HomeMy WebLinkAboutResolutions - 1980.02.14 - 11868January 31, 1980
Miscellaneous Resolution # 9259
IN RE: 1979 - 1981 LABOR AGREEMENTS FOR EMPLOYEES REPRESENTED BY
OAKLAND COUNTY EMPLOYEES' UNION
TO THE OAKLAND COUNTY BOARD OF COMMISSIONERS
Mr. Chairperson, Ladies and Gentlemen:
WHEREAS representatives of the County of Oakland and the Oakland
County Employees' Union affiliated with Teamsters State, County and Municipal
Employees Local 214, have been negotiating a contract covering certain
employees in the following departments and divisions: Drain Commissioner;
Central Services - Maintenance and Operations; Planning and Physical
Development - Public Works and Parks and Recreation; Human Services -
Medical Care Facility and Community Mental Health; Public Services -
Animal Control; Sheriff's Department; and
WHEREAS a one-year agreement covering employees in these departments
and divisions has been reached with Oakland County Employees' Union for the
period January 1, 1979 through December 31, 1979, and said agreement has been
reduced to writing; and
WHEREAS an additional two-year agreement covering employees in these
departments and divisions has been reached with the union for the period
January 1, 1980 through December 31, 1981 and said agreement has been reduced
to writing; and
WHEREAS by separate letter the union has disclaimed representation
of those employees of the Friend of the Court previously represented by the
Oakland County Employees' Union; and
WHEREAS your Personnel Committee has reviewed the Labor Agreements
covering employees represented by the Oakland County Employees' Union and
recommends approval of the Agreements,
NOW THEREFORE BE IT RESOLVED that the attached Agreements between the
County of Oakland and the Oakland County Employees' Union, be and the same
are 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.
BE IT FURTHER RESOLVED that those Friend of the Court Employees
no longer represented by the Oakland County Employees' Union he provided wage
increases for 1979 and 1980 equal to those increases approved for other
non-union employees.
The Personnel Committee, by John J. McDonald, Chairperson moves the
adoption of the foregoing resolution.
PERSONNEL COMMITTEE
John/J. McDonald, Chairperson
MEMORANDUM OF AGREEMENT
Agreement made this .24 ,4./ day of 1:•qa 980 by and between the
County of Oakland and the Oakland County Employee's Union (Union).
1. Lump Sum Payment:
A. Oakland County shall subject to the conditions hereinafter
stated, make payment to all eligible employees of an amount
equal to 8.8% of the salary rate in effect as of December 31, 1978.
for the unit classifications covered by this agreement on a
straight time hourly basis exclusive of calendar year 1979 merit
irAc.reBes and Eervice increment adjustments for each of said
eligible employees for all hours worked in the calendar year of
1979. *
B. Employees shall be considered eligible for the above-described
lump sum payment if they were employed by Oakland County at any
time during calendar year 1979 and have remained continuously
employed through and including December 31, 1979.
C, Employees who were employed by Oakland County and retired during
calendar year 1979 shall also be considered eligible for the
above-described lump sum payment.
D. Said lump sum payment as described above shall not become an
obligation of Oakland County until such time as it is approved
by the Oakland County Executive and the'Oakand County Board
of Commissioners.
2. This agreement shall constitute the complete agreement of the parties
for the term of January 1, 1979 through December 31, 1979. Oakland
OAKLAND COUNTY EMPLOYEE8 UNION
ALTER SAUCZYK
Business Agent 7,-A
P \
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Bv:
COUNTY OF/6KLAND
DANILvt:MURPHY
Oakland County Oecu/ive
Oakland County Board of Commissioners
County shall have no obligations for the term presented by this
agreement other than that specifically set forth in Paragraph l above.
*Such payment shall not be made to Friend of the Court employees.
Signed as of the date first above written.
THE COUNTY OF OAKLAND
AND
OAKLAND COUNTY EMPLOYEES' UNION
Collective Bargaining Areement
1980 - 1981
AGREEMENT
This agreement is made and entered into on this/11:44/ day of
/4;c40eA(.9,1t, , A.D., 1980, by and between the Oakland County Board of
Commissioners and the Oakland County Executive, hereinafter referred to
collectively as the "Employer", Oakland County Employees' Union, affiliated
with Teamsters State, County and Municipal Employees Local 214, 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 following employees, 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 Animal Control Officers EXCLUDING clerical and
supervision •
All employees of Building Custodial units of the
Department. of Central Services EXCLUDING all
supervisors as defined in the Act
All employees of the Maintenance and Ground Units
of the Department of Central Services EXCLUDING all
supervisors, as defined in the Act
All Maintenance Laborers and General Maintenance
Mechanics employed by the Oakland County Drain
Commissioner EXCLUDING supervisors and all other
employees
All Construction inspectors 1, II and III, and
all employees of the Water and Sewage Operations
Section, Oakland County Division of Public Works
EXCLUDING supervisors and all engineering, clerical,
administrative, professional and other office employees
All Social Workers I and II and Program. Specialist II
employees of the Community Mental Health Board
All General Maintenance Mechanics - P & R, Grounds
Equipment Mechanics and Parks Maintenance Aides
employed by the Oakland County Parks and Recreation
Commission EXCLUDING supervisors and all other employees
All non-professional, non-technical, non-clerical
employees of Oakland County Medical Care Facility,
including nursing assistants, dietary, food service
and housekeeping employees EXCLUDING medical doctors
registered professional nurses, licensed practical
nurses, medical technologists, pharmacists, occupational
and physical therapists, x-ray technicians, and all
other professional, technical and clerical employees,
confidential .employees,executives and supervisors
All employees of the Oakand County Community Mental
Health Services Board, Mental Retardation Services
EXCLUDING administrative, supervisory, secretarial,
clerical, medical and professional employees
All laundry employees EXCLUDING supervisors and
confidential employees
All Licensed Practical Nurses employed at the Oakland
County Medical Care Facility EXCLUDING supervisors
and all other employees
All Clinical Psychologists I and II of the Oakland
County Community Mental Health Board EXCLUDING
all other employees, supervisors and confidential
employees
All clerical employees, cooks, and maintenance employees
of the Oakland County Sheriff's Department EXCLUDING
all other employees, supervisors and confidential
employees as determined by the Board
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 operation
are solely and exclusively the responsibility of the Employer, subject, however,
to the provisions of this agreement.
(2)
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 pay-
check 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. Any employee may voluntarily cancel
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 of the contract.
(0 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. STEWARDS AND ALTERNATE
Section 1
There shall be one chief steward for the bargaining group and
additional stewards and alternates as provided in the appendices for the
individual functional units.
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
(3)
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 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 con-
tinue to work at their assigned jobs at all times except when peLtaitted to
leave their work to handle grievances.
Section 2
The Union will furnish the Employer with the names of its authorized
representatives who are employed within the Unit and such changes as may
occur from time to time in such personnel so that the Employer may at all times
be advised as to the authority of the individual representative of the Union
with which it may be dealing. •
V. GRIEVANCE PROCEDURE
Section 1
The Employer and the Union support and subscribe to an orderly method
of adjusting employee grievances. To this end, the Employer and the Union
agree that an employee should first bring his problem or grievance to the
attention of his immediate supervisor, with or without his steward, within
ten (10) days of the occurrence. The immediate supervisor shall attempt to
resolve the grievance informally. 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.
•(4)
Step 1
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 within five (5) working days
of the informal discussion.
Step 2
The written grievance shall be discussed between the steward and the
immediate supervisor. The supervisor will attempt to adjust the matter
and will give his written decision within ten (10) working days of receipt
of the written grievance.
Step 3
If the grievance is not settled in Steps 1 and 2, the Union may within
five (5) working days after the supervisor's answer, request a meeting
of the Grievance Committee. Such meetings will be held Within thirty (30)
working days after the date of written request and the Employer will
render his decision within fifteen (15) working days thereafter. The
Employer and the Union may by mutual agreement extend the time limits
of the grievance procedure. The Union Grievance Committee will consist
of the•staff representative, the Chief Steward, and one other member to
be selected by the Union and certified in writing to the employer.
(Working days refer to Monday — Friday, excluding Saturday, Sunday and
Holidays.)
Section 2
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.
(5)
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.
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. 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.
VI. BULLETIN BOARD
The Employer shall assign space for a bulletin board which shall be
used by the Union for posting notices, bearing the written approval of the
Chief Steward 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.
(6)
An up-to-date seniority list shall be furnished to the Union every
six (6) months.
An employee shall lose his seniority for the following reasons:
(a) If the employee resigns or retires;
(b) If the employee is discharged, and not reinstated;
(c) If the employee is absent from work for three 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.
VIII. LAY-OFF AND RECALL
Section 1
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 within the functional units. (For layoff and recall purposes,
Maintenance, Custodial and Grounds units in the Department of Central Services,
Maintenance and Operations Division are to be considered separate units, as
are Construction and Operations units in the Department of Planning and Physical
Development, Public Works Division to be considered separate units), based on
capability of performing available jobs and shall be recalled in the inverse
order (refer to Rule 9 - Oakland County Merit System Handbook). All employees
so laid off shall be offered the opportunity of recall prior to the hiring of
any new employees.
(7)
Entitlement to recall shall not extend beyond the following
specified periods; employees with less than one year seniority entitled
to recall for one year; employees with one but less than two years seniority
entitled to recall for two years; employees with two or more years of seniority
entitled to recall for 3 years..
IX. GENERAL CONDITIONS
Section 1
The Union shall be notified in advance of anticipated pelmanent
major changes in working conditions and discussions shall be held thereon.
Section 2
Employees elected to any permanent full-time union office or selected
by the Union t0 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 with-
out 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.
Section 3
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 three (3) month period.
Section 4
Special conferences for important matters may be arranged at a mutually
convenient time between the staff representative 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 two
employee representatives of the Union and the Staff Representative, if so
desired. Arrangements for such special conferences shall be made in advance
(8)
and an agenda of 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 5
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 unit covered under this agreement.
X. 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 Employee's Handbook, are incorporated herein by reference
and made a part hereof to the same extent as if they were specifically set forth.
XI. MAINTENANCE OF CONDITIONS
Wages, hours and conditions of employment legally in effect at the
execution of this agreement shall, except as Improv e d herein, be maintained
during the terms of this agreement. No employee shall suffer a reduction In
such benefits as a consequence of the execution of this agreement.
XII. ECONOMIC MATTERS
The agreement between the parties on economic matters are set forth
in the Appendices attached hereto and are incorporated into this collective
bargaining agreement, subject to the terms and conditions thereof.
XIII. 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.
(9)
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.
XIV, MATTERS FOR FURTHER DISCUSSION •
Section 1
There shall be created a joint study committee consisting of
four (4) members, two (2) each chosen respectively by the County of Oakland
from its Personnel Department and by the union from its representatives to
continue discussion on the Merit rule changes proposed by the County of
Oakland during the negotiations preceding the execution of this agreement.
The purpose of this study committee is to reach agreement on such changes.
Should the committee be unable to reach any agreement, then the proposed
changes will be subject to the reopening of negotiations as set forth below.
Section 2
Negotiations shall be reopened not later than June 1, 1980 upon
the request of either party limited only to the matters of agency shop, sick leave/
Income continuation plan and proposed Merit Rule changes discussed by the
above-referenced study committee.
XV. DURATION
This agreement shall remain in full force and effect from January 1, 1980
to midnight, December 31, 1981. The agreement shall be automatically renewed
from year to year thereafter unless either party shall notify the other in
writing, sixty (60) days prior to December 31, 1981 that it desires to modify
the agreement. In the event that such notice is given, negotiations shall begin
within a reasonable period of time. This agreement shall remain in full force
and be effective during the period of negotiations and until notice of termination
(10)
COUNTY OF OAKLAND, a Michigan
' UNION Constitutional Corporation OAKLAND COUNTY EMPLOY
Byai-41140,—.
Wallace F. GabVer, Jr., Chairperson
eheAY --
OAKLANO3OUNTY EXECUTIVE
/Cr
Ekaniel T4 Murphy
/
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 tetatinate 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 for continued application.
(11)
OAKLAND COUNTY EMLOYEES'UNION
APPENDIX A
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
1. The fringe benefits modified in previous collective bargaining
agreements shall continue in effect as modified and described in the Oakland
c,.9.0!aty Employee's Handbook.
2. Fringe Benefits 1981 - All fringe benefit thauges applied on a
County-wide basis to non-represented employees during the calendar year 1981
shall also be applied to Employees represented by 0.C.E.U, and become a part
of this agreement.
II
Effective January 1, 1980, employees required to drive their personal
vehicle on official County business shall receive twenty (20) cents per mile.
. (12)
ANIMAL CONTROL
APPENDIX B
SALARIES
The following merit salary schedule shall prevail during the term
of this collective bargaining agreement:
JANUARY 1, 1980 THROUGH December 31, 1980:*
CLASSIFICATION BASE 6 MO, l YEAR 2 YEAR 3 YEAR
Animal Control Officer 13,173 13,558 13,946 14,721 15,534
*Wages for 1981
All classifications represented by 0.C.E.U. shall receive any general salary
increases approved by the Oakland County Board of Commissioners to take effect
during calendar year 1981 for non-represented employees.
REPRESENTATION
There shall be one steward and one alternate steward.
-MAINTENANCE, CUSTODIAL AND GROUNDS
APPENDIX C
I .
SALARIES
The following merit salary schedule shall prevail during the term
of this collective bargaining agreement:
JANUARY 1, 1980 THROUGH December 31, 1980*
CLASSIFICATION BASE 1 YEAR 2 YEAR
Custodial Worker III 12,376 12,703 13,027
Mobile Unit Custodial Worker 12,376 12,703 13,027
Custodial Worker II 11,581 11,905 12,231
Custodial Worker I 9,751 10,242 10,728
guilding Operations Technician 15,066 15,799 16,529
Buildings Operations Leader 17,426 (Flat-Rate)
Skilled Maintenance Mechanic I 15,096 16,090
Skilled Maintenance Mechanic II 15,751 16,817
Skilled Maintenance Mechanic III 16,817 17,811
Central Stock Attendant 15,066 15,799 16,529
Window Washer Crew Leader 15,633 (Flat-Rate)
General Maintenance Mechanic 13,678 14,412 15,144
Window Washer 13,678 14,412 15,144
Incinerator Operator 12,131 , 12,866 13,599
Maintenance Laborer 11,563 12,293 13,027
Groundskeeper Crew Chief , 15,193 16,065
Grounds Equipment Mechanic 13,678 14,412 15,144
Groundskeeper Specialist 13,678 14,412 13,144
APPENDIX C (Con't
CLASSIFICATION BASE 1 YEAR 2 YEAR
Groundskeeper T. 11,679 12,470 13,260
Groundskeeper II 13,231 14,053 14,843
*Wages for 1981
All classifications represented by 0.C.E.U. shall receive any general salary
increases approved by the Oakland County Board of Commissioners to take effect
during calendar year 1981 for non-represented employees.
II
REPRESENTATION
There shall be stewards and alternate stewards in accordance with
the following formula:
(a) The Maintenance employees shall be represented by one (1)
steward and one (1) alternate steward;
(b) The Grounds employees shall be represented by one (1)
steward and one (1) alternate steward;
(c) The Custodial employees shall be represented by one (1)
steward and one (1) alternate steward for the day shift; one (1) steward and
one (1) alternate steward for the afternoon shift - North County (employees
working in buildings located north of Birmingham); one (1) steward and one (1)
alternate steward for the afternoon shift - South County (employees working in
buildings located in or south of Birmingham).
APPENDIX C (con't)
III
TEMPORARY CHANGE OF RATE
In those cases in which the temporary assignment includes taking
over the ultimate responsibility inherent in the higher level job and in
which the temporary assignment is for at least one full shift, the base
salary rate will be paid to the employee in the temporary assignment for
the time actually worked in the higher classification but the increased
earnings will not count toward the basis on which service increment pay is
determined.
PUBLIC WORKS EMPLOYEES
APPENDIX D
SALARIES
The following merit salary schedule shall prevail during the term
of this agreement:
JANUARY 1, 1980 THROUGH DECEMBER 31, 1980:*
CLASSIFICATION BASE 6N0. 1 YEAR 2 YEAR 3 YEAR 4 YEAR
Chemist 17,236 18,090 18,945 19,799
Construction Inspector III 17,679 18,289 18,899 19,509
Construction Inspector II 15,393 16,005 16,613 17,222
Construction Inspector I 13,261 ' 13,717 14,175 14,632 15,089
Electronics Technician 14,957 15,169 15,383 15,811 16,240
Maintenance Mechanic II 13,388 13,960 14,528 15,098
Maintenance Mechanic I 12,678 13,247 13,817 14,387
Maintenance Laborer 11,563 12,293 13,027
Meter Reader 13,105 13,388 13,675 14,243 14,813
Pump Maintenance Mechanic II 15,383 16,239 17,093 17,948
Pump Maintenance Mechanic I 13,247 13,531 13,817 14,337 14,956
Sewage Treat. Plant Oper. II 14,673 15,526 16,381 17,236 18,090
Sewage Treat. Plant Oper. I 12,108 12,464 12,820 13,533 14,243
Water Meter Technician 13,105 13,388 13,675 14,243 14,813
*Wages for 1981
All classifications represented by 0.C.E.U. shall receive any general salary
increases approved by the Oakland County Board of Commissioners to take effect
during calendar year 1981 for non-represented employees.
-
APPENDIX D KCon't)
II
REPRESENTATION
There shall be stewards and alternate stewards in accordance with
the following formula:
(a) The Construction Unit employees shall be represented by one (1)
steward and one (1) alternate steward;
(b) The Sewer and Water Operations Unit employees shall be represented
by one (1) steward and one (1) alternate steward-
III
TEMPORARY CHANGE OF RATE
In those cases in which the temporary assignment includes taking over
the ultimate responsibility inherent in the higher level job and in which the
temporary assignment is for at least one full shift, the base salary rate will
be paid to the employee in the temporary assignment for the time actually worked
in the higher classification, but the increased earnings will not count toward
the basis on which service increment pay is determined.
CLASSIFICATION
Custodial Worker I
Custodial Worker II
Food Service Worker I
Food Service Worker II
Nursing Assistant
Kitchen Porter
Second Cook
Day Room Assistant
BASE 3 MO, 6 MO. 2 YR. 3 YR. 4 YR. YR.
MEDICAL CARE FACILITY EMPLOYEES
APPENDIX E
SALARIES
The following merit salary schedule shall prevail during the telm
of this collective bargaining agreement:
JANUARY 1, 1980 THROUGH DECEMBER 31, 1980:*
9,751
11,581
8,791
10,054
10,179
10,480
10,153
8,581
Licensed Practical Nurse 11,554
10,242 10,728
11,905 12,231
8,967 9,145 9,503 9,857
• 10,232 10,410
10,358 10,539 10,899 11,257 11,620
10,659 10,837 11,193
10,436 10,718 11,281
8,867 9,152 9,724 10,293
11,833 12,111 12,667 13,224 13,780
*Wages for 1981
All classifications represented by 0.C.E.U. shall receive any general increase
approved by the Oakland County Board of Commissioners to take effect during calendar
year 1981 for non-represented employees.
II
REPRESENTATION
There shall be one (1) steward and one (1) alternate steward for each
permanent shift.
APPENDIX E (Cont)
III
UNIFORMS
Full-time employees of the Dietary Unit will be furnished uniforms
of the type required by their job assignment. All uniforms will remain the
property of the County, and separating employees will be required to return
all uniforms to the Medical Care Facility.
Iv
TEMPORARY CHANCE OF RATE
In those cases in which the temporary assignment includes taking over
the ultimate responsibility inherent in the higher level job and in which the
temporary assignment is for at least one full shift, the base salary rate will
be paid to the employee in the temporary assignment for the time actually worked
in the higher classification, but the increased earnings will not count toward
the basis on which service increment pay is determined.
SHERIFF'S DEPARTMENT CLERICAL & MAINTENANCE EMPLOYEES
APPENDIX F
SALARIES
The following merit system salary schedule shall prevail during the
term of this collective bargaining agreement:
JANUARY 1, 1980 THROUGH DECEMBER 31, 1980:*
CLASSIFICATION BASE 3 MO. 6 MO. 1 YR. 2 YR. 3 YR. 4 YR.
Account Clerk I 11,726 11,940 12,153 12,558 13,005 13,435
Account Clerk II 13,724. 14,292 14,862 15,432
Clerk III 11,726 11,940 12,153 12,558 13,005 13,435
First Cook 11,141 11,316 11,492 11,846 12,198 12,551
Maintenance Laborer 11,563 12,293 13,027
Second Cook 10,153 10,436 10,718 11,281
Typist I 9,724 9,866 10,009 10,293
Typist II 10,862 11,076 11,289 11,718 12,143 12,572
*Wages for 1981
All classifications represented by 0.C.E.U, shall receive any general salary increases
approved by the Oakland County Board of Commissioners to take effect during calendar
year 1981 for non-represented employees.
TT
REPRESENTATION
There s'Aall be one steward and one alternate steward,
LAUNDRY EMPLOYEES
APPENDIX G
SALARIES
The following merit salary schedule shall prevail during the tetc
of this collective bargaining agreement:
JANUARY 1, 1980 THROUGH DECEMBER 31,_1980:*
CLASSIFICATION BASE 6 MO. 1 YEAR 2 YEAR 3 YEAR 4 Ili
General Maintenance Mechanic-Laundry 13,678 14,412 15,144
Custodial Worker fl '11,581 11,905 12,231
Clerk 11 10,578 10,791 11,005 11,433 11,859 12,2
Clerk II1Deliveryperson 10,578 10,791 11,005 11,433 11,859 12,2
Launderer 10,642 10,943, 11,242 11,841 12,440
Assistant Launderer 9,953 10,243 10,532 11,112 11,692
Sewing Machine Operator 9,731 10,556 11,415
Laundry Worker 9,022 9,273 9,525 10,032 10,535 11,0:
*Wages for 1981
All District Court classifications represented by Local 1998 shall receive any
general increase approved by the Oakland County Board of Commissioners to take
effect during calendar year 1981 for non-represented employees.
II
REPRESENTATION
There shall be one steward and one alternate steward.
APPENDIX G (Conit)
III
TEMPORARY CHANGE OF RATE
In those cases in which the temporary assignment includes taking
over the ultimate responsibility inherent in the higher level job and in which
the temporary assignment is for at least one full shift, the base salary rate
will be paid to the employee in the temporary assignment for the time actually
worked in the higher classification, but the increased earnings will not count
toward the basis on which service increment pay is determined-
COMMUNITY MENTAL HEALTH
SOCIAL WORKERS & PROGRAM SPECIALIST II
APPENDIX H
SALARIES
The following merit salary schedule shall prevail during the term
of this collective bargaining agreement:
JANUARY 1 1980 THROUGH DECEMBER 31, 1980:*
CLASSIFICATION
Social Worker 1
Social Worker IT
Program Specialist II
Case Management Coord.
Clinical Psychologist
Clinical Psychologist 11
Training Leader I
BASE
20,795
23,786
20,368.
16,224
21,776
24,621
11,337
1 YEAR
21,792
24,641
21,223
17,079
22,771
25,476
12,250
2 YEAR
22,790
25,495
22,078
17,933
23,768
26,329
13,163
3 YEAR
22,932
18,787
14,073
*Wages for 1981
All classifications represented by 0.C.E.U. shall receive any general salary
increases approved by the Oakland County Board of Commissioners to take effect
during calendar year 1981 for non-represented employees.
- REPRESENTATION
There shall be one (1) steward and one (1) alternate steward
representing all employees working at Mental Retardation Center, West Oakland
Community Mental Health Clinic, Child and Adolescent Clinic - Waterford Office,
and one (1) alternate steward representing all employees working at the Child
and Adolescent Clinic - Royal Oak Office, Southeast Oakland Community Mental
Health Clinic, Children's Day Treatment Center.
APPENDIX H (Con'
III
OAKLAND COUNTY MERIT SYSTEM RULES — ADOPTION OF TERMS BY REFERENCE
This appendix modifies Article XI of the Master Contract in that
the terms of the Oakland County Merit System Rules that are applicable to the
procedures and operations of the Community Mental Health Services Board are
adopted herein by reference within the bargaining unit with the specific
determination that the employees covered by this agreement are entitled to
vote in the election for employee selected members of the Personnel Appeal Board.
Those parts, wordings or sections of the Rules which do not have any bearing on
the operations of the Board shall not apply.
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 are incorporated by
reference (within the limitations set forth above) and made a part hereof to
the same extent as if they were specifically set forth.
IV
ANNUAL LEAVE
For annual leave rate of accumulation through the first four years
of service, refer to Community Mental Health Services Board Resolution dated
November 1, 1968. The parties agree that the Community . Mental Health Services
Board may, by resolution, revise the annual leave rate of accumulation for the
period covering the first four years of service to be consistent with the
Merit System annual leave provisions; provided no person or persons employed on
the date of the change are substantively affected.
PARKS AND RECREATION DEPARTMENT
MAINTENANCE EMPLOYEES
'APPENDIX
SALARIES
The following merit salary schedule shall prevail during the term
of this collective bargaining agreement:
JANUARY I, 1930 THROUGH DECEMBER 31 1980:*
CLASSIFICATION , BASE 1 YEAR 2 YEAR
Skilled Maintenance Mechanic II 15,751 16,817
General Maintenance Mechanic - P & R . 13,678 14,412 15,144
Grounds Equipment Mechanic 13,678 14,412 15,144
Croundskeeper II 13,231 14,053 14,843
Groundskeeper Crew Chief 15,193 16,065
Parks Maintenance Aide 12,131 12,866 13,599
Maintenance Laborer 11,563 12,293 13,027
*Wages for 1981
All classifications represented by 0.C.E.U. shall receive any general salary
Increases approved by the Oakand County Board of Commissioners to take effect
during calendar year 1981 for non-represented employees.
II
REPRESENTATION
There shall be a steward and an alternate steward, one of which shall
be from Addison-Oaks Park. During the teim of this agreement and due to the fact
that Addison-Oaks Park is geographically distant from the other County parks,
the alternate steward shall perform all the duties and functions of a steward.
APPEMIX T '(Con't)
III
TEMPORARY CHANGE OF RATE
In those cases in which the temporary assignment includes taking over
the ultimate responsibility inherent in the higher level job and in which the
temporary assignment is for at least one full shift, the base salary rate will
be paid to the employee in the temporary assignment for the time actually
worked in the higher classification, but the increased earnings will not count
toward the basis on which service increment pay is determined.
DRAIN CMEISSION
MAINTENANCE EMPLOYEES
APPENDIX J
SALARIES
The following merit salary schedule shall prevail during the term
of this collective bargaining agreement:
JANUARY 1, 1980 THROUGH DECETIBER. 311980:*
CLASSIFICATION 'BASE .1 YEAR 2 YEAR
General Maintenance Mechanic - Drain 13,678 14,412 15,144
Maintenance Laborer 11,563 12,293 13,027
*Wages for 1981
All classifications represented by 0.C,E,U. shall receive any general salary
increases approved by the Oakland County Board of Commissioners to take effect
during calendar year 1981 for non-represented employees.
II
REPRESENTATION
There shall be one steward and one alternate steward,
III
TEMPORARY CHANGE OF RATE
In those cases in which the temporary assignment includes taking
over the ultimate responsibility inherent in the higher level job and in
which the temporary assignment is for at least one full shift, the base
salary rate will be paid to the employee in the temporary assignment for
the time actually worked in the higher classification, but the increased
earnings will not count toward the basis on which service increment pay is
determined,
FISCAL NOTE
BY: FINANCE COMMITTEE - DENNIS MURPHY, CHAIRPERSON
IN RE: MISCELLANEOUS RESOLUTION #9259 - 1979 - 1981 - LABOR AGREEMENTS
FOR EMPLOYEES REPRESENTED BY OAKLAND COUNTY EMPLOYEES UNION
TO THE OAKLAND COUNTY BOARD OF COMMISSIONERS
Mr. Chairperson, Ladies and Gentlemen:
Pursuant to Rule XI-C of this Board, the Finance Committee has re-
viewed Miscellaneous Resolution #9259 and finds $373,567 necessary to fund
the increases called for in the subject contract. The Finance Committee
finds the funds available as follows:
$114,660 Funds previously committed for the Retroactive portion
258,907 1980 Salary Adjustment Appropriation
Cost for 1981 will be provided in the 1981 Budget.
Furthermore, the Finance Committee has reviewed the withdrawal of the 35
employees of the Friend of the Court from the Oakland County Employees Union
and finds that they are entitled to salary adjustments awarded to non-union
employees in 1979 and 1980. The Finance Committee finds $112,547 necessary to
fund the increases for the Friend of the Court employees. The Finance Com-
mittee finds the funds available as follows:
$ 40,405 Funds previously committed for the retroactive portion
72,142 1980 Salary Adjustment Appropriation
Funds totaling $331,049 from the 1980 Salary Adjustment Appropriation are
to be transferred to the appropriate salaries account within the respective
departments' budgets.
FINANCE COMMITTEE
Dennis Murphy, Chairperson
#9259 February 14, 1980
Moved by McDonald supported by Perinoff the report be accepted and Resolution
#9259 be adopted.
AYES: Hobart, Kasper, Kelly, Lewand, McDonald, Moffitt, Montante, Moore, Moxley,
Murphy, Page, Patterson, Perinoff, Peterson, Price, Roth, Wilcox, Aaron, Caddell,
DiGiovanni, Doyon, Dunaskiss, Fortino, Gabler, Gorsline, (25)
WAYS: None. (0)
A sufficient majority having voted therefor, the report was accepted and
Resolution 1/9259 was adopted.
STAriL Of NICHICNN)
CirJ::,-Y OF 0,V: LAND)
1, Lynn D. Allcn, Clerk of the Co_nty of Oakland acid
a seal, do hereby cchiify thq I have cix,Tdrd the ano:-.:Jc.1 copy or
Miscellaneous Resolution #9259 adopted by the Oakland County Board of
Commissioners at their meeting held on February 14 1 1980
with 1li OJ.LflOt iO cord tAwn-of no lcftiain -;ng in my
offic e , md thciL it Ic n true ad co rre ct ir,111cr5pf:
thcrc,fro, Rrld of Cir.,- A in 1.k_'
in TestiLly Uhereor, 1 have lwrounto ii e t my lie nd end
the eoei of ccid County CL roaiac,
Lyon Tb llen rk
by. .-Dputy CTc!..r%