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HomeMy WebLinkAboutResolutions - 1970.02.05 - 164041 0°70 O . 5272 haS reched and reduced tc and t e. e The Eau r rocogoicc,,a the the eaelmsive renre- All emplQ2.e-s of the Qa.b_M-od (Thunty Sheriff's sheriff, :criff 5 all nthr - e-,:7-rives or collective bargaining rerretcnt to maintain discipline cud -!_oyees, is the sole AGREEMENIT _ — This agreement is made and u:: ::r d into on this day of February AD. 1'70 by and be:-can the 5th Oakland County Sheriff end. the Oakland 7:card of F'',77visors, hereinafter referred to collectively as the "Fmplover n , and Local 1445, American Federation of State, COunty and Municipal FJ7lovees, AFL-CIO, hereinafter referred to as the " • It is the of both parties to this a:rse7qsnt to nontinue to work_ harmoniously and to promote and ma:hatai bi stHr*,rje, between the employer and employees, which will best serve the citiecc. '.f Oaklaud Count ,,7, I. RECOC.IT Fentative of the aTT1c .,yoes of the Sheriff's Denart- ment, for the purpose of cellertive 1:41raining with respect to rates of pay, wages, hours of emp dons of emplyment, in the folio and other terms and condi- ihg unit for vhf cc they have been certified, and in '::Ue Union is re: to and. in with the provisions of Act 336 of the: Prjic Arts of 1947, The Tight to hire, promcta, or discinline, and responsibility of the 17mT.losr except that 7nion Memb ers si,r.:11 not be discriminated agein9t as such. In addition, the work scbed ,,:_le5, methods and means of departmena operation are solely and exclu- sively the responsihifity of the -FTD.n)_oyer, subject, however, to the_ previsions of this agreement. Ili. DUES CHECKOFF (a) The Employer agrees to deduct the union membership initiation fee and dues, once caeh month, from the pay of those :::mlloyees 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 .affective 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 state- ment to the local tr,.Er, within fourteen (14) days after the deductions have been made. (b) An employee shall cease to be subject to check-off de- ductions beginning with the month immediately following the month in which he is no longer a member of the bargaining unit- Any employee may voluntarily cancel or revoke the Authorization for Cheek-off de- duction upon written notice to the Employer and the Union fifteen (15) days prior to the expiration date of the agreement - (c) The Union will protect and save harmless the Employer from any and all claims, ero.ds, suits and other forms of liability by reason of action taken by the Employer for the purpose of complying with this section. iv BASIS OF REPRT Section l, There shall be one steward and an alternate steward for each shift. In addftion, there shall be one steward and alternate each for the Wmen's DIvislon and the Detective's Division. will be permitted to leave their work, after C7, obtaining approval of their ive supervisors and recording their time, for the purpose of adjusting grievances in accordance (2) with the grievance procedure and for reporting to the grievant a change in status of his grievance. Permission for stewards to leave their work stations will not be unreasonably withheld. Stewards will report their time to their supervisor upon returning from a grievance discussion. The privilege of stewards to leave their work during working hours, without loss of pay, is extended with the understanding that the time will be devoted to the prompt handling of grievances and will not be abused, and that they will continue to work at their assigned jobs at all times except when permitted to leave their work to handle grievances. Section 2. There shall also be one Chief Steward and one alternate Chief Steward,. Section 3, There shall be a grievance committee consisting of 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 addi- tion, the committee may discuss with Employer other issues which would improve the relationship between the parties. V. GPIL7735CE 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 super- (3) visor, with or without his steward, who shall attempt to resolve the grievance informally. Dismissals, suspensions, demotions and disciplinary actions of any type shall not be a subject for the grievance procedure but shall be processed according to the pro- cedures 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 (4) by both parties. If the parties fail to select an arbitrator, one will be selected under the rules of the American Arbitration Association. Any grievance not appealed, from a decision in one of the steps of the grievance procedure, to the next step as prescribed, shall be considered dropped and the ilast 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 re- stricted 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. (5) An employee shall lose hisseniority for the following reasons: (a) If the employee resigns or retires; (h) 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 app roved 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 re- duce 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 Oak- land 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. (6) XI. GENERAL ,CNDITIONS Section 1. The Union shall be notified in advance of anticipated permanent major change8 in working conditions and discussions shall be held thereon. Section 2. The provisions of this agreement shall be applied equally and without favoritism to all employees in the bargaining unit. There shall be no discrimination as to age,. sex, marital status, race, color, creed, national origin or political affiliation, The Union shall share equally with the Employer the responsibility for applying this provision of the agreement. Section 3. The reemployment rights of employees and probationary employees who are veterans will be limited by applicable laws and regulations, Section 4. Employees elected to any permanent full time union office or selected by the Union to do work which takes them from their employment with the County, shell 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 classification, rate or structure are proper, the Union shall have the right to submit the issue as a grievance through the grievance (7) procedure within a six (6) month period. XII. ADOPTION BY REFERENCE OF RELEVANT RESOLUTIONS AND PERSONNEL POLICIES All Resolutions of the Oakland County Board of Supervisors, as amended or changed, from time to time, relating to the working conditions and compensation of the employees covered by this agree- ment, and all other benefits and policies provided for in the Oak- land County Merit System, which incorporates the Oakland County Employee's Handbook, are incorporated herein, by reference and made a part hereof to the same extent as if they were specifically set forth. 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 It is agreed that economic matters not included herein shall be subject to further bargaining between the parties. Upon completion of negotiations and agreement on economic matters such written agree- ment shall be incorporated into this collective bargaining agreement and be 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 (8) offending conduct. The Employer will not lockout any employees of the bargaining unit during the term of this agreement. XVI. DURATION This agreement shall remain in full force and effect until midnight, December 31, 1970. It shall be automatically renewed from year to year thereafter unless either party shall notify the other, in writing, sixty (60) days prior to the anniversary date, that it desires to modify this agreement. In the event that such notice is given, negotiations shall begin not later than sixty (60) days prior to the anniversary date. This agreement shall remain in full force and be effective during the period of negotiations and until notice of termination of this agreement is provided to the other party in the manner set forth in the following paragraph. In the event that either party desires to terminate this agreement, written notice must be given to the other party no less than ten, days prior to the desired teimination date which shall not be before the anniversary date set forth in the preceding paragraph. It is agreed and understood that the provisions contained herein shall remain in full force and effect so long as they are not in violation of applicable statutesand ordinances and remain within the jurisdiction of the County of Oakland. (9 ) Frank Irons, Sheriff COUNTY OF OAKLAND, A Michigan Consp,t-urtynal Corporation---, -; Rob,ett, F Patnales, Chairman; and f \ / Allen, Clerk of its Board of Supervisors AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES LOCAL 1445, AFL -CIO • OAKLAND COUNTY SHERIFF / SHERIFF'S DEPARTMENT AGREEMENT APPENDIX A I. SALARIES The following merit salary schedule shall prevail for the period from January 1, 1970 through December 31, 1970. Classification Base 3 Mo. 6 Mo. 1 Yr. 2 Yr. 3 Yr. 4 Yr. Account Clerk I 6,000 6,100 6,200 6,400 6,600 6,800 Clerk III 6,500 6,600 6,700 6,900 7,100 7,300 Corporal 11,250 Flat Rate Court Service Officer III 12,000 Flat Rate Desk Corporal 11,500 Flat Rate Detective 12,000 Flat Rate Drivers Lies. Examiner 6,000 6,100 6,200 6,400 6,600 6,800 General Maint. Mechanic 7,800 7,950 8,100 8,400 8,700 I. D. Technician II 9,500 10,000 10,500 11,000 Jail Corporal 11,300 Flat Rate Jail Guard 9,500 10,000 10,500 11,000 Jail Matron 5,800 5,900 6,000 6,200 6,400 Maint. Mechanic II 7,800 7,950 8,100 8,400 8,700 Patrolman 9,500 10,000 10,500 11,000 Police Sergeant 12,000 Flat Rate Police Sgt./Wtr. & Safety 12,000 Flat Rate Radio Dispatcher Second Cook Teletype Operator Typist Typist II 5,800 5,900 6,000 6,200 6,400 6,600 6,100 6,200 6,300 6,500 5,800 5,900 6,000 6,200 6,400 6,600 5,200 5,300 5,400 5,500 5,800 5,900 6,000 6,200 6,400 6,600 - Appendix A (Continued) 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. II. COURT APPEARANCES 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) Non-uniformed officers will receive $200 per year for clothing and cleaning allowance, payable in installments of $100 in June and $100 in December of each year. (b) All guns, uniforms and equipment supplied by the County will remain County property and separating deputies will be required to re- turn 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 Aluendix A (Continucd) 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. SHERIFF'S DEPARTMENT AGREEMENT APPENDIX B For the following fringe benefits refer to the Oakland Counli.y Employee's Handbook: 1. Injury on the Job 2. Holidays 3. Leave of Absence 4. Life insurance B. Longevity 6. Master Medical Insurance 7. Sick Leave 8, Retirement 9. Vacation FRANK W. IRONS, Sheriff LEO R, HAZEN, Undersherlff art aunt On' rtiv „ .rmi ;it". geSt 154 Pagrir *rut pantinc. &Mich_ 45058 Telephone FEderal 5-8194 February 5, 1970 Mr. Howard Draft Staff Representative Metropolitan Council #23 AFSC & ME, AFL-CIO 2345 Cass Avenue Detroit, Michigan Dear Mr. Draft: During the recent collective bargaining negotiations between AFSC&ME, Council 23, and the Oakland County Sheriff's Department, the following understanding was reached between the parties: In view of the legal implications as set forth in the letter received from the Oakland County Cor- poration Counsel and discussed between the parties, and the fact that the County furnishes uniforms, uniform cleaning and equipment to the uniformed per- sonnel of the Sheriff's Department, no Sheriff's employee shall be permitted to wear the Sheriff's uniform, or any part thereof, on any job other than for the performance of his official duties for which he is paid directly by the Oakland County Sheriff's Department. Yours truly, rank W. Ironi,--Sheriff FWI bh FRANK W. IRONS, Sheriff LEO R. HAZEN, Undersheriff jitnif rtment 104 gfugne *rut PnrEtixr, ,S.Rirk, 48658 Telephone FEcleral 543194 February 5, 1970 Mr. Howard Draft Staff Representative Metropolitan Council 1123 AFSC & ME, AFL-CIO 2345 Cass Avenue Detroit, Michigan Dear Mr. Draft: During the recent collective bargaining negotiations be- tween the AFSC&ME, Council 23, and the Oakland County Sheriff's Department, I indicated a willingness to have the promotional examinations for positions falling within the Local 1445 bar- gaining unit conducted in the following manner; 1. The oral portion of an examination will be conducted prior to the written test, with competing officers receiving notification of their individual score before the date of the written test. 2. An officer representing the Union, holding a rank equal to or higher than the rank of the examination inVolved, will be permitted to participate in the oral portion of the exam as a silent observer. Yours truly, kJ Q' .0-4".....4../ W.'1"ons, eriff FWI bh Uniformed Officers Hand Gun Service Ammunition Handcuffs Leather Goods Pants Shirts Tuffy Jacket Raincoat Helmet Hats Ties Non-Uniformed Officers Hand Gun Service Ammunition Handcuffs Holster FRANK W. IRONS, Sheriff LEO R. HAZEN, Undersheriff 43-15791 . '111.4,W 'arttnent rag !gelr 104 Pape *t.vet Fordiac, gich,BITS Telephone FEder& 5-8194 February 5, 1970 Mr. Howard Draft Staff Representative Metropolitan Council #23 AFSC & ME, AFL-CIO 2345 Cass Avenue Detroit, Michigan Dear Mr. Draft: As of February 5, 1970, or as soon as possible thereafter, the County will be furnishing the following clothing and eqUipment to officers of the Sheriff Department Yours Truly, ens, Sheriff WI bh #5272 Moved by Kasper supported by O'Brien the resolution be adopted. Discussion followed, AYES: Aaron, Bawden, Benson, Coy, Edwards, Gabler, Grba, Hamlin, Horton, Houghten, Kasper, Mastin, Mathews, O'Brien, O'Donoghue, Olson, Patnales, Perinoff, Pernick, Powell, Richardson, Wilcox. (22) NAYS: Brennan. (1) A sufficient majority having voted therefor, the resolution was adopted.