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HomeMy WebLinkAboutResolutions - 1985.02.14 - 10969Miscellaneous Resolution # 85006 February 14, 1985 BY: PERSONNEL COMMITTEE - John J. McDonald, Chairperson IN RE: PROBATE COURT - 1984 - 1985 LABOR AGREEMENT FOR EMPLOYEES REPRESENTED BY LOCAL 2437, CASEWORKERS, COUNCIL 25, AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES, AFL-CIO TO THE OAKLAND COUNTY BOARD OF COMMISSIONERS Mr. Chairperson, Ladies and Gentlemen: WHEREAS the Oakland County Probate Court, the County of Oakland and Local 2437, Council 25, American Federation of State, County and Municipal Employees, AFL-CIO, have been negotiating a contract covering 77 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, 1984 through December 31, 1985, 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, said Local 2437, Council 25, American Federation of State, County and Municipal Employees, AFL-CIO, be and the same is hereby approved; and that the Chairperson 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. Mr. Chairperson, on behalf of the Personnel Committee, I move the adoption of the foregoing resolution. PERSONNEL COMMITTEE SUMMARY OF TENTATIVE AGREEMENT WITH PROBATE COURT EMPLOYEES (The summary which follows covrs both the Probate Caseworker and Probate Non-Caseworker Labor Agreements) DURATION Two year; 01/01/84 through 12/31/85 WAGES 01/01/84 - 3.5% all classifications 01/01/85 - 4.62% all classifications "Me-Too" with non-union for any additional general salary increases during term of agreement. LONGEVITY Employees hired/rehired after 7/1/84 no longer eligible for service increment. MAINTENANCE OF MEMBERSHIP Voluntary withdrawal from payroll deduction of Union dues may occur during the period December 16 through December 31 of any calendar year. AGENCY SHOP "ME-TOO" LANGUAGE 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 the unit covered under this agreement. RETIREMENT "Me-Too" to any "improvements" during duration of contract; non union employees. PART-TIME NON-ELIGIBLE EMPLOYEES Part-time non-eligible would be eligible for benefits and status after 1,000 hours worked. (Increase in part-time employee hours from 520 to 1,000.) Not eligible for benefits or status with less than 1,000 hours. TEMPORARY CHANGE OF RATE Revise current language to include all represented employees when substituting 5 or more consecutive work days in higher classification. To include employees on annual leave, leave without pay but not sick leave less than 30 working days. SUMMARY OF TENTATIVE AGREEMENT WITH PROBATE COURT EMPLOYEES -2- COUNTY JUVENILE OFFICERS (SEPARATE UNDERSTANDING) The following changes will be effective provided the Board of Commissioners authorizes establishment of seven Child Welfare Worker positions to accept place- ment of the current one County Juvenile Officer and six Assistant County Juvenile Officer state/county employees. The changes also are dependent upon all seven County Officer/Assistant County Officer completing the necessary forms for electing Option C employment under the County Juvenile Officer statute. All County Juvenile Officers immediate merit system status as of completion of requirements stated above. Job security language to be included which will credit those classified as County Juvenile Officers prior to this change with total department seniority (seniority to include time as a County Juvenile Officer) and which will provide for con- sidering these employees with those in non-grant funded positions in case of layoff. Employees covered by this understanding will have their benefit dates and sick leave balances adjusted to recognize regular County employment prior to becoming County Juvenile Officers, CLASSIFICATION ISSUES Study Committee of Union and Management will review classification issues in order to prepare recommendations for consideration in 1986 contract negotiations. PROMOTIONS County pick from top five candidates on promotional lists. UNION PRESIDENT One-hour release time per day, not to exceed ten (10) hours within a pay period providing normal work load is maintained. FRINGE BENEFITS Re-opener on life insurance, sick leave and income continuation insurance. GRAND TOTAL $ 68,584 $ 19,344 $ 87,928 SCHEDULE A PROBATE COURT - CASEWORK ESTIMATED UNION COST SETTLEMENT 01/01/84 - 12/31/84 Fringe Fund Division Salary Benefit Number And Unit Increase Increase TotR1 10100 347-05 $ 26,488 $ 8,860 $ 35,348 347-08 3,604 888 4,492 347-12 22,889 5,756 28,645 348-03 7,483 _11 _845 9 328 • Total General Fund 5 60,464 $ 17,349 77,813 29230 165-01 $ 982 $ 241 $ 1,223 165-10 3,852 1 ,005 4,857 Total Children's Village Fund $ 4.834 S 1 ,246 $ 6,080 29260 347-14 $ 3.286 $ 749 $ 4,035 Total Juvenile 3,286 -749 $ 4,035 Maintenance Fund SCHEDULE B PROBATE COURT - CASEWORK ESTI • TED UNION COST SETTLEMENT 01/01/85 - 12/31/85 Fringe Fund Division Salary Benefit Number And Unit Increase Increase Total 10100 347-05 $ 62,676 $ 21,066 $ 83,742 347-08 8,528 2,101 10,629 347-12 54,160 - 13,620 67,780 348-03 17,706 4,365 22,071 Total General Fund $143,070 3"-Tri .152 $184.222 29230 165-01 $ 2,324 $ 570 $ 2,894 165-10 - 9,114 _22_37 8- 11,492 Total Children's Village Fund .5-71.17F8- $ 2,948 $ 14,386 29260 347-14 $ 7,775 $ 1,772 $ 9,547 Total Juvenile $ 7,775 $ 1.772 $ 9,547 - Maintenance Fund $ 45,872 $208,155 GRAND TOTAL $162,283 THE OAKLAND COUNTY PROBATE COURT AND THE COUNTY OF OAKLAND AND THE AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES, AFL-CIO COUNCIL 25 CASEWORKER EMPLOYEES Collective Bargaining Agreement 1984 - 1985 Agreement entered into on this day of AGREEMENT by and between Oakland County Probate Court and the Oakland County Board( of Calunissioners (hereinafter referred to as the "Employer") and Council 25 and its affiliated Local Union, No. 2437, AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES, AFL-CIO, (hereinafter jointly referred to as the "Union" and individually referred to as the Local Union Number). I. RECOGNITION The Employer recognizes the Union as the exclusive representative of the Caseworker employees of and employed in the Oakland County Probate Court, Children's Village and Camp Oakland, 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 employees of and employed in the Oakland County Probate Court, Children's Village and Camp Oakland excluding confidential employees, professional employees, executives and supervisors. 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, nor in any way be discriminated against because of sex, age, race, color, creed, national origin, political or religious beliefs. The masculine pronouns and relative words 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. ADCPTION BY REFERENCE OF RELEVANT RESOLUTIONS AND PERSONNEL POLICIES All Resolutions of the Oakland County Board of COamissioners, 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. (2) 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. 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 25, 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. Such Voluntary withdrawal from payroll deduction of Union Dues may only occur during the (3) period December 16 through December 31 of any calendar year. (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 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. VIII. BASIS OF REPRESENTATION Section 1. There shall be one steward and an alternate steward who must come from the unit they represent. Stewards will be released from 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. 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. (4) 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 committee. 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. Section 4. - Bargaining Committee The Employer agrees to recognize one bargaining committee representing both the 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 VIII of the Non-Caseworker current Collective Bargaining Agreement. (5) 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 imediate supervisor, with or without his 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, and the supervisor, the employee and the steward shall meet simultaneously in an attempt to resolve the matter. 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 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 10 days. The written grievance must be signed by the employee and his steward and receipt acknowledged by the employee's immediate supervisor. Step 2 The department will give its written reply within 10 days (excluding Saturday, Sunday and holidays) of receipt of the written grievance. (6) Step 3 A grievance not settled at Step 2 may he submitted to the Grievan Committee within five 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 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. Step 4 Any matter not settled in Step 3 of the grievance procedure 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. 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 he 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 for answering. (7) Section 3. All specified time limits herein shall consist only of County work days Monday through Friday. Section 4. Each grievance shall have to be initiated within ten (10) days of each occurrence of the cause for couulaint or, if neither the aggrieved nor the Union had knowledge of said occurrence at the time of its happening, then within (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 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. XI. SENIORITY New employees may acquire seniority by working six (6) continuous months, in which event the enployee'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 (8) performed in the present two represented units in Probate Court, Children's Village and Camp Oakland and, in addition, an employee in either unit shall be credited for service performed in non-represented classifications in the Probate Court, Children's Village and Camp Oakland. This combined accumulated seniority during the period of any layoff can be utilized as described in Article XII (a), hereinafter set forth, only within the bargaining unit in which the employee is enployed 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; (b) If the emp/oyee 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 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. (9) XII. LAYOFF, RECNLL, 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) 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. (c) If and when an employee is permanently transferred to another division, the President or Chief Steward shall be notified of said transfer by the Employer. 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 which the temporary assignment is for more than five (5) 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, payment to be 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. A Temporary Change of Rate will not be paid when an employee is substituting for an employee on Sick Leave until the substitution has been for thirty (30) consecutive working days. (10) XIV. PROMOTIONS (a) All promotions within the bargaining unit shall be made on the basis of a competitive examination as provided for in the Oakland County Merit System. The Employer will make his selection for promotion from the five highest ranking candidates who have passed the promotional examination. (b) Notices of promotional opportunity within the Oakland County Merit System will be sent to the local Union President or his/her designee for posting on the Union bulletin board. 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 reemployment 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 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. (11) 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 six (6) month 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 the unit covered under this agreement. 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 held 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 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. (12) A respresentative of Council 25 or a representative of the International Union may attend the special conferences. Section 7. 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. The expense of any mutually agreed to examination, in accordance with the above provision, shall be paid one-half by the enployee 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 owed 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 8. 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 enuloyee's regular work schedule.) (13) Section 9. The union president shall be eligible for one (1) hour of release time per day for union business. Such release time shall be granted providing the employee's normal work load is maintained. Release time for the union president shall not exceed ten (10) hours within any Pay period. 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. 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. (14) XVII. ECONOMIC MATTERS Wages and Fringe Benefits are attached hereto as Appendix A and Appendix B. XVIII. MATTERS FOR FURTHER DISCUSSION The provisions of this labor agreement include resolution of all matters not eliminated by the parties and which remained at the time of settlement as issues of negotiations and upon which settlement was reached. In addition to those matters resolved and contained elsewhere in the agreement, the parties have agreed that the following areas only are subject to further discussions for the year 1985: a. Possible changes in Sick Leave, Income Continuation and Life Insurance may be reopened for discussions at any time during the term of the contract by mutual agreement. b. A Study Committee of union and management will review classification issues raised in recent negotiations to prepare recommendations for consideration in 1986 contract bargaining. XIX. DURATION This Agreement shall remain in full force and effect until midnight, December 31, 1985. It shall be automatically renewed from year to year thereaft 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 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. (15) In the event that either par .* desires to terminate this ag tt, 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. The Union recognizes the right and duty of the County of Oakland and 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. AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES METROPOLITAN COUNCIL NO. 25 AFL-CIO, LOCAL 2437 OAKLAND COUNTY PRCBATE COURT - Judge Norman R. Barnard Chief Probate Judge COUNTY OF OAKLAND, a Michigan Constitutional Corporation BY - Richard R. Wilcox, Chairperson Board of Commissioners (16) CASEWORKER AGRMENT APPENDIX A Salaries The following merit salary schedule shall prevail for the period from January 1, 1984, through December 31, 1984: Classification 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** Juvenile Court Intake Referee Base 6 Mo. 1 Year 2 Year 3 Year 17,961 19,285 17,961 19,285 20,608 21,773 22,939 25,310 27,023 20,608 21,773 22,939 25,310 27 023 20,608 21,773 22,939 25,310 27,023 27,517 29,051 The following merit salary schedule shall prevail for the period from January 1, 1985, through December 31, 1985:* Classification 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** Juvenile Court Intake Referee Base 6 M. 1 Year 2 Year 3 Year 18,791 20,176 18,791 20,176 21,560 22,779 23,999 26,479 28,271 21,560 22,779 23,999 26,479 28,271 21,560 22,779 23,999 26,479 28,271 28,788 30,393 (17) *Should the Non-Union employees receive a general salary percentage increase in 1985 other than the 4.62% increase received at the first of the year, members of this bargaining unit will be entitled to the same general increase, effec at the same time and applied in the same manner as applied to the n-Union employees. **The County will supplement the State wage portion to the extent that the total salary will equal the rate shown in this schedule. (18) CASWORKER AGREEMENT APPENDIX B For the following fringe benefits, refer to the Oakland County Employees' Handbook: 1. 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 The fringe benefits modified in previous collective bargaining agreements shall continue in effect as modified and described in the Oakland County Employees' Handbook. *Employees hired or rehired after July 1, 1984 shall not be eligible for service increment as contained in Merit Rule #2, Section VII. **Any Retirement improvements offered to non-union employees during the duration of this agreement shall become part of the benefit plan for employees represented by Local 2437. (19) APPENDIX B (con't) II (a) Effective June 1, 1982, employees required to drive their personal vehicle on official County business shall receive twenty-five (25) cents per mile. (b) Any previous practice of paying mileage on a "home to home" basis for employees working overtime is eliminated. (c) 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. III Employees working less than 1,000 hours in a calendar year shall not be eligible for fringe benefits or Merit System Status and shall be considered 'Tart- time Non-eligible" employees. Part-time Eligible employees represented by Local 2437 as of January 1, 1985 who remain continually employed shall not be affected by this Section as long as their employment continues to be for more than 520 hours annually. (20) FISCAL NOTE BY: FINANCE COMMITTEE, DR. G. WILLIAM CADDELL, CHAIRPERSON IN RE: MISCELLANEOUS RESOLUTION /185006 - PROBATE COURT - 1984-1985 LABOR AGREEMENT FOR EMPLOYEES REPRESENTED BY LOCAL 2437, CASEWORKERS, COUNCIL 25, AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES, AFL-CIO TO THE OAKLAND COUNTY BOARD OF CO'..!')IISSI07-,IT'7.S Mr. Chairman, Ladies and Gentlemen: Pursuant to Rule XI-C of this Board, the Finance Committee has reviewed Miscellaneous Resolution #35006 and finds: 1) The agreement for the two year period - January 1, 1984 through December 31, 1985, covering 77 Governmental Positions has a first year cost of $87,928 and a second year cost of $208,155, 2) The total budgeted cost for this period - January 1, 1984 through December 31, 1985 is $296,083, of which $230,867 is a Salary cost and $65,216 is for associated Fringe Benefit costs, 3) $230,867 is available in the 1985 Salary nt Account and $65,216 is available in the 1985 Fringe Benefit Adjustment Account, 4) The Board of Commissioners appropriates $230,867 from the 1985 Salary Adjustment Account and $65,216 from the 1985 Fringe Benefit Account and transfers said amount to the 1985 Division Budgets as per the attached schedule. FINANCE COITTEE Fund Number 10100 Total General Fund 29230 Total Village Fund 29260 Total Juvenile Maintenance Fund GRAND TOTAL 165-01 165-10 347-14 $ 3.286 773.286 8.584 Division And Unit • - 347-05 347-08 347-12 348-03 7,928 $ 1,223 57 Fringe Benefit $ 21,066 2,101 13,670 Total $ 83.742 10,625 29230 Total Children's Village Fund 165-01 165-10 $ 2,324 • 9.114 771.7-438 $ 570 $ 2, 2.378 2.948 Total 7 `7! Fund $ 1,772 7 .772 347-14 $ 7.775 7.775 $ 9.547 $ 9,547 SCHEDULE A T'FIATE. COURT - CAST: wriR K ESTIMATED UNION Cosi. 01/01/8 ,4 - 12/31 Fringe SCHEDULE B PROBATE COURT - CASEWORK ESTIMATED UNION COST SETTLEMENT 01/0085 - 12131/85 Fund Division umber And Unit Increase 10100 347-05 $ 62,676 347-08 8 1 528 347-12 54,160 348-03 17,706 $143,070 Total General Fund $162,283 $ 45,872 GRAND TOTAL 208,155 February 28, 1985 #85006 Moved by McDonald supported by Hassberger the resolution, with Fiscal Note attached, be adopted. Moved by Calandro supported by Gosling the resolution be amended as follows: 1. By inserting in the resolution title the words "and Board of Commissioners" following the words "Probate Court"; 2. By deleting the words "of the Oakland County Probate Court" from the end of the first "WHEREAS"; 3. By inserting the phrase "as amended by this Board with the concurrence of the Union, and the Probate Court, following ''AFL-CIO,'' on line four of the "NOW THEREFORE BE IT RESOLVED" paragraph: 4. By adding the following AGREEMENT dated 2/28/85: AGREEMENT The Oakland County Probate Judges ("Judges"), the Oakland County Board of Commissioners (''Board''), Daniel T. Murphy the Oakland County Executive ("Executive:) and the American Federation of State, County and Municipal Employees, Council 25 ("AFSCME") acknowledge and agree as follows: 1. The parties hereto have reached agreement covering the terms and conditions to be included in new labor contracts covering certain employees represented by AFSCME. The labor contracts are attached hereto as Exhibits A and B. 2. The Judges, the Executive and the County are currently engaged in litigation (Oakland County Circuit Court Case No. 83-257283 CZ; Michigan Court of Appeals Case No. 82465). 3. All parties hereto agree that the labor contracts should be implemented so that, inter alia, the employees can receive the wages increases due them. 4. The parties agree that the attached copies of the labor contract shall be submitted to the Oakland County Board of Commissioners for approval on Thursday, February 28, 1985. 5. The parties agree that regardless of the outcome of any pending litigation the terms and conditions of employment as set forth in the attached labor agreements shall be binding on the employer of such employees. 6. The parties agree that the changes made to the Title Page and Pages 1, 5, 9, 10 and 17 of the Non-Caseworker contract (attached as Exhibit A) from the pages as introduced to the Oakland Board of Commissioners on February 14, 1985 and the changes made to the Title Page and pages 1, 5, 9, 10 and 16 of the Caseworker contract (attached) as Exhibit B) from the pages as introduced to the Oakland Board of Commissioners on February 14, 1985 and the execution by the parties of these contracts embodying such changes shall not be construed to be a waiver of or prejudice the rights of either the Judges, the County and/or the Executive to claim in any pending or future litigation or otherwise that they alone are the Employer of any of the employees covered by the Non- Caseworker contract (Exhibit A) and the Caseworker contract (Exhibit B). Oakland County Executive County of Oakland By By Oakland County Probate Court By (amendment #5) and by changing, deleting and/or adding certain words and/or • phrases in the labor agreement covering page and pages 1, 5, 9, 10 and 16 as indicated on the attached copy of the referenced pages with parenthesis and line-outs meaning to omit the lined-out language within the parenthesis and with underlining meaning to add the language which is underlined. (copy on file in County Clerk's Office) American Federation of State, County anc: '''Hc:pal Employees Council 25 By (Billy J. Burling) AGREEMENT The Oakland County Probate Judges ("Judges"), the Oakland County Board of Commissioners ("Board"), Daniel T. Murphy the Oakland County Executive ("Executive") and the American Federation of State, County and Municipal Employees, Council 25 ("AFSCME") acknowledge and agree as follows: 1. The parties hereto have reached agreement covering the terms and conditions to be included in new labor contracts covering certain employees - represented by AFSCME. The labor contracts are attached hereto as Exhibits A and B. 2. The Judges, the Executive and the County are currently engaged in liti- gation (Oakland County Circuit Court Case No. 83-257283 CZ; Michigan Court of Appeals Case No. 82465). 3. All parties hereto agree that the labor contracts should be implemented so that, inter alia, the employees can receive the wages increases due them. 4. The parties agree that the attached copies of the labor contract shall be submitted to the Oakland County Board of Commissioners for approval on Thursday, February 28, 1985. 5. The parties agree that regardless of the outcome of any pending litigation the terms and conditions of employment as set forth in the attached labor agreements shall be binding on the employer of such employees. 6. The parties agree that the changes made to the Title Page and pages 1, 5, 9, 10 and 17 of the Non-Caseworker contract (attached as Exhibit A) from the pages as introduced to the Oakland Board of Commissioners on February 14, 1985 and the changes made to the Title Page and pages 1, 5, 9, 10 and 16 of the Case- worker contract (attached as Exhibit B) from the pages as introduced to the Oakland. Board of Commissioners on February 14, 1985 and the execution by the parties of these contracts embodying such changes shall not be construed to be a waiver of or prejudice the rights of either the Judges, the County and/or the Executive to claim in any pending or future litigation or otherwise that they alone are the k,LLf _ . Employer of any of the employees covered by the Non-Caseworker contract (Exhibit A) and the Caseworker contract (Exhibit B). Oakland County Executive By County of Oakland Oakland County Probate Court American Federation of State County and Municipal Employees Council 25 Dated 2/28/85 28th day of February 19 85 LX Count _ y Clerk/Register of Deeds ALLEN February 28, 1985 #85006 (2nd page) A sufficient majority having voted therefor, the amendment carried. Vote on resolution as amended: AYES: Aaron, Caddell, Calandro, Doyon, Fortino, Gosling, Hassberger, Hobart, R. Kuhn, Lanni, Law, McDonald, McPherson, Moffitt, Moore, Nelson, Olsen,' Page, Price, Rewold, Skarritt, ',./ilcox. (23) NAYS: None. (0) A sufficient majority having voted therefor, the resolution, as amended, was adopted. STATE OF MICHIGAN) COUNTY OF OAKLAND) I, 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 # 85006 adopted by the Oakland County Board of Commissioners at their meeting held on February 28, 1985 with the orginial 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 this