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A death benefit as set forth in the schedule below shall be paid to the designated beneficiary of an employee of the City upon death, providing such death occurs after the employee has completed the probationary period:
Except for Police and Fire Deputy Chiefs, employees in the Exempt Service, and including the Mayor, shall be granted insurance coverage one and one half (1 1/2) times their annual salary. Fire Deputy Chiefs shall be provided twenty-five thousand dollars ($25,000) coverage. Police Deputy Chiefs shall be provided twenty thousand dollars ($20,000) coverage. Members of City Council shall be granted fifty thousand ($50,000) dollars insurance coverage.
Those covered shall furnish the City with a designation of beneficiary. In the event the employee fails to designate a beneficiary, then the benefit shall be paid in accordance with the inheritance laws of the State of Ohio.
Those covered shall be permitted to convert this benefit at the time of their retirement from the City at their own expense.
The Mayor shall be authorized to enter into an agreement or agreements with a qualified insurance carrier or carriers to provide said death benefits herein set forth for City officials and City employees upon compliance with established City bidding procedures. The Director of Finance shall be authorized to issue his/her warrant or warrants in those amounts necessary to pay the cost of said death benefit insurance.
(a) GENERAL PROVISIONS: The City shall continue to provide hospital, medical, surgical, major medical outpatient diagnostic laboratory services, prescription drug, dental care and benefits under the terms and conditions set forth below. Coverage will be in accord with any mandatory requirements of Federal law. In the event of any conflict between mandatory requirements of Federal law and the City's health benefits plan, the Federal law will prevail.
(i) Coverage shall be provided to each employee, each employee's spouse, and all dependent members of the employee's family to age twenty-six (26) or other age as determined by applicable state or federal law. Spouses who are both employed by the City must jointly elect only one coverage. A new election may occur at open enrollment, or due to circumstances such as a job status change, layoff or other separation of one of the spouses, death, or divorce.
Where the spouse of a City employee has health care coverage through a different employer, the spouse must enroll in his/her employer's plan. Dependents shall be covered as provided by the "Birthday Rule", as that term is defined in the Summary Plan Document (SPD). Coordination of benefits shall be provided so that coverage is extended to the spouse and dependents that is not provided by the other employer's plan. Special consideration will be given to cases of demonstrated hardship due to excessive premiums based on spousal income. An "excessive premium" is identified in the following circumstances: (a) A spouse whose gross base income is less than $30,000 who is required to pay 30% or more of their premium cost for "employee only" primary coverage; (b) A spouse whose gross base income is more than $30,001 but less than $50,000 must accept their employer's plan for "employee only" coverage. However, if the spouse is required to pay 40% or more of their premium cost for "family" coverage, the eligible dependents may be eligible to enroll in this Plan as primary and the spouse may be eligible for coverage under this Plan as secondary; (c) A spouse whose gross base income is more than $50,001 must accept their employer's plan coverage and must carry any eligible dependents in accordance with the "Birthday Rule". The spouse and dependents may be eligible for secondary coverage through this Plan.
(ii) Coverage for this purpose shall be furnished through the insurance carrier(s) selected exclusively by the City on a fair fee basis until such time as some other insurer may be selected or the City determines that it would be in its best interest to self insure these benefits.
(iii) Full-time employees covered by another health care program due to marriage, or other reasons may waive their City of Toledo coverage and receive twenty-five thousand dollars ($25,000.00) in additional life insurance coverage. This shall also be extended to those employees whose spouses are also employed by the City.
(b) The following cost sharing plan and cost coverage restrictions shall be effective for all employees:
(i) There shall be a one thousand dollar ($1000.00) annual per person maximum on chiropractic care subject to the major medical deductible ($100/individual and $200/family) and co-insurance (80%/20%).
(ii) There shall be a two hundred dollar ($200.00) co-pay for all emergency room visits, which shall be waived if the individual is admitted. An employee who is not admitted but is referred to the emergency room by his or her primary care physician, or by an urgent care facility, or by a tele-medicine service, may appeal the payment of one-half (1/2) of the co-pay. Such appeal will be decided by the City's third-party administrator for health care, with any further appeal to be made to the Health Care Cost Containment Committee, whose decision shall be final.
(iii) There shall be a monthly co-premium paid by each employee for coverage under this section, depending on the type of coverage selected. Coverage selections are: single coverage (employee only); single +1 coverage (employee plus one (1) dependent); family coverage (employee plus two (2) or more dependents).
Employees will pay the following monthly co-premiums:
Single: $94
Single +1: $160
Family: $166
The co-premium payments will be made by payroll deduction on a pre-tax basis. Spouses who are both employed by the City of Toledo will only pay one co-premium based on the type of coverage selected. The "Birthday Rule" and the spousal exclusion language in Section 2101.32(a) continue to apply to coverage options.
(iv) Upon any future increases in monthly co-premiums that apply, uniformly, to all City of Toledo bargaining units covered under the City of Toledo's health benefits plan, the monthly co-premiums for employees covered under this Chapter shall increase to reflect the same monthly co-premiums. Such increase shall have the same effective date as that agreed to by the bargaining units.
(v) Office visits rendered in the physician's office shall be subject to a ten dollar ($10.00) co-payment, which shall be counted toward the individual's major medical deductible;
(c) The City shall continue to provide a major dental program which provides the following:
Type A Services: Preventative 100%
Type B Services: Major and minor restorative 80%
Type C Services: Orthodontia 60%
Deductible for Type B Services: fifty dollars ($50.00) per person per year; maximum payment of one thousand three hundred dollars ($1,300.00) per year.
Maximum lifetime benefit for Type C Services for any covered person: one thousand three hundred dollars ($1,300.00); coverage limited to dependent children under age 19.
(d) The City shall provide a prescription drug program with a zero dollar ($0) employee co-pay for generic drug prescriptions (Tier 1), a fifteen dollar ($15.00) employee co-pay for preferred brand prescriptions (Tier 2), and a thirty dollar ($30.00) employee co-pay for non-preferred brand prescriptions (Tier 3). This program shall include a generic drug mandate. The City may select an alternative pharmacy benefit manager at its option.
(e) The selection of the insurance carrier to provide all coverages herein is the exclusive right of the City.
(f) The City shall provide a vision care plan, which will contain a deductible plan. The City may select a carrier or become a self insurer as it deems necessary.
(Ord. 504-20. Passed 12-15-20.)
(a) The City shall continue to participate in the Public Employees Retirement System of Ohio as provided in the Ohio Revised Code.
(b) In the event that the employee's share of the pension payment increases due to a change in law or regulation, the employee shall be responsible for paying the entire amount of the increased employee contribution.
(c) The City shall not pay any percentage of any employee's pension contribution in lieu of the employee paying same unless specifically required by law.
(Ord. 279-14. Passed 9-9-14; Ord. 599-23. Passed 11-21-23.)
The City will provide a purchase program to its employees who because of the regular course of their work exposure require in its opinion use of safety shoes, or special soled shoes, and safety glasses.
The purchase program shall make these items available to the employee at forty (40%) percent of the cost with the remaining sixty (60%) percent to be paid by the City. However, when the City requires the use of safety shoes or special soled shoes, one hundred percent (100%) of the cost shall be borne by the City. A payroll deduction system will be established whereby the employee can authorize payment for items purchased under this program through the automatic deduction from the employee's paycheck. The Division of Human Resources shall determine which employees will be authorized to purchase equipment through this program.
The City shall continue during the term of this Chapter, the opportunity for all employees who have completed the probationary period to participate through payroll deduction in a Deferred Compensation Plan (Section 401-K Plan or Section 457 Plan) developed and administered by a provider designated by the City.
Effective January 1, 2024, the accumulation of vacation time shall be as follows.
(a) Full-time salaried employees (salary groups E-1 through E-5 and L-1 through L-4) shall be entitled to annual vacation with pay in accordance with the following table:
Length of Service | Accrual Rate per Pay Period | Yearly Accrual | Maximum Accrual Allowance |
Less than 19 years | 7.7 hours (0.09625 per regular compensated hour) | 200 hours/25 days | 400 hours/50 days |
19 but less than 24 years | 9.2 hours (0.115 per regular compensated hour) | 240 hours/30 days | 480 hours/60 days |
24 years or more | 10.8 hours (0.135 per regular compensated hour) | 280 hours/35 days | 560 hours/70 days |
(b) Full-time classified and unclassified hourly employees (Administrative Groups 1 through 15) shall be entitled to annual vacation with pay in accordance with the following table:
Length of Service | Accrual Rate per Pay Period | Yearly Accrual | Maximum Accrual Allowance |
Less than 4 years | 4.6 hours (0.0575 per regular compensated hour) | 120 hours/15 days | 240 hours/30 days |
4 but less than 9 years | 6.2 hours (0.0775 per regular compensated hour) | 160 hours/20 days | 320 hours/40 days |
9 but less than 19 years | 7.7 hours (0.09625 per regular compensated hour) | 200 hours/25 days | 400 hours/50 days |
19 but less than 24 years | 9.2 hours (0.115 per regular compensated hour) | 240 hours/30 days | 480 hours/60 days |
24 years or more | 10.8 hours (0.135 per regular compensated hour) | 280 hours/35 days | 560 hours/70 days |
(c) In addition to the above, after one full calendar year of service, the employee shall be entitled to one (1) full additional discretionary vacation day. Police Deputy Chiefs shall be entitled to two (2) full additional discretionary vacation days. The additional discretionary vacation day(s) will be added to the employee's vacation leave balance on January 1st of each calendar year.
(d) Vacation Accrual.
1. Vacation time is accrued during the time the employee is in active pay status, which includes holiday time, sick time, vacation time, and compensatory time, but is not accrued when working overtime or while on unpaid leave.
2. Vacation time earned while on regular pay is credited to the employee's vacation bank upon the completion of the pay period and is not usable until credited.
3. Once an employee's vacation time balance reaches the maximum accrual allowance, no further vacation leave will accrue until the balance drops below the maximum amount.
4. Part time employees shall earn vacation time on a pro-rated basis in accordance with the provisions herein and pursuant to any applicable administrative policy and procedure.
(e) Pursuant to the above subsections, vacation time will now accrue based on employment status, years of service, and hours worked in the pay period. However, the employee's vacation time that the employee earned in 2023 under the previous vacation accrual method will be put into the employee's vacation bank on January 1, 2024.
(f) Employees shall be allowed to schedule and take vacations as provided herein and in accordance with existing departmental procedures.
(g) During the first calendar year of employment, newly hired employees shall be allowed to advance vacation days from their vacation bank. Those who begin employment on or between January 1 and June 30 shall be allowed to advance up to ten (10) vacation days. Those who begin employment on or between July 1 and December 1 shall be allowed to advance up to five (5) vacation days. Employees electing to advance vacation days will have their accrual rate per pay period reduced by the same number of days/hours which were advanced. The following provisions apply to this advancement:
1. This subsection shall only apply to employees in the calendar year (January 1 through December 31) in which they were hired. It shall not apply to employees who were hired in previous years.
2. Eligible employees must inform their supervisor and Division/Department head in writing that they are electing to utilize this benefit and how many days/hours they are advancing. Employees may make multiple written requests, if necessary, to advance vacation days; however, they may not advance more days than they are entitled to according to the above provision.
3. Vacation time advanced under this subsection must be scheduled and taken in accordance with existing Divisional/Departmental procedures.
4. Employees shall not be allowed to be paid in cash for advanced vacation time.
5. In instances where a newly hired employee requests to advance vacation days and their employment is severed, any days/hours that were taken but not earned in accordance with 2101.36(a) or (b) above, shall be deducted from the employee's severance or final paycheck.
(h) For purposes of determining years of service, employment with any State of Ohio agency, political subdivision of the State of Ohio, or municipality in the State of Ohio is to be counted after receipt of verifiable documentation.
3. The following situations are not eligible for prior service credit for vacation:
a. Any student employment, unless the employment resulted in credit from an Ohio Retirement System;
b. Employment with other states; and,
c. Pursuant to Ohio Revised Code section 9.44(c), retirement in accordance with the provisions of any retirement plan offered by the state, shall not have their prior service counted for determining eligibility for vacation.
4. It is the responsibility of the new employee to obtain documentation verifying prior service.
a. To request credit for prior service, employees must provide the Department of Human Resources with a written request and supporting documentation.
b. Current employees of the City of Toledo have until June 30, 2024 to provide proof of prior service credit for vacation eligibility. Failure to provide verifiable documentation by the deadline shall result in denial of prior service credit.
c. New employees shall have six (6) months from their hire date to provide proof of prior service credit for vacation eligibility. Failure to provide verifiable documentation by the deadline shall result in denial of prior service credit.
d. Any granted credit for prior service shall take effect during the first pay period that begins immediately following the date the Director of the Department of Human Resources approves granting credit for that prior service. At no time will retroactive accruals be credited.
e. Unused vacation time from other jurisdictions will not be recognized by the City.
f. All requests for prior service credit will be verified by the Department of Human Resources. Any submission of fraudulent documentation will result in discipline up to and including termination.
(Ord. 599-23. Passed 11-21- 23; Ord. 122-24. Passed 4-10-24.)
(a) Employees who have completed their probationary period shall be entitled to sixteen (16) paid holidays as set forth below. To be entitled to receive pay for holidays the employee shall have worked or be on a compensated day off on the day before and the day after the holiday.
Effective May 24, 2022, the paid holidays shall be:
New Year's Day; Martin Luther King Day (third Monday in January); Presidents Day (third Monday in February); Good Friday; Memorial Day (last Monday in May); Juneteenth (June 19); Fourth of July; Labor Day; Columbus Day (second Monday in October); Veterans Day (November 11); Thanksgiving Day; Friday after Thanksgiving; Christmas Eve (the last regular work day before Christmas Day); Christmas Day.
(b) In addition to the above listed holidays, the employee shall be entitled to two (2) discretionary holidays to be selected by the employee and scheduled with adequate notification to the appropriate supervision. The employee shall schedule these holidays in such a way as not to impair the operations of the work unit, but the holidays shall be scheduled and the employee shall be permitted to take the holidays at some time during the calendar year.
(c) For all employees observing the regular Monday through Friday work schedule, in the event any of the above holidays falls on Saturday, the City shall celebrate the holiday on Friday, and in the event the holiday falls on Sunday, the City shall celebrate the holiday on Monday.
(d) In lieu of the provisions of subsections (a), (b) and (c) above, Police Deputy Chiefs and Fire Deputy Chiefs covered by this Chapter, and the Chief-Fire and Chief-Police shall have the option of having up to sixteen (16) days off scheduled during the year or of having a lesser number of days off and receive pay for the difference between the number of scheduled days off and the sixteen (16) holidays to which he/she is entitled up to a maximum of ten (10) days for which he/she may elect to receive pay. In the event the employee elects to take days off, they are to be scheduled in a way as not to impair the operation of the shift or bureau. If the employee has elected to work up to ten (10) of these extra days in lieu of days off, then he/she shall be compensated at his/her regular rate for having worked on those days. He/she shall be paid a bonus of one and one-quarter (1 1/4) days for each of the extra days scheduled. The employee who elects to take the bonus payment in lieu of the extra scheduled days off shall receive up to twelve and one-half (12 1/2) days of bonus pay to be distributed to him/her at the time he/she takes his/her regular vacation. The days shall be payable at the rate of pay the employee earns for his/her vacation period.
(Ord. 272-22. Passed 5-24-22.)
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