Loading...
HomeMy WebLinkAboutResolutions - 1988.06.23 - 17501Miscellaneous Resolution # 88150 June9'., 1988 APPROVE THE FOR!,POING RESOLUTION WI' ALIF -piq, tdoutaY ES,cut BY: PERSONNEL COMMITTEE - John P. Calandro, Chairperson IN RE: PERSONNEL DEPARTMENT - 1988 - 1990 LABOR AGREEMENT FOR EMPLOYEES REPRESENTED BY THE OAKLAND 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 employees in the following departments and divisions: Drain Commissioner, Public Works - Maintenance and Operations, Sewer and Water, and Parks and Recreation, Human Services - Medical Care Facility and Community Mental Health, Public Services - Animal Control, and Sheriff's Department; and WHEREAS a three (3) year agreement covering certain employees in these departments and divisions has been reached with the Oakland County Employees' Union for the period January 1, 1988 through December 31, 1990, 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 fnperson FISCAL NOTE BY: FINANCE COMMITTEE, DR. G. WILLIAM CADDELL, CHAIRPERSON IN RE: PERSONNEL DEPARTMENT - 1988 - 1990 LABOR AGREEMENT FOR EMPLOYEES REPRESENTED BY THE OAKLAND COUNTY EMPLOYEES' UNION - MISCELLANEOUS RESOLUTION 1188150 TO THE OAKLAND COUNTY BOARD OF COMMISSIONERS Mt. Chairperson, Ladies and Gentlemen: Pursuant to Rule XI-G of this Board, the Finance Committee has reviewed Miscellaneous Resolution 1188150 and finds .: 1) The Personnel Committee has approved the labor agreement with employees represented by the 0.C.E.U. covering the period January 1, 1988 through December 31, 1989; 2) The 1988 and 1989 increase (above amended budget) to the governmental funded operations equals $312,451 per year of which $246,852 is annual salary increase and $65,599 is annual fringe benefit increase; 3) Funds are available in the non-departmental 1988 Salary Adjustment Account and the 1988 non-departmental Fringe Benefit Adjustment Account to cover the 1988 cost; funding to cover 1989 increases is available in the 1989 salary and fringe benefit adjustment accounts located in the effected department's budgets; 4) Budget amendments transferring funds from the 1988-1989 adjustment accounts to the 1988-1989 Departmental budgets, as listed on Schedule A, are recommended, 1990 cost will be built into the 1990-1991 Biennial Budget; 5) The 1989-1990 increases (above amended budget) to the special revenue and proprietary funded operations equaling $261,470 per year of which $223,920 is annual salary increase and $37,550 is annual fringe benefit increase, will be absorbed by the specific funds, 1990 cost will be built into the 1990-1991 Biennial Budget. FINANCE COMMITTEE %::TOTAL MCV., 101 ..41,701,632 - $30,184 $485,741 $1,790,090 533,150 $511,247 $88,458 52,966 525,506 $116,930 FUND (52100) TOTAL GOVFP.- FUNDS . 280 1 56,107,871 $129,715 $1,684,075 $6,347,023 5137,415 51,749,674 5239,152 57,700 $65,599 $312,451 _ 06E0 AGREEMENT FINANCIAL IMPACT 1988-1989 BIENNIAL BUDGET AMENDED '88-'89 BUDGET ADJUSTED '88-'89 800687 INCREASE TOTAL 0IVSION/ NUMBER OF SERVICE FRINGE SERVICE 68:16E SERVICE FR8888 UNIT POSITIONS SALARIES INCREMENT BENEFITS SALARIES INCREMENT 8E8EEI15 SALARIES • INCREMENT BENEE:TS GOVERNMENTAL FUNDS. 432-01 2 542,755 $1,286 $11,517 $44,€.6D 51,345 512,591 51,96,5 88' 5474 52,431 432-05 A 36,938 2,308 10,778 40,557 2,479 1,Z72. 2,75,:: :3.1 494 2,325. 433-01 2 38,071 389 10,056 39,7-..E..5 398. 10•„5=•1 2,69.1', 445. 2,14 ,4 _ 433-10 8 150,093 2,288 41,146 156,344 2,422. 42,883 6,234 :52 1,747 433-20 1 14,078 3,942 15,637 4,378 1,75 436 ],995 433-35 11 175,722 3,070 49,253 183,E63 3,132. 52251 2- 8,188 12 2,221 10,469 434-30 1 21,133 422 5,629 22,034 42.1 5,878 937 1 :-.' 249 1,20 436-05. 2 38,998 2,723 10,828 40,668 2,846 122278 1,75C,12". 490 2,353 436-15 . 1 19,454 1,257 5,416 20,329 7,374 5,.576 825 121 260 1,255 436-20 2 37,931 2,295 10,492 39,626 2,37 10,956 1,695 6_': 464 2,242 436-35 1 19,454 389 6,187 20,329 403 5,430 875 aF 233 1,126 439-10 2 33,150 9,282 35,026 9,807 1,875 525 2,401 439-30 8 154,221 5,199 - 43,113 - 162,030 5,475 45,298 7,803 277 22265 10,265 611-10 8 137,593 5,054 39,499 139,137 5,054 39,926 1,544 427 1,971 TOTAL GEN. 53 $921,445 $26,680 $256,198 $960,107 527,729 5267,268 538,662 $1,34 9 511,090 550,801 FUND (10100) 178-05 4 $63,756 $553 $17,340 $69,959 5577 517,900 56,203 52' 5960 56,787 178-10 7 161,805 7,805 45,360 176,330 8,15-4 47,400 14,525 149 2,040 16,914 178-20 2 40,298 1,883 11,281 44,181 1,957 11,786 3,883 44 507 4,474 178-30 1 23,119 425 6,295 25,190 444 5,578 2,075 19 283 2,377 TOTAL HEALTH 14 5288,974 $10,666 $80,276 5315,660 511,142 583,666 526,686 1476 53,390 530,552 FUND (22100) 166-08 15 5469,905 $7,780 $128,170 $480,817 57,877 $131,124 $10,912 597 52,954 $13,963 166-09 11 333,363 4,989 90,686 340,255 5,060 92,470 6,892 72 1,864 8,827 166-12 6 211,065 8,973 58,722 217,451 9,172 60,479 6,386 199 1,757 8,342 166-24 18 411,243 17,464 112,898 428,682 18,027 111,639 17,439 563 4,741 22,743 166-26 13 383,711 8,409 97,001 391,436 9,107 99,251 7,725 698 2,250 10,673 166-35 24 597,369 160,783 618,575 166,491 21,206 5,708 26,914 166-36 4 117,056 2,740 31,492 119,537 2,832 32,927 2.481 92 1,435 4,008 166-38 4 137,740 5,057 37,672 140,278 5,611 39,901 2,538 554 2,229 5,321 166-39 6 209,434 3,562 57,394 213,528 4,337 58,706 4,094 775 1,312 . 6,181 166-41. 11 324,934 3,211 87,122 330,607 3,371 88,485 5,673 160 1,363 7,196 TOTAL CMH 112 53,195,820 $62,185 $861,860 $3,281,166 $55,394 1887,473 $85,346 $3,209 525„613 5114,168 FUND (22200) 163-09 10 $155,361 $668 $43,391 $165,856 $718 $46,039 $10,495 SSG 52,648 513,193 . 163-13 7 ': 113,062 3.529 ,32,768 118,704 5,234 34,833 5,642 1,705 2,065 9,412 163-35 81 . 1,387,287 25,658 396,730 1,458,090 26.852 416,945 70,803 1,194 20,215 92,212 163-45 7 i 3 , :2 45,922 329 12,852 47,440 346 13,430 1,518 17 578 2,113 $(239,152) $(7,705) FRINGE ADivSTRENT $(65,599) S4;246,152) $(65,599) SALARY ADJuSTmENT, $464,325 $1,673.802 $1.673,802 $50,950 $475,413 $80,946 $1,983 $11,088 $94.017 $50,950 $4750413 $80,946 $1,983 $11.088 $94,017 $48,967 $48,967 $464,325 TRANSFERS (3988-N ON-DEPARTMENTAL, 1989-OEPARTmENTAL) * INCLUDES $14,500 FOR ANIMAL CONTROL Oh-CALL PAY. SPECIAL REV. & PRDPRIETAR . FUNDS 134-10 6 $131,454 $954 $33,261 $137,234 $917 $37,853 $5,785 543 54,612 S.10,422E 134-15 4 86,845 2,780 22,513 89,809 2,906 25,545 2,969 125 3.022 6,127 ( 134-20 2 44,926 2,02... 11,798 46,948 2,130 13,050 2,022 91 1,262 3,265 134-24 1 17,924 4,505 18,060 1,057 126 652 678 134-25 5 102,071 4,515 26,776 106,669 4,70E 29,940 4,593 190 3,384 7,947 ( 134-26 2 44,926 2,608 11,940 46,948 2,725 13,206 2,022 227 11,244 2,496 134-27 2 44,926 2,486 11,910 46,948 2„5974 12,169 2,022 217 1,2E; 2,292. 134-28 I 22,462. 1,348 5,981 23,474 1,408 6,483 1,512 60 65? 1,572 ( 134-30 3 65,453 3,886 17,405 68,346 4,059 19,133 2,943 174 1,775 4,545 134 -31 1 22,463 5,164 23,474 6,368 1,011 1,23.4 2,215 134-32 1 22,463 1,243 5,955 23,474 1,299 6,717 1,011 56 762 1,129 ( 134-35 1 19,454 771 5,083 20,329 813 5,736 875 35 65_2 1,562. 134-37 1 21,377 5,370 23,474 6,573 2,097 2,203 2,350 ( 10141 PAR 30 $546,705 $22,637 $167,661 $675,187 $23,640 $188,841 $28,482 $1,302 $21,113 $56,665 FUND (20800) -.;:i::, (. 147-18 52 $897,452 $36,349 $261,469 $939,265 $38.020 $262.721 $41,813 $1,541 $1,252 . $44,706 147-19 51 1,208,969 60,323 354,352 1,256,176 62,661 355,703 47,207 2,338 1,351 53,896 147-25 25 432,712 15,611 111.885 448,199 16,227 113.368 15,4E7 616 1,4E3. 17,586 ( 147 -40 1 22,463 2,246 6,360 23,474 2,347 6,706 1,011 101 346 1,458 $2,561,596 $114,559 $734,066 12,667,114 $119,255 $738,498 $105,518 $4,696 $4,432 $114,646 TOTAL F&O 129 FUND (63100) 433-40 2 $47,213 $3/2 $12,271 TOTAL COmm. 2 $47,213 FUND (70540) $48,505 $372 $13,121 $1,292 t850 $2,142 $48,505 $372 $13,121 $1,292 $850 $2,142 $372 $12,271 142-13 75 $1,592,856 TOTAL DPW 75 $1,592,856 FuNO (83200) 10E4 SR & P FIRMS 236 $4,848,370 $186,535 $1,378.323 ": ;$1.1,064.608 .$194,217 $1,415,873 $216,238 $7,682 $37,550 $261,470 PREPARED 8v: BUDGET DIV. JUNE, 1988 Resolution # 8815Q June 23.,. 1988 this 23rd May of June 1.98 ALLEN, County Clerk/Register of Moved by Calandra supported by Jensen the resolution (with favorable Fiscal Note attached) be adopted. AYES: Lanni, McConnell, McDonald, A. McPherson, R. McPherson, Moffitt, Page, Pernick, Price, Rewold, Skarritt, Aaron, Caddell, Calandro, Crake, Doyon, Gosling, Hobart, Jensen, R. Kuhn, S. Kuhn, (21) NAYS: None. (0) A sufficient majority having voted therefor, 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 the attached resolution adopted by the Oakland County Board of Commissioners at their regular meeting held on June 23, 1988 with the original record thereof now remaining in my office, and that it is a true and correct transcript therefrom, and of the whole thereof. In Test irony Whereof, I have hereunto set my hand and affixed the seal of said County at Pontiac, Michigan THE COUNTY OF OAKLAND AND OAKLAND COUNTY EMPLOYEES UNION I Collective Bargaining Agreement 1988 - 1990 AGREEMENT This agreement is made and entered into on this „23,Q,_ day o A.D., 1988, 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. 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, 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 Public Works EXCLUDING all supervisors as defined in the Act. All employees of the Maintenance and Ground units of the Department of Public Works 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, TI and III, and all employees of the Water and Sewage Operations unit, Oakland County Division of Sewer and Water 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 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. 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 3 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 of the contract. (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. 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. 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 4 to work at their assigned jobs at all times except when permitted to leave their work to handle grievances. Section 2. The Union president shall be released from work one (1) hour per day for union business during 1988, one and one half (11/2) hours per day in 1989 and two (2) hours per day in 1990. Release time must be used immediately following the president's lunch period. Section 3. 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 4. 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). Section 5. 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. 5 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 ten (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 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 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. Step 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. 6 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 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: I. Robert Sheedy 2, Alger Connor 3. Bill Denial 4. Benjamin Wilkenson 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 be referred to the next Arbitrator on the list. After a grievance has been referred to the fourth 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 rtrocedure, 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 7 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 BOARD 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 (6) 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 (3) working days, without properly notifying the Employer, unless a satisfactory reason is given; 8 (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 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. 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. Section 2. Superseniority. The President, Vice President and elected stewards, for the purpose of layoff and recalls to work following such layoff only, for the term of their office, shall be considered as having more seniority than any other employee within their functional unit. They shall be last to be laid off for lack of work 9 or funds from their unit and the first to be recalled to work in their unit following such layoff providing they have the then present ability to satisfactorily perform the available work in such area without additional training. 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 Union 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 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 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. 1 0 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 represented unit, other than a unit containing employees eligible for Act 312 Police/Fire Compulsory Arbitration, or employees whose designated employer is other than the Oakland County Executive, -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, 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. 11 Section 8. Part-time, non-eligible employees may be utilized for up to 1,000 hours of employment per year as provided in the Oakland County Merit Rules published February, 1986, Section 9. The employer may in its sole judgment 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 precedent for granting an early merit increase in any other. XI. 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 Employee's Handbook, are incorporated herein by reference and made a part hereof to the same extent as if they were specifically set forth. XII. 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. 12 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. The Employer will not lockout any employees of the bargaining unit during the term of this Agreement. XV. DURATION This Agreement shall remain in full force and effect from January 1, 1988 to midnight, December 31, 1990. 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, 1990 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 (10) days prior to the desired termination date which shall not be before the anniversary date set forth in the preceding paragraph. 13 By ía r' Roy Rewol,d, Chairperson Steven Schell 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 COUNTY EMPLOYEES UNION -/ GarY M./Smithson ,<7.2 / ZY,i COUNTY OF OAKLAND, a Michigan Constitutional Corporation 14 OAKLAND COUNTY EMPLOYEES UNION APPENDIX A For the following fringe benefits refer to the Oakland County Emloyees' Handbook: 1. Injury on the Job 2. Holidays 3. Leave of Absence 4. Death Benefits 5. Longevity 6. Master Medical Coverage 7. Sick Leave - S. Retirement 9. Annual Leave 10. Income Continuation Coverage 11. Dental Coverage 12. Tuition Reimbursement The fringe benefits modified in previous collective bargaining agreements shall continue in effect as modified and described in the Oakland County Employees' Handbook, II Any Benefit Plan Modifications applied to the non-represented employee's benefit package will be offered to the employees represented by the Union in the same manner as applied to non -represented employees, 15 ANIMAL CONTROL APPENDIX B a. SALARIES (FOR EMPLOYEES HIRED PRIOR TO AUGUST 21, 1986) The following merit salary schedule shall prevail for the period: JANUARY 2, 1988 THROUGH DECEMBER 31, 1988: Classification Base 6 Mo. 1 Year 2 Year 3 Year 4 Year Animal Control Officer 18,882 19,668 20,458 21,657 22,859 24,155 Animal Shelter Attendant 13,531 14,075 14,621 15,711 16,802 17,956 General Helper 5.76 per hour SALARIES FOR 1989 AND 1990 Employees represented by this bargaining unit shall be entitled to receive the same general salary increase as approved by the Oakland County Board of Commissioners to take effect during calendar years 1989 and 1990 for non- represented employees. All such adjustments shall be applied at the same time and in the same manner as applied to the non-represented employee group. b. SALARIES (FOR EMPLOYEES HIRED ON OR AFTER AUGUST 21, 1986) The following merit salary schedule shall prevail for the period: JANUARY 2, 19-88 THROUGH DECEMBER 31, 1988: Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year Animal Control Officer 18,583 19,697 20,814 21,927 23,044 24,155 Animal Shelter Attendant 13,691 14,542 15,397 16,250 17.,105 17,956 General Helper 5.76 per hour 16 ANIMAL CONTROL APPENDIX B I (Can't) SALARIES FOR 1989 AND 1990 Employees represented by this bargaining unit shall be entitled to receive the same general salary increase as approved by the Oakland County Board of Commissioners to take effect during calendar years 1989 and 1990 for non- represented employees. All such adjustments shall be applied at the same time and in the same manner as applied to the non-represented employee group. ii 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. 17 BASE 1 YEAR 2 YEAR 22,561 23,659 15,070 15,826 17,000 17,478 18,346 18,832 5.76 per hour 21,202 22,339 17,908 19,121 19,074 20,261 23,408 24,079 20,350 21,442 17,141 18,228 18,346 18,832 23,221 24,752 24,333 25,977 28,222 29,890 19,556 20,604 21,651 22,813 23,465 24,121 24,752 16,577 17,956 19,312 23,474 20,329 21,398 24,752 22,531 19,312 19,312 MAINTENANCE, CUSTODIAL AND GROUNDS APPENDIX C a. SALARIES (FOR EMPLOYEES HIRED PRIOR TO AUGUST 21, 1986) The following merit salary schedule shall prevail for the period: JANUARY 2, 1988 THROUGH DECEMBER 31, 1988: CLASSIFICATION Central Stock Attendant Custodial Worker Custodial Worker II Custodial Worker III General Helper General Maintenance Mechanic Groundskeeper Groundskeeper II Groundskeeper Crew Chief Groundskeeper Specialist Maintenance Laborer Mobile Unit Custodial Worker Skilled Maintenance Mechanic I Skilled Maintenance Mechanic II Skilled Maintenance Mechanic III Window Washer Window Washer Crew Leader SALARIES FOR 1989 AND 1990 Employees represented by this bargaining unit shall be entitled to receive the same general salary increase as approved by the Oakland County Board of Commissioners to take effect during calendar years 1989 and 1990 for non- represented employees. All such adjustments shall be applied at the same time and in the same manner as applied to the non-represented employee group. 18 MAINTENANCE, CUSTODIAL AND GROUNDS APPENDIX C I (Can't) b. SALARIES (FOR EMPLOYEES HIRED ON OR AFTER AUGUST 21, 1986) The following merit system salary schedule shall prevail for the period: JANUARY 2, 1988 THROUGH DECEMBER 31, 1988: Classification Central Stock Attendant Custodial Worker I Custodial Worker II Custodial Worker III General Helper General Maintenance Mech. Groundskeeper Groundskeeper II Groundskeeper Crew Chief Groundskeeper Specialist Maintenance Laborer Mobile Unit Custodial Wkr. Skilled Maint, Mech. Skilled Maint. Mech. II Skilled Maint. Mech. III Window Washer Window Washer Crew Leader SALARIES FOR 1989 AND 1990 Base 1 Year 2 Year 3 Year 4 Year 5 Year 19,040 20,182 21,324 22,466 23,609 24,752 13,303 14,099 14,898 15,696 16,494 17,292 13,691 14,542 15,397 16,250 17,105 17,956 14,855 15,745 16,637 17,529 18,420 19,312 5.76 per hour 18,060 19,142 20,227 21,310 22,395 15,637 16,575 17,513 18,452 19,390 16,460 17,447 18,435 19,422 20,410 19,040 20,182 21,324 22 4 466 23,609 17,332 18,371 19,412 20 4 451 21,493 14,855 15,745 16,637 17,529 18,420 14,855 15,745 16,637 17,529 18,420 19,040 20,182 21,324 22,466 23,609 19,991 21,191 22,391 23,590 24,789 22,992 24,371 25,751 27,132 28,511 15,637 16,575 17,513 18,452 19,390 20,560 21,208 21,856 22,504 23,148 23,474 20,329 21,398 24,752 22,531 19,312 19,312 24,752 25,977 ' 29,890 20,329 23,795 Employees represented by this bargaining unit shall be entitled to receive the same general salary increase as approved by the Oakland County Board of Commissioners to take effect during calendar years 1989 and 1990 for non- represented employees. All such adjustments shall be applied at the same time and in the same manner as applied to the non-represented employee group. MAINTENANCE, CUSTODIAL AND GROUNDS APPENDIX C (Con't) II REPRESENTATION There shall be stewards and alternate stewards in accordance with the following formula: 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. III 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 I 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. (a) 20 APPENDIX C (Con't) IV Custodial employees hired after 1/1/84 will be appointed as Custodial Worker T and will move from Custodial Worker I to Custodial Worker TT 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. 21 4 Year Base Classification 6 Mo, 1 Year 2 Year 3 Year Pump Maintenance Mech, II 23,314 Sewage Treat. Plant Oper. I 19,155 Sewage Treat. Plant Oper, TT 22,061 Migge Treat. Plant Oper. 14,855 SEWER, WATER & SOLID WASTE APPENDIX D a. SALARIES (FOR EMPLOYEES HIRED PRIOR TO AUGUST 21, 1986) The following merit salary schedule shall prevail for the period: JANUARY 2, 1988 THROUGH DECEMBER 31, 1988: Chemist Construction Inspector Construction Inspector II Construction Inspector III Electronics Technician General Helper Laboratory Technician I Laboratory Technician II Maintenance Laborer Maintenance Mechanic I Maintenance Mechanic II Meter Reader Pump Maintenance Mech I 24,644 25,865 27,086 28,307 17,866 18,478 19,097 19,714 20,329 22,124 23,003 23,880 24,752 24,652 25,502 26,350 27,201 23,419 23,752 24,086 24,755 25,428 18,392 19,251 20,106 20,478 20,890 21,710 22,531 18,228 19,312 19,703 20,553 21,398 21,706 22,587 23,474 19,139 19,551 20,363 21,177 22,393 22,866 23,806 24,752 24,612 25,906 27,201 19,719 20,280 21,410 22,531 23,343 24,631 25,916 27,201 15,745 16,637 5.76 per hour 17,539 20,069 17,141 18,858 20,814 18,735 21,923 Water Meter Technician f 19,933 20,363 20,800 21,664 22,531 SALARIES FOR 1989 AND 1990 Employees represented by this bargaining unit shall be entitled to receive the same general salary increase as approved by the Oakland County Board of Commissioners to take effect during calendar years 1989 and 1990 for non- represented employees. All such adjustments shall be applied at the same time and in the same manner as applied to the non-represented employee group. 22 SEWER, WATER & SOLID WASTE APPENDIX D I (Cont) b. SALARIES (FOR EMPLOYEES HIRED ON OR AFTER AUGUST 21, 1986) The following merit salary schedule shall prevail for the period: JANUARY 2, 1988 THROUGH DECEMBER 31, 1988: CLASSIFICATION BASE 6 MO. 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR Chemist 20,923 22,178 23,434 24,690 25,945 27,201 Construction Inspector 1 15,637 16,575 17,513 18,452 19,390 20,329 Construction Inspector II 19,040 20,182 21,324 22,466 23,609 24,752 Construction Inspector III 20,923 22,178 23,434 24,690 25,945 27,201 Electronics Technician 19,040 20,182 21,324 22,466 23,609 24,752 General Helper 5.76 per hour Laboratory Technician 1 16,460 17,447 18,435 19,422 20,410 21,398 Laboratory Technician II 17,332 18,371 19,412 20,451 21,493 22,531 Maintenance Laborer 14,855 15,745 16,637 17,529 18,420 19,312 Maintenance Mechanic I 16,460 17,447 18,435 19,422 20,410 21,398 Maintenance Mechanic II 18,060 19,142 20,227 21,310 22,395 23,474 Meter Reader 14,855 15,745 16,637 17,529 18,420 19,312 Pump Maintenance Mechanic I 19,040 20,182 21,324 22,466 23,609 24,752 Pump Maintenance Mechanic IT 20,923 22,178 23,434 24,690 25,945 27,201 Sewage Treat. Plant Oper. T 17,332 18,371 19,412 20,451 21,493 22,531 Sewage Treat. Plant Oper. II 20,923 22,178 23,434 24,690 25,945 27,201 Rm eTreat. Plant Oper. 14,855 15,745 16,637 Water Meter Technician 17,332 18,371 19,412 20,451 21,493 22,531 SALARIES FOR 1989 AND 1990 Employees represented by this bargaining unit shall be entitled to receive the same general salary increase as approved by the Oakland County Board of Commissioners to take effect during calendar years 1989 and 1990 for non- represented employees. All such adjustments shall be applied at the same time and in the same manner as applied to the non-represented employee group. 23 APPENDIX D (Con't) II 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 (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. 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 toward the basis on which service increment pay is determined. 24 MEDCAL CARE FACILITY EMPLOYEES APPENDIX E a. SALARIES (FOR EMPLOYEES HIRED PRIOR TO AUGUST 21, 1986) The following merit salary schedule shall prevail for the period: JANUARY 2, 1988 THROUGH DECEMBER 31, 1988: 4 YR. CLASSIFICATION Custodial Worker Custodial Worker II Day Room Assistant Food Service Worker I BASE 6 MO. 1 YR. 2 YR. 3 YR. 15,070 15,826 16,577 17,000 17,478 17,956 14,416 14,896 15,376 16,336 17,292 15,422 15,731 16,043 16,669 17,292 Food Service Worker TI 17,340 17,645 17,956 General Helper 5.76 Per Hour Licensed Practical Nurse 17,945 18,378 18,810 19,673 20,537 21,398 Nursing Assistant 15,727 16,005 16,284 16,840 17,394 17,956 Nursing Asst. Trainee 4.80 Per Hour Second Cook 16,160 16,612 17,061 17,956 SALARIES FOR 1989 AND 1990 Employees represented by this bargaining unit shall be entitled to receive the same general salary increase as approved by the Oakland County Board of Commissioners to take effect during calendar years 1989 and 1990 for non- represented employees. All such adjustments shall be applied at the same time and in the same manner as applied to the ron-represented employee group. 25 MEDICAL CAPE FACILITY EMPLOYEES APPENDIX E I (Can't) b. SALARIES (FOR EMPLOYEES HIRED ON OR AFTER AUGUST 21, 1986) The following merit salary schedule shall prevail for the period: JANUARY 2, 1988 THROUGH DECEMBER 31, 1988: CLASSIFICATION BASE 1 YR. 2 YR. 3 YR. 4 YR. 5 YR. Custodial Worker I 13,303 14,099 14,898 15,696 16,494 17,292 Custodial Worker II 13,691 14,542 15,397 16,250 17,105 17,956 Day Room Assistant 13,303 14,099 14,898 15,696 16,494 17,292 Food Service Worker I 13,303 14,099 14,898 15,696 16,494 17,292 Food service Worker II 13,691 14,542 15,397 16,250 17,105 17,956 General Helper 5.76 Per Hour Licensed Practical Nurse 16,460 17,447 18,435 19,422 20,410 21,398 Nursing Assistant 13,691 14,542 15,397 16,250 17,105 17,956 Nursing Asst. Trainee 4.80 Per Hour Second Cook 13,691 14,542 15,397 16,250 17,105 17,956 SALARIES FOR 1989 AND 1990 Employees represented by this bargaining unit shall be entitled to receive the same general salary increase as approved by the Oakland County Board of Commissioners to take effect during calendar years 1989 and 1990 for non- represented employees. All such adjustments shall be applied at the same time and in the same manner as applied to the non-represented employee group. 26 MEDICAL CARE FACILITY EMPLOYEES APPENDIX E (Con'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 27 accordance with Merit System Rules as applied to other classes treated as a series (such as Typist I and 11). All employees hired after 1/1/84 must be able and willing to perform all current Custodial Worker I and 11 assignments from their date of hire including buffing. 28 SHERIFF'S DEPARTMENT CLERICAL & MAINTENANCE EMPLOYEES APPENDIX F a. SALARIES (FOR ALL EMPLOYEES HIRED PRIOR TO AUGUST 21, 1986) The following merit salary schedule shall prevail for the period: JANUARY 2, 1988 THROUGH DECEMBER 31, 1988: CLASSIFICATION Account Clerk I Account Clerk II Clerical Trainee Clerk I Clerk II Clerk III First Cook General Helper BASE 3 MO. 6 MO. 1 YR. 2 YR. 3 YR. 4 YR. 17,746 18,067 18,392 19,039 19,678 20,329 20,040 20,869 21,704 22,531 12,740 13,799 14,008 14,214 14,630 15,464 15,774 16,086 16,714 17,336 17,956 17,746 18,067 18,392 19,039 19,678 20,329 17,141 17,412 18,176 18,227 18,767 19,312 5.76 Per Hour General Maintenance Mech. 21,202 22,339 23,474 Maintenance Laborer 17,141 18,228 19,312 Office Leader 19,835 20,735 21,632 22,531 Second Cook 16,160 16,612 17,061 17,956 Storekeeper I 15,669 15,881 16,091 16,511 Storekeeper II 16,088 16,403 16,718 17,357 17,989 18,622 Typist T 14,402 14,613 14,825 15,243 Typist II 16,088 16,403 16,718 17,357 17,989 18,622 SALARIES FOR 1989 AND 1990 Employees represented by this bargaining unit shall be entitled to receive the same general salary increase as approved by the Oakland County Board of Commissioners to take effect during calendar years 1989 and 1990 for non represented employees. All such adjustments shall be applied at the same time and in the same manner as applied to the non-represented employee group. 29 SHERIFF'S DEPARTMENT CLERICAL & MAINTENANCE EMPLOYEES APPENDIX F I (Con't) b. SALARIES (FOR EMPLOYEES HIRED ON OR AFTER AUGUST 21, 1986) The following merit salary schedule shall prevail for the period: JANUARY 2, 1988 THROUGH DECEMBER, 31, 1988: CLASSIFICATION BASE 1 YR. 2 YR. 3 YR. 4 YR. 5 YR. Account Clerk I 15,637 16,575 17,513 18,452 19,390 20,329 Account Clerk II 17,332 18,371 19,412 20,451 21,493 22,531 Clerical Trainee 12,740 Clerk I 13,303 14,099 14,898 15,696 16,494 17,292 Clerk II 13,691 14,542 15,397 16,250 17,105 17,956 Clerk III 15,637 16,575 17,513 18,452 19,390 20,329 First Cook 14,855 15,745 16,637 17,529 18,420 19,312 General Helper 5.76 Per Hour General maintenance Mechanic 18,060 19,142 20,227 21,310 22,395 23,474 Maintenance Laborer 14,853 15,745 16,637 17,529 18,420 19,312 Office Leader 17,332 18,371 19,412 20,451 21,493 22,531 Second Cook 13,691 14,542 15,397 16,250 17,105 17,956 Storekeeper I 13,691 14,542 15,397 16,250 17,105 17,956 Storekeeper II 14,259 15,132 16,004 16,876 17,750 18,622 Typist I 13,691 14,542 15,397 16,250 17,105 17,956 Typist II 14,259 15,132 16,004 16,876 17,750 18,622 SALARIES FOR 1989 AND 1990 Employees represented by this bargaining unit shall be entitled to receive the same general salary increase as approved by the Oakland County Board of Commissioners to take effect during calendar years 1989 and 1990 for non-represented employees. All such adjustments shall be applied at the same time and in the same manner as applied to the non-represented employee group. 30 SHERIFF'S DEPARTMENT CLERICAL & MAINTENANCE EMPLOYEES APPENDIX F (Can't) TT 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. SHIFT PREFERENCE All represented employees within this functional unit will be entitled to make a shift preference selection in January and July of each year This shift preference selection is to be based on seniority within the unit and is subject to the final approval of the Sheriff. It is understood that approval will not be unreasonably withheld. It is further understood that provisions of this section related to shift selection in no way effects the Sheriff's right to determine assignments. 31 COMMUNITY MENTAL HEALTH SOCIAL WORKERS, PROGRAM SPECIALIST II, CLINICAL PSYCHOLOGISTS, TRAINING LEADER, CASE MGT. COORD. APPENDIX G a. SALARIES (FOR EMPLOYEES HIRED PRIOR TO AUGUST 21, 1986) The following merit salary schedule shall prevail for the period: JANUARY 2, 1988 THROUGH DECEMBER 31, 1988: CLASSIFICATION BASE 1 YR. 2 YR. 3 YR. 4 YR. 5 YR. Case Management Coord.-CMIT 23,490 24,731 25,965 27.201 Clinical Psychologist I 31,133 32,554 33,983 Clinical Psychologist II 35,204 36,423 37,644 Mental Health Clin, 23,642 25,414 27,189 29,553 31,916 34,281 Program Specialist I-CMR 25,815 27,172 28,532 29,890 Social Worker I 29,733 31,156 32,581 Social Worker II 34,007 35,229 36,450 Training Leader CMR 16,630 17,792 18,956 20,118 21,280 22,531 SALARIES FOR 1989 AND 1990 Employees represented by this bargaining unit shall be entitled to receive the same general salary increase as approved by the Oakland County Board of _ Commissioners to take effect during calendar years 1989 and 1990 for non-represented employees. All such adjustments shall be applied at the same time and in the same manner as applied to the non-represented employee group. 32 COMMUNITY MENTAL HEALTH SOCIAL WORKERS, PROGRAM SPECIALIST II, CLINICAL PSYCHOLOGISTS, TRAINING LEADER, CASE MGT, COORD. APPENDIX G (Con't) b. SALARIES (FOR EMPLOYEES HIRED ON OR AFTER AUGUST 21, 1986) The following merit salary schedule shall prevail for the period: UARY 2, 1988 THROUGH DECEMBER 31, 1988: CLASSIFICATION BASE 1 YR. 2 YR. 3 YR. 4 YR. 5 YR. Case Management Coord.-CMH 20,923 22,178 23,434 24,690 25,945 27,201 Clinical Psychologist I 25,266 26,782 28,299 29,815 31,331 32,846 Clinical Psychologist II 26,597 28,210 29,823 31,437 33,050 34,663 Mental Health Clin. 23,642 25,414 27,189 29,553 31,916 34,281 Mental Health Clin. PhD 29,470 31,299 33,128 34,956 36,785 38,614 Program Specialist I-CMH 22,992 24,371 25,751 27,132 28,511 29,890 Social Worker I 25,266 26,782 28,299 29,815 31,331 32,846 Social Worker II 26,597 28,210 29,823 31,437 33,050 34,663 Training Leader CMH 17,332 18,371 19,412 20,451 21,493 22,531 SALARIES FOR 1989 AND 1990 Employees represented by this bargaining unit shall be entitled to receive the same general salary increase as approved by the Oakland County Board of Commissioners to take effect during calendar years 1989 and 1990 for non-represented employees. All such adjustments shall be applied at the same time and in the same manner as applied to the non-represented employee group. 33 COMMUNITY MENTAL HEALTH SOCIAL WORKERS, PROGRAM SPECIALIST II, CLINICAL PSYCHOLOGISTS, TRAINING LEADER, CASE MGT. COORD. APPENDIX G (Con't) II 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 REFERENCE 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 Community Mental Health Services Board are adopted herein '1r 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 on 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. 34 COMMUNITY MENTAL HEALTH SOCIAL WORKERS, PROGRAM SPECIALIST II, CLINICAL PSYCHOLOGISTS, TRAINING LEADER, CASE MGT. COOED. APPENDIX G (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. 35 22,339 22,339 19,121 20,261 24,079 18,741 25,977 23,474 23,474 20,329 21,398 24,752 20,329 PARKS AND RECREATION DEPARTMENT MAINTENANCE EMPLOYEES APPENDIX H a. SALARIES (FOR EMPLOYEES HIRED PRIOR TO AUGUST 21, 1986) The following merit salary schedule shall prevail for the period: JANUARY 2, 1988 THROUGH DECEMBER 31, 1988: . CLASSIFICATION BASE 1 YEAR 2 YEAR General Helper General Maintenance Mechanic P & R Grounds Equipment Mechanic Groundskeeper Groundskeeper II Groundskeeper Crew Chief Parks Maintenance Aide Skilled Maintenance Mechanic II 5.76 Per Hour 21,202 21,202 17,908 19,074 23,408 18,137 24,333 SALARIES FOR 1989 AND 1990 Employees represented by this bargaining unit shall be entitled to receive the same general salary increase as approved by the Oakland County Board of Commissioners to take effect during calendar years 1989 and 1990 for non-represented employees. All such adjustments shall be applied at the same time and in the same manner as applied to the non-represented employee group. 36 PARKS AND RECREATION DEPARTMENT MAINTENANCE EMPLOYEES APPENDIX H (Can't) b. SALARIES (FOR EMPLOYEES HIRED ON OR AFTER AUGUST 21, 1986) The following merit salary schedule shall prevail for the period: JANUARY 2, 1988 THROUGH DECEMBER 31, 1988: CLASSIFICATION BASE 1 YR. 2 YR. 3 YR. 4 YR. 5 YR. General Helper General Maint. Mech. - P & R 18,060 19,142 20,227 21,310 22,395 23,474 Grounds Equipment Mechanic 18,060 19,142 20,227 21,310 22,395 23,474 Groundskeeper I 15,637 16,575 17,513 18,452 19,390 20,329 Groundskeeper II 16,460 17,447 18,435 19,422 20,410 21,398 Groundskeeper Crew Chief 19,040 20,182 21,324 22,466 23,609 24,752 Parks Maintenance Aide 15,637 16,575 17,513 18,452 19,390 20,329 Skilled Maint. Mech. II 19,991 21,191 22,391 23,590 24,789 25,977 SALARIES FOR 1989 AND 1990 Employees represented by this bargaining unit shall be entitled to receive the same general salary increase as approved by the Oakland County Board of Commissioners to take effect during calendar years 1989 and 1990 for non-represented employees. All such adjustments shall be applied at the same time and in the same manner as applied to the non-represented employee group. 5.76 Per Hour 37 PARRS AND RECREATION DEPARTMENT MAINTENANCE EMPLOYEES APPENDIX H (Con'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 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 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 classification, after completion of each step in the Groundskeeper I 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. 38 DRAIN COMMISSION MAINTENANCE EMPLOYEES APPENDIX I a. SALARIES (FOR EMPLOYEES HIRED PRIOR TO AUGUST 21, 1986) The following merit salary schedule shall prevail for the period: JANUARY 2, 1988 THROUGH DECEMBER 31, 1988: CLASSIFICATION BASE 1 YEAR 2 YEAR General Helper General Maintenance Mechanic - Drain Maintenance Laborer 5.76 Per Hour 21,202 22,339 23,474 17,141 18,228 19,312 SALARIES FOR 1989 AND 1990 Employees represented by this bargaining unit shall be entitled to receive the same general salary increase as approved by the Oakland County Board of Commissioners to take effect during calendar years 1989 and 1990 for non-represented employees. All such adjustments shall be applied at the same time and in the same . manner as applied to the non-represented employee group. 39 DRAIN COMMISSION MAINTENANCE EMPLOYEES APPENDIX I I (Con't) b. SALARIES (FOR EMPLOYEES HIRED ON OR AFTER AUGUST 21, 1986) The following merit salary schedule shall prevail for the period: JANUARY 2, 1988 THROUGH DECEMBER 31, 1988: CLASSIFICATION BASE 1 YR. 2 YR. 3 YR. 4 YR. 5 YR. General Helper 5.76 Per Hour General Maint. Mech. - Drain 18,060 19,142 20,227 21,310 22,395 23,474 Maintenance Laborer 14,855 15,745 16,637 17,529 18,420 19,312 SALARIES FOR 1989 AND 1990 Employees represented by this bargaining unit shall be entitled to receive the same general salary increase as approved by the Oakland County Board of Commissioners to take effect during calendar years 1989 and 1990 for non-represented employees. All such adjustments shall be applied at the same time and in the same manner as applied to the non-represented employee group. 40 DRAIN COMMISSION MAINTENANCE EMPLOYEES APPENDIX I (Can't) II REPRESENTATION There shall be one (I) 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. 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 toward the basis on which service increment pay is determined.