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HomeMy WebLinkAboutResolutions - 1981.02.05 - 1460181018 Miscellaneous Resolution If February 5, 1981 BY: PERSONNEL COMMITTEE - John J. McDonald, Chairperson IN RE: ARBITRATION AWARD - POLICE OFFICERS' ASSOCIATION OF MICHIGAN TO THE OAKLAND COUNTY BOARD OF COMMISSIONERS Mr. Chairperson, Ladies and Gentlemen: WHEREAS in the course of negotiations and mediation between the County of Oakland, the Oakland County Sheriff, and the Police Officers' Association of Michigan during which process an agreement was not reached and subsequently, under provisions of the Police-Firefighters Arbitration Act, Act 312, M.C.L.A. 423.239: M.S.A. 17.455, the Union initiated binding arbitration proceedings; and WHEREAS on January 23, 1981 the Tripartite Panel, acting under the provisions of the above-named Act, issued a stipulated award covering 299 Sheriff Department employees and covering the period January 1, 1978 through December 31, 1981; and WHEREAS the above-named Arbitration Act prescribes the majority decision of the panel to be final and binding as to police classifications on the parties and further permits the parties at any time to mutually agree to amend or modify the Award; NOW THEREFORE BE IT RESOLVED that the changes in wages and fringe benefits, as set forth in the Arbitration Award, a copy of which is attached hereto, be promptly implemented; BE IT FURTHER RESOLVED that the Board concurs with the attached Memorandums of Agreement between the County of Oakland, the Oakland County Sheriff and the Police Officers' Association of Michigan copies of which are attached hereto; Mr. Chairperson, on behalf of the Personnel Committee, T move the adoption of the foregoing resolution. PERSONNEL COMMITTEE FISCAL NOTE BY: FINANCE COMMITTEE, DENNIS MURPHY, CHAIRPERSON IN RE: ARBITRATION AWARD - POLICE OFFICERS ASSOCIATION OF MICHIGAN (FOAM) - JANUARY 1,1978 - DECEMBER 31, 1981 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 the attached resolution and finds the proposed contract award covers the period January 1, 1978 through December 31, 1981. The County, by Miscellaneous Resolution 89363, adjusted the wages of employees represented by P.O.A.M. while bargining was remanded to arbitration. The resultant decision, awarded on January 23, 1981, requires the following: 1) An amount not to exceed $73,090 is necessary for retroactive pay for the period January 1, 1978 through December 31, 1980. 2) That the amount of $491, 784 is necessary to cover the 1981 wage settlement and $159,600 for associated fringe benefits. 3) That the Finance Committee finds an amount not to exceed $73,090 available in the Prior Year Salary Adjustment Reserve, $491,784 available in the 1981 Salary Adjustment Account and $159,600 available in the 1981 Fringe Benefit Adjustment Account. 4) That the Board of Commissioners appropriates $491,784 from the 1981 Salary Adjustment Account and $159,600 from the 1981 Fringe Benefit Adjustment Account and transfer said amounts to the appropriate units within the Sheriff Department's Budget. FINANCE COMMITTEE ' By: Carl Parse Executive Director By: J.L/B. Dunkel, Jr: Director of Personnel OAKLAN DEPA COUNTY SHERIFFS NT: By: f:lhannes F. Spr ; Oakland County MEMORANDUM OF AGREEMENT This memorandum of agreement entered into this day of January, 1981, by and between Oakland County and its Sheriff's Department, and the Police Officers Association of Michigan (FOAM) as follows: It is understood and agreed between the parties that Detention Officers hired on or after January 1, 1981, shall remain on a four (4) year salary schedule as set forth in Appendix ah of the Arbitration Award dated — 1981, at least until December 31, 1983, and neither party prior to that date shall make any demands, proposals or counter proposals to change the four (4) steps in such salary schedule. POLICE OFFICERS ASSOCIATION OF MICHIGAN: OAKLAND COUNTY , Dunkel. Jr. Director of Personnel By: Carl Parsell Executive Director DEPPL.IMENT: By: /Johannes F. /Dakland Coun lf heriff MEMORANDUM OF AGREEMENT This memorandum of agreement entered into this day of January, 1981, by and between Oakland County and its Sheriff's Department, and the Police Officers Association of Michigan (ROAM) as follows: It is agreed that the below listed arbitrations and unfair labor practices shall be withdrawn and dismissed without right to refile, and the parties to the agreement shall take whatever steps are necessary to accomplish that end. 1. U.L.P. MERC Case No C79 A-17 2. U.L.P. MERC Case No CU79 K-58 3. U.L.P. - MERC Case No. CU80 C-15 4. U.L.P. - MERC Case No CU81 A-1 5. Arbitrations - Sick Leave. Posting. etc. (David Keefe) AAA Case No 54 39135579 POLICE OFFICERS ASSOCIATION OF MICHIGAN: OAKLAND COUNTY OAKLAND COUNTY SHERIFFS By: By: —„ Carl Parsell Executive Director MEMORANDUM OF AGREEMENT This memorandum of agreement entered into this ;)'day of January, 1981, by and between Oakland County and its Sheriff's Department, and the Police Officers Association of Michigan (FOAM) as follows: The parties shall prior to July 4 ; 1981 confer and agree upon a procedure for crediting the holidays of Christmas. New Years, and July 4 when such holidays fall on Saturday or Sunday. and the understanding arrived at shall be reduced to a letter of understanding executed by the parties. POLICE OFFICERS ASSOCIATION OF MICHIGAN' . OAKLAND COUNTY OAKLAND COUNTY SHERIFFS /Johannes F. Sore (Oakland County S - Carl Parsell Executive Director By: Dunkel. "Jr. Director of Personnel By: arirles F. Spree Oakland County S ORANDUM OF AGREEMENT This memorandum of agreement entered into this day of January, 1981, by and between Oakland County and its Sheriff's Department, and the Police Officers Association of Michigan (FOAM) as follows: Effective with the first pay period on or after the dates indicated, there shall be paid a one•time lump sum amount as follows: 1/1/81, $75; and 7/1/81,'$75. ME POLICE OFFICERS ASSOCIATION OF MICHIGAN° OAKLAND COUNTY OAKLAND COUNTY SHERIFFS DEPARTMENT: By Carl Parsell Executive Director MEMORANDUM OF AGREEMENT This memorandum of agreement entered into this , - day of January, 1981, by and between Oakland County and its Sheriff's Department, and the Police Officers Association of Michigan (FOAM) as follows: It is understood and agreed that former Para-Professional employees of the Sheriff's Department who are presently assigned to other positions in the Department not within the bargaining unit, and any_other—employee-a—simnardy shall receive a lump sum retroactive payment of salary in accordance with the salary schedules set forth in the Agreement. Such payment shall be limited to those periods during which the employee held a Para-professional, or other position, in the bargaining unit. POLICE OFFICERS ASSOCIATION OF MICHIGAN: OAKLAND COUNTY n - U J.LB. Dunkel, Director of Personnel OAKLAND COUNTY SHERIFFS DEPARTMENT: ) By: -; 3-ohlarib--és F. SpreenI/ /Oakland County(5*iff December 14, 1979. Mr. Fred Timpner Police Officers Association of Michigan 1877 Orchard Lake Road - Pontiac, Michigan Re: Separate Agreements Dear Fred: This will confirm the separate agreement reached between the Police Officers Association of Michigan (Union) and the Oakland County Sheriff's Department, which agreements are as follows: 1. Safety Committee - The Union and the Sheriff shall form a safety committee which shall be comprised of three members of the Sheriff's Department Administration and three Union representatives who will meet monthly, if necessary, to discuss various matters relating to safety conditions in the Sheriff's Department and make their recommendations to the Sheriff. It will be within the discretion of the Employer (as that term is used in the labor contract) to adopt, modify, or reject any recommendations. Employees and the Union still maintain their rights to take alleged safety violations to any agencies prescribed by law to handle such complaints. - . 2. Posting and Filling of Vacancies Whenever a vacancy in a lateral position exists, that vacancy shall be posted for a period not to exceed 15 days in all substations, Court detail, Civil Division and in appropriate places within the Corrections facilities. A copy of any posted notice shall be forwarded to the Union. The posted notice shall contain a description of the position assignment, the length of assignment and the minimum qualifications desired by the Sheriff for the posted position, and may contain other information. The Sheriff shall have the sole authority to make the final decision on the assignment, taking into consideration the length of service and the ability of each applicant to perform the assignment. Upon selection of the person or persons to be assigned, the Sheriff's decision shall be posted in the same areas as the original posted notice with a copy sent to the Union. • 14 , De ?age 2 . Shift Preference All employees will be entitled to shift preference selection subject to the conditions below stated: a. Shift changes will be allowed twice per year: January 1, and July 1, based on seniority, with Sergeants to be based on time in grade. b. If an employee desires a shift change within his or her own equal classification, it is mandatory that a letter to that effect be submitted one (1) month in advance or by December 1, and June 1, of any given year. c. All transfers are to be subject to the Sheriff's approval. It is understood that -he will not unreasonably withhold such approval. d. Employee initiated shift selection in classifications mat currently receiving shift premium will not entitle such employee to shift premium. However, classifications of employees currently receiving shift premium will continue to receive said premiums in accordance with existing Merit System Rules. 4. Sick Leave Any employee upon using the eighth day of his/her sick leave in any calendar year will be given an individual letter advising said loyee-that he/she has now used the eighth day and henceforth a physician's statement will be required. Upon receipt of the letter, if the employee has any unusual circumstances which have been a causative factor in using 8 days, the employee is to contact the Captain of his/her Division and inform the Captain of the reasons. The Captain will very seriously take the unusual circumstances into - consideration and.has the option to waive the requirement if, in his judgement, the circumStances warrant it. Such waiver shall not be unreasonably withheld. It is hereby understood that an employee's use of sick leave will not be used against the employee in any future promotions, specialized job assignments, opportunity to work overtime, or merit pay increase unless disciplinary action has been imposed for such use and upheld or not appealed during such year. 101 BY: December 14, 1979 • 7 Page 3 This policy does not preclude any Captain from requesting a physician's statement if less than 8 days have been used if in the opinion of the Captain there appears to be an established pattern of sick leave abuse as is referenced in the Oakland County Merit System pursuant to Rule 24, Section IV. This letter agreement shall remain in effect from January 1, 1980 through December 31, 1981. Very truly yours, LnneS Spreen kland County .Sh Accepted and Agreed, Police Officers Association of Michigan, . title Po'° e 066iceu Association 0,6 .gan by: The O. nd County Sheti66 14 Depattment by: G„St Panz eet Executive Dikectot DECLARATION OF rRINCIPLES BE IT ACKNOWLEDGED AND UNDERSTOOD by the paAtiez hetet° that the attached EthicaZ Standatds in Law En6o ,Lcement, as contained within the Ametican Academy lion PAo6essionat Law En6otcement's Ethicat 12ZAX4 in Law En6otcement az adopted Decembet 8, 1978, be adopted az the guiding ptincipZes to e66ective en6oncement the patties 6u7thert zpeci6icaay adopt the peambZe to 4aid which announces that: "The wonth c) the Zaw cn6okcement pto6ession is meazuted by itz conttibution to the weZ6ane o6 man. Potice 066iceA4 an.e ent-Pulzted with a Ze.gaZ autho,:ity nesponzibiZity to enionce the Zaws o6 zociety t4 cat,Ly out thiz mandate taith couttezy, 6aanezz, conzidetation and compazzion." "The putpozez o6 theze polincipZez o6 ethics arLe: to etevate the ztandaAO's, o6 the pto6ession and to stkengthen pubtic con6idence in iaw en6o/Lcement; to encouAage to441 en6oAcement o66iceit5 to appteciate the totaZ Aczponsibiaties o6 theit o66ice; to eatn the suppott and cooputation o6 the pubZic; and to Lae the e66ectivenezz o6 zetvice to society." S&j ned this 20 day o6 Decembeir. 1979 Stan • ETHICAL STANDARDS IN LAW T--NFO CEME!!.T The officer is entrusted with special authority and - responsibility to enforce the laws -of society and to give assistance in specified manner to individuals' in need. He is - required to carry out this mandate with courtesy, fairness, consideration and compassion. - a. The officer should manifest a belief in the dignity arid .worth of every individual and in the constitutional right of each person to liberty, equality, and justice under law. b. The officer should manifest commitment to the welfare of the public. That interest is best served when high value is placed on - objectivity and integrity and on achieving the.highest standards of professional service. The need for continual striving for increased professional . competence is an obligation shared by all lau enforcement officers. That responsibility begins when they enter the police service and continues throughout their professional career. - A,Conduct at all times should be such that an.officer brings credit to his profession. - Unethical behaviors such as fabricating, altering or with- holding evidence to effect an arrest or gain a conviction as well as theft, graft, and acceptance of bribes or gratuities cannot be tolerated. No officer should by his aquiescence or approval support unethical, improper or unlawful behavior by a colleague. If an officer observes seriously improper or unlawful behavior by a colleague, he is required to report the case to his immediate supervisor or to other designated organizational channels for investigation and action, ; Truth, objectivity, and due regard for the rights and privacy of the individual must characterize al] statements of law enforcement officers who supply information to the public, or other officers, either directly or indirectly. In regard to court testimony, the officer shall present evidence honestly and without bias or prejudice. The sole . objective shall be to give evidence as the officer has knowledge of it. The officer shall not identify with the prosecution or defense, but provide evidence on the basis of actual fact. Police frequently gain access to confidential information which can be seriously detrimental to an individual or group. Safeguarding that information is a primary obligation of the agency and of any police officer who is aware of it. Confiden- tial information shall not be communicated to others unless certain important conditions are met: a. It is lawful to do so. b. No information about the private life of an Individual which does not relate specifically to the problem of law violation shall be maintained or transmitted to another. e. Security and privacy shall be assured all Individuals whose records are maintained in order that such records shall be used only In criminal justice proceedings. Information which is a matter of public record may be released when the law so requires. It is unethical for any officer or agency to establish a protective allegiance with an individual or group so as to obscure complicity in a criminal act. - In the. performance of their duty, law enforcement officials should respect and protect human dignity, and maintain the human rights of all persons. - Law enforcement officials may never use more -forceethan - necessary in the performance of their duty. No law enforcement official may inflict, instigate or:tolerate any cruel, inhuman or degrading treatment or punishment. Law enforcement officials having custody of persons needing medical attention should secure such attention and take immediate action to meet the needs of the person in custody. The officer shall act responsibly when called on to make professional recommendations which may affect the welfare of an individual or society. In the interest of harmony, and efficient public service, ' the officer has an obligation and responsibility to cooperate with other professionals in the criminal-justice syst Law enforcement as a profession should be willing to offer its ethical and effective practitioners support when they are attacked for their compliance with the professional standards. a. A law enforcement official who, in fulfilling the obligations of this Code, erroneously exceeds the limits of law despite honest and conscientious assessment, is entitled to the full protection of his agency and of the jurisdiction which employs him. b. A law enforcement official who complies with the provisions of this Code deserves the respect, the full support and the collaboration of the community and of the law enforcement agency in which such official serves, as well as the support of the law enforcement profession. STATE OF MICHIGAN EMPLOYMENT RELATIONS COMMISSION Arbitration Under Act 312 Michigan Public Acts of 1969 as Amended OAKLAND COUNTY AND IT'S SHERIFF'S DEPARTMENT, Public Em7loyer, Case No A79 A-8 and POLICE OFFICERS' ASSOCIATION OF MICHIGAN (FOAM), Union. ARBITRATION PANEL Kenneth Vinstra Employer Delegate Carl Parsell Union Delegate Daniel H. Kruger Chairperson AWARD The Arbitration Panel being properly and duly convened pursuant to Act No. 312, P.A. of 1969, and having heard the positions of the parties, the evidence, stipulations of the parties, and being fully advised in the premises, hereby issues the following award. Daniel H. Kruger VIA"- Ch rperson Carl Parsell Union Delegate (Concurring in part - Dissenting in part) Respectfully submitted, Kenneth Vinstra Employer Delegate (Concurring in part - Dissenting in part) THE COUNTY OF OAKLAND AND POLICE 0.EFICERS' ASSOCIATION OF MICHIGAN SHERIFF'S DEPARTMENT EMPLOYEES - Collective Bargaining Agreement 1978 - 1979 AGREEMENT This agreement is made and entered into on this day of , A.D., 1981, by and between the Oakland County Sheriff and the Oakland County Board of Commissioners, hereinafter referred to collectively as the "Employer", and the Police Officers' Association of Michigan (POAM), 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 employees of the Oakland County Sheriff's Department, 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 Patrol Officers, Corrections Officers, Detention Officers, Patrol Officer Trainees, I.D. Technicians I and II, Sheriff Communi- cations Agents, Sheriff Communications Shift Leader, Police Para-Professionals, Arson Investigators, and Marine Deputies, but excluding Supervisors and all other employees. 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. 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 POAM 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 folias 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 each shift. Stewards will be permitted to leave their work, after obtaining approval of their respective supervisors and recording their time, for the purpose of adjusting grievances in accordance with the grievance procedure (2) 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 the Chief Steward and two other members to be selected by the Union and certified in writing to the Employer. 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. 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. Dismissals, suspensions, (3) 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. Step 2. The written grievance shall be discussed between the shift 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. Any grievance not settled at Step 2 may be submitted to the next meeting of the grievance committee. 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 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. (4) 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 a locked bulletin board 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 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. 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 working days, without properly notifying the Employer, unless a satif- factory reason is given; (5) (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, 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. 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 Sheriff will make his selection for promotion from the three highest ranIcing candidates who have passed the promotional examination. X. FALSE ARREST INSURANCE Employees covered by this agreement shall be provided, by the Employer, a policy of False Arrest Liability insurance. The premiums for such insurance will be paid by the County. XI. GENERAL CONDITIONS Section 1. The Union shall be notified in advance of anticipated pelmanent 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 (6) 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. 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 classi- fication, rate or structure are proper, the Union shall have the right to submit the issue as a grievance through the grievance procedure with a six (6) month period. 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. (7) XIII. 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. XIV. ECONOMIC MATTERS The agreement between the parties on economic matters are set forth in Appendix A and Appendix B attached hereto and are incorporated into this collective bargaining agreement, subject to the terms and conditions thereof. 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 agrement shall remain in full force and effect from January 1, 1978, to midnight, December 31, 1979. 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 the anniversary date that it desires to modify the 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 (8 ) 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 telminate this agreement, written notice must be given to the other party no less than ten (10) days prior to the desired tetulination 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 remPin 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. Each and every provision of this agreement or any other agreement between the parties shall be in accordance with the law, In the event that any such provision becomes invalid by operation of law, the remaining provisions shall nevertheless remain in full force and effect. (9 ) 11,545 13,405 APPENDIX A THE FOLLOWING MERIT SALARY SCHEDULE SHALL BECOME EFFECTIVE WITH THE FIRST PAY PERIOD ON OR AFTER JANUARY 1, 1978 CLASSIFICATION Patrol Officer Corrections Officer Arson Investigator I. D. Technician I I. D. Technician II Detention Officer Patrol Officer Trainee Police Para-Professional Sheriff Communication Agent Sheriff Communication Shift Leader Marine Deputy BASE 6 MO. 1 YEAR 2 YEAR 3 YEAR 4 YEAR 16,729 17,359 17,989 18,620 19,250 16,729 17,359 17,989 18,620 19,250 19,250 Flat-Rate 16,729 17,359 17,989 18,620 19,250 17,229 17,859 18,489 19,120 19,750 12,333 13,405 14,477 15,550 13,750 Flat-Rate 8,832 9,255 9,678 9,154 9,392 9,646 10,138 10,630 11,122 11,968 14,477 15,550 Medical Detention Officer - $500 annually (pro-rated) for period when performing duties of Medical Detention Officer. APPENDIX A THE FOLLOWING MERIT SALARY SCHEDULE SHALL BECOME EFFECTIVE WITH THE FIRST PAY PERIOD ON OR AFTER JANUARY 1, 1979 CLASSIFICATION BASE 6 MO. 1 YEAR 2 YEAR 3 YEAR 4 YEAR Patrol Officer 17,654 18,319 18,984 19,650 20,315 Corrections Officer 17,654 18,319 18,984 19,650 20,315 Arson Investigator 20,315 Flat-Rate . I. D. Technician I 17,654 18,319 18,984 19,650 20,315 I. D. Technician II 18,154 18,819 19,484 20,150 20,815 Detention Officer 13,178 14,323 15,469 16,615 Patrol Officer Trainee 14,510 Flat-Rate Police Para-Professional 9,320 9,767 10,213 Sheriff Comm. Agent 9,660 9,911 10,179 10,699 11,218 11,737 Sheriff Communication 12,183 12,630 Shift Leader Marine Deputy 14,323 15,469 16,615 Medical Detention Officer - $500 annually (pro-rated) while performing Medical Detention Officer duties. APPENDIX A THE FOLLOWING MERIT SALARY SCHEDULE SHALL BECOME EFFECTIVE WITH THE FIRST PAY PERIOD ON OR AFTER JULY 1, 1979 CLASSIFICATION BASE 6 MO. 1 YEAR 2 YEAR 3 YEAR 4 YEAR Patrol Officer 18,231 18,918 19,605 20,293 20,980 Corrections Officer 18,231 18,918 19,605 20,293 20,980 Arson Investigator 20,980 Flat-Rate I. D. Technician I 18,231 18,918 19,60.5 20,293 20,980 I. D. Technician II 18,731 19,418 20,105 20,793 21,480 Detention Officer 13,705 14,896 16,088 17,280 Patrol Officer Trainee 14,984 Flat-Rate Police Para-Professional 9,625 10,086 10,547 Sheriff Comm. Agent 9,976 10,235 10,512 11,049 11,585 12,121 Sheriff Communication 12,581 13,043 Shift Leader Marine Deputy 14,896 16,088 17,280 Medical Detention Officer - $500 annually (pro-rated) while performing Medical Detention Officer duties, PREMIUM PAY - DIVERS (a) Divers shall receive straight time pay for on-duty hours of work. (b) For all hours on the job other than on-duty hours, the divers shall receive time and one-half pay. *(c) The divers shall receive premium pay of $2.00 per hour over and above the rates set forth in sections (a) and (b) above, when performing diving activities. *(d) When diving under the ice, divers shall receive premium pay of $4.00 per hour over and above the rates set forth in section (a) and (b) above. *Computation of the $2.00 per hour and $4.00 per hour premium pay shall be computed to the nearest one-half (1/2) hour. BONUS - HELICOPTER PILOT While performing the functions of a helicopter pilot an employee will receive a $500 annual bonus to be paid bi-weekly. COURT APPEARANCE When officers are required to appear in court, they shall be compensated at the rate of time and one-half for all time spent in court, with a guarantee of a minimum of two hours pay per day. Under the following conditions: 1. Case must be of a criminal nature. 2. Officer must be off duty at court time. III CLOTHING AND EQUIPMENT (a) Effective January 1, 1976, non-uniformed officers will receive a clothing and cleaning allowance at an annual rate of $275, payable in installments of $137.50 in June and $137.50 in December. (b) All guns, unifoLms and equipment supplied by the County will remain County property and separating deputies will be required to return all uniforms and equipment to the Sheriff. (c) Uniforms will be furnished for female employees of a type required by their job assignment. All uniforms will remain County property and separating employees will be required to return all uniforms to the Sheriff. (d) The County will provide cleaning of unifoLms for uniformed personnel of the department and it is understood that the individuals will not abuse this privilege by requesting excessive cleaning. IV CREDITED SERVICE Credited service in each of the steps of the Detention Officer classification shall be as of the employee's anniversary date as adjusted by applicable existing Merit System Rules which govern other bargaining unit employees, providedtheemployee has satisfactorily performed. The above clause shall be effective only as of January 1, 1978 and only for those persons actively employed in the Detention Officer classi- fication within the Sheriff's Department on or after January 1, 1981. V 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 within the Sheriff's Department on and after January 1, 1981, with the exception only that those persons who retired with a pension in the period between January 1, 1978 and December 31, 1980 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, 1978 through December 31, 1980. The Employer shall receive full credit for all adjustments, increments, increases or payments made to date. 1. Corrections Officer 2. Detention Officer 3. I.D. Technician I 4. I.D. Technician II 5. Patrol Officer 6. Patrol Officer Trainee SHERIFF'S DEPARTMENT 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. Medical and Master Medical Insurance 7. Sick Leave *8. Retirement 9. Annual Leave **10. Income Continuation Insurance ***11. Dental Insurance ****12. Tuition Reimbursement *The following classifications, and any police classifications not shown, shall continue to make individual contributions of six percent (6%) of all earnings to the Retirement Fund: **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 eaLued since the first day of employment, but not before the eighth day of disability. APPENDIX B (con't) ***Refer to Memorandum of Understanding executed in January, 1976 outlining the Dental Plan and the Interpretations applying to the Plan. Effective 1/1/78 the $500 lifetime maximum, applied to Type C expenses in connection with fixed bridge work, will no longer be in effect. ****Effective January 1, 1978, the maximum reimbursement limit shall be increased to $400 per semester (the current two class limit per semester will not change). Employees accepted to degree programs prior to October 1, 1977, will not be subject to the dollar limitation providing their progress in the program is continuous as set forth in the revised Merit Rule #20. THE COUNTY OF OAKLAND AND POLICE OFFICERS' ASSOCIATION OF MICHIGAN SHERIFF'S DEPARTMENT EMPLOYEES Collectiv Barair.ing 1980 - 1981 AGREEMENT This agrement is made and entered into on this day of _ , A.D., 1981, by and between the Oakland County Sheriff and the Oakland County Board of Comnissioners, hereinafter referred to collectively as the "Employer", and the Police Officers' Association of Michigan (FOAM), 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 employees of the Oakland County Sheriff's Department, for the purposes of collective bargaining with respect to rates of pay, wages, hours of employ- ment 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 Patrol Officers, Corrections Officers, Detention Officers, Patrol Officer Trainees, , 1.D, Technicians I and II, Sheriff Communi- cations Agents, Sheriff Communications Shift Leaders, Police Para-Professionals, Arson Investigators, and Marine Deputies, but excluding Supervisors and all other employees. 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. 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 POAM 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. VI. BASIS OF REPRESENTATION Section 1. There shall be one steward and an alternate steward for each shift. Stewards will be permitted to leave their work, after obtaining approval of their respective supervisors and recording their time, for the (2) 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 alteLuate Chief Steward'. Section 3. There shall be a grievance committee consisting of the Chief Steward and two other members to be selected by the Union and certified in writing to the Employer. 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. 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 (3) to the attention of his immediate supervisor, with or without his steward, who shall attempt to resolve the grievance infolifially. 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. Step 2. The written grievance shall be discussed between the shift 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. Any grievance not settled at Step 2 may be submitted to the next meeting of the grievance committee. 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 after the grievance committee meeting. Expenses for arbitration shall be borne equally by both parties. (4) 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 a locked bulletin board 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 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. 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; (5) (c) If the employee is absent from work for three 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, 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. 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 Sheriff will make his selection for promotion from the three highest ranking candidates who have passed the promotional examination. X. FALSE ARREST INSURANCE Employees covered by this agreement shall be provided, by the Employer, a policy of False Arrest Liability insurance. The premiums for such insurance will be paid by the County. XI. GENERAL CONDITIONS Section 1. Except as otherwise provided herein, those employees in the classi- (6) fications of Correction or Detention Officer shall in or before their seventh year of service with the Oakland County Sheriff's Department be entitled to attend the police academy, with the scheduling of their attendance at the sole discretion of the Sheriff. The exception is as follows: Those employees in the classification of Correction or Detention Officer who shall have completed seven years of service during the term of this contract or prior to said term, shall be scheduled during the teim of this contract at the sole discretion of the Sheriff to attend the police academy, provided there are academy openings. 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 pelmanent 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. (7) 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 classi- fication-, 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. XII. ADOPTION BY REFERENCE OF RELEVANT RESOLUTIONS AND IWO-777: 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 Sy 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 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. XIV. ECONOMIC MATTERS The agreement between the parties on economic matters are set forth in Appendix A and Appendix B attached hereto and are incorporated into this collective bargaining agreement, subject to the terms and conditions thereof. (8) 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 from January 1, 1980, to midnight, December 31, 1981. 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 the anniversary date, that it desires to modify the agreement. In the event that such notice is given, negotiations shall begin no later than sixty (60) days prior to the anniversary date. This agreement shall remain in full force and be effective during the period of negotiations and until notice of termination of this agreement is provided to the other party in the manner set forth in the following paragraph. In the event that either party desires to terminate this agreement, written notice must be given to the other party no less than ten (10) days prior to the desired termination date which shall not be before the anniversary date set forth in the preceding paragraph, ( 9 ) 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. Each and every provision of this agreement or any other agreement between the parties shall be in accordance with the law. In the event that any such provision becomes invalid by operation of law, the remaining provisions shall nevertheless remain in full force and effect. (10) APPENDIX A THE FOLLO7I77 LTIT S:J.ARY FCHEDULE SHALL BECO:1_ :1_,T1 THE FIRST PAY PERIOD O G7 ',FTER J.227.‘.R: 1, 1980 CLASSIFICATIONS BASE 6 MO. 1 YEAR 2 YEAR • 3 YEAR 4 YEAR Patrol Officer 18,574 19,274 19,974 20,675 21,375 Corrections Officer 18,574 19,274 19,974 20,675 21,375 Arson Investigator 21,375 Flat-Rate I. D. Technician I 18,574 19,274 19,974 20,675 21,375 I. D. Technician II 19,074 19,774 20,474 21,175 21,875 Detention Officer 14,019 15,237 16,456 17,675 Patrol Officer Trainee 15,266 Flat-Rate Police Para-Professional 10,095 10,578 11,062 Sheriff Colluit. Agent 10,463 10,734 11,025 11,588 12,150 12,713 Sheriff Communication Shift Leader 13,195 13,679 Marine Deputy 15,237 16,456 17,675 Medical Detention Officer - $500 annually (pro-rated) while performing duties of Medical Detention Officer, THE FOLLOWING MERTT SALARY 5:71M7LE SHALL BECOME EFFECTIVE WITH I= 17.7=,T PAY PERIOD ON OR AFTER JULY 1 CLASSIFICATION BASE 1 YEAR 2 YEAR 3 YEAR 4 YEAR Patrol Officer 19,118 19,838 20,559 21,280 22,000 Corrections Officer 19,118 19,838 20,559 21,280 22,000 Patrol Officer Trainee 15,714 Flat-Rate I. D. Technician I 19,118 19,838 20,559 21,280 22,000 I. D. Technician II 19,618 20,338 21,059 21,780 22,500 Arson Investigator 22,000 Flat-Rate Marine Deputy THE FOLLOWINC MERIT SALARY SCT7 SHALL APPLY ::LY T;-1 E777-= EMPLOYEES WHO 101 101 77=7 1, 1981 AND SHALL FT Cr. 01 hOOT PAY PERIOD OR AT2R o0LO 800 0 "LELOW JULY 1, 1980 BASE 1 YEAR 2 YEAR 3 YEAR 14,514 15,776 17,038 18,300 THE FOLLOWING. MERIT SALARY SCHEDULE SHALL BECOME EFFECTIVE 0 FIRST PAY PERIOD ON OR ; JULY 1, 1980 CLASSIFICATION BASE 6 MO. 1 YEAR 2 YEAR 3 YEAR 4 YEAR Police Para-Professional 10,700 11,212 11,725 11,089 11,377 11,685 12,282 12,878 13,474 15,776 17,038 18,300 Sheriff Communication Agent Sheriff Communication Shift Leader 13,985 14,498 THE FOLLOWING MERIT SHALL BECOME EFFECT I FIRST PAY PERIOD 0: JANUARY 1, 1981 CLASSIFICATION Patrol Officer Correction Officer Patrol Officer Trainee I. D. Technician I I. D. Technician II Arson Investigator Marine Deputy BASE 1 YEAR 2 YEAR 3 YEAR 4 YEAR 19,986 20,739 21,493 22,246 23,000 19,986 20,739 21,493 22,246 23,000 16,427 Flat-Rate 19,986 20,739 21,493 22,246 23,000 20,486 21,239 21,993 22,746 23,500 23,000 Flat-Rate 17,968 19,300 16,636 THE FOLLOWIN APPLY ONLY TO WHO WERE HIRED EI BECOME EFFECTIVE W11 SALARY SCHEDULE SHALL OFFICER EMPLOYEY.S 1, 1981 AND ST PAY PERIOD OR AFTER TH.:. DATES S NM BELOW JANUARY 1, 1981 BASE 1 YEAR 15,306 16,637 2 YEAR 3 YEAR 17,968 19,300 THE FOLLOWING SALARY SCHEDULE SHALL APPLY ONLY TO DETENTION OFFICE"- EMPLOYEES WHO WERE NEWLY HIRED ON OR AFTER 1, 1981 AND SHALL BECOME EFFECTIVE WITH THE FIRST PAY PERIOD ON OR AFTER THE DATES S -_!0'N BELOW JANUARY 1, 1981 BASE 1 YEAR 2 YEAR 3 YEAR 4 YEAR 15,306 16,225 17,200 18,230 19,300 THE FOLLOWING MERIT SALARY SCHEDULE SHALL BECOME EFFECTIVE ULM THE FIRST PAY PERIOD ON OR AFTER JANUARY I, 1931 CLASSIFICATION BASE 6 MO. 1 YEAR 2 YEAR 3 YEAR 4 YEAR Police Para-Professional 11,186 11,721 12,257 Sheriff Comm. Agent 11,593 11,893 12,215 12,840 13,463 14,086 Sheriff Communication Shift Leader 14,620 15,156 THE FOLD:171-7 .7 -117RIT FDTJLE SHALL BECOTT 7 72CTIAL YT..1Y:7', FIRST PAY PERIOD U JJ AFTER JULY 1, 1981 CLASSIFICATION BASE 6 MO. 1 YEAR 2 YEAR 3_ YEAR 4 YEAR Patrol Officer 20,855 21,641 22,428 23,214 24,000 Corrections Officer 20,855 21,641 22,428 23,214 24,000 Patrol Officer Trainee 17,142 Flat-Rate I. D. Technician I 20,855 21,641 22,428 23,214 24,000 I. D. Technician II 21,355 22,141 22,928 23,714 24,500 Arson Investigator 24,000 Flat-Rate Marine Deputy 17,499 18,899 20,300 THE FOLLOWING SALARY SCHEDULE SHALL APPLY ONLY TO C:777-77 DETENTICY OFFICER EMPLOYEES 47i0 '717RE LIRED 13EPORE 1981 ID SHALL DECCP: LI:FECTIVL LITH I•Tj: FI7.',T PAY PERIOD ON T AFTER THE DATES sltu.: Elf2O JULY 1, 1981 BASE 1 YEAR 2 YEAR 3 YEAR 16,099 17,499 18,899 20,300 THE FOLLOWING SALAY CUELE SUALL APPLY ONLY TO DETE7771C C'7 :C.77 H -77.c''EES WHO SHALL BE NEWLY HIRED U. ' 1 1981 AND SHALL BECOME EFFECTIVE WIE- V ?ER:MD ON OR AFTER THE DATE JULY), 1981 BASE 1 YEAR 2 YEAR 3 YEAR 4 YEAR 16,099 17,066 18,091 19,175 20,300 THE FOLLOWING MERIT SALARY SCHEDULT. SHALL BECOME EFFECTIVE WITH THE FITST PAY PERIOD ON OR AFTER JULY I, 1 ..1 CLASSIFICATION BASE 6 MO. 1 YEAR 2 YEAR 3 YEAR 4 YEAR Police Para-Professional 11,673 12,231 12,790 Sheriff Communication 12,097 12,410 12,746 13,399 14,049 14,699 Agent Sheriff Communication Shift Leader 15,256 15,815 PREMIUM PAY DIVERS (a) Divers shall receive straight time pay for on-duty hours of work. (b) For all hours on the job other than on-duty hours, the divers shall receive time and one-half pay. *(c) The divers shall receive premium pay of $2.00 per hour over and above the rates set forth in sections (a) and (b) above, when performing diving activities. *(d) When diving under the ice, divers shall receive premium pay of $4.00 per hour over and above the rates set forth in section (a) and (b) above. *Computation of the $2.00 per hour and $4.00 per hours premium pay shall be computed to the nearest one-half hours. BONUS-HELICOPTER PILOT While performing the functions of a helicopter pilot an employee will receive a $500 annual bonus to be paid bi-weekly. II COURT APPEARANCE When officers are required to appear in court, they shall be compensated at the rate of time and one-half for all time spent in court, with a guarantee of a minimum of two hours pay per day. Under the following conditions: 1. Case must be of a criminal nature or related to traffic enforcement. 2. Officer must be off duty at court time. A1AA 1 1 III CLOTHING AND EQUIPMENT (a) Effective January 1, 1976, non-uniformed officers will receive a clothing and cleaning allowance at an annual rate of $275, payable in installments of $137.50 in June and $137.50 in December. (b) All guns, uniforms and equipment supplied by the County will remain County property and separating deputies will be required to return all uniforms and equipment to the Sheriff. (c) Uniforms will be furnished for female Employees of a type required by theirjob assignment. All uniforms will remain County property and separating Employees will be required to return all uniforms to the Sheriff. (d) The County will provide cleaning of uniforms for uniformed personnel of the department and it is understood that the individuals will not abuse this privilege by requesting excessive cleaning. IV CREDITED SERVICE Credited service in each of the steps of the Detention Officer classification shall be as of the employee's anniversary date as adjusted by applicable existing Merit System Rules which govern other bargaining unit employees, provided the employee has satisfactorily perforthed. The above clause shall be effective only as of January 1, 1978 and only for those persons actively employed in the bargaining unit within the Sheriff's Department on or after January 1, 1981. V APPLICATION OF ECONOMIC PORTIONS OF AC7EFI All adjustments, increments, increases, or payments provided for or required herein, shall be applicable only to those persons actively employed within the Sheriff's Department on and after January 1, 1981, with the exception only that those persons who retired with a pension in the period between January 1, 1978 and December 31, 1980 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, 1978 through December 31, 1980. The Employer shall receive full credit for all adjustments, increments, increases or payments made to date. VI MERIT INCREASES Any merit increase for an employee who satisfactorily performs and is approved for such increase by the Sheriff shall become effective within ten working days after receipt by the Sheriff's Department of the appropriate notice of eligibility for merit increase and said merit increase shall not be denied unless the Sheriff disapproves the merit increase within the aforesaid period. VII SALARY SCHEDULE PROGRESSION All persons hired hereafter shall be hired and progress in accordance with the salary schedules established herein. TENT SHERIFF'S DI T'HTTTT APPENDIX B For the following fringe benefits refer to the Oakland County Employee's Handbook: 1. Injury on the Job *2. Holidays 3. Leave of Absence 4. Life Insurance 5. Longevity 6. Medical and Master Medical Insurance 7. Sick Leave **8. Retirement 9. Annual Leave ***10. Income Continuation Insurance ****11. Dental Insurance *****12. Tuition Reimbursement *The revisions in Merit Rule 26, "Legal Holidays" which eliminates Good Friday holiday provisions and add provisions for a Floating Holiday are incorporated in this agreement. This non—accruable Floating Holiday may be used by employees who have completed three months service, with prior permission, as a religious holiday, for an employee's birthday, or for other purposes desired by the employee. There shall be no premium pay in conjunction with this day and the department head shall be responsible for considering the best interest of the department and County service when approving use of the Floating Holiday. **The requirement that those employees of the Oakland County Sheriff's Department who are required to contribute 6% of their annual salary towards the pension plan pursuant to the award of Arbitrator Richard Block dated November 11, 1975 in a Public Act 312 arbitration shall, in accordance -:Jith the below—schedule, have their required contributions reduced, and after the last effective date below, shall no longer be required to make any contributions and shall be governed instead by the provision of the then current pension plan. APPE.7.)717, B (Continued) Effective with the first payroll period beginning on or after January 1, 1980: 3% Effective with the first payroll period beginning on or after July 1, 1980: remaining 3% The Employer has as of date of this Agreement satisfied the percentage -payments set forth above. ***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. Effective January 1, 1980, in. the event an employee has previously recieved income continuation insurance, benefits will begin on the day following the day the disability has lasted for a continuous nem5er of work days equal to seventy percent (70%) of the number of sick leave days the employee has earned since he or she last utilized income continuation insurance. ****Refer to Memorandum of Understanding executed. in January, 1976 outlining the Dental Plan and the Interpretations applying to the Plan. Effective 1/1/78 the $500 lifetime maximum, applied to Type C expenses in connection with fixed bridge work, will no longer be in effect. *****Effective January 1, 1978, the maximum reimbursement limit shall be increased to $400 per semester (the current two class limit per semester will not change). Employees accepted to degree programs prior to October 1, 1977, will not be subject to the dollar limitation providing their progress in the program is continuous as set forth in the revised Merit Rule #20. 1 Fehruary #8i018 Moved by McDonald supported by Fortino the report he accepted and the resolution be adopted. Moved by McDonald supported by Patterson the rules be suspended for immediate consideration of the resolution. AYES: Gosling, Jackson, Lanni, McDonald, Moffitt, Montante, Moore, Murphy, Olsen, Page, Patterson, Perinoff, Pernick, Price, Whitlock, Wilcox, Aaron, CagneY, DiGiovanni, Doyon, Fortino, Gabler, Geary, (23) NAYS: None. (0) A sufficient majority having voted therefor, the motion carried. Vote on resolution: AYES: Hobart, Jackson, Lanni, McDonald, Moffitt, Montante, Moore, Murphy, Olsen, Page, Patterson, Perinoff, Pernick, Price, Whitlock, Wilcox, Aaron, Cagney, DiGiovanni, Doyon, Fortino, Gabler, Geary, Gosling. (24) NAYS: None. (0) A sufficient majority having voted therefor, the report was accepted and the resolution 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 Miscellaneous Resolution #81018 adopted by the Oakland County Board of Commissioners at their meeting held on February 5, 1931 with the original 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 5th , February 81 Lynn D. Allen......................Clerk