2101.68 The Ohio Police and Fire Pension Fund.

   (a) The City will continue to participate in the Police and Fire Pension Fund, in accordance with the Ohio Revised Code, for the Director-Fire and Rescue Operations, Director-Police Operations and Police Deputy Chiefs.

   (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. 599-23. Passed 11-21-23.)

2101.69 Travel, Clothing Maintenance and Training Allowance.

   The Director of Fire Operations shall receive a combined allowance of Five Hundred and Seventy Five Dollars ($575.00) in January of each year toward uniform cleaning and maintenance, travel time and mileage outside normal work hours, and National Fire Protection Association and/or International Fire Chiefs' Association dues.

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

2101.70 Base Annual Salaries -- Police Deputy Chiefs.

   (a)   Police Deputy Chief: - Group 94:

   Police Deputy Chief wage rates shall be maintained at eleven percent (11%) greater than Police Captains' rates at corresponding years of service. Further, Police Deputy Chiefs shall automatically receive any lump sums, and allowances on the same basis as those provided to Police Captains as part of the Captains' total compensation. This shall not be considered to include any payments to Captains under the Career Enhancement Program.

   Employees hired after July 1, 1972 shall be paid based on their continuous service to the City of Toledo after that date. Any employee hired after July 1, 1972 shall not receive credit for any prior service to the City for the purpose of determining "years of service" pay to which the employee may be entitled.

   After twenty-six (26) full years from the date of appointment to the Division, Police Deputy Chiefs shall be paid an annual payment of two percent (2%) of the 1988 annual base of the applicable command rank, which shall not be added to their base rate. The amount shall be paid during the week in which they begin their twenty-seventh year of service.

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

PART V. EXECUTIVE GROUP SPECIAL PROVISIONS

2101.71 Coverage - Executive Group Provisions.

   The provisions of Sections 2101.71 through 2101.76 apply to employees in the Exempt Service in Salary Groups L-1 through L-4, and E-1 through E-4, collectively known as the Executive Group, except as limited by any of those sections.

(Ord. 599-23. Passed 11-21- 23; Ord. 122-24. Passed 4-10-24.)

2101.72 Probationary Status: Fringe Benefits - Executive Group.

   Employees newly hired into classified positions shall be probationary for a period of one hundred twenty (120) work days. If an employee serving the initial 120 work day probationary period established herein fails to work for more than four days during this initial probationary period, then the employee's probationary period shall be extended by the additional number of work days the employee did not work in excess of four.

   Probationary employees shall be entitled to fringe benefits immediately upon hire. Unclassified employees do not have a probationary period and accordingly are also eligible for fringe benefits upon hire.

2101.73 Overtime Exclusion - Executive Group.

   Executive group employees shall be compensated through an annual salary and shall not be paid overtime compensation as is provided to employees in Administrative Groups 1 through 15 under Sections 2101.52 through 2101.56.

2101.74 Base Annual Salaries - Executive Group.

   (a)   The annual minimum rate and the annual maximum range for salary groups E-1, E-2, E-3, E-4, and E-5 will increase by the same percentage, effective the same date of the applicable AFSCME Local 2058 wage increase.

   The current base annual salary ranges for groups E-1, E-2, E-3, E-4, and E-5 are as follows:

 

SALARY GROUP	MINIMUM	MAXIMUM
E-1	$75,288.27	$106,336 .77
E-2	$80,722.49	$120,308 .70
E-3	$83,825.99	$136,568 .61
E-4	$93,917.15	$178,134 .59

 

   (b)   The annual minimum rate and the annual maximum range for salary groups L-1, L-2, L-3, and L-4 will increase by the same percentage, effective the same date of the applicable AFSCME Local 2058 wage increase.

   The current base annual salary ranges for groups L-1, L-2, L-3, and L-4 are as follows:

 

SALARY GROUP	MINIMUM	MAXIMUM
L-1	$59,377.07	$106,880.08
L-2	$77,190.42	$136,568.61
L-3	$100,941.92	$144,882.48
L-4	$112,817.11	$154,383.08

 

   (c)   Salary ranges shall be reviewed periodically to determine the market average for like level positions based upon a salary survey for such comparable positions. Recommendations to adjust the ranges may be presented to City Council.

   (d)   Base annual salaries for Directors and Executive Group members of the Mayor's staff shall be set by the Mayor within the range of the employee's designated Salary Group. Base annual salaries for Commissioners and Managers shall be set by respective Directors within the range of the employee's designated Salary Group, subject to the approval of the Mayor. Base annual salaries for the L group shall be set by the Director of Law within the range of the L-1 through L-4 employees, subject to the approval of the Mayor. Base annual salaries for Executive Directors shall be set by their respective boards or commissions within the range of the employee's designated Salary Group, subject to the approval of their Appointing Authority. The base annual salary for the Clerk of Council, the Director of the Plan Commission and the City Auditor shall be set by City Council within the designated salary range.

   Adjustments in base annual salaries beyond the minimum for the range shall be in accordance with the following principles and guidelines:

      1.   In setting employee salary within the executive exempt groups, consideration shall be given to any significant market disparity for different positions.

      2.   Merit-based increases shall only be provided upon review of information obtained via objective performance reviews or other established criteria. The amount of any increase shall be determined at the discretion of the Mayor, or in the case of the L group, by the Director of Law subject to approval by the Mayor, where it is determined that such an increase is in the best interest of the City of Toledo, based upon review of objective information presented. Criteria that should be considered includes length or frequency of outstanding performance; regularity with which outstanding performance or unique contribution is demonstrated; overall significance or importance of the employee's work product to his/her department; whether the employee has new permanent job duties and/or responsibilities of importance to his/her department; and whether the employee has acquired additional competencies, which are critical in carrying out the functions of the classification.

      3.   Special circumstances may justify deviating from these guidelines in specific cases. Special circumstances shall include consideration of any special education, certification, or licensure that increases the employee's value to the City.

   (e)   Longevity Pay:

   Effective the first full pay period in September of 1995, any employee in salary groups E-1 through E-4 who became employed by the City prior to July 1, 1982 and who therefore has received longevity pay, shall no longer receive longevity as a separately itemized payment. Such employee's longevity pay shall be incorporated into the employee's base annual salary by multiplying the longevity annual base rate by the appropriate percentage and including the result in the annual salary. Longevity pay shall be added to the employee's base annual salary based upon the employee's present longevity base rate or the rate as listed below if it is greater.

   An employee promoted to the executive group after the first full pay period in September of 1995 who has been receiving longevity pay, shall have that pay incorporated into his or her base annual salary using this same methodology. The employee shall only have the amount of longevity pay from their permanent position prior to the promotion added to their new base annual salary.

   Once longevity pay has been incorporated into an employee's base annual salary, the employee will not receive further automatic increases once the next plateaus of years of service for longevity pay purposes are reached.

LONGEVITY BASE RATES
SALARY GROUP	ANNUAL RATE
L-1	$18,570.24
L-2	$23,720.32
L-3	$24,639.68
L-4	$25,091.04
E-1	$23,720.32
E-2	$25,091.04
E-3	$26,530.40
E-4	$27,541.28

 

 

LONGEVITY FACTOR
CALENDAR YEARS OF CONTINUOUS SERVICE	PERCENT OF LONGEVITY BASE WAGE
AFTER 5 YEARS	2%
AFTER 10 YEARS	4%
AFTER 15 YEARS	6%
AFTER 20 YEARS	8%

 

(Ord. 599-23. Passed 11-21- 23; Ord. 122-24. Passed 4-10-24.)