HomeMy WebLinkAboutResolutions - 1992.07.23 - 20026June 25, 1992 Miscellaneous Resolution # 92142
BY: PERSONNEL COMMITTEE - Marilynn E. Gosling, Chairperson
IN RE: PERSONNEL DEPARTMENT - 1991 - 1993 LABOR AGREEMENT FOR MEDICAL
EXAMINER INVESTIGATORS REPRESENTED BY THE MICHIGAN ASSOCIATION OF
POLICE (MAP)
TO THE OAKLAND COUNTY BOARD OF COMMISSIONERS
Mr. Chairperson, Ladies and Gentlemen:
WHEREAS the County of Oakland and the Michigan Association of Police
have been negotiating a contract covering seven (7) employees of the Medical
Examiner; and
WHEREAS a three (3) year agreement has been reached 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 Michigan Association of Police 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 ASSOCIATION OF POLICE
MEDICAL EXAMINER'S INVESTIGATORS
Collective Bargaining Agreement
1991 - 1993
AGREEMENT
This agreement is made and entered into on this "(33 cd day of
, A.D., 1_94, by and between The County of Oakland,
hereinafter referred to as the employer, and The Michigan Association of Police,
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 Union is recognized as the exclusive representative of the Medical
Examiners Investigators, 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 Medical Examiners Investigators employed by
the Oakland County Medical Examiner excluding
supervisory and all other employees.
II. MANAGEMENT RESPONSIBILITY
The right to hire, promote, discharge or discipline, and to maintain
discipline and efficiency of employees, is the sole responsibility of the Employer
except that Union Members shall not be discriminated against as such. In
addition, the work schedules, methods and means of departmental operation are
solely and exclusively the responsibility of the Employer, subject, however, to
the provisions of this agreement.
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III. DUES CHECK-OFF
(a) The Employer agrees to deduct the Union dues once each mon.: on
the pay of those employees who individually authorize in writing that :Lich
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 Michigan Association of
Police/NAP, 24300 Southfield Road, Suite 100, Southfield, MI 48075, 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. UNION REPRESENTATIVES
Section 1
There shall be a Steward and an Alternate Steward who would act in the
place of the Steward in his/her absence.
Section 2
The Steward will be permitted to leave his/her work, after obtaining
approval of his/her supervisor and recording the time, for the purpose of
adjusting grievances in accordance with the grievance procedure and for reporting
to the grievant a resolution of the grievance. Permission for the Steward
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to leave his/her work assignment will not be unreasonably withheld. The Steward
will report back to his/her supervisor upon returning from a grievance discu ,.
The privilege to leave work during working hours, without loss c ;ay,
is extended with the understanding that the time will be devoted to the prompt
handling of grievances and will not be abused, and that he/she will continue to
work at the assigned jobs at all times except when permitted to leave work to
handle grievances.
Section 3
The Union will provide written notification to the Employer of 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. The Employer must at
all times be advised as to the office of the individual representative of the
Union with whom it may be dealing.
V. 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/her problem or grievance to the attention of
his/her immediate supervisor, within five (5) days of the occurrence. The
immediate supervisor shall attempt to resolve the grievance informally.
Suspensions, demotions, and disciplinary actions other than dismissals shall not
be subjects for the grievance procedure but shall be processed according to the
procedures of the Personnel Appeal Board. Dismissals are to be heard only by an
arbitrator. The list of rotating arbitrators will be canvassed to obtain the
earliest available date. The arbitrator must complete the hearing and render a
decision within ninety (90) calendar days after termination. Employer backpay
liability, if any, shall be limited to ninety (90) calendar days unless the Union
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shall establish that the delay, though caused by the Employee or Employee's
representative was caused by just and reasonable cause.
Step I
If the grievance is not settled informally, it may be discussed with the
Steward and reduced to wrlting; signed by the grievant and submitted to
his/her immediate supervisor within five (5) days of the occurrence.
Step 2
The written grievance shall be discussed between the Steward and the
immediate supervisor. The supervisor will attempt to adjust the matter
and will give his written decision within five (5) days of receipt of
the written grievance.
Step 3
If the grievance is not settled in Steps 1 and 2, the Union may within
five (5) days after the supervisor's answer, request in writing to the
Medical Examiner Administrator a meeting of Employee Relations and
Medical Examiner Administrator with the Grievance Committee. Such
meetings will be held within fifteen (15) days after the date of written
request and the Employer will render his decision within seven (7) days
thereafter. The Employer and the Union may by mutual written agreement
extend the time limits of the grievance procedure. The Union Grievance
Committee will consist of the Steward or his/her designee. (Working
days refer to Monday-Friday, excluding Saturday, Sunday and Holidays.)
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 five (5) days after the Employers response from the Step 3
meeting. Expenses for arbitration shall be borne equally by both
parties.
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The grievance upon which Arbitration has been demanded shall be referred
to one of the following Arbitrators in accordance with the date of
written grievance, the oldest grievance being referred first:
1. Elaine Frost
2. Barry Brown
3. Benjamin wolkinson
4. William Daniel
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 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.
Any grievance not appealed from any step 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 Management 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.
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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 President of
the Union local. Notices 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, subject to Management's approval, 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
or transfer into the unit. When the employee acquires seniority his/her name
shall be placed on the seniority list in the order of his/her unit seniority date.
In those occurrences when two or more employees have the same unit seniority date
the employee who's name appears first on an alphabetical list shall be deemed
senior.
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 five 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;
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(e) If the employee does not return to work when recalled from
a layoff.
(f) If the employee is on lay-off for a period of time equal toh_
unit seniority time or three years, whichever is the lesser.
VIII. LAY-OFF AND RECALL
If 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 and
shall be recalled in the inverse order. (Refer to Rule #9, Oakland County Merit
System Handbook.) The steward and alternate steward shall be considered to be
most senior for the purpose of layoff and recall.
IX. GENERAL CONDITIONS
Section 1
Special conferences may be arranged at a mutually convenient time
between the Union and the Employer upon the request of either party. Such
meetings may be between at least two representatives of the Employer and no more
than two employee representatives of the Union. The members of the Union shall
not lose time or pay for time spent in such special conferences.
Section 2
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 3
Employees will be provided protective clothing of a type deemed suitable
by the employer. Protective clothing shall consist of boots, coveralls and a face
shield and mask. It shall be the responsibility of each employee to maintain
their protective clothing to a level which will insure its serviceability.
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X. AID TO OTHER UNIONS
The employer agrees and shall cause its designated agents not tr aid,
promote, or finance any other labor group or organization which purports to ;age
in collective bargaining or to make any agreement with any such group or
organization for the purpose of undermining the Union.
The Union agrees not to make agreements with any other union for the
purpose of coercing the Employer.
XI. ADOPTION BY REFERENCE OF RELEVANT RESOLUTIONS AND PERSONNEL POLICIES
All Resolutions of the Oakland County Board of Commissioners, as amended
or changed 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 Employees'
Handbook, are incorporated herein by reference and made a part hereof to the same
extent as if they were specifically set forth.
XII. ECONOMIC MATTERS
The agreement between the parties on economic matters are set forth in
Appendix A a -d Appendix B attached hereto and are incorporated into this
collective bargaining agreement.
XIII. 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.
The Employer will not lockout any employees of the bargaining unit
during the term of this agreement.
MICHIGAN ASSOCIATION
OF POLICE
COUNTY OF OAKLAND, a Michigan
Constitutional Corporation
Larry geake, Chairperson
by 6L:le,
Daniel T."-1414#hy
Oakland County Executive
by
XIV. DURATION
This agreement shall remain in full force and effect from
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- ffIr9, to midnight, December 31, 1993. 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, 1993, that it
desires to modify the agreement. In the event that such notice is given,
negotiations shall begin within a reasonable period of time.
MEDICAL EXAMINER INVESTIGATOR
APPENDIX A
I. 1991 WAGES
The following salary schedule shall become effective beginning the first
pay period on or after December 29, 1990.
BASE 1 YEAR 2 YEAR 3 Year 4 YEAR 5 YEAR
23,729 25,160 26,594 28,027 29,460 30,892
II. 1992 WAGES
The following salary schedule shall become effective beginning the first
pay period on or after December 28, 1991.
BASE 1 YEAR 2 YEAR 3 Year 4 YEAR 5 YEAR
24,797 26,292 27,791 29,288 30,786 32,282
III. 1993 WAGES
Medical Examiner Investigators shall receive the same general increase
as approved by the Oakland County Board of Commissioners to take effect
during calendar year 1993 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.
IV. MINIMUM CALL-IN
Any employee required to work overtime which is non-contiguous to the
employee's regular work schedule shall be entitled to a minimum of two (2)
hours work or pay on weekdays or three (3) hours work or pay on weekends at
the applicable overtime rate.
MEDICAL EXAMINER INVESTIGATORS
APPENDIX B
For the following fringe benefits, refer to the Oakland County Employees'
Handbook:
1. Injury on the Job
2. Leave of Absence
3. Death Benefits
4. Longevity
5. Medical and Master Medical Coverage
6. Sick Leave
7. Retirement
8. Annual Leave
9. Disability Coverage
10. Dental Coverage
11. Tuition Reimbursement
12. Holidays
II
All employee benefit modifications implemented on a County-wide basis to non-
represented employees during calendar year 1992 and 1993 shall also be applied to
employees represented by this bargaining unit. All modifications will be applied
at the same time and in the same manner as applied to the non-represented group.
P 9-A
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July 23, 1992
FISCAL NOTE (Misc. 92142)
BY: FINANCE COMMITTEE - DR. G. WILLIAM CADDELL, CHAIRPERSON
IN RE: PERSONNEL DEPARTMENT - 1991 - 1993 LABOR AGREEMENT FOR
MEDICAL EXAMINER INVESTIGATORS REPRESENTED BY THE
MICHIGAN ASSOCIATION OF POLICE (MAP) - MISCELLANEOUS
RESOLUTION #92142
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 #92142 and finds:
1) The County and the seven (7) Medical Examiner
Investigators represented by the Michigan Association of
Police, have reached an agreement for the period January
1, 1991 through December 31, 1993.
Salary and fringe benefit increase for 1991 and 1992
equals $21,444, funds are available in the 1992 Medical
Examiner's budget to cover the increase, no additional
appropriation is required.
The agreement stipulates that the 1993 increase will
match that given to the non-represented employees. Funds
will be built into the 1993 Medical Examiner's budget
once the amount of the increase has been approved by the
Board of Commissioners.
The agreement also includes providing protective clothing
for each representative employee at an estimated one time
charge of $1,050; funding for this expense will also be
provided from the 1992 Medical Examiner's budget, no
additional appropriation is required.
FINANCE COMMITTEE
Resolution # 92142 July 23, 1992
Moved by Gosling supported by Ferrens the resolution be adopted.
AYES: Palmer, Pappageorge, Schmid, Serra, Skarritt, Wolf, Aaron, Bishop, Caddell,
. Crake, Ferrens, Gosling, Huntoon, Jensen, Johnson, Krause, Law, McConnell, McCulloch,
McPherson, Millard, Moffitt, Oaks, Obrecht, Olsen. (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 23, 1992
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 23rd day Cif—) July 199 ?
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