Loading...
HomeMy WebLinkAboutResolutions - 1977.02.17 - 13160Miscellaneous Resolution # February 3, 1.977 BY: PERSONNEL COMMITTEE - John J. McDonald, Chairman TN RE: 1977-1979 LABOR ACITEM-E8T FOR EMPLOYEES REPRESENTED BY LOCAL 11998, AMERICAN FEDERATION OF STATE • COUNTY AND MUNICIPAL EMPLOYEES AFL-C10 TO TEE OAKLAND COUNTY BOARD OF COMMISSIONERS Mr. Chairman, Ladies and Gentlemen: WHEREAS representatives of the County of Oakland and Local 1998 of the American Federation of State, County and Municipal Employees, AFL-CTO, have been negotiating a master 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; Circuit Court - Friend of the Court; and WHEREAS a two-year agreement covering employees in these departments and divisions has been reached with Local 1998 For the period January 1, 1977 through December 31, 1978, and said agreement has been reduced to writing; and WHEREAS your Personnel Committee has reviewed the Master Labor Agreement covering employees represented by Local 1998 and recommends approval of the Agreement, NOW THEREFORE BE IT RESOLVED that the Agreement between. the County of Oakland and Local 1998, American Federation of State, County and Municipal Employees, AFL-CIO, he and the same is hereby approved, and that the Chairman of this Board, on behalf of the County of Oakland, be and is hereby authorized to execute said Agreement, a copy of which is attached hereto. The Personnel Committee, by John J. McDonald, Chairman, moves the adoption of the fore going resolution. PERSONNEL COMMITTEE phn ../1. McDonald, Chairman. THE COUNTY OF OAKLAND AND THE AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES AFL-CIO, COUNCIL 23 LOCAL 1998 EMPLOYEES COLLECTIVE BARGAINING MASTER AGREEMENT 1977 - 1978 AGREEMENT This agreement is made and entered o on this day of , A.D., 1977, by and between the County of Oakland, hereinafter referred to as the "Employer", and the Metropolitan Council No. 23, Local 1998 of the American Federation of State, County and Municipal Employees, AFL-CIO, hereinafter referred to as the "Union". It is the desire of both parties to this agreement to continue to work harmoniously and to promote and maintain high standards, between the employer and employees, which will best serve the citizens of Oakland County, and that all terms of this agreement shall be tempered with the fact and knowledge that both parties are human beings with the rights of human beings under law and morality. With these thoughts in mind, the parties enter into this Master Agreement covering the certified units as described below. 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, and in the following bargaining units 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 4nd Grounds units • of the Department of Central Services, EXCLUDING all supervisors as defined in the Act All Maintenance Laborers and Genera/ Maintenance Mechanics employed by the Oakland County Drain Commissioner, but EXCLUDING supervisors and all other employees. All Construction Inspectors I, II and III, and all employees of the Water and Sewage Operations Section, Oakland County Division of Public Works, but 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, but 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, but 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 Oakland County Community Mental Health Services Board, Mental Retardation Services, EXCLUDING administrative, supervisory, secretarial, clerical, medical and professional employees. All laundry employees, but EXCLUDING supervisors and confidential employees. All Licensed Practical Nurses employed at the Oakland County Medical Care Facility, but EXCLUDING supervisors and all other employees. All clerical and Court Service Officer employees of the Circuit Court - Friend of the Court EXCLUDING supervisors, confidential and all other employees, All Domestic Relations Field Investigators and Domestic Relations Office Interviewers of the Circuit Court - Friend of the Court EXCLUDING supervisors, confidential and all other employees. II. MANAGEMENT RESPONSIBILITY The right to hire, promote, discharge or discipline for just cause, and to maintain discipline and efficiency of employees, is the (2) sole responsibility of the Employer except that Union members shall not be discriminated against as such In addition, the work schedules, methods and means of departmental operations are solely and exclusively the responsibility of the Employer, subject, however, to the provisions of this agreement. III. DUES CHECK-OFF (a) The Employer agrees to deduct the union membership initiation fee and dues, once each month, from the pay of those employees who individually authorize in writing that such deductions be made. All authorizations delivered to the Employer prior to the first day of the month shall become effective during that succeeding month. Check-off monies will be deducted from the second paycheck of each month and shall be remitted together with an itemized statement to the local treasurer, within fourteen (14) days after the deductions have been made. (b) An employee shall cease to be subject to Check-off deductions beginning with the month immediately following the month in which he is no longer a member of the bargaining unit. However, an employee shall continue to be subject to Check-off deductions which he has authorized when he may be transferred from this bargaining unit to another bargaining unit represented by Council 23, American Federation of State, County and Municipal Employees, (c) Any employee may voluntarily cancel or revoke the Authorization for Check-off deduction upon written notice to the Employer and the Union during the fifteen (LS) day period prior to the expiration date of the agreement. (3) (d) The Union will protect and save harmless the Employer from any and all claims, demands, suits and other forms of liability by reason of action taken by the Employer for the purpose of complying with this section. IV. REPRESENTATION Section 1 The members of all Union committees recognized by the Employer for purposes of collective bargaining shall have to be seniority employees in the bargaining unit. Section 2 The names of all such committee members shall be submitted in writing to the Employer by the Union upon election or appointment to a recognized committee. Section 3 (a) The Employer agrees to recognize a bargaining committee which shall be composed of not more than five (5) members based on the present composition of the bargaining unit. In addition, the Union may add one representative from each unit certified following the execution of this agreement. The added representative shall act only during the pending contractual negotiations. One representative from each certified unit shall be released for the purpose of conferring with the Union master bargaining committee. These representatives are not to be released prior to 3:30 p.m. and on not more than a total of seven occasions which must occur prior to December 31 of each contractual bargaining year. (4) (b) In conjunction with master contract negotiations, each bargaining unit will be entitled to a departmental negotiation committee to discuss those departmental issues submitted for master contract bargaining, A Supplemental Letter will be provided specifying the exact number of representatives permitted for each unit. Section 4 There shall be stewards and alternate stewards in accordance with the formula described in the appendix for each particular certified unit and made a part of the agreement. In certified units having more than one steward, one of them shall act as lead steward whose functions shall be to serve as liaison between management and the bargaining unit, Stewards will be permitted to leave their work, after obtaining approval of their respective supervisors and recording their time, for the purpose of adjusting grievances in accordance with the grievance procedure and for reporting to the grievant a change in status of his grievance. Permission for stewards to leave their work stations will not be unreasonably withheld, Stewards will report their time to their supervisor upon returning from a grievance discussion, The privilege of stewards to leave their work during working hours, without loss of pay, is extended with the understanding that the time will be devoted to the prompt handling of grievances and will not be abused, and that they will continue to work at their assigned jobs at all times except when permitted to leave their work to handle grievances. Section 5 There shall also be one Chief Steward and one alternate Chief Steward representing all employees covered by this agreement. (5) Section 6 There shall be individual permanent grievance committees consisting of three representatives each for the following three (3) certified bargaining groups: Facilities and Operations which includes Custodial, Maintenance and Grounds; Medical Care Facility (basic employees); Public Works which covers Construction Inspectors and Operations employees. There shall be individual permanent grievance committees consisting of two representatives each for the following eight (8) certified bargaining groups: Training Leaders of Community Mental Health; Social Workers and Program Specialists of Community Mental Health; Parks and Recreation; Laundry; Animal Control; Drain; Medical Cate Facility (Licensed Practical Nurses); and Friend of the Court employees. These permanent grievance committee members are to be selected by the Union and certified in writing to the Employer. The Local 1998 President, upon adequate notice, may be substituted for one of the foregoing members; however, in units which have been certified less than 18 months, the local president may be part of the committee without causing a reduction in said committee. The Employer shall meet whenever necessary, at a mutually convenient time, with the Union grievance committee. 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 firse'bring his problem or grievance to the attention of his immediate supervisor, with or without his s (6) teward, and an attempt will be made to resolve the grievance informally. In the event the steward is called, he shall be released from his duties as soon as possible, and in any event, no later than the beginning of his shift the next day, and the supervisor, the employee and the steward shall meet simultaneously in an attempt to resolve the matter. Dismissals, suspensions, demotions and disciplinary actions of any type shall not be a subject for the grievance procedure but shall be processed according to the procedures of the Personnel Appeal Board. However, upon the request of the employee, the Union may represent said employee at the appeal hearing (as set forth in Merit Rule 11, Section V (B)). Step 1 If the grievance is not settled informally between the employee and his immediate supervisor, the employee shall have the right to discuss the grievance with his steward. If, in the steward's opinion, proper cause for the complaint exists, the Union shall have the right to submit a written grievance on the complaint to the immediate supervisor within five days. The written grievance must be signed by the employee and his steward and receipt acknowledged by the employee's immediate supervisor. Step 2 The department will give its written reply within five days (excluding Saturday, Sunday and holidays) of receipt of the written grievance. Step 3 A grievance not settled at Step 2 may be submitted to the Grievance Committee within five days of the date of the receipt of the written reply. Any grievance not submitted to the Grievance (7) Committee by written notification to the Rmployer within five days shall be considered dropped. A meeting on the grievance shall be held by the Grievance Committee within ten days unless the time is extended by mutual agreement of both parties. The Employer will submit its written position on the grievance to the local president within seven (7) working days following the Grievance Committee meeting. Step 4 Any matter not settled in Step 3 of the grievance procedure may be submitted to final and binding arbitration by either of the parties. A request for arbitration must be submitted by written notice to the other party within fifteen (15) days after the Grievance Committee meeting. Expenses for arbitration shall be borne equally by both parties. If the parties fail to select an arbitrator, one will be selected under the rules of the American Arbitration Association. The Arbitrator shall have no power or authority to add to, subtract from, alter or modify the terms of this agreement, or set a wage rate. Section 2 The time limits specified hereinafter for movement Of grievance through the process shall be strictly adhered to. In the event that a grievance is not appealed within the particular specified time limit, it shall be deemed to be settled on the basis of the Employer's last answer. In the event that the Employer shall fail to supply the Union with its answer to the particular step within the specified time limits, the (8) 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, Section 3 All specified time limits herein shall consist only of County work days Monday through Friday. Section 4 Each grievance shall have to be initiated within five (5) days of each occurrence of the cause for complaint or, if neither the aggrieved nor the Union had knowledge of said occurrence at the time of its happening, then within five (5) days after the Union or the aggrieved becomes aware of the cause for complaint. VI. SENIORITY New employees may acquire seniority by working six (6) continuous months (refer to Rule 7 - Probationary Period, Oakland County Merit System Handbook), in which event the employee's seniority will date back to the date of hire into the department. The date of employment will be determined by the first date of eligible employment in the department as described in Rule 22 of the Oakland County Merit System Handbook. When the employee acquires seniority, his name shall be placed on the seniority list, in order of his seniority date. An up-to-date seniority list shall be furnished to the Union every three (3) months, at which time the list will be posted, and if it is not possible to post the list, it will be made available to the employees for review. An employee shall lose his seniority for the following reasons: (9) (a) If the employee resigns or retires; (b) If the employee is discharged, and not reinstated; (c)- If the employee is absent from work for three consecutive working days, without properly notifying the Employer, unless a satisfactory reason is given; (d) If the employee does not return to work at the end of an .approved leave; (e) If the employee does not return to work when recalled from a layoff except that, an employee shall not lose seniority if within three (3) days of receipt of notice of recall to work, he gives a written notice to the Employer of his intent to return to work within five (5) days of the receipt of such notice and does return within the five (5) day period. Consideration may be given by the Employer of reasons given by any employee who has given notice but fails to return within the five (5) day period. VII. LAYOFF 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 certified bargaining unit seniority order (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). Al? employees so laid off shall be offered the (10) opportunity of recall prior to the hiring of any new employees. 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 seniority entitled to recall for three years. Section 2 Any employee who has been promoted or transferred from the bargaining unit to another position within the department and remains in the department may return to the unit but, for layoff and recall purposes, may exert only his or her seniority accumulated within the bargaining unit. In addition, in the event the employee was not the least senior member of the unit from which he or she is leaving at the time he or she returns to the bargaining unit; then, in such case, the returning employee will assume the seniority of the least senior employee remaining in the unit which the returning employee has just left. VIII. PROMOTIONS All promotions within the bargaining unit shall be made on the basis of competitive examination as provided for in the Oakland County Merit System. The Employer will make his selection for promotion from the three highest ranking candidates who have passed the promotional examination. The qualification for admission to the examination will be seniority in a classification within the bargaining unit and meeting the minimum qualifications for the classification of the vacancy as shown in the latest dated written specification for that classification. In cases for which all other aspects of the examination result in equal examination (11) scores, seniority in the immediate lower classification or classifications shall be the determining factor in arriving at the final ranking of the candidates. IX. RATES FOR NEW JOBS 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 that classification, rate or structure are proper, the Union shall have the right to submit the issue as a grievance through the grievance procedure within a six (6) month period. X. GENERAL CONDITIONS Sectionj Employees elected to any permanent full-time Union office or selected by the Union to do work which takes them from their employment with the County, shall, at the written request of the Union, be granted a leave of absence without pay. The leave of absence shall not exceed two (2) years, but it shall be renewed or extended for a similar period at any time upon the written request of the Union. Section 2 In any building where there are three or more permanently assigned employees represented by Local 1998, the Employer shall assign a locked bulletin board which Shall be used by the Union for posting notices, bearing the written approval of the President of the Union Local, which shall be restricted to: (a) Notices of Union recreational and social affairs; (b) Notices of Union elections; (c) Notices of Union appointments and results of Union elections; (d) Notices of Union meetings; (e) Other notices of bona fide Union affairs which are not political or libelous in nature. (12) Section 3 In the event it becomes necessary for management to implement a permanent shift change in any unit represented by Local 1998, the involved employees shall be given a minimum seven (7) calendar day notice of such change whenever possible. Section 4 Any employee required to work overtime which is not contiguous to the employee's regular work schedule shall be entitled to a minimum of two (2) hours work or pay for weekdays and three (3) hours work or pay for weekends or holidays at the time-and-one-half rate. (Weekdays are defined as the first five (5) days of work which are part of an employee's regular work schedule.) Section 5 If a medical divergence of opinion occurs between the employee's doctor and management's doctor with respect to whether the employee is able to return to work from a non-work related illness or injury, the parties may, by mutual agreement, refer the employee to a clinic or physician mutually agreed upon for a decision as to whether or not he or she is able to return to work. The expense of any mutually agreed to examination, in accordance with the above provision, shall be paid one-half by the employee and one-half by the County. Employees shall be eligible to request utilization of this provision only upon posting an amount with the Employer sufficient to cover his or her portion of the anticipated expenses, or signing a waiver to provide withholding of said amount from any future earnings or other payments owed the employee by the Employer. If either of the parties disagree on the necessity of the third opinion, the disagreeing party will provide a letter of explanation to the other party for purposes of communication. (13) Section 6 In the event that any other represented unit negotiates a contract with the County of Oakland containing any form of union security, the same right will automatically be given to the units covered under this agreement. Section 7 Special conferences for important matters may be arranged at a mutually convenient time between the lead steward and the Employer or its designated representative upon the request of either party. The number of employee representatives at special conferences shall be in accordance with the number allocated to the various Union bargaining groups as set forth in Article IV, Section 6 and the provision therein relating to the attendance of the Local 1998 President shall also apply. A council or international representative may also Attend, if so desired, without a reduction in committee size. Arrangements for such special conferences shall be made in advance 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 8 The parties agree that there shall be no discrimination against any employee by reason of race, creed, color, sex, or national origin. The Employer will not discriminate against any member of the bargaining unit by reason of membership in the Union. Section 9 Wages, hours and conditions of employment in effect at the execution of this agreement shall, except as improved herein, be maintained '14) during the term of this agreement. No employees shall suffer a reduction in such benefits as a consequence of the execution of this agreement. Section 10 All supplemental agreements shall be subject to the approval of the Employer and the Council and/or International Union, They shall be approved or rejected within a period of forty-five (45) days following the date of the agreement between the parties, XI. ADOPTION BY REFERENCE OF RELEVANT RESOLUTIONS AND PERSONNEL POLICIES All resolutions of the Oakland County Board of Commissioners, as amended or changed, from time to time, relating to the working conditions and compensation of the employees covered by this agreement, and all other benefits and policies provided for in the Oakland County Merit System, which incorporates the Oakland County Employees' Handbook, are incorporated herein by reference and made a part hereof to the same extent as if they were specifically set forth. XII. ECONOMIC MATTERS AND MATTERS OF LIMITED APPLICATION The agreement between the parties on economic matters and other matters which are only applicable to specific units are set forth in Appendixes A, B, C, D, E, F, G, H, I, J, K, L and M, 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, In the event of a work stoppage or other curtailment, (15) 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 lock out any employees of the bargaining unit during the term of this agreement. XIV. DURATION Section 1 - Duration of Agreement This agreement shall remain in full force and effect from January 1, 1977 to midnight, December 31, 1978. It shall be automatically renewed from year to year thereafter unless either party shall notify the other, in writing, by July 1, 1978 that it desires to modify this agreement. In the event that such notice is given, negotiations Shall begin not later than July 15, 1978, with discussions to begin first with any economic issues that may arise, This agreement shall remain in full force and be effective during the period of negotiations and until notice of termination of this agreement is provided to the other party in the manner set forth in the following paragraph. Section 2 - Severability In the event that either party desires to terminate this agreement, written notice must be given to the other party no less than ten days prior to the desired termination date which shall not be before the anniversary date set forth in the preceding paragraph. It is agreed and understood that the provisions contained herein shall remain in full force and effect so long as they are not in violation of applicable statutes and ordinances and remain within the jurisdiction of the County of Oakland for continued application. If any terms shall be (16) AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES, AFL-CIO, METROPOLITAN COUNCIL NO 23, LOCAL 1998 COUNTY OF OAKLAND, A Michioan Constitytional Corpo7 rsAip* - lace F.,g6...blef,73r., Chain Board of Commissioners OAKLOD COUNTY EXECUTIVE Daniel T. Mutphy OAKLAND COUNTY CIRCUIT COURT / "Erred'M. Mesterc CoUrt/Adm.iJud. AS / OAKLAND COUNTY COMMUNITY MENTAL HEALTH SERVICES BOARD 7 Fred Ho ghten, Chatrman LAND COUNTY PARKS AND RECREATION COMMISSION ii g7Wank Rinárdson, Chairman OAKLAND COUNTY BOARD OF INSTITUTIONS Patrick K. Daly, Chairman OAKLAND COUNTY DRAIN COMMISSIONER George W j,K0n, Drain Ctissioner considered in violation of applicable statures or ordinances, then upon the request of either party, the Employer and Union shall meet to review the affected contract provision or provisions. Section 3 - Ratification The Union agrees to submit this agreement promptly to the employees of the bargaining unit covered by this agreement for ratification by them, and the Council 23 representative and Local 1998 Union officers will recommend to the employees that it be ratified. AGREEMENT WITH LOCAL 1998 APPENDIX A For the following fringe benefits refer to the Oakland County Employee's Handbook: I. Injury on the Job *2. Holidays 3. Leave of Absence 4, Life Insurance • 5. Longevity 6. Master Medical Insurance 7. Sick Leave • **B. Retirement 9. Annual Leave ***10. Income Continuation Insurance ****11. Dental Insurance • Tuition Reimbursement * Merit Rule 26, "Legal Holidays", will be revised prior to April 1, 1977, eliminating Good Friday holiday provisions and adding provisions for a Floating Holiday. This non-accruable holiday may be used by employees who have completed three months service, with prior permission, as a religious holiday, for an employee's birthday, or for other purposes desired by the employee. There shall be no premium pay in conjunction with this day and the department head shall be responsible for considering the best interest of the department and County service when approving use of the Floating Holiday. ** Effective January 1, 1978, employees hired after this date will not be eligible to include final sick leave or annual leave payments as part of their "Final Average Compensation" for the purpose of computing retirement benefits. *** Effective January 1, 1977, in the event an employee has previously received income continuation insurance, benefits will begin on the day following the day the disability has lasted for a continuous number of work days equal to seventy percent (70%) of the number of sick leave days the employee has earned since he or she last utilized income continuation insurance. APPENDIX A. (con **** The $500 lifetime maximum, applied to Type C expenses in connection with fixed bridge work, will no longer be in effect. ***** Effective May 1, 1977, a maximum reimbursement limit of $350 per semester will be established. Effective January 1, 1978 the maximum reimbursement limit shall be increased to $400 per semester (the current two class limit per semester will not change). 11 Effective January 1, 1977, employees required to drive their personal vehicle on official County business shall receive sixteen (16) cents per mile. Effective January 1, 1978, employees required to drive their personal vehicles on official County business shall receive seventeen (17) cents per mile. ANIMAL CONTROL APPENDIX B I SALARIES The following merit salary schedule shall prevail during the term of this collective bargaining agreement: JANUARY 1 1977 THROUGH JUNE 30, 1977:* CLASSIFICATION BASE 6 MO. 1 YEAR 2 YEAR 3 YEAR Animal Control Officer 10,553 10,862 11,173 11,794 12,446 *Effective July 1, 1977, these rates shall be increased by one (1) percent over the rates shown; effective January 1, 1978, the rates shall be increased four (4) percent over the July 1, 1977 rates; effective July 1, 1978, the rates shall be increased two (2) percent over the January 1, 1978 rates and shall remain effective through December 31, 1978. II REPRESENTATION There Shall be one steward and one alternate steward, TENANCE; CUSTODIAL AND GROUNDS APPENDIX C SALARIES The following merit salary schedule shall prevail during the term of this collective bargaining agreement: JANUARY 1, 1977 THROUGH JUNE 30 1977:* CLASSIFICATION BASE 1 YEAR Custodial Worker III 9,915 10,177 Mobile Unit Custodial Worker 9,915 10,177 Custodial Worker II 9,278 9,539 Custodial Worker I 7,762 8,155 Buildings Operations Leader 13,961 Flat Rate Master Maintenance Mechanic 13,961 Flat Rate Buildings Operations Technician 12,069 12,657 Central Stock Man 12,069 12,657 Senior Maintenance Mechanic 12,069 12,657 Window Washer Crew Leader 12,525 Flat Rate General Maintenance Mechanic 10,958 11,547 Window Washer 10,958 11,547 Incinerator Operator 9,719 10,308 Maintenance Mechanic Aide 9,719 10,308 Maintenance Laborer 9,263 9,850 Groundskeeper Crew Chief 11,939 12,590 Grounds Equipment Mechanic 10,958 11,547 Groundskeeper IT 10,437 11,026 Groundskeeper I 9,263 9,850 2 YEAR 10,437 10,437 9,800 8,546 13,243 13,243 13,243 12,133 12,133 10,895 10,895 10,437 12,133 11,612 10,437 *Effective July 1, 1977, these rates shall be increased by one (1) percent over the rates shown; effective January 1, 1978, the rates shall be increased four (4) percent over the July 1, 1977 rates; effective July 1, 1978, the rates shall be increased two (2) percent over the January 1, 1978 rates and shall remain effective through December 31, 1978. APPENDIX C (con't) II REPRESENTATION There shall be stewards and alternate stewards in accordance with the following formula; (a) The Maintenance employees shall be representated 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). 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 COMMISSIONER MAINTENANCE EMPLOYEES APPENDIX D SALARIES The following merit salary schedule shall prevail during the term of this collective bargaining agreement; JANUARY 1 1977 THROUGH JUNE 30, 1977;* CLASSIFICATION BASE 1 YEAR 2 YEAR General Maintenance Mechanic - Drain 10,958 11,547 12,133 Maintenance Laborer 9,263 9,850 10,437 *Effective July 1, 1977, these rates shall be increased by one (1) percent over the rates shown; effective January 1, 1978, the rates shall be increased four (4) percent over the July 1, 1977 rates; effective July 1, 1978, the rates shall be increased two (2) percent over the January 1, 1978 rates and shall remain effective through December 31, 1978. 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 ultimnte 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 E SALARIES The following merit salary schedule shall prevail during the term of this agreement: JANUARY 1, 1977 THROUGH JUNE 30, 1977:* CLASSIFICATION Chemist Construction Inspector III Construction Inspector II Construction Inspector I Electronics Technician II Electronics Technician I Maintenance Mechanic II Maintenance Mechanic I Maintenance Laborer Meter Reader Pump Maintenance Man II Pump Maintenance Man I Senior Maintenance Mechanic Sewage Treatment Plant Operator II Sewage Treatment Plant Operator BASE 6 MO. 1 YEAR 2 YEAR 3 YEAR 4 YEAR 13,809 14,493 15,178 15,862 13,237 13,694 14,150 14,607 11,526 11,983 12,439 12,895 9,929 10,270 10,613 10,955 11,298 12,553 13,237 13,922 14,607 11,983 12,153 12,324 10,727 11,184 11,639 12,096 10,157 10,613 11,069 11,526 9,263 9,850 10,437 10,499 10,727 10,955 11,411 11,868 12,324 13,010 13,694 14,379 10,613 10,841 11,069 11,526 11,983 12,657 13,243 12,439 13,124 13,809 14,493 9,986 10,270 10,841 11,411 12,667 13,0lo 12,069 11,755 9,700 Water Meter Repairman 10,499 10,727 10,955 11,411 11,868 *Effective July 1, 1977, these rates shall be increased by o the rates shown; effective January 1, 1978, the rates shP11 (4) percent over the July 1, 1977 rates; effective July 1, shall be increased two (2) percent over the January 1, 1978 remain effectiVe through December 31, 1978. ne (1) percent over be increased four 1978, the rates rates and shall APPENDIX,I, (con e t) 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. 1 COMMUNITY MENTAL HEALTH SOCIAL WORKERS & PROGRAM SPECIALIST II APPENDIX F SALARIES The following merit salary schedule shall prevail during the term • of this collective bargaining agreement: JANUARY 1, 1977 THROUGH JUNE 30, 1977:* CLASSIFICATION Social Worker I Social Worker II Program Specialist II BASE 16,660 19,056 16,318 1 YEAR 17,459 19,741 17,003 2 YEAR 18,257 20,426 17,687 3 YEAR 18,372 *Effective July 1, 1977, these rates shall be increased by one (1) percent over the rates shown; effective January 1, 1978, the rates shall be increased four (4) percent over the July 1, 1977 rates: effective July 1, 1978, the rates shall be increased two (2) percent over the January 1, 1978 rates and shall remain effective through December 31, 1978. II 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, Childrens' Day Treatment Center, 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. APPENDIX F (con't) 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 G SALARIES The following merit salary schedule shall prevail during the term of this collective bargaining agreement: JANUARY 1, 1977 THROUGH JUNE 30, 1977:* CLASSIFICATION BASE 1 YEAR 2 YEAR General Maintenance Mechanic - P & R 10,958 1.1,547 12,133 Grounds Equipment Mechanic 10,958 11,547 12,133 Groundskeeper II 10,437 11,026 11,612 Groundskeeper Crew Chief .11,939 12,590 Parks Maintenance Aide -9,719 10,308 10,895 Maintenance Laborer 9,263 9,850 10,437 *Effective July 1, 1977, these rates shall be increased by one (1) percent over the rates Shown; effective January 1, 1978, the rates shall be increased four (4) percent over the July 1, 1977 rates; effective July 1, 1978, the rates shall be increased two .(2) percent over the January 1, 1978 rates and shall remain effective through December 31, 1978. II REPRESENTATION There shall be a steward and an alternate steward, one of which shall be from Addison-Oaks Park. During the term 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. 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. MEDICAL CARE FACILITY EMPLOYEES APPENDIX H SALARIES The following merit salary schedule shall prevail during the term of this collective bargaining agreement: JANUARY 1, 1977 THROUGH JUNE 30,_ 1977:* CLASSIFICATION BASE 3 MO. 6 MO. 1 YR. 2 YR. 3 YR. 4 YR. Custodial Worker I 7,762 8,155 8,546 Custodial Worker II 9,278 9,539 9,300 Food Service Worker I 6,944 7,085 7,228 7,514 7,798 Food Service Worker II 8,055 8,198 8,341 Nursing Assistant 7,912 8,055 8,196 8,482 8,768 9,053 Kitchen Porter 8,397 8,540 8,682 8,968 Occupational Therapy 6,847 6,918 6,990 7,132 7,418 Aide I Occupational Therapy 7,912 8,055 8,196 8,482 8,768 9,053 Aide II Physical Therapy Aide I 6,847 6,918 6,990 7,132 7,418 Physical Therapy Aide II 7,912 8,055 8,196 8,482 8,768 9,053 Second Cook 8,134 8,360 8,587 9,038 *Effective July 1, 1977, these rates shall be increased by.one (1) percent over the rates shown; effective January 1, 1978, the rates shall be increased four (4) percent over the July 1, 1977 rates; effective July 1, 1978, the rates shall be increased two (2) percent over the January 1, 1978 rates and shall remain effective through December 31, 1978. II REPRESENTATION There shall be stewards and alternate stewards in accordance with the following formula: (a) The Housekeeping employees shall be represented by one (1) steward and one (1) alternate steward. (b) The Food Service employees shall be represented by one (1) steward and one (1) alternate steward. APPENDIX H (con't) (c) The employees in the combined units of Nursing, Occupational Therapy and Physical Therapy shall be represented by one (1) steward and one (1) alternate steward for the day shift; one (1) steward and one (1) alter- nate steward for the afternoon shift; and one (1) steward and one (1) alternate steward for the midnight shift. 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. COMMUNITY MENTAL HEALTH SERVICES BOARD TRAINING LEADER I AIDE EMPLOYEES APPENDIX SALARIES The following merit salary schedule shall prevail during the term of this collective bargaining agreement; JANUARY 1, 1977 THROUGH JUNE 30, 1977:* CLASSIFICATION BASE 1 YEAR 2 YEAR 3 YEAR Training Aide 4,758 FLAT RATE Training Leader I 8,896 9,581 10,265 10,949 *Effective July 1, 1977, these rates shall be increased by one (1) percent over the rates shown; effective January 1, 1978, the rates shall be increased four (4) percent over the July 1, 1977 rates; effective July 1, 1978, the rates shall be increased two (2) percent over the January 1, 1978 rates and shall remain effective through December 31, 1978. II REPRESENTATION There shall be one steward and one alternate steward. 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 APPENDIX. I (con't) 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. LAUNDRY EMPLOYEES APPENDIX J • SALARIES The following merit salary schedule shall prevail during the term of this collective bargaining agreement: JANUARY 1, 1977 THROUGH JUNE 30, 1977:* CLASSIFICATION BASE 6 MO. 1 YEAR 2 YEAR 3 YEAR 4 YEAR Maintenance Mechanic Laundry 10,157 10,613 11,069 11,526 Custodial Worker II 9,278 9,539 9,800 Clerk II 7,874 8,045 8,216 8,559 8,901 9,243 Clerk II/Deliveryman 7,874 8,045 8,216 8,554 8,901 9,243 Laundry Washerman 8,477 8,692 8,907 9,338 9,768 Assistant Laundry Washerman 7,825 8,033 8,239 8,655 9,070 Seamstress 7,499 8,110 8,721 Laundry Worker 6,955 7,133 7,310 7,664 8,019 8,373 *Effective July 1, 1977, these rates shall be increased by one (1) percent over the rates shown; effective January 1, 1978, the rates shall be increased four (4) percent over the July 1, 1977 rates; effective July J., 1978, the rates shall be increased two (2) percent over the January 1, 1978 rates and shall remain effective through December 31, 1978. 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. LICENSED PRACTICAL NURSES APPENDIX K SALARIES The following merit salary schedule shall prevail during the term of this collective bargaining agreement: JANUARY 1, 1977 THROUGH JUNE 30, 1977* CLASSIFICATION BASE 6 MO. 1 YR. 2 YR. 3 YR. 4 YR. Licensed Practical Nurse 9,243. 9,414 9,585 9,928 10,270 10,612 *Effective July 1, 1977, these rates shall be increased by one (1) percent over the rates shown; effective January 1, 1978, the rates shall be increased four (4) percent over the July 1, 1977 rates; effective July 1, 1978, the rates shall be increased two (2) percent over the January 1, 1978 rates and shall remain effective through December 31, 1978. II REPRESENTATION There shall be one steward and one alternate steward. FRIEND OF THE COURT C.LERICAL EMPLOYEES and COURT SERVICE OFFICERS APPENDIX L SALARIES The following merit salary schedule shall prevail during the teem of this collective bargaining agreement: JANUARY 1, 1977 THROUGH JUNE 30, 977:* CLASSIFICATION BASE 3 MO. 6M0, 1 YR. 2 YR. 3 YR. 4 YR. Automatic Dictation & 8,444 8,615 8,787 9,129 9,472 9,813 Production Typist Clerk I 6,962 7,075 7,189 7,417 Clerk II 7,874 8,045 8,216 8,559 8,901 9,243 Clerk III 9,015 9486 9,357 9,700 10,041 10,385 Court Service Officer 14,036 14,721 15,406 16,090 16,775 FOC Departmental Clerk 9,585 10,041 10,498 10,955 11,411 Senior FOC Counter Clerk 11,754 12,210 Typist I 7,189 7,303 7,417 7,646 Typist II 8,102 8,273 8,444 8,787 9429 9,472 Warrants Clerk 9,015 9,186 9,357 9,700 10,041 10,385 *Effective July 1, 1977, these rates shall be increased by one (1) percent over the rates shown; effective January 1, 1978, the rates shall be increased four (4) percent over the July 1, 1977 rates; effective July 1, 1978, the rates shall be increased two (2) percent over the January 1, 1978 rates and shall remain effective through December 31, 1978. II REPRESENTATION There shall be one steward and one alternate steward. FRIEND OF THE COURT DOMESTIC RELATIONS FIELD INVESTIGATORS and DOMESTIC RELATIONS OFFICE INTERVIEWERS APPENDIX M SALARIES The following merit system salary schedule shall prevail during the term of this collective bargaining agreement. JANUARY 1, 1977 THROUGH JUNE 30, 1977:* CLASSIFICATION Domestic Relations Field Investigator Domestic Relations Office Interviewer BASE 6 MO. 1 YR. 2 YR. 3 YR. 4 YR. 13,465 13,808 14,150 14,834 15,519 16,204 11,411 11,696 11,982 12,552 13,123 *Effective July 1, 1977, these rates shall be increased by one (1) percent over the rates shown; effective January 1, 1978, the rates shall be increased four (4) percent over the July 1, 1977 rates; effective July 1, 1978, the rates shall be increased two (2) percent over the January 1, 1978 rates and shall remain effective through December 31, 1978. II REPRESENTATION There shall be one steward and alternate steward. aul E. Kasper FISCAL NOTE BY: FINANCE COMMITTEE, PAUL E. KASPER, CHAIRMAN IN RE: MISCELLANEOUS RESOLUTION #7820 - 1977-78 LABOR AGREEMENT FOR EMPLOYEES REPRESENTED BY LOCAL 1998, AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES, AFL-CIO TO THE OAKLAND COUNTY BOARD OF COMMISSIONERS Mr. Chairman, Ladies and Gentlemen: Pursuant to Rule XI-C of this Board, the Finance Committee has reviewed Miscellaneous Resolution #7820 and finds that funds are available in the amount of $78,639 to cover the additional salary cost as stipulated in the labor agreement. Said funds to be transferred from the 1977 Non-Depart- mental line item, Salary Adjustment to the following Divisions: Medical Care Facility Animal Control Friend of the Court Drain Commissioner 1976 Rate 1977 Rate Increase 873,278 921,745 48,467 105,751 111,620 5,869 371,481 392,098 20,617 66,413 70,099 3,686 $1,416,923 $1,495,562 $78,639 FINANCE COMMITTEE #7820 February 17, 1977 Moved by Kasper supported by Daly the report be accepted and Resolution #7820 be adopted, AYES: Peterson, Roth, Simson, Wilcox, Aaron, Daly, Dit;Tovannl, Dovon, Fortino, G3bler, Gorsline, Hoot, Kasper, Kelly, Lanni, McConnell, McDonald, Moffitt, Montante, Moxley, Murphy, Olson, Patterson, Perinoff, Pernick. (25) NAYS: None. (0) A sufficient majority having voted therefor, the report waF-acCepted and Resolution #7820 was adopted. STATE OF MICHIGAN) COUNTY OF OAKLAND) Lynn D. Allen, Clerk of the County of Oakland and having a seal, do hereby certify that I have compared the annexed copy of of Conmsisrioee rs at their meeting held on Fehrury 17, 1977 _Miscellaneous .Resolution .#7820adoptedby ,the .Oaklanci .County,Boar,l_ 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 this „.„,day of..F.hl9 .7J Lynn D. Allen,.,.. ......... By....... ..... 0 ---,Deputy Clerk