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HomeMy WebLinkAboutResolutions - 1987.04.30 - 17739. --- 1 HERDY Danie VE THE FOREGOING RESOLUTION Date Miscellaneous Resolution #87096 April 30, 1987 BY: PERSONNEL COMMITTEE - John P. Calandro, Chairperson IN RE: CHILDREN'S VILLAGE, CAMP OAKLAND AND PROBATE COURT - 1986 - 1989 LABOR AGREEMENTS FOR EMPLOYEES REPRESENTED BY LOCAL 2437, CASEWORKERS AND NON-CASEWORKERS, COUNCIL 25, AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES, AFL-CIO TO THE OAKLAND COUNTY BOARD OF COMMISSIONERS Mr. Chairperson, Ladies and Gentlemen: WHEREAS the Oakland County Probate Court, the County of Oakland and Local 2437, Council 25, American Federation of State, County and Munici- pal Employees, AFL-CIO, have been negotiating a contract covering 77 Case- work employees and another contract covering 190 Non-Caseworker employees of the Children's Village, Camp Oakland and the Oakland County Probate Court; and WHEREAS four-year agreements have been reached with these employees for the period January 1, 1986 through December 31, 1989 and said agreements have been reduced to writing; and WHEREAS said agreements have been reviewed by your Personnel Committee which recommends approval of the agreements. NOW THEREFORE BE IT RESOLVED that the agreements between the Oakland County Probate Court, the County of Oakland, the Caseworker employees and Non-Caseworker employees, and Local 2437, Council 25, American Federation of State, County and Municipal Employees, AFL-CIO, be and the same are hereby approved; and that the Chairperson of this Board, on behalf of the County of Oakland, be and is hereby authorized to execute said agreements, copies of which are attached hereto. Mr. Chairperson, on behalf of the Personnel Committee, I move the adoption of the foregoing resolution. PERSONNEL COMMITTEE FISCAL NOTE BY FINANCE COMMITTEE, DR. G. WILLIAM CADDELL, CHAIRPERSON IN RE: CHILDREN'S VILLAGE, CAMP OAKLAND AND PROBATE COURT- 1986 -1989 LABOR AGREEMENT FOR EMPLOYEES REPRESENTED BY LOCAL 2437, COUNCIL 25, FEDERATION OF STATE, COUNTY, AND MUNICIPAL EMPLOYEES, AFL-CIO - MISCELLANEOUS RESOLUTION #87 TO THE OAKLAND COUNTY BOARD OF COMMISSIONERS Mr, Chairperson, Ladies and Gentlemen: Pursuant to Rule XI-G of this Board, the Finance Committee has reviewed Miscellaneous Resolution #87 and finds: 1) This four (4) year agreement for the period January 1, 1986 through December 31, 1989 covers 267 governmental funded positions, 2) Additional cost for the first two years is $841,155 of which $258,161 is 1986 retroactive cost and $582,994 is 1987 cost including $3,600 for a grievance payment to the Probate Court Intake Referees, the entire amount to be paid in 1987, 3) Of the total amount, $711,213 is for salaries and $129,942 is for fringe benefits as detailed in the attached schedules I and 11, 4) $711,213 is available in the 1987 Salary Adjustment Account and $129,942 is available in the 1987 Fringe Benefit Adjustment Account to cover the increase, 5) Sufficient funds are available and recommends the appropriation of $711,213 from the 1987 Salary Adjustment Account and $129,942 from the 1987 Fringe Benefit Adjustment Account and the transfer of said amounts to the 1987 Division budgets as specified in Schedule III, FINANCE COMMITTEE $0 (82) $0 (88) ($88) SCHEDULE I OAKLAND COUNTY, MICHIGAN UNION CONTRACT AGREEMENT - 1986 FINANCIAL IMPLICATIONS ACSC&ME LOCAL 2437 CHILDRENS' VILLAGE, CAMP OAKLAND AND PROBATE COURT EMPLOYEES CURRENT PROPOSED INCREASE/ COSTS COSTS (DECREASE) GENERAL FUND (10100) (341-01) PROBATE COURT-JUDICIAL ADMIN SALARIES $402,338 $417,859 $15,521 * FRINGE BENEFITS 142,486 144,988 2,502 TOTAL $544,824 $562,847 $18,023 (344-01) PROBATE COURT-ESTATES & MENTAL SALARIES $473,684 $483,454 $9,770 FRINGE BENEFITS 180,547 179,022 (1,525) TOTAL $654,231 $662,478 $8,245 (345-03) PROBATE COURT-COURT SERVICE SALARIES $121,479 $125,123 $3,644 FRINGE BENEFITS 44,548 44,916 368 TOTAL $166,027 $170,039 $4,012 (345-05) PROBATE COURT-LEGAL PROCESSING SALARIES $629,203 $640,813 $11,610 FRINGE BENEFITS 244,220 243,625 (595) TOTAL $873,423 $884,438 $11,015 (346-01) PROBATE COURT-TRAINING & CLINICAL SERVICES SALARIES $19,067 $19,067 FRINGE BENEFITS 6,096 6,014 ($82) TOTAL $25,163 $25,081 (347-01) PROBATE COURT-FIELD SERVICES SALARIES $19,697 $19,697 FRINGE BENEFITS 8,075 7,987 TOTAL $27,772 $27,684 * Amount does not include $3600 grievance settlement payment to the Probate Court Intake Referees. PREPARED BY BUDGET DIVISION PAGE 1 (347-03) PROBATE COURT-FOSTER CARE & ADOPTIONS SALARIES $192,435 $200,484 $8,049 FRINGE BENEFITS 67,095 68,532 1,437 TOTAL $259,530 $269,016 $9,486 (347-05) PROBATE COURT-CASEWORK UNIT SALARIES $755,000 $788,975 $33,975 FRINGE BENEFITS 263,294 269,841 6,547 TOTAL $1,018,294 $1,058,616 $40,522 (347 -12) PROBATE COURT-YOUTH ASSISTANCE SALARIES $827,887 $863,501 $35,614 FRINGE BENEFITS 292,464 299,112 6,648 $1,120,351 $1,162,613 $42,262 TOTAL TOTAL GENERAL FUND SALARIES FRINGE BENEFITS $3,440,790 $3,558,973 1,248,825 1,264,037 $118,183 15,212 TOTAL $4,689,615 $4,823,010 $133,395 CAMP OAKLAND FUND (29210) (164-01) CAMP OAKLAND - ADMINISTRATION SALARIES $28,406 $30,423 $2,017 , FRINGE BENEFITS 12,926 13,230 304 TOTAL $41,332 $43,653 $2,321 (164-10) CAMP OAKLAND - BOYS' RANCH SALARIES $104,215 $108,621 $4,406 FRINGE BENEFITS 45,270 45,833 563 TOTAL $149,485 $154,454 $4,969 (164-15) CAMP OAKLAND - GIRLS' RANCH SALARIES $118,282 $123,491 $5,209 FRINGE BENEFITS 43,361 44,101 740 TOTAL $161,643 $167,592 $5,949 (164-20) CAMP OAKLAND - WORK EDUCATION SALARIES $161,768 $169,049 $7,281 FRINGE BENEFITS 61,928 63,268 1,340 TOTAL $223,696 $232,317 $8,621 PREPARED BY BUDGET DIVISION PAGE 2 $0 (245) ($245) $58,341 18,329 $76,670 $431,584 166,432 $598,016 $18,913 2,947 $21,660 $2,086,778 797,352 $2,884,130 $81,916 12,138 $94,054 $82,394 28,273 $110,667 $3,548 646 $4,194 $173,404 60,619 $234,023 $6,250,739 2,288,440 $8,539,179 $91,010 32,346 $123,356 TOTAL CAMP OAKLAND FUND SALARIES $412,671 FRINGE BENEFITS 163,485 TOTAL $576,156 CHILDRENS' VILLAGE FUND (29230) (165-01) CHILDREN'S VILLAGE -ADMINISTRATION SALARIES $58,341 FRINGE BENEFITS 18,574 TOTAL $76,915 (165-10) CHILDREN'S VILLAGE -CHILD CARE SALARIES $1,946,521 $2,028,437 $81,916 FRINGE BENEFITS 766,640 779,023 12,383 TOTAL $2,713,161 $2,507,460 $94,299 TOTAL CHILDRENS' VILLAGE FUND SALARIES $2,004,862 FRINGE BENEFITS 765,214 TOTAL $2,790,076 JUVENILE BA.INTENNCE FUND (29260) (347-14) ALTERNATIVES TO SECURE DETENTION " 'SALARIES $78,846 FRINGE BENEFITS 27,627 $106,473 (347-16) REPEAT OFFENDER PROJECT SALARIES FRINGE BENEFITS TOTAL TOTAL JUVENILE MAINTENANCE FUND SALARIES $165,937 FRINGE BENEFITS 59,234 $225,171 TOTAL ALL FUNDS SALARIES $6,024,260 FRINGE BENEFITS 2,256,758 TOTAL $8,281,018 TOTAL $87,091 31,607 $116,698 TOTAL $226,479 31,682 $258,161 $3,919 739 $4,658 $7,467 1,385 $8,852 PREPARED BY BUDGET DIVISION PAGE .3 A:6 $458 34 $492 $788 112 $900 SCHEDULE II OAKLAND COUNTY, MICHIGAN UNION CONTRACT AGREEMENT - 1987 FINANCIAL IMPLICATIONS ACSC&ME LOCAL 2437 CHILDRENS' VILLAGE, CAMP OAKLAND AND PROBATE COURT EMPLOYEES CURRENT PROPOSED INCREASE/ COSTS COSTS (DECREASE) GENERAL FUND (1,0100) (341-01) PROBATE COURT-JUDICIAL ADMIN SALARIES $402,338 $440,004 $37,666 FRINGE BENEFITS 142,486 150,609 8,123 TOTAL $544,824 $590,613 $45,769 (344-01) PROBATE COURT-ESTATES & MENTAL SALARIES $473,684 $498,528 $24,844 FRINGE BENEFITS 180,547 182,835 2,288 TOTAL $654,231 $681,363 $27,132 (345 -03) PROBATE COURT-COURT SERVICE SALARIES $121,479 $128,039 $6,560 FRINGE BENEFITS 44,548 45,655 1,107 TOTAL $166,027 $173,694 $7,667 (345 -05) PROBATE COURT -LEGAL PROCESSING SALARIES $629,203 $662,087 $32,884 ERINGE BENEFITS 244,220 249,018 4,798 TOTAL $873,423 $911,105 $37,682 (346-01) PROBATE COURT-TRAINING 8E. CLINICAL SERVICES SALARIES $19,067 $19,525 FRINGE BENEFITS 6,096 6,130 TOTAL $25,163 $25,655 (347 -01) PROBATE COURT-FIELD SERVICES SALARIES $19,697 $20,485 FRINGE BENEFITS 8,075 6,167 TOTAL $27,772 $28,672 PREPARED BY BUDGET DIVISION PAGE 1 (347-03) PROBATE COURT -FOSTER CARE & ADOPTIONS SALARIES $192,435 $208,288 $15,853 FRINGE BENEFITS 67,095 70,564 3,469 TOTAL $259,530 $278,652 $19,322 (347-05) PROBATE COURT-CASEWORK UNIT SALARIES $755,000 $822,950 $67,950 FRINGE BENEFITS 263,294 278,722 15,428 TOTAL $1,018,294 $1,101,672 $83,378 (347-12) PROBATE COURT-YOUTH ASSISTANCE SALARIES $827,887 $900,456 $72,579 FRINGE BENEFITS 292,464 308,756 16,292 TOTAL $1,120,351 $1,209,222 $88,671 TOTAL GENERAL FUND SALARIES $3,440,790 $3,700,372 $259,582 FRINGE BENEFITS 1,248,825 1,300,476 51,651 TOTAL $4,689,615 $5,000,848 $311,233 CAMP OAKLAND FUND (29210) (164-01) CAMP OAKLAND - ADMINISTRATION SALARIES $28,406 $32,667 $4,261 FRINGE BENEFITS 12,926 13,829 903 TOTAL $41,332 $46,496 $5,164 (164 -10) CAMP OAKLAND - BOYS' RANCH SALARIES $104,215 $112,926 $8,711 FRINGE BENEFITS 45,270 46,986 1,716 TOTAL $149,485 $159,912 $10,427 (164-15) CAMP OAKLAND - GIRLS' RANCH SALARIES $118,282 $128,641 $10,359 FRINGE BENEFITS 43,361 45,481 2,120 TOTAL $161,643 $174,122 $12,479 (164-20) CAMP OAKLAND - WORK EDUCATION SALARIES $161,768 $176,484 $14,716 FRINGE BENEFITS 61,928 65,246 3,318 TOTAL $223,696 $241,730 $18,034 PREPARED BY BUDGET DIVISION PAGE 2 , A-8 $2,625 420 $3,045 $60,966 18,994 $79,960 $450,718 171,542 $622,260 $38 ,047 8,057 $46,104 $7,096 1,573 $8,669 $85,942 29,200 $115,142 $7,838 1,763 $9,601 $94,929 33,370 $128,299 $2,173,433 820,430 $2,993,863 $168,571 35,216 $203,787 TOTAL CAMP OAKLAND FUND SALARIES $412,671 FRINGE BENEFITS 163,455 TOTAL $576,156 CHILDRENS' VILLAGE FUND _(292301 (165-01) CHILDREN'S VILLAGE -ADMINISTRATION SALARIES $58,341 FRINGE BENEFITS 18,574 TOTAL $76,915 (165 -10) CHILDREN'S VILLAGE -CHILD CARE SALARIES $1,946,521 $2,112,467 $165,946 FRINGE BENEFITS 766,640 801,436 34,796 TOTAL $2,713,161 $2,913,903 $200,742 TOTAL CHILDRENS' VILLAGE FUND SALARIES $2,004,862 YRINGE BENEFITS 785,214 TOTAL $2,790,076 JUVENILE MAINTENANCE FUND (29260) (347-14) ALTERNATIVES TO SECURE DETENTION SALARIES $78,846 FRINGE BENEFITS 27,627 TOTAL $108,473 (347-18) REPEAT OFFENDER PROJECT SALARIES $87,091 FRINGE BENEFITS 31,607 TOTAL $118,698 TOTAL JUVENILE MAINTENANCE FUND SALARIES FRINGE BENEFITS TOTAL $165,937 59,234 $225,171 $180,871 62,570 $6,505,394 2,355,018 $14,934 3,336 $481,134 98,260 TOTAL ALL FUNDS SALARIES $6,024,260 FRINGE BENEFITS 2,256,758 $243,441 $18,270 TOTAL $8,281,018 $8,860,412 $579,394 PREPARED BY BUDGET DIVISION PAGE 3 4-29260-347-14 4-29260-347-16 Sub-total Alt. to Secure Detent. RepeaT Offend. Juvenile Maint. TOTAL ALL FUNDS 4-10100-909-01-00-9901 Salary Adjust. 4-10100-909-01-00-9906 Fringe Adjust. -0- -0- -0- cl7=7,E III AFSCME COUNCIL 25 - LOCAL 2437 PROPOSED 198671989 -LABOR AGREEMENT 1987 BUDGET AMENDMENT Salaries (#1001) Fringes (t2070) Total Division/Unit 4-10100-341-01 4-10100-344-01 4-10100-34503 4-10100345-05 4-10100-346-01 4-10100-347-01 4-10100-347-03 4-10100-347-05 4-10100-347-12 Prob. Ct. - judicial Admin. Prob. Ct. - Estates & Mental Prob. Ct. - Court Service Prob. Ct. - Legal Process. Prob. Ct. - Training & Clinic Prob. Ct. - Field Services Prob. Ct. - Foster Care Prob. Ct. - Casework Prob. Ct. - Youth Ass't, $ 56,787* 34,614 10,204 44,494 458 788 23,902 101,925 108,193 $381,365 $ 10,625 763 1,475 4,203 (48) 24 4,906 21,975 22,940 $ 66,863 $ 67,412 35,377 11,679 48,697 410 812 28,808 123,900 131,133 $448,228 Sub-Total Probate Court Admin, Boys' Ranch Girls' Ranch Work Ed. 4-29210-164-01 Camp Oak. - 4-29210-164-10 Camp Oak. - 4-29210-164-15 Camp Oak. - 4-29210-164-20 Camp Oak. - Sub-Total Camp Oak4nd 6,278 13,117 15,568 21,997 $ 56,960 1,207 2,279 2,860 4,658 $ 11,004 7,485 15,396 18,428 26,655 $ 67,964 4-29230-165-01 Child. Viii. - Admin. 4-29230-165-10 Child. Vill. Child Care Sub-Total Children's Village $ 2,625 247,862 $250,487 $ 175 47,179 $ 47,354 $ 2,800 295,041 $297,841 $ 10,644 11,757 $ 22,401 $711,213 $(711,213) $ 2,219 2,502 $ 4,721 $129,942 $(129,942) $ 12,863 14,259 $ 27,122 $841,155 $(711,213) $(129,942) *Amount includes a payment of $900 for each of the four (4) Probate Court Intake Referees as part of a grivevance settlement. Moved by Caddell supported by Rowland the Fiscal Note be accepted. AYES: Hobart, Jensen, Richard Kuhn, Susan Kuhn, Lanni, Law, Luxon, Angus McPherson, Ruel McPherson, Moffitt, Nelson, Perinoff,Pernick, Price, Rewold, Rowland, Skarritt, Wilcox, Caddell, Calandro, Crake, Doyon, Gosling. (23) NAYS: None. (0) A sufficient majority having voted therefor, the Fiscal Note was accepted. April 30, 1987 RESOLUTION # 870c1.6 • Moved by Calandro supported by Gosling the resolution (with a favorable Fiscal Note attached) be adopted. AYES: Doyon, Gosling, Hobart, Jensen, Richard Kuhn, Susan Kuhn, Lanni, Law, Luxon, Angus McPherson, Ruel McPherson, Moffitt, Nelson, Perinoff, Pernick, Price, Rewold, Skarritt, Wilcox, Caddell, Calandro, Crake. (22) NAYS: None. (0) A sufficient majority having voted therefor, the resolution was adopted. STATE OF MtCHJGAN1 COUNTY OF OAKLAND) t, 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 adopted by the Oakland County Board of Commissioners at their meeting held on April 30, 1987 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 Testimony Whereof, I have hereunto set my hand and affixed the seal of said County at Pontiac, Michigan this 30th day of April 19 87 THE OAKLAND COUNTY PROBATE COURT, THE COUNTY OF OAKLAND AND THE AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES, AFL-CID COUNCIL 25 l'r NON-CASEWORKER EMPLOYEES Collective. Bargaiaing Agreemaar 1986 - 1989 AGREEMENT Agreement entered into on this 7W day of jA7 by and between Oakland County Probate Court, the County of Oakland and the Oakland County Board of Commissioners (hereinafter referred to as the "Employer") and Council 25 and its affiliated Local Union, No. 2437, AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES, AFL-CIO, (hereinafter jointly referred to as the "Union" and individually referred to as the Local Union Number.) I. RECOGNITION The Employer recognizes the Union as the exclusive representative of all employees other than Caseworkers, of and employed in the Oakland County Probate Court, Children's Village and Camp Oakland, 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 and Act 379 of Public Acts of 1965. All employees of and employed in the Oakland County Probate Court, Children's Village and Camp Oakland, excluding confidential. employees, professional employees, executives and supervisors. II. PURPOSE AND INTENT The general purpose of this Agreement is to set forth certain terms and conditions of employment, and to promote orderly and peaceful labor relations For the mutual interest of the Employer, its employees and the Union. The parties recognize that the interest of the community and the job security of the employees depend upon the Employer's success in establishing, and the Union's success in rendering proper services to the public. To these ends, the Employer and the Union encourage to the fullest degree friendly and cooperative relations at all levels and among all employees. The parties recognize that the Employer is legally and morally obligated to guarantee to all citizens a fair and equal opportunity for employment, and to these ends agree that no person shall be denied employment or membership in the Union, nor in any way be discriminated against because of sex, age, race, color, creed, national origin, political or religious beliefs, The masculine pronouns and relative words herein used shall be read as if written in plural and feminine, if required by the circumstances and individuals involved, and is not intended to be discriminatory in any fashion. III. MANAGEMENT RIGHTS The right to hire, promote, discharge or discipline for just cause, and to maintain discipline and efficiency of employees, is the sole responsibility of the Employer except that Union Members shall not be discriminated against as such. In addition, the work schedules, methods and means of departmental operations are solely and exclusively the •responsibility of the Employer, subject, however, to the provisions of this agreement. TV, 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 employees covered by this agreement, and all other benefits and policies t,rovined for in the Oakland County Merit System, wbiEb incorporates the Oakland County Employees handbook, are incorporated herein by reference and made a part hereof to the same extent as if they were specifically set forth. of th (2) V. AID TO OTHER UNIONS Section 1. The Employer agrees and shall cause its designated agents not to aid, promote, or finance any other labor group or organization which purports to engage in collective bargaining or to make any agreement with any such group or organization for the purpose of undermining the Union. Section 2. The Union agrees not to make agreements with any other union for the purpose of coercing the Employer. VI. DUES CHECK-OFF (a) The Employer agrees to deduct the union membership initiation fee and dues, once each month, from the pay of Chose 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 eacli month and shall he remitted together with an itemized statement Cu the local treasur er, within fourteen 14) days after the deductions have been made. (b) An employee shall cease to be subiect to check-off deductions beginning with the month immediately following the month in which he is no longer a member of the bargaining unit, However, an employee ;Mall continue to be subject to Check-off deductions which he has authorized ah he may be transferred irom this bargaining units to another bargaining unit rapl:asented by Local 2437, Gonncil 25, American Federation of State, County and Municipal Employees. (c) Any employee may voluntarily cancel or revoke the Authorization for' Check-off deduction upon written notice to the Employer and the Onion. Such voluntary witbdrawl from payroll deduction of Union Dues may only occur during the (3) period December 16 through December 31 of any calendar year. (a) 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. VII. 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 both verbally and in writing, with copies to the employer, that their conduct is in violation of the contract and that all such persons shall immediately cease the offending conduct. The Employer will not lockout any employees of the bargaining unit during the term of this Agreement. VIII, BASIS OF REPRESENTATION Section 1. There shall be one Steward and an Alternate Steward for the following locations and shifts, all Stewards and Alternate Stewards must come from the unit they represent. Children's Village - One (1) each shift Camp Oakland - One (1) each for the day and afternoon shift Courthouse - One (1) for the day shift Stewards will be released from their work, after obtaining approval of theft respective supervisors and recording their tin 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. Approval 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. (4) The privilege of stewards to leave their work during working hours, without loss of pay, is extended with the understanding that the time will be devoted to the prompt handling of grievances and will not be abused, and that they will continue to work at their assigned jobs at all times except when permitted to leave •their work to handle grievances. Section 2. There shall also be one Chief Steward and one Alternate Chief Steward. Section 3. There shall be a Grievance Committee consisting of three (3) members of the represented group, cert .;Hed in writing to the Employer. Either the Local President or Chief Steward, or both, upon sufficient notice to the Employer, may substitute for a member or members of the Grievance Committee. The Employer shall meet whenever necessary, at a mutually convenient time, with the union grievance committee. The purpose of grievance committee meetings will be to adjust pending grievances, and to discuss procedures for avoiding future grievances, in addition, the committee may discuss with the Employer other issues which would improve the relationship between the parties. Section. 4, - Bargaining Committee The Employer agrees to recognize one bargaining committee representing bo!fa the Caseworker and Non-Caseworker bargaining units, such committee shall be composed of not more than five. (5) members selected by the Union and certified in ,77ititig to the Employer. The Local President may partipate as an additional member of the bargaining committee. NOTE: This combined Caseworker and Non-Caseworker Bargaining Committee is also referred to in Article VIII of the Caseworker current Collective Bargaining Agreement. (5) TX. GRIEVANCE PROCEDURE Section I. The Employer and the Union support and subscribe to an orderly method of adjusting employee grievances, To this end, the Employer and the Union agree that an employee should first bring his problem or grievance to the attention of his immediate supervisor, with or without his steward, and an attempt will be made to resolve the grievance informally. In the event the steward is called, he shall be released from his duties as soon as possible, and in any event, no later than the beginning of his shift the next day. The supervisor, the employee and the steward shall meet simultaneously in an attempt to resolve the matter. Dismissals, suspensions, demotions and disciplinary actions of any type shall be subjects for the grievance procedure and shall not be matters for the Personnel Appeal Board. Step 1 If the grievance is not settled informally between the employee and his immediate supervisor, the employee shall have the right TO discuss the grievance with his steward. If, in the steward's opinion, proper cause for the complaint exists, the Union shall have the right to submit a written grievance on the complaint to the immediate supervisor within ten (10) days, The written grievance must be signed by the employee and his steward and receipt acknowledged by the employee's immediate -supervisor. The department will kiva its written reply within ten (10) days (excluding Saturday, Sunday and holidays) of receipt of the written grievance, (6) Step 3 A grievance not settled at Step 2 may be submitted to the Grievance Committee within five days of the date of the receipt of the written reply. Any grievance not submitted to the Grievance Committee by written notification to the Employer within five days shall be considered dropped. A meeting on the grievance shall be held by the Grievance Committee within ten days unless the time is extended by mutual agreement of both parties. Step 4 Any matter not settled in Step 3 of the grievance procedure may be submitted to final and binding arbitration by either of the parties. A request for arbitration must be submitted by written notice to the other party .within fifteen (15) days after the grievance committee meeting. Expenses for arbitration . shall be borne equally by both parties. An arbitrator will be utilized from a rotating list agreed to by the parties. The Arbitrator shall have no power or authority to add to subtract from alter or modify the terms of this agreement, or set a wage rate. Section 2. The time limits specified hereinafter for movement of grievance through the process shall be strictly adhered to. In the event that a grievance is not nuealed within the particular specified time limit, it shall be deemed_ to be settled on the basis of the Employer's last answer, In the .event that the Employer shall fail to supply the Union with its answer to the particular step within the specified time limits, the grievance shall be deemed automatically positioned for appeal at the next step with the time limit for exercising said appeal commencing with the expiration of the grace period for answering. (7 ) Section 3. All specified time limits herein shall consist only of County work days Monday through Friday. Section 4. Each grievance shall have to be initiated within ten (10) days of each occurrence of the cause for complaint .or, if neither the aggrieved nor the Union had knowledge of said occurrence at the time of its happening, then within (10) days after the Union or the aggrieved becomes aware of the cause for complaint. X. BULLETIN BOARD The Employer shall assign appropriate space on bulletin boards which shall be used by the Union for posting notices, bearing the written approval of the President 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 vulgar, obscene, political or libelous in nature. XT. SENIORITY Sec ion 1. New employees may .:cquire. siliorify by working six (6) continuolious months, in which event the c_mployee's seniority will date ;.;:c.k 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. (3) If (c) Combined seniority shall be accumulated by an employee for work performed in the present two represented units in Probate Court, Camp Oakland and Children's Village, and, in addition, an employee in either unit shall be credited for service performed in non-represented classifications in the Probate Court, Camp Oakland and Children's Village. This combined accumulated seniority during the period of any layoff can be utilized as described in Article XII (a), hereinafter set forth, only within the bargaining unit in which the employee is employed at the time of layoff Anup-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; the employee is absent from work for three consecutive 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 lave; (e) If the employee does not return to work when recalled from a. layoff except that, an employee shall not lose seniority if within three (5) days of receipt of notice of recall to work, he gives a written notice to the Employer of his intent n) return to work ,T:til.;n five (5) days of the receipt of such notice and does return within the five (5) day period. Consideration may he given by the Employer of reasons given by any employee who has given, notice but fails to return within the five (5) day period. (9) Section 2. Shift, preference will be granted at Children's Village or Camp Oakland on the basis of seniority, within the classification, provided the employee meets the qualifications of the vacancy. Shift preference may be utilized only for vacancies created by employee separation, promotion or the creation of a new position. Vacancies created by employee transfers, ES a result of shift preference, shall not be subject to shift preference. XII. LAYOFF, RECALL, AND TRANSFERS (a) 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 reverse order of their seniority, based on capability of performing available jobs and shall be recalled in order of their seniority. (h) The employer will endeavor to notify the Union at such time as the employer anticipates the laying off of employees represented by this bargaining unit. (c) If and when an employee is permanently transferred to another division, in or outside the bargaining unit, the President or Chief Steward shall be notified of said transfer by the Employer. If the employee is thereafter transferred back to the bargaining unit be shall have as his seniority date the seniority date he had at the time of his transfer. XIII TEMPORARY ORANGE OF RATE- In cases in which an employee's temporary assignment i.uc.ludes taking over the ultimate responsibilities inherent in a higher level job and the temporary assignment is for more then five (5) consecutive working days, the base salary rate for the classification assigned will be paid during the period the employee is required to work in the higher class, retroactive to the day in which the temporary assignment began. In the event the base rake of the (ID) higher class is lower than the employee's regular rate the employee will be paid at the next higher step over their regular rate. A Temporary Change of Rate will not be paid when an employee is substituting for an employee on Sick Leave until the substitution has been for thirty (30) consecutive working days. XIV. PROMOTIONS (a) All promotions within the bargaining unit shall be made on the basis of competitive examination as provided for in the Oakland County Merit System. The Employer will make his selection for promotion from the five highest ranking candidates who have passed the promotional examination.. (b) Notices of Promotional opportunity within the Oakland County Merit System will be sent to the Local Union President or his/her designee for posting on the Union bulletin board. TV. GENERAL CONDITIONS Section 1, The Union shall be notified in advance of anticipated permanent inajor changes in working conditions and discussions shall be held nereon. The reemployment rights of employees and probationary employees who are vete rans will be limited by applicable laws and regulations. oh 3. Employees elected to any permanent full-time union of fine or selected by Thion to do work which ',lakes them from their employmehlt with the County, shall the written request of the Union be granted a lhave of absence without pay. The leave of absence shall not exceed ran (2) years, hot it may be renewed. or extended for a similar period at any time upon the written request of the Union. (11) Any employee on approved Union leave of absence will continue to accumulate Union seniority while on leave but will not receive credit toward "Length of County Service" for fringe benefit purposes under Rule 22, Oakland County Merit System. Section 4. When any position not listed on the wage schedule is filled or established, the County may designate a job classification and rate structure for the position. In the event the Union does not agree that the classification rate or structure are proper, the Union shall have the right to submit the issue as a grievance through the grievance procedure within a sixty (60) day period. Section 5. In the event that any other represented unit, other than a un 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 units covered under this agreement. Section 6. Special conferences will be arranged between the Local President and the 7imrloyer upon the request of either party, Uillss otherwise agreed, such meetings shall be between at least two (2) representatives of the )=Nployer and OD more than three (1 ) representatives of the. Union- Unless otherwise agreed, arrangements for srle_:) special conferences shall he made at least twenty-four (24) hours in advance, and the conference shall be held within ten (10) working days after the request is made, Am agenda of the matters to be taken up at the meeting, together with the names of the conferees representing the requesting patty, shall be presented at (12.) the time the conference is requested. Matters taken up in special conferences shall be confined to those included in the agenda. Such conferences shall be held during regular working hours. Members of the Union shall not lose time or pay for time spent in such special conferences and no additional compensation will be paid for such employees for time spent in such conferences beyond regular working hours. A representative of Council 25 or a representative of the International Union may attend the special conferences. Section 7. • If a medical divergence of opinion occurs between the employee's doctor and management's doctor with respect to whether the employee is able to return to work from a non-work related illness or injury, the parties may by mutual agreement, refer the employee to a clinic or physician mutually agreed apon for a decision as to whether or not he or she is able to return to work. The expense of any mutually agreed_ to examination, in accordance with the above provision, shall be paid one-half by the employee and .one-half by the County. Employees shall be eligible to request utilization of this provision only upon posting an amount. with the Employer sufficient to cover his or her portion of the anticipated expenses, or signing a waiver to provide withholding of said amount from any future earnings or other payments owd the employee by the TTnI Lover, If either of the parties disagree on the necessLzy of the third opinion, the disagreeing party will provide a letter of explanation to the other party for purposes of communication. (13) Section 8. Any employee required to work overtime which is not contiguous to the employee's regular work schedule shall be entitled to a minimum of two (2) hours work or pay for weekdays and three (3) hours work or pay for weekends or holidays at the time—and—one—half rate. (Weekdays are defined as the first five (5) days of work which are part of an employee's regular work schedule.) Section 9. The union president shall be eligible for one (1) hour of release time per day for union business. Such release time shall be granted providing the employee's normal work load is maintained. Release time for the union president shall not exceed ten (10) hours within any pay period. •- • Section 10. All supplemental agreements shall be subject to the approval of the Employer and the union. They shall be approved or rejected within a period of forty—five (45) days following the date of the agreement between the parties (1 4) XVI. MAINTENANCE OF CONDITIONS Wages 7 hours and conditions of employment 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 except that some benefits may he increased or decreased in the process of negotiations between the parties and made a part of the final agreement. XVII. ECONOMIC MATTERS Wages and fringe benefits are attached hereto as Appendix A and Appendix B. XVIII. RESOLUTION OF ALL MATTERS The provisions of this labor agreement include resolution of all matters which remained at the time of settlement as issues of negotiations and upon which settlement was reached. (15) XIX. DURATION This Agreement shall remain in full force and effect until midnight, December 31, 1989. It shall be automatically renewed from year to year thereafter unless either party shall notify the other in writing, sixty (60) days prior to the anniversary date, that it desires to modify this agreement. In the event that such notice is given, negotiations shall begin not later than sixty (60) days prior to the anniversarydate. This agreement shall remain in full force and he effective during the period of negotiations and until notice of termination of this agreement is provided to the other party in the manner set forth in the following paragraph. In the event that either party desires to terminate this agreement, written notice must be given to the other party no less than ten days prior to the desired termination date which shall not be before the anniversary date set forth in the preceding paragraph. It is agreed and understood that the provisions contained herein shall remain in full force and effect so long as they are not in violation of applicable statutes and ordinances and remain within the jurisdiction of the Comity of OaklausU (16) /; 2h , ,,- 4,4yx il 2 .....-..-. .-1/'.." r - / (7--- BY Roy Rewold, Ch/eirperson Board of Commisstioners The Union recognizes the right and duty of the County of Oakland and the Probate Court to operate and manage its affairs in accordance with the State of Michigan Constitutional provisions and statutes and such Constitutional provisions and statutes shall take precedence over any conflicting provisions which might be contained in this Agreement. If any article or section of this agreement or any appendix or supplement thereto should be held invalid by any Constitutional provision, operation of law or by any tribunal of competent jurisdiction, or if compliance with or enforcement of any article or section should be restrained by such tribunal, the remainder of this Agreement shall not be affected thereby. AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES METROPOLITAN COUNCIL NO. 25 AFI-CTO, LOCAL 2437 OAKLAND COUNTY PROBATE COURT Judge.H.Norman R. Barnard ChiefjProbate Judge T. -itIrph, tail4nd Canty Executive COUNTY OF OAKLAND, a Michigan Constitutional Corporation, (17) NON-CASEWORKER AGREEMENT APPENDIX. A lalaries - 1986 I. The following merit salary schedule shall prevail for the period from January 4, 1986 through January 2, 1987 for employees hired .prior to the signing of this agreement. 3 6 CLASSIFICATION BASE MONTHS MONTHS 1 YEAR 2 YEAR 3 YEAR 4 YEAR Clerk 1 12,884 13,079 13,271 13,659 Clerk II 14,438 14,728 15,019 15,605 • 16,185 16,765 Second Cook 14,407 14,811 15,211 16,009 Typist I 13,335 13,530 13,727 14,114 Typist II 14,896 15,188 15,479 16,071 16,656 . 17,242 uto Dict. & Prod. Typist 16,004 16,295 16,587 17,170 17,748 18,334 7irst Cook 15,564 15,810 16,054 16,550 17,041 17,534 : •,:ccount Clerk I 1 6,253 16,547 16,845 17,437 18,023 18,619 -ssr. Deputy Prob, Reg, 16,253 16,547 16,845 17,437 18,023 18,619 Thencgrapher 1 14,661 14,857 15,054 15,250 !=enographer TT 16,253 16,547 16,845 17,437 18,023 18,619 .1L2r1+: III 16,253 16,547 16,845 17,437 18,023 18,619 ...rildrane Supervisor 1 15,049 15,837 .ii:_y i7Dbate Register 1 17,351 18,125 18,903 19,683 20,459 Ho't7.,eCourt Reporter I 22,091 21,263 22,434 23,506 17,321 18,126 18,910 19,697 ,.:,.7.ouyit, Clerk IT 18,731 19,506 20,286 21,060 -'1dren.'s Supervisor II 16,421 17,592 10,768 19,939 71,143 (1 8) CLASSIFICATION ]ourt Service Officer ieputy Probate Reg. II Iffice Leader 'robate Court Reporter IT ourt Service Officer II iaint. Mech. Instr. Een. Staff Nurse NON-CASEWORKER AGREEMENT APPENDIX A, Continued 3 6 BASE MONTHS MONTHS 1 YEAR 2 YEAR 3 YEAR 4 YEAR 16,750 17,425 18,097 19,447 21,042 21,624 17,769 18,575 19,378 20,184 24,168 25,534 26,899 28,248 20,412 21,950 23,490 25,029 18,097 18,869 19,637 20,412 21,122 22,315 23,506 24,699 The following merit salary schedule shall prevail for the period from January , 1986 through January 2, 1987 for employees hired or promoted following the signing of this greement. CLASSIFICATION BASE 1 YEAR 2 YEAR 2 YEAR 4 YEAR 5 YEAR ori 1 12,317 13,055 13,794 14,333 15,272 16,011 crk. 11 12,676 13,465 14,256 15,046 15,837 16,626 Coo 12,676 13,465 14,256 15,046 15,837 16 ,626 Yaiof I 12,676 13,465 14,256 15,046 15,337 16,626 II 13,203 14,011 14,319 1.5,-26 16,435 17,242 & Auto Typist 13,754 14,579 15,405 16,230 17,056 17,801 Cook 13,754 14,579 15,405 16,230 17,056 17,881 C11: I 14,479 15,347 16,216 17,085 17,956 18,823 .st, Deputy Probate Reg. 14,479 15,347 16,216 17,085 17,954 16,823 nographer I 13,754 14,579 15,405 16,230 17,056 17,881 a9) NON-CASEWORKER ACREEMENT APPENDIX A, Continued. CLASSIFICATION 3 6 BASE MONTHS MONTHS I YEAR 2 YEAR 3 YEAR 4 YEAR tellographer TT lark III tliIdren's . Sup. I eputy Probate Register I 'robate Court Reporter I cretary I ,ccount Clerk II Suildren's Supervisor II ,Tsurt.Servics Officer I puty Probate Register II JfHce Leader '.7obate Court Reporter II :3urt: Service Officer II ;.int, Mechanic Instr. it.aff Nurse 14,479 15,347 16,216 17,085 17 .,954 18,823 14,479 15,347 16,216 17,085 17,954 18,823 15,556 16,490 17,423 18,357 19,290 20,224 15,240 16,155 17,069 . 17,984 18,898 19,813 19,924 21,119 22,315 23,511 24,706 25,902 15,240 16,155 17,069 17,984 13,898 19,813 16,048 17,010 17,974 18,936 19,900 20,862 16,381 17,363 18,347 19,329 20,313 .21,295 16,048 17,010 17,974 18,936 19,900 20,862 16,048 17,010 17,974 18,936 19,900 20,862 16,048 17,010 17,974 18,936 19,900 20,862 21,894 23,208 24,321 25,836 27,150 28,463 17,629 18,687 19,745 20,802 21,860 22,913 15,763 16,709 17,655 18,601 19,547 20,493 19,373 20,535 21,698 22,861 24,023 25,136 (20) CLASSIFICATION ..-]lerk I :lark IT ,.econd Cook ypist I rypist II uto Dict G: Prod. Typist -;_rst Cook ,.:::7,ouut Clerk I Deputy Prob, Reg, 7-1nographer 1 .=.ographef IL TT1 Supervisor T ,,puty Probate Register I robate Court Reporter T cl eeoc Clerk II ,L'cretary 7 ,:idren '5. Supervisor II curt Servicc, Officer I NON-CASEWORKER AGREEMENT APPENDIX A, Continued 7,1.1aries - 1987 I. The following merit salary schedule shall prevail effective January 3, 1987 for r :Tilployees hired prior to the signing of this agreement. 3 BASE MONTHS MONTHS 1 YEAR 2 YEAR 3 YEAR 4 YEAR 13,205 13,405 13,602 14,000 14,798 15,095 15,393 15,994 16,589 17,183 15,464 15,897 16,326 17,183 13,782 13,984 14,187 14,587 15,395 15,697 15,993 16,610 17,214 17,820 16,380 16,678 16,977 17,573 18,165 18,765 16,403 16,662 17,393 17,442 17,939 13,480 16,982 17,289 17,600 18,219 18,831 19,454 16,982 17,289 17,600 18,219 18,831 19,454 15,319 15,323 15,729 16,143 16,982 17,289 17,600 18,219 18,831, 19,454 16,982 17,289 17,600 18,219 18,831 19,454 15,873 16,485 17,759 18,551 19 7 343 20,146 20,940 20,922 22,142 23,362 24,581 18,028 18,844 19,659 20,477 19,177 19,970 20,769 21,561 17,093 18,312 19 3 536 20,755 22,008 17,144. 17,834 18,522 19,904 (21) NON-CASEWRKER AGREEMENT APPENDIX A, Continued CLASSIFICATION 3 6 BASE MONTHS MONTHS 1 YEAR 2 YEAR 3 YEAR 4 YEAR eputy Probate Register II ffice Leader rebate Court Reporter II curt Service•Officer II sine. Mech. Instr. eneral Staff Nurse 21,536 18,981 25,125 20,892 18,773 22,260 22,132 19,842 20,700 21,561 26,590 28,012 29,416 22,466 24,042 25,617 19,578 20,375 21,180 23,518 24,772 26,030 TT. The following merit salary schedule shall prevail effective January 3, 1987 or employees hired or promoted following the signing of this agreement. CLASSIFICATION lett. I lark II or r''t TT 0r1;e:, & Prod. Typist Coov. -..7,5tint Clerk I .st, Deputy Probate Reg. senographer I .1-anographer II BASE 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 12,730 13,492 14,256 15,020 15,784 16,547 13,101 13,916 14,734 15,550 16,368 17,183 13,101 13,916 14,734 15,550 16,368 17,183 13,1.01 13,916 14,734 15,550 16,368 17,183 13,645 14,480 15,315 16,149 16,986 17,820 14,215 15,067 15,921 16,774 17,627 18,480 14,215 15,067 15,921 16,774 17,627 18,480 14,964 15 7 861 16,759 17,657 18,555 19,454 14,964 15,861 16,759 17,657 18,555 19,454 14,215 15,067 15,921 16,774 17,627 18,480 14,964 15,861 16,759 17,657 18,555 19,454 (22) NON-CASEWORKER AGREEMENT APPENDIX A, Continued CLASSIFICATION lerk III -11i1dren's Supervisor I Deputy Probate Register I ?rohate Court Register I 3ecretary I c.count Clerk II 3hildren's Supervisor II clurt Service Officer I )eputy -robate Register II ffice Leader rohate Court Reporter II -D-ort Service Officer II ,11.11t. Mech. -nstr. ex:eral Staff Nurse - 1988 BASE 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 14,964 15,861 16,759 17,657 18,555 19,454 16,077 17,042 18,007 18,972 19,936 20,902 15,751 16,696 17,641 18,586 19,531 20,477 20,591 21,826 23,063 24,299 25,534 26,770 15,751 16,696 17,641 18,586 19,531 20,477 16,586 17,580 18,576 19,570 20,567 21,561 16,930 17,945 18,962 19,977 20,993 22,008 16,586 17,580 18,576 19,570 20,567 21,561 16,586 17,580 18,576 19,570 20,567 21,561 16,586 17,580 18,576 19,570 20,567 21,561 22,627 23,985 25,342 26,702 28,060 29,417 18,220 19,313 20,406 21,499 22,592 23,686 16,291 17,269 18,246 19,224 20,202 21,180 2.0,022 21,223 22,425 23,627 24,828 26,030 Non-Caseworker employees represented by Local 2437 shall be entitled to receive the same general increase as approved by the Oakland County Board of Commissioners to take effect during calendar year 1988 for non-represented employees, All such adjustments shall be applied at the same time and in the same manner as applied to the general nch- represented. group. 1989 The parties shall reopen negotiations for 1989 salary rates no Later than November 1, 1988, Note: Only those employees on the County payroll. as of the date of the execution of this agreement shall be entitled to retroactive wage increases. (23) NON-CASEWORKER ACREEMENT APPENDIX For the following fringe benefits, refer to the Oakland County Employees Handbook: 1. Injury on the Job 2. Holidays 3, Leave of Absence 4. Death Benefits 5. Longevity 6. Master Medical Coverage 7. Sick Leave 8. 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. (24) Appendix E. (continued) II (a) ,Employees required to drive their personal vehicle on official County business shall receive twenty-five (25) cents per mile. (b) Any previous practice of paying mileage on a "home to home" basis for employees working overtime is eliminated. (c) In the event there is a Federal Tax placed on gasoline for the purpose of energy conservation, the employer agrees to discuss the matter with the union. III Employees woring less than 1,000 hours in a calendar year shall not be eligible for fringe benefits or Merit System Status and shall be considered "Part- time Non-eligible" employees. Part-time Eligible employees represented by Local 2437 as of January 1, 1985 who remain continually employed shall not be affected by this Section as long as their employment continues to be for more than 520 hours annually, TV Represented employees will receive any beneEit llodifications applied to the non-represented employee group. Modifications will he applied at the some time and in the same manner as applied to the non-represented group. (25) MEMO OF UNDERSTANDING This understanding reached this day of 1587 between the County of Oakland and Local 2437, AFSC&ME Council 25 as follows: The most senior Children's Supervisor within the Children's Village who bids successfully for a .shift preference vacancy undEsr the terms of Section 2, Article 7 of the collective bargaining agreement snail be moved to the shift where the vacancy occurs. If the employee has had the same assignment for the last eighteen (18) months he or she may request to be assigned to a different unit or be reassigned to the same unit_ on the new shift, Management will attempt to honor such requests insofar as is practicable. A Children's Supervisor who is transferred out of a unit under this procedure will, under normal circumstances, not be reassigned to that same nrevions unit for aperiod of twelve months except in the case of staffing shortages, temporary assignments and/or emergencies. This procedure shall be for eighteen (18) months, beginning from the date of signing of the am-eamant un]ess mutually agreed to be extended by the parties. Fcr Council 25, AFSUME For the Count,/ of Oaland THE OAKLAND COUNTY PROBATE COURT AND THE COUNTY OF OAKLAND AND THE AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES, AFL-CIO COUNCIL 25 CASEWORKER EMPLOYEES Collective Bargaining Agreement 1986 - 1989 AGREEMENT Agreement entered into on this 74 day of 7! 7 f / Oakland and the Oakland County Board of Commissioners (hereinafter referred to as the "Employer") and Council 25 and its affiliated Local Union, No. 2437, AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES, AFL—CIO, (hereinafter jointly referred to as the "Union" and individually referred to as the Local Union Number). I. RECOGNITION The Employer recognizes the Union as the exclusive representative of the Caseworker employees of and employed in the Oakland County Probate Court, Children's Village and Camp Oakland, 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 and Act 379 of Public Acts of 1965, All employees of and employed in the Oakland County Probate Court, Children's Village and Camp Oakland excluding confidential employees, professional employees, executives and supervisors. IL. PURPOSE AND INTENT The general purpose of this Agreement is to set forth certain terms and conditions of employment, and to promote cirderly and peaceful labor relations for the mutual interest of the Employer, its employees and the Union. The parties recognize that the interest of the community and the job security of the employees depend upon the Employer's success in establishing, and the Union's success in rendering proper services to the public. by and between Oakland County Probate Court, the County of To these ands, the Employer and the Union encourage to the fullest degree friendly and cooperative relations at all levels and among all employees. The parties recognize that the Employer is legally and morally obligated to guarantee to all citizens a fair and equal opportunity for employment, and to these ends agree that no person shall be denied employment or membership in the Union, nor in any way be discriminated against because of sex, age, race, color, creed, national origin, political or religious beliefs. The masculine pronouns and relative words herein used shall be read as if written in plural and feminine, if required by the circumstances and individuals involved, and is not intended to be discriminatory in any fashion. III. MANAGEMENT RIGHTS The right to hire, promote, discharge or discipline for just cause, and to maintain discipline and efficiency of employees, is the sole responsibility of the Employer except that Union Members shall not be discriminated against as such. In addition, the work schedules, methods and means of departmental operations are solely and exclusively the responsibility of the Employer, subject, however, to the provisions of this agreement. l'Ar. 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 nrovided for in the Oakland County Merit System, which incorporates the Oakland County Employees Handbook, are incorporated herein by reference and made a part hereof to the same extent as if they were specifically set forth. (2) V. AID TO OTHER UNIONS Section 1. The Employer agrees and shall cause its designated agents not to aid, promote, or finance any other labor group or organization which purports to engage in collective bargaining or to make any agreement with any such group or organization for the purpose of undermining the Union. Section 2. The Union agrees not to make agreements with any other union for the purpose of coercing the Employer. VI. 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 member of the bargaining unit. However, an employee shall continue to be hbject to Check-off deductions which he has authorized when he may be transferred fum this bargaining unit to another bargaining unit represented by Local 2437, Council 25, American federation of State, County and Municipal Employees. (c) Any employee may voluntarily cancel or revoke the Authorization for Check-off deduction upon written notice to the Employer and the Union- Such Voluntary withdrawal from payroll deduction of Union Dues may only occur during (3) the period December 16 through December 31 of any calendar year. (d) 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. VII. 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 both verbally and in writing, with copies to the employer, that their conduct is in violation of the contract and that all such persons shall immediately cease the offending conduct. The Employer will not lockout any employees of the bargaining - unit during the term of this Agreement. VIII. BASIS OF REPRESENTATION Section 1. There shall be one steward and an alternate szeward who must come from the unit they represent-. Stewards will be released from 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. Approval 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. (4) The privilege of stewards to leave their work during working hours, without loss of pay, is extended with the understanding that the time will be devoted to the orompt handling of grievances and will not be abused, and that they will continue to work at their assigned jobs at all times except when permitted to leave their work to handle grievances. Section 2. There shall also be one Chief Steward and one alternate Chief Steward, Section 3. There shall be a Grievance Committee consisting of three (3) members of the represented group, certified in writing to the Employer. Either the Local President or Chief Steward, or both, upon sufficient notice La the Employer, may substitute for a member or members of the Grievance Committee. The Employer shall meet whenever necessary, at a mutually convenient time, with the union grievance committee. The purpose of grievance committee meetings will be to adjust pending grievances, and to discuss procedures for avoiding future grievances. In addition, the committee may discuss with the Employer other issues which would improve the relationship between the parties. Section 4. - Bargaining Committee The Employer agrees to recognize one bargaining committee representing both. the Caseworker and boo-Caseworker bargaining units, such committee shall be composed of not more than five (5) members selected by Union and certified in writing to the Employer. The Local Pr2Fident may participate as an additional somber of the bargaining committee. NOTE This combined Caseworker and Non-Caseworker Bargaining Committee is also referred to in Article VIII of the Non-Caseworker current Collective Bargaining Agreement, ( 5i) IX. GRIEVANCE PROCEDURE Section 1. The Employer and the Union support and subscribe to an orderly method of adjusting employee grievances. To this end, the Employer and the Union agree that an employee should first bring his problem or grievance to the attention of his immediate supervisor, with or without his steward, and an attempt will be made to resolve the grievance informally. In the event the steward is called, he shall be released from his duties as soon as possible, and in any event, no later than the beginning of his shift the next day. The supervisor, the .employee and the steward shall meet simultaneously in an attempt to resolve the matter. Dismissals, suspensions, demotions and disciplinary actions of any type shall be subjects for the grievance procedure and shall not he matters for the Personnel Appeal Board. Step I If the grievance is not s e ttled informally between the employee and his immediate supervisor, the employee shall have the right to discuss the grievance with his steward. If, in the steward's opinion, proper cause for the complaint exists, the Union shall have the right to submit a written grievance on the complaint to the immediate supervisor within 10 days. The written grievance must he signed by the employee and his steward and receipt acknowledged by the employee's immediate supervisor. 2tep 2 The department will.. give its written reply within 10 days (excludIng, .-'aturday, Sunday and holidays) of receipt of the written grievance, (6) Step 3 A grievance not settled at Step 2 may be submitted to the Grievance Committee within five days of the date of the receipt of the written reply. Any grievance not submitted to the Grievance Committee by written notification to the Employer within five days shall be considered dropped. A meeting on the grievance shall be held by the Grievance Committee within ten (10) days unless the time is extended by mutual agreement of both parries. Step 4 Any matter not settled in Step 3 of the grievance procedure may be submitted to final and binding arbitration by either of the parties. A request for arbitration must be submitted by written notice to the other party within fifteen (15) days after the Grievance Committee meeting. Expenses for arbitration shall be borne equally by both parties. Au arbitrator will be utilized from a rotating list agreed to by the parties. - The arbitrator shall have no power or authority to .add to, subtract from, alter or modify the terms of this agreement, or set a wage rate. Section 2. The time limits specified hereinafter for movement of grievance through the process shall be strictly adhered to, In the event that a grievanCe is not appealed within the particular specified time limit, it shall be deemed to be settled on the basis of the Employer's last answer. In the event that the Employer shall fail to supply the Union with its answer to the particular step within the specified time limits, the grievance shall be doomed 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. (7) cection 3. All specified time limits herein shall consist only of County work days Monday through Friday. Section 4. Each grievance shall have to be initiated within tea (10) days of each occurrence of the cause for complaint or, if neither the aggrieved nor the Union had knowledge of said occurrence at the time of its happening, then within (10) days after the Union or the aggrieved becomes aware of the cause for complaint. X. BULLETIN BOARD The Employer shall assign appropriate space on bulletin boards which shall be used by the Union for posting notices, bearing the written approval of the President 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 vulgar, obscene, political or libelous in nature. XT. SENIORITY New employees may acquire seniority by working six (6) continuous mohtbs, in which event the employee's seniority will data hack to the date of hire it:_c) the department. When the employee acquires seniority, his name shall be placed on the seniority list, in the order of his seniority date. Combined seniority shall be nee-nmulated by an employee for work (8) performed in the present two represented units in Probate Court, Children's Village and Camp Oakland and, in addition, an employee in either unit shall be credited for service performed in non-represented classifications in the Probate Court, Children's Village and Camp Oakland. This combined accumulated seniority during the period of any layoff can be utilized as described in Article XII (a), hereinafter set forth, only within the bargaining unit in which the employee is employed at the time of layoff. 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) consecutive 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; (0) If the employee does not return to work when recalled from a layoff except that, an employee shall not lose seniority if within three (3) days of receipt of notice of recall to work, he gives a written notice to the Employer ,of his intent: to r e turn to work within five (5) days of the receipt of such notice and does return within the five (5) day period. Consideration may be given by the Employer of reasons given by any employee who has given notice but fails to return within the five (5) day period. (9) XII. LAYOFF, RECALL, AND TRANSFERS (a) 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 reverse order of their seniority, based on capability of performing available jobs and shall be recalled in the order of their seniority. (b) The employer will endeavor to notify the Union at such time as the employer anticipates the laying off of employees represented by this bargaining unit. (c) If and when an employee is permanently transferred to another division in or out of the bargaining unit, the President or Chief Steward shall be notified of said transfer by the Employer. If the employee is thereafter transferred back to the bargaining unit he shall have as his seniority date the seniority date he had at the time of his transfer. XIII. TEMPORARY CHANCE OF RATE In cases in which an employee's temporary assignm ent includes taking over the ultimate responsibilities inherent in a higher level job and which the temporary assignment is for more than five (5) consecutive working days, the base salary rate for the classification assigned will be paid during the period the employee is required to work in the higher class; payment to be retroactive to the day in which the temporary assignment began. In the event the base rate of the higher class is lower than the employee's regular rate tire employee will be paid at the next higher step over their regular rate. A Temporary Change of Rate will rot be paid when an employee is substituting for an employee ore Sick Leave until the substitution has been for thirty (30) consecutive working days. (1 o) XIV. PROMOTIONS (a) All promotions within the bargaining unit shall be made on the basis of a competitive examination as provided for in the Oakland County Merit System. The Employer will make his selection for promotion from the five highest ranking candidates who have passed the promotional examination. 1)) Notices of promotional opportunity within the Oakland County Merit System will be sent to the local Union President or his/her designee for posting on the Union bulletin board. XV. GENERAL CONDITIONS Section 1. The Union shall be notified in advance of anticipated permanent maior changes in working conditions and discussions shall be held thereon'. Section 2. The reemployment rights of employees and probationary employees who are veterans will be limited by applicable laws and regulations. Section 3. 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 may be renewed or extended for a similar period at any time upon the written request of the Union. Any employee on approved Union leave of absence will continue to accumulate Union seniority while on leave but will not receive credit toward "Length of County Service" for fringe benefit purposes under Rule 22, Oakland County Merit System. (11 ) Section 4. When, any position not listed on the wage schedule is filled or established, the County may designate a job classification and rate structure for the position. In the event the Union does not agree that the classification rate or structure are proper, the Union shall have the right to submit the issue as a grievance through the grievance procedure within a sixty (60) day period. 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. Special conferences will be arranged between the Local President and the Employer upon the request of either party. Unless otherwise agreed, such meetings shall be between at least two (2) representatives of the Employer and no more than three (3) representatives of the Union. Unless otherwise agreed, arrangements for such spacial conferences shall_ be made at least twenty—four (24) hours in advance, and the conference shall be held within ten (10) working days after the request is made. An agenda of the matters to be taken up at' themeeting, together with the names of the conferees representing the requesting party, shall be presented at the time the conference. is requested. Matters taken :.ap in special conferences shall be confined to those included in the agenda— Such conierences shall be held during regular working hours. Members of the Union shall net lose time or pay for time spent in such special conferences and no additional compensation will he paid for such employees for time spent in such conferences beyond regular working hours. :12) A respresentative of Council 25 or a representative of the International Union may attend the special conferences. Section 7. If a medical divergence of opinion occurs between the employee's doctor and management's doctor with respect to whether the employee is able to return to work from a non-work related illness or injury, the parties may, by mutual agreement, refer the employee to a clinic or physician mutually agreed upon for a decision as to whether or not he or she is able to return to work. The expense of any mutually agreed to examination, in accordance with the above provision, shall be paid one-half by the employee and one-half by the County. Employees shall be eligible to request utilization of this provision only upon posting an amount with the Employer sufficient to cover his or her portion of the anticipated expenses, or signing a waiver to provide withholding of said amount from any future earnings or other payments owed the employee by the Employer. If either of the parties disagree on the necessity of the third opinion, the disagreeing party will provide a letter of explanation to the other party for purposes of communication Section S. Any employee required to work overtime which is not contiguous to the employee's regular work schedule shell be entitled to a minimum of two (2) hours work or pay far weekdays and three (3) hours work or pay for weekends or holidays at the time-and-one-half rate. (Weekdays are defined as the first five (5) days of work which are part of an employee's regular work schedule.) (l3) Section 9. The union president shall be eligible for one (1) hour of release time per day for union business, Such release time shall be granted providing the employee's normal work load is maintained. Release time for the union president shall not exceed ten (10) hours within any pay period. Section 10. All supplemental agreements shall be subject to the approval of the Employer and the Council and/or International Union. They shall be approved or rejected within a period of forty-five (45) days following the date of the agreement between the parties. XVI. MAINTENANCE OF CONDITIONS Wages, hours and conditions of employment 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 except that some benefits may be increased or decreased in the process of negotiations between the parties and made a part of the final agreement. XVII. ECONOMIC MATTERS Wages and Fringe Benefits are attached hereto as Appendix A and Appendix B. XVIII. RESOLUTIONS OF ALL MATTERS The provisions of this labor agreement Include resolution of all matters which remained at the time of settlement as issues of negotiations and upon which settlement was reached KIX. DURATION This Agreement shall remain in full force and effect until midnight, December 31, 1989. It shall be automatically renewed from year to year thereafter unless either party shall notify the other in writing, sixty (60) days prior to the anniversary date, that it desires to modify this agreement. In the event that such notice is given, negotiations shall begin not later than sixty (60) days prior to the anniversary date. This Agreement shall remain in full force and he 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 tie the desired termination date which shall not be before the anniversary date net forth in the preceding paragraph. It is agreed and understood that the provisions contained herein shall remain in full farce 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. (T5 ) The Union recognizes the right and duty of the County of Oakland and the Probate Court to operate and manage its affairs in accordance with the State of Michigan Constitutional provisions and statutes and such Constitutional provisions and statutes shall take precedence over any conflicting provisions which might he contained in this Agreement. If any article or section of this agreement or any appendix or supplement thereto should be held invalid by any Constitutional provision, operation of law or by any tribunal of comnetentjerisdiction, or if compliance with or enforcement of any article or section should be restrained by such tribunal, the remainder of this Agreement shall not be affected thereby. AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES METROPOLITAN COUNCIL NO. 25 AFL—CIO, LOCAL 2437 OAKLAND COUNTY PROBATE COURT JudgNorman R. Barnard Chiej Probate Judge \ H11, Daniel T. Murpi-Codnty COUNTY OF OAKLAND, a Michigan Constipar.4.0,nal Corpopion BY Roy Rewold, ChL'irperson Board of Commissioners (16) Child Welfare Worker I Child Welfare Worker It Juvenile Court Intake Referee 21,084 22,530 23,804 25,079 27,671 29,543 30,859 19,637 32,579 Child Welfare Worker I Child Welfare worker II Juvenile Court Intake Referee 20,476 23,493 24,822 26,151 28,854 30,806 33,160 21,985 35,008 CASEWORKER AGREEMENT APPENDIX A "Salaries - 1986 I. The following merit salary schedule shall prevail January 4, 1986 through January 2, 1987 for employees hired prior to the signing of this agreement. Classification Base 6 Mo. 1. Year 2 Year 3 Year II. The following merit salary schedule shall prevail January 4, 1986 through January 2, 1987 for employees hired or promoted following the signing of this agreement. Classification Child Welfare Worker I Child Welfare Worker II Juvenile Court intake Referee Base 1 Year 2 Year 3 Year r 4 Year 5 Year 20,865 22,116 23,369 24,621 25,873 27,125 22,928 24,304 25,679 27,056 9 8,432 29,807 25,9 92 27,512 29,102 30,693 32,283 33,873 Salaries - 1987 I. The following merit salary schedule shall prevail effective January 3, 1987 for employees hired prior to the signing of this agreement. Classification Base 6 Mo. 1 Year 2 Year 3 Year (17) CASEWORKER AGREEMENT APPENDIX A, Continued II. The following merit salary schedule shall prevail effective January 3 1987 for employees hired or promoted following the signing of this agreement. Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year Child Welfare Worker 1 21,564 22,857 24,152 25,446 _ 26,740 28,034 Child Welfare Worker II 23,696 25,118 26,539 27,962 29,384 30,806 Juvenile Court Intake Referee 26,790 28,434 30,077 31,721 33,364 35,008 Salaries - 1988 Caseworker employees represented by Local 2437 shall be entitled to receive the same general salary increase as approved by the Oakland County Board of Commissioners to take effect during calendar year 1988 for non-represented employees. All such adjustments shall be applied at the same time and in the same manner as applied to the general non-represented employee group, Salaries - 1989 The parties shall reopen negotiations for 1989 salary rates no later than November 1, 1988. Note: Only those employees an the County payroll as of the date of the execution of this agreement shall be entitled to retroactive wage Increases. (18) CASEWORKER AGREEMENT APPENDIX B For the following fringe benefits, refer to the Oakland County Employees Handbook: 1. Injury on the Job 2. Holidays 3. Leave of Absence 4. Death Benefits 5. Longevity 6. Master Medical Coverage 7. Sick Leave 8. 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. (19) APPENDIX B (can't) (a) Effective June 1, 1982, employees required to drive their personal vehicle on official County business shall receive twenty-five (25) cents per mile. (b) Any previous practice of paying mileage on a "home to home" basis for employees working overtime is eliminated. (c) In the event there is a Federal Tax placed on gasoline for the purpose of energy conservation, the employer egress to discuss the matter with the Union. III Employees working less than 1,000 hours in a calendar year shall not be eligible for fringe benefits or Merit System Status and shall be considerod "Part- time Non-eligible" employees. Part-time Eligible employees represented by Local 2437 as of January 1, 1935 who remain continually employed shall not be affected by this Section as long as their employment continues to be for more than 520 boors annually. Iv Represented employees will receive any benefit modification applied to the non-represented employee group. Modifications aill be applied at the same time aud in the same manner as applied to the non-rpresanted group. (20) AGREEMENT This agreement is entered into on the day of 1987 by and between the County of Oakland, the Oakland County Probate Court, and Local 2437 of the American Federation of State, County and Municipal Employees, Council 25. Certain employees classified as juvenile Court Intake Referees are currently in a bargaining unit identified as Local 2437 of the AFSCME Council 25. Those employees of the Oakland County Probate Court classified as Juvenile Court Intake Referees have indicated they wish to terminate their collective bargaining representation provided by Local 2437, AFSCME. Local 2437, AFSCMF has also expressed their desire to terminate their collective bargaining representation of these employees classified as juvenile Court Intake Referees. Now : therefore, all parties identified above hereby agree as follows: Local 2437, AESOME hereby disclaims any further interest in representing the employees classified as juvenile Court Intake Referees and those same employees hereby disclaim any further interest in collective bargaining representation by Local 2437, AFSCME. Accordingly, the classification of Juvenile Court Intake Referee shall he removed from the barge icing unit and will not hereafter the date indicated above, be recognized as the collective bargaining representative of the employees se classified. Fininermere, the grievance filed by Joseph O'Conner related to Intake Referee compensation for night intake duties (AAA1n535-24386) and scheduled for hearing by Arbitrator Alger Conner on November 24, 1 987 shall he withdtrn For Local 2437, AESCME For InOk.e Referees For the Probate Court by the union and the Intake Referees with precedence and prejudice. In . consideration' for withdrawing the grievance each of the referees shall receive $900 as settlement of all matters in dispute between the parties.