HomeMy WebLinkAboutResolutions - 1972.12.21 - 15686Con cc,
December 21, 1972
REPORT
--
I
IN RE: RESOLUTION #6172 - AFL•C10 CONTRACT FOR THE CUSTODIAL, GROUNDS AND
MAINTENANCE EMPLOYEES OF THE FACILITIES AND OPERATIONS DIVISION OF THE
-OAKLAND COUNTY BOARD OF AUDITORS •I
To the 'Oakland County Board of Commissioners
Mr. Chairman, Ladies and Gentlemen:
Mr. Mainland
The Personnel Practices
by William L. Mainland , Chairman, reports Miscellaneous
Resolution No 6172 with the iecommendation that the reso1utio -1
. PERSONNEL PRACTICES COMMITTEE
William L. Mainland, Chairman
6 December 19, 1972 ,...
• . RESOLUTION NO. 6172
RE: AFL-CIO CONTRACT FOR THE CUSTODIAL, GROUNDS
AND MAINTENANCE EMPLOYEES OF THE FACILITIES
AND OPERATIONS DIVISION OF THE OAKLAND COUNTY
BOARD OF AUDITORS
BY: ' PERSONNEL PRACTICES COMMITTEE - Mr. Mainland
TO THE OAKLAND COUNTY BOARD OF COMMISSIONERS
MR. CHAIRMAN, LADIES AND GENTLEMEN:
WHEREAS, the County of Oakland, the .Custodial, Grounds and Maintenance
Employees of the Facilities and Operations Division of the Oakland County Board of Auditors
and Local 1998, American Federation of State, County and Municipal Employees, AFL-CIO,
have been negotiating a Contract covering the Custodial, Grounds and Maintenance Employees
of the Facilities and Operations Division of the County Board of Auditors; and
WHEREAS, an Agreement has been reached and reduced to writing; and
WHEREAS, said Agreement has been reviewed by your Personnel Practices Committee
which recommends approval of the Agreement;
NOW THEREFORE BE IT RESOLVED that the Agreement between the County of
Oakland, the Custodial, Grounds and Maintenance Employees of the Facilities and Operations
Division of the County Board of Auditors and Local 1998, American Federation of State,
County and Municipal Employees, AFL-CIO, be and the some is hereby approved; and that
the Chairman and Clerk of this Board, on k..1,1f of fhe County of Oakland, be and they ore
hereby authorized to execute said Agreement, a copy of which is attached hereto.
The Personnel Practices Committee, by Mr. William L. Mainland, Chairman,
moves the adoption of the foregoing resolution,
PERSONNEL PRACTICES COMMITTEE
William L. Mainrand, Chairman
Moved by Mainland supported by Perinoff the resolution be referred to
the Finance Committee. There were no objections. The resolution was referred-
December 19, 1972
RESOLUTION NO. 6172
RE: AFL-CIO CONTRACT FOR THE CUSTODIAL, GROUNDS
AND MAINTENANCE EMPLOYEES OF THE FACILITIES
AND OPERATIONS DIVISION OF THE OAKLAND COUNTY
BOARD OF AUDITORS
BY: PERSONNEL PRACTICES COMMITTEE - Mr. Mainland
TO THE OAKLAND COUNTY BOARD OF COMMISSIONERS
MR. CHAIRMAN, LADIES AND GENTLEMEN:
WHEREAS, the County f Oakland, the Custodial, Grounds and Maintenance
Employees of the Facilities and Operations Division of the Oakland County Board of Auditors
and Local 1998, American Federation of State, County and Municipal Employees, AFL-CIO,
have been negotiating a Contract covering the Custodial, Grounds and Maintenance Employees
of the Facilities and Operations Division of the County Board of Auditors; and
WHEREAS, an Agreement has been reached and reduced to writing? and
WHEREAS, said Agreement has been reviewed by your Personnel Practices Committee
which recommends approval of the Agreement;
NOW THEREFORE BE IT RESOLVED that the Agreement between the County of
Oakland, the Custodial, Grounds and Maintenance Employees of the Facilities and Operations
Division of the County Board of Auditors and Local 1!998, American Federation of State,
County and Municipal Employees, AFL-CIO, be and the same is hereby approved; and that
the Chairman and Clerk of this Board, on behalf of the County of Oakland, be and they are
hereby authorized to execute said Agreement, a copy of which is attached hereto.
The Personnel Practices Committee, by Mr. William L. Mainland, Chairman,
moves the adoption of the foregoing resolution.
PERSONNEL PRACTICES COMMITTEE
//I
- ,„/
William L. Mairt164,, Chairman
REPORT December 21, 1972
BY: FINANCE COMMITTEE - Alexander CI. Perinoff, Chairman
IN RE: MISCELLANEOUS RESOLUTION #6172
DEPARTMENT OF FACILITIES AND OPERATIONS MAINTENANCE/
CUSTODIAL LABOR CONTRACT,
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 necessary
funds available in the recommended 1973 County budget.
FINANCE COMMITTEE
Alexander C. Perinoff, Chairman
THE COUNTY OF OAKLAND
AND
THE AMERICAN FEDERATION OF STATE, COUNTY
AND MUNICIPAL EMPLOYEES, AFL-CIO COUNCIL 23
MAINTENANCE) CUSTODIAL AND GROUNDS EMPLOYEES
OF THE FACILITIES AND OPERATIONS DIVISION OF THE BOARD OF AUDITORS
Collective Bargaining Agreement
1973 - 1974
This agreement is made and entered into on this
, A.D., 1972, by and between the Oakland County
Board of Auditors and the Oakland County Board of Commissioners, herein-
after referred to collectively as the "Employer", and Metropolitan
Council No. 23, of the 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, and that all terms of this agreement shall be tempered with the
fact and knowledge that both parties are human beings with the rights of
human beings under law and morality.
I. RECOGNITION.
The Employer recognizes the Union as the exclusive representative
of the following employees, for the purposes of collective bargaining with
respect to rates of pay, wages, hours of employment and other terms and
conditions of employment, and in the following bargaining units 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 Building Custodial,
Maintenance and Grounds units of the
Facilities and Operations Division of the
Board of Auditors excluding supervisors
and office employees comprising clerical,
secretarial and confidential employees.
II. MANAGEMENT RESPONSIBILITY
The right to hire, promote, discharge or discipline for just
cause, and to maintain discipline and efficiency of employees, is the
sole responsibility of the Employer except that Union members shall not
be discriminated against as such. In addition, the work schedules,
methods and means of departmental operations are solely and exclusively
the responsibility of the Employer, subject, however, to the provisions
of this agreement,
III. DUES CHECK-OFF
(a) The Employer agrees to deduct the union membership initi-
ation 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.
(2)
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IV. REPRESENTATION
Section 1
The members of all Union committees recognized by the Employer
for purposes of collective bargaining shall have to be seniority employees
in the bargaining unit.
Section 2
The names of all such Committee members shall be submitted in
writing to the Employer by the Union upon election or appointment to
a recognized committee.
Section 3
The Employer agrees to recognize a bargaining committee which
shall be composed of not more than four (4) based on the present com-
position of the bargaining unit.
Section 4
There shall be stewards and alternate stewards in accordance
with the following formula;
(a) The Maintenance employees shall be represented by one (I)
steward and one (1) alternate steward.
(b) The Grounds employees shall be represented by one (1)
steward and one (1) alternate steward.
(c) The Custodial employees shall be represented by one (1)
steward and one (1) alternate steward for the day shift; one (1) steward
and one (1) alternate steward for the afternoon shift - North County
(employees working in buildings located north of Birmingham); One (1)
steward and one (1) alternate steward for the afternoon shift - South
County (employees working in buildings located in or south of Birmingham).
Stewards will be permitted to leave their work, after obtaining
(3)
S approval of their respective supervisors and racer ing 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 5
There shall also be one Chief Steward and one alternate Chief
Steward representing all employees covered by this agreement.
Section 6
There shall be a permanent grievance committee consisting of
four representatives 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.
V. GRIEVANCE PROCEDURE.
Section 1,
The Employer and the Union support and subscribe to an orderly
method of adjusting employee grievances. To this end, the Employer and
the Union agree that an employee should first bring his problem or
grievance to the attention of his immediate supervisor, with or without
his steward, and an attempt will be made to resolve the grievance
informally. In the event the steward is called he shall be released
from his duties as soon as possible and in any event no later than the
beginning of hill'hift the next day and the sup•sor, the employee and the
the steward shall meet simultaneously in an attempt to resolve the matter.
Dismissals, suspensions, demotions arid 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.
Step1
If the grievance is not settled informally between the
employee and his immediate supervisor, the employee shall have
the right to discuss the grievance with his steward. If,
in the steward's opinion, proper cause for the complaint exists,
the Union shall have the right to submit a written grievance on
the complaint to the immediate supervisor within five days. The
written grievance must be signed by the employee and his steward
and receipt acknowledged by the employee's immediate supervisor.
Step 2
The department will give its written reply within five
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 of the date of the receipt
of the written reply. Any grievance not submitted to the Grievance
Committee by written notification to the Employer within five days
shall be considered dropped. A meeting on the grievance shall be
held by the Grievance Committee within ten days unless the time is
extended by mutual agreement of both parties.
(5)
Step 4
Any Matter not settled in Step 3 of the grievance
procedure may be submitted to final and binding arbitration
by either of the parties. A request for arbitration must be
submitted by written notice to the other party within fifteen (15)
days after the grievance committee meeting. Expenses for
arbitration shall be borne equally by both parties.
If the parties fail to select an arbitrator, one
will be selected under the rules of the American Arbitration
Association.
The Arbitrator shall have no power or authority to
add to, subtract from, alter or modify the terms of this agree-
ment, or set a wage rate.
Section 2
The time limits specified hereinafter for movement of grievances
through the process shall be strictly adhered to. In the event that a
grievance is not appealed within the particular specified time limit, it
shall be deemed to be settled on the basis of the Employer's last answer.
In the event that the Employer shall fail to supply the Union with its
answer to the particular step within the specified time limits, the
grievance shall be deemed automatically positioned for appeal at the
next step with the time limit for exercising said appeal commencing with
the expiration of the grace period for answering.
Section 3
All specified time limits herein shall consist only of County
work days Monday through Friday.
(6)
Each grievance shall have to be initiated within five (5) days
of each occurrence of the cause for complaint or, if neither the aggrieved
nor the Union had knowledge of said occurrence at the time of its
happening, then within five (5) days after the Union or the aggrieved becomes
aware of the cause for complaint.
VI. SENIORITY
New Employees may acquire seniority by working six (6)
continuous months (refer to Rule 7 - Probationary Period, Oakland County
Merit System Handbook), in which event the employee's seniority will
date back to the date of hire into the department. The date of empl;:e7.t
will be determined by the first date of eligible employment in the
department as described in Rule 22 of the Oakland County Merit System
Handbook. 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 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 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.
VII. LAYOFF AND RECALL
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
unit seniority order (maintenance, custodial and grounds are to be
considered separate units), based on capability of performing available
jobs and shall be recalled in the inverse order (refer to Rule 9 -
Oakland County Merit System Handbook). All employees so laid off shall
be offered the opportunity of recall prior to the hiring of any new
employees.
VIII. 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. The qualification for admission to the examination will be
seniority in a classification within the bargaining unit and meeting the
minimum qualifications for the classification of the vacancy as shown in
the latest dated written specification for that classification. In
cases for which all other aspects of the examination result in equal
examination scores, seniority in the immediate lower classification or
classifications shall be the determining factor in arriving at the final
ranking of the candidates,
These promotional examinations shall be conducted under the
provisions of the Merit System applying to continuous examinations, The
Eligibility Lists shall be superseded by new Eligibility Lists after a
period of not less than two (2) years.
IX. RATES FOR NEW JOBS
When any position not listed on the wage schedule is filled or
established, the county may designate a job classification and rate structure
(8)
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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 request a meeting of the special conference committee to
discuss the matter.
K. TEMPORARY CHANGE OF RATE
In those cases in which the temporary assignment includes
taking over the ultimate responsibility inherent in the higher level
job, and in which the employee working in the temporary assignment has
qualified for the higher level classification by taking and passing the
promotional Merit System examination for that classification; and in
which the temporary assignment is for at least one full shift, the base
salary rate will be paid to the employee in the temporary assignment for
the time actually worked in the higher classification but the increased
earnings will not count toward the basis on which service increment pay
is determined.
XI. GENERAL CONDITIONS
Section 1
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 2
In any building where there are three or more permanently
assigned employees represented by this bargaining group, the Employer shall
assign a locked bulletin board which shall be used by the 'Union for post-
ing notices, bearing the written approval of the President of the Union
(9)
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'
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Local, which shall be restricted to:
(a) Notices of Union recreational and social affairs;
(b) Notices of Union elections;
(e) 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.
Section 3
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 4
Special conferences for important matters may be arranged at
a mutually convenient time between the Chapter Chairman 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 of 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.
(10)
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Section 5
The parties agree that there shall be no discrimination against
any employee by reason of race, creed, color, sex, or national origin.
The Employer will not discriminate against any member of the bargaining unit by
reason of membership in the Union.
Section 6
Wages, hours and conditions of employment legally in effect at
the execution of this agreement shall, except as improved herein, be main-
tained during the term of this agreement. No employee shall suffer a
reduction in such benefits as a consequence of the execution of this
agreement.
Section 7
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 thirty (30) 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. 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.
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,
XIV. NO STRIKE= NO LOCKOUT
Under no circumstances will the Union cause or authorize or
permit its members to cause, nor will any member of the bargaining unit
take part, in any strike, sitdown, stay-in or slowdown or any violation
of any State law. In the event of a work stoppage or other curtailment,
the Union shall immediately instruct the involved employees in writing,
that their conduct is in violation of the contract and that all such
persons shall immediately cease the offending conduct.
The Employer will not lockout any employees of the bargaining
unit during the term of this agreement.
XV, DURATION
Section 1 - Duration of Agreement
This agreement shall remain in full force and effect from
January 1, 1973, to midnight, December 31, 1974. It shall be auto-
matically 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 (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.
Section 2 - Severability
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.
(12)
2
11, It is greed and understood that the F:IEVisions 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. If any terms shall be considered
in violation of applicable statutes or ordinances, then upon the request
of either party the Employer and Union shall meet to review the affected
contract provision or provisions.
Section 3 - Ratification .
The Union 'agrees to submit this agreement promptly to the
employees of the bargaining unit covered by this agreement for ratifi-
cation by them, and the Council 23 representative and Local 1998 Unit,n
officers will recommend to the employees that it be ratified.
AMERICAN FEDERATION OF STATE,
COUNTY AND MUNICIPAL EMPLOYEES,
AFL-CIO, METROPOLITAN COUNCIL
NO. 23, LOCAL 1998
OAKLAND COUNTY BOARD OF AUDITORS
Daniel T. Murphy, Chairman
COUNTY OF OAKLAND, a Michigan
Constitutional Corporation
By
Lawrence R.
and
ernick, Chairman;
Lynn D. Allen, Clerk of its
Board of Commissioners
FACILITIES AND OPERATIONS
MAINTENANCE, CUSTODIAL AND GROUNDS AGREEMENT
APPENDIX A
SALARIES
The following merit salary schedule shall prevail during the term
of this collective bargaining agreement:
JANUARY 1,1973 THROUGH DECEMBER 31, 1973 -
CLASSIFICATION BASE 1 YEAR 2 YEARS _
Custodial Worker III 6,347 8,567 8,786
Mobile Unit Custodial Worker 8,347 8,567 , 8,786
Custodial Worker II 7,633 7,853 8,073
Custodial Worker I 6,534 6,865 7,194
Building Operations Leader 11,752 Flat Rate
Master Maintenance Mechanic 11,752 Flat Rate
Building Operations Technician 10,159 10,654 11,148
Central Stock Man 10,159 10,654 11,148
Senior Maintenance Mechanic 10,159 10,654 11,148
Window Washer Crew Leader 10,544 Flat Rate
General Maintenance Mechanic 9,225 9,720 10,214
Window Washer 9,225 9,720 10,214
Incinerator Operator , 8,182 8,677 9,171
Maintenance Mechanic Aide 8,182 8,677 9,171
Maintenance Laborer 7,798 8,292 8,786
Groundskeeper Crew Chief 10,050 10,598
Grounds Equipment Mechanic 9,225 9,720 10,214
Groundskeeper II 8,786 9,281 9,775
Groundskeeper 1 7,798 8,292 8,786
iix A (Continued)
JANUARY 1, 1974 THROUGH DECEMBER 31, 1974
CLASSIFICATION BASE 1 YEAR 2 YEARS
Custodial Worker III 8,689 8,918 9,146
Mobile Unit Custodial Worker 8,689 8,918 9,146
Custodial Worker II 7,946 8,175 8,404
Custodial Worker 1 6,802 7,146 7,489
Building Operations Leader 12,234 Flat :Rate
Master Maintenance Mechanic 12,234 Flat Rate
Building Operations Technician 10,576 11,091 11,605
Central Stock Man 10,576 11,091 . • 11,605
Senior Maintenance Mechanic . 10,576 11,091 11,605
Window Washer Crew Leader 10,976 Flat Rate -
General Maintenance Mechanic 9,603 - 10,119 10,633
Window Washer 9,603 10,119 10,633 .
Incinerator Operator 8,517 9,033 9,547
Maintenance Mechanic Aide 8,517 9,033 9,547
Maintenance Laborer 8,118 8,632 9,146
Groundskeeper Crew Chief 10,462 11,033
Grounds Equipment Mechanic 9,603 10,119 10,633
Groundskeeper II 9,146 9,662 10,176
Groundskeeper I 8,118 8,632 9,146
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FACILITIES AND OPERATIONS
MAINTENANCE, CUSTODIAL AND GROUNDS AGREEMENT
APPENDIX B
For the following fringe benefits refer to the Oakland
County Employee's Handbook:
1. Injury on the job
2. Holidays
1. Leave of Absence
4. Life Insurance
5. Longevity
6. Hospitalization, Medical and Master Medical Insurance
7. Sick Leave
8. Retirement
9. Annual Leave
For the second year of the contract which commences On
January 1, 1974, the County agrees to institute one of the following
three (3) fringe benefits, the selection to be made by the County of
Oakland, at an expense approximately comparable to the 1972 cost of the
difference.between present Blue Cross/Blue Shield MVF-1 coverage and
Blue Cross/Blue Shield NVF-2 coverage.
Either - Improved Hospitalization Insurance
or - Sick and Accident Income Protection Insurance
or - Additional Life Insurance coverage
. Moved by Mainland supported by Daly thetrResblution . #6172.
be adopted. 1 r
AYES: Pernick, Richardson, Aaron, Coy, Daly, Dearborn,rDoyon, Gabler ,
Harrison, Horton, Houghten, Kasper, Lennon, Mainland, Mathews, Paholak,
Rrinoff. (17) .
NAYS: None. (0) .
A sufficient majority having votedttherefor, 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 #6172 adopted by the Oakland County Board of
..o.44.&04[4.)•./4-4.04,OOt e. o 4.044 Op4448.0e..4 4e BI4P004-4.4444044•ap5
Commissioners at their Decembei: 21, 1972 meeting
with the original record thereof now remaining in my
office, and that it it a tra nw-J corroct transcript
therefrom, and of the whole thereof.
In Testimony Whereof, I have hereunto set my hand and
affixed the seal of said Countyat Pontiac, Michigan
Lynn D.
Deputy Clerk
1