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Holidays, vacation days and other time off to which an employee is entitled as a matter of right under or by virtue of any ordinance of the City and this Title of the Code, shall be considered as time worked and compensated accordingly, except that such paid time off need not be considered in determining hours worked under the Fair Labor Standards Act.
A. The following shall be the wage rates for the members of the Association during the term of this contract, except as revised by Section 2109.75 (B) and (C), below:
Hourly | Daily | Bi-Weekly | Annual Rate | |
SERGEANT | ||||
Full Rate | 32.040 | 256.32 | 2,563.20 | 66,643.20 |
After 5 years | 32.459 | 259.67 | 2,596.72 | 67,514.72 |
After 10 years | 32.874 | 262.99 | 2,629.92 | 68,377.92 |
After 15 years | 33.286 | 266.29 | 2,662.88 | 69,234.88 |
After 20 years | 33.709 | 269.67 | 2,696.72 | 70,114.72 |
Hourly | Daily | Bi-Weekly | Annual Rate | |
LIEUTENANT | ||||
After 5 years | 37.328 | 298.62 | 2,986.24 | 77,642.24 |
After 10 years | 37.805 | 302.44 | 3,024.40 | 78,634.40 |
After 15 years | 38.279 | 306.23 | 3,062.32 | 79,620.32 |
After 20 years | 38.765 | 310.12 | 3,101.20 | 80,631.20 |
Hourly | Daily | Bi-Weekly | Annual Rate | |
CAPTAIN | ||||
After 5 years | 42.181 | 337.45 | 3,374.48 | 87,736.48 |
After 10 years | 42.720 | 341.76 | 3,417.60 | 88,857.60 |
After 15 years | 43.255 | 346.04 | 3,460.40 | 89,970.40 |
After 20 years | 43.804 | 350.43 | 3,504.32 | 91,112.32 |
Hourly | Daily | Bi-Weekly | Annual Rate | |
DEPUTY CHIEF - PRO TEM | ||||
(Exempt) | ||||
After 5 years | 46.821 | 374.57 | 3,745.68 | 97,387.68 |
After 10 years | 47.419 | 379.35 | 3,793.52 | 98,631.52 |
After 15 years | 48.013 | 384.10 | 3,841.04 | 99,867.04 |
After 20 years | 48.622 | 388.98 | 3,889.76 | 101,133.76 |
B. The following wage spreads between the ranks will be maintained until the first full pay period of July 2013:
Patrol Officer/Sergeant 20%
Sergeant/Lieutenant 15%
Lieutenant/Captain 13%
In the event members of the Toledo Police Patrolman's Association (TPPA) receive a base wage increase prior to the first full pay period in July of 2013, the existing spread of
Patrol Officer/Sergeant 20%
Sergeant/Lieutenant 15%
Lieutenant/Captain 13%
shall be maintained from January 1, 2013 through the first full pay period of July, 2013.
C. Effective with the first full pay period of July 2013 the spread between Patrol Officer and Sergeant shall be increased to 22%. The spread between Sergeant and Lieutenant shall remain at 15%, and the spread between Lieutenant and Captain shall remain at 13%.
Effective with the first full pay period of July 2014 the spread between Patrol Officer and Sergeant shall be increased to 25%. The spread between Sergeant and Lieutenant shall remain at 15%, and the spread between Lieutenant and Captain shall remain at 13%.
D. For purposes of the attached wage rate charts, years of service for rates at each classification and the duration for the first step Sergeant's rate shall be determined as follows:
(1) Employees hired prior to July 1, 1972 shall be paid based on their years of service with the City as of that date.
(2) Employees hired prior to 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.
E. After twenty-six full years from the date of appointment to the Department, Command Officers 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 which they begin their twenty seventh (27th) year of service.
F. In order to facilitate compliance with the Fair Labor Standards Act, the City will adjust its regular pay rates for Command Officers to include stress allowance and shift premiums of all overtime payments. The stress allowance add-on shall be determined by dividing the annual stress allowance by 2080 hours. Existing regular pay rates will continue to be utilized for all other purposes. Payment for overtime hours worked in an acting capacity shall be based upon the regular rate for the rank including stress allowance and shift premium. All other overtime hours shall be paid at the regular rate for the Command Officer's permanent rank including stress allowance and shift premium.
G. In recognition of the additional responsibility and paperwork associated with being a Field Training Officer (FTO) Program Supervisor, the City agrees to compensate those sergeants selected to be Field Training Supervisors an additional five percent (5%) of their base wage during the days they are actually serving as Field Training Officer Supervisor.
Any Field Operations sergeant may volunteer to be selected for this special assignment. The Police Administration shall determine the number of sergeants needed to successfully administer the Field Training Officer Program. Sergeants interested in this assignment shall be afforded an interview and a review of their qualifications. The interview and selection committee shall consist of the Field Training Officer (FTO) Program Coordinator (Lieutenant), the Captain in charge of Field Operations, and the Deputy Chief in Charge of the affected District Station. The committee shall make a recommendation to the Chief of Police, who will make selection. The Chief's selection is subject to the grievance procedure but may only be overturned if it constituted an "abuse of discretion".
The purpose of the Career Enhancement Program is to provide the path to improve the skills, enhance productivity, evaluate performance, promote professional growth, as well as job satisfaction for Command Officers. This concept is further designed to provide compensation for advanced education as well as certain designated skills or a combination of formal educational and professional training. The Career Enhancement Program is an alternative career path which as designed will assist in retraining as well as creating highly motivated and skilled Command Officers. The net result will be an economic asset to the City of Toledo.
All Command Officers are eligible for the Career Enhancement Program. It shall be the responsibility of the individual Command Officer to complete the application form between November 1 and November 30 of each year to update his standing in the career enhancement program.
Any disputes involving the review of an individual Command Officer's standing in the Career Enhancement Program shall be evaluated by the Career Enhancement Program Evaluation Committee. The Career Enhancement Program Evaluation Committee shall be comprised of one individual selected by the Chief of Police, one individual selected by the Executive Board of the Association and the third member selected by the first two.
Application to the Career Enhancement Program shall be reviewed annually. Percentage increases shall be based upon a Command Officer's achievements as of November 30 of each year.
Payment for each year of eligibility will occur in January of the following year in a lump sum payment by special check based upon the appropriate percentage of the base annual full rate effective in December of the prior year. Payments shall be made in January of 2010, January of 2011 and January of 2012. Command Officers who leave the City in good standing during the year shall receive upon application a pro rated payment as part of their severance pay.
College and/or Degrees | |
Associate Degree | 1% |
(TPCOA members who achieve Junior status will be given credit for an Associate Degree) | |
Bachelor Degree | 1.5% |
Advanced Degree | 2% |
Specialty Assignments | |
ISB Senior Command Officers (15 years seniority) | 2% |
Senior Directed Patrol Command Officers (15 years seniority) | 4% |
Directed Patrol Command Officers | 2% |
Senior FOB Command Officers (15 years seniority) | 2.5% |
FOB Command Officers | 2% |
Bomb Squad Command Officers | 4% |
Senior Command Officers (15 years seniority) | 2% |
Command officers shall be limited to one specialty assignment or senior status category despite any overlap.
The combined assignment and education percentages shall be capped at five percent (5%).
(a) The City shall reimburse tuition costs for job-related or degree required courses taken at an educationally accredited college or university by full-time permanent employees. Such course work must be approved as job-related prior to enrolling by submitting a description of the course to the office of the Chief of Police. In the event there is a dispute, the Academic Review Committee shall determine the status of the job-related course. The Academic Review Committee shall consist of one (1) member selected by the Chief of Police, one (1) member selected by the Association and the third member selected by the first two.
(b) The City shall reimburse one hundred per cent (100%) of the cost of tuition and general fees, for a total of ten (10) credit hours per quarter or eight hours per semester, regardless of the number of courses comprising these totals. These costs will be reimbursed upon the documented presentation of a "C" or 2.0 grade or better.
(c) Non-accredited schools will be included, if job-related.
The City shall provide required uniform clothing, insignia, leather goods, and all required equipment, except socks and footgear. The Deputy Chief in charge of the Uniform Division shall determine when such issued items should be replaced. Provisions shall be made to provide repairs to Police uniforms at City expense.
Employees assigned to work in civilian clothes for a period in excess of sixty (60) days, shall be compensated on a pro-rated basis in the amount of five hundred twenty dollars ($520.00) annual clothing replacement allowance. Such payment shall be made June 30 of each year, based on the number of months in the previous twelve (12) month period that he was required to work in civilian clothes.
Effective June 30, 2012, all Command Officers shall receive an annual payment of five hundred seventy-five dollars ($575.00) for the purpose of clothing maintenance. This payment shall be made on or before June 30 of each year.
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