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HomeMy WebLinkAboutResolutions - 1979.05.17 - 12221• i • Y `• • . McDonald, Chairperson • f-v Miscellaneous Resolution # 8900 April 5, 1979 BY: PERSONNEL COMMITTEE — John J. McDonald, Chairperson IN RE: SUBMISSION OF CHANGES IN MERIT SYSTEM RULES 1 THROUGH 8 TO THE OAKLAND COUNTY BOARD OF COMMISSIONERS Mr. Chairperson, Ladies and Gentlemen: WHEREAS Section IV., Subsection A. of the Merit System Resolution requires that all changes in the rules and regulations of the Merit System shall be submitted to the Board of Commissioners at a regular meeting of the Board and shall become effective thirty (30) days after such meeting unless objection is received in writing by the Chairperson of the Board of Commissioners, in which case the objection shall become a matter of business at the next meeting of the Board; and WHEREAS a subcommittee of the Personnel Committee has been reviewing the rules of the Merit System since January of 1978 and has conducted hearings inviting public, employee, management and commissioner input on the rules and numerous work sessions to develop revisions; and WHEREAS it has become desirable to make certain changes in the wording of Rules 1 through 8, as spelled out in the attachments to this resolution; and WHEREAS your Personnel Committee has reviewed and approved these changes at its meeting of March 21, 1979, NOW THEREFORE BE IT RESOLVED that the reading of this notice and the distribution of this notice and the attached document labeled "Proposed Changes in the Merit System Rules" to all Commissioners present and absent to be considered as the official submission to the Board of Commissioners, of the described changes in Rules 1 through 8. The Personnel Committee, by John J. McDonald, Chairperson, moves the adoption of the foregoing resolution. PERSONNEL COMMITTEE Y APPROVE THE FOREGOING RESOLUTION //,,4/i„ / PROPOSED MERIT SYSTEM RULE CHANGES NOTE: Old and new recommended language is contained herein for reference and comparison purposes. Recommended additions or new language is highlighted by brackets i.e. [vacancies in such offices]. Deletions are indicated by a dashed line through language-to be excluded or changes - i.e. veesftees-n-stleit-efflees7 .1.16 CIRCUIT COURT DISTRICT COURT PROBATE COURT All'&mmuriity Mental Health Employees Administrator - Oakland County Hospital Medical Director (Medical Care Facility) Chief Probation Officer Chief of Probation Administrative Services Chief of Probation Field Services Probation Officer Supervisor • Probation Officer III Probation Officer II Probation Officer I Court Reporter III Court Administrator Deputy Court Administrator Assignment-Clerk Geart-Glerk-4.1 Geart-Glerk-i • Friend of the Court Research-Assistant All employees Child Welfare Worker II - Assistant County Agent Child Welfare Worker I - Assistant County Agent Child Welfare Worker II - County Agent Child Welfare Worker I - County Agent 4. One deputy or assistant to each of the elective offices, who in case of a vacancy in the elective office or inability of such elective officer to perform his duties, would be entitled to perform the duties of the office, until the vacancy is filled or the inability removed. • CLERK/REGISTER DRAIN COMMISSIONER PROBATE COURT PROSECUTING ATTORNEY SHERIFF TREASURER Deputy Clerk/Register Deputy Drain Commissioner Attorney III/Probate Register Chief Assistant Prosecutor Undersheriff Chief Deputy Treasurer 5. The attorneys and investigators employed by the Prosecuting Attorney's office. PROSECUTING ATTORNEY (Prosecutor Trainee) Ghief-Triei-lietwyer Ghle4-AppelIete-Geftneel Senior Trial Lawyer Assistant Prosecutor III Assistant Prosecutor II Assistant Prosecutor I atte4-Preseeuterle-Iftvest4geter Prosecutor's Investigator (Chief - Warrants & District Court Division] /Chief - Circuit Court Division/ (Chief - Appellate Division) (Chief - Prosecutor's Criminal Investigation Divisi: RULE 2 7 SALARIES (Reference to Section VI-A of the Merit System Resolution) *Section I SETTING OF SALARIES All County salaries shall be set by the Board of Commissioners on the recommendation of the Personnel Praettee, Committee. Section II PREPARATION OF SALARY SCHEDULE latier-te-4aneary-l-ef-the-yeet-4n-whith-the-eelar+es-ere-te-beeeme eifeetiver-the-Pertenftel-Bv4sieft-ef-the-Beard-ef-Afta4ters-shell prepere-a-Seary-Sehecln+e-shew.ing—the-Ietest-eppteve4-selary-tengee fer-a4I-Gennty-eletseet+ens7--Ge/Aes-ef-this-Selary-Sehedele ehell-be-eftt-te-eeeh-Geenty-Depettment-Head-and-eerie-shall-be eve+lable-ier-4ftspeetien-et-the-Perseftne4.-434vis4eftle-9fiee. [The Personnel Department shall prepare a salary schedule showing the latest approved salary ranges for all County classifications. The official salary schedule shall be prepared as soon as possible after the Board of Commissioners approves a new schedule of salaries.] Copies of this salary schedule shall be sent to each County Department Head and copies shall be available for inspection at the Personnel Department. Section III APPLICATION OF SALARIES TO CLASSIFICATIONS The salary range for a Classification shall apply to all County positions and employees so classified. Section IV SALARY RANGES The salary set for a classification shall be called the salary range for that classification, whether the salary consists of a single rate or a series of salary rates. A. The salary rate shall not include Service Increment pay, night shift differential or other bonuses. Section V -STARTING SALARY RATE The salary rate at which an employee begins employment in a given classification shall be the base rate of the class, except: A. When the employee enters the new class by way of promotion or transfer from another County classification with a higher maxlmem salary rate than the base rate of the new classification. B. When the employee brings !possesses] recent directly comparable work experience or advenee4 academic qualifications te /which exceed the minimum requirements for] the classification. * Section I amended by the Board of Commissioners in Miscellaneous Resolution No. 6653, April 25, 1974; amendment effective May 26, 1974. 1 of 11 - Rule 2 Years of County Employment , Percent Of Current Salary Rate Step 7 Years 2% 10 Years 4% 13 Years 6% 16 Years 8% 19 Years 10% A. Service Increments become effective the payroll period nearest the completion of the required years of service. B. Length of County employment is described in Rule 22, "Eligibility for Fringe Benefits." C. The-fallowing-4teme -are-net -te -be -eensidered-as -pert -ef-the eurrent -salary-re-be -.step -en-witieh-the-pereentagee-ere-appleaT ly--BerifteesT-ltteh-as-these-paid-te-Registerea-Prefeesienal-Eregineers: 2T- -Right -51144t -d14ferent.ial-pey-es-eevere4 -Seetlen-IX -ei 3?--everekste-pareterut. C. [Service increment for an employee shall be computed on the current actual salary regardless of the current classification or salary history. Certain items shall not be considered a part of the salary for the purpose of computing service increment. Examples of such items include: 1. Bonuses, such as those paid to Registered Professional Engineers. 2. Night shift differential pay as covered under Section IX of this rule. 3. Overtime payment. 4. Temporary changes of rate. 5. Incentive compensation4 • Section VIII OVERTINE PAY A. Definition of Overtime 1. To be considered as overtime, the work and the time of doing it must have been assigned by the employee's Department Head or another supervisory employee given this authority by the Department Head [and must have been authorized by the designated agent of the County Executive in accordance with County overtime procedures.] 3 of 11 - Rule 2 • II e. Emeetitive-i-Adminiettetive-er -Prefeesienel-empleyeee -et 4mteepreted -by -the -Per'ennel -Preetiees -Gemmittee-em-beint exeleded -frem-the-mendetery-payment-ef -evert4me-by -the UTS7 -Department -e# -Ineber -ttneler -autherity-e4-5eet.ion Ea* -{1)--ef-the -Fair -baber-Standards -Aet-e4 -1938 -as emende47-enlese-madd-e14194e-fer-evert+me-by-the-Persennel Preetieee-GemmitteeT (Executive, Administration or Professional employees interpreted by the Personnel Committee as being excluded from the mandatory payment of overtime in accord with applicable Federal or State statutes, as determined by the appropriate governmental regulatory agency unless made eligible for overtime OR EXCEPTIONAL OVERTINE by the Personnel Committee.] 47—Deleted. gr—Deleted. Pm—Deleted. **2. The peeltiees [classifications] of those County employees and officials excepted from the payment of overtime shall be noted in the County's official salary schedule. 3. The incumbents in the excepted positions: a. Shall not be spazilically compensated for overtime in either money or Compensatory Time (except as further defined in other sections in this rule.] b. Shall be expected to average at least the number of hours per week as required by the standard County work week. c. Shall have their work and contributions to the development and accomplishment of departmental and County programs and goals evaluated in terms of quality and quantity of production and achievement rather than on adherence to set specific working hours. d. Shall met be held to the established County schedule of Annual Leave accumulation and-neftge7-emeept-they (but shall not be held to the maximum accumulation schedule. Such employees] may not take a continuous vacation of more than the maximum accumula- tion allowable an employee (eligible for overtime] with their length of service under Rule 23. (NOTE: This subparagraph refers to maximum accumulation otly, and not to the rate of accumulation. Employees exempted from payment of overtime shall still be held to the rate of Annual Leave accumulation based on their length of eligible County service as described in the rate table contained in Rule 23 - "Annual Leave".] **Subsection 2 amended by Board of Commissioners Miscellaneous Resolution No. 6795, August 22, 1974; amendment effective September 23, 1974 5 of 11 - Rule 2 a. The time and one-half Salary rate shall be based on the hourly equivalent of the employee's annual salary, including his Service Increment, end night shift differential, and temporary change of rate], if any. b. The following salary items are not to be included in the computation of time and one-half overtime pay. (1) Bonuses such as those paid to Registered Professional Engineers and Registered Land Surveyors, which are based on an annual amount. *2. All time to be compensated for shall be recorded on the employee's attendance record for the periods worked and on such other overtime requests and authorization forms as may be required. *3. Overtime compensated for by the addition of Compensatory Time to the employee's Compensatory Time accumulation prior to May 1, 1974 when the -pnyment-ef -evertime-hy-eempensatery-time-wal -prehihitee -hy-the 1944 -emenamenen-te -the-Fair -Standards -Aet -ef -1938, may be compensated for in salary under the following conditions: a. If such a change is requested through the Personnel Office by the employee's Department Head. b. If funds are available for such payment. c. If the Compensatory Time still remains in the employee's Compensatory Time accumulation. d. If the time so compensated for in salary is removed from the employee's Compensatory Time accumulation. e. When Compensatory Time for payment of overtime was entered in an employee's Compensatory Time accumulation, it was entered at . the rate of time and one-half of the actual overtime worked. Payment from the Compensatory Time accumulation, therefore, must then be made at the straight time rate. Section IX NIGHT SHIFT DIFFERENTIAL A. Definition of Night Shift Differential 1. This is a bonus of 25 cents per hour, added to the salary rates of employees in certain County positions for hours actually worked on the afternoon and midnight shift. eT--EIght-heer-werk-ei44te-etarting-nt-gtee-te-41-00-137147-are genefally-eensidefeti-es-the-niterneen-eh+4ts-en&-these-beg4nning et-111-99-1346—te-I2+90-Mign+ght-ere-generelly-eensitiered m4dnight-thiftn7 1 *Subsection 2 and 3 amended by Board of Commissioners Miscellaneous Resolution No. 6795, August 22, 1974; Changes effective September 23, 1974. 7 of 11 - Rule 2 2. Employees in applicable classifications shall [initiate a request to apply for the bonus in writing to the Personnel Department, attaching a copy of the registration certificate] stibm+t-their regittret+eft-eert4fielate-te-the-Persenne+-Bivisien-ef-the-Beard 154-Aut4ters, as proof of eligibility. *3. Employees registered as Professional Engineers who are also Registered Land Surveyors, shall receive only the Registered Professional Engineers bonus and shall not be eligible for the Registered Land Surveyors Bonus regardless of the fact that they may use either or both of their registrations in their County employment. B. Amount 1. Engineering employees classified as Civil Engineer II, who hold the Professional Engineer Certificate, shall receive $300 in addition to their regular salary. 2. Engineering employees classified as Civil Engineer III or higher, who hold the Professional Engineer Certificate shall receive $500 in addition to their regular salary. C. Method of Applying Bonus 1. The bonus amount will be added to the employee's salary after the computation and addition of any Service Increment pay to which the employee may be entitled. D. Eligibility Date 1. Employees who become eligible for a Registered Engineer Bonus, after they have been in the employ of the County, shall receive the bonus effective the beginning of the payroll period nearest to the date of reg4stratieny [request for the bonus and submission of the registra- tion certificate.] 2. Employees who are Registered Engineers and are promoted or transferred from an ineligible to an eligible classification, shall receive the bonus effective on the date of the classification change. 3. Registered Professional Engineers entering the County service in eligible positions will receive the bonus from the first date of County employment. EL Renewal In cases where certifiction requires periodic renewal or updating, employees receiving bonuses shall update or renew their certification. Evidence of certification or renewal shall be submitted to the Personnel Department in order to remain eligible for bonus payment./ *Section X, A amended by the Board of Commissioners in Miscellaneous Resolution No. 6653, April 25,_19j4; amendment effective May 26,1974. Section XIII METHOD OF PAYMENT - ELECTED OFFICIALS AND (CERTAIN APPOINTED COUNTY) OFFICIALS (Elected Officials, Officials appointed by the Board of Commissioners, and other County Officials as may be required by law) are paid on the basis of the number of actual calendar days in the year and are paid through the day they receive their bi-weekly pay checks. Section XIV METHOD OF PAYMENT ON SEPARATION (See Rule 9 - "Separations") Section XV METHOD OF PAYMENT FOR THE LOSS AND GAIN OF TIME DUE TO CHANGES FROM STANDARD TINE TO DAYLIGHT SAVINGS TINE AND RETURN A. The shift on duty when the time change is made from Eastern Standard time to Daylight Savings time will be paid for the normal eight hour shift, even though the actual time of work is one hour less. B. The shift on duty when the time change is made from Daylight Savings time back to Eastern Standard time will be paid for the normal eight hour shift, even though the actual time of work is one hour more. Seetieft-XVI---GGOB-FRIBM-AD4USTMENT Empleyees-afe -gTeatted-tme -eff-werk-with -payT -whenever -peaeible7 -between the-hetvrs-e4-421-0G-neen-andrat-09-77m7-en-Greed-Fr44,7-fer-the-purpese -ei attendlftg-rel4g4eue-serv+eesT-el.eketten-lfteh-t4me-shall-ftet-be-eemoidered uheliday -timeu -fer -any -ether -perpe5e4see -Rule -267 -Seet4eft-T-A7-12)- Empleyees-nermaily -sehecluied -te-werk-between -141 ,09-neon -and -31430-1,TmT -en Geed-Fridey-whe -eannet-be-ailewed -the-t4me -ef,E -work -fer-efty-reasen7 -and-whe erre-effie4aly-sel+gned -te-werk-thett-timeT -shel+-be -eempensateel -fer -these three-heilr5-et-the -rate -ef -time -enel-ene -4er-the -heers -ftetually eetually-werked-rathee-theft-et*a4ght-44mev 2. Classification determinations shall be arrived at by the Personnel Dkvn [Department] after study of the duties and responsibilities of the positions involved and after consultation with the Department Head involved. 3. A department wishing the classification of a position studied shall make such a request in writing to the Personnel Director. [a. Such a request shall identify the reasons for requesting reclassification.] [b. The Personnel Department shall review the request and shall determine whether a classification study is warranted, based on the reasons cited in the request. The Personnel Department shall respond within thirty calendar days regardless of whether or not a study is warranted and shall cite their reasons fox taking such a position.] 4. An employee wishing to have the classification of his position studied shall make such a request in writing to his Department Head. Depart- ment Heads shall note that they have seen the request and forward it to the Personnel Director along with a recommendation as to the need for a study[ no later than 14 days after receipt of request]. [a. Such a request shall identify the reasons for requesting reclassification.] rb. The Personnel Department shall review the request and shall determine whether a classification study is warranted, based on the reasons cited in the request. The Personnel Department shall respond within 30 calendar days of receipt of the request classification study regardless of whether or not a study is warranted and shall cite their reasons for taking such a position. OR INFORMATIONAL PURPOSES fc. ubsection c. held for further ecommended changes. No ecommendation is presented or subsection c. in this roposal because the issue onsidered by the subcommittee s subject to negotiations rd. nder the collective argaining process. (Reserved for future changes.) If an employee has requested a classification study, and if that request has been found by both the Personnel Department and the Personnel Committee to not warrant such a study, then any sub- sequent request by that employee for a classification study, so long as the employee remains in that same classification, must specifically identify the job elements which have been changed o added since the time of the earlier request.] 5. A written notice of classification determination shall be sent to tl current incumbent of the position in question and to his Department Head within five days after the determination has been reached. 2 of 3 - Rule r•• RULE 4 - FILLING OF VACANCIES (Reference to Section VT -B of the Merit System Resolution) All County positions, except those specifically exempted by the provisions of the Merit System Resolution, shall be filled by one of the following manners For each vacancy, the Department Head/SI shall complete and send to the Personnel DT-414510ft /Department] of-the-Board-ei-AmAiters a "Personnel Requisition" which gives him [to them] the choice of the persons avable from [any ofj the following methods. exeept-that-a-provisionol appointment-eannet-be-mede-when-en-eligible-Iist-enicto. [The iellowin-g methods are separate and distinct and Department Heads should carefully consider all available options before selecting one. Once the choice has been made, Department Heads will be bound by their original decision unless unusual circumstances or minimal recruiting response warrant reconsideration of how the position could best be filled. The Personnel Department has the final responsibility for administration and efficient implementation of this Rule in accordance with applicable provisions of the Merit System Rules, fate administrative guidelines as established by the County Executive, and personnel policy as adopted by the Board of Commissioners.] Section I OPEN COMPETITIVE APPOINTMENT A. For each vacancy, the Department Head(s) shall have his [their] choice of the top five ranking persons on the current eligible list resulting from an open competitive examination for the classification of the vacancy. The Personnel Division [Department] shall certify the current top five eligibles to the Department Head in writing. B. Enaer-Seetion-1,47-i-of-the-Merit-Gyatem-ResoIntion7-persens (Pier sons receiving open competitive appointments must successfully complete a six month--s probationary period before the appointment shall be considered complete. 1. Probationary employees successfully completing the probationary period shall receive regular Merit System status giving them the right to appeal to the Personnel Appeal Board on those personnel actions within the Appeal Board's jurisdiction; the right to appeal to the Personnel Prectiees Committee on matters under that body's jurisdiction; and such other rights as spelled out in these rules and regulations as applying to employees with regular status. 2. Probationary employees failing to successfully complete their probationary period are separated from County employment without benefit of appeal to the Personnel Appeal Board and their names shall not be reinstated on the eligible list for that classification until they have successfully retaken the entire current open competitive examination for that classification. 13. Present County employees with Merit System status who have applied for and passed an open competitive examination are eligible for appointment to a position without separating from County service or giving up their Merit System status, providing they are among the top five candidates on the eligible list. In such instances, those personnel transactions will be handled in accordance with the provisio of this rule established for inter-departmental promotion, inter- departmental transfer, intra-departmental promotion, or intra-depart- mental transfer, whichever is applicable.] B. The-Persertnel-Rivieft-shell-keer-e-+4,t-ef-Gelanti-emp4eyee5 -whe-heve reeptested-a-trensfer-te-eftether-Berertment-end-she.11-eevtify -the-names-e4 these-lttallf4ed-ier-enel-fteeTested-in-the-veteratey-+n-qttestienT-ii -se reqeested-by-the-Depertment-Heed-heving-the-veteaney, (The Personnel Department shall have forms available for County employees requesting transfer into another department. Employees must specify on this form the department and classification into which they are interested in transferring. The Personnel Department shall forward copies of appropriate transfer requests and updated application forms to Department Heads requesting to fill vacancies in this manner. The employee's current Department Head will receive a copy of this request for transfer at the same time. A request for transfer will only be considered for a period of one year following the date of such request. After one year the individual still interested in a transfer must resubmit the appropriate forms with the Personnel Department.] SarrturrtV --1110M6-11flet--0-F--*-NT--€01.+NT3I--EMPL--eff-E (MITtr-SyrrankinvilutorTt-rrrical'7W-B71.0 -f-itthile-Trut-rvmprdsvryr firpertrnerrt-Ikad) 4rarirrerracancy-to-befilleri-by-prrm,,tiarr-Intry-reepre54 that -rr gra motional-examirtatio-n-be -held; ix4rieh-case--the-Begartrfrerrt-Heati--shall -/ye- rev eire4 ma kr 4ris-seirctiarr-for-grarrraticm7ftr-rrze4r-rarrrnrrirr-rkat-riassiferatiortrfrettr-the-fire--higkett -ranking-ramiirfutrs-frarrh is-akerrrtrn-rnt-arfro- passerl-thr-erm t;)- hr -For r =Iry 4.- cl the-Dopartarenri-fearl-may-prrnsrote-a-grest t- Ecarrtrerrrpicryterr me rts-altitrf-thr -frritawing LI1iJct4iiCJTTS-: 1-. -fits-Merit-Syttern-stattrs-i-n-velassifiettiefi7 2, Mee -1eest- he -ffti in" tt tierms-ityr-ti re- r4aslificaricm-4-the rrati -my noun tern cr t-Cor-ttra-t GlassifiGa4ievir-ef-i-f-s-u€49-ftrritrerriern--is--niat-epert- t+re- 4a-t-t-s t- -written aks.-as.-44.ps-e-C 4-4e- Siqe-high.est--reli kifit--efk ft flitiniet --if-a-prerrrertiurral- exasain.uion--is-give+-1--txt.elor- --Seetio rr V I- PDT -3--of-the-Mer it-Srtt-rn 1 77-7------M=1;mm -ERrmrcrrlffiuff-fuelvrisriTTunT57-017NnnT75 -%0 Faye rcgut70- preeie+ieft-miti-sira-14-cerrify-thr-rraTrrcr Lbus TFrC nT mid" tT/tir vaeftii.erirt-tretestienT7if-strretiarstrd-brythe-larpr tTfl'Enrttenzi -IT:rvirrg-thrrIcarcy: C. 4;e4A-rity-emplcierr-Fraffrain=4 rhts-mrcrillmrshuit -smnm-x-sbrTrum:trpnmntql-Onft ppelvelienorr FL, ;ud imiurrlrhmInnsm dm-sit& b7/mmttlaudrompue7sTmarl -ui -01-t-fre-hicrit-s”1,17111 itesni-arirml 4. --Prrnrrn-tr d --cm layeT1-5 crussfufh---compte Tirr pram nrizTrint • TrvAnftt4vnaTrlpplm ,.Ii4-41A].---rercl-I:egT.Amr-qVerit-Syvmrrm-Stlrttr-irt-th.e tfrysifira ; kJ, u whicir-thc-r-fracc-beerrpru u L ed. fra, ied-errpicsTer.71:thrtz-Trr-sTrcrusrfutty-rompirre-liltrirprartnriurrat Frabtharrmn. FL k)k.: delflUCCd Tcr-rh-c-frigh c.s t-rim•Tsi rirm-trr whiriT7711mT4ravc7777.:4=NkrTsrenrSr.rals7witiTuTrThcrile.hTTIftvinmt try+ ik-rsun-nri-A-Fpai BOti d• -Surritmr&-fiteii5fON-Ah-411P494N444P4- (See new Sec t ion VII - PROVISIONAL APPOINTMENTS) tifertr-SpiTnrftrsrhdim17151-mtkrtri-443 ffrzti • L en-a? y eltrre-rrrarr, rrp rripirr-crarrrint 'tien-cart4eiteldraiseo,s4944-uolio-loa.taou tire --rrrirrf rrrrrrrr- -rpm TLifri-rr tic ri s--,'.Fcrr-i4ir-rimrsifirrrtimr-c-arr-reeri..,.e--ette-neft--Teritiva4te-pf49444.64441 appv,",. ',rent-fen-a pr'rirrei-tr,Arrnt irrorrhirs7 A7--------A-provisismtft;--ilptrifttee-mit5t-pmi-epein-eemim*itive-cwigRioa44414 cttmifimdilmt-4ryn-mmA,-raTAAiigirefte,ttgh-te4 otei ...,-ImwakAp-fKw44La. re5tritirs.--eligikdre--441t7-in-errtier-terreeeivelt-pef-rwaftent-e.rn-e&Hwe+kikie-appoi+44) the-C-enatrty-service-: E--------421-cr+s4crtzl-aprrairrttes-r4rer-rettivt-regt4ar-epefreemperipp.E411444 -44m14 mr-dielytyritior-ther-ht48-rm-trTmeri-kitynal-my -Ri t-si-h. ummtrfr-pmtratiarravs-prric,47-44emmve-m-m4-rime-ser-a-im 9Jpmriny77ftrrirm-r64r7rion-m4t6mt-ciepmnrrterrtHwmmmtiitrttkp-rt4v -E43 dTropti ui Teri riv rrrrenr At ton111.44re7pro4atitmwnT prricrth "f!TION V INTER-DEPARTMENTAL PROMOTION OF A PRESENT COUNTY EMPLOYEE A. In filling a vacancy, Department Heads can elect to consider eligible County employees from other departments to fill a vacancy in their department by an inter-departmental promotion. 1. Such inter-departmental promotional opportunities shall be announced and posted on the official Personnel Department bulletin board for a minimum of seven calendar days, during which time County employees may express their interest by filing an application with the Personnel Department within the specified time period. Applications received after the filing deadline will not be considered for the vacancy in question. 2. Notice of such opportunities my [Shall] be distributed -and posted in locations deemed appropriate by the Personnel Department. B. 'Applicants for inter-departmental promotion must meet the minimum qualifications for the classification, as shown on the current announcement. In addition, applicants must have Merit System status In any classification with a maximum salary lower than that of the classification of the position in the department into which they are interested in being promoted. 1. Department Heads may select any qualified person who applied for the inter-departmental promotion. 5 of 10 - Rule 4 -ample.y4,6114-K-ezazix.- P 11 ._aS.-tC.3111Z1Cage, inos-t.--a-g-r-8.6--t,o--t-iva—tp.z.a.r--.4apar-traa4=1-p.zaanat.lau...aud_the_terms_and -thr-Trot---re-stri-t---ilr-ettee-a-s-ive--cete-rs-t-trE-€i-rrg-or---experfser-the-PersaftEtel -Deperrtmerrt--Tras-t---a-1-s.o--app-rove--a-1-1--ftte+r-trern-s.a-c-ti-eerrirl- [F. The employee must agree to the interdepartmental promotion. The employee's present Department Head must be consulted regarding the promotion and must agree to reasonable transi- tional terms and conditions of the promotion before the action can be effective. To ensure that interdepartmental promotions do not result in excessive overstaffing or exnense, the Personnel Department must also approve such transactions.] SECTION VI INTRA-DEPARTMENTAL PROMOTION OF A PRESENT COUNTY EMPLOYEE A. For each vacancy, Department Heads may promote a present County employee from their Department who meets all of the following considerations: 1. Has Merit System status. 2. Meets at least the minimum qualifications for the classification of the vacancy as shown in the current examination announcement for that classification, or if such an examination is not open, the latest written specification for that classification. 3. Ranks as one of the five highest candidates if a promotional examination is given under Section VI,B,3a of the Merit System Resolution. 4. Has agreed to the promotion into the vacancy in question. - B. County employees promoted under this section shall serve a six month probationary period before the promotion shall be considered complete. 1. Promoted employees successfully completing their probationary period shall receive regular Merit System status in the classification to which they have been promoted. ECTION. VIII , PART-TIME NON-ELIGIBLE APPOINTMENT A. Department Heads can elect to fill a vacant position in their department on a temporary or emergency basis by the appointment of a part-time non-eligible employee. This appointment is not to exceed a total of 520 hours [in any 12 month period/. The appointing department shall be responsible for assuring that part-time non-eligible employees are separated prior to exceeding 520 hours of work. Any part-time non-eligible appointee exceeding 520 hours shall be terminated immediately by the Personnel Department. B. Department Heads requesting to fill a position on a part-time non-eligible basis must indicate on the Personnel Requisition the number of hours per week and the work schedule of the position they desire to fill on a part-time basis. C. If an eligible list exists for the classification in question, the Department shall first consider applicants from that list who are interested in part-time non-eligible appointments. 1. Applicants for part-time non-eligible positions must meet the minimum qualifications for the classification, as shown on the current examination announcement for that classification, or if such examination is not open, the latest written specification for that classification. 2. No time served in a part-time non-eligible position will be credited towards a probationary period.44 -re appoint€4 at-m-kate.L-amte. 3. While applicants [persons/ may receive more than one part-time non-eligible appointment, the total hours worked from all such appointments may not exceed 520 hours in any consecutive 12 month period. 4. Persons appointed as part-time non-eligible employees will not be eligible for any of the fringe benefits granted to permanent employees, in accordance with the provisions of Rule 22J 3ECTION IX PART-TIME ELIGIBLE APPOINTMENT The Department Head may elect to fill a vacancy witha part-time eligible employee. Such.appointments should be made only in those circumstances where permanent part-time help is required on a year-round basis for the most effective and efficient utilization of personnel. A. All such appointments shall be made from the top five applicants on the eligible list who are interested in part-time work. 1. Department Heads requesting to fill a position on a part-time basis must indicate on the Personnel Requisition the number of hours per week and the work schedule of the position they desire to fill. • • RULE 5 - EXAMINATIONS (Reference to Section VI-C through 11, of the Merit System Resolution which are herein repeated in their entirety) C. That open competitive examinations shall be open to all persons who meet the minimum qualifications for the classification as spelled out in the latest approved written specification for the classification, except that, depending on the current labor market for the classification being examined for, competition for a particular examination may be limited to residents of Oakland County. . 1. Applications to take an open competitive examination may be rejected if the applicant fails to meet the minimum qualifications for the classification; if the application was not received or postmarked before the announced last date for filing applications; if the applicant has a documented record of previous unsatisfactory service in County employment or elsewhere, of such nature as to demonstrate unsuitability for employment in a position of the classification for which he is applying; or if the applicant has been found guilty of a felony, a crime of moral turpitude or has received a dishonorable discharge from the armed forces of the United States. (The application of this section to be tempered by the nature of the crime, the applicant's subsequent rehabilitation and the type of position applied for.) D. That examinations shall be conducted and scored in an objective manner and may be made up of written tests or oral testa or performance tests or personality evaluations or physical ability tests or involve a rating of past experience and training, or be made up of a combination of such tests. E. That examinations shall be publicly announced at least seven calendar days in advance of the Last date for filing applications by means of an announcement posted on the official bulletin board in the County Personnel gfc‘es [bdpartment], by advertisement in the two County published newspapers with the largest County circulation and by such other means as the Personnel Director shall deem appropriate. F. That written notification shall be mailed to each qualified applicant at least five calendar days in advance of the examination, notifying him of the time and place of the examination. 1. Rejected applicants shall be notified at the same time, giving the reasons for their rejection. 2. Rejected applicants shall have the right to first review their application with the Personnel Divieien[Department] and, if not satisfied, to appeal the rejection to the Personnel Pe;isiee Committee which shall have the power to reverse, modify or affirm the Personnel DiAo‘si'enle[Department's] action. G. That all candidates shall be notified by mail of their examination scores and successfu candidates shall be given their ranking on the eligible list. 1. All candidates shall have the right to first review their examination results with the Personnel 144,isien[Department] and, if not satisfied, to appeal the examination results with the Personnel Pe.Lieies Committee which shall have the power to reverse modify or affirm the Personnel Pivisien[Department's] action. Section III EXAMINATIONS WITH CLOSING DATES (- A. Examinations may be announced with a definite announced period for the acceptance of applications. 1. The last date for the acceptance of applications shall be clearly stated on the official examination announcement and in the official newspaper announcements of the examination. [There will be no newspaper announcements for promotional examinations.] 2. This filing period shall be at least seven calendar days. (Section VI E of the Merit System Resolution.) 3. Applications must be received at the County Personnel Gee[Departmer before five p.m. on the announced last date for filing applications, c be postmarked on or before that date in order to be accepted. Section IV CONTINUOUS EXAMINATIONS A. Examinations may be announced as CONTINUOUS EXAMINATIONS with applications being accepted until further notice. 1. The statement that applications will be accepted until further notice shall be clearly stated on the official examination announcement and in the official newspaper announcements of the examination. [There will be no newspaper announcement for promotional examinations.] 2. Continuous examinations shall be administered whenever sufficient applications have been received and as the needs of the County Service dictate. 3. Successful candidates on continuous examinations shall be added to the eligible list resulting from that examination in order of their total examination score, regardless of when they took the examination. The certification of eligibles from eligibles lists resulting from continuous examinations shall be made from those on the list the date the certification is made. 4. A candidate may retake a continuous examination, either in an attempt to pass an examination he previously failed or to improve his score and resultant position on the eligible list. The-re-tak4fig-E4-an exemination-+t-subleet-te-the-feliew4ng-reles+ [An examination may be retaken only if the examination is still open at the time the applican is eligible to retake the examination in accordance with the following rules] a. A-peried-ef-thirty-ealendar-days-must-elapse-between-the-date-the first-pert-ef-the-exam4netiem-wes-takem-411-the-eF4g4nal-ettempt en4-the-date -*he-fifst-pavt-ef-tNe-emaminatiem-s-aketi-in-the seeend-attempt. [A period of thirty calendar days must elapse between the date any portion of the examination is taken in the original attempt and the date that part is taken again in the second attempt.] [Section V APPEAL OF APPLICATION REJECTION OR EXAMINATION RESULTS] [A. Rejected.applicants and all candidates not satisfied with their examinatiol results shall have the right to review those results with the Personnel Department. The requested review of the examination results must be made within thirty calendar days following the mailing of notice of examination results to the candidate. If not satisfied with the Personnel Department': explanation, the applicant can appeal that decision to the Personnel Committee with five calendar days following the review with the Personnel Department. B. Candidates wishing to appeal application rejection or examination results to the Personnel Committee shall submit a letter to the Director of Personnel requesting the appeal. This letter shall contain the basis for the request and any supporting rationale as well as the relief sought. The Personnel Department will prepare a response and forward the candi- date's request and Department's response to the Personnel Committee for determination. The Personnel Committee may resolve the issue on the basis of the written material or schedule an examination appeal hearing.] [4. Eligibles may request to be considered for employment in particular departments or work locations only..] wilteet vtrimrthim -rule. Section III REMOVAL OF NAMES FROM ELIGIBLE LIST A. Names shall be removed from eligible lists for the following reasons: (Eligibles removed from the eligible list for reasons other than 1 and 2 below shall be so notified by certified mail, return receipt requested, giving the reasons for the removal.) 1. Having been appointed to a County position in the classifications of the eligible list. The above names shall also be removed from the eligible lists of all lower paying classifications on which they may appear. 2. At the request of the eligible. 3. Failing to pass the Pre-Employment Medical Examination. 4. Declining employment on two occasions after receiving an appointment and accepting it. 5. Twice failing to appear for employment interviews with departments after having agreed to appear at specific times and places [without notice of cancellation or evidence of attempting to reschedule such appointments.] 6. Being unavailable for employment interviews with departments during normal County working hours on three separate occasions, except for reasons of personal illness. e-r--Bllgibleff-mAy-veluest-te-le,e-eeneidered-fer-empleyment part4euIat-Aepertmente-er-work-ieeetiens-enlyw-wit1teut vielet+ng-thie-rulev 7. Being unreachable at the address given by the eligible as evidenced by three-enteeeesefuI-ettempte-by-malT-return-Teeeipt-requeete87 ever-e-spert-ei-net-lese-then-fenr-weeke [an unsuccessful attempt by mail, return receipt requested or failure to respond to a certified letter witnessed by a signed return receipt. If this letter remains unclaimed after 30 days from the initial mailing, a second letter shall be issued to the applicant formally advising them that their name will be removed from the eligible list unless the Personnel Department is notified by the eligible of their continued interest and availability.] During the period while the eligible is unreachable, the-neme-9he1.1-be-4gnered-in-making-eerti"iieetiens (they shall not be considered for certification./ RULE 7 PROBATIONARY PERIOD (Reference to Section VI, I of the Merit System Resolution) Section 1 WHO MUST SERVE A PROBATIONARY PERIOD A. Employees who have received an open competitive appointment to a covered Merit System position. B. Employees having regular Merit System status, who have been promoted to a classification with a higher maximum salary. (See also rule 4) C. Former County employees who have been re-employed in a covered Merit System position under Rule 4. Section II DEFINITION OF PROBATIONARY PERIOD *A. The probationary period shall be a six month trial period immediately following an employee's open competitive appointment, promotion or re-employment, under Rule 4 with the exceptions noted in Section IV, A. below. B. The probationary period is a continuation of the selection, promotional or re-employment process and the appointment, promotion or re-employment is not complete until the emloyee has successfully completed the probationary period. Section ill EFFECT OF PROBATIONARY PERIOD ON AN EMPLOYEE A. During the probationary period following an open competitive appointment or re-employment, .an employee does not have regular Merit System status and does not have the right to appeal a dismissal. suspension or disciplinary action to the Personnel Appeal Board. B. During a probationary period following a promotion, an employee does not have the right to appeal a demotion, to the highest classification in which he has regular Merit System status, to the Personnel Appeal Board. Section IV LENGTH OF PROBATIONARY PERIOD **A. The probationary period shall begin on the effective date of the appointment or re-employment and shall end on the same date of the sixth month in the future except time in the following categories will not count towards the completion of the six month probationary period: I. An time spent in training after initial appointment providing the training is: a. Required by a higher governmental authority. b. Outside the County's jurisdiction under the control of an agency qualified to pro% ide the training required. c. More than 14 /consecutive/ day s of actual instruction. 2. All time spent on authorized leaves of absence without pay when such !eaves are in excess of 14 (consecutive] work days. 1 • Section II, A, amended by Board of Commissioners Miscellaneous Resolution No. 7979, May 19, 1977, 1 amendment effective June 19, 1977. ** Section IV, A, amended by Board of Commissioners Miscellaneous Resolution No. 7979, May 19, 1977, amendment effective June 19, 1977. I September 26, 1978 RULE 8 DISCIPLINARY ACTIONS (Reference to Section VI, K of the 2tferit System Resolution) That a formal appeal procedure be developed giving employees with regular status the right to appeal dismissals, suspensions, demotions and disciplinary actions to a Personnel Appeal Board which shall act as the final County appeal body in matters of dismissals, suspensions, demotions and disciplinary actions involving covered County employees and departments and whose decisions shall be binding on such employees and departments. Section I TYPES OF DISCIPLINARY ACTIONS A. Oral Reprimand This is an action taken by a Department Head in which he tells an employee about an action or behavior of the employee which he, as the Department Head, finds objectional or wishes corrected. B. Written Reprimand This is an action taken by a Department Head in which he writes out the action or behavior which he wishes the employee to change, cease or begin. The Written Reprimand will describe in detail the behavior to be corrected, and will give direct and concrete orders for the future and will point out the consequences of repeating the actions which brought about the Written Reprimand. 2. Written Reprimands must be given on forms provided by the Personnel Division and must be presented to the employee in accordance with Sec- tion II of this rule. C. Withholding a Merit Salary Increase after the Prerequisite Length of Service in the Classification Has Been Completed Merit Increases in salary are given after the passage of a certain amount of time in the employee's classification and on the recommendation of the employee's Department Head. (See the County Salary Schedule for the time intervals between Merit Increases for the various classifications.) See also Rule 2, Section VI. 2. Merit Increase forms are prepared by the Personnel Division and sent to the Department Head prior to the effective date. 3. A copy of the "disapproved merit increase form, with the Department Head's comments. is presented to the employee in accordance with Sec- tion II of this rule. D. Suspension Without Pay This is an action taken by a Department Head which removes an employee from employment in his department and from the County payroll for a definite period of time. 1 Section I, Subsection - B. 1 amended by Board of Commissioners Miscellaneous Resolution No. 5716, May 20, 1971; amendment effective June 20, 1971. 1. *1. 1. PAGE 1 of 5 • RULE F Section II METHODS OF NOTIFYING AN EMPLOYEE OF: Written Reprimand Withholding of Merit Increase Suspension Without Pay Demotion Dismissal A written notice of the action, giving specific reasons for the action and the effective dates and conditions of the action, must be signed by the Department Head or his authorized subordinate and be presented to the employee in person by the Department Head or his authorized subor- dinate,or else sent to the employee's last known address by registered mail, restricted delivery, with return receipt requested, on/or prior to the effective date of the action. If the written notice is presented in person, the employee should sign all copies to acknowledge receipt. If he refuses, the presenter should note it on the form. 2. The written notice must be on official forms made available by the Personnel Division. Such forms shall have the rules covering the method of appealing such an action either on an attached sheet or imprinted on the reverse side of the official notice. 3. A copy of the written notice shall be retained by the department and four copies shall be forwarded to the Personnel Division where a copy shall be made part of the employee's file and record of employment. *Section III DISCIPLINARY ACTION MUST BE FOR "CAUSE" An employee shall receive disciplinary action, whether an oral reprimand, a written reprimand, the withholding of a merit salary increase, a suspension without pay, a demotion, or a dismissal, only for a specific clearly described reason or "cause". The department shall clearly specify and identify with particularity the specific reasons or "cause" for the disciplinary action taken. An adequate reason or "cause" for a disciplinary action shall include, but not necessarily be limited to, each of the following kinds of conduct. Conduct or performance on the job which indicates a lack of ability to adequately perform the duties of the position or classification held by the employee. 2. Conduct or performance on the job which indicates a failure to produce the quality of work the position or classification requires. 3. Conduct or performance on the job which indicates a failure to produce the quantity of work the position or classification requires. Section HI amended by the Board of Commissioners in Miscellaneous Resolution No. 7510, April! 13, 1976; amendment effective May 13, 1976. A. 1. a. a. 1. PAGE 3 of 5 - RULE E 19. -arr eai vl Loy ee—has--bren charger] witir-thr-rorrimiysioil --of hau- iIid dispositicrn-pf -the-charge-.-11-firTai-rErsolutiurr-crf-the thanrge- dues t- -rest! - zr-ra-fid currric tit., I ;-t )partmetHdhiftthre l is i fie -whtlher-the-rurrctuct-af-the-ernp -h7ree-frrvatred-rnora.1-turpitatte-ort-asts-thratrt-on-the ebiiity-et -the-eni pe4o.rfn-494-5-.o deterrtrim.e.97.-Frt+eh-eonlittet-4itil eenstitute-eftu.se=-Por-eprtr.o.p.riat-e-Ei keipii-rrafy --ere-tifrti-: -A n y - 9tteit-de-terrnifra tio-n-mirr-be flp peate €14-o- the- -Pe rs-o.n.nt4 -Appes-I-Bettrel (If an employee has been charged with the commission of a felony or a misdemeanor involving moral turpitude casting doubt on his ability to perform his job.] 20. -+f-arr-empt-oyee-har-been-ch-anrgeel-vaith-the --corrarrissityrr-of-ft-rfris.dererearrorT-ite-trrery-be suspended-vrithrrtrt-p-ay--perrdirtg-a-valid-clivesitivrr of-the-cfratge-714-firrafrestrkttion-o? the-tharge-does--Trot-restit-irr -a-wrrhd--convittictrrr-the-13epartment-Heaci-shati-dt-ternlint r- •.whether-th-e-ttrratur -o-f-tiTe-erapircyFe -irrrrahred -rn orml--trrpitti de -or ta sts-cfarrbt- on-tire. abili Ly the-evrptcryeu -to-perforarhis job,-arrd-ifire-so deLermiiieb,-stich-cvnthrct strall co-rinttiate-"e-aure-t6r-apprOwtatrdtst tlittrrary -arttory.-tar3r strerrtirturmttratturriray -ty? aPrealla.to_the-EasouteLAwanallszazd. [Assigning overtime to oneself or to other .employees without proper approvals in accordance with County overtime procedures and/or knowingly working overtime and incurring costs for the County where 3such overtime was not assigned or approved in accordance with County overtime procedures.] IN ADDITION, DISCIPLINARY ACTION MAY BE TAKEN FOR REASONS OR "CAUSE" SPECIFICALLY DEFINED BY THE DEPARTMENT OTHER THAN THOSE LISTED HERE. 2. (P. 1 of 11, Section V, B.) Clarification of the requirements which justify starting a new employee at any step other than the base rate of a classification. Previous language was vague and subject to a variety of interpretations. 3. (P. 2 of 11) The Subcommittee considered significant changes in the policy regarding Merit Increases. However, no recommendation is presented here as the subject is currently an issue in collective bargaining. 4. (P. 3 of 11, Section VII, C.) Recognition of current practice regarding computation of service increment and temporary changes in pay rate. Additional language recognizes the potential for innovation in the area of incentive compensation but excludes such innovations from the base on which service increment is computed. 5. (P. 3 of 11, Section VIII) Consistent with overtime controls recently endorsed by the Board of Commissioners, language was added to this section requiring overtime to be authorized by a designated agent of the County Executive. 6. (P. 4 of 11, Section VIII, A.4.) Clarification regarding the amount of time required to be worked by part-time employees before work can be considered as overtime. 7. (P. 4 of 11, Section VIII, B.1.d.) Recognition of additional deputies to elected officers as excluded from all overtime consistent with actual practice. 8. (P. 5 of 11, Section VIII, B.1.e.) Eliminating reference to the Federal Fair Labor Standards Act of 1938, which is no longer applicable to Counties. 9. (P. 5 of 11, Section VIII, B.2., 8.3.) Language clarifications. 10. (P. 5 of 11, Section VIII, B.4.) Introduction of a definition for the term "Exceptional Overtime to commit to policy a long accepted actual practice not previously addressed in the Merit System Rules. This recommendation is consistent with approved overtime controls. 11. (P: 6 of 11, Section VIII, C.3.) Deletion of reference to the Federal Fair Labor Standards Act of 1938 no longer applicable to Counties. 12. (P. 6 of 11, Section IX, A.1.a.) Clarification of eligibility for "Night Shift Differential". Previous language was accurate but too confusing. 13. (P. 9 of 11 and 10 of 11, Sections X and XI) Requires Registered Engineers and Land Surveyors to initiate a request for the professional registration bonus and to provide evidence that such registrations have been periodically renewed in accordance with State Statutes. No previous policy addressed the initiation of a bonus or the evidence of registration renewal. -4- 4. (P. 7 of 9) Provisional Appointment provision completely redrafted to clarify =written past practice and to make this section consistent with other provisions in Rule 4. 5. (P. 8 of 9) Sections VIII, IX, and X recommended in the absence of any definitive language in the Merit System relative to P.T. eligible and P.T. non-eligible appointments and temporary change of rates. Language defines P.T. eligible and non-eligible appointments and minimum requirements for such appointments. It also establishes a temporary change of rate policy for non-union employees already acknowledged in several labor agreements. Rule 5 - Examinations 1. (P. 1 of 5) Committee and Departmental title updates. 2. (P. 2 of 5, Section I, A.) Recognition of the need for "Specialized Examinations" to be used in testing for special skills in classifi- cations covering large number of positions and limiting the resulting eligible lists to be used only to fill vacancies requiring the special skills. 3. (P. 3 of 5) Excluding promotional exam announcements from the requirement to publish exam announcements in the two largest circulating newspapers in the County. The requirement serves no purpose in that promotional exams are limited to persons already employed by the County and working in areas where exam postings are normal practice. The cost of publishing such announcements is not justifiable. 4. (P. 3 and 4 of 5, Section IV) Clarifies when examinations may be retaken and the effect of reviewing examinations relative to subsequent retaking of the same exam. 5. (P. 5 of 5) Clarifies appeal of examination results procedures. Rule 6 - Eligible List 1. (P. 1 of 3, Section I, B) Clearly identifies Personnel as responsible for the administration of eligible lists, in accordance with Executive guidelines and Board of Commissioners policy. 2. (P. 2 of 3, Section II, C.4.) Allows persons on eligible lists to be selective as to employment in particular departments and work locations without jeopardy relative to their position on the eligible list or remaining on the list if an offer of employment is refused. Requires eligible to give notice of request to be considered only for employment in a specific department or work location. 3. (P. 2 of 3, Section III, A.7.) Further clarifies notice to eligibles for determination of their employment status or continued interest in remaining on an eligible list. #89 00 May 17, 1979 Moved by McDonald supported by Fortino that Resolution #8900 be adopted. Moved by Gorsline supported by Fortino the resolution be amended by striking "Rule 1" and inserting "Rule 2". A sufficient majority having voted therefor, the amendment carried. Vote on resolution as amended: AYES: Pernick, Peterson, Price, Roth, DiGiovanni, Doyon, Dunaskiss, Fortino, Gabler, Gorsline, Hobart, Hoot, Kelly, Lewand, McConnell, McDonald, Moffitt, Montante, Moore, Moxley, Page, Patterson, Perinoff. (23) NAYS: None. (0) The Chairperson stated a Substitute Resolution #8900-A -Amendment to Rule I would be Laid Over to the next regular Board meeting. There were no objections. A sufficient majority having voted therefor, Resolution 8900, 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 #8900 adopted by the Oakland County Board of Commissioners at their meeting held on May 17, 1979 with the original record thereof now remaining in my office, and that it is a true and correct transcript therefrom, and of the whole thereof. In Testimony Whereof, I have hereunto set my hand and affixed the seal of said County at Pontiac, Michigan 17th May this day of Lynn D. Allen Clerk By Deputy Clerk