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HomeMy WebLinkAboutResolutions - 1970.05.21 - 16549William — Main. rman. Paul E. asper Mary Bawden May 21, 1970 RESOLUTION NO. RE; AFL-CIO CONTRACT FOR BOARD OF AUDITORS BUILDING CUSTODIAL DIVISION By PERSONNEL PRACTICES COMMITTEE - Mr. Mainiand TO THE OAKLAND COUNT1 BOARD OF COMMISSIONERS MR, CHAIRMAN, LADIES AND GENTLEMEN WHEREAS, the County of Oakland and Local 1998, American Federation of State, County and Municipal Employees, Metropolitan Council #23, have been negotiating a Contract on behalf of the employees of the Building Custodial Division of the Board of Auditors; and WHEREAS, said Contract has been reached and reduced to writing; and WHEREAS, said Contract has been reviewed by the Personnel Practices Committee which recommends approval of said Contract; NOW THEREFORE BE IT RESOLVED that the Contract between the County of Oakland and Local 1998, 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 Contract, a copy of which is attached hereto. MR CHAIRMAN, on behalf of the Personnel Practices Committee, I move the adoption of the foregoing resolution. PERSONNEL FRACTICES,COMMITTEE 5388 Lew 1. Coy Delos Hamlin All employees of the '.0,7.11.1 Division of the eluding all This agreement is made mud cot. road into on this Twenty-first day of May A,D,, 1970, by and between the Oakland County Board of Auditors and the Oakland County Board of Commissioners, hereinafter to -c.11eLitiveLy as the "Employer", and Metropolitan Council No 23, .f the iorioon Fed e ration of State, County and Municipal FmpL c o, boreinafter referred to as the "Union". It is the desire of both parties to t his agree- ment to continue to work harmoniously and to promote and maiatain high standards, between the :-.mployer and employees, which will best serve the citi7 ,3. of Od:11;:;a7 County, The reaployer recognizes the 1Thin. as the exclusive repre- sentative of the employees of the Builin;7 Cutarial Division of the Oakland County Board of Auditors for ths purposes of collective bargaining with rc..77t to rates of pay, wsvas, hours of employment the following and in which representative, ci.zi=s of Act 336 of the and other terms and condi'.,.*7 bargaining unit for which they haw, 'been the Union is recognized as collect7; subject to and in accordance with Public Acts of 1947, as amended, T 7IS-;-=TBILITY The right to hire, promote; dis-sge or discipline, and to maintain discipline and efficienc of employees, Is the sole respor C'jf of tic 2mple/::x 7.1ebers shell not be discriminated f..Aelist as such In addition, the work schedules, II. sively the rpurlib-lity the provitc pf this agre.s.7 OFF subject, however, to III. DUES authorize in writing that such del s be made, nT obtain 1:2;.mpctive ecordiag methods and mesne of dapartmelatal operation are solely and exclu- (a) The Employer EgrFIcs deict the union membership ini- tiation fee and dues, once each monn, from the pay of those employees who All authori7tdoh delivered to the day of the ,.rlor to the first '..ecome effectiveuleg that succeeding month. Check-off monies will be d month and shall be romlitei from the sccoo.il paycheck of each with an i.toth rod statement to the local tre.,lizr, within fourteen (14) days after the de- ductions have m a de. (b) An employee shal''. o:ru. to be H;:,lajct te chock-off de- ductions beginning with iTlIc tmmediaty :ellowing the month in which he is no longer a C1,2:0'Pr of the Any employee may voluntarily czneel. for Check-off de- duction upon writte:c ::(r,d the union fifteen (15) days prier to (a) The Unior. 'die Employer from any and all and other liability by reason of action taea U1 tF.s :Impleyer for the t „,.cpose of complying with this IV. BASIS D7 REPRENTATION Section 1. here shall he one steward a:u4 an altos -ra te steward for each shift: .;tted their work, after w7i71 (2) consisting of the o. be selected by the Union , at a mutually , The purpose orderly 7.-t.hod fee gtlisvanc:15. To this end, the their time, for the 2v.po$e of adjusting gr{evances in accordance with the grievance predure and for retiftg to the grievant a change in status of grieva. ;eiTAon 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 1:5csion. The pri,,ilege of sLerwards to leave their work during working hours, vithoy lo s s of pay, is extended with the understanding that the time will he devoted to the prompt SaLdling of grievances and will not be abused, and that assigned jobs at all, to handle grievances. Section 2. will contuue to work at their .0 ,ted to leave their work There shall also be one Chief Steward and one alternate Chief Steward, Section There shall be Chief Stew27J L:Q;) and certif 5. The Employe: ahal meet wh,: convenient time, with tL. union gi of grievance cmx.Lee meeting will be to aJui,t pending grievances, and to discuss pl'aceaures fo .,L avoiding future grievances. In addi- tion, the committea 7.oy discuss with the E.:viryer other issues which would improve the relationship between the parties, V. GRL.u.Co PROCEDURE The 7.77-7,-er and th Union 31°.13 r and subscribe to an Employr sad the Union agree that an employee should first bring (3) his problem or grievance to the attention of his immediate super- 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 discud with the shift steward and shall be re- duced 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 n. to the next grievance cow.wittee meet:1.'1g, by w0f:t.en notification to the Employer wl,thin five (5) days of the immediate supervisor's ,77iLten decision, shall be considered dropped. Any matter not settled in Step 3 of the grievance proce- dure 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 (4) the grievance committee meeting. Expenses for arbitration shall be borne equally by both parties. If the parties fail to select an arbitrator, one will be selected under the rules of the American Arbitration Association. Any grievance not appealed, from a decision in one of the steps of the grievance procedure, to the next step as prescribed, shall be considered dropped and the last decision final and binding, except that time limits may be extended by mutual agreement of the parties. VI. BULLETIN BOARD The Employer shall assign 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 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. VIII. LAYOFF AND RECALL If and when it becomes necessary for the Employer to re- duce the number of employees in the work force, the employee will be laid off in seniority order, based on capability of performing available jobs and shall be recalled in the same order. 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 Employer will make his selection for promotion from the three highest ranking candidates who have passed the promotional examination. X. GENERAL CONDITIONS Section l. The Union shall be notified in advance of anticipated permanent major changes in working conditions and discussions shall be held thereon. (6) XI. ADOPTION .j RESOLUTIONS a7Ti.ZNCT.E OT RELEVANT POLICIES Section The provisions of this agreement shall be applied equally and without favoritism to all employees in the bargaining unit. There shall be no discrimin;A:Lon 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 rec!:xolment rights of employees and probationary employees who are veterans will be limited by applicL:le laws and regulations. Section 4. Employees elected to any permanent full time union office or selected by the Union to do work which takes thk.,n from their employment with the County, shall at the written z ..4.quest of the Union be granted a leave of absence without pay, The leave of absence shall not exceed two (2) yo.a --:F;, but it shall be renewed or extended for a similar period at any time upon the written rEzcivIt of the Union. Section 5. y position not listed on the wage schedule is filled or establishd, the County may designate a. job classification and rate structure for the position. In the vv,:nt the Union does not agree that the clssification, rate or structure are proper, the Union 77.all have the right to :7,1AIT. the issue as a grievance through the grievance procedure within a six (6) month period. All Resolutions of the Oakland C t ,! Board o' 7-_,4 6sioners, as amendc ,i or changed, from tie to time, relating to the working conditions and oem TctIon of the emplzyi?,es covered by this agree (7) land Coo: Faadbook, a part herof to the , • ,y r° c Tadee. as if thav were Set forth, iegaIl at the be maiota.- szuffer a reduct of this xlii such benefits aa a ,o esort No XIV. •NO - NO 7:0CVC:7T conduct 1_11. writing, th or permit. it5 11.e -it take part, other empT involved of the the of this ment, and all other benefits aud policies for in the Oak- XII. YLA - It is agreed that ec.- be subject to further bargaining h of negotlations ment shall be 7.741s. Upon completion writiee -z, agree - en t and be to the tetraa and tio contract that all such eossna shall offane.17 ecT7:1t wJli not lookout en7 employees of the bar- (8:1 and be effective 6 ,dring the period rhi, ar,eeme: Is pro - the manner set forth in the O r AUDITORS it is agreed anI )od chat 1.7.17, ilovisions contained in full force 7r1 4.5fro: to long as they are not ,Applicable tc.ee nod urdjnzmc.es and remain within fl :,DERATI..iY OF STATE, a i:achigan irra.an..,. and Clerk !°..7o.])_1_,LAoters agreement, writt In the eva-cJE. XV, DURATION This agreement sha , midnight, D,:cicd 31, 1970u year to year thereafter in writing, sixty (60) rue and effect until I be automatically renewed from r party shall notify the other, !.or to the anniversary date, that it n full desires to modify this agrk -ment In the event that such notice is given, negotiations shall begin not later than sixty (60) day -: pyior to the anniversary date. This agreement shall remain in full force until notice the other party in to terminate this the other party no less than ten days prior to the desired date which shall not be before the anniversary date aet fcrth in the preceding paragraph. BUILDING CUSTODIAL DIVISION AGREEMENT APPENDIX A SALARIES The following merit salary schedule Shall prevail for the period from January 1, 1970 through December 31, 1970. CLASSIFICATION Custodial Worker I Custodial Worker II Custodial Worker III Base 6 Mo 1 Yr. 2 Yr. 3 Yr. 5400 5500 5600 5800 6000 6300 6400 6500 6700 6900 7000 7100 7300 Traveling Crew Custodial Worker 6900 7000 7100 7300 BOARD MEMBERS DANIEL T. MURPHY CHAIRMAN ROBERT E. LILLY VICE CPA/PHAN GEORGE J. FULKERSON MEMRER JDJ:go OAKLAND COUNTY BOARD OF AUDITORS DEPARTMENT OF FACILITIE;S AND OPERATIONS OAKLAND OUNTY SERVICE CENTER 1200 N. TELEGRAPH ROAD PONTIAC, MICHEGAN 45053 PHONE: 3471 May 4, 1970 - JOSEPH D. JOACHIM, P.E, DIRECTOR Mr. Thomas Melton Staff Representative Metropolitan Council #23 AFSC & ME, AFL,ICIO 2435 Cass Avenue Detroit, Michigan Re: Letter of Understanding Overtime - Custodial Dear Mr. Melton: During the recent negotiations on the collective bargaining agreement between Local 1993, Council 23, of the AFSC & ME, and the County of Oakland, there was considerable discussion between the parties relative to equalizing overtime of the custodial employees. As a result of the discussions, it was understood between the parties that overtime hours of the Custodial I and Custodial II classifications, excepting less than full time employees, will be equalized within the classifications in each building as far as practicable BOARD MEMBERS DANIEL T. MURPHY cHAmNAAN ROBERT E. LILLY CHA!PMAN GEORGE J. FULKERSON MEMBER JDJ:go OAKLAND COUNTY BOARD OF AUDITORS DEPARTMENT OF FACILITIES AND OPERATIONS OAKLAND CDUNTY SERVICE CENTER 1200 N. TELEGRAPH ROAD P07,1TIAC. MICHIGAN 49053 PHONE; 335-47.1 May 4, 1970 JOSEPH D. JoAcHtm. PE DU:SECTOR Mr. Thomas Melton Staff Representatiave Metropolitan Council #23 AFSC & ME, AFL-CIO 2345 Cass Avenue Detroit, Michigan Re: Letter of Understanding Notice on Transfers Dear Mr. Melton: During the recent negotiations on the collective bargaining Agreement between Local 1998, Council 23, of the AFSC & ME, and the County of Oakland, there was considerable discussion between the parties pertaining to giving notice to employees when permanently transferred between buildings or to other shifts. Mention was also made that seniority should be one of the factors involved when such transfers are made. The discussions resulted in an .understanding between the parties to the effect that when an employee is permanently transferred from one building to another or to a different shift, the employee will be given notice of at least three. working days of such transfer, when possible, and the steward and president of the local union will also be notified. In addition, on permanent transfers seniority will be taken into consideration. Moved by Mainland supported by Mathews the resolution be adopted. A sufficient majority having voted therefor, the resolution was adopted.