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RELOCATION EXPENSE REPAYMENT AGREEMENT
This document is the Relocation Expense Repayment Agreement between Ohio
University (hereafter referred to as “University”) and ____________________________
(hereafter referred to as “Employee”). In the course of the Employee’s employment with
the University, it is mutually agreed that it would be in the best interest of both parties for
the Employee to relocate, and for the University to pay part of the costs of that relocation.
If the Employee resigns or is terminated from the University, the following agreement
will still be in effect.
The Employee’s relocation costs and payment for such costs by the University are subject
to the following terms and conditions:
1. The employee agrees that such relocation shall be effected in accordance with
Policy and Procedure 41.111, “Relocation Expenses,” which is available online at
http://www.ohio.edu/policy/41-111.html.
2. The University agrees to pay for certain costs of the relocation as specified in
Policy 41.111. The Employee agrees to repay the University for relocation costs
previously paid by the University if the Employee voluntarily terminates
employment with the University prior to completing either two years of
continuous service commencing from the Employee’s date of hire or transfer date,
or the established appointment term if such term is less than two years. Further,
the employee agrees to repay the University such costs if the Employee is
“terminated for cause” within the two year period from the Employee’s date of
hire or transfer date. “Termination for cause” includes gross misconduct, gross
negligence in performance of job duties, and insubordination. “Termination for
cause” does not include change in control, office closings, or job elimination. The
employee will have fourteen (14) days from date of resignation or termination to
make repayment. The percentage of relocation expense benefits to be repaid is
based on the number of calendar days employed (i.e., number of continuous days
on employed status, not number of days physically present for work), according to
the following table:
Days Employed Reimbursement
Day 0 – 365 100%
Day 366 – 485 75%
Day 486 – 605 50%
Day 606 – 730 25%
If it is found that the Employee obtained employment fraudulently (e.g., under
falsified credentials), the Employee agrees to repay the University 100% of