HomeMy WebLinkAboutResolutions - 1984.10.25 - 17870Miscellaneous Resolution 84286 October 11, 1984
By: PERSONNEL CDMMITTEE - John J. McDonald, Chairperson
IN RE: PERSONNEL DEPARTMENT - PROBATION - 1984-1986 LABOR AGREEMENT FOR
EMPLOYEES REPRESENTED BY LOCAL 1905, 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 County of Oakland, the Oakland County Central Services
Probation Division, and Local 1903, Counliil 25, American Federation of State,
County and Munictpal Employees, AFL-CIO have been negotiating a contract
covering Probation Officer employees of the Oakland County Central Services
Probation Division; and
WHEREAS an agreement has been reached with the Probation Officer's
unit for the period January 1, 1984 through March 31, 1986 and said agreement
has been reeuced 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, the Oakland County Central Services Probation Division, and Local
1905, Council 25 American Federation of State, County and Municipal Employees,
AFL-C70, 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
v4Z,4z4,,ze
1 HEREBY APPROVE THE FOREGONG RESOLUTION
THE COUNTY OF OAKLAND
AND
THE AMERICAN FEDERATION OF STATE,COUNTY AND
MUNICIPAL EMPLOYEES, AFL-CIO COUNCIL 25 LOCAL 1905
PROBATION OFFICER EMPLOYEES
Collective Bargaining Agreement
1984 - 1986
day of C/C7-9/5L---•
AGREEMENT
'"? i Agreement entered into this t )
by and between the Oakland County Central Services Probation Division and the
Oakland County Sioard of Commissioners (hereinafter referred to as the "EMPLOYER")
and Council 25 and its affiliated Local Union, No. 1905, 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
Probation Officer employees of the Oakland County Central Services Probation
Division, 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 Oakland County Central Services Probation Division Probation
Officers; but excluding supervisors and all other employees.
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.
IV. ADOPTION BY REFERENCE OF RELEVANT RESOLUTIONS AND PERSONNEL POLICIES
The provisions of Miscellaneous Resolution 4606 as adopted by the then
Oakland County Board of Supervisors on September 19, 1966 and approved by the
electorate on November 8, 1966 shall continue to apply as set forth therein. The
Employer and the Union, however, agree that in matters of dismissals, suspensions,
demotions and disciplinary actions employees shall have the right of appeal to the
Personnel Appeal Board in accordance with the rules of the Merit System and the
Personnel Appeal Board, and the decision of the Board shall be final and binding.
Employees covered by this agreement shall be entitled to vote in the election for
(2)
employee selected members of the Personnel Appeal Board.
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.
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
a member of the bargaining unit. However, an employee shall continue to be
(3)
subject to Check-off deductions which he has authorized when he may be transferred
from this bargaining unit to another bargaining unit represented by Local 1905,
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 during the
fifteen (15) day period prior to the expiration date of this agreement.
(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 in writing, 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. The steward and
alternate steward 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
(4)
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.
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 two (2) members of
the represented group, certified 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 a bargaining committee representing the
Probation Officer Employees bargaining unit. Such committee shall be composed of
not more than two (2) members selected by the Union and certified in writing to
the Employer.
(5)
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, and 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 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 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
be signed by the employee and his steward and receipt acknowledged by the
employee's immediate supervisor.
Step 2
The department will give its written reply within 10 days (excluding
Saturday, Sunday and holidays) of receipt of the written grievance.
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
(61
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 Jnless 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.
If the parties fail to select an arbitrator, one will be selected under
the rules of the American Arbitration Association.
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 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.
Section 3.
All specified time limits herein shall consist only of County work days
Monday through Friday.
(7)
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 ten
(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 Chairman of the Union local, which shall be restricted to:
(a) Notices of Union recreational and social affairs;
(b) Notices of Union elections;
fc) 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.
XI. 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 three
(3) months.
An employee shall lose his seniority for the following reasons:
(a) If the employee resigns or retires;
(la) If the employee is discharged, and not reinstated;
(8)
(c) If 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 leave;
(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
(3) days of receipt of notice of recall to work, he gives a written
notice to the Employer of his intent to return 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.
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 seniority
order, based on capability of performing available jobs and shall be recalled in
the same order.
(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 within the Department, the Chapter Chairman or Chief Steward shall be
notified of said transfer by the Employer.
(9)
XIII. 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.
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 shall 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.
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 six (6) month 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,
( 10 )
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 Chapter Chairman 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 two (2) representatives of the Union. Unless otherwise .agreed,
arrangements for such special 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 the
meeting, together with the names of the conferees representing the requesting
party, 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. 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 upon for a
decision as to whether or not he or she is able to return to work.
( 11)
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 3.
Notices of Career 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.
Section 9.
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.
Section 10.
The maximum hours for part-time/non-eligible employees is increased from
520 hours to a maximum of 1,000 hours. These employees shall be governed by the
Merit Rules affecting part-time, non-eligible employees with the exception of the
maximum hour usage and are not governed by labor contract provisions unless their
hour usage exceeds 1,000 in a twelve month period.
(12)
XV. 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.
XVI. ECONOMIC MATTERS
Wages and other economics are attached hereto as Appendix A and
Appendix B.
XVII. DURATION
This Agreement shall remain in full force and effect from January 1,
1984 until midnight. March 31, 1986.
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.
The Union recognizes the right and duty of the County 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.
(13)
AMERICAN FEDERATION OF STATE,
COUNTY AND MUNICIPAL EMPLOYEES
METROPOLITAN COUNCIL NO. 25
AFL-CIO, LOCAL 1905
Ai
Adr.
BY
Richard R. Wilcox, Chairperson
Board of Commissioners
OAKLAND COUNTY EXECUTIVE
COUNTY OF OAKLAND, a Michigan
Constitutional Corporation
(14)
APPENDIX A
Salaries
The following merit salary schedule shall prevail for the period from
January 1, 1984, through December 31, 1984:*
claqqifirAt'i/Dn Base 6 Mo. 1 Year 2 Year 3 Year
19,307 Probation Officer I
Probation Officer II
Probation Officer III
18,213
20,944
27,140
23,312 25,580
28,412
*Effective with the execution of this agreement the union will disclaim
any further representation of the Probation Officers in the District
Court unit and as such they shall become non-represented employees as of
that date.
The following merit salary schedule shall prevail for the period from
January 1, 1985 through December 31, 1985:
Classification Base 6 Mo. 1 Year 2 Year 3 Year
Probation Officer
Probation Officer TT
Probation Officer III
19,054 20,199
21,912 24,389 26,866
28,394 29,725
Wages for 1986; Should the non-union employees receive a general increase which
takes effect during January through March of 1986, members of this bargaining unit
will be entitled to the same increase effective at the same time and applied in
the same manner as applied to the non-union employees.
(15)
Severance Payment
Those employees who separate from employment with the County of Oakland
between October 15, 1984 and November 19, 1.984 shall also receive a one time lump
sum gross payment of $3,200. This one time payment shall not be included in the
calculation of Final Average Compensation for retirement.
This agreement is based on the condition that a minimum of nine (9)
officers separate during the period October 15, 1984 through November 19, 1984.
Should the minimum number not fulfill this condition it shall void the entire
agreement unless the County Executive exercises the following option:
In the event the minimum number of employees give notice of separation
but said separations have not occurred by November 19, 1984, the County Executive
shall be authorized to extend the time limit or negotiate a lesser severance
payment.
(16)
PROBATION OFFICER 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. Life Insurance
5. Longevity**
6. Master Medical Insurance
7. Sick Leave
8. Retirement
9. Annual Leave
10. Income Continuation Insurance
11. Dental Insurance
12. Tuition Reimbursement
The fringe benefits modified in previous collective bargaining
agreements shall continue in effect as modified and described in the
Oakland County Employees' Handbook.
*Any additional fringe benefit improvements offered to non-
union employees during the duration of this agreement shall become part
of the benefit plan for employees represented by local 1905.
**Those employees employed or reemployed after July 1, 1984
shall not be eligible for service increment as contained in Merit Rule
#2 Section VII.
SUMMARY OF TENTATIVE AGREEMENT
WITH AFSC&ME LOCAL 1905
PROBATION OFFICERS - 1984-1986
- L. ,iconomic
?ages 1984,
Effective January 1, 1984 an increase of 3.5% for the classes represented
by this bargaining unit.
3. '4ages 1985,
affective January 1, 1985 an increase of 4.62% for the classes represented
by :his bargaining unit.
C. ?ages 1986
Me-Too with non-represented employees if a general increase is granted which
takes effect during January through March of 1986.
D. Severance Payment
Those employees who separate from employment with the County of Oakland between
October 13, 1984 and November i9, 1984 shall also receive a one time lump
11111
sum gross payment of S3,200. This one time payment shall not be included
in the calculation of Final Average Compensation for retirement.
This agreement is based on the condition that a minimum of nine (9) officers
separate from County employment during the period October 13, 1984 through
November 19, 1984. Should the minimum number not fulfill this condition it
shall void the entire agreement unless the County Executive exercises the
following option:
:n the event the minimum number of employees give notice of separation
but saidseparations have not occurred by November 19, 1984, :he
County Executive shall be authorized to extend the time limit or
negotiate a lesser severance payment.
E. Benefits
Service Increment
Employees hired or re-employed after July 1, 1984 are no longer eligible
for service increment.
Any additional fringe benefit improvements offered to non-union
employees during the durntion of this agreement shall become par:
of the benefit plan for employees represented by Local L905.
• FISCAL NOTE
BY: FINANCE COMMITTEE, DR. G. WILLIAM CADDELL, CHAIRMAN
IN RE: MISCELLANEOUS RESOLUTION #84286 - PROBATION DIVISION-LABOR AGREEMENT
1984-1986, AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES,
AFL-CIO LOCAL 1905, COUNCIL 25
TO THE OAKLAND COUNTY BOARD OF COMMISSIONERS
Mr. Chairman, Ladies and Gentlemen:
Pursuant to Rule XI-C of this Board, the Finance Committee has reviewed
Miscellaneous Resolution #84286 and finds.:
1) The agreement for the two and one quarter (2t) year period-January 1,
1984 thru March 31, 1986, covering 15 budgeted positions has a 1984
annual cost of $19,388,
2) The County is currently reimbursed for said positions by the State of
Michigan at an estimated 927 of salaries, excluding Service Increment
and Fringe Benefits,
3) Per Public Act 89 of 1979, the State will assume full responsibility for
salaries and fringes of the positions on April 1, 1986, or sooner if any
current employee leaves County employment,
4) The total budgeted cost for the period beginning January 1, 1984 thru
December 31, 1984 is $19,388, of which $15,134 is salary cost and $4,204
is associated Fringe Benefit costs,
5) $15,184 is available in the 1984 Salary Adjustment Account and $4,204 is
available in the 1984 Fringe Benefit Adjustment Account,
6) The Board of Commissioners appropriates $15,184 from the 1984 Salary Ad-
justment Account and $4,204 from the 1984 Fringe Benefit Adjustment Account
and transfers said amount to the 1984 Probation Division Budget as follows:
909-01-00-9901 Salary Adjustment (15,184)
909-01-00-9906 Fringe Benefit Adjustment (4,204)
133-10-00-1001 Probation Division, Circuit Court-Salaries 15,184
133-10-00-2074 Probation Division, Circuit Court-Fringes 4,204
-0-
7) Clause I-D, the severance pay proposal to pay a minimum of nine (9) Probation
Officers $3,200 each to separate from County employment by November 19, 1984
would be offset by salary and fringe benefit savings,
/
• 8) The net potential savings to the County, including severance pay,
salary and fringe benefit savings and loss of reimbursement from
the State for nine (9) employees for the period October 15,1984
thru March 31, 1986 is $159,066.
Further, no additional appropriation is necessary for the Severance Fay
Clause and the 1985 portion of this Agreement be incorporated with the final
1985 Budget.
FINANCE COMMITTEE •
•
(631,658)
S313,110
20,874
(3,200)
$ 17,674
$159,066
OAKLAND COUNTY PROBATION DIVISION LABOR AGREEMENT
PROBATION OFFICERS - CIRCUIT COURT UNIT
AFSCHE - AFL-CIO LOCAL 1905, COUNCIL 25
15 EMPLOYEES
FOR THE PERIOD JANUARY 1, 1984 THRU MARCH 31, 1986
Part I-Union Settlement
Estimated Annual Estimated Annual
Additional Salaries Fringe Benefits (1) Total
@3.5%
1984 $15,184 $4,204 $19,388
Part II-Clause I-D
Net Cost to Oakland County for the period October 15, 1984 thru March 31, 1986:
Probation Cost (uo transfers) Actual Salary Fringe Benefits Total
Oct. 15-Dec. 32, 2984 S 93,540 $ 35,655 $229,165
Jan. 1-Dec. 31, 1985 @4.62% Inc. 469,739 176,746 646,485
Jan. 1-March 31, 1986 ,?.5% Inc. 123,306 45,812 169,118
$944,768
Less Estimated State Reimbursement @92%
October 15, 1984-March 31, 1986
Net Cost to Oakland County
Average Cost per Employee (Net Cost - 15 Employees)
Clause I-D Severance Pay
Net Cost Savings per Employee
Minimum 9 Employees transfer to State (9 x $17,674)
•
(1) Excludes Hospitalization and Dental
Prepared by:
Budget Division
October 16, 1984
25th day of October 1984
ALLEN
#84286 October 25, 1984
Moved by Calandro supported by McPherson the resolution with Fiscal Note
attached be adopted.
AYES: Rewold, Wilcox, Aaron, Caddell, Calandro, Doyon, Foley, Fortino,
Gosling, Hobart, Jackson, R. Kuhn, S. Kuhn, Lanni, McConnell, McPherson, Moffitt, Moore,
Nelson, Olsen, Page, Pernick, Price. (23)
NAYS: None. (0)
A sufficient majority having voted therefor, the resolution with Fiscal Note
attached was adopted.
STATE or MICHIGAN)
COUNT, V OAKLAND)
I, Lynn D. Allen, Clerk of the County of Oakland and having a seal,
do hereby certify that I have compared the annexed copy of
Miscellaneous Resolution adopted by the Oakland County Board of Commissioners at
their meeting held on October 25, 1984
with the orginial record thereof now remaining in my office, and
that it is a true and correct transcript therefrom, and of the
whole thereof.
In Testimony Whereof, I have hereunto set my hand and affixed the
seal of said County at Pontiac, Michigan
County Clerk/Register of Deeds
this