HomeMy WebLinkAboutResolutions - 1985.02.28 - 10970Miscellaneous Resolution 85007 February 14, 1985
BY: PERSONNEL COMMITTEE - John J. McDonald, Chairperson
IN RE: PROBATE COURT - 1984 - 1985 LABOR AGREEMENT FOR EMPLOYEES REPRESENTED
BY LOCAL 2437, NON-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 190 Non-Caseworker
employees of the Oakland County Probate Court; and
WHEREAS a two-year agreement has been reached with the Non-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 Non-Caseworker employees, and
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
ROLL CALL
Motion carried unanimously on a roll call vote with Law absent.
HERBBY Af
Lfl
SUMMARY OF TENTATIVE AGREEMENT WITH PROBATE COURT EMPLOYEES
(The summary which follows covers 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.
Fund
Number
10100
29230
Total Children's Village Fund
SCHEDULE A
PROBA I I. COURT - NONCASEWORK
ESTIMATED UNION COST SETTLEMENT
01/01/84 - 12/31/84
Total General Fund
29210
Total Camp Oakland Fund
Fringe
Division Salary Benefit
And Unit Increase Increase Total
341-01 $ 5,292 $ 1,296 $ 6,588
344-01 15,717 3,958 19,675
345-03 3,909 957 4,866
345-05 18,469 4,523 22,992
346-01 598 147 745
347-01 661 162 823
347-08 2,436 596 3,032
347-12 636 156 792
:348-03 1,270 311 1,581
$ 48,988 $ 12,106 $ 61,094
164-01 $ 1,394 $ 341 $ 1,735
164-10 3,953 1,084 5,037
164-15 3,772 1,033 4,805
164-20 L,+ 603 _2_1 260 5,863
$-1-72.-2- $ 3,718 $ 17,440
165-01 $ 2,447 $ 599 $ 3,046
165-10 54,332 14,819 69,151
$ 56,779 $ 15,418 $ 72,197
GRAND TOTAL $119,489 $ 31,242 $150,731
SCHEDULE B
PROBATE COURT - NONCASE WORK
ESTIMATED UNION COST SETTLEMENT
01/01/85 - 12/31/85
Fringe
Fund Division Salary Benefit
Number And Unit Increase Increase Total
10100 341-01 $ 12,522 $ 3,067 $ 15,589
344-01 37,189 9,365 46,554
345-03 9,249 2,265 11,514
345-05 43,701 10,702 54,403
346-01 1,415 347 1,762
347-01 1,564 383 1,947
347-08 5,764 1,411 7,175
347-12 1,505 369 _ 1,874
348-03 3,005 736 3,741
Total General Fund , $115,914 72F,-645 $144,55
29210
Total Camp Oakland Fund
164-01 $ 3,298
164-10 9,354
164-15 8,926
164-20 10,891
$ 32,469
$ 807
2,565
2,445
2,982
$ 8,799
$ 4,105
11,919
11,371
13,873
$ 41,268
29230 165-01 $ 5,790 $ 1,418 $ 7,208
165-10 128.560 35,065 163,625
Total Children's Village Fund .S-1717;733-0 $ 36,483 $170,833
GRAND TOTAL $282,733 $ 73,927 $356,660
THE AMERICAN FEDERATION OF STATE, COUNTY
AND MUNICIPAL EMPLOYEES, AFL-CIO COUNCIL 25
NON-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 Commissioners (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 all
employees other than Caseworkers, 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.
II. PURPOSE AND INIENT
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 ful
degree friendly and cooperative relations at all levels and among all eilOoyees.
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. 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.
(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 withdrawl 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 for the following
locations and shifts, all Stewards and Alternate Stewards must come from the unit
they represent.
Children's Village - One (1) each shift
Camp Oakland - One (1) each for the day and afternoon shift
Courthouse - One (1) for the day shift
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 Caseworker current
Collective Bargaining Agreement.
(5)
IX. GRIEVANCE PRCCEDURE
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 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 ten (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 ten (10) days (excluding
Saturday, Sunday and holidays) of receipt of the written grievance.
(6)
Step 3
A grievance not settled at Step 2 may be submitted to the Grievance
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 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 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.
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 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 complaint 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
Section 1.
New employees may acquire seniority by working six (6) continuouous
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.
(8)
Combined seniority shall be accumulated by an employee for work
performed in the present two represented units in Probate Court, Camp Oakland and
Children's Village, and, in addition, an employee in either unit shall be
credited for service performed in non-represented classifications in the Probate
Court, Camp Oakland and Children's Village. 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
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;
(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.
(9)
Section 2.
Shift preference will be granted at Children's Village or Camp Oakland
on the basis of seniority, within the classification, provided the employee meets
the qualifications of the vacancy. Shift preference may be utilized only for
vacancies created by employee separation, promotion or the creation of a new
position. Vacancies created by employee transfers, as a result of shift
preference, shall not be subject to shift preference.
XII. LAYOFF, RECALL, AND TRANSFERS
(a) If and when it becomes necessary tor 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 CHNNGE 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
(10)
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.
XIV. PROMOTIONS
(a) All promotions within the bargaining unit shall be made on the
basis of 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.
(11)
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.
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 units 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 LID at the meeting, together with the
names of the conferees representing the requesting party, shall be presented at
(12)
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 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 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 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 couununication.
(13)
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 employee's regular work schedule.)
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.
Section10.
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.
(14)
XVI. MAI- NCE 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. 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 1936 contract bargaining.
(15)
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 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 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.
(16)
AMERICAN FEDERATION OF STATE,
COUNTY AND MUNICIPAL EMPLOYEES
METROPOLITAN COUNCIL NO. 25
AFL-CIO, LOCAL 2437
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.
OAKLAND COUNTY PROBATE COURT
JUdge Norman R. Barnard
Chief Probate Judge
COUNTY OF OAKLAND, a Michigan
Constitutional Corporation
BY
Richard R. Wilcox, Chairperson
Board of Commissioners
(17)
NON-C7 777707,77ER AG
APPENDIX A
Salaries
The following merit salary schedule shall prevail for the period
anuary 1, 1984, through December 31, 1984:
3 6
CLASSIFICATION BASE MONTHS MONTHS 1 YEAR 2 YEAR 3 YEAR 4 YEAR
Account Clerk I 14,852 15,121 15,393 15,934 16,470 17,014
Account Clerk II 17,382 18,102 18,825 19,544
Asst. Deputy Probate Register 14,852 15,121 15,393 15,934 16,470 17,014
Auto. Dict. & Auto. Prod. Typ. 14,852 15,121 15,393 15,934 16,470 17,014
Childrens Supervisor I 13,974 14,513
Childrens Supervisor II 15,049 16,122 17,199 18,273 19,376
Clerk I 11,957 12,137 12,315 12,675
Clerk II 13,398 13,668 13,938 14,481 15,020 15,558
Clerk III 14,852 15,121 15,393 15,934 16,470 17,014
Court Service Officer I 15,544 16,170 16,794 18,047
Court Service Officer II 13,942 20,370 21,799 23,227
,Deputy Probate Register I 16,102 16,820 17,542 18,266 18,986
Deputy Probate Register II 19,527 20,067
First Cook 14,109 14,332 14,554 15,003 . 15,448 15,896
General Staff Nurse 19,149 20,231 21,310 22,392
HOuseparent 15,053 15,523 15,991 16,931
Maint. Mechanic/Instructor 16,794 17,510 18,223 18,942
(18)
CLASSIFICAT
Office Leader
Probate Court Reporter I
Probate Court Reporter II
Second Cook
Secretary I
Stenographer I
Stenographer II
Typist I
Typist II
3 6
BASE MONTHS MONTHS 1 YEAR 2 YEAR 3 YEAR 4 YEAR
15,922 16,644 17,364 18,086
13,403 19,477 20,550 21,622
22,154 23,407 24,658 25,895
12,358 13,213 13,576 14,283
15,922 16,644 17,364 18,086
13,398 13,577 13,756 14,119
14,852 15,121 15,393 15,934 16,470 17,014
12,315 12,496 12,677 13,035
13,756 14,026 14,295 14,841 15,381 15,922
(19)
NON-CASErRORKER AG REEMENT
APPENDIX A, Continued
Salaries
The following merit salary schedule shall prevail for the period
from January 1, 1985, through December 31, 1985:*
3 6
CLASSIFICATION BASE MONTHS MONTHS 1 YEAR 2 YEAR 3 YEAR 4 YEAR
Account Clerk I 15,538 15,820 16,104 16,670 17,231 17,800
Account Clerk II 18,185 18,938 19,695 20,447
Asst. Deputy Probate Register 15,538 15,820 16,104 16,670 17,231 17,800
Auto. Dict. & Auto. Prod. Typ. 15,538 15,820 16,104 16,670 17,231 17,800
Childrens Supervisor I 14,620 15,184
Childrens Supervisor II 15,744 16,867 17,994 19,117 20,271
Clerk I 12,509 12,693 12,884 13,261
Clerk II 14,017 14,299 14,582 15,150 15,714 16,277
Clerk III 15,538 15,820 16,104 16,670 17,231 17,800
Court Service Officer I 16,262 16,917 17,570 18,881
Court Service Officer II 19,817 21,311 22,806 24,300
Deputy Probate Register I 16,846 17,597 18,352 19,110 19,863
Deputy Probate Register II 20,429 20,994
First Cook 14,761 14,994 15,226 15,696 16,162 16,630
General Staff Nurse 20,034 21,166 22,295 23,427
Houseparent 15,748 16,240 16,730 17,713
Maint. Mechanic/Instructor 17,570 18,319 19,065 19,817
(20)
CLASSIFICATION
Office Leader
Probate Court Reporter I
Probate Court Reporter II
Second Cook
Secretary I
Stenographer I
Stenographer II
Typist I
Typist II
3 6
BASE MONTHS MONTHS 1 YEAR 2 YEAR 3 YEAR 4 YEAR
16,658 17,413 18,166 18,922
19,253 20,377 21,499 22,621
23,178 24,488 25,797 27,091
13,452 13,329 14,203 14,948
16,658 17,413 18,166 18,922
14,017 14,204 14,392 14,771
15,538 15,820 16,104 16,670 17,231 17,800
12,884 13,073 13,263 13,637
14,392 14,674 14,955 15,527 16,092 16,658
*Should the County Non-Union employees receive a general salary percentage increase in 1985 othe
than the 4.62% increase received at the first of the year, members of this bargaining unit will b
entitled to the same general increase, effective at the same time and applied in the same manne
as applied to the Non-Union employees.
(21)
NON-CASEWORNER ACT,7717
APPENDIX
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.
(22)
Appendix B (continued)
II
(a) Effective June 1, 1932, 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 "Part-
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.
(23)
#85007 February 14, 1985
Moved by McDonald supported by Skarritt the resolution be adopted.
The Chairperson referred the resolution to the Finance Committee.
There were no objections.
FISCAL NOTE
BY:
IN RE: MISCELLANEOUS RESOLUTION 1185007 - PROBATE COURT - 1984-1985
LABOR AGREEMENT FOR EMPLOYEES REPRESENTED BY LOCAL 2437,
NON-CASEWORKERS, COUNCIL 25, AMERICAN FEDERATION OF STATE,.
COUNTY AND MUNICIPAL EMPLOYEES, AFL-CIO
TO THE OAKLAND COUNTY BOARD OF CO:',7'1 ISSIONERS
Mr. Chairman, Ladies and Gentlemen:
Pursuant to Rule XI-C of this Board, the Finance Committee has reviewed
Miscellaneous Resolution 1185007 r1.--ri
1) The agreement for the two year period - January 1, 1984 through
December 31, 1985, covering 190 Governmental Positions has a first year
cost of $150,731 and a second year cost of $356,660,
2) The total budgeted cost for this period - January 1, 1984 through
December 31, 1985 is $507,391, of which $402,222 is a Salary cost and
$105,169 is for associated Fringe Benefit costs,
3) $402,222 is available in the 1985 Salary Adjustment Account and $105,169
available in the 1985 Fringe Benefit Adjustment Account,
4) The Board of Commissioners appropriates $402,222 from the 1985 Salary
Adjustment Account and $105,169 from the 1985 Fringe Bet Account
and transfers said amount to the 1985 Division Budgets as per the attached
schedule.
FINANCE COMMITTEE
FINANCE C'TY':"'YTTEE, DR. G. WILLIAM CA'77.,L, CHAIRPERSON
7 5
1 1
61.094
1.735
.247 GRAND TOTAL $119 $15C.731
SC"c.DULE A
PROBATE C - T NONCASE •
ESTIMATED UNION COST SET 1
01101184 17131184
Fund
Nurnimr-
10100
otal General Fund
29210
Total Camp Oakland Fund
29230
Totzl C--:,11dren's Village Fund
Divisinc Salary
And Unit Increwe
I . $ 5
:3!.!•.i.. • 'Ts-1
345-03
3 1 5 •
346-01 59.8
347-01 661
347-08 2,436
347-12 636
348-03 1 :270
16 4 -01 $ 1,394
164-10 3,953
164-15 3,772
164-20 4,603
77-5777f
165-01 $ 2,447
165-10 54,332
1,296
3,958
957
4,523
147
162
596
156
311 .
.136
$ 341
1,084
1,033
1,760
T-3,718
$ 599
14.819
$ 3,046
69,151
SCHEDULE B
PROBATF- COURT - NONCASE WORK
ESTIMATED UNION COST SETTLEMENT
01/01/85 - 12/31/85
Fund
Number
Fringe
t)ivisic Sk Benefit
And Unit
In • Increase
341-01
344-01
345-03
345-05
346-01
347-01
347-08
347-12
348-03
101
Total General Fund .
29210
Total Camp Oakland Fund
$ 12,522 $ 3,067
37,189 9,365
9,249 2 ,265
43,701 10,702
1,415 • 347
1,564 383
5,764 1,411
1,505 369
3,005 736
7577 $ 28,645
$ 15,589
46,554
11,514
54,403
1,762
1,947
7,175
1,874
3.741
S144,55a
164-01 $ 3,798 $ 807 $ 4,105
164-10 ' 9,354 2,565 11,919
164-15 8,926 2,445 11,371
164-20 - . 2,982 13.873
37572, S 8.799 $ 41.268
$ 1,418
5,065
$ 73,927
29730 165 7 01 $ 5,790
165-10 128,560
Total Village Fund 713 -4,350
GRAND TOTAL $282,733
$ 7,208
63,625
$170,833
5'356,660
AC71,7717NT
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 agreement
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
American Federation of State
County and Municipal Employees
Council 25 -
Oakland County
Probate Court
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
Dated 2/28/85
28th d ay 0 February 19 85
LEN
#85007 February 28, 1985
Moved by McDonald supported by Gosling the resolution, with Fiscal
Note attached, be adopted.
Moved by Calandro supported by Moore 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-C10" on line four
of the "NOW THEREFORE BE IT RESOLVED" paragraph;
4. By adding the attached two page agreement dated 2/28/85: (copy attached)
5. and by changing, deleting and/or adding certain words and/or phrases
in the labor agreement cover page and pages 1, 5, 9, 10 and 17 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 attached)
A sufficient majority having voted therefor, the amendments carried.
Vote on resolution as amended:
AYES: Caddell, Calandro, Doyon, Fortino, Gosling, Hassberger, Hobart, R. Kuhn,
Lanni, Law, McDonald, McPherson, Moffitt, Moore, Nelson, Olsen, Page, Pernick, Price,
Rewold, Skarritt, Webb, Wilcox, Aaron. (24)
NAYS: None. (0)
A sufficient majority having voted therefor, the resolution, as amended,
with Fiscal Note attached, 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 # 85007 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
County Clerk/Register of Deeds
this