(a) Effective Date and Savings Clause. As to employees’ wages and fringe benefits, this enactment shall be applied and vested as of passage of this Ordinance, or the specific date enumerated herein; provided, however, that pay increases shall apply only to those employees who are employed by the City of Stow at the time of adoption of this enactment, or who are still carried upon the active payroll of this City or who become bona fidely retired under a recognized retirement program to the date of this enactment.
(b) Payroll – General. The salary and/or compensation established herein shall be known as “The General Payroll of the City of Stow, Ohio,” and shall be at the rates established herein, which shall be payable to employees in bi-weekly installments.
(c) Compensation. Employees are regulated by all the provisions of full-time employees, except certain such employees who are either eligible or ineligible for overtime compensation and/or other employee benefits as more fully set forth herein.
(1) Each employee shall be paid within the range provided in Table 1 for their specific job grade, as set forth Table 2. Provided, however, that no employees who are employed by the City at the time of the adoption of this enactment will receive lower compensation as a result of this enactment.
(Ord. 2023-081. Passed 9-28-23.)
TABLE 1 | |||
City of Stow Wage Scale Seasonal, Permanent Part-Time, and Full-Time Employees | |||
Job Grade | Min. Compensation | Mid Compensation | Max Compensation |
S1 | $10.45 | $12.02 | $13.59 |
S2 | $13.60 | $14.68 | $15.73 |
1 | $15.74 | $18.50 | $21.26 |
2 | $16.70 | $19.62 | $22.54 |
3 | $19.15 | $22.03 | $25.33 |
4 | $20.34 | $23.39 | $26.89 |
5 | $21.59 | $24.83 | $28.55 |
6 | $22.92 | $26.35 | $30.31 |
7 | $24.33 | $27.98 | $32.18 |
8 | $25.83 | $29.70 | $34.16 |
9 | $27.42 | $31.54 | $36.27 |
10 | $29.11 | $33.48 | $38.49 |
11 | $30.90 | $35.54 | $40.87 |
TABLE 1 | |||
City of Stow Wage Scale Seasonal, Permanent Part-Time, and Full-Time Employees | |||
Job Grade | Min. Compensation | Mid Compensation | Max Compensation |
12 | $32.80 | $37.73 | $43.39 |
13 | $34.83 | $40.05 | $46.07 |
14 | $36.97 | $42.52 | $48.90 |
15 | $39.26 | $45.14 | $51.91 |
16 | $41.68 | $47.92 | $55.10 |
17 | $44.24 | $50.87 | $58.51 |
18 | $46.96 | $54.01 | $62.10 |
19 | $46.85 | $57.33 | $65.93 |
(Ord. 2024-084. Passed 3-14-24.)
TABLE 2 | |
City of Stow Job Grades Permanent Part-Time & Full-Time Employees | |
Title | Grade |
Chief of Staff/Public Service Director | 19 |
Chief of Police | 19 |
Fire Chief | 19 |
Human Resources Director | 18 |
Assistant Fire Chief | 18 |
Police Captain | 18 |
City Engineer | 18 |
Director Planning & Development | 16 |
Deputy Director of Public Service | 16 |
Assistant City Engineer | 15 |
TABLE 2 | |
City of Stow Job Grades Permanent Part-Time & Full-Time Employees | |
Title | Grade |
Manager of IS | 14 |
Deputy Director Finance | 14 |
Director of Parks and Recreation | 13 |
Assistant Prosecutor | 13 |
Deputy Director Law | 13 |
Chief Building Official | 13 |
Deputy City Engineer | 12 |
Deputy Director Planning and Development | 12 |
Economic Development Coordinator | 11 |
Utility Superintendent | 11 |
Landscape Arborist | 11 |
Chief Engineering Inspector | 10 |
Recreation Supervisor | 10 |
Network Administrator - IS | 10 |
Project Manager - IS | 10 |
GIS Coordinator | 10 |
Youth Services Coordinator | 10 |
Plans Examiner | 10 |
Accounting Supervisor | 9 |
Finance Supervisor | 9 |
Income Tax Supervisor | 9 |
Payroll Specialist | 9 |
Clerk of Council (permanent part-time) | 9 |
Assistant Recreation Supervisor | 8 |
Purchasing Supervisor | 8 |
Administrative Supervisor - Service | 8 |
Building and Engineering Supervisor | 8 |
Records Supervisor | 8 |
TABLE 2 | |
City of Stow Job Grades Permanent Part-Time & Full-Time Employees | |
Title | Grade |
Police Dept./Fire Dept. Supervisor | 8 |
Supervisor - Mayor’s Office | 8 |
Deputy Clerk of Council (permanent part time) | 7 |
Zoning Inspector | 7 |
Executive Secretary - Planning | 7 |
Executive Secretary - Law | 7 |
Life Safety Educator | 7 |
Human Resources Generalist | 7 |
Receptionist | 6 |
Recreation Assistant (permanent part time) | 6 |
Tax Auditor II | 6 |
Billing Clerk II | 6 |
Youth Services Specialist | 6 |
Income Tax Assistant (permanent part time) | 2 |
Service Center Admin. (permanent part time) | 2 |
Custodian (permanent part-time) | 1 |
(Ord. 2023-167. Passed 10-26-23; Ord. 2024-045. Passed 2-8-24; Ord. 2024-093. Passed 4-25-24; Ord. 2024-096. Passed 4-25-24; Ord. 2024-190. Passed 9-26-24.)
(2) The hiring or promotion of any employee to any position, whether it was filled at the enactment of this ordinance, vacant at the enactment of this ordinance, or newly created after the enactment of this ordinance, shall require the approval of City Council and the appointing authority.
(3) Beginning in 2024, each full-time and permanent part-time employees are eligible to receive an increase in compensation annually as of the anniversary date of the employee’s appointment in their current City position, at the discretion of their department head, based on the employee’s job performance. The department head’s recommendation to award such increase, if any, must be based on a written annual performance evaluation and signed and approved by the appointing authority. The department head may also consider the recommendation of an individual employee’s supervisor in determining whether to grant such an increase. Provided, however, that such an increase cannot exceed six percent (6%) per year and cannot cause the employee’s compensation to exceed the maximum amount provided for in Table 1. No department head is required to award any such increase to any individual employee. No employee is entitled to receive such an increase based on years of service or any other factor.
(4) Effective, January 1, 2025, the pay scale provided in Table 1 herein may be adjusted in each job grade at all levels, including the minimum, mid-range and maximum levels, up to the cost-of-living adjustment(s) (COLA’s) awarded on or after that date, either annually or otherwise, equally to all members and job classifications of the City of Stow bargaining unit of the American Federation of State, County and Municipal Employees(AFSCME). Provided, however, that no employee shall receive lower compensation than the minimum set forth by said adjustment for their assigned pay grade. The Human Resources Director shall request such amendment be adopted and approved by Council no more frequently than every odd year. Any amendment to the pay scale provided for in this section does not automatically increase any individual employee pay rates.
(d) Job Transfer. If an employee is transferred to a position with a different pay range than the one they previously occupied, their compensation shall be adjusted so that the employee’s compensation is within the range provided for in Table 1.
(e) Overtime for Full-Time Employees. All full-time employees shall be eligible for overtime, with the exception of individuals holding one of the general or specific position titles listed below:
Assistant City Engineer
Assistant Fire Chief
Assistant Prosecutor
Chief Building Official
Chief of Fire
Chief of Police
Chief of Staff/Public Service Director
City Engineer
Deputy City Engineer
Deputy Director of Finance
Deputy Director of Law
Deputy Director of Planning and Development
Deputy Director of Public Service
Director of Human Resources
Director of Parks and Recreation
Director of Planning and Development
GIS Coordinator
Manager of Information Systems
Network Administrator—Information Systems
Plans Examiner
Police Captain
Project Manager – Information Systems
Overtime, when authorized in advance by the department manager, shall be compensated as follows: Time in excess of the normal pay week, which has been defined as a forty-hour (40) work or paid credited service week at base rate, shall be paid, for eligible employees, at one and one half (1 ½) times the employee’s hourly base rate, including longevity pay, if any, then in effect.
(f) Overtime for Permanent Part-Time Employees. All permanent part-time employees shall be eligible for overtime except for golf course employees, crossing guards, and parks and recreation employees other than the parks/campground coordinator/attendant. Overtime, when authorized in advance by the department manager, shall be compensated as follows: Time in excess of the normal pay week, which has been defined as a forty-hour(40) work, or for time in excess of eight (8) hours per day, shall be paid for, at one and a half times (1 1/2) times the employee's hourly rate then in effect.
(g) Overtime for Seasonal Employees. All seasonal employees shall be eligible for overtime except for crossing guards, and parks and recreation employees other than the parks/campground coordinator/attendant. Overtime, when authorized in advance by the department manager, shall be compensated as follows: Time in excess of the normal pay week, which has been defined as a forty-hour (40) work, shall be paid for, at one and a half times (1 1/2) times the employee's hourly rate then in effect.
(h) Unpaid Leaves of Absence. Each request for unpaid leave shall be considered on its own merits by the both the employee’s department head and the Human Resources Director. Any full-time employee may submit in writing a request for such unpaid leave to the City for its approval or disapproval by both the employee’s department head and the Human Resources Director. Permanent part-time and seasonal employees shall not be eligible for unpaid leaves of absence.
When an unpaid leave of absence is granted by the City and the affected employee requests an early return to work prior to the expiration of an authorized unpaid leave of absence, such early return may be granted if approved in advance by the appointing authority.
Unless agreed to otherwise, such return shall be to the department, job classification and shift which they formerly held and at the current rate of pay in effect under this ordinance.
(i) Jury Duty. Any full-time employee serving on jury duty shall receive normal salary compensation during such service. Permanent part-time and seasonal employees shall not be eligible for jury duty compensation.
(j) Probationary Periods. Probationary periods for employees who are excluded from bargaining unit participation shall not exceed one hundred twenty (120) days from current date of hire or ninety (90) days from date of promotion. Newly hired employees may be discharged by the City without cause any time during their probationary periods. Thereafter, full-time employees, where applicable, under the enactments of Council governing the same, shall become subject to the Stow Civil Service provisions.
(Ord. 2023-081. Passed 9-28-23.)