HomeMy WebLinkAboutResolutions - 2010.11.03 - 10260November 3, 2010
MISCELLANEOUS RESOLUTION L0286
BY. Human Resources Committee, Sue Ann Douglas, Chairperson
IN RE: HUMAN RESOURCES DEPARTMENT — FISCAL YEAR 2011 - 2013 LABOR
AGREEMENT FOR EMPLOYEES REPRESENTED BY THE GOVERNMENT EMPLOYEES
LABOR COUNCIL
To the Oakland County Board of Commissioners
Chairperson, Ladies and Gentlemen:
WHEREAS the County of Oakland anc the Government Employees Labor Counci: (GELC).
have been negotiating a contract covering approximately 122 Children's Village Employees: and
WHEREAS a three year agreement has been reached for the period October 1, 2010,
through September 30. 2013, and said agreement has been reduced to writing; and
WHEREAS this agreement provides for a 1.5% wage reduction for all employees
represented by this bargaining unit for Fiscal Year 2011; and
WHEREAS this agreement provides that the retroactive amount shall be deducted from
the employee's first three pays following me execution of this agreement: and
WHEREAS this agreement provides for a wage re-opener for Fiscal Year 2012 and Fiscal
Year 2013; and
WHEREAS this agreement provides for a health, dentaI and optical re-opener for 2012
and 2013; and
WHEREAS tne agreement has been reviewed by your Human Resources Committee,
whicn recommends approval of the agreement
NOW THEREFORE BE IT RESOLVED that the Board of Commissioners approves the
proposed agreement between the County of Oakland and Government Employees Labor Council,
covering the period of October 1. 2010, through September 30. 2013. and that the Board
Chairperson on behaif of the County of Oakland, is authorized to execute said agreement as
attached.
Chairperson. on behalf of tne Human Resources Committee, I move the adoption of the
foregoing resolution.
HUMAN RESOURCES COMMITTEE
Human Resources Committee Vote:
Motion carried unanimously on a roil call vote with Capello and Gingell absent
THE COUNTY OF OAKLAND
AND
GOVERNMENTAL EMPLOYEES LABOR COUNCIL
Collective Bargaining Agreement
2010- 2013
AGREEMENT
This agreement is made and entered into on this day of 2010
by and between the County of Oakland (hereinafter referred to as the "Employer') and the
Governmental Employees Labor Council (hereinafter referred to as the "Union").
I. RECOGNITION
The Employer recognizes the Union as the exclusive representative of the following
employees of the Oakland County Children's Village for the purposes of collective bargaining with
respect to rates of pay, wages, hours of employment and other terms and conditions of employment,
in the following bargaining unit for which they have been certified, and in which the Union is
recognized as collective bargaining representative, subject to and in accordance with the provisions
of Act 336 of the Public Acts of 1947 and Act 379 of Public Acts of 1965.
All full-time employees of the Oakland County Children's Village, excluding all confidential
and supervisory employees.
IL PURPOSE AND INTENT
The general purpose of this Agreement is to set forth certain terms and conditions of
employment, and to promote orderly and peaceful labor relations for the mutual interest of the
Employer, its employees and the Union.
The parties recognize that the interest of the community and the job security of the employees
depend upon the Employer's success in establishing, and the Union's success in rendering proper
services to the public.
To these ends, the Employer and the Union encourage to the fullest degree friendly and
cooperative relations at all levels and among all employees.
The parties recognize that the Employer is legally and morally obligated to guarantee to all
citizens a fair and equal opportunity for employment, and to these ends agree that no person shall be
denied employment or membership in the Union, or in any way be discriminated against because of
sex, age. race, color, creed, national origin, political or religious beliefs.
The masculine pronouns and relative works herein used shall be read as if written in plural
and feminine, if required by the circumstances and individuals involved, and is not intended to be
discriminatory in any fashion,
III. MANAGEMENT RIGHTS
The right to hire, promote, discharge or discipline for just cause, and to maintain discipline
and efficiency of employees is the sole responsibility of the Employer except that union members
shall not be discriminated against as such. In addition, the work schedules, methods and means of
departmental operations are solely and exclusively the responsibility of the Employer, subject,
however, to the provisions of this agreement.
IV. ADOPTION BY REFERENCE OF RELEVANT RESOLUTIONS AND PERSONNEL
POLICIES
All Resolutions of the Oakland County Board of Commissioners, as amended or changed,
from time to time, relating to the working conditions and compensation of the employees covered by
this agreement, and all other benefits and policies provided for in the Oakland County Merit System.
which incorporates the Oakland County Employees' Handbook, are incorporated herein by reference
and made a part hereof to the same extent as if they were specifically set forth.
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V. AID TO OTHER UNIONS
Section 1
The Employer agrees and shall cause its designated agents not to aid, promote, or finance any
other labor group or organization which purports to engage in collective bargaining or to make any
agreement with any such group or organization for the purpose of undermining the Union.
Section 2
The Union agrees not to make agreements with any other union for the purpose of coercing
the Employer.
VI. DUES CHECK OFF
(a) The Employer agrees to deduct the union membership initiation fee and dues, once
each month, from the pay of those employees who individually authorize in writing that such
deductions be made. Al] authorizations delivered to the Employer prior to the first day of the month
shall become effective during that succeeding month. Check-off monies will be deducted from the
second paycheck of each month and shall be remitted together with an itemized statement to the local
treasurer, within fourteen (14) days after the deductions have been made.
(b) An employee shall cease to be subject to check-off deductions beginning with the
month immediately following the month in which he is no longer a member of the bargaining unit,
(c) Any employee may voluntarily cancel or revoke the Authorization for Check-off
deduction upon written notice to the Employer and the Union. Such voluntary withdrawal from
payroll deduction of union dues may only occur during the period December 16 through December
31 of any calendar year.
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(d) The Union will protect and save harmless the Employer from any and all claims,
demands, suits and other forms of liability by reason of action taken by the Employer for the purpose
of complying with this section.
VII. NO STRIKE - NO LOCKOUT
Under no circumstances will the Union cause or authorize or permit its members to cause,
nor will any member of the bargaining unit take part in, any strike, sitdown, stay-in or slowdown or
any violation of any State law. In the event of a work stoppage or other curtailment, the Union shall
immediately instruct the involved employees both verbally and in writing, with copies to the
Employer, that their conduct is in violation of the contract and that all such persons shall
immediately cease the offending conduct.
The Employer will not lockout any employees of the bargaining unit during the term of this
agreem ent
VIII. BASIS OF REPRESENTATION
Section 1
There shall be one Steward and an Alternate Steward for each shift. Stewards must come
from the shift they represent.
Stewards will be released from their work, after obtaining approval of their respective
supervisors and recording their time, only for the purpose of adjusting grievances in accordance with
the grievance procedure and for reporting to the grievant a change in status of his/her grievance.
Approval for stewards to leave their work stations will not be unreasonably withheld. Stewards will
report their time to their supervisor upon returning from a grievance discussion.
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The privilege of stewards to leave their work during working hours, without loss of pay, is
extended with the understanding that the time will be devoted to the prompt handling of grievances
and will not be abused, and that they will continue to work at their assigned jobs at all times except
when permitted to leave their work to handle grievances.
Section 2
There shall also be one Chief Steward and one Alternate Chief Steward.
Section 3
There shall be a Grievance Committee consisting of three (3) members of the represented
group, certified in writing to the Employer. Either the Bargaining Unit President or Chief Steward,
or both, upon sufficient notice to the Employer, may substitute for a member or members of the
Grievance Committee. A representative of G.E.L.C. may be included in the Union's grievance
committee should the Union deem it necessary.
The Employer shall meet whenever necessary, at a mutually convenient time, with the
union/County grievance committee. The purpose of union/County grievance committee meetings
will be to adjust pending grievances, and to discuss procedures for avoiding future grievances. In
addition, the committee may discuss with the Employer other issues which would improve the
relationship between the parties.
Section 4 - Bargaining Committee
The Employer agrees to recognize one committee representing all employees of the
bargaining unit, such committee shall be composed of not more than two (2) members selected by
the Union and certified in writing to the Employer. The Bargaining Unit President may participate as
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an additional member of the bargaining committee.
IX. GRIEVANCE PROCEDURE
Section 1
The Employer and the Union support and subscribe to an orderly method of adjusting
employee grievances. To this end, the Employer and the Union agree that an employee should first
bring his problem or grievance to the attention of his immediate supervisor, with or without his
Union Steward, and an attempt will be made to resolve the grievance informally. In the event the
steward is called, he shall be released from his duties as soon as possible, and in any event, no later
than the beginning of his shift the next day. The supervisor, the employee and the steward shall meet
simultaneously in an attempt to resolve the matter. Suspensions, demotions, and disciplinary actions
of any type shall not be subject for the grievance procedure and shall be processed in accordance
with the procedures of the Oakland County Personnel Appeal Board. Dismissals are to be heard only
by an arbitrator.
Step 1
If the grievance is not settled informally between the employee and his immediate supervisor,
the employee shall have the right to discuss the grievance with his steward. If, in the steward's
opinion, proper cause for the complaint exists, the Union shall have the right to submit a written
grievance on the complaint to the immediate supervisor within ten (10) days of the incident given
rise to the grievance, The written grievance must be signed by the employee and his steward and
receipt acknowledged by the employee's immediate supervisor.
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Step 2
The department will give its written reply within ten (10) days (excluding Saturday, Sunday
and holidays) of receipt of the written grievance.
Step 3
Any grievance not settled at Step 2 may be submitted to the Grievance Committee within five
(5) days of the date of the receipt of the written reply. Any grievance not submitted to the Grievance
Committee by written notification to the Employer within ten (10) days shall be considered dropped.
A meeting on the grievance shall be scheduled by the Grievance Committee within ten (10) days
(excluding Saturdays, Sundays and holidays) unless the time is extended by mutual agreement of
both parties.
Step 4
Any matter not settled in Step 3 of the grievance procedure may be submitted to final and
binding arbitration by either of the parties. A request for arbitration must be submitted by written
notice to the other party within fifteen (15) days after the grievance committee meeting. Expenses
for arbitration shall be borne equally by both parties.
An arbitrator will be utilized from a rotating list agreed to by the parties:
Mario Chisea
William Daniel
Paul Glendon
George Roumel, Jr.
Benjamin Wolkinson
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The arbitrator shall have no power or authority to add to, subtract from, alter or modify the terms of
this agreement, or set a wage rate.
Section 2
The time limits specified hereinafter for movement of grievance through the process shall be
strictly adhered to. In the event that a grievance is not appealed within the particular specified time
limit, it shall be deemed to be settled on the basis of the Employer's last answer. In the event that the
Employer shall fail to supply the Union with its answer to the particular step within the specified
time limits, the grievance shall be deemed automatically positioned for appeal at the next step with
the time limit for exercising said appeal commencing with the expiration of the grace period of
answering.
Section 3
All specified time limits herein shall consist only of County workdays Monday through
Friday.
Section 4
Each grievance shall have to be initiated within ten (10) days of each occurrence of the cause
for complaint or, if neither the aggrieved nor the Union had knowledge of said occurrence at the time
of its happening. then within ten (10) days after the Union or the aggrieved becomes aware of the
cause for complaint.
X. BULLETIN BOARD
The Employer shall assign appropriate space on bulletin boards which shall be used by the
Union for posting notices. bearing the written approval of the President of the Union local, which
shall be restrict to:
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(a) Notices of Union recreational and social affairs;
(b) Notices of Union elections:
(c) Notices of Union appointments and results of Union elections;
(d) Notices of Union Meetings;
(e) Other notices of bona fide Union affairs which are not vulgar, obscene. political or
libelous in nature
XI. SENIORITY
Section 1
New employees may acquire seniority by working six (6) continuous months, in which event
the employee's seniority will date back to the date of hire into the department. When the employee
acquires seniority, his/her name shall be placed on the seniority list, in the order of his/her seniority
date.
An up-to-date seniority list shall be furnished to the Union every six (6) months.
An employee shall lose his seniority for the following reasons:
(a) If the employee resigns or retires;
(b) If the employee is discharged and not reinstated;
(c) If the employee is absent from work for three (3) consecutive working days without
properly notifying the Employer, unless a reason satisfactory to the Employer is
Oven:
(d) If the employee does not return to work at the end of an approved leave;
(e) If the employee does not return to work when recalled from a layoff except that, an
employee shall not lose seniority if within three (3) days of receipt of notice of recall
to work. he gives a written notice to the Employer of his intent to return to work
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within five (5) days of the receipt of such notice and does return within the five (5)
day period. Consideration may be given by the Employer of reasons given by an
employee who has given notice but fails to return within the five (5) day period.
Notice of recall shall be by Certified Mail-Return Receipt Requested and mailed to
the employee's last know address.
(f) Employees shall not acquire seniority during periods of Leave of Absence for
educational leave for bidding process and days off.
Section 2
Shift preference will be granted at Children's Village on the basis of seniority, within the
classification, provided the employee meets the qualifications for the vacancy.
Vacancies created by employee separation, promotion, or transfer out of Children's Village
shall be subject to seniority bidding. The Employer shall determine assignments based on the needs
of Children's Village.
XII. LAYOFF, RECALL AND TRANSFERS
(a) If and when it becomes necessary for the Employer to reduce the number of
employees in the work force, the employees will be laid off in reverse order of their seniority, based
on capability of performing available jobs and shall be recalled in order of their seniority.
(b) The Employer will endeavor to notify the Union at such time as the Employer
anticipates the laying off of employees represented by this bargaining unit.
XIII. TEMPORARY CHANGE OF RATE
In cases in which an employee's temporary assignment includes taking over the ultimate
responsibilities inherent in a higher level job and the temporary assignment is for more than thirty
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(30) consecutive working days, the base salary rate for the classification assigned will be paid during
the period the employee is required to work in the higher class, retroactive to the day in which the
temporary assignment began. In the event the base rate of the higher class is lower than the
employee's regular rate, the employee will be paid at the next higher step over their regular rate.
XIV. PROMOTIONS
(a) Promotions made within the bargaining unit shall be carried out in a manner
consistent with the provisions of the Oakland County Merit System.
(b) Any opportunity for possible promotion within the bargaining unit shall be posted.
Notice will be sent to the Local Union President or his/her designee for posting on
the Union bulletin board,
(c) All employees represented by this bargaining unit who meet the minimum
qualifications, shall have the opportunity to apply.
XV. GENERAL CONDITIONS
Section 1
The Union shall be notified in advance of anticipated permanent major changes in working
conditions and discussions shall be held thereon.
Section 2
The re-employment rights of employees and probationary employees who are veterans will be
limited by applicable laws and regulations.
Section 3
Employees elected to any permanent full-time union office or selected by the Union to do
work which takes them from their employment with the County shall, at the written request of the
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Union, be granted a leave of absence without pay. The leave of absence shall not exceed two (2)
years, but it may be renewed or extended for a similar period at any time upon the written request of
the Union.
Any employee on approved Union leave of absence will continue to accumulate Union
seniority while on leave but will not receive credit toward "Length of Comity Service" for fringe
benefit purposes under Rule 22, Oakland County Merit System,
Section 4
When any position not listed on the wage schedule is filled or established, the County may
designate a job classification and rate structure for the position. In the event the Union does not
agree that the classification rate or structure are proper, the Union shall have the right to submit the
issue as a grievance through the grievance procedure within a sixty (60) day period.
Section 5
In the event that any other represented unit, other than a unit containing employees eligible
for Act 312 Police/Fire Compulsory Arbitration, negotiates a contract with the County of Oakland
containing any form of union security, the same right will automatically be given to this unit.
Section 6
Special conferences will be arranged between the Local President and the Employer upon the
request of either party. Unless otherwise agreed, such meetings shall be between at least two (2)
representatives of the Employer and no more than three (3) representatives of the Union. Unless
otherwise agreed, arrangements for such special conferences shall be made at least twenty-four (24)
hours in advance, and the conference shall be scheduled within ten (10) working days after the
request is made. An agenda of the matters to be taken up at the meeting, together with the names of
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the conferees representing the requesting party, shall be presented at the time the conference is
requested. Matters taken up in special conferences shall be confined to those included in the agenda.
Such conferences shall be held during regular working hours. Members of the Union shall not lose
time or pay for time spent in such special conferences and no additional compensation will be paid
for such employees for time spent in such conferences beyond regular working hours.
A representative of the G.E.L.C. may attend the special conference.
Section 7
Any employee required to work overtime which is not contiguous to the employee's regular
work schedule shall be entitled to a minimum of two (2) hours work or pay for weekdays and three
(3) hours work or pay for weekends or holidays at the time-and-one-half rate. (Weekdays are defined
as the first five (5) days of work which are part of an employee's regular work schedule.)
Section g
Once the holiday schedule is posted, employees will not be removed from the schedule
without mutual agreement except under exigent circumstances as determined by the Employer.
Section 9
All Children's Village Case Coordinator I and II will be paid at the overtime rate when the
total hours worked in their regular work week exceeds 40. They will be excluded from the
provisions of Merit Rule 2.10.1.2.
Section 10
The employer has established a "Quarterly Master" system for the appropriate disbursement
of County recognized uniform items for Children's Village employees.
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Section 1 I
Shelter Care shall be a separate assignment and will be determined by Management as
vacancies occur. Selections may be made from those employees providing notice of interest.
Vacancies may also be filled with new hires and/or PTNE. If employee is denied vacancy bid to
Shelter Care he/she may request to meet with Management in a special conference.
XVI, MAINTENANCE OF CONDITIONS
Wages, hours and conditions of employment in effect at the execution of this agreement shall,
except as improved herein, be maintained during the term of this agreement. No employee shall
suffer a reduction in such benefits as a consequence of the execution of this agreement except that
some benefits may be increased or decreased in the process of negotiations between the parties and
made a part of the final agreement.
XVII. HOLIDAY LEAVE
Effective December 1, 2010, the provisions of the Oakland County Merit System in the
Oakland County Employee's handbook concerning holidays, holiday pay, premium pay on holidays,
and overtime on holidays, shall not apply to Youth Specialist land 11, First Cooks, Second Cooks,
and General Staff Nurses with respect to President's Day and Veteran's Day.
Effective the first pay period following December 1 of each year, bargaining unit members
shall receive three (3) days of holiday leave. Employees hired after December 1 shall receive one (1)
day of holiday leave every four (4) months based on the following schedule:
December 1 - March 31 = 3 days of holiday leave
April J - July 31 2 days of holiday leave
August 1 - November 30 = 1 day of holiday leave
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EXAMPLE: An employee hired on May 1 would receive two (2) days of holiday
leave for that annual period.
Employees separating from County service or leaving the bargaining unit for other reasons
shall be entitled to have their holiday leave, or part thereof, paid off between their date of separation
or leaving the bargaining unit and the prior December 1 based on the following schedule:
December 1 - March 31 = 1 day of holiday leave
April 1 - July 31 — 2 days of holiday leave
August 1 - November 30 = 3 days of holiday leave
EXAMPLE: An employee separating or leaving the bargaining unit February 1 would be
entitled to be paid off for one (1) day of holiday leave for that annual period.
Should an employee have used more holiday leave at the time of separation or leaving the
bargaining unit than they would be entitled in accordance with the above formulas, the employer will
subtract from the employee's annual leave bank the number of days used in excess of those earned.
Employees separated from county service or leaving the bargaining unit shall be paid for their
unused accumulation of Holiday Leave at the salary rate the employee is being paid on his or her last
day of actual work in the bargaining unit. This payment shall be at the employees straight time rate.
Scheduling and use of holiday leave shall be subject to the following restrictions:
( I ) Holiday leave shall be used and scheduled in the same manner as annual leave,
(2) Employees may not accumulate holiday leave from one year to the next year.
Employees shall be paid for any unused holiday leave for the period December 1
to November 30 on the first payday following the end of the pay period which
includes November 30. Payment for unused holiday leave shall be at the employee's
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straight time rate of pay on November 30.
(3) The one floating holiday which all employees have enjoyed in the past will not be
subject to the above regulations, but will continue to be governed by the provisions
of Merit Rule 2612.
XVIII. ECONOMIC MATTERS
Wages and fringe benefits are attached hereto as Appendix A and Appendix B.
XIX. RESOLUTION OF ALL MATTERS
The provisions of this labor agreement include resolution of all matters which remained at the
time of settlement as issues of negotiations and upon which settlement was reached.
XX. SAVINGS CLAUSE
The Union recognizes the right and duty of the County of Oakland and the Children's Village
to operate and manage its affairs in accordance with the State of Michigan Constitutional provisions
and statutes and such Constitutional provisions and statutes shall take precedence over any conflict
provisions which might be contained in this Agreement. If any article or section of this agreement or
any appendix or supplement thereto should be held invalid by any Constitutional provision,
operation of law or by any tribunal of competent jurisdiction, or if compliance with or enforcement
of any article or section should be restrained by such tribunal, the remainder of this Agreement shall
not be affected thereby.
X.X.I. DURATION
This agreement shall remain in full force and effect until midnight. September 30. 2013. It
shall be automatically renewed from year to year thereafter unless either party shall notify the other
in writing, sixty (60) days prior to the anniversary date, that it desires to modify this agreement. In
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the event that such notice is given, negotiations shall begin not later than sixty (60) days prior to the
anniversary date. This agreement shall remain in full force and be effective during the period of
negotiations and until notice of termination of this agreement is provided to the other party in the
manner set forth in the following paragraph.
In the event that either party desires to terminate this agreement, written notice must be given
to the other party no less than ten (10) days prior to the desired termination date which shall not be
before the anniversary date set forth in the preceding paragraph.
It is agreed and understood that the provisions contained herein shall remain in full force and
effect so long as they are not in violation of applicable statutes and ordinances and remain within the
jurisdiction of the County of Oakland.
Governmental Employees COUNTY OF OAKLAND, a Michigan
Labor Council Constitutional Corporation
Bill Bullard, Jr., Chairperson
Board of Commissioners
Oakland County Executive
L. Brooks Patterson. County Executive
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CHILDREN'S VILLAGE EMPLOYEES
APPENDIX A
FY 2011 BI-WEEKLY SALARIES
The following merit bi-weekly salary schedule shall prevail for the period beginning the first
pay period after the execution of this agreement:
Classification Base 1 Year 2Year 3Year 4Year 5 Year 6 Year
Account Clerk I 1069.33 1133.94 1198.66 1263.36 1328.07 1392.85
Account Clerk II 1186,13 1257,89 1329.66 1401.28 1473.15 1544.73
Child Village Intake Clerk 1126,07 1194.09 1262.27 1330.35 1398.39 1466.58
Clerk 879.75 935.01 99337 1052.73 1111.58 1170.55 1229.23
First Cook 1015.29 1076.78 1138.33 1199.72 1261.22 1322,78
General Clerical 869.61
General Staff Nurse 1756.72 1854.83 1952.73 2050,90 2148.87 2246.93
Office Assistant I 974.29 1034.41 1094.59 1154.75 1215.06 1275.27
Office Assistant II 1069.33 1133.94 1198.66 1263,36 1328.07 1392.85
Second Cook 935.00 993.77 1052,73 1111.58 1170.55 1229.23
Secretary I 1126.07 1194.09 1262.27 1330.35 1398.39 1466.58
Children's "Village Case Coon I 1545.02 1638.10 1731.51 1824.62 1917.81 2011.19
Children's Village Case Coor. II 1749.94 1855.52 1960.99 2066.79 2172.34 2278.01
Youth Specialist I 1149.43 1219,07 1288.69 1358.16 1427.63 1497.30
Youth Specialist II 1247.72 1323.10 1398.52 1473.90 1549.35 1624.62
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FY 2012
Wage re-opener.
FY 2013
Wage re-opener.
CHILDREN'S VILLAGE EMPLOYEES
APPENDIX B
For the following fringe benefits, refer to the Oakland County Employee's Handbook:
1, Injury 011 the Job
2. Holidays
3. Leave of Absence
4. Death Benefits
5. Longevity
6. Medical and Master Medical Coverage
7. Sick Leave/Personal Leave
8. Retirement
9. Annual Leave
10. Income Continuation Coverage
11. Dental Coverage
12. Tuition Reimbursement
II
(a) Effective with the execution of this agreement, employees required to drive their
personal vehicles on official County business shall receive mileage reimbursement in accordance
with the current IRS rate.
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(b) Any previous practice of paying mileage on a "home to home" basis for employees
working overtime is eliminated.
(e) In the event there is a Federal Tax placed on gasoline for the purpose of energy
conservation, the Employer agrees to discuss the matter with the Union.
In
Any improvement in the shift differential bonus applied to non-represented employees during
the term of the agreement which exceeds the rates currently paid to these represented employees
shall be applied to members of this bargaining unit at the same time and in the same manner as
applied to the non-represented employees.
Iv
Furthermore, with the execution of this agreement, employees represented by this
bargaining unit shall have bi-weekly health care contributions, as set forth in Misc. Res.
#07216 as follows:
Employees hired prior to 5/31/03:
Single 2 Person Family
PPO $32 $65 $75
POS $26 $52 $60
CMM S 8 $20 $32
HAP $52 $89 $94
TRAD $52 S89 $94 (no longer open for new enrollment)
Employees hired on or after 5/31/03:
PPO No Change
P05 No Change
CMM $ 8 $20 $32
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Benefits 2012
Medical. Dental and Optical re -opener.
Benefits 2013
Medical. Dental and Optical re -opener.
V
Childrens Village management continues to be interested in maintaining an overtime policy
that both meet the needs of the Village management and its employees. As such, management agrees
to meet, upon request of the union to discuss any concerns that may arise with the overtime.
FISCAL NOTE ,(MISC.10280_ November 3, 2010
13‘if FINANCE COMMITTEE, TOM MIDDLETON. CHAIRPERSON
IN RE: HUMAN RESOURCES DEPARTMENT — FISCAL YEAR 2011 - 2013 LABOR AGREEMENT
FOR EMPLOYEES REPRESENTED BY THE GOVERNMENT EMPLOYEES LABOR COUNCIL
TO THE OAKLAND COUNTY BOARD OF COMMISSIONERS
Chairperson, Ladies and Gentlemen:
Pursuant to Rule XII-C of this Board, the Finance Committee has reviewed the above-referenced
resolution and finds:
1. The County of Oakland and the Government Employees Labor Council have negotiated a
three-year agreement beginning October 1, 2010 through September 30, 2013 for
approximately 122 Children's Village Employees.
2. This agreement provides for a 1.5% wage reduction for Fiscal Year 2011, which equates
to $77,700 in salaries and $34,266 in related fringe benefits for a total of $111,966.
3, To recover any retroactive amount for Fiscal Year 2011 employees represented by this
bargaining unit shall have a deduction from the first three pays following the execution of
this agreement.
4. The agreement further provides for a wage re-opener and health, dental, and optical re-
opener for FY 2012 and FY 2013.
5. The 1.5% wage reduction is included in the FY 2011 Adopted Budget. Therefore, no
amendment is recommended.
FINANCE COMMITTEE
FINANCE COMMITTEE
Motion carried unanimously on a roll call vote.
Resolu:ion #10286 November 3, 2010
Moved by Long supported by Coleman the resolutions with fiscal notes attached) on the Consent
Agenda be adopted (with accompanying reports being accepted).
AYES. Bullard, Burns. Coleman, Coulter, Douglas, Gershenson, Gingell, Gosselin, Greirnel,
Hatchett. Jackson, Jacobsen, Long, McGi livray, Middleton, Nash, Potts, Runestad, Scott, Taut.
Woodward, Zack. (22)
NAYS: None. (0)
A sufficient majority having voted in favor, the resolutions (with fiscal notes attached) on the Consent
Agenda were adopted (with accompanying reports being accepted).
I HEW
STATE OF MICHIGAN)
COUNTY OF OAKLAND)
Ruth Johnson, Clerk of the County of Oakland, do hereby certify that the foregoing resolution is a true
and accurate copy of a resolution adopted by the Oakland County Board of Commissioners on November
3. 2010, with the original record thereof now remaining in my office,
In Testimony Whereof, I have hereunto set my hand and affixed the seal of the County of Oakland at Pontiac, Michigan this 3 of November, 2010.
Ruth Johnson, County Clerk