HomeMy WebLinkAboutResolutions - 2013.10.17 - 21063MISCELLANEOUS RESOLUTION #13274 October 17, 2013
BY: Human Resources Committee, John Scott, Chairperson
IN RE: HUMAN RESOURCES DEPARTMENT- FISCAL YEAR 2014- FISCAL YEAR 2016 COLLECTIVE
BARGAINING AGREEMENT FOR EMPLOYEES REPRESENTED BY MICHIGAN AMERICAN
FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES (AFSCME) COUNCIL 25, LOCAL
2437 (CIRCUIT COURT/FAMILY COURT EMPLOYEES)
To the Oakland County Board of Commissioners
Chairperson, Ladies and Gentlemen:
WHEREAS the County of Oakland, the Oakland County Circuit Court/Family Court and the
Michigan American Federation of State, County and Municipal Employees (AFSCME) have been negotiating
a Collective Bargaining Agreement covering approximately 86 Family Court employees; and
WHEREAS a three year Collective Bargaining Agreement has been reached for the period October 1,
2013 through September 30, 2016; and
WHEREAS the parties have agreed to a 2% wage increase for Fiscal Year 2014, to be effective with
the first full pay period of Fiscal Year 2014; and
WHEREAS the parties have agreed 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 the parties have agreed to a "Me Too" with the general, non-represented employees if a
wage increase were approved for Fiscal Year 2016; and
WHEREAS this agreement provides that any benefit modifications implemented on a countywide
basis to general, non-represented employees that take effect during the duration of this Collective Bargaining
Agreement 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, the Oakland County Circuit Court/Family
Court and the Michigan American Federation of State, County and Municipal Employees, Counci125, Local
2437 covering the period of October 1, 2013, through September 30, 2016, and that the Board Chairperson,
on behalf of the County of Oakland, is authorized to execute said agreement as attached.
Chairperson, on behalf of the Human Resources Committee, I move the adoption of the foregoing
resolution.
HUMAN RESOURCES COMMITTEE
HUMAN RESOURCES COMMITTEE
Motion carried unanimously on a roll call vote.
OAKLAND COUNTY CIRCUIT COURT/FAMILY COURT
AND
MICHIGAN AMERICAN FEDERATION OF STATE, COUNTY
AND MUNICIPAL EMPLOYEES, COUNCIL 25,
LOCAL 2437
COLLECTIVE BARGAINING AGREEMENT
October 1, 2013 — September 30, 2016
AGREEMENT
This Agreement entered into this day of October, 2013, by and between the
Oakland County Family Court (hereinafter referred to as the "Employer") and MICHIGAN
AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES,
Council 25, Local 2437 (hereinafter jointly referred to as the "Union" and individually referred
to as the Local Union Number).
RECOGNITION
The Employer recognizes the Union as the exclusive representative of the employees of
the Oakland County Family Court for the purposes of collective bargaining with respect to rates
of pay, wages, hours of employment and other terms and conditions of employment and other
terms and conditions of employment, in the following bargaining unit for which they have been
certified, and in which the Union is recognized as collective bargaining representative, subject to
and in accordance with the provisions of Act 336 of the Public Acts of 1947 and Act 379 of the
Public Acts of 1965.
All employees of the Oakland County Probate Court who were previously represented by
the bargaining Unit and who have been transferred to the Family Division of the Circuit Court in
the Administrative Merger.
II
PURPOSE AND INTENT
The general purpose of the Agreement is to set forth certain terms and conditions of
employment ,and to promote orderly, and peaceful labor relations for the mutual interest of the
Employer, its employees and the Union.
The parties recognize that the interest of the community and the job security of the
employees depend upon the Employer's success in establishing, and the Union's success in
rendering proper services to the public.
To these ends, the Employer and the Union encourage to the fullest degree friendly and
cooperative relations at all levels and among all employees.
The parties recognize that the Employer is legally and morally obligated to guarantee to
all citizens a fair and equal opportunity for employment, and to these ends agree that no person
shall be denied employment or membership in the Union, nor in any way be discriminated
against because of sex, age, race, color, creed, national origin, political or religious beliefs.
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MANAGEMENT RIGHTS
The rights to hire, promote, discharge or discipline for just cause, and to maintain
discipline and efficiency of employees, is the sole responsibility of the Employer except that
Union Members shall not be discriminated against as such. In addition, the work schedules,
methods and means of department operations are solely and exclusively the responsibility of
the Employer, subject, however, to the provisions
of this Agreement.
IV
ADOPTION BY REFERENCE OF RELEVANT PERSONNEL POLICIES
All benefits and policies provided for in the Oakland County Merit System, which
incorporates the Oakland County Merit System Rule Book, as amended or changed from time
to time by resolution of the Oakland County Board of Commissioners, are incorporated herein
by reference and made a part hereof to the same extent as if they were specifically set forth,
except to the extent that any such benefits and policies are inconsistent with this Agreement.
V
AID TO OTHER UNIONS
Section 1.
The Employer agrees and shall cause its designated agents not to aid, promote, or finance
any other labor group or organization which purports to engage in collective bargaining or to
make any agreement with any such organization or group for the purpose of undermining the
Union.
Section 2.
The Union agrees not to make agreements with any other union for the purpose of
coercing the Employer.
VI
DUES CHECK-OFF
(a) The Employer agrees to deduct the Union membership initiation fee and dues once
each month, from the pay of those employees who individually authorize in writing that such
deductions be made. All authorizations delivered to the Employer prior to the first day of the
month shall become effective during that succeeding month. Check-off monies will be deducted
from the second paycheck of each month and shall be remitted together with an itemized statement
to the local treasurer, within fourteen (14) days after the deductions have been made.
(b) An employee shall cease to be subject to cheek-off deductions beginning with the
month immediately following the month in which he/she is no longer a member of the
bargaining unit. However, an employee shall continue to be subject to check-off deductions
which are authorized when the employee may be transferred from this bargaining unit to another
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bargaining unit represented by Local 2437, Council 25, American Federation of State, County
and Municipal Employees.
(c) Any employee may voluntarily cancel or revoke the Authorization for Cheek-Off
deduction upon written notice to the Employer and the Union. Such voluntary withdrawal from
payroll deduction of Union Dues may only occur during the period December 16 through
December 31 of any calendar year.
(d) The Union will protect and save harmless the Employer from any and all claims,
demands, suits and other forms of liability by reason of action taken by the Employer for the
purpose of complying with this section.
(c) The Employer agrees to deduct from the wages of any employee who is a member
of this Union a P.E.O.P.L.E. (Public Employees Organized to Promote Legislative Equality)
deduction as provided for in a written authorization, in accordance with a standard form provided
that the said form shall be executed by the employee. This deduction may be revoked by the
employee at any time by giving written notice to both the Employer and the Union.
VII
NO STRIKE — NO LOCKOUT
Under no circumstances will the Union cause or authorize or permit its members to
cause, nor will any member of the bargaining unit take part in, any strike, sit down, stay-in or
slowdown or any violation of any State law. In the event of a work stoppage or other
curtailment, the Union shall immediately instruct the involved employees both verbally and in
writing, with copies to the Employer, that their conduct is in violation of the contract and that all
such persons shall immediately cease the offending conduct.
The Employer will not lockout any employees of the bargaining unit during the term. of
this Agreement.
VIII
BASIS OF REPRESENTATION
Section 1.
There shall be one Steward and an alternate Steward who must come from the unit they
represent.
Stewards will be released from their work, after obtaining approval of their respective supervisors and recording their time, for the purpose of adjusting grievances in accordance with
the grievance procedures and for reporting to the grievant a change in status of his/her grievance.
Approval for Stewards to leave their work stations will not be unreasonably withheld. Stewards will report their time to their supervisor upon returning from a grievance discussion.
The privilege of Stewards to leave their work during working hours, without loss of pay,
is extended with the understanding that the time will be devoted to the prompt handling of
grievances and will not be abused, and that they will continue to work at their assigned jobs at all
times except when permitted to leave their work to handle grievances.
Section 2.
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There shall also be one Chief Steward and one alternate Chief Steward.
Section 3.
There shall be a Grievance Committee consisting of three (3) members of the represented
group, certified in writing to the Employer. Either the Local President or Chief Steward, or both,
upon sufficient notice to the Employer, may substitute for a member or members of the
Grievance Committee.
The Employer shall meet whenever necessary, at a mutually convenient time, with the
Union Grievance Committee. The purpose of 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.
Section 4. — Bargaining Committee
The number on the Union Bargaining Committee will be limited to three (3). It is agreed
that members of the Bargaining Committee shall be compensated for sixty (60) hours of
collective bargaining time, including caucus time of either party, such compensation is to begin
when the parties commence negotiating for modification of this agreement pursuant to part XIX.
Any time spent on collective bargaining beyond the sixty (60) hours will be on the employee's
own time and during normal court hours. Collective Bargaining begins when Management (the
Employer) is at the table.
ix
GRIEVANCE PROCEDURE
Section I.
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 a problem or grievance to the attention of his/her immediate supervisor, with or
without the Steward, and an attempt will be made to resolve the grievance informally. in the
event the Steward is called, the employee shall be released from his/her job duties as soon as
possible, and in any event, no later than the beginning of the employee's shift the next day. The
supervisor, the employee and the Steward shall meet simultaneously in an attempt to resolve the
matter. Dismissals, suspensions, demotions and disciplinary actions of any type shall be subjects
for the grievance procedure and shall not be matters for the Personnel Appeal Board.
Step 1
If the grievance is not settled informally between the employee and his/her immediate
supervisor, the employee shall have the right to discuss the grievance with his/her Steward. If, in
the Steward's opinion, proper cause for the complaint exists, the Union shall have the right to
5
submit a written grievance on the complaint to the immediate supervisor within ten (10) days
(excluding Saturday, Sunday and holidays). The written grievance must be signed by the
employee and his/her Steward and receipt acknowledged by the employee's immediate
supervisor.
Step 2
• The Employer will give its written reply within ten (10) days (excluding Saturday,
Sunday and holidays) of receipt of the written grievance.
Step 3
A grievance not settled at Step 2 may be submitted to the Grievance Committee within
five (5) days (excluding Saturday, Sunday and holidays) of the date of the receipt of the written
reply. Any grievance not submitted to the Grievance Committee by written notification to the
Employer within five (5) days shall be considered dropped. A meeting on the grievance shall be
held by the Grievance Committee within ten (10) days (excluding Saturday, Sunday and
holidays) unless the time is extended by mutual agreement of both parties.
Step 4
Any matter not settled in Step 3 of the grievance procedure may be submitted to final and
binding arbitration by either of the parties. A request for arbitration must be submitted by
written notice to the other party within fifteen (15) days (excluding Saturday, Sunday and
holidays) after the Grievance Committee meeting. Expenses for arbitration shall be borne
equally by both parties.
An Arbitrator will be utilized from a rotating list agreed to by the parties. The Arbitrator
shall have no power or authority to add to, subtract from, alter or modify the terms of this
agreement, or set a wage rate.
Section 2.
The time limits specified hereinafter for movement of a grievance through the process
shall be strictly adhered to. In the event that a grievance is not appealed within the particular
specified time limit, it shall be deemed to be settled on the basis of the Employer's last answer.
In the event that the Employer shall fail to supply the Union with its answer to the particular step within the specified time limits, the grievance shall be deemed automatically positioned for
appeal at the next step with the time limit for exercising said appeal commencing with the
expiration of the graze period for answering.
Section 3.
All specified time limits herein shall consist only of Family Court work days Monday
through Friday.
Section 4.
6
Each grievance shall have to be initiated within ten (10) days (excluding Saturday,
Sunday and holidays) of each occurrence of the cause of complaint or, if neither the aggrieved
nor the Union had knowledge of said occurrence at the time of its happening, then within ten
(10) days (excluding Saturday, Sunday and holidays) after the Union or the aggrieved becomes
aware of the cause for complaint.
X
BULLETIN BOARD
The Employer shall assign appropriate space on bulletin boards which shall be used by
the Union for posting notices, bearing the written approval of the President of the Union local,
which shall be restricted to:
(a) Notices of Union recreational and social affairs;
(b) Notices of Union elections;
(C)
Notices of Union appointments and results of Union elections;
(d) Notices of Union meetings;
(e) Other notices of bona fide Union affairs which are not vulgar, obscene, political
or libelous in nature.
XI
SENIORITY
New employees may acquire seniority by working six (6) continuous months, in
which event the employee's seniority will date back to date of hire into the Court, excluding time
worked outside the Court with the exception noted below. When the employee acquires
seniority, their name shall be placed on the seniority list, in the order of their seniority date.
Exception. For employees hired or transferred to the Court prior to 1/1/90, seniority for
purposes of establishing layoff priority shall include the total time period in which the employee
perfoimed work within Probate Court, Children's Village, and Camp Oakland prior to 1/1/90.
This combined seniority can be utilized during the period of any layoff as described in Article
XII (a).
An up-to-date seniority list shall be furnished to the Union every six (6) months.
An employee shall lose their seniority for the following reasons:
(a) If the employee resigns or retires;
(b) If the employee is discharged, and not reinstated;
(e)
If the employee is absent from work for three (3) consecutive working days,
without properly notifying the Employer, unless a satisfactory reason is given;
If the employee does not return to work at the end of an approved leave;
If the employee does not return to work when recalled from a layoff except that,
an employee shall not lose seniority if within three (3) days of receipt of notice of
recall to work, he or she gives a written notice to the Employer of their intent to
return to work within five (5) days of the receipt of such notice and does return
within the five (5) day period. Consideration may be given by the Employer of
7
reasons given by the employee who has given notice but fails to return within the
five (5) day period.
XII
LAYOFF, RECALL, AND TRANSFERS
(a) If and when it becomes necessary for the Employer to reduce the number of
employees in the work force, the employees will be laid off in reverse order of
their seniority, based on capability of performing available jobs and shall be
recalled in the order of their seniority.
(b) The Court agrees to notify the Union and its Couneil 25 when the Employer's
decision is made of any anticipated layoff. Such notification will occur within ten
(10) working days of reaching the layoff decision.
(e)
Right to recall shall be limited to the length of the employee's service, with a
minimum of six (6) months and a maximum of three (3) years.
(d) If and when an employee is permanently transferred to another division in or out
of the bargaining unit, the President or Chief Steward shall be notified of said
transfer by the Employer. If the employee is thereafter transferred back to the
bargaining unit they shall have as their seniority date the seniority date they had at
the time of the transfer.
XIII
TEMPORARY CHANGE OF RATE
When an employee's temporary assignment includes taking over the ultimate
responsibilities inherent in a higher level job, the base salary for the classification assigned will
be paid. to the employee during the period the employee is required to work in the higher
classification. In the event the base rate of the higher classification is lower than the employee's
regular rate of pay, the employee will be paid the next higher step that provides an increase over
his/her regular rate.
This provision shall not be applied, to a temporary assignment that shall last in excess of
30 days. In such instances, the provisions of Merit Rule 4.10 regarding Temporary Change of
Rate shall be followed.
XTV
PROMOTIONS
(a) Promotions made within the bargaining unit shall be carried out in a manner
consistent with the provisions of the Oakland County Merit System.
(b) Any opportunity for possible promotion within the bargaining unit shall be
posted. Notice will be sent to the Local Union President or his/her designee for
posting on the Union bulletin board.
(c) All employees represented by this bargaining unit who meet the minimum
qualifications shall have the opportunity to apply.
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XV
GENERAL CONDITIONS
Section I.
The Union shall be notified in advance of anticipated permanent major changes in
working conditions and discussion shall be held thereon.
Section 2.
The re-employment rights of employees and probationary employees who are veterans
will be limited by applicable laws and regulations.
Section 3.
Employees elected to any peimanent full-time Union office or selected by the Union to
do work which takes them from their employment with the Family Court, shall at the written
request of the Union be granted a leave of absence without pay. The leave of absence shall not
exceed two (2) years, but it may be renewed or extended for a similar period at any time upon the
written request of the Union.
Any employee on approved Union leave of absence will continue to accumulate Union
seniority while on leave but will not receive credit toward "Length of County Service" for fringe
benefit purposes under Rule 22, Oakland County Merit System.
Section 4.
When any position not listed on the wage schedule is established, the Employer may designate a job classification and rate structure for the position. Tn the event the Union does not agree that the classification rate or structure are proper, the Union shall have the right to submit
the issues as a grievance through the grievance procedure within a sixty (60) day period from the
date of the Court's written notification to the President of Local 2437 that the position has been
established.
Section 5
Special conferences will be arranged between the Local President and the Employer upon the request of either party. Unless otherwise agreed, such meetings shall be between at least two
(2) representatives of the Employer and no more than three (3) representatives of the Union. Unless otherwise agreed, arrangements for such special conferences shall be made at least (24)
hours in advance, and the conference shall be held within ten (10) working days after the request
is made. An agenda of the matters to be taken up at the meeting, together with the names of the
conferees representing the requesting party, shall be presented at the time the conference is
requested. Matters taken up in special conferences shall be confined to those included in the
agenda. Such conferences shall be held during regular working hours. Members of the Union
shall not lose time or pay for time spent in such special conferences and no additional
compensation will be paid for such employees for time spent in such conferences beyond regular
working hours.
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A representative of Council 25 or a representative of the International Union may attend
the special conference.
Section 6.
If a medical divergence of opinion occurs between the employee's doctor and Employer's
doctor with respect to whether the employee is able to return to work from a non-work related
illness or injury, the parties may, by mutual agreement, refer the employee to a clinic or
physician mutually agreed upon for a decision as to whether or not he/she is able to return to
work.
The expense of any mutually agreed examination, in accordance with the above
provision, shall be paid one-half by the employee and one-half be the Employer. Employees
shall be eligible to request utilization of this provision only upon posting an amount with the
Employer sufficient to cover his/her portion of the anticipated expenses, or signing a waiver to
provide withholding of said amount from any future earnings or other payments owed to the
employee by the Employer.
If either of the parties disagrees on the necessity of the third opinion, the disagreeing
party will provide a letter of explanation to the party for purposes of communication.
Section 7.
Any employee required to work overtime which is not contiguous to the employee's
regular work schedule shall be entitled to a minimum of (2) hours work or pay for weekdays and
three (3) hours work or pay for weekends or holidays at the time-and-one-half rate. (Weekdays
are defined as the first five (5) days of work which are part of an employee's regular work
schedule.)
Section 8.
The Union President shall be eligible for one (1) hour of release time per day for Union
business. Such release time shall be granted providing the employee's normal work load is
maintained. Release time for the Union President shall not exceed ten (10) hours within any pay
period.
Section 9
All supplemental agreements shall be subject to the approval of the Employer and the
Council and/or International Union. They shall be approved or rejected within a period of forty-
five (45) days following the date of the agreement between the parties.
Section 10.
Overtime eligibility status for all Youth & Family Caseworker I & II, Youth Assistance
Caseworker I & II and Court Service Officer I & II will be non-exempt. They shall be excluded
from the provisions of Merit Rule 2.10.1.2.
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XVI
MAINTENANCE OF CONDITIONS
Wages, hours and conditions of employment in effect at the execution of this agreement
shall, except as improved herein, be maintained during the term of this agreement. No employee
shall suffer a reduction in such benefits as a consequence of the execution of this agreement
except that some benefits may be increased or decreased in the process of negotiations between
the parties and made a part of the final agreement,
XVII
ECONOMIC MATTERS
Wages and Fringe Benefits are attached hereto as Appendix A and Appendix B.
XVIII
RESOLUTION OF ALL MATTERS
• The provisions of this labor agreement include resolution of all matters which remained
at the time of settlement as issues of negotiations and upon which settlement was reached,
xrx
DURATION
This agreement shall remain in full force and effect until midnight, September 30, 2016.
It shall be automatically renewed from year to year thereafter unless either party shall notify the
other in writing, ninety (90) days prior to the anniversary date, that it desires to modify this
agreement. In the event that such notice is given, negotiations shall begin not later than sixty
(60) days prior to the anniversary date, This Agreement shall remain in full force and be
effective during the period of negotiations and until notice of termination of this agreement is
provided to the other party in the manner set forth in the following paragraph.
In the event that either party desires to terminate this agreement, written notice must be
given to the other party no less than ten (10) days prior to the desired termination date which
shall not be before the anniversary date set forth in the preceding paragraph.
It is agreed and understood that the provisions contained herein shall remain in full force
and effect so long as they are not in violation of applicable statutes and ordinances and remain
within the jurisdiction of the Oakland County Family Court.
The Union recognizes the right and duty of the Family Court to operate and manage its
jurisdiction of the Oakland County Family Court.
The Union recognizes the right and duty of the Family Court to operate and manage its
affairs in accordance with the State of Michigan Constitutional provisions and statutes and such
Constitutional provisions and statutes shall take precedence over any conflicting provisions
which might be contained in this Agreement. If any article or section of this agreement or any
appendix or supplement thereto should be held invalid by any Constitutional provision, operation
of law or by any tribunal of competent jurisdiction, or if compliance with or enforcement of any
article or section should be restrained by such tribunal, the remainder of this Agreement shall not
be affected.
11
EMERGENCY MANAGER CLAUSE
This agreement provides that an Emergency Manager appointed under the Local
Government and School District Fiscal Accountability Act may reject, modify or terminate the
Collective Bargaining Agreement as provided within the Local Government and School District
Fiscal Accountability Act.
MICHIGAN AMERICAN FEDERATION OF OAKLAND COUNTY CIRCUIT COURT
STATE, COUNTY AND MUNICIPAL
EMPLOYEES (AFSCME)
COUNCIL 25, LOCAL 2437
Nanci J. Grant, Chief Circuit Court Judge
OAKLAND COUNTY BOARD OF
COMMISSIONERS
Michael J. Gingell, Chairperson
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CIRCUIT COURT/FAMILY COURT
APPENDIX A
Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year 6 Year
Account Clerk I FY 2014 1090.72 1156.62 1222.63 1288.63 1354.63 1420.71
FY 2015* 1101.63 1168.19 1234.86 1301.52 1368.18 1434.92
Account Clerk II FY 2014 1209.85 1283.05 1356.25 1429.31 1502.61 1575.62
FY 2015* 1221.95 1295.88 1369.81 1443.60 1517.64 1591.38
Case Management FY 2014 1462.58 1550.73 1639.13 1727.48 1815.77 1904.02
Coordinator FY 2015* 1477.21 1566.24 1655.52 1744.75 1833.93 1923.06
Cashier
Clerk
Court Reporter
Court Reporter II
FY 2014
FY 2015*
FY 2014
FY 2015*
FY 2014
FY 2015*
FY 2014
FY 2015*
1504.31
1519.35
1653.95
1670,49
1209.85
1221.95
1594.98
1610.93
1753.78
1771.32
1283.05
1295.88
1686.07
1702.93
1853.49
1E72.02
1356.25
1369.81
1776.80
1794.57
1953.53
1973.07
1429.31
14,43.60
1867.84
1886.52
2053.32
2073.85
1502.61
1517.64
1958.46
1978.04
2152.98
2174.51
1575.62
1591.38
1090.72 1156.62 1222.63 1288.63 1354.63 1420.71
1101.62 1168.19 1234.86 1301.52 1368.18 1434.92
897,35 953.71 1013.65 1073.78 1133.81 1193.96 1253.81
906.32 963.25 1023.79 1084,52 1145.15 1205.90 1266.35
Court Service Officer I FY 2014
FY 2015*
Court Service Officer II FY 2014 1330.04 1410.28 1490.74 1571.04 1651.49 1731.80
FY 2015* 1343.34 1424.38 1505.65 1586.75 1668.00 1749.12
Deputy R egister I FY 2014 1148.59 1217.97 1287.52 1356.96 1426.36 1495.91
FY 2015* 1160.08 1230.15 1300.40 1370.53 1440.62 1510.87
Deputy Register II FY 2014 1234.16 1308.84 1383.51 1458.04 1532.82 1607.29
FY 2015* 1246.50 1321.93 1397.35 1472.62 1548.15 1623.36
General Clerical FY 2014 887.00
FY 2015* 895.87
Office Assistant I FY 2014
FY 2015*
993.78 1055.10 1116.48 1177.85 1239.36 1300.78
1003.72 1065.65 1127.64 1189.62 1251.75 1313.79
Office Assistant 11 FY 2014 1090.72 1156.62 1222.63 1288.63 1354.63 1420.71
FY 2015* 1101.63 1168.19 1234.86 1301.52 1368.18 1434.92
13
Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year 6 Year
Office Leader FY 2014 1209.85 1283.05 1356.25 1429.31 1502.61 1575.62
FY 2015* 1221.95 1295.88 1369.81 1443.60 1517.64 1591.38
Secretary I FY 2014
FY 2015*
1148.59 1217.97 1287.52 1356,96 1426.36 1495.91
1160.08 1230.15 1300.40 1370.53 1440.62 1510.87
Youth & Family
Caseworker I
Youth & Family
Caseworker II
Youth Assistance
Caseworker I
FY 2014 1575.92 1670.86 1766.13 1861.11 1956.17 2051.41
FY 2015* 1591.68 1687.57 1783.80 1879.72 1975.73 2071.92
FY 2014 1819.92 1929.74 2039.42 2149.45 2259.22 2369.13
FY 2015* 1838.12 1949.04 2059.81 2170.94 2281.81 2392.82
FY 2014 1575.92 1670.86 1766.13 1861.11 1956.17 2051.41
FY 2015* 1591.68 1687.57 1783.80 1879.72 1975.73 2071.92
Youth Assistance
Caseworker II
FY 2014
FY 2015*
1819.92 1929.74 2039.42 2149.45 2259.22 2369.13
1838.12 1949.04 2059.81 2170,94 2281.81 2392.82
*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,
Fiscal Year 2016 - Should a general wage increase 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.
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CIRCUIT COURT/FAMILY COURT EMPLOYEES
APPENDIX B
For the following fringe benefits, refer to the Oakland County Merit System Rule Book:
1. Injury on the Job
2. Holidays
3. Leave of Absence
4. Death Benefits
5. Longevity
6. Medical Coverage
7. Sick Leave
8. Retirement
9. Annual Leave
IQ. Income Continuation Coverage
11. Dental Coverage
12. Tuition Reimbursement
The fringe benefits modified in previous Collective Bargaining Agreements shall continue in effect as modifie.
and described in the Oakland County Merit System Rule Book.
(a) Employees required to drive their personal vehicle on official Family Co -Lift business shall receive mileage reimbursement in accordance with the current IRS rate.
(b) Any previous practice of paying mileage on a "home to home" basis for employees working overtime
is eliminated.
(c) In the event there is a Federal Tax placed on gasoline for the purpose of energy conservation, the
Employer agrees to discuss the matter with the Union.
15
III
Employees working less than 1,000 hours in a calendar year shall not be eligible for fringe benefits or Merit
System Status and shall be considered "Part-time Non-eligible" employees. Part-time eligible employees represented
by Local 2437 as of January 1, 1985 who remain continually employed shall not be affected by this section as long
as their employment continues to be for more than 520 hours annually.
IV
The following positions shall be considered permissible equivalents:
(1) Clerk and Office Assistant I and Office Assistant II
(2) Youth & Family Caseworker I & Youth & Family Caseworker II
(3) Youth Assistance Caseworker I & Youth Assistance Caseworker H
(4) Court Service Officer I and Court Service Officer II
(5) Deputy Register I & Deputy Register II
(6) Court Reporter I and Court Reporter II
No vacancy must exist at the "II" level for the employer to promote an employee who has completed the top
of the "I" salary range and who the employer has determined is satisfactorily performing the job.
V
Effective 1/1/95 the flexible benefit plan, as adopted by the Board of Commissioners and in effect for
non-represented employees as of 1/1/95, shall be implemented for employees represented by this bargaining unit.
Effective 1/1/95 the Defined Contribution Retirement Plan as adopted by the Board of Commissioners
and in effect for non-represented employees as of 1/1/95, shall be implemented for employees represented by
this bargaining unit.
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.)
(h)
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 C.
(c) Employees in this bargaining unit shall make Medical Care contributions
(contributions are bi-weekly and pre-tax) in accordance with the Medical Care
plan they select.
(d) Healthcare 2014, 2015 and 2016: Any benefit modifications implemented on a
County wide basis to general, non-represented employees to take effect during
the calendar years 2014, 2015 and 2016 shall be applied to employees
represented in this bargaining unit at the same time and in the same manner.
16
APPENDIX C
Attached hereto is the Medical Options Comparison chart for 2014.
MEDICAL OPTIONS COMPARISON Important Note: The information contained on this comparison is intended to be 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 pro]. ASR www,asrhcalthbencrits.com PPO2 Blue Cross/Blue Shield PPO Community Blue Ilan -vs,r.I3CIISTNI.com PPO3 ASR wwwoisThealthbenefits.com HMO Health Alliance Plan (HAP) www.1-IAP.org CURRENTLY ENROLLED TRA_D Blue Cross/Blue Shield Traditional Plan (BC/BS) www.BCBSM.com _ Employee Bi-Weekly Contributions $321 $65 / $75 $42 / $70 I $85 516 / 535 /$45 $32 / $651 $75 $52/589 /594 Network(s) Physicians Care/HAP CIGNA Multiplan Blue Cross/Blue Shield Physicians Care/HAP CIGNA Multiplan Health Alliance Plan Blue Cross/Blue Shield -21:SPATUDIMBos..0TA .:..!:,:;81tE- General Conditions • Semi-Private 4 Drugs 4 Intensive Care Unit • Meals • Hospital Equipment * Special Diets 4 Nutsin Care 100% 90% after deductible 80% after deductible 100% 100% rarttEMMOsktr- ...rft . . . _ __...-. Emergency Room Care • Accidental Injuries Medical Emergencies $100 co-pay Co-pay waived for accidental injury or if admit!ed $100 co-pay Co-pay waived for accidental injury or if admitted 90% after deductible admitted $100 co-pay, deductible an coinsurance may also apply for some services. Co-pay waived for accidental injury or if 80% after deductible $100 co-pay Co-pay waived if admitted 100% $100 co-pay Co-pay waived for accidental injury or if admitted 90% after deductible. . Ph sical Therapy 100% :ENT:G& - - -- tirEzut Care Visits $20 c9 -pa . . ... $20 cc pc, ,.0 co-pay $20 co -nay 90% ifler c ethiciible ,:k.LKINTATyy:f0,,:70.E'.$,MmAC-3.s .._ Routine Health Maintenance Exam — includes chest x-ray, EKG, cholesterol screening and other select lab procedures 100% IN% 100% 100% 100% , _ 100% 100N 100% 100% 100% Routine Physical Routine Gynecological Exam 100% 100% 100% 100% 100% 18
BENEFITS AVAILABLE TO ALL A.VAIIABLE TO Al .,L _.. AVAILABLE TO ALL ......_... ___ _ AVAILABLE TO ALL ONLY AVAILABLE TO EMPLOYEES EMPLOYEES PPO2 Blue Cross/Blue Shield PPG Community Blue Plan www.13CBSINteom _ _ EMPLOYEES EMPLOYEES EMPLOYEES prol ASR ww)v.asrhealthbenefitssom PPO3 ASR wwvv.ssrhealthhenefits.com IT1110 Health Alliance Plan (HAP) www.HAP org CURRENTLY ENROLLED TRAD Blue Cross/Blue Shield Traditional Plan (BC/BS) www.BCIISM.com Routine Pap Smear Screening — laboratory and 100% pathology services 00% 100% 100% 100% Well-Baby Child Care Visits *2 6 visits, birth through 12 months a 6 visits, 13 months through 23 months 4§ 6 visits, 24 months through 35 months 2 visits,36 months through 47 months 4 Visits beyond 47 months are limited to one per member per calendar year under the health maintenance exam benefit 100% 100% 100% 100% 100% Adult and Childhood Preventive Services and Immunizations as recommended by the USPSTF, AC1P, HRSA or other sources as recognized by BCBSIvI, ASR and HAP that are in compliance with the provisions of the Patient Protection and Affordable Care Act _ 00% _ 100% 100% 100% 100% Routine Fecal Occult Blood Screening 100% 100% 100% 100% 100% Ro.trtine Flc:dble Sigmoidoscopy Exam 100% 100% 100% 00% 100% Routine Prostate Specific 100% Antigen (PSA) Screening 100% 00c,'Z-- NOTE: Subsequent medically necessary m.ammograms performed during the same calendar year are subject to your deductible and percent co- 100% 100% NOTE: Subsequent medically necessary mammograms performed during the same calendar year are subject to your deductible and percent co- 100% 100% 100% 100% NOTE: Subsequent medically necessary mammograms performed during the same calendar year are subject to your deductible and percent Routine Mammogram and Related Reading 100% 19
1-111 ,t 1 BENEFITS • AVAILABLE TO ALL ' AVAILABLE TO ALL AVAILABLE TO ALL AVAILABLE TO ALL ONLY AVAILABLE TO EMPLOYEES PPM ASR www.asrboalthbenefits.com EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES PPO2 Blue Cross/Blue Shield PPO Community Blue Plan www.BCBSM.com PPO3 ASR www.as r hea Itit b en efits. co in HMO Health Affiance Plan CHAP) . www.HAP.org CURRENTLY ENROLLED TRAD Blue Cross/Blue Shield Traditional Plan (BC/BS) www.BCBSM.com insurance. insurance. co-insurance Colonoseopy — Routine or Medically Necessary 100% 100% NOTE: Subsequent Golonoscopies performed during the same calendar year are subject to your deductible and percent co-insurance. 100% NOTE: Subsequent colonoscopies perfonned during the same calendar year are subject to your deductible and percent co-insurance 100% 100% NOTE: Subsequent colonoscopies performed during the same calendar year are subject to your deductible and percent Go-insurance. MEN. HEAT Tif'•(:& ,.__. .. In•atient Mental Health 100% 90% after deductible 80% after deductible 100% 100% Outpatient Mental Health Visits $20 co-pay 20 . 90% after deductible Office Visits $20 co a $20 co-pay $20 co-pay 90% after deductible Inpatient Substance Abuse J Care Chemical Dependency _ 100% 90% alter deductible 80% after deductible 100% 120 days (combined with inpatient care days), 60 day renewal; (no MM benefits). Outpatient Substance Abuse Care Chemical Dc endenc $20 co-pay 90% after deductible Office visit $20 co-pay $20 co-pay $20 co-pay Covered 100% of approved amount, no Master Medical. ..... ......_.. _SPEcTALffOSEI in:T I.W.G.13A.M.S. Hospice Care _., 100% 100% 80% after deductible , Covered up to 210 days per lifetime. 100% of approved amount Specified Human Organ Transplants 100% 90% to 100% Covered according to plan guidelines. ...„...„.„.... ,. 80% after deductible Covered according to plan guidelines. 100% in approved facilities ..14•ED.:0:P(1;:-MNIPT.S.UR_GTC-W0i10.1a:. • • ••• "- .. ..... .........__ .. .. . .. ... ,, . 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 100% Pre- 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 80% a r deductible General — Unlimited 100% 90% after deductible Inpatient Medical Care 100%
BENEFITS AVAILABLE TO ALL _ AVAILABLE TO ALL AVAILABLE TO ALL AVAILABLE TO ALL ONLY AVAILABLE TO EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES HMO Health Alliance Plan (HAP) virww.HAP.org _ CURRENTLY ENROLLED PPO3 ASR www.asr h ea I th hen efits .corn 1PPO2 Blue Cross/Blue Shield PPO Community Blue Plan www.BCBSM.co in PPM ASR www.asrbealthbenefits.c.om TRAD • Blue Cross/Blue Shield Traditional Plan (BC/BS) wwvv.BCBSM.com Inpatieru Consultations 100% 90% after ded ti le 80% after deductible 100% 00% Laboratory & Pathology 100% 90% after deductible 80% after deductible 100% _ covered - $5 or 10% Co-insurance. Diagnostic Services 100% 90% after deductible 80% after deductible 100% Covered - $5 or 10 % Co- insurance _ Diagnostic and Therapeutic Radiology 100% 90% after deductible 80% after deductible Covered Covered - $5 or 10% Co-insurance 01:00,N.A.:4 AlyprITI...S.:es.. _ .,....... . Office Visits $20 co-pay $20 co-pay S20 co-pay $20 co-pay' 90% after deductible -Chiropractic Care $20 co-pay Limited to 38 visits per calendar Ear. $20 co-pay Limited to 24 visits per calendar. year -L., • $20 co-pay Limited to 38 visits per calendar year. Not Covered 90% after deductible 100% 100% 80% after deductible $20 co-pay* 90% after deductible Allergy Testing Allergy Therapy 100% 100% 80% after deductible 100% 90% alter deductible. Ambulance Services 90% after deductible 90% after deductible 80% after deductible _ 100% 90% after deductible Durable Medical Equipment „. 90% after deductible 90% No Annual Deductible 90% after deductible 90% after deductible 80% after deductible 80% after deductible 100% 100% 90% after deductible 90% after deductible Diabetic Supplies Private Duty Nursing 90% after deductible 100% 50% after deductible 90% after deductible 50% after deductible 80% after deductible Not Covered 100% Up to 730 days renewable after 60 days. 50% No Annual Deductible 100% Skilled Nursing Assisted Reproductive Treatment Not Covered Not Covered Not Covered 100% One attempt of artificial inserninatiatiper lifetime. 100% . Not Covered 100% _ Voluntary Sterilization and FDA Approved Contraceptive Methods for females. 100% 00% 100% Out of Network Services Plan pays 85% of approved amount less applicable en-. pays, — Plan pays 70% of approved amount, after out-of-network deductible, less applicablc co- pays. _ Plan pays 65% of approved amount after deductible less applicable co-pays. --- *A/I services performed during one visit will be a one-time $20 co-pay. ____ 21
12,1 AVAILABLE TO ALL EMPLOYEES Health Alliance Plan (I-IAP) www.11AP.org HMO Co-pays: $20 as noted. AVAILABLE TO ALL EMPLOYEES PPOI • BENEFITS www.p.Wlealtlibenejits.t. um vtogRiOilitteTVI5IPNE4L::: Co-pays, Deductibles, Co- Co-pays: $20/ $100 as noted. insurance, Annual Out-of- Pocket Maximums and Deductibles: $700 per person / Lifetime Maximum Dollar $400 per family/per calendar Limitations year where noted. AVAILABLE TO ALL EMPLOYEES PPO2 Blue Cross/Blue Shield PPO Community Blue Plan Deductibles: $100 per person/ $200 per family/per calendar year, AVAILABLE TO ALL EMPLOYEES PPO3 ASR www.asr health henefits.corn Co-pays: $20 / $100 as noted. Deductibles: $250 per person / $500 per family/per calendar year. ONLY AVAILABLE TO EMPLOYEES CUP.RENTLY ENROLLED TRAD Blue Cross/Blue Shield Traditional Plan (BC/BS) www.BCBSM.com Co-pays: $100 as noted. Deductibles: $200 per person/ $400 per family/per calendar year. ASR wwt,v.BC13t5M.curn Co-pa_ys: 20/ $100 as rioted. 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 ftnoily per calendar year. Lifetime Maximum: None 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. Lifetime Maximum: None 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 Payment of Covered Services Co-pays as noted, Preferred (Network) Hospitals: 100% of covered benefits. Non-Network Hospitals: 85% of approved payment amount Prefetred_atietwork)PhYsicians - Outpatient: 100% after $20 co-pay. Non-network Physicians - Outpatient: 85% of approved payment amount after $20 co-pay. Preferred (Network) Hospitals: 90% of covered benefits, after deductible, Non-Network Hospitals: 70% of approved payment amount after nut-of-network deductible Preferred (Network) Physicians: 100% after $20 co-pay. Non-network Physicians: 70% of approved payment amount after out-of-network deductible and $20 co-pay- Preferred (Network) Hospitals: 80% of covered benefits, less applicable deductible. Non-Network Hospitals: 65% of approved payment amount, after deductible. Preferred (Network) Physicians - Outpatient: 100% after $20 co-pay. Non-network Physicians. Outpatient: 85% of approved payment amount after $20 co-pay. Participating Hospitals: 100% of covered benefits Non-participating Hospitals: Inpatient care in acute-care hospital -$70 a day. Inpatient care in other hospitals - $15 a day. Medicare Surgical: 100% of BC13SM's approved amount 22
2.2,d 11,7 ALI, BENEFITS AVAILABLE TO ALL AVAILABLE TO ALL AVAILABLE TO ALL AVAILABLE TO ALL ONLY AVAILABLE TO EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES PPM ASH www.asrhealthbenefits.com rrO2 Blue Cross/Blue Shield PPO Community Blue Plan www,BCBSM.com PP03 ASH www.asrlicaltilbenefits.com HMO Health Alliance Plan (HAP) www.11AP.org CURRENTLY ENROLLED TRAD Mlle Cross/Blue Shield Traditional Plan (BC/BS) www.BCBSM.com .... MSOIOPTliONID:RVCTPRO..QRAM11.-- .:It.-,7:--;:.'!..-- -.-''' --'. - . .......... NAVITUS (Except HAP, which have their own prescription coverage). www.n3VitlIS.COm NoviXus Pharmacy Services - Mail Order www.novixus.com Note: While in the hospital, drugs are covered under your health plan. . _i.____. NAVITUS NAVI'l'US NAVITUS HAP NAVITUS 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-Participatino/Non- Participating /Network Participating /Network • Participating /Network Pharmacies: Covered, co-pays, $5 Most eicrierics(Some Brands; $20 Preferred Brands/Some Generics; $40 Non-Preferred Brands. Select Birth Control pills covered $0 co-pay. Non-Participating/1^-Ton-Network Pharmacies: Covered, co-pays, Pharmacies; *Covered, co- Pharmacies: Covered, co- $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- pays $5 Most Generic; $20 Select Brand name; $40 Non-Preferred. Select Birth Control Pills covered $O 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-Partici tin on Not Covered. . If you request a prescription be filled with a brand name drug and there 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,aintenance drugs taken available for m on . a long-tenn basis A 35 day l or 100 doses suppy , whichever is greater, can also he obtained for a one month co-pay at your local pharmacy. A 90 day supply of maintenance drugs may be obtained through mail order. Pharmacies: Paid at 75% of allowed cost, less $5, $20 or $40 co-pay. Novikas Network Pharmacies: Paid at 75% of allowed cost, less $5, $20 or $40 co-pay. NoviXtts Network Pharmacies: Paid at Network Pharmacies; Paid at 75% of allowed cost, less $5, $20 or $40 co-pay. NoviXus 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. Also, available is the mail order program for drugs taken on a long-term basis. A three month supply can. he ordered for a one month co-pay. Also, available for maintenance drugs tal;rm on a long-term basis, a three-month supply can be obtained for a one month En- pay at your local pharmacy. Also, available is the mail order program for drugs taken on a long-term basis. A three monthsupply 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. 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-mouth supply can he obtained for a one month co-pay at your local pharmacy. , NOTE: Hearing aids and services are not covered under 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 modffications may occur. Please refer to the wiviv.ocbenefits.com website for the most up-to-date information. NOTE: Uni07/ represented employees' benefits may (After. 23
FISCAL NOTE (MIS:04 #13274) October 17, 2013
BY: Finance Committee, Tom Middleton, Chairperson
IN RE: HUMAN RESOURCES DEPARTMENT — FISCAL YEAR 2014 — FISCAL YEAR 2016
COLLECTIVE BARGAINING AGREEMENT FOR EMPLOYEES REPRESENTED BY MICHIGAN
AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES (AFSCME)
COUNCIL 25, LOCAL 2437 (CIRCUIT COURT/FAMILY COURT EMPLOYEES)
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 Michigan American Federation of State, County and Municipal
Employees (AFSCME) Council 25, Local 2437, with approximately 86 Circuit Court/Family Court
employees have negotiated a Collective Bargaining Agreement for the period of October 1, 2013
through September 30, 2016.
2. This agreement allows for a 2% wage increase for Fiscal Year 2014 or "Me Too" with general,
non-represented employees, to be effective the first full pay period of Fiscal Year 2014.
3. The parties also agreed to a 1% wage increase for Fiscal Year 2015 which also includes the "Me
Too" provision if a greater increase is approved.
4. The "Me Too" provision also applies to any wage increases approved for Fiscal Year 2016.
5. This agreement also allows that any other benefit modifications implemented on a countywide
basis to general non-represented employees that take effect during the duration of this Collective
Bargaining Agreement shall be applied to employees represented by this bargaining unit at the
same time and in the same manner,
6. The increases are included in the Fiscal Year 2014, 2015 and 2016 budget, and therefore, no
budget amendment is recommended.
FINANCE COMMITTEE VOTE:
Motion carried unanimously on a roll call vote with Crawford absent.
Resolution #13274 October 17, 2013
Moved by Hoffman supported by Quarles the resolutions (with fiscal notes attached) on the Consent
Agenda be adopted (with accompanying reports being accepted).
AYES: Dwyer, Gershenson, Gingell, Gosselin, Hatchett, Hoffman, Jackson, Long, Matis,
McGillivray, Middleton, Quarles, Runestad, Scott, Spisz, Taub, Weipert, Woodward, Zack,
Bosnic, Crawford, (21)
NAYS: None. (0)
A sufficient majority having voted in favor, the resolutions (with fiscal notes attached) on the Consent
Agenda were adopted (with accompanying reports being accepted),
I HEREBY APPROVE THIS RESOLUTION
CHIEF DEPUTY COUNTY EXECUTIVE
ACTING PURSUANT TO IviCL 451559A (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 17,
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 17`h day of October 2013.
Lisa Brown, Oakland County