HomeMy WebLinkAboutResolutions - 2013.10.02 - 21050MISCELLANEOUS RESOLUTION #13259 October 2, 2013
BY: Human Resources Committee, John Scott, Chairperson
IN RE: HUMAN RESOURCES DEPARTMENT- FISCAL YEAR 2014- FISCAL YEAR 2015
COLLECTIVE BARGAINING AGREEMENT FOR EMPLOYEES REPRESENTED BY THE OAKLAND
COUNTY DEPUTY SHERIFF'S ASSOCIATION (0.C.D.S.A.) CORRECTIONS/COURT SERVICES
To the Oakland County Board of Commissioners
Chairperson, Ladies and Gentlemen:
WHEREAS the County of Oakland and the Oakland County Deputy Sheriffs Association (0CDSA)
have been negotiating a Collective Bargaining Agreement covering approximately 310 Sheriffs Department
employees including Corrections Deputy I, Corrections Deputy II, Forensic Lab Specialist I and Forensic Lab
Specialist II; and
WHEREAS a two year Collective Bargaining Agreement has been reached for the period October 1,
2013 through September 30, 2015; and
WHEREAS the parties have agreed to a 1% wage increase for Fiscal Year 2014 or "me too" with the
general non-represented employees if a greater increase were approved; and
WHEREAS the parties have agree to a 1% wage increase for Fiscal Year 2015 or "me too" with the
general non-represented employees if a greater increase were approved; and
WHEREAS this agreement provides for a $500 annual bonus to the Forensic Lab Specialist I and
Forensic Lab Specialist II employees; and
WHEREAS this agreement provides that any benefit modifications implemented on a countywide
basis to general non-represented employees that take effect during calendar years 2014 and 2015 shall be
applied to employees represented by this bargaining unit at the same time and in the same manner: and
WHEREAS this agreement has been reviewed by your Human Resources Committee, which
recommends approval of the agreement.
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 Corrections/Court Services covering the period of October 1, 2013, through September 30. 2015,
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 COMFIT
HUMAN RESOURCES COMMITTEE
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, 2013 TO SEPTEMBER 30, 2015
AGREEMENT
This agreement is made and entered into this day of , 2013, AD. by and
between the County of Oakland and the Oakland County Sheriff, hereinafter referred to collectively
as the "Employer," and the Oakland County Deputy Sheriffs Association, hereinafter referred to as
the "Union". It is the desire ofboth parties to this agreement to continue to work harmoniously and to
promote and maintain high standards between the Employer and employees, which will best serve the
citizens of Oakland County.
I. RECOGNITION
The Employer recognizes the Union as the exclusive representative of the 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 a 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 p, but excluding Deputy I (Patrol),
Deputy II (Patrol), supervisors and all other employees.
IL 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/she is no longer a member of the
bargaining 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 o f 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 he one steward and an alternate steward for each shift in the Main Jail,
Annex, Court Services and Satellite locations. Stewards will be permitted 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/her grievance. Permission for stewards to
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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 permission of
his/her supervisor, which permission will not be unreasonably 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
becomes 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 Undersheriff/designee 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.
Step 1
If the grievance is not settled informally, it shall be discussed with the Shift
Steward and shall be reduced to writing, signed by the aggrieved employee(s) or
his/her Union Representative and submitted to the Undersheriff/designee within the
aforementioned 45 calendar days.
Step 2
The written grievance shall be discussed between the President/designee and
the Undersheriff/designee. The Undersheriff/designee will attempt to adjust the matter
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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 the 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. If the 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 ROUMELL
2. BEN WOLKINSON
3. MARK GLAZER
A grievance shall he referred to the listed arbitrators in the order in which they appear.
Once a grievance has been referred to an arbitrator, a subsequent grievance shall be referred to
the next arbitrator on the list. After a grievance has been referred to the last arbitrator listed,
the cycle shall repeat, beginning with the first arbitrator. The arbitrator may interpret and
apply the provisions of this Agreement to determine the grievance before the arbitrator.
However, the arbitrator shall have no power or authority in any way to alter, modify, amend,
or add to any provisions of this Agreement, or set a wage rate. The arbitrator shall be bound
by the express provisions of this Agreement. 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 may be 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;
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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.
B. New employees may acquire seniority by working twelve continuous months, in
which event the employee's seniority will (late ba.ck 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:
If the employee resigns or retires, except where the employee returns
within one year, the employee shall have the unit seniority he/she
possessed when he/she left the unit.
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 attire end of an approved leave;
5. If the employee does not return to work when recalled from a layoff
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E. If an 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 he/she possessed when he/she left
the unit.
F. As a condition of hire/promotion, all employees hired/promoted as a Deputy I, must
complete any test selected by the Employer 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 munber 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 on
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 writing
(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
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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 serve a new
twelve month probationary period.
C. If and when an employee is permanently transferred to another division within the
Department, the Union 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 exatniPatifiom
Corrections Deputy I or Deputy I (Patrol). Sergeant vacancies will also be filled by a
promotional examination open to all qualified OCDSA bargaining unit members. The Sheriff
will make his selection from the three highest-ranking candidates who have passed the
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.
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XL 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 fo and represent the officer 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 Indemnity obligations set forth
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
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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 five (5) attorneys, from which a member -may
• choose and who will provide legal representation. The County, through the Office of
Corporation Counsel, 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 - $5,000; Non-capital Felony - $15,000; 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 monthly billings
that do not infringe on the attorney-client 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 attorneys 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 11 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
I's and/or Corrections Deputy 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.
1. 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 Sheriff's Office at least 30 calendar
days prior to the next academy.
2. 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.
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C. The provisions of this Agreement shall be applied equally and without favoritism to
all employees in the bargaining nnit.
D. Employees elected to any p -ithanent full-time Union office or selected by the Union to
do work which takes them from their employment with the County, shall at the written
request of the Union be granted a leave of absence without pay. The leave of absence shall
not exceed two 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 a five day notice.
H. The basic work week shall consist of 40 hours worked in 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 occur as close to the middle of the employee's shift as
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
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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 be 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
other than the Oakland County Executive, negotiates a contract with the County of Oakland
containing any form of Union security, the same right will automatically be given to the unit
covered under this agreement.
K. Any party to this Agreement by their principals or their designees 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 agreed, 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.
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 eases of new hires, re-hires, and promoted employees.
The length of the probation period for all new employees hired into the BU-09
bargaining unit shall be twelve continuous months. The length of the
probation period for employees promoted into all classifications in the BU-09
bargaining unit shall be six months.
2. In the case of new hires, the Union 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 Union activities or other protecteci
concerted activity.
3. The Human Resources Department shall send a "Mid-Probationary Period
Report" form to the Department Head. This form shall be completed,
discussed with the employee and returned to the Human Resources
Department within, one month of the Mid-Probationary Report.
The Human Resources Department shall send an "End of Probationary
Period" notice to the Department Head one month before the end of the
probationary period. The Department Head shall complete this form, discuss
it with the employee, and return it to the Human Resources Department before
the 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 permitted 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 1 through October 31 and by October 15 for the period November 1
through April 30 shall be given preference in order of seniority for scheduling the granting of
annual, BU-09 and personal leave for the applicable periods; provided, however, that leave
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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 ay 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 1 of each year, bargaining unit
members shall receive five days of BU-09 leave. Employees hired after December 1 shall
receive one day of BU-09 leave for each quarter annual period, or part thereof, between their
date of hire and November 30 (e.g., 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,
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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 December 1 to
November 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 f 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 = 1st quarter
March 1 - May 31 = 2nd quarter
June 1 - August 31 3rd quarter
September 1 - November 30 = 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.
B. Effective September 11, 2009, the provisions of the Oakland County Merit S3 --temin
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
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D. If staffing requirements for the holiday are less than normal 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 assignment, by volunteering
prior to the 10 day notification.
2. 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 under this procedure. It shall
be noted however, where no employee has been forced off and an assignment
becomes available, it shall be filled by seniority just as a regular overtime
position is filled by using the 28 Day Overtime Forms submitted, regardless of
being a Deputy I or Deputy IL
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 in order 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.
19
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 be 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 pay.
C. "Location" for purposes of the annual selection shall mean the following locations in
the Corrections/Main 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 bid 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 perfoim in a
20
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.
F. Requests for location preference shall be subject to the following eriteria:
1. To request a location a Deputy must have at least one year seniority and have
merit system status in the required classification.
2. Any Deputy transferred pursuant to his/her request shall be ineligible to submit
another request for location preference for 12 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.
5. 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.
Within 30 working days after first being transferred to a new location, the Sheriff may
21
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 perfoim 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 1.
22
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.
XVIII, SPECIAL ASSIGNMENTS
A. Boot Camp and Canine assignments shall be deemed "special assignments."
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 Depal Liii ent. 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 Sheriffs 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 ofthe 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
23
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 perfoini the assignment.
XIX. OVERTIME
All time, whether worked or compensated through an employee's use of leave
time, in excess of a notnial 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 utili zed 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.
C. When hiring overtime off the 28 day list, should a Deputy be contacted eight hours or
less before the beginning of a shift and refuse the overtime, it shall not be recorded as a
24
"REFUSAL." Should a Deputy be contacted more than ei,ght hours prior to the beginning of a
shift and refuse to work the overtime, it will be recorded as a "REFUSAL" and count as a
"HIRE."
At or before 2300 hours on the Wednesday preceding the work schedule change at
2300 hours Friday night (Saturday), Deputies volunteering to work overtime during the
next work schedule period shall sign and complete the OVERTIME REQUEST FORM
(found on the I Drive under Sheriff, OCSO Documents, Administrative & OT Forms,
OVERTIME REQUEST FORM — EXCEL). The Overtime Request form must be turned
into the Main Jail Sergeant's Office and shall be signed by the Command Officer
accepting the form. Forms shall have the required sections filled out accurately and
completely or it will not be accepted. When signing the form, 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 24 hour written notice of such change
to a Corrections Sergeant, The Sergeant shall record the date and time of the change and
initial same Forms submitted after 2300 hours the Wednesday preceding the schedule
change shall be deemed late. All late forms shall be placed by seniority in one of four late
sections marked "Late Corrections Main," "Late Corrections Main/Annex," "Late
Corrections East Annex/Crt Services," or "Late Road Patrol." When filling overtime, only
after all work locations have been gone through and Deputies who have submitted forms
timely have been queried, shall the "Late" sections be utilized to fill overtime, keeping in
mind the order will be "Corrections Main," "Corrections Main/Annex," "Corrections East
Annex/Crt Svcs," and "Road Patrol." After the "Late" sections have been gone through,
overtime availability will be put out over the air. If there are still vacancies to be filled by
overtime, the forced overtime list will then apply.
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 no, inally authorized and staffed positions shall be
offered to Deputies in the following order:
1. 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.
2. 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 Sheriff's Office shall request volunteers to work the available overtime
26
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 a full-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, 13U- 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 90 th 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, PLV, 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 shift 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, 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.
27
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 Oakland County
Employees' Handbook, are incorporated herein by reference and made a part hereof to the
same extent as if they were specifically set forth, except as provided and amended by this
Agreement.
XXI. RETIREMENT BENEFITS (EMPLOYEES HIRED PRIOR TO 5/27/951
All Resolutions of the Oakland County Board of Commissioners, as amended and
in existence 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 of 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 be 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
28
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 nomial retirement will be 25 years of service credit
within the depa tuient 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 Sheriff's Office covered by this Agreement
who participate in the Defined Benefit Retirement Plan shall be as follows:
For the first 14 full years of service in the Sheriffs Office, the
employee shall have a multiplier of 2.2% and the employee shall
contribute 3% of gross wages to the Retirement Plan during this time
period.
2. Thereafter, for every year of service in the Sheriffs Office beginning
with the employee's 15th year of service in the Department, the
employee shall have a 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 22% 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 (0(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 Service. This 414 (h) (2) arrangement shall not affect
determination of final average 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% ofbase 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 b as e 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 ER 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.
32
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 terms and conditions thereof,
XXV. 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 lin it 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 immediately 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,
2015. 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
33
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
SHERIFF'S ASSOCIATION
By:
OAKLAND COUNTY BOARD OF
COMMISSIONERS
By:
Michael J. Gingen, Chairperson
By: OAKLAND COUNTY SHERIFF
By; By:
Michael Bouchard
By: OAKLAND COUNTY EXECUTIVE
By:
By: L. Brooks Patterson
34
APPENDIX A
I. WAGES
Biweekly wage rates for Fiscal Year 2014 through Fiscal Year 2015:
Base lyr 2yr 3yr 4yr 5yr 6yr
Corrections Deputy I
001225 FY 2013 1278.38 1383.50 1467.90 1607.51 1773.32 1909.24 2098.23
009/D FY 2014* 1291.16 1397.34 1482.58 1623.59 1791.05 1928.33 2119.21
FY 2015** 1304.07 1411.31 1497.41 1639.83 1808.96 1947.61 2140.40
Base lyr 2yr 3yr 4yr Syr
Corrections Deputy H
001226 FY 2013 1724.89 1849.29 1973_80 2115.66 2192.99 2347.20
009/E FY 2014* 1742.14 1867.78 1993.54 2136.82 2214.92 2370.67
FY 2015** 1759.56 1886.46 2013.48 2158.19 2237.07 2394.38
Base lyr 2yr 3yr 4yr
Forensic Lab
Specialist I
000723
009/B
FY 2013
FY 2014*
FY 2015**
2060.92 2137.93 2215_27 2292.50 2369.56
2081.53 2159.31 2237.42 2315.43 2393.26
2102.35 2180.90 2259.79 2338.58 2417.19
Base lyr 2yr 3yr 4yr
Forensic Lab
Specialist II
000724
009/C
FY 2013
FY 2014*
FY 2015**
2083.22 2160.33 2237.73 2314.87 2392.09
2104.05 2181.93 2260.11 2338.02 2416.01
2125.09 2203.75 2282.71 2361.40 2440.17
Fiscal Year 2014- Should a general wage increase greater than I% be provided to the general, non-
represented employee groups then this bargaining unit would be entitled to the same increase at the
same time and in the same manner.
** Fiscal Year 2015 - Should a general wage increase greater than 1% be provided to the general, non-
represented employee groups then this bargaining unit would be entitled to the same increase at the
same time and in the same manner.
35
FORENSIC LABORATORY SPECIALIST BONUS
Forensic Laboratory Specialists shall receive an annual bonus of $500.
The two Forensic Laboratory Specialists designated as "leaders" shall receive an annual
bonus of $1000.
III. 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.
D. When diving 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 shah be
computed to the nearest one .-half (1!2) hours.
IV. 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 for 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
36
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.
V. 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.
VI. SALARY STEPS/MERIT INCREASES
Any salary step increase for an employee who satisfactorily perfoi is 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.
VII. SALARY SCHEDULE PROGRESSION
All persons hired hereafter shall be hired and progress in accordance with the salary
schedules established herein.
VIII. MILEAGE
Effective with the execution of this agreement, the General Travel Regulation's
mileage reimbursement rate shall be the IRS rate per mile.
37
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 unifollus 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.
APPENDIX B
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
Sheriff's Association except the requirement to exhaust all leave banks
prior to the use of leave without pay. Members of the Oakland County
Deputy Sheriff's 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 coverage at the time of retirement
regardless of age.
• 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.
Employees hired on or after January 1, 2010, shall only be eligible
be eligible to participate in the Retirement Health Savings Plan as
described in Miscellaneous Resolution #05258.
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.
39
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.
IL HEALTH BENEFITS
All Health Care Benefits set forth herein are subject to the employee contribution where
applicable and to the terms and conditions of the plan. The Employer has the right to select and
change any and all plans/policies, insurance benefits, plan providers or third party administrators
provided the benefits stated herein remain substantially the same. All benefits set forth apply to
active employees and their dependents only.
A. For the duration of the 2013 calendar year, employees in this bargaining unit will
continue the Medical Care coverage currently in effect through December 31, 2013 (subject
to paragraph B.)
40
B. Effective January 1, 2014, (or as soon as administratively practical) employees in this
bargaining unit with coverage shall be covered under one of the Medical Care plans as
described in Appendix D
C. Employees in this bargaining unit shall make Medical Care contributions
(contributions are biweekly and pre-tax) in accordance with the Medical Care plan
they select.
D. Healthcare 2014 and 2015: Any benefit modifications implemented on a County
wide basis to general, non-represented employees to take effect during the calendar
years 2014 and 2015 shall be applied to employees represented in this bargaining
unit at the same time and in the same manner.
E. 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 IV (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
S1,000. The maximum for orthodontia per individual is $1,000.
Employees have the option of selecting a High Option Plan during open enrollment.
Employees selecting the High Option Dental Plan rather than th.e 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.
E 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 $5 co-pay
and$ 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.
G. 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.
H. 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
42
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 at 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 forms 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 he/she 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
43
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 Sheriff s 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 Term 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
I 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 twelve month probationary
period will receive personal leave days on the closest pay period
following the completion of their probationary period, in accordance
with the following provisions:
Those employees whose probationary period falls within two calendar
44
years will receive a pro-rated amount of personal leave days calculated
from the date of hire 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 ofpersonal -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
1. 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
1. Uses of Personal Leave with advance peiniission 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.
2. 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 faniilymemberif
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 information including documentation to substantiate the
reason for the absence.
3. 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
1. 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.
2. Employees who leave the County service to enter the Armed 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.
G. 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 #I7 (Work Connected Injury or Illness), Merit Rule #23
(Annual Leave) and the following Letters of Agreement regarding the Sergeants' Promotional Exam
and Canine Program.
47
17. WORK CONNECTED INJURY OR
ILLNESS
17.1 REPORTING
17.1.1 County employees shah report all injuries or illnesses, arising directly from their
County employment to their department head immediately.
17.1.2 Department heads shall report all such injuries or illness to the Risk
Management Department immediately on "Report of Injury on the Job' forms.
172 TREATMENT
17.2.1 The ordering of an employee involved in an on-the-job injury to receive
immediate professional medical attention shall be considered a legitimate authority of the
County department head and refusal on any grounds other than religious shall be
deemed insubordination.
17.2.1.1 Except in dire 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 told that it is
a possible Worker's Compensation case.
17.3 PAYMENT OF MEDICAL BILLS
17.3.1 If the injury or illness is deemed compensabie by the County's Worker's
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 bills resulting from the case should be sent to the Risk Management
Department.
17.4 PAYMENT FOR TIME OFF
17.41 If the injury or illness is deemed compensable, the Michigan Worker's Disability
Compensation Act provides that the Employer, the County, shall 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 licensed self-insured Employer and as such pays any
benefits to its employees as prescribed by the Michigan Workers' Disability Compensation
Act either directly or through its Worker's Compensation Servicing Agent.
17.4.1.2 This amount will usually be less than the employee's normal County salary.
17.4.1.3 This payment is a substitute for a portion of the normal County salary and is not
in addition to it.
17.4.1.4 tithe employee .is off work because of the compensable injury or illness for less
than two weeks, the Act provides that he or she will not be paid from the servicing agent
for the first week. Compensation shall begin on the eighth calendar day after injury.
48
17.4.1.5 If the employee is off work two weeks or more he or she shall be paid from the
date of injury,
17.4.2 If the injury or illness is deemed compensable, the employee shelf be paid
directly by the County in the following manner:
17.4.2.1 An eligible employee off work due to an injury or illness, deemed compensabie
by the Michigan Workers' Disability Compensation Bureau, shall be paid, by the County,
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 Act for
periods (covering original injury or illness or reoccurrence of original injury or illness) not to
exceed five working days. The County supplement for compensable time off in excess of
five working days shall be reduced to the difference between 80% of the employee's
regular normal County salary, at the time injured, and the payment made under the
provisions of the Workers' Disability Compensation 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 supplemented at 80% as noted above.
17_4.2.1.1 No deductions shall be made from the employee's Personal Leave,
Annual Leave or Sick Leave Reserve to cover this payment from the County.
17.4.2.2 An eligible employee still unable to return to work within the time limit described
in Section 17.4.2.1 above, who continues to receive Worker's Compensation payments,
shall be paid by the County, the difference between his or her regular salary at the time
injured and the payment made -under the provisions of the Compensation Act, and the
prorated amount of time involved shall be deducted first from the employee's Personal
Leave and Sick Leave Reserve accumulations and if they are exhausted, from the Annual
Leave accumulation,
17.4.2.2.1 An eligible employee off work due to an injury or illness deemed
compensable by the Workers' Disability Compensation Bureau shall continue to
accumulate Annual Leave at the normal rate and shall have the time credited
toward the earning of Personal Leave for as long as he or she receives payment
from the County under items 17.4.2,1 and 17.4.2.2 above.
17.4.2.2.2 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 benefits received
under the provisions of the Oakland County Employees' Retirement System
because of such injury or illness. in no case shall the total benefits paid by the
combination of Worker's Compensation payments, payment from Oakland
County Employees' Retirement System benefits and payment from the County,
total more than the employee's normal salary at the time of injury or illness.
17.4.3 Because there may be a delay while the servicing agent is determining if the
injury is comperisable, 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-
compensabie this time will be deducted from the employee's 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 compensabie injury.
17.4.4 Non-eligible County employee's (see Rule 22 - Eligibility 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
49
REVISED 04/05/09
23. ANNUAL LEAVE
23.1 DEFINITION 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 at one time, are at
the discretion of the employee's Department Head within the limitations 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 Annual Leave, although it also may be 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."
232.2 All employees eligible for Annual Leave shall 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 shall be earned and accumulated by pay periods, according to the
following chart.
LENGTH OF ELIGIBLEGOUNTY
SERVICE (SEERULE 22)
DAYS OF ANNUAL LEAVE
EARNED "
MAXIMUN1"ACCUMULATION
HOURS/DAYS
From Through Hours Per Pay In 12 Months Elig. OJT N/Elig. 0/T
0 1 Year 3.07 10 Days N/A N/A
2 Yrs 4 Years 3.69 12 Days 144/18.0 288/36.0
5 Yrs 9 Years 4.61 15 Days 180/22.5 360145,0
10 Yrs 14 Years 5.53 18 Days 216/27.0 432/54.0
15 Yrs 19 Years 6.15 20 Days 240/30.0 480/60,0
20 Yrs 24 Years 6.76 22 Days 264/33.0 528/66.0
25 Yrs Remainder of
County Service
738 24 Days 288/36.0 576/72.0
'While the amounts earned per pay period do not appear to add up exactly to the amounts earned in a
twelve month period, 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 the maximum accumulation of Annual Leave is
reached, additional time spent in County service, while 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
50
23.4 USE OF ANNUAL LEAVE
23.4.1 Annual Leave may be used only with the permission of an employee's department head. This
provision shall apply to all other sections of this plan.
23.4.2 Annual Leave may be used at any time after it is earned, subject to item 23.4.1 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 23.4.1 above.
23.4.5 Employees not eligible for overtime for whom Annual Leave has been placed in an Annual
Leave Reserve Bank may draw from their reserve subject to item 23.4.1 above.
NOTE: At the time the maximum accumulation was applied to "non-overtime" employees, all
banked Annual Leave days in excess of two times the annual earnings rate was placed in the
Annual Leave Reserve. This allowed all "non-overtime" employees one more year to accumulate Annual Leave and schedule vacations before reaching the accumulation 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.
2152 If an employee has reason to draw from his or her Sick Leave Reserve Bank during a
period of Annual Leave usage and if such Sick Leave Reserve is used to cover an illness of the
employee and this usage is documented by a physician's written statement to the department
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 Short Term Disability Income insurance 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 accumulate 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 time may be
considered as Death Leave instead of deducted from the employee's Annual Leave accumulation.
(See also, Rule 25, "Death Leave")
23-2
51
23.8 EFFECT OF PAID LEGAL HOLIDAYS ON ANNUAL LEAVE
23.81 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 accumulation when they fall
during a period of Annual Leave usage.
23.9 EFFECTS OF LEAVES OF ABSENCE WITHOUT PAY ON
ANNUAL LEAVE
23.9.1 Employees shall not accumulate Annual Leave 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 salary rate the employee is being paid on his or her final day
of actual work.
23.10.1,1 This payment shall not be included in the computation of final average compensation (FAC.)
for retirement benefit purposes for employees initially appointed to eligible County service (see rule 22)
after December 31, 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, shall be transferred from the salaries budget of the department the
employee is transferring from, into the salaries budget of the department he or she is transferring
to, if requested by the department head of the latter.
23-3
52
AGREEMENT
The County of Oakland (RCountyw) and the Oakland County.
Deputy Sheriff's Association (uAssociation")• hereby entet 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 prosentlz
are involved in a dispute over the weighting to be accorded to
the oral portion and written portion of the tests which compris,
the sergeant's promotional examination and over the sequence in
which the tests shall be given.
•. The County and the Association hereby agree to reeolv-
tneir 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 sergeant's earination
• which was announced (posted) on
February 11, 1985_
• B. The sequence of the tests which comprise
the sergeant's promotional examination
shell be oral examination first, and
written eXamination second, for all
examinations announced (posted) after
May 1, 1985.
OAKLAND COUNTY SHERIFF'S
DEPARTMENT
By:
OAKLAND COUNTY DEPUTY SHERIFF'S ASSOCIATION
COUNTY OF 0:AKLAND
n y
Kenneth Vinstra
Its Manager, Employee Reistiorlt,n
LETTER OF UNDERSTANDING CONCERNING
CANINE PROGRAM
The County of Oakland r`County) and the Oakland County Sheriff a Department
("pepartmenr9 have established a Canine Program and y after negotiations with the Oakland
County Deputy Sheriff's Association (-Union"), have agreed upon the work hours,
rtintliraeln&A, and other conditions for the Canine Program.
Canine duty is voluntary and participation in the .Canine Program is. considered to be a
privilege. Deputies seeking assignment to the Canine Program should - have a love of animals
and he 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 wellby family
members who want the canine to be part of the noine environment. The County resennes Its
right to inspect any nor-residential structure used exclusively for canine housing to ensure
proper care and man-item-nee.
Participation in the Oakland County Sheriff's Department Canine Program mlist Itt
carefully considered by the individual seeking the assignment. It requires commitment by 'Lac
employee and an investment by the County and: the Department in terms of cost and trainiag
time. In addition, once a canine is bonded to a Deputy, changes are difficult to make and costly
in terms of naming time and reacclarnahon for the canine_ Once voluntarily aPPlied for Elva
assigned to the Canine Unit, employees cannot be reassigned without the express permission of
the Sheriff Except as provided herein, the County and/or the Department may change the
Program from tinge-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
shiftRocaticz Preference. However, seniority within the Canine- Unit will apply the same as the
Collective Bargaining Agreement for shitflocation preference. within the Canine Unit
Canine Unit Assitnament: •
Assignment to and removal from the Canine Unit is at the. sole discretion of the Shcrifit
The Sheriff shall select among C.O.L.E.S. certified Deputy Ira fox this assigrmaent Deputies
who accept assignment into the Canine Program will In addition to departmental duties and
training, maintain their canine at their home during non-duty hours and will transport the saltine
to and from work as required in a marked patrol unit provided by the Department. They wilt alit
care for the canine including feeding, grooming, veterinary care and all related mailers for the
nourishment, c.0.16 and well-being of the. canine.
55
Work rs For Deputies Partici hi In The Canine Pro
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 tient, feeding,
maintenance and veterinary . care of the canine, After reviewing the pertinent facts, the County,
the Department, arid the Union acknowledge that in seine weeks, more or less time will i3e-
requild for canine- care than other weeks and that, due to the varying time requirements for
canine care and the fact that the -Deputy Wilt care and maintain the canine at his/her home (which
is considered to be a privilege and a benefit for the Deputy and his family), that two and one-half
(2V2). hours per week is a fair and reasonable allotment of the reqUired time and Nr
compensation far the feeding, care, veterinary care and other related nraintnimince for the canine_
Deputies shall not receive _additional compensation, daily overtime, Or weekly ntitiniC for the feeding, care, yeterinary case, or maintenance of the.canine. The Union hereby waives any daily
overtime provision in the Labor Contract imetior the Merit System Ruler in regard to the .feedLug.
Care, veterinary care, and iriaintenence of the canine.
Accordingly, the normal work week for Deputies assigned to canine duty shall be 37 11
hours of Departmental work per week and 2i4 hours per Week designated for -the feeding, cart,
veterinary care arid other maintenance of the canine during off-duty hchrs. The Deputy's daily
and weekly overtime payments shall be based an -a 714 hour Departmental work day and 3711
. hour Departmental work week. Overtime shall be. paid only for Departmental work (separate
and apart from the transportation, feeding, care,•veterinary care and other ;maintenance related to .
the canine). During vacation weeks or at other times when the canine is bearded, the Deputy's
wages shall net be reduced below 40 hours per week .because the canine is being boarded at a.
kennel during that time_
The parties hereto'acknowledge that since the Deputy will perform this off-duty work at
home, the Department lass no means of determining how_ much time is spent caring for the
canine. The Deputy shall limit the off-duty time he/sloe expends for the canine to two and one-
half -(21/2) hours per week.. The Deputy shall not expend additional time without the written
permission of the Sheriff.
Cost Of Boarding., Food Enuipment And Other Related Canine Care:
The cost °flood, veterinary care, grooming, boarding where necessary, equipment, and
other related items for the canine, shall be paid by the County. Food, veterinary care, grooming
equipment and other necessities for the canine shall bd obtained from vendors designated by the
County. In the event the Deputy expends his/he: funds for the canine, the Deputy shall he
reimbursed upon presentation of documentation satisfactory to the County.
I 52.002:A GR.:MDB:1547316/22/99
56
APPENDIX I)
Attached hereto is the Medical Options Comparison chart for 2014.
57
APPENDIX D MEDICAL OPTIONS COMPARISON Important Note: The information contained on this comparison is intended to he an easy to read summary to help you and your family make choices among the different options available to you. Be sure to carefully study each option before making your choice. This comparison summarizes some of the provisions and certain features of each plan. It cannot modify or affect the coverage or benefits provided in any way. No right will accrue to you and/or your eligible dependents because of any statement, error or omission from this comparison. Its provisions do not constitute amendments, modifications or changes in any existing contract. BENEFITS AVAILABLE TO ALL AVAILABLE TO ALL AVAILABLE TO ALL AVAILABLE TO ALL ONLY AVAILABLE TO EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES PPOI ASR www.asrhealthbenefits.com PPO2 Blue Cross/Blue Shield PP() Community Blue Plan www.BCBSM.com PPO3 ASR www.asrhealthbenefits.com IIMO Health Alliance Plan (HAP) www.flAP.org CURRENTLY ENROLLED TRAP Blue Cross/Blue Shield Traditional Plan (BC/BS) www.BCBSM.com _ Employee RI-Weekly Contributions $32 / $65 /$75 $42 / $70 / $85 $16 / $35 /845 $32 / 865 /$75 852 /$89 1$94 Network(s) Physicians Care/HAP CIGNA Nth ltip lan Blue Cross/Blue Shield Physicians Care/HAP CIGNA Multiplan. 'Health Alliance Plan Blue Cross/Blue Shield NPATTENT.HOSP Tit i, General Conditions --100% 4, Semi-Private • Drugs o Intensive Care Unit . Meals * Hospital Equipment • Special Diets 4 Nursing Care 90% after deductible 80% after deductible 100% 100% OUTPATIENT II OSPO Al CARE ., Emergency Room Care * Accidental Injuries Medical Emergencies $100 co-pay Co-pay waived for accidental injury or if admitted $100 co-pay Co-pay waived for accidental injury or if admitted $100 co•pay, deductible and coinsurance may also apply for some services. Co-pay waived for accidental injury or if admitted $100 co-pay Co-pay waived if admitted $100 co-pay Co-pay waived for accidental injury or if admitted Ph 'meal Therapy ifiGENTC.02.17..,.. :. 100% 90% after deductible 80% after deductible 100% • • • • • 90% after deductible • -•- . . U •ent Care Visits $20 co.•pay nr..? el:7 PREVENTATIVE CARE SERVICES: : 52 rzy $20 ro-pay 911`,.:. 911(`;- hi 11 .-.., .... .;.: Routine Health Maintenance E.-,(am includes chest x-ray, EKG, cholesterol screening and other select lab procedures 100% 100% 100% 100% 100% 58
BENEFITS AVAILABLE TO ALL AVAILABLE TO ALL AVAILABLE TO ALL AVAILABLE TO ALL ONLY AVAILABLE TO EMPLOYEES PPM ASR www.asrhealthbenefits.rom EMPLOYEES PPO2 Blue Cross/Blue Shield PPO Community Blue Plan www.BCBSM.com EMPLOYEES EMPLOYEES EMPLOYEES PPO3 ASR www.asrhealthbenefits.com HMO Health Alliance Plan (RAP) www.HAP.org CURRENTLY ENROLLED TRAD Blue Cross/Blue Shield Traditional Plan (11C/BS) www.BCBSINI.com ..._.... _____ Routine Physical 100% 100% 100% 00% 100% Routine Gynecological Exam 100% 100% 100% 100% 100% Routine Pap Smear Screening — laboratory and athology services 100% 100% 00% 100% 100% Well-Baby Child Care Visits • 6 visits, birth through 12 months • 6 visits, 13 months through 23 months • 6 visits, 24 months through 35 months • 2 visits,36 months through 47 months • Visits beyond 47 months are lianited to one per member per calendar year under the health maintenance exam benefit 100% 100% I 00% 100% 100% Adult and Childhood Preventive Services and Immunizations as recommended by the TJSPSTF, ACM, HRSA or other sources as recognized by BCBSIA ASR and HAP that are in compliance with the provisions of the Patient Protection and Affordable Care Act 100% 100% 100% 100% 100% Routine Fecal Occult Blood Screenin 100% 100% 100% 100% 100% Routine Flexible - Sigmoidoseopy Exam 100% 100% 100% 100% 100% Routine Prostate Specific Antigen (PSA) Screening 100% 100% 100% 100% 100% 59
BENEFITS r AVAILABLE TO ALL AVAILABLE TO ALL AVAILABLE TO ALL AVAILABLE "I0 ALL ONLY AVAILABLE. TO EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES PPM ASR www.asirbealthhenefits.com PPO2 Blue Cross/Blue Shield PPO Community .Blue Plan _www,HCBSIkl.c.om PPO3 ASR www.asrhealthbenefits.com HMO Health Alliance Plan (HAP) www.11A.2gir CURRENTLY ENROLLED TRAP Blue Cross/Blue Shield Traditional Plan (BC/BS) www,BCBSM,com — Routine Mammogram and Related Reading _ 100% 100% NOTE: Subsequent medically necessary mammograms performed during the same calendar year arc subject to your deductible and percent co- insurance, 100% NOTE: Subsequent medically necessary mammograms performed during the same calendar year are subject to your deductible and percent co- insurance. 100% 100% NOTE: Subsequent medically necessary mammograms performed during the same calendar year arc subject to your deductible and percent co-insurance Colonoscopy - Routine or Medically Necessary 100% 100% NOTE: Subsequent c.olonoscopies performed during the same calendar year are subject to your deductible and percent co-insurance. 100% NOTE: Subsequent colonoscopies performed during the same calendar year are subject to your deductible andpercent co-insurance. .. 100% 100% NOTE: Subsequent colonoscopics performed during the same calendar year are subject to your deductible and percent co-insurance. 7-1VIENT-011EAtIlt.C.A.VIrll . . . Inptient Mental Health 100% 90% after deductible 80% after deductible 100% 100% Outpatient Mental Health Visits _ ........___ $20 co-pay 90% after deductible Office Visits $20 co-pay $20 co-pay $20 co-pay 90% after deductible 90% after deductible 80% after deductible 100% 20 co-pay 120 days (combined with inpatient care days). 60 day renewal; (no MM benefits). Covered 100% of approved amount, no Master Medical. ............ .. . .. ... ....... Inpatient Substance Abuse Care Chemical Dependency 100% Outpatient Substance Abuse Care Chemical Dependency. $20 co-pay 90% after deductible Office visit $20 co-Pay $20 co-pay t SPECUI;BOSMTALP1110.02.A. S Hospice Care 100% 10% 80% after deductible t_ overed up to 210 days per lifetime. 100% of approved amount __... Specified Human Organ 100% Transplants 90% to 100% Covered according to plan guidelines. 80% after deductible Covered according to plan guidelines. 100% in approved 'facilities ME SURGICAL-CARE- -• •. ••• .: • • . . _. - . . • ...„....:..... .... Surgery 100% • Technical Surgical 1.00% Assist. * Anesthesia 100% 90% after deductible 90% after deductible 90% after deductible 80% after deductible 80% after deductible 80% after deductible 100% Voluntary second surgical opinion; $20 co-pay. 100% 100% 100% Voluntary second surgical opinion on certain surgeries. 100% 100% Maternity Care • Delivery .00% Pie- and Post-Natal 100% Care 90% after deductible 100% 80% after deductible 100% 100% 100% prenatal visits $20 co-pay post natal visits 100% 90% after deductible Inpatient Medical Care 100% 90% after deductible 80% after deductible 100% General - Unlimited 60
AVAILABLE TO ALL EMPLOYEES Prot AVAILABLE TO ALL EMPLOYEES PPO2 AVAILABLE TO ALL EMPLOYEES PPO3 AVAILABLE TO ALL EMPLOYEES HMO ONLY AVAILABLE TO EMPLOYEES CURRENTLY ENROLLED TRAD BENEFITS ASR Blue Cross/Blue Shield PPO Community Blue Plan ASR Health Alliance Plan Blue Cross/Blue Shield (HAP) Traditional Plan (BC/BS) www.asrhealtlibenefits coin www.BCBSIk.cani 100% 90% after deductible www.asrhealthbenefits.cum www.DAP.org wvilv.BCBSM,cont Inpatient Consultations 80% after deductible 100% 100% Laboratory & Pathology 100% Diagnostic Services 100% Diagnostic and Therapeutic 100% Radiology ADDEIIONAL BENEFITS Office Visits $20 co-pay 90% after deductible 90% after deductible 90% after deductible $20 co-pay 80% after deductible 80% after deductible 80% after deductible $20 co-pay 100% 100% Covered $20 co-pay* Covered - $5 or 10% Co-insurance Covered - $5 or 10% Co-insurance Covered - $5 or 10% Co-insurance 90% after deductible $20 co-pay ,limited to 24 visits per calendar year. 100% 100% 90% after deductible 90% after deductible $20 co-pay Not Covered Limited to 38 visits per calendar year. 80% after deductible $20 co-pay* 80% after deductible 100% 80% after deductible 100% 80% after deductible 100% 90% after deductible 80% after deductible 0% after deductible 50% after deductible 90% after deductible 80% after deductible Not Covered 100% Up to 730 days renewable after 60 days. 1.00% One attempt of artificial insemination per lifetime. 100% 00% Chiropractic Care Allergy Testing Allergy Therapy Ambulance Services Durable Medical Equipment Diabetic Sal/lies Private Duty Nursing Skilled Nursing Assisted Reproductive Treatment $20 co-pay Limited to 38 visits per calendar year. 100% 100% 90% after deductible 90% after deductible 90% No Annual Deductible 90% after deductible 100% Not Covered 90% after deductible 90% after deductible 90% after deducti ble 90% after deductible 50% No Annual Deductible 100% Not Covered 100% 90% after deductible 90% after deductible Not Covered Not Covered 100% 100% Plan pays 70% of approved Plan pays 65% of approved amount, after out-of-network amount after deductible less deductible, less applicable. co- applicable co-pays. pays. Voluntary Sterilization and 100% FDA Approved Contraceptive Methods for females. Out of Network Services Plan pays 85% of approved amount less applicable co-pays. *All services performed during one visit will be a one-time $20 co-pay. 61
AVAILABLE TO ALL EMPLOYEES PP01 AVAILABLE TO ALL EMPLOYEES PF02 BENEFITS ASR Blue Cross/Blue Shield PPO Community Blue Plan 4ROQRAM!PROV1SIONS • Co-pays, Deductibles, Co-insurance, Annual Out-of-Pocket Maximums and Lifetime Maximum Dollar Limitations www.BCBSM.com $20! $100 noted, Deductibles: $100 per person; $200 per family/per calendar year- www.asr health benefits.com Co-pnvs: $20i $100 as noted Deductibles: $200 per person $400 per family/per calendar year where noted. AVAILABLE TO ALL AVAILABLE TO ALL EMPLOYEES EMPLOYEES PP03 ASR www.asrbealthbenefits.com Co-pars: $20 /$100 as noted_ Co-pars: $20 as noted. Deductibles: $250 per person / $500 per family/per calendar year. ONLY AVAILABLE TO EMPLOYEES CURRENTLY ENROLLED Co-pars: $100 a..; noted. Deductibles: $200 per person/ $400 per family/per calendar year. HMO TRA.D Health Alliance Plan Blue Cross/Blue Shield (HAP) Traditional Plan (BC/BS) WWW.H A P.org www.BCBSM.com Co-insurance: in general, 0%; 10% after deductible as noted. Out-of-Pocket Coinsurance Maximum: $1,000 per person/family per calendar year. Lifetime Maximum: None. Co-insurance: 10% after deductible as noted .50% for private duty nursing. Out-of-Pocket Coinsurance Maximum: $500 per person. $1,000 per family per calendar year. Co-insurance: 20% after deductible as noted_ 50% for private duty nursing, Out-of-Pocket Coinsurance Maximum: $1.000 per person / $2,000 per family per calendar year. Co-insurance: 10% after deductible as noted. 50% for private duty nursing. Out-of-Pocket Coinsurance Maximum: $1.000 per family/per calendar year. Lifetime Maximum: None Lifetime Maximum: None Lifetime Maximum: None Payment of Covered Services Preferred (Network) Hospitals: 100% of covered benefits. Non-Network Hospitals: 85% of approved payment amount Preferred tNetwork) Physicians - Outpatient: 101n- after $20 co-pay. Non-network Physicians - Outpatient: 85% of approved payment amount after $20 co-pay. Preferred (Network) Hospitals: Preferred (Network) Hospitals: Co-pays as noted. 90% of covered benefits, after 80% of covered benefits, less deductible, applicable deductible. Non-Network Ilopirals: Non-Network Hospitals: 70% of approved payment 65% of approved payment amount after out-of-network amount, after deductible. deductible Preferred (Network) Physicians - Preferred(Network) Physicians: Outaient: 100% after $20 co-pay. 100% after $20 co-pay, Non-network Physicians: Non-network Physicians - 70% of approved payment Outpatient: amount after out-of-network 85% of approved payment deductible and $20 co-pay, amount after $20 co-pay. Participating Hospitals: 100% of covered benefits Non- artici atin ) Inpatient care in acute-care hospital - $70 a day. Inpatient care in other hospitals - $15 a day. Medicare Surgical: 100% of BC13S.M's approved amount. 62
BENEFITS j . AVAILABLE TO ALL AVAILABLE TO ALL AVAILABLE TO ALL AVAILABLE TO ALL ONLY AVAILABLE TO EMPLOYEES EMPLOYEES EMPLOYEES PPO3 ASR www.asrhealthbenefits.com EMPLOYEES EMPLOYEES PPO I ASR www.asrbealthbenefits.en PPO2 Blue CrossiBtue Shield PPO Community Blue Plan www.BCBSM.com HMO Health Alliance Plan (HAP) www.HAP.org CURRENTLY ENROLLED TRAD Blue Cross/Blue Shield Traditional Plan (BC/BS) www.BCBSIII.com RESCRIVUTON DRUG PROGRAM.....-• ••• • •• NA VITUS (Except HAP, which have their own prescription coverage). www.naviths.com NoviXus Pharmacy Services - Mail Order www.novixus.com NAVITUS NAVITUS ISAVITUS HAP MMUS Participating /Network Participating /Network Pharmacies: Covered. co-pays, $5 Most Generics/Some Brands; $20 Preferred Brands/Some Generics; $40 'Non-Preferred Brands. Select Birth Control pills covered $0 co-pay. Non-Participating/Non- Participating /Network Partictpating /Net%vork Pharmacies: *Covered, co- Participating /Network Pharmacies: Covered. co-pays, Pharmacies: Covered, co-pays. Pharmacies: Covered, co. $5 Most: C,Teneries/Same Brands; $20 Preferred Brands/Some Generics; $40 Non-Preferred Brands. Select Birth Control pills covered $0 co-pay. Non-Participating/Non-Network Pharmacies: Paid at 75% of $5 Most Generics/Some Brands; $20 Preferred Brands/Some Generics; $40 Non-Preferred Brands. Select Birth Control pills covered $0 co-pay. Non-Pardp. j_gitio /Non- pays $5 Most Generic; $20 Select Brand name; $40 Non-Preferred. Select Birth Control Pills covered $0 co- pay. Non-Network Pharmacies: pays, $5 Most Generics/Some Brands; $20 Preferred Brands/Some Generics; $40 Non-Preferred Brands, Birth Control pills covered $0 co-pay. Non-Participat on- Not Covered. If you request a prescription be filled with a brand name drug and (here is a generic available, you will be responsible for the full cost. differential between the cost of the brand and the co-pay of the generic drug. If your doctor makes the request, you will be responsible for the tier 3 co-payment, Also, available for maintenance drugs taken on . a long-term basis. A 35 day supply or 100 doses, whichever is greater, can also be obtained for a one month co-pay at your local pharmacy. A 90 day supply of maintenance drugs may be obtained through mail order. allowed cost, less $5, $20 or $40 co-pay. NoyiXus Network Pharmacies: Paid at 75% of allowed cost, less $5, $20 or $40 co-pay. NoviXus Network Pharmacies: Paid at Network Pharmacies: Paid at 75% of allowed cost, less $5, $20 or $40 co-pay. NoviXus Also, available is the mail order program for drugs taken on a long-term basis. A three month supply can be ordered for a one month co-pay. Also, available for maintenance drugs taken on a long-term basis, a three-month supply can be obtained for a one month co- pay at your local pharmacy. 75% of allowed cost, less $5, $20 or $40 co-pay. NoviXus Note: While in the hospital, drugs are covered under your health plan. Also, available is the mail order program for drugs taken on a long-term basis. A three month supply can be ordered for a one month co-pay. Also, available for maintenance drugs taken on a long-term basis. p three-month supply can be obtained for a one month co-pay at your local pharmacy. Also, available is the mail order program for drugs taken on a long-term basis. A three month supply can be ordered for a one month co-pay. Also, available for maintenance drugs taken on a long term basis, it three-month supply can be obtained for a one month co- pay at your local pharmacy. Also, available is the mail order program for drugs taken on a long-term basis. A three mouth supply can be ordered for a one month co-pay. Also, available for maintenance drugs taken on a long-term basis, a three-month supply can be obtained for a one month co-pay at your local pharmacy. NOTE: Hearing aids and services are not covered to der any Oakland County medical plans. NOTE: At the time this booklet went to press, the impact of The Patient Protection and Affordable Care Act is still being evaluated and plan modifications may occur. Please refer to thelipnnv,,..tt-ivebsite for the most up-to-date information. NOTE: Union represented employees' benefits may differ. 63
FISCAL NOTE MSC #13259) October 2, 2013
BY: Finance Committee, Tom Middleton, Chairperson
IN RE: HUMAN RESOURCES DEPARTMENT- FISCAL YEAR 2014 - FISCAL YEAR 2015
COLLECTIVE BARGAINING AGREEMENT FOR EMPLOYEES REPRESENTED BY THE OAKLAND
COUNTY DEPUTY SHERIFFS ASSOCIATION (0.C.D.S.A.) CORRECTIONS/COURT SERVICES
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 Sheriffs Association (0CDSA), covering
approximately 310 Sheriff's Department employees including Corrections Deputy I, Corrections
Deputy II, Forensic Lab Specialist I and Forensic Lab Specialist II employees have negotiated a
two year Collective Bargaining Agreement for the period of October 1, 2013 through September
30, 2015.
2. This agreement provides for a 1% wage increase for Fiscal Year 2014 or "me too" with general
non-represented employees if a greater increase is approved; and will be applied at the same
time and in the same manner.
3. Agreement also provides for a 1% wage increase for Fiscal Year 2015 and includes the "me too"
provision if a greater increase is approved.
4. Effective January 1, 2014 a $500 annual bonus will be paid to the Forensic Lab Specialist I and
Forensic Lab Specialist II employees.
5. This agreement also allows that any other benefit modifications implemented on a countywide
basis to general non-represented employees that take effect during calendar years 2014 and
2015 shall be applied to employees represented by this bargaining unit; these increases were
anticipated and are included in the FY 2014, 2015, and 2016 Budget, therefore, no budget
amendment is recommended.
FINANCE COMMITTEE
FINANCE COMMITTEE VOTE:
Motion carried unanimously on a roll call vote with Crawford absent.
Resolution #13259 October 2, 2013
Moved by Hoffman Supported by Zack the resolutions (with fiscal notes attached) on the amended
Consent Agenda be adopted (with accompanying reports being accepted),
AYES: Dwyer, Gershenson, Gingen, Gosselin, Hatchett, Hoffman, Jackson, Long, Matis,
McGillivray, Middleton, Runestad, Scott, Spisz, Taub, Weipert, Woodward, Zack, Bosnic,
Crawford. (20)
NAYS: None. (0)
A sufficient majority having voted in favor, the resolutions (with fiscal notes attached) on the amended
Consent Agenda be adopted (with accompanying reports being accepted).
/ A ° c
HEREBY APPROVE TRiiRSOLUTON
CHIEF DEPUTY COUNTY EXECUTIVE
ACTING PURSUANT TO MCL 45.559A (7)
STATE OF MICHIGAN)
COUNTY OF OAKLAND)
I, Lisa Brown, 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 2,
2013, 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 2 nd day of October 2013.
Lisa Brown, Oakland County