HomeMy WebLinkAboutResolutions - 2012.10.18 - 20563October 3, 2012
MISCELLANEOUS RESOLUTION #12245
BY: Human Resources Committee, John Scott, Chairperson
IN RE: HUMAN RESOURCES DEPARTMENT- FISCAL YEAR 2011 - FISCAL YEAR 2013
COLLECTIVE BARGAINING AGREEMENT FOR EMPLOYEES REPRESENTED BY THE OAKLAND
COUNTY DEPUTY SHERIFF'S ASSOCIATION (0.C.D.S.A.)
To the Oakland County Board of Commissioners
Chairperson, Ladies and Gentlemen:
WHEREAS the County of Oakland and the Oakland County Deputy Sheriff's Association (OCDSA)
have been negotiating a 3 year Collective Bargaining Agreement covering approximately 335 Sheriff's
Department employees including Corrections Deputy I, Corrections Deputy U , Forensic Lab Specialist I and
Forensic Lab Specialist II; and
VVHEREAS this agreement provides for a 1.5% wage reduction for Fiscal Year 2011 and that wages
shall remain unchanged for Fiscal Year 2012 and Fiscal Year 2013 and should a general wage increase be
provided to the non-represented employees this bargaining unit would be entitled to the same increase applied
at the same time and the same manner; and
WHEREAS upon ratification of this agreement, employees represented by this bargaining unit shall
receive a $500 ratification bonus; and
WHEREAS the parties agree that effective January 1, 2013, the prescription co-pay will be $5/$20/$40
and a $100 co-pay for emergency room visit shall be implemented. (Services at authorized urgent care
facilities as indicated by Blue Cross and Blue Shield and Health Alliance Plan are not subject to the emergency
room co-pay.); and
WHEREAS the agreement has been reduced to writing in the form of a Collective Bargaining
Agreement; and
WHEREAS this agreement has been reviewed by your Human Resources Committee, which
recommends its approval.
NOW THEREFORE BE IT RESOLVED that the Board of Commissioners approves the proposed
Collective Bargaining Agreement between the County of Oakland and the Oakland County Deputy Sheriff's
Association beginning the period of October 1, 2010, through September 30, 2013, and that the Board
Chairperson, on behalf of the County of Oakland, is authorized to execute said agreement as attached.
Chairperson, on behalf of the Human Resources Committee, I move the adoption of the foregoing
resolution.
HUMAN RESOURCES COMMITTEE
Human Resources Committee Vote:
Motion carried unanimously on a roll call vote with Hatchett absent
COLLECTIVE BARGAINING AGREEMENT
BETWEEN
THE COUNTY OF OAKLAND,
THE SHERIFF'S OFFICE
AND
THE OAKLAND COUNTY DEPUTY SHERIFF'S ASSOCIATION
Corrections and Court Services
OCTOBER 1, 2010 TO SEPTEMBER 30, 2013
AGREEMENT
This agreement is made and entered into this of September, 2012, A.D. by and
between the Oakland County Sheriff and the Oakland County Board of Commissioners, hereinafter
referred to collectively as the "Employer," and the Oakland County Deputy Sheriffs Association
(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,
RECOGNITION
The Employer recognizes the Union as the exclusive representative of the employees
of the Oakland County Sheriffs Office, 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 Corrections Deputy I and Corrections Deputy II , and Forensic
Laboratory Specialists I and II, but excluding Deputy I (Patrol).
Deputy II (Patrol), supervisors and all other employees.
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 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.
III. DUES CHECK-OFF
A. The Employer agrees to deduct the union membership initiation fee and dues, once
each month, from the pay of those employees who individually authorize in writing that such
deductions be made. All authorizations delivered to the Employer prior to the first day of the
month shall become effective during that succeeding month. Check-off monies will be
deducted from the second paycheck of each month and shall be remitted together with an
itemized statement to the local treasurer, within 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 bargaininE.,
• unit.
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.
IV. BASIS OF REPRESENTATION
A. There shall be one steward and an alternate steward for each shift in the Main Jail,
Annex, Court Services and Satellite locations. Stewards will be peimitted to leave their work,
after obtaining approval of their respective Sergeant/Lieutenant 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
Sergeant/Lieutenant 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.
B. There shall also be one Chief Steward and one alternate Chief Steward.
C. There shall be a grievance committee consisting of the Chief Steward and two other
members to be selected by the Union and certified in writing to the Employer. The Employer
shall meet whenever necessary, at a mutually convenient time, with the Union grievance
committee. The -purpose of the grievance committee meetings will be to adjust pending
grievances and to discuss procedures for avoiding future grievances. In addition, the
committee may discuss with the Employer other issues which would improve the relationship
between the parties.
D. The Local Union President shall, at his/her option, be scheduled on the day shift..
Monday through Friday. The Local Union President may conduct Union business at the
Department, however, he/she shall not leave his/her work area without the pei mission of
his/her supervisor, which permission will not be um GaSUllabl:y withheld. In no event shall
the Local Union President be paid overtime while conducting Union business,
The privilege of the Local Union President to leave his/her 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 Union matters and will not be abused, and that he/she
will continue to work at his/her assigned job at all times except when permitted to leave
his/her work.
V. GRIEVANCE PROCEDURE
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 Command Officer, who has the authority
to adjust the grievance, with or without his/her Union Representative within 45 calendar days of the
occurrence or within 45 calendar days after the Union or the aggrieved b eCom es aware and/or should
have been aware of the cause for the grievance. If the matter is not resolved, the grievance may be
brought to the attention of the Undersheriffkiesignee who will attempt to resolve the grievance
informally with the union steward. Suspensions of 10 days or less and all other disciplinary actions
shall not be subject for the grievance procedure but shall be processed according to the procedures of
the Personnel Appeal Board. Disciplinary actions greater than 10 day suspensions, including
dismissals and demotions, shall be subject to the grievance procedure.
Sten 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 aggrieved employee(s) or his/her Union
Representative and submitted to the Undersheriff/desig,nee within the aforementioned 45
cal endar ar
Step 2
The written grievance shall be discussed between the President/designee and the
Undersheriff/designee. The Undersheriff/design.ee will attempt to adjust the matter and will
give a written decision within five days (excluding Saturday, Sunday and holidays) of receipt
of the written grievance.
Step 3
Any grievance not settled at Step 2 may be submitted to the next meeting of the
grievance committee comprised of the Sheriffs Office, County Labor Relations and Union
Representatives. Any grievance not submitted to the next grievance committee meeting, by
written notification to the Employer within five days of the Undersheriff/designee's written
decision, shall be considered dropped.
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 15 days after the Union's receipt of the written response indicating the
outcome of grievance committee meeting. Receipt by the Union shall occur on the day the response
is hand delivered or e-mailed or mailed to the Union President/designee. lithe response is mailed to
the Union office, three days shall be added from the date of mailing to the time period to demand
arbitration.
The grievances 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. GEORGE ROUNIELL
2. DONALD SUGER_MAN
3. ELLIOTT BEITNER
4. BEN WOLKIN SON
5. MARK GLAZER 7-PR
A grievance shall be referred to the listed arbitrators in the order in which they appear. Once a
grieva.nee 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 last arbitrator listed, the cycle shall
repeat, 'beginning with the first arbitrator. The arbitrator may interpret and appiv the nrovisi=
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.
Expenses of 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 maybe extended by mutual agreement of the parties. In the event 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.
VI. BULLETIN BOARD
The Union shall provide the employer with a bulletin board for each work location for the
posting of union notices bearing the written approval of the President of the Union, 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.
The employer shall designate a 2' x 3' space for said bulletin boards and authorize
their installation.
VII. SENIORITY
A. Seniority is defined as service in the OCDSA-represented Corrections and Court
Services or Law Enforcement bargaining units.
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B. New employees may acquire seniority by working six continuous months, in which
event the employee's seniority will date back to the date of hire into the bargaining unit.
When the employee acquires seniority, his/her name shall be placed on the seniority list in the
order of his/her seniority date. In the event two or more employees have the same seniority
date, seniority ranking shall be determined by the last four digits of the social security
numbers, lowest number being given highest seniority. (Seniority rankings established by the
December 14, 1989, Agreement shall not be subject to this method of determining seniority).
C. An up-to-date seniority list shall be furnished to the Union every six months.
D. An employee shall lose his seniority for the following reasons:
1. If the employee resigns or retires;
2. If the employee is discharged, and not reinstated;
3. If the employee is absent from work for three working days without notifying
the Employer, unless good cause is established by the employee;
4. If the employee does not return to work at the end of an approved leave;
5. If the employee does not return to work when recalled from a layoff
E. Nan employee is transferred or promoted out of the OCDSA-represented Corrections
and Court Services or Law Enforcement bargaining units and subsequently returns to either
bargaining unit, the employee shall have the unit seniority she/he possessed when she/he left
the unit.
F. As a condition of hire/promotion, all employees hired/promoted as a Deputy I, must
complete any test used by MCOLES as a minimum criteria for becoming a police officer.
VIII. LAYOFF. RECALL. AND TRANSFERS
A. If and when it becomes necessary for the employer to reduce the number of employees
in the work force, the employees will be laid off in seniority order. with higher-classified
bargaining unit personnel bumping lower-classified bargaining unit personnel, including
between OCDSA-Represented bargaining units, based on departmental seniority and oll
capability of performing available jobs and shall be recalled in the same order.
B. Recall rights shall expire two years after the layoff or length of service whichever is
less. Employees eligible for recall shall be notified of openings in their classification by
certified mail sent to their last known address. A recalled employee must respond in writin g
(which requirement will be spelled out in the written notice of recall) within three working
days of receipt of notice indicating an intent to return to work within two weeks (14 calendar
days) of receipt of the notice. Failure to return within said two week period shall waive the
employee's entitlement to recall. If the position to which the employee is being recalled has a
maximum salary less than the maximum salary of the position in which he/she held status
when separated, the individual may refuse the position offered and remain on the recall list for
time limits specified herein. However, if the individual accepts a position with a lower
maximum salary than the position in which he/she held status when separated, his/her name
shall be removed from the recall list. Employees recalled under this provision will not be
required to be certified from an open competitive list, nor will they be required to sere anew
six month probationary period.
C. If and when an employee is permanently transferred to another division within the
Department, the president or chief steward shall be notified of said transfer by the Employer.
IX. PROMOTIONS AND FILLING OF VACANCIES
A. Corrections Deputy II vacancies will be filled by a promotional examination from
Corrections Deputy I or Deputy I (Patrol). Sergeant vacancies will also be filled by a
promotional examination open to all qualified OC,D S.4, bargaining unit members. The Sheriff
will make his selection from the three highest-ranking candidates who have passed the
o
promotional examination. Deputies when promoted will be placed on the lowest step in the
new classification which provides an increase over their current rate.
B. Whenever the Department fills a Deputy vacancy in the Law Enforcement bargaining
unit it shall be filled from qualified members of the OCDSA, bargaining units provided,
however, that for every five vacancies filled, the Sheriff shall have the discretion to fill one of
those vacancies from outside the OCDSA bargaining units. Provided further, that where the
Department adds additional positions in the Law Enforcement unit as a result of absorbing
personnel from a law enforcement agency in the County, this provision shall not apply.
X. FALSE ARREST INSURANCE
Employees covered by this Agreement shall be provided by the Employer a policy of False
Arrest Liability Insurance. The premiums for such insurance will be paid by the County.
XI. DEFENSE AND INDEMNIFICATION
In accordance with Miscellaneous Resolution #85339; adopted November 21, 1985 by the
Board of Commissioners, whenever a claim is made or a civil action is commenced against an officer
or employee of the County of Oakland for injuries to persons Or property allegedly caused by the
officer or employee while acting within the scope of his or her authority, the County shall pay for all
reasonable costs of litigation and engage Or furnish the services of an attorney in accordance with
County policy to advise the officer or employee as to the claim and to appear for and represent the
officer or employer in the action. The County may compromise, settle and pay the claim before or
after the commencement of a civil action. Whenever a judgment for damages is awarded against an
officer or employee of the County as a result of a civil action for personal injuries or property damage
caused by the officer or employee while in the course of employment and while acting within the
scope of his or her authority, the County of Oakland shall indemnify the officer or employee or pay,
settle or compromise the judgment. To be eligible: for the Defense and indemnit obligations set fOrt'i
in this paragraph, officers and employees shall cooperate in all respects with Corporation Counsel or
assigned counsel in defending the claim or lawsuit.
When a criminal action is commenced against an officer or employee of the County of
Oakland based upon the conduct of the officer or employee in the course of employment, if the
employee or officer had a reasonable basis for believing that he or she was acting within the scope of
his or her authority at the time of the alleged conduct, the County of Oakland shall pay for, engage or
furnish the services of an attorney to advise the officer or employee as to the action and to appear for
and represent the officer or the employee in the action. To be eligible for payment or reimbursement
for counsel, an employee or officer who is charged criminally must immediately provide notice of and
a copy of the criminal charges to Oakland County Corporation Counsel. It is understood that the
bargaining unit member's obligation to provide immediate notice to Corporation Counsel of any
criminal action requires the member to promptly provide notice as soon as is practicable, but in no
event, not later than fourteen (14) calendar days after receiving notice of any criminal action.
Provided that the employee is otherwise entitled to have the County pay for the services of an
attorney pursuant to this Article, the parties agree to identify a panel of fi ve (5) attorneys, from which
a member may choose and who will provide legal representation. The County, through the Office of
Corporation, shall select two (2) attorneys, the Association shall select two (2) attorneys and the fifth
attorney shall be by mutual agreement. in the event of a vacancy in the panel it shall be filled by the
party who appointed the attorney who left the panel. In order to be eligible for payment or
reimbursement, the member must select an attorney from the panel. It is understood that the
maximum payments from the County shall be pursuant to the following schedule: Misdemeanors -
535,000; Non-capital Felony - S15,000; and Capital Felony - $30,000, in the event an attorney
provides services through an hourly rate, the attorney shall provide the County Department of
Corporation Counsel with montlik-x billin ,2s that dc, nc7- in:Einge or the attornev-cjj en
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relationship. However, in no event shall the County be liable for attorney fees in excess of the
amounts set forth above. Separate counts in a criminal complaint or indictment shall not be
aggregated (e.g., a complaint/ indictment count for a Non-capital Felony and another count for a
Capital Felony will result in a maximum payment of $30,000; a complaint or indictment for three
(3) separate Misdemeanors will result in a maximum payment of $5,000). Any attorney's fees in
excess of the maximum amount shall be the sole responsibility of the bargaining unit member.
Per MISCELLANEOUS RESOLUTION #86124, adopted MAY 8, 1986 by the Board of
Commissioners, "Officer(s) and Employee(S) of Oakland County" are defined to include: Elected or
Appointed Officers and Officials; Employees; Volunteers; all Committees, Authorities,
Commissions, Boards and Councils, including those incorporated by authority of State or Federal
Law, and all members thereof. .
The .County may purchase liability insurance to provide the above protection, or may
provide a self-insurance program.
XII. GENERAL CONDITIONS.
A. Except as otherwise provided herein, the employees in the classification of
Corrections Deputy I and Corrections Deputy LI shall be entitled to attend the Police
Academy, with the scheduling of their attendance at the sole discretion of the Sheriff.
B. The Department will send in each calendar year a minimum of six Corrections
Deputy l's and/or Corrections Deputy II's to an MCOLES certified Police Academy, provided
however, that in the event the Sheriff, at his sole discretion, decides to send fewer than six in
a calendar year not later than the next calendar year the Sheriff shall send additional Deputies
to make up for the reduced number.
The Sheriff shall send Deputies to the police academy in order . of seniority,
most senior first from those who apply to attend the Academy. Application to
attend the Academy shall be made to the Sheriffs Office at. least 30 calendar
days prior to the next academy.
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Corrections Deputies with a pending criminal charge or a criminal conviction
that would disqualify them from MCOLES licensure under 1998 Public Act
237 (MCL 28.601 et seq.) shall be ineligible to be sent to the police academy.
3. Corrections Deputies convicted or having pending charges under MCL
257.625 or a successor statute or other similar statute of this state or of another
state concerning driving while under the influence of alcohol shall be
ineligible to be sent to the police academy until one year following final
resolution of the matter including completion of all sentencing provisions.
C. The provisions of this Agreement shall be applied equally and without favoritism to
• all employees in the bargaining unit.
D. 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 exce two years, but it shall be renewed or extended for a similar period any time upon
the written request of the Union.
E. 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 the Union
does not agree that the classification, rate or structure is proper, the Union shall have the right
to submit the issue as a grievance through the grievance procedure within a six month period.
F. When an action is to be taken by a specific date, such action must be taken by 1600
hours (4 p.m.) on that date to be considered timely.
G. Except in disciplinary matters or exigent circumstances, any shift transfer shall require
at least five days notice.
H. The basic work week shall consist of 40 hours worked on five consecutive eight-hour
workdays. Lunch periods shall consist of a one-half hour period, and shall be arranged to
provide the least disruption of the department's service and not work a hardship on the
employee. Lunch periods shall o ccur as close to the middle of the employee's shift as
other than the Oakland County Executiv egotiates a contract with the County of Oakland
possible, except in extenuating circumstances. All unit employees shall be granted one 15-
minute break before the lunch period and one 15-minute break after the lunch period.
I. Unless the employee is receiving,payment by direct deposit, monetary benefits shall be
timely paid to unit employees (including but not limited to regular paychecks, short-term
disability, long-term disability, fees and other reimbursements and other payments) and shall
be mailed to the employee's home address on file with the Employer, provided, however, a
workers' compensation recipient may he required to pick up his/her check at the County. If
the employee establishes that picking up his/her workers' compensation check imposes an
undue hardship on him/her, the County will mail the workers' compensation check to
him/her.
. J. In the event that any represented unit, other than a unit containing employees eligible
• for Act 312 Police/Fire Compulsory Arbitration, or employees whose designated employer is
containing any form of union security, the same right will automatically be given to the unit
covered under this agreement.
K. Any party to this Agreement by their principals or their desiffnees may request a
Special Conference in writing on any matter of immediate mutual interest or concern. The
matter(s) subject to the conference, and the identity of the conferees representing the
requesting party, shall be identified in the written request for the conference. Special
Conferences shall be convened within ten calendar days of receipt of the request, shall be
arranged at least 24 hours in advance, and shall be conducted at the County Human Resources
offices, unless mutually agreed otherwise. Unless otherwise affreed, the Union may be
represented by not more than three persons. Members of the Association shall not lose time
Or pay for time spent in such conferences. Within 10 calendar days of the date of the Special
Conference, the responding party or parties shall submit a written position statement to the
requesting party on the matters taken up in the Special Conference.
L. Probation periods are recognized as "working test" periods used to supplement other
evaluations to determine whether the employee fully meets the qualifications of the class.
Probation periods are required in all cases of new hires, re-hires, and promoted employees.
The length of the probation period for all employees hired or promoted into all
classifications in the bargaining unit and to promotional positions outside the
unit shall be one year.
2. In the case of new hires, the Association shall represent the employee during
his/her probation period for the purposes of collective bargaining in respect to
wages, hours, and terms and conditions of employment, and in instances
where an employee is separated or suspended for Association activities or
other protected concerted activity.
3. The Human Resources Department shall send a "Mid-Probationary Period
Report" form to the Department Head at three months. This report shall be
completed discussed with the employee and returned to the Human Resources
Department prior to the beginning of the fourth month of the probationary
. period.
The Human Resources Department shall send an "End of Probationary
Period" notice to the Department Head after five months. The Department
Head shall complete this notice, discuss it with the employee, and return it to
the Human Resource Department before the six month probationary period is
over.
In the case of an unsatisfactory promoted employee who has unit seniority, the
County may revert the employee to his/her former classification. In such
instances, written reasons will be given.
XIII. SCHEDULING LEAVE
A. Except in exigent circumstances not reasonably expected to exceed 30 days, a
minimum of 10% of the bargaining unit employees at a job location shall be pelinitted to
take annual leave, BU-09 leave, and/or personal leave at the same time.
B. Employees submitting written requests for annual, BU-09 or personal leave by April
15 for the period May I through October 31 and by October 15 for the period November 1
through April 30 shall be given preference in order Of SeIliOrity fir schedulinc, the grantirw, of
14
annual, BU-09 and personal leave for the applicable periods; provided, however, that leave
requests of three or more consecutively scheduled work days in duration shall be scheduled
first.
C. Annual, BU-09, and personal leave may also be requested any time, subject to
availability under Sections A and B above and shall be granted on a first come, first served
basis. The Employer shall maintain a bid roster for such leave indicating the order of when
requests are received. When two or more requests are received at the same time, seniority
shall prevail.
D. Once granted, leave time may not be canceled by the Employer except during times of
riot, natural disasters, and exigent circumstances. With respect to scheduled leave involving
at least three consecutively scheduled work days; the Employee may only cancel the leave
with 10 days advance notice. The Employer may waive this notice requirement, or permit
partial cancellation of a scheduled leave, upon a showing of good cause.
XIV. BU - 09 LEAVE
Effective the first pay period following December I of each year, bargaining unit members
shall receive five days of BU-09 leave. Employees hired after December I shall receive one day of
BU-09 leave for each quarter annual period, or part thereof, between their date of hire and November
30 an employee hired on May 1 would receive three days of holiday leave). Scheduling and use
of BU-09 leave shall be subject to the following restrictions:
A. BU- 09 leave shall be used and scheduled in the same manner as annual leave; except
that an employee may only use BU-09 leave when his/her annual leave accumulation is less
than two-thirds of the maximum accumulation.
B. Employees may not accumulate BU-09 leave from one year to the next year.
Employees shall be paid for any unused BU-09 leave for the -period DeZeillbeT ]te ts.rd7_-;
1
30 on the first payday following the end of the pay period which includes November 30.
Payment for unused BU-09 leave shall be at the employee's straight time rate of pay on
November 30.
C. Employees separating from County service or leaving the bargaining unit for other
reasons shall be entitled to one day of BU-09 leave for each quarter annual period or part
thereof between their date of separation or leaving the bargaining unit and the prior December
1 (e.g., an employee separating or leaving the bargaining unit June 1 would be entitled to
three days of BU-09 leave for that annual period).
Should a separating employee have used more BU-09 leave at the time of separation or
leaving the bargaining unit than they would be entitled in accordance with the above formula, the
employer will subtract from the employees annual leave bank the number of days used in excess of
those earned.
December 1 - February 28
March 1 - May 3]
June 1 - August 31
September 1 - November 30
= 1st quarter
= 2nd quarter
= 3rd quarter
= 4th quarter
Employees separated from County service shall be paid at separation for their unused
accumulation of BU- 09 leave at the salary rate the employee is being paid on his or her final day of
actual work.
D. The one floating holiday which all employees have enjoyed in the past will not be
subject to the above regulations, but will continue to be governed by the provisions of Merit
Rule 26.1.2.
XV. HOLIDAYS AND HOLIDAY SCHEDULING
A. The provisions of the Oakland County Merit System in the Oakland County Employees
Handbook concerning holidays, holiday pay, premium pay on holidays, and overtime
on holidays, shall not apply to members of the bargaining unit with respect to President's Day,
Veterans' Day, and the day after Thanksgiving Day.
Effective September 11, 2009, the provisions of the Oakland County Merit Systemin
the Oakland County Employee's Handbook concerning holidays, holiday pay, premium pay
and overtime on holidays shall apply to members of the bargaining unit with respect to: New
Year's Day, Martin Luther King, Jr. Day, Memorial Day, Independence Day, Labor Day,
Thanksgiving Day, Christmas Eve, Christmas Day and New Year's Eve. Christmas Eve and
New Year's Eve shall be treated as holidays in every year without regard to the day of the
week on which they fall.
C. At least 10 days prior to a holiday the Employer shall determine its staffing
requirements and affected employees shall be notified at least 10 days prior to the holiday at
each work location. Work locations under these provisions shall be:
1. Main Jail
2. Jail Annex
3. Southfield Annex
4. Work Release
5. Trusty Camp
6. Boot Camp
7. Frank Greenan
8. Circuit Court Detention/Transport
9. Court Detail (MCOLES licensed)
10. Visitation
11. Circuit Court investigators (Friend of the Court)
12. Forensic Lab
13. Any other recognized work location in Corrections and Court Services
Division.
D. If staffing requirements for the holiday are less than noinial staffing requirements, the
Employer shall use the following criteria to fill the available positions:
1. The opportunity to perform the available work shall be offered by seniority to
those employees who are normally scheduled to work the day of the holiday.
The employee must accept the holiday work assi=ment„ by volunteering prior
to the IC day notification.
Holiday assignments shall be made by work location by classification with
Corrections Deputy I positions filled by Corrections Deputy I employees and
Corrections Deputy II positions filled by Corrections Deputy II employees.
These assignments shall not be interchangeable between classifications under
this procedure.
3. In the event an insufficient number of employees volunteer to work on a
holiday, the Sheriff may require employees, who are normally scheduled to
work the day of the holiday, to work the holiday based on reverse seniority or
the employer may select by seniority from a list of qualified volunteers who
are normally scheduled to work the holiday.
E. All existing Merit Rules governing pay for holidays shall continue to apply except as
modified by this Agreement.
XVI LOCATION PREFERENCE
A. Each year unit personnel shall select their work locations, shifts and leave days, within
classification inorder of department seniority from open positions subject to the provisions of
this agreement. Any Deputy off on workers' compensation, military leave and those
employees on short or long-term disability are eligible to participate in the selection. in the
event the Deputy remains off on one of the above listed leaves, the Sheriff may temporarily
fill the position until the Deputy returns to duty. Leave days are classified as regular days off,
subject only to the six month shift preference selection provided for in Article XVII. The
effective date of the selection shall be the pay period closest to October 1 of the subject year.
B. For purposes of-the selections, all open unit positions shall be posted by classification
at all pertinent unit work locations and provided to the Union for administration of the
selection not less than eight weeks prior to the effective date of the selection, together with
classification seniority lists. The selection shall be administered by the Union, by seniority,
pursuant to protocol established by the Union and the Sheriff, and shall he completed two
weeks prior to the effective date of the selection. No more than two designated Union
officials shall administer the selection without: loss of time Or nay.
C;
C. "Location" for purposes of the annual selection shall mean the following locations in
the Corrections/Ivlair. Jail and Corrections Satellites Division: Main Jail, Annex, Court
Detail (MCOLES licensed), Southfield Jail, Circuit Court Detention/Transport, Trusty Camp,
Frank Greenan, Work Release and Visitation.
D. On the Shift change closest to October 1 of each year, a qualified Deputy requesting a
location will be assigned to the bargaining unit location he/she requested provided he/she has
seniority greater than other deputies requesting that location. Only written requests on file as
of 30 days prior to the date of the shift change on which location preferences go into effect
will be honored. The Sheriff may limit the number of transfers resulting from selections to a
specific location to one-half of the bargaining unit members at such location. With respect to
Court Detail and Circuit Court only (Lobby and Hall Courthouse detail excluded), the Sheriff
may limit the number of transfer requests honored to six Corrections Deputy I positions and
two Corrections Deputy II positions during this hid process. Court Detail shall include
assignments to Circuit Court relief and District Courts.
E. Deputies requesting a location transfer must be capable to step in and perform in a
competent manner without the necessity for detailed instruction or training. Management shall
not refuse a location preference request because the Deputy has not previously performed the
job, or because it is necessary to describe the proper sequence of the job and its
responsibilities. However, the Sheriff may deny a location preference request for appropriate
reasons, but the Sheriffs approval shall not be unreasonably withheld. The affected Deputy
shall be provided, upon written request, oral and written explanation for the location
preference denial.
Requests for location preference shall be subject to the following criteria:
I. To request a location a Deputy must have at least one year seniority and have
merit system status ip the required classification.
10
2. Any Deputy transferred pursuant to his/her request shall be ineligible to submit
another request for location preference for 17 months, This 12 month period
may be waived by the Sheriff upon presentation by the Deputy of extenuating
circumstances acceptable to the Sheriff.
3. A Deputy who has refused a requested location preference is ineligible for
location preference request for 12 months. All location preference requests shall
automatically expire one year from the date of the request, unless earlier
terminated by written request of the Deputy.
4. Deputies desiring, a location must submit a location preference request directly
to the Sheriff, with a copy to the Union. All requests shall be time-stamped upon
receipt by the Sheriff.
Notwithstanding anything herein to the contrary, the Sheriff may transfer a
Deputy from court detail when requested in writing to do so by a court judge.
G. Whenever a bargaining unit location vacancy exists, that vacancy shall be filled by
most senior qualified Deputy with a valid location preference request pending. If there are no
qualified Deputies requesting transfer to the vacancy, the Sheriff may assign the least senior
qualified Deputy to the vacancy.
H. Within 30 working days after first being transferred to anew location, the Sheriff may
revoke the transfer if it is determined that the Deputy cannot do the new job assignment. In
such event, the Deputy shall be assigned to any existing vacancy within the division and
his/her classification as determined by the Sheriff. At the time the transfer is revoked, the
affected Deputy shall be provided upon request oral or written explanation for the revocation,
and a description of the training or instruction necessary to enable the Deputy to perform the
assignment. A Deputy who has had a transfer revoked shall not be ineligible to request other
transfers, but the Deputy shall not be permitted to request a transfer to the same position until
he/she demonstrates receipt of the specified training or instruction required to perform the
assignment.
I. Deputies granted a location preference under these procedures shall not be
involuntarily transferred from such position without good cause for a period of one year;
provided however, that nothing herein shall limit the Sheriff from transferring a Deputy who
has been granted a location request once during said one year for a period not to exceed 90
days for administrative, instructional, or training purposes, or to meet exigent circumstances.
The Deputy shall be returned to his/her regular assignment not later than 90 days from the
date of initial transfer.
XVII. SHIFT PREFERENCE
All employees shall be entitled to shift preference selection subject to the conditions as
stated below:
A. In addition to the annual October shift, location and leave days selection, shift
preference, based on seniority, will be allowed within established work locations beginning
with the shift change closest to April I.
B. Shifts shall be selected by seniority on a work location by work location basis. All
positions, starting times, and days off, as applicable, within a work location are subject to the
selection. Barring exigent circumstances, starting times shall be maintained through the term
of the selection.
C. All shift preferences are subject to the Sheriffs approval. It is understood that he will
not unreasonably withhold such approval.
D. Shift selection in classifications not currently receiving shift premium will not entitle
such employee to shift premium. However, classifications of employees currently receiving
shift premium will continue to receive said premiums in accordance with existing Merit
System Rules.
SPECIAL ASSIGNMENTS
Boot Camp and Canine assignments shall be deemed "s -peeial assignments."
XNTI
A.
B. In order to be eligible for a special assignment, an employee must have the minimum
qualifications as determined by the Employer and provided to the Union and a minimum of
two years experience within the Department. If no qualified Deputy meets the minimum
seniority and experience requirements as listed above, these qualifications may be waived.
C. Deputies interested in being considered for a special assignment must submit a letter
of interest directly to the Sheriff's Office. All letters of interest shall expire on December 31
of each year. Copies of letters of interest should also be sent to the Secretary of the Union by
the Deputy making the request. Whenever a vacancy exists in a special assignment position,
that vacancy shall be filled from a list compiled from the Deputies' time-stamped letters of
interest, provided the applicants meet the minimum qualifications as described in Paragraph B
above. Deputies offered a special assignment shall be given a description of the assignment
and the length of the assignment, if applicable. The Sheriff shall make the final decision on
the assignment, taking into consideration the length of service and the ability of each
applicant to perform the assignment.
XIX. OVERTIME
All time, whether worked or compensated through an employee's use of leave time, in
excess of a normal eight hour working day in the 24 hour period beginning with the start of the
employee's normal working shift that day, shall be considered overtime and credited to the
calendar day in which the 24 hour period began.
All working days in excess of five in the employee's seven day work week shall likewise be
considered overtime. Overtime shall be compensated at the rate of one and one-half times the
employee's regular hourly rate. Said rate shall be based on the hourly equivalent of the employee's
annual salary, including any applicable service increment, shift differential and temporary change of
rate.
In order to make the allocations of overtime equitable and maintain the requirement of proper
staffing, the following procedures shall be utilized for those represented positions in each Division.
A. Except during times of riot, natural disaster, or other exigent circumstances, the
maximum amount of overtime worked by an employee per week shall not exceed 32 hours.
B. Overtime, including so-called "mini-contracts" shall first be offered to Deputies who
volunteer to work such overtime under these procedures. If there are insufficient volunteers
under these procedures, Deputies shall then be ordered to work overtime.
On or before the fifth day preceding a work schedule change, Deputies volunteering
to work overtime during the next work schedule period shall sign a voluntary overtime list.
When signing the list, the Deputy shall indicate the days and shifts he/she is volunteering to
work overtime. The Deputy may modify his/her voluntary overtime availability by providing
48 hour written notice of such change to his/her sergeant.
D. Overtime at a work location shall be offered to Deputies at that location who have
signed the voluntary overtime list in order of seniority and in accordance with their designated
availability. To the extent practicable, voluntary overtime shall be equalized on a work
schedule period basis for Deputies within a work location. Both those opportunities worked
or refused shall be counted for purposes of equalization. Such opportunities shall be posted
weekly for employee review. Work locations under these provisions shall be:
1. Main Jail
2. Jail Annex
3. Southfield Annex
4. Work Release
5. Trusty Camp
6. Boot Camp
7. Frank Greenan
8. Circuit Court Detention/Transport
9. Court Detail
10. Visitation
11. Any and all other recognized work locations
E. Overtime at a work location to fill normally authorized and staffed positions shall be
offered to Deputies in the following order:
I. Deputies at the work location within Corrections Services/Main and Corrections
Services/Satellites who have signed the voluntary overtime list in order of
seniority and in accordance with their designated availability.
Other Deputies within Corrections Services/Main and Corrections
Services/Satellite including employees in Special Assignments who have signed
the voluntary overtime list in seniority order and in accordance with their
designated availability.
3. Employees within Patrol Services, Circuit Court Investigators and Investigative
and Forensic Services who have signed the voluntary jail overtime sheet
maintained by that Division.
4. Employees willing to work overtime who have not signed the voluntary overtime
list. The Sheriffs Office shall request volunteers to work the available overtime
via departmental radio in all divisions, starting with the division where the
overtime is located prior to forcing any employee to work the overtime.
5. If there are insufficient volunteers under the above-provisions the Employer
shall then order Deputies employed in Corrections Services/Main and
Corrections. Services/Satellites to work overtime to fill positions that are
normally authorized and staffed on afull-time basis, by reverse seniority. Lists
of forced overtime shall be maintained within each Division. The lists shall be
continuous by seniority and ordered overtime, and will start over at each shift
and/or location selection. Forced overtime shall be equalized to the fullest extent
practicable.
6. Deputies off work for more than seven consecutive days because of workers
compensation injury, short or long term disability, military leave or vacation
(VAC, PLV, BU- 09, etc.) and has their name come up for forced overtime shall
be given credit as if they were working and forced. Further. Deputies signed up
for voluntary overtime and have their name come up for forced overtime on the
same day and shift shall receive credit for the forced overtime. New hires when
they reach their 90th day shall be placed on the forced overtime list with the
average number of forces on that list.
7. Should Deputy be passed over for overtime, he/she shall be given the option to
work any available open overtime position within the next 30 days. Should the
pass-over occur on a holiday, the Deputy shall be given the option to work an
open position on a succeeding holiday Or any regular work day. Any employee
required to work (forced) when a volunteer was available shall be placed on the
bottom of the forced overtime list and shall not be assigned forced overtime until
the forced overtime list has been exhausted and his/her name comes up the next
time.
8. When a Deputy on any shift has an approved day off (FLT, PLY, BU-09, or
VAC) for the following day, or the day following is a regular work week leave
day, he/she will be deemed on leave as of the end of his/her .shifi and not subject
to be forced to work overtime except in the event of exigent circumstances. This
provision shall not affect an employee who wishes to work overtime on a
voluntary basis.
F. Private contracts such as DTE Energy Music Theater, Meadowbrook, Silverdome,
Renaissance Festival and other similar private contracts shall be assigned to MCOLES
licensed Deputies by voluntary sign-up by seniority in the following order: Patrol Services,
Investigative and Forensic Services, and then Corrections and Court Services.
G. Hospital watch overtime will be filled by volunteers in the following order:
Corrections, Satellites, Road Patrol and Forensic and Investigative Services.
XX. ADOPTION BY REFERENCE OF RELEVANT RESOLUTIONS AND PERSONNEL
POLICIES
All Resolutions which have been passed by the Oakland County Board of Commissioners on
or before September 11, 2009, relating to the working conditions and compensation of employees
covered by this Agreement, and all other benefits and policies provided for in the Oakland County
Merit System which incorporates the nqklaryi County Employees' P.,,-irlbook, are incorporated herein
by reference and made apart hereof to the same extent as if they were specifically set forth, except as
provided and amended by this Agreement.
XXI. RETIREMENT BENEFITS (EMPLOYEES HIRED PRIOR TO 5/27/95)
All Resolutions of the Oakland County Board of Commissioners, as amended and inexistence
as of the date of this Agreement and as modified by prior collective bargaining agreements between
the parties, relating to Retirement System benefits, and all retirement system benefits and policies
provided for in the Oakland County Employees Handbook, Oakland County Merit System, except as
provided and amended herein, are incorporated herein by reference and made a part hereof to the
same extent as if they were specifically set forth, subject to the following: To the extent uf any
conflict between the provisions below and the Oakland County Employees' Retirement Program,
Oakland County Merit System, or the Oakland County Employees Retirement System Restated
Resolution, the following provisions shall he controlling:
A. Effective January 1, 1989, all employees with eight or more years of full-time County
service shall be eligible for the Military Buyback Option as developed by the Oakland County
Retirement Commission and approved by the Oakland County Board of Commissioners.
Employees who were eligible for the Military Buyback prior to the final ratification of this
agreement, and failed to exercise the option, will be allowed to buy back up to two years of
military service at the Employer's actual cost as determined by the Employer's actuary.
B. Effective January 1, 1993, with respect to persons who are active employees and
members of the Retirement System on and after January 1, 1993, and who retire on or after
January 1, 1993, the requirements for normal retirement will be 25 years of service credit
within the department regardless of age.
C. Effective January 1, 1993, Final Average Compensation will not include overtime pay
with respect to new employees to become employees and members of the Defined Benefit
Retirement System on or after January 1, 1993.
D. Effective with the execution of this Agreement the pension multiplier factor and
employee contribution rate for employees of the Sheriffs Office covered by this Agreement
who participate in the Defined Benefit Retirement Plan shall be as follows:
1, For the first 14 full years of service in the Sheriffs Office, the employee shall
have a multiplier of 2.29/i and the employee shall contribute 3% of gross
wages to the Retirement Plan during this time period.
Thereafter, for every year of service in the Sheriff's Office beginning with the
employee's 15th year of service in the Department, the employee shall have a
26
multiplier of 2.5% and shall contribute 5% of gross wages to the Retirement
Plan.
3. The following cap on retirement benefits shall apply: The first 14 full years of
service in the bargaining unit will be based on a 2.2% factor (multiplier) with
all subsequent years of service in the bargaining unit based on a 2.5% factor
(multiplier) up to a maximum of 75% of final average compensation.
E. Effective with the execution of this Agreement, the required employee contributions
(as defined in Section 3 (a) of the Restated Resolution of the Rules and Regulations
governing the Oakland County Employees Retirement System as revised May 21, 1992,
excluding overtime with respect to employees hired on or after January 1, 1993) shall be
picked-up (assumed and paid) by the employer County of Oakland as employer contributions
pursuant to Section 414 (h) (2) of the Internal Revenue Code. Said employer contributions
will be paid by the employer to the Defined Benefit Retirement System Plan and no employee
shall have any option of choosing to receive the amounts directly. The parties agree to take all
action necessary and to cooperate with the Oakland County Retirement System which will
apply for a favorable (private letter) ruling request that (1) the employee contributions picked-
up by the employer shall be treated as employer contributions under Section 414 (h)(2) of the
Internal Revenue Code; (2) the employee contributions picked-up by the employer shall be
excludable from the gross income of the employees pursuant to section 414 (h)(2) of the
Internal Revenue Code; (3) the employee contributions picked-up by the employer shall not
constitute wages as defined under section 3401 (a)(12)(A) of the Internal Revenue Code for
federal withholding purposes until these distributions are distributed to the employees, and
which the Retirement System shall take all action necessary to obtain a favorable section 414
(h)(2) ruling from the Internal Revenue Servi ce. This 414(h) (2) arrangement shall not affect
determination of final avera2e, compensation for pension contribution purposes.
F. Vested former members must continue to meet the requirements of the Retirement
System Restated Resolution in effect at the time said person terminated their employment and
terminates their membership in the Retirement System as an active 'employee.
G. During the time period January 1, 2000 to February 28, 2000, all employees who are
participants in the Defined Benefit Retirement Program shall have the option to transfer to the
Defined Contribution Retirement Plan as set forth in Miscellaneous Resolution #94275, and
as approved by the Internal Revenue Service, based on a multiplier of 2.2%. Only
compensation (as defined by the Plan) earned prior to October 1, 1999, shall be used in
calculating final average compensation for those electing to transfer to the Defined
Contribution Retirement Plan pursuant to this paragraph. Once an employee elects to transfer
from the Defined Benefit Retirement Program to the Defined Contribution Retirement Plan
that employee shall not be eligible to be a participant in the Defined Benefit Retirement
Program at any time thereafter.
H. The County shall make the following contributions and matching contributions to the
Defined Contribution Retirement Plan for employees hired prior to May 27, 1995:
1. For fiscal year 1999 the County shall contribute 10% of base wages and the
employee shall contribute 3% of base wages toward the Defined Contribution
Retirement Plan.
2. For fiscal year 2000 the County shall contribute 11% of base wages to the
Defined Contribution Retirement Plan and the employee shall contribute 4%
of base wages to the Retirement Plan.
3. For fiscal year 2001 the County shall contribute 12% of base wages to the
Defined Contribution Retirement Plan and the employee shall contribute 5%
of base wages to the Retirement Plan.
XXII. RETIREMENT BENEFITS (EMPLOYEES HIRED ON OR AFTER 5/27/95)
All bargaining unit employees hired on or after May 27, 1995, shall only be eligible to
participate in the Defined Contribution Retirement Plan, as adopted by the Board of Commissioners
in Miscellaneous Resolution #94185.
A. The County and the employee shall make the following contributions to the Defined
Contribution Retirement Plan: Effective with the pay period following September 11, 2009,
the County shall contribute 9% of base wages to the Defined Contribution Retirement Plan
and the employee shall contribute 3% of base wages to the Defined Contribution Retirement
Plan.
B. Employees hired on or after May 27, 1995 through January 1, 2010, shall only be
eligible to receive Retirement Health Care Benefits as set forth in the Miscellaneous
Resolution #94292.
C. Employees hired on or after January 1, 2010, shall only be eligible to participate in the
Retirement Health Savings Plan as described in Miscellaneous Resolution #05258.
XXIII. 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.
XXIV. ECONOMIC MATTERS
The Agreement between the parties on economic matters are set forth in Appendix A and
Appendix B attached hereto and are incorporated into this Collective Bargaining Agreement, subject
to the telins and conditions thereof.
,a.V. NO STRIKE - NO LOCKOUT
Under no circumstances will the Union cause or authorize or permit its members to cause, nor
will any member of the bargaining unit take part in any strike, sitdown, stay-in or slowdown or any
violation of any State law. in the event of a work stoppage or other curtailment, the Union shall
immediately instruct the involved employees in writing that their conduct is in violation of the
contract and that all such persons shall imm ediately cease the offending conduct.
The Employer will not lock out any employees of the bargaining unit during the term of this
Agreement.
XXVI. DURATION
This Agreement shall remain in full force and effect until midnight, September 30,2013. The
Agreement shall be automatically renewed from year to year thereafter unless either party shall notify
the other in writing 60 days prior to the anniversary date that it desires to modify the Agreement. In
the event that such notice is given, negotiations shall begin no later than 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 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 of Oakland. Each and every provision of this Agreement or any other
agreement between the parties shall be in accordance with the law. In the event that any such
provision becomes invalid by operation of law, the remaining provisions shall nevertheless remain in
full force and effect.
OAKLAND COUNTY DEPUTY OAKLAND COUNTY BOARD OF
SHERIFF'S ASSOCIATION COMMISSIONERS
By: By:
Michael J. Gingell, Chairperson
By: OAKLAND COUNTY SHERIFF
By: By:
Michael Bouchard
By: OAKLAND COUNTY EXECUTIVE
By:
By: L. Brooks Patterson
Ry:
By:
7
APPENDIX A
WAGES
Biweekly wage rates for Fiscal Year 2011 through Fiscal Year 2013:
Base 1 yr 2yr 3yr 4yr 5yr 6yr
Corrections Deputy I
001225 FY 2011 1278.38 1383.50 1467.90 1607.51 1773.32 1909.24 2098.23
009/D FY 2012 1278.38 1383.50 1467.90 1607.51 1773.32 1909.24 2098.23
FY 2013 1278.38 1383.50 1467.90 1607.51 1773.32 1909.24 2098.23
Base lyr 2yr 3yr 4yr 5yr
Corrections Deputy
II
001226 FY 2011 1724.89 1849.29 1973.80 2115.66 2192.99 2347.20
009/E FY 2012 1724.89 1849.29 1973.80 2115.66 2192.99 2347.20
FY 2013 1724.89 1849.29 1973.80 2115.66 2192.99 2347.20
Base lyr 2yr 3yr 4yr
Forensic Lab
Specialist I
000723 FY 2011 2060.92 2137.93 2215.27 2292.50 2369.56
009/B FY 2012 2060.92 2137.93 2215.27 2292.50 2369.56
FY 2013 2060.92 2137.93 2215.27 2292.50 2369.56
Base lyr 2yr 3yr 4yr
Forensic Lab
Specialist II
000724 FY 2011 2083.22 2160.33 2237.73 2314.87 2392.09
009/C FY 2012 2083.22 2160.33 2237.73 2314.87 2392.09
FY 2013 2083.22 2160.33 2237.73 2314.87 2392.09
Fiscal Year 2013
Should a general wage increase be provided to the non-represented employees then
this bargaining unit would be entitled to the same increase applied at the same time and in the same
manner.
II. COURT APPEARANCE
When officers are required to appear in court, they shall be compensated at the rate of time and one-
half for all time spent in court, a guarantee of a minimum of two hours pay per day, under the
following conditions:
A. Case must be of a criminal nature or related to traffic enforcement.
B. The officer is appearing on behalf of the department at a deposition or a civil matter.
C. Officer must be off duty at court time.
III. CALL-OUT PAY
The County will guarantee a minimum of two hours pay at the employee's applicable rate
to an employee who has checked out, gone home and is then called out for additional work. Should
an employee be called out on a leave day he/she shall be entitled to three hours work or pay at the
employee's applicable rate. Call-outs must be non-contiguous to the employee's regular shift and fbr
other than court appearance to be compensable under this article. Call-out pay shall be calculated
beginning upon arrival at the work site and shall end upon the employee leaving the work site. If an
employee is called out and once on the road the call-out is cancelled, the minimums shall apply.
IV. CLOTHING AND EQUIPMENT
A. All guns, uniforms and equipment supplied by the County will remain County property
and separating Deputies will be required to return all uniforms and equipment to the Sheriff.
B. The County will provide cleaning of uniforms for uniformed personnel of the
Department and it is understood that the individuals will not abuse this privilege by requesting
excessive cleaning.
V. SALARY STEPS/MERIT INCREASES
Any salary step increase for an employee who satisfactorily performs and is approved for such
increase by the Sheriff shall become effective within 10 working days after receipt by the Sheriffs
Office of the appropriate notice of eligibility for salary step increase and said salary step increase shall
not be denied unless the Sheriff disapproves the salary step increase within the aforesaid period.
VI. SALARY SCHEDULE PROGRESSION
All persons hired hereafter shalrbe hired and progress in accordance with the salary schedules
established herein.
VII. MILEAGE
Effective with the execution of this agreement, the General Travel Regulations mileage
reimbursement rate shall be the IRS rate per mile.
VIII. PREMIUM PAY DIVERS
A. Divers shall receive straight time pay for on-duty hours of work.
B. For all hours on the job other than on-duty hours, the diver shall receive time and one-
half pay.
C. The divers shall receive premium pay of $4.00 per hour* over and above the rates set
forth in sections (a) and (b) above when performing diving activities.
When (living under the ice, divers shall receive premium pay of $8.00 per hour* over
and above the rates set forth in sections (a) and (b) above.
*Computation of the $4.00 per hour and $8.00 per hour premium shall be computed to the
nearest one-half (1/2) hours.
APPENDIX B
I. FRINGE BENEFITS
In addition to the provisions of this Agreement which are controlling to the extent of any
conflict with the provisions of the Oakland County Employees' Handbook and/or the Oakland
County Employees' Retirement System Restated Resolution, for the following fringe benefits,
refer to the Oakland County Employees' Handbook:
Injury on the job — see Merit Rule 17 which has been set forth in Appendix
C.
2. Leave of Absence/Family Leave. All provisions of Merit Rule 21 (Family
Leave) will be implemented for members of the Oakland County Deputy
Sheriffs Association except the requirement to exhaust all leave banks
prior to the use of leave without pay. Members of the Oakland County
Deputy Sheriffs Association will be provided the option to elect to use
leave without pay or applicable leave banks during the first 30 days of an
approved Family Leave. However, once the leave has commenced, an
employee will not be able to change his/her decision regarding the use of
leave without pay or applicable leave banks during this 30 day period.
Should the Family Leave extend beyond 30 days, the requirement to
exhaust leave banks will be in effect.
3. Longevity. Merit Rule No. 2, Section VII, "Service Increment Pay," shall
not apply to any employee hired after March 15, 1984.
4. Medical Coverage.
Effective January 1, 1997, employees retiring from County employment
with 25 years of service within the Department shall be eligible for County
paid medical and master medical health coverage at the time of retirement
regardless of age.
Employees hired on or after January 1, 1989, who subsequently retire from
County service, shall not be eligible for County reimbursement of Medicare
part B payments.
Eligibility for County-provided medical coverage while on LTD shall be as
follows: An employee on LTD will be eligible for County-provided
medical coverage, for up to six-months from the date of LTD eligibility,
provided he/she has applied for and was turned down for Social Security
Disability and Medicare and have no other medical coverage available and
providing the employee has not allowed his/her medical coverage to lapse,
5. Sick Leave.
6. Retirement.
7. Annual Leave — see Merit Rule 23 which has been set forth in Appendix C.
8. Disability Coverage.
9. Tuition Reimbursement. Effective October 1, 1999, tuition reimbursement
shall be increased from $600 per session to $800 per session with a
maximum annual reimbursement of $2,400.
The fringe benefits modified in previous collective bargaining agreements shall continue
in effect as modified and described above and in Appendix B, II set forth hereafter.
II. HEALTH BENEFITS
All Health Care Benefits set forth herein are subject to the employee contributions where
applicable and to the tei ins and conditions of the plan. The Employer has the right to select and
change any and all insurance plans/policies, insurance carriers, plan providers or become self-insured
provided the benefits stated herein remain substantially the same. All insurance benefits set forth
herein apply to active employees and their dependents only_
A. Effective September 11, 2009, the employees in this bargaining unit shall make the
following healthcare contributions (contributions are bi-weekly, pre-tax). Employees
will no longer receive incentives or rebates for selecting the PPO or CMM plans:
Single 2 Person Family
PPO $32 $65 $75
CMM $8 $20 $32
HAP** $52 $89 $94
Traditional BC/BS* $52 $89 $94
*Employees hired on or after 1/1/00 or any employee who was eligible and subsequently elected a
different plan is not eligible for the traditional health plan.
**Employees hired on or after 1/1/10 or any employee who was eligible and subsequently elected a
different plan is not eligible to enroll in the Health Alliance Plan (HAP).
Effective January 1, 2010, prescription co-pays for all employees shall be:
$ 5— Tier 1
$10 —Tier 2
$25 — Tier 3
C. Effective January 1, 2013, prescription co-pays for all employees shall be:
$5 - Tier 1
$20 - Tier 2
$40 - Tier 3
D. Effective January 1, 2010, Master Medical Deductibles and office co-pays for all
employees shall be:
$200 Single/S400 Family (PPO, Traditional)
$20 Office Co-pay (PP 0, HAP)
$25 Emergency Room Co-pay (HAP)
CMM plan's coverage of office visits, emergency room visits remain the same.
E. Effective January 1, 2013, a $100 co-pay for emergency room visit shall be
implemented. Blue Cross and Blue Shield: waived if you are admitted or accidental injury; Health
Alliance Plan: waived if you are admitted. (Services at authorized urgent care facilities as indicated
by Blue Cross and Blue Shield and Health Alliance Plan are not subject to the emergency room co-
pay.)
F. DENTAL COVERAGE
The employer shall provide a Standard Dental Plan for employees and their
dependents. Benefits under the plan shall be 100% for Class I Benefits (Preventative), 85%
for Class II (Basic), 50% for Class III (Major) and 50% for Class TV (Orthodontia) subject to a
$25 annual deductible for single coverage and $50 annual deductible for two person or family
coverage for Class II and Class III services. The maximum per individual per calendar year is
$1,000. The maximum for orthodontia per individual is $1,000.
Employees have the option of selecting a High Option Plan during open enrolimern.
Employees selecting the High Option Dental Plan rather than the Standard Dental Plan shall
pay, through payroll deduction, the amount established _annually by the employer.
Employees have the option of selecting a modified plan during open enrollment or
selecting no dental coverage. Employees selecting the modified plan or no coverage rather
than the Standard Dental Plan shall have employee earnings added to their paycheck as a
result of selecting a reduced benefit.
G. VISION COVERAGE
The employer shall provide a Standard Vision Plan for employees and their
dependents. Benefits under the plan shall provide for a vision examination with a S5 co-pay
and$7.50 co-pay on lenses and frames every 24 months from the date of the last examination
or prescription for lenses and frames.
Employees have the option of selecting a High Option Vision Plan during open
enrollment. Employees selecting the High Option Vision Plan rather than the Standard Vision
Plan shall pay, through payroll deduction, the amount established annually by the employer.
H. LIFE COVERAGE
The Employer shall provide a Standard Life Plan for employees. The benefit under
the plan shall provide one and one-half times the employees annual salary. Employees have
the option of selecting a Higher Life Plan during open enrollment. Employee selecting the
Higher Option Plan rather than the Standard Life Plan shall pay, through payroll deduction,
the amount established annually by the employer.
Employees have the option of selecting a Lower Life Plan during open enrollment.
Employees selecting the Lower life Plan rather than the Standard Life Plan shall have
employee earnings added to their paychecks as a result of selecting a reduced benefit.
I. ACCIDENTAL DEATH AND DISMEMBERMENT COVERAGE
The Employer shall provide a Standard AD & D Plan for employees. The benefits
under the plan shall provide one times the employees annual salary.
Employees have the option of selecting Higher AD & D Plans during open enrollment.
Employees selecting Higher Option Plans rather than the Standard AD & D insurance plan
shall pay, through payroll deduction, the amount established annually by the Employer.
III. BEREAVEMENT LEAVE
In the event of the death of a member of unit employee's immediate family or household, i.e.,
where the deceased bears the relation of spouse, child, parent, sibling, guardian, grandparent, or
grandchild, or is a member of the employee's household (i.e., resides in his or her residence at the
time of death), the employee shall be granted a paid leave of three consecutively scheduled work
days, not including scheduled leave days. In the event of the death of a unit employee's
parent-in-law, grandparent-in-law, brother, sister, daughter or son-in-law, the employee may be
granted up to three consecutively scheduled work days, not including scheduled leave days in the
discretion of the employee's department head, in consideration of the relationship of the employee to
the deceased and the geographic location of the funeral. Covered relations may be natural, adoptive,
step or foster in nature. Covered leave shall be paid at the employee's regular hourly rate. Absent
extenuating circumstances, an employee must notify the sheriff or his designated representative of
eligibility for said leave by written application on foul's provided by the Human Resources
Department prior to use of the leave. Such time off shall not be debited from an employee's
established leave banks.
Should the death of a member of a unit employee's immediate family or household occur
while the employee is on a scheduled vacation, he/she shall be eligible for the paid leave provided
herein, provided she/he notifies the Sheriff or his designated representative prior to the date of the
funeral and attends the funeral.
IV. JURY DUTY
Employees required to serve on jury duty will be paid as if they were at work and will be
considered to be assigned to the day shift until the termination of jury duty. Jury service constitutes a
regular full day's work, unless the employee is released by the Court before its afternoon session. In
such event, the employee shall consult with his/her Sergeant/Lieutenant as to whether he/she should
return to work. Compensation is to be for no more than 40 hours per work week.
Employees on jury duty leave will continue to receive all fringe benefits they normally receive
while they are on jury duty.
Employees must turn in a copy of their jury duty notification and are required to turn in all
jury duty fees excluding mileage to the Sheriffs Office.
V. PERSONAL LEAVE
A. DEFINITION OF PERSONAL LEAVE
Personal leave is an absence from work for which the employee is paid just as if
he/she was at work. Personal Leave is provided primarily to provide income protection for
the employee whose personal illness or incapacity is such that they are not able to work, but
they have not yet met the required waiting period to qualify for the Short Tenn Disability
plan. Personal Leave may also be used for, but is not limited to, personal business, vacation,
care of ill family members and medical or dental examinations and -treatment.
B. ELIGIBILITY FOR PERSONAL LEAVE
1. Unit members will be issued five personal leave days during the first
full pay period of each calendar year in which they remain actively
employed. Personal Leave may not be used before it is credited to the
Personal Leave bank, and no more time may be used than what is
available in the Personal Leave Bank.
2. New hires who successfully complete their six month probationary
period will receive personal leave days on the closest pay period
followinL, the completion of their probationary period., in accordance
4C,
with the following provisions:
Those employees whose probationary period falls within two calendar
years will receive a pro-rated amount of personal leave days calculated
from the date ofhire through the end of the calendar year in which they
were hired. In addition, these employees will receive five personal
leave days for the calendar year in which their probationary period is
completed.
Those employees whose entire probationary period falls within a single
calendar year will receive a prorated amount of personal leave days
calculated from their date of hire through the balance of the calendar
year in which they were hired.
C. ACCUMULATION OF PERSONAL LEAVE
Employees may accumulate up to a total of 18 Personal Leave Days.
Once the maximum is reached no further Personal Leave Time will
accumulate either for immediate or future use when the employee's
accumulation is below the maximum.
2. Personal Leave days have no cash-in value.
D. USE OF PERSONAL LEAVE
Uses of Personal Leave with advance permission of the department
head include, but are not limited to, personal business, vacation,
scheduled medical and dental examinations or treatment and
supplementing Workers Compensation or Income Disability insurance
payment.
Personal Leave may also be used without advance permission of the
department head, for personal illness or incapacity over which the
employee has no reasonable control, or the illness or incapacity of a
family member if the employee is the only person available to render
such care or other exigent circumstances. The Sheriff or his designee
shall be responsible for reviewing employee requests for personal
leave under this sub-section and determining their validity. The Sheriff
or his designee may refuse to allow use of Personal Leave when
circumstances give rise to suspicion of abuse (e.g., where there is a
pattern in the use of leave days, etc.), in such cases, an employee may
be required to provide infoi illation including documentation to
substantiate the reason for the absence.
Employees unable to work their shift shall -notify the Sheriff or his
designee no later than one hour before the start of their normal work
shift.
?.
E. EFFECT OF PERSONAL LEAVE ON ANNUAL LEAVE
Employees on Personal Leave shall continue to accumulate Annual
Leave just as if they were on the job.
2. Legal holidays which are counted as days off with pay by the County
shall not be deducted from an employee's Personal Leave
accumulation when they fall during a period of Personal Leave
Usage.
F. EFFECT OF RE-EMPLOYMENT ON PERSONAL LEAVE
Former employees, who return to County Service, must start their
accumulation of personal leave as new employees. However, at such
time that their prior County Service is recognized by the Oakland
County Employees' Retirement System, all personal leave
accumulation they had at the time of separation shall be reinstated.
Employees who leave the County Service to enter the Anned Forces of
the United States under the provisions of the Selective Service Act,
who are members of the Armed Forces and are called to active duty, or
who enlist in the Armed Forces during a declared national emergency
shall, upon re-employment by the County, have available any unused
Personal Leave previously earned: provided that such
re-employment takes place within 90 days after discharge
or release from active duty in the Armed Forces whichever is later.
0. EFFECT OF BEREAVEMENT LEAVE ON PERSONAL LEAVE
Employees who are given permission to use Bereavement Leave during the
period of approved Personal Leave usage shall not have the time spent on
Bereavement Leave deducted from their Personal Leave accumulation.
APPENDIX C
Attached hereto is Merit Rule #17 (Work Connected injury or Illness), Merit Rule #73
(Annual Leave) and the following Letters of Agreement regarding the Sergeants' Promotional Exam
and Canine Program,
WORK CONNECTED INJURY OR
ILLNESS
17.1 REPORTING
I .1 County employees shall report all injuries or illnesses, arising directly from their
County employment to their department head immediately.
17.1.2 Department heads shall report afi such injuries or illness to the Risk
Management Department immediately on "Report of injury on the Joh" forms.
17.2 TREATMENT
17.2.1 The ordering of an employee involved in an on-the-job injury to receive
immediate professional rneftat attention shall be. considerec a legitimate authority of the
County department head and refuse; on any grouhes other than religious snati be
deemed insubordinaton.
17.2.1.1 Except • dare emergencies, this medical treatment should not be given by
County medical personnel. .•
17.2.1.2 The person or institution rendering the medical treatment should be tolMthat It is
a possible Workers Compensation case.
17.3 PAYMENT OF MEDICAL BILLS
17..3.1 If the injury or illness is deemed compensaPc by the County's Workers
Compensation Servicing Agent, the servicing' agent will pay reasonable and necessary
medical charges for care and treatment of a work related injury or injuries.
17.3.1 1 All medical bias resat-brig from the case should be sent to lee Risk Management
Department
•
17.4 PAYMENT FOR TIME OFF
17_4.1 If the injury or illness is deemed compensabie, the Michigan Worker's Disability
Compensation Act provioes tnat the Employer, the County, snail pay part of the
employee's salary if he or she is off work more than one week because of the illness or
injury.
17.4.1.1 . Oakland County is a licensee self-insured employer and as such pays any
benefits to its employees as prescriced by the Michigan Workers Disability Compensation
Act either directly or through its Workers Compensation Servicing Agent.
17.41.1.2 This amount will usually be less than the employee's normal County salary.
17.4.1.3 This payment is a substitute tore portion of the normal County salary and is col
in addition is
17.4.1.4 If the employee is off work because at the compensable injury or illness for loon
Man two weeks, the. Act provides that he or she will not be paid from the servicing agent
for the firsi week. Compensation shall begin on the eighth calendar 'day after injury
17-1
17.4.1.5 lf the employee is off work two weeks or more he or she shell be paid from the
date of injury.
17.4.2 If the injury or illness is deemed coinpensable, the employee shall be paid
directly by the County in the following manner:
17.4.2.1 An eligible erndloyee off work due to an injury or illness, deemed condensable
by the Michigan Workers Disability Compensation Bureau, shall be paid, by the Courtly,
the difference between 100% of their regular normal salary, at the time injured, and the
payment made under the provisions of the Workers' Disability Compensation Am for
periods (covering original injury or itIness or reoccurrence of original injury or illness) not to
exceed five working days. ills Courtly supplement for condensable erne off in excess of
five working days shall be reduced to the difference between 80% of toe employee's
regular normal C:ounty salary, at the time injured, and the payment mace under ton
provisions of the Workers' Disability Cornoensaiion Act for as long as the Worker's
Compensation payments are received but not to exceed 52 weeks including both the
portion supplemented at 100% and The portion suppiemented at 80% as noted above.
17.4,2.1.1 No deduckrts shall be mode from tire employee's Personal Leave,
Annual Leave or Sick Leave Reserve to Dover this payment from the County.
17.4.2.2 An &foible employee still .unable to return to work within the brne limit described
in Section. 17 4,2.1 above: who continues to receive Workers Compensation payments,
shall be nerd by the County, the difference between his or her regular salary at the time
injured arid the payment made under the provisions of the Compensailon Act, and the
prorated amount ot time involved shell be deducted first from the employee's Personal
Leave and Sick Leave Reserve accumulations and if they are exhausted, Porn the Annual
Leave accumulation .
17.4.2.2.1 An eligible employee off work due to an injury or illness deemed
cornnensable by the Workers' Disability Compensation Bureau shah continue to
accumulate Annual Lasve at the normal rote and shall have the time credited
toward the earning sf Personat Leave tor as long as he or sne receives payment
from tne County under items 17.4.2.1 and 17.4.22 above.
17 4,22,2 Any amounts payable to an employee under Sections 17,4.2.1 and
17.4.2.2 above, shall be reduced by an amount equal to any oenefits received
under the provisions of the Oakland County Employees' Retirement System
because stanch injury or illness. In no case shall the total benefits paid by the
combination of Workers Compensation -payments, payment from Oakland
County Employees' Retirement System benefits and payment from the County.
total more than, the e,nployee's normal salary at the time of injury or illness•
17.4.3 Because there may be a delay whjie the servicing agent is determining if the
tniury is compensabte, the employee shall receive full salary payment from the County
until the first Worker's Compensation check is sent. If the injury is later determined non-
' compensabte this time will be deducted from the employees Personal Leave and Sick
Leave Reserve accumulations and if they are exhausted, from the Annual Leave
accumulation.
When notification is received by.the County that the eligible employee received a
payment from the servicing agent, this amount will be deducted from their next County
paycheck, 'even though the time covered by the servicing agent check is different from
the time covered by the County paycheck. This is continued until any overpayment is
made up and may result in the employee receiving only partial pay from the County for a
time after he or she returns to work following a compenSable injury.
17.4:4 Nori-eliglble County employee's (see Rule 22 - Elipiollity for Employee Benefits)
shall not receive supplemental Worker's Compensation pay (an employee benefit) as
described in Section 17.4.2 of this rule.
17-2
Z. '7,
23. ANNUAL LEAVE
23.1 DEFINMON OF ANNUAL LEAVE
. Annual Leave is absence from work for whiCh the employee is paid just as if he or she
were at work. Annual Leave is earned and accumulated each pay period at a rate dependent on
the length of the employee's County: service. When Annual Leave is used, and the amount of
Annual Leave that is taken of one time, are at the discretion of the employee's Department Head
within the initiations of the employee's accumulation, of necessity, the welfare and convenience
of the County and the continuation of the services the department renders must be the foremost
consideration in allowing Annual Leave. An Annual vacation is the most common use of Annum'
Leave. althoucin it also may Os used for other purposes such as personal business and to cover a
period of illness after Sick Leave Reserve or Personal Leave have run out.
23.2 ELIGIBILITY FOR ANNUAL LEAVE
23.2,1 See Rule 22 "Eligibility for Employee Benefits."
- 23.2.2 Ali employees eligibia. for Annual Leave shaft begin their accumulation from the
first day of eligible County employment.
23.3 RATE OF ACCUMULATION. OF .ANNUAL LEAVE AND
MAXIMUM ACCUMULATION
23.3.1 Annual Leave shell be earned and accumulated by pay periods, according to the
following chart.
LENGTH OF ELIGIBLE COUNTY DAYS OF ANNUAL LEAVE MAXIMUM** ACCUMULATION
SERVICE (SEE RULE 22) EARNED* (DAYS)
From Thr u i Hours Per Pay in 12 Months Ell , IN/Elig OJT 1
0 1 Y 3 07 10 Says N/A Nici, I
Yrs 4 Years 365 I2Days 18.2' 36.0 i
5 Yrs 9 Years 4 :-., Lravs 22.5 45.2
12 Yrs 14 Ye. 5:53 15 jays 27.2
15 Yrs 10 Years 20 Days 30.0 60.0
20 Y rs 24 Years 6.76 22 Days 33.5 66.0
25 Yrs Remainder of 7.35 24 Days 36.0 72.0 1
County Service Ii 1
'While the amounts earnet per pay period do not appear to add on exactly to the
amounts earned in a twelve month pence, the computer which does the accumulating
automatically corrects for this, once a year. See also Section 23.2.2 of this rule.
—The maximum accumulation for employees eligible for Overtime is based on one and
one-half year's worth of Annual Leave earnings. The maximum accumulation for employees not
eligible for overtime is based on 3 years worth of Annual Leave earnings. When toe maximum
accumulation of Annual Leave Is reached, additional lime spent in County service, whiie an
employee's Annual Leave accumulation is at the maximum, will not earn annual leave, either for
immediate or future use when the employee's accumulation is below the maximum,.
23-1
23.4 USE OF ANNUAL LEAVE
23.4.1 Annual Leave may be used only with the permi.ssion of an ampwee's
Pepartmenl head. This provision shall apply to all other sections of trils plan.
23.4.2 Annual Leave may ne used at any time after it is earned, sui*.ict to item 234.1
above.
23.4.3 Annual Leave may not be used before it is earned.
23.4.4 Annual Leave may be used in any combination of days, subject to item 214.1
above..
23,4.5 Employees net eligible for overtime for whom Annual Leave hes been placed in
an Annual Leave Reserve Bank may draw from their reserve s.ubject to item 23.4.1
above.
NOTE Al the time the maximum accumulation was applied to "non-evertirne"
employees, all banked Annual Leave days in excess of two times the annual earnings
rate was olece.e in the Annual Leave Reserve. Thls allowed all "non-overtime"
employees one more year to accumulate -Annual Leave and schedule vacations before
reaching the accumulaton maximum.
23.5 EFFECT OF PERSONAL LEAVE AND SICK LEAVE
RESERVE ON ANNUAL LEAVE
23.5.1 Employees Utilizing Personal Leave or Sick Leave from their Sick Leave
Reserve Bank shall continue to accumulate Annual Leave just as if they were on the job.
23,5.2 If an employee has reason to draw from his Or her Sick Leave Reserve Rank
during a period of Annual Leave usage and it such Sick Leave Reserve is used to cover
an illness of the employee and this usage is decumented by a physician's written
statement to the ciepartmerit head's satisfaction, such time may be deducted from the
employee's Sick Leave Reserve instead of from his or her Annual Leave Accumulation
23.6 EFFECT OF SHORT TERM AND LONG TERM
DISABILITY INCOME INSURANCE ON ANNUAL LEAVE
23.6.1 Employees receiving Shot. Term Disability Income tnsurance payments shall
continue to accumulate Annual Leave just as if they were on the job.
23.6.2 Employees receiving Long Term Disability Income insurance payments who
remain on the roll as a County employee shall not accumu)ate Annual Leave.
23.7 EFFECT OF DEATH LEAVE ON ANNUAL LEAVE
23.7.1 If an employee has reason to use Death Leave during a period of Annual Leave
usage, and such Death Leave is documented to the department head's satisfaction, such
lime may be considered as Death Leave instead of deducted from the employee's Annual
Leave accumulation. (See also, Rule 25, "Death Leave")
23-2
23.8 EFFECT OF PAID LEGAL HOLIDAYS ON ANNUAL
LEAVE
23.8,1 Legal Holidays, as defined in these rules, which are counted as days off with pay
by the County, shall not be deducted from an employee's Annual Leave accumulator
when they fall during a period of Annual Leave usage.
23.9 EFFECTS OF LEAVES OF ABSENCE WITHOUT PAY
ON ANNUAL LEAVE
23.5.1 Employees shall not accumulate Annual Leanre. while on Leaves of Absence
Without Pay.
23.10 PAYMENT FOR UNUSED ACCUMULATED ANNUAL
LEAVE ON SEPARATION FROM COUNTY SERVICE
23.10.1• Employees separated from County Service shall be paid at separation, for their
unused accumulation of Annual Leave at the eatery rate the employee is being paid on
his or her final day of actual work.
23.111.1.1 This payment snail no be incluoed in the computation of final average
compensation (F.k.C.) for retirement benefit purposes tor employees initially appointed is
eligible County service (see rule 22) after December ;It, 1977.
23.11 EFFECT OF TRANSFER OF AN EMPLOYEE FROM
ONE DEPARTMENT. TO ANOTHER WITHIN THE COUNTY
SERVICE,. ON ANNUAL LEAVE
23.11.1 An amount of money equal to the amount of unused Annual Leave time the
employee has in their accumulation at the time of the transfer, paid at the rate the employee is
being paid at the time of the transfer, snail be transferred from the salaries butipei of the
department the employee is transferring from, into the salaries budget of the department he Cr
she is transferring to if requested by the department head of the latter.
23 3
o
AGREEMENT
The County CE Oakland ("County") and the Oakland County.
Deputy SherifoT's Association ("Association"). hereby enter into
this agreement on April , 1985. The County and the
'Association acknowledge and agree as follows:
1_ The County and the Association have been and presentl:s,
are involved in a dispute over the weighting to he aacorded to
the oral portion and written portion DE the tests which compris,
the sergeant's promotional examination and over the sequence in
which the tests shall be ,given.
2. The County -and the Association hereby agree tn resolve
their dispute as follows:
A_ The weighting of the oral and written
tests which comprise the sergeant's
promotional examination shall be 55
percent oral and 45 percent written,
including the sergeants eXamination
which wes announced. (.posted) on
February 11, 1985.
B. The sequence of the tests which comprise
the sergeant's prototional examination
shall be oral examination first, and
written ekamination second, for all
examinations announced (posted) after
May 1, 1985.
(1,
///)
BYC41 L.•
David Rhines
Its: President
OAKLAND COUNTY DEPUTY COUNTY OF OAKLAND
SHERIFF'S ASSOCIATION
Dy (1/ A"
Kenneth Vlnstrs
Its: Manager, Employee Relatior -1,
OAKLAND COUNTY SHERIFF'S
DEPARTMENT
+.)
0./ AL,
I
/John Nichols
Itii3:1 Sheriff
-
LETTER OF UNDERSTANDING CONCERNING
CANINE PROGRAM
The County of Oakland ("County") and the Oakland County Sheriff a Department
("Department") have established a Canine Program and, after negotiations with the Oakland
County Deputy Sheriffs Association ("Union"), have agreed upon the work hours,
reimbursement, and other conditions for the Canine Program.
Canine Prouarn And Policy:
Canine duty is voluntary and participation in the .Canine Program is considered to be
privilege,. Deputies seeking assignment to the Canine Program should have a love of animals
and be dedicated to the care, training and well-being of the canine assigned to them. The home
environment for the canine should be one where the canine will be treated well • Dy farmly
members who want the canine to be part of the home environment. The County reserves the
right to inspect any non-residential ,structure used exclusively for canine housing to ensure
proper care and maintenance.
Participation to the Oakland County Sheriff's Department Canine Program must tic
carefully considered by the individual seeking the assignment. It requires commitment by the
employee and an invesuTtent by the County and the Department in terms of cost and training
time. In addition, once a canine is bonded to a Deputy, changes are difficult to make and costly
in terms of training time and reacclarnation for the canine. Once voluntarily applied for ant
assigned to the Canine Unit, employees cannot hue reassigned without the express permission of
the Sheriff. Except as provided herein the County and/or the Department may change the
Program from time-to-time as they believe necessary. Assignment to the Canine Unit will be
excluded from the provisions of the Collective Bargaining Agreement with reference te
shift/location preference. However, seniority within the Canine. Unit will apply the same as th
Collective Bargaining Agreement for shift/location Preference within the Canine Unit.
Canine Unit Assi5nment:
Assignment to and removal from the Canine. Unit is at the sole discretion of the Sheriff..
The Sheriff shall select among C.O.L.E.S. certified Deputy II's for this assikatnent. Deputi
who accept assignment into the Canine Program will, in addition to departmental duties ant
training, maintain their canine at their home during non-duty hours and will transport the canine
to and from work as required in a marked patrol unit provided by the Department. They will alit
, cart for the canine including feeding, grooming, veterinary' care and all related matters for the
nourishment, care and well-being of the canine.
Work Hours For D entities Particip aldn,7-In The CaninLl'ini.
The County, the Department, and the Union have met and have negotiated concerning
canine duty and the amount Of off-duty time required per week for the care, feeding,
maintenance and veterinary, care of the canine. After reviewing the pertinent facts, the County,
the Department, and the Union acknowledge that in some weeks, more or less urns will be
required for canine, care than other weeks and that due to the varying time requirements for
canine care and the fact that the.Deptty will care and maintain the canine at his/her home (win es
is considered to be a privilege and a benefit for the Deputy and his family), that two and orie-half
(21/4)- hours per week is a fair and reasonable allotment of the required Erne and fan -
compensation for the feeding, care, veterinary care and other rolaied maintenance for the snipe.
Deputies shall not receive additional compensation, daily overtime, or weekly overtime for the
feeding, care, veterinary care, or maintenance of Int.oanine. The Union hereby waives any daily
overtime provision in the Labor Contract and/or the Merit System Rules in regard to the. feeding,
care, veterinary Cale, and maintenance of the canine.
•
Accordingly, the normal work week for Deputies assignee to canine duty shall be 37V"
hours of Departmental work per week and 2% hours per Week designated for•the feeding, care,
veterinary care and other maintenance of the canine during off-duty hours. The Deputy's daily
and weekly overtime payments shall be based on •a 7/2 hour Dcipartmental work( day and 37/2.
hour Departmental work week. Overtime shall be paid only to: Departmental work (separate
and apart from the tansportation, feeding, cat:, veterinary care and other maintenance related to
the canine). During vacation weeks or at ether times when the canine is boarded, the Deputy's
wages shall not be reduced below 40 hours per week because the canine it being boarded at a•
kennel during that time.
The parties hereto 'acknowledge tat since the Deputy will perform this off-duty work at
home, the Department has no means of determining how, much time is spent caring for the
canine. The Deputy shah limit the off-duty time nelsne expends for the canine to two and anti-
half (2LA.) hours per w.eek. The Deputy shall slot expend additional time without the written
permission of the Sheriff. •
Cost Of D oarding,.Food, Equipment ?....nd Other Related Canine. Care:
The cost of Mod, veterinary ears, grooming, boarding where necessary, equipment, and
other related items for the canine, hall be paid by the County. Food, veterinary care, grooming
equipment and other necessities for the canine shall be obtained from vendors designated by the
County. In the event the Deputy expends his/her funds for the canine, the Deputy shall be
reimbursed upon presentation of documentation satisfactory to the County.
I 52.002:A GR:MDB:15473/6/22/99
Resolution #12245 October 3, 2012
The Chairperson referred the resolution to the Finance Committee. There were no objections.
FISCAL NOTE (MISC. #12245) October 18, 2012
BY: Finance Committee, Tom Middleton, Chairperson
IN RE: HUMAN RESOURCES DEPARTMENT- FISCAL YEAR 2011 - FISCAL YEAR 2013
COLLECTIVE BARGAINING AGREEMENT FOR EMPLOYEES REPRESENTED BY THE OAKLAND
COUNTY DEPUTY SHERIFF'S ASSOCIATION (0.C.D.S.A.)
To the Oakland County Board of Commissioners
Chairperson, Ladies and Gentlemen:
Pursuant to Rule XII-C of this Board, the Finance Committee has reviewed the above referenced
resolution and finds:
1. The County of Oakland and the Oakland County Deputy Sheriff's Association (OCDSA), covering
approximately 335 Sheriff's Department employees including Corrections Deputy I, Corrections
Deputy II, forensic Lab Specialist I and Forensic Lab Specialist II employees have negotiated a
Collective Bargaining Agreement Wage and Benefit Re-opener for the period of October 1, 2010
through September 30, 2013.
2. This agreement allows for a $500 ratification bonus that totals approximately $167,500 ($95,755
Salaries and $71,745 Fringe Benefits); and provides for a 1.5% wage reduction for Fiscal Year
2011 and that wages shall remain unchanged for Fiscal Year 2012 and Fiscal Year 2013 (and
should a general wage increase be provided to the non-represented employees this bargaining
unit would be entitled to the same increase applied at the same time and in the same manner).
3. This agreement also allows that effective January 1, 2013, the prescription co-pay will be
$5/$20/$40 and a $100 co-pay for emergency room visit shall be implemented.
4. The $500 ratification bonus is included in the FY 2013 Adopted Budget, and therefore, no budget
amendment is recommended.
FINANCE COMMITTEE
,
FINANCE COMMITTEE
Motion carried unanimously on a roll call vote.
Resolution #12245 October 18, 2012
Moved by Weipert supported by Quarles the resolutions (with fiscal notes attached) on the Consent Agenda
be adopted (with accompanying reports being accepted).
AYES: Dwyer, Gershenson, Gingell, Gosselin, Hatchett, Hoffman, Jackson, Long, Matis, McGillivray,
Middleton, Potts, Quarles, Runestad, Scott, Taub, Weipert, Woodward, Bosnic, Crawford. (20)
NAYS: None. (0)
A sufficient majority having voted in favor, the resolutions (with fiscal notes attached) on the Consent Agenda
were adopted (with accompanying reports being accepted).
SOLUTION
C! lir DEPUTY COUNTY EXECUTIVE
ACTING PURSUANT TO MCL 45,W,)A (7)
STATE OF MICHIGAN)
COUNTY OF OAKLAND)
I, Bill Bullard Jr., 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 October 18, 2012,
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 18th day of October, 2012.
Raf2_ ev_01 094,
Bill Bullard Jr., Oakland County