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Home My WebLink AboutResolutions - 1990.12.13 - 18236I. December 13, 1990 Miscellaneous Resolution # 90295 BY: PERSONNEL COMMITTEE - John P. Calandro, Chairperson IN RE: PROBATE COURT - 1990 - 1993 LABOR AGREEMENT 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 and Local 2437, Council 25, American Federation of State, County and Municipal Employees, AFL-CIO, have been negotiating a contract covering approximately 147 Casework and Non-Casework employees of the Oakland County Probate Court; and WHEREAS a four (4) year agreement has been reached with these employees for the period January 1, 1990 through December 31, 1993 and said agreement has been reduced to writing; and WHEREAS said agreement has been reviewed by your Personnel Committee which recommends approval of the agreement. NOW THEREFORE BE IT RESOLVED that the agreement between the Oakland County Probate Court, 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 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. HEFiljESY APPROVE THE FOR GOING RESOLUTION a I, Noel T- Mug) . sun PERSONNEL COMMITTEE • De cember 13, 1990 ' • FISCAL NOTE (Misc. 90295) BY: FINANCE COMMITTEE, DR. G. WILLIAM CADDELL, CHAIRPERSON IN RE: PROBATE COURT - 1990-1993 LABOR AGREEMENT FOR EMPLOYEES REPRESENTED BY LOCAL 2437, CASEWORKERS AND NON-CASEWORKERS, COUNCIL 25, AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES, AFL-CIO - MISCELLANEOUS RESOLUTION # 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 # and finds: 1) This four year agreement reflects a 4.5% annual increase for the approximately 147 represented employees in 1990 and 1991; a "me too" clause with the general increase for non-represented employees in 1992, and a salary and fringe benefit re-opener in 1993; 2) The 1990-1991 Biennial Budget for the Probate Court anticipated a 4.5% annual increase, therefore no budget amendments are required. FINANCE COMMITTEE TS7/no9034fn • a SUMMARY OF TENTATITErAGREEMENT BETWEEN THE OAKLAND COUNTY PROBATE COURT -- AND LOL'AL. 2437 AFSC&ME COUNCIL 25 I. DURATION: Four years ADMINISTRATIVE DETAILS: 1. The contract for this term will be consolidated into one document. 2. The bargaining unit will be treated as one unit. II. WAGES: 1990 - 4.5% 1991 - 4.5% 1992 - "Me Too" with general salary increase for non-represented employees. 1993 - Re-opener for salary and fringe benefits only. III. CONTRACT LANGUAGE: ARTICLE VIII - BASIS OF REPRESENTATION Section 4 - The number of the Union Bargaining Committee will be limited to three (3). Management agrees to compensate the members of the Bargaining Committee sixty (60) hours of collective bargaining time, including caucus time of either party. Any time spent on collective bargaining beyond the sixty (60) hours will be on the employee's own time and during normal court hours. Collective bargaining begins when Management (the employer) is at the table. ARTICLE XI - SENIORITY The following language will be added to the end of the last sentence in paragraph two: "but limited to those employees hired prior to the signing of this contract". ARTICLE XII - LAYOFFS, RECALLS AND TRANSFERS (b) The Court agrees to notify the Union and its Council 25 when the employer's decision is made of any anticipated layoff. Such notification will occur within ten (10) working days of reaching the layoff decision. -2- v (c) The following language is new: Right to recall be limited to the length of the employee's service, with a minimum of six (6) months and a maximum of three (3) years. It shall be the employee's responsibility to keep the Court informed of their current residence so that appropriate recall notice may be given. APPENDIX A. Beginning with the date of final signature of this contract the Deputy Registers I & II classes shall be considered permissible equivalents. Employees having satisfactorily completed the steps in the Deputy Probate Register I class shall be moved on to the Deputy Probate Register II salary schedule without need for a vacancy. IV. NON-CONTRACT: The Union will provide the Court Reporters I & II the opportunity to withdraw from representation. The Union will allow for a majority rule vote by the Court Reporters on the issue. V. DEPARTMENT POLICIES: In addition and independent of this contract, the employer intends to revise its policy as follows: Child Welfare Workers are as defined, "exceptional overtime". Overtime pay is considered permissible if the assigned staff is fulfilling responsibilities of an absent employee, or he/she is assigned to fill in for job duties outside his/her normal function (Merit System Rule #2, VIII. B. 4). Overtime will be paid only for speeches assigned by Youth Assistance Administration and/or Court Administration; monthly Board of Directors meetings and the first and last parent education sessions that fall outside the regular workday and work week. Child Welfare Workers may have their schedule adjusted, if pre-approved by the Supervisor, to cover assignments outside the normal workday. Adjustments not in the same workday must occur within thirty (30) calendar days of the additional time worked. The maximum time one can take off as adjustment shall be six (6) hours in a day on an hour for hour basis. Adjusted work schedules shall be the preferred choice. Any exceptions to the thirty (30) calendar day provision must be approved by the Manager of Field Services. Local Union Name narcLAND MUNTY pRnFPc,STONAT.— PARA—PROOPPSSIMAT., CLF2ICATA TECHNICAL No. 2437 FROM: Len Kleparek American Federation of State, County and Municipal Employees Address: (sueeo (Cily,ZonearldSlatO Date: NOVEMBER 9, 1990 To: Ms. Barbara Consilio Please be advised that the tentative contract agreement passed by a majority vote per caseworkers, and passed by an unanimous vote per non-casework during the - general membership meeting held on this date. CC: Mr. Ted Stringer American Federation of State, County and Municipal Employees Local Union Nam - COUNTY COUNTY PROFESSIONAL, PARA— PROFESSIONAL, TECHNICAL and No. 2437 CLERICAL EMPLOYEES sizom pRnm • r.en roppArek Address: istreeo (Cliy, Zone and State) Dale: Nnupmhpr 16, 19q0 TO: Ms. Barbara Consilio As per our earlier agreement, a meeting and closed ballot vote was conducted today regarding providing our court reporters the opportunity to withdraw from Union representation. The results were unanimous in favor of the court reporters remaining in the barganing unit. Please accept this Memo. as notification of same. cc: Mr. Ted Stringer OAKLAND COUNTY PROBATE COURT AND THE AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES, AFL-CIO COUNCIL 25 COLLECTIVE BARGAINING AGREEMENT ' 1990-1993 AGREEMENT Agreement entered into on this day of by and between Oakland County Probate Court (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 employees of the Oakland County Probate Court 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 the Public Acts of 1965. All employees of the Oakland County Probate Court excluding confidential employees, professional employees, executives and supervisors. PURPOSE AND IN1TNT . The general purpose of the 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 the 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 3 the circumstances and individual involved, and is not intended to be discriminatory in any fashion. 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 department operations are solely and exclusively the responsibility of the Employer, subject, however, to the provisions of this Agreement. IV. ADOPTION BY REFERENCE OF RELEVANT PERSONNEL POLICIES' All benefits and policies provided for in the Oakland County Merit System, which incorporates the Oakland County Merit System Rule Book, as amended or changed from time to time by resolution of the Oakland County Board of Commissioners, are incorporated herein by reference and made a part hereof to the same extent as if they were specifically set forth, except to the extent that any such benefits and policies are inconsistent with this Agreement. 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 1.4 (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 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 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 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 steward 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. 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, 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 tine, with the union grievance committee. The purpose of grievance committee meetings will be to adjust pending grievances, and to discuss procedure's 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 number on the Union Bargaining Committee will be limited to three (3). It is agreed that members of the Bargaining Committee shall be compensated for sixty (60) hours of collective bargaining time, including caucus time of either party, such compensation to begin when the parties commence negotiating for modification of this agreement pursuant to part XIX. Any time spent on collective bargaining beyond the sixty (60) hours will be on the employee's own time and during normal court hours. Collective bargaining begins when Management (the employer) is at the table. 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 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 10 days (excluding Saturday, Sunday and holidays). The written grievance mist be signed by the employee and his steward and receipt acknowledged by the employee's immediate supervisor. Step_ 2 The Employer 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 (excluding Saturday, Sunday and holidays) 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 (excluding Saturday, Sunday and holidays) 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 (excluding Saturday, Sunday and holidays) 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 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 Probate.Court work days Monday through Friday. Section 4. Each grievance shall have to be initiated within ten (10) days (excluding Saturday, Sunday and holidays) of each occurrence of the cause of complaint or, if neither the aggrieved nor the Union had knowledge of said occurrence at the time of its happening, then within (10) days (excluding Saturday, Sunday and holidays) 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. 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. Combined seniority shall be accumulated by an employee for work performed in the represented units in Probate Court, Children's Village and Camp Oakland and, in addition, an employee 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, but limited to those employees hired prior to the signing of this cont 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; (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. 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 Court agrees to notify the Union and its Council 25 when the employer's decision is made of any anticipated layoff. Such notification will occur within ten (10) working days of reaching the layoff decision. . (c) Right to recall shall be limited to the length of the employee's service, with a minimum of six (6) months and a maximum of three (3) years. (d) 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 CHANGE OF RATE In cases in which an employee's temporary assignment includes taking over the ultimate responsibility inherent in a higher level job and which the temporary assignment is for more than five (5) consecutive working days, the base salary rate XII. - 14 - 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 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 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. (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. XV. GENERAL CONDITIONS Section The Union shall be notified in advance of anticipated permanent major changes in working conditions and discussion 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 Probate Court, 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 Systems. Section 4. When any position not listed on the wage schedule is filled or established, the Employer 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 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 - 17 - 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 conference. 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 form 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 Employer. 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 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 eor 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. - 19 - 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. 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. XIX. DURATION This Agreement shall remain in full force and effect until midnight, December 31, 1993. 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 - 20 - • 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 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 Oakland County Probate Court. The Union recognizes the right and duty of 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 - 21 - k % By: Hon. Chie gene Arthur Moore Probate Judge y-0 A 1-e4 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. OAKLAND COUNTY PROBATE COURT AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES METROPOLITAN COUNCIL NO. 25 AFL-CIO, LOCAL 2437 Probate Court Employees APPENDIX A . Salaries - 1990 I. The following rrerit salary schedule shall prevail effective Decerber 30, 1989 for eTployees hired prior to May 5, 1987. 3 6 CLASSIFICATICN BASE CVOS. NOS. 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR Account Clerk I 19,237 19,587 19,943 20,649 21,347 22,058 Account Clerk II 21,742 22,647 23,560 24,462 Asst. Deputy Prob. Reg. 19,237 19,587 19,943 20,649 21,347 22,058 Auto Dict. &Prod. Typist 18,267 18,601 18,937 19,607 20,272 20,947 Child Welfare Worker I 23,224 24,946 Child Welfare Worker II 26,667 28,184 29,701 32,785 35,013 Clerk I 14,927 15,155 15,380 15,834 Clerk II 16,745 17,084 17,424 18,110 18,789 19,466 Clerk III 19,237 19,587 19,943 20,649 21,347 22,058 Court Service Officer I 18,653 19,409 20,163 21,679 Court Service Officer II 22,762 24,487 26,215 27,941 Deputy Probate Register I 19,675 20,559 21,448 22,339 23,225 Deputy Probate Register II 23,800 24,462 Office Leader 21,519 22,501 23,480 24,462 Probate Court Reporter I 23,733 25,125 26,518 27,909 Probate Court Reporter II 28,531 30,202 31,824 33,427 Secretary I 20,431 21,362 22,292 23,225 Stenographer I 17,339 17,573 17,808 18,279 Stenographer II 19,237 19,587 19,943 20,649 21,347 22,058 Typist I 15,585 15,816 16,047 16,504 Typist II 17,426 17,770 18,114 18,812 19,503 20,194 (1 ) APPENDIX A, Continued II. The following merit salary schedule shall prevail effective Decenber 30, 1989 for employees hired or promoted on or following May 5, 1987. CLASSIFICATICN BASE 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR Account Clerk I Account Clerk II Asst. Deputy Probate Reg. Auto Dict. & Prod. Typist Child Welfare Worker I Child Welfare Worker II Clerk I Clerk II Clerk III Court Service Officer I Court Service Officer II Deputy Probate Register 1 Deputy Probate Register II Office Leader Probate Court Reporter I Probate Court Reporter II Secretary I Stenographer I Stenographer II Typist I Typist II 16,934 17,958 18,982 20,008 21,033 22,058 18,785 19,920 21,057 22,191 23,329 24,462 16,934 17,958 18,982 20,008 21,033 22,058 16,079 17,052 18,026 19,000 19,973 20,947 24,466 25,942 27,420 28,896 30,372 31,850 26,898 28,521 30,143 31,767 33,390 35,013 14,385 15,254 16,126 16,998 17,870 18,741 14,809 15,738 16,672 17,603 18,537 19,466 16,934 17,958 18,982 20,008 21,033 22,058 18,785 19,920 21,057 22,191 23,329 24,462 20,650 21,897 23,145 24,391 25,639 26,888 17,833 18,910 19,990 21,067 22,146 23,225 18,785 19,920 21,057 22,191 23,329 24,462 18,785 19,920 21,057 22,191 23,329 24,462 23,356 24,764 26,177 27,587 28,997 30,407 25,679 27,229 28,777 30,330 31,880 33,427 17,833 18,910 19,990 21,067 22,146 23,225 16,079 17,052 18,026 19,000 19,973 20,947 16,934 17,958 18,982 20,008 21,033 22,058 14,809 15,738 16,672 17,603 18,537 19,466 15,429 16,382 17,334 18,286 19,242 20,194 (2) APPENDIX A, Continued Salaries 21991 1. The following merit salary schedule shall prevail effective DeceTber 29, 1990 fo erployees hired prior to May 5, 1987. CLASSIFICATION 3 6 BASE ADS. MC6. 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR Account Clerk I Account Clerk II Asst. Deputy Prob. Reg. Auto Dict. & Prod. Typist Child Welfare Worker I Child Welfare Worker II Clerk I Clerk II Clerk III Court Service Officer I Court Service Officer II Deputy Probate Register I Deputy Probate Register II Office Leader Probate Court Reporter I Probate Court Reporter II Secretary I Stenographer I Stenographer II Typist I Typist II 20,103 20,468 20,840 21,578 22,308 23,051 22,720 23,666 24,620 25,563 20,103 20,468 20,840 21,578 22,308 23,051 19,089 19,438 19,789 20,489 21,184 21,890 24,269 26,069 27,867 29,452 31,038 34,260 36,589 15,599 15,837 16,072 16,547 17,499 17,853 18,208 18,925 19,635 20,342 20,103 20,468 20,840 21,578 22,308 23,051 19,492 20,282 21,070 22;655 23,786 25,589 27,395 29,198 20,560 21,484 22,413 23,344 24,270 24,871 25,563 22,487 23,514 24,537 25,563 24,801 26,256 27,711 29,165 29,815 31,561 33,256 34,931 21,350 22,323 23,295 24,270 18,119 18,364 18,609 19,102 20,103 20,468 20,840 21,578 22,308 23,051 16,286 16,528 16,769 17,247 18,210 18,570 18,929 19,659 20,381 21,103 (3) • APPENDIX A, Continued II. The following rrerit salary schedule shall prevail effective December 29, 1990 for erployees hired or promoted on or following May 5, 1987. CLASSIFICATICN BASE 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR Account Clerk I Account Clerk II Asst. Deputy Probate Reg. Auto Dict. & Prod. Typist Child Welfare Worker I Child Welfare Worker II Clerk I Clerk II Clerk III Court Service Officer I Court Service Officer II Deputy Probate Register I Deputy Probate Register II Office Leader Probate Court Reporter I Probate Court Reporter II Secretary I Stenographer I Stenographer II Typist I Typist II 17,696 18,766 19,836 20,908 21,979 23,051 19,630 20,816 22,005 23,190 24,379 25,563 17,696 18,766 19,836 20,908 21,979 23,051 16,803 17,819 18,837 19,855 20,872 21,890 25,567 27,109 28,654 30,196 31,739 33,283 28,108 29,804 31,499 33,197 34,893 36,589 15,032 15,940 16,852 17,763 18,674 19,584 15,475 16,446 17,422 18,395 19,371 20,342 17,696 18,766 19,836 20,908 21,979 , 23,051 19,630 20,816 22,005 23,190 24,379 25,563 21,579 22,882 24,187 25,489 26,793 28,098 18,635 19,761 20,890 22,015' 23,143 24,270 19,630 20,816 22,005 23,190 24,379 25,563 19,630 20,816 22,005 23,190 24,379 25,563 24,407 25,878 27,355 28,828 30,302 31,775 26,835 28,454 30,072 31,695 33,315 34,931 18,635 19,761 20,890 /2,015 23,143 24,270 16,803 17,819 18,837 19,855 20,872 21,890 17,696 18,766 19,836 20,908 21,979 23,051 15,475 16,446 17,422 18,395 19,371 20,342 16,123 17,119 18,114 19,109 20,108 21,103 (4 ) (5) Salaries - 1992 Probate Court 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 1992 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 group. Salaries and Fringe Benefits - 1993 The parties shall reopen negotiations for 1993 salary rates no later than November 1, 1992. This reopener shall be for the purpose of bargaining 1993 wages & fringe benefits only. • S • PROBATE COURT EMPLOYEES APPENDIX B For the following fringe benefits, refer to the Oakland County Merit System Rule Book: 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 Merit System Rule Book. 1 APPENDIX B (CONT'D) II (a) Effective June 1, 1982, employees required to drive their personal vehicle on official Probate Court 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 working 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. - 2 - .... 4 " s . 4 APPENDIX B (CONT'D) IV Beginning with this Contract the Deputy Registers I and II classes shall be considered permissible equivalents. Employees having satisfactorily completed the salary range of Deputy Register I shall be promoted to Deputy Register II without need for an existing vacancy. V Fringe benefits for 1993 shall be subject to negotiations consistent with the agreement between the parties regarding wages and benefits for 1993. i A • - I • Resolution # 902qci_ December 13, 1990 Moved by Calandro supported by Law the resolution be adopted. AYES: McPherson, Moffitt, Olsen, Pappageorge, Pernick, Price, Rewold, Skarritt, Aaron, Caddell, Calandro, Crake, Ferrens, Gosling, Huntoon, Johnson, R. Kuhn, Law, Luxon, McConnell, McCulloch. (21) NAYS: None. (0) A sufficient majority having voted therefor, the resolution was adopted. STATE OF MICHIGAN) COUNTY OF OAKLAND I, Lynn D. Allen, Clerk of the County of Oakland, do hereby certify that the foregoing resolution is a true and accurate copy of a resolution adopted by the Oakland County Board of Commissioners on December 13, 1990 with the original record thereof now remaining in my office. In Testimony Whereof, I have hereunto set py hand and affixed the seal of the County of Oakland at Pontiac, Michigan this 13th day A) _12cember,„ 91:1_ 1, Ly7'0. Allen, County Clerk