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HomeMy WebLinkAboutResolutions - 1986.06.12 - 18133Miscellaneous Resolution # 86151 May 22, 1986 BY: PERSONNEL COMMITTEE - John J. McDonald, Chairperson IN RE: HEALTH DIVISION - 1986 - 1987 LABOR AGREEMENT FOR EMPLOYEES REPRESENTED BY THE MICHIGAN NURSES ASSOCIATION TO THE OAKLAND COUNTY BOARD OF COMMISSIONERS Mr. Chairperson, Ladies and Gentlemen: WHEREAS in March of 1985 approximately 130 Public Health Nurses and Public Health Program Coordinators in the Oakland County Health Depart- ment voted to be represented by the Michigan Nurses Association; and WHEREAS the Oakland County Health Division, the Employee Relations Division and the Michigan Nurses Association have been negotiating a con- tract covering this group; and WHEREAS a two (2) year agreement has been reached for the period January 1, 1986 through December 31, 1987 and said agreement has been re- duced to writing; and WHEREAS the agreement has been reviewed by your Personnel Com- mittee which recommends approval of the agreement; NOW THEREFORE BE IT RESOLVED that the proposed agreement between the County of Oakland and the Michigan Nurses Association, 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 THE COUNTY OF OAKLAND AND MICHIGAN NURSES ASSOCIATION Collective Bargaining Agreement 1986 - 1987 AGREEMENT This agreement is made and entered into on this day of A.D., 1986, by and between the Oakland County Board of Commissioners and the Oakland County Executive, hereinafter referred to collectively as the "Employer" and the Michigan Nurses Association, hereinafter referred to as the "Association" and the association's affiliate the Professional Registered Nurses of Oakland County Health Division, hereinafter referred to as the "Staff Council." It is . the desire of both parties to this agreement to continue to work harmoniously and to promote and maintain high standards, between the employer and employees, which will best serve the citizens of Oakland County. All references to the feminine in this agreement shall apply equally to the masculine and vice versa. I. RECOGNITION The Employer recognizes the Association as the exclusive representative of the following employees, for the purposes of collective bargaining with respect to rates of pay, wages, hours of employment and other terms and conditions of employment, in the following bargaining unit for which they have been certified, and in which the Association is recognized as collective bargaining representative, subject to and in accordance with the provisions of Act 336 of the Public Acts of 1947, as amended. All full-time and regular eligible part-time Registered Public Health Nurses and Public Health Program Coordinators employed in the Health Division. Excluding all other employees, supervisors as defined by the Act, confidential, temporary, part-time non- eligible, and substitute employees, Registered Nurses working in the Jail Facility, and Health Educators. II. MANAGEMENT RESPONSIBILITY 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 Association members shall not be discriminated against as 1 such. In addition, the work schedules, methods and means of departmental operation are solely and exclusively the responsibility of the Employer, subject, however, to the provisions of this agreement. III. DUES CHECK-OFF (a) The Employer agrees to deduct the Association membership initiation fee and sdues, 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 Association at its offices located at 120 Spartan Avenue, East Lansing, Michigan 48823, 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 he/she is no longer a member of the bargaining unit. Any employee may voluntarily cancel or revoke the Authorization for Check-off deduction upon written notice to the Employer and the Association. Such voluntary withdrawal from payroll deduction of Association dues may only occur during the period December 16 through 31 of any calendar year. (c) The Association 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. (d) 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. 2 IV. GRT7VANCE REPRESENTATIVES Section 1. There shall be two Grievance Representatives for the North Office Health Department and two Grievance Representatives for the South Office, All Grievance Representatives must work cut of the Office they represent and only one Representative will be released to handle a specific grievance. Grievance Representatives will be permitted to leave their work, after obtaining approval of their respective supervisors and recording their time, for the purpose of adjusting grievances in accordance with the grievance procedure. Permission for Grievance Representatives to leave their work will not be unreasonably withheld. Grievance Representatives will report their time to their supervisor upon returning from a grievance discussion. The privilege to leave their work during working hours, without loss of pay, is extended with the understanding that the time will be devoted to the prompt handling of grievances and will not be abused, and that they will continue to work at their assigned jobs at all times except when permitted to leave their work to handle grievances. Section 2. Should any Grievance Representative position become vacant the Association agrees to promptly fill the vacancy and then notify the employer within five (5) working days. Section 3. Grievance Representatives may receive but shall not solicit grievances (this is not to be construed as to prohibit Grievance Representatives from advising members related to contract interpretation). 3 Section 4. The Association will furnish the Employer with the names of its authorized representatives who are employed within the Unit and such changes as may occur from time to time in such personnel so that the Employer may at all times be advised as to the authority of the individual representative of the Association with which it may be dealing. V. GRIEVANCE PROCEDURES The Employer and the Association support and subscribe to an orderly method of adjusting employee grievances. To this end, the Employer and the Association agree that an employee should first bring her problem or grievance to the attention of her immediate supervisor, with or without her grievance representative within 10 calendar days of the occurrence. The immediate supervisor shall attempt to resolve the grievance informally. Dismissals suspensions, demotions and disciplinary actions of any type shall not be a subject for the grievance procedure but shall be processed according to the procedures of the Personnel Appeal Board. Step 1. If the grievance is not settled informally, it shall be discussed with the Grievance Representative and shall be reduced to writing, signed by the grievant and submitted to her immediate supervisor within five (5) working days of the informal discussion. Step 2. The written grievance may be discussed between the Grievance Representative and the immediate supervisor if so desired. If a discussion is held, the grievant may attend if she so desires. The supervisor will attempt to adjust the matter and will give a written decision within ten (10) working days of receipt of the written grievance. 4 Step 3. Any grievance not settled at Step 2 may be submitted to the next meeting of the grievance committee. The Association grievance committee shall consist of two Grievance Representatives. This committee may be assisted by a representative of the Michigan Nurses Association. A grievant may be present during all or a portion of a grievance committee meeting by mutual agreement of the parties. Any grievance not submitted to the next grievance meeting, by written notification to the Employer within five (5) working days of the immediate supervisor's written decision, shall be considered dropped. Step 4. Any matter not settled in Step 3 of the grievance procedure may be submitted to final and binding arbitration. The request for arbitration must be submitted to the Employer within fifteen (15) calendar days of the Employer's written response to the Grievance Committee Meeting. The grievance upon which Arbitration has been demanded shall be referred to one of the following Arbitrators in accordance with the date of the written grievance, the oldest grievance being referred first: 1. John Coyle 2. Richard Kanner 3. Alan Walt 4, Sandra Silver A grievance shall be referred to the listed Arbitrators in the order in which they appear. Once a grievance has been referred to an Arbitrator, a subsequent grievance shall be referred to the next Arbitrator on the list. After a grievance has been referred to the fourth Arbitrator listed, the cycle shall repeat, beginning with the first Arbitrator. The Arbitrator may interpret and apply the provisions of this Agreement to determine the grievance before the 5 Arbitrator. However, the Arbitrator shall have no power or authority, in any way, to alter, modify, amend, or add to any provisions of this Agreement, or set a wage rate. The Arbitrator shall be bound by the express provisions of this Agreement. Expenses for arbitration shall be borne equally by both parties. Any grievance not appealed, from a decision in one of the steps of the grievance procedure, to the next step as prescribed, shall be considered dropped and the last decision final and binding, except that time limits may be extended by mutual agreement of the parties. In the event that the Employer shall fail supply the Association with its answer to the particular step within the specified time limits, the grievance shall be deemed automatically positioned for appeal at the next step with the time limit for exercising said appeal commencing with the expiration of the grace period for answering,. VI. 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 Division. When the employee acquires seniority, his/her name shall be placed on the seniority list, in the order of his/her seniority date. An up-to-date seniority list shall be furnished to the Association every six (6) months. An employee shall lose his/her seniority for the following reasons: (a) If the employee resigns or retires; (b) If the employee is discharged, and not reinstated; (c) If the employee is absent from work for three (3) working days, without properly notifying the Employer, unless a satisfactory reason is given; (d) If the employee does not return to work at the end of an approved leave; 6 (e) If the employee does not return to work when recalled from a layoff. VII. LAYOFF AND RECALL 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 inverse order. (Refer to Rule #9, Oakland County Merit System Handbook.) All employees so laid off shall be offered the opportunity of recall for a period of two (2) years prior to the hiring of any new employees. An employee being recalled to work shall have at least three (3) working days written notice before the employee must report to work. A certified letter sent to the employee's last known address shall constitute proper notice. VIII. PROMOTIONS AND TRANSFERS Section 1. Promotions made within the bargaining unit shall be carried out in a manner consistent with the provisions of the Oakland County Merit System. Section 2. A. The Employer will post on the Bulletin Boards notice of new positions or vacancies in existing positions in or out of the bargaining unit, for a period of five (5) days, Saturdays, Sundays, and holidays excluded. B. Employees who wish to be considered for the position shall make a written application to the Chief of the appropriate service or his/her designated representative during the posting period, stating the employee's qualifications. The Employer will decide who is best qualified to fill the position after considering the factors determined applicable by the Employer. C. PPHS staff employed by Oakland County may be transferred out of their district to meet community and program needs. 7 D. The Staff Council and employer will meet within six (6) weeks following ratification of the Labor Agreement to review the policy related to transfers and to consider modificatins. IX. GENERAL CONDITIONS Section 1. The Association shall be notified in advance of anticipated permanent major changes in working conditions and discussions shall be held thereon. Section 2. Employees elected to any permanent full time Association office or selected by the Association to do work which takes them from their employment with the County, shall at the written request of the Association 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 Association. Section 3. When any position not listed on the wage schedule is filled or established, the County shall designate a job classification and rate structure for the position. In the event that the association does not agree that the classification is proper, it shall have the right to submit the issue as a grievance through the grievance procedure within a three month period. Section 4. Special conferences for important matters may be arranged at a mutually convenient time between the TA. representative and the Employer or its designated representative upon the request of either party. Such meetings shall be between at least two (2) representatives of the Employer and no more than two (2) staff council representatives of the Association and the MNA Representative, if so desired. Arrangements for such special conferences shall be made in advance 8 and an agenda of the matters to be taken up at the meeting shall be presented at the time the conference is requested. A special conference shall be scheduled within ten (10) working days after the request is made to be held at a future date mutually agreed upon. Matters taken up in special conferences shall be confined to those included in the agenda. The members of the Association shall not lose time or pay for time spent in such special conferences. Section 5. The employer may in its sole judgment and discretion decide to permit early merit increases ahead of the schedule provided in this Agreement. Such early merit increases shall be recommended by the department head and be subject to approval by the Employee Relations Division of the Personnel Department. Approval of an early merit increase in one case shall not create a precedent for granting an early merit increase in any other. Section 6. When Health Division Administration determines the need to establish committees or similar groups which requires PEN involvement, a notice will be sent to the Nursing Supervisors and Public Health Program Coordinators of vacancies on such committees or groups. A copy of this notice will also be forwarded to the Staff Council Chairperson for information purposes. The Nursing Supervisors and Public Health Program Coordinators will discuss these vacancies with staff and make recommendations regarding participants to Administration. Section 7. When requested in advance, the Employer will allow use of available rooms for Association and/or Staff Council meetings during non-working hours. Section 8. The Employer shall assign space on bulletin boards which shall be used by the 9 Association for posting notices bearing the written approval of any elected officer of the Staff Council, which shall be restricted to: a. Notices of Association meetings b. Notices of Association elections c. Notices of results of Association elections and Association • appointments d. Notices of Association recreational and social affairs e. Other notices of bonafide Association affairs which are not political or libelous in nature. Section 9. All Public Health Nurses will be provided with identification to place in their automobiles while on duty. Said identification will state that they are Oakland County Health Division employees and are on duty. Section 10. 1. Notice to Employer. At least two (2) weeks written notice of termination of employment shall be given to the Employer by an employee. However, if due to extenuating circumstances, the employee is unable to give two (2) weeks notice, the Employer may elect to waive the two (2) weeks notice requirement in the payment of termination benefits. If the required notice is not given or there is no waiver thereof by the Employer, then no termination benefits are payable. (To include Annual Leave Reimbursement and/or Sick Leave Reimbursement.) 2. Notice to Employee. At least two (2) weeks written notice of termination of employment or pay in lieu thereof shall be given to an employee, unless the termination is a discharge for cause. 10 3. Return of Employers Property. All employees are required to return to the Department any property issued to them by the County during their term of employment. Failure to return all property will exempt the Employer for responsibility for payment of termination benefits. include Annual Leave and/or Sick Leave.) X. ADOPTION BY REFERENCE OF RELEVANT RESOLUTIONS AND PERSONNEL POLICIES All Resolutions of the Oakland County Board of Commissioners, as amended or changed, from time to time, relating to the working conditions and compensation of the employees covered by this agreement, and all other benefits and policies provided for in the Oakland County Merit System, which incorporates the Oakland County Employee's Handbook, are incorporated herein by reference and made a part hereof to the same extent as if they were specifically set forth. XI. MAINTENANCE OF CONDITIONS Wages, hours and conditions of employment legally in effect at the execution of this Agreement shall, except as modified herein, be maintained during the term of this Agreement. XII. ECONOMIC MATTERS The Agreement between the parties on economic matters are set forth in the Appendices attached hereto and are incorporated into this collective bargaining agreement, subject to the terms and conditions thereof. XIII. NO STRIKE - NO LOCKOUT Under no circumstances will the Association 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 Association shall immediately instruct the involved employees in writing, that their conduct is in violation of 1 1 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. XIV. Duration This agreement shall .remain in full force and effect from January 1, 1986 to midnight, December 31, 1987. The agreement shall be automatically renewed from year to year thereafter unless either party shall notify the other in writing, sixty - (60) days prior to December 31, 1987 that it desires to modify the agreement. In the event that such notice is given, negotiations shall begin within a reasonable period of time. This agreement shall remain in full force and be effective during the period of negotiations and until notice of termination of this agreement is provided to the other party in the manner set forth in the following paragraph. In the event that either party desires to terminate this agreement, written notice must be given to the other party no less than ten (10) days prior to the desired termination date which shall not be before the anniversary date set forth in the preceding paragraph. 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 Oakland for continued application. 12 By di Richard R. Wilcox, Chairperson tOLTh711:: 777 E COUNTY OF OAKLAND, a Michigan Constitnt-iona1 Corporation MICHIGAN NURSES ASSOCIATION 13 APPENDIX A THE FOLLOWING MERIT SALARY SCHEDULE SHALL BECOME EFFECTIVE WITH THE FIRST PAY PERIOD ON OR AFTER JANUARY 1, 1986 I. Employees hired prior to the date of the signing of this contract as shown on page 1 of the agreement. BASE 6 MO. 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR PHNI 19,810 20,784 PHNII 22,923 24,281 25,640 PHNIII 26,804 27,971 29,135 Public Health Program 28,165 29,329 30,500 31,664 Coordinators II. Employees hired on or after the date of the signing of this contract as shown on page 1 of the agreement. BASE 6 MO. 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR PHNI 17,629 18,687 19,745 20,802 21,860 22,918 PHNII 19,373 20,535 21,698 22,861 24,023 25,186 PHNIII 21,289 22,566 23,043 25,122 26,399 27,676 Public Health Program 23,394 24,798 26,202 27,606 29,010 30,413 Coordinators APP7 77X A (Continued) WAGES FOR 1987 Public Health Nurses represented by the Michigan Nurses Association will receive wage adjustments for 1987 in a manner consistent with changes to corresponding level Public Health Sanitarian classes (e.g. Public Health Nurse I/Public Health Sanitarian I). The Public Health Program Coordinator class will receive the same percentage adjustment as the Public Health Nurse III class. Employees governed by Section 1 of this appendix shall receive adjust- ments in a manner consistent with Public Health Sanitarian employees hired prior to January 4, 1986. Employees governed by Section II of this Appendix shall receive adjustments in a manner consistent with Public Health Sani- tarian employees hired on or after January 4, 1986. MICHIGAN NURSES ASSOCIATION APPENDIX B For the following fringe benefits refer to the Oakland County Employee's Handbook: 1. Injury on the Job 2. Holidays 3. Leave of Absence 4. Life Insurance* 5. Longevity 6. Medical and Master Medical Insurance* 7. Sick Leave* 8. Retirement* 9. Annual Leave 10, Income Continuation Insurance* 11. Dental Insurance* 12. Tuition Reimbursement *Also see attached separate agreement. II MILEAGE Employees required to drive their personal vehicle on official County business shall receive mileage reimbursement in accordance with current Board of Commissioner approved Travel Regulations. FRINGE BENEFIT AGREEMENT The County of Oakland and the Oakland County Health Department (hereinafter collectively the "Employer" or "County") and the Michigan Nurses Association (hereinafter "Association") enter into the following agreement: 1. All employees in the bargaining unit shall be offered the oppor- tunity to participate in the new fringe benefit plan as adopted by the Oak- land County Board of Commissioners on September 12, 1985. Unit members selecting the new plan shall be covered by the plan effective as soon as the County can make appropriate arrangements with its insurance carriers. 2. Commencing on January 1, 1987, the parties hereto agree that: a. the co-pay on the County provided prescription rider shall be increased to $3.00 per prescription; b. the deductible on the County provided master medical plan shall be increased to $100.00 per individual and $200.00 per family; c. the Employer shall require that an employee obtain a second surgical opinion from an Employer or insurance carrier designated physician pursuant to any Second Surgical Opinion Program; d. the Employer shall adopt and require employees to follow a Preauthorized Hospital Admission Plan (PREVENT). e. the Employer will provide an optical insurance plan, which plan shall not cost the Employer more than Blue Cross Blue Shield plan no. A80. Once the optical plan is approved by the parties, there shall be no diminution in benefits or increase in cost to the employee. f. the lifetime benefit limit for orthodontic shall be increased to $750.00 per eligible dependent. COUNTY OF OAKLAND By p MICHIGAN NURSES ASSOCIATION MEMORANDUM OF AGREEMENT Jotie, This Agreement entered into this day of gay, 1986 by and between the County of Oakland and the Michigan Nurses Association as follows; 1. A committee consisting of not more than four (4) employee members of Staff Council shall be established for the purpose of discussing with the Administrator of PPHS and his/her designated nursing staff represent- atives (not to exceed four (4) in number) matters of mutual concern directly related to the quality of nursing practice. (Nursing practice is defined as the application of nursing skills and knowledge in a clini- cal or community setting.) Others may be invited to meetings from time to time by mutual agreement of the parties; provided, however, that the consent of either 'party to such attendance not be arbitrarily and consistently withheld. A. Meetings shall be held every two months upon the request of the Nursing Practice Committee on a mutually agreeable date. If a prob- lem should arise that cannot be deferred until such bi-monthly meeting, a special meeting may be scheduled by mutual consent. B. A written agenda shall be submitted by the committee to the Admini- strator of PPHS at least seven (7) days prior to a scheduled meeting. If there are items which the Administrator of PPHS desires to add to the agenda, the chairperson of the committee shall be notified of the same not less than three (3) days before the meeting. C. Minutes of the meetings will be kept and will be accepted by both parties prior to transmittal of same to others. Summaries of the Nursing Practice Committee shall be transmitted to all work areas. D. The members of the Nursing Practice Committee engaged during their work shift in these meetings shall be entitled to release time as needed without loss of pay up to two (2) hours, unless extended by mutual consent. 2. This agreement shall terminate at midnight December 31, 1987. COUNTY OF OAKLAND By MICHIGAN NURSES ASSOCIATION FISCAL NOTE June 12, 1986 BY: FINANCE COMMITTEE, DR. G. WILLIAM CADDELL, CHAIRPERSON IN RE: HEALTH DIVISION - 1986-1987 LABOR AGREEMENT FOR EMPLOYEES REPRESENTED BY THE MICHIGAN NURSESASSOCIATION - MISCELLANEOUS RESOLUTION #86151 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 #86151 and finds: 1) This two (2) year agreement for the period January 1, 1986 through December 31, 1987 covers 110 governmental funded positions and 12 special revenue funded positons. 2) The first year cost is an increase of $112,364 above the Health Division 1986 Budget; of which $89,178 is salary increase and $ 23,186 is fringe benefit increase, as detailed in Schedule A. 3) Public Health Nurses covered by this agreement will receive wage adjust- ments for 1987 in a manner consistent with changes to corresponding level Public Health Sanitarian classes. The Public Health Program Coordinator Class will receive the same percentage adjustment as the Public Health Nurse III class. 4) A second year savings of $9,862 will result from fringe benefit changes effective January 1, 1987, as detailed in Schedule B. 5) $89,178 is available in the 1986 Salary Adjustment Account and $ 23,186 is available in the 1986 Fringe Benefit Adjustment Account to cover 1986 costs of the agreement. 6) The Board of Commissioners appropriates $89,178 from the 1986 Salary Adjustment Account and $23,186 from the 1986 Fringe Benefit Adjustment Account and transfers Said amounts to the 1986 Health Division Budget as per Schedule A. FINANCE COMMITTEE $(89,178) $(23,186) $(112,364) SCHEDULE A 1986 ADDITIONAL APPROPRIATION HEALTH DIVISION - PUBLIC HEALTH NURSES I, II, III AND PUBLIC HEALTH PROGRAM COORDINATORS CONTRACT SETTLEMENT Division/Unit Number of Salary Fringe Benefit Positions Increase Increase Total 162-34 10 $ 8,099 $ 2,106 $ 10,205 (Clinic Unit) 162-35 3 2,727 709 3,436 (TB Control Unit) 162-36 *89 71,524 18,596 90,120 (Field Nursing Unit) 162-37 1 893 232 1,125 (Hearing & Vision Unit) 162-38 2 1,799 468 2,267 (Outreach Unit) 162-39 5 3,869 1,006 4,875 (Services to the Aging Unit) 162-81 (Family Planning Unit) 162-82 (EPSDT Program Unit) 162-86 (Blood Pressure Control Unit) 162-91 (Infant Health Promotion Unit) 162-92 (Services to Crippled Children Unit) Total Special Revenue Funds Governmental Fund **4 2,939 764 3,703 **5 4,244 1,103 5,347 1 1,014 264 1,278 **1 986 256 1,242 **1 942 245 1,187 122 $ 99,036 $ 25,749 $124,785 ***(12) $ (9,858) $ (2,563) $(12,421) 110 $ 89,178 $ 23,186 $112,364 Salary Adjustment Account Fringe Benefit Adjustment Account Sub Total Prepared by: Budget Division May 13, 1986 $ -0- Total * Includes one (1) Special Revenue position. ** Special Revenue positions. *** Increases to be absorbed by Grant Funds. 1986 3.0% Increase $ 99,036 25,749 $124,785 (12,421) $112,364 1987 Total "me too" with $ 99,036 Public Health 25,749 Sanitarian Classes (Non-Represent)$124,785 (12,421) $112,364 $(12,182) $(12,182) 100 100 5,861 5,861 $ (6,221) $ (6,221) $ (6,221) $106,143 $112,364 A. Hosp. - Second Opinion Surg. B. Hosp. - Pre-Authorization Health Care Total Total Indirect Cost Total $112,364 Schedule B 1986 - 1987 Contract Settlement Michigan Nurses Association I. Direct Cost / (Savings) A. Salaries B. Salary - Driven Fringe Benefits (26%) Salary-Effective Cost Special Revenue Funded Salaries & Fringe Benefits Governmental Fund Salary Cost C. Hospitalizatin Premiums D. Dental Premiums E. Optical Premiums Health Care Total Total Direct Cost II. Indirect Cost / (Savings) $ (414) (3,227) $ (3,641) $ (3,641) $ (9,862) $ (414) (3,227) $ (3,641) $ (3,641) $102,502 Prepared by: Budget Division May 30, 1986 12th day of 19 86 LI-JUL A ALLEN #86151 June 12, 1986 Moved by Calandro supported by Nelson the resolution (with Fiscal Note attached) be adopted. AYES: Fortino, Gosling, Hassberger, Hobart, R. Kuhn, S. Kuhn, Lanni, Law, McConnell, McDonald, McPherson, Moffitt, Nelson, Olsen, Page, Perinoff, Pernick, Price, Rewold, Rowland, Skarritt, Webb, Wilcox, Aaron, Calandro, Doyon. (26) NAYS: None. (0) A sufficient majority having voted therefor, the resolution (with Fiscal Note attached) was adopted. STATE OF MICHIGAN) COUNTY OF OAKLAND) - I, Lynn D. Allen, Clerk of the County of Oakland and having a seal, do hereby certify that I have compared the annexed copy of this Miscellaneous Resolution adopted by the Oakland County Board of Commissioners at their meeting held on June 12, 1986 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 this County Clerk/Register of Deeds