HomeMy WebLinkAboutResolutions - 1982.05.20 - 13808Miscellaneous Resolution # 82131 May 6, 1982
BY: PERSONNEL COMMITTEE - John J. McDonald, Chairperson
IN RE: 1982 - 1983 LABOR AGREEMENT FOR EMPLOYEES REPRESENTED BY
LOCAL 2437, NON-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
197 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, 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 Non-Caseworker 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.
Mr. Chairperson, on behalf of the Personnel Committee, I move
the adoption of the foregoing resolution.
PERSONNEL COMMITTEE
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THF RESOLU
THE OAKLAND COUNTY PROBATE COURT
AND
THE AMERICAN FEDERATION OF STATE, COUNTY
AND MUNICIPAL EMPLOYEES, AFL-CIO COUNCIL 25
PROBATE COURT NON-CASEWORKER EMPLOYEES
Collective Bargaining Agreement
1982 - 1983
AGREEMENT
Agreement entered into on this day of
/L-1,441-v (67 2- by and between Oakland County Probate Court and the Oakland
County Board of Commissioners (hereinafter referred to as the "Employer") 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 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 and Act 379 of Public
Acts of 1965.
All employees of the Oakland County Probate Court;
excluding confidential employees, professional
employees, executives and supervisors.
II. 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.
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 RIG=
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-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 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 imediately
instruct the involved employees in writing, that their conduct is in violation of
the contract and that all such persons shall imediately 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 for the following
locations and shifts, all Stewards and Alternate Stewards must come from the unit
they represent.
Children's Village - One (1) each shift
Camp Oakland - One (1) each for the day and afternoon shift
Courthouse - One (1) for the day shift
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 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
imaediate 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 ten (10) days. The written grievance
must be signed by the employee and his steward and receipt acknowledged by the
employee's ininediate supervisor.
Step 2
The department will give its written reply within ten (10) days (excluding
Saturday, Sunday and holidays) of receipt of the written grievance.
(6)
qt_22_2
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 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 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 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
Section 1.
New employees may acquire seniority by working six (6) continuouous
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.
(8)
Combined seniority shall be accumulated by an employee for work
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 time 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 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)
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.
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 laying 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.
CLERICAL EMPLOYEES TEMPORARY 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 ten (10) 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
(10)
class is lower than the employee's regular rate the employee will be paid at the
next higher step over their regular rate. A Temporary Change of Rate will not be
paid when an employee is substituting for a vacationing employee. (Clerical
employees are considered to be those designated with a double asterisk in the
Salary Schedule, Appendix A.)
XIV. PROMOTIONS
(a) 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.
(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.
XV. 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 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.
(11)
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.
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
(12)
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 employees for time spent in such conferences beyond regular working
hours.
A representative 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.
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 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.
XVI. 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.
XVII. ECONOMIC MATTERS
Wages and other economics are attached hereto as Appendix A and Appendix
B.
XVIII. 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
(14)
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 1933
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
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.
XIX. 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,
(15)
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.
(16)
AMERICAN FEDERATION OF STATE,
COUNTY AND MUNICIPAL EMPLOYEES
METROPOLITAN COUNCIL NO. 25
AFL-CIO, LOCAL 2437 / r
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 shall not be affected thereby.
OAKLAND COUNTY PROBATE COURT
Judge Norman R. Barnard
Chief Probate Judge
COUNTY OF OAKLAND, a Michigan
Constitutional Corporation
BY
RicHard R. Wilcox -, thlairperson
Board of Commissioners
(17)
NON-CASEWORKER AGREEMENT
APPENDIX A
:alaries
The following merit salary schedule shall prevail for the period
±om January 1, 1982, through December 31, 1982:*
3 6
CLASSIFICATION BASE MCGIBS MCNTHS 1 YEAR 2 YEAR 3 YEAR 4 YEAR
"'Account Clerk I 13,865 14,116 14,369 14,874 15,375 15,883
*Account Clerk II 16,226 16,899 17,573 18,244
'*Asst. Deputy Probate Register 13,865 14,116 14,369 14,874 15,375 15,883
!*Auto. Dict. & Auto. Prod. Typ. 13,865 14,116 14,369 14,874 15,375 15,883
Childrens Supervisor I 13,044 13,548
Childrens Supervisor II 14,048 15,050 16,055 17,058 18,088
"'Clerk I 11,162 11,330 11,497 11,832
'*Clerk II 12,507 12,759 13,012 13,518 14,021 14,524
'*Clerk III 13,865 14,116 14,369 14,874 15,375 15,883
burt Service Officer I 14,510 15,095 15,677 16,847
:curt Service Officer II 17,682 19,015 20,350 21,683
-*Deputy Probate Register I 15,031 15,701 16,376 17,051 17,724
'*Deputy Probate Register II 18,229 18,732
*Employee Records Specialist 16,226 16,899 17,573 18,244
First Cook 13,171 13,379 13,586 14,006 14,421 14,839
General Staff Nurse 17,875 18,886 19,893 20,903
Houseparent 14,052 14,491 14,928 15,805
Maint. Mechanic/Instructor 15,677 16,346 17,012 17,682
(18)
CLASSIFICATION
**Office Leader
Probate Court Reporter I
Probate Court Reporter II
Second Cook
**Secretary I
**Secretary II
**Secretary III
**Stenographer I
**Stenographer II
**Typist I
**Typist II
3 6
BASE MONTHS MONTHS 1 YEAR 2 YEAR 3 YEAR 4 YEAR
14,864 15,537 16,210 16,883
17,180 18,182 19,184 20,185
20,681 21,850 23,018 24,173
12,003 12,339 12,673 13,338
14,864 15,537 16,210 16,883
16,226 16,899 17,573 18,244
17,051 17,724 18,394 19,068 19,743
12,507 12,674 12,842 13,181
13,865 14,116 14,369 14,874 15,375 15,883
11,497 11,665 11,834 12,168
12,842 13,094 13,345 13,854 14,358 14,864
kShould the County Non-Union employees receive a general salary percentage increase in 1982 othe]
than the 6% increase received at the first of the year, members of this bargaining unit will tx
antitled to the same general increase, effective at the same time and applied in the san
nanner as applied to the Non-Union employees.
NON-CASEWORKER AGREEMENT
APPENDIX B
For the following fringe benefits, refer to the Oakland County
Employees' Handbook:*
1. Injury on the Job
2. Holidays
3. Leave of Absence
4. Life Insurance
5. Longevity
6. Master Medical Insurance
7, Sick Leave
8. Retirement
9. Annual Leave
10. Income Continuation Insurance
11. Dental Insurance
12. Tuition Reimbursement
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.
(20)
Appendix B (continued)
II
(a) _Effective June 1, 1982, employees required to drive their personal
vehicle on official County business shall receive twenty-five (25) cents per mile.
(b) Any previous practice of paying mileage on a "home 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 employer agrees to discuss the matter with the
union.
III
Effective June 1, 1982, Merit Rule #25 (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.
(21)
Appendix B (continued)
IV
Effective June 1, 1982, Merit Rule #24 (Section TV, 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 two (2) days
of accumulated sick leave for personal business.
(22)
Appendix B (continued)
V
Effective June 1, 1982, Merit Rule #26 (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.
New Year's Day
Martin Luther King's Day
President's Day
Memorial Day
independence Day
Labor Day
Veterans' Day
Thanksgiving Day
Friday after Thanksgiving
December 24
COUNTY HOLIDAY SCHEDULE
January 1
The Monday nearest January 15
The third Monday in February
The last Monday in May
July 4
The first Monday in September
November 11
The fourth Thursday in November
Whenever Christmas Day falls on
Tuesday, Wednesday, Thursday, or
Friday
Christmas Day December 25
December 31 Whenever New Year's Day falls on
Tuesday, 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.
(23)
FISCAL NOTE
FINANCE COMMITTEE, G. WILLIAM CADDELL, CHAIRPERSON
IN RE: !MISCELLANEOUS RESOLUTION #82131-LABOR AGREEMENT FOR EMPLOYEES
REPRESENTED BY LOCAL 2437, NON-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 #82131 and finds the proposed contract agreement covers
the two (2) year period, January 1, 1982 through December 31, 1983 covering 200
Non-Caseworker positions in the Probate Court, Childrens Village and Camp Oakland.
Further, the Finance Committee finds:
1) The total cost for the period January 1, 1982 through December 31, 1982
is $234,899, of which, $184,515 is salary cost, a six percent increase,
$47,734 is for associated Fringe Benefit costs and $2,650 is for in-
crease in personal mileage cost, effective June 1, 1982 consistent with
the attached schedule,
2) That the Finance Committee finds $184,515 available in the 1982 Salary
Adjustment Account, $47,734 available in the 1982 Fringe Benefit Adjust-
ment Account and $2,650 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 $184,515 from the 1982 Salary
Adjustment Account, $47,734 from the 1982 Fringe Benefit Adjustment Account
and $2,650 from the 1982 Contingency Account and transfers said amounts
to the 1982 Probate Court, Juvenile Court, Camp Oakland and Children's Village
Budgets as follows:
No.
of Fringe
Dept. Division Unit Account Pos. Salaries Benefits Transp. 70TAL
Probate Court Estates Admin. 341-01 30 28,775 6,766 91 35,632
Juvenile Admin. 342-01 7 7,713 1,828 1,352 10,893
Foster Care342-10 2 2,031 479 --- 2,510
Intake 342-15 3 2,746 645 --- 3,391
Legal Proc.342-25 30 28,043 6,601 16 34,660
Research &
Train. 342-30 1 917 217 167 1,301
Youth Asst.342-40 4 3,471 820 --- 4,291
Total Probate Court 77 73,696 17,356 1,626 92,678
No.
of Fringe
Division Unit Account Pos. Salaries Benefits Transp. TOTAL Dept.
Human & Inst.
Services Camp Oakland Admin. 164-01 2 1,994 477 1,024 3,495
Adams House164-05 4 3,171 884 --- 4,055
Boys Ranch 164-10 6 5,012 1,401 --- 6,413
Girls Ranch164-15 6 4,906 1,373 --- 6,279
Work Ed. 164-20 8 7,040 1,966 --- 9,006
Sub-Total Camp Oakland 26 22,123 6,101 1,024 29,245
Childrens
Village Admin. 165-01 5 3,650 863 --- 4,513
Child Care 165-05 92 85,046 23,414 ___ 108,450
Sub-Total Children's Village 97 88,696 24,277 --- 112,973
TOTAL Human & Inst. Services 123 110,819 30,378 1,024 142,221
TOTAL 200 184,515 47,734 2,650 234,899
990-02-00-9990 Contingency
991-02-00-9991 Salary Adjustment
995-02-00-9995 Fringe Benefit Adjustment
Further that the 1983 portion of said agreement be part of the 1983 Budget.
FINANCE COMMITTEE
( 2,650)
(184,615)
( 47,734)
(234,899)
6% Salaries
Fringe Benefits
$ 98,696
24,277
$112,973
$1,600,284
570,361
$2,170,645
$1,511,588
546,084
$2,057,672
1982 Salary & Fringe Cost - Non-Caseworker Contract Settlement
1982 1982
Adopted Contract Difference
Budget Settlement Amount -6
Probate Court
Estates
Salaries $ 479,596 $ 508,371 $ 28,775 6%
Fringe Benefits 154,564 161,330 6,766
$ 634,160 $ 669,701 $ 35,541
Juvenile Court
Salaries $ 748,773 $ 793,694 $ 44,921 6%
Fringe Benefits 248,004 258,594 10,590 :
$ 996,777 $1,052,288 $ 55,511
TOTAL PROBATE COURT .$1,630,937 - $1,721,989 . $ 91,052
Human & Inst. Services
Camp Oakland
Salaries
Fringe Benefits
$ 376,008 $ 398,131 $ 22,123 6%
135,072 141,173 6,101
$ 511,080 $ 539,304 $ 28,224
Children's Village
TOTAL SALARIES
TOTAL FRINGE BENEFITS
GRAND TOTAL
$3,115,965
1,083,724
$4,199,689
$3,300,480
1,131,458
$4,431,938
$184,515
47,734
$232,249
#821 3 1 May 20, 1982
Moved by McDonald supported by Whitlock that Resolution #82131 be adopted.
AYES: Gabler, Gosling, Hobart, Jackson, Kasper, McDonald, Moffitt, Montante,
•Moore, Page, Patterson, Perinoff, Pernick, Peterson, Price, Whitlock, Wilcox, Aaron,
Caddell, Cagney, Calandro, Doyon, Fortino. (2 3)
NAYS: Geary, Lanni, DiGiovanni. (3)
A sufficient majority having voted therefor, Resolution #8213I was adoptedL
STATE OF MICHIGAN)
COUNTY OF OAKLAND)
1, Lynn D. Allen, Clerk of the County of Oakland and having a seal,
- do hereby certify that .1 have compared the annexed copy of
Miscellaneous Resolution #82131 adopted by the Oakland County Board of Commissioners
at their meeting. held on May20, 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, 1 have hereunto set my hand and affixed the
seal of said County at Pontiac, Michigan
this 20th day of