HomeMy WebLinkAboutResolutions - 1991.07.25 - 18499June 27, 1991 Miscellaneous Resolution # 91136
BY: PERSONNEL COMMITTEE - Marilynn E. Gosling, Chairperson
IN RE: PERSONNEL DEPARTMENT - 1991 - 1993 LABOR AGREEMENT FOR EMPLOYEES
REPRESENTED BY THE OAKLAND COUNTY EMPLOYEES' UNION
TO THE OAKLAND COUNTY BOARD OF COMMISSIONERS
Mr. Chairperson, Ladies and Gentlemen:
WHEREAS representatives of the Oakland County Employees' Union have
been negotiating a contract covering certain employees in the following
departments and divisions: Drain Commissioner, Public Works - Facilities,
Maintenance and Operations, Sewer and Water, and Parks and Recreation, Human
Services - Medical Care Facility and Community Mental Health, Public Services
- Animal Control, and Sheriff's Department; and
WHEREAS a three year agreement covering certain employees in
these departments and divisions has been reached with the Oakland County
Employees' Union for the period January 1, 1991 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 County
of Oakland and the Oakland County Employee's Union, be and the same is hereby
approved; and that the Chairperson of this Board, on behalf of the County of
Oakland, be and is hereby authorized to execute said agreement, a copy of
which is attached hereto.
Mr. Chairperson, on behalf of the Personnel Committee, I move the
adoption of the foregoing resolution.
PERSONNEL COMMITTEE
THE COUNTY OF OAKLAND
AND
OAKLAND COUNTY EMPLOYEES UNION
Collective Bargaining Agreement
1991 - 1993
5
AGREEMENT
This agreement is made and entered into on this day of
A.D., 1991, by and between the Oakland County Board of Commissioners and the
Oakland County Executive, hereinafter referred to collectively as the "Employer,"
and the Oakland County Employees Union, hereinafter referred to as the "Union."
It is the desire of both parties to this agreement to continue to work
harmoniously and to promote and maintain high standards, between the employer and
employees, which will best serve the citizens of Oakland County.
I. RECOGNITION
The Employer recognizes the Union as the exclusive representative of the
following employees, for the purposes of collective bargaining with respect to
rates of pay, wages, hours of employment and other terms and conditions of
employment, in the following bargaining unit for which they have been certified,
and in which the Union is recognized as collective bargaining representative,
subject to and in accordance with the provisions of Act 336 of the Public Acts of
1947, as amended.
All Animal Control Officers, and Animal Shelter Attendants EXCLUDING
clerical and supervision.
All employees of Building Custodial units of the Department of Public
Works EXCLUDING all supervisors as defined in the Act.
All employees of the Maintenance and Ground units of the Department of
Public Works EXCLUDING all supervisors as defined in the Act.
All Maintenance Laborers and General Maintenance Mechanics employed by
the Oakland County Drain Commissioner EXCLUDING supervisors and all
other employees.
All Construction Inspectors I, II and III, and all employees of the
Water and Sewage Operations unit, Oakland County Division of Sewer and
Water EXCLUDING supervisors and all engineering, clerical,
administrative, professional and other office employees.
All Social Workers I and II and Program Specialist II employees of the
Community Mental Health Board.
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of each month and shall be remitted together with an itemized statement to the
local treasurer, within fourteen (14) days after the deductions have been made.
(b) An employee shall cease to be subject to check-off deductions
beginning with the month immediately following the month in which he is no longer
a member of the bargaining unit. Any employee may voluntarily cancel or revoke
the Authorization for Check-off deduction upon written notice to the Employer and
the Union during the fifteen (15) day period prior to the expiration of the
contract.
(c) The Union will protect and save harmless the Employer from any and
all claims, demands, suits and other forms of liability by reason of action taken
by the Employer for the purpose of complying with this section.
IV. STEWARDS AND ALTERNATE
Section 1.
There shall be one chief steward and one alternate chief steward for the
bargaining group and additional stewards and alternates as provided in the
appendices for the individual functional units. All stewards and alternate
stewards must come from the unit they represent.
Stewards will be permitted to leave their work, after obtaining approval
of their respective supervisors and recording their time, for the purpose of
adjusting grievances in accordance with the grievance procedure and for reporting
to the grievant a change in status of his grievance. Permission for stewards to
leave their work stations will not be unreasonably withheld. Stewards will report
their time to their supervisor upon returning from a grievance discussion.
The privilege to leave their work during working hours, without loss of
pay, is extended with the understanding that the time will be devoted to the
prompt handling of grievances and will not be abused, and that they will continue
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V. GRIEVANCE PROCEDURES
The Employer and the Union support and subscribe to an orderly method of
adjusting employee grievances. To this end, the Employer and the Union agree that
an employee should first bring his problem or grievance to the attention of his
immediate supervisor, with or without his steward within ten (10) days of the
occurrence. The immediate supervisor shall attempt to resolve the grievance
informally. Dismissals, suspensions, demotions and disciplinary actions of any
type shall not be a subject for the grievance procedure but shall be processed
according to the procedures of the Personnel Appeal Board.
Step 1.
If the grievance is not settled informally, it shall be discussed with
the shift steward and shall be reduced to writing, signed by the grievant and
submitted to his immediate supervisor within five (5) working days of the informal
discussion.
Step 2.
The written grievance may be discussed between the shift steward and the
immediate supervisor if so desired. The supervisor will attempt to adjust the
matter and will give his written decision within ten (10) days (excluding
Saturday, Sunday and holidays) of receipt of the written grievance. The Union
will be provided a copy of the Employer's response to any grievance filed by
members of this unit.
Step 3.
Any grievance not settled at Step 2 may be submitted to the next meeting
of the grievance committee. The union grievance committee shall consist of the
Chief Steward and one other member of the bargaining unit. Any grievance not
submitted to the next grievance committee meeting,. by written notification to the
Employer within five (5) days of the immediate supervisor's written decision,
shall be considered dropped.
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supply the Union with its answer to the particular step within the specified time
limits, the grievance shall be deemed automatically positioned for appeal at the
next step with the time limit for exercising said appeal commencing with the
expiration of the grace period for answering.
VI. BULLETIN BOARD
The Employer shall assign space for a bulletin board which shall be used
by the Union for posting notices, bearing the written approval of the Chief
Steward of the Union local, which shall be restricted to:
(a) Notices of Union recreational and social affairs;
(b) Notices of Union elections;
(c) Notices of Union appointments and results of Union elections;
(d) Notices of Union Meetings;
(e) Other notices of bona fide Union affairs which are not political or
libelous in nature.
VII. SENIORITY
New employees may acquire seniority by working six (6) continuous
months, in which event the employee's seniority will date back to the date of hire
into the department. When the employee acquires seniority, his name shall be
placed on the seniority list, in the order of his seniority date.
An up-to-date seniority list shall be furnished to the Union every six
(6) months.
An employee shall lose his seniority for the following reasons:
(a) If the employee resigns or retires;
(b) If the employee is discharged, and not reinstated;
(c) If the employee is absent from work for three (3) working days,
without properly notifying the Employer, unless a satisfactory
reason is given;
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or funds from their unit and the first to be recalled to work in their unit
following such layoff providing they have the then present ability to
satisfactorily perform the available work in such area without additional
training.
IX. PROMOTIONS
(a) Promotions made within the bargaining unit shall be carried out in a
manner consistent with the provisions of the Oakland County Merit System.
(b) A union observer will be permitted to attend Merit System
promotional interviews for promotions within the bargaining unit.
X. GENERAL CONDITIONS
Section 1.
The Union shall be notified in advance of anticipated permanent major changes
in working conditions and discussions shall be held thereon.
Section 2.
Employees elected to any permanent full time Union office or selected by the
Union to do work which takes them from their employment with the County, shall at
the written request of the Union be granted a leave of absence without pay. The
leave of absence shall not exceed two (2) years, but it shall be renewed or
extended for a similar period at any time upon the written request of the Union.
Section 3.
When any position not listed on the wage schedule is filled or established,
the County may designate a job classification and rate structure for the position.
The County shall notify the union at such time as the new classification is
established. In the event the Union does not agree that the classification, rate
or structure are proper, the Union shall have the right to submit the issue as a
grievance through the grievance procedure within a three (3) month period
following notification.
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Section 8.
Part-time, non-eligible employees may be utilized for up to 1,000 hours of
employment per year as provided in the Oakland County Merit Rules published
February, 1986.
Section 9.
The employer may in its sole judgment and discretion decide to permit early
merit increases ahead of the schedule provided in this Agreement.
merit increases shall be recommended by the department head and be
approval by the Employee Relations Division of the Personnel Department
Such early
subject to
. Approval
of an early merit increase in one case shall not create a precedent for granting
an early merit increase in any other.
Section 10.
Copies of all disciplinary actions related to members of this bargaining
unit shall be provided to the union providing the employee disciplined has
authorized it.
XI. ADOPTION BY REFERENCE OF RELEVANT RESOLUTIONS AND PERSONNEL POLICIES
All Resolutions of the Oakland County Board of Commissioners, as amended or
changed, from time to time, relating to the working conditions and compensation of
the employees covered by this agreement, and all other benefits and policies
provided for in the Oakland County Merit System, which incorporates the Oakland
County Employee's Handbook, are incorporated herein by reference and made a part
hereof to the same extent as if they were specifically set forth.
XII. MAINTENANCE OF CONDITIONS
Wages, hours and conditions of employment legally in effect at the execution
of this Agreement shall, except as improved herein, be maintained during the term
of this Agreement. No employee shall suffer a reduction in such benefits as a
consequence of the execution of this Agreement.
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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 or_dnances and remain within the jurisdiction of the County of
Oakland for continued application.
COUNTY OF OAKLAND, a Michigan
OAKLAND COUNTY EMPLOYEES UNION Constitutional Corporation
icsy , —
8teven Schell Roy Rewold; Chairperson
OAKLAND COUNTY EXECUTIVE
Daniel T. Murph
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ANIMAL CONTROL
APPENDIX B
a. SALARIES - 1991
The following merit salary schedule shall prevail for the period beginning the
first pay period on or after December 29, 1990:
Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year
Animal Control Officer 21,058 22,329 23,604 24,874 26,149 27,417
Animal Shelter Attendant 15,475 16,446 17,422 18,395 19,371 20,342
General Helper 6.50 per hour
SALARIES - 1992
Employees represented by this bargaining unit shall be entitled to receive
the same general salary increase as approved by the Oakland County Board of
Commissioners to take effect during calendar 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 non-represented employee group.
SALARIES - 1993
The parties shall reopen negotiations for 1993 salary rates no later than
October 15, 1992. This reopener shall be for the purpose of bargaining 1993 wages
only.
II
REPRESENTATION
There shall be one steward and one alternate steward.
In the matters which require the presence of a union steward it shall be the
responsibility of the employer to arrange for the steward's attendance.
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MAINTENANCE, CUSTODIAL AND GROUNDS
APPENDIX C
I (Con't)
b. SALARIES - 1991 (FOR EMPLOYEES HIRED ON OR AFTER AUGUST 21, 1986)
The following merit system salary schedule shall prevail for the period beginning
the first pay period on or after December 29, 1990:
Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year
Central Stock Attendant
Custodial Worker I
Custodial Worker II
Custodial Worker III
General Helper
General Maintenance Mech.
Groundskeeper I
Groundskeeper II
Groundskeeper Crew Chief
Groundskeeper Specialist
Maintenance Laborer
Mobile Unit Custodial Wkr
Skilled Maint. Mech. I
Skilled Maint. Mech. II
Skilled Maint. Mech. III
Window Washer
Window Washer Crew Leader
SALARIES - 1992
21,579 22,882 24,187 25,489 26,793 28,098
15,032 15,940 16,852 17,763 18,674 19,584
15,475 16,446 17,422 18,395 19,371 20,342
16,803 17,819 18,837 19,855 20,872 21,890
6.50 per hour
20,461 21,695 22,934 24,170 25,408 26,639
17,696 18,766 19,836 20,908 21,979 23,051
18,635 19,761 20,890 22,015 23,143 24,270
21,579 22,882 24,187 25,489 26,793 28,098
19,630 20,816 22,005 23,190 24,379 25,563
16,803 17,819 18,837 19,855 20,872 21,890
• 16,803 17,819 18,837 19,855 20,872 21,890
21,579 22,882 24,187 25,489 26,793 28,098
22,665 24,034 25,404 26,772 28,141 29,495
26,089 27,663 29,238 30,814 32,388 33,960
17,696 18,766 19,836 20,908 21,979 23,051
23,314 24,053 24,794 25,532 26,267 27,006
Employees represented by this bargaining unit shall be entitled to receive
the same general salary increase as approved by the Oakland County Board of
Commissioners to take effect during calendar 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 non-represented employee group.
SALARIES - 1993
The parties shall reopen negotiations for 1993 salary rates no later than
October 15, 1992. The reopener shall be for the purpose of bargaining 1993 wages
only.
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APPENDIX C (Con't)
IV
Custodial employees hired after 1/1/84 will be appointed as Custodial Worker
I and will move from Custodial Worker I to Custodial Worker II after completing
each step of the Custodial Worker I salary range. Such movement shall be in
accordance with Merit System Rules as applied to other classes treated as a series
(such as Typist I and II). All employees hired after 1/1/84 must be able and
willing to perform all current Custodial Worker I and II assignments from their
date of hire including buffing.
V
TEMPORARY CHANGE OF RATE
In those cases in which the temporary assignment includes taking over the
ultimate responsibility inherent in the higher level job and in which the
temporary assignment is for at least one full shift, the base salary rate will be
paid to the employee in the temporary assignment for the time actually worked in
the higher classification but the increased earnings will not count toward the
basis on which service increment pay is determined.
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SEWER, WATER & SOLID WASTE
APPENDIX D
I (Con't)
b. SALARIES - 1991 (FOR EMPLOYEES HIRED ON OR AFTER AUGUST 21, 1986)
The following merit salary schedule shall prevail for the period beginning the
first pay period on or after December 29, 1990:
CLASSIFICATION BASE 6 MO. 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR
Chemist 23,729 25,160 26,594 28,027 29,460 30,892
Construction Inspector I 17,696 18,766 19,836 20,908 21,979 23,051
Construction Inspector II 21,579 22,882 24,187 25,489 26,793 28,098
Construction Inspector III 23,729 25,160 26,594 28,027 29,460 30,892
Electronics Technician 21,579 22,882 24,187 25,489 26,793 28,098
General Helper 6.50 per hour
Laboratory Technician I 18,635 19,761 20,890 22,015 23,143 24,270
Laboratory Technician II 19,630 20,816 22,005 23,190 24,379 25,563
Maintenance Laborer 16,803 17,819 18,837 19,855 20,872 21,890
Maintenance Mechanic I 18,635 19,761 20,890 22,015 23,143 24,270
Maintenance Mechanic II 20,461 21,695 22,934 24,170 25,408 26,639
Meter Reader 16,803 17,819 18,837 19,855 20,872 21,890
Pump Maintenance Mechanic I 21,579 22,882 24,187 25,489 26,793 28,098
Pump Maintenance Mechanic II 23,729 25,160 26,594 28,027 29,460 30,892
Sewage Treat. Plant Oper. I 19,630 20,816 22,005 23,190 24,379 25,563
Sewage Treat. Plant Oper. II 23,729 25,160 26,594 28,027 29,460 30,892
Sewage Treat. Plant Oper.
Trainee 16,803 17,819 18,837
Water Meter Technician 19,630 20,816 22,005 23,190 24,379 25,563
SALARIES - 1992
Employees represented by this bargaining unit shall be entitled to receive
the same general salary increase as approved by the Oakland County Board of
Commissioners to take effect during calendar 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 non-represented employee group.
SALARIES - 1993
The parties shall reopen negotiations for 1993 salary rates no later than
October 15, 1992. This reopener shall be for the purpose of bargaining 1993 wages
only.
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5 YR.
19,584
MEDICAL CARE FACILITY EMPLOYEES
APPENDIX E
b. SALARIES - 1991
The following merit salary schedule shall prevail for the period beginning the
first pay period on or after December 29, 1990:
CLASSIFICATION BASE 1 YR. 2 YR. 3 YR. 4 YR.
Custodial Worker I 15,032 15,940 16,852 17,763 18,674
Custodial Worker II 15,475 16,446 17,422 18,395 19,371 20,342
Day Room Assistant 15,032 15,940 16,852 17,763 18,674 19,584
Food Service Worker I 15,032 15,940 16,852 17,763 18,674 19,584
Food Service Worker II 15,475 16,446 17,422 18,395 19,371 20,342
General Helper 6.50 Per Hour
Licensed Practical Jrse 18,903 20,045 21,189 22,331 23,475 24,619
Nursing Assistant 15,475 16,446 17,422 18,395 19,371 20,342
Nursing Asst. Trainee 5.44 Per Hour
Second Cook 15,475 16,446 17,422 18,395 19,371 20,342
SALARIES - 1992
Employees represented by this bargaining unit shall be entitled to receive
the same general salary increase as approved by the Oakland County Board of
Commissioners to take effect during calendar 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 non-represented employee group.
SALARIES - 1993
The parties shall reopen negotiations for 1993 salary rates no later than
October 15, 1992. The reopener shall be for the purpose of bargaining 1993 rates
only.
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accordance with merit System Rules as applied to other classes treated as a sezies
(such as Typist I and II). All employees hired after 1/1/84 must be able and
willing to perform all current Custodial Worker I and II assignments from their
date of hire including buffing.
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SHERIFF'S DEPARTMENT CLERICAL & MAINTENANCE EMPLOYEES
APPENDIX F (Con't)
II
REPRESENTATION
There shall be one (1) steward and one (I) alternate steward.
In matters which require the presence of a union steward it shall be the
responsibility of the employer to arrange for the steward's attendance.
SHIFT PREFERENCE
All represented employees within this functional unit will be entitled to
make a shift preference selection in January and July of each year. This shift
preference selection is to be based on seniority within the unit and is subject to
the final approval of the Sheriff. It is understood that approval will not be
unreasonably withheld.
It is further understood that provisions of this section related to shift
selection in no way effects the Sheriff's right to determine assignments.
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COMMUNITY MENTAL HEALTH
SOCIAL WORKERS, PROGRAM SPECIALIST II,
CLINICAL PSYCHOLOGISTS, TRAINING LEADER, CASE MGT. COORD.
APPENDIX G
I (Con't)
b. SALARIES - 1991 (FOR EMPLOYEES HIRED ON OR AFTER AUGUST 21, 1986)
The following merit salary schedule shall prevail for the period beginning the first
pay period on or after December 29, 1990:
CLASSIFICATION BASE 1 YR. 2 YR. 3 YR. 4 YR. 5 YR.
Case Management Coordinator 23,729 25,160 26,594 28,027 29,460 30,892
Clinical Psychologist I 28,684 30,414 32,145 33,876 35,605 37,334
Clinical Psychologist II 30,204 32,043 33,884 35,726 37,567 39,408
Mental Health Clinician 26,831 28,853 30,879 33,577 36,273 38,972
Mental Health Clinician PhD 33,482 35,569 37,657 39,742 41,829 43,917
Program Specialist I-CMH 26,089 27,663 29,238 30,814 32,388 33,960
Social Worker I 28,684 30,414 32,145 33,876 35,605 37,334
Social Worker II 30,204 32,043 33,884 35,726 37,567 39,408
Training Leader 19,630 20,816 22,005 23,190 24,379 25,563
SALARIES - 1992
Employees represented by this bargaining unit shall be entitled to receive
the same general salary increase as approved by the Oakland County Board of
Commissioners to take effect during calendar 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 non-represented employee group.
SALARIES - 1993
The parties shall reopen negotiations for 1993 salary rates no later than October
15, 1992. The reopener shall be for the purpose of bargaining for 1993 wages only.
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COMMUNITY MENTAL HEALTH
SOCIAL WORKERS, PROGRAM SPECIALIST II,
CLINICAL PSYCHOLOGISTS, TRAINING LEADER, CASE MGT. COORD.
APPENDIX G (Con't)
IV
ANNUAL LEAVE
For annual leave rate of accumulation through the first four (4) years of service,
refer to Community Mental Health Services Board Resolution dated November 1, 1968. The
parties agree that the Community Mental Health Services Board may, by resolution,
revise the annual leave rate of accumulation for the period covering the first four (4)
years of service to be consistent with the Merit System annual leave provisions;
provided no person or persons employed on the date of the change are substantively
affected.
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PARKS AND RECREATION DEPARTMENT
MAINTENANCE EMPLOYEES
APPENDIX H (Can't)
II
REPRESENTATION
There shall be a steward and an alternate steward, one of which shall be from
Addison-Oaks Park. During the term of this agreement and due to the fact that
Addison-Oaks Park is geographically distant from the other County parks, the
alternate steward shall perform all the duties and functions of a steward.
In matters which require the presence of a union steward it shall be the
responsibility of the employer to arrange for the steward's attendance.
III
TEMPORARY CHANGE OF RATE
In those cases in which the temporary assignment includes taking over the
ultimate responsibility inherent in the higher level job and in which the
temporary assignment is for at least one full shift, the base salary rate will be
paid to the employee in the temporary assignment for the time actually worked in
the higher classification, but the increased earnings will not count toward the
basis on which service increment pay is determined.
IV
Movement from the Level I to the Level II in the Groundskeeper series may
occur without the need for a vacancy in the higher classification, after
completion of each step in the Groundskeeper I salary range. An employee will be
reclassified from
and discretion
reclassification.
Groundskeeper I to Groundskeeper II when in the sole judgement
of the employer, his work performance warrants such
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DRAIN COMMISSIONER
MAINTENANCE EMPLOYEES
APPENDIX I (Con't)
II
REPRESENTATION
There shall be one (1) steward and one (1) alternate steward.
In matters which require the presence of a union steward it shall be the
responsibility of the employer to arrange for the steward's attendance.
III
TEMPORARY CHANGE OF RATE
In those cases in which the temporary assignment includes taking over the
ultimate responsibility inherent in the higher level job and in which the
temporary assignment is for at least one full shift, the base salary rate will be
paid to the employee in the temporary assignment for the time actually worked in
the higher classification, but the increased earnings will not count toward the
basis on which service increment pay is determined.
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LETTER OF A e• DI:* IP+
This agreement entered into this day of , 1991
between the County of Oakland and the Oakland County Employee's Union as
follows:
1. The practice of providing a Shoe Allowance for those
represented employees determined by the employer to be eligible for this
benefit shall continue, with the allowance to be increased to $50.00. The
procedure for administering this benefit shall remain unchanged.
2. Should members of the Oakland County Deputy Sheriff's
Association be provided a Shoe Allowance through collective bargaining
negotiations with the County then Animal Control Officers shall also be
entitled to the Shoe Allowance benefit as contained in paragraph 1 above.
3. Licensed Practical Nurse and Nursing Assistants employed by the
Oakland County Medical Care Facility and represented by Oakland County
Employees Union shall be entitled to County provided uniforms utilizing the
same program currently used in other County departments.
4. Represented employees hired prior to January 1, 1990 and
required by the employer to possess a Commercial Driver's License shall be
reimbursed by the County for the cost of the initial license minus the fee for
the standard Operator's License. Any training costs related to obtaining the
Commercial Driver's License which can be avoided due to County provided
training or testing shall not be reimbursed.
5. The employer agrees that from January 1, 1991 to December 311
1993 it shall pay the cost of the combined Long Term and Short Term Disability
provided that this cost does not exceed a ceiling of 300% of the Original
Combined Premium Rate for these policies.
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July 25, 1991
FISCAL NOTE (Misc. 91136)
BY: FINANCE COMMITTEE, DR. G. WILLIAM CADDELL, CHAIRPERSON
IN RE: PERSONNEL DEPARTMENT - 1991-1993 LABOR AGREEMENT FOR EMPLOYEES
REPRESENTED BY THE OAKLAND COUNTY EMPLOYEES' UNION- MISCELLANEOUS
RESOLUTION #91136
TO THE OAKLAND COUNTY BOARD OF COMMISSIONERS
Mr. Chairperson, Ladies and Gentlemen:
Pursuant to Rule XI of this Board, the Finance Committee has reviewed
Miscellaneous Resolution #91136 and finds:
1. The County of Oakland and the Government Employees Labor Council has
reached an agreement for the years 1991 -1993 for 571 represented
employees at the Parks and Recreation, Water and Sewer, Facilities
Maintenance and Operations, Medical Care Facility, Community Mental
Health, Animal Control, Sheriff clerical, and Drain Commissioner.
2. The agreement stipulates varying percentage salary increase averaging
4.5% for 1991, and a "me too" clause with non-represented employees in
1992.
3. The estimated cost increase for 1991 is $614,788 for Salaries and
Shift Premium plus $189,954 for corresponding Fringe Benefits.
4. Funds have been allocated in the 1991 budget to cover the 4.5% annual
adjustment, no additional appropriations are recommended.
5. The above mentioned salary increase includes $13,154 for shift
premium due to the hourly increase from $.25 to $.35 effective July 1,
1991. Salaries of $2,401 and corresponding fringes of $715 need
appropriation to the Sheriff Department budget.
6. Estimated increase for shift premium for 1992 is $32,886 due to the
hourly increase from $.35 to $.40 effective July 1, 1992. Funds will be
appropriated with the 1992-1993 Biennial Budget.
7. Cost of increase for shoe allowance of $2,172 is detailed on the
attached worksheet. Currently each division pays an approved vendor
directly at a rate of $38 per employee. Proposed cost is $50 paid
directly to each employee. Departments will absorb this added cost in
their budget.
8. Cost of uniforms ($15,400) for Medical Care Facility Licensed
Practical Nurses requires an appropriation from the General Fund
contingency.
9. Cost increase for commercial drivers license of $1,300 is included on
the attached worksheet and will be absorbed by divisions.
10.Funding for increases to Special Revenue and Proprietary Funds will
be paid for by their funds.
11. Funding is available in the General Fund Non-Departmental account
Salary Adjustment and Fringe Benefit Adjustment for the shift premium
increase.
12. The 1991 budget should be amended as follows:
4-10100-909-01-00-9901
4-10100-909-01-00-9906
4-10100-909-01-00-9900
4-10100-433-01-00-1013
4-10100-433-01-00-2077
4-10100-439-05 -00-1013
4-10100-439-05-00-2077
4-52100-163-35-00-3772
TOTAL
Salary Adjustment
Fringe Benefit Adjustment
General Fund Contingency
Sheriff Corrections-salaries
Sheriff Corrections-fringes
Sheriff Communications-salaries
Sheriff Communications-fringes
Medical Care Fac-Uniform cleaning
$(2,401)
(696)
(15,400)
626
181
1,775
515
15,400
$ -0-
FINANCE COMMITTEE
i:\nanc\cullinet\unionoce.fn
Resolution # 91116 July 25, 1991
Moved by Gosling supported by Jensen the resolution be adopted.
AYES: Jensen, Johnson, Krause, Law, McConnell, McCulloch,
McPherson, Moffitt, Oaks, Olsen, Palmer, Pappageorge, Pernick, Price,
Rewold, Schmid, Serra, Skarritt, Wolf, Aaron, Bishop, Caddell, Ferrens,
Gosling, Huntoon. (25)
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 July 25, 1991
with the original record thereof now remaining in my office.
In Testimony Whereof, I have hereunto set my hand and affixed the seal of the County
of Oakland at Pontiac, Michigan this 25th day of—) July ,';'1 1991
_
LynnfO. Allen, County CC-e-Fk