HomeMy WebLinkAboutResolutions - 1982.06.17 - 13846///
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NG RESOLUTION
Date
Miscellaneous Resolution # 82118 June_3, 1982
IN RE: 1982 - 1983 LABOR AGREEMENT FOR EMPLOYEES REPRESENTED BY
THE OAKLAND COUNTY EMPLOYEES' UNION
TO THE OAKLAND COUNTY BOARD OF COMMISSIONERS
Mr. Chairperson, Ladies and Gentlemen:
WHEREAS representatives of the County of Oakland and the Oakland
County Employees' Union have been negotiating a contract covering certain
employees in the following departments and divisions: Drain Commissioner,
Central Services-Maintenance and Operations and Laundry, Public Works-
Sewer, Water and Solid Waste and Parks and Recreation, Hunan Services-
Medical Care Facility and Community Mental Health, Public Services-
Animal Control, and Sheriff's Department; and
WHEREAS a two year agreement covering certain employees in these
departments and divisions has been reached with the Oakland County Employees'
Union 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 County
of Oakland and the Oakland County Employees' Union, 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
THE COUNTY OF OAKLAND
AND
OAKLAND COUNTY EMPLOYEES' UNION
Collective Bargaining Agreement
1982 - 1983
AGREEMENT
This agreement is made and entered into on this I7i day of
30,ve • , A.D., 1982, by and between the Oakland County Board of
Commissioners and the Oakland County Executive, hereinafter referred to
collectively as the "Employer", and the Oakland County Employees' Union,
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 the
following employees, for the purposes of collective bargaining with respect to
rates of pay, wages, hours of employment and other terms and conditions of
employment, 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 Animal Control Officers, and Animal Shelter Attendants EXCLUDING
clerical and supervision.
All employees of Building Custodial units of the Department of Central
Services EXCLUDING all supervisors as defined in the Act.
All employees of the Maintenance and Ground units of the Department of
Central Services EXCLUDING all supervisors as defined in the Act.
All maintenance Laborers and General Maintenance Mechanics employed by
the Oakland County Drain Commissioner EXCLUDING supervisors and all
other employees.
2
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All Construction Inspectors I, II and III, and all employees of the
Water and Sewage Operations unit, Oakland County Division of Sewer,
Water and Solid Waste EXCLUDING supervisors and all engineering,
clerical, administrative, professional and other office employees.
All Social Workers I and II and Program Specialist II employees of the
Community Mental Health Board.
All General Maintenance Mechanics - Parks and Recreation, Grounds
Equipment Mechanics and Parks Maintenance Aides employed by the Oakland
County Parks and Recreation Commission EXCLUDING supervisors and all
other employees.
All non-professional, non-technical, non-clerical employees of Oakland
County Medical Care Facility, including nursing assistants, dietary,
food service and housekeeping employees EXCLUDING medical doctors
registered professional nurses, licensed practical nurses, medical
technologists, pharmacists, occupational and physical therapists, x-ray
technicians, and all other professional, technical and clerical
employees, confidential employees, executives and supervisors.
All employees of the Oakland County Community Mental Health Services
Board, Mental Retardation Services EXCLUDING administrative,
supervisory, secretarial, clerical, medical and professional employees.
All laundry employees EXCLUDING supervisors and confidential employees.
All Licensed Practical Nurses employed at the Oakland County Medical
Care Facility EXCLUDING supervisors and all other employees.
All Clinical Psychologists I and II of the Oakland County Community
Mental Health Board EXCLUDING all other employees, supervisors and
confidential employees.
All clerical employees, cooks, and maintenance employees of the Oakland
County Sheriff's Department EXCLUDING all other employees, supervisors
and confidential employees as determined by the Board.
II. 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 1%Imbers shall not be discriminated against as such. In
addition, the work schedules, methods and means of departmental operation are
3
solely and exclusively the responsibility of the Employer, subject, however, to
the provisions of this agreement.
III. DUES CHECK-O.F.V
(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. 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 of the
contract.
(c) 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.
STEWARDS AND ALTERNATE
Section 1.
There shall be one chief steward and one alternate chief steward for the
bargaining group and additional stewards and alternates as provided in the
appendices for the individual functional units. All stewards and alternate
stewards must come from the unit they represent.
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 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.
The Chief Steward or Alternate Chief Steward must obtain written
permission before leaving their work. The Chief Steward or Alternate Chief
Steward shall be permitted to leave their work to handle grievances below the
grievance committee level only when the functional unit Steward or Alternate
Steward is unavailable. Should any Steward position become vacant the union
agrees to fill the vacancy and notify the employer within ten (10) working days.
The Chief Steward and the Alternate Chief Steward will not come from the same
functional unit.
Section 3.
Stewards may receive but shall not solicit grievances (this is not to be
construed as to prohibit Stewards from advising members related to contract
interpretation).
5
Section 4.
The Union will furnish the Employer with the names of its authorized
representatives who are employed within the Unit and such changes as may occur
from time to time in such personnel so that the Employer may at all times be
advised as to the authority of the individual representative of the Union with
which it may be dealing.
V. GRIEVANCE PROCEDURES
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 within 10 days of the
occurrence. The immediate supervisor shall attempt to resolve the grievance
informally. 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, it shall be discussed with
the shift steward and shall be reduced to writing, signed by the grievant and
submitted to his immediate supervisor within five (5) working days of the informal
discussion.
ae.22=
The written grievance may be discussed between the shift steward and the
immediate supervisor if so desired. The supervisor will attempt to adjust the
matter and will give his written decision within ten (10) days (excluding
Saturday, Sunday and holidays) of receipt of the written grievance.
6
Step 3.
Any grievance not settled at Step 2 may be submitted to the next meeting
of the grievance committee. The union grievance committee shall consist of the
Chief Steward and one other member of the bargaining unit. Any grievance not
submitted to the next grievance committee meeting, by written notification to the
Employer within five (5) days of the immediate supervisor's written decision,
shall be considered dropped.
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 of the Employer's written response following the grievance
committee meeting.
The grievance upon which Arbitration has been demanded shall be referred
to one of the following Arbitrators in accordance with the date of the written
grievance, the oldest grievance being referred first:
1. John Coyle
2. Leon Herman
3. Robert Howlett
4. Richard Kanner
5. Alan Walt
A grievance shall be referred to the listed Arbitrators in the order in
which they appear. Once a grievance has been referred to an Arbitrator, a
subsequent grievance shall be referred to the next Arbitrator on the list. After
a grievance has been referred to the fifth Arbitrator listed, the cycle shall
repeat, beginning with the first Arbitrator. The Arbitrator may interpret and
apply the provisions of this Agreement to determine the grievance before the
Arbitrator. However, the Arbitrator shall have no power or authority, in any way,
7
to alter, modify, amend, or add to any provisions of this Agreement, or set a wage
rate. The Arbitrator shall be bound by the express provisions of this Agreement.
Expenses for arbitration shall be borne equally by both parties.
Any grievance not appealed, from a decision in one of the steps of the
grievance procedure, to the next step as prescribed, shall be considered dropped
and the last decision final and binding, except that time limits may be extended
by mutual agreement of the parties. 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.
VI. BULLETIN BOARD
The Employer shall assign space for a bulletin board which shall be used
by the Union for posting notices, bearing the written approval of the Chief
Steward of the Union local, which shall be restricted tot
(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.
VII. 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.
An up-to-date seniority list shall be furnished to the Union every six
(6) months.
8
An employee shall lose his seniority for the following reasons:
(a) If the employee resigns or retires;
m If the employee is discharged, and not reinstated;
(c) If the employee is absent from work for three (3) 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.
VIII. LAYOFF AND RECALL
Section 1.
If and when it becomes necessary for the Employer to reduce the number
of employees in the work force, the employees will be laid off in seniority order
within the functional units (For layoff and recall purposes, Maintenance,
Custodial and Grounds units in the Department of Central Services, Maintenance and
Operations Division are to be considered separate units, as are Construction and
Operations units in the Department of Public Wbrks, Sewer, Water & Solid Waste
Division to be considered separate units), based on capability of performing
available jobs and shall be recalled in the inverse order (refer to Rule 9 -
Oakland County Merit System Handbook). All employees so laid off shall be offered
the opportunity of recall prior to the hiring of any new employees.
9
Entitlement to recall shall not extend beyond the following specified
periods: employees with less than one year seniority entitled to recall for one
year; employees with one but less than two years seniority entitled to recall for
two years; employees with two or more years of seniority entitled to recall for
three years.
IX. PROMOTIONS
(a) Promotions made within the bargaining unit shall be carried out in
a manner consistent with the provisions of the Oakland County Merit System.
m A Union observer will be permitted to attend Merit System
promotional interviews for promotions within the bargaining unit, said observer
may be granted leave without pay in lieu of annual leave for such occasion.
X. 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.
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.
10
Section 3.
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 three (3) month period
following notification.
Section 4.
Special conferences for important matters may be arranged at a mutually
convenient time between the staff representative 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 two
employee representatives of the Union and the Staff Representative, if so desired.
Arrangements for such special conferences shall be made in advance and an agenda
of the matters to be taken UD 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 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 unit covered under this agreement.
Section 6.
County vehicles operated by employees represented by this bargaining
unit will be given safety inspections annually by the Oakland County Department of
Central Services, Support Service Division.
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XI. ADOPTION BY REFERENCE OF RELEVANT RESOLUTIONS AND PERSONNEL POLICIES
All Resolutions of the Oakland County Board of Commissioners, as amended
or changed, from time to time, relating to the working conditions and compensation
of the employees covered by this agreement, and all other benefits and policies
provided for in the Oakland County Merit System, which incorporates the Oakland
County Employee's Handbook, are incorporated herein by reference and made a part
hereof to the same extent as if they were specifically set forth.
XII. MAINTENANCE OF CONDITIONS
Wages, hours and conditions of employment legally 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.
XIII. ECONOMIC MATTERS
The Agreement between the parties on economic matters are set forth in
the Appendices attached hereto and are incorporated into this collective
bargaining agreement, subject to the terms and conditions thereof.
XIV. 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.
12
The Employer will not lockout any employees of the bargaining unit
during the term of this Agreement.
XV. APPLICATION OF ECONOMIC PORTIONS OF AGREEMENT
All adjustments, increments, increases, or payments provided for or
required herein, shall be applicable only to those persons actively employed by
the County on or after March 19, 1982, with the exception only that those persons
who retired with a pension in the period between January 1, 1982 and the date the
rate change is implemented shall be entitled to a lump sum payment equal to the
rate increase for their classification for the length of their employment during
the period January 1, 1982 through their date of retirement. The Employer shall
receive full credit for all adjustments, increments, increases or payments made to
date.
XVI. MATTERS FOR FURTHER DISCUSSION
Section 1.
There shall be created a joint study committee consisting of four (4)
members, two (2) each chosen respectively by the County of Oakland from its
Personnel Department and by the Union from it representatives to continue
discussion on the Merit Rule changes proposed by the County of Oakland during the
negotiations preceding the execution of this agreement. The purpose of this study
committee is to reach agreement on such changes. Should the committee be unable
to reach any agreement, then the proposed changes will be subject to the reopening
of negotiations as set forth below.
13
Section 2. Salary Rates Reopener for Calendar Year 1983
Negotiation of salary rates for 1983 may include adjustments to the
merit salary schedule applied as percentages, flat dollar amounts or other
variations. It is understood and agreed between the parties that under no
circumstances will the consideration of salary rates for 1983 include any form of
Cost of Living Allowance or other salary formula based on variations of an
economic index.
Section 3.
Animal Control equity proposal to be included in discussions of salary
rates for calendar year 1983.
Section 4. Fringe Benefits Reapener for 1983
a. Income Continuation Insurance
b. Life Insurance
c. Retirement
d. Annual Leave
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 reopened negotiations. Bargaining for
1983 will commence no later than October 1, 1982.
XVII. Duration
This agreement shall remain in full force and effect from January 1,
1982 to midnight, December 31, 1983. The agreement shall be automatically renewed
from year to year thereafter unless either party shall notify the other in
writing, sixty (60) days prior to December 31, 1983 that it desires to modify the
agreement. In the event that such notice is given, negotiations shall begin
within a reasonable period of time. This agreement shall remain in full force and
14
OAKLAND COUNTY EMPLCYBES UNION
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 days prior to the
desired termination date which shall not he before the anniversary date set forth
in the preceding paragraph.
It is agreed and understood that the provisions contained herein shall
remain in full force and effect so long as they are not in violation of applicable
statutes and ordinances and remain within the jurisdiction of the County of
Oakland for continued application.
COUNTY OF OAKLAND, a Michigan
Constitutional Corporation
By AP „Le() &1/4,41...,L.4.,--/
Richard R. Wilcox, airperson
15
OAKLAND COUNTY EMPLOYEES UNION
APPENDIX A
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, unless covered as an issue for
the reopening of bargaining, shall became part of the benefit plan for employees
represented by Oakland County Employees Union.
16
APPENDIX A (can't)
II
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 2 days of
accumulated sick leave for personal business,
17
APPENDIX A (con't)
III
Effective June 1, 1982, Merit Rule 4t26 (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
President's Day
Memorial Day
Independence Day
Labor Day
Veterans' Day
Thanksgiving Day
Friday after Thanksgiving
December 24
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.
18
APPENDIX A (can't)
IV
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.
V
The waiting period for the income continuation benefit is to be
calculated based on seventy percent (70%) of eleven (11) days per year rather
than thirteen (13) days for all sick leave accumulation earned after June 1,
1982. Waiting period calculation for days earned prior to June 1, 1982 shall be
based on thirteen (13) days per year.
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ANIMAL CONTROL
APPENDIX B
Salaries
The following merit salary schedule Shall prevail during the term of
this collective bargaining agreement:
JANUARY 1, 1982 TBROUGH DECEMBER 31, 1982:
Classification Base 6 MO. 1 Year 2 Year 3 Year 4 Year
Animal Control Officer 15,575 16,029 16,488 17,404 18,366
Animal Shelter Attendant 10,146 10,484 10,819 11,497 12,168
II
REPRESENTATION
There shall be one steward and one alternate steward.
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MAINTENANCE, CUSTODIAL AND GROUNDS
APPENDIX C
SALARIES
The following merit salary schedule shall prevail during the term of
this collective bargaining agreement:
JANUARY 1, 1982 THROUGH DECEMBER 31, 1982:
CLASSIFICATION BASE 1 YEAR 2 YEAR
Custodial Wbrker III 14,632 15,019 15,402
Mobile Unit Custodial Wbrker 14,632 15,019 15,402
Custodial Wbrker II 13,692 14,076 14,462
Custodial Wbrker I 11,529 12,109 12,684 .
Skilled Maintenance Mechanic I 17,848 19,024
Skilled Maintenance Mechanic II 18,623 19,882
Skilled Maintenance Mechanic III 19,882 21,058
Central Stock Attendant 17,813 18,679 19,542
Window Washer Crew Leader 18,483 (Flat-Rate)
General Maintenance Mechanic 16,172 17,040 17,904
Window Washer 16,172 17,040 17,904
Incinerator Operator 14,343 15,212 16,078
Maintenance Laborer 13,671 14,537 15,402
Groundskeeper Crew Chief 17,963 18,994
Grounds Equipment Mechanic 16,172 17,040 17,904
Groundskeeper Specialist 16,172 17,040 17,904
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APPENDIX C Co' t)
CLASSIFICATION BASE 1 YEAR 2 YEAR
Groundskeeper I 13,811 14,744 15,677
Groundskeeper II 15,643 16,616 17,549
II
REPRESENTATION
There shall be stewards and alternate stewards in accordance with the
following formula:
(a) The maintenance employees shall be represented by one (1) steward
and one (1) alternate steward;
m The Grounds employees shall be represented by one (1) steward and
one (1) alternate steward;
(c) The Custodial employees shall be represented by one (1) steward and
one (1) alternate steward for the afternoon shift - North County (employees
working in buildings located north of Birmingham); one (1) steward, and one (1)
alternate steward for the afternoon shift - South County (employees working in
buildings located in or south of Birmingham).
22
APPENDIX C (Can't)
III
TEMPORARY CHANGE OF RATE
In those cases in which the temporary assignment includes taking over
the ultimate responsibility inherent in the higher level job and in which the
temporary assignment is for at least one full shift, the base salary rate will be
paid to the employee in the temporary assignment for the time actually worked in
the higher classification but the increased earnings will not count toward the
basis on which service increment pay is determined.
23
SEWER, TAMER & SOLID WASTE
APPENDIX D
SALARIES
The following merit salary schedule shall prevail during the term of
this agreement:
JANUARY 1, 1982 THROUGH DECEMBER 31, 1982:
CLASSIFICATION BASE 6 MO. 1 YEAR 2 YEAR 3 YEAR 4 YEAR
Chemist 20,380 21,389 22,399 23,409
Construction Inspector III 19,535 20,210 20,882 21,557
Construction Inspector II 17,009 17,684 18,358 19,030
Construction Inspector I 14,653 15,156 15,664 16,169 16,674
Electronics Technician 17,683 17,934 18,187 18,693 19,200
Maintenance Mechanic II 15,829 16,505 17,176 17,850
Maintenance Mechanic I 14,989 15,662 16,336 17,010
Maintenance Laborer 13,671 14,537 15,402
Meter Reader 15,494 15,829 16,167 16,840 17,513
Pump Maintenance Mechanic II 18,187 19,200 20,210 21,220
Pump Maintenance Mechanic I 15,664 15,999 16,336 17,010 17,684
Sewage Treat. Plant Oper., II 17,348 18,357 19,367 20,379 21,389
Sewage Treat. Plant Cper. I 14,315 14,736 15,157 16,000 16,840
Water Meter Technician 15,494 15,829 16,167 16,840 17,513
Laboratory Technician I 13,798 14,470 15,144 15,817
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APPENDIX D ((Don't)
II
REPRESENTATION
There shall be stewards and alternate stewards in accordance with the
following formula:
The Sewer and Water Operations Unit employees shall be represented by
one (1) steward and one (1) alternate steward.
III
TEMPORARY CHANGE OF RATE
In those cases in which the temporary assignment includes taking over
the ultimate responsibility inherent in the higher level job and in Which the
temporary assignment is for at least one full shift, the base salary rate will be
paid to the employee in the temporary assignment for the time actually worked in
the higher classification but the increased earnings will not count toward the
basis on Which service increment pay is determined.
25
MEDICAL CARE FACILITY EMPLOYEES
APPENDIX E
SALARIES
The following merit salary schedule shall prevail during the term of
this collective bargaining agreement:
JANUARY 1, 1982 THROUGH DECEMBER 31, 1982:
CLASSIFICATION BASE 6 MO. 1 YR. 2 .YR. 3 YR. 4 YR.
Custodial Worker I 11,529 12,109 12,684
Custodial Worker II 13,692 14,076 14,462
Food Service Worker I 10,394 10,603 10,813 11,235 11,655
Food Service Worker II 11,888 12,098 12,310
Nursing Assistant 12,034 12,246 12,460 12,885 13,309 13,739
Second Cook 12,003 12,339 12,673 13,338
Day Room Assistant 10,145 10,483 10,820 11,497 12,170
Licensed Practical Nurse 13,661 13,991 14,320 14,977 15,636 16,292
Nursing Asst. Trainee 3.85 Per Hour
II
REPRESENTATION
There shall be one (1) steward and one (1) alternate steward for each
permanent shift.
26
APPENDIX E (Cpn't)
III
UNIFORMS
FUll-time employees of the Dietary Unit will be furnished uniforms of the
type required by their job assignment. All uniforms will remain the property of the
County, and separating employees will be required to return all uniforms to the Medical
Care Facility.
IV
TEMPORARY CHANGE OF RATE
In those cases in which the temporary assignment includes taking over the
ultimate responsibility inherent in the higher level job and in which the temporary
assignment is for at least one full shift, the base salary rate will be paid to the
employee in the temporary assignment for the time actually worked in the higher
classification, but the increased earnings will not count toward the basis on which
service increment pay is determined.
27
SHERIFF'S DEPARTMENT CLERICAL & MAINTENANCE EMPLOYEES
APPENDIX F
SALARIES
The following merit system salary schedule shall prevail during the term
of this collective bargaining agreement:
JANUARY 1, 1982 THROUGH DECEMBER 31, 1982:
CLASSIFICATION
Account Clerk I
Account Clerk II
Clerk III
First Cook
Maintenance Laborer
Second Cook
Typist I
Typist TI
Clerk II
Grounds Equipment Mech.
Office Leader
Storekeeper I
BASE 3 MO. 6 MO. 1 YR. 2 YR. 3 YR. 4 YR.
13,865 14,116 14,369 14,874 15,375 15,883
16,226 16,899 17,573 18,244
13,865 14,116 14,369 14,874 15,375 15,883
13,171 13,379 13,586 14,006 14,421 14,839
13,671 14,537 15,402
12,003 12,339 12,673 13,338
11,497 11,665 11,834 12,168
12,842 13,094 13,345 13,854 14,358 14,864
12,507 12,759 13,012 13,518 14,021 14,524
16,172 17,040 17,904
14,864 15,537 16,210 16,883
12,507 12,677 12,844 13,181
II
REPRESENTATION
There shall be one (1) steward and one (I) alternate steward.
28
LAUNDRY EMPLOYEES
APPENDIX G
SALARIES
The following merit salary schedule shall prevail during the term of
this collective bargaining agreement:
JANUARY 1, 1982 THBOUGH DECEMBER 31, 1982:
CLASSIFICATION
Sewing Machine Operator
Laundry Worker
BASE 6 MO. 1 YEAR 2 YEAR 3 YEAR 4 YEAR
11,505 12,480 13,455
10,667 10,964 11,261 11,861 12,455 13,050
II
REPRESENTATION
Shall be provided by the Chief CT Alternate Chief Steward.
29
APPENDIX G (nit)
III
TEMPORARY CHANGE OF RATE
In those cases in which the temporary assignment includes taking over the
ultimate responsibility inherent in the higher level job and in which the temporary
assignment is for at least one full shift, the base salary rate will be paid to the
employee in the temporary assignment for the time actually worked in the higher
classification, but the increased earnings will not count toward the basis on which
service increment pay is determined.
30
27,114
21,607
COMMUNITY MENTAL HEALTH
SOCIAL WORKERS, PROGRAM SPECIALIST II,
CLINICAL PSYCHOLOGISTS, TRAINING LEADER I, CASE MGT, COORD,
APPENDIX H
SALARIES
The following merit salary schedule shall prevail during the term of this
collective bargaining agreement:
JANUARY 1, 1982 THROUGH DECEMBER 31, 1982:
3 YEAR CLASSIFICATION
Social Wbrker I
Social Wbrker II
Program Specialist II-CMH
Case Management Coord.-CMH
Clinical Psychologist I
Clinical Psychologist II
Training Leader I-04H
BASE
24,587
28,122
24,082
18,659
25,746
29,112
13,404
YEAR
25,766
29,133
25,093
19,643
26,923
30,121
14,483
2 YEAR
26,944
30,143
26,105
20,624
28,103
31,130
15,563 16,639
II
REPRESENTATION
There shall be one (1) steward and one (1) alternate steward
representing all employees working at Mental Retardation Center, West Oakland
Community Mental Health Clinic, Child and Adolescent Clinic - Waterford Office,
and one (1) Alternate steward representing all employees working at the Child and
Adolescent Clinic - Royal Oak Office, Southeast Oakland Community Mental Health
Clinic, Children's Day Treatment Center.
31
APPENDIX H (Con' t)
III
OAKLAND COUNTY MERIT SYSTEM RULES - ADOPTION OF TERMS BY REFERENCE
This appendix modifies Article XI of the Master Contract in that the terms of
the Oakland County Merit System Rules that are applicable to the procedures and operations
of the Community Mental Health Services Board are adopted herein by reference within the
bargaining unit with the specific determination that the employees covered by this
agreement are entitled to vote in the election for employee selected members of the
Personnel Appeal Board. Those parts, wordings or sections of the Rules which do not have
any bearing on the operations of the Board shall not apply.
All resolutions of the Oakland County Board of Commissioners, as amended or
changed, from time to time, relating to the working conditions and compensation of the
employees covered by this agreement are incorporated by reference (within the limitations
set forth above) and made a part hereof to the same extent as if they were specifically
set forth.
IV
ANNUAL LEAVE
For annual leave rate of accumulation through the first four years of service,
refer to Community Mental Health Services Board Resolution dated November 1, 1968. The
parties agree that the Community Mental Health Services Board may, by resolution, revise
the annual leave rate of accumulation for the period covering the first four years of
service to be consistent with the Merit System annual leave provisions; provided no person
or persons employed on the date of the change are substantively affected.
32
1 YEAR
19,882
17,040
17,040
16,616
18,994
15,212
14,537
14,744
2 YEAR
17,904
17,904
17,549
16,078
15,402
15,677
PARKS AND RECREATION DEPARTMENT
MAINTENANCE EMPLOYEES
APPENDIX I
SALARIES
The following merit salary schedule shall prevail during the term of this
collective bargaining agreement:
JANUARY 1, 1982 THROUGH DECEMBER 31, 1982:
CLASSIFICATION BASE
Skilled Maintenance Mechanic II
General Maintenance Mechanic P & R
Grounds Equipment Mechanic
Groundskeeper• II
Groundskeeper Crew Chief
Parks Maintenance Aide
Maintenance Laborer
Groundskeeper I
II
REPRESENTATION
There shall be a steward and an alternate steward, one of which shall be
from Addison-Oaks Park. During the term of this agreement and due to the fact
that Addison-Oaks Park is geographically distant from the other County parks, the
alternate steward shall perform all the duties and functions of a steward.
18,623
16,172
16,172
15,643
17,963
14,343
13,671
13,811
33
APPENDIX I (Om i t)
III
TEMPORARY CHANGE OF RATE
In those cases in which the temporary assignment includes taking over
the ultimate responsibility inherent in the higher level job and in Which the
temporary assignment is for at least one full shift, the base salary rate will be
paid to the employee in the temporary assignment for the time actually worked in
the higher classification, but the increased earnings will not count toward the
basis on which service increment pay is determined,
34
DRAIN CCMMISSION
MAINTENANCE EMPLOYEES
APPENDIX J
SALARIES
The following merit salary schedule shall prevail during the term of
this collective bargaining agreement:
JANUARY 1, 1982 THROUGH DECEMBER 31, 1982:
CLASSIFICATION BASE 1 YEAR 2 YEAR
16,172 17,040 17,904
Maintenance Laborer 13,671 14,537 15,402
II
REPRESENTATION
There shall be one (1) steward and one (1) alternate steward.
General Maintenance Mechanic - Drain
35
APPENDIX J (Coritt)
III
TEMPORARY CHANGE OF RATE
In those cases in which the temporary assignment includes taking over
the ultimate responsibility inherent in the higher level job and in Which the
temporary assignment is for at least one full shift, the base salary rate will be
paid to the employee in the temporary assignment for the time actually worked in
the higher classification, but the increased earnings will not count toward the
basis on which service increment pay is determined.
36
FISCAL NOTE
BY: FINANCE COMMITTEE, G. WILLIAM CADDELL, CHAIRPERSON
IN RE: MISCELLANEOUS RESOLUTION 482178 - 1982-1983 AGREEMENT FOR EMPLOYEES
REPRESENTED BY OAKLAND COUNTY EMPLOYEES' UNION
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 482178 and finds the proposed contract agreement for
the two (2) year period, January 1, 1982 through December 31, 1983 covering 156
County budgeted positions in the Sheriff Department, Drain Office, Animal Control
Division and Medical Care Facility and 388 Other Source positions in Parks and
Recreation Division, Community Mental Health, Maintenance and Operations, Laundry,
SOCDS and Water and Sewer Division.
Further, the Finance Committee finds:
1) The total budgeted cost for the period January 1, 1982 through December
31, 1982 is $155,127, of which, $124,843 is salary cost ; a six percent
increase, $30,284 is for associated Fringe Benefit costs,
2) That the Finance Committee finds $124,843 available in the 1982 Salary
Adjustment .Account and $30,284 available in the 1982 Fringe Benefit
Adjustment Account,
3) Further benefit changes are outlined in the attached agreement .6.nd re-
quire no additional funding at this time;
4) That the Board of Commissioners appropriates $124,843 from the 1982
Salary Adjustment Account and $30,284 from the 1982 Fringe Benefit
Adjustment Account and transfers said amounts to the 3,982 Divisions'
Budgets as follows:
Dept.
No.
of Fringe
Division Unit Account Pos. Salaries Benefits Total
Sheriff Adm. Services Admin. 432-01 1 1,051 246 1,297
Civil 432-05 2 1,833 432 2,265
Correct. Serv. Admin. 433-01 2 1,661 394 2,055
Detention
Facilities433-10 1 746 177 923
Trusty
Camp 433-15 1 1,033 281 1,314
Food Serv.433-35 9 7,162 1,920 9,082
Protective Serv. Investiga.436-05 2 1,888 444 2,332
Patrol 436-15 1 917 216 1,133
Comm. Insp. &
Coy. Sexy.
Tech. Serv.
TOTAL SHERIFF
NET 438-05 2 1,712 405 2,117
Traffic 438-30 1 994 234 1,228
Records 439-30 7 6,397 1,508 7,905
Marine
Safety 439-35 1 813 192 1,005
30 26,207 6,449 32,656
TOTAL BUDGETED FUNDS 156 124,843 30,284 155,127
of Fringe
Division Unit Account Pos. Salaries Benefits Total Dept.
Drain
Commiss. Admin. Maint. 611-101 6 5,797 1,616 7,413
TOTAL DRAIN COMMISSIONER 6 5,797 1,616 7,413
TOTAL GENERAL FUND 36 32,004 8,065 40,069
Public
Services Animal Control Kennel 178.05 5 2,949 758 3,707
Road 178-10 8 8,317 2,096 10,413
TOTAL HEALTH FUND 13 11,266 2,854 14,120
Health & Dietary
Inst.Serv. Medical Care Fac. &:Fecd..: 163-09 12 8,403 2,226 10,629
House-
Keeping 163-13 12 9,281 2,740 12,021
Nursing 163-35 80 61,992 13,844 75,836
Activity
& Rec. 163-45 3 1,897 555 2,452
TOTAL MEDICAL CARE FAC. FUND 107 81,573 19,365 100,938
991-02-00-9991 (124,843)
995-02-00-9995 ( 30,284)
TOTAL (155,127)
3) That the cost of the Other Source positions be absorbed by Other Source funds as
follows:
No. Fringe
Fund Pos. Salary Benefits Total
Parks & Recreation 38 37,402 9,897. 47,299
Community Mental Health 70 101,815 24,320 126,135
Maintenance & Operations 193 174,200 46,970 221,170
Laundry 19 5,478 737 6,215
SOCSDS 1 872 245 1,117
Water & Sewer 67 67,083 18,145 85,228
TOTAL 388 386,850 100,314 467,164
Further, the 1983 portion of this agreement shall be incorporated in the 1983 Budget.
FINANCE COMMITTEE
#82178 June 17, 1982
Moved by McDonald supported by Montante the resolution be adopted.
AYES: Olsen, Patterson, Pernick, Price, Whitlock, Wilcox, Aaron, Caddell,
Calandro, DiGiovanni, Doyon, Fortino, Hobart, McDonald, Montante, Moore. (16)
NAYS: Page, Cagney, Gabler, Geary, Gosling, Jackson, Lanni, Moffitt. (8)
A sufficient majority having voted therefor, the resolution was adopted.
STATE OF M!CHIGAN)
•
COUNTY OF OAKLAND)
1, Lynn 0, Alleni Clerk of the County of Oakland and having a seal,.
- 'do hereby certify that 1 have compared the annexed copy of
Miscellaneous Resolution #82178 adopted by the Oakland County Board of Commissioners
at their meeting held on June 17, 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 Pontiac, Michigan
17th day of,r___) Jo 19 82 this
MILD. ALLEN
County Clerk/Register of Deeds