food loss, among many other duties.
GENERAL MANGER
Stores Clerk (SC)
Custodial Worker 2 (CW2)
Cook 3 (CK3)
Production Manager
Assistant Manager
Student Leader Food Pro Assistants
Student Interns and coordinators
Custodial Worker 1 (CW1)
Cook 1
Student Leaders and Office Assistants
Part Time Custodial Worker (PTCW)
Food Service Worker (FSW)
Student Employees
Fresh. Convenient. Variety
8 Intermittent Food Service Worker Assignments Date: _______________________________ To:
_______________________________
From: April Morgan (Contact 593-2973 All assignments are subject to change depending upon the operational needs of the Culinary Services’ units: Please take your binder to each work location. Ask management for assistance in completion of training check off sheet. Date
Location
Time Start
End
Sunday Monday Tuesday Wednesday Thursday Friday Saturday
Culinary Services contact information Main Office
740-593-2970
Baker University Center
740-593-4035
The District on West Green
740-597-5904
Nelson Court
740-597-7111
Shively Court
740-597-5900
Bakery/Veggie Prep
740-593-2980
Culinary Support Kitchen
740-597-9037 or 740-597-9051
Fresh. Convenient. Variety
9
Job Descriptions, Rules And Guidelines
Fresh. Convenient. Variety
1 0 Custodial Worker Job Description
Job Family: Facilities and Operations
Sub Family: Custodial Services
Job Code: FACCUSTTAS1
Job Series: 26111 Pay Grade: CA&P|10|
Career Track and Level: TAS 1 FLSA Category: NON-EXEMPT
Job Family Facilities and Operations: Facilities job family serves to ensure the cleanliness, maintenance, and operation of campus facilities and grounds. Functions encompass custodial, grounds, and maintenance services, including oversight and programmatic administration.
Sub Family Custodial Services: Responsible for cleaning and housekeeping of buildings and/or exterior areas. May involve trash and recycling removal and meeting room set-up.
Job Responsibilities • • • • • •
Serves as contact person and coordinates responses to problems in regards to the cleanliness of buildings and grounds. Maintains the cleanliness of buildings, grounds, and equipment by cleaning, vacuuming, and removing trash. Completes the set-up and tear down of office equipment and furniture for special events. Performs snow removal. Performs basic maintenance and repair (e.g., painting, light fixtures). Processes expenses and payroll records.
Role • • • • • •
•
Reflects most common entry point for this career track. Performs a relatively small number of tasks/duties by selecting correct processes from clearly prescribed rules and specific instructions. May supervise or oversee the work of student employees. Impact and Complexity Performs job responsibilities following a defined standard output or set of procedures. May schedule and/or check the work of students. Work is closely supervised with limited opportunity for independent action or decision making. Exercises some judgment in planning and organizing own work but must adhere to specific time, process, and results standards. Work consists of tasks that are routine, or well-defined, with specific instructions to achieve standards.
Fresh. Convenient. Variety
1 1
ATTENDANCE POLICY PURPOSE: Responsible attendance by all employees is vital to accomplish the mission of the Facilities and Auxiliaries Division. This policy is designed to encourage all employees to be present to perform their professional functions and responsibilities as scheduled. This policy is designed to be a fair and equitable mechanism to stabilize staffing and, as a result, improve morale through consistent and even division of labor. This policy is intended to ensure division-wide equity in managing staff absenteeism.
POLICY: An unapproved absence of an employee shall be defined as not being at work as scheduled by the University, except for approved, earned, and accrued: vacation; compensatory time; floating birthday holiday (Bargaining Unit employees only); personal days credited to an employee and approved leave as defined below. Employees must follow departmental policies when requesting approval and scheduling their earned and accrued personal, vacation, birthday holiday, and compensatory days. Employees who are unable to report to work must notify their supervisor in accordance with departmental policy If an unforeseen emergency arises which clearly prevents the employee from notifying the department of intended absence, the absence may be considered authorized, provided the employee submits evidence satisfactory to the department that the emergency prevented the required notice. PROCEDURE: I. Unapproved Absences or Leaves Any employee who is not on approved earned and accrued vacation, compensatory time, personal days, Birthday Holiday (Bargaining Unit employees) or sick time or on approved leave as defined below and is absent from work shall be determined to be in an unauthorized absence status and such absences may be cause for discipline up to and including termination of employment. The following shall not be considered absences for purposes of implementation of this policy. •
FMLA Leaves
•
Sick leave in continuation of FMLA leave or sick leave taken after exhaustion of FMLA leave for a nonrelated "serious health condition."
•
Medical Leaves
•
Maternity Leaves
•
Personal Leaves
•
Educational Leaves
•
Military Leaves
•
Jury Duty
•
Disability Leaves
•
Union Business (for bargaining unit employees)
•
Sick Leave tied to Bereavement Leave
Fresh. Convenient. Variety
1 2 •
On the job accidents, injuries (including repetitive motion diagnoses) and illnesses (verified by a timely Ohio University Occupational Injury and Accident Report) and/or Worker's Compensation absences (covered by an active case number)
Failure to: notify the department of intended absence; complete standard University leave form(s); provide a physician's verification when required or requested; and providing fraudulent physician verification shall cause the absence to be unauthorized. The employee shall not receive pay for such absence and the employee may be subjected to disciplinary action up to and including termination. Further, an employee pattern of unacceptable absenteeism (e.g. including, but not limited to, call-off following or preceding scheduled days off) will be cause to deny the use of sick time and the employee may be subjected to disciplinary action up to and including termination. There may be times when a violation is severe enough (i.e., continued time in an unauthorized absence status, etc) to include the disciplinary action of termination for an employee's first offense. SICK TIME ABUSE An employee who uses 88 paid sick leave hours in a backward view rolling 12- month period, excluding use of the following, will be counseled. •
FMLA Leaves,
•
Earned sick leave in continuation of an exhausted FMLA Leave or sick leave taken after exhaustion of FMLA leave for a non-related serious health condition."
•
Medical Leaves
•
Maternity Leaves
•
Sick Leave tied to Bereavement Leave
•
On the job accidents, illnesses or injuries and/or Workers Compensation absences (covered by an active case number)
The counseling will indicate that the employee is in jeopardy of exceeding the 120 paid sick leave hour maximum usage of sick leave in a backward view rolling 12-month period. The employee will be encouraged to improve his/her attendance and given the number to contact the Employee Assistance Program (EAP). Employees will be encouraged to contact this program to receive assistance in resolving any underlying problem causing attendance difficulties. Any employee who utilizes more than 120 hours of paid sick leave in a backward view rolling 12-month period not attributable to any of the above exclusions will be subject to corrective/disciplinary action up to and including termination. When corrective and/or disciplinary action is taken, it will be applied progressively and consistently in accordance with sound management practice and Ohio University procedures.
EMERGENCY VACATION GUIDELINES These guidelines are meant to define the existing practice for each of the managers and give the employee a procedure to follow if Emergency Vacation is necessary.
Fresh. Convenient. Variety
1 3 •
To clarify the idea of Emergency Vacation, the following procedures will be followed if an absence from work is required with less than 24 hours notice:
•
Requests for emergency vacation are limited to four requests per year (fiscal year, July 1st – June 30th) and are subject to management approval.
•
Emergency vacations cannot be granted to avoid an Attendance Policy violation.
•
Employees must have sufficient vacation time to cover the request.
•
Requests for emergency vacation may be made verbally (with your supervisor). Paperwork is to be completed immediately upon return to work, the first day.
•
In cases of weather emergencies or other mitigating circumstances approved by the Associate Vice President of Auxiliaries, vacation may be used for the absence (if available to the employee) and an Emergency Vacation occurrence will not be recorded.
CLOCKING IN AND OUT POLICY PURPOSE Establish consistent guidelines for Culinary Services employees on clocking in and clocking out. PROCEDURE All hourly Culinary Services Employees are required to clock in and out on their own timecard at their scheduled time. It is a violation of Federal Law to clock in or out on another person’s timecard. If an employee forgets to clock in, notify a manager immediately. Whenever an hourly employee leaves the building, the employee must clock out. This includes leaving the building for university functions and training sessions. The definition of leaving the building means leaving beyond the loading dock. Employees must notify management when clocking out if the employee anticipates exceeding their allotted break time. Employees do not have to clock out in the following circumstances: Going out to the loading dock during a break or stepping outside to smoke or get fresh air as long as the employee does not leave the loading dock area. Management sends an employee to another Culinary Services venue on a business related task. Violations of this work rule will be handled through the discipline process.
Fresh. Convenient. Variety
1 4
NOTIFICATION OF ABSENCE FOR CLASSIFIED EMPLOYEES In order to allow for appropriate planning and coverage due to employee absences, Auxiliaries will follow the “Notification of Absence” work rule. If any employee is unable to report for work as scheduled, the employee must notify the manager on duty at least one-half (1/2) hour before the designated starting time of their scheduled work shift, on the first day of intended absence, and each work day thereafter. At the time of call off, the employee must state the specific purpose, type of leave requested, and the anticipated return to work date. It is the employee’s responsibility to know if enough accrued time is available for the type of leave being requested. If the manager on duty is not available, the employee must leave a message on the designated voicemail in their venue at least one-half (1/2) hour before the starting time of their scheduled work shift. It would be greatly appreciated if 2nd shift employees could give more than the ½ hour required notice, if at all possible. This would assist with scheduling issues. In the case of a long term illness or hospitalization in excess of five (5) calendar days, an employee will not be required to notify the venue each day, provided the employee has given written notice to the venue/department of the nature of the illness and anticipated return. Failure to notify the venue/department of intended absence pursuant to this policy shall cause the absence to be unauthorized and the employee’s record shall be marked “unauthorized absence.” The employee shall not receive pay for the absence and the employee shall be subject to disciplinary action up to and including termination of employment. If an unforeseen emergency arises which prevents the employee from notifying the venue/department of an intended absence, the absence may be considered authorized provided the employee submits evidence satisfactory to the venue/department that the emergency prevented the required notice.
FACIAL HAIR POLICY PURPOSE The purpose of this policy is to ensure a professional and sanitary work environment in the department of Culinary Services. PROCEDURE The following standards are to be followed; •
Beard must be neatly trimmed to no more than 1 inch long.
•
Mustaches must be neatly groomed to the edge of the mouth.
•
Beards must be covered by a beard hair restraint (Ohio Food Code Policy 3717-1-02.3C ) which is to be provided at the expense of the employee.
•
If an employee chooses to grow a beard, a beard net must be worn from the beginning of new growth on.
•
If an employee reports to the workplace without a beard net, the employee will be sent from work without pay, for a reasonable amount of time, to obtain one (1st occurrence only).
•
If an employee violates these policy guidelines, upon the 2nd occurrence, the University will require the employee to be clean shaven for one year from the date of the 2nd occurrence and a letter of reprimand
Fresh. Convenient. Variety
1 5 will remain on file for 12 months (reference Article 33B, Discipline, of the Collective Bargaining Agreement). •
Beard nets may be removed when the employee is not working directly in the kitchen or food service preparation area (e.g. floor work in the dining area).
•
Beard nets are not required during breaks and lunches when taken outside the food preparation areas.
•
Religious commitments pertaining to this policy will be accommodated upon written request substantiating the need for exception. A document of faith may be requested.
•
All employees choosing not to grow a beard must be clean shaven when no facial hair is worn unless they meet all of the above criteria.
CELL PHONE POLICY PURPOSE Establish consistent guidelines for cell phone use. PROCEDURE In order to maximize efficiency and employee safety, employees that are not required by Ohio University to carry a cell phone must turn personal cell phones off during scheduled work time. Employees may use cell phones during scheduled break periods only. Cooperation in this matter is greatly appreciated. Violations of this work rule will be handled through the discipline process.
EMPLOYEE MEALS PURPOSE To establish an operational, on premise, meal policy for all Culinary Services’ fulltime employees that is convenient and assists with the management, quality controls and assessments for the department as an employer. PROCEDURE The mission of Ohio University Culinary Services is to provide the highest quality dining and customer experience possible for the diverse university community and guests, in support of the educational mission and residential concept of the institution. We pursue a continuous improvement approach to deliver efficient and high quality service to our customers. In Culinary Services, each and every employee is responsible for upholding our quality, excellence and integrity. It is each team member’s duty to continuously evaluate all processes and recommend ways to continuously improve. It is essential that all team members, from entry level to higher administration, know all facets of the department to contribute to this success. Food production is our core function and furnishing meals to our employees plays an important role in the evaluation process and ensures that all employees are working toward a common mission and vision. Culinary Services’ employees are expected to eat meals in designated on-site operations in order to participate in the process of accomplishing our organizational objectives. We consider this to be a
Fresh. Convenient. Variety
1 6 necessary part of doing business and a convenience to us as an employer. Our employees’ work breaks may vary daily based on the unit’s operational needs. Maintaining employees on-site assists in meeting our customer demands when emergency situations arise with little or no notice. We benefit from the employee’s ability to have flexibility in the break and meal schedules to respond to emergency/operational needs. In addition, by our employees eating the food that they produce, they too assist with ensuring quality control measures. Meals provided to employees are meals that are on the menu and served from the line. Product(s) cannot be removed from inventory to prepare any recipe or meal that is not on the menu for that meal period. For example, if omelets are not on the breakfast menu, employees may not prepare omelets for their own breakfast or if prime rib is on the dinner menu, employees may not prepare a prime rib for lunch. Employees working the early shift on a Sunday or any holiday when breakfast is not served may eat the food items on the brunch menu during their scheduled break time. Employees working the early shift on Saturday may eat the continental breakfast that is served. Employees working catered events may eat the food served at the catered event. Employees working in retail areas may eat the food served in the retail area. This meal policy meets the integrity of Internal Revenue Code, Section 119, in that employee meals are both provided for the convenience of the employer and the meals are furnished on the employer’s premises where the employees perform their work and primary functions.
WORKPLACE VIOLENCE OVERVIEW Ohio University is committed to the goal of maintaining a safe, violence-free workplace. Ohio University will not tolerate threats, violent behavior, of any kind by any Ohio University employee upon any faculty member, staff member, students, or visitors. Ohio University employees are not permitted to commit acts of prohibited behaviors (enumerated in section III below) in the workplace at any time whether on or off duty. DEFINITIONS Threat - The implication or expression of intent to inflict physical harm or actions that a reasonable person would interpret as endangering physical safety or property. Off duty - an Ohio University employee in the workplace when not scheduled to work, and not acting in his or her official capacity for Ohio University. On duty - an employee's regularly scheduled hours or while acting in his or her official capacity for Ohio University. Workplace - any location where Ohio University business is being conducted. Workplace Violence - Behavior in which a faculty member or staff member inflicts or threatens to inflict damage to property, serious harm, injury or death to others at the workplace. PROHIBITED BEHAVIOR Prohibited behavior exhibited by an employee in the workplace includes the following:
Fresh. Convenient. Variety
1 7 •
Direct threats of violence.
•
Implied threats of violence.
•
Stalking.
•
Possession of weapons of any kind unless such possession or use is a requirement of the job.
•
Assault on employees or their families.
•
Physical restraint or confinement.
•
Dangerous or threatening horseplay.
•
Intentional or reckless disregard for the safety or well-being of others.
•
Commission of a violent felony or misdemeanor on Ohio University property.
•
Any other act that a reasonable person would perceive as a threat of violence.
The legitimate exercise of supervisory authority, including oversight, evaluation, and requiring adherence to standards of performance, shall not be considered a violation of this policy REPORTING ACTS OR THREATS OF VIOLENCE An employee who: •
is the victim of violence in the workplace, or
•
believes he or she has been threatened with violence in the workplace, or
•
witnesses an act or threat of violence in the workplace,
shall take the following steps: 1.
If the situation is one of immediate danger, the employee shall contact Ohio University Police Department ("OUPD" below), or local law enforcement if on a regional campus, by dialing 9-1-1, and may take whatever emergency steps are available and appropriate to protect himself, herself, or others from immediate harm. A report should then be placed with University Human Resources.
2.
If the situation is not one of immediate danger, the employee shall report the incident to the appropriate supervisor and to University Human Resources as soon as possible and complete the Complaint Alleging Workplace Violence Form. Moreover, a police report should be filed with OUPD at (740) 5931911 (or local law enforcement if on a regional campus).
If an employee who is concerned about a potential act of violence files a request for a civil protection order against an individual, and that individual would be in violation of the order by coming near the employee at work, then the employee should promptly consult the Workplace Violence Guidelines, which encourage the employee to inform his or her supervisor. In that event, the supervisor shall promptly inform OUPD, the department director, and the Chief Human Resource Officer or designee, in conformance with the Guidelines. COOPERATION WITH INVESTIGATION The complainant has the burden to prove a violation of workplace policy. He or she must actively provide information that will support his or her complaint in the time and manner deemed necessary and appropriate by the University to conduct the investigation. Failure to cooperate with the investigation process in a timely manner may negate the University's obligation to continue with the investigation. FORMS The following forms are specific to this policy:
Fresh. Convenient. Variety
1 8 The Complaint Alleging Workplace Violence Form is available from University Human Resources and online, linked from http://www.ohio.edu/hr/forms.cfm
DRUG AND ALCOHOL POLICY PURPOSE The Ohio University Alcohol and Other Drugs Policy and program is designed to prevent drug and alcohol problems within the university setting. The policy and programs are designed to identify problems at the earliest possible stage, motivate the affected individual(s) to seek help, and to direct the individual toward the best assistance available. POLICY The university recognizes that the use and abuse of alcohol and other drugs can seriously impair an employee's performance and is therefore a university-wide concern. Due to the university's concern, this Alcohol and Other Drugs Policy is instituted. This policy will permit the university to abide by alcohol and other drugs- related legislation initiated by federal, state, and local governments. Current legislation includes the Drug-free Workplace (41 USC701) and the Drug-free Schools and Communities Act (PL 101-226). Because faculty, administrators and other supervisors are not trained to diagnose whether any faculty or staff member suffers from alcohol or drug-related problems, referral for diagnosis and treatment will be based on the observed and documented decline of job performance standards. Records pertaining to the diagnosis or treatment of alcohol or drug related offenses or addiction will not be made part of the faculty or staff member's personnel file and will be regarded as strictly confidential in all cases. An appeal or grievance of a personnel action such as suspension or dismissal, will require the presentation of data, including test results from the drug testing program, as part of such appeal or grievance procedure. This action creates a public record of such data.
PROCEDURE ALCOHOL AND OTHER DRUGS AWARENESS PROGRAM Ohio University hereby establishes an alcohol and other drugs awareness program. Under this program, the university will regularly and periodically publish literature warning about the dangers of the abuse of alcohol and other drugs in the workplace or in any environment. The program will specifically cover the following major topics: •
Health and safety concerns associated with drug abuse;
•
University policy regarding illegal drug or alcohol use;
•
Availability of counseling and assistance for employees;
•
Penalties that may be imposed for drug or alcohol abuse violations;
•
Continuing Education programs including: o
courses,
o
professional development workshops and seminars,
o
literature and video tapes, and
Fresh. Convenient. Variety
1 9 o
knowledge and skills training for supervisors.
EMPLOYEE COMPLIANCE WITH UNIVERSITY SUBSTANCE ABUSE POLICY All Ohio University employees are expected to abide by the terms of this policy. An employee found to be illegally possessing or using alcohol, or other drugs or being under the influence of such, shall be subject to appropriate sanctions. A disciplinary sanction may include the completion of an appropriate rehabilitation program. Such sanctions may include referral for prosecution and/or termination of employment. Employees are guaranteed due process. All university employees shall, as a condition of employment, abide by the following requirements: •
Comply with the terms of the university's Alcohol and Other Drugs Policy.
•
Notify their administrative supervisor of any criminal alcohol or drug statute conviction for a violation occurring in the workplace no later that five (5) working days after such conviction.
As required by legislation and upon receipt of notice under the preceding paragraph, the university shall notify the federal agency sponsoring grants or contracts with the employee's department. This notification shall take place within ten (10) working days after receiving such conviction notice. EMPLOYEE DISCIPLINE Any employee who is chemically dependent will not be disciplined for disclosing this dependency. An employee who does not disclose such information will not be disciplined unless the dependency hinders the ability of the employee to perform on the job. If the dependency adversely affects the employees's job performance or poses a direct threat to the property or safety of the university or fellow employees, such employee shall be subject to sanctions, up to and including termination, consistent with due process. All disciplinary measures involving Alcohol and Other Drugs Policy violations shall be reviewed with University Human Resources prior to issuance. This is to assure consistency and fairness in the implementation. Upon receipt of a notice of an employee's work-related conviction for the violation of any criminal drug statute, the university shall within thirty (30) working days of receiving such notice: Take appropriate personnel action against such an employee subject to established disciplinary procedures, up to and including termination, in accordance with requirements of due process; and/or Require such employee to participate satisfactorily in an alcohol or other drugs abuse assistance or rehabilitation program approved for such purposes by a federal, state, or local health, law enforcement, or other appropriate agency. If the employee is required to participate in such a program and refuses to do so, the employee will be subject to disciplinary action up to and including termination. The employee who does not satisfactorily complete the assistance/rehabilitation program is also subject to disciplinary action up to and including termination. If any disciplinary action under this policy is taken against an employee who is not part of a collective bargaining unit, such employee may formally appeal the action as defined in the University Policies and Procedures Manual. Disciplinary measures against faculty may be appealed to the Faculty Senate as described in Faculty Handbook Section II D. If disciplinary action under this policy is taken against an employee covered by a collective bargaining agreement, the action will be subject to the grievance procedure set forth in the bargaining agreement.
Fresh. Convenient. Variety
2 0 The principal investigator of any grant, project, or contract from a federal agency is required to ensure that each employee engaged in the performance of the grant be given a copy of and acknowledge receipt of this policy. EMPLOYEE ASSISTANCE PROGRAM (REFER TO POLICY #41.130) The university shall operate an Employee Assistance Program (EAP) that shall be monitored through University Human Resources. For details to the EAP, refer to Policy #41.130 (this manual.)
APPENDIX A SUGGESTED GUIDELINES FOR SUPERVISORS OF EMPLOYEES MANIFESTING BEHAVIOR UNDER THE INFLUENCE OF ALCOHOL OR OTHER DRUGS AT WORK. CHECKLIST FOR ACTION: If an employee at work appears to be intoxicated or under the influence of drugs: •
Assess the situation and call for assistance if necessary. If assistance is needed, notify Campus Safety if on campus, the Athens Police Department if within the city of Athens, or the Sheriff's Department if outside the city limits (see Resources for phone numbers at the end of checklist.)
•
Do not touch the employee.
•
Document observations and other relevant information fully.
•
Prohibit the individual from continuing to work and from driving.
•
Do not leave the impaired employee alone.
•
Handle information confidentially.
•
Consult with University Human Resources staff.
AN INCIDENT OF INTOXICATION OR IMPAIRMENT If an employee appears to be intoxicated or otherwise drug-impaired, a supervisor should not touch the employee, unless contact is necessary to protect him or herself. If a physical problem occurs, the supervisor should contact the appropriate safety agency for assistance. Under no circumstances should the employee be left alone. Do not allow the employee to continue working or to drive him or herself home. Offer to drive the employee or to obtain transportation for the employee. If the employee refuses such assistance, the supervisor should call the police or sheriff and advise them that the employee, who is believed to be impaired, is leaving the workplace. OBSERVATIONS In proving that an employee was under the influence, the supervisor's observations, not a test, are the key elements in the university's case. The supervisor must be able to testify, in detail, what he/she saw that indicated that the employee was under the influence. A supervisor that testifies that the employee "seemed drunk" merely states a conclusion which is unsupported by any factual evidence. The supervisor must be able to testify in concrete terms, such as "the employee was staggering and had slurred speech or had a strong odor of alcohol on his/her breath." When feasible, it may be helpful to have another supervisor observe the behavior.
Fresh. Convenient. Variety
2 1 Â DOCUMENTATION Documentation of the incident in which the employee exhibited drunken or drugged behavior is critical to protecting the credibility of the supervisor. If the employee challenges any disciplinary action taken, the supervisor may be called upon to testify months after the incident occurred. The supervisor can avoid having to recall the incident from memory if he/she writes down an account of the incident immediately after it occurs. Those notes should be copied. One copy should be given to upper management and the other copy should be retained by the reporting supervisor. CONFIDENTIALITY Supervisors should treat an employee's drug or alcohol problem confidentially. Only those management personnel who have a need to know about the incident should be informed. If only a few people know of an employee's alleged substance abuse, the employer is better able to defend against allegations that the information was handled indiscreetly and will avoid embarrassing the employee. AFTER THE INCIDENT After the immediate "crisis" has been handled, consultation with University Human Resources should occur. The purpose is to discuss the need for further action, including the consideration of having the employee participate in the Employee Assistance Program (EAP). RESOURCES University Human Resources: 593-1636 University Employee Assistance Program: 593-1888
Safety
ATHENS
CHILLICOTHE EASTERN
LANCASTER
O.U.P.D. 593-1911
Dir of Student Srvs 774-7242
Maint. Dept. 250
SOUTHERN
ZANESVILLE Physical Plant Ex. 111
Local Police (740) 593-6606
(740) 773-1191 or 911
(740) 695-0123 (740) 687-6680
(740) 532-2345
911
Sheriff
(740) 593-6633
(740) 773-1185
(740) 695-2121 (740) 653 5223
(740) 532-3525
(740) 452-3637
Highway Patrol
(740) 593 6611
(740) 775-7770
(740) 695-0915 (740) 654-1523
(740) 377-4311
(740) 453-0541
SEXUAL MISCONDUCT POLICY Ohio University prohibits sexual misconduct in any of its employment situations or educational programs and activities.
Fresh. Convenient. Variety Â
2 2 Â The Ohio University Sexual Misconduct Policy has been developed to provide a fair process for determining if a violation of this policy occurred, to remediate the effects of conduct that violates this policy, and to provide information to prevent sexual misconduct. BASIS FOR POLICY For purposes of this policy, "Sexual Misconduct" includes sexual harassment and sexual violence prohibited as unlawful discriminatory conduct under Title VII of the Civil Rights Act of 1964 (as amended), Title IX of the Education Amendments of 1972, and Ohio Revised Code Section 4112.02. POLICY APPLICATION The rights, responsibilities, and expectations for conduct contained within this policy apply to all aspects of Ohio University's operations and programs, including regional campuses. It applies to all students, employees, volunteers, and agents of Ohio University. It applies to all visitors or guests on campus to the extent that there is an allegation of harassment made by them against university students or employees. If this policy directly contradicts any other policy or procedures related to protected status discrimination, harassment, or retaliation, this policy takes precedence. Sexual misconduct can occur between any persons associated with the university, e.g., an employee and a supervisor; coworkers; faculty members; a faculty, staff member, or student and a customer, vendor, or contractor; students; or a student and a faculty member; etc. The requirements of this policy are applicable regardless of sexual orientation of persons engaging in sexual activity. Any person who believes he or she has been harmed by conduct prohibited by this policy may file a complaint with the Office for Institutional Equity. Third parties may file a complaint on behalf of persons whom they believe has been adversely affected by conduct prohibited by this policy. Sexual misconduct committed against or by an Ohio University student, employee, or agent is prohibited through this policy, through the public criminal justice system, or, depending on the facts and the individuals involved, through the Office of Community Standards and Student Responsibility or University Human Resources (e.g., under Policy 41.135). An initial choice to use one of these avenues does not preclude a later or simultaneous decision to use one or more of the others. DEFINITION OF CONSENT Consent must be informed, knowing and voluntary. Consent must be clear and unambiguous for each participant throughout any sexual encounter. Consent to some sexual acts does not imply consent to others, nor does past consent to a given act imply ongoing or future consent. Consent can be revoked at any time. For all of these reasons, sexual partners must evaluate consent in an ongoing fashion and should communicate clearly with each other throughout any sexual encounter. Consent cannot be obtained from someone who is asleep or otherwise mentally or physically incapacitated, whether due to alcohol, drugs, or some other condition. Consent cannot be obtained by threat, coercion, or force. Agreement given under such conditions does not constitute consent. In order to give effective consent, one must be of legal age. DEFINITIONS OF SEXUAL MISCONDUCT OFFENSES Sexual harassment includes sexual advances, requests for sexual favors, and other physical or verbal conduct of a sexual nature that is unwelcome and is sufficiently severe or pervasive from both a
Fresh. Convenient. Variety Â
2 3 subjective (the complainant's) and an objective (reasonable person's) viewpoint. Sexual harassment occurs under either of two circumstances, as discussed in Subsections A and B, immediately below. SEXUAL HARASSMENT BY QUID PRO QUO •
Submission to such conduct is made either explicitly or implicitly a term or condition of a person's employment or academic status; or
•
Submission to or rejection of such conduct by a person is used as the basis for employment or academic decisions affecting such person.
SEXUAL HARASSMENT BY HOSTILE ENVIRONMENT •
Such conduct has the purpose or effect of unreasonably interfering with a person's work or academic performance or creating an intimidating, hostile, or offensive environment for working, learning, or living on campus.
•
The determination of whether an environment is "hostile" is often contextual and must be based on the circumstances. These circumstances could include:
•
o
The frequency of the conduct;
o
The nature and severity of the conduct;
o
Relationship between alleged harasser and subject of the alleged harassment;
o
Location and context in which the alleged conduct occurs;
o
Whether the conduct was physically threatening;
o
Whether the conduct was humiliating; or
o
Whether the conduct arose in the context of other discriminatory conduct.
A hostile environment could be created by repeated, unwanted, sexually oriented stares (maintaining eye contact is, of course, acceptable).
NON-CONSENSUAL SEXUAL INTERCOURSE Non Consensual Sexual Intercourse is: •
Vaginal or anal penetration by any body part or foreign object;
•
Oral copulation (mouth to genital contact or genital to mouth contact);
•
However slight;
•
By a man or woman upon a man or a woman;
•
Without consent.
NON-CONSENSUAL SEXUAL CONTACT Non Consensual Sexual Contact is: •
Intentional contact with the breasts, buttock, groin, or genitals;
•
Touching another with any of these body parts, or making another touch you or themselves with or on any of these body parts;
•
Any intentional bodily contact in a sexual manner, though not involving contact with, of, or by breasts, buttocks, groin, genitals, mouth, or other orifice;
•
By a man or a woman upon a man or a woman;
•
Without consent.
SEXUAL EXPLOITATION
Fresh. Convenient. Variety
2 4 Sexual Exploitation occurs when a person takes non consensual or abusive sexual advantage of another for his or her own advantage or benefit, or to benefit or advantage anyone other than the one being exploited, and that behavior does not otherwise constitute one of the other sexual misconduct offenses. Examples of sexual exploitation include: •
Prostituting another person;
•
Non consensual video- or audio recording of sexual activity;
•
Going beyond the boundaries of consent (such as permitting others to observe you having consensual sex with someone who is not aware of the observation);
•
Voyeurism;
•
Public indecency (such as exposing your genitals to others without consent);
•
Knowingly exposing another person to a sexually transmitted infection ("STI") or Human Immunodeficiency Virus ("HIV") without prior knowledge and consent of the person to be exposed to STI or HIV;
•
Contact-free coercion (e.g., by threat of violence) causing a person to completely or partially disrobe.
RETALIATORY HARASSMENT Retaliatory Harassment is an adverse action or threat of an adverse action taken in response to an person who makes a protected disclosure under this policy by: •
Reporting suspected sexual misconduct to a supervisor or appropriate university official;
•
Filing a complaint or lawsuit under federal or state law or university policy that prohibits sexual misconduct;
•
or participating in an investigation or proceeding under this policy.
CONSENSUAL RELATIONSHIPS Ohio University does not intrude upon private choices regarding personal relationships when these relationships do not violate the policies of the university, cause harm to the safety and wellbeing of members of campus community, or increase the risk of harm to the safety and wellbeing of members of campus community. Consensual romantic or sexual relationships in which one party retains a direct supervisory or evaluative role over the other party are unethical, create a risk for real or perceived coercion, and are expressly a violation of this policy. Furthermore, the possibility of a future amorous relationship may distort the present instructional or advisory relationship. Therefore, persons with direct supervisory, evaluative, grading, or academic advising responsibilities who are involved in such relationships must bring those relationships to the attention of their supervisor, and will likely result in the necessity to remove the employee from the supervisory, evaluative, grading, or academic advising responsibilities.
REPORTING GUIDELINES DUTY TO REPORT Employees with a duty to report violations of this policy include faculty, administrators, coaches, and staff. Graduate assistants and student employees have a duty to report violations of this policy of which they become aware in the course of their duties when these duties include responsibility for the safety and
Fresh. Convenient. Variety
2 5 wellbeing of other members of the campus community or if they have supervisory, evaluative, grading, or advisory responsibility over other members of the campus community. Immediately upon learning of potential campus sexual misconduct, any employee with a duty to report violations of this policy who receives a complaint of sexual misconduct or who observes or learns of conduct that is reasonably believed to be in violation of this policy, is required to report the alleged conduct to the Office for Institutional Equity. In addition to the duty to report sexual misconduct to the Office for Institutional Equity as identified above, in some circumstances there is a duty to report allegations of criminal conduct to law enforcement. Ohio law (Ohio Revised Code § 2921.22) requires every person who knows that a felony has been or is being committed, to report it to law enforcement. It is a criminal offense to knowingly fail to make the report. If you suspect or have knowledge of criminal activity occurring on university property, call the Ohio University Police Department at 740-593-1911 (in an emergency, please dial 911 immediately). Incidents that occur off campus or at a regional campus should be reported to local law enforcement. FILING A FORMAL REPORT OF VIOLATION OF THIS POLICY The Office for Institutional Equity serves as the recipient for any formal complaint or report of sexual misconduct. Other offices may handle certain aspects of the university response, such as University Human Resources, Dean of Students office, Office of Community Standards and Student Responsibility, etc. The Office for Institutional Equity is responsible for investigating complaints of sexual misconduct under this policy, monitoring the response of other campus offices that may respond to complaints of sexual misconduct under this policy and for responding to complaints of retaliation for filing a complaint on the basis of this policy 03.004. Walk-in or Mail:
Office for Institutional Equity Executive Director - Title IX Coordinator Ohio University 101 Harry B. Crewson House Athens, Ohio 45701
Phone:
740-593-9132
FAX:
740-597-9059
E-mail:
equity@ohio.edu
SELF-REPORTING OF SEXUAL OFFENSES Persons who are victims or survivors of sexual offenses are encouraged to contact university police. Reporting an assault to university police may not require criminal prosecution; however, it does allow the university to assist and support the victim or survivor. Within the university, sexual offenses should be reported to: Ohio University Police Department Main Campus: 740 593-1911
Fresh. Convenient. Variety
2 6 Â CONFIDENTIAL ASSISTANCE FOR VICTIMS OR COMPLAINANTS Ohio University offers some confidential resources for persons who have been affected by sexual misconduct. In most circumstances, these confidential resources do not have a duty to report violations of this policy to Institutional Equity or law enforcement. There should be no expectation that a report to these resources puts Ohio University on notice of a violation of this policy. The Office of Institutional Equity shall maintain information online listing, discussing, and linking to oncampus confidential resources, as linked from the References subsection, below. PRIVACY Information received in connection with the filing, investigation, and resolution of allegations will be treated as confidential except to the extent it is necessary to disclose information in the course of the investigation, for the purposes of addressing conduct or practices that violate the policy, or when required to do so by law. All persons involved in the process should observe the same standard of discretion and respect for the privacy of persons involved in the process. If the complaint contains sufficiently detailed information about conduct that may constitute a crime, then the matter will be reported to the Ohio University Police Department. COOPERATION WITH INVESTIGATION A person with a duty to report will actively provide information in the time and manner deemed necessary and appropriate by the university to conduct the investigation. Failure to cooperate with the investigation process in a timely manner may compromise the university's ability to conduct an investigation and address allegations fully. If the complaint contains sufficiently detailed information about conduct that would constitute a violation of this policy, the Office for Institutional Equity will exercise due diligence to address the concerns identified with the affected planning unit to the extent possible with available information. ANONYMOUS COMPLAINTS Anonymous complaints will be accepted; however, Ohio University's ability to obtain additional information may be compromised and the ability to investigate or resolve anonymous complaints may be limited. SANCTIONS A person or group of persons found to have violated this policy will be subject to disciplinary action by the responsible planning unit or office. Discipline may include sanctions up to and including, termination of employment or expulsion from the university. In consultation with the Office for Institutional Equity, responsible planning units will ensure corrective measures intended to end the prohibited conduct and prevent further violation of the policy. FILING A FALSE COMPLAINT Intentionally making a false complaint or report of sexual misconduct is prohibited, is a violation of this policy, constitutes misconduct subject to disciplinary action, and is also a crime. The Office for Institutional Equity will refer evidence of intentional false complaints or reports to the Office of Legal Affairs. CONSIDERATION OF CLASSROOM AND INSTRUCTIONAL SETTINGS
Fresh. Convenient. Variety Â
2 7 Â The classroom or other instructional setting (e.g., studio, laboratory, office hours) presents special issues because academic freedom protects the expression of ideas, even where the idea or its expression is perceived to be mature, controversial, explicit, graphic, or offensive. Nevertheless, conduct that would otherwise constitute violation of this policy will not be exempt merely because it occurs in an instructional setting. Rather, the investigation will consider the legitimate pedagogical context, and will take into account discipline-specific guidelines for professional practice as defined by the appropriate educational unit. Accordingly, if the conduct that was the basis for the complaint occurred in an instructional context, broad deference is given to the presentation or discussion in an instructional setting of sexual topics that are mature, controversial, graphic, or explicit shall not be considered sexual harassment even if some persons find these topics subjectively offensive, when there is legitimate pedagogical basis for the presentation. Â
Fresh. Convenient. Variety Â
2 8
COUNSELING/COACHING/DISCIPLINARY PROCESS Note: The decision for informal or formal coaching/counseling process is to be made on a case-by-case basis looking at the totality of the circumstances. COACHING/COUNSELING To be initiated by a supervisor and/or department head Informal Coaching/Counseling
Formal Coaching/Counseling
Parties: Supervisor and employee
Parties: Supervisor and employee, may include union or employee advisor
Documentation:
Documentation: • •
May be oral or in writing Any written documentation will be provided to the employee.
• •
In writing Written Documentation will be provided to the employee, department head, union, HR
When to Use: (for example) •
When to Use: to create a more formal process. Notice and plan must be in writing. (for example)
Reminder to employee of correct work methods or behavior standards o OSHA safety o Tardiness
• •
When an investigation is warranted for a minor infraction When behavior and/or work performance is below
DISCIPLINARY PROCESS* Fact Finding To be initiated by supervisor and/or department head. Precedes every step in the disciplinary process. The department head or Human Resources will schedule the meeting and provide appropriate notice to the parties. HR will be directly involved In any fact-finding that is of a serious enough nature to lead to suspension or termination. Documentation Who should attend? The individual conducting the fact-finding will provide notice of the fact-finding results, with recommendations to the Director over that • Employee involved in the incident department for review and determine action to be taken, if any. • Supervisor(s) as appropriate • •
Union steward or employee advisor Department head &/or HR representative
Disciplinary Action Steps* Written Reprimand A written disciplinary reprimand will be given to the employee, union president, department head and Human Resources.
Suspension
Termination
•
If suspension is deemed warranted, the Director will make a recommendation to the AVP of HR.
•
•
Notice of suspension will be given to the employee, union president and department
•
If termination is deemed warranted, the Director will make a recommendation to the VP of HR Notice of termination will be given to the employee, union
Fresh. Convenient. Variety
2 9
Safety
Fresh. Convenient. Variety
3 0
SAFETY WORK RULES Culinary Services will comply with Ohio University’s Safety Policy 44.109, all appropriate safety regulations and policies, and federal and state laws and regulations. Safety is a priority in our workplace and we will continuously strive to provide and maintain a safe and healthful environment with a daily goal of zero workplace injuries. We believe that all incidents are preventable & that working safely is our duty. We will all lead by example by demonstrating best safety practices. CULINARY SERVICES EMPLOYEES WILL: •
Be aware of surroundings, recognize and correct equipment and workplace safety hazards. Report deficiencies to management or safety team immediately.
•
Abide by the zero tolerance Ohio University Drug and Alcohol Policy 41.133, Harassment Policy 03.004 (to include anti-bullying) and Workplace Violence Policy 41.135.
•
Report incidents/injuries/unsafe acts that could have led to an incident immediately to management and complete an incident report immediately. If medical treatment is required complete the incident report as soon as possible.
•
Complete internal training required for performing job tasks. Follow training procedures and request additional training if necessary. Sign off on required training documentation. Do not perform tasks for which you have not been trained and signed off.
•
Always use proper personal protective equipment (PPE) for required tasks (i.e. ovens).
•
Abide by the beard net and hair net policies. All employees (including maintenance personnel) must wear a beard net, if they have a beard, and a hair net, uniform ball cap, or baker’s cap. Employees working at Central Food Facility are NOT PERMITTED TO HAVE BEARDS, mustaches are permitted.
•
Wear shoes that are slip resistant, closed toed, clean and in good repair, including soles.
•
Maintain a clean, sanitary and organized work area.
•
Follow instructions and best safety practices when operating & cleaning all equipment, tools, appliances, etc.
•
Use proper lifting techniques and abide by the 50 pound weight limit restriction. If over 50 pound limit, ask for assistance, use dolly, divide load, or ask management for instruction. Never sling trash bags or materials.
•
Abide by the departmental cell phone policy and do not use cell phones in the production areas or when driving a university owned vehicle. If carrying a cell phone on your person, the cell phone must be secured in a pocket below the waist.
•
No head-sets, ear buds, or personal electronic devices in work areas.
•
Abide by all local, state, federal and Ohio Food Code regulations to include not consuming food in food production areas and wearing a seat belt when driving a state vehicle.
•
Follow procedures demonstrated in knife training and request knife training if needed. Employees MUST wear a cut glove when using a knife. NEVER place knives in sinks.
•
Follow proper safety techniques when operating a steamer or combi oven. Stand back from steamer when opening door and wear sleeve guards. Be aware of hot liquid and condensation when removing product from steamer. Make sure the drain in the back of the steamer is open and clear prior to using.
•
Use proper safety techniques when using chemicals. Inquire with manager if unsure of the PPE or proper usage of a chemical. Refer to SDS.
Fresh. Convenient. Variety
3 1 •
Identify & clean up spills to prevent slips, trips, and falls. Use proper signage and floor matting.
•
Dispose of broken glass and tin cans and tin can lids appropriately. Cut gloves are required PPE for all sharp items.
•
Be aware of all sharps in all areas such as dish room, tray, etc. Dispose of sharps appropriately. Notify manager immediately for proper disposal and procedures. Sharps containers are located in each unit.
•
Monitor & maintain appropriate labeling & dating of products.
•
Monitor & maintain appropriate refrigeration & freezer temperatures.
•
Monitor & maintain appropriate food handling & holding temperatures.
•
Drinking cups in production areas must have a fitted lid and be marked with the employee’s name or initials. No glass cups or bottles are allowed.
•
Work at an efficient, but safe pace and perform duties with caution. Inform manager if you feel too rushed.
•
Prevent foodborne illnesses by not reporting to work if symptoms of vomiting and diarrhea are present.
•
Maintain excellent standards of personal hygiene by using proper hand washing techniques, and wearing a clean and well maintained uniform, proper shoes, hair restraint, and limited jewelry.
•
For employees working in Residential Dining and Retail Operations, jewelry is limited to a plain band ring, a medical alert bracelet, small hooped or small post earrings and a watch. Facial piercings are up to manager’s discretion, however no more than 1 small visible piercing will be permitted. Nail polish and artificial nails are discouraged, however if you chose to wear nail polish or have artificial nails you must wear gloves at all times when working in the production areas. Lanyard style employee name tags are not permitted in any Culinary Services’ production areas. Employees working in the Culinary Support Center production areas (Bakery, Vegetable Preparation, Central Processing, and Culinary Support Kitchen) will be permitted to wear a plain wedding band only if the band is covered with a glove. No other jewelry will be permitted to be worn. This rule includes maintenance personnel working in the Culinary Support Center production areas.
•
Follow & enforce safety work rules.
Fresh. Convenient. Variety
3 2 Â
OHIO UNIVERSITY EMPLOYEE INCIDENT REPORT FOR UNIVERSITY EMPLOYEE INCIDENTS: Supervisor (and employee) must complete form immediately after a work-related injury, illness or incident. Employee must report any injury to their supervisor/acting supervisor before the end of their shift. Attach additional sheets if necessary. Supervisors must investigate the incident thoroughly and submit the form within one working day to: Risk Management & Safety at 169 West Union Street, by fax at (740) 597-1993, or by phone at (740) 597-1994.
31.
Employee (please check one) â–Ą Classified â–Ą Administrative â–Ą Bargaining â–Ą Faculty â–Ą Student Employee â–Ą Other (If “otherâ€? please describe) _____________________________________________ Name____________________________ 3. Employee #_________ 4. Date of Birth_________ 5. Gender____ Mailing Address_______________________________ 7. City_____________ 8. State _____ 9. Zip_______ Home Phone_______________ 11. Campus Phone____________12. Dept _____________________________ Bldg/Area/Shop___________________ 14. Date Hired__________ 15. Job Title______________________ Date incident occurred__________ 17. Time of Incident_____ AMâ–Ą PMâ–Ą Time Employee Began Work _____ Full name and phone # of any witnesses__________________________________________________________ What was the individual doing and where just before the incident? Describe the activity, any tools, equipment, or material the individual was using/carrying. Be specific. Examples: "climbing a ladder while carrying roofing materials " "leaving Memorial Auditorium through north doors.â€? Please state the location on campus at time of the incident. __________________________________________________________________________________________ __________________________________________________________________________________________ __________________________________________________________________________________________ What happened? How did the injury occur? Examples: "When ladder slipped on wet floor, worker fell 20 feet Please list any unsafe conditions/acts or violation of safety rules or practices. What went wrong? __________________________________________________________________________________________ __________________________________________________________________________________________ __________________________________________________________________________________________ What was the injury or illness? Tell us the part of the body that was affected and how. Be more specific than "hurt" or "pain or "sore Examples: " strained lower back " sprained left ankle _______________________________________________________________________________________ _______________________________________________________________________________________ What object or substance directly injured the individual? Examples: "concrete floor “bricks on sidewalk If this question does not apply to the incident, leave blank ____________________________________________ Name of Health Care Provider for this incident ____________________ Dr. _____________ Date: _________ Was employee performing regular job duties? __Yes __No Was employee trained in the specific job/activity involved in this incident? __ Yes (Date Trained: _________) __ No (If No, explain) __________________________________________________________________________________________ What has been/will be done to prevent this type of incident (corrections, actions, repairs, training, etc.) __________________________________________________________________________________________ __________________________________________________________________________________________ __________________________________________________________________________________________ Any pre-existing injury/condition of which you’re aware that could have contributed to this ____No ___Yes Date injury reported to supervisor by employee______________ 30. Date Investigated__________ (If date investigated is different from date reported, why? __________________________________________________ Death? ____No ____Yes If yes, date: _______________
3 . 3 . 3 . .
Supervisor’s Name (please print) ______________________________________ 3 . Phone #_____________ Supervisor's Email Address ____________________________________________________________________ Signature of injured/ill person ___________________________ 3 . Date Report Completed______________ Supervisor’s Signature_______________________________________________________________________
1. 2. 6. 10. 13. 16. 18. 19. 20.
21.
22.
23. 24. 25. 26. 27.
28. 29.
/05*$& 4VQFSWJTPS QMFBTF HJWF B DPQZ PG UIJT GPSN UP UIF FNQMPZFF VQPO DPNQMFUJPO 3&7
Fresh. Convenient. Variety Â
3 3 Â
Training & Job References
Fresh. Convenient. Variety Â
3 4
PROPER LIFTING TECHNIQUES “Safety First-Work Smart” Basic Diagonal Lifting Technique 1. 2. 3. 4. 5. 6. 7. 8. 9.
Get as close to the object as possible. Use a wide stance with one foot forward and to the side of the object for good balance. Keep your back straight and push you buttocks out; then, use your legs and hips to lower yourself down to the object. Slide the object as close to you as possible. Put your hand (same side of your body as the forward foot) on the side of the object furthest from you. Use the basic lifting technique for small objects when you can straddle the load and use a wide stance. Put the other hand on the side of the object closest to you. Your hands should be on opposite corners. Grasp the object firmly with both hands. Prepare for the lift. Tighten your core muscles, look forward and upward, keep a straight and strong back.
10. Lift slowly and follow your head and shoulders. Hold the load close to your body. Lift by extending your legs with your back straight and breathe out as you lift.
Lifting Do’s & Don’ts DO… • Know or test the object weight • Use ergonomic lift assists when possible • Plan the lift and clear you path • Get help for heavy awkward loads • Keep the object in the power zone • Use a wide stance for balance • Use your legs to lift • Pivot your feet to avoid twisting
DON’T… • Hold your breath • Bend or twist as waist • Use a partial grip • Obstruct your vision when carrying • Jerk or lift too quickly • Pinch you fingers or toes • Pull a load if you can push it • Forget to wear proper PPE
Fresh. Convenient. Variety
3 5
BURN PREVENTION Any person working around heating equipment, such as steamers, ovens and ranges, can potentially be burned. Knowing the equipment is very important so that you are aware of how the equipment responds.
Common Burn Hazards • • •
•
Hot oil from deep fat fryers can be a hazard when working with frozen food items. Make sure they are not dropped into the oil. Make sure the items are gently placed in the baskets. Hazardous chemicals during cleaning practices can cause chemical burns. This will occur when mixing chemicals that should not be in contact or not diluting the chemical enough. Steam escaping from dishwashers, the pots & pans machine, catering chafing pans, or steamers can cause burns. Be aware of the steam and how removing a pan will affect the path of the steam, and steer clear of that. Always wear the correct Personal Protective Equipment Hot china, flatware, etc. can be extremely hot right out of the dishwasher
What Employees Can Do to Protect Themselves? •
Use the proper PPE (Personal Protective Equipment). o It is the employees’ responsibility to use the cooking equipment and safety supplies in the correct manner in order to prevent injury. o It is the custodians responsibility to care of the chemicals in a proper manner and to ensure that bottles are labeled properly
Please ask questions if you are not sure or have not been trained on the task you are assigned.
HOW TO USE A FIRE EXTINGUISHER
Call 911 before attempting to extinguish a serious fire. •
The fire may take hold much faster than you are capable of dealing with. Call or have someone else call 911.
Check for your own safety before starting to extinguish a fire. Assess the fire
•
Only a contained fire should be fought using a fire extinguisher. Portable fire extinguishers are valuable for immediate use on small fires because they contain a limited amount of extinguishing material, which needs to be used properly or it will be wasted.
•
For example; when a pan initially catches fire, it may be safe to turn off the burner, place a lid on the pan, and use an extinguisher.
Fresh. Convenient. Variety
3 6
Check the type of extinguisher: •
Class K: This contains a special purpose wet chemical agent for use in Kitchen fires and deep fryers to stop fires started by vegetable oils, animal fats, or other fats.
Get familiar with the fire extinguisher •
It helps if you ensure that you are familiar with how the fire extinguisher works before being placed under pressure. Check the location of fire extinguishers in each venue. Directions are labeled on the extinguisher.
Aim for the base of the fire •
Shooting into the flame is a waste of the fire extinguisher, as you are not putting out the source of the flames. It is vital to stop the fire at its source, or to remove or dampen the fuel from the fire. By focusing the extinguisher’s spray at the base of the fire, or the source, you are extinguishing the fuel.
Remember P.A.S.S •
• • •
Pull: Pull the safety pin from the handle. o The pin is located at the top of the fire extinguisher. Almost all fire extinguishers have a safety pin in the handle. This pin usually looks like a plastic or metal ring (sometimes colored red) that is held in place by a plastic seal. The distinctive features will vary depending on the type of fire extinguisher. You must break the seal and pull the pin from the handle in order to use the fire extinguisher. Aim: Aim the extinguisher nozzle or hose at the base of the fire. o As explained, this removes the source or fuel of the fire. Keep your aim low. Squeeze: Squeeze the handle or lever slowly to discharge the agent. o Letting go of the handle will stop the discharge, so keep it held down. Sweep: Sweep side to side. o Sweep side to side approximately 6’ over the fire until expended. The sweeping motion helps to extinguish the fire. Stand several feet back, away from the fire: fire extinguishers are manufactured for use from a distance.
Bloodborne Pathogens In The Workplace • • • • •
Overall understanding of Blood borne Pathogen Standard. Understanding terms and language used in discussing blood borne pathogens. Know the methods to reduce or eliminate potential exposure to blood borne pathogens. Recognize effectiveness of Hepatitis B vaccine. Know the procedure to be followed in case an exposure incident involving blood borne pathogens occurs, including persons to contact.
Definitions and Terms
•
Blood- refers to human blood, blood components, and products made from human blood.
•
Blood Borne Pathogens- microorganisms present in blood that can cause disease.
Fresh. Convenient. Variety
3 7 • • •
Contaminated- have potentially dangerous materials on an item or surface. Any human blood you see should be treated as contaminated. Universal precautions- Approaching all human blood as if it contained blood borne pathogens. Parenteral exposure- Occurs through breaks in the skin or mucous membrane. Parenteral exposures include needle sticks, bites, and infectious material getting into existing cuts or abrasions.
HIV- Human Immunodeficiency Virus • •
•
Generally leads to development of AIDS. No cure or vaccine. Transmission o Sexual intercourse o Contaminated needles o Pregnant women with AIDS can give to unborn child o Blood transfusion o Contaminated blood or body fluids in open cut Symptoms- Weakness, fever, nausea, sore throat, and other flu-like symptoms.
Hepatitis • • •
Liver disease in which the liver becomes inflamed, which can lead to cirrhosis and liver cancer. Hepatitis B is the most prevalent form of Hepatitis infecting 300,000 new people each year. After exposure can take up to 6 months for Hepatitis B to develop. Symptoms- Flu-like and jaundice
Exposure Control Plan located in each managers office and CFF •
Covers how we will address the regulation, universal precautions, protective equipment, housekeeping practices, vaccination program, warning signs, employee training, and record keeping.
Treat any human blood as contaminated • • • • •
Wear rubber gloves found in a first aid kit. Wipe up blood spills and decontaminate any equipment with a rag soaked in bleach or mikroklene solution. Deposit any blood soaked bandages, gauze pads, gloves, etc. into red bio-hazard waste bags located in the manager’s office. Wash hands Vaccination- Tested, safe, and effective
Cleaning and Sanitizing Keeping kitchens and equipment clean is important for food safety. Clean kitchens will discourage unwanted pests like cockroaches and mice. But even surfaces that look clean may still have harmful germs on them that you can’t see. Sanitizing removes these germs. Improper use of sanitizers is dangerous, so make sure you know how and when to use them. When washing dishes by hand, use the following procedure: • Start with a clean sink(s) o Fill the first (wash) basin with soap and hot water o Fill the middle (rinse) basin with hot water o Fill the third (sanitize) basin with room temperature water and sanitizer at the proper concentration
Fresh. Convenient. Variety
3 8 • • • • • •
Pre-scrape or pre-rinse dishes Wash thoroughly Rinse thoroughly Immerse in sanitizing solution for 1 minute Air dry Store dry dishes in a clean protected place
You must be careful to use the right concentration of sanitizer. If you are using bleach, use a paper test strip to verify 50 to 100 parts per million. The strip will turn a medium blue. If you are using a different type of sanitizer (such as iodine or quaternary ammonium), use the test strips supplied by the product vendor, even if the system mixes the solution automatically. Work surfaces that come into direct contact with foods must also be sanitized. Bacteria grow very quickly in damp cloths. When you use a cloth to wipe down work surfaces, set up a large container of sanitizing solution just as you would at the dish wash sink. Rinse and return all idle cloths to the solution between uses. Change the solution frequently; food debris uses up the sanitizer quickly.
Cross-Contamination and Food Storage When storing or preparing raw foods, be aware that bacteria and viruses can easily transfer into foods that may not be cooked or reheated. This accidental transfer is called cross-contamination. The same accidental transfer can occur if raw foods are improperly stored. Never store raw meat, poultry or eggs over ready-to-eat foods in a refrigerator or freezer. Reserve the lowest shelves for storing raw meat and eggs. All foods must be stored at least six inches off the floor. Stored foods should always be kept covered. The only exception is foods that are cooling, which should be left uncovered in the refrigerator until cooled. If putting deliveries away, items cannot be out of the danger zone for more than 4 hours. If there is any chance the product will be out that long. You must let a manager know, so we can work together to get the product put away quickly and efficiently.
Food Storage Limits Foods should always be used in the order they were received. All arriving foods should be marked with a date so that you know which inventory to use first. In addition, any ready-to-eat potentially hazardous food *(see below for definition) must be marked with a discard date at the time of opening or preparation. The discard date depends on the temperature at which the food is held not more than seven days if refrigerated at 41 F0 or less. *Potentially hazardous foods are moist, protein-rich foods that support the rapid growth of harmful bacteria. **These include meat, fish, poultry, eggs, and dairy products. But the term also includes many other cooked foods such as rice, refried beans, soups, gravies, and potatoes. To keep these foods safe they must be held at the right temperature.
Toxic Chemicals and Pest Control Accidental poisonings from careless use of chemicals in food operations happen frequently. All items such as lotions, medicines, soaps, detergents, sanitizers and other chemicals must be stored separately from food, utensils and food work areas. If the chemical is not necessary to the functioning of the food business, it should not be kept there at all. Any container used for chemicals
Fresh. Convenient. Variety
3 9 must be labeled. If the chemical is transferred into another container, such as a spray bottle, this container must be labeled too. •
Pesticide use in food facilities is very restricted.
•
No pesticide may be applied except by a licensed pesticide applicator.
Any pesticide the licensed applicator uses must be specifically approved for food service use. No pesticides or pesticide equipment can be stored at the food business. Any pesticide used should only be used as a last resort, after every available preventive step has been taken. The best way to control cockroaches, mice, flies and other pests is to keep the establishment and garbage areas clean, and to eliminate hiding places and routes of entry.
Emergencies You should know how to respond to emergency situations at work. If a sewer or waste system backs up in the drains, or if the water supply is cut off or damaged, you should notify the manager right away. If there is a power outage or water outage, the management will direct you on what the procedures are and if the unit will be closed or not. Evacuation plans are set up at each location. The university has plans laid out for the following situations. The plans are posted on the safety board. • • • •
Fire Alarm Power Outage Boil Order Active Shooter
• • • •
Robbery/Shoplifting/Theft Tornado Bomb Threat/Suspicious Object Fight/Drunk Individual
Ladder Safety
•
Always keep at least 3 points of contact with the ladder (i.e. two hands & 1 foot or 2 feet & one hand)
•
Place the base on a firm, solid surface
•
DO NOT LEAN OR OVERREACH – Reposition the ladder closer to the new position instead
Fresh. Convenient. Variety
4 0 Â
Training Checklist
Â
Fresh. Convenient. Variety
4 1 Â Employee Name __________________________________Date of Hire ________________
Employee Signature ________________________________________________
Trainer Signature __________________________________________________ The Trainee should have successfully completed all the activities on day one of training. Once this check sheet has been completed, it will become part of the Trainees permanent employment record. ACTIVITY
CHECK WHEN COMPLETED
Attendance policy Bloodborne Pathogen Training Burn prevention Call-Off procedures Cell Phone policy Clock in and out policy Counseling/Coaching Disciplinary process Drug & Alcohol policy Emergency vacation guidelines Employee Meals Ergonomics (i.e., safe lifting techniques) Hair restraint policy Harassment policy Incident Reporting Job Description Notification of Absence for Classified Employees On call program- partial closure and layoff notice Orientation PPT Progressive Discipline Safety Work Rules Sexual Misconduct Uniform policy Use of fire extinguishers Workforce & PTO forms Workplace Violence policy
Â
Fresh. Convenient. Variety
4 2
Parking & Notes
Fresh. Convenient. Variety
D MC
149
150
ES G
150
ID
VI P A RS I T O R KIN G
125
LE CIRC
R
RD RIV
E
E
M
G C IR
202
155
S C L
200
143
M
D MC
E
D MC
M
201
148
208
S MC
145
151
110
DC M
211
127
M
154
115 M
D MC
111
S MC
128
D MC
128
M
M
114
M
132
D MC
M
109
S MC
McCracken Brown House Lincoln Jefferson Johnson Read Washington Bush Biddle Perkins Gamertsfelder Shively Tiffin Guest/Visitor Parking Bryan Tupper McKee Konneker Alumni Center Upper Grounds Maintenance Edgehill Maintenance Claire Oates Ping Cottage Pickering Brown Mackinnon Crawford Nelson Golf Course Clippinger Research Annex Botanical Research Scott Quadrangle Morton Clippinger Edwards Accelerator 35 Park Place Gordy President’s Residence
ROUND-ABOUT
M
128
WEST GREEN
129
VISITOR PARKING REGISTRATION CENTER
127
TRANSPORTATION AND PARKING SERVICES
D MC
147
WEST UNION OFFICE CENTER
M
M
209
O.U. COM PATIENT PARKING
111
D MC S MC
GES CIR
42 43 45 46 47 48 49 50 51 52 53 54 55 56 57 58 59 60 61 63 64 68 69 70 71 72 73 74 75 76 78 81 82 83 84 85
S MC
20
19
18
122
120
134
M
M
17
M
D PL MC
133 M
123 124 125 126 127 128 129 130 131 132 133 134 135 136 137 138 140 141 142 143 144 145 146 147 148 149 150 151 152 153 154
84
3
M
2
88
83
6
M
M
205 207 208 209 216 219 220 221 223 225 227 233 234 237 238 239
156 157 175 176 178 181 182 183 184 201
M
D MC
COLLEGE GREEN
86
O’Bleness Cady Foster Brough Martzolff Weld Armbruster Atkinson Smith True Dougan Wray Ewing Hoover Softball Complex Chessa Field Student Recreation Center Sing Tao House West Union Street Office Center Howard Park Golf and Tennis Facility Carin Center Emeriti Park Athena Theater Bromley Life Sciences Building Human Resources and Training Center Walter Fieldhouse Biochemistry Corrosion Center Innovation Center
S MC
BAKER UNIVERSITY CENTER
VISITOR GARAGE PARKING
M
119
109
M
122
86 Porter 87 Baker University Center 88 Grounds Maintenance 89 Grover 90 Bird Arena 91 Tennis Courts 92 Aquatic Center 93 Bob Wren Stadium 94 Peden Stadium 95 Convocation Center 96 Grosvenor 97 James 98 Sargent 99 Treudley 100 Boyd 101 Ryors 102 Irvine 103 Stocker 104 Wilson (residence hall) 105 Parks 106 Pruitt Field 107 Ohio University Inn 108 Facilities Management Building 109 University Garage 110,111,112,113 Facilities Management Buildings Airport, Directions to Recreation Areas Intramural Field Credit Union Bingham House Grosvenor, West Mill Street Apartments Walter International Education Center Fenzel 114 115 116 117 118 119 120 121
M
241
4
M
M
240
243
11
39
S MC
M
36 37
242
D MC
93
CAMPUS POLICE
87
38
Walter Hall Adams Surface Science Lab Alumni Gate 9 Factory Street Irvine Annex Royers Annex Bicentennial Park Academic & Research Center Lin Hall/Kennedy Museum of American Art Building 5, The Ridges Building 7, The Ridges Building 8, The Ridges Building 9, The Ridges Building 16, The Ridges Building 19, The Ridges Technology and Enterprise Building Voinovich School Ridges Auditorium Konneker Research Laboratories Child Development Center Building 33, The Ridges Building 34, The Ridges Building 37, The Ridges Building 38, The Ridges Building 39, The Ridges
M M
M
40
D MC
M
M
43
S MC
M
78
M
41
M
79
M
44
79
79
104
79
# D MC
Black
Orange
Yellow
Blue
Red
Purple
Dark Green
58
77
SOUTH GREEN
South Green Living/Learning Center Northwest Residence Hall Southwest Residence Hall Southeast Residence Hall Northeast Residence Hall
79
EAST GREEN
90
244
240 241 242 243 244
Gray
Light Pink
Light Green
52
M
M
51
RIVER PARK TOWERS
M
53
Residential Garage
54
50
57
M
Daily designated motorcycle parking
#
153
M
t en nly tm O ar g Ap rkin Pa
55
56
Parking Lot Numbers
Electric Charging Station
Building Numbers
Pay by space lot
P2P GRG Pay to Park Garage
PL
Storage designated motorcycle parking
67
S MC
Handicap spaces on city streets (paid meter parking)
Meters Available • Review times & fees posted on meters M = Park Mobile and Coin Payment
. Visitor Garage (located adjacent to Baker University Center & beneath lot 122) Pay to Park by the hour
Non Gated Garages – garage specific permit REQUIRED AT ALL TIMES.
Faculty/Staff permit required all other times - Lot 155
West State Street Employee Parking - light pink permit required 7 a.m. - 5 p.m. M-F
Faculty/Staff permit required all other times - Lots 18, 19, 20
Priority Parking - light green permit required 7 a.m. - 5 p.m. M-F
Faculty/Staff permit required all other times - Lots 36, 38, 39
Priority Parking - gray permit required 7 a.m. - 5 p.m. M-F
Faculty/Staff permit required all other times - Lot 11
Priority Parking - black permit required 7 a.m. - 5 p.m. M-F
Faculty/Staff permit required all other times - Lots 4 and 6
Priority Parking - orange permit required 7 a.m. - 5 p.m. M-F
Faculty/Staff permit required all other times - Lot 2
Priority Parking - yellow permit required 7 a.m. - 5 p.m. M-F
Lot 153
Student Overnight Parking - special blue permit REQUIRED AT ALL TIMES.
Lots 50, 55, 67
Student Overnight Parking - special red permit REQUIRED AT ALL TIMES.
Open to public all other times - Lots 51, 52, 53, 54, 56, 57, 58, 78, 79, 87, 93, 104, 125, 127, 129, 128, 132, 143, 149, 200, 201, 205, 206, 207, 209, 210, 212, Convo Garage, South Green Garage
Student Commuter and Faculty/Staff Parking - dark green or purple permit required 7 a.m. - 5 p.m. M-F
Open to public all other times - Lots 3, 40, 41, 43, 44, 83, 84, 86, 88, 90,109, 110, 111, 114, 115, 119, 120, 133, 134, 145, 147, 148, 150, 151, 154, 202, 203, 204, 208, 211
Faculty/Staff Parking - dark green permit required 7 a.m. - 5 p.m. M-F
Handicap spaces on campus
Garages
Alphabetical Index Bldg. 9 factory Street ...........................178 Academic & Research Center .....184 Accelerator, Edwards ....................82 Adams ..........................................157 Admissions, Office of......................9 Admissions, Visitor Parking ..........56 Airport, Directions to .................114 Alden Library ..................................5 Alumni Center, Konneker.............60 Alumni Gateway .........................176 Aquatic Center ..............................92 Armbruster ..................................129 Arts and Sciences, College Office...3 Athena Theater...........................147 Athens City Building .....................29 Athens County Courthouse ..........27 Athletic Practice Field .................106 Atkinson ......................................130 Baker University Center................87 Bentley ..........................................16 Biddle ............................................51 Bicentennial Park ........................183 Bingham House ...........................118 Biochemistry................................152 Bird Arena .....................................90 Bob Wren Stadium........................93 Botanical Research........................75 Boyd.............................................100 Bromley .......................................148 Brough .........................................126 Brown ............................................69 Brown House.................................43 Bryan .............................................57 Building 5, The Ridges ................205 Building 7, The Ridges ................207 Building 8, The Ridges ................208 Building 9, The Ridges ................209 Building 16, The Ridges ..............216 Building 19, The Ridges ..............219 Building 33, The Ridges ..............233 Building 34, The Ridges ..............234 Building 37, The Ridges ..............237 Building 38, The Ridges ..............238 Building 39, The Ridges ..............239 Bush ...............................................50 Business, College Office................12 Cady .............................................124 Carin Center ................................145 Central Classroom Building ..........24 Chessa Field .................................138 Child Development Center.........227 Chubb ..............................................9 Claire Oates Ping Cottage ............64 Class Gateway ...............................11 Clippinger......................................81 Clippinger Research Annex..........74 Communication, College Office...31 Computer Services Center ............13 Convocation Center ......................95 Copeland .......................................12 Corrosion Center.........................153 Crawford .......................................71 Credit Union................................117 Crewson House .............................18 Cutler ...............................................1 Dougan........................................133 Education, College Office.............42 Edgehill Maintenance ..................63 Edwards Accelerator.....................82 Ellis...................................................6 Emeriti Park.................................146 Engineering and Technology, College Office ...........................103 Ewing...........................................135 Fenzel ..........................................122 Fine Arts, College Office...............37 Food Services...............................111 Football Practice Field ................151 Foster ...........................................125 Galbreath Chapel............................7 Gamertsfelder ...............................53 Garage, University ......................109 Golf and Tennis Facility ..............144 Golf Course ...................................73 Gordy .............................................84 Graduate Services Office ................3 Grosvenor ......................................96 Grosvenor, West .........................119 Grounds Maintenance ..................88 Grover............................................89 Guest Housing (Scott) ...................76 Guest/Visitor Parking ....................56
t en nly tm O ar g Ap rkin Pa
WE TO
206
RID
M
R WATE
M
207
210 Numerical Index to Buildings 1 Cutler 2 McGuffey 3 Wilson (administrative) 5 Library, Alden 6 Ellis 7 Galbreath Chapel 8 Templeton-Blackburn Alumni Memorial Auditorium Chubb Scripps Class Gateway Copeland Computer Services Center Pilcher House Bentley Lindley Crewson House Research and Technology Center Haning Lasher Heating Substation Central Classroom Building Athens County Courthouse Parking Garage, Athens City Athens City Building Kantner Radio-Television Schoonover Center Yamada International House Voigt Hudson Trisolini Gallery Jennings Sculpture Studio Seigfred Robert Glidden Hall Putnam 9 10 11 12 13 15 16 17 18 19 20 21 23 24 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41
UE EN AV ND HLA RIC
D MC
203
205
THE RIDGES
RID
204
D MC M
OHIO UNIVERSITY INN
CL E
212
SOUTH PARK DRIVE
Grid D-1 E-3 G-5 J-6 G-3 H-4 F-9 G-4 H-5 H-3 F-6 K-6 H-4 H-3 G-2 G-2 D-5 K-6 G-4 F-4 I-4 F-5 E-6 B-1 F-5 C-4 H-5 E-4 G-3 K-5 J-5 H-3 H-4 B-7 C-7 C-7 C-7 C-7 D-7 C-7 C-7 C-8 C-8 D-8 I-4 G-3 K-6 F-7 F-3 B-3 B-7 G-3 H-5 G-3 G-6 H-6 H-3 G-3 D-5 G-3 C-1 J-6 C-2 F-4 G-4 J-7 I-3 I-3 G-5 H-4 G-6
D-3 J-7 J-6 H-3 C-3 G-7 K-5 H-4 I-5 D-3 I-7 H-7 G-5 G-4 D-4 D-4 G-6 E-5 H-5 H-4
33
50
Haning ...........................................20 F-3 Health and Human Services, College Office .............................96 D-4 Heating Plant ..............................108 C-3 Heating Substation .......................23 F-3 Honors Tutorial, College Office ...83 G-5 Hoover .........................................136 I-7 Howard Park ...............................143 I-3 Hudson ..........................................35 H-3 Human Resources and Training Center...................150 E-1 Innovation Center.......................154 C-1 Intramural Field ..........................116 L-3 Irvine............................................102 E-4 Irvine Annex ................................181 F-4 James .............................................97 E-5 Jefferson........................................46 I-4 Jennings ........................................37 H-3 Johnson .........................................47 I-4 Kantner .........................................30 H-2 Kennedy Museum .......................201 C-7 Konneker Alumni Center .............60 H-5 Konneker Research Labs ............225 B-5 Lasher ............................................21 F-3 Laundry .......................................113 C-3 Library, Alden..................................5 G-4 F-2 Life Sciences Building .................149 Lin Hall ........................................201 C-7 Lincoln ...........................................45 I-4 Lindley ...........................................17 G-4 Mackinnon ....................................70 J-6 Martzolff .....................................127 J-6 McCracken.....................................42 I-3 McGuffey.........................................2 G-4 McKee............................................59 H-4 Mill Street Apartments ...............120 L-2 Morton ..........................................78 H-5 Nelson Commons ..........................72 I-6 Northeast Residence Hall ...........244 I-6 O’Bleness House..........................123 J-6 Ohio University Inn .....................107 C-9 Osteopathic Medicine, College Office .............................96 D-4 Parking Garage, Athens City ........28 G-2 Parks ............................................105 D-4 Park Place, 35 ................................83 G-5 Peden Stadium ..............................94 E-7 Perkins ...........................................52 I-5 Physical Plant ..............................110 C-2 Pickering........................................68 J-6 Pilcher House ................................15 G-3 Ping Recreation Center ..............140 G-7 Porter.............................................86 F-4 President’s Residence....................85 G-5 Pruitt Field ...................................106 C-3 Putnam ..........................................41 H-3 Radio-Television ............................31 I-3 Read...............................................48 J-4 Recreation Areas.........................115 K-6 Research and Technology Center.19 F-3 Ridges Auditorium......................223 C-6 Robert Glidden Hall ......................40 I-3 Ryors ............................................101 E-4 Royers Annex ..............................182 E-3 Sargent ..........................................98 E-4 Scott Quadrangle..........................76 H-5 Scripps ...........................................10 G-4 Sculpture Studio ...........................38 I-2 Schoonover Center.........................32 H-3 Seigfred .........................................39 I-2 Shively ...........................................54 I-5 Sing Tao House............................141 F-4 Smith ...........................................131 K-7 Softball Complex ........................137 C-4 Southeast Residence Hall ...........243 I-6 Stocker.........................................103 D-3 Southeast Residence Hall............137 I-6 South Green Living/Learning I-6 Center ........................................240 Southwest Residence Hall............242 I-6 Surface Science Lab.....................175 G-5 Technology and Enterprise Bldg.220 D-8 Tennis Courts.................................91C-4, H-7 Templeton-Blackburn Alumni Memorial Auditorium ..................8 H-4 Tiffin ..............................................55 I-5 D3 Transportation & Parking Services ..109 Treudley.........................................99 E-4 Trisolini Gallery .............................36 H-3 True..............................................132 K-7 Tupper ...........................................58 H-4 University College ...........................9 G-3 Upper Grounds Maintenance ......61 H-4 Visitors Center.............................118 D-6 Visitor Parking...............................56 H-4 Voigt ..............................................34 H-3 Voinovich Center ........................221 D-7 Washington...................................49 J-4 Walter Fieldhouse........................151 G-7 Walter Hall ..................................156 F-5 Walter International Education Center ........................................121 G-5 Weld ............................................128 J-6 West Union Street Office Center............................142 E-1 Wilson (administrative) ..................3 G-4 Wilson (residence hall) ...............104 D-4 WOUB-TV Studios .........................31 H-3 Wray ............................................134 J-7 Yamada International House .......33 H-3
Fresh. Convenient. Variety
CHALLENGE COURSE
4 3
PARKING SPOTS
4 4
NOTES
Fresh. Convenient. Variety
4 5
NOTES
Fresh. Convenient. Variety
4 6
NOTES
Fresh. Convenient. Variety