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NOTICE OF SPECIAL MEETING OF CITY COUNCIL
Council Office, Fairview Park, Ohio
DATE: March 20, 2026
TO: Mayor Schneider and Members of City Council
YOU ARE HEREBY NOTIFIED THAT A SPECIAL COUNCIL MEETING HAVE BEEN REQUESTED
BY MAYOR BILL SCHNEIDER
FOR THE PURPOSE(S) OF:
_________________________________________________________________________________________
Legislation on for First Reading
COUNCILWOMAN GREENFIELD
ORD. 26-__ Fire Agreement 2026-2028
ORD. 26-__ Police Agreement 2026-2028
ORD. 26-__ 2026 Salary Structure and Wage Ordinance_Non Union Employees
_____________________________________________________________________________________
THIS SPECIAL MEETING WILL BE HELD ON THE 23rd DAY OF MARCH, 2026, IN CITY
HALL COUNCIL CHAMBERS, 3RD FLOOR, 20777 LORAIN ROAD, FAIRVIEW PARK, OH
44126 AT 7:00PM.
________________________________________________________________________
___________________ __Bridget C. King_ __
Councilmember President of Council
___________________ __Liz L. Westbrooks____
Councilmember Clerk of Council
___________________
Councilmember

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MONDAY, MARCH 23, 2026
CITY HALL - COUNCIL CHAMBERS
SPECIAL COUNCIL MEETING – 7:00 PM
COMMITTEE MEETING – (Immediately following)
SPECIAL COUNCIL MEETING
MEETING CALL TO ORDER | MOMENT OF SILENT PRAYER
ROLL CALL
WRITTEN COMMUNICATIONS, PETITIONS AND CLAIMS
~ LEGISLATIVE AGENDA ~
LEGISLATION ON FOR FIRST READING
COUNCILWOMAN GREENFIELD
ORD. 26-__ Fire Agreement 2026-2028
ORD. 26-__ Police Agreement 2026-2028
ORD. 26-__ 2026 Salary Structure and Wage Ordinance_Non Union Employees
ADJOURNMENT
Pursuant to Fairview Park Charter Article 4, Section 7(b) and Council Rule 5, no other subject(s) will be considered
COMMITTEE MEETING
MEETING CALLED TO ORDER
FINANCE
Councilwoman Greenfield, Chair | Councilman Lang, Vice Chair
 ORD. 26-__ Fire Agreement 2026-2028
 ORD. 26-__ Police Agreement 2026-2028
 ORD. 26-__ 2026 Salary Structure and Wage Ordinance_Non Union Employees
ENVIRONMENT, PUBLIC WORKS, PLANNING, ZONING & DEVELOPMENT
Councilwoman Mann, Chair | Councilman Minek, Vice Chair
 RES. 26-05 Urging Ohio Senate to Pass HB303 Creating Ohio Community Energy Pilot Program
 ORD. 26-17 2026 Sewer Services Contract
BOARDS & COMMISSIONS REPORTS
ROUNDTABLE
ADJOURNMENT

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CITY OF FAIRVIEW PARK
ORDINANCE NO.: 26-
REQUESTED BY: MAYOR BILL SCHNEIDER
SPONSORED BY: COUNCILWOMAN GREENFIELD
AN ORDINANCE AUTHORIZING THE MAYOR OF THE CITY OF FAIRVIEW
PARK, OHIO, TO ENTER INTO AN AGREEMENT WITH THE INTERNATIONAL
ASSOCIATION OF FIRE FIGHTERS (IAFF) LOCAL 1057 AND DECLARING AN
EMERGENCY
WHEREAS, the Administration has conducted negotiations with the International
Association of Fire Fighters (IAFF), Local 1057 as the bargaining representative for certain
employees of the City of Fairview Park for the years 2026-2028, as provided in the current
Collective Bargaining Agreement; and
WHEREAS, such negotiations have provided a tentative agreement between the parties;
and
WHEREAS, the Administration has reviewed such proposal; recommends it to Council;
and requests that Council ratify and adopt such Agreement.
NOW, THEREFORE, BE IT ORDAINED BY THE COUNCIL OF THE CITY OF
FAIRVIEW PARK, COUNTY OF CUYAHOGA AND STATE OF OHIO:
SECTION 1. That the Mayor is hereby authorized to enter into an Agreement with IAFF
Local 1057 on behalf of certain employees of the City of Fairview Park, a copy of which is attached
hereto as “Exhibit A”, with such revisions that may be made by the Finance Director / HR Manager
and the Director of Law and approved by the Mayor without altering the substance thereof.
SECTION 2. It is found and determined that all formal actions of this Council concerning
and relating to the adoption of this Ordinance were adopted in an open meeting of this Council,
and that all deliberations of this Council and any of its Committees that resulted in such formal
action were in meetings open to the public in compliance with all legal requirements.
SECTION 3. That any and all ordinances in conflict with the express provisions of this
Agreement are superseded by this Agreement.
SECTION 4. That this Ordinance is hereby declared to be an emergency measure,
necessary for the immediate preservation of the public peace, health, safety and welfare and for
the further reason that it will immediately comply with the terms of the Agreement, and provided
it receives the affirmative vote of a majority plus one of the members elected to Council, it shall
take effect and be in force immediately upon its passage and approval by the Mayor, otherwise
from and after the earliest period allowed by law.
Ordinance 26-__ | Page 1

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PASSED: 1st reading:
APPROVED: 2nd reading:
3rd reading:
___________________________________
Bridget C. King, Council President
____________________________________
Bill Schneider, Mayor
_____________________________________
Liz L. Westbrooks, Clerk of Council
Ordinance 26-__ | Page 2

[PAGE 5]
AN AGREEMENT
BETWEEN
THE CITY OF FAIRVIEW PARK, OHIO
and
INTERNATIONAL ASSOCIATION OF FIRE FIGHTERS
LOCAL 1057, AFL-CIO
Effective January 1, 2026 through December 31, 2028

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TABLE OF CONTENTS
PAGE
ARTICLE 1 - PREAMBLE ..............................................................................................................1
ARTICLE 2 - PURPOSE AND INTENT ...................................................................................... 1
ARTICLE 3 - RECOGNITION ....................................................................................................... 1
ARTICLE 4 - MANAGEMENT RIGHTS ...................................................................................... 1
ARTICLE 5 - NO-STRIKE ............................................................................................................. 2
ARTICLE 6 - DUES DEDUCTIONS ..............................................................................................3
ARTICLE 7 - NON-DISCRIMINATION ....................................................................................... 4
ARTICLE 8 - UNION BUSINESS.................................................................................................. 4
ARTICLE 9 - PRINTING AND SUPPLYING AGREEMENT ..................................................... 5
ARTICLE 10 - BULLETIN BOARDS ............................................................................................ 5
ARTICLE 11 - APPOINTMENTS AND VACANCIES ................................................................ 5
ARTICLE 12 - RULES AND REGULATIONS ............................................................................. 6
ARTICLE 13 - PERSONNEL FILES AND POLICY. .................................................................... 6
ARTICLE 14 - LABOR-MANAGEMENT COMMITTEE ........................................................... 7
ARTICLE 15 - LOCKERS .............................................................................................................. 7
ARTICLE 16 - CONTRACTING .................................................................................................... 8
ARTICLE 17 - PROBATIONARY PERIOD .................................................................................. 8
ARTICLE 18 - DEFINITION OF SENIORITY .............................................................................. 8
ARTICLE 19 - TRANSFERS ........................................................................................................ 10
ARTICLE 20 - SEVERANCE PAY .............................................................................................. 10
ARTICLE 21 - TOUR & STAND-BY .......................................................................................... 11
ARTICLE 22 - SANITATION, MAINTENANCE AND UPKEEP ............................................. 11
ARTICLE 23 - LIGHT DUTY ....................................................................................................... 11
ARTICLE 24 - MILITARY LEAVE ............................................................................................. 11
ARTICLE 25 - ABSENCE FOR COURT APPEARANCES ........................................................ 12
ARTICLE 26 - JURY DUTY ......................................................................................................... 12
ARTICLE 27 - MATERNITY LEAVE ....................................................................................... 12
ARTICLE 28 - FUNERAL LEAVE .............................................................................................. 12
ARTICLE 29 - SICK LEAVE ....................................................................................................... 13
ARTICLE 30 - INJURY LEAVE ................................................................................................... 15
ARTICLE 31 - VACATION LEAVE ............................................................................................ 16
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ARTICLE 32 - HOLIDAYS .......................................................................................................... 17
ARTICLE 33 - WORKWEEK ....................................................................................................... 18
ARTICLE 34 - OVERTIME .......................................................................................................... 18
ARTICLE 35 - PAY DAY ............................................................................................................. 19
ARTICLE 36 - HOSPITALIZATION/LIFE INSURANCE ......................................................... 19
ARTICLE 37 - RATES OF PAY ................................................................................................... 21
ARTICLE 38 - TUITION REIMBURSEMENT ........................................................................... 22
ARTICLE 39 - LIABILITY .......................................................................................................... 22
ARTICLE 40 - MILEAGE............................................................................................................. 23
ARTICLE 41 - SCHOOLING ....................................................................................................... 23
ARTICLE 42 - PENSION "PICK-UP" .......................................................................................... 24
ARTICLE 43 - LONGEVITY........................................................................................................ 24
ARTICLE 44 - UNIFORM ALLOW ANCE .................................................................................. 25
ARTICLE 45 - DRUG FREE WORK PLACE.............................................................................. 25
ARTICLE 46 - TOTAL AGREEMENT ....................................................................................... 25
ARTICLE 47 - CONFORMITY TO LAW .................................................................................... 25
ARTICLE 48 - OBLIGATION TO NEGOTIATE ........................................................................ 26
ARTICLE 49 - GENDER AND PLURAL .................................................................................... 26
ARTICLE 50 - HEADINGS .......................................................................................................... 27
ARTICLE 51 - GRIEVANCE PROCEDURE ............................................................................... 27
ARTICLE 52 - ARBITRATION PROCEDURE .......................................................................... 29
ARTICLE 53 - DURATION .......................................................................................................... 30
ARTICLE 54 - EXECUTION ........................................................................................................ 31
EXHIBIT A .................................................................................................................................... 32
MEMORANDUM OF UNDERSTANDING NUMBER ONE ..................................................... 33
MEMORANDUM OF UNDERSTANDING NUMBER TWO ..................................................... 34
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ARTICLE 1 - PREAMBLE
1.01 This Agreement is hereby entered into by and between the City of Fairview Park, Ohio,
hereinafter referred to as the "Employer" and the International Association of Fire Fighters, Local 1057,
AFL-CIO, hereinafter referred to as the "Union."
ARTICLE 2 - PURPOSE AND INTENT
2.01 In an effort to continue harmonious and cooperative relationships with its employees
and to insure the orderly and uninterrupted efficient operations of government, the Employer now
desires to enter into an agreement reached through collective bargaining which will have for its
purposes, among others, the following: 1) to recognize the legitimate interests of the employees of the
Employer to participate through collective bargaining in the determination of the terms and conditions
of their employment; 2) to promote fair and reasonable working conditions; 3) to promote efficiency
and service to the citizens of the City of Fairview Park, Ohio; 4) to avoid interruption or interference
with the efficient operation of the Employer's business; and 5) to provide a basis for the adjustment of
matters of mutual interest by means of amicable discussion.
ARTICLE 3 - RECOGNITION
3.01 The Employer hereby recognizes the Union as the sole and exclusive bargaining agent
with respect to wages, hours, and other terms and conditions of employment, as provided by the State
Employment Relations Act, for all full-time employees employed in the Fire Department occupying the
positions of fireman, lieutenant and captain, excluding all part-time, seasonal, and temporary
employees. All other employees of the Employer are excluded from the bargaining unit. Said
recognition shall continue for a term as provided by law.
ARTICLE 4 - MANAGEMENT RIGHTS
4.01 Not by way of limitation of the following paragraph, but to only indicate the type of
matters or rights which belong to and are inherent to the Employer, the Employer retains the right to:
1) hire, discharge, transfer, suspend and discipline employees; 2) determine the number of persons required
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to be employed, laid off or discharged; 3) determine the qualifications of employees covered by this
Agreement; 4) determine the starting and quitting time and the number of hours to be worked by its
employees; 5) make any and all reasonable rules and regulations; 6) determine the basis for selection,
retention and promotion of employees to or for positions not within the bargaining unit established by this
Agreement; 7) determine the type of equipment used and the sequence of work processes; 8) determine the
making of technological alterations by revising either process or equipment, or both; 9) determine
reasonable work standards and the work to be performed; 10) select and locate buildings and other facilities;
11) establish, expand, transfer and/or consolidate work processes and facilities; 12) consolidate, merge or
otherwise transfer any or all of its facilities, property, processes or work with or to any other municipality or
entity or effect or change in any respect the legal status, management or responsibility of such property,
facilities, processes or work; 13) terminate or eliminate all or any part of its work or facilities.
4.02 In addition, the Union agrees that all of the functions, rights, powers,
responsibilities and authority of the Employer in regard to the operation of its work and business and the
direction of its workforce which the Employer has not specifically abridged, deleted, granted or modified
by the express and specific written provisions of the Agreement are, and shall remain, exclusively those of
the Employer.
4.03 The Employer reserves the right to establish policies and procedures to insure the City's
compliance with the federal Americans with Disabilities Act and the federal Family and Medical Leave
Act.
ARTICLE 5 - NO-STRIKE
5.01 The Union hereby affirms and agrees that it will not, either directly or indirectly, call,
sanction, encourage, finance or assist in any way, nor shall any employee instigate or participate, either
directly or indirectly, in any strike, slowdown, walkout, work stoppage, or other concerted interference
with or the withholding of services from the Employer.
5.02 In addition, the Union shall cooperate at all times with the Employer in the continuation
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of its operations and services and shall actively discourage and attempt to prevent any violation of this
article. If any violation of this article occurs, the Union shall immediately notify all employees that the
strike, slowdown, work stoppage, or other concerted interference with or the withholding of services
from the Employer is prohibited, not sanctioned by the Union and order all employees to return to work
immediately.
5.03 It is further agreed that any violation of the above shall be grounds for disciplinary action.
5.04 The Employer agrees not to lock out any employees.
ARTICLE 6 - DUES DEDUCTIONS
6.01 During the term of this agreement, the Employer shall deduct regular monthly Union
dues from the wages of those employees who have voluntarily signed dues deductions authorization
forms permitting said deductions. The dues deductions shall be made from the first and second pay
checks of each month in equal amounts. If the employee's pay for a pay period is insufficient to cover
the amount to be deducted, the Employer will make the deduction from the next pay check, providing
the employee's check is sufficient to cover the deduction.
6.02 The Employer agrees to supply the Union with a list of those employees for whom dues
deductions have been made. The Union may change the amount deducted from its members on a semi-
annual basis. The Union agrees to notify the Finance Director in writing thirty (30) days prior to any
anticipated changes.
6.03 A check in the amount of the total dues withheld from those employees authorizing a
dues deduction shall be tendered to the Treasurer of the Union within thirty (30) days from the date of
making said deductions.
6.04 The Union hereby agrees to hold the Employer harmless from any and all liabilities or
damages which may arise from the performance of its obligations under this article, and the Union shall
indemnify the Employer for any such liabilities or damages that may arise.
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ARTICLE 7 - NON-DISCRIMINATION
7.01 The City of Fairview Park is an equal opportunity employer. The City's Equal
Employment Opportunity policy was established to ensure that all actions taken regarding employees,
including, but not limited to, recruitment, placement, promotion, compensation, benefits, training,
transfers, layoffs, and recalls are non-discriminatory and are based upon individual merit, ability, and
performance. All personnel actions and conditions of employment are administered without regard to
race, color, religion national origin, age, sex, disability, veteran status, citizenship status, or sexual
orientation.
7.02 The Union expressly agrees that membership in the Union is at the option of the
employee and that it will not discriminate with respect to representation between members and
nonmembers.
7.03 There shall be no discrimination, interference, restraint or coercion by the Employer
against any employee for any lawful activity on behalf of or membership in the Union. There shall be
no discrimination, interference, restraint or coercion by the Employer against any employee for any
lawful activity on behalf of or membership in the Union.
ARTICLE 8 - UNION BUSINESS
8.01 Employees elected or appointed to represent the Union shall be granted time to perform
activities related to the grievance procedure without loss of pay. Union activities may be allowed at the
fire station. Union meetings shall be permitted in the recreation room and kitchen area of the fire station,
and all on-duty Union members shall be allowed to attend, providing such activity, meetings and
attendance does not interfere with the operation of the Department and the Employer is notified in
advance.
8.02 The Union President or designee shall be granted direct access to the Mayor, Fire Chief
and Assistant Chief for the purpose of transacting matters relating to Union business.
8.03 The Employer shall permit the Union to use space in the classroom for two (2) file
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cabinets and typewriter, and shall allow the Union continued use of the storage area in the classroom
closet until the Employer determines such space is needed for departmental use.
8.04 The Union President or his designee shall be entitled to not more than three (3) tours
off in increments of not less than three (3) hours each, with pay, per calendar year, for the purpose of
attending Union functions. The hours may be borrowed ahead from the following year and any unused
hours may be carried over to the following year. The Union shall give the City not less than seven (7)
calendar days' written notice of the use of such time, and such time shall be subject to the scheduling
considerations as approved by the Fire Chief.
ARTICLE 9 - PRINTING AND SUPPLYING AGREEMENT
9.01 This Agreement shall be printed and supplied to each employee by the Employer at
no cost to the employee.
ARTICLE 10 - BULLETIN BOARDS
10.01 The Employer shall supply the Union with a locked bulletin board, which will be
located in the classroom and bulletin board space in the kitchen. The Union shall be responsible for the
care, maintenance and replacement of the locked bulletin board. The Employer shall have the right to
order in writing the removal of any material not in conformance with paragraphs 11.02 and 11.03 below.
10.02 No notices, memoranda, posters or other forms of communication will be posted on the
bulletin boards that contain any defamatory, political (except Union election notices), controversial
material or any material critical of the Employer or any employee of the Employer. The Union shall
supply one copy of each such posted material to the Employer upon the posting of such material.
10.03 All material shall be dated as the date of posting and shall be removed after being
posted for fourteen (14) calendar days or the day after the event being advertised if such event is
scheduled to occur later than fourteen (14) days from the date of posting.
ARTICLE 11 - APPOINTMENTS AND VACANCIES
11.01 All officers and fire fighters shall be appointed pursuant to the rules and regulations of
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the Civil Service Commission.
11.02 The Employer and the Union agree that the Employer retains the right to administer
promotional tests for the ranks of Lieutenant and Captain. The parties agree that such promotional tests
will be administered and scored by an independent professional testing service. Scores will be allocated
between oral, written and seniority components. For the promotional examination for the position of
Lieutenant, the scores generated by the testing company will be weighted by the Civil Service
Commission; thirty percent (30%) for the oral component and seventy percent (70%) for the written
component. For the promotional examination for the position of Captain, the scores generated by the
testing company will be weighted by the Civil Service Commission; forty percent (40%) for the oral
component and sixty percent (60%) for the written component. After the oral component and written
component of the test are scored with a value of up to one hundred (100) points, seniority points of no
more than ten (10) points will be added.
ARTICLE 12 - RULES AND REGULATIONS
12.01 It is agreed that a committee of bargaining unit members shall be established for the
purpose of evaluating the Fire Department's Rules and Regulations. The Committee shall consist of
not more than three (3) bargaining unit members.
12.02 The Committee will submit any recommendations in written form to the Chief for his
review and study. If any recommendations or proposals are rejected by the Chief, they shall be returned
to the Committee for further review and study, and, if deemed appropriate, subsequent resubmission to
the Chief for his approval or disapproval or modifications. Any response by the Chief shall be made
in a reasonable amount of time. Should the Committee and the Chief be unable to agree over any work
rule, the Mayor shall decide the issue.
12.03 Rules and regulations shall be administered as equitably as possible upon all employees.
ARTICLE 13 - PERSONNEL FILES AND POLICY
13.01 Understanding that in the Administration of the Department the Employer maintains
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individual personnel files, the employee may, and on an annual basis, be permitted to review their
personnel file with at least a five (5) calendar day written request. In addition, a
department member may inspect his/her file once in direct response to a pending grievance or official
matter.
13.02 Should an employee, upon review of his/her file, come across material of a negative or
derogatory nature, said employee may provide a written and signed comment in rebuttal, mitigation or
explanation of said material, which comment shall remain in the employee's file so long as the negative
material remains.
13.03 When a department member is charged with or is under investigation for contended
violations or departmental rules and regulations, reasonable efforts consistent with applicable law shall
be made to withhold publication of the officer's name, photograph or personal information, and the
extent of disciplinary action taken or contemplated until such time as final interdepartmental ruling has
been made and served upon the officer.
13.04 Discipline will be treated as follows:
(a) Written reprimands will no longer be counted if, after two (2) years, there have
been no additional disciplinary violations.
(b) Suspensions will no longer be counted if, after three (3) years, there have been
no additional disciplinary violations.
Thereafter, such reprimand or suspension will not be used for future discipline.
ARTICLE 14 - LABOR-MANAGEMENT COMMITTEE
14.01 There shall be created a Labor-Management Committee comprising of not more than
three (3) representatives of the Employer and Union, respectively. Such Committee shall meet as
requested by either party to discuss matters of mutual concern, except that matters subject to
negotiations or grievance shall not be discussed without mutual agreement of the parties.
ARTICLE 15 - LOCKERS
15.01 Each employee shall normally be assigned two (2) personal lockers which shall be the
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sole responsibility of the employee to clean, and no other employee of the Employer, supervisory
or otherwise, shall be permitted access to such personal lockers without the employee assigned to the
lockers or Union representative being present at such inspection.
ARTICLE 16 – CONTRACTING
16.01 The Employer shall not contract out any work that results in the layoff of any
members of the bargaining unit.
ARTICLE 17 - PROBATIONARY PERIOD
17.01 The probationary period for all newly hired employees shall not exceed twenty-four
(24) months.
17.02 The Employer shall have the sole discretion to discipline or discharge newly hired
probationary employees, and any such action shall not be appealable through any Grievance or
Arbitration Procedure herein contained, or any Civil Service procedure.
17.03 Upon hire, an employee shall be provided an initial basic uniform issue, as determined
by the Fire Chief. Upon the successful completion of ninety (90) continuous calendar days of
employment, the employee shall be given the difference between the cost of the initial uniform issue
and the annual uniform allowance. An employee who voluntarily leaves the employment of the City of
Fairview Park within the probationary period set forth in Section 18.01, above, shall be required to
reimburse the City of Fairview Park for all training and uniform costs as a condition precedent to
receiving his final paycheck.
ARTICLE 18 - DEFINITION OF SENIORITY
18.01 Seniority shall be defined as an employee's uninterrupted length of continuous
employment with the Employer. A probationary employee shall have no seniority until he satisfactorily
completes the probationary period, which will be added to his total length of continuous employment.
18.02 An employee’s seniority shall be terminated when one or more of the following occur:
(a) He resigns;
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(b) He is discharged for just cause;
(c) He is laid off for a period of time exceeding twelve (12) months;
(d) He retires;
(e) He fails to report for work two (2) consecutive working days without having
given the Employer advance notice of his pending absence, unless he is
physically unable to do so as certified by the appropriate authority;
(f) He becomes unable to perform his job duties due to illness or injury and is
unable to return to work upon the expiration of any leave applicable to him;
or
(g) He refuses to recall or fails to report to work within five (5) working days
from the date the employee receives a recall notice by certified mail.
18.03 If two or more employees are hired or appointed on the same date, their relative
seniority shall be determined by their ranking on the Civil Service Eligibility list at time of hire.
18.04 Where, because of lack of work, lack of funds or reorganization resulting in
abolishment of jobs or functions, the Employer determines it necessary to reduce the size of its
workforce, the Employer shall give written notice to the Union President or his designee no less than
fourteen (14) days in advance of any such layoff, indicating how many employees will be affected and
what department(s) are being reduced. Such reduction shall be made in accordance with the provisions
hereinafter set forth.
18.05 Employees shall be laid off according to their relative seniority with the least senior
employees being laid off first, providing that all newly hired probationary employees are laid off first.
18.06 Recalls shall be in the inverse order of layoff and a laid-off employee shall retain
his or her right to recall for twelve (12) months from the date of his or her layoff.
18.07 Notice of recall shall be sent to the employee's address listed on the Employer's records
and shall be sent by certified mail. An employee who refuses recall or does not report for work within
five (5) working days from the date the employee receives the recall notice shall be considered to have
resigned his position and forfeits all rights to employment with the Employer.
18.08 Employee(s) scheduled for layoff shall be given a minimum of seven (7) days' advance
notice of layoff.
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18.09 Each notice of layoff shall contain the following information:
(a) The date of layoff or displacement becomes effective;
(b) The employee's seniority date in the classification;
(c) A statement advising the employee of the right to recall and re-employment.
18.10 In the event of extenuating circumstances such as illness, injury, or other good cause
preventing the employee from returning within the time limit above, the City may, at its sole
discretion, grant a reasonable extension, not to exceed thirty (30) days.
18.11 Recall lists shall be kept current by the City. The Union President shall be furnished
and/or forwarded a copy of all recall lists as they are made current by the City.
ARTICLE 19 - TRANSFERS
19.01 Any time a man is to be transferred for a non-emergency reason, he will be given seven
(7) days' advance notice. This entire seven (7) day period, or any portion of it, may be waived by mutual
consent of the person being transferred and the Department.
19.02 Any routine and non-emergency shift transfers being made by the Department for the
coming calendar year shall be posted prior to November 30, providing the necessity of such transfer is
known by the Employer. In the event such a transfer is made subsequent to vacation selection, the
Employer shall make provisions to protect the employees selected vacation periods when possible.
ARTICLE 20 - SEVERANCE PAY
20.01 Any employee whose employment with the Employer is voluntarily terminated shall be
paid all accrued time at his normal hourly rate, except as otherwise provided in this Agreement.
Longevity, vacations, holiday pay as defined in Article 33-Section 33.01, hazardous material operations
pay, hazardous material technician pay and uniform allowance payments shall be prorated. For
longevity pay and vacation pay, the proration shall be based on the employee's hiring anniversary
date. For all other pays, the proration shall be based on the calendar year.
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ARTICLE 21 - TOUR & STAND-BY
21.01 Upon advance approval of the respective shift commanders, employees may exchange
tours, or stand-by for each other providing the exchange does not interfere with the operation of the
Fire Department.
ARTICLE 22 - SANITATION, MAINTENANCE AND UPKEEP
22.01 The Employer agrees to supply and make available all materials required in the
necessary day-to-day maintenance and upkeep of the Fire Station. The Employer furthermore agrees
to supply all items necessary to maintain satisfactory sanitary conditions of all quarters within the Fire
Station.
22.02 The employer agrees to provide $1,000.00 for the Fairview Park Fire Department to
purchase "household items" for the firehouse, effective annually year upon passage of this agreement
by Fairview Park City Council. For the purposes of this clause, "household items" do not include major
appliances (stoves, refrigerators, microwave ovens, etc.) or maintenance items. The Fire Department
will follow the requirements of the finance department for expending these funds.
ARTICLE 23 - LIGHT DUTY
23.01 When a member of the Fire Department is found to be fit to return to duty in a
capacity less than normally performed, he may, at the discretion of the Chief, be returned to a status
of Light Duty. All requests by employees for light duty shall be filed in writing, and must be with
the express authorization, in writing, of the employee's personal physician. Based upon scheduling,
performance considerations and availability of work, such requests for light duty shall not be
unreasonably denied.
ARTICLE 24 - MILITARY LEAVE
24.01 Any employee who is a member of the reserve forces of the United States or of the
State of Ohio, and who is ordered by the appropriate authorities to attend a training program or
perform other duties under the supervision of the United States or of the State of Ohio, shall be
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granted a paid leave of absence during the period of such activity but not to exceed fifteen (15)
calendar days in any calendar year. Such paid leave shall not reduce the employee's seniority status,
vacation, sick leave or other benefits.
ARTICLE 25 - ABSENCE FOR COURT APPEARANCES
25.01 The Employer shall grant employees an absence without pay for court appearances,
other than those pertaining to jury duty or court leave.
25.02 Any employee required to appear in court on behalf of the Employer due to a duty-
related incident shall be paid a minimum of two (2) hours pay or two (2) hours work at the
employees' regular rate of pay or regular overtime rate, as appropriate.
ARTICLE 26 - JURY DUTY
26.01 Any employee required to serve as a juror shall suffer no loss in pay for such time
served.
ARTICLE 27 - MATERNITY LEAVE
27.01 An employee who becomes pregnant may utilize sick leave benefits for periods of
incapacitation, as though such sick leave was for any type of illness, at any time during her term of
pregnancy. She may be granted up to a one (1) year leave of absence, without pay, which shall not
extend later than fifty-two (52) weeks after the date of termination of her pregnancy.
ARTICLE 28 - FUNERAL LEAVE
28.01 Employees shall be entitled to one (1) tour of duty off with pay, upon a death in the
immediate family, for the purposes of attending such relative's funeral. For the purpose of this article,
"immediate family" shall be defined as including the employee's parents, spouse, child, brother, sister,
parents-in-law, grandparents, grandchildren, and brother and sister-in-law if actually residing with the
employee. If a death in the immediate family occurs while the employee is on duty, he shall be excused
for the remainder of the tour, and such time shall not be charged to leave of any kind. In the event the
brother or sister-in-law does not reside with the employee, leave shall be permitted only to the extent
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that the employee attends the funeral and returns to his shift. If the death occurs outside of the State
of Ohio, the employee shall be granted a leave of absence of seven (7) days. Leave shall commence at
the time of death and shall not be deducted from sick leave.
ARTICLE 29 - SICK LEAVE
29.01 Sick leave shall be defined as an absence with pay necessitated by: 1) illness or injury to
the employee; 2) exposure by the employee to a contagious disease communicable to other employees;
3) serious illness, injury or death in the employee's immediate family; and/or 4) the birth or adoption
of a child. Sick leave for paternity purposes shall not be used in excess of three (3) tours of duty per
birth. In cases of birth complications accompanied by a physician's note, sick time can continue to be
used by the employee. Routine medical, dental, and optical examinations will not be covered by sick
leave.
29.02 All employees shall earn sick leave at the rate of five and seventy-three hundredths (5.73)
hours for every ninety-nine and six tenths (99.6) hours worked and may accumulate such sick leave to
an unlimited amount.
29.03 An employee who is to be absent on sick leave shall notify the Employer of such
absence and the reason therefore at least one hour before the start of his work shift each day he is to be
absent.
29.04 Sick leave may be used in segments of not less than one (1) hour.
29.05 Before an absence may be charged against accumulated sick leave, the Department Head
may require such proof of illness, injury or death as may be satisfactory to the Employer, or may require
the employee to be examined by a physician designated by the Department Head and paid by the
Employer. In any event, an employee absent for more than one (1) tour of duty must supply a
physician's report to be eligible for paid sick leave.
29.06 If an employee fails to submit adequate proof of illness, injury or death upon request,
or in the event that upon such proof as is submitted or upon the report of medical examination the
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Department Head finds there is not satisfactory evidence of illness, injury or death sufficient to justify
the employee's absence, such leave may be considered an unauthorized leave and shall be without pay.
29.07 Any abuse, excessive or patterned use of sick leave shall be just and sufficient cause
for disciplinary action. Excessive use shall be defined as situations where sick leave usage exceeds the
annual accrual rate for non-bona fide medical reasons.
29.08 The Department Head may require an employee who has been absent due to serious
personal illness or injury, prior to and as a condition of his return to duty, to be examined by a physician
knowledgeable in the field designated and paid by the Employer, to establish that he is not disabled
from the performance of his duties and that his return to duty will not jeopardize the health and
safety of other employees.
29.09 When the use of sick leave is due to illness or injury in the immediate family,
"immediate family" shall be defined to only include the employee's spouse, children, and parents
actually residing with the employee. When the use of sick leave is due to death in the immediate
family, "immediate family" shall be defined to only include the employee's parents, spouse, child,
brother, sister, parents-in-law, grandparents and grandchildren.
29.10 An employee who is laid off will, if recalled, have available for his necessary use
any unused sick leave existing at the time of his layoff. An employee who transfers from another
public employer in the State of Ohio within ten (10) years of separation of such employer shall be
credited with the unused balance of his accumulated sick leave, providing such sick leave was not
"bought out" upon his separation.
29.11 Upon the retirement of an employee who has not less than ten (10) years of
continuous employment with the Employer and who has qualified for retirement benefits from a
State of Ohio public employee retirement system, such employee shall be entitled to receive a cash
payment equal to his hourly rate of pay at the time of retirement or death multiplied by one-half
(½) the total number of accumulated but unused sick hours earned by the employee, as certified by
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the Finance Director, providing that such resulting number of hours to be paid shall not exceed one
thousand three hundred and seven (1,307) hours.
29.12 Employees who do not use sick leave during each calendar month shall be entitled
to two and one-half (2½) hours of comp time for each month in which no sick leave is used. Payout
of this comp time is specifically described in section 35 of this contract.
ARTICLE 30 - INJURY LEAVE
30.01 When an employee is injured in the line of duty, while actually working for the
Employer, he shall be eligible for a paid leave not to exceed ninety (90) calendar days, provided he
files under Workers' Compensation rules and regulations of the State of Ohio for monetary
compensation for his injuries incurred as a City employee.
30.02 An absence for a period of three (3) consecutive tours of duty or less may not be
charged against accumulated sick leave for minor work-related injuries not covered above if an
employee supplies adequate and written proof from the health care provider treating his injuries to his
Department Head.
30.03 It is the employee's responsibility to provide the "burden of proof' upon the official
written request of the Bureau of Workers' Compensation in order for the Bureau to certify his claim.
If the failure to provide timely information by the employee prevents the certification of the employee's
claim, injury leave will be denied by the Employer and will result in the appropriate charge to the
employee's accumulated sick leave balance. If information is not provided through no fault of the
employee, injury leave will not be denied for failure of the employee to provide "burden of proof."
30.04 If at the end of this ninety (90) day period the employee is still disabled, the leave may,
at the Employer's discretion, be extended for additional ninety (90) calendar day periods, or parts
thereof. An employee may, before the end of the second ninety (90) day leave period, provide the
Employer a written statement from the employee's treating physician which states that the employee is
not permanently disabled and will probably return to work before the end of a third ninety (90) day
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[PAGE 23]
period, or such reasonable extension thereof as is agreed to by the Employer. Based on such
representation, the Employer may, at its discretion, grant such additional ninety (90) day leave.
30.05 The Employer shall have the right to require the employee to have a physical exam by
a physician appointed by the Employer resulting in the physician's certification that the employee is
unable to work due to the injury as a condition precedent to the employee receiving any benefits under
this Article. The physician shall be knowledgeable in the field to treat and diagnose affected area/injury,
and such exam shall be paid by the City. The designated physician's opinion shall govern whether the
employee is actually disabled or not, but shall not govern whether the injury was duty related.
ARTICLE 31 - VACATION LEAVE
31.01 Vacation allowance shall be earned annually based on the following schedule:
40 hour week 49.8 hour week
2 weeks 5 24-hour tours of duty after 1 year
3 weeks 7 24-hour tours of duty after 5 years
4 weeks 10 24-hour tours of duty after 10 years
5 weeks 12 24-hour tours of duty after 15 years
6 weeks 15 24-hour tours of duty after 23 years
31.02 Vacations shall be selected within each shift by first the shift captain, then the shift
lieutenant and then fire fighters by seniority. The senior man shall begin the selection process under
the following guidelines – he may elect to take as many earned vacation days in a row as he is entitled
to, or he may choose any number of tours to be used randomly, up to seven (7), if eligible. The selection
will then pass to the next senior man for his selection, pursuant to the above. After all shift members have
made that selection, the choice shall return to the senior man on the shift and he will pick his remaining
vacation in any increment of days that he so desires.
31.03 Vacations can start on any regularly scheduled work day.
31.04 Vacations will be picked by January 1 of each year.
31.05 Days off shall be taken in the following priority:
a. vacation time;
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b. holidays; and
c. hours days.
31.06 Vacation eligibility will be re-established if a verified illness or injury
incapacitating the employee causes a vacation period to be changed.
ARTICLE 32 – HOLIDAYS
32.01 Every member of the Fire Department who works a twenty-four (24) hour tour of duty
shall be entitled to be off one (1) working day every three (3) months, plus three (3) additional working
days off selected at random during the calendar year. All such days off shall be in lieu of any holidays.
Each day off will be equal to one (1) twenty-four (24) hour tour of duty.
32.02 Any member of the Fire Department working a forty (40) hour workweek shall have
the following days off with pay: New Year's Day, Memorial Day, July 4th, Labor Day, Thanksgiving
Day, Christmas Day, their birthday and four (4) extra days selected randomly during the calendar year.
If any of the aforesaid days falls on a Saturday or Sunday, when such holiday is not being observed on
Monday, such employee shall receive comparable time off with pay on a date designated by the Mayor.
32.03 An employee shall be paid an additional twelve(l2) hours for each holiday actually
worked, the following shall be designated as holidays:
New Year’s Day Thanksgiving Day Memorial Day Christmas Eve
Christmas Day July 4th Martin Luther King Jr. Day
Labor Day Juneteenth President’s Day
32.04 Any employee who works on a state recognized holiday, not to exceed ten (10) holidays,
shall be paid an additional one (1) hour for each two (2) hours for each such shift worked.
32.05 In the event any employee is transferred to another shift, and has previously selected a
holiday, to the extent that such holiday will not require the replacement of the employee, at an overtime
rate, such holiday selection will stand as made.
32.06 Employees who work on Thanksgiving, Christmas and New Year's Day shall be paid
at time and one-half (1½).
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ARTICLE 33 - WORKWEEK
33.01 Employees shall work a normal average workweek of forty-nine and eight tenths
(49.8) hours, consisting of twenty-four (24) hours on duty followed by forty-eight (48) hours off duty.
33.02 In order to comply with the Fair Labor Standards Act, each employee shall receive one
(1) day off, each twenty-seven (27) day work period, in accordance with existing departmental policy.
ARTICLE 34 - OVERTIME
34.01 All overtime shall be paid according to the respective employee's forty-nine and eight-
tenths (49.8) hour rate, times one and one-half (1½).
34.02 Any off-duty employee called into work to staff the station during an emergency shall
be granted a minimum of three and one-half (3½) hours pay, or work, at the overtime rate set forth in
paragraph 34.01 above, so long as such time does not overlap or abut the employee's regularly
scheduled shift. Any off-duty employee called into work to provide coverage for on on-duty employee
that has been called in for a random drug test shall be granted a minimum of two (2) hours pay, or
work, at the overtime rate set forth in paragraph 34.01 above. Any off-duty employee that attends a
"we-share" provided paramedic class shall be granted a minimum of two (2) hours pay, or work, at the
overtime rate set forth in paragraph 34.01 above.
34.03 Each member of the bargaining unit has the option of receiving pay, or compensatory
time not to exceed one hundred twenty (120) hours, for hours of overtime worked. The employee may
choose whether to be paid or bank overtime hours. If an employee's "comp bank" reaches one hundred
twenty (120) hours, all overtime thereafter shall be paid. The Employer will update the "comp bank"
records each pay period. Comp time may be taken off at times approved of by the Fire Chief or his
designee and not causing further overtime for replacement. Compensatory time will be scheduled by
the employee subject to the approval of the Chief or his designate
34.04 Employees shall be able to cash out the actual dollar amount of accumulated comp time,
provided the following:
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(a) Employees may cash out up to sixty (60) hours of accumulated comp time
each payout period in whole hour increments.
b) Payouts will be made only for compensatory time accumulated more than
two (2) pay periods prior to the payout.
(c) Payouts of accumulated comp time shall be non-pensionable as set forth in the
Police and Fire Pension statute and Administrative Code Rules.
34.05 Effective January 1, 1991, overtime shall be paid at the forty-nine and eight-tenths
(49.8) hour rate.
ARTICLE 35 - PAYDAY
35.01 The bi-weekly paychecks shall be made available to employees no later than 4:00
p.m. on Thursday of pay week, unless unforeseen circumstances occur in the Finance Department.
ARTICLE 36 - HOSPITALIZATION/LIFE INSURANCE
36.01 The City and all employees have cooperated in the creation of a medical insurance
program.
The City shall pay eighty-five percent (85%) of the premium cost of the medical insurance
plan chosen by the employee; the Employee shall pay fifteen percent (15%) of said medical insurance
plan.
a) This plan shall be implemented for the duration of this agreement.
b) For Health Savings Account (HSA) participants, the City shall contribute towards
the HSA deductible as follows: $1,700 annually for the single plan; and $3,400 annuall
for the family plan(s). The plan deductibles will be set per the Internal Revenue
Service minimal deductibles for embedded High Deductible Health Plans
(HDHP’s).
c) Employees who opt out of the City provided medical plan after January 1, 2011
will be compensated on the following basis:
Single - $50.00 per month payment
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Family - $100.00 per month payment
Employees who opt out of the City provided plan must submit a letter to the Finance
Director demonstrating proof of medical coverage by another plan.
d) The Employer expressly reserves the right to change coverage or carriers, so long
as the new coverage is commensurate with or better than the existing coverage.
Coverage under this Agreement includes Medical Benefits, Prescription
Benefits, Dental Benefits and Vision Benefits, the details of which are included in
the plan document provided to employees by the carrier.
e) In the event of any dispute as to coverage hereunder, such dispute must be
addressed by the employee to the appeal committee set forth in the handbook and
shall not be subject to any grievance or arbitration procedure herein contained.
36.02 The City will administer for the benefit of the employees:
a) A Health Savings Account (HSA)
b) A Health Flexible Savings Account (FSA)
Both accounts will be administered in compliance with applicable Internal Revenue Codes.
c) The City will make HSA contributions on a monthly basis. Since the HSA
contribution is an earned benefit and is being made in advance, upon termination
of employment, the City shall be entitled to recoup any portion of the HSA
contribution that has not been earned on a prorated basis. The City may recoup
such amount by set off against any payments due from the City to the employee or
otherwise.
36.03 The City shall establish a Cost Containment Committee. The Union shall participate
in this committee by sending one delegate to the committee. The committee shall be comprised of City
management and a delegate from each union and non-union employee group. The purpose of this
committee shall be to review and recommend changes in health care coverage, if any, to the City
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Administration in keeping with sound fiscal management of the City and deliverance of the most
cost-efficient health care to its employees. After reviewing the recommendations of the Cost
Containment Committee, the City shall make a final decision based on sound fiscal management of
the City and deliverance of the most cost-efficient health care coverage to its employees. No change
to benefits or providers will be made without first discussing such change with the cost containment
committee.
36.04 For the duration of this Agreement, the City will further provide to each employee
dental and vision coverage. Employees shall pay 15% of the monthly cost of the dental and vision plan.
36.05 The Employer shall pay the full premium for a fifty thousand dollar ($50,000.00) term
life insurance policy for each employee with an additional fifty thousand dollar ($50,000.00) policy for
accidental death (policy benefits reduced by 35% at age 65, 50% at age 70).
ARTICLE 37 - RATES OF PAY
37.01 All bargaining unit employees' basic wages are set forth in Exhibit A. Effective January
1, 2026, the following equity adjustments shall be added to the step schedule:
Fireman 4 - $4,800 added to the base annual salary
Fireman 3 - $1.00/hour added to the hourly rate
Fireman 2 - $1.00/hour added to the hourly rate
Fireman 1 - $3.00/hour added to the hourly rate
In addition to these equity adjustments, the following general wage increases will be applied to
the hourly rates:
2026 3%
2027 3.5%
2028 3%
37.02 The City shall maintain a thirteen percent (13%) differential between the Lieutenant's
base wage and the base wage of the City's highest fire fighter's base rate, and a thirteen percent (13%)
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differential between the Lieutenant's base wage and the Captain's base wage.
37.03 When an ambulance is required to respond to an emergency and the officer on-duty is
not in command of that squad, a fire fighter appointed by the Chief or his designee, will be designated
as the squad leader and will receive forty-four dollars ($44.00) per twelve (12) hour time period that
the fire fighter is designated as the squad leader.
37.04.1 Hazardous Material Pay.
a. Hazardous Material Operations Pay. All certified employees, not
otherwise receiving hazardous materials technician pay under Section
38.04(b), shall receive a Three Hundred Dollars ($300.00) annual bonus
to be paid in the month of June.
b. Hazardous Material Technician Pay. All certified employees (no more
than six (6)) shall receive a Five Hundred Fifty Dollar ($550.00) annual
bonus to be paid in the month of June.
37.05 Base rates of pay are hereby attached hereto and made a part hereof and marked
Exhibit "A." The City reserves the right to hire employment candidates at any step of the Fireman step
schedule (Exhibit A), who have prior employment experience as a firefighter/paramedic.
ARTICLE 38 - TUITION REIMBURSEMENT
38.01 The City will reimburse tuition, or registration, on a course basis for a work-related
course of study in fire science, medical, or other approved course to an employee who receives a grade
of "B" or better, or a certificate of completion, in the course. This reimbursement is limited to a lifetime
maximum per employee of Five Thousand Dollars ($5,000.00).
ARTICLE 39 - LIABILITY
39.01 Consistent with Ohio Revised Code, Chapter 2744.07, the Employer shall provide for
the defense of an employee in any civil action brought against him by reason of his employment with
the City of Fairview Park.
39.02 The employee shall be represented, to the extent that he was acting in good faith and
within the scope of his employment or official responsibility. Should the Employer decline to
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represent the employee pursuant to this paragraph, the employee shall have available the remedy
guaranteed at O.R.C. 2744.07(C).
39.03 Representation and defense by the Employer shall be limited to the extent that it
shall not indemnify said employee for punitive or exemplary damages, but only those compensatory
damages where the employee was acting in good faith and within the scope of his employment.
ARTICLE 40 - MILEAGE
40.01 All employees when required by the Employer to use their own vehicle for the
Employer's business shall be paid mileage according to existing ordinance.
ARTICLE 41 - SCHOOLING
41.01 When the Employer requires an employee to participate in assigned extra education
or training, or to attend meetings conferences or conventions, all tuition expenses and travel
expenses including travel, lodging, meals, fees, tips and gratuities, and other business related
expenses shall be paid by the City, or such person shall be properly reimbursed for the expense so
incurred if the travel is first authorized by the Mayor and the Fire Chief.
(a) The maximum reimbursement for lodging, meals and incidentals shall be based on
travel location rates determined by the most recent U.S. General Services
Administration (GSA) per diem rates for Federal Employees. Taxes and gratuity are
included in the meal totals. Gratuity given in the excess of the GSA amount shall be
the responsibility of the employee and will not be reimbursed. No alcohol or personal
items not related to city business will be permitted to be reimbursed while traveling on
behalf of the City.
(b) Mileage, tolls and parking using personal vehicles for conducting city business will be
reimbursed. Mileage will be reimbursed at the current rate permitted by the internal
Revenue Service.
41.02 When a member is sent to school for five (5) days or more, the member shall be on a
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forty (40) hour work week, commencing Sunday through Saturday.
ARTICLE 42 - PENSION "PICK-UP"
42.01 As permitted by the Internal Revenue Service and Police and Fire Disability and
Pension Fund (PFDPF,) the Employer agrees to implement the "salary reduction" method for pension
"pick-up." Such plan will take effect upon approval of the Pension Board.
42.02 The employee's gross pay will be reduced by the employee's contribution rate, which
amount will be forwarded to PFDPF. Any other deductions will then be made from the reduced salary
for that period. The reduced salary shall be the income reported on the employee's W-2 form, thus
deferring taxes and the pension contribution and increasing the employee's take home pay.
ARTICLE 43 - LONGEVITY
43.01 All employees will be awarded longevity payments at the rate of one hundred dollars
($100.00) for each year of full-time service commencing on the employee's fifth (5th) anniversary date
of full-time service. At that time, the employee will become entitled to a sum of five hundred dollars
($500.00), which will be paid in a lump sum in the month of November of each year. Employees with
more than five (5) years of full-time service shall be entitled to the appropriate amount as specified in
the longevity payment schedule. Longevity shall continue to be awarded on the employee's successive
anniversary dates according to this procedure and the below listed longevity schedule.
5th Anniversary $ 500.00 16th Anniversary $1,600.00
6th Anniversary $ 600.00 17th Anniversary $1,700.00
7th Anniversary $ 700.00 18th Anniversary $1,800.00
8th Anniversary $ 800.00 19th Anniversary $1,900.00
9th Anniversary $ 900.00 20th Anniversary $2,000.00
10th Anniversary $1,000.00 21 st Anniversary $2,100.00
11th Anniversary $1,100.00 22nd Anniversary $2,200.00
12th Anniversary $1,200.00 23rd Anniversary $2,300.00
13th Anniversary $1,300.00 24th Anniversary $2,400.00
14th Anniversary $1,400.00 25th Anniversary $2,500.00
15th Anniversary $1,500.00
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ARTICLE 44 - UNIFORM ALLOWANCE
44.01 The Employer will pay all employees a uniform allowance annually, in two equal
payments according to the following schedule:
Effective 2026 - $1,650.00
Effective 2027 - $1,650.00
Effective 2028 - $1,650.00
44.02 The Employer shall continue to provide the appropriate "turn-out" gear to employees.
44.03 The Employer shall buy initial issue uniforms and replace torn and damaged uniforms,
except for wear and tear. In the event the Employer substantially changes the employee "uniform," or
any part thereof, the Employer shall provide one (1) issue of those uniform items that have changed to
each employee. In the event of a change as contemplated above, each employee shall be subject to an
annual deductible of twenty-five dollars ($25.00).
ARTICLE 45 - DRUG FREE WORK PLACE
45.01 The parties agree to a random drug-free workplace program as defined by the State of
Ohio Bureau of Workers' Compensation on the basis that all employees in the City will be subject to
such program.
ARTICLE 46- TOTAL AGREEMENT
46.01 This Agreement represents the entire agreement between the Employer and the Union
and unless specifically and expressly set forth in the express written provisions of this Agreement, all
rules, regulations, benefits and practices previously and presently in effect may be modified or
discontinued at the sole discretion of the Employer, upon advance notice to the Union.
46.02 Any such modification(s) or discontinuance(s) shall be implemented in an equitable and
non-discriminatory manner.
ARTICLE 47 - CONFORMITY TO LAW
47.01 This Agreement shall be subject to and subordinated to any applicable present and
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future federal and state laws, and the invalidity of any provision(s) of this Agreement by reason of any
such existing or future law shall not affect the validity of the surviving provisions.
47.02 If the enactment of legislation, or a determination by a court of final and competent
jurisdiction (whether in a proceeding between, the parties or in one not between the parties but
controlling by reasons of facts) renders any portion of this Agreement invalid or unenforceable, such
legislation or decision shall not effect the validity of the surviving provisions of this Agreement, which
shall remain in full force and effect as if such invalid provision(s) thereof had not been included herein.
ARTICLE 48 - OBLIGATION TO NEGOTIATE
48.01 The Employer and the Union acknowledge that during negotiations which preceded
this Agreement, each had the unlimited right and opportunity to make demands and proposals with
respect to any subject or matter not removed by law from the area of collective bargaining and that the
understandings and agreements arrived at by the parties after the exercise of that right and opportunity
are set forth in this Agreement.
48.02 Therefore, for the life of this Agreement, the Employer and the Union each voluntarily
and unqualifiedly waives the right, and each agrees that the other shall not be obligated to
bargain/negotiate collectively with respect to any subject or matter referred to, or covered in this
Agreement, or with respect to any subject or matter not specifically referred to or covered in this
Agreement even though such subjects or matters may not have been within the knowledge or
contemplation of either or both of the parties at the time they bargained/negotiated and signed this
Agreement.
ARTICLE 49 - GENDER AND PLURAL
49.01 Whenever the context so requires, the use of words herein in the singular shall be
construed to include the plural, and words in the plural, the singular, and words whether in the
masculine, feminine or neuter gender shall be construed to include all of said genders. By the use of
either the masculine or feminine genders, it is understood that said use is for convenience purposes only
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and is not to be interpreted to be discriminatory by reason of sex.
ARTICLE 50 - HEADINGS
50.01 It is understood and agreed that the use of headings before articles or sections is for
convenience only and that no heading shall be used in the interpretation of said article or section not
effect any interpretation of any article or section.
ARTICLE 51 - GRIEVANCE PROCEDURE
51.01 Every employee shall have the right to present his grievance in accordance with the
procedures provided herein, free from any interference, coercion, restraint, discrimination or reprisal
and shall have the right to be represented by a person of his own choosing at all stages of the Grievance
Procedure. It is the intent and purpose of the parties to this Agreement that all grievances shall be
settled, if possible, at the lowest step of this procedure. All grievances shall be submitted on proper
form.
51.02 For the purposes of this procedure, the below listed terms are defined as follows:
a. Grievance - A "grievance" shall be defined as a dispute or controversy
arising from the alleged misapplication or misinterpretation of only the
specific and express written provision of this Agreement.
b. Aggrieved party - The "aggrieved party" shall be defined as only any
employee or group of employees within the bargaining unit actually filing a
grievance.
c. Party in Interest - A "party in interest" shall be defined as any employee of
the employer named in the grievance who is not the aggrieved party.
Days - A "day" as used in this procedure shall mean calendar days, as provided for
in this Agreement.
51.03 The following procedures shall apply to the administration of all grievances filed
under this procedure:
a. All grievances shall include: 1) the name and position of the aggrieved party; 2) the identity
of the provisions of this Agreement involved in the grievance; 3) the time and place where
the alleged event or conditions constituting the grievance took place;
4) the identity of the party responsible for causing the said grievance, if known to the
aggrieved party; and 5) a general statement of the nature of the grievance and the redress
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sought by the aggrieved party.
b. All decisions shall be rendered in writing at each step of the grievance procedure. Each
decision shall be transmitted to the aggrieved party and his representative, if any.
c. If a grievance affects a group of employees working in different locations, with different
principals, or associated with an employer-wide controversy, it may be submitted at Step 3.
d. The preparation and processing of grievances may be conducted during working hours,
providing such preparation and processing does not interfere with the operation of the
Department.
e. The aggrieved party or Union representative, or necessary witnesses, shall suffer no loss in
pay for time away from their City job while attending meetings pursuant to steps of the
grievance procedure when scheduled at the Employer's convenience or arbitration hearings.
f. Nothing contained herein shall be construed as limiting the right of any employee having
a grievance to discuss the matter informally with any appropriate member of the
administration and having said matter informally adjusted without the intervention of the
Union, provided that the adjustment is not inconsistent with the terms of this Agreement. In
the event that any grievance is adjusted without a formal determination, pursuant to this
procedure, while such adjustment shall be binding upon the aggrieved party and shall, in all
respects, be final, said adjustment shall not create a precedent or ruling binding upon the
Employer in future proceedings.
g. The grievant may choose a union representative (including attorney), to represent him at
any step of the grievance procedure. This shall be the sole and exclusive procedure for
disputes concerning any contractual violation or any type of discipline or discharge actions.
h. The time limits provided herein will be strictly adhered to and any grievance not filed
initially or appealed within the specified time limits will be deemed waived and void. If
the Employer fails to reply within the specified time limit, the grievance shall automatically
move to the next step. The time limits specified for either party may be extended only by
written mutual agreement.
i. This procedure shall not be used for the purpose of adding to, subtracting from or altering
in any way any of the provisions of this Agreement.
j. Upon answering the grievance, the City shall provide, to the Union, a copy of the grievance,
as filed, and the City's answer thereto. The Union may keep the original of the grievance
but must submit to the City a copy bearing the original signature of the Union president.
51.04 All grievances shall be administered in accordance with the following steps of the
grievance.
Step 1: An employee or the Union asserting a grievance shall submit it in writing
to the Chief within twenty-one (21) days from the date of the occurrence of the facts giving
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[PAGE 36]
rise to the grievance. The Chief shall convene a meeting within seven (7) days of the receipt
of the appeal. The meeting will be held with the aggrieved party and/or his representative, if
he requests one. The Chief shall issue a written decision to the aggrieved party, with a copy
to the aggrieved party's representative, if any, within seven (7) days from the date of the
meeting.
Step 2: If the aggrieved party is not satisfied with the written decision at the
conclusion of Step 1, a written appeal of the decision may be filed with the Mayor within
seven (7) days from the date of the rendering of the decision in Step 1. Copies of the written
decisions shall be submitted with the appeal. The Mayor, or his designee, shall convene a
meeting within fourteen (14) days of the receipt of the appeal. The meeting will be held
with the aggrieved party, his representative, if any, and any other party necessary to provide
the required information for the rendering of a proper decision. The Mayor, or his designee,
shall issue a written decision to the employee, with a copy to the employee's representative,
if any, within fourteen (14) days from the date of the meeting. If the aggrieved party is not
satisfied with the decision at Step 4, he may proceed to arbitration pursuant to the
Arbitration Procedure herein contained.
ARTICLE 52 - ARBITRATION PROCEDURE
52.01 In the event a grievance is unresolved after being processed through all of the steps
of the Grievance Procedure, unless mutually waived or having passed through the various steps by
time limit default(s) of the Employer, then, within twenty-one (21) days after the rendering of the
decision at Step 4, or a time limit default by the Employer at Step 2, the aggrieved party may
submit the grievance to arbitration by notifying the American Arbitration Association and the
other party, and requesting a panel of seven (7) arbitrators (“list-only” service). The names will be
stricken alternatively (Union striking first) until one name remains, who shall be designated the
arbitrator to hear the grievance in question.
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[PAGE 37]
52.02 The arbitrator shall have no power or authority to add to, subtract from, or in any
manner alter the specific terms of this Agreement, or to make any award requiring the commission
of any act prohibited by law, or to make any award that itself is contrary to law or violates any of
the terms and conditions of this Agreement.
52.03 The arbitrator shall not decide more than one (1) grievance on the same hearing
day or series of hearing days, except by mutual written agreement of the parties.
52.04 The hearing(s) shall be conducted pursuant to the Rules of Voluntary Arbitration of
the American Arbitration Association.
52.05 The fees and expenses of the arbitrator and the cost of the hearing room, if any,
shall be shared equally by the parties. All other expenses shall be borne by the party incurring
them. Neither party shall be responsible for any of the expenses incurred by the other party.
52.06 The arbitrator's decision and award will be in writing and delivered within
thirty (30) days from the date the record is closed. The decision of the arbitrator shall be final
and binding upon the parties.
52.07 The Union agrees to indemnify and hold the Employer harmless against any
and all claims, demands, suits or other forms of liability that may arise out of any determination
that the Union failed to fairly represent a member of the bargaining unit during the exercise of
his rights as provided by the Grievance and Arbitration Procedures herein contained.
ARTICLE 53 – DURATION
This Agreement shall become effective on the date of ratification, March 23, 2026, and shall
continue in full force and effect, along with any amendments made and annexed hereto, until
midnight, December 31, 2028.
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[PAGE 38]
ARTICLE 54 – EXECUTION
IN WITNESS THEREOF, the parties hereto have set their hands and seal this ______ day of
______________________, 2026.
CITY OF FAIRVIEW PARK, OHIO INTERNATIONAL ASSOCIATION OF
FIRE FIGHTERS, LOCAL 1057, AFL-CIO
By: By:
Mayor Bill Schneider Peter Bartkiewicz, President
By: By:
Ryan Myers, Vice President
By: By:
Douglas Sadowski, Treasurer
Date: By:
Joseph Palmer, Secretary
The legal form and correctness of Date:
this document is hereby approved.
A. Steven Dever, Law Director
City of Fairview Park
31

[PAGE 39]
EXHIBIT A
Rank 2026 Hourly 2027 Hourly 2028 Hourly
Captain $48.16 $49.85 $51.34
Lieutenant $42.62 $44.11 $45.44
Fireman 4 $37.72 $39.04 $40.21
Fireman 3 $32.93 $34.08 $35.10
Fireman 2 $29.00 $30.01 $30.91
Fireman 1 $27.15 $28.10 $28.94
Rank 2026 Hourly 2027 Hourly 2028 Hourly
Captain $48.16 $49.85 $51.34
Lieutenant $42.62 $44.11 $45.44
Fireman 4 $37.72 $39.04 $40.21
Fireman 3 $32.93 $34.08 $35.10
Fireman 2 $29.00 $30.01 $30.91
Fireman 1 $27.15 $28.10 $28.94
Rank 2026 Salary 2027 Salary 2028 Salary
Captain $124,715 $129,092 $132,950
Lieutenant $110,369 $114,227 $117,671
Fireman 4 $97,680 $101,098 $104,128
Fireman 3 $85,276 $88,254 $90,895
Fireman 2 $75,098 $77,714 $80,045
Fireman 1 $70,308 $72,768 $74,943
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[PAGE 40]
MEMORANDUM OF UNDERSTANDING NUMBER ONE
BETWEEN THE
CITY OF FAIRVIEW PARK AND IAFF, LOCAL 1057
The City of Fairview Park and IAFF, Local 1057 agree as follows:
The City agrees to assign eight (8) firefighters to each of the three (3) shifts. When an
individual shift has eight(8) firefighters assigned, up to two (2) firefighters may be granted paid
time off in accordance with the Collective Bargaining Agreement.
If there are eight (8) or fewer firefighters assigned to a shift and, due to a combination of
paid time off and paid sick leave use, fewer than six (6) firefighters report to work for that particular
shift, the City is required to authorize overtime in order to ensure that there are six (6) firefighters
working for that particular shift.
If, due to the departure of a firefighter from the employment of the City for any reason a
shift falls below eight (8) firefighters assigned, the City will have up to sixty (60) days to fill the
position and return assigned shift strength to eight (8) firefighters before the requirement applies
to call in overtime as described above. A firefighter who is terminating his or her employment with
the City must inform the Fire Chief and the Mayor in writing not less than ninety (90) days in
advance of his or her last day of work.
The foregoing is the agreed-to understanding of the parties.
CITY OF FAIRVIEW PARK, OHIO INTERNATIONAL ASSOCIATION OF
FIRE FIGHTERS LOCAL 1057, AFL CIO
By: By:
Mayor Bill Schneider Peter Bartkiewicz, President
By: By:
Ryan Myers, Vice President
By: By:
Douglas Sadowski, Treasurer
Date: By:
Joseph Palmer, Secretary
The legal form and correctness of
this document is hereby approved. Date:
A. Steven Dever, Law Director
City of Fairview Park
33

[PAGE 41]
MEMORANDUM OF UNDERSTANDING NUMBER TWO
BETWEEN THE
CITY OF FAIRVIEW PARK AND IAFF, LOCAL 1057
The City of Fairview Park and IAFF, Local 1057 agree as follows:
If a shift should fall below the six (6) assigned firefighters due to the appropriate use of
firefighter injury or sick leave, the City will authorize overtime to maintain the minimum staffing level
of six (6) at an annual cap of overtime of One Hundred Twenty Thousand Dollars ($120,000) for 2026,
One Hundred and Twenty Three Thousand Dollars ($123,000) in 2027 and One Hundred Twenty Six
Thousand Five Hundred Dollars ($126,500) in 2028. Once these overtime-cap amounts have been
expended, the City will not be required to call in overtime when a shift falls to five (5) firefighters
because of an appropriate use of paid sick leave or injury leave. However, for purposes of this
memorandum, the time of any individual firefighter who is in excess of four (4) consecutive shifts of
the appropriate use of firefighter injury or sick leave shall not be counted against the overtime caps set
forth above.
Overtime costs associated with maintaining at least one on duty Officer in Charge (OIC) shall
not reduce the allocated overtime budget due to the fact that an OIC of the daily shift is a separate
requirement of the Fire Department Rules and Regulations and would be an incurred cost regardless of
minimum daily staffing requirements.
It is further agreed the parties shall negotiate the cap amounts set forth above at each negotiation
of the contract in the future. However, the parties agree that said amount shall, at a minimum, be
increased at the percent amount of salary increase of any renewed contract.
The foregoing is the agreed-to understanding of the parties.
CITY OF FAIRVIEW PARK, OHIO INTERNATIONAL ASSOCIATION OF
FIRE FIGHTERS LOCAL 1057, AFL CIO
By: By:
Mayor Bill Schneider Peter Bartkiewicz, President
By: By:
Ryan Myers, Vice President
By: By:
Douglas Sadowski, Treasurer
Date: By:
Joseph Palmer, Secretary
The legal form and correctness of
this document is hereby approved. Date:
A. Steven Dever, Law Director
City of Fairview Park
34

[PAGE 42]
CITY OF FAIRVIEW PARK
ORDINANCE NO.: 26-
REQUESTED BY: MAYOR BILL SCHNEIDER
SPONSORED BY: COUNCILWOMAN GREENFIELD
AN ORDINANCE AUTHORIZING THE MAYOR OF THE CITY OF FAIRVIEW
PARK, OHIO, TO ENTER INTO AN AGREEMENT WITH THE OHIO PATROLMAN’S
BENEVOLENT ASSOCIATION (OPBA) AND DECLARING AN EMERGENCY
WHEREAS, the Administration has conducted negotiations with the Ohio Patrolman’s
Benevolent Association as the bargaining representative for certain employees of the City of
Fairview Park for the years 2026-2028, as provided in the current Collective Bargaining
Agreement; and
WHEREAS, such negotiations have provided a tentative agreement between the parties;
and
WHEREAS, the Administration has reviewed such proposal; recommends it to Council;
and requests that Council ratify and adopt such Agreement.
NOW, THEREFORE, BE IT ORDAINED BY THE COUNCIL OF THE CITY OF
FAIRVIEW PARK, COUNTY OF CUYAHOGA AND STATE OF OHIO:
SECTION 1. That the Mayor is hereby authorized to enter into an Agreement with the Ohio
Patrolman’s Benevolent Association on behalf of certain employees of the City of Fairview Park,
a copy of which is attached hereto as “Exhibit A”, with such revisions that may be made by the
Finance Director / HR Manager and the Director of Law and approved by the Mayor without
altering the substance thereof.
SECTION 2. It is found and determined that all formal actions of this Council concerning
and relating to the adoption of this Ordinance were adopted in an open meeting of this Council,
and that all deliberations of this Council and any of its Committees that resulted in such formal
action were in meetings open to the public in compliance with all legal requirements.
SECTION 3. That any and all ordinances in conflict with the express provisions of this
Agreement are superseded by this Agreement.
SECTION 4. That this Ordinance is hereby declared to be an emergency measure,
necessary for the immediate preservation of the public peace, health, safety and welfare and for
the further reason that it will immediately comply with the terms of the Agreement, and provided
it receives the affirmative vote of a majority plus one of the members elected to Council, it shall
take effect and be in force immediately upon its passage and approval by the Mayor, otherwise
from and after the earliest period allowed by law.
Ordinance 26- | Page 1

[PAGE 43]
PASSED: 1st reading:
APPROVED: 2nd reading:
3rd reading:
___________________________________
Bridget C. King, Council President
____________________________________
Bill Schneider, Mayor
_____________________________________
Liz L. Westbrooks, Clerk of Council
Ordinance 26- | Page 2

[PAGE 44]
AN AGREEMENT
Between
THE CITY OF FAIRVIEW PARK, OHIO
And
THE OHIO PATROLMEN'S BENEVOLENT ASSOCIATION
(SERGEANTS, LIEUTENANTS)
(PATROLMEN)
Effective January 1, 2026 through December 31, 2028

[PAGE 45]
Table of Contents
ARTICLE 1 – PREAMBLE ....................................................................................................................... 1
ARTICLE 2 – PURPOSE AND INTENT ................................................................................................. 1
ARTICLE 3 – RECOGNITION ................................................................................................................ 1
ARTICLE 4 – MANAGEMENT RIGHTS ............................................................................................... 2
ARTICLE 5 – OPBA SECURITY ............................................................................................................. 3
ARTICLE 6 – NO-STRIKE - NO LOCKOUT ........................................................................................ 4
ARTICLE 7 – NON-DISCRIMINATION ................................................................................................ 4
ARTICLE 8 – BULLETIN BOARD ......................................................................................................... 5
ARTICLE 9 – PERSONNEL FILES AND POLICY .............................................................................. 5
ARTICLE 10 – LABOR-MANAGEMENT COMMITTEE ................................................................... 6
ARTICLE 11 – OPBA REPRESENTATION AND TIME ..................................................................... 7
ARTICLE 12 – PROBATIONARY PERIOD .......................................................................................... 7
ARTICLE 13 – SICK-LEAVE .................................................................................................................. 8
ARTICLE 14 – MATERNITY LEAVE .................................................................................................. 10
ARTICLE 15 – INJURY LEAVE............................................................................................................ 10
ARTICLE 16 – FUNERAL LEAVE ....................................................................................................... 12
ARTICLE 17 – MILITARY LEAVE ...................................................................................................... 13
ARTICLE 18 – TRAUMATIC LEAVE .................................................................................................. 13
ARTICLE 19 – JURY DUTY - WITNESS DUTY ................................................................................. 13
ARTICLE 20 – VACATIONS ................................................................................................................. 13
ARTICLE 21 – HOLIDAYS .................................................................................................................... 15
ARTICLE 22 – CALL-IN PAY ............................................................................................................... 16
ARTICLE 23 – OVERTIME-PREMIUM PAY ..................................................................................... 17
ARTICLE 24 – HOSPITALIZATION ................................................................................................... 18
ARTICLE 25 – LONGEVITY ................................................................................................................. 20
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ARTICLE 26 – UNIFORM AND EQUIPMENT ALLOWANCE ....................................................... 20
ARTICLE 27 – RATES OF PAY ............................................................................................................ 21
ARTICLE 28 – SPECIAL CAPACITY PAY ......................................................................................... 21
ARTICLE 29 – TUITION REIMBURSEMENT ................................................................................... 22
ARTICLE 30 – PENSION "PICK-UP" .................................................................................................. 23
ARTICLE 31 – CONFORMITY TO LAW ............................................................................................ 23
ARTICLE 32 – TOTAL AGREEMENT ................................................................................................ 23
ARTICLE 33 – OBLIGATION TO NEGOTIATE ............................................................................... 24
ARTICLE 34 – GENDER AND PLURAL ............................................................................................. 24
ARTICLE 35 – HEADINGS .................................................................................................................... 25
ARTICLE 36 – GRIEVANCE PROCEDURE ....................................................................................... 25
ARTICLE 37 – OFFICER'S BILL OF RIGHTS................................................................................... 29
ARTICLE 38 – SENIORITY ................................................................................................................... 31
ARTICLE 39 – VACANCIES AND PROMOTIONS ........................................................................... 33
ARTICLE 40 – MISCELLANEOUS ...................................................................................................... 35
ARTICLE 41 – SEPARATION PAY ...................................................................................................... 36
ARTICLE 42 – DURATION .................................................................................................................... 36
ARTICLE 43 – EXECUTION ................................................................................................................. 36
APPENDIX A: WAGE SCALE .............................................................................................................. 37
LETTER OF UNDERSTANDING.......................................................................................................... 38
MEMORANDUM OF UNDERSTANDING .......................................................................................... 39
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ARTICLE 1 – PREAMBLE
1.01 This Agreement is hereby entered into by and between the City of Fairview Park, Ohio,
hereinafter referred to as the "Employer," and the Ohio Patrolmen's Benevolent
Association, hereinafter referred to as the "OPBA'' or the "Union."
ARTICLE 2 – PURPOSE AND INTENT
2.01 In an effort to continue harmonious and cooperative relationships with its employees and
to insure the orderly and uninterrupted efficient operations of government, the Employer
now desires to enter into an agreement reached through collective bargaining which will
have for its purposes, among others, the following:
1. To recognize the legitimate interests of the employees of the Employer to participate
through collective bargaining in the determination of the terms and conditions of their
employment;
2. To promote individual efficiency and service to the citizens of the City of Fairview
Park, Ohio;
3. To avoid interruption or interference with the efficient operation of the Employer's
business; and
4. To provide a basis for the adjustment of matters of mutual interest by means of
amicable discussion.
ARTICLE 3 – RECOGNITION
3.01 The Employer hereby recognizes the Union as the sole and exclusive bargaining agent with
respect to wages, hours, and other terms and conditions of employment, as provided by the
State Employment Relations Act, for all full-time employees employed in the Police
Department occupying the positions of patrol officers, sergeants and lieutenants, excluding
all part-time, seasonal, and temporary employees. All other employees of the Employer are
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[PAGE 48]
excluded from the bargaining unit. Said recognition shall continue for a term as provided
by law.
ARTICLE 4 – MANAGEMENT RIGHTS
4.01 Not by way of limitation of the following paragraph, but to only indicate the type of matters
or rights which belong to and are inherent to the Employer, the Employer retains the right
to:
1. hire, discharge, transfer, suspend and discipline employees;
2. determine the number of persons required to be employed, laid off or discharged;
3. determine the qualifications of employees covered by this Agreement;
4. determine the starting and quitting time and the number of hours to be worked by its
employees;
5. make any and all reasonable rules and regulations;
6. determine the work assignments of its employees;
7. determine the basis for selection, retention and promotion of employees to or for
positions not within the bargaining unit established by this Agreement;
8. determine the type of equipment used and the sequence of work processes;
9. determine the making of technological alterations by revising either process or
equipment, or both;
10. determine work standards and the quality and quantity of work to be produced;
11. select and locate buildings and other facilities;
12. establish, expand, transfer and/or consolidate work processes and facilities;
13. property, processes or work with or to any other municipality or entity or effect or
change in any respect the legal status, management or responsibility of such property,
facilities, processes or work; and
14. terminate or eliminate all or any part of its work or facilities.
2

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4.02 In addition, the Union agrees that all of the functions, rights, powers, responsibilities and
authority of the Employer in regard to the operation of its work and business and the
direction of its workforce which the Employer has not specifically abridged, deleted,
granted or modified by the express and specific written provisions of this Agreement are,
and shall remain, exclusively those of the Employer.
4.03 The Employer reserves the right to establish policies and procedure to ensure the City's
compliance with the federal Americans with Disabilities Act and the federal Family and
Medical Leave Act.
ARTICLE 5 – OPBA SECURITY
5.01 The Employer will deduct dues on a monthly basis in whatever sum is authorized by the
OPBA from the pay of employees covered by this Agreement upon receipt from the OPBA
of individual written authorization cards voluntarily executed by an employee for that
purpose and bearing his signature. If the employee's pay for that period is insufficient to
cover the amount to be deducted, the Employer will make the deduction from the next
paycheck, providing the employee's check is sufficient to cover the deduction.
5.02 The Employer agrees to supply the Union with a list of those employees for whom dues
deductions have been made.
5.03 A check in the amount of the total dues withheld from those employees authorizing a dues
deduction shall be tendered to the OPBA Treasurer at 10147 Royalton Road, Suite J, North
Royalton, OH 44133 within (30) days from the date of making said deductions. Dues paid
to the OPBA shall be submitted to a duly authorized representative.
5.04 The OPBA agrees to hold the Employer harmless from any and all liabilities and damages
which may arise from the performance of its obligations under this Article. The Employer
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[PAGE 50]
shall continue providing payroll deductions for Fraternal Order of Police Lodge Dues,
Credit Union, Deferred Compensation Contributions, and Life Insurance.
5.05 The Employer's obligation to checkoff OPBA dues will terminate when an employee
separates employment, transfers to a job classification outside the bargaining unit, or
properly notifies the Employer and the OPBA in writing that he has revoked his dues
checkoff authorization in accordance with the terms and conditions of the card. Copies of
the employees' dues checkoff cards are available from the OPBA upon request.
ARTICLE 6 – NO-STRIKE - NO LOCKOUT
6.01 No employees shall engage in any concerted work stoppage. slowdown, strike or other job
action, including any sympathy strike or refusal to cross a picket line, designed to impair
or impede the functions of the Employer.
6.02 Any officer or trustee of the OPBA, upon notice from the Employer of such job action,
shall take whatever effective steps, reasonably within their ability, that are necessary to end
such job action, and will not, in any manner, encourage, ratify, condone, suggest, or
participate in any such job action.
6.03 The Employer shall not lock out any member of the bargaining unit.
ARTICLE 7 – NON-DISCRIMINATION
7.01 The City of Fairview Park is an equal opportunity employer. The City's Equal Employment
Opportunity policy was established to ensure that all actions taken regarding employees,
including, but not limited to, recruitment, placement, promotion, compensation, benefits,
training, transfers, layoffs, and recalls are non-discriminatory and are based upon
individual merit, ability, and performance. All personnel actions and conditions of
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[PAGE 51]
employment are administered without regard to race, color, religion national origin, age,
sex, disability, veteran status, citizenship status, or sexual orientation.
7.02 The Union expressly agrees that membership in the Union is at the option of the employee
and that it will not discriminate with respect to representation between members and
nonmembers.
ARTICLE 8 – BULLETIN BOARD
8.01 The Employer shall furnish at least one (1) bulletin board to be used by the members of the
OPBA.
(a) Such bulletin board shall be used only for posting notices bearing the written
approval of the OPBA and shall be solely for the OPBA business and recreational
and social activities of the OPBA.
(b) There shall be no notices or other writings posted which contain anything political,
controversial, or critical of the Employer or any other institution or any employee
or other persons.
ARTICLE 9 – PERSONNEL FILES AND POLICY
9.01 Understanding that in the administration of the department the Employer maintains
individual personnel files, the employee may, on an annual basis, be permitted to review
their personnel files with at least a five (5) day written request. In addition, a department
member may inspect his/her file once in direct response to a pending grievance or official
matter.
9.02 Should an employee, upon review of his/her file, come across material of a negative or
derogatory nature, said employee may provide a written and signed comment in rebuttal,
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[PAGE 52]
mitigation, or explanation of said material, which comment shall remain in the employee's
file so long as the negative material remains.
9.03 When a department member is charged with or is under investigation for contended
violations of departmental rules and regulations, reasonable efforts consistent with
applicable law shall be made to withhold publication of the officer's name, photograph or
personal information, and the extent of disciplinary action taken or contemplated until such
time as final interdepartmental ruling has been made and served upon the officer.
9.04 Discipline will be treated as follows:
(a) Written reprimands will no longer be counted if, after two (2) years, there have
been no additional disciplinary violations.
(b) Suspensions will no longer be counted if, after three (3) years, there have been no
additional disciplinary violations.
Thereafter, such reprimand and/or suspension will not be used for future discipline.
ARTICLE 10 – LABOR-MANAGEMENT COMMITTEE
10.01 To provide for a means of better communication and understanding between the OPBA
and the Employer, a Labor-Management Committee will be established.
(a) The Committee will consist of no more than three (3) representatives of the OPBA
and no more than three (3) representatives as designated by the Employer.
(b) The Committee will meet as required for the purpose of discussing subjects of
mutual concern, except that individual grievances will not be a subject matter for
discussions at these meetings.
(c) Meetings will be held at a time mutually agreeable between the parties.
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(d) At least one ( 1) week prior to the meeting, each party may submit, in writing,
specific discussion items.
(e) The Directors of the OPBA will notify the Chief of Police as to the OPBA's
representatives.
(f) Within sixty (60) days after the signing of this Agreement, the Committee shall be
established.
ARTICLE 11 – OPBA REPRESENTATION AND TIME
11.01 Any employee has the right to have the OPBA Director (or his designee) present at any
step of the grievance procedure and at any meeting in which disciplinary action is being
taken against that employee with the employee being advised of such right prior to any
disciplinary action.
ARTICLE 12 – PROBATIONARY PERIOD
12.01 The probationary period for all newly hired employees shall not exceed twenty-four (24)
months. Employees shall have no seniority during probationary periods. However, upon
completion of the probationary period, seniority shall start from date of hire.
12.02 The Employer shall have the sole discretion to discipline or discharge newly hired
probationary employees, and any such action shall not be appealable through any
Grievance or Arbitration Procedure herein contained, or any Civil Service proceeding.
12.03 Upon hire, an employee shall be provided an initial basic uniform issue, as determined by
the Chief of Police. Upon the successful completion of ninety (90) continuous calendar
days of employment, the employee shall be given the difference between the cost of the
initial uniform issue and the annual uniform allowance. An employee who voluntarily
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[PAGE 54]
leaves the employment of the City of Fairview Park within the twenty-four (24) month
probationary period set forth in Section 12.01, above, shall be required to reimburse the
City of Fairview Park for all training and uniform costs as a condition precedent to
receiving his final paycheck.
ARTICLE 13 – SICK-LEAVE
13.01 Sick leave shall be defined as an absence with pay necessitated by: (1) illness or injury to
the employee; (2) exposure by the employee to a contagious disease communicable to other
employees; (3) serious illness, injury or death in the employee's immediate family; and/or
the birth or adoption of a child.
13.02 All employees shall earn sick leave at the rate of four and six-tenths (4.6) hours for each 2
week pay period and may accumulate such sick leave to an unlimited amount.
13.03 An employee who is to be absent on sick leave shall notify the Employer of such absence
and the reason therefore at least one (1) hour before the start of his work shift each day he
is to be absent.
13.04 Sick leave may be used in segment of not less than one (1) hour.
13.05 Before an absence may be charged against accumulated sick leave, the Department Head
may require such proof of illness, injury or death as may be satisfactory to him, or may
require the employee to be examined by a physician designated by the Department Head
and paid by the Employer. In any event, an employee absent for more than two (2) tours of
duty must supply a physician's report to be eligible for paid sick leave.
13.06 If an employee fails to submit adequate proof of illness, injury or death upon request, or in
the event that upon such proof as is submitted or upon the report of medical examination,
the Department Head, at his sole discretion, finds there is not satisfactory evidence of
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[PAGE 55]
illness, injury or death sufficient to justify the employee's absence, such leave may, at the
Department Head's sole discretion, be considered an unauthorized leave and shall be
without pay.
13.07 Any abuse, excessive or patterned use of sick leave shall be just and sufficient cause for
disciplinary action.
13.08 The Department Head may require an employee who has been absent due to personal
illness or injury, prior to and as a condition of his return to duty, to be examined by a
physician designated and paid by the Employer, to establish that he is not disabled from
the performance of his duties and that his return to duty will not jeopardize the health and
safety of other employees.
13.09 When the use of sick leave is due to illness or injury in the immediate family, "immediate
family" shall be defined to only include the employee's parents, stepparents, spouse,
children, stepchildren, and those for who the employee stands in loco parentis residing with
the employee. When the use of sick leave is due to death in the immediate family,
“immediate family" shall be defined to only include the employee's parents, stepparents,
spouse, child, any step-child, brother and sister, parent-in-law, grandparent, grandchild,
and those for who the employee stand in loco parentis.
13.10 Upon the retirement or death of an employee who has not less than ten (10) years of
continuous employment with the Employer and who has qualified for retirement benefits
from a State of Ohio Police and Firemen's Pension Fund, such employee or estate shall be
entitled to receive a cash payment equal to his hourly rate of pay at the time of retirement
multiplied by one-half (½) the total number of accumulated but unused sick hours earned
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by the employee, as certified by the Finance Director, providing that such resulting number
of hours to be paid shall not exceed one thousand three hundred and seven (1,307) hours.
13.11 For each calendar month in which sick leave is not used by an employee, the employee
shall be entitled to two and one-half (2.5) hours of compensatory time off. The time off
granted to employees shall be taken only with the approval of the Chief or his designee.
ARTICLE 14 – MATERNITY LEAVE
14.01 An employee who becomes pregnant may utilize sick leave benefits for periods of
incapacitation, as though such sick leave was for any type of illness, at any time during her
term of pregnancy. She may be granted up to six (6) months leave of absence, without pay,
which shall not extend later than twenty-six (26) weeks after the date of termination of her
pregnancy.
ARTICLE 15 – INJURY LEAVE
15.01 When an employee is injured in the line of duty, while actually working for the Employer,
he shall be eligible for a paid leave not to exceed ninety (90) calendar days, providing he
files under workers' compensation rules and regulations of the State of Ohio for monetary
compensation for his injuries incurred as a city employee and signs a waiver assigning to
the Employer those sums of money he would ordinarily receive as his weekly
compensation as determined by law for those number of weeks he receives benefits under
this Article. Employees who are injured in the line of duty, while engaged in "hazardous
duty" shall be eligible for a paid leave of one hundred eighty (180) calendar days providing
he fulfills the same conditions as stated above. "Hazardous duty" shall be defined as any
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injury sustained during the use of, or because of being a victim of, the intentional use of
deadly force.
15.02 An absence for a period of eight (8) consecutive calendar days or less may not be charged
against accumulated sick leave for minor work-related injuries not covered above if an
employee supplies adequate and written proof from the health care provider treating his
injuries to his Department Head.
15.03 It is the employee's responsibility to provide the "burden of proof” upon the official written
request of the Bureau of Workers' Compensation for the Bureau to certify his/her claim. If
the failure to provide timely information by the employee prevents the certification of the
employee's claim, Injury Leave will be denied by the Employer and will result in the
appropriate charge to the employee's accumulated sick leave balance. If information is not
provided through no fault of the employee, injury leave will not be denied for failure of the
employee to provide "burden of proof".
15.04 If at the end of the ninety (90) day period or the one hundred eighty (180) day period the
employee is still disabled, the leave may, at the Employer's sole discretion, be extended for
additional ninety (90) calendar day periods, or parts thereof.
15.05 The Employer shall have the right to require the employee to have a physical exam by a
physician appointed by the Employer resulting in the physician's certification that the
employee is unable to work due to the injury as a condition precedent to the employee
receiving any benefits under this Article. The designated physician's opinion shall govern
whether the employee is disabled or not but shall not govern whether the injury was duty
related.
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15.06 Any employee who uses deadly force shall be relieved from all duties with pay for a
mandatory five (5) workdays or until determination is made by the Chief or his designee
that the act was justified, whichever occurs later. Upon returning to duty, the employee
may be assigned to up to two (2) weeks of duty that does not require the carrying of a
firearm, at the option of the Chief and/or the employee, to a total of a maximum of twenty-
one (21) calendar days.
15.07 The City, at its cost, shall provide appropriate professional psychological or psychiatric
counseling to an employee who engages in "hazardous duty" as defined in Section 15.01
hereof, or other traumatic event reasonably necessitating psychological or psychiatric
treatment at the employee's request. The City must agree on the provider and will pay for
six (6) months, and an additional six (6) months at the option of the City.
15.08 When an employee is injured, he may be eligible to return to work on light duty, if
available, anywhere in the City, with documentation from a physician attesting to the fact
that the employee is capable of satisfactorily performing light duty. The employee on light
duty shall be compensated at his regular rate of pay while performing light duty work. The
City reserves the right to require an employee to submit to a medical examination from a
physician designated by the City, at the City's expense, prior to placing an employee on
injury leave.
ARTICLE 16 – FUNERAL LEAVE
16.01 An employee shall be granted a leave of absence of five (5) days with pay in the event of
the death of his spouse, child or step-child, mother, father, step-parents, brother, sister,
grandparents, grandchild, parents-in-law, son-in-law, daughter-in-law, sister and brother-
in-law, or person who has been in loco parentis to the employee. If the death occurs outside
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of the State of Ohio, the employee shall be granted a leave of absence of seven (7) days.
Leave shall commence at the time of death or at or near the time of service and shall not
be deducted from sick leave.
ARTICLE 17 – MILITARY LEAVE
17.01 An employee shall be granted a leave of absence for military duty in accordance with state
and federal law. Specifically, the "Uniformed Services Employment and Reemployment
Rights Act" 38 U.S.C. Section 4301, et seq. and Ohio Revised Code O.R.C. §5923.05 et
seq shall guide the requirements for military leave.
ARTICLE 18 – TRAUMATIC LEAVE
18.01 In the event an officer is involved in a traumatic incident as defined by the Chief of Police,
he shall be allowed to take up to 5 days of paid leave at the Chief’s discretion.
ARTICLE 19 – JURY DUTY - WITNESS DUTY
19.01 An employee called for jury duty or subpoenaed to court as a witness in a work-related
matter where he is not a party will be granted a leave of absence for the period of the jury
service or witness service and will suffer no loss of their regular pay.
19.02 The employer will make every reasonable scheduling accommodation for employees to
attend jury or witness duty.
ARTICLE 20 – VACATIONS
20.01 All regular full-time employees will earn the following vacation leave with full pay based
upon their length of service as follows:
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Years of Service Hours of Working Hours Per Pay
Vacation Per Days (26 pays)
Year
Start to 4 years 80 10 3.077
5 to 9 years 120 15 4.615
10 to 14 years 160 20 6.154
15 to 22 years 200 25 7.692
23 years + 240 30 9.231
In the event of a 27th pay period, there will be no accumulation of vacation leave for that
pay. Employees are permitted to “negative” spend their vacation time up to the amount that
they can accrue during the calendar year. Employees separating from employment with a
negative vacation balance are required to repay the balance to the City through, among
other means, a deduction from their final pays from the City.
20.02 An employee may take accrued vacation during their first year of employment.
20.03 If an employee is terminated (voluntarily or involuntarily) prior to taking their vacation,
they shall receive a lump sum payment for their fully earned but unused vacation leave at
the time of separation. In the case of death of an employee, the unused vacation leave shall
be paid to the estate.
20.04 No employee may accumulate in excess of ten weeks (50 working days or 400 hours) of
vacation time, excluding all vacation time earned in the year in which the accumulated
vacation is taken. Employees will receive a lump sum cash payment for any accumulated
vacation time over 50 working days (400 hours) at year end.
20.05 The City reserves the right to provide credit to prior service for another employer for new
hires for purposes of having an amount of vacation to start employment and for purposes
of placement on the accrual schedule of §20.01.
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ARTICLE 21 – HOLIDAYS
21.01 All regular full-time employees shall be entitled to the following paid holidays:
New Year's Day
Martin Luther King, Jr. Day
Memorial Day
Juneteenth
Independence Day
Labor Day
Veterans Day
Thanksgiving Day
Christmas Eve
Christmas Day
New Year’s Eve
One Floating Holiday
21.02 For each two hours worked on the specific holidays set forth in Section 21.01, the employee
shall receive one (1) hour of compensatory time. The accumulation and use of this
compensatory time shall be the same as provided for in Paragraph 13.11 of this contract.
21.03 Employees who work on the following holidays, to wit: Thanksgiving, Christmas, New
Year's Day, Memorial Day, Independence and/or Labor Day shall be paid at premium rate
for each of the holidays worked as defined in Paragraph 23.03 of this contract.
21.04 Employees who are called in on their day off, called in early for their scheduled shift, or
who are held over beyond their scheduled shift on any of the holidays listed in 21.03 shall
be compensated at the premium rate times 1.5 yielding 2.25 the regular rate.
21.05 An employee who resigns, is terminated, retires, or is otherwise separated from
employment by the Employer will not be required to reimburse the Employer for any
holiday pay previously paid.
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ARTICLE 22 – CALL-IN PAY
22.01 An employee who is called in prior to the start of his scheduled shift shall be compensated
as follows:
If the employee is called in to work less than two (2) hours before his shift, he shall receive
two (2) hours pay. If an employee is called into work greater than two (2) hours of his
scheduled shift start, he shall receive four (4) hours of pay.
22.02 Employees appearing in Municipal Court at a time when they are not on duty shall receive
a minimum of three (3) hours' pay, at premium rate, unless such appearance is contiguous
to the end of their current shift. In such instances, the employee shall receive overtime pay
for the number of hours worked in addition to their normal shift. Employees appearing in
higher level courts shall receive a minimum of four (4) hours' pay. Employees who appear
on station for subpoenaed higher-level court cases, but are called off before appearing, shall
receive a minimum of three (3) hours' pay. Payments shall not be made for personally
related court appearances.
22.03 Employees who attend training sessions or seminars shall be compensated at the
appropriate rate of pay for the time in attendance at such training or seminar. Travel time
to and from such training or seminar shall be considered as time worked, and employees
shall be compensated in accordance with the following schedule:
Local school (outside 20 miles) Columbus area schools O.P.A.T.A.
1 hour each way 3 hours each way 3 hours each way
When lodging is provided, hours for travel is for going to class on the first day and returning
on the last day of class only, except when called back for city business, in which case, the
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employee is entitled to additional travel time. Travel to basic Police Academies is excluded
from this provision.
ARTICLE 23 – OVERTIME-PREMIUM PAY
23.01 All employees shall be entitled to receive premium rate of pay pursuant to the
Memorandum of Understanding regarding shifts executed by the City and the Union which
expires on December 31, 2028. Said terms of the Memorandum of Understanding shall
remain in effect until December 31, 2028, but shall in no way prohibit the City from
exercising its management rights and discontinuing the shifts set forth in the Memorandum
of Understanding with 60 days' notice to the Union.
23.02 For computing overtime pay, holidays, and vacation days shall be counted as hours and
days worked.
23.03 The City shall follow the requirements and regulations of the Fair Labor Standards Act
(FLSA) when calculating the premium rate. The premium rate is defined as: 1.5 times the
employee's hourly rate plus the product of (longevity pay plus uniform allowance plus other
pays)/2080.
23.04 “Converted” hours, including time earned working POPAS, shall be allowed to be held to
a maximum of one hundred twenty (120) hours.
23.05 Compensatory time earned from “Kelly” time, working a holiday (Sec. 21.02) or for perfect
attendance (Sec. 13.11) can be banked up to a maximum of 240 hours. Any such earnings
exceeding this 240-hour cap shall be paid in cash. Compensatory time banks above the
240-hour cap at the time of ratification of this Agreement will be paid in cash down to the
240-hour cap on or before December 31, 2026. Otherwise, employees may cash out up to
sixty (60) hours of accrued compensatory time each pay period in whole-hour increments.
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Payments of accumulated compensatory time shall be non-pensionable. Overtime earned
as the result of working POPAS shall be allowed to be held and accumulated the same as
any other overtime hours.
ARTICLE 24 – HOSPITALIZATION
24.01 The City shall pay eighty-five percent (85%) of the premium cost of the medical insurance
plan chosen by the employee; the Employee shall pay fifteen percent (15%) of said medical
insurance plan.
(a) This plan shall be implemented for the duration of this agreement.
(b) For Health Savings Account (HSA) participants, the City shall contribute $1,700
annually towards single plans and $3,400 annually towards family plans. The plan
deductible will be set per the Internal Revenue Service minimal deductibles for
embedded High Deductible Health Plans (HDHP’s). The City will not advance any
HSA funds to employees who do not contribute to their own accounts.
(c) Employees who opt out of the City provided medical plan after January 1, 2011
will be compensated on the following basis:
Single - $50.00 per month payment
Family - $100.00 per month payment
Employees who opt out of the City provided plan must submit a letter to the Finance
Director demonstrating proof of medical coverage by another plan.
(d) The Employer expressly reserves the right to change coverage or carriers, so long
as the new coverage is commensurate with or better than the existing coverage.
However, if healthcare plan costs (medical, prescription drug, vision, and dental)
jointly or separately, increase by 5% or more per year, the City and Union agree to
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reopen the healthcare provisions of the Agreement to explore other healthcare plan
options. Coverage under this Agreement includes Medical Benefits, Prescription
Benefits, Dental Benefits and Vision Benefits, the details of which are included in
the plan document provided to employees by the carrier.
(e) In the event of any dispute as to coverage hereunder, such dispute must be
addressed by the employee to the appeal committee set forth in the handbook and
shall not be subject to any grievance or arbitration procedure herein contained.
24.02 The City will administer for the benefit of the employees:
(a) A Health Savings Account (HSA)
(b) A Health Flexible Savings Account (FSA)
Both accounts will be administered in compliance with applicable Internal Revenue Codes.
(c) The HSA accounts shall be funded monthly.
24.03 The City shall establish a Cost Containment Committee. The Union shall participate in this
committee by sending one delegate to the committee. The committee shall be comprised
of City management and a delegate from each union and non-union employee group. The
purpose of this committee shall be to review and recommend changes in health care
coverage, if any, to the City Administration in keeping with sound fiscal management of
the City and deliverance of the most cost-efficient health care to its employees. After
reviewing the recommendations of the Cost Containment Committee, the City shall make
a final decision based on sound fiscal management of the City and deliverance of the most
cost-efficient health care coverage to its employees. No change to benefits or providers
will be made without first discussing such change with the cost containment committee.
24.04 Employees shall pay 15% of the monthly cost of the dental and vision plan.
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24.05 The Employer shall pay the full premium for a fifty thousand dollar ($50,000.00) term life
insurance policy for each employee with an additional fifty thousand dollar ($50,000.00)
policy for accidental death (policy benefits reduced by 35% at age 65, 50% at age 70).
ARTICLE 25 – LONGEVITY
25.01 All current employees will be awarded longevity payments at the rate of one hundred
($100.00) dollars for each year of full-time service commencing on the employee's fifth
(5th) anniversary date of full-time service. At that time, the employee will become entitled
to a sum of five hundred ($500.00) dollars, which will be paid in a lump sum in the month
of November of each year. Employees with more than five (5) years of full-time service
shall be entitled to the appropriate amount as specified in the longevity payment schedule.
Longevity shall continue to be awarded on the employee's successive anniversary dates
according to this procedure and the below listed longevity schedule.
5th Anniversary $ 500.00 16th Anniversary $1,600.00
6th Anniversary $ 600.00 17th Anniversary $1,700.00
7th Anniversary $ 700.00 18th Anniversary $1,800.00
8th Anniversary $ 800.00 19th Anniversary $1,900.00
9th Anniversary $ 900.00 20th Anniversary $2,000.00
10th Anniversary $1,000.00 21st Anniversary $2,100.00
11th Anniversary $1,100.00 22nd Anniversary $2,200.00
12th Anniversary $1,200.00 23rd Anniversary $2,300.00
13th Anniversary $1,300.00 24th Anniversary $2,400.00
14th Anniversary $1,400.00 25th Anniversary $2,500.00
15th Anniversary $1,500.00
ARTICLE 26 – UNIFORM AND EQUIPMENT ALLOWANCE
26.01 During the term of this agreement, all employees shall receive a one thousand six hundred
and fifty dollars ($1,650.00) annual uniform allowance. This allowance shall be paid on a
semi-annual basis in the months of January and July.
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26.02 Uniforms damaged from other than normal wear and tear shall be repaired or replaced as
needed by the Employer.
26.03 The City will provide a bullet-proof vest to each employee once every five (5) years after
the initial clothing allotment. The Employee may upgrade the vest at his/her own cost.
Employees who choose to accept the bullet-proof vest shall be obligated to wear such vest
while on active duty.
ARTICLE 27 – RATES OF PAY
27.01 All bargaining unit wages are provided in the attached Schedule A.
27.02 All employees will be paid bi-weekly.
27.03 The City shall maintain a thirteen percent (13%) differential between the Sergeant's base
wage and the base wage of the City's highest patrolman's base rate, and a thirteen percent
(13%) differential between the Sergeant's base wage and the Lieutenant's base wage.
27.04 The rate for those patrol officers assigned as Detectives shall be six and one-half percent
(6.5%) above the highest patrolman’s base rate.
27.05 Base rates of pay are attached hereto and made a part hereof and marked as Exhibit "A".
Raises will be retroactively applied to January 1, 2026 for all employees who are members
of the patrol officers collective bargaining unit and sergeant/lieutenant bargaining unit at
the time of the ratification of this Agreement or conciliator’s award.
ARTICLE 28 – SPECIAL CAPACITY PAY
28.01 All bargaining unit members, who after appropriate training, are appointed by the Chief of
Police to any of the following positions shall be entitled to payment annually in the month
of June as follows:
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• Five Hundred Fifty Dollars ($550.00) for Evidence Technician.
• Six Hundred Dollars ($600.00) for L.E.A.D.S. Certified Officers.
• Employees not qualifying for the Evidence Technician payment shall receive Two
Hundred and Fifty Dollars ($250.00) for up to two of the following: Bomb Squad,
SWAT Team, Terminal Agency Coordinator, Hostage Negotiators, and/or BAC
Operators.
28.02 Bargaining unit members shall be paid an additional $2.50 for each hour that they perform
the duties of a Field Training Officer or an Accident Reconstructionist. For every hour
worked by a trainee, the FTO or another designated officer shall be entitled to $2.50 per
hour for each hour worked with the trainee.
28.03 Employees who rotate shifts and must double back leaving eight (8) hours between shifts
will receive an annual payment of two hundred dollars ($200.00).
28.04 All bargaining unit members who have formerly acted as evidence technicians or who are
former or current members of the Detective Bureau who continue to perform evidence
technician functions or who supervise patrolmen who perform evidence technician
functions shall be entitled to an annual pay of Five Hundred Fifty Dollars ($550.00).
28.05 Bargaining unit members shall be paid an additional $2.50 for each hour that they are
assigned and perform the duties of an Officer-In-Charge.
ARTICLE 29 – TUITION REIMBURSEMENT
29.01 The City will reimburse tuition on a course basis for a work-related course of study to an
employee who receives a grade of "B" or better in the course. This reimbursement is limited
to a lifetime maximum per employee of $5,000.00.
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ARTICLE 30 – PENSION "PICK-UP"
30.01 As permitted by the Internal Revenue Service and Police and Fire Disability and Pension
Fund (PFDPF) the Employer agrees to implement the "salary reduction" method for
pension "pick-up." Such plan will take effect upon approval of the pension board.
30.02 The employee's gross pay will be reduced by the employee's contribution rate, which
amount will be forwarded to PFDPF. Any other deductions will then be made from the
reduced salary for that period. The reduced salary shall be the income reported on the
employee's W-2 form, thus defeating taxes and the pension contribution, and increasing
the employee's take-home pay.
ARTICLE 31 – CONFORMITY TO LAW
31.01 This Agreement shall be subject to and subordinated to any applicable present and future
federal and state laws, and the invalidity of any provision(s) of this Agreement by reason
of any such existing or future law shall not affect the validity of the surviving provisions.
31.02 If the enactment of legislation, or a determination by a council of final and competent
jurisdiction (whether in a proceeding between the parties or in one not between the parties
but controlling by reason of the facts) renders any portion of this Agreement invalid or
unenforceable, such legislation or decision shall not affect the availability of the surviving
provisions of this Agreement, which shall remain in full force and effect as if such invalid
provision(s) thereof had not been included herein.
ARTICLE 32 – TOTAL AGREEMENT
32.01 This Agreement represents the entire agreement between the Employer and the Union and
unless specifically and expressly set forth in the express written provisions of this
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Agreement, all rules, regulations, benefits and practices previously and presently in effect
may be modified or discounted at the sole discretion of the Employer upon seven (7) day
advance notice to the Union.
ARTICLE 33 – OBLIGATION TO NEGOTIATE
33.01 The Employer and the Union acknowledge that during negotiations which preceded this
Agreement, each had the unlimited right and opportunity to make demands and proposals
with respect to any subject or matter not removed by law from the area of collective
bargaining and that the understandings and agreements arrived at by the parties after the
exercise of that right and opportunity are set forth in this Agreement.
33.02 Therefore, for the life of this Agreement, the Employer and the Union each voluntarily and
unqualifiedly waives the right, and each agrees that the other shall not be obligated to
bargain/negotiate collectively with respect to any subject or matter referred to, or covered
in this Agreement, or with respect to any subject or matter not specifically referred to or
covered in this Agreement, even though such subjects or matters may not have been within
the knowledge or contemplation of either or both of the parties at the time they b
bargained/negotiated and signed this Agreement.
ARTICLE 34 – GENDER AND PLURAL
34.01 Whenever the context so requires, the use of words herein in the singular shall be construed
to include the plural, and words in the plural, the singular, and words whether in the
masculine, feminine, or neutral gender shall be construed to include all of said genders.
Using either the masculine or feminine genders, it is understood that said use is for
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convenience purposes only and is not to be interpreted to be discriminatory by reason of
sex.
ARTICLE 35 – HEADINGS
35.01 It is understood and agreed that the use of headings before articles or sections is for
convenience only and that no heading shall be used in the interpretation of said article or
section nor affect any interpretation of any article or section.
ARTICLE 36 – GRIEVANCE PROCEDURE
36.01 Every employee shall have the right to present his grievance in accordance with the
procedures provided herein, free from any interference, coercion, restraint, discrimination
or reprisal and shall have the right to be represented by a person of his own choosing at all
stages of the Grievance Procedure. It is the intent and purpose of the parties to the
Agreement that all grievances shall be settled, if possible, at the lowest step of this
procedure.
36.02 For this procedure, the below listed terms are defined as follows:
Grievance - A "grievance" shall be defined as a dispute or controversy arising from the
alleged misapplication or misinterpretation of only the specific and express written
provision of this Agreement.
Aggrieved party - The "aggrieved party" shall be defined as only any employee or group
of the Employer named in the grievance.
Party in interest - A "party in interest" shall be defined as any employee of the Employer
named in the grievance who is not the aggrieved party.
Days - A "day" as used in this procedure shall mean calendar days, as provided for in this
Agreement. If the last day for action as defined below falls on a Saturday, Sunday or a
City-recognized holiday, the action shall be due the next weekday.
36.03 The following procedures shall be available for disputes concerning any type of discipline
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or discharge actions.
(a) All grievances shall include: (1) the name and position of the aggrieved party; (2)
the identity of the provisions of this Agreement involved in the grievance; (3) the
time and place where the alleged events or conditions constituting the grievance
took place; (4) the identity of the party responsible for causing the said grievance,
if known to the aggrieved party; and (5) a general statement of the nature of the
grievance and the redress sought by the aggrieved party.
(b) All decisions shall be rendered in writing at each step of the grievance procedure.
Each decision shall be transmitted to the aggrieved party and his representative, if
any.
(c) If a grievance affects a group of employees working in different locations, with
different principals, or associated with an employer-wide controversy, it may be
submitted at Step 2.
(d) The preparation and processing of grievances shall be conducted only during
nonworking hours.
(e) Nothing contained herein shall be construed as limiting the right of any employee
having a grievance to discuss the matter informally with any appropriate member
of the administration and having said matter informally adjusted without the
intervention of the Union; provided that the adjustment is not inconsistent with the
terms of this Agreement. In the event that any grievance is adjusted without a
formal determination, pursuant to this procedure, while such adjustment shall be
binding upon the aggrieved party and shall, in all respects, be final, said adjustment
shall not create a precedent or ruing binding upon the Employer in future
proceedings.
(f) The grievant may choose a Union representative of their choice to represent them
at any step of the grievance procedure.
(g) The existence of this Grievance Procedure, hereby established, shall not be deemed
to require any employee to pursue the remedies herein provided and shall not impair
or limit the right of any employee to pursue any other remedies available under law,
except that any employee who pursues any other available remedy other than
provided by this procedure, shall automatically have waived and forfeited any
remedies provided by this procedure.
(h) The time limits provided herein will be strictly adhered to and any grievance not
filed initially or appealed within the specified time limits will be deemed waived
and void. If the Employer fails to reply within the specified time limit, the grievance
shall automatically move to the next step. The time limits specified for either party
may be extended only by written mutual agreement.
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(i) This procedure shall not be used for the purpose of adding to, subtracting from, or
altering in any way, any of the provisions of this Agreement.
36.04 All grievances shall be administered in accordance with the following steps of the
grievance procedure.
Step 1: An employee or the Union asserting a grievance shall submit it in writing to the
Chief within fourteen (14) days of the occurrence of the facts giving rise to the
grievance. The Chief shall convene a meeting within ten (10) days of the receipt
of the grievance. The meeting will be held with the aggrieved party and his
representative, if one is requested. The Chief shall issue a written decision to the
aggrieved party, with a copy to the aggrieved party's representative, if any, within
ten (10) days of the meeting.
Step 2: If the aggrieved party initiating the grievance is not satisfied with the written
decision at the conclusion of Step 1, a written appeal of the decision may be filed
with the Mayor within ten (10) days from the date of the rendering of the decision
in Step 1. Copies of the written decision shall be submitted with the appeal. The
Mayor or his designee shall convene a meeting within fourteen (14) days of the
receipt of the appeal. The meeting will be held with the aggrieved party and his
representative, if any, and any other party necessary to provide the required
information for the rendering of a proper decision. The Mayor or his designee
shall issue a written decision to the aggrieved party, with a copy to the aggrieved
party's representative, if any, within fourteen (14) days from the date of the
meeting.
Step 3: If the aggrieved party is not satisfied with the written decision at the conclusion
of Step 2, they may, with the agreement of the Employer, proceed to grievance
mediation. The parties will use a mediator from FMCS or a mutually agreeable
alternative. The grievance will be held in abeyance pending the outcome or
termination of mediation. Mediation is deemed complete or terminated upon
execution of a settlement agreement or either party notifying the other in writing
their intent to withdraw from the process.
Step 4: If mediation does not occur or is not successful at Step 3, then within fourteen
(14) days after the Step 2 answer or the conclusion of mediation, whichever is
applicable, the aggrieved party may submit the grievance to arbitration through
simultaneous notification to the City and the FMCS. The Arbitrators will be
stricken alternately (Union striking first) until one name remains, who shall be
designated the arbitrator to hear the grievance in question.
36.05 The arbitrator shall have no power or authority to add to, subtract from, or in any manner
alter the specific terms of this Agreement, or to make any award requiring the commission
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of any act prohibited by law, or to make any award that itself is contrary to law or violates
any of the terms and conditions of this Agreement.
36.06 The arbitrator shall not decide more than one (1) grievance on the same hearing day or
series of hearing days, except by the mutual written agreement of the parties.
36.07 The hearing(s) shall be conducted pursuant to the rules of the Federal Mediation and
Conciliation Service.
36.08 The fees and expenses of the arbitrator and the cost of the hearing room, if any, shall be
borne by the party losing the grievance. All other expenses shall be borne by the party
incurring them. Neither party shall be responsible for any of the expenses incurred by the
other party. The arbitrator's decision and award will be in writing and delivered within
thirty (30) days from the date the record is closed. The decision of the arbitrator shall be
final and binding upon the parties.
36.09 The Union agrees to indemnify and hold the Employer harmless against any and all claims,
demands, suits or other forms of liability that may arise out of any determination that the
Union failed to fairly represent a member of the bargaining unit during the exercise of his
rights as provided by the Grievance and Arbitration Procedures herein contained.
36.10 Cases of suspension, termination or other discipline of Union members will be conducted
pursuant to the arbitration provision of this contract. Disciplinary action taken by the
employer shall only be for just cause.
36.11 A non-probationary employee who is suspended, demoted, or discharged shall be given
written notice regarding the reason for the disciplinary action. The employee shall be
informed of the right to confer with a representative of employee's choice.
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36.12 Nothing in this Article shall affect the City's rights and remedies regarding probationary
employees.
ARTICLE 37 – OFFICER'S BILL OF RIGHTS
37.01 As between the parties to this Agreement only and, insofar as the following are not in
conflict with the laws and ordinances of the City of Fairview Park, State of Ohio and the
United States of America, the Police Officer's Bill of Rights is set out as follows:
A. You have the right to be represented by an OPBA Officer or the OPBA Legal Counsel,
upon your request, at all times during the interrogation when it relates to your continued
fitness for law enforcement service, or when the investigation could result in criminal
charges.
B. Questioning or interviewing of a bargaining unit employee during an internal investigation
will be conducted at hours reasonably related to a shift unless operational necessities
require otherwise. Interrogation sessions will be for reasonable periods of time and time
will be provided for rest periods and attendance to physical necessities.
C. Should said questioning and interviewing be conducted during hours other than the
employee's regularly scheduled shift, the employee will receive overtime at the appropriate
rate, with a four (4) hour minimum. Unless arrangements agreeable to both parties are
made.
D. Such interview will take place at the Police Headquarters of the City of Fairview Park.
Unless arrangements agreeable to both parties are made.
E. The member under interview will be informed of the person in charge of the interview, and
all persons present in such interviews. All questions directed to the member under
interview will be asked by and through one interrogator, unless waived by the member.
F. The member under interview will be informed of the nature of the investigation prior to
any interview.
G. At the request of the bargaining unit member under interview or required to submit a
written report, he/she will have the right to be represented by the Ohio Patrolmen's
Benevolent Association, or any other bargaining unit member designated as a
representative, who will be present at times during the interview, unless waived by the
member. The interview will be suspended for a reasonable time until representation can be
obtained.
H. The member under interview will not be threatened during any interview, but if applicable,
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will be advised that he/she may be temporarily suspended, with pay, until completion of
the investigation.
I. If a member, while being interviewed becomes a suspect to a criminal action and/or such
interview becomes an interrogation because of the interview, he/she will be completely
informed of his/her constitutional rights.
J. A complete record, written, taped or transcribed, will be kept of the complete investigatory
interview of the member, including all recess periods. A copy of the record will be available
to the member or the OPBA upon request.
K. A bargaining unit member who is being investigated for violating Rules and Regulations
or their OPBA representative will be provided access to transcripts, records, tapes or
written statements, and video tapes. The request for such access will be made to the Chief
of Police or his designee by the individual Employee or his designated representative. Such
access will be reasonably provided in advance of any hearing.
L. The member will receive a copy of the final Departmental or Administrative decision as to
the investigation.
M. No anonymous complaints will be acted upon by the City unless there is sufficient
corroborative evidence.
N. Before a member may be charged with insubordination or like offense for refusing to
answer questions or participate in an investigation, he will be advised that such conduct, if
continued, may be made the basis for such charge.
1. A bargaining unit member being investigated for criminal activity will be advised
of his constitutional rights as provided by law and will be afforded those rights if
he chooses to exercise them.
2. It is understood that no employee will be charged with insubordination once he/she
is advised of their constitutional rights and the refusal to answer questions is based
on the exercise of such rights.
3. If a bargaining unit employee is required to submit a written report, he will be
advised of the reason for such report, and the employee will be required to submit
a detailed statement.
4. Once a bargaining unit employee has made his initial written reply which results in
a question of potential criminal activity, the employee will not be deprived of his
constitutional rights to remain silent and/or disciplined in the exercise of those
rights.
O. You have the right to be completely informed of your rights prior to the commencement of
the interrogation if you could be placed under arrest because of the investigation.
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P. You have the right to be informed at the initial contact if you are to be interrogated as a
witness only.
Q. You have the right for all formal interrogation to be recorded and no one has the right to
make unrecorded statements or ask unrecorded questions. You have the right to make a
separate recording of any interrogation at the time of the interrogation.
R. You have the right to be advised of any or all punitive action that could result from the
investigation and interrogation.
S. You have the right to be represented by an OPBA officer of your choice or an OPBA
Attorney, during any interrogation that could result in punitive action.
T. No polygraph test shall be administered without your consent, any polygraph agreed to
must be given by a licensed operator.
ARTICLE 38 – SENIORITY
38.01 Seniority shall be defined as an employee's uninterrupted length of continuous employment
with the Employer. A probationary employee shall have no seniority until he satisfactorily
completes the probationary period, which will be added to his total length of continuous
employment.
38.02 An employee's seniority shall be terminated when one or more of the following occur:
(a) He resigns;
(b) He is discharged for just cause;
(c) He is laid off for a period of time exceeding twelve (12) months;
(d) He retires;
(e) He fails to report for work two (2) consecutive working days without having given
the Employer advance notice of his pending absence, unless he is physically unable
to do so as certified by the appropriate authority;
(f) He becomes unable to perform his job duties due to illness or injury and is unable
to return to work upon the expiration of any leave applicable to him;
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(g) He refuses to recall or fails to report to work within five (5) working days from the
date the employee receives a recall notice by certified mail.
38.03 If two or more employees are hired or appointed on the same date, their relative seniority
shall be determined by their ranking on the Civil Service Eligibility list at time of hire.
38.04 Where, because of lack of work, lack of funds or reorganization resulting in abolishment
of jobs or functions, the Employer determines it necessary to reduce the size of its
workforce, the Employer shall give written notice to the Union President or his designee
no less than fourteen (14) days in advance of any such layoff, indicating the job
classifications and how many employees will be affected. Such reduction shall be made in
accordance with the provisions hereinafter set forth.
38.05 Employees shall be laid off by job classification according to their seniority within the
department, with the least senior employees being laid off first, providing that all newly
hired probationary employees are laid off first. Where layoffs occur within the job
classification of Sergeant or Lieutenant, the affected employee has the right to bump the
least senior employee (based on departmental seniority) in the next lower rank, with
bumping concluding at the patrol officer rank.
38.06 Recalls shall be in the inverse order of layoff and a laid-off employee shall retain high right
to recall for twelve (12) months from the date of his layoff.
38.07 Notice of recall shall be sent to the employee's address listed on the Employer's records
and shall be sent by certified mail. An employee who refuses recall or does not report for
work within five (5) working days from the date the employee receives the recall notice
shall be considered to have resigned his position and forfeits all rights to employment with
the Employer.
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38.08 Employee(s) scheduled for layoff shall be given a minimum of seven (7) days' advance
notice of layoff.
38.09 Each notice of layoff shall contain the following information:
(a) The date of layoff or displacement becomes effective;
(b) The employee's seniority date in the classification;
(c) A statement advising the employee of the right to recall and re-employment.
38.10 In the event of extenuating circumstances such as illness, injury, or other good cause
preventing the employee from returning within the time limit above, the City may, at its
sole discretion, grant a reasonable extension, not to exceed thirty (30) days.
38.11 Recall lists shall be kept current by the City. The Union President shall be furnished and/or
forwarded a copy of all recall lists as they are made current by the City.
ARTICLE 39 – VACANCIES AND PROMOTIONS
39.01 No ranking position shall remain vacant for more than ninety (90) days where the vacancy
is the result of death, resignation, retirement, demotion, or termination. In cases of
demotion or termination, the vacancy must be filled within ninety (90) days of the
affirmation of the demotion or termination by the Civil Service Commission or the
Arbitrator, whichever is applicable.
39.02 The Chief of Police shall assign bargaining unit member(s) to fill temporary vacancies in
a ranking position in case of injury, leave of absence, illness, disciplinary suspensions, or
any of the reasons listed in Section 38.01 above. The appointment shall be made
immediately after any vacancy occurs for which it is known or likely that it will last longer
than 3 weeks. Bargaining unit members assigned to such temporary positions for more than
thirty days shall receive the hourly rate applicable to the ranking position filled.
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39.03 Candidates for promotion shall be tested competitively in writing and by oral assessment
with the below percentages applied to the written examination and the assessment. It is
understood that the City and/or its Civil Service Commission will endeavor to secure
assessors or an assessing entity for purposes of conducting the oral assessment. It is
further understood that the assessors or assessing entity may wish to confer with members
of the promoted ranks in formulating assessment criteria. A committee consisting of two
representatives of the City and two representatives of the Union will meet and confer about
the subject matter of the oral assessment which will then be forwarded to the Civil Service
Commission. The Civil Service Commission retains the exclusive right to decide
assessment topics and criteria.
Sergeant 60% written, 40% assessment
Lieutenant 40% written, 60% assessment
The seniority point system currently utilized for promotions as set forth in the Rules and
Regulations of the Fairview Park Civil Service Commission shall be maintained during the
life of this Agreement.
39.04 Any assessor or participating employee who know, or are familiar with each other, must
disclose that fact. At the request of any participating employee, an assessor shall disclose
whether he knows or is familiar with any other candidate. If any disclosure, as stated above,
indicates a bias on the part of the assessor, that assessor shall be precluded from assessing
that employee.
39.05 After the written exam is rendered and graded, the City shall provide a onetime review
session during which the individual employees will have the opportunity to meet with the
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assessors to discuss their performance.
ARTICLE 40 – MISCELLANEOUS
40.01 Employees shall be allowed to purchase their service weapon from the City for $1.00 under
the following circumstances only: (a) after 25 years of service with the City; (b) upon a
regular retirement pursuant to the Police and Fire Pension Fund; or (c) upon a disability
retirement that is job related and not pursued to avoid criminal prosecution or job
termination.
40.02 The Employer will make available $500.00 annually for the maintenance of the exercise
room on an as-need basis. Any new purchases or maintenance costs which exceed the stated
amount may be on an item-by-item basis, based upon discussions with the Employer.
40.03 The parties agree to delineate and establish the formula used for payout of benefits upon
retirement, termination, resignation, or death of an employee, including holiday pay,
vacation pay, sick time payout, uniform allowance, and specialty pays.
40.04 Effective January 1, 2010, the Employer shall not establish or utilize shift minimum
manpower formula that include any employees other than bargaining unit members.
40.05 In the event an employee believes that conditions found during the course of his duties
related to equipment is dangerous to his health or safety, he will report his findings to his
immediate supervisor and he will not be required to continue to use that piece of equipment
pending an inspection and determination by the immediate supervisor and an appropriate
management representative that the equipment is safe, it being understood and agreed that
management's determination as to the safety of the equipment is binding. This decision is
subject to the grievance and arbitration procedure.
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ARTICLE 41 – SEPARATION PAY
41.01 For employees separating from employment Special Capacity Pays shall be prorated, and
Longevity Pay shall be prorated based on the employee’s hiring anniversary date. Unused
Holiday Time and compensatory time shall be paid out at separation. For Uniform
Allowance there will be no payment at separation.
ARTICLE 42 – DURATION
42.01 This Agreement shall become effective upon ratification (March 23, 2026), and shall
continue in full force and effect, along with any amendments made and annexed hereto,
until midnight, December 31, 2028.
42.02 The parties will make a good faith effort to meet within two weeks of the Notice to
Negotiate being received.
ARTICLE 43 – EXECUTION
43.01 IN WITNESS THEREOF, the parties hereto have set their hands and seal this
___________________________________, 2026.
FOR THE UNION: FOR THE CITY:
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THE OHIO PATROLMEN'S BENEVOLENT ASSOCIATION
And
CITY OF FAIRVIEW PARK
Union Proposal (Full-time Sergeants, Lieutenants, and Patrolmen)
APPENDIX A: WAGE SCALE
All bargaining unit employees basic wage rates shall be increased as follows and as more
fully described in Schedule A.
Effective January 1, 2026…………………..$1.50/hour equity adjustment added to New Starting
Police Officer Step and New Police Officer 3 Step;
plus 3.0% wage increase
Effective January 1, 2027…………………..3.5% wage increase
Effective January 1, 2028…………………..3.0% wage increase
SCHEDULE A 2026-2028
Hourly 2026 Wages 2027 Wages 2028 Wages
Lieutenant $59.30 $61.38 $63.22
Sergeant $52.48 $54.32 $55.95
Police Officer 3 $46.44 $48.07 $49.51
Police Officer 2 $40.90 $42.33 $43.60
Police Officer 1 $36.90 $38.20 $39.34
Starting Police Officer $34.45 $35.66 $36.73
Detective $49.46 $51.19 $52.73
Starting Police Officer: Effective Date of Hire
Police Officer 1: Effective after 1 year
Police Officer 2: Effective after 2 years
Police Officer 3: Effective after 3 years
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LETTER OF UNDERSTANDING
January 1, 2003
S. Randall Weitman, Esq.
The Halle Building - Ninth Floor 1228 Euclid Avenue
Cleveland, Ohio 44115
Re: Negotiations between City of Fairview Park and OPBA(Patrolmen/Sergeants/Lieutenants)
Dear Mr. Weltman:
The parties agree to a random drug-free workplace program as defined by the State of Ohio
Bureau of Workers' Compensation on the basis that all employees in the City will be subject to
such program.
Sincerely,
CITY OF FAIRVIEW PARK
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MEMORANDUM OF UNDERSTANDING
Whereas the City of Fairview Park ("Employer" or "City") and the Ohio Patrolmen's
Benevolent Association ("OPBA'' or "Union") wish to promote efficient and optimal service to the
residents and businesses of Fairview Park;
Whereas the City and OPBA are parties to a Collective Bargaining Agreement ("CBA")
which is dated January 1, 2026, through December 31, 2028;
Whereas the City and OPBA wish to allow shifts of twelve (12) hours, and also to allow
eight (8), nine (9), ten (10), or eleven (11) hour shifts for Bargaining Unit Members; as deemed
necessary by the Chief, for the efficient operation of the Department;
Whereas this MOU is not intended to increase, enhance, or diminish any benefit currently
provided under the CBA;
Whereas the City and the OPBA may wish to utilize such shifts for regular shifts, overtime
shifts, special duty shifts, special assignments, and/or any other type of assignment that may arise;
Therefore, the parties mutually agree as follows:
1. The City will continue twelve (12) hour shifts. This MOU expires on December 31, 2028,
unless renewed by both parties.
Schedule: The twelve (12) hour shift schedule shall be comprised of a day shift and a
night shift, with actual hours to be determined by the Chief of Police or his/her designee.
2. Any employee working a twelve (12) hour shift or hybrid thereof (any combination of eight
(8) through twelve (12) hour shifts in one pay period), shall be given "Kelly Time" on an
hour for hour basis, for any hours worked in excess of 80 hours and up to 84 hours, in a
pay period.
a) Kelly Time is defined as hours earned, on an hour for hour basis, for any hours
worked in excess of 80 and up to 84 hours in a pay period, in lieu of
overtime/wages. These hours are then used to reduce the average hours worked to
80 hours in a pay period throughout the year.
b) Employees assigned to 12-hour shifts or combination of 8-12-hour shifts, shall
continue to be paid for 80 hours every two weeks; for hours worked between 80
and 84 hours, Kelly time shall apply as an hour reduction measure. Hours worked
in excess of 84 hours or more than scheduled in a workday shall be eligible for OT
in accordance with Section 3 hereof.
c) The use of Kelly Time, as leave, shall be governed by Departmental Policy, to
reduce hours worked to an average of 80 hours per pay period. Overtime will be
paid as spelled out in Item 3 below.
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d) Kelly time balance for each officer shall be maintained by the Shift Lieutenant.
e) Except as otherwise approved by the Chief or his designee, Kelly Time Leave must
be taken in twelve (12) hour blocks. Kelly Time may accumulate to 36 hours, at
which time, if not taken, will be assigned by the employee's supervisor. Use of
Kelly leave, whether by choice or assignment, may not cause a shift to drop below
minimum manpower requirements which would require overtime.
f) Kelly Time shall never be included in an Employee's payout upon termination of
service, voluntary or involuntary, except in the event of the death of the employee.
3. Overtime: Notwithstanding Article 23 in the current CBA, overtime for non-exempt
employees covered by the above referenced CBA shall be paid in the following situations:
a) Employees shall receive overtime for hours worked in excess of their scheduled
hours in a workday.
b) Employees assigned to twelve (12) hour shifts shall receive overtime for any hours
worked beyond 84 hours in a two-week period.
c) For Travel Time (Article 22.03), employees shall not automatically receive
overtime as spelled out in that clause, if their work hours for the shift are set
between 8 and 12 hours on the day of training, unless they work (including travel
time) beyond the number of hours scheduled that day. (Ex. Travel to Richfield for
training, but assigned to 10- or 12-hour day, would not get OT even though it is
over 20 miles away)
4. Compensatory Time: In accordance with Paragraph 2 above, compensatory time accrual
shall still be made in accordance with Article 21.02 of the current CBA.
5. The Department Call-In Procedure shall be used to cover shift shortages caused by
illness, injury, or other circumstances.
6. The City may still schedule shifts in excess of eight (8) and less than twelve (12) hours, in
addition to the twelve (12) hour shifts, for purposes of training, education, overtime
equalization/reduction, or other operational needs, at the discretion of the Chief or other
designee.
7. Holidays Worked: Pay for time actually worked on Holidays shall continue to be paid in
accordance with section 21.03 of the CBA, regardless of the length of shift.
8. Holiday time off with Pay: All employees covered by the current CBA, regardless of shift
length, will receive ninety-six (96) hours of Holiday pay per year. Such Holiday time off
shall continue to be scheduled in accordance with Police Department policy.
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9. Vacation Pay: All employees covered by the current CBA will continue to receive the
same number of hours of vacation based on years of service, per year, in accordance with
Article 20 of the CBA. Rather than expressing the vacation time as weeks, it will be
expressed in hours. What is currently two (2) weeks of vacation will become eighty (80)
hours of vacation; Three (3) weeks of vacation will become one-hundred twenty (120)
hours of vacation; Four (4) weeks of vacation will become one-hundred sixty (160) hours
of vacation; Five (5) weeks of vacation will become two hundred (200) hours of vacation;
Six (6) weeks of vacation will become two-hundred forty (240) hours of vacation. Such
vacation time off shall continue to be scheduled in accordance with Police Department
policy.
10. Funeral Leave: Employees scheduled to work twelve (12) hour shifts shall be granted
bereavement leave of up to thirty-six (36) work hours (3 shifts) in the event of the death of
a family member specified in Article 16.01. If the death is outside of the State of Ohio, the
employee shall be granted a leave of absence of sixty (60) work hours (5 shifts).
11. Traumatic Leave: Article 18 – Officers scheduled for shifts in excess of eight (8) hours
up to twelve (12) hour shifts shall still be entitled to 3 days of paid leave, at the Chief’s
discretion, regardless of scheduled shift length.
12. Management Rights: Management retains the right to discontinue twelve (12) hour shifts
for regular shifts, overtime shifts, special duty shifts, special assignments, and/or any other
type of assignment that may arise, solely at the discretion of the Chief. Management will
give sixty (60) days advance notice, in writing, prior to the discontinuation of twelve (12)
hour shifts.
In the event any provision of this Agreement shall be held to be void, unlawful, or for any reason
unenforceable or otherwise at variance with the intentions of the Parties as expressed herein, the
remaining portions of the Agreement shall remain in full force and effect. No waiver of any
provision of this Agreement, or the breach thereof, shall be deemed a waiver of any other provision
or breach.
The Parties acknowledge that the conversion to 12-hour shifts may present some unintended
consequences and agree to cooperate in good faith to resolve any issues to effectuate the general
intent of the CBA.
This MOU shall be attached to the CBA.
IN WITNESS WHEREOF, the Parties have knowingly and voluntarily executed or caused their
authorized representatives to execute this Agreement as dated below:
Bill Schneider Date Danielle M. Chaffin Date
Mayor of the City of Fairview Park General Counsel for the OPBA
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CITY OF FAIRVIEW PARK
ORDINANCE NO.: 26-
ORGINATED BY: JENNIFER PAE, FINANCE DIRECTOR/HR MANAGER
REQUESTED BY: MAYOR BILL SCHNEIDER
SPONSORED BY: COUNCILWOMAN GREENFIELD
AN ORDINANCE ESTABLISHING THE SALARY RANGES FOR VARIOUS
OFFICES AND POSITIONS OF THE MUNICIPAL GOVERNMENT, REPEALING ALL
OTHER ORDINANCES OR PARTS OF ORDINANCES INCONSISTENT HEREWITH, AND
DECLARING AN EMERGENCY
WHEREAS, it is reasonable and necessary for the efficient operation of the City of
Fairview Park that the City fairly compensates its non-collective bargaining employees; and
WHEREAS, it has also become necessary to adjust the Fire/EMS Chief and Police Chief
2026 salaries based on the outcome of the respective 2026-28 collective bargaining agreements.
NOW THEREFORE BE IT ORDAINED BY THE COUNCIL OF THE CITY OF
FAIRVIEW PARK, COUNTY OF CUYAHOGA AND STATE OF OHIO:
SECTION 1. That effective with the passage of this Ordinance, the annual salary ranges of
certain positions are hereby updated as attached hereto as Exhibit "A" and will remain in effect
until duly changed by ordinance. The positions contained in Exhibit "A" shall be paid at a salary
determined by the Mayor and paid on a bi-weekly basis, with the exception of the Clerk of Council,
the salary for which is determined by the Members of Council.
SECTION 2. The Fire/EMS Chief and the Police Chief shall be compensated at a salary
16.8% higher than the top-ranking officer in the respective collective bargaining units, as well as
to be awarded any negotiated benefits they may qualify for within the respective collective
bargaining agreements.
SECTION 3. Employees listed in Grades F – Grade A and Specialty Positions shall be
permitted to work on a part-time basis or a set pro-rated annual salary based on regularly scheduled
hours worked, and their hourly rate or prorated annual salary shall be set within the respective
grade ranges, can be employed in a combination of two positions, and can be offered benefits as
detailed in Section 4 upon the discretion of the Mayor.
SECTION 4. Any non-seasonal part-time employee as defined in Section 143.01 (g) of the
City of Fairview Park Codified Ordinances regularly scheduled to work 30 hours or more, but less
than 40 hours shall be allowed the following benefits:
Ordinance 26-__ | Page 1

[PAGE 89]
• To earn sick leave on a pro-rated basis of regularly scheduled hours as defined in
Section 143.12;
• To holiday leave as defined in Section 143.14 (paid a full-eight hours);
• To be offered Health Plan Insurance as required by Affordable Care Act; and
• To be offered Life Insurance.
SECTION 5. That the salary of the Director of Law shall cover all ordinary services
including legal advice and opinions as requested by the Council, the Mayor and Directors of
Departments, the drafting of ordinances and resolutions, attendance at Council meetings and the
administration and supervision of the Law Department.
The professional fees for handling any litigation involving the City of Fairview Park for
other extraordinary services shall be paid at a rate not to exceed $200.00 per hour. Payments to
the Law Department for the handling of litigation or extraordinary services shall not exceed in
total $35,000 per year unless otherwise authorized by Council.
“Extraordinary Services as used herein shall mean any and all legal services furnished to
the City by the Director of Law or the Assistant Director of Law not otherwise within the
contemplated scope of their salary duties. “Extraordinary Services” includes but is not limited to
the negotiation of the City labor contracts and other contracts and preparation for and attendance
at arbitration or lawsuits concerning labor matters, including matters before the State Employment
Relations Board, other State administrative agencies, and any appeals.
SECTION 6. The City shall hold the Law Director and assistants to the Law Director,
including the Assistant Director – Prosecutor and Assistant Director – Boards and Commissions,
harmless and indemnify each from any and all damages and liability claims, asserted or adjudicated
through civil and criminal litigation or proceedings before any court or administrative agency , and
the City of Fairview Park shall indemnify all costs or expenses incurred for the defense thereof
and pay all judgements for money damages awarded as a result of undertaking the responsibilities
described herein.
SECTION 7. That Ordinance 25-65, and all previous salary ordinances or parts of
ordinances inconsistent herewith, are hereby repealed.
SECTION 8. It is found and determined that all formal actions of this Council concerning
and relating to the adoption of this Ordinance were adopted in an open meeting of this Council and
that all deliberations of this Council and any of its Committees that resulted in such formal action
were in meetings open to the public in compliance with all legal requirements.
Ordinance 26-__ | Page 2

[PAGE 90]
SECTION 9. That this Ordinance is hereby declared to be an emergency measure,
necessary for the immediate preservation of the public peace, health, safety, and welfare and for
the further reason that it is necessary to expedite this Ordinance for the efficient operation of the
City of Fairview Park; and provided it receives the affirmative vote of a majority plus one of the
members elected to Council, it shall take effect and be in force immediately upon its passage and
approval by the Mayor, otherwise from and after the earliest period allowed by law.
PASSED: 1st reading:
APPROVED: 2nd reading:
3rd reading:
______________________________
Bridget C. King, Council President
______________________________
Bill Schneider, Mayor
______________________________
Liz L. Westbrooks, Clerk of Council
Ordinance 26-__ | Page 3

[PAGE 91]
CITY OF FAIRVIEW PARK
SALARY STRUCTURE WITH JOB TITLES
Exhibit A 2026
EMPLOYEE GRADE 2026 Minimum 2026 Maximum
Grade F
Chief of Police
Chief of Fire/EMS
Director of Finance
Director of Public Service & Development $86,065 $152,000
Director of Law
Building Commissioner
Director of Recreation
Director of Senior Life
Grade E
Clerk of Council
Assistant Development Director
$74,927 $125,308
Assistant Service Director
Assistant Building Commissioner
Assistant Finance Director
Grade D
Human Resources Manager
Finance Specialist
Deputy Director Recreation / Aquatics
Service Supervisor
Building Inspector $57,714 $96,520
Aquatics Manager
Operations Manager
Program Manager
Office Manager
Marketing / Special Events Manager
Grade C
Assistant Director of Law - Prosecutor
Assistant Service Supervisor
Executive Assistant to Mayor
$49,614 $82,975
Property Maintenance Officer
Recreation Facilities Coordinator
Recreation Program Coordinator
Senior Site Coordinator
Grade B
$43,033 $71,966
Fire Inspector
Grade A
$37,464 $62,653
No Positions At This Time
Specialty Positions .
Assistant Director of Law - Boards and Commissions $15,131 $23,278
Animal Control Officer $3,957 $4,306
Safety Service Director
PART-TIME STAFFING 2026 Minimum 2026 Maximum
Professional Part-time: Administrative Support, Certified Building
Inspector, Instructors/Specialty Recreation, Licensed Social Worker $22.71 $33.53
Regular Part-time: Administrative Clerks, Auxiliary Police Officer, Police
Clerk/Dispatch, Property Maintenance Officer, Recreation Staff, School $11.00
Guard, Senior Life Office, Senior Van Drivers, Service Department, (State of Ohio minimum wage) $24.87
Interns
Seasonal Staff: Hydrant Painter, Recreation Staff, Service Department
$11.00
$20.55
(State of Ohio minimum wage)

[PAGE 92]
20777 Lorain Road Bill Schneider
Fairview Park, Ohio 44126 Mayor
MEMORANDUM
TO: Council President King and Members of City Council
FROM: Jennifer Pae, Finance Director / HR Manager
RE: Police (OPBA) 2026-28 Collective Bargaining Agreement, Fire (IAFF) 2026-28
Collective Bargaining Agreement and Updated Salary Ordinance
DATE: March 16, 2026
The Administration respectfully request that City Council pass the following Ordinances on two readings
with emergency enactment:
AN ORDINANCE AUTHORIZING THE MAYOR OF THE CITY OF FAIRVIEW PARK,
OHIO, TO ENTER INTO AN AGREEMENT WITH THE OHIO PATROLMAN’S BENEVOLENT
ASSOCIATION (OPBA) AND DECLARING AN EMERGENCY
AN ORDINANCE AUTHORIZING THE MAYOR OF THE CITY OF FAIRVIEW PARK,
OHIO, TO ENTER INTO AN AGREEMENT WITH THE INTERNATIONAL ASSOCIATION OF
FIRE FIGHTERS (IAFF) LOCAL 1057 AND DECLARING AN EMERGENCY
AN ORDINANCE ESTABLISHING THE SALARY RANGES FOR VARIOUS OFFICES
AND POSITIONS OF THE MUNICIPAL GOVERNMENT, REPEALING ALL OTHER
ORDINANCES OR PARTS OF ORDINANCES INCONSISTENT HEREWITH, AND DECLARING
AN EMERGENCY
The City’s agreements with its three collective bargaining units: Police (OPBA), Fire (IAFF), and
AFSCME, expired December 31, 2025. The Administration, with assistance from Labor Attorney Jon
Dileno, began negotiations in the last week of November 2025.
The negotiations with the Police and Fire collective bargaining units were civil and productive, and the
parties were able to agree to fair wages that reflect comparable levels experienced within the Westshore
Communities and updates to benefits.
The request for passage on two readings is to allow the collective bargaining members to begin receiving
their negotiated salaries as soon as possible.
440-333-2200 (City Hall) www.fairviewparkohio.gov

[PAGE 93]
20777 Lorain Road Bill Schneider
Fairview Park, Ohio 44126 Mayor
In addition to these two tentative collective bargaining agreements for 2026-28, the 2026 Salary
Ordinance needs to reflect the impact on the Police and Fire Chiefs’ salaries, especially within a year
with a 27th pay period.
Thank you for your consideration.
cc: Bill Schneider, Mayor
A. Steven Dever, Director of Law
Liz Westbrooks, Clerk of Council
440-333-2200 (City Hall) www.fairviewparkohio.gov

[PAGE 94]
CITY OF FAIRVIEW PARK
RESOLUTION NO.: 26-05
SPONSORED BY: COUNCILWOMAN MANN
CO-SPONSORED BY: COUNCILMEMBERS LANG, MINEK AND RALEY
A RESOLUTION OF THE COUNCIL OF THE CITY OF FAIRVIEW PARK CALLING ON
THE STATE LEGISLATURE OF OHIO TO PASS LEGISLATION TO ALLOW FOR THE
CREATION OF COMMUNITY ENERGY PILOT PROGRAM IN OHIO AND DECLARING
AN EMERGENCY
WHEREAS, community energy facilities allow customers to choose the source of their
electricity, including customers that desire to purchase solar energy but do not have suitable
conditions to install their own solar facility; and
WHEREAS, community solar facilities are a more decentralized, resilient, and efficient
way to deliver electricity to ratepayers; and
WHEREAS, in June 2025, Ohioans saw a 26% increase on their electricity bills and
community solar facilities have been shown to save households 5% to 20% on their electricity
costs; and
WHEREAS, Ohio imports 20% of its energy and regional energy prices are increasing
significantly, a community energy pilot program would produce energy locally, avoiding costly
transmission upgrades and improving grid reliability for all ratepayers; and
WHEREAS, a study from Ohio University determined that a “Community Solar Pilot
Program” would generate an estimated $5.6 billion in gross output and $409.5 million in local
tax revenues; and
WHEREAS, community solar provides cleaner air, and will assist in helping Fairview
Park and all of Cuyahoga County in meeting National Air Quality Standards established by the
EPA.
WHEREAS, Ohio based solar manufacturing companies and workers will benefit from
local community solar projects enabled by this legislation; and
WHEREAS, 24 states currently have specific enabling legislation for community energy,
which provides a framework that supports the production of community energy facilities in those
states.
NOW, THEREFORE, BE IT RESOLVED BY THE COUNCIL OF THE CITY OF
FAIRVIEW PARK, COUNTY OF CUYAHOGA AND STATE OF OHIO:
SECTION 1: That the Council of the City of Fairview Park hereby urges the Ohio
Legislature to approve a Community Energy Pilot Program as delineated in House Bill 303, which
passed the Ohio House with a 77 to 8 affirmative vote and awaits passage in the Ohio Senate the

[PAGE 95]
creation of creation of Community Energy Pilot Program in Ohio, as this investment will improve
the quality of life for Ohioans.
SECTION 2: That the Clerk of Council is hereby directed to forward copies of this
Resolution to Governor Mike DeWine, House Bill 303 Sponsors, State Representative Bride Rose
Sweeney, Ohio General Assembly Leadership and Energy Committees Leadership.
SECTION 3: It is found and determined that all formal actions of this Council concerning
and relating to this Resolution were adopted in an open meeting of this Council, and its
deliberations of this Council and any of its committees that resulted in such formal action were in
meetings open to the public in compliance with all legal requirements.
SECTION 4: That this Resolution is duly declared to be an emergency measure, necessary
for the immediate preservation of public peace, health, safety and welfare and to immediately make
known to various elected representatives and offices of the state government this Council’s support
of creation of the Community Energy Pilot Program in Ohio, and provided it receives the
affirmative vote of a majority plus one of the members of Council eligible to vote, it shall take
effect and be in force immediately upon its passage and approval by the Mayor, otherwise from
and after the earliest period allowed by law.
PASSED: 1st reading: 03.16.26
APPROVED: 2nd reading:
3rd reading:
_______________________________
Bridget C. King, Council President
_______________________________
Bill Schneider, Mayor
_______________________________
Liz L. Westbrooks, Clerk of Council

[PAGE 96]
CITY OF FAIRVIEW PARK
ORDINANCE NO.: 26-17
ORIGINATED BY: BRYAN HITCH, SERVICE DIRECTOR
REQUESTED BY: MAYOR BILL SCHNEIDER
SPONSORED BY: COUNCILWOMAN MANN and COUNCILWOMAN GREENFIELD
AN ORDINANCE AUTHORIZING THE MAYOR TO ADVERTISE FOR BIDS AND
TO ENTER INTO A SEWER SERVICES CONTRACT WITH THE LOWEST, MOST
RESPONSIVE AND MOST RESPONSIBLE BIDDER AND DECLARING AN EMERGENCY
WHEREAS, the Service Director has recommended that the City move forward with an
annual Sewer Services Program; and
WHEREAS, the Mayor is requesting authorization to advertise for bids and to enter into a
sewer services contract for the City of Fairview Park’s (“City”) 2026 Sewer Services Program;
and
WHEREAS, the Service Director and the Mannik and Smith Group, Inc. (“City Engineer”)
have identified sections throughout the City of deteriorated sanitary sewer lines requiring
rehabilitation through sewer lining and related improvements; and
WHEREAS, implementing an annual Sewer Services Program allows the City to take a
proactive approach to infrastructure maintenance, addressing issues before they become
emergency failures, stabilizing long-term costs, and protecting public health and the environment.
NOW, THEREFORE, BE IT ORDAINED BY THE COUNCIL OF THE CITY OF
FAIRVIEW PARK, COUNTY OF CUYAHOGA AND STATE OF OHIO:
SECTION 1. That the Mayor is hereby authorized to advertise and accept bids for the
2026 Sewer Services Program.
SECTION 2. That the Mayor is authorized to enter into a sewer services contract with the
lowest, most responsive, and most responsible bidder determined by the Board of Control for the
2026 Sewer Services Program in an amount not to exceed five hundred thousand dollars
($500,000.00) and to be paid from the Sanitary Sewer Fund (Fund 510).
SECTION 3. It is found and determined that all formal actions of this Council concerning
and relating to the adoption of this Ordinance were adopted in an open meeting of this Council,
and that all deliberations of this Council and any of its Committees that resulted in such formal
action were in meetings open to the public in compliance with all legal requirements.
SECTION 4. That this Ordinance is hereby declared to be an emergency measure
necessary for the preservation of the public peace, health, safety and welfare and provided it
receives the affirmative vote of a majority plus one of the members elected to Council, it shall take
effect and be in force immediately upon its passage and approval by the Mayor, otherwise from
and after the earliest period allowed by law.
Ordinance 26-17 | Page 1

[PAGE 97]
PASSED: 1st reading: 03.02.26
APPROVED: 2nd reading: 03.17.26
3rd reading:
_______________________________
Bridget C. King, Council President
_______________________________
Bill Schneider, Mayor
_______________________________
Liz L. Westbrooks, Clerk of Council
Ordinance 26-17 | Page 2

[PAGE 98]
20777 Lorain Road
Fairview Park, OH 44126 Mayor Bill Schneider
MEMORANDUM
TO: Council President King and Members of City Council
FROM: Bryan Hitch, Service Director
RE: Ordinance Authorizing Advertisement of Bids to Enter into a Sewer Services
Contract
DATE: March 2, 2026
The Administration of the City of Fairview Park (“City”) requests passage of the following
legislation on three readings with emergency enactment:
AN ORDINANCE AUTHORIZING THE MAYOR TO ADVERTISE FOR BIDS AND
TO ENTER INTO A SEWER SERVICES CONTRACT WITH THE LOWEST, MOST
RESPONSIVE AND MOST RESPONSIBLE BIDDER AND DECLARING AN EMERGENCY
The Service Director and the Mannik and Smith Group Inc. (“City Engineer”) have identified
sections throughout the City of deteriorated sanitary sewer lines requiring rehabilitation through
sewer lining and related improvements.
Sewer lining extends the life of our infrastructure by 40 to 50 years at a fraction of the cost of full
pipe replacement. It reduces inflow and infiltration, which helps prevent sewer backups and system
overload during heavy rain events. Because the process is trenchless, it minimizes road closures,
disruption to residents, and restoration costs.
The Service Director has recommended that the City move forward with an annual Sewer Services
Program. Implementing an annual Sewer Services Program allows the City to take a proactive
approach to infrastructure maintenance, addressing issues before they become emergency failures,
stabilizing long-term costs, and protecting public health and the environment
Cc: Liz Westbrooks, Clerk of Council
Mayor Bill Schneider
A. Steven Dever, Law Director
Jennifer Pae, Finance Director/HR Manager
Kim Kerber, City Engineer
440-333-2200 (City Hall) www.fairviewparkohio.gov