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HomeMy WebLinkAboutResolutions - 1977.05.19 - 13293Miscellaneous Resolution 7950 April 28, 1977 BY: PERSONNEL COMMITTEE - John J, McDonald, Chairman IN RE: 1977-1978 LABOR AGREEMENT FOR EMPLOYEES REPRESENTED BY LOCAL 2437, NON-CASEWORKERS, AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES, AFL-CIO TO THE OAKLAND COUNTY BOARD OF COMMISSIONERS Mr. Chaitman, Ladies and Gentlemen: WHEREAS the Oakland County Probate Court, the County of Oakland and Local 2437 of the American Federation of State, County and Municipal Employees, AFL-CIO, have been negotiating a contract covering 203 non-caseworker employees of the Oakland County Probate Court; and WHEREAS a two-year agreement has been reached with the Non-Caseworker unit for the period January 1, 1977 through December 31, 1978 and said agreement has been reduced to writing; and WHEREAS said agreement has been reviewed by your Personnel Committee which recommends approval of the agreement, NOW THEREFORE BE IT RESOLVED that the agreement between the Oakland County Probate Court, the County of Oakland, the non-caseworker employees, and Local 2437, American Federation of State, County and Municipal Employees, AFL-CIO, be 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 foregoing resolution, PERSONNEL COMMITTEE McDonald, Chairman THE OAKLAND COUNTY PROBATE COURT AND THE COUNTY OF OAKLAND AND THE AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES, AFL-CIO COUNCIL 23 PROBATE COURT NON-CASEWORKER EMPLOYEES Collective Bargaining Agreement 1977 - 1978 AGREEMENT This agreement is made and entered into on this day of • A.D., 1977, by and between the Oakland County Probate Court and the Oakland County Board of Commissioners, hereinafter referred to collectively as the "Employer", and Local 2437, 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. I. RECOGNITION The Employer recognizes the Union as the exclusive representative of all employees other than Caseworkers, of the Oakland County Probate Court, for the purposes of collective bargaining with respect to rates of pay, wages, hours of employment and other terms and conditions of employment, in the following bargaining unit for which they have been certified, and in which the Union is recognized as collective bargaining representative, subject to and in accordance with the provisions of Act 336 of the Public Acts of 1947, as amended-. All employees of the Oakland County Probate Court; excluding confidential employees, professional employees executives and supervisors. MANAGEMENT RESPONSIBILITY The right to hire, promote, discharge or discipline, and to maintain discipline and efficiency of employees, is the sole responsibility of the Employer except that Union Members shall not be discriminated against as such. In addition, the work schedules, methods and means of departmental 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 Local 2437, 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 (15) day period prior to the expiration date of this agreement. (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. BASIS OF REPRESENTATION Section 1 There shall be one steward and an alternate steward for the following locations and shifts: (2) Children's Village - One (1) each shift Camp Oakland - One (I) each for the day and afternoon shift Courthouse - One (1) for the day shift 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 2 There shall also be one Chief Steward and one alternate Chief Steward. Section 3 There shall be a Grievance Committee consisting of three (3) members of the represented group, certified in writing to the Employer. Either the Local President or Chief Steward, or both, upon sufficient notice to the Employer, may substitute for a member or members of the Grievance Committee, The Employer shall meet whenever necessary, at a mutually convenient time, with the union grievance committee. The purpose of grievance committee meetings will be to adjust pending grievances and to discuss procedures for avoiding future grievances. In addition, the committee may discuss with the Employer other issues which would improve the relationship between the parties. (3) YE12 Section 4 - The 1oyer cognize one bargaining committee representing both the Probate Caseworker and Non-Caseworker bargaining units, such committee shall be composed of not certified in writing to s selected by the Union and T.H7. The Local President may participate as an additional member of the bargaTh'ng committee., NOTE This co7b1ned Car CommitT.co is also Probate Caseworker Cu agreement and Non-Cworker Bargaining ced to in ;article IV of the collective bargaining Ur C. V. GRIEVANCE PROCEDURE The Employer and the Union support and subscribe to an orderly method of adjusting employee grievances. To this end, the Employer and the Union agree that an employee should first bring his problem or grievance to the attention of his immediate supervisor, with or without his steward, who shall attempt to resolve the grievance informally. In the. event the steward is called, he shall be released from his duties as soon as possible, but in any event, no later than the beginning of his shift the next day. Dismissals, suspensions, demotions and disciplinary actions of any type shall not be a subject for the grievance procedure but shall be processed according to the procedures of the Personnel Appeal Board, Step I If the grievance is not settled informally, it shall be discussed with the steward and shall be reduced to writing, signed by the grievant and submitted to his immediate supervisor. Step 2 The written grievance shall be discussed between the steward and the immediate supervisor, and the Chief Steward if so desired. The (4) supervisor an( ;_cive his written agrec. decision within fivc: (xcluding:zacnrday, Sunday and holidays) of receipt of the written SteT, 3 A grievance not settled at Step Committee within five days (excluding So of the date of the receipt Any grievance not notification to the Employer within Live days snail be considered dropped A on the grievance shall he held by the Grievance Criev;iDee a:1d. holidays) the immedist upervis.cs written reply,• ) the Griuvan.:: ...o-amitee by written Commit:tee withL. ten (10) days u the time ,:xtel,,:!&I by mutual Darties and the Employer will nbmit its written position on the grievance to the 7„7.ceL Pre3ijot within seven (7) working days following the Grievance Committee meeting, 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 arbitror, one will be selected under the rules of the American Arbitration Associa4.ion, Any grievance not appealed, from a .JHbision in one of the steps of the grievance proaedure, to the next step as prescribed, shall be considered dropped and the last decision final and binding, t..xcept that time limits may be extended by mutual agreement VI. BULLETIN BOARD. The Employer shall assign appropriate space on bulletin boards which shall be used by the Union for posting notices, bearing the written approval (5) ,rity by working sic (6) continuous New c months, in nh event t envoi 'Hack to epo of hire into the seniority, in non-reple addition, an e of thz Lhe 7nioo lodol„ be restricted toz (a) Notice6 of Union re..-clo-,Aal and social affairs; (b) Notices of Union elocY:rinin (c) Notices of 7-2J1 ..:n cc. r: of Union elections; (d) 'Notices (e) Other notices of 'bons fide Union affairs which are not political or lfbeious to natula, VTI. Secti ite name shall be placed on iLc.oc ,.'_eL of•n1orir.y daz:e, Combined senio4ity shall be by an employee for work performed in the present two rerDresuted units in Probate oucrt and in 'enierity during the pc:, Article TETI (a), hereim in which the employee is E be credi for 6ervice performed 'Jis combined accumulated of any layoff can 'i..a nilized as described in r set forth, only -,Jthin the bargaining unit the of layoff, An up -to-date seniority list shall be furnished to the Union every three (3) months, loyee soll lose his seniority for the followino. resons: (a) If the err .yee resigns or retires; (b) If the employee is discharged, cci out reinstated; (c) If the employee is n'c-se from wo -z'k for the .n)nsecutive working •p7 .(17 t-ly-ing the Employer, unless a satisfac'tory reason is (6) (d) If the employee does not return to work at the end ot an approved leave; (e) If the employee does not return to work when recalled from a layoff except that, an employee shall net 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 hut fails to return within the five (5) day period. Section 2 Shift preference will be granted at Children's Village or Camp Oakland on the basis of seniority, within the classification, provided the employee meets the qualifications of the vacancy. Shift preference may be utilized only for vacancies created by employee separation, promotion or the creation of a new position. Vacancies created by employee transfers, as a result of shift preference, shall not be subject to shift preference. VII.I. LAYOFF, RECALL AND TRANSFERS (a) If and when it becomes necessary for the Employer to reduce the number of employees in the work force, the employees will be laid off in seniority order, based on capability of performing available jobs and shall be recalled in the sane order. (b) If and when an employee is permanently transferred to another division within the Department, the President or Chief Steward shall be notified of said transfer by the Employer. (7 ) IX. CLERICAL EMPLOYEES TEMP RY CHANGE OF RATE In cases in which a clerical employee's temporary assignment includes taking over the ultimate responsibilities inherent in a higher level job and which the temporary assignment is for more than 30 calendar days, the base salary rate for the classification assigned will be paid during the period the employee is required to work in the higher class, payment to be retroactive to the day in which the temporary assignment began. In the event the base rate of the higher class is lower than the employee's regular rate, the employee will be paid at the next higher step over their regular rate. (Clerical employees are considered to be those designated with a double or triple asterisk in the Salary Schedule, Appendix A.) X. 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, XI. GENERAL CONDITIONS Section 1 The Union shall be notified in advance of anticipated permanent major changes in working conditions and discussions shall be held thereon. Section 2 The provisions of this agreement shall be applied equally and without favoritism to all employees in the bargaining unit. There shall be no discrimination as to age, sex, marital status, race, color, creed, national origin or political affiliation. The Union shall share equally with the Employer the responsibility for applying this provision of the agreement. Section 3 The reemployment rights of employees and probationary employees who are veterans will be limited by applicable laws and regulations. (8) Section 4 Employees elected to any permanent full-time union office or selected by the Union to do work which takes them from their employment with the County, shall at the written request of the Union be granted a leave of absence without pay. The leave of absence shall not exceed two (2) years, but it shall be renewed or extended for a similar period at any time upon the written request of the Union. Any employee on approved Union leave of absence will continue to accumulate Union seniority while on leave but will not receive credit toward "Length of County Service" for fringe benefit purposes under Rule 22, Oakland County Merit System. Section 5 When any position not listed on the wage schedule is filled or established, the County may designate a job classification and rate structure for the position. In the event the Union does not agree that the classification rate or structure are proper, the Union shall have the right to submit the issue as a grievance through the grievance procedure within a six (6) month period. Section 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 Local President and the Employer or its designated representative upon the request of either party. Such meetings shall be between at least two representatives of the Employer and no more than (9) three employee re enitives of the Union and the Staff R,.-pr•so'-ative, if so desired. Arrangements for such special conferences shall be made in advance and an agenda on 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 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- Section 9 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 (10) holidays at the time-and-one-half rate. (Weekdays are defined as Ca6: first five (5) days of work which are part of an employee's regular work schedule.) Section 10 All supplemental agreement 11 be subject to the approwl of the Employer and the Council and/or Internaonal Ulli01), They shall be approved or rejected within a 7iod of forty-five (45) days following the date of the agreement between the parties. XII. ADOPTION 3Y 'REET,RENCE_OF RELEV,\N.ITL.YSO,UTIONS_AND PERSONNEL POLICIES All Resolutions of the Oakland County Board of Commissioners as amended or changed, from time to time, relating to the wolking 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. XIII. MAINTENANCE OF CONDITIONS Wages, hours and conditions of emploment in effect at the execution of this agreement shall, except as improved herein, be maintained during the terlo of this agreement. No employee shall suffer a reduction in such benefits as a consequence of the execution of this agreement except that some benefits may be increased or decreased in the process of negotiations between the parties and made a part of the final agreement, XIV. ECONOMIC RATTERS . Wages and other economics are attached hereto as Appendix A and Appendix B. XV. 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, (11) in any strike, Si 'on. stay -in or slowdown or any of any state law , instruct the involve,]'. ,:_m:27.oyees in wl that their con is vionLion of the contract and that all a ll the offending effect until ml.anight, from year to year until notice of termination of this s?.remeni tjad to the other party In the event of a work !-Aoppage or other curtaliment, ljnion shall rn:me•iately conduct, The Employer will not lockout any ,oyees of the 7araLa 4 ng unit during the term of this agreement XVI. DURATION This agreement shall remain in full foce December 31, 1978 It shall be automatically thereafter unless either party shall notify the other, in writing, sixty (60) days prior to the anniversary date, that it desires to modify this agreement. In the event that such notice is given, ra::.:.otiations not later than sixty (60) days prior to the anniversary date, Thi6 agreement shall remain in full force and be effective during the period of negotiations and in the manner set forth in the follaw*ng paragraph_ In the event that either party desires to terminate this agreement, written notice must be given to the other party no less than ten days prior to the desired termination date wIlich shall not be before the anniversary date set forth in the preceding paragraph. It is agreed and understood that the provisions contained, herein shall remain in full force and effect so long as they are not in violation of applicable statutes :And ordinances and remain within the jurisdiction of the County of Oakland, The Union recognizes the right and duty of the Probate Court to • operate and manage its affairs in accordance with the State of Michigan Constitutional provisions and statutes and such Constitutional provisions (12) Constitutional provision, operi ,:-..n of law rfb:..vrl of competent jurisdiction, or if compliance or enforcerre of on article or section AMERICAN FEDERATION COUNTY AND MUNIM'AL MET%0?0LITAN COUNCIL AFL-CI, LOCAL 2437 PLOCEES CAKLAND, a Mi Cordozot ab4t.r,-- Jr., :,?-f Commissioners and statutes shan be contain3A IF this or any apr...edix or a provis3.cls hich might zent, If any article oy -3ection of tbi.• agreement thereto should be he'Lln invalid by =y • should be restnli2tod th such the of thi, *,4[ment E not be affected thereby. ,NT) COUNTY 8,615 The following merit siq,:fy. .2hedule shall prevail for the period from January 1, 1977, through June 30, 1977* 3 CLASSIFICATION BASE MONTHS **Account Clerk I **Account Clerk II , ***Asst., Deputy Pt. e. 9,444 **Auto Dior, Fy Prod 7yl7Mt 8,444 **Clerk I 6,962 **Clerk 11 7,274 **Clerk /II 9,015 **Counter Clerk 8,444 Court Officer - Probate Court 7,912 Court Servieer Officer I 9,833 Court Service Officer II . 11,981 **Departmental Claria 9,585 ***Deputy Probate Register I 9,472 ***Deputy Probate Register TI 11,754 ****First Cook 8,925 General Staff Nurse 11,754 Houseparent 9,522 Mechanic/Instructor 10,624 **Probate Court Clerk 7,573 Probate Court Reporter I 11,641 Probate Court Reporter II 14,014 I lIMP. 2 YEAR 3 YEAR 4 YEAR 8,787 9,129 9,472 9,813 10,157 10,612 11,069 11,526 3,615 8,787 9,17:9 9,472 9,813 8,615 8,787 9,128 9,472 9,813 7,075 7,189 7,417 8,045 8,216 8,559 8,901 9,243 9,186 93-57 9,NT 10,041 10,385 8,615 3,787 9,129 9,472 9,813 10,229 10,624 11,416 .12,885 13,789 14,693 10,041 10,498 10,955 11,411 9,928 10,385 10,841 11,297 12,096 9,066 9,2C7 9,491 9,772 10,055 12,33 13,123 :3,808 9,820 10,116 10,709 11,076 11,528 11,98 -, 7,743 7,912 8,251 8,590 8,929 12,320 12,998 13,676 14,806 15,597 16,380 3 6 CLASSIFICATION BASE NONTHS MONTHS 1 YEAR 2 YEAR 3 YEAR 4 YEA ****Second Cook 8,134 8,360 8,587 9,038 **Secretary 9,585 10,041 10,498 10,955 11,41 **Stenographer I 7,874 7,987 8,102 8,331 **Stenographer II 9,015 9,186 9,357 9,700 10,041 10,38 **Technical Support Clerk 8,444 8,615 8,787 9,129 9,472 9,81 **Typist I 7,189 7,303 7,417 7,.646 **Typist II 8,102 8,787 9,129 9 ,-47 * 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. ** For these classifications designated with a double asterisk (**), any wage increases which are granted during the year 1977 or 1978 to identical classifications throughout the County over the above scheduled wage rates, then that amount of increase which is over the above scheduled rates will be applied to the wage rates of such classifications. In the event wage increases, are granted to classifications in the manner noted in paragraph "**" above, then the dollar amount of the differentials —between classifications designated both with a double asterisk (**) and the classifications designated with this triple asterisk (***) will be maintained, **** For these classifications designated with four asterisks (****), any wage increases which are granted during the year 1977 or 1978 to identical classifications through- out the County over the above scheduled wage rates, then that amount of increase which is over the above scheduled rates will be applied to the wage rates of such classifications. *** Childrens Supervisor I Childrens Supervisor IT APPENDIX A IT SALARIES The following merit salary schedules shall previal for the period from January 1, 1977, through December 31, 1978 for Childrens Supervisor I and Childrens Supervisor II: JANUARY 1, 1977 - June 30, 1977 CLASSIFICATION Childrens Supervisor T Childrens Supervisor II BASE 6 MO, 1 YEAR 2 YEAR 3 YEAR 4 YEAR 8,840 9,180 9,519 10,199 10,878 11,558 12,222 JULY 1, 1977 - DECEMBER 31, 1977 Childreas Supervisor I 8,928 9,272 Childrens Supervisor II Childrens Supervisor I Childrens Supervisor II 9,614 10,301 10,987 11,674 12,344 JANUARY 1, 1978 - JUNE 30, 1978 9,285 9,643 9,999 10,713 11,426 12,141 12,837 JULY 1, 1978 - DECEMBER 31, 1978 9,471 9,836 10 -,199 10,927 11,655 12,384 13,132 NON-CASEWORKER AGREEMENT APPENDIX B For the following fringe benefits refer to the Oakland County Ernployees' Handbook: 1. Injury on the Job *2. Holidays 3. Leave of Absence 4. Life Insurance 5. Longevity 6. Master Medical Insurance 7. Sick Leave **8. Retirement 9. Annual Leave ***10. Income Continuation Insurance ****11. Dental Insurance *****12. Tuition Reimbursement * 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 B (con't) **** 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). Employees accepted to degree programs prior to October 1, 1977 will not be subject to the dollar limination providing their progress in the program is continuous as set forth in the revised Merit Rule 1)20. 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. (In the event there is a Federal tax placed on gasoline for the purpose of energy conservation, the Employer agrees to discuss the matter with the Union.) The past practice of paying mileage on a "home to home" basis for employees working overtime is to be eliminated. May 19, 1977 FISCAL NOTE BY: FINANCE COMMITTEE, PAUL E. KASPER, CHAIRMAN IN RE: MISCELLANEOUS RESOLUTION #7950 - 1977-1978 LABOR AGREEMENT FOR EMPLOYEES REPRESENTED BY LOCAL 2437 NON-CASEWORKER, 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 #7950 and finds that funds in the amount of $111,711 are available in the Non-Departmental, Salary Adjustment Line-item to be trans- ferred to salary line-item within the Probate Court, Probate-Juvenile Court, Children's Village and Camp Oakland Budgets. FINANCE COMMITTEE Paul E. Kasper, Chairman 19th maY 19 77 #7950 May 19, 1977 Moved by McDonald supported by Roth the report be accepted and Resolution #7950 be adopted. AYES: Roth, Simson, Daly, DiGiovanni, Doyon, Fortino, Gabler, Gorsline, Hoot, Kasper, Kelly, Lanni, McConnell, McDonald, Moffitt, Montante, Moxley, Murphy, Page, Patterson, Peterson, Price. (22) NAYS: None. (0) A sufficient majority having voted therefor, the report was accepted and Resolution #7950 was adopted, i§cql..1,apepu,s, je,s2,1 p:t,i9D,#7959.,009Ptgd rEnt. :010. :0,4KI,a,.n,d„county. Board, Of. Commi,ssipners, at their ,e91 1:19 F.Iel.c1 .29 Ma,Y, .1,977. .