CBAs marked "Yes" address a given topic or question or "No" do not address that topic or question. Or there is no CBA, the CBA is unknown, or a FOIA request was denied.
| Question | Answer |
|---|---|
| Does the CBA require or incentivize college or post-secondary education? | YES |
| Summary: Allows employees to receive tuition reimbursement | |
| Does the city CBA prohibit felons from becoming law enforcement officers? | NO |
| Does the CBA require or incentivize law enforcement officers to learn first aid skills? | YES |
| Summary: The department provides training to dispatchers in certain areas including first aid | |
| Does the CBA have provisions related to firearms training? | NO |
| Does the CBA have provisions related to training with tasers or other nonlethal weapons? | NO |
| Does the CBA require law enforcement officers to learn any martial arts? | NO |
| Does the CBA require law enforcement officers to submit to regular psychological counseling/evaluation? | NO |
| Summary: Psychological examination can be required for the motorcycle unit or for "disability separation" | |
| Does the CBA require performance evaluations? | YES |
| Summary: All non-probationary employees have an annual performance review | |
| Detail: Performance reviews are used for merit positions, raises, and promotions; employees must receive and sign a copy of their review; employee may appeal any section that is not labeled as "meets" or "above" standards | |
| Is the current CBA publicly available online? | YES |
| Does the CBA restrict licensing procedures for law enforcement officers or departments? | NO |
| Does the CBA reference citizen review boards? | NO |
| Does the CBA limit union authority to pay and benefits issues? | NO |
| Does the state/city CBA require law enforcement officers to do driving training regularly? | NO |
| Does the state/city CBA require law enforcement officers to do driving training regularly? | NO |
| Does the CBA require law enforcement officers to take regular mental health training? | NO |
| Does the CBA forbid the transfer or reassignment of an officer as a form of discipline? | NO |
| Does the CBA have provisions related to community policing? | 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 |
| Summary: State retains right to hire/transfer employees | |
| Does the CBA have provisions related to the use of body-worn cameras or body-worn camera video evidence? | YES |
| Summary: Describes disciplinary action involving footage | |
| Does the CBA contain provisions related to misconduct investigations? | YES |
| Summary: Administrative investigation procedure for misconduct | |
| Do officers have a right to request third-party arbitration for grievances, including over disciplinary actions? | YES |
| Summary: Condition: Disciplinary grievances go through the grievance/arbitration procedure and may be appealed to arbitration within 15 days of the response to the grievance; Selection: Both parties agree to a panel of six umpires who serve in rotation; Provider: N/A; Arbitrator authority: The umpires decision is final and binding | |
| Detail: The Office of Collective Bargaining (OCB) has the authority to grant, modify, or deny the grievance at arbitration. Arbitration should be scheduled within 240 days of the appeal. | |
| Does the CBA contain provisions related to discipline for misconduct? | YES |
| Summary: Primary discipline authority: Police Department, State of Ohio; Types: Written reprimand, suspension, working suspension, demotion, removal; Restricted aspects: Suspension not to exceed 5 days shall only be implemented after approval from Office of Collective Bargaining; Challenge/appeal process: Union grievance procedure, but will be limited to challenge of if employee's action constitutes a violation of work rule, not the level of discipline itself. | |
| Detail: Employer shall follows principles of progressive discipline. Employee may be placed on paid administrative leave with purpose of investigating the event or condition and shall not be considered discipline or grievable provided the employee does not lose pay or benefits. Exceptions can be found in ORC Section 124.388(B) | |
| Does the CBA explicitly allow for a state ombudsman outside particular police departments to hold law enforcement officers accountable for misconduct? | NO |
| Does the CBA regulate processes for retaining officer disciplinary records? | YES |
| Summary: Record storage: State-run database; Storage authority: Personnel office of the Department of Public Safety; Types of records: N/A; Timeline: Written reprimands 2 years, disciplinary action 3 years; Access and use: Any bargaining unit member shall have the right to inspect their personnel file; Use in decisions: N/A | |
| Does the CBA require notice to officers of investigations? | YES |
| Summary: Conditions: N/A; Timeline: Must be given prior to the interview; Content: Must include the nature and specifics of the investigation | |
| Does the CBA determine a timeline for investigations? | NO |
| Does the CBA contain provisions related to compensation during misconduct investigations? | YES |
| Summary: Employees will be in on-duty paid status for the duration of all investigation interviews. | |
| Are there any statutes or regulations that prohibit collective bargaining with police unions? | NO |
| Does the state have a "police bill of rights" statute or regulation? | NO |
| Is there a CBA with the police union? | YES |