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HomeMy WebLinkAboutResolutions - 1975.11.06 - 14807of the described changes _in Rules 9, 15, The Personnel,,Committee, hy Paul Kasper,'Ckirman, moves the --adoption of the foregoing rsoltitilön. .miscellaneous Resolution 7327 November 6, 1975 BY: PERSONNEL COMMITTEE — Paul E. Kasper, Chairman IN RE: SUBMISSION OF CHANCES IN MERIT SYSTEM RULES TO THE OAKLAND COUNTY BOARD OF COMMISSIONERS Mr. Chairman, Ladies and Gentlemen: WHEREAS. Section IV, Subsection A of the Merit System Resolution requires that all changes in the rules and regulations of the Merit System shall be submitted to the Board of Commissioners at a regular meeting of the Board and shall become effective thirty days after such meeting unless objection is received in writing by the Chairman of the Board of Commissioners, in which case the objection shall become a matter of business at the next meeting of the Board; and WHEREAS it has become desirable to make certain changes in the wording of Rules 9, 15, 18 and 22, as spelled out in the attachment to this resolution; and WHEREAS your Peronnel Committee reviewed and approved these changes at its meetings of September 26 (Rules 9, 18 and 22) and October 24 (Rule 15), 1975; NOW THEREFORE BE IT RESOLVED that the reading of this notice and the distribution of this notice and the attached forms labeled "Proposed Changes in Merit System Rule", to all the Commissioners present and absent to be considered as the official submission to the Board of Commissioners, PERSONNEL COMMITTEE RULE TITLE RULE NUNBER SEPARATIONS FROM THE COUNTY SERVICE int-r7O-ddToBoard of Commissioners: Date: 1116/75 Oakland• County MLrit.S I: em SECTION TO BE CHANGED [ii* ON PACE OF El PRESENT WORDING SECTION III NOTE: PRESENT SECTION III TO BE RE-NUMBERED SECTION IV, SECTION TV RENUMBERED SECTION V, ETC./CONTENT OF THESE SECTIONS NOT TO BE CHANCED. NEW SECTION III TO BE INSERTED. PROPOSED WMING SECTION III - SEPARATION - BECAUSE OF INSUFFICIENT LEAVE TIME (SICK LEAVE, ANNUAL LEAVE, LEAVE WITHOUT PAY, ETC.) TO COVER ABSENCE FROM WORK This is an action where an emplo yee voluntarily or involuntarily separates himself from the Count y service by not appearing for work to perform assigned duties. It is not a disciplinar y action in that tha employee initiates th e action by continued -absence from work. A. Such-separations can Only occur when an employee has exhausted sick leave accumulations, annual leave accumula- tions, Workman.% Compensation. Leave or authorized leaves of absence without pay; or, in the case where an emplo y ee cannot verity by doctor's statement a (Continued) REASON FOR CHANGE See Appendix B 177;TEraii I t ro f re-numberedions IV throu gh .IK,T7therwise Chang e Submitted by Date:502/75 County . Executive: xl Approved I-1 Disapproved by :_tar117/21..4„22..A-1.x.74.7,1, Date 7..V.291.75_ i Tr- I Personnel ._ Committee: x I Approved I I Disapproved by:. Personnel Comm,_ Date: 9/26175 Section IV Subsection A of Merit S y stem Resolution Copies of the rules and regulations developed by the Personnel Committee and alt future changes in such rules and regulations shall be submitted to the Board of Ca,missioners at a regular meeting of the Board of Commissioners and shall become: effective thirty days after such meeting unless objection is received in writing by the Chairman of the Board of Commissioners, in which case the objection shall become a ma.-!-.t2r of business at the next meeting of the Board of Cossioners. PROPOSED WORDING Section III, A - Continued physical or mental disability properly covered by sick leave and has exhausted- annual leave accumulations and/or authorized leaves of absence without pay, B. The department head shall take prompt action to warn the employee of such pending separation no less than five days prior to the effective date of the action. Such notice shall be delivered to the employee in person or sent by registered mail, restricted delivery, with return receipt requested, to the employee's last known address. C. Absence from work between the time of mailing. the warning notice and the effective date of the action of separation or the employee's return to work shall be treated as an unauthorized leave of absence without pay. Employees- may ,return to work within this five day period but subject- themselves to a disciplinary action for taking unauthorized leave. Repeated unauthorized leaves could lead to other disciplinary actions such as suspension without pay, demotion or dismissal. D. Employees unable to return to work prior to the effective date of pending separation must contact the department head prior to the date of separation to seek authorization of a leave of absence without pay for the unauthorized time off. Authorization of such leaves must be requested in writing and approved prior, to the effective date of the pending separation in order to prevent separation. NOTE: Granting of Leaves of AbsenceWithout Pay are not mandatory on the part of the Department Head see Merit System Rule 13, Leaves of Absence Without Pay). E. Employees not intending to return or who cannot return to work may, within the five days between the Warning Notice and the effective date of the separation, submit their written resignation on the forms provided by the Personnel Division thereby making the separation voluntary in the employee's record. Records of employees not submitting a written resignation or not appearing for work within the required time limits shall indicate "involuntary separation because of no leave accumulations or authorized leave of absence without pay to cover time off work". - Separation because of insufficient leave time to cover absence from work .ill not effect the employee's entitlement to incom -continuation benefits ndr the County's temporary disability, income protection plan for emplayees. : (See Aetna group plan booklet titled "A Temporary Disability Income Protection Plan for Oakland-County Employees" in your Merit SYstem Rule Book or contact the Personnel Division for a Copy.) APPENDIX B REASON FOR CHANGE: Incumbent public employees with Or without Merit System status, do not possess an inherent, continuing right to .a Merit System position. The public good requires that the employee he present to perform the duties required in the delivery of service for which the position was originally authorized and funded. The Merit System itself provides flexibility and relief for the employee in provisions for sick leave, annual leave and leaves of absence without pay under certain circumstances. This additional section ensures the continuation of intended County services when an employee has exhausted the relief available under the Merit System. It also allows an Orderly process for separating employees no longer intending to work for the County and establishes clear cut procedures of proper notice to both the employee, and the employer. Establishment of such a policy will help to make treatment of employees in similar circumstances more uniform County-wide. RULE TITLE RULE NUMBER HOURS OF WORK ON PAGE OF El SECTION TO BE CHANGED [ PAY PERIOD PRESENT WORDING PROPOSED WORDING Date :10/23/75 Disapproved by: Perc;enril Date:10/23/751 ' _ Disapproved by; REASON FOR CHANGE -- Personnel Committee Date :10 /2 3 /7 5 - X Approved Oakland County Merit System '71 b,1 F)<PC,S 53 PA '1'"r°117 '" `s. A.. ' $>. - a", SECTION III - PAY PERIOD 1 SECTION III - PAY PERIOD A. The normal County Pay Period is ten days A, The noimal County Pay Period is ten days of work in a fourteen day period starting of work in a fourteen day period at 12:01 a.m. on Saturday. starting at 12:01 a.m, on the day officially designated by the County Executive as the beginning of the pay period. See attached statement.' l' .------------ Change Submitted by: _County Executive; [ n-•el. Cc Itic'.6-olt Section IV Subsection A of Merit System Resolution Copies of the rules and regulations developed by the Personnel Committee and all future changes in such Pules and regulations shall be submitted to the Board of Commissioners at a regular meeting of the Board of Comnissioners and shall become effective thirty days after such meeting unless objection is received in writing by the Chairman of the Board of Commissioners, in which case the objection shan become a matter of business at the next meeting of the Board of Commssioners. RULE 15 SECTION III — PAY PERIODS REASON FOR CHANGE Current designation of the beginning of the pay period is inflexible. It does not allow internal changes necessary to bring the County into compliance with the Federal Fair Labor Standards Act. Example: In order to bring existing Hospital scheduling practices in compliance with the Act relative to overtime payment requirements, the beginning of the pay period should be 12:01 a.m. Sunday (rather than Saturday). The only alternative is total revamping of scheduling practices and possibly a considerable increase in overtime costs. The change recommended would allow the County Executive to make administrative immediate adjustments in the best interest of the County. CHANGE IN MEHT SYSTEM RULE r, RULE NUMBER RULE TITLE EMPLOYMENT OF RELATIVES Disapproved -by: 1:'ersonnel. Comuitte:,10/ 23/71 Oakland County Merit System SECTION TO BE CHANCED1 VI IITIIJ ON PAGE n OF PRESENT WORDING SECTION VI - PROHIBITIONS ON THE CONTINUED EMPLOYMENT OF EMPLOYEES WHO ARE RELATIVES OF PERSONS PROMOTED OR APPOINTED TO POSITIONS OF HEAD OF .THE DIVISION WHERE EMPLOYED OR IMMEDIATE SUPERVISOR A. All lower ranking employees in the Division or supervisory unit who are relatives of the Division Read or Supervisor, shall be transferred to another Division or Supervisory Unit of the same Department where they will not be supervised by a relative. PROPOSED WORDING SECTION VI - PROHIBITIONS ON THE CONTINUED EMPLOYMENT OF EMPLOYEES WHO ARE RELATIVES OF PERSONS PROMOTED OR APPOINTED TO POSITIONS OF HEAD OF THE. DIVISIONWHERE EMPLOYED OR • IMMEDIATE SUPERVISOR A. All lowe7r ranking employees in the Division or supervisory unit who are relatives of the Division Head or Supervisor, shall be transferred to another Division or Supervisory Unit of the same Department where they will not be supervised by a relative; exceptions may be made by the Personnel Comittee of the Board of Commissioners in cases where there is an intermediate level of supervision between- the Division Head or Supervisor and the related. employee. REASON FOR CHANGE 'Current rule presents an unfair prohibition upon a qualified, promotable employee, especially in cases where the relative may not have the necessary qualifications for transfer. In such cases, the department's only alternative may be to separate the lower level employee. Such termination of employment would be unjust, especially if the affected employee has many years of dedicate . _pya" -75.1_2.—liOn'Efi.23:77rriie-County 7 I , Change Submitted by: IWRSONNEL [ Personnel Committee: -- In Section IV Subsection A of Merit System Resolution Copies of the rules and regulations developed by the Personnel Committee and all future changes in such rules and regulations shall be submitted to the Board of Comissioners at a regular meeting of the Board of Comurissioners and shall becom e effective thirty days after such meeting unless objection is received in writing by the Chairman of the Board of Commissioners, in which case the objection shall become a matter of business at the next meeting of the Board of Comm-issioners. AP.RAA .7.1Ar. A Date: 10 1.017 County Executive: Approved 111 Disapproved' • a t'.ei 10/10/75 Introdueed to Board of Commissioners: -Approved Date: 11/6/75 _ ,T J6 0- RULE. ; RULE NUMBER 1 22 TITLE ELIGIBILITY FOR FRINGE BENEFITS 1 III ii e and f ADDED SECTION TO BE - ON PAGE rd OF F-71 PRESENT WORDING PROPOSED WORDING Date: 5/22/75 • r 5/2Lr "7i.-1.= Gn-Tril. Date: 9 /26/7 5 1,21617 Disapproved Change Submitted by: Personnel Approved Approved Disapproved by: Personn q. County Execntive:- Personnel -Committee: REASON FOR ORANGE See attached sheet, Introduced to Board of Commissioners: Date: 11/6/75 Oakland County Merit System kid e. None f. None c, Earn County paid benefits (Group Life Insurance premiums, Hospitalization Insurance premiums, etc.) on a pro-rated basis each pay period; based on the ratio of hours worked compared to the normal 80 hour pay period. Such benefit payments require the employee to pay any difference between pro-rated County payments and the total cost of the individual benefit. Earn pro-rated Tuition Reimbursement payments; based on the time actually worked by the employee during the life of the course tuition is requested for compared to the noimal 80 hour pay periods during the life of the course. Section IV Subsection A of Merit System Resolution Copies of the rules and regulations developed by the Personnel Committee and all future changes in such rules and regulations shall be submitted to the Board of Commissioners at a regular meeting of the Board of Commissioners and shall become effective thirty days after such meeting unless objection is received in writing by the Chairman of the Board of Corynissioners, in which case the objection s;:a7/, become a matter of business at the nca meeting of the Board of Commissioners. Rule 22, Section II, B, 1, e and f REASON FOR CHANGE: Several County departments have found it necessary, by the nature of the work, the skills available, scheduling, etc., to fill a number of their positions by two or more people, each on a part-time basis and often each employee working more than 520 hours and thus entitled to County fringe benefits. Rule 22 currently places some restrictions on part-time employees (Section II, B, 1, a, b, c and d) but does not pro-rate County benefit costs resulting in significant increases in benefit costs over and above amounts budgeted for such positions. In effect, such employees enjoy proportionately greater benefits than regular full-time employees for the hours actually worked. Pro-rating such benefit costs would bring part-time employees more in line with the value received by other full-time County employees and reduce such benefit costs to the amount actually budgeted.