On the agenda: Zanesville meeting — Flock camera (Aug 10)

City Council Meeting
Agenda of Business
August10,2026

The Lord's Prayer
Pledge of Allegiance to the Flag
A.

Roll Call

B.

Approval of Meeting Minutes Dated July 27, 2026

C.

Communications, Reports, and Resolutions
1. Communication from Amanda Perkowski, Budget & Finance Director The Local Government Revenue FY2027 as certified by the Muskingum
County Auditor's Office.

D.

Proposed Ordinances
1. Ordinance No. 2026-73 - Introduced by Council - An Ordinance authorizing
the competitive solicitation and execution of a tax-exempt lease-purchase
agreement to finance a Sutphen 75-foot fire engine/ladder; authorizing related
documents; and declaring an emergency. (Emergency or First Reading)
2. Ordinance No. 2026-74 - Introduced by Council -An Ordinance consenting
to an expedited type two annexation petition and declaring an emergency.
(Emergency or First Reading)
3. Ordinance No. 2026-75 - Introduced by Council - An Ordinance designating
the municipal services to be provided to and the zoning classification of
annexed property and declaring an emergency. (Emergency or First Reading)
4. Ordinance No. 2026-76 - Introduced by Council - An Ordinance authorizing
the assessment of liens against certain properties for and declaring an
emergency. (Emergency or First Reading)
5. Ordinance No. 2026-77 - Introduced by Council - An Ordinance to amend
employee handbook setting forth policies and procedures for public
employees of the City of Zanesville. (First Reading)

E.

Ordinances for Action
1. Ordinance No. 2026-67- Introduced by Council - An Ordinance authorizing
the use of blanket purchase orders and blanket certificates pursuant to Ohio
Revised Code Section 5705.41 (0)(3) , and establishing a maximum amount of
less than five thousand dollars ($5,000.00) for each such blanket purchase
order or certificate. (Third Reading)
2. Ordinance No. 2026-68 - Introduced by Council - An Ordinance authorizing
a maximum schedule of positions for the City of Zanesville's workforce. (Third
Reading)
3. Ordinance No. 2026-69 - Introduced by Council - An Ordinance amending
Ordinance No. 2026-28 that currently establishes wages for unaffiliated
employees in the municipal service, authorizing the Mayor to add City of
Zanesville Armed Security Officer position to the unaffiliated pay ordinance.
(Third Reading)

F.

Traffic Orders
None

G.

Miscellaneous and Unfinished Business
None

H.

Private Petitions and Communications
1. Connor Gates, 719 Westbourne Avenue, Zanesville OH, speaking on "Flock
cameras/Body cameras. "

I.

Adjournment

The next regular meeting is scheduled for August 24, 2026.
This meeting is open to the public who may attend in person or attend by phone or
Internet using the information beiow.
Phone 1-844-621-3956 US Toll Free or 1-415-655-0001 US Toll
Use Access Code: 126 750 8098 #
Online with WebEx- Enter zanesvillecity.webex.com in web browser. Enter Meeting
Information- 126 750 8098

ZANESVILLE CITY COUNCIL MEETING MONDAY, JULY 27, 2026
ZANESVILLE CITY COUNCIL MEETING- MONDAY, JULY 27, 2026

The Zanesville City Council met in regular session at 7:00 p.m. on Monday, July 27, 2026 in the
City Council Chambers, 401 Market Street, Zanesville, Ohio.
President Vincent: Good evening, everyone. I would like to call Zanesville City Council meeting
to order for July 27, 2026. Please stand and join me in the Lord's Prayer, followed by the Pledge
of Allegiance to the Flag.
President Vincent led those present in the Lord's Prayer and the Pledge of Allegiance to the Flag.
President Vincent: May I have roll call, please?
The following members of Council answered roll call: Mrs. Osborn, Mr. Hennessey, Mr. Ballmer,
Mr. Baker, Mr. Taylor-Lehman, Miss Bradshaw, Ms. Frye, and Mr. Vincent. Mr. King and Mr. Ware
were absent.
President Vincent: I need a motion to excuse Mr. King and Mr. Ware.
Mrs. Osborn made a motion to excuse Mr. King and Mr. Ware. It was seconded by Miss Bradshaw.
President Vincent: Is there any discussion? Hearing none, all in favor of excusing Mr. King and
Mr. Ware, signify by saying aye. Those opposed, nay.
A voice vote was taken with all being in favor. None were opposed. Mr. King and Mr. Ware were
absent.
President Vincent: Motion carries. They stand excused.
APPROVAL OF MINUTES

President Vincent: We now move on to approval of the minutes from our last meeting of July 13,
2026. What is Council's pleasure?
Miss Bradshaw moved to receive and approve the minutes as written. It was seconded by Mr.
Ballmer.
President Vincent: Is there any discussion? Hearing none, all in favor of receiving and approving
the minutes, signify by saying aye. Those opposed, nay.
A voice vote was taken with all being in favor. None were opposed. Mr. King and Mr. Ware were
absent.
President Vincent: Motion carries. The minutes stand approved .

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ZANESVILLE CITY COUNCIL MEETING MONDAY, JULY 27, 2026

COMMUNICATIONS, REPORTS, AND RESOLUTIONS
President Vincent: We now move on to communications, reports, and resolutions, which we
have none, so we'll move on to proposed ordinances.

PROPOSED ORDINANCES
Ordinance No. 2026-70 - Introduced by Council - An Ordinance ratifying and confirming the
competitive bidding process for the 2026 Well Rehab - Well 03 and 10; retroactively authorizing
and directing the expenditure therefor as required by R.C. 735.05; awarding the construction
contract to Moody's of Dayton OBA G.M. Baker and Son Co.; authorizing the Public Service
Director to execute the notice of award, construction agreement, and related documents; and
declaring an emergency.
President Vincent: I need a motion to waive.
Miss Bradshaw moved to waive the readings. It was seconded by Ms. Frye.
President Vincent: Is there any discussion of waiving? Hearing none, we will have roll call vote
on waiving of the readings.
Roll call vote for waiving the readings
7 Ayes
0 Nays
2 Absent
(Mr. King and Mr. Ware)
President Vincent: Motion to waive carries. Now I need a motion for passage.
Miss Bradshaw moved for passage. It was seconded by Mr. Taylor-Lehman.
President Vincent: Is there any discussion? Mr. Brown, do you want to touch on this, just a little
bit? Something didn't come to Council?
Scott Brown : Yes, we had multiple projects that we brought to Council. This one, the
authorization to bid it out and execute all contracts, got missed. We advertised, bid, and are
waiting to award to the lowest and best bidder. I talked to the Law Director, and he helped draft
this legislation for us.
President Vincent: Okay, and you and the law Director are fine with it?
Scott Brown: Yes.
President Vincent: Thank you. Is there anything else from Council?

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ZANESVILLE CITY COUNCIL MEETING MONDAY, JULY 27, 2026

Mrs. Osborn: Mr. President?
President Vincent: Mrs. Osborn.
Mrs. Osborn: They have not begun work? This is just bringing you up to date?
Scott Brown: That is correct.
Mrs. Osborn: Okay.
Scott Brown: Because we're a statutory city, we do things per the ORC. I've worked in other cities
that are charter, and this is actually how you would do it. You don't come first and ask to bid it.
Instead, you bid it and then bring it to be authorized to pay it. We typically don't do things that
way here. It was an oversight on my part that I didn't bring it to bid out first. So, I'm bringing it
now. Once we know who the winning bidder is, for you to award it to them.
President Vincent: Okay. Does that answer your question?
Mrs. Osborn: Yes.
President Vincent: Is there anything else from Council? Okay, we will have roll call vote for
passage.
Roll call vote for passage
7 Ayes
0 Nays
2 Absent
(Mr. King and Mr. Ware)
President Vincent: Motion carries. Ordinance is passed.
Ordinance No. 2026-71 - Introduced by Council - An Ordinance authorizing the Public Service
Director to enter into a cost-share agreement with the Muskingum County Land Reutilization
Corporation for the demolition of the former water works building, appropriating and authorizing
payment ofthe city's cost share, and declaring an emergency.
President Vincent: I need a motion to waive.
Miss Bradshaw moved to waive the readings. It was seconded by Mr. Taylor-Lehman.
President Vincent: Is there any discussion on waiving? Hearing none, we will have roll call vote
for waiving the readings.

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ZANESVILLE CITY COUNCIL MEETING MONDAY, JULY 27, 2026
Roll call vote for waiving the readings
7 Ayes
0 Nays
2 Absent
(Mr. King and Mr. Ware)
President Vincent: Motion to waive carries. Now I need a motion for passage.
Miss Bradshaw moved for passage. It was seconded by Mr. Ballmer.
President Vincent: Is there any discussion? With that, we will have roll call vote for passage.
Roll call vote for passage
7 Ayes
0 Nays
2 Absent
(Mr. King and Mr. Ware)
President Vincent: Motion carries. Ordinance is passed.

Ordinance No. 2026-72 - Introduced by Council - An Ordinance amending appropriation
Ordinance No. 2026-32 and declaring an emergency.
President Vincent: I need a motion to waive.
Miss Bradshaw moved to waive the readings. It was seconded by Mrs. Osborn.
President Vincent: Is there any discussion on waiving? Hearing none, we will have roll call vote
for waiving of the readings.
Roll call vote for waiving the readings
7 Ayes
0 Nays
2 Absent
(Mr. King and Mr. Ware)
President Vincent: Motion to waive carries. Now I need a motion for passage.
Miss Bradshaw moved for passage. It was seconded by Mr. Ballmer.
President Vincent: Is there any discussion? This went through Ways and Means Committee with
a recommendation to pass. We will have roll call vote for passage.
Roll call vote for passage
7 Ayes
0 Nays
2 Absent
(Mr. King and Mr. Ware)

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ZANESVILLE CITY COUNCIL MEETING MONDAY, JULY 27, 2026

President Vincent: Motion carries. Ordinance is passed.
ORDINANCES FOR ACTION
Ordinance No. 2026-66 - Introduced by Council - An Ordinance to amend and revise the zoning
map and make permanent zoning in the City of Zanesville, Ohio as herein provided.

President Vincent: We are at third reading.
Miss Bradshaw moved for third reading and passage. It was seconded by Mr. Baker.
President Vincent: Is there any discussion? Mr. Schley, the public hearing on this, nothing came
from that?
Matthew Schley: Nothing.
President Vincent: Okay. No calls to the office at any point for anything?
Matthew Schley: We have received no calls on this whatsoever or either at Planning Commission
or during the hearing or any time during this process.
President Vincent: Thank you, sir. Is there anything else from Council? We will have roll call vote
for passage.
Roll call vote for passage
7 Ayes
0 Nays
2 Absent
(Mr. King and Mr. Ware)
President Vincent: Motion carries. Ordinance is passed.
Ordinance No. 2026-67 - Introduced by Council - An Ordinance authorizing the use of blanket
purchase orders and blanket certificates pursuant to Ohio Revised Code Section 5705.41(D)(3),
and establishing a maximum amount of less than five thousand dollars ($5,000.00) for each such
blanket purchase order or certificate.

President Vincent: We are at second reading.
Miss Bradshaw moved for second reading. It was seconded by Mrs. Osborn.
President Vincent: Is there any discussion? With that, this went to Ways and Means tonight with
the recommendation to move forward and pass this. Is there any discussion? All in favor of
second reading, signify by saying aye. Those opposed, nay.

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ZANESVILLE CITY COUNCIL MEETING MONDAY, JULY 27, 2026

A voice vote was taken with all being in favor. None were opposed. Mr. King and Mr. Ware were
absent.
President Vincent: Motion carries. Returns to our next meeting for third and final reading.
Ordinance No. 2026-68- Introduced by Council-An Ordinance authorizing a maximum schedule
of positions for the City of Zanesville's workforce.

President Vincent: We are at second reading.
Miss Bradshaw moved for second reading. It was seconded by Mr. Hennessey.
President Vincent: Is there any discussion? This ordinance also went to Ways and Means and lots
of good discussion on all of them and recommendations to move forward from the Ways and
Means Committee. All in favor of second reading, signify by saying aye. Those opposed, nay.
A voice vote was taken with all being in favor. None were opposed. Mr. King and Mr. Ware were
absent.
President Vincent: Motion carries. Returns to our next meeting for third and final reading.
Ordinance No. 2026-69 - Introduced by Council -An Ordinance amending Ordinance No. 202628 that currently establishes wages for unaffiliated employees in the municipal service,
authorizing the Mayor to add City of Zanesville Armed Security Officer position to the unaffiliated
pay ordinance.

President Vincent: We are at second reading.
Miss Bradshaw moved for second reading. It was seconded by Mr. Taylor-Lehman.
President Vincent: Is there any discussion? Hearing none, all in favor of second reading, signify
by saying aye. Those opposed, nay.
A voice vote was taken with all being in favor. None were opposed. Mr. King and Mr. Ware were
absent.
President Vincent: Motion carries. Returns to our next meeting for third reading.
TRAFFIC ORDERS

President Vincent: Moving now to traffic orders, which we have none.

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ZANESVILLE CITY COUNCIL MEETING MONDAY, JULY 27, 2026
MISCELLANEOUS AND UNFINISHED BUSINESS

President Vincent: So, we'll move on to miscellaneous and unfinished business and turn to the
Mayor first.
Mayor Mason: Nothing at this time, Mr. President.
President Vincent: Would you be willing to share your expertise on the energy aggregate? I've
been called, and you have received numerous calls, and maybe Council has received some calls.
Mayor Mason: Glen, can we screen share? I have the PUCO site.

At this time, the mondo board was used to display the PUCO website.
President Vincent: With that, confirming with the Mayor, if people do nothing it will revert back
to AEP at their current rate, which I think is $0.1097, maybe?
Mayor Mason: So, I'll give some history because not everybody was on City Council when the
public voted for aggregation in, I think it was 2022. So, the City then passed legislation to have
the county be our agent. The county works through a consultant, which works all over the State
of Ohio, a very good consultant who's associated with the County Commissioners Association of
Ohio. It's called Palmer Energy, again, a very good company. So, they took quotes in May for the
market of August and later. So, again, you're in May trying to figure out what the prices will be
in August, which is pretty far out when you talk about energy markets. When the prices came in,
it was around May 20, their concern is the prices were all higher than the June price. But again,
let's remember, we're looking for prices in August, September, and later. So, since the prices
were higher than where the market presently was, their recommendation was to do nothing and
allow the aggregation to lapse. So, what that meant is the public went back to what's called the
Standard Service Offer. As the President of Council mentioned a minute ago, the Standard Service
Offer for July through September, I believe, is $0.1097.
So, the public, if you do nothing, you default to the AEP Standard Service Offer of $0.1097. I put
on the board, and you can see, and again, I'm not affiliated with any of these. I just shop for the
ones that I would choose if I was looking for electricity. The things I look for is, I look for no
cancellation fee because I think you need to maintain all the power you can if you don't like a
contract. I look for no monthly fee because a monthly fee throws off your ability to calculate how
much you're paying in terms of cents per hour. And then I look for term. You want a term that is
long enough to give you some comfort, you're not doing this every few months. Now, there's a
question, does somebody want fixed rate or a variable rate? This is just like your home mortgage.
If you think prices are going to go up, you want to stay fixed. If you think there's a possibility of
the market dropping, you want to go variable.
Now, the fact that nobody bid in, to when we had the aggregation bid in May tells you the market,
the experts in the market, the people who sell electricity, expected the prices to be going up. So,

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ZANESVILLE CITY COUNCIL MEETING MONDAY, JULY 27, 2026
therefore, you want to stay away from variable; you want to stay with fixed. With that criteria I
look at, you want to have fixed, no cancellation fee, and again, no monthly fee. So, then that
leaves you with the question of how long do you want to enroll? So, the example I gave was
Dynergy. By the way, for anybody in the public, this is the Ohio PUCO's website. It's called
energychoice.gov. There's a lot of websites out there that make you think they're the Ohio PUCO
site; they're not! If they don't say .gov, it's not the PUCO.
So, the one I happened to pull is Dynergy Energy Services, which is who you were getting
electricity through until, maybe even a couple more days. Their price, the ones I like, if you take
a look, are, there's a 36-month at 10.99, and that's fixed . There's also a 24 month and I think a
12 month. The reason I would say go fixed at 36 is because there's no cancellation fee. So, ifthree
months into this, all of a sudden somebody comes out with a better price, you can go ahead and
cancel it and go with the new one. But again, if you do nothing at all, which is also fine, that
means you go to the AEP Standard Service Offer. And if you see something a month from now,
two months from now, you can still choose. You're not penalized for leaving. You can select who
you want.
So, again, the county's broker, consultant, was going to relook at this issue in November. That's
a long way out, and especially if you're having people phone call you. My recommendation is one
of two things. Go ahead and default to the AEP Standard Service Offer at $0.1097, and that means
you do nothing. I mean you do nothing, you automatically go to that. Or you go to another
supplier. I put an example of one of the best one I could find right now with the best offer. Again,
look for zero termination fee, try to look for something with no monthly fee, try to lock this in for
a longer period of time if there's no termination fee, and again what I found out, there was
$0.1099. So, that's what I'm thinking. Again, I think maybe the city might look at us going alone
in the future. But, we've really got to talk with the consultant and look at where we think prices
are going in the fall.
President Vincent: The benefit with the aggregate is supposed to be lumping a group of people
together makes it more attractive for the company to give a lower price, which didn't work out
this time, but it did previously.
Mayor Mason: And actually, as it turns out, if the consultant had recommended going with the
quotes that came in, we actually would have been under $0.1097. And it would have been a good
time to move. The broker beat the market every time for the last 2 ½ years. So, it's been
successful. It's saved people money. We just got to make sure we get this back on track.
President Vincent: So, in the future, they'll look prices again. And if people don't do anything, it
will switch back to AEP . And they can opt out if they want, that's perfectly fine. There's a lot of
shopping to do on there and a lot of things to look at. But the Mayor gave a great overview on
some of the things you want to avoid. A monthly fee could be beneficial if you're a really high
energy user and get a $0.8 instead of $0.10. It might be beneficial.

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ZANESVILLE CITY COUNCIL MEETING MONDAY, JULY 27, 2026
Mayor Mason: What I try to do is look at fundamentals. Everybody thinks that weather drives
electricity cost. And that is a portion of it. Fuel cost drives. Fuel cost has been pretty stable. I
know the weather has been hot and we're now seeing a break. But, the economy's been going
really strong, and that's probably the biggest driver of energy is the fact that factories, offices,
literally commercial establishments, all are doing very well right now. That's what's demanding
the electricity. That's where the competition is between the commercial and the homeowner
right now. I'll tell you, datacenters and things like that are not helping at all either.
President Vincent: Thank you, Mayor, appreciate it. Is there anything else from the
administration? Anything else from Council?
PRIVATE PETITIONS AND COMMUNICATIONS

There were no private petitions and communications for this meeting.
ADJOURNMENT

Mr. Ballmer moved to adjourn the meeting. It was seconded by Mrs. Osborn.
President Vincent: All in favor of adjournment signify by saying aye. Those opposed, nay.
A voice vote was taken with all being in favor. None were opposed. Mr. King and Mr. Ware were
absent.
President Vincent: Motion carries. We stand adjourned. Thank you, everyone, and have a good
evening.
The meeting ended about 7:19 p.m.

Billie Corns
Clerk of Zanesville City Council

Daniel M. Vincent
President of Zanesville City Council

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THE CITY OF

ZANESVILLE
OHIO
401 Market Street• Zanesville, Ohio 43701
Mayor-Council Government
Donald L. Mason, Mayor

Phone (740) 617-4912
E-mail : [email protected]

Amanda N. Perkowski, Budget & Finance Director

RECEIVED

Men,o
To:

Honorable Members of Council

From:

Amanda N. Perkowski, Budget & Finance Director

Date:

July 29, 2026

Re:

2027 Local Government Revenue

JUL 2 9 2026

CLERK OF COUNCIL

Pursuant to ORC 5705 .281 , the County Auditor's Office has certified that $1 ,014,567.03 in Local
Government Revenue will be allocated to the City of Zanesville for the Fiscal Year 2027.
It is required that the City accept the revenue allocation by a majority of Council Members. The
attached form accepting the allocated funds should be signed by members who are in
agreement with the proposed revenue allocation . If accepted, the form will be forwarded to the
County Budget Commission by August 21, 2026 for them to rule on at their scheduled meeting
on August 24, 2026.

TINA M. HUEBNER
MUSKINGUM COUNTY AUDITOR

July 28, 2026
City of Zanesville
Amanda Perkowski, Budget and Finance Dir.:ctor
40 I Market Street
Zanesville, Ohio 43701
Ot:ar Amanda P.:rkowski.
This is your otlicial c.:rtificalion of the local governmt:nt monies that you will be n:ct:iving in cakndar year 2027.
Local Gov~·mment Revenues for 2027

$ 1,014,567.03

It is required that th.: political subdivision accepts th.: local government amount by the majority of the council members:
Signature

Printed Name

Date

Signature

Printed Name

Datt:

Signature

Printed Name

Date

Signature

Printed Nnme

Date

Sigoature

Prink-d Name

Date

Signature

Printed Nam.:

Date

Signature

Printed Nnme

Date

Signature

Printed Name

Date

Signature

Printed Name

Date

Signature

Printed Name

Date

Pl.:ase send this form back to me by August 21, 2026. The Budget Commission will rule on Local Government distribution al their scheduled meeting on
August 24, 2026.
Budget Hearing Official Notice:

Also, this is your official notict: of the August 24, 2026, mt:eting at IO:OOam in the Counh· Prosecutor's office. It is a public meeting, and all political
subdivisions are invited to discuss with the Budget Commission their Budget and the current alternative method of distribution of Local Government
Funds. Please contact mt: as soon as possible if you would like to schedule a time during this meeting.
Regards,

Muskingum County Auditor

~

[email protected]

\6 740-455 -7109

Q 401 Main Street, Zanesvill!e, OH 43701

WWW . MUSKI NGUMCOUNTYAU DITOR.ORG

Public Safety Director
Dave Suciu
ORDINANCE NO. 2026-73
INTRODUCED BY COUNCIL
AN ORDINANCE AUTHORIZING THE COMPETITIVE SOLICITATION AND EXECUTION OF A TAX-EXEMPT
LEASE-PURCHASE AGREEMENT TO FINANCE A SUTPHEN 75-FOOT FIRE ENGINE/LADDER; AUTHORIZING
RELATED DOCUMENTS; AND DECLARING AN EMERGENCY.
WHEREAS, by Ordinance No. 2024-139 Council authorized the purchase and manufacture of a new
Sutphen 75-foot fire engine/ladder through the Sourcewell cooperative purchasing program at an
estimated price of $1,739,196.00, under a proposal that requires final payment at the time of final
inspection at the factory and provides for interest on delayed payment; and
WHEREAS, the apparatus has been manufactured and its final purchase price is $1,739,198.00,
which exceeds by $2.00 the estimate recited in Ordinance No. 2024-139; that Ordinance authorized the
purchase at an estimated price rather than at a fixed maximum, and Council finds the final price to be
within the authorization it granted and hereby confirms and ratifies it;and
WHEREAS, the Fire Department anticipates final inspection and delivery of the apparatus in or
about October 2026, and the City must have financing in place in time to make timely final payment and
place the apparatus in service; and
WHEREAS, Section 3 of Article XVIII of the Ohio Constitution and Section 715.01 of the Ohio
Revised Code authorize a municipal corporation to acquire property by lease, or by lease with the privilege
of purchase, for any authorized municipal purpose; and
WHEREAS, the City's payment obligation in any fiscal year must remain subject to lawful
appropriation and to the fiscal officer's certificate required by Section 5705.41(D) of the Ohio Revised
Code, as that requirement applies to continuing contracts under Section 5705.44 of the Ohio Revised
Code;and
WHEREAS, Council finds that competitively soliciting a tax-exempt equipment lease-purchase
agreement, on the terms and subject to the conditions stated in this Ordinance, is in the best interests of
the City.
NOW, THEREFORE, BE IT ORDAINED by the Council of the City of Zanesville, State of Ohio, that:
SECTION ONE: The Director of Public Safety, or his designee, is authorized and directed to solicit
written proposals from qualified financial institutions for a tax-exempt equipment lease-purchase
agreement to finance the apparatus authorized by Ordinance No. 2024-139. The Director, or his designee,
shall seek at least three written proposals and document in writing the basis for the recommended
selection. The solicitation and award shall comply with applicable Ohio law and the City's purchasing
policies. Award of the agreement requires approval of the Board of Control under Section 733.22 of the
Ohio Revised Code and Section 151.02 of the Codified Ordinances. If the office of Director of Public Safety
is vacant, the Mayor, or the Mayor's designee, is authorized to perform the duties assigned to that office
by this Ordinance.

ORDINANCE NO. 2026-73

SECTION TWO: Subject to the conditions in this Ordinance, the Director of Public Safety, or his
designee, is authorized to execute on behalf of the City a tax-exempt equipment lease-purchase
agreement and related documents with the responsive and responsible financial institution offering the
lowest and best proposal, as determined in consultation with the City Auditor and the Director of Law.
SECTION THREE: The aggregate principal amount financed shall not exceed $1,750,000.00, which
limit accommodates the final purchase price of the apparatus and any further price adjustment permitted
by the Sourcewell contract. The final scheduled payment shall be due not later than the earlier of (a) ten
(10) years after commencement of the financing, which is the maximum maturity the General Assembly
has assigned to fire department apparatus in Section 133.20(B)(7)(b) of the Ohio Revised Code, or (b) the
end of the estimated useful life of the apparatus as certified by the City Auditor before execution of the
agreement. The interest rate, or interest-cost equivalent, shall be fixed for the term and shall not exceed
six percent (_6_%) per annum. Financing costs shall be reasonable, customary, separately disclosed in the
selected proposal, and payable only from funds lawfully appropriated for that purpose. The agreement
may provide for title to the apparatus to be held by the lessor or its assignee and may grant a security
interest in the apparatus, its proceeds, and any escrow account funded from the financing, and in no other
property or revenue of the City. The City's obligation shall be issued and maintained in registered form as
required by Section 149(a) of the Internal Revenue Code, and, consistent with Section 9.94 of the Ohio
Revised Code, the agreement shall provide that no fractionalized interests in that obligation, including
certificates of participation, may be issued, sold, or publicly underwritten without the prior written
approval of the City.
SECTION FOUR: The City covenants to comply with the requirements of the Internal Revenue Code
necessary to preserve the exclusion from gross income of the interest component of the payments, and
shall take no action, and permit no action within its control, that would cause that interest to become
includable in gross income. To the extent the City is eligible, the obligation authorized by this Ordinance
is designated a "qualified tax-exempt obligation" under Section 265(b)(3) of the Internal Revenue Code,
and Council represents that the City reasonably anticipates issuing not more than $10,000,000 of taxexempt obligations during the calendar year in which the financing closes. This Ordinance is also a
declaration of official intent under Treasury Regulation Section 1.150-2, and the City reasonably expects
to reimburse from the proceeds of this financing any expenditures for the apparatus paid from other City
funds no earlier than sixty (60) days before the passage of this Ordinance.
SECTION FIVE: The Director of Public Safety, the Mayor, the City Auditor, the Budget and Finance
Director, and other proper City officials are authorized to execute the certificates, information returns,
escrow instructions, payment schedules, acceptance certificates, and other documents reasonably
necessary to close and administer the financing, provided that no such document increases or expands
the obligations authorized by this Ordinance.
SECTION SIX: No lease-purchase agreement or related payment obligation shall take effect unless
and until: (a) the Director of Law has approved the documents as to form; (b) the City Auditor has certified
the estimated useful life of the apparatus and confirmed that the financing term does not exceed that
useful life; (c) the City Auditor has attached the fiscal officer's certificate required by Section 5705.41(D)
of the Ohio Revised Code for the amount payable in the fiscal year in which the agreement is made, a
contract made without that certificate being void by operation of that section; (d) all payments and
financing costs then due have been lawfully appropriated; and (e) the Board of Control has approved the
award. Thereafter, the City Auditor shall include the amount payable under the agreement in each

ORDINANCE NO. 2026-73

subsequent fiscal year in the annual appropriation measure for that year as a fixed charge, as required by
Section 5705.44 of the Ohio Revised Code, subject to Council's right of non-appropriation under Section
Four.
SECTION SEVEN: The City Auditor is authorized and directed to pay lease payments and authorized
financing costs from the appropriation account or accounts lawfully designated for that purpose. No
expenditure is authorized in excess of the amount appropriated and certified for the applicable fiscal year.
SECTION EIGHT: Council finds that all formal actions relating to the adoption of this Ordinance,
and all deliberations of Council and its committees that resulted in those actions, were taken in meetings
open to the public in compliance with Section 121.22 of the Ohio Revised Code .

This Ordinance is declared to be an emergency measure necessary for the
immediate preservation of the public peace, health, and safety. The reasons for the emergency are that
the apparatus is expected to be ready for final inspection and delivery in or about October 2026, final
payment is required at inspection, delayed payment will result in interest charges and delayed delivery,
and the solicitation and closing process must begin promptly so that essential fire and rescue equipment
is placed in service without interruption. Upon a yea and nay vote receiving the affirmative vote of twothirds of all members elected to Council, as required by Section 731.30 of the Ohio Revised Code, this
Ordinance shall take effect and be in force immediately upon its passage and approval by the Mayor;
otherwise, it shall take effect at the earliest time allowed by law.
SECTION NINE:

PASSED:

- - - - - - - - - - - ~ 2026

ATTEST:

APPROVED:

Billie Corns
Clerk of Council

Daniel M. Vincent
President of Council

- - - - - - - - - - - - ~ 2026

Approved as to form:

Donald L. Mason
Mayor

Law Director's Office

Mark Baker, Chair
Community Development Committee

ORDINANCE NO. 2026-74
INTRODUCED BY COUNCIL
AN ORDINANCE CONSENTING TO AN EXPEDITED TYPE TWO ANNEXATION
PETITION AND DECLARING AN EMERGENCY

WHEREAS, an expedited type two annexation petition has been filed with the Clerk of the
Muskingum County Commissioners on August 4th , 2026 to annex approximately acres 8.932
encompassing Muskingum County Parcel Number 70-34-01-12-000 from Washington Township
to the City of Zanesville; and
WHEREAS, the agent of the Muskingum County Commissioners delivered the annexation
petition to the City of Zanesville on August 4th , 2026; and
WHEREAS, the Ohio Revised Code Section 709.023 (C) requires within twenty-five (25)
days after the petition is filed, the legislative authority shall adopt an ordinance stating consent
or objection to the annexation; and
WHEREAS, failure to pass this Ordinance in a timely manner would result in the City being
out of compliance with the rules and regulations set forth in the Ohio Revised Code.
NOW, THEREFORE, BE IT ORDAINED by the Council of the City of Zanesville, State of Ohio;

that:
SECTION ONE: The City of Zanesville, Ohio consents to the expedited type two annexation
petition filed by Derrick Moorehead on behalf of David and Brenda Wolfe for Muskingum County
Parcel 70-34-01-12-000.
SECTION TWO: Due to the filing requirements of Section 709.023 (C) of the Ohio Revised
Code, this Ordinance must be filed with the Muskingum County Board of Commissioners no later
than August 28th , 2026.
SECTION THREE: For the reasons stated herein, this Ordinance is declared to be an
emergency measure. Provided it receives the affirmative vote of six (6) or more members of City
Council, this Ordinance shall take effect and be in force from and after the earliest period allowed
by law.

ORDINANCE NO. 2026-74

PASSED:

_ _ _ _ _ _ _ _ _ ___,2026

ATTEST:

APPROVED:

Billie Corns
Clerk of Council

Daniel M . Vincent
President of Council

_ _ _ _ _ _ _ _ _ __,2026

This legislation approved as to form:

Donald L. Mason
Mayor

Law Director's Office

Attachment for Ordinance No. 2026-74

DESCRIPTION OF SURVEY FOR DAVID M WOLFE & BRENDA WOLFE
JOB#2991-3
Situated in the State of Ohio, County of Muskingum, Township of Washington:
Being part of Quarter Township 3, Township 1, Range 7, of the US Military District,
further being part of Lot 9 of Muskingum Mining Number 2, recorded in Plat Book 2, Page
10, and part of Lot 16 of Underwoods Reservation recorded in Deed Book Volume “E”,
Page 62, further being part of the David M Wolfe and Brenda Wolfe property recorded in
Official Record Volume 2413, Page 251 of said county's deed records, further being all of
Muskingum County Auditor's Parcel Number 70-34-01-12-000, and more particularly
described as follows;
Beginning at an iron pin (set) at the Northeast corner of said Lot 9, further being on
the South line of Lot 7 of Walnut Hill recorded in Plat Book 2, Page 2 and within the right of
way for Neil Avenue;
#1THENCE South 03 degrees 01 minutes 32 seconds East 465.32 feet along the
East line of said Lot 9 and within said right of way to an iron pin (found 5/8 inch
rebar);
#2THENCE South 00 degrees 55 minutes 34 seconds East 253.31 feet continuing
along said Lot and within said right of way to an iron pin (found 5/8 inch rebar) at the
common corner for Lots 8 and 9 of said Muskingum Mining Number 2;
#3THENCE North 88 degrees 00 minutes 58 seconds West 602.83 feet leaving said
right of way, along the common line for Lots 8 and 9, and the corporation line of
Zanesville, and through said Wolfe property to an iron pin (set) on the East line of
said Lot 16 of Underwoods Reservation.
#4THENCE South 02 degrees 28 minutes 41 seconds West 414.70 feet along the
common line for Lots 8 and 16, continuing through said Wolfe property, and along
said corporation line to an iron pin (found capped 5972 Graves) at the common
corner for Lots 7 and 8 of Muskingum Mining Number 2;
#5THENCE North 87 degrees 43 minutes 41 seconds West 106.12 feet into said Lot
16, continuing along said Corporation line, along said Wolfe property, and the City of
Zanesville property recorded in Deed Book Volume 530, Page 894 to an iron pin
(found capped 5972 Graves;
#6THENCE North 15 degrees 10 minutes 42 seconds East 1164.89 feet continuing
through said Wolfe property and along said corporation line to an iron pin (found 5/8
inch rebar) at a common corner for said Wolfe property and for the Dancing With
Wolves, LLC property recorded in Official Record Volume 3121, Page 474, further
being on the common line for said Lot 9 and for Lot 2 of said Walnut Hill;
#7THENCE South 87 degrees 30 minutes 46 seconds East 393.15 feet leaving said
Zanesville Corporation Line, into Washington Township, along said Lot 9 of
Muskingum Mining Number 2 and Lots 2 and 7 of Walnut Hill, and common line of
said Wolfe property and the Zanesville Community Improvement Corporation
property recorded in Official Record Volume 2898, Page 205 and the Billie Jo Bird
property recorded in Official Record Volume 2942, Page 819, to the place of
beginning, passing an iron pin (found capped 5972 Graves) at 353.24 feet,
containing 8.932 acres.
The bearings and distances within this description are based on State Plane
Coordinate Grid (Ohio South 1983) derived from GPS Observations. See Plat for META
Data. Iron pins (set) are 5/8" rebar 30 inches long with identification cap C R Harkness PS
6885).
This description was written by Charles R. Harkness
Professional Surveyor #6885 from an actual survey
completed on March 16, 2026 in accordance with Chapter
4733-37 of the Administrative Code, and is intended to be
used within annexation procedures of the property described
and does not intend to describe any apparent easements
nor easements of record, unless otherwise indicated.
___________________________
Charles R. Harkness PLS #6885

Page 1 of 1

Attachment for Ordinance No. 2026-74
0

200

400

600
Situated in the State of Ohio, County of Muskingum, Township of
Washington:

GRAPHIC SCALE 1"=200'

The bearings and distances on this
plat are based on State Plane
Coordinate Grid (Ohio South 1983)
derived from GPS observations.

LEGEND

LANDHOOK

0 PIN FOUND 5/8" REBAR UNLESS NOTED
0G PIN FOUND CAPPED 5972 GRAVES
0L PIN FOUND CAPPED 7113 LINN

Ave.

rp L
Co

Zanesville Community Improvement
Corporation OR Vol. 2898, Page 205.
R-2

Lot 1

Lot 2

ine

R-1

GL

ird
o B 2,
ie J 294
Bill Vol. .
9
OR e 81
g
Pa

Neil

ille
esv
Zan

Walnut Hill PB 2, Page 2.

Lot 7
G

B

Lot 9
8.932 Acres
David M Wolfe &
Brenda Wolfe
OR Vol. 2413, Page 251.
Parcel Number
70-34-01-12-000

0G

East Line Lot 16
Underwoods
Reservation
DB"E", PG 62.

G ~
- 0G
-O
N 87°43'41" w 106.12·____..,..,....

01
w
0
01 0
C;:)01

• 01
NO
C;:) >-"(;)

Lot 9
cs ~

-,!:>

N 88°00'58" W 602 83'
a
so ~
Zanesville Corp Line

G

..2-

\

Lot 8

Lot 7

Lot 7

City of Zanesville DB Vol. 530, Page 894.

Ne

il A
ve.

This plat was prepared by C.R. Harkness Surveying & Mapping Inc. in accordance
with Chapter 4733-37 of the Administrative Code, and is intended to be used
within annexation procedures of the parcel surveyed and does not show any
apparent easements nor easements of record, unless otherwise indicated.

________________________________
Charles R. Harkness PS #6885
SURVEY FOR:

David Wolfe &
Brenda Wolfe

Member

Starting 1975

HARKNESS SURVEYING & MAPPING, INC. Member
8205 OLD TOWN ROAD
ROSEVILLE, OHIO 43777
liNSPS
PHONE/FAX (740) 849-0122
Since 2014

SURVEYED: 12/15/2025 DRAWN: 1/15/2026

k

Job Number

Job#2991

Drawing/Sheet

Plat #03

I
I

cu O

David M Wolfe & Brenda Wolfe
OR Vol. 2413, Page 251.
Parcel Number 84-56-01-01-001

G

Browning Ferris
Industries of
Ohio, Inc.
DB Vol. 1028,
Page 254.
t
Stree
Black

tr:I

,

Lot 8

David M Wolfe
& Brenda Wolfe
OR Vol. 2096,
Page
Q---.,,£--7'_ _ 944. Lot 8
/

.

Muskingum
Mining No2
PB 2, Page 10.

David M
Wo
OR Vo lfe & Brenda W
l. 241
olfe
Parcel
Numbe 3, Page 251.
r 84-63
Zane
-01-03sville
000
Corp
Line
70-34-01-1
2-000

Dances With Wolves, LLC
OR Vol. 3121, Page 474.
Parcel Number
84-63-01-03-002

1

R-

Gap See Note 2

2
R-

Zane Lot 9
sville
Corp
Li

ne

PO

Mineral Additon PB 2, Page 2.

z

SURVEYOR'S NOTES AND REFERENCES:
Muskingum County Tax Maps and OGRIP Orthophotos of the area. All other
references are shown or listed.
Note #1- META Data, State Plane Coordinates Ohio South 1983, 2011 Realization
2010.0 Epoch, GEOID18, GRS1980, Grid to Ground Scale Factor For the surveyed
area - 1.00004555543558.
Note #2- A gap exist between Muskingum Mining Number 2 and the Mineral
Addition previously being occupied by a now abandoned railroad. Neil Avenue right
of way is assumed 40 feet and does not align with the Lot lines of Muskingum Mining
Number 2 Lots, containing 0.41 acres.

Mar
k
OR D Bla
t
V
Pag ol. 30 Truste
48,
e 81
e
.

PIN (SET) 5/8" REBAR 30" LONG
CAPPED (C R HARKNESS PS #6885)

Zanesville Corp Line

•

Being part of Quarter Township 3, Township 1, Range 7, of the US Military District,
further being part of the Lot 9 of Muskingum Mining Number 2, recorded in Plat
Book 2, Page 10, and part of Lot 16 of Underwoods Reservation recorded in Deed
Book Volume "E", Page 62, further being part of the David M Wolfe and Brenda
Wolfe property recorded in Official Record Volume 2413, Page 251 of said county's
deed records, further being all of Muskingum County Auditor's Parcel Number
70-34-01-12-000:

Mark Baker, Chair
Community Development Committee
ORDINANCE NO. 2026-75
INTRODUCED BY COUNCIL
AN ORDINANCE DESIGNATING THE MUNICIPAL SERVICES TO BE PROVIDED TO AND THE
ZONING CLASSIFICATION OF ANNEXED PROPERTY AND DECLARING AN EMERGENCY
WHEREAS, an expedited type two annexation petition has been filed with the Clerk of the
Muskingum County Commissioners on August 4th , 2026 to annex approximately 8.932 acres
encompassing Muskingum County Parcel Number 70-34-01-12-000 and from Washington
Township to the City of Zanesville; and
WHEREAS, the agent of the Muskingum County Commissioners delivered the annexation
petition to the City of Zanesville on August 4th , 2026; and
WHEREAS, the Ohio Revised Code Section 709.023 (C) requires within twenty (20) days
after the petition is filed, the legislative authority shall adopt an ordinance stating what municipal
services the municipal corporation will provide to the territory proposed for annexation; and
WHEREAS, section one of this ordinance outlines the municipal services that shall be
provided to the proposed territory if annexed; and
WHEREAS, the Ohio Revised Code Section 709.023 (C) requires a statement that the
existing zoning of the property under the Washington Township Zoning Resolution, if one exists,
shall be compatible with the Municipal Zoning Standards or adequate screening and buffering as
defined by Section 709.023 (C) is included in the development plan; and
WHEREAS, failure to pass this Ordinance as an emergency would result in the City being
out of compliance with the rules and regulations set forth in the Ohio Revised Code.
NOW, THEREFORE, BE IT ORDAINED by the Council of the City of Zanesville, State of Ohio;

that:
SECTION ONE: Municipal services to be provided to the subject properties shall include
but are not limited to the following: water service, sanitary sewer service, storm sewer services,
Zanesville City Police, and Zanesville City Fire Department services. Additionally, comprehensive
planning and zoning services shall be provided under Part Eleven of the City of Zanesville Codified
Ordinances.
SECTION TWO: Per Chapter 1125.04 of the City of Zanesville Codified Ordinances, the
subject properties as referenced shall retain the zoning classification granted under the
Washington Township Zoning Resolution, if one exists, once annexed. Within thirty (30) days of
execution of an annexation agreement, the City of Zanesville shall grant a zoning classification to

ORDINANCE NO. 2026-75

the property by the City of Zanesville Comprehensive Plan. Per the comprehensive plan, this
zoning classification shall be A&E Agriculture and Estate. The subject property shall be subject to
regulations set forth in Chapter 1151 of the City of Zanesville Codified Ordinances to ensure
proper buffering is maintained between the City of Zanesville and Washington Township.
SECTION THREE: The City of Zanesville Clerk of Council shall file this Ordinance with the
Board of County Commissioners within twenty (20) days following the date that the petition was
filed.
SECTION FOUR: Due to the filing requirements of Section 709.023 (C) of the Ohio Revised
Code, this Ordinance must be filed with the Muskingum County Board of Commissioners no later
than August 25th , 2026.
SECTION FIVE: For the reasons stated herein, this Ordinance is declared to be an
emergency measure. Provided it receives the affirmative vote of six (6) or more members of City
Council, this Ordinance shall take effect and be in force from and after the earliest period allowed
by law.

PASSED:

----------~ 2026

ATTEST:

APPROVED:

Billie Corns
Clerk of Council

Daniel M. Vincent
President of Council

_ _ _ _ _ _ _ _ _ ___,2026

This legislation approved as to form:

Donald L. Mason
Mayor

Law Director's Office

Department of Community Development
Matthew Schley, Director
Department of Public Service
Scott Brown, Director

ORDINANCE NO. 2026-76
INTRODUCED BY COUNCIL
AN ORDINANCE AUTHORIZING THE ASSESSMENT OF LIENS AGAINST
CERTAIN PROPERTIES FOR AND DECLARING AN EMERGENCY.
WHEREAS, the City of Zanesville, Ohio is authorized by section 110.3 of the 2021 ICC Property
maintenance Code and section 715.261 of the Ohio Revised Code to charge for demolition, clearance,
and nuisance abatement services and to certify the same to the County Auditor to facilitate the
assessment of a lien against the property; and
WHEREAS, the City of Zanesville, Ohio is authorized by sections 743.04 and 729.49 of the Ohio
Revised Code to charge rents for water, sewage, storm water, and combined sewer overflow services
and to certify delinquent rents to the County Auditor to facilitate the assessment of a lien against the
property; and
WHEREAS, there are certain property owners from which the City has been unable to collect
charges due and of which the owners have been notified; and
WHEREAS, the City desires to exercise its authority in regards to recovery of these costs now
and in the future; and
WHEREAS, the Muskingum County Auditor's Office has established Monday, September 14th,
2026 as the deadline date (ORC 727.30) to file property assessments; and
WHEREAS, failure to timely file the assessments and collect monies owed to City results in
reduced revenues to pay annual operation, maintenance, and replacement costs; therefore, it is the
public's best interest to pass this Ordinance as emergency legislation.
NOW, THEREFORE, BE IT ORDAINED by the Council of the City of Zanesville, State of Ohio, that:
SECTION ONE: All associated demolition, clearance, and nuisance abatement expenses in
accordance with the Ordinances or Regulations of the City of Zanesville shall constitute a lien upon the
corresponding lot, parcel, building or premises where these activities occurred within of the City of
Zanesville. Such expenses shall be certified to the Muskingum County Auditor by the Clerk of Council.
Upon certification, the lien shall vest, and the Auditor shall place the same on the tax duplicate of the
County with the interest and penalties allowed by law and to be collected in the same manner as other
taxes.
SECTION TWO: Each water, sewer, storm water, and combined sewer overflow service charged
in accordance with the Ordinances or Regulations of the City of Zanesville shall constitute a lien upon
the corresponding lot, parcel, building or premises served by a connection to the water, sewer, storm
water, or combined overflow systems of the City of Zanesville. If the same is not paid in full within 22
days after becoming due, such delinquency shail be certified to the Muskingum County Auditor by the
Public Service Director or the Clerk of Council. Upon Certification, the lien shall vest, and the Auditor

ORDINANCE NO. 2026-76
shall place the same on the tax duplicate of the County with the interest and penalties allowed by law
and to be collected in the same manner as other taxes,
SECTION THREE: City Council hereby authorizes the Public Service Director or City Clerk to file
delinquent water, sewer, storm water, and combined sewer overflow assessments for the assessments
with the Muskingum County Auditor against subject parcels indicated in Attachment A in the total
amount of $170,583.42
SECTION FOUR: City Council hereby authorizes the Community Development Director or City
Clerk to file demolition and clearance assessments for the period ending July 30, 2026 with the
Muskingum County Auditor against subject parcels indicated in Attachment 8 in the total amount of
$119,255.03.
SECTION FIVE: The Community Development Director is authorized to remove a lien assessed
for demolition, clearance, and nuisance abatement activities upon payment in full or other extenuating
circumstances related to fulfilling the lien obligations.
SECTION SIX: The Public Service Director is authorized to remove a lien for water, sewer, storm
water, and combined sewer overflow assessments upon payment in full or other extenuating
circumstances related to fulfilling the lien obligations.
SECTION SEVEN: Assessment and certifications regarding demolition activities, clearance
activities, nuisance abatement activities, delinquent water, sewer, storm water, and combined overflow
charges may be made at any time.
SECTION EIGHT: For the reasons stated above, this Ordinance is declared to be an emergency
measure. Provided it receives the affirmative vote of six (6) or more members of City Council, this
Ordinance shall take effect and be in force immediately upon its passage and approval of the Mayor.
Otherwise, it shall take effect and be in force from and after the earliest period allowed by law.

PASSED:

- - - - - - - - - - - ~ 2026

ATTEST:

APPROVED:

Billie Corns
Clerk of Council

Daniel M . Vincent
President of Council

_ _ _ _ _ _ _ _ _ _ __,2026

This legislation approved as to form:

Donald L. Mason
Mayor

Law Director's Office

Attachment A for Ordinance 2026-76

ATTACHMENT A TO ORDINANCE NO. 2026-

Tina Huebner
Muskingum County Auditor
401 Main Street
Zanesville OH 43701
Dear Ms. Huebner:
This letter is to certify the following water, sewer, storm water, and combined sewer overflow
charges to be placed on the tax duplicate from the City of Zanesville. An ordinance authorizing
the assessments is attached. The total amount of assessments is $170,583.42. Should you have
any questions, feel free to contact me at your convenience,

Scott Brown
Public Service Director

ATTACHMENT A FOR ORDINANCE 2026-76

Tax Parcel#
17-19-01-37-000
17-37-04-52-000
17-39-03-38-000
17-86-02-05-000
17-86-02-14-000
62-29-03-04-000
62-29-07-25-000
62-31-03-04-000
62-31-03-29-000
62-53-03-15-000
73-03-06-09-000
73-03-07-32-000
81-03-01-11-000
81-03-02-28-000
81-03-02-29-000
81-04-01-06-000
81-04-02-04-000
81-05-03-28-000
81-07-01-15-000
81-07-01-16-000
81-07-02-01-000
81-07-02-20-000
81-08-01-09-000
81-08-02-12-000
81-08-03-08-000
81-08-04-03-000
81-08-04-23-000
81-09-05-10-000
81-14-02-05-000
81-16-02-11-000
81-16-02-14-000
81-16-02-18-000
81-17-03-02-000
81-19-02-08-000
81-19-03-08-000
81-34-02-01-000
81-37-01-02-000
81-43-02-05-000
81-47-01-02-000
81-47-05-13-000
81-48-01-06-000
81-50-99-09-000
81-52-02-02-000
81-53-03-01-000
81-54-01-04-000
81-54-01-05-000
81-55-01-08-000
81-57-03-72-000
81-58-01-04-000
81-59-03-13-000
81-62-05-11-000
81-63-01-20-000
81-63-03-03-000
81-63-03-05-000
81-64-01-27-000

Name
Jessica R Sh rover
Dustin & Kathy Bee
Harry E Bell Jr
Kevin Kochalko
Lvnn & John Doolev
Rvan Nichols
Kamron C Stanley
James D Murgatrovd
Delbert W Palmer
Randall J Smith
Albert M Laslev
Gene Edgell
Anthony D Sims
Russell K Elliott
Jaime R Dunaway
Estate of Robert C McCoid
Est of Betty Preston
Russell W Miller
:Estate of Marv Ann Fleming
Crown Endeavors LLC
Estate of John A Whitehead
Brianah L Flowers
lroncrest Investment Company LLC
RF Investment Rentals LLC
C and K Realty LLC
Jason Hogan
Charlie N Rodgers
Dedra Wisecarver
RBAH LLC
Earl S Butcher
Anitra K Pitts
Tammv J Paul
T & E Rentals LLC
Estate of Elizabeth A Alvarez
Traci M Erwine ·
Chad Mitchell
Michael A Hansel
Brenda A Howard
Rand'l_W_lnters __ - Russell L Hardv Jr.
Leann Caldwell
Manser Familv Company LLC
The Purple Elephant Learnine: Center
E & J Ventures LLC
Shanji Zhang
Robert A Gallagher
Kayla S Wilson
Cindy Gifford
Don's Uniaue Properties LLC
Ashanti S Tarrance
Thomas J Clough
Jason R Rosser
ZDT Redux LLC
ZDT Redux LLC
Jeremv J Brokaw

Service Address
3620 Old Falls Storm Sewer
901 Orchard Hill Rd
317 E Highland Dr
2150 Licking Rd
2175 Galena Ave
1842 Owens HI
2105 Chewelah Ave
1040 Benjamin Ave
1049 Benjamin Ave
1321 S Westwood Dr
1688 Wheeling Ave
· 1641 Sharon Ave
656 Moxahala Ave
609 Moxahala Ave
110 Madison St
710 Moxahala Ave
120 Van Buren St
829 Moxahala Ave
1056 Moxahala Ave
1060 Moxahala Ave
1003 Moxahala Ave
1055 Moxahala Ave
1112 Moxahala Ave
1146 Putnam Ave
1130 Woodlawn Ave
1204 Woodlawn Ave
1209 Putnam Ave
1444 Putnam Ave
220 Weller Ave
820 Woodlawn Ave
830 Woodlawn Ave# R
841 Putnam Ave
602 Woodlawn Ave
239 Adams St
319 Woodlawn Ave
808 Wavne Ave
1452 Sunrise Ave # R
555 Haessler Ave
1470 Wheeler Rd
1416 St John St
1234 Danville St
454 Wayne Ave
903 Sharon Ave
1241 Sharon Ave
1437 Sharon Ave
1435 Sharon Ave
158 Green St
991-933 Marietta St
1058 Wheeling Ave
1204 Wheeling Ave
813 Marietta St
712 Fountain Sa
608 Main St
606 Main St
27 29 N 6th St

Collection Amount
1319.23
27.75
41.96
222.75
274.5
281.25
218.67
529.77
41.44
290.76
274.5
82.13
724.16
44.25
539.7
540.7
50.11
539.7
539.7
124.01
539.7
680.07
96.11
535.77
54.67
539.7
539.7
539.7
539.7
539.7
539.7
246.69
439.41
539.7
108.46
539.7
539.7
539.7
539.7
1292.4
539.7
556.46
348.84
109.07
198.5
539.7
817.74
1079.4
294.87
398.43
60.75
321.34
1435.41
1371.42
726.93

ATTACHMENT A FOR ORDINANCE 2026-76

81-68-01-11-000
82-02-01-28-000
82-03-01-32-000
82-05-03-18-000
82-11-01-16-000
82-12-02-05-000
82-15-02-13-000
82-15-05-50-000
82-17-02-10-000
82-17-03-03-000
82-21-02-25-000
82-28-01-18-000
82-29-02-18-000
82-33-02-04-000
82-33-03-17-000
82-34-05-02-000
82-35-03-02-000
82-35-03-13-000
82-35-03-21-000
82-35-04-12-000
82-36-01-04-000
82-36-02-03-000
82-36-02-07-000
82-36-03-10-000
82-36-03-11-000
82-36-03-16-000
82-36-06-03-000
82-37-02-20-000
82-39-02-06-000
82-39-04-18-000
83-02-03-12-000
83-04-01-12-000
83-04-02-07-000
83-04-02-15-000
83-10-01-17-000
83-10-01-18-000
83-11-03-02-000
83-12-05-31-000
83-12-05-36-000
83-12-06-16-000
83-13-01-17-000
83-15-03-04-000
83-15-03-28-000
83-16-02-06-000
83-16-03-03-000
83-16-03-14-000
83-16-03-15-000
83-17-02-11-000
83-17-02-22-000
83-17-03-13-000
83-18-01-21-000
83-18-01-28-000
83-18-02-02-000
83-18-05-02-000
83-18-09-06-000
83-20-02-18-000

Brandon Alexander
STORM SEWER 229 Main St
Kyle L McGee
907 Federal Ave
Mary E Cullins
801 Federal Ave
Norval E Swingle
1132 Race St
Phillip G Hutchinson
1220 Eoolev Ave
Robert Decaro
1359 Pine St
Eleanor J Denton
1114 Wilson Ave
Brigette M Palmer
427 Eoolev Ave
Cvnthia J Batstra
1128 Lindbergh Ave
Etm Construction Of Ohio LLC
1042 Seborn Ave
Julie A Jacobs
1083 Pine St # 2
Brandie M Simoson
1205 Pershing Rd
Lindsev K Denney
845 Luck Ave
Douglas Howard
742 1/2 Pine St
Tamara S Sorae:e:ins
613 Baker St
Estate of Judith K Wolford
908 Ohio St
Adam Diecks
706 Westbourne Ave
Stephen C Curtis
752 Westbourne Ave
Derron & Don's Prooerties LLC
'737 Lexington Ave
Joanne L Zeigler
804 Westbourne Ave
Akeim Findlay
762 Dryden Rd
Good Vibes Restaurant & Sports Lounge 1616 Owens St
Estate of Thea P Burdette
1626 Owens St # R
lrona L Marion
725 Dryden Rd
lftekhar Faith Inc
735 Dryden Rd
Lisa A Morgan
7611/2 Dryden Rd
Kenneth E Atkins Jr
814 Drvden Rd
Ravne & Quinn LTD
574 Pine St
Marqu is M Mayle
806 Luck Ave
Bradley E Dalzell
795 Larzelere Ave
!Jacob S Hill
562 Soangler Dr
Bradlev E Dalzell
618 Larzelere Ave
Moriah N Whitehead
607 Larzelere Ave
Tabitha G Rush
1121 Ohio St
T & E Rentals LLC
466 Luck Ave
T & E Rentals LLC
472 Luck Ave
Donald A Mozena
584 Dryden Rd
James T Kirkbride
461 Spangler Dr
Austin E Sharrer
437 Spangler Dr
Estate of Barbara Cravenor
509 Schaum Ave
Ravne & Quinn LTD
2030 Ridge Ave
Michael P & Aimee L Walls
258 Schaum Ave
Teresa D Kopchak
321 Florence Ave
Krystaoher Cortez
394 Bailey St
Terry M Bocook
1332 Hickory St
Kimberly Tyson
403 Bailey St
Betty L Shirkey
409 Bailev St
Amanda L Aikens
340 Mead St
Carl C Newell
1317 Clover St
Estate of Larry Gibson
1417 Ridge Ave
Shad Investments LLC
342 Luck Ave
Stacey E Davis
901 Avers St
T & E Rentals LLC
1016 Cedar St
Rebecca A Deleon
i407 Clark St
W ilma I Norman
832 Avers St
Estate of Rosemarv Bailev
253 Pine St

I
I

I

153.28
23.05
55.4
66.01
539.7
539.7
539.7
539.7
539.7
539.7
1370.48
74.25
152.02
237.36
539.7
539.7
108.09
752.69
53.78
72.31
111.37
1371.42
539.7
118.79
2396.22
439.7
32.45
539.7
76.97
150.33
51.06
42.87
80.8
3593.26
869.46
539.7
57.3
539.7
54.6
539.7
713.06
539.7
49.22
539.7
35.21
1015.26
513.61
560.94
845.94
1371.42
44.13
849.01
374.7
539.7
59.83
539.7

ATTACHMENT A FOR ORDINANCE 2026-76

83-21-01-05-000
83-21-01-19-000
83-22-01-02-000
83-22-03-05-000
83-22-04-16-000
83-22-04-36-000
83-23-01-15-000
83-23-01-28-000
83-23-02-11-000
83-23-04-11-000
83-24-02-16-000
83-25-02-12-000
83-26-02-09-000
83-26-05-15-000
83-26-05-16-000
83-26-05-17-000
83-27-02-10-000
83-27-03-20-000
83-27-05-13-000
83-27-07-12-000
83-28-05-06-000
83-29-01-07-000
83-29-01-09-000
83-31-01-01-000
83-31-03-03-000
83-35-02-10-000
83-37-02-05-000
83-37-02-07-000
83-37-02-08-000
83-40-01-03-000
83-40-02-01-000
83-40-02-20-000
83-40-02-26-000
83-43-02-03-000
84-05-02-10-000
84-13-04-13-000
84-14-02-03-000
84-16-02-02-000
84-16-02-25-000
84-17-01-03-000
84-17-02-35-000
84-19-03-07-000
84-22-01-03-000
84-22-01-15-000
84-22-01-33-000
84-23-03-03-000
84-23-03-10-000
84-25-04-11-000
84-26-05-05-000
84-26-05-40-000
84-27-02-15-000
84-27-03-07-000
84-2 7-04-06-000
84-27-05-02-000
84-27-05-03-000
84-27 -06-09-000

Robert L Alexander
822 Vine St
Trillion Investments LLC
159 Pine St
Wallace MTom
841 Vine St
Harlev Jackson
204 Luck Ave
Marvin R Facey
1218 Ridge Ave# D
Estate of Crvstal L Jones
209 Luck Ave
Estate of Marv J Caldwell
176 Brighton Blvd
Harry H Krouskouof
103 Chapman St
Laycine Le Dale Mclemore
214 1/2 Mead St
Kimberly Tyson
147 Corwin Ave
Trisha A Johnson
123 Amazon HI
Brandon Alexander
1576 Hudson St
Y Not R Holdings LLC
1340 STORM W Main St
T & E Rentals LLC
1230 Melrose Ave
Russell K Elliott
1234 Melrose Ave
Deontae S Baker
1238 1/2 Melrose Ave
A2Z Automotive & Tire Svc LLC
1021 W Main St
Y Citv Emoorium
43 Beaumont St
J & H Residential Rentals LLC
1223 Melrose Ave
Justin Jasper
STORM SEWER 1010 W Muskin
Est of Lillie Bovd
823 Vine St
Estate of David M Coooer
1143 Pear St
Estate of David M Cooper
1133 Pear St
David V Norris
1534 Licking Rd
Christopher Morgan
1714 W Main St
Garv S Francis
826 Keen St
1504 Beech St Ltd
1504 Beech St
Harrv E Brennan Jr
1450 Beech St
B & H Towing
125 State St
Moses L Brown .
1218 Keen St
Mishra Ventures LLC
515 N State St
Estate of Esther Goines
1303 Lee St
Kanve L Evans
1213 Lee St
Mohr-Arnold Enterorises LLC
STORM SEWER- Linden Ave
Michael A Johnson
958 1/2 Forest Ave
T & E Rentals LLC
1147 Roosevelt Ave
Elizabeth A Roberts
626 Convers Ave
Lori M Soiker
1114 Roosevelt Ave
Myers Rental Enterprises LLC
907 Blue Ave
Rosa Verna Riebelle
651 Mc
--lntire
- - ~Ave
~.
Terry M Bocook
767 Moorehead Ave
Michelle L Burns
594 Ball St
Butterfly Forest LLC
426 Forest Ave
740 STORAGE & CONTAINER RENTAL Lli STORM SEWER 1230 Bluff St
Stephen Pennington
1275 Linden Ave
Jessica M Hallett
1444 Central Ave
Too Dog Investments
1406 Central Ave
Carol A Hook
806 Shinnick St
Rodriguez Hampton
1050 Market St
Thomas R Hicks
969 Greenwood Ave
Kimberly Tvson
1113 1115 Greenwood Ave
Theodore L Martin II
1110 Greenwood Ave
Danielle M Edwards
1211 Greenwood Ave
Russell K Elliott
1206 Greenwood Ave
Darrin M Wade
1202 1/2 Greenwood Ave# Re
Tina M Murnahan
1223 Wheeling Ave

I

539.7
539.7
956.17
294.87
72.17
246.68
246.69
683.41
12.28
1079.4
294.87
535.77
1458.09
60.94
139.28
587.18
3384.54
500.96
22.41
277.72
539.7
294.87
583.96
539.7
955.89
539.7
5907.52
9641.75
1241.25
1949.85
23837.01
539 .7
539.7
69.49
351.39
539 .7
44.85
539.88
44.79
603.69
37.12
539.7
391.23
28.5
539.7
470.2
539.7
289.7
539.7
516.33
1015.26
539.7
153.39
37.32
62.81
325.88

ATTACHMENT A FOR ORDINANCE 2026-76

84-28-01-04-000
84-30-04-04-000
84-30-04-18-000
84-31-02-16-000
84-31-03-13-000
84-38-05-10-000
84-43-03-12-000
84-47-01-12-000
84-49-01-10-000
84-52-01-07-000
84-57-01-04-000
84-58-01-01-000
84-58-01-11-000
84-58-01-30-000
84-58-03-02-000
84-62-01-01-008
85-04-02-25-000
85-05-03-14-000
85-09-02-23-000
85-10-04-08-000
85-11-05-10-000
85-11-06-12-000
85-15-01-11-000
85-15-05-10-000
85-15-05-23-000
85-17-02-07-000
85-17-03-04-000
85-18-02-01-000
85-21-02-06-000
85-22-02-19-000
85-22-02-26-000
85-22-03-03-000
85-25-01-05-000
85-25-01-15-000
85-25-02-24-000
85-25-05-06-000
85-27-02-02-000
85-28-03-03-000
85-30-02-21-000
85-32-01-08-000
85-32-01-09-000
85-34-04-06-000
86-05-02-20-000
86-09-01-01 -000
86-11-02-22-000
86-13-01-08-000
86-13-01-11-000
86-13-02-04-000
86-14-03-26-000
86-24-05-07-000
86-28-01-15-000
86-30-01-21-527
86-30-01-21-532
86-30-01-21-567
86-30-01-21-599
86-30-02-13-000

James M Flesher
Valerie K Bookless
Lisa A Morgan
John E Ashby
Randv A Smith
JAH Real Estate Prooerties LLC
Rodney J Elson
· Estate of Carol M Stotts
Revmond G Seifert
Kelly L Rav
Zanesville Terrace Prop
Hieeinbotham Trustees
Jay Klies
Hieeinbotham Trustees
Jonathan L Wilson TR
Adventures Caoital LLC
Jesse D Roberts
Stephen C Rossi
Steohanie L Morrell
Vasillia S Valdez
Michael E Simpson
Andrew McCune
Nicholas R Santos
: Estate of Sandra S Curtis
Big Bottom Enterprises LLC
Thomas M Gannon
Kevin Baker
Olde Towne Cleaners
Bobbi J Spofford
Brittanv A Gillilan
Estate of Correna M Hatfield
Patricia M Robbins
Robin E Brown
:Jonathan J McConiha Jr
Margaret A Wadsworth
iEdward D Houk
Jamev M Lacv
:zhensu Weng
Whitnev P Claee
Tvler E Noletti
PLT Management LLC
Andrew Ankrum
Carol Agin
Sauiggly Soft Cloth Car Wash LLC
Elva J Church
Kevin J Wilkerson
Rachel B Birkhimer
Rebecca Prvor
:Michael E Simpson
Brittany L Cole
iFairway Lane Aoartments Ltd
HC Zanesville Meadowood
HC Zanesville Meadowood
HC Zanesville Meadowood
HC Zanesville Meadowood
Jo A Hales

1345 Greenwood Ave
154 Fox Ave
168 Hamline Ave
1124 Eastman St
124 Galigher St
467 Warwick Ave
1055 Mound St
877 Goddard Ave
1269 Adamsville Rd
1540 Lewis Dr
1316 Central Ave
840 Orchard St
724 Orchard St
109 Underwood St
626 Market St
STORM 205 Sunrise Ctr
1541 Linden Ave
1515 Mav St
714 St Louis Ave
1509 Euclid Ave
497 Van Horn Ave
445 Van Horn Ave
1692 Linden Ave
1628 Hoge Ave
1681 85 Linden Ave# 3
1920 Dresden Rd
1942 Macie Ave
1953 Maple Ave
Glendale Ave
467 Yale Ave
420 Sunkel Ave
1965 Euclid Ave
2228 Hoge Ave
2114 Hoge Ave
2231 Hoge Ave
220 Hoge Ave
2203 Dresden Rd
466 Taylor St
2547 Oakwood Ave
525 Harding Rd
537 Harding Rd
2342 Hoge Ave
1020 Somers St
2415 Maple Ave
I
2447 Bell St
945 N Moorewood Dr
2454 Hartford Ave
2432 Arlington Ct
1015 Francis St
1292 Somers St
3160 Fairway Ln
3372-7A Meadowood Dr
3337 -8BMeadowood Dr
3437 Meadowood Dr# 13E
3416 Meadowood Dr# 18D
1310 Pfeifer Dr

539.7
410.25
528.79
55.35
247.29
539.7
268.43
723.03
4271.8
567.84
-147.23
1528.89

1124.85
2053.62
1942.75
4861.06

83.28
557.7
87.93
170.24
487.59
62.81
255.24
312.76
46.61
11.98

88.16
2621.45
74.53

13.81
79.59
33.42
60.91
396.05
695.55

1383.38
121.71
14.59
531.44
33.19
34.2
100.25
206.25
9392.94

134.48
57.96
35.37

526.48
46.16
543.07
177.83
59.37
39.64

83.4
64.55

87.42

ATTACHMENT A FOR ORDINANCE 2026-76

86-32-01-01-000
86-32-01-01-002
86-34-01-01-038
86-34-01-01-039 _
86-34-01-1~-550 _
86-45-06-21-000 _ _

TOTAL

Muirwood HoldingsLLC _ __ __ Muirwood Dr _ __ ___ _ _
_____ _ ____ _____1_69.09
Jal n A Moore _ _ _ ___ _ _
:1180 Muirwood Dr __
_
_
___ _ _ 79.68
,
3814
James
Ct
3814
James
Court
Limited
- -- -- ----i-=- - - - - - - - - - - - - - - - -9114.39
-Michael T Jaeger _ _ _ _ __
John M Hardes_!y____ _ _ _ _ __
Pkwy
2735 E Ridge'l,/ood Cir ___________ _ _ _ 499.~4
.Erin Swin~a~ - -- - ___

~~~~

~:=~a~

-t _____ - _ !::!~
170583.42

ATTACHMENT B FOR ORDINANCE 2026-76

ATTACHMENT B TO ORDINANCE NO. 2026-

/kgur-i r. 2026
Tina Huebner
Muskingum County Auditor
401 Main Street
Zanesville OH 43701
Dear Ms. Huebner:
This letter is to certify the following demolition, clearance and nuisance abatement charges to be
placed on the tax duplicate from the City of Zanesville. An ordinance authorizing the assessments
is attached . The total amount of assessments is $119,255.03. Should you have any questions,
feel free to contact me at your convenience,

ATTACHMENT B FOR ORDINANCE 2026-76

PARCEL

ADDRESS

OWNER

83-18-02-07000

324 ABINGTON AVE

LUIS JIMENEZ ETAL

83-18-01-28000
81-19-02-08000

901 AYERS ST

STACEY DAVIS

239ADAMSST

ELIZABETH ALVAREZ

83-23-88-04000

213 BRIGHTON BLVD

JAMEL BURRIS

83-17-01-09000

310 BRIGHTON BLVD

CODY MORGAN

83-16-03-14000

403 BAILEY ST

KIMBERLY TYSON

85-18-03-06000

639 CALDWELL ST

THOMAS A ARNOLD

84-09-02-22000
84-38-01-18000
82-36-01-10000

1031 CONVERS AVE

ASBZ FAMILY TRUST

1233 CANFIELD RD

STEPHANIE FORD

792 DRYDEN RD

814 LLC

1921 EUCLID AVE

JAROLD JENKINS

1068 EASTMAN ST

ANTHONY V LOUIS

154 FOX AVE

VALERIE KAHN

721 FOUNTAIN SQ

GIOVANNI ANGELO KEMP

1432 GREENWOOD
AVE
1156 GREENWOOD
AVE

DALE D & ROSINE A
BOOKLESS
JAY SUTTLES

85-21-01-17000
84-31-03-06000
84-30-04-04000
84-58-04-20000
84-29-01-06000
84-27-05-10000

OWNERS
ADDRESS
2201
SPRINGMONT
AVE, COLUMBUS,
OH
339 WAYNE AVE,
ZANESVILLE
1862 NE
HAMPSTEAD DR,
COLUMBUS, OH
5736 PINE TREE
WAPTA,
COLUMBUS, OH
1007 FAIRBANKS
AVE, NEWARK,
OH
3455 LIV MOOR
DR, COLUMBUS,
OH
C/O CATHOLIC
SOCIAL
SERVICES
958 LEONARD
AVE, ZANESVILLE
529 N 1ST ST,
CAMBRIDGE, OH
814 NEWARK
GRANVILLE RD,
GRANVILLE, OH
1921 EUCLID
AVE, ZANESVILLE
2055SANTA
ROSA DR, SIERRA
VISTA,AZ
154 FOX AVE,
ZANESVILLE, OH
5900 CUTLER
LAKE RD, BLUE
ROCK, OH
DECEASED
1156
GREENWOOD
AVE,
ZANESVILLE, OH

AMOUNT
$2,778.00

$135.00
$477.20

$2,788.00

$1,868.00

$135.00

$2,870.00

$622.50
$1,555.00
$570.00

$627.50
$890.00

$1,832.50
$195.00

$1,632.50
$205.00

ATTACHMENT B FOR ORDINANCE 2026-76

84-27-04-06000

1211 GREENWOOD
AVE

DANIELLE M EDWARDS

84-29-01-04000

1442 GREENWOOD
AVE

SPACE & SCAPE

84-27-02-15000

1113 GREENWOOD
AVE

KIMBERLY TYSON

81-43-02-05000

555 HAESSLER AVE

BRENDA HOWARD

83-35-02-11000

823 JACKSON ST

CONNIE SPENCER

83-35-03-04000

VACANT LOTS
JACKSON ST

LINMAR PARTNERSHIPS

81-12-02-13000
83-41-04-08000

1313 JEWETT DR

AGNES HILL

1036 KEEN ST

TIMOTHY JOY

83-40-01-03000
83-35-02-10000

1218 KEEN ST

MOSES BROWN

826 KEEN ST

STANLEY FRANCIS

83-39-01-02000
83-35.04-20000
83-22-02-17000

406 LIBERTY ST

EVA HAIRSTON

795 LEXINGTON AVE
LOT ON LORAIN

LEGEND DEVELOPMENT
LLC
DAVID EFERORO

85-15-01-18000
85-05-03-14000
81-07-02-18000
81-03-02-29000
81-04-01-05000

1662 LINDEN AVE

SHIELD ENTERPRISES

1515MAYST

STEPHEN ROSSI

1067 MOXAHALAAVE

MARY ANN CRAWFORD

110 MADISON ST

JAIME R DUNAWAY

702 MOXAHALA AVE

JOSEPH & PAMELA
ANKROM

3068
SOUTHFIELD DR,
COLUMBUS, OH
5636 KATHY RUN
LN, COLUMBUS,
OH
3455 LIV MOOR
DR, COLUMBUS,
OH
555 HAESSLER
AVE,
ZANESVILLE, OH
7477 SWINDON
ST, BLACKLICK
OH
PO BOX3017,
ZANESVILLE, OH
43701
1313 JEWETT DR,
ZANESVILLE, OH
8220 BERRY RD,
BONNE TERRE,
MO
1218 KEEN ST,
ZANESVILLE, OH
515GWMORSE
ST, ZANESVILLE,
OH
406 LIBERTY ST,
ZANESVILLE
PO BOX 115,
NORWICH
PO BOX 1009,
BOWLING
GREEN, OH
1835 W MAIN ST,
ZANESVILLE, OH
1515 MAY ST,
ZANESVILLE
1430 BLUFF ST,
ZANESVILLE
110 MADISON ST,
ZANESVILLE
3450CHURCH
HILL,
ZANESVILLE

$907.50

$407.50

$1,510.00

$486.20

$320.00

$1,222.50

$675.00
$4,127.50

$450.00
$3,383.00

$2,930.00
$1,840.50
$3,115.50

$745.00
$3,140.10
$1,547.50
$3,112.50
$622.50

ATTACHMENT B FOR ORDINANCE 2026-76

81-07-01-14000
81-07-01-15000
84-10-01-10000

1052 MOXAHALAAVE

MINDY FLEMING

1056 MOXAHALAAVE

MARY ANN FLEMING

1208-1212 MAPLE
AVE

CVS HEALTH CORP

81-63-03-40000
85-06-03-06000

634 MAIN ST

ZDT DEVELOPMENT

1322 MAPLE AVE

MAPLE REAL ESTATE

82-10-02-07000
81-02-04-17000

917 MERRICK AVE

BENJI & ROBIN WILLIBY

527 MOXAHALA AVE

TOMEKA WATSON

651 MCINTIRE AVE

ROSA VERNA RIEBELLE

829 MOXAHALAAVE

RUSSELL MILLER

84-16-02-03001

MTAUBURN

JOSEPH KARANGELOVSKI

84-16-02-04000

708 MT AUBURN

JOSEPH KARANGELOVSKI

84-16-02-04000

680 MT AUBURN

JOSEPH KARANGELOVSKI

83-23-02-06000
82-36-02-07000

134 MEAD ST
1626 OWENS ST
REAR

ANJA BROFFOURD &
MARCUS SNIDER
ZADDOCK & THEA
BURDETTE

84-58-01-05000
83-34-05-02000
85-30-02-21000
83-04-02-15000

810 ORCHARD ST

ROBERT BATROSS

908 OHIO ST

JUDITH WOLFORD

2547 OAKWOOD AVE

WHITNEY CLAGG

1121 OHIO ST

TABITHA GRUSH

84-17-01-03000
81-05-03-28000

826 GROVE RD,
ZANESVILLE
1056 MOXAHALA
AVE, ZANESVILLE
PO BOX 1610,
COCKEYSVILLE,
MD
634MAINST,
ZANESVILLE
4534SUMMER
LKS, SUGAR
LAND, TX
6405 S RIVER RD,
BLUE ROCK, OH
6770 TANYA TER,
REYNOLDSBURG,
OH
651 MCINTIRE
AVE, ZANESVILLE
1006WALTER DR
APT4,
ZANESVILLE, OH
247 OLD MOUND
LN,
PICKERINGTON,
OH
247 OLD MOUND
LN,
PICKERINGTON,
OH
247 OLD MOUND
LN,
PICKERINGTON,
OH
134 MEAD ST,
ZANESVILLE, OH
1626 OWENS ST
REAR,
ZANESVILLE
12 GREEN ST,
ZANESVILLE
908OHIOST,
ZANESVILLE
2547 OAKWOOD
AVE, ZANESVILLE
1121 OHIO ST,
ZANESVILLE, OH

$2,187.50
$4,037.50
$625.00

$2,465.03
$627.50

$400.00
$925.00

$625.00
$3,137.50

$922.50

$922.50

$922.50

$302.50
$2,798.00

$1,530.00
$2,435.50
$2,017.50
$302.50

ATTACHMENT B FOR ORDINANCE 2026-76

83-03-04-15000

1409 OHIO ST

MARTHA MORRISON

82-36-02-03000

1616 OWENS ST

STANLEY FRANCIS

81-16-02-17000
81-16-02-18000

843 PUTNAM AVE

VELMA HIGGINBOTHAM
ETAL
TAMMY JEAN PAUL

82-33-02-05000
82-12-02-05000
81-18-03-01000
81-09-05-1 0000

746 PINE ST

1444 PUTNAM AVE

LEGEND DEVELOPMENT
LLC
ROBERT & MARJORIE
DECARO
MILLENNIUM PROPERTY
HOLDINGS
DEDRA WISECARVER

83-41-04-02000
83-23-88-02000

561 PEARL ST

TODD BRENNAN

1322 RIDGE AVE

JOANNA SWINGLE

83-15-07-02000
83-15-02-20000

1528 RIDGE AVE
1601 RIDGE AVE

LEGEND DEVELOPMENT
LLC
SANGITA PATEL

81-52-04-33000
86-24-05-07000
81-54-01-05000
81-59-01-18000

1011 SHARON AVE

RALPH NEWTON

1292 SOMERS ST

BRITTNEY COLE

1435 SHARON AVE

ROBERT GALLAGHER

1227 SWINGLE ST

STANLEY FRANCIS

84-22-04-01000

408 THURMAN ST

JAMES B MITCHELL

841 PUTNAM AVE

1359 PINE ST
503 PUTNAM AVE

4407 RASPBERRY
RD,
WILMINGTON,
NC
615GWMORSE
ST, ZANESVILLE,
OH 43701
2818 LISAKIM LN,
ZANESVILLE, OH
841 PUTNAM
AVE,
ZANESVILLE, OH
PO BOX 115,
NORWICH,OH
1359 PINE ST,
ZANESVILLE
503 PUTNAM
AVE, ZANESVILLE
4235 MAST RD,
DUNCAN FALLS,
OH
2900 STINE RD,
ZANESVILLE, OH
327 MAIN ST,
PLEASANT CITY,
OH
PO BOX 115,
NORWICH, OH
770 RIVERVIEW
DR, APT A11,
COLUMUBUS,
OH
5795 EAST PIKE,
ZANESVILLE, OH
1292 SOMERS ST,
ZANESVILLE
519 REDMAN RD,
ZANESVILLE, OH
515GWMORSE
ST, ZANESVILLE,
OH
2865
COLDSPRING
RD, ZANESVILLE,
OH

$355.00

$355.00

$1,000.00
$2,588.80

$622.50
$535.00
$325.00
$1,565.00

$450.00
$2,488.00

$285.00
$815.00

$1,527.50
$2,550.00
$2,855.50
$752.50

$3,085.00

ATTACHMENT B FOR ORDINANCE 2026-76

81-14-02-05000

220 WELLER AVE

RBAH LLC

81-16-02-08000

808 WOODLAWN AVE

JAMES & DEBRA
KRONENBITTER

81-59-03-17000

1168 WHEELING AVE

TRACY ROLF

81-59-03-16000
81-19-03-13000
81-58-01-09000

1172 WHEELING AVE

RALPH NEWTON JR

349 WOODLAWN AVE
1040 WHEELING RD

LEGEND DEVELOPMENT
LLC
MARGARET BUCKHOLZ

81-50-98-18000

473 WAYNE AVE

WILMA GOOD

81-18-03-17000

534 WOODLAWN AVE

WELKER CONSTRUCTION

81-08-04-03000

1204 WOODLAWN
AVE

JASON HOGAN

83-27-02-10000

1021 W MAIN ST

STANLEY FRANCIS

86-10-03-04000
82-15-02-13000

766 WABASH AVE

TEAM CAPITAL LLC

1114 WILSON AVE

ELEANOR J DENTON

82-35-04-12000

804 WESTBOURNE
AVE

THE ZIGAN GROUP

1260 BALL RD,
CENTERBURG,
OH
1548 EASTVIEW
AVE,
ZANESVILLE, OH
41627TWP RD
296, DRESDEN,
OH
5795 EAST PIKE,
ZANESVILLE, OH
PO BOX 115,
NORWICH,OH
1040 WHEELING
AVE,
ZANESVILLE, OH
1440TWP RD
523, ASHLAND,
OH 44805
760 NEWPORT
DR, ZANESVILLE,
OH
1204
WOODLAWN
AVE,
ZANESVILLE, OH
515GWMORSE
ST, ZANESVILLE,
OH
PO BOX 8161,
ZANESVILLE, OH
1114 WILSON
AVE,
ZANESVILLE, OH
7150 SUMPTION
DR, NEW
ALBANY, OH
Total

$3,587.50

$2,605.00

$2,772.50

$2,167.50
$1,867.50
$427.70

$500.00

$700.00

$3,802.50

$622.50

$285.00
$285.00

$570.00

$119,255.03

Human Resources
Darla Wooten
ORDINANCE NO. 2026-77
INTRODUCED BY COUNCIL
AN ORDINANCE TO AMEND EMPLOYEE HANDBOOK SETTING FORTH POLICIES AND
PROCEDURES FOR PUBLIC EMPLOYEES OF THE CITY OF ZANESVILLE
WHEREAS, Ordinance #2024-130 Approved an updated Employee Handbook; and
WHEREAS, other terms, conditions and policies ofthe previous Employee Handbook have
been amended as deemed necessary for the effective operation of the City; and
WHEREAS, Council for the City of Zanesville believes it is necessary to amend the
Employee Handbook for public employees of the City of Zanesville.
NOW, THEREFORE, BE IT ORDAINED by the Council of the City of Zanesville, Ohio that:
SECTION ONE: Council for the City of Zanesville hereby amends the City of Zanesville
Employee Handbook with updated language set forth below.
Handbook Section 1.4: Adding subsection 1.4.4. Reinstatement: explains process of
reinstatement guidelines for classified employees who have termed.
Handbook Section 4.2: Overtime
Overtime/compensatory time is accrued.

Compensation:

Update

language

for

how

Handbook Section 5.2: Vacation: Updating language for how Police Chief and Fire Chief
accumulate vacation.
Handbook Section 5.8: Jury Duty: Updating language for requirement to receive jury duty
wage compensation.
Handbook Section 5.9: Deleting Employee Request for Leave Form (Page 65). Adding
section 5.9 Employee Leave Request that explains the procedure for employees to request for
leave.
Handbook Section 7.8: Travel/Mileage Reimbursement: Updating language for
Travel/Mileage Reimbursement.
Handbook Section 7.9: Uniform Allowance: Proposing language that will apply to
unaffiliated employees that may be required to wear uniforms/safety shoes and to revert back
to utilizing receipts for reimbursement. Updating reimbursement from $225.00 to $275.00 per
calendar year.

ORDINANCE NO. 2026-77

Handbook Section 8.8: Utility and Telecommunications Restrictions: Adding this section
to the Computer and Technology section of the handbook.
Handbook Section 8.9: Property Alteration for Technology Use: Adding this section to the
Computer and Technology section of the handbook.
SECTION TWO: Council for the City of Zanesville hereby amends the current City of
Zanesville Employee Handbook and adopts the Employee Handbook attached hereto as Exhibit
A as though fully incorporated into this Ordinance.
SECTION THREE: This Ordinance shall take effect and be in force from and after the
earliest period allowed by law.
SECTION FOUR: It is hereby found and determined that all formal actions of this Council
concerning and relating to the passage of the ordinance were adopted in an open meeting of
Council, and that all deliberations of the Council and any of the decision-making bodies of the
City of Zanesville which resulted in such formal actions were in meetings open to the public in
compliance with all legal requirements of the State of Ohio.

PASSED:

----------~ 2026

ATTEST:

APPROVED:

Billie Corns
Clerk of Council

Daniel M. Vincent
President of Council

- - - - - - - - - - ~ 2026

This legislation approved as to form:

Donald L. Mason
Mayor

Law Director's Office

Exhibit A Attachment for Ordinance No. 2026-77

CITY OF
ZANESVILLE
EMPLOYEE HANDBOOK

Exhibit A Attachment for Ordinance No. 2026-77

TABLE OF CONTENTS

1

Introduction & Provisions ........................................................................................................................ 4

1.1 Introduction/Disclaimer .............................................................. ............................................... ... ................ 4
1.2 Human Resources Objective .......................................................... ..................................................... ....... 5
1.3 Employment Eligibility ......... ......................................................................................................................... 6
1.4 Civil Service Commission ............................................................................................................ ................ 6
1.5 Pay and Benefits Ordinance ................ ............... .............. .... ............ ............................... .......... ................. 7
1.6 Collective Bargaining ...................................................................................................................................7
1.7 Civil Service Law and City Management Rights ...................................... ................................................ 8
2
Workplace Standards & Ethics ............................................................................................................... 9
2.1 Equal Opportunity ................. ........................................................................................................................9
2.2 Americans with Disabilities (ADA) & Reasonable Accommodation ...................................................... 9
2.2.1 Workplace Accommodations ...............................................................................................................9
2.2.2 Reasonable Accommodations for Pregnant Workers ................... .................................................10
2.3 Lactation/Breastfeeding Policy .......................... ....................................................................................... 10
2.4 Genetic Information Non-Discrimination Act (GINA) ....... ... ............................... ........................... ......... 11
2.5 Diversity, Equity and lnclusion ................. ......................................... ......................................... .......... ..... 11
2.6 Harassment in the Workplace .. .... .. .......... ..... ................ ..... ....................................................................... 11
2.7 Ethics of Public Employment ....................................... .......... ................................................................... 13
2.8 Fraud Reporting .......................................................................................................................................... 14
2.9 Personnel Files ...................... ............................................................. .................................................... .... 14
2.10 Public Records .. ........................................................................ .............................................................. .... 15
2.11 Solicitation .................................................. .............. .................................................................... ............... 15
2.12 Employment of Relatives ........... ... ................................................... ...................... .................................... 15
2.13 Outside Employment ............................................................................................................................ ...... 16
2.14 Employee Fraternization .... ... ...................................... .. ............................... .............................................. 16
3
Workplace Safety .................................................................................................................................... 17
3.1 Drug Free Workplace ................................................................................................................................. 17
3.2 Tobacco Policy- Smoke Free Workplace ..............................................................................................19
3.3 Workplace Violence Prevention ........................................................ .............................. ..................... ..... 20
3.4 Weapons in the Workplace ...................... .......... ..................... .................... .............................................. 20
3.4.1 Effect of Concealed Carry License .................................................................................. ................. 21
3.4.2 Violations .. ...................................................................................................................................... .. .. ..21
3.4.3 Exceptions ......... ............ ........... ....................................... ........... .................... .... .. .... ............. ............... 21
3.5 Severe Weather ................................. ................................................................................ ......................... 21
4
Hours of Work .......................................................................................................................................... 23
4.1 Hours of Work .............................................................................................................................................23
4.2 Overtime Compensation ............................ ................................................................................................ 23
4.3 Upgrades ................................. ................... ................................................................................................. 24
5
Time Off/Leave of Absence Benefits ................................................................................................... 24
5.1
5.2
5.3
5.4
5.5
5.6

Holidays ....................................................................................................... ................................................ 24
Vacation ....................................................... ................................................................................................ 24
Sick/Bereavement ......... .. .................................... .............................. ... ...................................................... 25
Sick Leave Donation .................................................................................................................................. 27
Personal Leave of Absence ........... .......... ................................................................................................. 28
Family & Medical Leave Act (FMLA) .......................... ..................... ......... ............................................... 28
2
CITY OF ZANESVILLE EMPLOYEE HANDBOOK

Exhibit A Attachment for Ordinance No. 2026-77
5.7 Paid Parental Leave Policy .......................................................................................................................33
5.8 Jury Duty .......... ........................... .. .............................................. ................................................................. 36
5.9 Employee Leave Requests .......................................................................................................................37
6
Employee Conduct, Responsibility, Discipline .................................................................................. 37
6.1 Employee Standards of Conduct & Responsibilities .............................................................................37
6.2 Discipline Reasons ............... ............................... ............................... ........................................................ 38
6.3 Discipline Procedure - Pre-Disciplinary Conference ............................................................ ................ 38
6.4 Administrative Leave .................................................................................................................................. 39
6.5 Discipline Action and Penalties .... ........ .. ..................................... ............................................................ .40
6.6 Prohibited Behavior .............. ............................... ................................ ............................................... ....... .40
6.7 Classified Employee Appeals ...... ...... .. ... ................................. .............................................................. .. .42
7
Employee Benefits .................................................................................................................................. 43
7.1 Ordinance and Collective Bargaining Agreement... ............ .......................................... ..... .... ................ 43
7.2 Health Benefits (lnsurance) ..................... ..... .. ............. .. .. ... ...................... .. ................................ .... .......... .43
7.3 Life Insurance/Accidental Death & Dismemberment Insurance ............................. ... ......................... .44
7.4 Retirement Benefits (PERS/Police & Fire) ............................................................................................. .44
7.5 Deferred Compensation ............................................................................................................................ .45
7.6 Workers Compensation .......................... .. ....................................................................... ..... .................... .46
7.7 Tuition Reimbursement Program ............ ........ .. .................. .................................................................... .47
7.8 Travel/ Mileage Reimbursement .............................. ................................................. .. ....................... .... .47
7.9 Uniform Allowance ... ... ............................................................. ...................... ......................................... .... 48
7 .10 Employee Assistance Program (EAP) ........................ ............................................................................. 49
8
Computer and Technology Use, Cell Phones .................................................................................... 49
8.1 Information Technology Policy ................ ................................................................................................. 49
8.2 Internet Access, Email, Public Records .................... ........... .. ......................... .. ........... ........................... 50
8.3 Users, Employee Responsibilities ........... ........ .. ..................... .......... ...................... ............................. ..... 51
8.4 Violations ... .......................... ................................. .......... ............................... .......... ......................... ...... ..... 51
8.5 Email Use Policy ..................................................................................................... ..................... ............... 51
8.6 Social Media .................. .................... .................................................................... .. .................................... 52
8.7 Cellular Phone, Electronic Devices ..........................................................................................................53
8.8 Utility and Telecommunications Restrictions ..................................................................................... ..... 54
8.9 Property Alteration for Technology Use ........... ... ................. .... ..... .... ...................................................... 55
9
Important Telephone Numbers for City of Zanesville Employees .................................................. 56

10

Forms ........................................................................................................................................................ 57

10.1 CO2 Record of Instruction and Verbal Reprimand ................................................................................57
10.2 CO2 Written Reprimand .............................................................................. .............................................. 58
10.3 CO2 Notice of Pre-Disciplinary Conference ...........................................................................................59
10.4 CO2 Disciplinary Action (Pay Reduction, Demotion, Suspension, Removal/Termination) ..... ... ..... 60
10.5 Employee Acknowledgement .... ... ....................................... ..... ................................................ ................ 61
This handbook was updated

8/1/2026

3
CITY OF ZANESVILLE EMPLOYEE HANDBOOK

Exhibit A Attachment for Ordinance No. 2026-77

1

Introduction & Provisions

1.1

Introduction/Disclaimer
Welcome to the City of Zanesville! We are pleased that you have chosen to join our organization
and hope that you will enjoy a long and successful career with us. As you become familiar with
our culture and mission , we hope you will take advantage of opportunities to enhance your
career and further the City of Zanesville's goals.
The City takes pride in its service to the citizens of Zanesville and the community, and believes
that, first and foremost, we must be good citizens, set a good example, and fulfill our duties in
a conscientious and courteous manner. In return, the City strives to provide a professional,
positive, hands-on approach to managing its human resources.
This Employee Handbook addresses issues and policies of a city-wide nature. Individual
departmental rules and polices remain applicable, such as Police, Fire and Public Service
Departments for the functions and responsibilities of those departments.
The policies of this Employee Handbook are meant to be read in conjunction with any relevant
department policies and rules. Administration will decide, should a conflict arise, which rule or
policy should prevail. Employees are encouraged to bring to the attention of their Department
Head and the Human Resources Manager any perceived conflicts between the employee
handbook and department rules or policies.
Should any information in the handbook conflict with a collective bargaining agreement, the
applicable bargaining agreement will take precedence.
This Employee Handbook was designed to help employees acquaint themselves with the City's
policies and procedures. The City of Zanesville also reserves the right to interpret the
information in this guide and to make determination of appropriate actions in all circumstances.
If you have any questions regarding the interpretation or application of the contents of this
handbook, you should direct them to your supervisor or to the Human Resources Department.
The information in this guide is not intended to create contractual obligation with respect to any
matters it covers, nor is the guide intended to create a contract guaranteeing that you will be
employed for any specific period of time.
The City of Zanesville reserves the right to revise and/or change, delete, suspend or discontinue
parts or policy in its entirety, at any time without prior notice. Any such action shall apply to
existing as we!! as future employees.

4
CITY OF ZANESVILLE EMPLOYEE HANDBOOK

Exhibit A Attachment for Ordinance No. 2026-77

1.2

Human Resources Objective
The mission of the human resource department is to support the goals and challenges of the City
of Zanesville by providing services that promote a work environment that is characterized by fair
treatment of staff, open communications, personal accountability, trust and mutual respect. We will
seek and provide solutions to workplace issues that support and optimize the operating principles
of the organization.
The City believes that a personnel system which recruits and retains competent, dependable
employees is important to effective government.
It is the mission of the human resources department to provide the following quality services to the
employees of the City of Zanesville:
•
•

•
•
•
•

•
•
•

Recruitment of qualified individuals
Retention of valuable employees. Maintain recruitment and internal promotional practices
which enhance the attractiveness of a career with the City and encourage each employee
to give his/her best effort to the City and the public
Training, development and education to promote individual success and increase overall
value to the organization
A safe and healthful working environment
Inspiration and encouragement for a high level of employee morale through recognition,
effective communication and constant feedback
Promote high morale and foster good working relationships by providing uniform personnel
policies and procedures, equal opportunity for advancement, and consideration for
employee needs
Encourage courteous and dependable service to the public
Resources for administering benefits, policies and procedures
Ensure all City operations are conducted in an ethical and legal manner

These services are achieved through a team-work philosophy that is inspired through effective
organizational skills, proactive efforts and maintaining a balance between professionalism and the
ability to have fun!

5
CITY OF ZANESVILLE EMPLOYEE HANDBOOK

Exhibit A Attachment for Ordinance No. 2026-77

1.3

Employment Eligibility
All City employees are subject to applicable federal laws pertaining to citizenship and employment
verification. In compliance with the Immigration Reform and Control Act of 1986, each new
employee, as a condition of employment, must complete the Employment Eligibility Verification
Form 1-9 and present acceptable documentation .

1.4

Civil Service Commission
The Pendelton Act, sponsored by Ohio Senator George H. Pendelton and signed January 16, 1883
by President Chester A Arthur established the federal civil service system. The Civil Service
Commission (CSC) of the City is composed of three (3) persons who are appointed and serve in
the manner provided for in Section 124.40 of the Ohio Revised Code. Rules and Regulations are
adopted in accordance with the authority conferred upon the Civil Service Commission by Section
10 of Article XV of the Constitution of the State of Ohio and by Chapter 124 of the Ohio Revised
Code.
The CSC rules apply to all Civil Service matters within the jurisdiction of the CSC except to the
extent these rules have been modified or superseded by the terms of a valid Collective Bargaining
Agreement. Whenever the terms of a valid Collective Bargaining Agreement conflict with these
rules, the terms of the Collective Bargaining Agreement will prevail. (See Ohio Revised Code
4117.10.)
The City follows the civil service laws of the Ohio Revised Code Chapter 124. The application,
testing and original appointments to positions in the City are governed by the civil service laws and
the rules of the City Civil Service Commission, CSC. The CSC has adopted its own rules which
should be consulted.
Employees of the City are either "classified" or unclassified" under the civil service laws. Classified
employees have civil service protection and continue to serve the City unless disciplined or laid off
following civil service law provisions or the process under the applicable collective bargaining
agreement. Unclassified employees are considered exempt from civil service law procedures and
serve at the pleasure of the City and are considered "at will." Unclassified employees may be
dismissed at any time.
Classified employees are prohibited from engaging in partisan political activity where unclassified
employees may engage in partisan political activity. The rules of the CSC outline the prohibited
political activity of employees of the City. A classification plan for the positions in the City is
maintained by the CSC which lists the titles, and includes the job description, for all positions in the
City.

1.4.1.

APPLICATIONS FOR EMPLOYMENT AND TESTING

The CSC is responsible to make available applications for original employment testing .
Applicants and employees are responsible to accurately and completely provide information in the
applications as well as submitting all required documentation, such as records or proof of licenses.
Applicants may be disqualified from employment for inaccurate or incomplete applications and
information . Employees will be held accountable and may be disciplined for inaccurate or
incomplete information provided in an employment application . For example, if an employee
inaccurately or falsely indicated on an employment application that he/she had a college degree
the employee may be disciplined, up to discharge, for submitting the false information.

6
CITY OF ZANESVILLE EMPLOYEE HANDBOOK

Exhibit A Attachment for Ordinance No. 2026-77

1.4.2.

TESTING

When a vacant position is to be filled by a civil service examination the CSC will conduct the
examination , rate and then rank the candidates who pass the examination on an eligible list.
The CSC has rules and procedures for the examination process and the procedures to be followed
to fill a vacancy. The CSC procedures apply to entry level positions.

1.4.3.

APPEALS AND HEARINGS

The civil service laws provide for appeals of certain actions including layoffs and certain discipline
matters for those employees who are classified and not included in a collective bargaining unit. For
those employees who are included in a collective bargaining unit their appeal rights are set forth in
the collective bargaining agreement.
The CSC provides for hearings of appeals. The CSC jurisdiction, and what appeals it may consider
are set forth in the civil service laws. The CSC may not consider appeals or conduct hearings of
issues or matters not included in the civil service laws.

1.4.4.

REINSTATEMENT

Any person holding an office or position under the classified service who has been separated from
the service without delinquency or misconduct on his part may, with the consent of the Commission
and the Department Head, be reinstated within one year from the date of such separation to a
vacancy in the same or similar office or position in the same department.

1.5

Pay and Benefits Ordinance
The pay and benefits for Employees not included in a collective bargaining unit, i.e. unaffiliated
employees, are established by the Administration and approved by the City Council in an
ordinance. Pay and benefit questions are to be directed to the employee's Department Head.
The benefits included in the Ordinance which may be modified or eliminated by City Council ,
include:
• Compensation/Pay Plan
• Overtime Compensation
•
Holidays
• Vacations
• Sick Leave
•
Leaves of Absence
•
Insurance
• Mileage Reimbursement
This handbook does not modify benefits provided by City Ordinance or provided in a union contract
and does not grant additional benefits or compensation. This handbook simply provides guidelines
and rules for use of these benefits by employees.

1.6

Collective Bargaining
The pay and benefits for employees in positions included in a collective bargaining unit are provided
for in the applicable collective bargaining agreement. Where an issue, benefit, or economic matter
is addressed and included in a collective bargaining agreement the provision in the agreement will
prevail over the provisions of this Employee Handbook. If questions arise, please contact the
Human Resources Manager.

7
CITY OF ZANESVILLE EMPLOYEE HANDBOOK

Exhibit A Attachment for Ordinance No. 2026-77

1.7

Civil Service Law and City Management Rights
As noted in the initial provisions of this Employee Handbook, many issues are addressed by the
rules of the Civil Service Commission, or are included in civil service laws. Management of a City
is responsible to administer many programs to serve the public. As such City Management has
authority within the parameters of civil service law, union contracts and employment laws to
administer the human resources of the City and its personnel.
Many topics and issues are not specifically addressed in this Employee Handbook nor should every
topic be addressed. Those issues and situations will be addressed on an as-needed basis.
Questions or comments regarding this Handbook or any other related issue should be directed to
the employee's department or to the Human Resource Manager.
MANAGEMENT RIGHTS & RESPONSIBILITIES

The policies in this Handbook do not and should not be construed to limit the rights, responsibilities
or privileges of the City. The City has the authority to compensate, manage, evaluate and discipline
employees of the City in accordance with the Ohio Revised Code, the Rules of the Civil Service
Commission of the City, ordinances of the City, and/or collective bargaining agreements negotiated
by the City.
The City retains the right to:
•
•
•
•
•
•

•
•
•
•
•
•

•

Determine the City's goals, objectives, programs and services and to utilize employees in
a manner designed to effectively and efficiently meet these purposes.
Exercise complete control and discretion over the budget, organizational structure, and
method of performing the work required .
Manage and determine the location, type and number of physical facilities, equipment and
programs and work to be performed.
Determine the adequacy, size, composition and qualifications of the work force, including
when a job vacancy exists.
Take necessary action to abolish and create classifications.
Manage and direct employees, including the right to establish methods to select, hire,
promote, transfer, assign, evaluate, supervise, layoff, recall, reprimand, suspend,
discharge and discipline for just cause and to maintain order among employees.
Determine the hours of work and work schedules including the necessity of overtime.
Determine the work rules, standards of quality, productivity and performance to be
maintained and the policies and procedures for all employees.
Implement and enforce rules on workplace safety.
Maintain the security of records and other pertinent information.
Inspect and search employees and/or their personal property when there is a reasonable
suspicion of illegal or impermissible activity.
Inspect and search files, electronic media, lockers, desks, cubicles, etc. as these items are
provided for employee convenience and remain the property of the City, and are subject to
control and search.
Determine and implement necessary actions in emergency situations.

This list is intended to provide a general understanding of the City's responsibilities, and therefore
the responsibilities of the employees to carry out the mission and functions of the City for its citizens.
The City has those other rights needed and appropriate to manage and administer the mission and
functions of the City for rights not listed above.

8
CITY OF ZANESVILLE EMPLOYEE HANDBOOK

Exhibit A Attachment for Ordinance No. 2026-77

2

Workplace Standards & Ethics

2.1

Equal Opportunity
The City of Zanesville provides equal employment opportunities to all employees and applicants
for employment without regard to race, color, ancestry, national origin, gender, sexual orientation,
marital status, religion, age, disability, gender identity, results of genetic testing, or service in the
military. Equal employment opportunity applies to all terms and conditions of employment, including
hiring, placement, promotion, termination, layoff, recall, transfer, leave of absence, compensation,
and training.
The City of Zanesville expressly prohibits any form of unlawful employee harassment or
discrimination based on any of the characteristics mentioned above. Improper interference with the
ability of other employees to perform their expected job duties is absolutely not tolerated.

2.2

Americans with Disabilities (ADA) & Reasonable Accommodation
The Americans with Disabilities Act (ADA) of 1990, as amended by the Americans with Disabilities
Amendments Act (ADAAA) of 2008, effective January 1, 2009, prohibits discrimination against a
qualified individual with a disability in regard to job application procedures; the hiring, advancement,
or discharge of employees; employee compensation ; job training; and other terms, conditions, and
privileges of employment. To ensure equal employment opportunities to qualified individuals with
a disability, the City of Zanesville will make reasonable accommodations for the known disability of
an otherwise qualified individual, unless undue hardship on the operation of the business would
result.

2.2.1

Workplace Accommodations

The City is committed to the goal of ensuring equal employment opportunities to all individuals,
regardless of disability or other legally protected status. Reasonable accommodations that do not
cause an undue hardship upon the City will be made for employees sincerely held religious beliefs
whenever possible, consistent with the business necessity. In addition, some of our employees
may suffer from a disability that interferes with their ability to perform their job. If you suffer from a
disability that interferes with your ability to perform your job or your ability to perform your job is
affected by another legally protected status, please let us know so we can explore whether there
are any reasonable accommodations we can provide that will enable you to perform your job
without causing an undue hardship on the City or creating a significant risk of substantial harm to
you, your co-workers or others.
The City is also committed to providing reasonable accommodations to employees and applicants
with known temporary limitations on their ability to perform the essential functions of their jobs
based on a physical or mental condition related to pregnancy, childbirth, and related medical
conditions. The City will not require an employee to take a paid or unpaid leave of absence if
another reasonable accommodation can be provided.

9
CITY OF ZANESVILLE EMPLOYEE HANDBOOK

Exhibit A Attachment for Ordinance No. 2026-77
2.2.2

Reasonable Accommodations for Pregnant Workers

In compliance with federal Pregnant Workers Fairness Act (PWFA), The City of Zanesville will
provide reasonable accommodations to employees and applicants with limitations related to
pregnancy, childbirth or related medical conditions, unless the accommodation will cause undue
hardship to The City of Zanesville's operations.
An employee or applicant may request an accommodation due to pregnancy, childbirth or a related
medical condition by submitting the request in writing to human resources (HR). The
accommodation request should include an explanation of the pregnancy-related limitations, the
accommodation needed and any alternative accommodation(s) that might be reasonable.
Depending on the nature of the accommodation, the individual may be requested to submit a
statement from a health care provider substantiating the need for the accommodation.
Upon receipt of a request for accommodation, HR will contact the employee or applicant to discuss
the request and determine if an accommodation is reasonable and can be provided without
significant difficulty or expense, i.e., undue hardship.
While the reasonableness of each accommodation request will be individually assessed, possible
accommodations include allowing the individual to:
•
•
•
•
•
•
•

Sit or drink water while working.
Receive closer-in parking.
Have flexible hours.
Receive appropriately sized uniforms and safety apparel.
Receive additional break time to use the bathroom, eat and rest.
Take time off to recover from childbirth.
Be excused from strenuous activities and/or activities that involve exposure to
compounds deemed unsafe during pregnancy.

An employee may request paid or unpaid leave as a reasonable accommodation under this policy;
however, The City of Zanesville will not require an employee to take time off if another reasonable
accommodation can be provided that will allow the employee to continue to work.
The City of Zanesville prohibits any retaliation, harassment or adverse action due to an individual's
request for an accommodation under this policy or for reporting or participating in an investigation
of unlawful discrimination under this policy. Employees who may require a reasonable
accommodation should contact the Human Resources Department.

2.3

Lactation/Breastfeeding Policy
As part of our family-friendly policies and benefits, The City of Zanesville supports breastfeeding
employees by accommodating an employee who needs to express breast milk during the workday.
For up to one year after the child's birth, any employee who is .breastfeeding will be provided
reasonable break times to express breast milk. The City also will provide a private space, other
than a restroom or meeting room, for nursing mothers to express breast milk. The room will be
clearly marked and will have a lock or a sign on the door to indicate when the room is in use.
Nursing mothers are encouraged to discuss the length and frequency of breastfeeding breaks with
HR and with their immediate supervisors. Non-exempt (hourly) mothers will be paid for the times
spent pumping milk if they were pumping during an otherwise paid break period or if they were not
completely relieved of duty for the entire break period.

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CITY OF ZANESVILLE EMPLOYEE HANDBOOK

Exhibit A Attachment for Ordinance No. 2026-77

2.4

Genetic Information Non-Discrimination Act (GINA)
The City of Zanesville strictly prohibits discrimination based on genetic information . GINA prohibits
employers and other entities covered by GINA Title II from requesting or requiring genetic
information of employees or their family members. In order to comply with this law, we are asking
that you not request or provide any genetic information in the workplace or to representatives of
the company at any time. 'Genetic information,' as defined by GINA, includes an individual's family
medical history, the results of an individual's or family member's genetic tests, the fact that an
individual or an individual's family member sought or received genetic services, and genetic
information of a fetus carried by an individual or an individual's family member or an embryo lawfully
held by an individual or family member receiving assistive reproductive services.

2.5

Diversity, Equity and Inclusion
The City of Zanesville is committed to fostering, cultivating and preserving a culture of diversity,
equity and inclusion .
City employees are the most valuable asset we have. The collective sum of the individual
differences, life experiences, knowledge, inventiveness, innovation, self-expression , unique
capabilities and talent that our employees invest in their work represents a significant part of not
only our culture, but our reputation and the city's achievement as well.
We embrace and encourage our employees' differences in age, color, disability, ethnicity, family or
marital status, gender identity or expression, language, national origin, physical and mental ability,
political affiliation, race, religion, sexual orientation, socio-economic status, veteran status, and
other characteristics that make our employees unique.
The City of Zanesville's diversity initiatives are applicable-but not limited-to our practices and
policies on recruitment and selection; compensation and benefits; professional development and
training; promotions; transfers; and the ongoing development of a work environment built on the
premise of gender and diversity equity that encourages and enforces:
•
•

Respectful communication and cooperation between all employees.
Teamwork and employee participation, permitting the representation of all groups and
employee perspectives.

All employees of The City of Zanesville have a responsibility to treat others with dignity and respect
at all times. All employees are expected to exhibit conduct that reflects inclusion during work, at
work functions on or off the work site, and at all other company-sponsored and participative events.

2.6

Harassment in the Workplace
The City of Zanesville strives to maintain a workplace that fosters mutual employee respect and
promotes harmonious, productive working relationships. Our organization believes that
discrimination and/or harassment in any form constitutes misconduct that undermines the integrity
. of the employment relationship. The City prohibits discrimination and/or harassment that is sexual,
racial or religious in nature or is related to anyone's gender, national origin, age, sexual orientation,
gender identity, pregnancy, disability , genetic information or veteran's status. This policy applies to
all employees throughout the organization and all individuals who may have contact with any
associate of this organization for business reasons, such as, a vendor or customer. Sexual and
other unlawful harassment is a violation of Title VII of the Civil Rights Act of 1964 (Title VII) , as
amended, as well as many state laws.

11
CITY OF ZANESVILLE EMPLOYEE HANDBOOK

Exhibit A Attachment for Ordinance No. 2026-77
It is the City of Zanesville's policy to provide a work environment free of sexual and other
harassment. To that end, harassment of City employees by management, supervisors, coworkers,
or nonemployees who are in the workplace is absolutely prohibited. Further, any retaliation against
an individual who has complained about sexual or other harassment or retaliation against
individuals for cooperating with an investigation of a harassment complaint is similarly unlawful and
will not be tolerated. City of Zanesville will take all steps necessary to prevent and eliminate
unlawful harassment.
Definition of Unlawful Harassment. "Unlawful harassment" is conduct that has the purpose or
effect of creating an intimidating, hostile, or offensive work environment; has the purpose or effect
of substantially and unreasonably interfering with an individual's work performance; or otherwise
adversely affects an individual's employment opportunities because of the individual's membership
in a protected class.
Unlawful harassment includes, but is not limited to, epithets; slurs; jokes; pranks; innuendo;
comments; written or graphic material; stereotyping; or other threatening, hostile, or intimidating
acts based on race, color, ancestry, national origin, gender, sex, sexual orientation, marital status,
religion, age, disability, veteran status, or other characteristic protected by state or federal law.
Definition of Sexual Harassment. "Sexual harassment" is generally defined under both state and
federal law as unwelcome sexual advances, requests for sexual favors, and other verbal or physical
conduct of a sexual nature where:
•
•

Submission to or rejection of such conduct is made either explicitly or implicitly a term or
condition of any individual's employment or as a basis for employment decisions; or
Such conduct has the purpose or effect of unreasonably interfering with an individual's
work performance or creating an intimidating , hostile, or offensive work environment.

Other sexually oriented conduct, whether intended or not, that is unwelcome and has the effect of
creating a work environment that is hostile, offensive, intimidating, or humiliating to workers may
also constitute sexual harassment.
While it is not possible to list all those additional circumstances that may constitute sexual
harassment, the following are some examples of conduct that, if unwelcome, may constitute sexual
harassment depending on the totality of the circumstances, including the severity of the conduct
and its pervasiveness:
•
•

•
•
•
•

Unwanted sexual advances, whether they involve physical touching or not;
Sexual epithets, jokes, written or oral references to sexual conduct, gossip regarding one's
sex life, comments about an individual's body, comments about an individual's sexual
activity, deficiencies, or prowess;
Displaying sexually suggestive objects, pictures, or cartoons;
Unwelcome leering, whistling, brushing up against the body, sexual gestures, or suggestive
or insulting comments;
Inquiries into one's sexual experiences; and
Discussion of one's sexual activities.

All employees should take special note that, as stated above, retaliation against an individual who
has complained about sexual harassment and retaliation against individuals for cooperating with
an investigation of sexual harassment complaint is unlawful and will not be tolerated at the City of
Zanesville.

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CITY OF ZANESVILLE EMPLOYEE HANDBOOK

Exhibit A Attachment for Ordinance No. 2026-77
Complaint Procedure
Any employee who believes he or she has been subject to or witnessed illegal discrimination,
including sexual or other forms of unlawful harassment, is requested and encouraged to make a
complaint. You may, but are not required to, complain first to the person you feel is discriminating
against or harassing you. You may complain directly to your immediate supervisor or department
manager, the HR Manager, or any other member of management with whom you feel comfortable
bringing such a complaint. Similarly, if you observe acts of discrimination toward or harassment of
another employee, you are requested and encouraged to report this to one of the individuals listed
above.

No reprisal, retaliation, or other adverse action will be taken against an employee for making a
complaint or report of discrimination or harassment or for assisting in the investigation of any such
complaint or report. Any suspected retaliation or intimidation should be reported immediately to one
of the persons identified above.
All complaints will be investigated promptly and, to the extent possible, with regard for
confidentiality.
If the investigation confirms conduct contrary to this policy has occurred, the City of Zanesville will
take immediate, appropriate, corrective action, including discipline, up to and including termination.

2.7

Ethics of Public Employment
The proper operation of government requires that actions of public officials and employees be
impartial; that government decision and policies be made within the proper channels of government
structure; that public office not be used for personal gain; and that the public have confidence in
the integrity of its government. State law establishes, through the Ethics Commission, standards
for public officials and employees. The City recognizes the State standards and the goals of
responsible government. Recognition of these goals has led to the establishment of a Code of
Ethics as follows for all officials and employees of the City.
No employee shall use their official position for personal gain, or shall engage in any business or
transaction or shall have financial or other interests, direct or indirect, which is in conflict with the
proper performance of their official duties.
No employee shall, without proper legal authorization, release confidential information concerning
the property or government affairs of the City; nor shall employees use such information to advance
the financial or other private interest of him or others. No employee shall accept any valuable gift,
whether in the form of service, loan, item, or promise from any person, form or corporation which
is interested directly or indirectly in any manner whatsoever in business dealings with the City; nor
shall employees accept any gift, favor or item of value that may tend to influence any decisions of
the employee or his supervisor. Any employee offered a gift or favor who is not sure whether its
acceptance would be a violation of the Code of Ethics should inform his supervisor. The supervisor
will make a decision or refer the individual to the City's Law Director.
No employee shall accept from any contractor or supplier doing business with the City any gifts,
material or service for the private use of the employee.
No employee shall represent private interests in any action or proceedings against the interest of
the City in any matter in which the City is a party.
State law prohibits employees and officials from having financial interests in companies which do
business with public agencies, with minor exceptions. Employees who have any doubt concerning
possible violations of these statutes are advised to consult their own attorney.

13
CITY OF ZANESVILLE EMPLOYEE HANDBOOK

Exhibit A Attachment for Ordinance No. 2026-77
No employee shall engage in or accept private employment or render services for private interests
when such employment or service is in conflict with the proper performance of his official duties or
would tend to impair his independent judgment or action in the performance of his official duties.
Any employee having doubt as to the applicability of a provision of this Code to a particular situation
should consult the Human Resource Manager, the Law Director, or the Ohio Ethics Commission.

2.8

Fraud Reporting
The Ohio Auditor of State's office maintains a system for the reporting of fraud, including misuse of
public money by any official or office. The system allows all Ohio citizens, including public
employees, the opportunity to make anonymous complaints through a toll-free number, the Auditor
of State's website, or through the United States mail.
Auditor of State's fraud contact information
Telephone: 1-866-FRAUD OH (1-866-372-8364)

US Mail: Ohio Auditor of State's office
Special Investigations Unit
88 East Broad Street
P.O . Box 1140
Columbus, OH 43215
Web: www.ohioauditor.gov

2.9

Personnel Files
Personnel files on all employees shall be maintained in the administrative offices of the City.
Department heads may maintain files but shall forward copies of all appropriate documents therein
to the administrative office. A personnel file may include, but not be limited to, the following :
•
•
•
•
•
•
•
•
•
•

Employment application, resumes, evaluations and related documentation.
Letters of reference .
Commendations.
Records of discipline/corrective action.
Performance evaluations.
Instructional memos.
Records of college coursework, attendance at training seminars, etc.
Records of licensure or certifications.
Changes in personal status.
Changes in employment status.

Payroll records shall be maintained separately and in addition to personnel flies . The City
Treasurer's Office shall maintain City payroll records on all City employees. Such files shall include,
but may not be limited to, individual employment data, payroll information, records of deductions,
number of exemptions claimed , employee status, and related information.
Medical records shall be handled in accordance with the all recent HIPPA Laws.
An employee shall have a right of reasonable inspection of his or her official personnel file. A
supervisor or management employee will be present at the time of inspection.
Employees shall advise their department heads of any change in: name, address, marital status,
telephone number, number of exemptions claimed for tax purposes, citizenship, selective service
classification, or association with any government military service organization.
The department head shall then forward this information to the Treasurer's Office for purposes of
updating the payroll files .

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CITY OF ZANESVILLE EMPLOYEE HANDBOOK

Exhibit A Attachment for Ordinance No. 2026-77

2.10

Public Records
All public records requests are subject to the City's public records policy. Any questions regarding
the policy are to be directed to the Law Director or Department Head.
From time-to-time employees are asked by members of the public or other employees to copy and
provide documents which may constitute public records. All public records requests, whether from
members of the public or other employees, must first be communicated to the department director
before records are released. The director is responsible for releasing the records or referring the
request for clarification on the applicability of the law.
Any requests that are made concerning personnel information about any City employee are to be
forwarded to the Human Resource Manager for review. The information released will be in
accordance with the applicable law.
Employees are never permitted to copy and disseminate documents for themselves , to each other
or to the public, even if they have access to the information as part of their position. Violations of
this policy may result in corrective action up to and including dismissal of employment.
Records requests received by the Police Department will be subject to the procedure established
by the Police Department.

2. 11

Solicitation
Employees are never permitted to solicit the general public while on City property during the regular
work day, including lunch hours and breaks.
Employees, who feel harassed, pressured, or otherwise disturbed by the solicitations of other
employees may notify the Department Director or the Human Resource Manager who will
investigate the complaint and determine if the soliciting employee will be instructed to cease any
and all solicitations.
With the exception of local charitable organizations, solicitation, distribution or selling among
employees is restricted to mutual lunch periods and work breaks in non-work areas.
Violations of this policy resulting in a disruption to the City's operations may be cause for disciplinary
action.

2.12

Employment of Relatives
Members of an employee's family will be considered for employment on the basis of their
qualifications. Immediate family members may not be hired, however, if it would:
•
•
•

Create a direct supervisor-subordinate relationship with a family member;
Have the potential for creating an adverse effect on work performance; or
Create either an actual conflict of interest or the appearance of a conflict of interest.

This policy must be considered when hiring, assigning or promoting an employee.
If a circumstance arises that result in a direct supervisory relationship between immediate family or
close personal relatives, including marriage, reduction in force, reorganization, priority placement,
etc., one of the relatives may be reassigned . During the period that a direct supervisory relationship
exists between immediate family members or close personal relatives, the supervisory relative will

15
CITY OF ZANESVILLE EMPLOYEE HANDBOOK

Exhibit A Attachment for Ordinance No. 2026-77
not be involved in any personnel action involving his or her relative. Typical first-level supervisory
responsibilities will be referred to the next higher level in the supervisory chain.
For purposes of this policy, immediate family includes employees' mother, father, husband, wife,
son, daughter, sister, brother, mother-in-law, father-in-law, sister-in-law, brother-in-law, son-in-law,
daughter-in- law, stepchild, stepparent, grandchild or grandparent. This policy also applies to close
personal relatives such as uncles, aunts, first cousins, nephews, nieces or half-siblings.
If two employees become related while employed, or marry, the employees must immediately
report the relationship or marriage to their supervisor and the Human Resource Manager.
Questions should be directed to the Human Resource Manager.

2.13

Outside Employment
Under no circumstances shall an employee have other employment which conflicts with the
policies, objectives, and operations of the City. In addition, an employee shall not become indebted
to a second employer whose interests might be in conflict with those of the City.
An "employment conflict," as set forth in this policy, is when a second job impairs the employee's
ability to perform the duties of his or her position with the City.
Full-time employment with the City shall be considered the employee's primary occupation, taking
precedence over all other occupations.
Prior to accepting "outside" employment (or becoming self-employed), an employee shall notify his
or her supervisor, in writing, of his or her intention to be employed in a secondary job. The
supervisor shall confer with the employee to determine whether the "secondary job" presents a
conflict with City policies, objectives, interests, and/or operations.
"Outside" employment or "moonlighting" shall be a concern to the Employer only if it adversely
affects job performance, or could negatively impact the City's reputation or interests.
If, in the opinion of the Employer, outside employment is adversely affecting an employee's job
performance, he or she may be asked to refrain from such activities as a condition of continued
employment. Refusal to conform to such a request shall be cause for disciplinary action.

2.14

Employee Fraternization
The City wants to preserve a working environment that has clear boundaries between personal and
professional relationships. This is believed to be the best practice for conducting business in a
professional manner. This policy establishes clear boundaries with regard to how relationships
develop at work and within the confines of the work area.
•

•

•

During working hours and in work areas, employees of the City are expected to keep all
personal interactions limited and at a professional level to avoid distracting or offending
others.
Employees are prohibited from engaging in any physical interactions that would be seen
as inappropriate in the work area. What constitutes inappropriate conduct is in the
discretion of the City.
Employees who engage in personal relationships with others and allow these relationships
to negatively affect the working environment will be subject to disciplinary action.

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CITY OF ZANESVILLE EMPLOYEE HANDBOOK

Exhibit A Attachment for Ordinance No. 2026-77
Romantic relationships between supervising, managing or executive employees and subordinates
are strictly prohibited. If a relationship does develop between a supervising employee and his or
her subordinate, management should be notified immediately so that a department transfer may
be considered.

3
3.1

Workplace Safety
Drug Free Workplace

In compliance with the Drug-Free Workplace Act of 1988, the City of Zanesville has a commitment
to provide a safe, quality-oriented and productive work environment consistent with the standards
of the community in which the City operates. Alcohol and drug abuse poses a threat to the health
and safety of the City of Zanesville's employees and to the security of the City's equipment and
facilities . For these reasons, The City of Zanesville is committed to a workplace free of drug and
alcohol use and abuse. Compliance with this Drug Free Workplace Policy is made a condition of
employment.
Employees are prohibited from the following when reporting for work, while on the job, on City or
customer premises or surrounding areas, or in any vehicle used for City business:
•
•
•

•

The unlawful use, possession, transportation, manufacture, sale, dispensation or other
distribution of an illegal or controlled substance or drug paraphernalia.
The unauthorized use, possession, transportation, manufacture, sale, dispensation or
other distribution of alcohol.
Being under the influence of alcohol or having a detectable amount of an illegal or
controlled substance in the blood or urine ("controlled substance" means a drug or other
substance as defined in applicable federal laws on drug abuse prevention).
Other similar conduct deemed a violation of criminal laws.

CONTROLLED SUBSTANCES
As used in this policy, controlled substances include any drug that is illegal under federal or state
law, or that is legally obtainable but has not been legally obtained. The term includes prescribed
drugs which are not being used for the prescribed purpose or in the prescribed manner. Examples
include but are not limited to:
• Amphetamines
• Marijuana*
• Opiates
Crack,
phencyclidine
(PCP)
•
Narcotics, barbiturates
• Cocaine
•
• Stimulants,
depressants
• Despite Ohio Law, marijuana for recreational and medical use is a Drug Enforcement
Administration listed Schedule I controlled substance and therefore is prohibited.
Marijuana (Medical/Recreational)
With respect to marijuana, the possession, distribution , and/or use of marijuana, including
medical/recreational marijuana, is prohibited under federal law. The City of Zanesville prohibits
employees from using, possessing, or being under the influence of marijuana in any form, including
medical marijuana, while at work or during work time. Any employee who tests positive for
marijuana, regardless of whether the marijuana consumed was for medicinal purpose and/or with
a prescription, will be considered to have violated this policy, and may be subject to disciplinary
action. As such, the City encourages employees to discuss with their providers alternative
treatments to the use of medical marijuana.

Any employee violating these prohibitions will be subject to disciplinary action up to and including
termination.

17
CITY OF ZANESVILLE EMPLOYEE HANDBOOK

Exhibit A Attachment for Ordinance No. 2026-77
Employees who are taking medication prescribed to them and work in positions where these
medications/drugs may affect or impair their ability to perform their job duties must notify their
supervisor and Department Director. The City will consider options for employees taking
prescription drugs.
The City of Zanesville does not desire to intrude into the private lives of its employees, however,
recognizes that employees' off-the-job involvement with drugs and alcohol may have an impact on
the workplace. Therefore, the City reserves the right to take appropriate disciplinary action for drug
use, sale or distribution while off City premises. An employee who is convicted of, plead guilty to or
are sentenced for a crime involving an illegal drug is required to report the conviction, plea or
sentence to HR within five days. Failure to comply may result in automatic discharge. Cooperation
in complying may result in suspension to allow management to review the nature of the charges
and the employee's past record with the City.
Drug and alcohol testing will be carried out in compliance with any applicable state and federal laws
and regulations.
Disciplinary action will be taken for drug-related crimes, regardless of whether they happened
during working hours or on an employee's own time.
It is also understood that employees suffering from alcohol or drug dependence can be treated. We
encourage any employee to seek professional care and counseling prior to any violation of this
policy.
Required Testing
Employees subject to this policy shall be subject to drug and alcohol testing including, but not
limited to the following: pre-employment testing; reasonable suspicion testing; and post-accident
testing.
Pre-employment
All applicants must pass a drug test before beginning work or receiving an offer of employment.
Refusal to submit to testing will result in disqualification of further employment consideration .
Reasonable suspicion
Reasonable suspicion testing shall be used when there are objective observable reasons to believe
that a controlled substance or alcohol use is adversely affecting an employee's job performance or
that the employee has violated this policy. Reasonable suspicion referral for testing shall be made
on the basis of documented objective facts and circumstances which are consistent with the effects
of substance use. Any employee who witnesses an employee who they feel might be under the
influence, should report it to management personnel who are trained to detect the signs and
symptoms of controlled substance and alcohol use and who may reasonably conclude that an
employee may be adversely affected or impaired in the employee's work performance due to the
use of a controlled substance or alcohol. The observing supervisor or manager, whether or not the
person is the employee's immediate supervisor, is required to complete the appropriate required
documentation concurrently with the observation and consideration to impose reasonable
suspicion testing.

Reasonable suspicion testing shall be completed whenever possible within two (2) hours of the
observation, but in any case, no later than eight (8) hours after the observation for breath alcohol
testing and thirty-two (32) hours for controlled substance testing .
Post-accident

Employees are subject to testing when they cause or contribute to accidents that damages a
vehicle, machinery, equipment or property or result in an injury requiring medical attention.
18
CITY OF ZANESVILLE EMPLOYEE HANDBOOK

Exhibit A Attachment for Ordinance No. 2026-77
Follow-up

Employees who have tested positive, or otherwise violated this policy, are subject to discipline, up
to and including discharge. Depending on the circumstances and the employee's work
history/record, the City may offer an employee who violates this policy or tests positive the
opportunity to return to work on a last-chance basis pursuant to mutually agreeable terms, which
could include follow-up drug testing at times and frequencies determined by the City. If the
employee either does not complete the rehabilitation program or tests positive after completing the
rehabilitation program, the employee will be subject to immediate discharge from employment.
Consequences
Employees who refuse to cooperate in required tests or who use, possess, buy, sell, manufacture
or dispense an illegal drug in violation of this policy will be disciplined in accordance with their
bargaining unit contract or applicable policy. If the employee refuses to be tested, yet the City
believes he or she is impaired, under no circumstances will the employee be allowed to drive
himself or herself home.

Employees who test positive for alcohol or illegal drugs under this policy will be disciplined within
existing contractual or administrative procedures.
Department of Public Service and Public Safety Drug & Alcohol Abuse Policy and Testing
Program
In addition to the above policy, employees of the Departments of Public Service and Public Safety
have additional policies with testing standards to comply with federal and state laws applicable to
certain positions and persons with licenses subject to these laws.
Employees of the Department of Public Service and Public Safety should consult with the policy for
that Department and direct questions to the Department Director. Employees of the Service and
Safety Departments are subject to both the Department Policy and the City Handbook.

3.2

Tobacco Policy - Smoke Free Workplace
The purpose of this policy is to protect the health and safety of employees, customers, and visitors
of The City of Zanesville. Smoking is a leading cause of preventable death in the United States .
Smoking and secondhand smoke are known causes of lung disease, heart disease, and cancer .
The City of Zanesville recognizes the hazards caused by tobacco use and exposure to secondhand
tobacco smoke. This policy covers the smoking of any tobacco product, including smokeless
tobacco products and electronic cigarettes (regardless of tobacco content), and it applies to both
employees and non-employee visitors of The City of Zanesville.
No use of tobacco products, including cigarettes, smokeless tobacco, and electronic cigarettes, is
permitted on owned or operated property of the City of Zanesville at any time. "Property" means
the organization's facilities "curb to curb," including offices, grounds, adjacent sidewalks, parking
lots/ramps, City owned vehicles, and employee vehicles parked on owned and leased property.
Nicotine is prohibited within direct proximity to locations of ingress and egress to any municipal
facility owned and operated by the City. Employees must be at least 20 feet from areas of ingress
or egress when smoking.
Responsibility for Reporting Violations

Any employee who witnesses a violation of this policy is requested and encouraged to make a
complaint. You may make a complaint directly to your immediate supervisor or department
manager, the HR Manager, or any other member of management with whom you feel comfortable
bringing such a complaint.

19
CITY OF ZANESVILLE EMPLOYEE HANDBOOK

Exhibit A Attachment for Ordinance No. 2026-77
No reprisal, retaliation, or other adverse action will be taken against an employee for making a
complaint or for assisting in the investigation of any such complaint or report. Any suspected
retaliation or intimidation should be reported immediately to one of the persons identified above.
Discipline
Violations of this policy are considered as a work rule violation for which employees may be
disciplined.

3.3

Workplace Violence Prevention
It is the City's policy to provide a workplace that is safe and free from all threatening and intimidating
conduct. Workplace violence is "any act of aggression, or threat of an act, that threatens the safety,
security, or well-being of an individual who is at work on duty." The City will not tolerate violence or
threats of violence of any form in the workplace, at work-related functions or outside of work if it
affects the workplace. This policy applies to City employees, clients, customers, guests, vendors
and persons doing business with the City.
It is a violation of this policy for any individual to engage in any conduct, verbal or physical, that
intimidates, endangers or creates the perception of intent to harm persons or property. Examples
include but are not limited to:
•
•
•

Physical assaults or threats of physical assault, whether made in person or by other means
(e.g., in writing, by phone, fax or email).
Verbal conduct that is intimidating and has the purpose or effect of threatening the health
or safety of a co-worker.
Any other conduct or acts that management believes represent an imminent or potential
danger to work place safety or security.

Anyone with questions or complaints about workplace behaviors that fall under this policy may
discuss them with a supervisor or the Human Resource Manager. The City will promptly and
thoroughly investigate any reported occurrences or threats of violence. Violations of this policy will
result in disciplinary action, up to and including immediate termination of employees. Where such
actions involve non-employees, the City will take action appropriate for the circumstances. Where
appropriate and/or necessary, the City will also take whatever legal actions are available and
necessary to stop the conduct and protect City employees and property.
All employees are responsible for their conduct during work and work-related matters. Also,
employees who witness conduct violating this policy, as well as all other City policies, should report
the conduct, incident or violation.

3.4

Weapons in the Workplace
The City of Zanesville is committed to providing its employees a work environment that is safe and
secure. This commitment includes prohibiting employees from possessing or having under their
control a weapon or other dangerous weapons while conducting city business or on city time,
including possession or control of a weapon other dangerous weapons in an employee's personal
vehicle, unless specially authorized by the city or as provided in Section 3.4.1 below. The city's
prohibition against such unauthorized weapons or other dangerous weapons applies to all
contractors and all employees, including but not limited to permanent city employees, contract
workers, seasonal workers , consultants, college interns, and anyone else conducting business on
city property.
Prohibited Items: Any weapon or other dangerous weapons including firearms except as provided
in this policy; knives (switchblades, gravity knives or any knife with a blade longer than three
inches), ballistic knife, metal knuckles, explosives and explosive devices (dynamite, black powder,
pellet powders, blasting caps, fuse igniters and instantaneous fuses), bows and arrows and Tasers.
Legal, chemical dispensing devices such as pepper sprays that are sold commercially for personal
protection are permissible under this policy.

20
CITY OF ZANESVILLE EMPLOYEE HANDBOOK

Exhibit A Attachment for Ordinance No. 2026-77

Prohibited Conduct: Employees shall not carry or store a weapon or other dangerous weapons :

•
•
•

3.4.1

In a facility, building, or portion of a building owned or leased by the city, including parking
lots or garages, except as provided in Section 3.4.1
In a motor vehicle owned or leased by the city; or
While conducting city business or on city time, even when employees are off of city owned
or leased property

Effect of Concealed Carry License

Individuals covered by this policy who have been issued a permit to carry a concealed weapon in
the State of Ohio are not exempt from the above provisions. Individuals covered by this policy who
carry or possess a weapon must store the weapon in accordance with the law prior to entering an
area in which a weapon is prohibited. This section also applies to an active-duty member of the
armed forces of the United States who meets the requirements under Revised Code Section
2923.126 (E)(2) to have the same right to carry a concealed weapon as a person issued a
concealed carry license.
Individuals covered by this policy who have been issued a concealed weapon permit may store or
transport their weapon and/or ammunition in their privately owned motor vehicle on property owned
by the city that is primarily used as a parking facility for motor vehicles (i.e. parking lots and
garages), unless otherwise prohibited. The weapon and/or ammunition must remain inside the
person's privately owned motor vehicle while the person is physically present inside the motor
vehicle, or the weapon and/or ammunition must be locked in the trunk, glove box, or other enclosed
compartment or container within or on the person's privately owned motor vehicle while on the
above referenced property owned by the city.

3.4.2

Violations

Violations will be subject to legal action as appropriate. Violation of this policy by a city employee
may lead to disciplinary action up to an including termination in accordance with the applicable law,
rule, or collective bargaining agreement.

3.4.3

Exceptions

In accordance with ORC 2923.12 , the following City Personnel are exempt from this policy; An
officer or authorized agent (law director, mayor, safety director) , or employee of this or any other
state or the United States, or to a law enforcement officer, who is authorized to carry concealed
weapons or dangerous ordnance or is authorized to carry handguns and is acting within the scope
of the officer's, agent's, or employees' duties.

3.5

Severe Weather
Severe weather emergencies have the potential to impact and/or disrupt City operations. During
such weather-related emergencies, it is important to identify which employees are critical to the
continuity of the City's operations. As such, employees may be classified as one of the following:
Essential or Non-essential.
Essential Employees
Those employees who perform a service-critical activity and must be onsite to perform the work;
this includes employees who work in departments/divisions that respond to emergency safety and
care of the public.

21
CITY OF ZANESVILLE EMPLOYEE HANDBOOK

Exhibit A Attachment for Ordinance No. 2026-77
•
•
•

Administrative Personnel
Emergency/Public Safety Personnel
Public Services Personnel
o All scheduled Public Utilities employees (inclusive of all divisions), unless notified
as non-essential by their respective Department Director or designee.
o All scheduled Public Services employees (inclusive of all divisions), unless notified
as non-essential by their respective Department Director or designee.
o All scheduled Parks & Recreation employees, unless notified as non- essential by
their respective Department Director or designee.

Non-Essential Employees
Those employees who are not critical to maintain basic or emergency services to the public during
a weather related or emergency event.
Notification
In the event that a severe weather emergency is declared by the County Sheriffs Office, the County
EMA or the mayor chooses to close City offices for non-essential employees, each Department
Director, or their designee, shall be responsible for determining and notifying which employees
should report to work or be sent home, dependent upon an employee's status of being considered
essential or non-essential to City/Department operations during such a severe weather emergency
event. It is the sole discretion of the City to determine which staff is considered essential in
responding in a severe weather emergency situation. The City may maintain a list of essential and
nonessential positions and employees.
In the event that a severe weather emergency is declared after normal business hours, or on the
eve of a regular work week, the City will notify area print and media outlets, or other available
means as the City determines regarding closure of City offices.
Compensation
With respect to compensation for such severe weather emergencies in which City offices are
closed, all non-essential employees, including full-time and permanent part-time personnel, will be
compensated for the number of hours they were scheduled to work during the emergency period .
Employees not scheduled to work because of scheduled vacation, personal or sick leave will be
charged for leave regardless of the declared emergency. If vacation, personal or sick leave ends
prior to the end of the declared emergency, no leave time will be charged for the remainder of the
emergency.
In the event that the decision is made to not close City facilities during inclement weather,
employees who are not able to report to work at their regularly scheduled start time due to inclement
weather should contact their respective supervisor and request the use of available vacation ,
compensatory time or personal leave (in accordance with their collective bargaining agreement) to
cover the period not worked. The supervisor will determine whether the leave is justified and will
approve of such leave accordingly. If the leave is determined to be unjustified and the employee
does not report to work at the scheduled time, the employee will be considered absent without
excused leave and may be subject to disciplinary action . Inclement weather is not a valid excuse
for the use of sick leave.
During weather emergencies, those departments/divisions required to maintain twenty-four hour or
emergency service operations may continue to use available personnel beyond regularly
scheduled hours to ensure appropriate service coverage and to cover for non-available staff.
Eligible employees required to work beyond their regular shift shall be paid overtime, as
appropriate.

22
CITY OF ZANESVILLE EMPLOYEE HANDBOOK

Exhibit A Attachment for Ordinance No. 2026-77

4
4.1

Hours of Work
Hours of Work
Each department and officer holder are responsible for establishing the hours of work and
schedules for employees, and for enforcement of the schedules and hours of work.
Employees in collective bargaining units may have their hours and schedules addressed in their
agreements. If not, the hours of work and schedules will be established by their department.

4.2

Overtime Compensation
It is the policy of the City to keep work in excess of established schedules at minimum and to permit
such work only when it is necessary to meet urgent City operating requirements.
•

•

•

•

•

•

•

•

Overtime work will include only that work performed by an employee at the direction of a
department head or any other authorized representative which exceeds the number of
hours comprising the established work week for the position and department.
Except as herein provided, hours worked in excess of forty (40) hours per week will be
compensated at the rate of time-and-one-half. Overtime hours worked which are not in
excess of forty (40) hours per week actually worked shall be compensated at straight time.
Appointed salary employees are declared exempt from the overtime requirements of the
Fair Labor Standards Act and shall not receive compensation for hours worked in excess
of forty (40) hours per week.
Overtime eligibility for unaffiliated employees is based on hours actually worked during
the applicable workweek in accordance with the Fair Labor Standards Act (FLSA) and
applicable Ohio law.
o Paid time not actually worked-including, but not limited to, holidays, vacation
leave, sick leave, jury duty leave, compensatory time used, and personal
holidays-will not be counted as hours worked for purposes of determining
overtime eligibility.
o Only hours actually worked in excess of forty (40) hours in a workweek will be
eligible for overtime compensation or compensatory time, as applicable.
The proper city official shall designate those administrative and professional classes which
shall be entitled to compensatory time off for hours work in excess o the normal week with
approval of the proper city official. Employees may accumulate a maximum of 180 hours
of accrued compensatory time. Employees who , for whatever reason, have accumulated
more than 180 hours of accrued compensatory time may not accrue additional time unless
their accumulated hours fall below 180. Upon separation, each employee shall be paid for
any net accumulation of compensatory time.
Call-in pay shall be provided when an employee is required to report for work at times other
than his regular shift or hours of work. Except as herein provided, employees called in
under these circumstances shall receive four hours pay at his/her base rate or pay for time
actually worked at the applicable rate , whichever is greater.
The call-in minimum for the Police Chief and Fire Chief shall be three hours. Call-in time
for which payment is rendered shall not be used for computing the applicable 40-hour.
Hours actually worked under the call-in provisions shall count in determining premium pay.
Certain employees may be assigned by their appointing authority to an on-call status if it
is necessary for such employees to remain at or near home and to refrain from certain
activities so that they are available to respond to a call-in. Employees in this on-call status
who are called in outside their regular hours of work shall receive the minimum call-in pay
or pay at double their regular rate of pay, whichever is greater.

23
CITY OF ZANESVILLE EMPLOYEE HANDBOOK

Exhibit A Attachment for Ordinance No. 2026-77

4.3

Upgrades
When an unaffiliated employee performs a task that is normally paid at a higher PAY GRADE than
what they are currently assigned, said employee is entitled to a 5% pay increase for the hours
worked in the higher PAY GRADE.

5
5.1

Time Off/Leave of Absence Benefits
Holidays
Each full-time and permanent part-time City employee is entitled to a number of paid holidays.
Permanent part-time employee's holidays are paid depending on their regular work schedule as
well as the number of hours they are paid for a personal day. Depending on whether the employee
is in a bargaining unit or not, the days vary in number. Certain City employees may be required to
work on holidays, as a number of our departments maintain staffing levels seven days a week,
twenty-four hours a day. If you are a member of a bargaining unit, refer to your collective bargaining
agreement to identify those holidays for which you will be paid. Non-bargaining unit employees will
receive each of the following paid holidays:
•
•
•
•
•
•
•
•
•
•
•
•
•

•

New Year's Day
Martin Luther King, Jr. Day
President's Day
Memorial Day
Juneteenth
Independence Day (4th of July)
Labor Day
Columbus Day
Veterans Day
Thanksgiving Day
Friday after Thanksgiving
Christmas Day
Three (3) Personal Holidays selected by the employee with prior approval of the
employee's supervisor. (Please refer to your bargaining agreement for use of your
personal holidays) . Unaffiliated employees are eligible to take a personal holiday after
completion of ninety (90) of service. Personal days are not cumulative and cannot be
carried over into the next year.
Any additional day declared as a holiday by the President of the United States or by the
Governor of the State of Ohio, or by the mayor or Council of the City of Zanesville.

When one of the holidays listed above falls on a Sunday, the next following Monday shall be
observed as a holiday. When one of the holidays listed above falls on a Saturday, the preceding
Friday shall be observed as a holiday. Holidays occurring during vacation shall not be counted
as a day of vacation. For purposes of computing compensation for continuous personnel, the
actual date of the holiday shall be used rather than the day the holiday is observed.
Employees required to work on the day observed as a holiday shall be granted premium pay at
the time-and-one-half or compensatory time off at time-and-one-half for actual hours work.
Appointed salary employees shall not receive premium pay for work on a holiday.
5.2

Vacation
All Unaffiliated (nonunion) Full-time and Permanent Part-time City employees are eligible to earn
vacation leave. (For employees who are members of a bargaining unit, specific provisions
regarding vacation leave accumulation, use, transfer, and payment upon separation of
employment, are covered in the City's various collective bargaining agreements). Permanent parttime employees earn vacation on a prorated basis according to the number of hours they are
scheduled to work.
24
CITY OF ZANESVILLE EMPLOYEE HANDBOOK

Exhibit A Attachment for Ordinance No. 2026-77
All Unaffiliated (nonunion) full-time employees of the City, shall accumulate vacation leave with pay
in accordance with the following schedule for each full pay period of service. Appointed salary
positions will not accrue vacation but are guaranteed a minimum of three (3) weeks' vacation per
year.
Years of Service

Vacation Hours Accrued
Per Pay Period Worked

First Year

3.10hours

After 1 year

3.39 hours
4.60 hours
5.54 hours

After 6 years
After 10 years
After 15 years

6.20 hours

I After 20 years

6.815 hours

In order to utilize vacation leave, an employee must obtain prior approval from his/her department
head by entering their request through the Payroll Employee Self Service (ESS) . Vacation leave
may be subject to additional restrictions regarding the scheduling of vacation depending upon
operational needs or departmental restrictions. Employees should contact their immediate
supervisor to request specific information regarding departmental procedures for vacation use.
• For unaffiliated employees, vacation with pay will not be scheduled during an employee's
first six (6) months of service with the City. Vacations shall be scheduled to meet the
operating requirements of the City and the preference of the employees. Under no
circumstances will an employee be allowed to take vacation in advance.
• For unaffiliated employees, Vacation with pay shall be charged out in no less than one-half
(1/2) hour increments.
• Police Chief shall accumulate vacation leave at a rate of 6.20 for an 80 hour period, except
those with 20 or more years of service shall accumulate vacation leave at a rate of 6.815
for an 80 hour pay period. (Less than an 80 hour pay period will be prorated). Max 600
• Fire Chief shall accumulate vacation leave at a rate of 6.20 for an 80 hour pay period,
except those with 20 or more years of service shall accumulate vacation leave at a rate of
6.815 for an 80 hour pay period. (Less than an 80 hour pay period will be prorated). Max
781/Max Carryover 540
• Vacation may be accumulated up to the maximum time which is accruable in a two-year
period.
Employees occupying the position classification of Fire Chief may carry over 540
hours of vacation to a new year.
Employees moving into the unaffiliated ranks from a union position in the
Sanitation Division shall retain the maximum vacation accrual allowed in their
previous position until their vacation accrual falls below the maximum authorized
herein but for no longer than two years; after two years, such employees will not
accrue additional vacation until their vacation accrual falls below the unaffiliated
maximum.
• Upon separation from the City, any accrued vacation owing will be paid to you as a lump
sum, less applicable statutory deductions. Payment will be paid through the usual means
as part of the pay cycle.
• Full-time regular employees in paid status for less than 80 hours in a pay period shall
receive a prorated portion of vacation accrual based on actual hours in paid status.
Vacation accrual for part-time permanent employees will be prorated according to the
number of hours worked per week.
• For the purpose of hiring new employees, management has the right to set the vacation
accrual rate based on experience.
5.3

Sick/Bereavement
Full-time and Permanent Part-time employees, except elected officials, are eligible to earn sick
leave. For employees who are members of a bargaining unit, specific provisions regarding sick
leave accumulation, use, transfer, and payment upon separation of employment, are covered in

25
CITY OF ZANESVILLE EMPLOYEE HANDBOOK

Exhibit A Attachment for Ordinance No. 2026-77

the City's various collective bargaining agreements. Part-time employees earn sick leave and
bereavement leave that is prorated based on the number of hours they are scheduled to work.
For non- union employees (unaffiliated), full - time employees shall accumulate sick leave with pay
at the rate of 4.6 hours for each eighty (80) hours in paid status. Accumulation of sick leave shall
be unlimited.
Employees (whether affiliated or unaffiliated), may use sick leave for:
•
•

His/her own illness, pregnancy, injury, or exposure to contagious disease;
Attendance upon members of his/her household whose illness or injury requires the care
of the employee if no other competent adult is living in the household; or
• A death in the employee's immediate family. Please refer to your perspective bargaining
agreement or ordinance for the allowable number of bereavement days.
• An employee who has a sick leave absence in excess of three consecutive work days must
present a Return to Work slip from their Medical Provider for the absence.
As used in this section, the term "household" shall mean two or more persons living together in a
single dwelling unit. The term "immediate family" shall mean husband, wife, child, step-child,
parent, step-parent, grandparent, mother-in-law, father-in-law, brother or sister of the employee.
The department head may require reasonable evidence to support a claim for sick leave and shall ,
in case of absence of multiple days, require a doctor's certificate to justify the absence (per the
individuals bargaining agreement).
The number of bereavement leave days is determined by the employee's bargaining agreement.
Bereavement leave may be used in the event of death in the employee's immediate family; in
certain circumstances, the employee's division or department head may authorize more time off
using sick leave. For unaffiliated employees, three (3) days leave per occurrence may be used in
the event of a death in the employee's immediate family; in certain circumstances, the employee's
division or department head may authorize more time off using sick leave
TERMINATION OF EMPLOYMENT & SICK LEAVE PAYOUT
Full-time and permanent part-time employees with ten (10) full years or more of service may elect
at retirement to be paid in cash for one-third of the value of his/her accrued sick leave credit. Such
payment will be made at the employee's rate of pay at the time of retirement. Payment for sick
leave on this basis shall be considered to eliminate all sick leave credit accrued by the employee
and shall be made only once to any employee. The maximum payment shall be 500 hours.
Employees can refer to their perspective bargaining agreement for maximum hours to be paid.
In the event that an employee dies or is permanently disabled while a current employee of the City,
the ten (10) year service requirement shall be waived, and payment shall be made to the estate of
the deceased or otherwise in accordance with ORC 2113.04.
SICK LEAVE RECIPROCITYNACATION & COMP TIME PAYMENT
Full-time and permanent part-time employees with more than one (1) year of service may have the
option of receiving payment in cash for unused sick leave hours and the combination of
vacation/comp time hours. Payment will be the Friday following the first payday in October of the
payroll year, provided such employee was entitled to sick leave pay during said payroll year and
provided further that the employee was in said paid status.
•
•

Union employees can refer to their perspective bargaining agreement for other stipulations
concerning hours worked and calculation tables.
Unaffiliated employees will be entitled to sick leave payment benefits during said payroll
year and provided further that the employee was in paid status, based on the following
calculation tables:

26
CITY OF ZANESVILLE EMPLOYEE HANDBOOK

Exhibit A Attachment for Ordinance No. 2026-77

•

•
•
•

•

•
5.4

Sick Leave Hours Used
During Payroll Year
0to8
9 to 16
17to 24
25 to 32

Hours Eligible for
Reciprocity Payment

33ormore

0

48
32
24
16

Vacation /Comp Sell-Back: Employees may sell up to 120 hours of comp or vacation
time back each year (120 hours total of any combination of time, not 120 hours of each).
Payments will be made on the same schedule as sick leave reciprocity.
For the purpose of sick leave reciprocity computation, any disallowance of sick leave credit
shall be considered as hours of sick leave taken during the year
Appointed Salary employees shall not be eligible to receive sick leave reciprocity payments
Eligible full-time employees may elect to receive the Sick Leave Reciprocity Payment
and/or Vacation/Comp Payment or they may retain their accrued sick leave hours or
Vacation/Comp time hours. The number of hours paid to each employee will be subtracted
from his/her total accrued sick leave and/or Vacation/Comp leave accrual banks.
The payments shall be made at the employee's hourly rate on the Friday following the first
payday in October for both Sick Leave Reciprocity and Vacation/Comp Time cash
payments.
The look back period for all future eligible hours will be October 1st - September 30 th •

Sick Leave Donation
The City of Zanesville recognizes that on rare occasions an employee may not have sufficient sick
leave accruals to cover a long-term illness or serious injury. To address such occasions, the City
finds it appropriate that unaffiliated employees be allowed to donate some of their sick leave hours
to other injured/ill employees within the parameters of this guideline.
City employees (unaffiliated & affiliated) may donate up to forty (40) hours annually of accrued but
unused sick time to another employee of the City, per these guidelines.
The City retains the right to approve the sick leave donation. Sick leave donations are intended for
those individuals who need time to recover. Sick leave donation is not intended nor may be used
for extending the service time of the employee. Employees may not be on disability or otherwise
separated during the time requested for sick leave donation. Employees using donated sick leave
will not accrue sick or other leaves.
In order to donate sick leave hours, employees must meet the following requirements:
•
Donating employees must maintain a balance of 200 hours of sick leave.
•
Donations must be in no less than four-hour increments.
• Employees may donate up to a maximum of 40 hours in one calendar year.
•
Donations may only be made to eligible recipients as defined in this guideline.
In order to receive donated sick leave hours, employees must meet the following requirements:
• All leave type balances must be depleted.
• Must currently be off work for a qualifying serious health condition as defined by the Family
Medical Leave Act (FMLA).

Unaffiliated employees wishing to donate must complete a Sick Leave Donation Request and
Authorization Form, indicating the number of hours they wish to donate and the date and time of
the donation. Please contact the Treasurer's Office or Human Resources for the Sick Leave
Donation and Authorization form.
27
CITY OF ZANESVILLE EMPLOYEE HANDBOOK

Exhibit A Attachment for Ordinance No. 2026-77
Donated hours will be used by the recipient according to the date and time in which they were
donated - first hours donated will be first hours used. This information will be forwarded to the
Treasurer's Office to ensure time banks are updated accordingly for the employee receiving and
the employee(s) donating .

Guidelines
•
•
•
•
•
•
•
•

5.5

All donations are on a voluntary basis. No employee is guaranteed any donations.
Sick leave hours are to be donated and used with no regard to the pay rate of the donor or the
recipient.
Donated sick leave hours will not be available for any cash out, including retirement cash out.
Recipients may not "bank" or save any unused donated hours.
Donated hours will not count against the employees Sick Leave Reciprocity eligibility.
Unused donated hours will not be returned to the donating employee.
Unused donated hours will be cleared from the donor employee's time bank upon their return
to work .
Recipients may not pay back hours to those who donated to them.

Personal Leave of Absence
Division/Department heads shall have the authority to approve vacation, sick leave, and jury duty.
Such leaves of absence shall be requested by the employee, approved by the department head,
and reported to the proper city official. Personal Leaves of absence for other purposes, with or
without pay, shall be authorized by the Civil Service Commission on recommendation of the proper
city official or Human Resources. Employees shall not accrue vacation or sick leave while on a
personal leave of absence without pay.
An employee may be granted a Personal Leave of Absence without pay for a period not to exceed
twelve (12) months. Leave may be granted for advanced study or other important purposes

5.6

Family & Medical Leave Act (FMLA)
The City of Zanesville is committed to compliance with the Family and Medical Leave Act of 1993
(the "FMLA"). The purpose of this policy is to provide employees with a basic understanding of their
rights and obligations under the FMLA.
Employees are responsible for requesting leave under the FMLA, which is subject to the provisions
and standards for FMLA leave. The City reserves the right to designate FMLA leave as needed to
any eligible employee.
General Provisions
The FMLA is intended "to balance the demands cf the workplace with the needs of families ." It
allows eligible employees to take up to 12 work weeks of unpaid leave during any 12-month period
to attend to the serious health condition for:

• Birth of the employee's child and to care for the newborn. Leave for this purpose must
conclude within 12 months of the birth of the child;
• · Placement with the employee of a son or daughter for adoption or foster care and to care

•
•

for the newly placed child. Leave for this purpose must conclude within 12 months of the
placement of the child ;
Care for the employee's spouse, son, daughter or parent with a serious health condition ;
and
A serious health condition that prevents the employee from performing the essential
functions of his or her job.

A "serious health condition" is an illness, injury, impairment, or physical or mental condition that
involves either an overnight stay or in-patient care in a medical care facility, or continuing treatment

28
CITY OF ZANESVILLE EMPLOYEE HANDBOOK

Exhibit A Attachment for Ordinance No. 2026-77
by a health care provider for a condition that either prevents the employee from performing the
functions of the employee's job, or prevents the qualified family member from participating in school
or other daily activities.
Subject to certain conditions, the continuing treatment requirement may be met by a period of
incapacity of more than 3 consecutive calendar days combined with at least 2 visits to a health care
provider or one visit and a regimen of continuing treatment, or incapacity due to pregnancy, or
incapacity due to a chronic condition . Other conditions may meet the definition of continuing
treatment.
Eligibility Requirements for All FMLA Leaves

To be eligible for FMLA leave, an employee must have been employed by the employer at least 12
months, and worked at least 1,250 hours over the past 12 months, and work at a location where
the employer employs 50 or more employees within 75 miles.
The 12-month period is calculated by a "rolling" 12-month window, measured backwards from the
date that the employee uses FMLA Leave. The only exception is when FMLA Leave is requested
for one of the "Covered Servicemember" situations listed below. In this situation, the 12-month
period begins on the first day that leave is taken to care for the covered service member, and ends
12 months after that date.
If An Employee and His/Her Spouse Both Work for the City
If an employee and his or her spouse are both employed by the City, they are each separately
entitled to 12 workweeks of leave within a 12-month period if the leave is needed due to the
employee's own serious health condition or that of the spouse or child. However, the spouses are
jointly entitled to a combined total of 12 workweeks of leave to care for the birth or placement of a
child, to care for a parent with a serious health condition, or for leave due to any of the "Military
Obligations" situations. The spouses are also jointly entitled to a combined total of 26 workweeks
of leave during a single 12-month period in any of the "Covered Servicemember" situations.
Requests for FMLA Leave, Medical Certification
An employee who wishes to take FMLA Leave must contact Human Resources, obtain the required
certifications (see below), and return these forms signed and completed to Human Resources at
least 30 days before the day that the FMLA Leave is to start.

Employees who request FMLA Leave are responsible and will be required to provide a completed
and signed certification form that demonstrates the employee's eligibility for FMLA Leave.
If the employee is requesting leave for one of the "Military Obligations" situations, the employee will
also be required to provide a copy of the military member's active-duty orders or other
documentation issued by the military which indicates that the military member is on covered activity
duty or a call to covered active-duty status, and the dates of the military member's covered activeduty service.
Blank certification forms are available from Human Resources. The type of form needed will depend
on the reason for the FMLA Leave.

Employees must return the completed certification form to Human Resources within 15 days, or as
soon as practicable. Failure of employees to timely return forms may result in the delay of FMLA
Leave. Failure of employees to timely return certification forms or medical certifications may result
in denial of leave and discipline action as a result of the absence.
Employees will be notified if leave used by the employee will be designated as FMLA Leave and
the amount of leave counted against the employee's FMLA Leave.
29
CITY OF ZANESVILLE EMPLOYEE HANDBOOK

Exhibit A Attachment for Ordinance No. 2026-77

If the need for FMLA Leave was unforeseeable, the employee must submit these signed and
completed forms to Human Resources as soon as practicable.
Employees must provide sufficient information to determine if the leave may qualify for FMLA Leave
and the anticipated timing and duration of the leave. Sufficient information may include that the
employee is unable to perform their essential job functions, the family member is unable to perform
daily activities, the need for hospitalization or continuing treatment by a health care provider, or
circumstances supporting the need for military family leave. Employees also must indicate if the
requested leave is for a reason for which FMLA Leave was previously taken or certified to determine
the remaining amount of FMLA Leave, if any.
Employees will also be required to submit medical certification for their own or family member's
serious health condition. The medical certification must be signed by the health care provider, on
forms provided by Human Resources. Second or third certifications and periodic recertification
may also be required. Employees requesting leave will be informed whether they are eligible under
the FMLA, the reason for ineligibility if applicable, any additional information required, and their
rights and responsibilities.
lntennittent or Reduced-Schedule FMLA Leave
Employees may take intermittent or reduced schedule leave, when medically necessary, for leaves
of absences taken in connection with the employee's own serious health condition or that of a
spouse, son, daughter, or parent; or under one of the "Military Obligations" or "Covered
Servicemember" situations.

Employees who take intermittent or reduced schedule leave may be reassigned or may be required
to transfer temporarily to an alternate position (with equivalent pay and benefits) which better
accommodates recurring periods of leave.
Employees who take intermittent leave for planned medical treatment may also be required to
schedule the treatment so as not to unduly disrupt operations.
Use of Sick, Vacation, Compensatory Leave and Personal Days during FMLA Leave
Under the FMLA, Family Medical Leave generally is unpaid. If an employee has unused sick,
vacation, compensatory leave or personal days before the start of a FMLA Leave, the employee
must use those days as part of his or her FMLA Leave. This means that any unused sick, vacation,
compensatory leave and personal days will run concurrently with unpaid FMLA Leave and will count
against the employee's 12-week (or 26-week covered servicemember) entitlement. Sick time must
be used before any other form of paid time off.

Employees absent due to work-related illness or injury that qualifies as a serious health condition
will have the absence counted as FMLA Leave.
As long as the employee's FMLA Leave is approved, no additional forms are necessary to receive
payment for vacation/personal days when used in th is circumstance.
After the employee exhausts all remaining unused sick, vacation, compensatory leave and personal
days, the remainder of the employee's FMLA Leave will be unpaid.

Additional Leave after Exhaustion of FMLA Leave
After an employee's FMLA Leave is exhausted a request for unpaid leaves of absence may be
submitted, which is discretionary. Return from the unpaid leave of absence will be to positions
determined if available.
Separation at Expiration of FMLA Leave
30
CITY OF ZANESVILLE EMPLOYEE HANDBOOK

Exhibit A Attachment for Ordinance No. 2026-77
Employees not able to return to work and perform the duties of their position at the expiration of
their FMLA Leave, or the extension by an unpaid disability leave, may, at the discretion of the
Employer, be discharged as an involuntary separation, involuntary disability separation or, if eligible
under the retirement systems, be retired under the involuntary retirement provisions.
Benefits During Leave
Employees will not accrue leave (sick, leave, etc.) during unpaid periods of FMLA Leave or
additional unpaid leaves granted following the expiration of the FMLA Leave.
Health Insurance during FMLA Leave
During a Family and Medical Leave, the employee's existing coverage under the group health
benefit plan will be maintained in the same manner as if the employee was actively working, but
the employee will be required to pay his or her share of the cost of coverage, if any, as if he or she
was actively at work.

The City of Zanesville will maintain the employee's benefits, including health, dental, and eye while
on an FMLA leave of absence. Additionally, while the employee is on "paid status", their medical
premiums will continue to be deducted for their paycheck. If an employee goes into an unpaid
status, it will be the employee's responsibility to pay their share of the health insurance premium
directly to the City. If applicable, the employee must continue to pay their portion of the benefits,
which may be made by check or money order to the City of Zanesville and submitted to the Auditors
Office. If the employee fails to pay their portion of the benefits for more than 30 days, the employee
and their beneficiaries' coverage(s) will be terminated, and the employee will be offered COBRA to
continue benefits, excluding life and disability insurance. The City may recover the employee's
share of any premium payments missed by the employee for any FMLA leave period during which
the employer maintains health coverage by paying the employee's share after the premium
payment is missed.
Returning From FMLA Leave, Fitness for Duty Statement
When an employee returns from FMLA Leave, he or she will be given the same or an equivalent
position and reinstated to all benefits as before the leave. However, the employee will have no
greater rights to reinstatement or to other benefits and conditions of employment than if the
employee had been continuously employed during the FMLA Leave period, such as layoffs.

In addition, if the FMLA Leave was due to the employee's own health condition, the employee may
be required to provide a fitness-for-duty certification before returning to work. Employees will not
be required to submit to a fitness-for-duty examination for each intermittent or reduced schedule
leave absence, but may require a fitness-for-duty certification or certification of the serious health
condition once every 30 days if the employee is taking intermittent and reduced schedule leave, or
if reasonable safety concerns exist regarding the employee's ability to perform the employee's
duties.
Employees will not be permitted to "make up" days or hours that are missed on account of taking
FMLA Leave.
Taking FMLA Leave Due to a Family Member's Military Obligations
Employees are eligible for up to 12 workweeks of unpaid FMLA Leave during a single 12-month
period in the event of a qualifying exigency arising out of the fact that the employee's spouse, son,
daughter or parent is a military member and is on or has been called to covered active duty service
in the Armed Forces of the United States in support of a contingency operation and that requires
deployment to a foreign country.
A "qualifying exigency" may exist in the event of a short notice deployment, or if leave is needed to
attend to one or more of the following situations:
military events and related activities
childcare and school activities
financial and legal arrangements
counseling
rest and recuperation, up to a maximum of 15 calendar days

•
•
•
•
•

31
CITY OF ZANESVILLE EMPLOYEE HANDBOOK

Exhibit A Attachment for Ordinance No. 2026-77

• post-deployment activities
• parental care, in the event that the military member's parent is incapable of self-care and
care such as arranging for alternative care, or providing care on an immediate need basis,
or admitting or transferring the parent to a care facility, or attending meetings with staff at
a care facility, is necessitated by the military member's active duty
Taking FMLA Leave to Care for a Covered Service member
The City will provide up to 26 workweeks of unpaid FMLA Leave during a single 12-month period
for an employee who is the spouse, son , daughter, parent, or next of kin of a covered
servicemember, if the covered servicemember is undergoing medical treatment, recuperation,
therapy, is in outpatient status, or is on the temporary disability retired list due to a serious injury or
illness.

A "covered servicemember" means someone who is either:
• A current member of the Armed Forces, including a member of the National Guard or
Reserves, who is undergoing medical treatment, recuperation, or therapy, is otherwise
in outpatient status; or is otherwise on the temporary disability retired list, for a serious
injury or illness; or
• A veteran who is undergoing medical treatment, recuperation or therapy for a serious
injury or illness. The veteran must be someone who was a member of the Armed
Forces (including a member of the National Guard or Reserves), and who was
discharged or released under conditions other than dishonorable at any time during
the 5-year period prior to the first day that the employee in question takes FMLA Leave.
In addition, FMLA Leave to care for the veteran must begin no later than 5 years from
the veteran's previous active-duty service.
FMLA Leave for this purpose is available only if the covered servicemember has incurred a
"serious injury or illness."
•

•

In the case of a current member of the Armed forces (including a member of the National
Guard or Reserves), a "serious injury or illness" means an injury or illness that was incurred
in the line of duty on active duty, or that existed before the beginning of active duty and
was aggravated by service in the line of duty on active duty, and that may render the
member medically unfit to perform the duties of the member's office, grade, rank or rating .
In the case of a veteran, a "serious injury or illness" means an injury or illness that was
incurred by the member in the line of duty on active duty in the Armed Forces (or existed
before the beginning of the veteran's active duty and was aggravated by service in the line
of duty on active duty in the Armed Forces) and manifested itself before or after the member
became a veteran, and that either: (a) is a continuation of a serious injury or illness that
was incurred or aggravated when the veteran was a member of the Armed Forces and
rendered the servicemember unable to perform the duties of the servicemember's office,
grade, rank, or rating; or (b) a physical or mental condition for which the veteran has
received a VA Service-Related Disability Rating (VASRD) of 50% or greater, which was
based at least in part on the condition precipitating the need for leave; or (c) a physical or
mental condition that substantially impairs the veteran's ability to secure or follow a
substantially gainful occupation by reason of a disability or disabilities related to military
service, or would do so absent treatment; or (d) an injury, including a psychological injury,
on the basis of which the covered veteran has been enrolled in the VA's Program of
Comprehensive Assistance for Family Caregivers.

Limitation on Reinstatement for Certain Key Employees
Certain "key employees" may be denied reinstatement if necessary to prevent substantial and
grievous economic injury to operations. A "key employee" is a salaried eligible employee who is
among the highest paid 10% of all employees.

32
CITY OF ZANESVILLE EMPLOYEE HANDBOOK

Exhibit A Attachment for Ordinance No. 2026-77
An employee will be advised at the time of a request for, or commencement of, FMLA Leave, or as
soon thereafter as is practicable, that he/she qualifies as a key employee and that reinstatement
may be denied if substantial and grievous economic injury to its operations would occur if the
employee elects not to return to employment.
Outside Work Prohibited, Conduct Inconsistent
Employees are prohibited from engaging in any work or activity of any kind that is inconsistent with
the employee's condition while on an approved FMLA Leave. Employees may be disciplined for
engaging in outside employment or activity inconsistent with the employee's condition during the
FMLA Leave. Employees on FMLA Leave are subject to the standards of conduct of an employee
and all other policies and procedures for employment.
Discrimination Prohibited
Discrimination, harassment or retaliation based on, or interference with any employee's exercise
of his or her rights under the FMLA, is prohibited. Employees are encouraged to inform Human
Resources of any such conduct directed at them, or other employees, as a result of the use of
FMLA Leave by the employee or other employees.
Questions about Family and Medical Leave
Any questions regarding this policy, including questions about eligibility for FMLA Leave and the
requirements for taking FMLA Leave, may be directed to Human Resources.

5.7

Paid Parental Leave Policy
Effective March 15, 2024, it is the policy of the City of Zanesville to provide Parental Leave for FullTime and Part-Time Permanent employees of the City, for the birth of a newly-born child or for the
adoption of a minor child, to allow adequate time to bond with the child. This procedure sets forth
the guidelines and requirements for taking Parental Leave, and sets forth the process involved with
providing Parental Leave to employee. Human Resources has oversight for enforcement of this
33
CITY OF ZANESVILLE EMPLOYEE HANDBOOK

Exhibit A Attachment for Ordinance No. 2026-77
policy and the Human Resources Department may review exceptional circumstances on a caseby-case basis.
Guidelines

Every Full-Time and Part-Time permanent employee, working at least¾ time, and who accrues
vacation and sick leave, is eligible for six weeks of Parental Leave. The employee must be the
biological parent of a newly-born child or the legal guardian/adoptive parent of a minor child and
reside in the same household. This policy also includes Stillbirth-meaning the death or loss of a
baby before or during delivery (after 20 weeks of pregnancy). In the case of stillbirth, the employee
is eligible for up to six weeks of Parental Leave. Parental Leave consists of a 14-calendar-day
"waiting period" and 28 calendar days of paid Parental Leave in accordance with this policy. This
policy will run concurrently with Family and Medical Leave Act (FMLA) leave, as applicable.
If both parents are employees of the City of Zanesville, they are each eligible for six weeks of
Parental Leave. The parents may elect to take leave concurrently, or they may elect to take
Parental Leave consecutively. In no instance shall the combined Parental Leave extend beyond
twelve weeks after the biological child is born or the adopted minor child placed . Employees will be
limited to one occurrence in a 12-month period as of the date of birth or event.

Eligibility

In order to be eligible for Parental Leave the employee must be:
1) In a permanent, Full-time/Part-Time status working at least ¾ time; and
2) The biological parent; or
3) The legal guardian/adoptive parent of a newly-adopted minor child who resides in the same
household .
4) Complete 12 months of employment with the City and be eligible for FMLA leave.
Multiple births or adoptions within six weeks of each other shall be considered one qualifying event
for the purposes of determining eligibility of Parental Leave.
Time Frame

This policy takes effect on March 15, 2024. Employees who adopt children or whose biological
children are born before midnight on March 14, 2024, are not eligible for this benefit. After the birth
or adoption of a child born on or after March 15, 2024, the employee's two-week Waiting Period
may begin .
1)

Parental Leave consists of a 14-day Waiting Period, which immediately follows the birth or
adoption of an eligible ch ild, followed by the 28-day 70% Supplemental Leave Period .
2) The Waiting Period begins on the day a child is born or adopted.
3) The 70% Supplemental Leave Period may not exceed 28 calendar days and must start
immediately follow the end of the Waiting Period .
4) After the expiration of Parental Leave , additional leave will be governed by the City policy
or the applicable collective bargaining agreement.

Waiting Period

Employees taking Parental Leave must serve a waiting period of 14 calendar days. The Waiting
Period begins on the day the biological child is born or the adoptive child is place.
During the 14 day Waiting Period, employees may elect to:
•
Take two weeks of unpaid leave
34
CITY OF ZANESVILLE EMPLOYEE HANDBOOK

Exhibit A Attachment for Ordinance No. 2026-77
•
•

Work their regular and assigned schedule; or
Use accumulated, paid leave from employee's sick leave balances

If the employee does not have enough sick leave to cover the entire Waiting Period, the employee
may use vacation/comp/PH. Once the two-week waiting period has elapsed, the employee will
then be eligible for four weeks of paid Parental Leave.
All time off from work during the Waiting Period , including unpaid time, is to be charged against the
employees FMLA leave entitlement, to the extent the employee is entitled to FMLA leave.
70% Supplemental Leave
Once the employee has completed the two-week Waiting Period, the employee is then eligible for
28 calendar days of supplemental leave. The employee will be paid 70% of the average number
of regular hours worked over the three-month period preceding the Parental Leave, including paid
leave other than donated time, but excluding any overtime hours. Benefits cannot exceed 40 hours
per week and do not include overtime

Employee may supplement the remaining 30% of regular hours with accumulated paid leave.
1) Calculating the 70%
At no time shall an employee receive paid Parental Leave of more than 70% of their regular
wage, calculated for a 40-hour week, during any of the weeks of Parental Leave . To determine
70% of the employee's wage:

i) Add the total hours worked over the immediately preceding three months;
ii) Determine the average number of hours worked per calendar year;
iii) If the average number of hours worked is over forty, use forty hours as the average;
iv) Multiply the average number of hours by 70%. That number is the number of Paid
Parental Leave hours to which the employee is entitled each week of the four-week
Parental Leave;
v) Multiply the number of Paid Parental Leave hours by the employee's regular hourly
wage . That number is the maximum dollar amount of paid parental leave the employee
may take each week during the four weeks of Paid Parental Leave.
Example 1: An employee who averages 40 hours of work during the preceding three months
will be eligible for 28 hours of regular pay per week, and may subsidize up to 12 hours per
week in accumulated leave. Employees averaging more than 40 hours per week should use
40 as the average rather than the actual average number of hours worked .
Example 2: An employee who averages 30 hours of work during the preceding three months
will be eligible for 21 hours of regular pay per week, and may subsidize up to 9 hours per week
in accumulated leave.
Example 3: An employee who is a nonpaid status or is utilizing only donated time for the three
months prior to the Waiting Period will be eligible for O hours of Parental Leave pay per week.

Supplemental Parental Leave with Paid Time Off Benefits

An employee may use Sick Leave in accordance with the City policy to supplement Parental Leave .
Sick leave hours taken to supplement Parental Leave must be taken concurrently with FMLA leave
in accordance with the City of Zanesville's FMLA policy (Employee Handbook Section 5.6)

35
CITY OF ZANESVILLE EMPLOYEE HANDBOOK

Exhibit A Attachment for Ordinance No. 2026-77
Employees who have exhausted sick leave may use vacation/comp/PH time, in accordance with
City policy to supplement Parental Leave. The employee may take vacation leave to the extent the
employee would be eligible to take vacation leave if the employee were not on Parental Leave.
Represented employees should refer to the appropriate collective bargaining agreement for more
information about using vacation. Donated time may not be used to supplement Parental Leave.

Benefits During Parental Leave
Employee remain eligible for all employer- paid and employer-provided benefits and will continue
to accrue other forms of paid leave while on Parental Leave.

1.

Health Insurance
Employees on Parental Leave remain eligible for health insurance coverage. If the employee elects
to be in non-paid status for the two weeks waiting period, the employee will be responsible for
paying the employee portion of health insurance premiums. If the employee does not take paid
leave during the waiting period , repayment of the premiums will be consistent with the City's policy
for collecting premiums while and employee takes Leave Without Pay.

2.

Holiday Pay
Eligible employees will receive full holiday pay, instead of receiving 70% Parental Leave pay and
using 30% supplemental pay, for holidays that occur during their Parental Leave.
In no instance will the occurrence of a holiday during an employee's Parental Leave justify an
extension of any kind. Paid Parental Leave and Holiday Pay may not be used concurrently.

3. Overtime
Employees are not eligible for any overtime while on Parental Leave. Overtime hours are not
included when calculating the average number of hours worked in the preceding three months.
4.

Donated Time
Employees electing Parental Leave are not eligible to receive donated time for any part of the sixweek Parental Leave. This includes the waiting period and the supplemental leave.

5.

Requests for Paid Parental Leave
Employees wanting to use Parental Leave will provide their supervisor and Human Resources with
notice of the request for leave at least 30 days prior to proposed date of the leave. The employee
must complete the necessary Parental Leave Request form and provide all documentation as
required by Human Resources to substantiate the request.
As is the case with all City of Zanesville's policies, the City has the exclusive right to interpret this
policy.

5.8

Jury Duty
The City of Zanesville will grant employees paid time off when an employee is required to report
for jury duty.

36
CITY OF ZANESVILLE EMPLOYEE HANDBOOK

Exhibit A Attachment for Ordinance No. 2026-77
Requirements to receive jury duty wage compensation are as follows.
•
•

•

•

Employees must inform their supervisor as soon as they receive a summons for jury duty.
On each day of jury duty attendance, the employee will be required to have a signed , dated
and time stamped attendance voucher provided by the court. The voucher must be submitted
to the employee's supervisor and forwarded to the Treasurer's Office for payroll.
Should an employee finish jury duty prior to the end of their scheduled shift, the employee must
contact their supervisor to determine if they are required to return to work. If the employee is
not required to return, they will be required to use accrued leave for the remainder of the
scheduled workday, as approved by their supervisor.
Any court compensation received must be endorsed by the employee and given to the
Treasurer's Office for payroll.

Failure to comply with these requirements will result in the denial of jury duty wage compensation .
Federal and State jury duty will follow the same procedure or adjusted at administration's discretion.

5.9

Employee Leave Requests
Employees requesting vacation, sick, personal leave , compensatory time, or other applicable paid
leave must submit their request through the City's designated Time & Attendance system. Leave
requests should be submitted in advance whenever possible and are subject to supervisory
approval. Employees are responsible for ensuring sufficient leave balances are available prior to
submitting a request.

6
6.1

Employee Conduct, Responsibility, Discipline
Employee Standards of Conduct & Responsibilities
As public employees everyone who works for the City is responsible to the public. As such public
employees are held by the public to a higher standard of ethical conduct. These rules will provide
guidance for City employees, but are not intended to cover every situation. Common sense should
also be considered.
The following standards apply to all employees and have been established to ensure:

•
•
•
•

Employees conduct themselves in a mature, responsible and professional manner during
work hours or while on City premises.
Employees work in an efficient, conscientious and diligent manner.
Employees work in a safe environment, without risk to their health or safety, or the health
and safety of others.
That the rights of all employees are protected and honored .

The following outlines the expectations of all employees with respect to appropriate behavior and
conduct. In addition to these rules, employees are also required to follow any work rules, policies
or procedures established by their respective departments or divisions. An employee in violation
of any of these work rules may be subject to disciplinary action, including suspension or termination,
dependent upon the seriousness of the offense, the employee's disciplinary history and any other
relevant factors. These expectations include all other standards of conduct in this handbook, and
all other policies and rules issued.
Commitment to Service
Employees are expected to act in a professional and courteous manner. Conduct that is abusive,
discourteous, neglectful, purposefully performed incorrectly and against policy or standard
37
CITY OF ZANESVILLE EMPLOYEE HANDBOOK

Exhibit A Attachment for Ordinance No. 2026-77
procedure, or not performed when required will not be tolerated. Further, speech that is disparaging
of the City, its officers, management or fellow employees and is not constitutionally protected shall
not be tolerated . To be constitutionally protected, speech must a) address a matter of public
concern, and b) outweigh any governmental interests. Speech that is purely job related or of purely
personal interest is not a matter of public concern.
Activities Outside of Work
While the City recognizes that it cannot control, the actions of employees while away from work,
misconduct while not on duty that discredits the employee's or the City's reputation, interferes with
the ability to provide services to the public, or otherwise violates any established policy, procedure
or agreement will not be tolerated. An employee who is arrested for any criminal offense which
arrest could affect their ability to do their job (e.g., OVI) must report such arrest immediately to
his/her supervisor. The City will evaluate the impact that the arrest and/or subsequent conviction
has on its operations and consider any applicable employment decisions based on that impact.

6.2

Discipline Reasons
Employees in the classified civil service, upon completion of their probationary period, shall not be
disciplined other than as set forth in Ohio Revised Code 124.34. Employees in the classified service
may be disciplined for any of the following:

•
•
•
•
•
•
•
•
•
•
•
•

Incompetency
Inefficiency
Dishonesty
Drunkenness
Immoral conduct
Insubordination
Discourteous treatment of the public
Neglect of duty
Violation of work rules or policies of the City, or City official for whom the employee
works.
Violation of Chapter 124 of the Ohio Revised Code or municipal civil service rules
Any other failure of good behavior
Any other acts of misfeasance, malfeasance, or nonfeasance in his job or conviction of a
felony

Employees in the unclassified civil service and serve at the pleasure of the Appointing Authority,
are considered employees at-will, and may be disciplined without notice for any reason. If you are
a part of a bargaining unit, please refer to your agreement regarding discipline.

6.3

Discipline Procedure - Pre-Disciplinary Conference
Discipline involving a reduction in pay, demotion, suspension or removal/termination of a classified
civil service employee entitles the employee to a pre-disciplinary conference as set forth herein.
All other discipline may be imposed without a pre-disciplinary conference.
Before imposing a reduction in pay, demotion, suspension or removal/termination to a classified
civil service employee, the employer shall hold a pre-disciplinary conference with the employee.
The pre-disciplinary conference will be conducted by a neutral supervisor who will be selected by
the appointing authority, or his/her designee, from those supervisors not directly in the chain of
command of the employee. At the pre-disciplinary conference, the appointing authority will explain
the charges against the employee and permit the employee the opportunity to respond to the
charges. The employee has the right to be accompanied at the pre-disciplinary conference by a
38
CITY OF ZANESVILLE EMPLOYEE HANDBOOK

Exhibit A Attachment for Ordinance No. 2026-77
representative of his own choosing. The pre-disciplinary conference will be scheduled as promptly
as possible by the appointing authority. The employer may impose reasonable rules on the length
of the pre-disciplinary conference and the conduct of the participants. The employer may tape
record the pre-disciplinary conference, as may the employee or his representative. If the employer
determines that the employee's continued employment prior to the conference poses a danger to
persons or property or a threat of disrupting operations, the employee may be placed on
administrative leave with or without pay pending the pre-disciplinary conference to determine the
final disciplinary action .
Prior to the pre-disciplinary conference , the employer shall provide to the employee a list of alleged
improper conduct and a summary of the evidence concerning the disciplinary charges. Generally,
this information will be provided to the employee at least twenty-four (24) hours before the predisciplinary conference .
The employee may waive the disciplinary conference . A failure to attend the pre-disciplinary
conference constitutes a waiver of the pre-disciplinary conference .
At the pre-disciplinary conference , the employee will be given an opportunity to respond to the
allegations. The employee does not have the right to call or cross-examine witnesses.
Upon completion of the pre-disciplinary conference the neutral supervisor shall prepare a written
report within twelve (12) calendar days and provide a copy to the employee. Thereafter, the
appointing authority or his/her designee shall determine the appropriate discipline, if any. The
employee will be notified of the disciplinary action taken .
When imposing a demotion, reduction in pay, suspension or fine of forty (40) or more work hours
in the case of an employee exempt from the payment of overtime compensation, a suspension of
twenty-four (24) or more work hours in the case of an employee requ ired to be paid overtime
compensation, demotion , or removal/termination of a classified employee, the appointing authority
or her/his designee shall sign a written order of reduction, suspension or removal/termination. The
order shall state the reasons for the disciplinary action . The appointing authority or her/his designee
shall furnish a copy of the order to the employee.
These provisions on discipline and removal do not apply to employees in the unclassified service.
If you are a part of a bargaining unit, please refer to your agreement regarding discipline.

6.4

Administrative Leave
The appointing authority may, at his or her discretion, place any employee of the City on
administrative leave, with or without pay, when the appointing authority has probable cause to
believe that a serious violation or offense has occurred, that could ultimately lead to termination ,
and pending any investigation into any alleged violation and/or resolution of any related court
proceedings.
The length of any administrative leave, with or without pay, shall be determined by the appointing
authority, who shall inform the employee of such leave in writing prior to any such leave taking
effect.
Should an employee be placed on administrative leave without pay, and subsequently be found
innocent of the alleged charges of misconduct and/or related court proceedings, said employee will
be compensated as if he/she had worked for the time spent on administrative leave without pay.
39
CITY OF ZANESVILLE EMPLOYEE HANDBOOK

Exhibit A Attachment for Ordinance No. 2026-77
The City of Zanesville will continue to pay its portion of the cost of the employee's benefits, including
health, dental, and eye while on Administrative Leave. While on an unpaid Administrative Leave,
it will be the employee's responsibility to pay their share of the health insurance premium directly
to the City.
Any employee of the City may also be placed on administrative leave with pay when the appointing
authority determines such action to be necessary for the safety of the employee or for the effective
administration of City operations.

6.5

Discipline Action and Penalties
All decisions regarding disciplinary action will be at the sole discretion of the City. The types of
discipline to which employees may be subject include but are not limited to: (1) oral warning ; (2)
written warning; (3) suspension (unpaid or paid); and (4) termination. While discipline may be
progressive in nature, the City has the sole discretion to implement any type of discipline in
accordance with factors such as the seriousness and frequency of the violation and previous
discipline. Records of disciplinary action shall remain in the employee's personnel file but shall
only be considered , in connection with subsequent disciplinary action. Individuals should refer to
their collective bargaining agreements concerning time limits of disciplinary action.
Notwithstanding the foregoing, the employer may consider an employee's entire employment and
disciplinary history in determining the appropriate discipline to be imposed upon the employee.

6.6

Prohibited Behavior
Prohibited Behavior
It is the policy of the City that certain types of behavior are inappropriate and, therefore, are
prohibited . Behaviors and conduct set forth in the following Groups are in violation of City policy
and subject an employee to discipline. Such behaviors and conduct may, in addition and
independently, constitute additional grounds for disciplinary action under other rules and policies
as well as standards of conduct expected of public employees.
Prohibited behaviors and conduct are grouped according to seriousness of the offense, with Group
Ill being the most serious. The Group within which an offense falls provides a beginning point for
determining disciplinary action . Discipline is progressive regardless of the Group in which a current
or previous offense falls. Furthermore, behaviors and conduct not listed in any Group may still
constitute grounds for disciplinary action. Such behavior or conduct may be subject to discipline
under one or more of the grounds set forth in Section 6.2. Alternatively, behaviors and conduct not
specifically listed in any Group may be considered as being in the Group in which the most similar
behavior or conduct is found.
Discipline for prohibited behaviors and conduct shall be imposed based upon the facts of the
offense including, but not limited to, the type of offense, the nature of the offense, the duration or
frequency of the offense, any harm to persons or damage to property or risk thereof resulting from
the offense and the extent thereof, and the employee's disciplinary history.
In addition, other City policies and procedures, such as the Drug Free Workplace Policy, may
contain specific discipline for violations. Employee behavior or conduct violating such policies shall
be addressed in accordance with such policies and , generally, shall not be subject to this Section.
However, any such violation shall be considered an offense for the purposes of the progressive
system of discipline.

40
CITY OF ZANESVILLE EMPLOYEE HANDBOOK

Exhibit A Attachment for Ordinance No. 2026-77

Group I Offense

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Failure to timely "report off' work for any absence.
Failure to commence duties at the beginning of the work period, or leaving work prior to
the end of the work period.
Leaving the job or work area during the regular working hours without authorization.
Making preparations to leave work without specific prior authorization before the lunch
period, or for any official break time, or before the specified quitting time.
Leaving post of continuous operations prior to being relieved by employee of incoming
shift.
Neglect or carelessness in signing in or out.
Unauthorized absence from work.
Creating or contributing to unsanitary or unsafe conditions, or poor housekeeping.
Distracting the attention of others, unnecessary shouting demonstration, or otherwise
causing disruption on the job.
Mischief, horseplay, wrestling, or other undesirable conduct, including use of profane or
abusive language.
Tardiness in reporting to work.
Failure to cooperate with other employees as required by job duties.
Failure to exercise reasonable care during the use of City property or equipment.
Use of possession of another employee's working equipment without authorization.
Neglect or carelessness in observance of official safety rules, or disregard of common
safety practices.
Failure to observe department rules.
Obligating the City for any expense, service, or performance without authorization.
Failure to report accidents, injury or equipment damage.
Disregarding job duties by neglect of work, or reading for pleasure during working hours .
Unsatisfactory work or failure to maintain required standard of performance.
Unauthorized use of telephone for other than business purposes.

Group II Offenses

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Any Group I offense that results in harm to persons or damage to property, or risk thereof,
or causes the Employer to incur additional costs.
Unauthorized absence from work for three (3) days or more.
Discourteous treatment of the public.
Reporting for work or working while unfit for duty.
Violation of or failure to comply with any City rule, regulation or policy.
Conduct violating morality or common decency.
Unauthorized use of City property or equipment, or unsafe use or failure to use prescribed
safety equipment, or failure to ensure proper use of prescribed safety equipment and/or
adherence to safety practices and procedures.
Performing private work on City time.
Failure to sign in or out when required.
Failure to make required reports.
Failure to report for overtime work without good reason after being scheduled to work
according to overtime policy.
Solicitation on City premises without authorization.
The making or publishing of false, vicious or malicious statements concerning employees,
supervisors, the City, or its operations.
Refusing to give testimony when accidents are being investigated.
Unauthorized posting or removal of notices or signs from bulletin boards .

41
CITY OF ZANESVILLE EMPLOYEE HANDBOOK

Exhibit A Attachment for Ordinance No. 2026-77
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Distributing or posting written or printed matter of any description on City premises unless
authorized
Unauthorized presence on City property.
Willful disregard of department rules.
Threatening, intimidating, coercing , or interfering with subordinates or other employees.
Sleeping during hours of work. (This policy does not apply to employees in the Fire
Department.)
Misfeasance, Nonfeasance.
Failure to report safety hazards.

Group Ill Offenses
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6.7

Any Group I or Group II offense that results in serious harm to persons or serious damage to property,
or risk thereof, or causes the Employer to incur additional costs.
Wanton or willful neglect in the performance of assigned duties, or in the care, use, or custody of any
City property or equipment. Abuse, deliberate, or negligent destruction in any manner of City
property, tools, equipment, or the property of employees.
Signing or altering other employees' time sheets/time cards, or unauthorized altering of own time
sheet/time card .
Unauthorized absence from work jeopardizing the health and safety of other employees or citizens
and/or interfering with necessary City operations.
Falsifying testimony when accidents are being investigated, falsifying or assisting in falsifying or
destroying any City records, including work performance reports; or giving false information or
withholding pertinent information called for in making application for employment.
Making false claims or misrepresentation in an attempt to obtain any City benefit.
Gambling during working hours.
Stealing or similar conduct, including destruction or vandalism.
The illegal use of narcotics/controlled substances or the sale of narcotics/controlled substances.
Use of abusive or threatening language, gestures or behavior toward supervisors , coworkers or the
public.
Abusing , fighting , or attempting injury to other employees, supervisors, or persons, inclusive of sexual
harassment.
Carrying or possession of firearms, explosives, or weapons on City property at any time without
proper authorization .
Knowingly concealing a communicable disease, such as TB, which may endanger other employees.
Misuse, removal or improper release of City records or information without prior authorization .
Instigating, leading, or participating in any illegal walkout, strike , sit-down, stand-in, refusal to return
to work at the scheduled time for the scheduled shift, or other concerted curtailment, restriction , or
interference with work in or about the City's work stations.
Dishonesty or any dishonest action .
Insubordination by refusing to perform assigned work or to comply with written or verbal instruction
of the supervisor.
Giving false testimony or statements during a complaint, grievance, or internal investigation or
hearing.
Malfeasance.
Failure to promptly report a traffic violation, traffic related violation, or chargeable accident.
Willful failure to comply with/enforce safety practices and procedures resulting in a safety hazard to
self, co-workers, and/or the general public.
Being convicted of a "felony" within the meaning of R.C. 124.34, even if prior discipline has been
issued for the underlying conduct.
Failure to abide by or comply with any rule, regulation , policy, procedure, directive or instruction
resulting in damage or injury to or risk of damage or injury to City property, other employees or the
general public.
Engaging in conduct towards other City employees or the general public constituting harassment
based on sex, sexual orientation, race , color, creed, religion or national origin .

Classified Employee Appeals

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CITY OF ZANESVILLE EMPLOYEE HANDBOOK

Exhibit A Attachment for Ordinance No. 2026-77
Any classified unaffiliated employee who desires to appeal a disciplinary action resulting in
discharge, suspension of more than twenty-four (24) hours pay, a demotion , or layoff, shall appeal
such disciplinary action to the Civil Service Commission. Classified, unaffiliated employees who
are exempt from the payment of overtime under the law may appeal discipline listed in the previous
sentence when the discipline is more than forty (40) hours.
Any appeal filed by any classified unaffiliated employee of the City shall be brought within ten (10)
calendar days of the employee being served with the notice of such personnel action by filing a
Notice of Appeal with the Civil Service Employment Coordinator of the Civil Service Commission .
Affiliated employees should refer to their Collective Bargaining Agreement regarding appealing a
disciplinary action .

7

Employee Benefits
Full - time and permanent part-time City employees are eligible for benefits defined in this Section and
include a variety of insurance programs. Contact the Human Resources Manager with any questions
you may have on these plans.

7.1

Ordinance and Collective Bargaining Agreement
The following benefits are provided in either City Ordinance or union collective bargaining
agreements. Any questions regarding application or eligibility for these benefits listed should be
directed to the Human Resource Manager.
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7.2

Holidays
Personal Days
Vacation Leave
Sick Leave
Unpaid Leave of Absence
Injury Leave
Health Insurance
Mileage Reimbursement

Health Benefits (Insurance)
Each regular, full-time and permanent part-time employee working 20 or more hours per week is
eligible to enroll in the health insurance benefits plan offered by the City for its employees and their
eligible family members. These benefits, which are administered through MedBen, include
medical, dental , vision and prescription insurance. New employees can enroll on day one, benefit
will be effective on the first day of employment (note: a newly hired employee will have 30 days to
enroll in the insurance plan. If an employee misses the 30-day cut off, they will have to wait until
open enrollment to enroll in the benefit plan) . Cost for the insurance (Single/Family) will be
communicated to new employees during new hire orientation .
If the spouse of a City employee is employed and is eligible for employer-sponsored health
coverage with their employer, the spouse must enroll in that particular health plan. If the spouse
cannot obtain coverage through their employer until a certain date or open enrollment period, the
spouse will be covered under the City's plan until they can obtain coverage through their employer.
Employees whose spouse has health insurance coverage through an employer shall receive up to
one thousand five hundred dollars ($1500) per year stipend. If an employee's spouse would be
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CITY OF ZANESVILLE EMPLOYEE HANDBOOK

Exhibit A Attachment for Ordinance No. 2026-77
required to pay more than 50% of the insurance premium through their employer, they may be
granted a waiver and allowed to stay on the City's plan as a primary member. Spouses can also
remain on the City's plan under secondary coverage.
CHANGE IN FAMILY STATUS - Changes to your health care coverage may only be made during Open
Enrollment (offered annually), unless you have a change in your family status. A change in family status means
to gain/lose a dependent, or loss of other coverage. Enrollment in such instances must be made within 31
days of the day of the event. (Refer to your Certificate of Coverage for more detailed information.) Employees
are responsible for notifying Human Resources within the 31-day time limit should a change in family status
occur. Employees failing to do so will be liable for back payments to the City for additional premiums paid by
the City on the employee 's behalf

The City shall establish a health care committee comprised of the Budget and Finance Director,
the mayor, the Law Director, one representative from City Council, two representatives from
A.F .S.C.M.E. , two representatives from the F.O.P/O.L.C bargaining unit, one representative from
the I.AF .F. and one representative from the unaffiliated employees. This committee shall meet
regularly to review the content of the health care plan for the City and shall explore alternative
health care plans, cost saving measures, and proposed changes in current coverage before
changes are made.
While an employee is on Workers Compensation as a direct result of his/her employment with the
City, the City shall continue to pay his/her insurance premiums for up to one year, provided the
employee continues paying his/her share of the insurance cost.

7.3

Life Insurance/Accidental Death & Dismemberment Insurance
On behalf of each full-time and permanent part-time employees (Unaffiliated and affiliated) of the
City of Zanesville, the City will provide a life insurance policy of fifty thousand dollars ($50,000) .
The City of Zanesville shall pay the entire cost of group life insurance policy for each unaffiliated
employee which may be concerted upon separation.
Eligible employees may also elect to purchase additional life Accidental Death & Dismemberment
insurance coverage. Such benefits shall be administered in accordance with the policy of the
current provider.
Such benefits shall be payable in addition to any termination pay which may be payable to the
employee's named beneficiary. In the event no beneficiary is named, the benefit shall be distributed
in accordance with the employee's last will and testament or the statute of descent and distribution
then in effect in the State of Ohio, whichever is applicable. Employees are advised to update their
beneficiary designations as changes occur. It is the employee's responsibility to notify Human
Resources of any changes in the policy's beneficiary.

7.4

Retirement Benefits (PERS/Police & Fire)
The Ohio Public Employees Retirement System of Ohio (OPERS) was created in 1935 to provide
retirement allowances for all State employees. Today the program provides retirement, disability
retirement and survivor benefit programs for public employees throughout the State. Certain Police
and Fire employees contribute to a similar plan, the Ohio Police and Fire Pension Fund.
All City employees, being public employees, do not contribute to the Social Security System, but
are required to participate in the State's retirement system . As a new employee, you will be sent a
member handbook from the appropriate retirement system that outlines the details concerning
membership, benefits, and health care. You will be required to complete a personal history form on
your first day of employment to become a member

ELECTED OFFICIALS: Membership in OPERS is optional for service as an elected official;
however, if you do not choose membership in OPERS, you must contribute to Social Security.
Membership in OPERS as an elected ofr7cial is required if you have an OPERS account through

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CITY OF ZANESVILLE EMPLOYEE HANDBOOK

Exhibit A Attachment for Ordinance No. 2026-77

previous elected service or if you are an age and service retiree from OPERS or another Ohio
retirement system.
As a new employee eligible for OPERS, you have the choice of selecting the retirement plan that
provides the features and benefits most suitable for your future financial needs. In order to select
the retirement plan most suitable for your needs, it is important you take the time to learn the details
of each plan. The choices available include the traditional pension plan, which is a defined benefit
plan, a defined contribution plan and a combined defined benefit and defined contribution plan. For
specific information about these plans, visit the OPERS website at www.opers.org or see Human
Resources.
As an employee, you contribute a percentage of your eligible earnings to your retirement plan
through a pre-tax payroll deduction. The City also contributes, on your behalf, a percentage of your
eligible earnings to your retirement plan. If you leave the City before retirement eligibility, you must
contact OPERS or the Ohio Police & Fire Pension Fund to discuss options for funds available to
you in your account. If you have questions regarding your OPERS/Police & Fire Pension
contributions or benefits, please contact Human Resources for assistance.
7.5

Deferred Compensation

A 457(b) deferred compensation plan is a retirement plan created to allow public employees like
you to put aside money from each paycheck toward retirement. A deferred comp plan can help
bridge the gap between what you have in your pension and Social Security, and how much you'll
need in retirement.
Here are some frequently asked questions about deferred comp plans:
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What sets a 457(b) apart from other retirement plans? A 457(b) may offer benefits other
retirement plans can't, like penalty-free withdrawals once you stop working for your public
sector employer.
What does tax-deferred mean? Basically, you don't pay income taxes on your deferred comp
plan contributions or earnings until you retire and/or begin to take payments from your account.
This may lower your taxable income now and in retirement. Withdrawals taken in retirement
are taxed as regular income.

The City has four deferred compensation providers you may choose to invest money with.

OHIO DEFERRED COMPENSATION

Ohio Deferred Compensation is a 457 plan. Public employees ("participants") contribute pre-tax
money each payday into a custodial trust account set up for them by the 457(b) plan, and invest
that money, so that it can grow tax-deferred. When a participant withdraws money from the plan,
it's taxed as ordinary income. You can learn more about 457 plans and Ohio Deferred
Compensation by visiting their website at ohio457 .org or call their service center at (877) 644-6457.
BUCKEYE DEFERRED COMP

The Buckeye Deferred Comp Plan (BUCKEY457.COM) has been available in Ohio since 2004 and
has been adopted by over 50 Ohio municipalities and the Ohio Association of Public Treasurers.
Buckeye Deferred Comp offers three different platform choices to manage deferred compensations
investments. Choose from 3000+ investment options and get your portfolio professionally
managed by a portfolio manager. There are loan provisions with this plan. You can learn more
about Buckeye Deferred Comp by visiting www.buckey457.com or by calling (844) 662-9200.
OAPFF DEFERRED COMPENSATION PLANT
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CITY OF ZANESVILLE EMPLOYEE HANDBOOK

Exhibit A Attachment for Ordinance No. 2026-77
The OAPFF Deferred Comp Plan is a full-service plan available to all city employees. Serving the
OAPFF 457 Deferred Compensation Plan as Investment Advisors is the entire team of
knowledgeable dedicated financial professionals of Palanca & Associates Wealth Management.
You can learn more by calling (614) 906-1514.

EQUI-VEST STRATEGIES/AXA EQUITABLE
EQUI-VEST Strategies is a group variable deferred annuity that can be used to fund a 403(b) plan .
It is a long-term financial product that is designed for retirement purposes. Its account value can
be invested in a variety of investment option, including stock and bond investment options.
To learn more about EQUI-VEST, visit www.axa .com or call (614) 975-7534
The City of Zanesville offers these tax-exempt savings benefits to all City Employees.
These plans accept payroll-deducted contributions for participant-directed investing and are
intended to help public employees meet long-term savings objectives, such as generating
retirement income.

7.6

Workers Compensation
The City of Zanesville strives to provide a safe and secure working environment for all employees.
When a work-related injury or illness occurs (i.e. injuries and illnesses that arise out of, or are
incurred in the course of job-related activities on behalf of the City), the City shall provide
appropriate medical care and treatment to the injured worker through its Workers' Compensation
Program.
The Human Resources Department is responsible for administering the City's Worker's
Compensation program .

Employee Responsibilities - Reporting an Injury
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Immediately notify your supervisor. Your supervisor will assess the situation, assist with
arranging proper medical care and begin the injury reporting process. No matter how minor
the injury may seem, it is required that you report it. Promptly cooperate with your Supervisor
and the Claims Administrator in the completion of all relevant documents.

Supervisor Responsibilities - Reporting an Injury
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Immediately assess the incident and assist the Employee in seeking appropriate medical care
or necessary treatment for any work-related injury. Provide the employee with the
Injury/Accident Report and the Injury Reporting Kit (only if they require medical attention other
than first aid) within 24 business hours. Complete a Supervisor Incident Investigation Report
and forward to Human Resources along with the Injury/ Accident Report. Obtain any witness
statements and forward to Human Resources along with Supervisor Incident Investigation
Report and Injury/Accident Report.
When an injury requires medical attention, the City encourages the use of Designated Medical
Providers. These providers are familiar with the Workers Compensation process. At times, the
Employee may be required to see a provider selected by the City. According to Ohio's workers'
compensation laws, an injured employee may seek treatment from a physician of their choice who
is certified by the Ohio Bureau of Workers' Compensation (BWC).
Returning the Employee to Work -The Medical Provider must complete a Physician's Report of
Work Ability and provide it to the Employee and Claims Administrator. The Physician's Report of

46
CITY OF ZANESVILLE EMPLOYEE HANDBOOK

Exhibit A Attachment for Ordinance No. 2026-77
Work Ability will indicate when the Employee can return to work and whether job modifications are
required to accommodate physical restrictions. The Employee will provide a copy of the Physician's
Report of Work Ability to Human Resources.
Employees without restrictions can return to their usual work duties.
If the Medical Provider imposes work restrictions, the Supervisor and Human Resources will review
the job modifications that are required to comply with the restrictions. Every effort will be made to
accommodate the employee's restrictions, however there may be times it may not be possible due
to the restrictions and the employee's job description.
The City must be advised and continually updated if an employee continues to be absent due to a
work-related injury with an anticipated date of return to work. All requirements for reporting off work
must be followed. Employees are responsible for providing the City with their expected date of
return.
While an employee is on Workers Compensation as a direct result of his/her employment with the
City, the City shall continue to pay his/her insurance premiums for up to one year, provided the
employee continues paying his/her share of the insurance cost.
The City reserves the right to have the employee examined by a physician of its choice at City
expense to confirm the medical diagnosis and period of disability.

7.7

Tuition Reimbursement Program
The City of Zanesville is committed to the educational development of City employees. The Tuition
Reimbursement Program has been designated to promote continuing education by offering
financial assistance to employees for job -related courses.
The City of Zanesville may reimburse full-time, regular employees for education costs for courses
approved by the City. The approval for reimbursement will be dependent on the course and its
relevance to the employee's current or future potential position . Approval must be obtained prior
to commencement of each course per semester.
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The City may reimburse employees a percentage based on the grade achieved and will cover
up to two (2) courses per term (quarter/semester). Payment will not be made for travel to and
from the course, time spent in class, study materials purchased for the class, exam fees ,
parking fees, meals and misc. supplies.
The annual maximum benefit is $2,400.00 per employee
Percentage reimbursement is as follows:
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GRADUATE

Percentage

Percentage
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75%
50%

90%
75%

A pass/fall course will be reimbursed at 75% If passed

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Eligible expenses include: Tuition and general lab fees or similar costs

For complete eligibility and guidelines, please contact Human Resources for full policy.

7.8

Travel I Mileage Reimbursement
Elected and appointed municipal officials as well as City employees, may attend conferences,
meetings, conventions, training sessions, or other events related to municipal business at the City's
47
CITY OF ZANESVILLE EMPLOYEE HANDBOOK

Exhibit A Attachment for Ordinance No. 2026-77
expense when authorized by the mayor. Before attending, the employee or official must submit a
written request to the mayor that includes: the purpose and necessity of attending the event and
an estimate of the anticipated costs to the City.

Attendance is subject to approval by the mayor and certification by the Fiscal Officer that sufficient
funds have been appropriated and are available for the expense. Employees and officials who
receive approval will be reimbursed for eligible travel expenses incurred while conducting
authorized City business.
Mileage Reimbursement
Mileage for the use of a personal vehicle on approved City business will be reimbursed at a rate
established by the mayor. In accordance with Ordinance 10-28, when setting the reimbursement
rate, the mayor will consider factors such as the current Internal Revenue Service (IRS) standard
mileage rate, recommendations and guidance from state and federal agencies, and other relevant
factors affecting travel costs. The mayor may adjust the mileage reimbursement rate periodically,
as needed.
Meals and Lodging
Reimbursement for meals and lodging associated with approved travel will be based on the
applicable U.S. General Services Administration Per Diem rates in effect at the time of travel.
Current GSA per diem rate can be found at www.gsa.gov . In accordance with the per diem rates
established by the GSA, reimbursement of expenses incurred while on official travel status within
the continental U.S. is authorized per state agent per calendar day for lodging in commercial
establishments or short-term rentals at actual cost up to the maximum allowable lodging rate for
that location, plus applicable taxes on the entire room . Alternatively, the City may choose to pay in
advance for lodging expenses provided the payment does not exceed the rates set forth in this rule
(OAC 126-1-02)

7.9

Uniform Allowance

Each year, sworn employees of the Police Division shall receive a $1,000.00 uniform allowance.
For sworn employees of the Fire Division, the uniform allowance shall be provided in accordance
with Part (D) of Article 15 of the collective bargaining agreement between the City of Zanesville and
Local #88 of the lnternationai Association of Fire Fighters (IAFF) .
Employees occupying position classifications that require a Commercial Driver's License (CDL),
water license, or wastewater license as a condition of employment shall be reimbursed for the cost
of renewing the required license.
Unaffiliated employees occupying position classifications that require the use of steel toe safety
shoes shall be eligible for reimbursement of up to $275.00 per calendar year for the purchase of
safety shoes.
To receive reimbursement, the employee must submit an itemized receipt documenting the
purchase of qualifying safety shoes to the Budget & Finance Director (or designee).
Reimbursement shall not exceed $275.00 and will be issued, provided all required documentation
has been submitted and approved.

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CITY OF ZANESVILLE EMPLOYEE HANDBOOK

Exhibit A Attachment for Ordinance No. 2026-77

7.10

Employee Assistance Program (EAP)
The City of Zanesville provides to all full-time and permanent part-time employees a comprehensive
Employee Assistance Program (EAP).
The City's EAP provider is AIIOne Health
(lmpactSolutions). EAP (lmpactSolutions) is a City funded benefit that offers the support and
resources you need to address any personal challenges and/or concerns that may affect your
personal well-being and/or work performance. It is confidential and free to all City employees as
well as their eligible family members, including spouses and dependent children.
Your EAP benefit provides confidential access to licensed professional counselors and work/life
specialists who are available for short term assistance. EAP benefits include:
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EAP Benefits 24-hour Emergency Hotline
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Up to 5 visits per employee per event. This means you can talk either In-person,
telephonic or video counseling with licensed professional counselor for concerns
such as grief & loss, depression , or anything happening in your life.
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Help with work/life service for issues such as childcare, eldercare, financial & legal
issues, identity theft and more.
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Savings Center which you will have access to discounts redeemable online,
through catalogs and select in-store merchants.

Getting started with AIIOne Health:
• AIIOne Health Toll-Free Number: 800 .227.6007
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lmpactSolutions Website: www.MylmpactSolution.com (Access Code:zanesville)
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Member Orientation Video: Available on the website
Please call Human Resources at 740.617.4881 for more information.

8
8.1

Computer and Technology Use, Cell Phones
Information Technology Policy
Employees are provided with Internet access and electronic communications services (which may
include, but are not limited to, computers, e-mail , cell phones, iPhones, iPads, PDAs, personal
computers and the like) as required for the performance and fulfillment of job responsibilities. All
employees are obligated to make effective, safe and responsible use of this technology. This policy
applies to all employees, including regular full-time, permanent part-time, temporary, and seasonal
employees who are provided access to the technology systems.
The City offers this access to technology for the purpose of increasing productivity and not for nonwork related activities. Specifically, this technology is meant to enhance operations by enabling
users to, among other things: locate and retrieve information; communicate more effectively with
other departments, employees, and organizations; and more easily publish information of interest
to the community and the general public. Users must understand that any connection to the Internet
offers an opportunity for non-authorized users to view or access information stored in the system .
Therefore, it is important that all connections be secured, controlled and monitored .
Electronic equipment and communications systems provided are considered to be City property to
be used for valid business purposes only. All communications and/or information created, stored,
received , sent or otherwise transmitted on or through provided technology , including without
limitation the Internet, intranet, email, servers, personal computers , iPads, associated hardware
and software, online services and other electronic communications services, are considered City
property.
There shall be no expected right of privacy for any matter related to using equipment provided,
including no personal privacy right in any matter passing through , viewed, downloaded, printed,

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CITY OF ZANESVILLE EMPLOYEE HANDBOOK

Exhibit A Attachment for Ordinance No. 2026-77
created, stored, received, sent or otherwise transmitted from City-provided technology and
equipment. All employees should understand that the City reserves and intends to exercise the
right to monitor, review, intercept, access and disclose all Internet usage, email communications
sent or received, and all cell phone, iPhone, iPad and PDA usage, if necessary, to ensure that the
system is being used for business purposes in compliance with this policy, to ensure that all other
policies (including for instance those related to harassment and discrimination) are being followed,
and to be able to access information in an employee's email or other electronic communications
system in the event that the employee is unavailable to do so. Electronic audits of Internet activity
and other electronic communications by City employees may be implemented to identify and
properly deal with unauthorized activity.

8.2

Internet Access, Email, Public Records
Restrictions may apply to access, of all users, to certain unapproved Internet sites and capabilities
(ex: YouTube and instant messenger capabilities).
Emails are public records under State Law and are subject to public records requests. Emails must
be maintained and may be deleted only according to the public records policy.
Permitted Use
The Internet and electronic communications services are intended for the purposes of conducting
City business. Valid business purposes include, but are not limited to:

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Locating, retrieving, collecting and/or disseminating information in connection with business;
Communicating with other departments and employees, as well as with outside contractors,
businesses, individuals or organizations currently or potentially doing business with or assisting
with the business of the City;
Conducting research to obtain information and material related to City issues; and
Limited personal use that does not result in the disruption of network operation or interfere with
productivity at work. Personal use of City technology and electronic devices must be kept to
the minimum amount of time needed to address a situation. Excessive use will be determined
or a case-by-case basis.

Prohibited Use
Internet and electronic communications services should not be used for any prohibited purpose.
Prohibited usage may result in the cancellation or loss of privileges. Any non-work-related use is
defined as a prohibited use. Prohibited usage includes, but is not limited to:

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Conducting personal business activities or seeking personal financial gain.
Playing games during working hours.
Bringing actual or potential embarrassment or harm to the City.
Conducting illegal activities or otherwise violating federal, state, or local laws.
Receiving, transmitting, downloading, viewing, or printing offensive materials of any kind,
including any obscene or pornographic materials.
Receiving, transmitting, downloading, viewing, or printing any materials of a derogatory,
inflammatory, discriminatory, harassing, sexually explicit, obscene, offensive, defamatory,
violent or threatening in nature, or other material which is inappropriate, including any
content regarding an individual's or group's race, national origin, gender, age, marital
status, sexual orientation, religion or disability.
Downloading and/or installing software, games or any files or programs which could
potentially change system configuration without the consent of authorized Information
Technology personnel .
Removing and/or copying software, shared files or programs without the consent of
authorized Information Technology personnel.

so
CITY OF ZANESVILLE EMPLOYEE HANDBOOK

Exhibit A Attachment for Ordinance No. 2026-77
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8.3

Users, Employee Responsibilities
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•
•

•
•

8.4

Any social media use that is unrelated to an employee's duties and responsibilities.
Use of any streaming or websites that impair system operations.
Downloading, distributing or printing copyrighted materials, which include articles, software
or intellectual property, in violation of the copyright laws.
Copying programs from City owned systems for personal use or non-City use.
Spamming email accounts or forwarding chain letters.
Disclosing confidential information or otherwise violating the privacy rights of the City or its
employees, citizens or business associates.
Using the Internet or electronic communications systems of another employee without
authorization .
Vandalizing data of another user, including uploading or creating of computer viruses.
Purchasing goods, materials, or services via the Internet using a City credit card or other
credit means without having proper authorization .
Violating any state or federal law.
Other uses as determined by the City.

Ensuring the security of their accounts and related passwords. Passwords should never
be shared between users or be in plain sight. If the integrity of a password has been
compromised, it should be changed and/or the Information Technology personnel or
Department should be notified.
Abiding by existing federal , state and local telecommunications and networking laws and
regulations;
Minimizing unnecessary network traffic that may interfere with the ability of others to make
effective use of City network resources and to conduct normal business activities;
Avoiding the overload of networks with excessive data, or wasting other City technical
resources;
Exercising good judgment and generally accepted rules of network etiquette when using
the Internet or other electronic communications services to avoid offense to others;
Maintaining the integrity and confidentiality of all City information;
Exercising good judgment when providing information to other individuals and using all
reasonable safeguards to avoid the mistaken distribution of another's information. The
transmission of confidential, sensitive or personal information shall follow current
procedures and regulations. Employees should only disclose such information or
messages from the electronic communications system to authorized individuals with a
need to know.
All dissemination of public records must follow the rules in this handbook and all public
records policies and laws.
Access personal email accounts .

Violations
If it is determined that a user has violated any of the above policy guidelines, the user will be
considered to have misused City property and will be subject to disciplinary action, up to and
including termination, as well as the loss of electronic communications privileges. If necessary, the
City will advise appropriate legal authorities of any illegal activities.

8.5

Email Use Policy
This policy provides the employees with effective, consistent standards in regards to the use of the
electronic mail system (email). This policy applies to all employees. All City of Zanesville (COZ)
employees will have a COZ email address. This email account will be used for citywide/departmental communications, as well as communicating to outside agents on behalf of the
City. It will be the employees' responsibility to check their email frequently . This email account will

51
CITY OF ZANESVILLE EMPLOYEE HANDBOOK

Exhibit A Attachment for Ordinance No. 2026-77
serve as the main communication channel for receiving all city-wide communications. (I.e. Human
Resource, insurance/benefits updates, memos from the mayor, etc.) Reviewing the employee
email account on a frequent basis allows for the timely response to any actions that are necessary
or needed. This City email account is required to be used when discussing city business. The use
of personal email accounts (Hotmail, Yahoo, Gmail, etc.) is not the City's protocol and is not
permitted for use when conducting City business. Violations of any guidelines listed above may
result in disciplinary action up to and including termination. If necessary, the appropriate legal
officials will be advised of any illegal activities.
All electronic communications and stored information transmitted, received, or archived in the City's
information system are the property of the City. The City reserves the right to access and disclose
all messages sent by email. Employees have no expectation of privacy with respect to any email
coming into or going out of City resources, particularly those which come into, or go out of, a City
email account. City email accounts are provided in order to carry out communications for City or
City-related business only. Employees may not access their personal email accounts through the
computer system.

8.6

Social Media
Public employees have responsibilities, higher standards of conduct, and a public image to follow
and maintain.
There are many tools available today that enable people to publish and share content on the public
Internet. These include social media and networking sites such as Facebook, Twitter, Yelp,
YouTube, and foursquare, subscription services such as Angie's List, as well as biogs, blog
comments, forum posts, wikis, and other similar sites.
Employees may participate in any of these forms of communication using personal equipment
during their personal non-work time. The City respects the right of its employees to use social
media sites and other parts of the public Internet as a medium of self-expression, communication,
and public conversation. The City does not discriminate against employees who use these media
for personal interests and affiliations or for other lawful purposes.
However, employees should keep in mind that their postings can affect how the general public
perceives the City. The City has the right to make sure that nobody has made unauthorized use of
or discloses confidential information (e.g., personal and protected information about employees
and/or citizens). Employees are cautioned that they should have no expectation of privacy while
using the public Internet, even on their own personal time, and even when using their own personal
equipment. Employees' public postings on social media and other Internet sites can be viewed by
anyone, including the City's management.
The following guidelines apply to all use of social media or the public Internet by City employees,
even when on their own personal time and on their own personal equipment:
•

•

Employees are free to identify themselves as a City employee if they wish. (Certain law
enforcement positions may be exempt.) However, they should state that their views are
their own, and do not reflect those of the City administration.
Only employees who are specifically authorized by the City are permitted to prepare and
modify content for the City's website, any official City biogs, and any of the City's official
social sites. If an employee is uncertain about whether or not he or she is permitted to post
certain content, he or she must discuss the proposed content with his or her supervisor
prior to posting.

52
CITY OF ZANESVILLE EMPLOYEE HANDBOOK

Exhibit A Attachment for Ordinance No. 2026-77
•

•

•
•
•

8.7

If an employee sees a posting on the Internet from a member of the public that speaks
adversely about any City operation or service, they should forward the post to their
supervisor instead of responding directly to the poster.
Employees may not claim to speak on behalf of the City in an official capacity on the public
Internet or in any social networking service unless they have been specifically authorized
to do so.
Employees may not discuss or disclose on the public Internet or in any social networking
service any confidential information they obtained through their employment with the City.
Employees may not post or view any content on social media sites or to the public Internet
during working time, except as part of the employee's official assigned job duties.
Employees may not post any threats of violence or any unlawfully harassing or
discriminatory content about any of their co-workers, or any person.

Cellular Phone, Electronic Devices
This policy outlines the use of personal cell phones/electronic devices at work, the personal use of
City cell phones/electronic devices and the safe use of cell phones/electronic devices by employees
while driving.
Personal Cellular Phones/Electronic Devices
While at work employees are expected to exercise the same discretion in using personal cellular
phones/electronic devices as is expected for the use of City phones. Excessive personal
calls/electronic device use during the work day, regardless of the phone/device used, interfere with
employee productivity and distract others. Employees must limit personal calls and electronic
device use to non-working time (i.e., authorized breaks and lunch periods) and ensure that friends
and family members are aware of the City's policy. Flexibility will be provided in circumstances
demanding immediate attention or for emergencies.

Where an employee's duties require immediate access to an employee the City may issue a pager,
cellular phone or a hand-held radio (i.e., a "walkie-talkie") to an employee for work-related
communications.
Employees in possession of City equipment are expected to protect the equipment from loss,
damage or theft. Upon resignation or termination of employment, or any time upon request, the
employee may be asked to produce the equipment for return or inspection. Employees unable to
present the equipment in good working condition within the time period requested (i.e. 24 hours)
may be expected to bear the cost of a replacement.
Safety Issues for Cellular Phone/Electronic Device Use

•

•

•

Certain employees may be provided cellular telephones to provide communications needed to
perform job duties and responsibilities on behalf of the City of Zanesville. Employees who are
issued cellular telephones under the City plan shall be selected at the sole discretion of the
appointing authority, in consideration of business need, and to enhance the efficiency and
economy of City services. Appointing authorities are responsible for ensuring that only those
employees whose job demands require use of mobile telecommunications shall be issued a
City cellular telephone.
When personal telephone calls on City cellular phones are necessary, they are to be brief in
duration, and limited in number, in order to avoid tying up the cellular telephone on nonbusiness-related matters.
City issued cell phones are the property of the City and as such may be accessed and inspected
at any time by the City. There are absolutely no rights or expectations of privacy for any
contents on the City owned phone.
53
CITY OF ZANESVILLE EMPLOYEE HANDBOOK

Exhibit A Attachment for Ordinance No. 2026-77
•
•

•

•

•

•

•

8.8

Lost, stolen or broken City cell phones shall be reported by the Employee to the appointing
authority immediately.
Each employee, who makes personal telephone calls on his or her City issued cellular
telephone, shall be required to reimburse the City in full , for any costs associated with said
personal calls.
Upon a department's receipt of its monthly cellular telephone bill, the appointing authority or
designee shall review the statement. If the statement indicates any charges related to an
Employee's calls , the appointing authority shall submit a copy of the bill to the Employee and
said Employee shall promptly reimburse the City for the cost of any personal calls.
At an employee's option, and as an alternative to using the City cellular telephone, the
Employee may, with the appointing authority's approval, use his or her own personal cell phone
for City business. If said use results in the Employee being billed for City business related
usage, the Employee may submit a copy of his bill to his or her appointing authority and seek
reimbursement for said expenses from the City.
When using a City issued cellular telephone in a City or personal vehicle, the Employee is
required to first pull over and stop the vehicle at a safe location, prior to placing the call or
texting. When receiving a cellular telephone call while driving, the employee is required to pull
over, as soon as it is safe and practicable to do so. If needed to remain safe, the Employee
receiving a cell phone call should place the caller on hold, or advise that the Employee will
return the call, when the Employee can safely park the vehicle. For the safety of the Employee
and other drivers, the employee is required to remain parked during the entire telephone
conversation. In Ohio, it is illegal to use or hold a cell phone or electronic device in your hand,
lap, or other parts of the body while driving on Ohio roads.
Upon termination of employment, any employee who has been issued a City cell phone shall
turn said phone into the appointing authority. If the employee desires to keep the cell phone,
he shall advise the appointing authority that will refer the matter to the City Auditor who will
determine the cost for purchasing the phone.
Upon termination of employment, any employee who has been issued a City cell phone shall
turn said phone into the appointing authority. If the employee desires to keep the cell phone,
he shall advise the appointing authority that will refer the matter to the City Auditor who will
determine the cost for purchasing the phone.

Utility and Telecommunications Restrictions
No employee, department, contractor, vendor, or affiliated organization shall contract for,
authorize, permit, or facilitate the installation of any external telecommunications infrastructure
into or onto any City of Zanesville-owned or leased facility without prior written authorization from
the IT Department or Public Service Director.
This restriction includes, but is not limited to:
• Commercial internet service connections or dedicated fiber drops
• Telephone or telecommunications lines
• Satellite dishes, antennas, or related receiving/transmitting equipment
• Cellular signal boosters, distributed antenna systems (DAS) , or similar wireless infrastructure
• Cable television or other communications services
• Any other communications or network infrastructure that connects to or serves a city facility
All requests for new or modified telecommunications services must be submitted through the IT
Department for review to ensure compatibility with City standards, cybersecurity requirements ,
operational needs, and existing service agreements. Unauthorized installation or modification of
telecommunications infrastructure is prohibited and may result in disciplinary action, removal of
the unauthorized equipment, and any associated costs being charged to the responsible
department or party.

54
CITY OF ZANESVILLE EMPLOYEE HANDBOOK

Exhibit A Attachment for Ordinance No. 2026-77

8.9

Property Alteration for Technology Use
To maintain the security, reliability, and integrity of the City's property and technology
environments, employees shall not install, modify, relocate, remove, or alter any City-owned
property, technology equipment, systems, or infrastructure without prior written authorization from
the IT Department or Public Service Director.
Property alterations for technology use include, but are not limited to :
•
Installing or relocating servers, network switches, or major departmental technology
infrastructure
•
Modifying network cabling , wireless access points, switches, routers, or telecommunications
equipment
•
Installing software , hardware, or network-connected peripherals not approved by the IT
Department
• Connecting personal or unauthorized devices to the City's network or technology systems
• Altering security settings, system configurations, or user permissions
•
Disconnecting, bypassing, or relocating technology infrastructure, including network drops,
surveillance equipment, access control devices, or telephone systems
•
Installing internet service, telecommunications lines, satellite equipment, cellular signal
boosters, or other communications infrastructure
• Drilling, pulling cable through walls/ceilings, or mounting external equipment in any city
property

Note: This policy does not restrict employees from making minor adjustments to local workstation
layouts (such as moving a monitor or plugging in standard, non-programmable USB
mice/keyboards) or adjusting personal user preferences within approved software applications
(such as display themes, font styles, or notification settings}, provided no network configurations
or physical infrastructure are altered.
Employees shall not authorize contractors, vendors, or third parties to perform technology-related
installations or modifications on City property without prior written authorization from the IT
Department or Public Service Director. Any unauthorized property alteration for technology use
may compromise the City's operations, cybersecurity, or regulatory compliance and may result in
disciplinary action, removal of unauthorized equipment or software, and other corrective
measures deemed appropriate by the City.

55
CITY OF ZANESVILLE EMPLOYEE HANDBOOK

Exhibit A Attachment for Ordinance No. 2026-77

9

Important Telephone Numbers for City of Zanesville Employees

Office

Contact

Phone Number

Mayor's Office

Mayor Don Mason

(740) 617-4913

Public Service Director

Scott Brown

(740) 617-4915

Community Development Director

Matt Schley

(740) 617-4878

Public Safety Director

David Suciu

(740) 617-4914

Budget & Finance Director

Amanda Perkowski

(740) 617-4912

City Law Director

David Tarbert

(740) 617-4887

Auditor's Office

Andrew Body

(740) 617-4873

Treasure Office

Rob Sharrer

(740) 617-4898

Payroll - Deputy Treasurer

Krista Bonnett

(740) 617-4899

Payroll - Payroll Manager

Shawna Smith

(740) 617-4695

Civil Service

Jessie Baron

(740) 617-4877

Human Resources

Darla Wooten

(740) 617-4881

lnfonnation Technology

Lisa Hittle

(740) 617-4911

City Council (Clerk)

Billie Corns

(740) 617-4875

Insurance

MedBen

(800) 686-8425

EAP

lmpactSolutions

(800) 227-6007

Pension

OPERS

(800) 222-7377

Pollce & Fire Pension

Ohio P&FP

(888) 864-8363

Deferred Compensation

Ohio Deferred

(877) 644-6457

Workers Compensation

Sedgwick

(888) 627-7586

Fraud Hotline

Ohio Auditor of State

(866) 372-8364

r..

1!::~tinn

56
CITY OF ZANESVILLE EMPLOYEE HANDBOOK

Exhibit A Attachment for Ordinance No. 2026-77

10 Forms
10.1

CO2 Record of Instruction and Verbal Reprimand

CITY OF ZANESVILLE
RECORD OF INSTRUCTION, AND VERBAL REPRIMAND
Employee Name:
Employee Classification:
Date Issued:
VIOLATION
Date Violation Occurred:
Location Where Violation Occurred :

Type of Violation:
f Chapter 124 Violation
f Conviction of Crime
f Discourteous Treatment of Public
f Dishonesty
f Drunkenness
f Failure of Good Behavior
f Immoral Conduct
f Incompetency

f Inefficiency
f Insubordination
f Malfeasance
f Misfeasance
f Neglect of Duty
f Nonfeasance
f Violation of Work Rules or Policies of the City
fOther:

Description of Violation:

(attach additional sheetls] if necessary)

This RECORD OF CAUTION is issued as a corrective measure in an effort to help you improve your
conduct. Any further violations could result in more severe disciplinary actions.

Signature of Person Issuing Warning

Title

Date

I hereby acknowledge that a copy of the above RECORD OF VERBAL WARNING was provided to me
this day.

Signature of Employee
cc:

Date

Employee
Employee Personnel File

57
CITY OF ZANESVILLE EMPLOYEE HANDBOOK

Exhibit A Attachment for Ordinance No. 2026-77

10.2

COZ Written Reprimand

CITY OF ZANESVILLE
WRITTEN REPRIMAND
Employee Name:
Employee Classification:
Date Warning was Issued:
VIOLATION

Date Violation Occurred :
Location Where Violation Occurred :
Type of Violation:
f Chapter 124 Violation
f Conviction of Crime
f Discourteous Treatment of Public
f Dishonesty
f Drunkenness
f Failure of Good Behavior
f Immoral Conduct
f Incompetency

f Inefficiency
f Insubordination
f Malfeasance
f Misfeasance
f Neglect of Duty
f Nonfeasance
1Violation of Work Rules or Policies of the City

Description of Violation :

(attach additional sheet[s] if necessary}

This WRITTEN REPRIMAND is issued as a corrective measure in an effort to help you improve your
conduct. Any further violations could result in more severe disciplinary actions.

Signature of Person Issuing Warning

Title

Date

I hereby acknowledge that a copy of the above WRITTEN REPRIMAND was provided to me this day.

Signature of Employee
cc:

Date

Employee
Employee Personnel File

58
CITY OF ZANESVILLE EMPLOYEE HANDBOOK

Exhibit A Attachment for Ordinance No. 2026-77

10.3

CO2 Notice of Pre-Disciplinary Conference

CITY OF ZANESVILLE
NOTICE OF PRE-DISCIPLINARY CONFERENCE
TO:
Name of Employee
A pre-disciplinary conference concerning you will be held at:

Time

Location

Date

The purpose of the conference is to provide you with an opportunity to respond to the following
allegations of misconduct:

You have the right to : (1) appear at the conference to present an oral or written statement in your response;
(2) appear at the conference and have your chosen representative present an oral or written statement on
your behalf; or (3) elect in writing to waive your opportunity to have a pre-disciplinary conference. Failure
to respond or respond truthfully may result in further disciplinary action.
At the conference you may present any testimony, witnesses, or documents which explain whether or not
the alleged conduct occurred. You may be represented by any person you choose, whether such individual
is an employee or not. You shall provide a list of witnesses to the designated neutral conference supervisor
no later than one (1) hour prior to the pre-disciplinary conference. It is your responsibility to notify witnesses
that their attendance is desired. No conference will be delayed more than twenty-four (24) hours to enable
your representative to attend .
A written report will be prepared by the neutral supervisor concluding as to whether or not the alleged
conduct occurred. A copy of this report will be provided to you within five (5) days following its preparation .
The pre-disciplinary conference will be conducted by:
If you have any question in regard to this procedure, please contact the above individual or consult the
City's personnel policy manual.

Signature of Appointing Authority or Designee
cc:

Date

Neutral Conference Supervisor
Employee Personnel File

59
CITY OF ZANESVILLE EMPLOYEE HANDBOOK

Exhibit A Attachment for Ordinance No. 2026-77

10.4

COZ Disciplinary Action (Pay Reduction, Demotion, Suspension, Removal/Termination)

CITY OF ZANESVILLE
DISCIPLINARY ACTION
(Pay Reduction, Demotion, Suspension, RemovalfTermination)

Employee Name:
Department:

_ _ _ _ _ _ _ _ _ _ _ _ _ Employee Classification:
VIOLATION

Date Violation Occurred:
Location Where Violation Occurred:

Type of Violation:
f Chapter 124 Violation
f Conviction of Crime
f Discourteous Treatment of Public
f Dishonesty
f Drunkenness
f Failure of Good Behavior
f Immoral Conduct
f Incompetency

f Inefficiency
f Insubordination
f Malfeasance
f Misfeasance
f Neglect of Duty
f Nonfeasance
f Violation of Work Rules or Policies of the City

Description of Violation:

(attach additional sheet[s] if necessary)

Signature of Person Requesting Action

Title

Date

DISCIPLINARY ACTION TAKEN
Date of Pre-Disciplinary Conference
Disciplinary Action Taken:

Signature of Person Imposing Action

Title

Date

Signature of Person Issuing Action

Title

Date

I hereby acknowledge that a copy of the above DISCIPLINARY ACTION was provided to me this day.

Signature of Employee
cc:
Employee; Employee Personnel File

Date

60
CITY OF ZANESVILLE EMPLOYEE HANDBOOK

Exhibit A Attachment for Ordinance No. 2026-77

10.5

Employee Acknowledgement

CITY OF ZANESVILLE EMPLOYEE HANDBOOK

Employee Name:
Department:

Date: - - - - -

I hereby acknowledge that I have received a copy of the City of Zanesville Employee
Handbook. I hereby acknowledge that I understand that it is my responsibility to
familiarize myself with the Employee Handbook and I agree to comply with all of the
policies and procedures contained in the Handbook.
I further understand that if I have any questions as to the applicability or meaning of any
policy, I can direct my questions to my supervisor, department head, Human Resources
or the Mayor's Office.
I further understand that this Handbook is not an employment contract and that changes
may occur to this Handbook.

Signature

Date

This form must be completed and signed at the time of the issuance of this Handbook. A
copy of this acknowledgment is to be placed in the employee's personnel file.

61
CITY OF ZANESVILLE EMPLOYEE HANDBOOK

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ATTACHMENT SUMMARY OF AMENDMENTS FOR EMPLOYEE HANDBOOK ORDINANCE NO 2026-77

SECTION
1

1.4

UPDATE
ADDING THE FOLLOWING SUBSECTION TO 1.4 CIVIL SERVICE COMMISSION
1.4.4. REINSTATEMENT
Any person holding an office or position under the classified service who has been
separated from the service without delinquency or misconduct on his part may, with the
consent of the Commission and the Department Head, be reinstated within one year
from the date of such separation to a vacancy in the same or similar office or position in
the same department.

2.

4.2

REDEFINING THE ACCRUAL OF OVERTIME/COMP TIME
Current Language (bullet point 5)

For purposes of computing weekly overtime, holidays, vacation, compensatory time, and
jury duty during normal work hours shall be counted as hours worked . Sick leave shall not
be counted as hours worked.
New Language

Overtime eligibility for unaffiliated employees is based on hours actually worked during
the applicable workweek in accordance with the Fair Labor Standards Act (FLSA) and
applicable Ohio law.
Paid time not actually worked-including, but not limited to, holidays, vacation leave, sick
leave, jury duty leave, compensatory time used, and personal holidays-will not be
counted as hours worked for purposes of determining overtime eligibility.
Only hours actually worked in excess of forty (40) hours in a workweek will be eligible for
overtime compensation or compensatory time, as applicable.

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ATTACHMENT SUMMARY OF AMENDMENTS FOR EMPLOYEE HANDBOOK ORDINANCE NO 2026-77

SECTION!
3.

5.2

UPDATE
ACCRUAL LANGUAGE FOR POLICE/FIRE CHIEF
Current Language
•

•

Employees occupying the position classification of Police Chief shall accumulate
vacation leave with pay at the rate of 6.2 hours per pay period, except that employees
with more than twenty years of service shall accumulate vacation leave with pay at
the rate of 6.47 hours per pay period
Effective January 1 of each year, employees occupying the position classification of
Fire Chief shall be credited with 162 hours of vacation, except that employees with
more than twenty years of service shall be credited with 169 work hours of vacation.
New Language

•

•

Police Chief shall accumulate vacation leave at a rate of 6.20 for an 80 hour period,
except those with 20 or more years of service shall accumulate vacation leave at a rate
of 6.815 for an 80 hour pay period. (Less than an 80 hour pay period will be prorated).
Max 600
Fire Chief shall accumulate vacation leave at a rate of 6.20 for an 80 hour pay period,
except those with 20 or more years of service shall accumulate vacation leave at a rate
of 6.815 for an 80 hour pay period. (Less than an 80 hour pay period will be prorated).
Max 781/Max Carryover 540

2

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ATTACHMENT SUMMARY OF AMENDMENTS FOR EMPLOYEE HANDBOOK ORDINANCE NO 2026-77

4.

SECTION

UPDATE

5.8

JURY DUTY
Current Language
Employees shall be granted a leave of absence with pay any time they are required to report
for jury duty or jury service. In order to receive payment from the City, the employee must
furnish a certificate of service and a statement of jury duty compensation signed by the Clerk
of Courts. The duty compensation is the payment the employee received for Jury Duty.
New Language

Updated language for Jury Duty to the following:
The City of Zanesville will grant employees paid time off when an employee is required to
report for jury duty.
Requirements to receive jury duty wage compensation are as follows.
•
Employees must inform their supervisor as soon as they receive a summons for jury
duty.
•

•

On each day of jury duty attendance, the employee will be required to have a
signed, dated and time stamped attendance voucher provided by the court. The
voucher must be submitted to the employee's supervisor and forwarded to the
Treasurer's Office for payroll.
Should an employee finish jury duty prior to the end of their scheduled shift, the
employee must contact their supervisor to determine if they are required to return
to work. If the employee is not required to return, they will be required to use
accrued leave for the remainder of the scheduled workday, as approved by their
supervisor.

•

Any court compensation received must be endorsed by the employee and given to
the Treasurer's Office for payroll.
Failure to comply with these requirements will result in the denial of jury duty wage
compensation.
Federal and State jury duty will foliow the same procedure or adjusted at administration's
discretion.

3

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ATTACHMENT SUMMARY OF AMENDMENTS FOR EMPLOYEE HANDBOOK ORDINANCE NO 2026-77

SECTION
5.

5.9

UPDATE
EMPLOYEE LEAVE REQUEST
Current

Employee Request for Leave Form, Page 65 in the current handbook
•

Eliminate the Employee Request for Leave Form from the Handbook.

New
•

Add Section 5.9 Employee Leave Requests

Employees requesting vacation, sick, personal leave, compensatory time, or other applicable
paid leave must submit their request through the City's designated Time & Attendance
System. Leave requests should be submitted in advance whenever possible and are subject
to supervisory approval. Employees are responsible for ensuring sufficient leave balances
are available prior to submitting a request

4

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ATTACHMENT SUMMARY OF AMENDMENTS FOR EMPLOYEE HANDBOOK ORDINANCE NO 2026-77

SECTION
6.

7.8

UPDATE

MILEAGE REIMBURSEMENT
Current Language

Employees who are authorized to use their private vehicles for public business shall be
reimbursed at the standard mileage reimbursement rate established by the Internal
Revenue Service of the United States. (Ord . 10-28).
New Language
Travel/Mileage Reimbursement

Elected and appointed municipal officials as well as City employees, may attend conferences,
meetings, conventions, training sessions, or other events related to municipal business at
the City's expense when authorized by the mayor. Before attending, the employee or official
must submit a written request to the mayor that includes: the purpose and necessity of
attending the event and an estimate of the anticipated costs to the City.
Attendance is subject to approval by the mayor and certification by the Fiscal Officer that
sufficient funds have been appropriated and are available for the expense. Employees and
officials who receive approval will be reimbursed for eligible travel expenses incurred while
conducting authorized City business.
Mileage Reimbursement
Mileage for the use of a personal vehicle on approved City business will be reimbursed at a
rate established by the mayor. In accordance with Ordinance 10-28, when setting the
reimbursement rate, the mayor will consider factors such as the current Internal Revenue
Service (IRS) standard mileage rate, recommendations and guidance from state and federal
agencies, and other relevant factors affecting travel costs. The mayor may adjust the
mileage reimbursement rate periodically, as needed .
Meals and Lodging
Reimbursement for meals and lodging associated with approved travel will be based on the
applicable U.S. General Services Administration Per Diem rates in effect at the time of
travel. Current GSA per diem rate can be found at www.gsa .gov. In accordance with the
per diem rates established by the GSA, reimbursement of expenses incurred while on
official travel status within the continental U.S. is authorized per state agent per calendar
day for lodging in commercial establishments or short-term rentals at actual cost up to the
maximum allowable lodging rate for that location, plus applicable taxes on the entire
room . Alternatively, the City may choose to pay in advance for lodging expenses provided
the payment does not exceed the rates set forth in this rule (OAC 126-1-02)

5

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ATTACHMENT SUMMARY OF AMENDMENTS FOR EMPLOYEE HANDBOOK ORDINANCE NO 2026-77

SECTION
7.

7.9

UPDATE
UNIFORM ALLOWANCE
Current Language

Each year, sworn employees of the Police Division will receive a $1,000 uniform allowance.
For sworn employees of the Fire Division, the uniform allowance granted shall conform to
Part (D) of Article 15 of the contract between the City of Zanesville and Local #88 of the
I.A.F.F. E. Employees occupying position classifications which require a CDL, water or
wastewater license shall be reimbursed the cost of renewing said license. In departments
where the City is requiring an employee to wear steel toe safety shoes, the City will pay the
employee $225.00 once per year. Boot payment will take place on the first non-pay Friday
in January.
New Language
NOTE: Proposing language to apply to unaffiliated employees that are required to wear
uniforms or safety shoes and to revert back to utilizing receipts for reimbursement.

Each year, sworn employees of the Police Division shall receive a $1,000.00 uniform
allowance. For sworn employees of the Fire Division, the uniform allowance shall be
provided in accordance with Part (D) of Article 15 of the collective bargaining agreement
between the City of Zanesville and Local #88 of the International Association of Fire Fighters
(IAFF).
Employees occupying position classifications that require a Commercial Driver's License
(CDL), water license, or wastewater license as a condition of employment shall be
reimbursed for the cost of renewing the required license.
Unaffiliated employees occupying position classifications that require the use of steel toe
safety shoes shall be eligible for reimbursement of up to $275.00 per calendar year for the
purchase of safety shoes.
To receive reimbursement, the employee must submit an itemized receipt documenting the
purchase of qualifying safety shoes to the Budget & Finance Director (or designee).
Reimbursement shall not exceed $275.00 and will be issued by provided all required
documentation has been submitted and approved.

6

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ATTACHMENT SUMMARY OF AMENDMENTS FOR EMPLOYEE HANDBOOK ORDINANCE NO 2026-77

8.

SECTION UPDATE
The following section is being added to the Computer and Technology Use Section of the
handbook
8.8
UTILITY AND TELECOMMUNICATIONS RESTRICTIONS
No employee, department, contractor, vendor, or affiliated organization shall contract for,
authorize, permit, or facilitate the installation of any external telecommunications
infrastructure into or onto any City of Zanesville-owned or leased facility without prior
written authorization from the IT Department or Public Service Director.
This restriction includes, but is not limited to:
•
Commercial internet service connections or dedicated fiber drops
•
Telephone or telecommunications lines
•
Satellite dishes, antennas, or related receiving/transmitting equipment
•
Cellular signal boosters, distributed antenna systems (DAS), or similar wireless
infrastructure
•
Cable television or other communications services
•
Any other communications or network infrastructure that connects to or serves a
city facility.
All requests for new or modified telecommunications services must be submitted through
the IT Department for review to ensure compatibility with City standards, cybersecurity
requirements, operational needs, and existing service agreements. Unauthorized installation
or modification of telecommunications infrastructure is prohibited and may result in
disciplinary action, removal of the unauthorized equipment, and any associated costs being
charged to the responsible department or party.

7

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ATTACHMENT SUMMARY OF AMENDMENTS FOR EMPLOYEE HANDBOOK ORDINANCE NO 2026-77

9.

SECTION UPDATE
The following section is being added to the Computer and Technology Use Section of the
handbook
8.9
PROPERTY ALTERATION FOR TECHNOLOGY USE
To maintain the security, reliability, and integrity of the City's property and technology
environments, employees shall not install, modify, relocate, remove, or alter any City-owned
property, technology equipment, systems, or infrastructure without prior written
authorization from the IT Department or Public Service Director.
Property alterations for technology use include, but are not limited to:
•
Installing or relocating servers, network switches, or major departmental technology
infrastructure
•
Modifying network cabling, wireless access points, switches, routers, or
telecommunications equipment
•
Installing software, hardware, or network-connected peripherals not approved by the
IT Department
•
Connecting personal or unauthorized devices to the City's network or technology
systems
•
Altering security settings, system configurations, or user permissions
•
Disconnecting, bypassing, or relocating technology infrastructure, including network
drops, surveillance equipment, access control devices, or telephone systems
•
Installing internet service, telecommunications lines, satellite equipment, cellular signal
boosters, or other communications infrastructure
•
Drilling, pulling cable through walls/ceilings, or mounting external equipment in any city
property

Note: This policy does not restrict employees from making minor adjustments to local
workstation layouts (such as moving a monitor or plugging in standard, non-programmable
USB mice/keyboards) or adjusting personal user preferences within approved software
applications (such as display themes, font styles, or notification settings), provided no
network configurations or physical infrastructure are altered.
Employees shall not authorize contractors, vendors, or third parties to perform technologyrelated installations or modifications on City property without prior written authorization
from the IT Department or Public Service Director. Any unauthorized property alteration for
technology use may compromise the City's operations, cybersecurity, or regulatory
compliance and may result in disciplinary action, removal of unauthorized equipment or
software, and other corrective measures deemed appropriate by the City.

8

City Auditor Andrew Body
ORDINANCE NO. 2026-67
INTRODUCED BY COUNCIL
AN ORDINANCE AUTHORIZING THE USE OF BLANKET PURCHASE ORDERS AND BLANKET
CERTIFICATES PURSUANT TO OHIO REVISED CODE SECTION 5705.41(0)(3), AND ESTABLISHING
A MAXIMUM AMOUNT OF LESS THAN FIVE THOUSAND DOLLARS ($5,000.00) FOR EACH SUCH
BLANKET PURCHASE ORDER OR CERTIFICATE.
WHEREAS, Ohio Revised Code Section 5705.41(D)(3) permits a subdivision, upon
certification by the auditor or other chief fiscal officer, to make expenditures, issue orders for
payment, and make or assume contracts or obligations for a certain purpose from a specific lineitem appropriation account in a specific fund, provided that the amount certified does not exceed
an amount established by ordinance or resolution adopted by a majority of the members of the
legislative authority; and
WHEREAS, Ohio Revised Code Section 5705.41(D)(3) further requires that expenditures,
orders, contracts, and obligations made under such a certification not exceed the amount
certified and not extend beyond the end of the fiscal year; and
WHEREAS, the City of Zanesville has a need to authorize the use of blanket purchase
orders and blanket certificates for lawful municipal expenditures permitted by Ohio Revised Code
Section 5705.41(D)(3), including recurring and reasonably predictable operating expenses and
other permitted purposes; and
WHEREAS, the use of limited blanket purchase orders and blanket certificates will allow
City departments to obtain necessary supplies, materials, services, and other lawful expenditures
more efficiently while preserving appropriate fiscal oversight and compliance with Ohio law; and
WHEREAS, Council desires to establish the maximum amount certified for each blanket
purchase order or blanket certificate issued pursuant to this Ordinance as an amount less than
Five Thousand Dollars ($5,000.00); and
WHEREAS, Council further desires to clarify that exhausted or nearly exhausted blanket
purchase orders or blanket certificates may be closed and, if otherwise lawful, replaced with a
new blanket purchase order or blanket certificate in an amount less than Five Thousand Dollars
($5,000.00), provided that all requirements of Ohio Revised Code Section 5705.41(D)(3), the City's
appropriations, and the City's purchasing procedures are satisfied.
NOW, THEREFORE, BE IT ORDAINED BY THE COUNCIL OF THE CITY OF ZANESVILLE, STATE
OF OHIO:

ORDINANCE NO. 2026-67
Section 1. Council hereby authorizes the use of blanket purchase orders and blanket
certificates by the City of Zanesville in accordance with Ohio Revised Code Section 5705.41(D)(3),
subject to the limitations and requirements set forth in this Ordinance and applicable law.
Section 2. The amount certified for any single blanket purchase order or blanket certificate

issued pursuant to this Ordinance shall be less than Five Thousand Dollars ($5,000.00). A blanket
purchase order or blanket certificate in the amount of Five Thousand Dollars ($5,000.00) or more
is not authorized by this Ordinance.
Section 3. Each blanket purchase order or blanket certificate shall identify the purpose,
fund, line-item appropriation account, fiscal year, and amount certified, and shall be supported
by the certification of the Auditor or other proper fiscal officer as required by Ohio Revised Code
Section 5705.41(D)(3). No blanket purchase order or blanket certificate shall extend beyond the
end of the fiscal year in which it is issued.
Section 4. A department may make multiple purchases or incur multiple obligations under
an approved blanket purchase order or blanket certificate, provided that the aggregate amount
of all expenditures, orders, contracts, and obligations made under that blanket purchase order or
blanket certificate shall not exceed the amount certified for that blanket purchase order or
blanket certificate. The limitation established by this Ordinance is a limitation on the total
certified amount of the blanket purchase order or blanket certificate, and is not a per-invoice,
per-purchase, or per-transaction limit.
Section 5. A blanket purchase order or blanket certificate may, but need not, be limited to
a specific vendor, supplier, or company, unless a more restrictive City policy or administrative
procedure requires otherwise. If a blanket purchase order or blanket certificate is vendor-specific,
the vendor-specific form shall not be construed to authorize purchases or obligations beyond the
amount certified for that blanket purchase order or blanket certificate.
Section 6. When a department has used, or is nearing use of, the amount available under
an existing blanket purchase order or bianket certificate, the department may request that the
existing blanket purchase order or blanket certificate be closed and that a new blanket purchase
order or blanket certificate be issued for the same vendor, purpose, fund, or line-item
appropriation account in an amount less than Five Thousand Dollars ($5,000.00), provided that:
(a) an itemized statement of obligations incurred and expenditures made under the prior blanket
purchase order or blanket certificate has been rendered as required by Ohio Revised Code Section
5705.41(D)(3); (b) the Auditor or other proper fiscal officer certifies the availability of funds for
the new blanket purchase order or blanket certificate; and (c) the new blanket purchase order or
blanket certificate is not issued in a manner that would evade this Ordinance, competitive bidding
requirements, purchasing requirements, or any other applicable law.

ORDINANCE NO. 2026-67
Section 7. Nothing in this Ordinance shall be construed to authorize any expenditure that

has not been lawfully appropriated; to waive any otherwise applicable competitive bidding
requirement, including requirements under Ohio Revised Code Sections 735.05 and 9.17; to
permit the artificial splitting of purchases, contracts, or projects to avoid competitive bidding or
other purchasing requirements; or to limit the authority of the Auditor, Mayor, Director of Public
Service, Director of Public Safety, or other authorized City officials to establish additional
administrative procedures for the use, approval, tracking, reconciliation, or closure of blanket
purchase orders and blanket certificates.
Section 8. All purchases and obligations made under a blanket purchase order or blanket

certificate shall comply with applicable federal law, state law, City ordinances, City policies, grant
requirements, and any applicable purchasing, credit-card, procurement, or auditing procedures
of the City.
Section 9. Council hereby finds and determines that all formal actions of this Council
concerning and relating to the passage of this Ordinance were taken 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,
including Ohio Revised Code Section 121.22.
Section 10. This Ordinance shall take effect and be in force from and after the earliest

period allowed by law.

PASSED:

----------~ 2026

ATTEST:

APPROVED:

Billie Corns
Clerk of Council

Daniel M. Vincent
President of Council

- - - - - - - - - - ~ 2026

This legislation approved as to form:

Donald L. Mason
Mayor

Law Director's Office

Darla Wooten
Human Resources
ORDINANCE 2026-68
INTRODUCED BY COUNCIL
AN ORDINANCE AUTHORIZING A MAXIMUM SCHEDULE OF
POSITIONS FOR THE CITY OF ZANESVILLE'S WORKFORCE
WHEREAS, Ordinance #2025-27 presently govern authorized workforce positions for the
various City offices and departments; and
WHEREAS, the Administration would like to amend the maximum strength in order to
continue efficient operation of various departments; and
WHEREAS, a periodic update of the Maximum Strength Ordinance is necessary to
incorporate changes made necessary for the operational needs of the City; and
WHEREAS, the City would not be permitted to pay its employees without Council
amending the authorized workforce positions; and
WHEREAS, the Public Safety Director has requested that the Job Classification for City of
Zanesville Armed Security Officer be added to Schedule B.
NOW, THEREFORE, BE IT ORDAINED by the Council of the City of Zanesville, State of Ohio;

that:
SECTION ONE: The following maximum schedule of positions for the various City offices
and departments, effective with the passage of this ordinance, be and is hereby authorized. Each
of the following sections, numbered 101-1021, etc., is hereby declared to be a separate and
distinct section for the purposes of this ordinance.

NUMBER OF
CLASSIFICATIONS
BY DIVISION

SECTION
101-1121

PUBLIC SAFETY:
Parking Enforcement Officer (Seasonal)
Public Safety Director
City of Zanesville Armed Security Officer (Part Time)

Ordinance 2026-68
Page 1 of 8

1
1
5

NUMBER OF
CLASSIFICATIONS
BY DIVISION

SECTION

101-3281

101-4381

101-7661

101-7681

101-7682

PARKS:
Cemetery & Parks Maintenance Crew Leader
Vehicle Operator (Recreation)
Vehicle Operator (Recreation) (upgrade only)
Maintenance Worker
Maintenance Worker (Seasonal)

1
1
1
4
10

BUILDING & CODE ENFORCEMENT:
Administrative Secretary to the Safety Director
Building Inspector
Code Enforcement Officer/Building Inspector
Code Enforcement Officer
Weed, Litter and Property Preservation Manager
Weed and Litter Control Laborer
Crew Supervisor (Seasonal)
Maintenance Worker (Seasonal)

1
1
1
2
1
2
2
6

MAYOR:
Executive Secretary to the Mayor
Floating Administrative Assistant (Full Time)

1
2

AUDITOR:
Accounting Specialist
Auditing Specialist
Deputy Auditor

1
1
1

TREASURER:
Deputy Income Tax Administrator
Deputy Treasurer
Income Tax Administrator
Income Tax Auditor/Investigations
Income Tax Clerk II
Income Tax Clerk Ill
Payroll Manager full-time
Treasurer Office Assistant (part-time)

1
1
1
1
2
1
1
1

Ordinance 2026-68
Page 2 of8

NUMBER OF
CLASSIFICATIONS
BY DIVISION

SECTION
101-7691

101-7705, -7791

101-7712

101-7721

LEGAL DEPARTMENT:
Assistant Law Directors (80% of wages paid by City):
Civil
Prosecutions
Paralegal (70% of wages paid by City)
Victim/Witness Coordinator (100% paid by City)

1
1
1
1

PUBLIC SERVICE ADMINISTRATION:
Administrative Secretary to Public Service Director
City Engineer
Assistant City Engineer
Deputy Director/Public Service
Engineering Technician
GIS Specialist
Public Service Director
Public Service Student Apprentice

1
1
1
1
1
1
1
30

CITY COUNCIL:
Clerk of Council
Deputy Clerk of Council (on-call)

1
1

MUNICIPAL COURT:
Court Bailiff (60% of wages paid by City)
Deputy Court Bailiff
Deputy Court Clerk

1
1
3

Municipal Court Clerk/Court Administrator (60% of wages paid by City) 1

101-7771

101-7781

Municipal Court Bookkeeper (part-time)

1

CIVIL SERVICE COMMISSION:
Civil Service Employment Coordinator

1

CITY HALL:
Custodial or Maintenance Worker

1

Ordinance 2026-68
Page 3 of 8

NUMBER OF
CLASSIFICATIONS
BY DIVISION

SECTION
101-7782

CITY MAINTENANCE:
City Maintenance Supervisor
General Service Worker
HVAC Technician/Plumber
Master Electrician
Electrical Technician

101-1021

101-7862

101-7863

201-1111 to 201-1115

2

1
1

CITY TRAFFIC:
Traffic Signal Supervisor/Programmer
Traffic Signal Crew Leader/Programmer
Traffic Signal Technician I

101-7861

1
2

1
1
3

HUMAN RESOURCE DEPARTMENT:
Human Resource Manager

1

IT DEPARTMENT:
Information Technology Administrator
IT Network Engineer
IT Technician

1
1

BUDGET & FINANCE:
Budget & Finance Director

2

1

POLICE:
Communications Operator
Custodial or Maintenance Worker
Police Commander
Police Chief
Police Lieutenant
Police Officer
Police Officer (6-month training, Max 13 pay periods)
Police Clerk
Police Sergeant
Property Room & Impound Clerk

Ordinance 2026-68
Page4of8

11
1
3
1
0
49
2
7
7
1

NUMBER OF
CLASSIFICATIONS
BY DIVISION

SECTION
202-6541, -6571, -6651, -6991 STREETS:
Maintenance Worker
Maintenance Worker (Seasonal)
Secretary to Street and Refuse Superintendent
Sign Painter
Sign Painter (upgrade only)
Street Maintenance Supervisor
Street and Refuse Superintendent
Vehicle Operator
Vehicle Operator (upgrade only)

250-1191

260-1161

270-1041

JAIL:
Assistant Jail Administrator
Corrections Officer
Corrections Officer (6-month training)
Jail Administrator
Senior Corrections Officer (upgrade only)

8
7
1
2
1
1
1
5
2

1

23
1
1
1 per shift

PROBATION:
Chief Probation Officer
Probation Officer
Secretary to Probation Officer

1
1
1

FIRE:
Assistant Fire Chief (56 hr.)
Assistant Fire Chief (40 hr.)
Fire Chief
Fire Fighter
Fire Fighter (6-month training, Max 13 pay periods)
Fire Fighter/EMT - Basic (Upgrade Position)
Fire Fighter/EMT - Intermediate (Upgrade Position)
Fire Fighter - Paramedic (Upgrade Position)
Fire Lieutenant
Fire Lieutenant/EMT - Basic (Upgrade Position)
Fire Lieutenant/EMT- Intermediate (Upgrade Position)
Fire Lieutenant - Paramedic (Upgrade Position)
Secretary to Fire Chief

3
1
1
42
2
2
2
2
9
2
2
2
1

Ordinance 2026-68
Page 5 of 8

NUMBER OF
CLASSIFICATIONS
BY DIVISION

SECTION

304-4361

COMMUNITY DEVELOPMENT:
Administrative Secretary to CD Director
Associate Planner for Planning & Zoning
Community Development Director
Fair Housing Coordinator (Upgrade Position)
Planning & Zoning Administrator
Redevelopment Administrator

601-6611

1
1
1
3

AIRPORT:
Airport Manager (full-time)
Maintenance Worker (Seasonal)

602-2171

1
3

CEMETERY:
Cemetery & Parks Superintendent
Maintenance Worker
Maintenance Worker (Seasonal)
Secretary to Parks & Cemeteries Superintendent
Vehicle Operator
Vehicle Operator (upgrade only)

603-5470, -5471, -5472, -5473 WATER:
Maintenance Worker
Maintenance Worker (Seasonal)
Plant Maintenance Mechanic
Public Service Auditor
Secretary to the Water Superintendent
Utilities Billing Clerk I
Utilities Billing Clerk I (Part-Time)
Utilities Billing Clerk ii
Utilities Billing Supervisor
Vehicle Operator
Vehicle Operator (upgrade only)
Water Lab Analyst
Water Maintenance Crew Leader
Water Metering and Maintenance Supervisor
Water Plant Operator
Lead Water Plant Operator
Water Superintendent

Ordinance 2026-68
Page 6 of 8

1
1

1
2
6
1
1
1

10
3

1
1
1
3

1
2

1
6
6

1
2

1
4

1
1

NUMBER OF
CLASSIFICATIONS
BY DIVISION

SECTION
604-5451, -5452

608-5462

620-3261

SEWER:
Deputy Wastewater Superintendent
Environmental Coordinator
Industrial Wastewater Technician I
Industrial Wastewater Technician I (upgrade position)
Industrial Wastewater Technician II
Industrial Wastewater Technician II (upgrade position)
Maintenance Worker
Maintenance Worker (Seasonal)
Plant Maintenance Mechanic
Plant Maintenance Mechanic (upgrade position)
Plant Maintenance Mechanic Foreman - Sewer
Secretary to the Wastewater Superintendent
Wastewater Collections Crew Leader
Wastewater and Storm Collections Supervisor
Sewer/Drainage Technician
Vehicle Operator
Vehicle Operator (upgrade position)
Wastewater Field Technician
Wastewater Field Technician (upgrade position)
Wastewater Laboratory Analyst
Wastewater Laboratory Supervisor
Wastewater Plant Operator
Lead Wastewater Plant Operator
Wastewater Superintendent

1
1
1
1
5
1
1

STORM SEWER:
Storm Water Program Manager

1

SECREST AUDITORIUM:
Maintenance Worker (Seasonal)
Secrest Auditorium and Entertainment Director
Secrest Auditorium and Entertainment Deputy Director
Administrative Assistant to Auditorium Manager
Marketing and Events Coordinator (part-time)
Secrest Auditorium Box Office Administrator
Stage Technician
Technical Director
Stage Hand/Custodian

1
1
1
1
1
1
15
1
30

Ordinance 2026-68
Page 7 of 8

1
1
1
1
1
1
5
5
4
4

1
1
1
1
1
4
2

NUMBER OF
CLASSIFICATION
BY DIVISION

SECTION

650-5481

700-7631

REFUSE:
Litter/Recycling Coordinator (upgrade only)
Maintenance Worker (Seasonal)
Refuse Collection Vehicle Operator
Refuse Collection Vehicle Operator (upgrade only)
Refuse Collection Supervisor
Refuse Collector
VEHICLE AND EQUIPMENT MAINTENANCE:
Fleet Manager
Maintenance Garage Coordinator
Maintenance Worker (Seasonal)
Vehicle Mechanic
Vehicle Mechanic (upgrade only)
Vehicle Service Worker

1
4
5
4
1

10

1
1
2
4

1
1

SECTION TWO: Other ordinances or resolutions or any part of any ordinance or resolution
inconsistent herewith, regardless of effective date, are hereby repealed.
SECTION THREE: This Ordinance shall take effect and be in force from and after the
earliest period allowed by law.

PASSED:

_ _ _ _ _ _ _ _ _ __, 2026

ATTEST:

APPROVED:

Billie Corns
Clerk of Council

Daniel M. Vincent
President of Council

_ _ _ _ _ _ _ _ _ __,2026

This legislation approved as to form:

Donald L. Mason, Mayor

Law Director's Office

Ordinance 2026-68
Page 8 of 8

Mayor
Donald L. Mason
ORDINANCE 2026-69
INTRODUCED BY COUNCIL

AN ORDINANCE AMENDING ORDINANCE NO. 2026-28 THAT CURRENTLY ESTABLISHES WAGES FOR
UNAFFILIATED EMPLOYEES IN THE MUNICIPAL SERVICE, AUTHORIZING THE MAYOR TO ADD CITY OF
ZANESVILLE ARMED SECURITY OFFICER POSITION TO THE UNAFFILIATED PAY ORDINANCE
WHEREAS, Zanesville City Council adopted Ordinance No. 2026-28 establishing pay,

benefit, and employment policies and procedures for unaffiliated employees of the City of
Zanesville; and
WHEREAS, the Public Safety Director has requested that a Job Classification for a City
of Zanesville Armed Security Officer be added to Schedule B.
WHEREAS, the Public Safety Director has requested that the additional City of Zanesville
Armed Security Officer job classification be placed at Pay grade 10.
WHEREAS, the Public Safety Director has requested that the City of Zanesville Armed
Security Officer position be a Part-Time, unclassified and nonexempt position.
NOW, THEREFORE, BE IT ORDAINED, by the Council for the City of Zanesville, State of
Ohio that Ordinance 2026-28 be amended which reads as follows:

SECTION ONE:

APPLICABILITY OF ORDINANCE

A. This ordinance shall apply to employees in the service of the City who are not seasonal,
elected, covered by collective bargaining agreements, or any others which are governed
by separate ordinances.
B. For the purpose of this ordinance the employees of the City, with the exception of those
mentioned in Paragraph (A), shall constitute the unaffiliated group in the municipal
service who will perform work and be employees full-time or part-time throughout the
year, or for a temporary period of time.
SECTION TWO:

APPOINTMENTS IN THE UNCLASSIFIED AND CLASSIFIED SERVICE

A. The civil service of the City shall be divided into the unclassified service and the classified

service. The classified service shall comprise all persons in the employ of the City not
specifically included in the unclassified service.

Ordinance No. 2026-69

B. Appointment to a position in the unclassified service is at the discretion of the appointing
authority, and the incumbent can be removed, suspended, or reduced in pay or position
at the pleasure of the appointing authority.
C. The authority to make appointments for positions belonging to the classified service shall
be vested in the respective appointing authority, subject to proper certification of
applicants by the Civil Service Commission.
a.

Each employee in the classified civil service shall serve a probationary period of
time as a trial or testing period for the employee. This probationary period for the
unaffiliated classified employee shall be four (4) months starting on the date the
employee first reports for work. During this probationary period, the employee
can be removed, suspended, or reduced in pay or position for any reason at the
pleasure of the appointing authority.

b. Upon successful completion of a probationary period, the employee shall be in a
permanent status.
D. All appointments to the classified service are governed by Chapter 124 of the Ohio
Revised Code and rules and regulations of the Zanesville Civil Service Commission.
E. The Civil Service Commission shall maintain such records as are necessary or required to
accomplish the provisions of this ordinance, including but not limited to, a list of current
classification titles, a copy of each job description, and a record of the pay range to which
each position has been assigned. The Civil Service Commission may also maintain other
records related to the City's unaffiliated employees, including but not limited to, a current
roster of employees with a record of their service including dates of service; classification
assignments, compensation history, and such other information as may be deemed
appropriate.
F. The Civil Service Commission and the appointing authority are hereby authorized to
develop any additional regulations necessary to implement the policies established in this
ordinance.
SECTION THREE:

CLASSIFICATION PLAN

A. A classification plan has been established for unaffiliated positions in the City. The
Classification Plan is maintained by the City Administration through the Department of
Human Resources. The classification plan consists of a point factor job evaluation system
that provides a method for quantitative and qualitative assessment of positions. Within
the Plan, classifications within the City are ranked by point factor score. Classifications
with relatively similar point factor scores are grouped into similar pay grade assignments.
B. The City Administration shall be responsible for completing point factor evaluations of
new and existing classifications, as needed.
Page 2 of 8

Ordinance No. 2026-69

C. The City Administration shall be responsible for maintaining the Classification Plan and
for recommending any changes to the plan, the factors, the scoring methodology, and/or
the pay grades. The Civil Service Commission shall review any changes to the
Classification Plan that are recommended by the City Administration and issue a
recommendation to the City Council regarding approval of the changes. Council shall
approve any changes to the Classification Plan.
SECTION FOUR:

PAY RANGES, GRADE ASSIGNMENTS AND SCHEDULES

A. All employees subject to the provisions of this ordinance shall be paid a wage in
accordance with the attached Schedules. The City Administration shall be responsible for
determining wage rates for unaffiliated personnel, which shall be not inconsistent with
the Schedules in this Ordinance.
B. Schedule A establishes the pay grades for unaffiliated employees subject to the provisions
of this ordinance, and the pay ranges that correspond to each pay grade.

C. Schedule B establishes the pay grade assignments for the positions subject to this
ordinance.
D. The pay rates for some employees in the Legal Department and the Municipal Court are
paid from two different sources. Pay increases for those affected employees shall be paid
from said funding sources. The percentage to be paid from each funding source shall be
determined between the City and the applicable appointing authority.
E. Other than the original pay rate adjustments established in Schedule A of this ordinance,
the administration must acquire Council approval for increases in pay greater than five
percent (5%) of an employee's current pay rate.
F. Any employee whose current rate of pay is above their stated pay range at the time of
the effective date of this Ordinance shall not receive a reduction in pay, but shall have his
or her pay "legacied" and shall continue to be paid their current rate of pay. Stated
differently, this Ordinance shall not cause any employee to receive a reduction in pay.
SECTION FIVE:

SAVINGS CLAUSE

If any part of this ordinance is found to be unconstitutional, illegal or invalid, such
unconstitutionality, illegality, or invalidity shall affect only such part of this ordinance and
shall not affect or impair any of the remaining provisions of this ordinance. It is hereby
declared to be the intention of the Council for the City of Zanesville that this ordinance
would have been adopted had such unconstitutional, illegal, or invalid part thereof not
been included herein.

Page 3 of 8

Ordinance No. 2026-69

SECTION SIX:

EFFECTIVE DATE OF ORDINANCE

This ordinance shall take effect and be in force from and after the earliest period allowed
bylaw.

PASSED:

APPROVED:

- - - - - - - - - - ~ 2026

Billie Corns
Clerk of Council

Daniel M. Vincent
President of Council

----------~ 2026

This legislation approved as to form:

Donald L. Mason, Mayor

Law Director's Office

Page 4of8

Ordinance No. 2026-69

SCHEDULE A

PAY
GRADE
1
2
3
4
5
6
7
8
9
10
11
12
13
14

ANNUAL SALARY
MINIMUM
MIDPOINT
MAXIMUM
$26,140.49
$28,512.26
$31,139.06
$33,969.88
$37,081.24
$40,473 .13
$44,171.05
$48,226.01
$52,638.02
$57,458.07
$62,711.68
$68,424.33
$74,698.04
$81,532.83

$34,836.98
$37,999.34
$41,493.24
$45,293.18
$49,424.65
$54,678.25
$59,702.33
$64,267.35
$70,158.52
$76,585.26
$83,598.56
$91,249.44
$99,614.39
$108,718.94

$43,558.98
$47,511.94
$51,872.93
$56,616.47
$61,819.08
$68,857.88
$75,233.61
$80,359.69
$87,704.46
$95,737.95
$104,485.45
$114,049.04
$124,505.24
$135,879.55

HOURLY EQUIVALENT

MINIMUM

MIDPOINT

MAXIMUM

$12.57
$13.71
$14.97
$16.33
$17.82
$19.46
$21.24
$23.18
$25.31
$27.62
$30.14
$32.89
$35.92
$39.20

$16.75
$18.27
$19.94
$21.77
$23.75
$26.28
$28.71
$30.90
$33.74
$36.82
$40.19
$43.87
$47.89
$52.27

$20.94
$22.84
$24.94
$27.23
$29.72
$33.10
$36.18
$38.64
$42.17
$46.03
$50.24
$54.83
$59.85
$65.33

Page 5 of 8

Ordinance No. 2026-69

SCHEDULE B
Job Classification
Accounting Specialist
Admin Asst. to Auditorium Manager
Admin Secretary to Community Dev Director
Ad min Secretary to Safety Director
Administrative Secretary to Public Service Director
Airport Manager
Assistant City Engineer
Assistant Jail Administrator
Assistant Law Director
Associate Planner for Planning & Zoning
Auditing Specialist
Budget and Finance Director
Building Inspector
Cemeteries & Parks Superintendent
Cemetery and Parks Maintenance Crew Leader
Chief Probation Officer
City Engineer
City Maintenance Supervisor
City of Zanesville Armed Security Officer
Civil Service Employment Coordinator
Code Enforcement Officer
Code Enforcement/Building Inspector
Community Development Director
Clerk of Council
Court Bailiff
Deputy Auditor
Deputy Clerk of Council
Deputy Court Bailiff
Deputy Court Clerk
Deputy Director/Public Service
Deputy Income Tax Administrator
Deputy Treasurer
Deputy Wastewater Superintendent
Electrical Technician
Engineering Technician
Environmental Coordinator
Executive Secretary to the Mayor
Fair Housing Coordinator

Pay
Grade
7
4
5
5
5
9
11
8
13
7
5
14
8
11
7
9
13
10
10
5
6
7
14
7
6
10
7
5
4
11
9
9
11
7
6
10
6
5

Fire Chief

13

Fleet Manager
General Service Worker City Maintenance

11
4
Page 6 of 8

Ordinance No. 2026-69
SCHEDULE B

GIS Specialist
Human Resources Manager
HVAC Technician/Plumber
Income Tax Administrator
Income Tax Auditor/Investigations
Income Tax Clerk II
Income Tax Clerk Ill
Information Technician Administrator
IT Network Engineer
IT Technician
Jail Administrator
Maintenance Garage Coordinator
Marketing and Events Coordinator
Master Electrician
Municipal Court Bookkeeper
Municipal Court Clerk/Court Administrator
Floating Administrative Assistant
Paralegal
Payroll Manager
Planning & Zoning Administrator
Plant Maintenance Mechanic Foreman - Sewer
Police Chief
Probation Officer
Property Room & Impound Clerk
Public Safety Director
Public Service Auditor
Public Service Director
Redevelopment Administrator
Refuse Collection Supervisor
Secrest Auditorium & Entertainment Director
Secrest Auditorium & Entertainment Deputy Director
Secrest Auditorium Box Office Administrator
Secretary to Parks and Cemeteries Superintendent
Secretary to Fire Chief
Secretary to Probation Officer
Secretary to Streets and Refuse Superintendent
Secretary to Wastewater Superintendent
Secretary to Water Superintendent
Storm Water Program Manager
Street & Refuse Superintendent
Street Maintenance Supervisor
Traffic Signal Supervisor/Programmer
Traffic Signal Ciew Leadei/Programmer

11
11
7
10
7
4

5
11
9

8
11
4

7
10
2
9
5
5
5
8
9
13
8
7
14
8
14
7
8
13
10
6
4
4
4
4
4
4
11
11

8
9
9
Page 7 of 8

Ordinance No. 2026-69

SCHEDULE B
Traffic Signal Tech 1
Treasurer Office Assistant
Utility Billing Clerk I Unaffiliated - Part-Time
Utility Billing Supervisor
Victim/Witness Coordinator
Wastewater and Storm Collections Supervisor
Wastewater Collections Crew Leader
Wastewater Lab Supervisor
Wastewater Superintendent
Water Metering and Maintenance Supervisor
Water Maintenance Crew Leader
Water Superintendent
Weed, Litter, and Property Preservation Manager
Weed and Litter Control Laborer

6

4
4
9

5
8
7
9
12

8
7
12

5
3

Page 8 of 8

Attachment for Ordinance No. 2026-69

POSITION DESCRIPTION

City of Zanesville
CLASSIFICATION TITLE:
FLSA STATUS/TYPE
CIVIL SERVICE STATUS
BARGAINING UNIT
DEPARTMENT

CITY OF ZANESVILLE ARMED SECURITY OFFICER
Nonexempt
Unclassified
None
Public Safety

EMPLOYMENT STATUS
REPORTS TO
PAY GRADE
CLASS SERIES NUMBER

Part-Time
Public Safety Director

10
11

POSITION QUALIFICATIONS

An appropriate combination of education, training, course work, and experience may qualify an applicant to demonstrate
required knowledge, skills, and abilities. An example of an acceptable qualification is: High School degree, GED, or
equivalent. Current or prior Auxiliary Police Officer experience preferred. Experience working in government facilities,
municipal buildings, public safety or similar public facing environment. This is a part-time position scheduled for no more
than 29 hours per week.

Ability to document identity and employment eligibility within three (3) days of original appointment as a condition of
employment in compliance with Immigration Reform and Control Act requirements.
LICENSURE OF CERTIFICATION REQUIREMENTS

Current Ohio Peace Officer Commission
Ability to legally carry and qualify with a firearm as required by state law and employer policy.
DISTINGUISHING JOB CHARACTERISTICS
The Part-Time Armed Security Officer provides security services for City Hall and municipal property through a highly
visible security presence, access control, patrol activities, incident response, and customer service. The position serves as
a professional representative of the City and is responsible for maintaining a safe and welcoming environment for
residents, visitors, elected officials, and employees.

The City strongly prefers applicants who are current or former Auxiliary Police Officers or who possess comparable law
enforcement experience.
ESSENTIAL DUTIES AND RESPONSIBILITIES
To perform this job successfully, an Individual must be able to satisfactorily perform each essential duty listed below. Reasonable accommodations will be made for
disabled persons, covered by the Americans with Disabilities Act, In accordance with its requirements.

•

Provide armed security services for City Hall and associated municipal facilities.

•

Monitor and control access to City Hall, including screening visitors and verifying authorized entry.

•

Conduct regular patrols of the building and surrounding municipal property.

•

Respond to disturbances, suspicious activity, emergencies, and security incidents.

•

Assist employees and visitors by providing information and responding to safety concerns.

•

Enforce municipal policies, facility rules, and security procedures.

Page 1 of 3
Part-Time Security Officer

Attachment for Ordinance No. 2026-69
•

Coordinate with local law enforcement, fire, and emergency medical personnel when necessary.

•

Maintain a professional demeanor and positive public image while interacting with citizens and staff.

•

Maintain all certifications necessary for armed security duties.

•

Perform other related duties as assigned.

OTHER DUTIES AND RESPONSIBILITIES
SCOPE OF SUPERVISION

None
EQUIPMENT OPERATED

Firearms, Handcuffs, Taser, Mares Radio
CONTACTS WITH OTHERS

City Hall employees; general public
CONFIDENTIAL DATA

None
WORKING CONDITIONS

Good office working conditions. Occasional exposure to working conditions and hazards inherent within law enforcement
when working special crime issue or when dealing with violators.
USUAL PHYSICAL DEMANDS
The following physical demands ore typically exhibited by position incumbents performing this job's essential duties and responsibilities. These
physical demands are not and should not be construed to be job qualification standards, but are illustrated to help the employer, employee and/or
applicant identify tasks where reasonable accommodations may need to be made when an otherwise qualified person is unable to perform the
job's essential duties because of an ADA disability.

•
•
•
•
•

Ability to stand and walk for extended periods.
Ability to climb stairs and conduct foot patrols.
Ability to occasionally lift and carry up to 50 pounds.
Ability to respond quickly to emergencies and potentially confrontational situations.
Ability to qualify and maintain proficiency with assigned firearms and equipment.

Page 2 of 3
Part-Time Security Officer

Attachment for Ordinance No. 2026-69

REQUIRED KNOWLEDGE, SKILLS, AND ABILITIES
Knowledge of:

•
•
•
•
•
•
•

Knowledge of security practices and emergency response procedures.
Ability to remain calm and make sound decisions during stressful situations.
Strong observation and situational awareness skills.
Effective verbal and written communication skills.
Ability to interact professionally with the public, elected officials, and municipal employees.
Ability to work independently with minimal supervision.
Ability to maintain confidentiality and handle sensitive situations with discretion.

Ability to:

•
•
•
•
•
•
•

Communicate effectively in both oral and written form.
Exhibit the skills, knowledge, and abilities of Police Officer.
Develop and maintain effective working relationships with associates, officials, and general public.
Maintain confidentiality of confidential and sensitive subject matter.
Maintain and promote good public relations as city representative.
Speak and make presentations before groups.
Take criticism from the general public and others.

Skill in:
•

Use of firearms, other weapons, and police equipment.

This job description in no manner states or implies that these are the only duties and responsibilities to be performed by the employee filling
this position, who will be required to follow instructions and perform any duties required by the employee's supervisor or designee.

MANAGEMENT APPROVAL

Department Head

I

/_
Date

EMPLOYEE UNDERSTANDING AND AGREEMENT
I understand, and will effectively perform the duties and requirements specified in this job description.

/_ /_
Employee

Date

Page 3 of 3
Part- Time Security Officer

incomplete Petition to Address Council, which requires the following: Name,
Organization Representing (if any), Address, Telephone Number, Email Address
(optional), Ordinance/Resolution Number and if For or Against the legislation, and if
not speaking on an agenda item list the Subject. Also required is a Signature and
Date to indicate "I Have read the restrictions and guidelines regarding speaking
before Council, including those set forth in Chapter 111 of Zanesvil/e's Codified
Ordinances. I understand and agree to abide by these rules and acknowledge that
my failure to abide by these rules may result in my request to speak being denied
or terminated". It is recommended that any available supporting documentation be
submitted with the Petition to ensure that Council and City Administration have the
information necessary to effectively respond to the concern. All documents
submitted to Council become public documents, so please ensure that all personal
and private information is redacted (deleted or removed) .

Name

Connor Gates

Are you representing an organization?

No

Address

719 westbourne avenue

City

Zanesville

State

Ohio

RECEIVED

Zip Code

43701

AUG O5 2026

Telephone

7403198535

Email

Field not completed.

Communication/Resolution/Ordinance
Number

Field not completed.

Are you for or against this ordinance?

Field not completed.

If you are not speaking on an agenda
item, you must indicate your subject
here

Flock cameras/Body cameras

CLERK OF COUNCIL

I have read the restrictions and guidelines regarding speaking before council,
including those set forth in chapter 111 of Zanesville's codified ordinances. I
understand and agree to abide by these rules and acknowledge that my failure to
abide by these rules may result in my request to speak being denied or terminated.
Signature

con nor gates

Date

8/5/2026

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4