2101.02 Definitions.

The employees working in classifications listed in this section comprise the Exempt Service and are management level, supervisory and confidential staff of the Mayor's Office, City Council, and all City Departments and Divisions.

Employees working in these classifications are excluded from representation by any bargaining agent.

The management level, supervisory and confidential classifications presently included in the exempt group are as follows:

(a) Administrative Salary Groups 1 through 15 (A-1 through A-15)

CLASSIFICATION SALARY GROUP

Administrative Analyst 1 10

Administrative Analyst 2 11

Administrative Analyst 3 12

Administrative Analyst 4 13

Administrative Assistant 9

Administrative Assistant to the Mayor 14

Administrative Services Officer 1 11

Administrative Services Officer 2 14

Administrative Specialist 1 8

Administrative Specialist 2 9

Administrative Specialist 3 10

Administrative Technician 1 6

Administrative Technician 2 8

Administrator-Administrative Services 1 13

Administrator-Administrative Services 2 14

Administrator-Administrative Services 3 15

Administrator-Public Services 1 13

Administrator-Public Services 2 15

Chief, Bargaining and Representation 14

Clerk 3 5

Clerk 4 6

Mayor's Assistant 1 4

Mayor's Assistant 2 7

Mayor’s Assistant 3 9

Public Services Officer 1 11

Public Services Officer 2 12

Public Services Officer 3 13

Divisional Assistant 1 4

Divisional Assistant 2 6

(b) Salary Groups E-1 through E-5

CLASSIFICATION SALARY GROUP

Assistant Chief Operating Officer E-4

Assistant City Auditor E-1

Assistant Clerk of Council E-2

Chief of Staff E-4

Chief Operating Officer/Director of Public Safety E-4

City Auditor E-2

City Council Chief of Staff E-3

Clerk of Council E-4

Commissioner-Administrative Services E-2

Commissioner-Engineering E-3

Commissioner-Public Services E-2

Deputy Director E-3

Director-Administrative Services E-4

Director-Public Services E-4

Director-Toledo Fire and Rescue Department E-4

Director - Toledo Police Department E-4

Director-Toledo-Lucas County Plan Commissions E-4

Director-Diversity, Equity and Inclusion E-4

Manager-Administrative Services E-1

Manager-Legislative Operations E-1

Manager-Public Services E-1

Mayor's Executive Assistant E-4

Public Information Coordinator E-1

CLASSIFICATION SALARY GROUP

Police Deputy Chief-Pro Tem 94

(d) Salary Groups L-1 through L-4

CLASSIFICATION SALARY GROUP

Attorney L-1

Chief-Legal Section L-3

Deputy Chief Prosecutor L-2

General Counsel L-4

Senior Attorney L-2

(e) The classifications listed in this chapter are assigned to the salary group shown opposite the classification. Employees in classifications listed herein shall be paid in the salary group to which the classification is assigned in accordance with the annual salary as set forth in Sections 2101.58, 2101.70, and 2101.74 (Base Annual Salaries).

(f) Employees are responsible for obtaining and maintaining any license, certification, or credentials required for his or her classification. An employee shall notify his or her Department supervisor immediately if his or her license, certification, or credentials become invalid, expired, revoked, or suspended. After gaining knowledge, the supervisor shall notify the Department or Division head. If, for any reason, an employee's license, certification, or credentials become invalid, expired, revoked, or suspended, the employee is considered to have lost his or her qualifications for his or her assigned classification and shall be removed from his or her job.

Failure to obtain, or maintain, any required license, certification, or credentials shall result in discipline up to and including termination in accordance with Sections 2101.46 "Suspension Without Hearing - Classified Employees" and 2101.47 "Disciplinary Procedure - Classified Employees." Further, any employee found to have been working in his or her official capacity without the proper license, certification, or credentials shall be charged with the major infraction of "gross misconduct."

If circumstances warrant, the employee may be provided a five (5) workday period to obtain the appropriate license, certification, or credentials. The employee may use vacation time, compensatory time, or unpaid leave time during the five (5) workdays; however, the use of sick time will not be permitted. If the employee is unable to obtain the license, certification, or credentials required for his or her classification after the five (5) workdays, then the employee may be demoted or terminated.

At the sole discretion of management, the employee may be demoted to a position in a lower salary group within the exempt class, so long as a vacancy exists and the employee is qualified to fill the vacancy. The process of filling the vacancy is subject to the receiving Department/Division's final approval. If no vacancy in a lower salary group within the exempt class, for which the employee is qualified exists, then the employee shall be terminated.

(Ord. 423-19. Passed 9-11-19; Ord. 658-22. Passed 12-20-22; Ord. 258-23. Passed 5-16-23; Ord. 599-23. Passed 11-21-23; Ord. 122-24. Passed 4-10-24.)

2101.02 Definitions.

(a) For purposes of this Chapter of the Code, the term "employee" refers to all persons in the Exempt Service in classifications listed in Section 2101.01. The term "work days" refers to Mondays through Fridays, excluding holidays.

(b) As used in Section 2101.01, the following positions are deemed "Assistants" to the Mayor for purposes of Sections 61 and 171 of the Charter: Chief of Staff; Chief Operating Officer/ Director of Public Safety; Mayor's Executive Assistant; Assistant Chief Operating Officer; Administrative Assistant to the Mayor; Secretary to the Mayor; and such other assistants to the Mayor that are authorized by appropriate legislation.

(c) As used in Section 2101.01(d), the following positions are deemed "Assistants" to the Director of Law for purposes of Sections 109 and 171 of the Charter: Attorney; Senior Attorney; Chief-Prosecution; Chief-Litigation; Chief-General Section; General Counsel; any other assistants to the Law Director that are authorized by appropriate legislation.

2101.03 Direct Deposits and Credit Union Deductions.

The City shall provide for direct deposit of employee pay checks to financial institutions, provided that such direct deposit arrangements can be made. All employees will be enrolled in a direct deposit program for the duration of their employment. The City shall also deduct from employees giving written authorization any monies for any authorized credit union and remit same to such authorized credit union office by separate check.

(Ord. 599-23. Passed 11-21-23.)

2101.04 Savings Bonds and United Appeal.

The City shall deduct from employees giving written authorization any monies for the U.S. Savings Bond Program and the United Appeal Payroll Deduction Program and remit such withholdings to the proper authorities.

2101.05 Pledge Against Discrimination and Coercion.

(a) This Title shall not be interpreted in such a manner as to cause or constitute a violation of any law, including Title VII of the Civil Rights Act of 1964, as amended, the Civil Rights Act of 1991, the Americans with Disabilities Act, the Family and Medical Leave Act, and Ohio Revised Code Chapter 4112; provided, however, that any remedy for violation of such acts shall be as set forth in the Act.

(b) All employees shall abide by all City policies and procedures, including but not limited to policies against: harassment based on race, color, religion, sex, ancestry, national origin, citizenship status, age, pregnancy, disability, genetic information or condition, sexual orientation, gender identity or expression, military status or status as a veteran; HIV and AIDS; workplace violence; and health information privacy.

(c) The provisions herein shall be applied equally to all employees. All references to employee(s) in this Title designate all genders.

(Ord. 599-23. Passed 11-21-23.)

2101.06 Compensated Time Considered as Time Worked.

Holidays, vacations, and other time off to which such person is entitled as a matter of rights under or by virtue of any ordinance of the City, shall be considered time worked, except when determining hours worked for purposes of compliance with the Fair Labor Standards Act or exemptions therefrom.

Disclaimer: This Code of Ordinances and/or any other documents that appear on this site may not reflect the most current legislation adopted by the Municipality. American Legal Publishing provides these documents for informational purposes only. These documents should not be relied upon as the definitive authority for local legislation. Additionally, the formatting and pagination of the posted documents varies from the formatting and pagination of the official copy. The official printed copy of a Code of Ordinances should be consulted prior to any action being taken. For further information regarding the official version of any of this Code of Ordinances or other documents posted on this site, please contact the Municipality directly or contact American Legal Publishing toll-free at 800-445-5588.

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