Police hiring, training, and disciplinary requirements in Toledo, Ohio
| Police hiring, training, and discipline |
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This page provides an overview of policies related to the hiring, training, and discipline of police officers in Toledo, Ohio. It is part of an analysis of police union collective bargaining agreements and related arrangements with police unions concerning hiring, training, and disciplinary requirements in the 50 states and top 100 cities by population.
Background
Through the lens of 40 research questions related to police hiring, training, and discipline, Ballotpedia examined the collective bargaining agreements, statutes, and regulatory codes governing the 50 states and the top 100 US cities by population.
Some of the hiring, training, and discipline standards for police officers not established by statutes or regulations arise from negotiations with police unions. Those negotiations are often codified in collective bargaining agreements (CBAs). Those agreements are the contracts that states and cities sign following negotiations with police unions. Some states and cities restrict collective bargaining, but may still negotiate with police unions using other methods. After negotiating with the unions, those jurisdictions sometimes establish police standards through documents including memoranda of understanding or meet and confer agreements.
Results
The tables below link to each question Ballotpedia used to analyze the states and cities and indicates how Toledo handles police hiring, training, and discipline. To see the provisions Ballotpedia used to support these results, click here.
CBA basics
| CBA basics | Results |
|---|---|
| Is there a CBA with the police union? | YES |
| Is the current CBA publicly available online? | YES |
Discipline and accountability
| Discipline and accountability | Results |
|---|---|
| Does the CBA contain provisions related to discipline for misconduct? | YES |
Primary discipline authority: City of Toledo, Police Department; Types: Verbal/written reprimand, suspension, dismissal; Restricted aspects: N/A; Challenge/appeal process: Suspension or dismissal may be appealed to Civil Service Commission or final and binding arbitrationThe employee has the right to counsel and/or union member representation at disciplinary hearings. Employees may request a hearing no sooner than 7 days and no more than 14 days after receiving written charges. Suspension or dismissal of an officer may be appealed to the Civil Service Commission or submitted to a third-party arbitrator for review. The union can also appeal verbal or written reprimands added to an officer's personnel record by submitting a written complaint to the chief of police to request review of the reprimand. | |
| Do officers have a right to request third-party arbitration for grievances, including over disciplinary actions? | YES |
Condition: Arbitration is the fourth step in the officer grievance process; Selection: Seven arbitrators are provided and the department and union alternate striking one name until one remains Provider: The Federal Mediation and Conciliation Service or the American Arbitration Association Arbitrator authority: The arbitrator's decision is final and bindingThe officer, unions, and department can agree to Expedited Advisory Labor Arbitration by one of a panel of 10 pre-selected arbitrators in an expedited process. Otherwise the full arbitrator selection and arbitration process is used. Either the Federal Mediation and Conciliation Service or the American Arbitration Association provides provides seven available arbitrators. If the parties in the grievance cannot agree on which agency to use, the Federal Mediation Conciliation Service must be used. The city and the union alternately strike names from the list until one name is left. The arbitrator has final and binding authority. Fees and expenses are paid by the side against whom the arbitrator decides. | |
| Does the CBA forbid the transfer or reassignment of an officer as a form of discipline? | NO |
| Does the CBA explicitly allow for a state ombudsman outside particular police departments to hold law enforcement officers accountable for misconduct? | NO |
Legal limitations or provisions
| Legal limitations or provisions | Results |
|---|---|
| Does the city CBA prohibit felons from becoming law enforcement officers? | NO |
| Are there any statutes or regulations that prohibit collective bargaining with police unions? | NO |
Training and counseling
Community relations and oversight
| Community relations and oversight | Results |
|---|---|
| Does the CBA reference citizen review boards? | NO |
| Does the CBA have provisions related to community policing? | YES |
Community Services Section mentioned | |
Investigations
| Investigations | Results |
|---|---|
| Does the CBA contain provisions related to misconduct investigations? | YES |
Employee bill of rights outlines rights in investigative procedure. Minor complaint investigations finished in 45 days after filing of original report. Major complaint investigations except criminal felony complaints shall conclude in 100 days after filing of original report. Statute of limitations in Ohio Revised Code has ruling authority for criminal complaints involving felony investigations. | |
| Does the CBA require notice to officers of investigations? | YES |
Conditions: N/A; Timeline: Must be notified at least 7 days prior to a hearing; Content: Must include the nature of the investigation | |
| Does the CBA determine a timeline for investigations? | YES |
Timeline to launch: N/A; Timeline to conclude: 45 days for minor violations, 100 days for major violations | |
| Does the CBA contain provisions related to compensation during misconduct investigations? | YES |
An officer may be relieved from duty pending investigation; backpay will be issued if an officer is not found guilty. | |
Evidence and records
| Evidence and records | Results |
|---|---|
| Does the CBA have provisions related to the use of body-worn cameras or body-worn camera video evidence? | NO |
| Does the CBA regulate processes for retaining officer disciplinary records? | YES |
Record storage: City-specific database; Storage authority: N/A; Types of records: Personal service record and disciplinary records; Access and use: Personal service record: reprimands removed after 2 years, suspensions of less than 30 days are removed after 3 years, suspensions of more than 30 days are removed after 5 years (all suspensions can be removed after 2 years at the discretion of the Police chief; Disciplinary records: 5 years for suspensions of 30 days or more, 4 years for anything else; Use in decisions: N/A | |
Qualifications and evaluation
| Qualifications and evaluation | Results |
|---|---|
| Does the CBA require performance evaluations? | YES |
Referenced in relation to the selection of field training officers | |
| Does the CBA restrict licensing procedures for law enforcement officers or departments? | NO |
Union authority
| Union authority | Results |
|---|---|
| Does the CBA limit union authority to pay and benefits issues? | NO |
| Does the CBA give the union the power to approve or disapprove new training programs for law enforcement officers? | NO |
| Does the CBA have provisions involving the union in the process for promotions, unit assignments, and transfers? | NO |
Chief of police ultimately responsible for filling positions | |
See also
Footnotes
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