Label
Changes to the Toledo Municipal Code regarding non-union employees
HR Dept-Michael Niedzielski (x2182)
Title
Amending the Toledo Municipal Code by repealing multiple sections of Chapter 2101 and enacting new sections of Chapter 2101, and repealing outdated chapters of the code; and declaring an emergency.
Body
SUMMARY & BACKGROUND:
Toledo Municipal Code Chapter 2101 governs the terms and conditions of employment for the City of Toledo’s non-union Classified Exempt and Executive Exempt employees. This ordinance repeals multiple sections of Chapter 2101, and enacts new, amended sections of the repealed sections. These amendments include establishing a new classification of Plant Manager, adding annual stipends for various certifications in building inspection, and revising the annual sick time payout language. This ordinance also repeals Chapters 2106 and 2115, which are out of date and no longer relevant.
Summary
NOW THEREFORE Be it ordained by the Council of the City of Toledo:
SECTION 1. That Toledo Municipal Code Section 2101.01 which states as follows:
2101.01 Classifications.
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
(c) Police Deputy Chiefs Group
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.
is hereby repealed.
SECTION 2. That a new Toledo Municipal Code Section 2101.01 is enacted as follows:
2101.01 Classifications.
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-4
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-3
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
Commissioner-Chief Building Official E-3
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
Manager-Administrative Services E-1
Manager-Legislative Operations E-1
Manager-Public Services E-1
Mayor's Executive Assistant E-4
Plant Manager E-2
Public Information Coordinator E-1
(c) Police Deputy Chiefs Group
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.
SECTION 3. That Toledo Municipal Code Section 2101.36 which states as follows:
2101.36 Vacations.
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.
(f) 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.
(g) Employees shall be allowed to schedule and take vacations as provided herein and in accordance with existing departmental procedures.
(h) 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.
(i) 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.
is hereby repealed.
SECTION 4. That a new Toledo Municipal Code Section 2101.36 is enacted as follows:
2101.36 Vacations.
Effective January 1, 2024, the accumulation of vacation time shall be as follows.
(a) Full-time salaried employees (salary groups E-1 through E-4 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. Absent specific and extraordinary extenuating circumstances as approved by the Mayor or his/her designee, employees shall not be permitted to payout any earned vacation time, except as provided by Section 2101.44 Termination and Severance Pay.
(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.
1. 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.
2. 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.
SECTION 5: That Toledo Municipal Code Section 2101.29 which states as follows:
2101.29 Accumulation of Sick Days.
Employees in salary groups A-1 through A-15, and 94 hired into the City on or before 12/31/92 shall have the option of maintaining their current sick leave accrual and severance pay plan as set forth in part (a) of this section or electing the sick leave conversion plan as set forth in part (b) below. This election may be made during the one hundred and twenty (120) day period following passage of this legislation. Employees opting into the plan must remain in the plan. Employees hired on or after 1/1/93 and all employees in salary groups E-1 through E-4, and L-1 through L-4, shall be covered exclusively by the Sick leave plan set forth in part (b). Employees who move to the exempt service from other units and who are already enrolled in the City's Sick Leave Conversion Plan set forth in paragraph (b) shall remain under such plan.
(a) Eligible employees who elect to maintain their current sick leave accrual and severance pay plan shall be credited with sick days in accordance with the following formula: one and one quarter (1 1/4) days shall be credited for each month of service, not to exceed fifteen (15) days per calendar year. Such days shall continue to accumulate at such rate without any maximum limitations. Provided the conditions of Section 2101.44 <https://codelibrary.amlegal.com/codes/toledo/latest/toledo_oh/0-0-0-115805>, Termination and Severance Pay, have been met, unused sick leave accumulated to the time of termination shall be paid at the rate of one-half (1/2) for all such accumulated sick time up to two hundred (200) days and full pay for accumulated sick time in excess of two hundred (200) days.
(b) (i) Employees hired on or before December 31, 1992 who elect the sick leave conversion plan set forth herein, and all employees in salary groups E-1 through E-4, L-1 through L-4, will bank accumulated sick leave through December 31, 1995. This banked sick leave accumulation will be used as the need for sick pay arises or may be converted to cash under the terms set forth in paragraph (b)(iii). Provided the conditions of Section 2101.44 <https://codelibrary.amlegal.com/codes/toledo/latest/toledo_oh/0-0-0-115805>, Termination and Severance Pay, have been met, unused sick leave from that banked effective December 31, 1995 will be paid as follows at the employee's regular rate as of the date of separation: One-half for all banked sick time up to two hundred (200) days and full pay for accumulated sick time in excess of two hundred (200) days.
(ii) On and after January 1, 1996, employees covered by this Sick Leave Conversion Plan shall be credited with sick days in accordance with the following formula: One and one-quarter days shall be credited for each month of service not to exceed a maximum of fifteen (15) days per calendar year. Such days shall continue to accumulate at such rate without any maximum limitation.
(iii) Sick time not used by the end of the year can either be turned in for payment of a percentage of salary as indicated herein or carried over until retirement or separation. The maximum number of sick days allowed for year-end payment will be five (5). Employees using two and one-half (2½) or fewer days of sick leave in the preceding calendar year shall be entitled to a conversion to pay at fifty percent (50%). Employees using more than two and one-half (2½), but five (5) or fewer days shall be entitled to a conversion at twenty five percent (25%). Employees with fewer than sixty (60) days of accrued sick time or who have used more than five (5) days in the preceding calendar year, shall not be eligible for this conversion privilege. The employee's accrued sick leave shall be reduced by the number of days converted to cash.
(iv) Provided the conditions of Section 2101.44 <https://codelibrary.amlegal.com/codes/toledo/latest/toledo_oh/0-0-0-115805>, Termination and Severance Pay, have been met, unused sick leave accrued after enrollment in this plan will be paid as follows at the employee's regular rate at the time of termination: thirty-three percent (33%) of salary for the first eighty (80) days and fifty percent (50%) of salary for the next eighty (80) days for a maximum of one hundred sixty (160) days.
(c) An employee granted a leave of absence without pay for thirty (30) calendar days or more shall not accumulate sick pay during the period the employee is on such leave.
(d) An employee hired from another political jurisdiction within Ohio may transfer his or her unused sick time to his sick leave bank with the City. Such time may be used and may be paid in accordance with the terms of this Chapter. However, for employees hired after September 30, 1995, such time shall not be counted toward the sixty (60) day minimum necessary for sick leave to be converted.
is hereby repealed.
SECTION 6. That a new Toledo Municipal Code Section 2101.29 is enacted as follows:
2101.29 Accumulation of Sick Days.
Employees in salary groups A-1 through A-15, and 94 hired into the City on or before 12/31/92 shall have the option of maintaining their current sick leave accrual and severance pay plan as set forth in part (a) of this section or electing the sick leave conversion plan as set forth in part (b) below. This election may be made during the one hundred and twenty (120) day period following passage of this legislation. Employees opting into the plan must remain in the plan. Employees hired on or after 1/1/93 and all employees in salary groups E-1 through E-4, and L-1 through L-4, shall be covered exclusively by the Sick leave plan set forth in part (b). Employees who move to the exempt service from other units and who are already enrolled in the City's Sick Leave Conversion Plan set forth in paragraph (b) shall remain under such plan.
(a) Eligible employees who elect to maintain their current sick leave accrual and severance pay plan shall be credited with sick days in accordance with the following formula: one and one quarter (1 1/4) days shall be credited for each month of service, not to exceed fifteen (15) days per calendar year. Such days shall continue to accumulate at such rate without any maximum limitations. Provided the conditions of Section 2101.44 <https://codelibrary.amlegal.com/codes/toledo/latest/toledo_oh/0-0-0-115805>, Termination and Severance Pay, have been met, unused sick leave accumulated to the time of termination shall be paid at the rate of one-half (1/2) for all such accumulated sick time up to two hundred (200) days and full pay for accumulated sick time in excess of two hundred (200) days.
(b) (i) Employees hired on or before December 31, 1992 who elect the sick leave conversion plan set forth herein, and all employees in salary groups E-1 through E-4, L-1 through L-4, will bank accumulated sick leave through December 31, 1995. This banked sick leave accumulation will be used as the need for sick pay arises or may be converted to cash under the terms set forth in paragraph (b)(iii). Provided the conditions of Section 2101.44 <https://codelibrary.amlegal.com/codes/toledo/latest/toledo_oh/0-0-0-115805>, Termination and Severance Pay, have been met, unused sick leave from that banked effective December 31, 1995 will be paid as follows at the employee's regular rate as of the date of separation: One-half for all banked sick time up to two hundred (200) days and full pay for accumulated sick time in excess of two hundred (200) days.
(ii) On and after January 1, 1996, employees covered by this Sick Leave Conversion Plan shall be credited with sick days in accordance with the following formula: One and one-quarter days shall be credited for each month of service not to exceed a maximum of fifteen (15) days per calendar year. Such days shall continue to accumulate at such rate without any maximum limitation.
(iii) Sick time not used by the end of the year can either be turned in for payment of a percentage of salary as indicated herein or carried over until retirement or separation. The maximum number of sick days allowed for year-end payment will be five (5). Employees using two and one-half (2½) or fewer days of sick leave in the preceding calendar year shall be entitled to a conversion to pay at fifty percent (50%). Employees using more than two and one-half (2½), but five (5) or fewer days shall be entitled to a conversion at twenty five percent (25%).
Employees with fewer than sixty (60) days of accrued sick time or who have used more than five (5) days in the preceding calendar year, shall not be eligible for this conversion privilege. The employee's accrued sick leave shall be reduced by the number of days converted to cash.
(iv) Provided the conditions of Section 2101.44 <https://codelibrary.amlegal.com/codes/toledo/latest/toledo_oh/0-0-0-115805>, Termination and Severance Pay, have been met, unused sick leave accrued after enrollment in this plan will be paid as follows at the employee's regular rate at the time of termination: thirty-three percent (33%) of salary for the first eighty (80) days and fifty percent (50%) of salary for the next eighty (80) days for a maximum of one hundred sixty (160) days.
(c) An employee granted a leave of absence without pay for thirty (30) calendar days or more shall not accumulate sick pay during the period the employee is on such leave.
(d) An employee hired from another political jurisdiction within Ohio may transfer his or her unused sick time to his sick leave bank with the City. Such time may be used and may be paid in accordance with the terms of this Chapter. However, for employees hired after September 30, 1995, such time shall not be counted toward the sixty (60) day minimum necessary for sick leave to be converted.
(e) In an effort to improve attendance and reduce the amount of unscheduled time off, an eligible employee, based on his/her sick time usage in the previous sick year, may annually convert a portion of his/her accumulated sick time into pay. For the purpose of this Section, the sick year is January 1 through December 31. A regular full-time employee with at least five (5) years of continuous service with the City of Toledo may convert up to one hundred (100) hours of accumulated sick time into pay annually, in accordance with the Sick Leave Conversion Table set forth below, provided the employee has accumulated at least six hundred (600) total hours of sick time. In order to continue eligibility for the sick time conversion payout, the employee must maintain a balance of at least six hundred (600) hours of accumulated sick time. Eligibility for this sick time conversion payment will be determined by looking back to the employee’s sick time used and accumulated from January 1 through December 31 of the previous year.
Prior Sick Year Sick Time Usage Conversion
0 - 16 hours: 1.0 sick hour = 1.0 hour of pay
16.1 - 24 hours: 1.0 sick hour = 0.75 hour of pay
24.1 - 32 hours: 1.0 sick hour = 0.50 hour of pay
Above 32 hours: Not eligible for sick time conversion payout
An eligible employee electing to utilize the sick time conversion payout is also subject to the following parameters:
1. Employees who elect to use sick time to cover FMLA approved leave will have that FMLA sick time count towards the number of sick hours used.
2. An employee also eligible for a payout under part (b)(iii) of this section, must elect to participate in either the payout under (b)(iii) or the payout in this section. An employee is not permitted to participate in the payouts provided in part (b)(iii) and (e) in the same year.
3. The maximum annual payout under this section is one hundred (100) sick time hours.
4. The maximum annual one hundred (100) sick time hour payout cannot cause an employee to fall below six hundred (600) hours of accumulated sick time.
SECTION 7. That Toledo Municipal Code Section 2101.44 which states as follows:
2101.44 Termination and Severance Pay.
Employees who terminate their employment with the City for any reason shall have their termination pay computed in the following manner:
(a) The employee shall be compensated for any vacation hours accumulated in his or her vacation bank at the time of termination.
(b) In addition to the above, the employee shall be paid for any holidays worked for which he/she has not been compensated either in the form of pay or time off. If the employee was entitled to discretionary holidays and has not taken them and is terminated on or before June 30, he/she shall receive pay for one (1) discretionary holiday. If the employee terminates after June 30, he/she shall receive pay for two (2) discretionary holidays.
(c) In addition to the amount set forth in Subsections (a) and (b) herein, employees who retire or die while in the employment of the City, or employees who separate in good standing from employment after twenty-one (21) years of continuous service with the City, shall also receive severance pay for unused sick time in accordance with the provisions of Section 2101.29, Accumulation of Sick Days; provided, however, to be eligible for sick time payment apart from retirement or death, Police Deputy Chiefs must separate in good standing after twenty-five (25) years of service, and Fire Deputy Chiefs must leave City employment prior to their forty-eighth (48th) birthday with twenty-five (25) years of service.
(i) Service shall be deemed to be "continuous" for purposes of this section despite a break in service due to a lay off, a call to military duty, or other circumstance for which a provision of this chapter specifies that employees will continue to accrue seniority.
(ii) An employee who is laid-off shall not be considered to have had continuous service under this section if the employee refuses recall to employment to any position when recall is first offered, but later accepts recall.
(iii) For purposes of this section, "years of service" for those employees hired on or before December 31, 1994 shall only include other public service if an express agreement to count such time for this purpose existed as of November 30, 1994.
(iv) For purposes of this section, to "retire" while in the employment of the city shall mean leaving city employment upon qualifying for retirement under the applicable state retirement system; provided, however, that employees eligible to retire who have worked fewer than eight (8) full continuous years with the city shall only receive severance pay for one-fourth (1/4th) the value of the employee's accrued but unused sick leave credit not to exceed thirty (30) days pay as provided by state law.
(d) (i) In the event the employee has died as the direct result of injuries sustained in the course of employment with the City, his or her estate shall be paid full accumulated sick time at the time of death.
(ii) Any Police Deputy Chief who is totally and permanently disabled as a result of injuries received under unusual circumstances which may arise in the performance of his/her law enforcement duties, or any Fire Deputy Chief who is totally and permanently disabled as a result of injuries received on duty during activities directly related to fire suppression or medical runs, shall receive payment of the full accumulation of sick pay at the time of retirement. This provision shall have retroactive application to January 1, 1988.
(e) Employees entitled to Longevity Pay shall have that pay added to their base rate when termination pay is calculated.
is hereby repealed.
SECTION 8. That a new Toledo Municipal Code Section 2101.44 is enacted as follows:
2101.44 Termination and Severance Pay.
Employees who terminate their employment with the City for any reason shall have their termination pay computed in the following manner:
(a) The employee shall be compensated for any vacation hours accumulated in his or her vacation bank at the time of termination.
(b) In addition to the above, the employee shall be paid for any holidays worked for which he/she has not been compensated either in the form of pay or time off. If the employee was entitled to discretionary holidays and has not taken them and is terminated on or before June 30, he/she shall receive pay for one (1) discretionary holiday. If the employee terminates after June 30, he/she shall receive pay for two (2) discretionary holidays.
(c) In addition to the amount set forth in Subsections (a) and (b) herein, employees who retire or die while in the employment of the City, or employees who separate in good standing from employment after twenty-one (21) years of continuous service with the City, shall also receive severance pay for unused sick time in accordance with the provisions of Section 2101.29, Accumulation of Sick Days; provided, however, to be eligible for sick time payment apart from retirement or death, Police Deputy Chiefs must separate in good standing after twenty-five (25) years of service, and Fire Deputy Chiefs must leave City employment prior to their forty-eighth (48th) birthday with twenty-five (25) years of service.
(i) Service shall be deemed to be "continuous" for purposes of this section despite a break in service due to a lay off, a call to military duty, or other circumstance for which a provision of this chapter specifies that employees will continue to accrue seniority.
(ii) An employee who is laid-off shall not be considered to have had continuous service under this section if the employee refuses recall to employment to any position when recall is first offered, but later accepts recall.
(iii) For purposes of this section, "years of service" for those employees hired on or before December 31, 1994 shall only include other public service if an express agreement to count such time for this purpose existed as of November 30, 1994.
(iv) For purposes of this section, to "retire" while in the employment of the city shall mean leaving city employment upon qualifying for retirement under the applicable state retirement system; provided, however, that employees eligible to retire who have worked fewer than eight (8) full continuous years with the city shall only receive severance pay for one-fourth (1/4th) the value of the employee's accrued but unused sick leave credit not to exceed thirty (30) days pay as provided by state law.
(d)(i) In the event the employee has died as the direct result of injuries sustained in the course of employment with the City, his or her estate shall be paid full accumulated sick time at the time of death.
(ii) Any Police Deputy Chief who is totally and permanently disabled as a result of injuries received under unusual circumstances which may arise in the performance of his/her law enforcement duties, or any Fire Deputy Chief who is totally and permanently disabled as a result of injuries received on duty during activities directly related to fire suppression or medical runs, shall receive payment of the full accumulation of sick pay at the time of retirement. This provision shall have retroactive application to January 1, 1988.
(e) Employees entitled to Longevity Pay shall have that pay added to their base rate when termination pay is calculated.
(f) Police Deputy Chiefs who retire or die or who separate in good standing from employment after twenty five (25) years of service shall also receive severance pay for unused sick time accumulated to time of termination at the rate of one half (1/2) for all such accumulated sick time up to two hundred (200) days and full pay for accumulated sick time in excess of two hundred (200) days.
SECTION 9. That Toledo Municipal Code Section 2101.74 which states as follows:
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 |
|
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% |
is hereby repealed.
SECTION 10. That a new Toledo Municipal Code Section 2101.74 is enacted as follows:
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, and E-4will 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, and E-4 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.
SECTION 11. That Toledo Municipal Code Section 2101.76 which states as follows:
2101.76 Incentives.
(a) Beginning in January 2024, the City will pay an annual incentive stipend in order to further both the employee's individual interest in improving his or her professional development and education, as well as the public interest in the improved operation of the particular plant and a more qualified workforce.
|
|
Not Required for Current Position |
Job Requirement |
|
|
Not Required for Current Position |
Job Requirement |
|
Class 1 |
$1,050.00 |
$1,250.00 |
|
Class 1 Treatment |
$1,250.00 |
$1,475.00 |
|
Class 2 |
$1,800.00 |
$2,100.00 |
|
Class 2 Treatment |
$2,100.00 |
$2,500.00 |
|
Class 3 |
$2,600.00 |
$3,650.00 |
|
Class 4 |
$4,175.00 |
$5,200.00 |
|
Operator in Training |
$525.00 |
$625.00 |
|
Operator in Training/Treatment |
$625.00 |
$725.00 |
|
|
|
|
(b) The stipends listed in the chart above will be paid to any exempt employee and executive exempt employee who possesses the certification, whether it is required for his or her position or not. The employee's certification must be valid when the stipend is paid in January in order to receive it. Employees who become certified after the stipend is paid are ineligible to receive it until the following calendar year. Part-time employees who are eligible for the stipend will receive half the amount listed above for the certification(s) obtained.
(c) Employees who are designated as the primary Operator of Record for their Division by the Director of the Department of Public Utilities will also receive a stipend. The primary Operator of Record for Distribution and the primary Operator of Record for Collection will receive $5,725.00. The primary Operator of Record for Treatment will receive $6,250.00. Employees who hold one of these certifications but are a backup for the Operator of Record are ineligible for this stipend.
(d) Employees may be paid for multiple different types of certifications; however, once an employee obtains an advanced certification in a particular specialty, he or she will only be compensated for the highest level achieved. The City will observe all Ohio EPA regulations regarding certification priority.
(e) Operators in Training are to obtain proper contact hours approved by the Ohio EPA. Individuals must renew their certification every two years to maintain their incentive pay status.
is hereby repealed.
SECTION 12. That a new Toledo Municipal Code Section 2101.76 is enacted as follows:
2101.76 Incentives.
(1) (a) The City will pay an annual incentive stipend in order to further both the employee's individual interest in improving his or her professional development and education, as well as the public interest in the improved operation of the particular plant and a more qualified workforce.
|
|
Not Required for Current Position |
Job Requirement |
|
|
Not Required for Current Position |
Job Requirement |
|
Class 1 |
$1,050.00 |
$1,250.00 |
|
Class 1 Treatment |
$1,250.00 |
$1,475.00 |
|
Class 2 |
$1,800.00 |
$2,100.00 |
|
Class 2 Treatment |
$2,100.00 |
$2,500.00 |
|
Class 3 |
$2,600.00 |
$3,650.00 |
|
Class 4 |
$4,175.00 |
$5,200.00 |
|
Operator in Training |
$525.00 |
$625.00 |
|
Operator in Training/Treatment |
$625.00 |
$725.00 |
|
|
|
|
(b) The stipends listed in the chart above will be paid to any exempt employee and executive exempt employee who possesses the certification, whether it is required for his or her position or not. The employee's certification must be valid when the stipend is paid in January in order to receive it. Employees who become certified after the stipend is paid are ineligible to receive it until the following calendar year. Part-time employees who are eligible for the stipend will receive half the amount listed above for the certification(s) obtained.
(c) Employees who are designated as the primary Operator of Record for their Division by the Director of the Department of Public Utilities will also receive a stipend. The primary Operator of Record for Distribution and the primary Operator of Record for Collection will receive $5,725.00. The primary Operator of Record for Treatment will receive $6,250.00. Employees who hold one of these certifications but are a backup for the Operator of Record are ineligible for this stipend.
(d) Employees may be paid for multiple different types of certifications; however, once an employee obtains an advanced certification in a particular specialty, he or she will only be compensated for the highest level achieved. The City will observe all Ohio EPA regulations regarding certification priority.
(e) Operators in Training are to obtain proper contact hours approved by the Ohio EPA. Individuals must renew their certification every two years to maintain their incentive pay status.
(2) Beginning in March 2026, the City will pay an annual stipend to incentivize those who possess certain certifications through the Ohio Board of Building Standards:
(a) Employees will be compensated in the form of a quarterly stipend based on the number of active relevant State of Ohio certifications currently held. Relevant certifications include, but are not limited to:
§ Building Official AND Residential Building Official,
§ Electrical Safety Inspector,
§ Plumbing Inspector,
§ Mechanical Inspector AND Residential Mechanical Inspector, and
§ Plans Examiner
(b) Employees who hold only a Building Inspector AND Residential Building Inspector certification, Mechanical Inspector AND Residential Mechanical Inspector certification, or Plans Examiner Certification, and no other relevant certifications, shall not be eligible for a stipend as established through this program, unless and until they obtain an additional qualifying certification. In that event, said employee shall only receive a stipend for the additional qualifying certification(s).
(c) Employees will be given a stipend, once per quarter, in an amount equal to 7% of their quarterly base wage for each relevant certification held.
(d) Employees in the stipend program shall be limited to compensation for each relevant and qualifying certification held, up to a total of three (3) certifications.
(e) The stipends will be paid to any exempt employee who possesses the certification, whether it is required for his or her position or not. The employee's certification must be valid when the stipend is paid in order to receive it. Part-time employees who are eligible for the stipend will receive half the amount listed above for the certification(s) obtained.
SECTION 13. That Toledo Municipal Code Chapter 2106 attached as Exhibit A is repealed.
SECTION 14. That Toledo Municipal Code Chapter 2115 attached as Exhibit B is repealed.
SECTION 15. That this Ordinance is declared to be an emergency measure and shall be in force and effect from and after its adoption. The reason for the emergency lay in the fact that same is necessary for the immediate preservation of public peace, health, safety, and property, and for the further reason that same is necessary to timely correct and update the listed sections of the Toledo Municipal Code.
Vote on emergency clause: yeas _____, nays _____.
Passed: _________________, as an emergency measure: yeas _____, nays _____.
Attest: ________________________ __________________________________
Clerk of Council President of Council
Approved: _____________________ __________________________________
Mayor
I hereby certify that the above is a true and correct copy of an Ordinance passed by Council ________________________.
Attest: ________________________
Clerk of Council