HomeMy WebLinkAboutResolutions - 1975.04.09 - 143994
April 9, 1975
REPORT
BY Mr Kacpr
in RE: Miscellaneous Resolution #7029 - 1975-1976 AFL-CIO CONTRACTS FOR
CASEWORKER AND NON -CASEWORKER -EMPLOYEES OF THE OAKLAND COUNTY
PROBATE COURT
To the Oakland County Board of Commissioners
Mr. Chairman, Ladies and Gentlemen:
PERSONNEL Committee,
by Paul E. Kasper , Chairman, reports Miscellaneous
Resolution No. 7029 _ with the recommendation' that the resolution
be adopted.
'PERSONNEL COMMITTEE
Paul .E. Kasper, Chairman
The
APPRAV,f.THVO EGOING RESOLU-110N
lui E. Kasper,/thairmfl
Exe Dan
March 20, 1975
MISCELLANEOUS RESOLUTION # 7029
BY: PERSONNEL COMMITTEE - Paul E, Kasper, Chairman
IN RE: 1975-1976 AFL-CIO CONTRACTS FOR CASEWORKER AND NON-CASEWORKER
EMPLOYEES OF THE OAKLAND COUNTY PROBATE COURT
TO THE OAKLAND COUNTY BOARD OF COMMISSIONERS
Mr. Chairman, Ladies and Gentlemen:
WHEREAS, the Oakland County Probate Court, the County of Oakland, the
66 member Caseworker and 198 member Non-Caseworker Units of the Oakland
County Probate Court, and Local 2437 of the American Federation of State,
County and Municipal Employees, AFL-CIO have been negotiating two contracts,
each covering certain employees of the Oakland County Probate Court; and
WHEREAS, two year agreements have been reached with both the Caseworker
and the Non-Caseworker bargaining units for the period January 1, 19/5 through
December 31, 1976 and said agreements have been reduced to writing; and
WHEREAS, it is necessary to increase the 1975 salaries budgets of the
various Probate Court divisions to cover the incroased costs of thee
agreements as follows: Probate Court $8,167; Probate - Children's Village
$32,938; Probate - Camp Oakland $8,626; and Probate - Juvenile $44,189; and
WHEREAS, the amounts necessary to fund the increased budgeted cost of
the agreements were set aside in the Salaries Portion of the 1975 budget
Document approved by this Board on December 19, 1974; and
WHEREAS, said Agreement has been reviewed by your Personnel Committee
which recommends approval of the Agreements,
NOW THEREFORE BE iT RESOLVED that the Agreements between the Oakland County
Probate Court, the County of Oakland, the Caseworker and Non-Caseworker Units
of the Probate Court, and Local. 2437, American Federation of State, County
and Municipal Emrloyees, AFL-CIO, be and the same is hereby approved; and
that the Chairman of this Board, on behalf of the County of Oski and b s
hereby authorized to execute said Agreement, a copy of which is attached he rote
The Personnel Committee by Paul E. Kasper, Chairman moves the adoption of
the foregoing resolution.
PERSONNEL COMMLTTEE
•
THE OAKLAND COUNTY PROBATE COURT
AND
THE COUNTY OF OAKLAND
AND
THE AMERICAN FEDERATION OF STATE, COUNTY
AND MUNICIPAL EMPLOYEES, AFL-CIO COUNCIL 23
PROBATE COURT CASEWORKER EMPLOYEES
Collective Bargaining Agreement
1975 - 1976
•
CASEWORKER 410
AGREEMENT
This agreement is made and entered into on this 9th day of
April , A.D., 1975, by and between the Oakland County
Probate Court and the Oakland County Board of Commissioners, hereinafter
referred to collectively as the "Employer", and Local 2437, American
Federation of State, County and Municipal Employees, AFL-CIO, hereinafter
referred to as the "Union". It is the desire of both parties to this
agreement to continue to work harmoniously and to promote and maintain
high standards, between the Employer and employees, which will best serve
the citizens of Oakland County.
I. RECOGNITION
The Employer recognizes the Union as the exclusive representative
of the Casework 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 Union is recognized as collective bargaining representative, subject
to and in accordance with the provisions of Act 336 of the Public Acts
of 1947, as amended.
All employees of the Oakland County
Probate Court; excluding confidential
employees, professional employees,
executives and supervisors.
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 Members shall not be discriminated against
as such. In addition, the work schedules, methods and means of departmental
operation are solely and exclusively the responsibility of the Employer
subject, however to the provisions of this agreement.
(1)
III. DUES CHECK-OFF
(a) The Employer agrees to deduct the union membership
initiation fee and dues, once each month, from the pay of those employees
who individually authorize in writing that such deductions be made. All
authorizations delivered to the Employer prior to the first day of the
month shall become effective during that succeeding month, Check-off
monies will be deducted from the second paycheck of each month and shall
be remitted together with an itemized statement to the local treasurer,
within fourteen (14) days after the deductions have been made.
(b) An employee shall cease to be subject to check-off deductions
beginning with the month immediately following the month in which he is
no longer a member of the bargaining unit. 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 the agreement.
(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.
IV. BASIS OF REPRESENTATION
Section I.
There shall be one steward and one alternate steward,
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
(2)
• •
supervisor upon returning from a grievance discussion
The privilege of stewards to leave their work during working
hours, without loss of pay, is extended with the understanding that the
time will be devoted to the prompt handling of grievances and will not
be abused, and that they will continue to work at their assigned jobs
at all times except when permitted to leave their work to handle
grievances.
Section 2.
There shall also be one Chief Steward and one alternate Chief
Steward,
Section 3.
There shall be a Grievance Committee consisting of three (3)
members of the represented group, certified in writing to the Employer.
Either the Local President or Chief Steward, or both, upon sufficient
notice to the Employer, may substitute for a member or members of the
Grievance Committee.
The Employer shall meet whenever necessary, at a mutually
convenient time, with the union grievance committee. The purpose of
grievance committee meetings will be to adjust pending grievances, and
to discuss procedures for avoiding future grievances. In addition, the
committee may discuss with the Employer other issues which would
improve the relationship between the parties.
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.
(3)
•
NOTE; This combined Caseworker and Non-Caseworker Bargaining
Committee is also referred to in Article IV of the Probate
Non-Caseworker current collective bargaining agreement
V. GRIEVANCE PROCEDURE
The employer and the Union support and subscribe to an orderly
method of adjusting employee grievances. To this end, the Employer and
the Union agree that an employee should first bring his problem or
grievance to the attention of his immediate supervisor, with or without
his steward, who shall attempt to resolve the grievance informally. In
the event the steward is called he shall be released from his duties as
soon as possible but in any event no later than the beginning of his shift
the next day. Dismissals, suspensions, demotions and disciplinary actions
of any type shall not be a subject for the grievance procedure but shall
be processed according to the procedures of the Personnel Appeal Board.
Step 1.
If the grievance is not settled informally, it shall be discussed
with the appropriate steward and shall be reduced to writing, signed
by the grievant and submitted to his immediate supervisor.
Step 2.
The written grievance shall be discussed between the steward and the
immediate supervisor, and the Chief Steward if so desired. The
supervisor will attempt to adjust the matter and will give his
written decision within five (5) days (excluding Saturday, Sunday
and holidays) of receipt of the written grievance.
Step 3.
A grievance not settled at Step 2 may be submitted to the Grievance
Committee within five days (excluding Saturday, Sunday and holidays)
of the date of the receipt of the immediate supervisor's written
reply. Any grievance not submitted to the Grievance Committee by
written notification to the Employer within five days shall be
(4)
• 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 and the Employer
will submit its written position on the grievnnce to the Local
President within seven (7) working days following the Grievance
Committee meeting.
Any matter not settled in Step 3 of the grievance procedure
may be submitted to final and binding arbitration by either of the
parties. A request for arbitration must be submitted by written notice to
the other party within fifteen (15) days after the grievance committee
meeting. Expenses for arbitration shall be borne equally by both parties.
If the parties fail to select an arbitrator, one will be
selected under the rules of the American Arbitration Association,
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.
VI. BULLETIN BOARD
The Employer shall assign appropriate space on bulletin boards
which shall be used by the Union for posting notices, bearing the written
approval 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.
VII. SENIORITY
New employees may acquire seniority by working six (6)
continuous months, in which event the employee's seniority will date back
(5)
II: o •
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
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 VIII (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;
(0 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.
(6)
OAKLAND COUNTY PROBATE COURT
Judge Donald E. Adams
Senior Probate Judge
COUNTY OF OAKLAND
Kenneth J, instra
Chief of Labor Relations
and Classification
AMERICAN FEDERATION OF STATE,
COUNTY AND MUNICIPAL EMPLOYEES
METROPOLITAN COUNCIL NO, 23,
AFL-C70. LOCAL 2437
LETTER OF CLARIFICATION
DATED; April 18, 1975
Section IX entitled MATERNITY SEPARATION was inadvertantly included
in the January 1, 1975 collective bargaining agreements for Probate Caseworker
and Probate Non-Caseworker employees and is to be deleted in its entirety.
This letter is to be attached to the above-mentioned collective
bargaining agreements.
NOTE: Employees are referred to Rule 21 of the Oakland County Merit System
Handbook for policies concerning maternity cases.
r •
VIII. 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) 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,
IX. MATERNITY SEPARATION
Employees who leave Probate Court employment, as a result of
maternity, will be given employment preference if they make application to
return to the Probate Court and if a vacancy exists, in the classification
in which they left, provided they apply within one year of separation and are
qualified to return.
X. PROMOTIONS
All promotions within the /bargaining unit shall be made on the
basis of competitive examination as provided for in the Oakland County Merit
System. The employer will make his selection for promotion from the three
highest ranking candidates who have passed the promotional examination.
XI. GENERAL CONDITIONS
Section 1.
The Union shall be notified in advance of anticipated permanent
major changes in working conditions and discussions shall be held thereon.
Section 2.
The provisions of this agreement shall be applied equally and
without favoritism to all employees in the bargaining unit. There shall
be no discrimination as to age, sex, marital status, race, color, creed,
national origin or political affiliation. The Union shall share equally
with the Employer the responsibility for applying this provision of the
(7)
agreement.
Section 3.
The reemployment rights of employees and probationary employees
who are veterans will be limited by applicable laws and regulations.
Section 4.
Employees elected to any permanent full time union office or
selected by the Union to do work which takes them from their employment
with the County, shall at the written request of the Union be granted a leave
of absence without pay. The leave of absence shall not exceed two (2)
years, but it shall be renewed or extended for a similar period at any time
upon the written request of the Union.
Any employee on approved Union leave of absence will continue to
accumulate Union seniority while on leave but will not receive credit toward
"Length of County Service for fringe benefit purposes under Rule 22 Oakland
County Merit System.
Section 5.
When any position not listed on the wage schedule is filled or
established, the County may designate a job classification and rate structure
for the position. In the event the Union does not agree that the classification,
rate or structure are proper, the Union shall have the right to submit
the issue as a grievance through the grievance procedure within a six (6)
month period.
Section 6.
In the event that any other represented unit negotiates a contract
with the County of Oakland containing any form of union security, the same
right will automatically be given to the units covered under this agreement.
Section 7.
Special conferences for important matters may be arranged at a
mutually convenient time between the Local President and the Employer or its
(8)
• •
designated representative upon the request of either party. Such meetings
shall be between at least two representatives of the Employer and no more
than three 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 on the matters to be taken up at the meeting shall be
presented at the time the conference is requested. Matters taken up in
special conferences shall be confined to those included in the agenda. The
members of the Union shall not lose time or pay for time spent in such
special conferences.
Section 8.
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 fortycfive (45) days following the
date of the agreement between the parties.
XII. ADOPTION BY REFERENCE OF RELEVANT
RESOLUTIONS AND PERSONNEL POLICIES
All Resolutions of 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.
XIII. 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.
XIV. ECONOMIC MATTERS
Wages and other economics are attached hereto as Appendix A and
(9)
Appendix B,
XV. NO STRIKE - NO LOCKOUT
Under no circumstances will the Union cause or authorize or permit
its members to cause, nor will any member of the bargaining unit take part,
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.
XVI. DURATION
This agreement shall remain in full force and effect until
midnight, December 31, 1976. 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 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
(10)
AMERICAN FEDERATION OF STATE,
COUNTY AND MUNICIPAL EMPLOYEES
METROPOLITAN COUNCIL NO. 23,
AFL-JO, LOCAL437
COUNTY OF OAKLAND, a Michigan
Constitutional Corporation
By
Fred D. Houghten,/Chlirman,
Board of Commisai(Dais
• •
of the County of Oakland.
The Union recognizes the right and duty of the Probate Court to
operate and manage its affairs in accordance with the State of Michigan
Constitutional provisions and statutes and such Constitutional provisions 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 provisions, 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 Donald E. Adana
Senior Probate Judge
410 410
CASEWORKER AGREEMENT
APPENDIX A
SALARIES
(a) The following merit salary schedule shall prevail for the period from
January 1, 1975, through December 31, 1975:
6 1 2
CLASSIFICATION Base Months Year Year
Boy's Boarding Home Supv. 12,213 12,886 13,559 15,000
Child Welfare Worker I 10,868 11,596
Child Welfare Worker II 12,213 12,886 13,559 15,000
Child Welfare Worker Trainee 9,000 Flat Rate
Juvenile Court Intake Worker 15,939 16,560
Vocational Counselor 12,213 12,886 13,559 15,000
(b) The following merit salary schedule shall prevail for the period from
January 1, 1976, through December 31, 1976:
6 1 2 3
CLASSIFICATION Base Months Year Year Year
Boy's Boarding Rome Supv. 12,700 13,400 14,100 15,500 16,000
Child Welfare Worker 1 11,303 12,060
Child Welfare Worker II 12,700 13,400 14,100 15,500 16,000
Child Welfare Worker Trainee 9,315 Flat Rate
Juvenile Court Intake Worker 16,577 17,222
Vocational Counselor 12,700 13,400 14,100 15,500 16,000
•
▪
-• .• •
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 — Effective January 1, 1976
* The Oakland County Employees' Retirement Plan shall be amended effective
January 1, 1975, to provide that members covered by this collective
bargaining agreement shall not be required to contribute to the retirement
system.
** Effective March 1, 1975, benefits shall start on the day following the
day a disability has lasted for a continuous number of workdays equal to
seventy percent (70%) of the number of sick leave days the employee has
earned since the first day of employment, but not before the eighth day of
disability.
*** Refer to Memorandum of Understanding executed on April 3, 1975 outlining
the Dental Plan and the Interpretations applying to the Plan.
• G,<Au,1
THE OAKLAND COUNTY PROBATE COURT
AND
THE COUNTY OF OAKLAND
AND
THE AMERICAN FEDERATION OF STATE, COUNTY
AND MUNICIPAL EMPLOYEES, AFL-CIO COUNCIL 23
PROBATE COURT NON-CASEWORKER EMPLOYEES
Collective Bargaining Agreement
1975 - 1976
AGREEMENT
This agreement is made and entered into on this 9th
day of April , A. D., 1975, by and between
the Oakland County Probate Court and the Oakland County Board of
Commissioners, hereinafter referred to collectively as the "Employer",
and Local 2437, American Federation of State, County and Municipal
Employees, AFL-CIO, hereinafter referred to as the "Union". It is
the desire of both parties to this agreement to continue to work
harmoniously and to promote and maintain high standards, between the
Employer and employees, which will best serve the citizens of
Oakland County.
I. RECOGNITION
The Employer recognizes the Union as the exclusive repre-
sentative of all employees other than Caseworkers, of the Oakland
County Probate Court, for the purposes of collective bargaining with
respect to rates of pay, wages, hours of employment and other terms
and conditions of employment, in the following bargaining unit for
which they have been certified, and in which the Union is recognized
as collective bargaining representative, subject to and in accordance
with the provisions of Act 336 of the Public Acts of 1947, as amended.
All employees of the Oakland County
Probate Court; excluding confidential
employees, professional employees
executives and supervisors.
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 Members shall not
be discriminated against as such, In addition, the work schedules,
methods and means of departmental operation are solely and exclusively
(1)
• the responsibility of the Employer, subject, however, to the provisions
of this agreement.
III. DUES CHECK-OFF
(a) The Employer agrees to deduct the union membership initiation
fee and dues, once each month, from the pay of those employees who indi-
vidually authorize in writing that such deductions be made. All authori-
zations 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 de-
ductions 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 de-
ductions upon written notice to the Employer and the Union during the
fifteen (15) day period prior to the expiration date of the agreement.
(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.
IV. BASIS OF REPRESENTATION
Section 1.
There shall be one steward and an alternate steward for the
following locations and shifts:
Children's Village - One (1) each shift
Camp Oakland - One (1) each for the day and afternoon shift
Court House - One (1) for the day shift
(2)
• •
Stewards will be permitted to leave their work, after obtain-
ing approval of their respective supervisors and recording their time,
for the purpose of adjusting grievances in accordance with the grievance
procedure and for reporting to the grievant a change in status of his
grievance. Permission for stewards to leave their work stations will
not be unreasonably withheld, Stewards will report their time to their
supervisor upon returning from a grievance discussion.
The privilege of stewards to leave their work during working
hours, without loss of pay, is extended with the understanding that
the time will be devoted to the prompt handling of grievances and will
not be abused, and that they will continue to work at their assigned
jobs at all times except when permitted to leave their work to handle
grievances.
Section 2.
There shall also be one Chief Steward and one alternate Chief
Steward.
Section 3.
There shall be a Grievance Committee consisting of three (3)
members of the represented group, certified in writing to the Employer.
Either the Local President or Chief Steward, or both, upon sufficient
notice to the Employer, may substitute for a member or members of the
Grievance Committee.
The Employer shall meet whenever necessary, at a mutually
convenient time, with the union grievance committee. The purpose of
grievance committee meetings will be to adjust pending grievances and
to discuss procedures for avoiding future grievances. In addition, the
committee may discuss with the Employer other issues which would improve
the relationship between the parties.
(3)
•
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 IV of the
Probate Caseworker current collective bargaining
agreement.
V. GRIEVANCE PROCEDURE
The Employer and the Union support and subscribe to an orderly
method of adjusting employee grievances. To this end, the Employer and
the Union agree that an employee should first bring his problem or
grievance to the attention of his immediate supervisor, with or without
his steward, who shall attempt to resolve the grievance informally. In
the event the steward is called, he shall be released from his duties as
soon as possible, but in any event, no later than the beginning of his
shift the next day. Dismissals, suspensions, demotions and disciplinary
actions of any type shall not be a subject for the grievance procedure but
shall be processed according to the procedures of the Personnel Appeal
Board.
Step 1.
If the grievance is not settled informally, it shall be discussed with
the steward and shall be reduced to writing, signed by the grievant
and submitted to his immediate supervisor.
Step 2.
The written grievance shall be discussed between the steward and the
immediate supervisor, and the Chief Steward if so desired. The
(4)
supervisor will attempt to adjust the matter and will give his
written decision within five (5) days (excluding Saturday, Sunday
and holidays) of receipt of the written grievance.
Step 3.
A grievance not settled at Step 2 may be submitted to the Grievance
Committee within five days (excluding Saturday, Sunday and holidays)
of the date of the receipt of the immediate supervisor's 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 and the Employer will submit its written
position on the grievance to the Local President within seven (7)
working days following the Grievance Committee meeting.
Any matter not settled in Step 3 of the grievance procedure
may be submitted to final and binding arbitration by either of the parties.
A request for arbitration must be submitted by written notice to the other
party within fifteen (15) days after the grievance committee meeting.
Expenses for arbitration shall be borne equally by both parties.
If the parties fail to select an arbitrator, one will be
selected under the rules of the American Arbitration Association,
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.
VI, BULLETIN BOARD
The Employer shall assign appropriate space on bulletin boards
which shall be used by the Union for posting notices, bearing the written
(5)
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.
VII. SENIORITY
Section 1.
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
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 VIII (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;
(6)
Cc) 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.
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.
VIII. 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) If and when an employee is permanently transferred to another
division within the Department, the President or Chief Steward shall be
notified of said transfer by the Employer.
(7)
LETTER OF CLARIFICATION
DATED: April 18, 1975
Section IX entitled MATERNITY SEPARATION was inadvertantly included
in the January 1, 1975 collective bargaining agreements for Probate Caseworker
and Probate Non-Caseworker employees and is to be deleted in its entirety,
This letter is to be attached to the above-mentioned collective
bargaining agreements.
AMERICAN FEDERATION OF STATE,
COUNTY AND MUNICIPAL EMPLOYEES
METROPOLITAN COUNCIL NO, 23,
AFL-CIO, LOCAL 2437
OAKLAND COUNTY PROBATE COURT
Judge Donald E. Adams
Senior Probate Judge
COUNTY OF OAKLAND
Kenneth J, instra
Chief of Labor Relations
and Classification
NOTE: Employees are referred to Rule 21 of the Oakland County Merit System
Handbook for policies concerning maternity cases.
LX. MATERNITY SEPARATION
Employees who leave Probate Court employment, as a result
of maternity, will be given employment preference if they make
application to return to the Probate Court and if a vacancy exists,
in the classification in which they left, provided they apply within
one year of separation and are qualified to return.
X. PROMOTIONS
All promotions within the bargaining unit shall be made on the
basis of competitive examination as provided for in the Oakland County
Merit System. The employer will make his selection for promotion from
the three highest ranking candidates who have passed the promotional
examination.
XI. GENERAL CONDITIONS
Section 1.
The Union shall be notified in advance of anticipated permanent
major changes in working conditions and discussions shall be held thereon.
Section 2.
The provisions of this agreement shall be applied equally and
without favoritism to all employees in the bargaining unit. There shall
be no discrimination as to age, sex, marital status, race, color, creed,
national origin or political affiliation. The Union shall share equally
with the Employer the responsibility for applying this provision of the
agreement.
Section 3.
The reemployment rights of employees and probationary employees
who are veterans will be limited by applicable laws and regulations.
Section 4.
Employees elected to any permanent full-time union office or
selected by the Union to do work which takes them from their employment
with the County, shall at the written request of the Union be granted a
leave of absence without pay. The leave of absence shall not exceed two
(2) years, but it shall be renewed or extended for a similar period at
any time upon the written request of the Union.
Any employee on approved Union leave of absence will continue
to accumulate Union seniority while on leave but will not receive credit
toward "Length of County Service" for fringe benefit purposes under
Rule 22, Oakland County Merit System.
Section 5.
When any position not listed on the wage schedule is filled
or established, the County may designate a job classification and rate
structure for the position. In the event the Union does not agree that
the classification, rate or structure are proper, the Union shall have
the right to submit the issue as a grievance through the grievance
procedure within a six (6) month period.
Section 6.
In the event that any other represented unit negotiates a
contract with the County of Oakland containing any form of union security,
the same right will automatically be given to the units covered under this
agreement.
Section 7.
Special conferences for important matters may be arranged at a
mutually convenient time between the Local President and the Employer or
its designated representative upon the request of either party. Such
meetings shall be between at least two representatives of the Employer and
no more than three 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 on the matters to be taken up at the
meeting shall be presented at the time the conference is requested. Matters
(9)
•
taken up in special conferences shall be confined to those included in
the agenda. The members of the Union shall not lose time or pay for
time spent in such special conferences.
Section 8.
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.
XII. 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.
XIII. 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.
XIV. ECONOMIC MATTERS
Wages and other economics are attached hereto as Appendix A
and Appendix B.
XV. NO STRIKE - NO LOCKOUT
Under no circumstances will the Union cause or authorize or
permit its members to cause, nor will any member of the bargaining unit
(1 0)
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.
XVI. DURATION
This agreement shall remain in full force and effect until
midnight, December 31, 1976. 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 termi-
nation 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 be
before the anniversary date set forth in the preceding paragraph.
It is agreed and understood that the provisions contained
herein shall remain in full force and effect so long as they are not
in violation of applicable statutes and ordinances and remain within
the jurisdiction of the County of Oakland.
The Union recognizes the right and duty of the Probate Court
to operate and manage its affairs in accordance with the State of
Michigan Constitutional provisions and statutes and such Constitutional
(11)
`flaw-) / 6zdke
COUNTY OF OAKLAND, a Michigan
Constitutional Corporation
By
Fred D. Houghten, 9hyirman
Board of Commissiokgrs
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.
AMERICAN FEDERATION OF STATE,
COUNTY AND MUNICIPAL EMPLOYEES
METROPOLITAN COUNCIL NO 23
AFL-CIO, LOCAL 2437
OAKLAND COUNTY PROBATE COURT ,ILL) CL.42.„
Judge Donald E. Adams
Senior Probate Judge
• NON -CASEOORKER:AGREEMEAII0
APPENDIX A
SALARIES
(a) The following merit salary schedule shall prevail for the period from
January 1, 1975, through December 31, 1975:
3 6 1 2 3 4
Classification Base Months Months Year Years Years Years
Account Clerk I 7,659 7,814 7,970 8,280 8,591 8,901
Account Clerk 11 8,798 9,212 9,626 10,040 10,454
Assistant Deputy Probate Register 7,659 7,814 7,970 8,280 8,591 8,901
Auto Diet. & Auto Prod. Typist 7,659 7,814 7,970 8,280 8,591 8,901
Children's Supervisor I 8,500 8,775
Children's Supervisor II 9,040 9,700 10,360 11,000
Clerk I 6,314 6,417 6,521 6,728
Clerk II 7,142 7,297 7,452 7,763 8,073 8,384
Clerk III 8,177 8,332 8,487 8,798 9,108 9,419
Counter Clerk 7,659 7,814 7,970 8,280 8,591 8,901
Court Officer - Probate Court 7,245
Court Reporter Trainee 9,212 9,522 9,833
Court Service Officer I 9,005 9,367 9,729 10,454
Court Service Officer II 10,971 11,799 12,627 13,455
Departmental Clerk 8,694 9,108 9,522 9,936 10,350
Dep. Prob. Register I 8,591 9,005 9,419 9,833 10,247
Dep. Prob. Register II 10,661 10,971
First Cook 8,173 8,302 8,432 8,691 8,949 9,208
General Staff Nurse 10,661 11,282 11,903 12,524
Houseparent 8,720 8,992 9,263 9,807 10,350
Maint. Mechanic/Instructor 9,729 10,143 10,557 10,971
Probate Court Clerk 6,935 7,090 7,245 7,556 7,866 8,177
. • • •
3 6 1 2 3 4
Classification Base Months Months Year Years Years Years
Probate Court Reporter I 10,661 11,282 11,903 12,524
Probate Court Reporter 11 12,834 13,559 14,283
Second Cook 7,449 7,656 7,863 8,277
Secretary 8,694 9,108 9,522 9,936 10,350
Stenographer I 7,142 7,245 7,349 7,556
Stenographer II 8,177 8,332 8,487 8,798 9,108 9,419
Typist I 6,521 6,624 6,728 6,935
Typist II 7,349 7,504 7,659 7,970 8,280 8,591
-
APPENDIX A (Cont.)
SALARIES
(b) The following merit salary schedule shall prevail for the period from
January 1, 1976, through December 31, 1976:
3 6 1 2 3 4
Classification Base Months Months Year Years Years Years
*Account Clerk I 7,965 8,127 8,289 8,611 8,935 9,257
*Account Clerk II 9,150 9,580 10,011 10,442 10,872
**Assistant Deputy Probate Register 7,965 8,127 8,289 8,611 8,935 9,257
**Auto Diet. & Auto Prod. Typist 7,965 8,127 8,289 8,611 8,935 9,257
Children's Supervisor I 8,840 9,126
Children's Supervisor II 9,402 10,088 10,774 11,440
*Clerk I 6,567 6,674 6,782 6,997
*Clerk II 7,428 7,589 7,750 8,074 8,396 8,719
*Clerk III 8,504 8,665 8,826 9,150 9,472 9,796
*Counter Clerk 7,965 8,127 8,289 8,611 8,935 9,257
Court Officer - Probate Court 7,535
Court Reporter Trainee 9,580 9,903 10,226
Court Service Officer I 9,365 9,742 10,118 10,872
Court Service Officer II 11,410 12,271 13,132 13,993
*Departmental Clerk 9,042 9,472 9,903 10,333 10,764
**Dep. Prob. Register I 8,935 9,365 9,796 10,226 10,657
**Dep. Prob. Register II 11,087 11,410
First Cook 8,500 8,634 8,769 9,039 9,307 9,576
General Staff Nurse 11,087 11,733 12,379 13,025
Houseparent 9,069 9,352 9,634 10,199 10,764
Maint. Mechanic/Instructor 10,118 10,549 10,979 11,410
Probate Court Clerk 7,212 7,374 7,535 7,858 8,181 8,504
4 •
3 6 1 2 3 4
Classification Base Months Months Year Years Years Years
Probate Court Reporter I 11,087 11,733 12,379 13,025
Probate Court Reporter II 13,347 14,101 14,854 15,600
Second Cook 7,747 7,962 8,178 8,608
*Secretary 9,042 9,472 9,903 10,333 10,764
*Stenographer I 7,428 7,535 7,643 7,858
*Stenographer II 8,504 8,665 8,826 9,150 9,472 9,796
*Typist I 6,782 6,889 6,997 7,212
*9 ypist II 7,643 7,804 7,965 8,289 8,611 8,935
* For these classifications designated with a single asterisk (*), any wage increases
which are granted during the year 1976 to identical classifications throughout the
County over the above scheduled wage rates, then that amount of increase which is
over the above scheduled rates will be applied to the wage rates of such classifications.
** In the event wage increases are granted to classifications in the manner noted in
paragraph "*" above, then the dollar amount of the differentials between classifications
designated both with a single asterisk (*) and the classifications designated with
this double asterisk (**) will be maintained.
• -
NON-CASEWORKER
AGREEMENT
APPENDIX B
For the following fringe benefits, refer to the Oakland County
Employees' Handbook:
I. 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 - Effective January 1, 1976
* The Oakland County Employees' Retirement Plan shall be amended, effective
January 1, 1975, to provide that members covered by this collective
bargaining agreement shall not be required to contribute to the retirement
system.
** Effective March 1, 1975, benefits shall start on the day following the day
a disability has lasted for a continuous number of workdays equal to
seventy percent (70%) of the number of sick leave days the employee has
earned since the first day of employment, but not before the eighth day
of disability.
*** Refer to Memorandum of Understanding executed on April 3, 1975 outlining
the Dental Plan and the Interpretations applying to the Plan.
7 e"
• • * •
MEMORANDUM OF UNDERSTANDING
OUTLINE OF DENTAL PLAN AND THE
INTERPRETATIONS APPLYING TO THE PLAN
This understanding was reached during the recent collective
bargaining negotiations between Local 2437, American Federation of State,
County and Municipal Employees, AFL-CIO and the Oakland County Probate
Court and the County of Oakland.
The following Dental Insurance Plan, and Interpretations applying
to the Plan as shown throughout in italics, will be placed in effect on
January 1, 1976;
I .
DENTAL PLAN SPECIFICATIONS AND INTERPRETATIONS
I. ELIGIBILITY (On and after the effective date)
All active and full time employees with twelve (12) months seniority
and their eligible dependents.
Eligible dependents will include:
1. Spouse of an employee.
2. Unmarried children to age 19.
II. DEDUCTIBLE
$25 per calendar year deductible per covered individual for Type II
and III expenses only. No deductible for Type I expenses.
III. BASIS OF BENEFIT PAYMENT
Reasonable and Customary Charge.
Reasonable and Customary means:
The actual fee charged by a dentist for a service rendered or supply
furnished but only to the extent that the fee is reasonable, taking
into consideration the following:
1. The usual fee which the individual dentist most frequently charges
the majority of his patients for a service rendered or a supply
furnished; and
2. The prevailing range of fees charged in the same area by dentists
of similar training and experience for the service rendered or
supply furnished; and
(1)
-A
3. Unusual circumstances or complications requiring additional
time, skill and experience in connection with the particular
dental service or procedure.
Area, as it would apply to any particular service or supply, means
a metropolitan area, a County or such greater area as is necessary
to obtain a representative cross section of dentists rendering such
services or furnishing such supplies.
IV. MAXIMUM BENEFIT
100% and 85% Services - $750 per person, per contract year.
50% Services - $500 lifetime benefit per person covered.
V. CO-INSURANCE/COVERED EXPENSES
Covered dental expenses should include the charges of a dentist, which
an eligible is required to pay for services and supplies which are
necessary for treatment of a dental condition, but only to the extent
that such charges are reasonable and customary charges for services
and supplies customarily employed for that condition and only if
rendered in accordance with accepted standards of dental practice.
"TYPE I" Services - 100% Rate of Payment
A. Non-Orthodontic
1. Preventative
a. Routine oral exams and prophylaxis - once every six (6)
months.
Charges for a prophylaxis performed by a licensed dental
hygienist should be included as a Covered Dental Expense
if this service is rendered under the supervision and
guidance of a dentist.
b. Topical application of fluoride.
Charges for the topical application of fluoride performed
by a licensed dental hygienist are to be included as a
Covered Dental Expense if this service is rendered under
the supervision and guidance of a dentist.
c. Space maintainers that replace prematurely lost teeth for
children under age 19.
"Space maintainers" coverage should include:
- Fixed, lingual and palatei arch band
- Fixed stainless steel crown
- Fixed unilateral band
- Fixed, cast
- Removable, acrylic
(2 )
•
2. Emergency Palliative Treatment
Should be interpreted to be only those emergency dental procedures
performed to temporarily alleviate or relieve acute pain - not
effect a cure.
"TYPE II" Services - 85% Rate of Payment
A. Dia„gnostic
I. Dental X-Rays - full mouth every 36 months, bitewings every 6
months and other x-rays as required in connection with diagnosis
of a specific condition.
Dental x-rays should include:
- Bitewings
- Periapecals
- Full mouth series (12-14 periapecals plus 2-4 bitewings)
- Panorex
- Occlusal
- Posteranterior, lateral skull, facial bone and temporomandibular
joint-extra oral x-rays for specific diagnostic purposes
B. Oral Surgery and Extractions
Oral surgery coverage should include benefits for:
- Alveolectomy
- Alveoplasty
- Reduction of tuberosity
- Reduction of mylohyoid ridge
- Vestibuloplasty with and without grafts
- Incision and drainage of abscesses
- Sequiestrectomy
- EXcision of tumors
- Removal of tori
- Frenectomy
"EXtractions" benefits should include coverage for routine or simple
extractions as well as surgical extractions.
C, Restorative
1. Fillings - amalgam, silicate, acrylic, synthetic porcelain and
composite restorations.
2. Other - inlays, onlays, gold fillings or crowns when restorative
cannot be accomplished with materials shown in 1. above.
D. Endodontic Treatment
Endodontic treatment coverage should include benefits for:
- Root canal therapy
- hap capping
- Pulpotomy
- Apicoectony
(3)
•
E. Periodontic Treatment of the Gums and Tissues of the Mouth
Periodontic treatment should include benefits for:
- Sealing
- Root planing
- Gingival curettage
- Gingivectomy
- Gingivoplasty
- Osseous surgery
F. Repair - or recementing of crowns, inlays, onlays, bridgework and
dentures (including relining or rebasing of dentures) more than
six (6) months after initial installation, but not more than once
in any period of thirty-six (36) consecutive months.
G. Other
1. General anesthesia when medically necessary and administered in
connection with oral surgery.
2. Injection of antibiotic drugs by attending dentist.
"TYPE III" Services - 50Z Rate of Payment
A. Prosthodontics
Construction, placement or replacement of bridges or dentures.
B. Orthodontic
Diagnostic procedures and treatment for correction of malocclusion
for children under 19 years of age. (End of the day immediately
preceding the 19th birthday.)
Orthodontic coverage should include benefits for:
- Preventative and interceptive orthodontic treatment
- Comprehensive orthodontic treatment
- Post-treatment supervision
- Surgical orthodontics
- Punctional/myofttnctional therapy
VI. LIMITATIONS
A. Restorative
1. Gold, baked procelain restorations, crowns and jackets.
If a tooth can be restored with a material such as amalgam,
payment of the applicable percentage of the charge for that
procedure will be made toward the charge for another type of
restoration selected by the patient and the dentist.
(4)
.0" kw •
2. Reconstruction
Payment based on the applicable percentage will be made toward
the cost of procedures necessary to eliminate oral disease and
to replace missing teeth. Appliances or restorations necessary
to increase vertical dimension or restore the occlusion are
considered optional.
B. Prosthodontics
1. Partial Dentures
If a cast chrome or acrylic partial denture will restore the
dental arch satisfactorily, payment of the applicable percentage
of the cost of such procedure will be made toward a more
elaborate or precision appliance that patient and dentist
may choose to use.
2. Complete Dentures
If, in the provision of complete denture services, the patient
and dentist decide on personalized restorations or specialized
techniques as opposed to standard procedures, payment of the
applicable percentage of the cost of the standard denture
services will be made toward such treatment.
3. Replacement of Existing Dentures
Replacement of an existing denture will be a covered dental
expense only if the existing denture is unserviceable and
cannot be made serviceable. Payment based on the applicable
percentage will be made toward the cost of services which are
necessary to render such appliances serviceable. Replacement
of prosthodontic appliances will be a covered dental expense
only if at least five years have elapsed since the date of the
initial installation of that appliance.
C. Orthodontics
1. If orthodontic treatment is terminated for any reason before
completion, the obligation to pay benefits will cease with
payment to the date of termination. If such services are
resumed, benefits for the services, to the extent remaining,
shall be resumed.
2. The monthly benefit payment for orthodontic services shall
be only for months that coverage is in force.
VII, ADMINISTRATIVE CONTROL FEATURES
A. Cost and Quality Controls
1. Predetermination (pre-estimate) of procedures and charges for
courses of treatment expected to cost $100 or more.
(5)
4.
4.
B. Alternate Course
1. Payment should be made for service which will achieve
professionally adequate results. The patient and dentist
are free to use the resulting benefit toward the dental
service of their choice.
C. Coordination of Benefits
1. Standard.
DENTAL PLAN SPECIFICATIONS - EXCLUSIONS
No coverage will be provided for:
1. Services provided for under Oakland County's Group Hospital-Surgical-
Major Medical program.
2. Charges for veneers or similar properties of crowns and pontics placed,
or replacing teeth, other than the ten upper and ten lower anterior
teeth.
3. Charges for services or supplies that are cosmetic in nature, including
charges for personalization or characterization of dentures.
4. Charges for prosthetic devices (including bridges), crowns, inlays and
onlays, and the fitting thereof which were "ordered" while the individual
was insured for Dental Expense Benefits but are finally installed or
delivered to such individual more than sixty (60) days after termination
of coverage. The term "ordered" means, in the case of dentures
(complete or partial), that impressions have been taken from which the
dentures will be prepared. In the case of fixed bridgework, restorative
crowns, inlays and onlays, the term means that the teeth which will serve
as abutments or support or which are being restored have been fully
prepared to receive and impressions have been taken from which the
bridgework, restorative crowns, inlays or onlays will be prepared.
5. Charges for the replacement of a lost or stolen prosthetic device,
6. Charges for failure to keep a scheduled visit with the dentist.
7. Charges for the replacement or repair of an orthodontic appliance.
8. Charges for services or supplies which are compensable under a workmen's
compensation or employer's liability law.
9. Charges for services or supplies for which no charge is made that the
employee is legally obligated to pay or for which no charge would be
made in the absence of dental expense coverage.
10. Charges for services or supplies which are not necessary, according to
accepted standards of dental practice, or which are not recommended or
approved by the attending dentist.
(6)
fr/-J` COUNTY OF OAKLAND, a Michigan
Constitutional Corporation
Fred D.-Hought-en, Wrman
Board of Commissiofi&s
By
• 1111 0
11. Charges for services or supplies which do not meet accepted standards
of dental practice, including charges for services or supplies which
are experimental in nature.
12. Charges for services or supplies received as a result of dental disease,
defect or injury due to an act of war, declared or undeclared.
13. Charges for services or supplies from any governmental agency which are
obtained by the individual without cost by compliance with laws or
regulations enacted by any federal, state, municipal or other
governmental body.
14. Charges for any duplicate prosthetic device or any other duplicate
appliance.
15. Charges for any services to the extent for which benefits are payable
under any health care program supported in whole or in part by funds
of the federal government or any state or political subdivision thereof.
16. Charges for the completion of any insurance forms.
17. Charges for sealants and oral hygiene and dietary instruction.
18. Charges for a plaque control program.
19. Charges for implantology.
NOTE: Any application by future usage of the above interpretations shall be
solely a matter between the employee and the insurance carrier.
Dated this 9th day of April , A. D., 1975.
AMERICAN FEDERATION OF STATE,
COUNTY AND MUNICIPAL EMPLOYEES,
METROPOLITAN COUNCIL NO. 23,
10, LOCAL 243 7
OAFIANDLCOUNTY PROBATE COURT
F
Judge Donald E. Adams
Senior Probate Judge
nIm,..
#7029
The Chairman referred the resolution to the Finance Committee. There were
no objections.
FISCAL NOTE April 9, 1975
BY: FINANCE COMMITTEE - Richard R. Wilcox, Chairman
IN RE: MISC. RES. 07029 - 1975-1976 AFL-CIO CONTRACTS FOR
CASEWORKER AND NON-CASEWORKER EMPLOYEES OF
THE OAKLAND COUNTY PROBATE COURT
TO THE OAKLAND COUNTY BOARD OF COMMISSIONERS
Mr. Chairman, Ladies and Gentlemen:
Pursuant to Rule XI, C of this Board, the Finance Committee finds
the sum of $93,920 for Salary Changes available in the 1975 Oakland County
Budget appropriation for Possible Salary Adjustments Reserve.
FINANCE COMMITTEE
kjuo.s., -0 JP , , , . LALLLy
Richard R. WI cox, Chairman
07029
Moved by Kasper supported by Roth that resolution #7029 be adopted.
AYES: Page, Patterson, Pernick, Price, Roth, Simmons, Wilcox, Wilson, Aaron,
Button, Coy, Daly, Dearborn, Douglas, Fortino, Gabler, Hoot, Houghten, Kasper, Lennon,
McDonald, Moffitt, Montante, Nowak, Olson. (25)
NAYS: None. (0)
A sufficient majority having voted therefor, the resolution was adopted.
STATE OF MICHIGAN)
COUNTY OF OAKLAND)
I, Lynn D. Allen, Clerk of the County of Oakland and
having a seal, do hereby certify that I have compared the annexed copy of
resolution #7029 adopted by rhp n kl A r ....................
.g104".91cctiVg.tC14.44.ARKIA.9...1.9 7.5
with the or:ginal 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
10th April this day of
Lynn D. Allen Clerk
By Deputy Clerk