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HomeMy WebLinkAboutResolutions - 1982.05.20 - 13807Miscellaneous Resolution # 82130 May 6, 1982 1 HEP.FN APPROVE THE Darlie! T EC-40,17:,!;7, Dee BY: PERSONNEL COMMITTEE - John J. McDonald, Chairperson IN RE: 1982 - 1983 LABOR AGREEMENT FOR EMPLOYEES REPRESENTED BY LOCAL 2437, CASEWORKERS, COUNCIL 25, AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES AFL-CIO TO THE OAKLAND COUNTY BOARD OF COMMISSIONERS Mr. Chairperson, Ladies and Gentlemen: WHEREAS the Oakland County Probate Court, the County of Oakland and Local 2437, Council 25, American Federation of State, County and Municipal Employees, AFL-CIO, have been negotiating a contract covering 77 Casework employees of the Oakland County Probate Court; and WHEREAS a two-year agreement has been reached with the Caseworker Unit for the period January 1, 1982 through December 31, 1983, 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 Casework Employees, and Local 2437, Council 25, American Federation of State, County and Municipal Employees, AFL-CIO, be and the same is hereby approved; and that the Chairperson of this Board, on behalf of the County of Oakland, be and is hereby authorized to execute said agreement, a copy of which is attached hereto. Cbaly_person, on behalf of the Personnel Committee, I move the adoption of the foregoing resolution. PERSONNEL COMMITTEE THE OAKLAND COUNTY PROBATE COURT AND THE COUNTY OF OAKLAND AND THE AMERICAN FEDERATION OF STATE,CCUNTY AND MUNICIPAL EMPLOYEES, AFL-CIO COUNCIL 25 PROBATE COURT CASEWORKER EMPLOYEES Collective Bargaining Agreement 1982 - 1983 AGREEMENT Agreement entered into on this 2. CIL-14 day of Play fc,1r2, County Board of Commissioners (hereinafter referred to as the "Rmployer") and Council 25 and its affiliated Local Union, No.. 2437, AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES, AFL-CIO, (hereinafter jointly referred to as the "Union" and individually referred to as the Local Union Number). I. RECOGNITION The Employer recognizes the Union as the exclusive representative of the Caseworker employees 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 Onion is recognized as collective bargaining representative, subject to and in accordance with the provisions of Act 336 of the Public Acts of 1947 and Act 379 of Public Acts of 1965. All employees of the Oakland County Probate Court; excluding confidential employees, professional employees, executives and supervisors. PURPOSE AND INTENT The general purpose of this Agreement is to set forth certain terms and conditions of employment, and to promote orderly and peaceful labor relations for the mutual interest of the Employer, its employees and the Union. The parties recognize that the interest of the community and the job security of the employees depend upon the Employer's success in establishing, and the Union's success in rendering proper services to the public. by and between Oakland County Probate Court and the Oakland To these ends, the Employer and the Union encourage to the fullest degree friendly and cooperative relations at all levels and among all employees. The parties recognize that the Employer is legally and morally Obligated to guarantee to all citizens a fair and equal opportunity for employment, and to these ends agree that no person shall be denied employment or membership in the Union, nor in any way be discriminated against because of sex, age, race, color, creed, national origin, political or religious beliefs. The masculine pronouns and relative words herein used shall be read as if written in plural and feminine, if required by the circumstances and individuals involved, and is not intended to be discriminatory in any fashion. III. MANAGEMENT RIGHTS The right to hire, promote, discharge or discipline for just cause, and to maintain discipline and efficiency of employees, is the sole responsibility of the Employer except that Union Members shall not be discriminated against as such. In addition, the work schedules, methods and means of departmental operations are solely and exclusively the responsibility of the Employer, subject, however, to the provisions of this agreement. rv. ADOPTION BY REFERENCE OF RELEVANT RESOLUTIONS AND PERSONNEL POLICIES All Resolutions of the Oakland County Board of Commissioners, as amended or changed, from time to time, relating to the working conditions and compensation of the employees covered by this agreement, and all other benefits and policies provided, for in the Oakland County Merit System, which incorporates the Oakland County EMployees' Handbook, are incorporated herein by reference and made a part hereof to the same extent as if they were specifically set forth. (2) V. AID TO OTHER UNIONS Section 1. The Employer agrees and shall cause its designated agents not to aid, promote, or finance any other labor group or organization which purports to engage in collective bargaining or to make any agreement with any such group or organization for the purpose of undermining the Union. Section 2. The Union agrees not to make agreements with any other union for the purpose of coercing the Employer. VI. DUES CHECK-Orlo (a) The Employer agrees to deduct the union membership initiation fee and dues, once each month, from the pay of those employees who individually authorize in writing that such deductions be made. All authorizations delivered to the Employer prior to the first day of the month shall become effective during that succeeding month. Check-off monies will be deducted from the second paycheck of each month and shall be remitted together with an itemized statement to the local treasurer, within fourteen (14) days after the deductions have been made. (b) An employee shall cease to be subject to check-off deductions beginning with the month immediately following the month in which he is no longer a member of the bargaining unit. However, an employee shall continue to be subject to Check-off deductions which he has authorized when he may be transferred from this bargaining unit to another bargaining unit represented by Local 2437, Council 25, American Federation of State, County and Municipal Employees. (c) Any employee may voluntarily cancel or revoke the Authorization for Check-off deduction upon written notice to the Employer and the Union during the fifteen (15) day period prior to the expiration date of this 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. VII. NO STRIKE - NO LOCKOUT Under no circumstances will the Union cause or authorize or permit its members to cause, nor will any member of the bargaining unit take part in, any strike, sitdown, stay-in or slowdown or any violation of any State law. In the event of a work stoppage or other curtailment, the Union shall immediately instruct the involved employees in writing, that their conduct is in violation of the contract and that all such persons shall immediately cease the offending conduct. The Employer will not lockout any employees of the bargaining unit during the term of this Agreement. VIII. BASIS OF REPRESENTATION Section 1. There shall be one steward and an alternate steward who must come from the unit they represent. Stewards will be released from their work, after obtaining approval of their respective supervisors and recording their time, for the purpose of adjusting grievances in accordance with the grievance procedure and for reporting to the grievant a change in status of his grievance. Approval for stewards to leave their work stations will not be unreasonably withheld. Stewards will report their time to their supervisor upon returning from a grievance discussion. (4) The privilege of stewards to leave their work during working hours, without loss of pay, is extended with the understanding that the time will be devoted to the prompt handling of grievances and will not be abused, and that they will continue to work at their assigned jobs at all times except when permitted to leave their work to handle grievances. Section 2. There shall also be one Chief Steward and one alternate Chief Steward. Section 3. There Shall be a Grievance Committee consisting of three (3) members of the represented group, certified in writing to the Employer. Either the Local President or Chief Steward, or both, upon sufficient notice to the Employer, may substitute for a member or members of the Grievance Committee. The Employer shall meet whenever necessary, at a mutually convenient time, with the union grievance committee. The purpose of grievance committee meetings will be to adjust pending grievances, and to discuss procedures for avoiding future grievances. In addition, the committee may discuss with the Employer other issues which would improve the relationship between the parties. Section 4. - Bargaining Committee The Employer agrees to recognize one bargaining committee representing both the Probate Caseworker and Non-Caseworker bargaining units, such committee shall be composed of not more than five (5) members selected by the Union and certified in writing to the Employer. The Local President may participate as an additional member of the bargaining committee. NOTE: This combined Caseworker and Non-Caseworker Bargaining Committee is also referred to in Article VIII of the Probate Non-Caseworker current Collective Bargaining Agreement. (5) IX. GRIEVANCE PROCEDURE Section 1. The Employer and the Union support and subscribe to an orderly method of adjusting employee grievances. To this end, the Employer and the Union agree that an employee should first bring his problem or grievance to the attention of his immediate supervisor, with or without his steward, and an attempt will be made to resolve the grievance informally. In the event the steward is called, he shall be released from his duties as soon as possible, and in any event, no later than the beginning of his shift the next day, and the supervisor, the employee and the steward shall meet simultaneously in an attempt to resolve the matter. Dismissals, suspensions, demotions and disciplinary actions of any type shall not be a subject for the grievance procedure but shall be processed according to the procedures of the Personnel Appeal Board. Step 1 If the grievance is not settled informally between the employee and his immediate supervisor, the employee shall have the right to discuss the grievance with his steward. If, in the steward's opiniOn, proper cause for the complaint exists, the Union shall have the right to submit a written grievance on the complaint to the immediate supervisor within 10 days. The written grievance must be signed by the employee and his steward and receipt acknowledged by the eirployee's immediate supervisor. Step 2 The department will give its written reply within 10 days (excluding Saturday, Sunday and holidays) of receipt of the written grievance. (6) Step 3 A grievance not settled at Step 2 may be submitted to the Grievance Committee within five days of the date of the receipt of the written reply. Any grievance not submitted to the Grievance Committee by written notification to the Employer within five days shall be considered dropped. A meeting on the grievance shall be held by the Grievance Committee within ten (10) days unless the time is extended by mutual agreement of both parties. Step 4 Any matter not settled in Step 3 of the grievance procedure may be submitted to final and binding arbitration by either of the parties. A request for arbitration must be submitted by written notice to the other party within fifteen (15) days after the Grievance Committee meeting. Expenses for arbitration shall be borne equally by both parties. If the parties fail to select an arbitrator, one will be selected under the rules of the American Arbitration Association, The Arbitrator shall have no power or authority to add to, subtract from, alter or mcdify the terms of this agreement, or set a wage rate. Section 2. The time limits specified hereinafter for movement of grievance through the process shall be strictly adhered to. In the event that a grievance is not appealed within the particular specified time limit, it shall be deemed to be settled on the basis of the Employer's last answer. In the event that the Employer shall fail to supply the Union with its answer to the particular step within the specified time limits, the grievance shall be deemed automatically positioned for appeal at the next step with the time limit for exercising said appeal commencing with the expiration of the grace period for answering. (7) Section 3. All specified time limits herein shall consist only of County work days MOnday through Friday. Section 4. Each grievance shall have to be initiated within ten (10) days of each occurrence of the cause for complaint or, if neither the aggrieved nor the Union had knowledge of said occurrence at the time of its happening, then within (10) days after the Union or the aggrieved becomes aware of the cause for complaint. X. BULLETIN BOARD The Employer shall assign appropriate space on bulletin boards which shall be used by the Union for posting notices, bearing the written approval of the President of the Union local, which shall be restricted to: (a) Notices of Union recreational and social affairs; (b) Notices of Union elections; (c) Notices of Union appointments and results of Union elections; (d) Notices of Union Meetings; (e) Other notices of bona fide Union affairs which are not political or libelous in nature. XI. SENIORITY New employees may acquire seniority by working six (6) continuous months, in which event the employee's seniority will date back to the date of hire into the department. When the employee acquires seniority, his name shall be placed on the seniority list, in the order of his seniority date. Combined seniority shall be accumulated by an employee for work (8) Performed in the present two represented units in Probate Court and, in addition, an employee in either unit shall be credited for service performed in non- represented Probate Court classifications. This combined accumulated seniority during the period of any layoff can be utilized as described in Article XII (a), hereinafter set forth, only within the bargaining unit in which the employee is employed at the tire of layoff. An up-to-date seniority list shall be furnished to the Union every three (3) months. An employee shall lose his seniority for the following reasons: (a) If the employee resigns or retires; (b) If the employee is discharged, and not reinstated; (c) If the employee is Absent from work for three (3) consecutive working days, without properly notifying the Employer, unless a satisfactory reason is given; (d) If the employee does not return to work at the end of an approved leave; (e) If the employee does not return to work when recalled from a layoff except that,. an employee shall not lose seniority if within three (3) days of receipt of notice of recall to work, he gives a written notice to the Employer of his intent to return to work within five (5) days of the receipt of such notice and does return within the five (5) day period. Consideration may be given by the Employer of reasons given by any employee who has given notice but fails to return within the five (5) day period. (9) XII, 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 same order. (b) The employer will endeavor to notify the Union at such time as the employer anticipates the laving off of employees represented by this bargaining unit. (c) 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. XIII. PROMOTIONS (a) All promotions within the bargaining unit shall be made on the basis of a 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. (b) Notices of promotional opportunity within the Oakland County Merit System will be sent to the local Union President or his/her designee for posting on the Union bulletin board. XIV. 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. (10) Section 2. The reemployment rights of employees and probationary employees who are veterans will be limited by applicable laws and regulations. Section 3. Employees elected to any permanent full-time union office or selected by the Union to do work which takes them from their employment with the County, shall at the written request of the Union be granted a leave of absence without pay. The leave of absence shall not exceed two (2) years, but it shall be renewed or extended for a similar period at any time upon the written request of the Union. Any employee on approved Union leave of absence will continue to accumulate Union seniority while on leave but will not receive credit toward "Length of County Service" for fringe benefit purposes under Rule 22, Oakland County Merit System. Section 4. When any position not listed on the wage schedule is filled or established, the County may designate a job classification and rate structure for the position. In the event the Union does not agree that the classification rate or structure are proper, the Union shall have the right to submit the issue as a grievance through the grievance procedure within a six (6) month period. Section 5. In the event that any other represented unit 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. (11) Section 6. Special conferences will be arranged between the Local President and the Employer upon the request of either party. Unless otherwise agreed, such meetings shall be between at least two (2) representatives of the Employer and no more than three (3) representatives of the Union. Unless otherwise agreed, arrangements for such special conferences shall be made at least twenty-four (24) hours in advance, and the conference shall be held within ten (10) working days after the request is made. An agenda of the matters to be taken up at the meeting, together with the names of the conferees representing the requesting party, 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. Such conferences shall be held during regular working hours. Members of the Union shall not lose time or pay for time spent in such special conferences and no additional compensation will be paid for such eivloyees for time spent in such conferences beyond regular working hours. A respresentative of Council 25 or a representative of the International Union may attend the special conferences. Section 7. If a medical divergence of opinion occurs between the employee's doctor and management's doctor with respect to whether the employee is able to return to work from a non-work related illness or injury, the parties may, by mutual agreement, refer the employee to a clinic or physician mutually agreed upon for a decision as to whether or not he or she is able to return to work. (12) 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 comunication. Section 8. Any employee required to work overtime which is not contiguous to the employee's regular work schedule shall be entitled to a minimum of two (2) hours work or pay for weekdays and three (3) hours work or pay for weekends or holidays at the time-and-one-half rate. (Weekdays are defined as the first five (5) days of work which are part of an employee's regular work schedule.) Section 9. 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. (13) XV. MAINTENANCE OF CONDITIONS Wages, hours and conditions of employment in effect at the execution of this agreement shall, except as improved herein., be maintained during the term of this agreement. No employee shall suffer a reduction in such benefits as a consequence of the execution of this agreement except that some benefits may be increased or decreased in the process of negotiations between the parties and made a part of the final agreement. XVI. ECCNOMIC MAaTEI6 Wages and other economics are attached hereto as Appendix A and Appendix B, XVII. MATTERS FOR FURTHER DISCUSSION The provisions of this labor agreement include resolution of all matters not eliminated by the parties and which remained at the time of settlement as issues of negotiations and upon which settlement was reached. In addition to those matters resolved and contained elsewhere in the agreement, the parties have agreed that the following areas only are subject to further negotiations for the year 1983: (a) Salary Rates for Calendar Year 1983 Consideration of salary rates for calendar year 1983 shall be limited to adjustments applied as percentages or flat dollar amounts as part of the merit salary schedule of classifications but shall not be limited to adjustments applied only on January of each year or to flat application at each step of a class, or to other variations. Other variations of adjusting the actual merit salary schedule of classifications as shown in Appendix A of this agreement may be considered. (b) Mileage Reimbursement (14) This agreement to reopen negotiations during the contract period is limited to the above matters and shall not be construed as indicating an intent or commitment as to a particular position on any of the issues. The parties do agree to deal in good faith bargaining in the reopen negotiations. XVIII. DURATION This Agreement shall remain in full force and effect until midnight, December 31, 1983. It shall be automatically renewed from year to year thereafter unless either party shall notify the other in writing, sixty (60) days prior to the anniversary date, that it desires to modify this agreement. In the event that such notice is given, negotiations shall begin not later than sixty (60) days prior to the anniversary date. This Agreement shall remain in full force and be effective during the period of negotiations and until notice of termination of this agreement is provided to the other party in the manner set forth in the following paragraph. In the event that either party desires to terminate this agreement, written notice must be given to the other party no less than ten (10) 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. (15) VAildge Nct)-rman R. Barnard BY Richard R. Wilcox, Chirperson Board of Commissioners The Union recognizes the right and duty of the Probate Court to operate and manage its affairs in accordance with the State of Michigan Constitutional provisions and statutes and such Constitutional provisions and statutes shall take precedence over any conflicting provisions which might be contained in this Agreement. If any article or section of this agreement or any appendix or supplement thereto should be held invalid by any Constitutional provision, operation of law or by any tribunal of competent jurisdiction, or if compliance with or enforcement of any article or section should be restrained by such tribunal, the remainder of this Agreement shallnot be affected thereby. AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES METROPOLITAN COUNCIL NO. 25 AFL-CIO, LOCAL 2437 'OAKLAND COUNTY PROBATE COURT Chief Probate Judge COUNTY OF OAKLAND, a Michigan Constitutional Corporation (16) CASEWORKER AGREEMENT APPENDIX A Salaries The following merit salary schedule shall prevail for the period from January 1, 1982, through December 31, 1982:* Classification Child Welfare Worker I Child Welfare Worker I- Asst. County Agent** Child Welfare Worker II Child Welfare Worker II- Asst. County Agent** Child Welfare Worker II- County Agent** Juvenile Court Intake Referee Base 6 Mo, 16,767 18,003 16,767 18,003 19,238 20,326 19,238 20,326 19,238 20,326 25,687 2 Year 3 Year 21,414 23,627 25,226 21,414 23,627 25,226 21,414 23,627 25,226 27,120 1Year *Should the Non-Union employees receive a general salary percentage increase in 1982 other than the 6% increase received at the first of the year, members of this bargaining unit will be entitled to the same general increase, effective at the same time and applied in the same manner as applied to the Non-Union eivIcyees, . **The County will supplement the State wage portiOn to the extent that the total salary will equal the rate shown in this schedule. ; (17) CASEWORKER AGREEMENT APPENDIX 13 For the following fringe benefits, refer to the Oakland County Employees' Handbook:* 1. Injury on the Job 2. Holidays 3. Leave of Absence 4. Life Insurance 5. Longevity 6. Master Medical Insurance 7. Sick Leave 8. Retirement 9. Annual Leave 10. Income Continuation Insurance 11, Dental Insurance 12. Tuition Peimbursementi The fringe benefits modified in previous collective bargaining agreements shall continue in effect as modified and described in the Oakland County Employees' Handbook. *Any additional fringe benefit improvements offered to non- union employees during the duration of this agreement shall become part of the benefit plan for employees represented by Local 2437. (18) -APPENDIX B (can't) II (a) Effective June 1, 1982, enployees required to drive their personal vehicle on official County business shall receive twenty-five (25) cents per mile. m Any previous practice of paying mileage on a "hone to home" basis for employees working overtime is eliminated. , (c) In the event there is a Federal Tax placed on gasoline for the purpose of energy conservation, the enployer agrees to discuss the matter with the Union. III Effective June 1, 1982, Merit Rule 425 (Section III, C) pertaining to Death Leave shall be amended for employees represented by this bargaining unit to provide a guaranteed three (3) day leave in the event of the death of the employee's spouse, child, parent or sibling. (19) -APPENDIX B (con't) IV Effective June 1, 1982, Merit Rule #24 (Section Iv, G, 6) pertaining to the use of Sick Leave for personal business is to be amended for employees represented by this bargaining unit to provide for the annual use of 2 days of accumulated sick leave for personal business. 1 (20) 'APPENDIX B (con't) V Effective June 1, 1982, Merit Rule A26 (Sections IA, II, III, and Iv) pertaining to Legal Holidays are to be amended to provide for the following holiday schedule for employees represented by this bargaining unit. COUNTY HOLIDAY SCHEDULE New Year's Day January 1 Martin Luther King's Day The Monday nearest January 15 President's Day The third Monday in February Memorial Day The last Monday in May Independence Day July 4 Labor Day The first Monday in September Veterans' Day November 11 Thanksgiving Day The fourth Thursday in November Friday after Thanksgiving December 24 Whenever Christmas Day falls on Tuesday, Wednesday, Thursday, or Friday Christmas Day December 25 December 31 Whenever New Year's Day falls on Ttesday, Wednesday, Thursday, or Friday Whenever New Year's Day, Independence Day, Veterans' Day, or Christmas Day falls on Saturday, the preceding Friday shall be a holiday. Whenever New Year's Day, Independence Day, Veterans' Day, or Christmas Day falls on Sunday, the following Monday shall be a holiday. NOTE: Lincoln's Birthday and Columbus Day are to be deleted from the existing holiday schedule. (21) cry 1, 1982 through December 31, 1982 salary cost, a six percent increase, FISCAL NOTE BY: FINANCE COMMITTEE, G. WILLIAM CADDELL, CHAIRPERSON IN RE: MISCELLANEOUS RESOLUTION #82130-1982-1983 LABOR AGREEMENT FOR EMPLOYEES REPRESENTED BY LOCAL 2437, CASEWORKERS, COUNCIL 25, AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES, AFL-CIO TO THE OAKLAND COUNTY BOARD OF COMMISSIONERS Mr. Chairperson, Ladies and Gentlemen: Pursuant to Rule XI-C of this Board, the Finance COMmittee has reviewed Miscellaneous Resolution #82130 and finds the proposed contract agreement covers the two (2) year period, January 1, 1982 through December 31, 1983 covering 77 Case- worker positions in the Probate Court. and Further, the Finance Committee finds: 1) The total cost for the period Janu is $136,175, of which, $104,356 is Children's Village. $26,314 is for associated Fringe Benefit costs and $5,505 is for in - crease in personal mileage cost, effective June 1, 1982 consistent with the attached schedule, 2) That the Finance Committee finds $104,356 available in the 1982 Salary Adjustment Account, $26,314 available in the 1982 Fringe Benefit Adjust- ment Account and $5,505 available in the 1982 Contingency Account; 3) Further benefit changes are outlined in the attached agreement and require no additional funding at this time, 4) That the Board of Commissioners appropriates $104,356 from the 1982 Salary Adjustment Account, $26,314 from the 1982 Fringe Benefit Adjust- ment Account and $5,505 from the 1982 Contingency Account and transfers said amounts to the 1982 Probate Court-Juvenile Budget and Children's Village Budget as follows: NO.of Fringe•. Dept. Division Unit Account pos SalariesBenefits Transp. TOTAL Probate Juvenile Casework 342-05 Foster Care -10 Intake -15 Youth Assit. -40 Alt.toSec.Det. -14 Total Probate Juvenile Court 30 39,774 10,129 2,387 52,290 7 9,868 2,427 445 12,740 6 8,438 2,010 111 10,559 25 33,782 8,560 2,387 44,729 4 4,848 1,248 175 6,271 72 96,710 24,374 5,505 126,589 No. of Fringe Pos Salaries Benefits Transp_ TOTAL Dept. Division Unit Account Human. & Childrens Viii. Adm. 165-01 Inst. Serv. Child Care 165.705 Total Childrens Village 1 1,592 375 -- 1,967 4 6,054 1,565 -- 7,619 5 7,646 1,940 -- 9,586 TOTAL 77 104,356 26,314 5,505 136,175 990-02-00-9990 Contingency ( 5,505) 991-02-00-9991 Salary Adjustment (104,356) 995-02-0079995 Fringe Benefit Adj. ( 26,314) (136,175) Further, that the 1983 portion of said agreement will be part of the 1983 Budget. FINANCE COMMITTEE Cost Estimate Personal Mileage Increase to 25 Contract Agreement - Local 2437 June 1, 1982 - December 31, 1982 (7 Months) 1982 Less Total Annual Average Trans. Lease Personal currentTotal Monthly Budget Vehicle • Mileage i- 22 - Miles_ 1 12 Mos.-miles x .03 x 7 -Mos.---- Incr.• Probate Court Estates & Mental 9,500 8,359 1,141 5;186 432 90.T Juvenile Ct. Admin. 17,000 --- 17,000 77,273 6,440 1,352.4( ' Casework 30,000 --- 30,000 136364 11,364 2,386,4z H,FOster Care 5,600 .' --- 5,600 . 25455 2,121 445.4. Intake 1,400 --.- 1,400 6;364 530 111.3( Judicial Ser. 200 --- 200 --- --- --- Legal Proc. 200 --- 200 '908 76 15.9f Research & • Trng. 2,100 --- 2,100 9;545 795 16,95 Youth Assist.30,000 --- f.30,000: 136,364 11,364 2,386.44 Alt. to Sec. Dot. 2,200 -7- 2,200 10000 833 174,9.3 TOTAL JUVENILE 88,700 88,700 402,273 33,523 7,039,83 Camp Oakland Admin. 32,300 19,425 12,875 58,523 4,877 1,024.17 Childrens Village Admin. 36,695 36,695 TOTAL 8,154,72 2,245,265 juvenile Court Salaries Fringe Benefits TOTAL 96,710 6% 24,374 121,084 1„611,857 1,708,567 512,324 536,698 2,124,181. 1982 SALARY & FRINC-',E COST - CAEWORKRR CONTRACT SETTLF 1982 • 1982 _Adopted : Contract Difference Budget Settlement Amount ,T Childrens Village Salaries 127,442 1 135,088 7,646 Fringe Benefits 40,608 42,548 1,940. TOTAL 168,050 1 177,636 9,586 6% TOTAL 2,292,231 2,422,901 130,670 at their this 20th day of 39 82 ALLEN County Clerk/Register of Deeds 8 2 130 May 20, 1982 Moved by McDonald supported by Cagney Resolution #82130 be adopted. AYES: Fortino, Gabler, Gosling, Hobart, Jackson, Kasper, McDonald, Moffitt, Montante, Moore, Page, Patterson, Perinoff, Pernick, Peterson, Price, Whitlock, Wilcox, Aaron, Caddell, Cagney, Calandro, Doyon. (23) NAYS: Geary, Lanni, DiGiovanni. (3) A sufficient majority having voted therefor, Resolution #82130 was adopted. STATE OF MICHIGAN) COUNTY OF OAKLAND) 1, 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 #82130 adopted by the Oakland County Board of Commissioner eeting. held on May 20, 1982. with the orginial record thereof now remaining in my office, and that it is a true and correct transcript therefrom, and of the whole thereof. In Testimony Whereof, I have hereunto set my hand and affixed the seal of said County at Pont i ac, Michigan