When a new OP&F member is hired, the employer must submit the following completed forms to OP&F:
To access the Employer Forms page please click here. If you have any questions, please contact OP&F Customer Service at 1-888-864-8363.
OP&F members are full-time firefighters and police officers. The Ohio Revised Code (ORC 742.01) specifically defines the requirements that determine a full-time police officer or firefighter.
An employee becomes a member of OP&F when the person begins working full-time hours in a position that meets OP&F’s membership eligibility guidelines.
Ohio Administrative Code 742-5-03 addresses the meaning of full-time service for OP&F members.
OP&F membership terminates upon a refund of employee contributions following resignation or dismissal or one year after the first day of resignation, dismissal or leave of absence if employee contributions remain on deposit with OP&F.
The employer may submit an inquiry along with a copy of the official job description.
No; however, the employer may wish to review their own governing authority for any restrictions regarding the hiring of prospective employees.
A person’s medical condition would not prevent a person from becoming a member of OP&F. Employers, however, will need to review their own governing authority for any restrictions regarding the hiring of prospective members.
An Employer Certification of Member Enrollment Form and Member Information Form must be completed and filed with OP&F for each new employee who is hired as a full-time police officer or full-time firefighter in a position qualifying for enrollment in OP&F. Employees who are rehired, reinstated, returning from lay off and re-employed retirees must also complete the Employer Certification of Member Enrollment Form and Member Information Form.
For members who are reinstated by an agreement, by an order of a court or by an arbitrator’s decision, the employer must submit a copy of the agreement, order of a court, or arbitrator’s decision, for OP&F review.
Under Ohio law, an in-service disability that results from heart, cardiovascular, or respiratory disease is presumed to be duty-related (presumptive clause). OP&F can more effectively evaluate a disability case under these circumstances if the member has undergone a pre-employment health baseline that measures the presence or absence of these specified medical conditions.
A person’s medical condition would not prevent a person from becoming a member of OP&F. Employers, however, will need to review their own governing authority for any restrictions regarding the hiring of prospective members.
All new members are required to undergo the PEP. A PEP may not be required for some returning members; however, the employer should contact OP&F to make this determination.
The PEP must be done no later than 11:59 p.m. on the date the employee becomes an OP&F member, but the PEP cannot be done earlier than nine months before the membership date.
The PEP must be received by OP&F no later than 60 days after the employee becomes an OP&F member.
If an employer is unable to obtain a test due to the member’s medical condition, the member’s religious beliefs or the member’s refusal to undergo a specific test, the employer may request a waiver of the test. The request must be accompanied by supporting documentation in the form of a medical report signed by the physician if the request is for medical reasons, or in the form of an affidavit signed by the member before a notary public if the request is for religious reasons or the member’s refusal. A waiver will result in the member’s inability to use the presumptive disability clause outlined in section 742.38 of the Revised Code. For purposes of the pre-employment physical requirement, OP&F will use the date OP&F received the request for waiver and supporting documentation.
If the employer cannot resolve a PEP deficiency due to the member terminating employment or transferring to another department, OP&F will assess the fine through the date of termination or transfer, or the date on which the complete PEP is received. The employer must certify the last day worked to OP&F.
If the PEP is late the fine will be imposed from the date the report was due until the documentation is filed with OP&F. The fines will be assessed according to the chart below:
Days Past Due |
Penalty* |
1-15 days | $100 |
16-60 days | $500 |
61-180 days | $1,000 |
181 days or more | $3,000 |
*Employers with five or fewer OP&F members are capped at $1,500 per incident.
The law does not grant OP&F any discretion to waive a penalty. A penalty may be reduced in certain limited circumstances. For more information, please refer to the Special Penalty Provision on OP&F’s PEP Requirements information sheet or to Rule 742-8-13 of the Ohio Administrative Code.
The employer may submit a written request citing the specific subsection of the Rule that applies to the situation and include any available supportive documentation.