HomeMy WebLinkAboutResolutions - 1984.05.24 - 17215• q n•
May 10th, 1984 T ,
_
Miscellaneous Resolution ; 34118
BY: Personnel committee - John J. McDonald, Chairperson
IN RE: 1984 - 1986 LABOR AGREEMENT FOR EMPLOYEKR_REPRESENTrn RV THP 1A(1
COUNTY EMPLOYEES UNION
TO THE OAKLAND COUNTY BOARD OF COMMISSIONERS
Mr. Chairperson, Ladies and Gentlemen:
WHEREAS representatives of the County of Oakland and the Oakland
County Employees' Union have been negotiating a contract covering certain
enployees in the following departments and divisions: Drain Commissioner,
Central Services-Facilities Maintenance & Operations and Dry Cleaning,
Public Works-Sewer, Water & Solid Waste and Parks & Recreation,
Human Services-Medical Care Facility and Community Mental Health,
Public Services-Animal Control, and Sheriff's Department; and
WHEREAS a three year agreement covering certain employees in these
departments and divisions has been reached with the Oakland County Employees
Union for the period January 1, 1984 through December 31, 1986, and said
agreement has been reduced to writing; and
WHEREAS said agreement has been reviewed by your Personnel Committee
which recommends approval of the agreement;
NOW THEREFORE BE IT RESOLVED that the agreement between the County
of Oakland and the Oakland County Employees' Union, be and the same is
hereby approved; and that the Chairperson of this Board, on behalf of the
County of Oakland, be and is hereby authorized to execute said agreement,
a copy of which is attached hereto.
Mr. Chairperson, on behalf of the Personnel Committee, I move
the adoption of the foregoing resolution.
PERSONNEL COMMITTEE
I HER
tell T. bAur
APPROVE THE FORE
„c4„-v%Ate-
ING RESOLUTION
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THE COUNTY OF OAKLAND
AND
OAKLAND COUNTY EMPLOYEES UNION
Collective Bacgaining hgreement
1984 - 1986
AGREEMENT
This agreement is made and entered into on this :2 171 7L4 day of iY1/4k/
A.D., 1984, by and between the Oakland County Board of Commissioners and the
Oakland County Executive, hereinafter referred to collectively as the "Employer,"
and the Oakland County Employees Union, 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. RECOGNIT:ON
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, 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 Animal Control Officers, and Animal Shelter Attendants EXCLUDING
clerical and supervision.
All employees of Building Custodial units of the Department of Central
Services EXCLUDING all supervisors as defined in the Act.
All employees of the Maintenance and Ground units of the Department of
Central Services EXCLUDING all supervisors as defined in the Act.
All Maintenance Laborers and General Maintenance Mechanics employed by
the Oakland County Drain Commissioner EXCLUDING supervisors and all
other employees.
All Construction Inspectors I, II and III, and all employees of the
Water and Sewage Operations unit, Oakland County Division of Sewer,
Water and Solid Waste EXCLUDING supervisors and all engineering,
clerical, administrative, professional and other office employees.
All Social Workers I and II and Program Specialist II employees of the
Community Mental Health Board.
2
All General Maintenance Mechanics - Parks and Recreation, Grounds
Equipment Mechanics and Parks Maintenance Aides employed by the Oakland
County Parks and Recreation Commission EXCLUDING supervisors and all
other employees.
All non-professional, non-technical, non-clerical employees of Oakland
County Medical Care Facility, including nursing assistants, dietary,
food service and housekeeping employees EXCLUDING medical doctors
registered professional nurses, licensed practical nurses, medical
technologists. pharmacists, occupational and physical therapists, x-ray
technicians, and all other professional, technical and clerical
employees, confidential employees, executives and supervisors.
All employees of the Oakland County Community Mental Health Services
Board, Mental Retardation Services EXCLUDING administrative,
supervisory, secretarial, clerical, medical and professional employees.
All laundry employees EXCLUDING supervisors and confidential employees.
All Licensed Practical Nurses employed at the Oakland County Medical
Care Facility EXCLUDING supervisors and all other employees.
All Clinical Psychologists I and II of the Oakland County Community
Mental Health Board EXCLUDING all other employees, supervisors and
confidential employees.
All clerical employees, cooks, and maintenance employees of the Oakland
County Sheriff's Department EXCLUDING all other employees, supervisors
and confidential employees as determined by the Board.
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.
3
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
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 (151 day period prior to the expiration of the
contract.
(c) The Union will protect and save harmless the Employer from any and
all claims, demands, suits and other norms of liability by reason of action taken
by the Employer for the purpose of complying with this section.
IV. STEWARDS AND ALTERNATE
Section 1.
There shall be one chief steward and one alternate chief steward for the
bargaining group and additional stewards and alternates as provided in the
appendices for the individual functional units. All stewards and alternate
stewards must come from the unit they represent.
4
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 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 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.
The Chief Steward or Alternate Chief Steward must obtain written
permission before leaving their work. The Chief Steward or Alternate Chief
Steward shall be permitted to leave their work to handle grievances below the
grievance committee level only when the functional unit Steward or Alternate
Steward is unavailable. Should any Steward position become vacant the union
agrees to fill the vacancy and notify the employer within ten (10) working days.
The Chief Steward and the Alternate Chief Steward will not come from the same
functional unit.
Section 3.
Stewards may receive but shall not solicit grievances (this is not to be
construed as to prohibit Stewards from advising members related to contract
interpretation).
5
Section 4.
The Union will furnish the Employer with the names of its authorized
representatives who are employed within the Unit and such changes as may occur
from time to time in such personnel so that the Employer may at all times be
advised as to the authority of the individual representative of the Union with
which it may be dealing.
V. GRIEVANCE PROCEDURES
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 within 10 days of the
occurrence. The immediate supervisor 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 procedures of the Personnel Appeal Board.
Step l.
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 within Five (5) working days of the informal
discussion.
Step 2.
The written grievance may be discussed between the shift steward and the
immediate supervisor if so desired. The supervisor will attempt to adjust the
matter and will give his written decision within ten (10; days (excluding
Saturday, Sunday and holidays) of receipt of the written grievance.
6
Sten 3.
Any grievance not settled at Step 2 may be submitted to the next meeting
of the grievance committee. The union grievance committee shall consist of the
Chief Steward and one other member of the bargaining unit. 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 (13) days of the Employer's written response following the grievance
committee meeting.
The grievance upon which Arbitration has been demanded shall be referred
to one of the following Arbitrators in accordance with the date of the written
grievance, the oldest grievance being referred first:
1. John Coyle
2. Leon Herman
3. Robert Howlett
4. Richard Kanner
5. Alan Walt
A grievance shall be referred to the listed Arbitrators in the order in
which they appear. Once a grievance has been referred to an Arbitrator, a
subsequent grievance shall he referred to the next Arbitrator on the list. After
a grievance has been referred to the fifth Arbitrator listed, the cycle shall
repeat, beginning with the first Arbitrator. The Arbitrator may interpret and
apply the provisions of this Agreement to determine the grievance before the
Arbitrator. However, the Arbitrator shall have no power or authority, in any way,
to alter, modify, amend, or add to any provisions of this Agreement, or set a wage
rate. The Arbitrator shall be bound by the express provisions of this Agreement.
Expenses for arbitration shall be borne equally by both parties.
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. 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.
VI. BULLETIN BOARn
The Employer shall assign space for a bulletin board which shall be used
by the Union for posting notices, bearing the written approval of the Chief
Steward 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
f6) months.
8
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 (3) 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
Section 1.
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
within the functional units (For layoff and recall purposes, Maintenance,
Custodial and Grounds units in the Department of Central Services, Facilities
Maintenance and Operations Division are to be considered separate units, as are
Construction and Operations units in the Department of Public Works, Sewer, Water
& Solid Waste Division 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.
9
Entitlement to recall shall not extend beyond the following specified
periods: employees with less than one year seniority entitled to recall for one
year; employees with one but less than two years seniority entitled to recall for
two years; employees with two or more years of seniority entitled to recall for
three years.
IX. PROMOTIONS
(a) Promotions made within the bargaining unit shall be carried out in
a manner consistent with the provisions of the Oakland County Merit System.
(b) A 'Onion observer will be permitted to attend Merit System
promotional interviews for promotions within the bargaining unit.
X. GENERAL CONDITIONS
Section 1.
The Union shall be notified in advance of anticipated permanent major
changes in working conditions and discussions shall be held thereon.
Section 2.
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 nay.
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.
10
Section 3.
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. The County shall notify the union at such time as the new
classification is established. 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 procedure within a three (3
month period following notification.
Section 4.
Special conferences for important matters may be arranged at a mutually
convenient time between the staff representative 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 two
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.
Section 5.
In the event that any other represented unit, other than a unit
containing employees eligible for Act 312 Police/Fire Compulsory Arbitration,
negotiates a contract with the County of Oakland containing any form of union
security, the same right will automatically be given to the unit covered under
this agreement.
Section 6.
County vehicles operated by employees represented by this bargaining
unit will be given safety inspections annually by the Oakland County Department of
Central Services, Support Services Division.
11
Section 7.
The Employer will provide the union with a roster of bargaining unit
employees in December of each contract year. Said roster shall include the
following information: name of employee, classification, step in salary range,
and current salary rate.
Section 8.
The parties agree that the Employer may establish a pool of up to 25
part-time, non-eligible employees for casual, non-scheduled, call-in, daily work
assignments for the Custodial class, with such non-eligible employees being
available to be called in for up to 1,000 hours in a 12 month period. Discussions
will be held during 1984 between the Union and the Employer regarding possible
application of this provision or a modification of this provision to other
classifications represented by this bargaining unit which would be implemented by
mutual agreement.
No custodial employees employed at the execution of this agreement will
be laid off as a result of implementation of this clause.
The reduction of the Mobile Unit below seven employees will result in
this clause being null and void.
Section 9.
The employer may in its sole judgement and discretion decide to permit
early merit increases ahead of the schedule provided in this Agreement. Such
early merit increases shall be recommended by the department head and be subject
to approval by the Employee Relations Division of the Personnel Department.
Approval of an early merit increase in one case shall not create a nrecedent for
granting an early merit increase in any other.
12
XI. ADOPTION By REFERENCE 1:arc=
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 Employee's Handbook, are incorporated herein by reference and made a part
hereof to the same extent as if they were specifically set forth.
XXI. 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.
XIII. ECONOMIC MATTERS
The Agreement between the parties on economic matters are set forth in
the Appendices attached hereto and are incorporated into this collective
bargaining agreement, subject to the terms and conditions thereof.
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.
13
The Employer will not lockout any employees of the bargaining unit
during the term of this Agreement.
XV. MATTERS FOR FURTHER DISCUSSION
Section 1. Sala_r , Rates Reobener for Calendar Year 1986
Negotiation of salary rates for 1986 may include adjustments to the
merit salary schedule applied as percentages, flat dollar amounts or other
variations. Tt is understood and agreed between the parties that under no
circumstances will the consideration of salary rates for 1986 include any form of
Cost of Living Allowance or other salary formula based on variations of an
economic index.
Section 2.
Possible changes regarding sick leave, income continuation insurance,
Life insurance and the Personnel Appeal Board - may be reopened for discussion at
any time during the term of the contract by mutual agreement.
Section 3. Retirement Benefits Reopener 1986
The Parties agree to reopen negotiations regarding Retirement Benefit
improvements. Should improvements in the Retirement System be implemented for
non-union employees prior to reopening bargaining on this issue those employees
represented by this bargaining unit shall be entitled to the same improvements
applied at the same time and in the same manner.
This agreement to reopen negotiations during the contract period is
limited to the above matters and shall not be construed as indicating an intent or
commitment as to a particular position on any of the issues. The parties do agree
to deal in good faith bargaining in the reopened negotiations. Bargaining for
1986 will commence no later than October 1, 1985.
14
XVI. Duration
This agreement shall remain in full force and effect from
January 1, 1984 to midnight, December 31, 1986. 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 December 31, 1986 that it
desires to modify the agreement. In the event that such notice is given,
negotiations shall begin within a reasonable period of time. 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 (13) days prior
to the desired termination date which shall not be before the anniversary date set
forth in the preceding paragraoh.
15
7.-3r/tale/ Z-eee1-9.,
' L
Richard R. Wilcox, Chairperson
OAKL'i i COUNTY EXECUTIVE .° i
D;niel T. Murph
Hy
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 for continued application.
OAKLAND COUNTYpPLOYEES UNION
COUNTY OF OAKLAND, a Michigan
Constitutional Corporation ,
16
OAKLAND COUNTY EMPLOYEES UNION
APPENDIX A
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. Master Medical Insurance
7. Sick Leave
B. Retirement
9. Annual Leave
10. Income Continuation Insurance
11. Dental Insurance
12. Tuition Reimbursement
The fringe benefits modified in previous collective bargaining
agreements shall continue in effect as modified and described in the Oakland
County Em2loyees' Handbook.
*Those employees employed or reemployed after June 1, 1.984 shall not
be eligible for service increment as contained in Merit Rule f2, Section VII.
17
ANIMAL CONTROL
APPENDIX B
Salaries
The following merit salary schedule shall Prevail for the period:
JANUARY I, 1984 THROUGH DECEMBER 31, 1984t
Classification Base 6 Mo. 1 Year 2 Year 3 Year 4 Year
Animal Control Officer 15,400 16,041 16,684 17,662 18,643 19,700
Animal Shelter Attendant 10,550 10,975 11,400 12,250 13,100 14,000
General Helper 4.95 per hour
The following merit salary schedule shall prevail for the period:
JANUARY 1, 1985 THROUGH MBE :
Classification Base 6 Mo. 1 Year 2 Year 3 Year 4 Year
Animal Control Officer 16,111 16,782 17,455 18,478 19,504 20,610
Animal Shelter Attendant 11,037 11,482 11,927 12,816 13,705 14,647
General Helper 5.18 per hour
REPRESENTATION
There shall be one steward and one alternate steward.
In the matters which require the presence of a union steward it shall be
the responsibility of the employer to arrange for the steward's attendance.
18
MAINTENANCE, CUSTODIAL AND GROUNDS
APPENDIX C
SALARIES
The following merit salary schedule shall prevail for the period:
JANUARY 1, 1984 THROUGH DECEMBER 31, 1984:
CLASSIF/CATION BASE 1 YEAR 2 YEAR
Custodial Worker III 15,674 16,089 16,499
Mobile Unit Custodial Worker 15,674 16,089 16,499
Custodial Worker 11 14,667 15,079 15,492
Custodial Worker I 12,351 12,972 13,587
Skilled Maintenance Mechanic I 19,120 20,379
Skilled Maintenance Mechanic IT 19,950 21,298
.killed Maintenance Mechanic III 21,298 22,558
Central Stock Attendant 19,081 20,010 20,934
Window Washer Crew Leader 19,243 19,794 20,347
General Maintenance Mechanic 17,324 18,253 19,180
Window Washer 17,324 18,253 19,180
Maintenance Laborer 14,644 15,573 16,499
Groundskeeper Crew Chief 19,243 19,794 20,347
Groundskeeper Specialist 17,324 13,253 19,130
Groundskeeper I 14,794 15,794 16,794
Groundskeeper II 16,758 17,800 18,799
General Helper 4.95 per hour
19
MAINTENANCE, CUSTODIAL AND GROUNDS
APPENDIX C
I (Can't)
SALARIES
The following merit salary schedule shall prevail for the period:
JANUARY 1, 1985 THROUGH DECEMBER 31 4.1.2.1k;
CLASSIFICATION BASE 1 YEAR 2 YEAR
Custodial Worker III 16,398 16,832 17,261
Mobile Unit Custodial Worker 16,398 16,832 17,261
Custodial Worker II 15,345 15,776 16,208
Custodial Worker I 12,922 13,571 14,215
Skilled Maintenance Mechanic I 20,003 21,321
Skilled Maintenance Mechanic II 20,872 22,282
Skilled Maintenance Mechanic III 22,282 23,600
Central Stock Attendant 19,963 20,934 21,901
Window Washer Crew Leader 20432 20,708 21,297
General Maintenance Mechanic 18,124 19,096 20,066
Window Washer 18,124 19,096 20,066
Maintenance Laborer 15,321 16,292 17,261
Groundskeeper Crew Chief 20,132 20,708 21,287
Groundskeeper Specialist 18,124 19,096 20,066
Groundskeeper I 15,477 16,524 17,570
Groundskeeper II 17,532 13,622 19,668
General Helper 5.18 per hour
20
APPENDIX C (Can't)
II
REPRESENTATIDN
There shall be stewards and alternate stewards in accordance with the
following formula:
(a) The Maintenance employees shall be represented by one (1) 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 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).
In matters which require the presence of a union steward it shall be the
responsibility of the employer to arrange for the steward's attendance.
/II
Movement from the Level I to the Level II in the Groundskeeper series
may occur without the need for a vacancy in the higher classification after
completion of each step in the Groundskeeper T salary range. An employee will be
reclassified from Groundskeeper I to Groundskeeper II when in the sole judgement
and discretion of the employer, his work performance warrants such
reclassification.
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APPENDIX C (Can't)
IV
Custodial employees hired after 1/1/84 will be appointed as Custodial
Worker I and will move from Custodial Worker I to Custodial Worker II after
completing each step of the Custodial Worker I salary range. Such movement shall
be in accordance with Merit System Rules as applied to other classes treated as a
series such as Typist I and II). All employees hired after 1/1/84 must be able
and willing to perform all current Custodial Worker I and II assignments from
their date of hire including buffing.
V
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
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.
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SEWER, WATER & SOLID WASTE
APPENDIX D
SALARIES
The following merit salary schedule shall prevail for the period:
JANUARY 1, 1.984 THROUGE DECEMBER 31, 1984:
CLASSIFICATION BASE 6 MO. 1 YEAR 2 YEAR 3 YEAR 4 YEAR
Chemist 21,831 22,913 23,994 25,076
Construction Inspector III 20,927 21,649 22,369 23,092
Construction Inspector II 18,220 18,944 19,666 20,385
Construction Inspector I 15,697 16,235 16,779 17,321 17,862
Electronics Technician 18,943 19,212 19,483 20,024 20,568
Maintenance Mechanic II 16,956 17,681 18,399 19,122
Maintenance Mechanic T 16,057 16,777 17,500 18,221
Maintenance Laborer 14,644 15,573 16,499
Meter Reader 16,597 16,956 17,319 18,039 18,760
Pump Maintenance Mechanic II 19,483 20,568 21,649 22,732
Pump Maintenance Mechanic I 16,779 17,139 17,500 18,221 18,944
Sewage Treat. Plant Ooer. II 18,583 19,664 20,747 21,830 22,913
Sewage Treat. Plant Oper. I 15,335 15,786 16,236 17,140 18,039
Water Meter Technician 16,597 16,956 17,319 18,039 18,760
Laboratory Technician I 14,781 15,500 16,223 16,944
General Helper 4.95 per hour
23
SEWER, WATER & SOLID WASTE
APPENDIX D
I (Con't)
SALARIES
The following merit salary schedule shall prevail for the period:
JANUARY 1, 1985 THROUGH DECEMBER 31, 1985:
CLASSIFICATION BASE 6 MO. 1 YEAR 2 YEAR 3 YEAR 4 YEAR
Chemist 22,840 23,972 25,103 26,235
Construction Insoector III 21,894 22,649 23,402 24,159
Construction Inspector II 19,062 19,819 20,575 21,327
Construction Inspector : 16,422 16,985 17,554 18,121 18,687
Electronics Technician 19,818 20,100 20,383 20,949 21,518
Maintenance Mechanic II 17,739 18,498 19,249 20,005
Maintenance Mechanic I 16,799 17,552 18,309 19,063
Maintenance Laborer 15,321 16,292 17,261
Meter Reader 17,364 17,739 18,119 18,872 19,627
Pump Maintenance Mechanic II 20,383 21,518 22,649 23,782
Pump Maintenance Mechanic I 17,554 17,931 18,309 19,063 19,819
Sewage Treat. Plant Oper. I/ 19,442 20,572 21,706 22,839 23,972
Sewage Treat. Plant Ober. I 16,043 16,515 16,986 17,932 18,872
Water Meter Technician 17,364 17,739 18,119 18,872 19,627
Laboratory Technician 1 15,464 16,216 16,973 17,727
General Helper 5.18 per hour
24
APPENDIX D (Con't)
REPRESENTATION
There shall be stewards and alternate stewards in accordance with the
following formula:
The Sewer and Water Operations Unit employees shall be represented by
one (1) steward and one (I) alternate steward.
In matters which require the presence of a union steward it shall be the
responsibility of the employer to arrange for the steward's attendance.
III
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
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 e-lasific!at'inn but the increased earnings will not count toward the
basis on which service increment pay is determined.
25
MEDICAL CARE FACILITY EMPLOYEES
APPENDIX E
SALARIES
The following merit salary schedule shall prevail for the period:
JANUARY 1, 1984 THROUGH DECEMBER 31, 1984:
CLASSIFICATION BASE 6 MO. 1 YR. 2 YR. 1 YR. 4 YR.
Custodial Worker I 12,351 12,972 13,587
Custodial Worker II 14,667 15,079 15,492
Food Service Worker I 11,135 11,358 11,583 12,035 12,485
Food Service Worker II 12,735 12,959 13,187
Nursing Assistant 12,891 13,119 13,347 13,803 14,257 14,718
Second Cook 12,858 13,218 13,576 14,288
Day Room Assistant 10,868 11,230 11,591 12,315 13,037
Licensed Practical Nurse 14,634 14,988 15,340 16,044 16,749 17,452
Nursing Asst. Trainee 4.12 Per Hour
General Helper 4.95 Per Hour
The following merit salary schedule shall prevail for the period:
JANUARY 1, 1985 THROUGH DECEMBER 3/, 1985:
CLASSIFICATION BASE 6 MO. 1 YR. 2 YR. 3 YR. 4 YR.
Custodial Worker I 12,922 13,571 14,215
Custodial Worker :I 15,345 15,776 16,208
Food Service Worker I 11,649 11,883 12,118 12,591 13,062
Food Service Worker II 13,323 13,558 13,796
Nursing Assistant 13,487 13,725 13,964 14,441 14,916 15,398
Second Cook 13,452 13,829 14,203 14,948
Day Room Assistant 11,370 11,749 12,127 12,884 13,639
Licensed Practical Nurse 15,310 15,680 16,049 16,785 17,523 18,258
Nursing Asst. Trainee 4.31 Per Hour
General Helper 5.18 Per Hour
26
MEDICAL CARE FACILITY EMPLOYEES
APPENDIX E (Can't)
II
REPRESENTATION
There shall be one (1) steward and one (1) alternate steward for each
permanent shift.
In matters which require the presence of a union steward it shall be the
responsibility of the employer to arrange for the steward's attendance.
III
UNIFORMS
Full-time employees of the Dietary Unit will be furnished uniforms of
the type required by their job assignment. All uniforms will remain the property
of the County, and separating employees will be required to return all uniforms to
the Medical Care Facility.
IV
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
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.
V
Custodial employees hired after 1/1/84 will be appointed as Custodial
Worker I and will move from Custodial Worker I to Custodial Worker II after
completing each step of the Custodial Worker I salary range. Such movement shall
be in accordance with Merit System Rules as applied to other classes treated as a
series (such as Typist I and I:). All employees hired after 1/1/84 must be able
and willing to perform all current Custodial Worker I and II assignments from
their date of hire including buffing.
27
SHERIFF'S DEPARTMENT CLERICAL & MAINTENANCE EMPLOYEES
APPENDIX F
SALARIES
The following merit salary schedule shall prevail for the period:
JANUARY 1, 1984 THROUGH DECEMBER 31, 1984:
CLASSIFICATION BASE 3 MO. 6 MO. 1 YR. 2 YR. 3 YR. 4 YR.
Account Clerk I 14,852 15,121 13,393 15,934 16,470 17,014
Account Clerk II 17,382 18,102 18,825 19,544
Clerk II: 14,852 15,121 15,393 15,934 16,470 17,014
First Cook 14,109 14,332 14,554 15,003 13,448 15,896
Maintenance Laborer 14,644 15,573 16,499
Second Cook 12,858 13,218 13,576 14,288
Typist I 12,315 12,496 12,677 13,035
Typist II 13,756 14,026 14,295 14,841 15,381 15,922
Clerk II 13,398 13,668 13,938 14,481 15,020 15,558
General Maintenance Mech. 17,324 18,253 19,180
Office Leader 15,922 16,644 17,364 18,086
Storekeeper I 13,398 13,580 13,759 14,119
Storekeeper II 13,756 14,026 14,295 14,841 15,381 15,922
General Helper 4.95 Per Hour
23
SHERIFF'S DEPARTMENT CLERICAL & MAINTENAFE EMPLQWES
APPENDIX F
I (Con't)
SALARIES
The following merit salary schedule shall prevail for the period:
JANUARY 1, 1985 THROUGH DECEMBER 31, 1985:
CLASSIFICATION BASE 3 MO. 6 MO. 1 YR. 2 YR. 3 YR. 4 YR.
Account Clerk I 15,538 15,820 16,104 16,670 17,231 17,800
Account Clerk II 18,185 18,938 19,695 20,447
Clerk III 15,538 15,820 16,104 16,670 17,231 17,800
First COOK 14,761 14,994 15,226 15,696 16,162 16,630
Maintenance Laborer 15,321 16,292 17,261
Second Cook 13,452 13,829 14,203 14,948
Typist I 12,884 13,073 13,263 13,637
Typist II 14,392 14,674 14,955 15,527 16,092 16,658
Clerk /I 14,017 14,299 14,582 15,150 15,714 16,277
General Maintenance Mech. 18,124 19,096 20,066
Office Leader 16,658 17,413 18,156 18,922
Storekeeper I 14,017 14,207 14,395 14,771
Storekeeper I: 14,392 14,674 14,955 15,527 16,092 16,658
General Helper 4.95 Per Hour
tI
REPRESENTATION
There shall be one (1) steward and one (/) alternate steward.
In matters which require the presence of a union steward it shall be the
responsibility of the employer to arrange for the steward's attendance.
29
LAUNDRY EMPLOYEES
APPENDIX G
SALARIES
The following merit salary schedule shall prevail for the period:
JANUARY 1, 1984 THROUGH DECEMBER 31, 1984:
CLASSIFICATION BASE 6 MO. 1 YEAR 2 YEAR 3 YEAR 4 YEAR
Sewing Machine Operator 12,325 13,369 14,413
Laundry Worker 11,426 11,745 12,063 12,706 13,342 13,980
General Helper 4.95 Per Hour
The following merit salary schedule shall prevail for the period:
JANUARY 1, 1985 THROUGH DECEMBER 31, 1985:
CLASSIFICATION BASE 6 MO. 1 YEAR 2 YEAR 3 YEAR 4 YEAR
Sewing Machine Operator 12,894 13,987 15,079
Laundry Worker 11,954 12,288 12,620 13,293 13,958 14,626
General Helper 5.18 Per Hour
30
APPENDIX G (Con't)
II
REPRESENTATION
Shall be provided by the Chief or Alternate Chief Steward.
7n matters which ::equire the presence of a union steward it shall be the
responsibility of the employer to arrange for the steward's attendance.
III
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
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 towar3 the
basis on which service increment pay is determined.
31
COMMUNITY MENTAL HEALTH
SOCIAL WORKERS, PROGRAM SPECIALIST II,
CLINICAL PSYCHOLOGISTS, TRAINING LEADER / & II. CASE maT. mow1 01,
APPENDIX H
SALARIES
The following merit salary schedule shall prevail for the period:
JANUARY 1, 1984 THROUGH DECEMBER 31, 1984:
CLASSIFICATION BASE 1 YEAR 2 YEAR
Social Worker I 26,339 27,601 28,863
Social Worker II 30,125 31,208 32,290
Program S .oecialist IT-CMH 25,797 26,880 27,965
Case Management Coord.-CMH 19,988 21,043 22,093
Clinical Psychologist I 27,580 28,840 30,105
Clinical Psychologist II 31,186 32,266 33,348
Training Leader I-CMH 14,359 15,515 16,672
Training Leader II-CMH 18,384 19,469 20,580
The following merit salary schedule shall prevail for the period:
3ANUARY 1, 1985 THROUGH DECEMBER 31, 1985:
CLASSIFICATION BASE 1 YEAR 2 YEAR
Social Worker I 27,556 28,876 30,196
Social Worker II 31,517 32,650 33,782
Program Specialist II-CMH 26,989 28,122 29,257
Case Management Coord.-CMH 20,911 22,015 23,114
Clinical Psychologist I 28,854 30,172 31,496
Clinical Psychologist II 32,627 33,757 34,889
Training Leader I-CMH 15,022 16,232 17,442
Training Leader II-CMH 19,233 20,368 21,499
32
COMMUNITY MENTAL HEALTH
SOCIAL WORKERS, PROGRAM SPECIALIST II,
CLINICAL PSYCHOLOGISTS, TRAINING LEADER I & IT CASE MGT_ c00 ,1n.
APPENDIX H (Con't)
ri
REPRESENTATION
There shall be one (1) steward and one (1) alternate steward representing all
employees working at Mental Retardation Center, West Oakland Community Mental Health
Clinic, Child and Adolescent Clinic - Waterford Office, and one (1) alternate steward
representing all employees working at the Child and Adolescent Clinic - Royal Oak
Office, Southeast Oakland Community Mental Health Clinic, Children's Day Treatment
Center.
In matters which require the presence of a union steward it shall be the
responsibility of the employer to arrange for the steward's attendance.
III
OAKLAND COUNTY MERIT SYSTEM RULES - ADOPTION OF TERMS BY REEERvere ‘
This appendix modifies Article XI of the Master Contract in that the terms of
the Oakland County Merit System Rules that are applicable to the procedures and
operations of the 4 Community Mental Health Services Board are adopted herein by
reference within the bargaining unit with the specific determination that the employees
covered by this agreement are entitled to vote in the election for employee selected
members of the Personnel Appeal Board. Those parts, wordings or sections of the Rules
which do not have any bearing an the operations of the Board shall not apply.
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 are incorporated by reference (within the
limitations set forth above) and made a part hereof to the same extent as if they were
specifically set forth.
33
COMMUNITY MENTAL REALTH
SOCIAL WORKERS, PROGRAM SPECIALIST II,
CLINICAL PSYCHOLOGISTS, TRAINING LEADER I & II, CASE MGT. COORD.
APPENDIX H (Con't)
IV
ANNUAL LEAVE
For annual leave rate of accumulation through the first four (4) years of
service, refer to Community Mental Health Services Board Resolution dated November 1
1968. The parties agree that the Community Mental Health Services Board may, by
resolution, revise the annual leave rate of accumulation for the period covering the
first four (4) years of service to be consistent with the Merit System annual leave
provisions; provided no person or persons employed on the date of the change are
substantively affected.
34
21,298
18,253
18,253
17,800
19,794
16,295
15,794
19,180
19,180
18,799
20,347
17,223
15,794
22,282
19,096
19,096
18,622
20,708
17,048
16,524
20,066
20,066
19,668
21,297
18,019
17,570
PARKS AND RECREATION DEPARTMENT
MAINTENANCE EMPLOYEES
APPENDIX I
SALARIES
The following merit salary schedule shall prevail for the period:
JANUARY 1,_1984 THROUGH _DECEMBER 31, 1984:
CLASSIFICATION BASE 1 YEAR 2 YEAR
Skilled Maintenance Mechanic II
General Maintenance Mechanic - P & R
Grounds Equipment Mechanic
Groundskeeper II
Groundskeeper Crew Chief
Parks Maintenance Aide
Groundskeeper I
General Helper
19,950
17,324
17,324
16,758
19,243
15,365
14,794
4.95 Per Hour
The following merit salary schedule shall prevail for the period:
JAN3ARY .1, 1985 THROUGH DECEMBER 31, 1985:
CLASSIFICATION BASE 1 YEAR 2 YEAR
Skilled Maintenance Mechanic II
General Maintenance Mechanic - P & R
Grounds Equipment Mechanic
Groundskeeper II
Groundskeeper Crew Chief
Parks Maintenance Aide
Groundskeeper I
General Helper
20,872
18,124
18,124
17,532
20,132
16,075
15,477
5.18 Per Hour
35
PAM AND RECREATION DEPARTMENT
MAINTENANCE EMPLOYEES
APPENDIX I (Can't)
II
REPRESENTATION
There shall be a steward and an alternate steward, one of which shall be
from Addison-Oaks Park. During the term of this agreement and due to the fact
that Addison-Oaks Park is geographically distant from the other County parks, the
alternate steward shall perform all the duties and functions of a steward.
In matters which require the presence of a union steward it shall he the
responsibility of the employer to arrange for the steward's attendance.
III
TEMPORARY CHANGE OP 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
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 classiFicatinn, but the increased earnings will not count toward the
basis on which service increment pay is determined.
IV
Movement from the Level T to the Level II in the Groundskeeper series
may occur without the need for a vacancy in the higher claszilicatibn, after
completion of each step in the Groundskeeper I salary range. An employee will be
reclassified from Groundskeeper I to Groundskeeper It when in the sole -judgement
and discretion of the employer, his work performance warrants such
neolAqqiFic.ation.
36
DRAIN COMMISSION
MAINTENANCE EMPLOYEES
APPENDIX J
SALARIES
The following merit salary schedule shall prevail for the period:
JANDARY 1, 1984 THROUGH DECEMBER 31, 1984:
CLASSIFICATION BASE 1 YEAR 2 YEAR
General Maintenance Mechanic - Drain 17,324 18,253 19,180
Maintenance Laborer 14,644 15,573 16,499
General Helper 4.95 Per Hour
The following merit salary schedule shall prevail for the period:
JANUARY 1, 1985 THROUGH DECEMBER 31, 1985:
CLASSIFICATION BASE 1 YEAR 2 YEAR
General Maintenance Mechanic - Drain 18,124 19,096 20,066
Maintenance Laborer 15,321 16,292 17,261
General Helper 5.18 Per Hour
37
• a 6
DRAIN COMMISSION
MAINTENANCE EMPLOYEES
APPENDIX J (Con't)
II
REPRESENTATION
There shall be one (1) steward and one (1) alternate steward.
In matters which require the presence of a union steward it shall be the
responsibility of the employer to arrange for the steward's attendance.
rx
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
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.
38
.•
••
4
FISCAL NOTE
BY: FINANCE COMMITTEE, DR. G. WILLIAM CADDELL, CHAIRPERSON
IN RE: MISCELLANEOUS RESOLUTION #84118-1984-1986 LABOR AGREEMENT FOR KMPLOWFR
REPRESENTED BY THE OAKLAND COUNTY EMPLOYEES UNION
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
Miscellaneous Resolution #84118 and finds:
1) The agreement for the three year period-January 1, 1984 thru
December 31, 1986, covering 154 Budgeted Positions, 265 Other
Source Positions and 60 Community Mental Health Positions has
a first year cost of $397,752,
2) The total budgeted cost for this period-January 1, 1984 thru
December 31, 1984 is $104,477, of which $81,692 is a Salary
cost and $22,785 is for associated Fringe Benefit costs,
3) $81,692 available in the 1984 Salary Adjustment Account and
$22,785 available in the 1984 Fringe Benefit Adjustment Account,
4) The Board of Commissioners appropriates $81,692 from the 1984
Salary Adjustment Account and $22,785 from the 1984 Fringe
Benefit Account and transfers said amount to the 1984 Divisions'
Budgets as per the attached schedule,
5) The cost of the Other Source and Community Mental Health Positions will
be absorbed by their respective funds as per the attached schedule.
Further, that the 1985 portion of this agreement be incorporated with the
1985 Budget.
.FINANCE COMMITTEE
•
r
4
Schedule A
0.C.E.U.
Estimated Union Cost Settlement
1/1/84 - 12/31/84
Fund Division Salary
Number and Unit Increase Fringes TOTAL
10100 432-01 $ 1,217 $ 310 8 1,527
432-05 1,227 309 1,536
433-01 602 152 754
433-10 5,121 1,290 6,411
433-35 5,015 1,263 6,278
436-05 1,274 321 1,595
436-15 619 156 775
438-05 598 151 149
438-30 671 169 840
438-35 547 138 685
439-30 4,331 1,090 5,421
TOTAL SHERIFF CLERICAL $21,222 $ 5,349 $ 26,571
611-10 3,741 1,053 4,794
TOTAL GENERAL FUND $24,963 $ 6,402 $ 31365
22100 178-05 $ 2,125 $ 561 $ 2,686
178-10 5,372 1,417 6,789
178-20 1,070 282 1,352
TOTAL HEALTH FUND $ 8,567 $ 2,260 $ 10,827
52100 163-09 $ 3,278 $ 898 $ 4,176
163-13 2,683 786 3,469
163-35 40,344 11,894 52,238
163-45 1,857 545 2,402
TOTAL MEDICAL CARE FACILITY FUND $.48,162 $14,r23 $ 62,285
TOTAL BUDGETED $81,692 $22,78.5 $104,477
OTHER SOURCE
20800 Parks & Rec. $24,656 $ 6,711 $ 31,367
63100 F & 0 98,833 28,331 127,164
65100 Laundry 1,542 488 2,030
87100 SW & SW 41,930 11,578 53,508
73600 Drain Commission 527 149 676
TOTAL $167,488 $47,257 $214,745
* Community Mental Health $62,934 $15,596 $ 78,530
GRAND TOTAL $312,114 $85,638 $397,752
* Budgeted for 1984 but transfer from reserves not required
#81018 May 24, 1984
24th day of 19 84
ALLEN
this
4 :4
Moved by McDonald supported by Jackson the resolution with Fiscal
Note attached, be adopted.
AYES: Olsen, Page, Perinoff, Pernick, Price, Rewold, Wilcox, Aaron, Caddell,
Calandro, Doyon, Foley, Fortino, Gosling, Hobart, Jackson, R. Kuhn, S. Kuhn, Lanni, Law,
McConnell, McDonald, McPherson, Moore. (24)
NAYS: None. (0)
A sufficienernajority having voted therefor, the resolution with Fiscal
Note attached 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
Miscellaneous Resolution # 84118 adopted by the Oakland County Board of CommiulguaLs .
at their meeting held on May 24, 1984
with the orginial 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
County Clerk/Register of Deeds