HomeMy WebLinkAboutResolutions - 1977.07.21 - 105558054 July 7, 1977 Miscellaneous Resolution
BY: PERSONNEL COMMITTEE - John J. McDonald, Chairman
IN RE: 1977-1978 LABOR AGREEMENT FOR EMPLOYEES REPRESENTED
BY LOCAL 2437, CASEWORKERS, AMERICAN FEDERATION OF
STATE, COUNTY AND MUNICIPAL EMPLOYEES, AFL-CIO
TO THE OAKLAND COUNTY BOARD OF COMMISSIONERS
Mr. Chairman, Ladies and Gentlemen:
WHEREAS the Oakland County Probate Court, the County of Oakland and
Local 2437 of the American Federation of State, County and Municipal
Employees, AFL-CIO, have been negotiating a contract covering 73 casework
employees of the Oakland County Probate Court; and
WHEREAS a two-year agreement has been reached with the Caseworker
unit for the period January 1, 1977 through December 31, 1978, and said
agreement has been reduced to writing; and
WHEREAS said agreement has been reviewed by your Personnel Committee
which recommends approval of the agreement,
NOW THEREFORE BE IT RESOLVED that the agreement between the Oakland
County Probate Court, the County of Oakland, the casework employees, and
Local 2437, American Federation of State, County and Municipal Employees,
AFL-CIO, be and the same is hereby approved; and that the Chairman of this
Board, on behalf of the County of Oakland, be and is hereby authorized to
execute said agreement, a copy of which is attached hereto.
The Personnel Committee, by John J. McDonald, Chairman, moves the
adoption of the foregoing resolution.
PERSONN
(:'.-1.44/20,cotec
hn J. McDonald, CYlairman
'
FOVrTFIS 9REGOING RESOLUTION!
FISCAL NOTE:
BY: FINANCE COMMITTEE, PAUL E, KASPER, CHAIRMAN
IN RE: MISC. RES. #8054 - 1977-1978 LABOR AGREEMENT FOR EMPLOYEES
REPRESENTED BY LOCAL 2437, CASEWORKERS, AMERICAN FEDERATION
OF STATE, COUNTY AND MUNICIPAL EMPLOYEES, AFL-CIO
TO THE OAKLAND COUNTY BOARD OF COMMISSIONERS
Mr. Chairman, Ladies and Gentlemen:
Pursuant to Rule XI-C of this Board, the Finance Committee has
reviewed Misc. Res. #8054 and finds that funds in the amount of $52,101
are available in the Non-Departmental line-item, Salary Adjustments. Said
funds to be transferred to the appropriate salary line-items as follows:
Juvenile Court - Casework
Foster Care 4 Adoption
Intake Investigation
Volunteer Programs
Youth Assistance
Children's Village - Administration
Child Care
$20,950
6,153
4,030
1,706
16,658
$49,497
$ 1,137
1,467
$ 2,604
FINANCE COMMITTEE
Paul E. Kasper, Chairman
THE OAKLAND COUNTY PROBATE COURT
AND
THE COUNTY OF OAKLAND
AND
THE AMERICAN FEDERATION OF STATE, COUNTY
AND MUNICIPAL EMPLOYEES, AFL-CIO COUNCIL 23
PROBATE COURT CASEWORKER EMPLOYEES
Collective Bargaining Agreement
1977 - 1978
AGREEMENT
This agreement is made and entered into on this
day of , A.D., 1977, by and between the Oakland County Probate
Court and the Oakland County Board of Commissioners, hereinafter referred to
collectively as the "Employer", and Local 2437, American Federation of State,
County and Municipal Employees, AFL-CIO, hereinafter referred to as the "Union".
It is the desire of both parties to this agreement to continue to work
harmoniously and to promote and maintain high standards, between the Employer
and employees, which will best serve the citizens of Oakland County.
I. RECOGNITION
The Employer recognizes the Union as the exclusive representative
of the Casework employees of the Oakland County Probate Court, 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, as amended:
All employees of the Oakland County Probate Court;
excluding confidential employees, professional employees
executives and supervisors.
II. MANAGEMENT RESPONSIBILITY
The right to hire, promote, discharge or discipline, 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.
III. 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. All 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. However, an employee shall continue to
be subject to Check-off deductions which he has authorized when he may be
transferred from this bargaining unit to another bargaining unit represented
by Local 2437, Council 23, American Federation of State, County and Municipal
Employees.
(c) Any employee may voluntarily cancel or revoke the Authorization
for Check-off deduction upon written notice to the Employer and the Union
during the fifteen (15) day period prior to the expiration date of this
agreement.
(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.
IV. BASIS OF REPRESENTATION
Section 1
There shall be one steward and an alternate steward.
(2)
Stewards will be permitted to leave their work, after obtaining
approval of their respective supervisors and recording their time, for
the purpose of adjusting grievances in accordance with the grievance
procedure and for reporting to the grievant a change in status of his
grievance. Permission 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.
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 Local President or Chief Steward, or both, upon sufficient notice
to the Employer, may substitute for a member or members of the Grievance
Committee.
The Employer shall meet whenever necessary, at a mutually
convenient time, with the union grievance cotmittee. The purpose of
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.
(3)
Section 4 - Bargaining Committee
The Employer agrees to recognize one bargaining committee representing
both the Probate Caseworker and Non-Caseworker bargaining units, such committee
shall be composed of not more than five (5) members selected by the Union and
certified in writing to the Employer. The Local President may participate as
an additional member of the bargaining committee.
NOTE: This combined Caseworker and Non-Caseworker Bargaining
Committee is also referred to in Article IV of the
Probate Non-Caseworker current collective bargaining
agreement.
V. GRIEVANCE PROCEDURE
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 steward, who shall
attempt to resolve the grievance informally. In the event the steward is called,
he shall be released from his duties as soon as possible, but in any event,
no later than the beginning of his shift the next day. Dismissals, suspensions,
demotions and disciplinary actions of any type shall not be a subject for the
grievance procedure but shall be processed according to the procedures of the
Personnel Appeal Board.
Step l
If the grievance is not settled informally, it shall be discussed with
the steward and shall be reduced to writing, signed by the grievant
and submitted to his immediate supervisor.
Step 2
The written grievance shall be discussed between the steward and the
immediate supervisor, and the Chief Steward if so desired. The
•(4)
supervisor will attempt to adjust the matter and will give his written
decision within five (5) days (excluding Saturday, Sunday and holidays)
of receipt of the written grievance.
Step 3
A grievance not settled at Step 2 may be submitted to the Grievance
Committee within five days (excluding Saturday, Sunday and holidays)
of the date of the receipt of the immediate supervisor's written reply.
Any grievance not submitted to the Grievance Committee by written
notification to the Employer within five days shall be considered
dropped. A meeting on the grievance shall be held by the Grievance
Committee within ten (10) days unless the time is extended by mutual
agreement of both parties and the Employer will submit its written
position on the grievance to the Local President within seven (7)
working days following the Grievance Committee meeting.
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.
If the parties fail to select an arbitrator, one will be selected
under the rules of the American Arbitration Association.
Any grievance not appealed, from a decision in one of the steps of
the grievance procedure, to the next step as prescribed, shall be considered
dropped and the last decision final and binding, except that time limits may
be extended by mutual agreement of the parties.
VI. 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
(5)
of the President of the Union local, which shall be restricted to:
(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
political or libelous in nature.
VII. SENIORITY
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 name shall be placed on the seniority list, in the order of his
seniority date.
Combined seniority shall be accumulated by an employee for
work performed in the present two represented units in Probate Court and,
in addition, an employee in either unit shall be credited for service
performed in non-represented Probate Court classifications. This combined
accumulated seniority during the period of any layoff can be utilized as
described in Article VIII (a), hereinafter set forth, only within the
bargaining unit in which the employee is employed at the time of
layoff.
An up-to-date seniority list shall be furnished to the Union
every three (3) months.
An employee shall lose his seniority for the following reasons:
(a) If the employee resigns or retires;
(6)
(b) If the employee is discharged, and not reinstated;
. (c) If the employee is absent from work for three consecutive
working days, without properly notifying the Employer,
unless a satisfactory reason is given;
(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 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 any employee who has given notice but
fails to return within the five (5) day period.
VIII. 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 seniority order, based on capability of performing available jobs
and shall be recalled in the same order.
(b) If and when an employee is permanently transferred to
another division within the Department, the President or Chief Steward
shall be notified of said transfer by the Employer.
IX. PROMOTIONS
All promotions within the bargaining unit shall be made on the
basis of competitive examination as provided for in the Oakland County Merit
(7)
System. The employer will make his selection for promotion from the three
highest ranking candidates who have passed the promotional examination.
X. 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 provisions of this agreement shall be applied equally and
without favoritism to all employees in the bargaining unit. There shall be
no discrimination as to age, sex, marital status, race, color, creed,
national origin or political affiliation. The Union shall share equally with
the Employer the responsibility for applying this provision of the agreement.
Section 3
The reemployment rights of employees and probationary employees who
are veterans will be limited by applicable laws and regulations.
Section 4
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 Union be granted a leave of
absence without pay. The leave of absence shall not exceed two (2) years,
but it shall 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 County Service" for fringe benefit purposes under Rule 22, Oakland
County Merit System.
(8)
Section 5
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 six (6) month
period.
Section 6
In the event that any other represented unit negotiates a contract
with the County of Oakland containing any form of union security, the same
right will automatically be given to the units covered under this agreement.
Section 7
Special conferences for important matters may be arranged at a
mutually convenient time between the Local President and the Employer or its
designated representative upon the request of either party. Such meetings
shall be between at least two representatives of the Employer and no more
than three employee representatives of the Union and the Staff Representative,
if so desired. Arrangements for such special conferences shall be made in
advance and an agenda on the matters to be taken up at the meeting 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. The
members of the Union shall not lose time or pay for time spent in such
special conferences.
Section 8
If a medical divergence of opinion occurs between the employee's
doctor and management's doctor with respect to whether the employee is able
to return to work from a non-work related illness or injury, the parties may,
by mutual agreement, refer the employee to a clinic or physician mutually
agreed upon for a decision as to whether or not he or she is able to return
to work.
(9)
The expense of any mutually agreed to examination, in accordance
with the above provision, shall be paid one-half by the employee and one-half
by the County. Employees shall be eligible to request utilization of this
provision only upon posting an amount with the Employer sufficient to cover
his or her portion of the anticipated expenses, or signing a waiver to
provide withholding of said amount from any future earnings or other payments
awed the employee by the Employer.
If either of the parties disagree on the necessity of the third
opinion, the disagreeing party will provide a letter of explanation to the
other party for purposes of communication.
Section 9
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 10
All supplemental agreements shall be subject to the approval of the
Employer and the Council and/or International Union. They shall be approved
or rejected within a period of forty-five (45) days following the date of the
agreement between the parties.
XI. 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
(10)
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.
XII. 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.
XIII. ECONOMIC MATTERS
Wages and other economics are attached hereto as Appendix A and
Appendix B.
XIV. 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 in writing, 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 agreement.
XV. DURATION
This agreement shall remain in full force and effect until midnight,
December 31, 1978. It shall be automatically renewed from year to year
thereafter unless either party shall notify the other, in writing, sixty (60)
(11)
days prior to the anniversary date, that it desires to modify this
agreement. In 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 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.
The Union recognizes the right and duty of the Probate Court 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 conflicting 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.
(12)
AMERICAN FEDERATION OF STATE,
COUNTY AND MUNICIPAL EMPLOYEES
METROPOLITAN COUNCIL NO. 23
AFL-CIO, LOCAL 2437
Constitutional Co *o ,atj,,,..
/dr
B
Aridiaiiia 41// , , - ..- 011 Pr
40
/4( n .....,.."
Wa1lac5'7 "r a. er , Jr., Chai
Board of Commissioners
OAKLAND COUNTY PROBATE COURT
tI2,ez_z
Judge Donald E. Adams
Senior Probate Judge
COUNTY OF OAKLAND, a Michigan
CASEWORKER AGREEMENT
APPENDIX A
SALARIES
(a) The following merit salary schedule shall prevail for the period from
January 1, 1977, through June 30, 1977:
CLASSIFICATION
Boys Boarding Home Supervisor
Child Welfare Worker I
Child Welfare Worker I - Asst. County Agent*
Child Welfare Worker II
Child Welfare Worker II - Asst. County Agent*
Child Welfare Worker II - County Agent*
Child Welfare Worker Trainee
Juvenile Court Intake Worker
BASE 6 MO. 1 YEAR 2 YEAR 3 YEAR
13,035 13,773 14,510 16,010 16,875
11,360 12,198
11,360 12,198
13,035 13,773 14,510 16,010 16,875
13,035 13,773 14,510 16,010 16,875
13,035 13,773 14,510 16,010 16,875
10,000 FLAT RATE
17,406 18,283
(b) The following merit salary schedule shall prevail for the period from
July 1, 1977, through December 31, 1977:
CLASSIFICATION
Boys Boarding Home Supervisor
Child Welfare Worker I
Child Welfare Worker I - Asst. County Agent*
Child Welfare Worker II
Child Welfare Worker II - Asst. County Agent*
Child Welfare Worker II - County Agent*
Child Welfare Worker Trainee
Juvenile Court Intake Worker
BASE 6 MO. 1 YEAR 2 YEAR 3 YEAR
13,165 13,911 14,655 16,170 17,094
11,474 12,320
11,474 12,320
13,165 13,911 14,655 16,170 17,094
13,165 13,911 14,655 16,170 17,094
13,165 13,911 14,655 16,170 17,094
10,000 FLAT RATE
17,580 18,466
*The County will supplement the State wage portion to the extent that the total
salary will equal the rate shown in this schedule.
2 YEAR
17,153
3 YEAR
18,314
(c) The following merit salary schedule shall prevail for the period from
January 1, 1978, through June 30, 1978:
CLASSIFICATION
Boys Boarding Home Supervisor
Child Welfare Worker I
Child Welfare Worker I - Asst. County Agent*
Child Welfare Worker II
Child Welfare Worker II - Asst. County Agent*
Child Welfare Worker II - County Agent*
Child Welfare Worker Trainee
Juvenile Court Intake Worker
BASE 6M0. 1 YEAR 2 YEAR 3 YEAR
13,695 14,467 15,241 16,817 17,828
11,933 12,813
11,933 12,813
13,692 14,467 15,241 16,817 17,828
13,692 14,467 15,241 16,817 17,828
13,692 14,467 15,241 16,817 17,828
10,423 FLAT RATE
18,283 19,205
(d) The following merit salary schedule shall prevail for the period from
July 1, 1978, through December 31, 1978:
CLASSIFICATION
Boys Boarding Home Supervisor
Child Welfare Worker I
Child Welfare Worker I - Asst. County Agent*
Child Welfare Worker II
Child Welfare Worker II - Asst. County Agent*
Child Welfare Worker II - County Agent*
Child Welfare Worker Trainee
Juvenile Court Intake Worker
BASE 6 MO. 1 YEAR
13,966 14,756 15,546
12,172 13,069
12,172 13,069
13,966 14,756 15,546
13,966 14,756 15,546
13,966 14,756 15,546
10,631 FLAT RATE
18,649 19,689
17,153 18,314
17,153 18,314
17,153 18,314
*The County will supplement the State wage portion to the extent that the total
salary will equal the rate shown in this schedule.
• ,•
CASEWORKER AGREEMENT
APPENDIX B
For the following fringe benefits refer to the Oakland County
Employees' Handbook:
I. Injury on the Job
*2. Holidays
3. Leave of Absence
4. Life Insurance
5. Longevity
6. Master Medical Insurance
7. Sick Leave
**8• Retirement
9. Annual Leave
***10. Income Continuation Insurance
****11. Dental Insurance
*****12. Tuition Reimbursement
* Merit Rule 26, "Legal Holidays", will be revised prior to April 1, 1977,
eliminating Good Friday holiday provisions and adding provisions for a
Floating Holiday. This non-accruable holiday may be used by employees who
have completed three months service, with prior permission, as a religious
holiday, for an employee's birthday, or for other purposes desired by the
employee. There shall be no premium pay in conjunction with this day and the
department head shall be responsible for considering the best interest of the
department and County service when approving use of the Floating Holiday.
** Effective January 1, 1978, employees hired after this date will not be
eligible to include final sick leave or annual leave payments as part of
their "Final Average Compensation" for the purpose of computing retirement
benefits.
*** Effective January 1, 1977, in the event an employee has previously received
income continuation insurance, benefits will begin on the day following the
day the disability has lasted for a continuous number of work days equal
to seventy percent (70%) of the number of sick leave days the employee has
earned since he or she last utilized income continuation insurance.
. _
APPENDIX B (con't)
**** The $500 lifetime maximum, applied to Type C expenses in connection with
fixed bridge work, will no longer be in effect.
***** Effective May 1, 1977, a maximum reimbursement limit of $350 per semester
will be established. Effective January 1, 1978 the maximum reimbursement
limit shall be increased to $400 per semester (the current two class limit
per semester will not change). Employees accepted to degree programs prior
to October 1, 1977 will not be subject to the dollar limination providing
their progress in the program is continuous as set forth in the revised
Merit Rule #20.
II
Effective January 1, 1977, employees required to drive their personal vehicle
on official County business shall receive sixteen (16) cents per mile.
Effective January 1, 1978, employees required to drive their personal vehicles
on official County business shall receive seventeen (17) cents per mile. (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.)
The past practice of paying mileage on a "home to home" basis for employees
working overtime is to be eliminated.
III
COUNTY AGENT AND ASSISTANT COUNTY AGENT FRINGE BENEFITS
(a) Mileage
These employees will not be eligible to receive mileage reimbursement from
the County for driving their private vehicle on employment related business.
(b) Health and Dental Insurance
These employees will receive the above benefits consistent with other
full-time eligible County employees.
.•
..':
APPENDIX B (con't)
(c) Life Insurance Coverage, Retirement Plan and Longevity Pay
All coverages and the required life insurance contribution shall be
calculated on only the County portion of the employees' salary.
(d) Income Continuation Insurance
These benefits are to be calculated on the employees' combined County
and State salary.
#8054 July 21, 1977
21st this
Moved by McDonald supported by Olson the report be accepted and Resolution #8054
be adopted.
AYES: Fortino, Gabler, Gorsline, Hoot, Kasper, Kelly, Lanni, McConnell, McDonald,
Moffitt, Montante, Moxley, Murphy, Olson, Page, Patterson, Perinoff, Pernick, Peterson,
Price, Roth, Simson, Wilcox, Aaron, Daly, DiGiovanni, Doyon. (27)
NAYS: None. (0)
A sufficient majority having voted therefor, the report was accepted and
Resolution #8054 was adopted.
STATE OF MICHIGAN)
COUNTY OF OAKLAND)
1, Lynn D. Allen, Clerk of the County of Oakland and
having a seal, do hereby certify that I have compared the annexed copy of
Miscellaneous Resolution #8054 adopted by the Oakland County Board of
Commissioners at their meeting held on July 21, 1977
with the original record thereof now remaining in my
office, and that it is a true and correct transcript
therefrom, and of the whole thereof.
In Testimony Whereof, I have hereunto set my hand and
affixed the seal of said County at Pontiac, Michigan
day of July 19 27..
Lynn D. Allen Clerk
By Deputy Clerk