HomeMy WebLinkAboutResolutions - 2013.10.17 - 21078MISCELLANEOUS RESOLUTION #13273 October 17, 2013
BY: Human Resources Committee, John Scott, Chairperson
IN RE; HUMAN RESOURCES DEPARTMENT-FISCAL YEAR 2014-FISCAL YEAR 2016 COLLECTIVEBARGAINING AGREEMENT FOR EMPLOYEES REPRESENTED BY THE GOVERNMENT EMPLOYEES
LABOR COUNCIL (GELC)
To the Oakland County Board of Commissioners
Chairperson, Ladies and Gentlemen:
WHEREAS the County of Oakland, the Oakland County Children's Village and the Government
Employees Labor Council (GELC), have been negotiating a Collective Bargaining Agreement for approximately
131 Children's Village 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 that the Children's Village Case Coordinator II classification shall
receive an additional wage increase of approximately 2% to align this classification with the Youth & Family
Caseworker II at the Oakland County Circuit Court/Family Court, effective with the first full pay period of in
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 Children's Village and the
Government Employees Labor Council 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.
THE COUNTY OF OAKLAND
AM)
GOVERNMENTAL EMPLOYEES LABOR COUNCIL
Collective Bargaining Agreement
October 1, 2013 - September 30, 2016
AGREEMENT
This agreement is made and entered into on this day of October, 2013 by and
between the County of Oakland, the Oakland County Children's Village (hereinafter referred to as
the "Employer" ) and the Governmental Employees Labor Council (hereinafter referred to as the
"Union").
I
RECOGNITION
The Employer recognizes the Union as the exclusive representative of the following
employees of the Oakland County Children's Village for the purposes of collective bargaining with
respect to rates of pay, wages, hours of employment and other terms and conditions of employment,
in the following bargaining unit for which they have been certified, and in which the Union is
recognized as collective bargaining representative, subject to and in accordance with the provisions
of Act 336 of the Public Acts of 1947 and Act 379 of Public Acts of 1965.
All full-time employees of the Oakland County Children's Village, excluding all confidential
and supervisory employees.
n
PURPOSE AND INTENT .
The general purpose of this 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, or in any way be discriimnated against because of
sex, age, race; color, creed, national origin, political or religious beliefs.
The masculine pronouns and relative works herein used shall be read as if written in plural
and feminine, if required by the circumstances and individuals involved, and is not intended to be
discriminatory in any fashion.
2
m
MANAGEMENT RIGHTS
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
departmental operations are solely and exclusively the responsibility of the Employer, subject,
however, to the provisions of this agreement.
IV
ADOPTION BY REFERENCE OF RELEVANT RESOLUTIONS AND
PERSONNEL POLICIES
All Resolutions of the Oakland County Board of Commissioners, as amended or changed,
from time to time, relating to the working conditions and compensation of the employees covered by
this agreement, and all other benefits and policies provided for in the Oakland County Merit System,
which incorporates the Oakland County Employees' Handbook, are incorporated herein by reference
and made a part hereof to the same extent as if they were specifically set forth.
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 group or organization 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'.
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(b) An employee shall cease to be subject to check-off deductions beginning with the •
month immediately following the month in which he is no longer a member of the bargaining unit.
(c) Any employee may voluntarily cancel or revoke the Authorization for Check-off
deduction upon written notice to the Employer and the Union. Such voluntary withdrawal from
payroll deduction of Union dues may only occur during the period December 16 through December
31 of any calendar year.
(d) The Union will protect and save harmless the Employer from any and all claims,
demands, suits and other forms of liability by reason of action taken by the Employer for the purpose
of complying with this section.
vn
NO STRIKE - NO LOCKOUT
Under no circumstances will the Union cause or authorize or permit its members to cause,
nor will any member of the bargaining unit take part in, any strike, sitdown, stay-in or slowdown or
any violation of any State law. In the event of a work stoppage or other curtailment, the Union shall
immediately instruct the involved employees 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.
VHI
BASIS OF REPRESENTATION
Section 1
There shall be one Steward and an Alternate Steward for each shift. Stewards must come
from the shift they represent.
Stewards will be released from their work, after obtaining approval of their respective
supervisors and recording their time, only 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.
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
There shall also be one Chief Steward and one Alternate Chief Steward.
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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 Bargaining Unit President or Chief Steward,
or both, upon sufficient notice to the Employer, may substitute for a member or members of the
Grievance Committee. A representative of G.E.L.C. may be included in the Union's Grievance
Committee should the Union deem it necessary.
The Employer shall meet whenever necessary, at a mutually convenient time, with the
Union/Employer Grievance Committee. The purpose of Union/Employer 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 - "Rartrairring Committee
The Employer agrees to recognize one committee representing all employees of the
bargaining unit, such committee shall be composed of not more than two (2) members selected by
the Union and certified in writing to the Employer. The Bargaining Unit President may participate as
an additional member of the bargaining committee.
IX
GRIEVANCE PROCEDURE
Section 1
The Employer and the Union support and subscribe to an orderly method of adjusting
employee grievances. To this end, the Employer and the Union agree that an employee should first
bring his problem or grievance to the attention of his immediate supervisor, with or without his
Union Steward, and an attempt will be made to resolve the grievance informally. In the event the
Steward is called, he shall be released from his duties as soon as possible, and in any event, no later
than the beginning of his shift the next day. The supervisor, the employee and the Steward shall
meet simultaneously in an attempt to resolve the matter. Suspensions, demotions, and disciplinary
actions of any type shall not be subject for the grievance procedure and shall be processed in
accordance with the procedures of the Oakland County Personnel Appeal Board. Dismissals are to
be heard only by an Arbitrator.
Step 1
If the grievance is not settled informally between the employee and his immediate supervisor,
the employee shall have the right to discuss the grievance with his Steward. If, in the
Steward's opinion, proper cause for the complaint exists, the Union shall have the right to
submit a written grievance on the complaint to the immediate supervisor within ten (10) days
5
of the incident given rise to the grievance. The written grievance must be signed by the
employee and his Steward and receipt acknowledged by the employee's immediate
supervisor.
Step 2
The department will give its written reply within ten (10) 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 Grievance Committee within five
(5) days 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 ten (10) days shall be
considered dropped. A meeting on the grievance shall be scheduled by the Grievance
Committee within ten (10) days (excluding Saturdays, Sundays 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 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:
Mario Chisea
William Daniel
Paul Glendon
George Roumel, Jr.
Benjamin Wolkinson
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 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 grace period of
answering.
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Section 3
All specified time limits herein shall consist only of County workdays Monday through
Friday.
Section 4
Each grievance shall have to be initiated within ten (10) days of each occurrence of the cause
for 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 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 restrict 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
Section 1
i
New employees may acquire seniority by working six (6) continuous months, in which event
the employee's seniority will date back to the date of hire into the department. When the employee
acquires seniority, his/her name shall be placed on the seniority list, in the order of his/her seniority
date.
An up-to-date seniority list shall be furnished to the Union every six (6) months.
An employee shall lose his seniority for the following reasons:
(a) If the employee resigns or retires;
(b) If the employee is discharged and not reinstated;
(c) If the employee is absent from work for three (3) consecutive working days without
properly notifying the Employer, unless a reason satisfactory to the Employer is
given;
(d) If the employee does not return to work at the end of an approved leave;
(e) 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
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to work, he gives a written notice to the Employer of his 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 reasons given by an
employee who has given notice but fails to return within the five (5) day period.
Notice of recall shall be by Certified Mail-Return Receipt Requested and mailed to
the employee's last know address.
(f) Employees shall not acquire seniority during periods of Leave of Absence for
educational leave for bidding process and days off.
Section 2
Shift preference will be granted at Children's Village on the basis of seniority, within the
classification, provided the employee meets the qualifications for the vacancy.
Vacancies created by employee separation, promotion, or transfer out of Children's Village
shall be subject to seniority bidding. The Employer shall determine assignments based on the needs
of Children's Village.
xn
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 order of their seniority.
(b) The Employer will endeavor to notify the Union at such time as the Employer
anticipates the laying off of employees represented by this bargaining unit.
xm
TEMPORARY CHANGE OF RATE
In cases in which an employee's temporary assignment includes taking over the ultimate
responsibilities inherent in a higher level job and the temporary assignment is for more than thirty
(3 0) consecutive working days, the base salary rate for the classification assigned will be paid during
the period the employee is required to work in the higher class, retroactive to the da}' in which the
temporary assignment began. In the event the base rate of the higher class is lower than the
employee's regular rate, the employee will be paid at the next higher step over their regular rate.
XIV
PROMOHONS
(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.
8
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.
XV
GENERAL CONDITIONS
Section 1
The Union shall be notified in advance of anticipated permanent major changes in working
conditions and discussions shall be held thereon.
Section 2
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 permanent full-time Union office or selected by the Union to do
work which takes them from their employment with the County shall, at the written request of the
Union, be granted a leave of absence without pay. The leave of absence shall not exceed two (2)
years, but it 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 of the Oakland County Merit System.
Section 4
When any position not listed on the wage schedule is filled or established, the Employer may
designate a job classification and rate structure for the position. In the event the Union does not
agree that the classification rate or structure are proper, the Union shall have the right to submit the
issue as a grievance through the grievance procedure within a sixty (60) day period.
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 twenty-four (24)
hours in advance, and the conference shall be scheduled within ten (10) working days after the
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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.
A representative of the G.E.L.C. may attend the special conference.
Section 6
Any employee required to work overtime which is not contiguous to the employee's regular
work schedule shall be entitled to a minimum of two (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 7
Once the holiday schedule is posted, employees will not be removed from the schedule
without mutual agreement except under exigent circumstances as determined by the Employer.
Section 8
All Children's Village Case Coordinator I and 11 will be paid at the overtime rate when the
total hours worked in their regular work week exceeds 40. They will be excluded from the
provisions of Merit Rule 2.10.1.2.
Section 9
The Employer has established a "Quarterly Master" system for the appropriate disbursement
of County recognized uniform items for Children's Village employees.
Section 10
Shelter Care shall be a separate assignment and will be determined by the Employer as
vacancies occur. Selections may be made from those employees providing notice of interest.
Vacancies may also be filled with new hires and/or PTNE. If an employee is denied vacancy bid to
Shelter Care he/she may request to meet with Management in a special conference,
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
10
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.
xvn
HOLIDAY LEAVE
Effective December 1, 2010, the provisions of the Oakland County Merit System in the
Oakland County Employee's handbook concerning holidays, holiday pay, premium pay on holidays,
and overtime on holidays, shall not apply to Youth Specialist I and II, First Cooks, Second Cooks,
and General Staff Nurses with respect to President's Day and Veteran's Day.
Effective the first pay period following December 1 of each year, bargaining unit members
shall receive three (3) days of holiday leave. Employees hired after December 1 shall receive one (1)
day of holiday leave every four (4) months based on the following schedule:
December 1 - March 31 = 3 days of holiday leave
April 1 - July 31= 2 days of holiday leave
August 1 - November 30 = 1 day of holiday leave
EXAMPLE: An employee hired on May 1 would receive two (2) days of holiday
leave for that annual period.
Employees separating from County service Or leaving the bargaining unit for other reasons
shall be entitled to have their holiday leave, or part thereof, paid off between their date of separation
or leaving the bargaining unit and the prior December 1 based on the following schedule:
December 1 - March 31= 1 day of holiday leave
April 1 -July 31 = 2 days of holiday leave
August 1-November 30^ 3 days of holiday leave
EXAMPLE: An employee separating or leaving the bargaining unit February 1 would be
entitled to be paid off for one (1) day of holiday leave for that annual period.
Should an employee have used more holiday leave at the time of separation or leaving the
bargaining unit than they would be entitled in accordance with the above formulas, the Employer
will subtract from the employee's annual leave bank the number of days used in excess of those
earned.
Employees separated from County service or leaving the bargaining unit shall be paid for
their unused accumulation of holiday leave at the salary rate the employee is being paid on his or her
last day of actual work in the bargaining unit. This payment shall be at the employee' s straight time
rate.
Scheduling and use of holiday leave shall be subject to the following restrictions:
(1) Holiday leave shall be used and scheduled in the same manner as annual leave.
(2) Employees may not accumulate holiday leave from one year to the next year.
Employees shall be paid for any unused holiday leave for the period.December 1
to November 3 0 on the first payday following the end of the pay period which
includes November 30. Payment for unused holiday leave shall be at the employee's
straight time.rate of pay on November 30.
(3) The one floating holiday which all employees have enjoyed in the past will not be
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subject to the above regulations, but will continue to be governed by the provisions
of Merit Rule 26.1.2.
XVIII
. ECONOMIC MATTERS
Wages and fringe benefits are attached hereto as Appendix A and Appendix B.
XDC
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.
XX
SAYINGS CLAUSE
The Union recognizes the right and duty of the County of Oakland and the Oakland County
Children's Village 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 conflict 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 juris diction, 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 thereby.
XXI
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, sixty (60) 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 County of Oakland.
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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.
GOVERNMENTAL EMPLOYEES COUNTY OF OAKLAND, a Michigan
LABOR COUNCIL Constitutional Corporation
Michael J. Gingell, Chairperson
Board of Commissioners
OAKLAND COUNTY EXECUTIVE
L. Brooks Patterson, County Executive
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CHILDREN'S VILLAGE EMPLOYEES
APPENDIX A
Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year 6 Year
Account Clerk! FY2014 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 H 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
Children's Village FY20i4 1148.59 1217.97 1287.52 1356.96 1426.36 1495.91
Intake Clerk FY 2015* 1160.08 1230.15 1300.40 1370.53 1440.62 1510.87
Clerk - FY 2014 897.35 953.71 1013.65 1073.78 1133.81 1193.96
FY 2015* 906.32 963.25 1023.79 1084.52 1145.15 1205.90
First Cook FY 2014 1035.60 1098.32 1161.10 1223.71 1286.44 1349.24
FY 2015* 1045.96 1109.30 1172.71 1235.95 1299.30 1362.73
General Clerical FY 2014 887.00
FY 2015* 895.87
General Staff Nurse FY 2014 1791.85 1891.93 1991.78 2091.92 2191.85 2291.87
FY 2015* 1809.77 1910.85 2011.70 2112.84 2213.77 2314.79
Office-Assistant I FY2014 993.78 1055.10 1116.48 1177.85 1239.36 1300.78
FY 2015* 1003.72 1065.65 1127.64 1189.63 1251.75 1313.79
Office Assistant II 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
Second Cook FY 2014 953.70 1013.65 1073.78 1133.81 1193.96 1253,81
FY 2015* 963.24 1023.79 1084.52 1145.15 1205.90 1266.35
Secretaiy 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
Children's Village FY 2014 1575.92 1670.86 1766.14 1861.11 1956.17 2051.41
Case Coor I FY 2015* 1591.68 1687.57 1783.80 1879.72 1975.73 2071.92
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Classification Base . 1 Year 2 Year 3 Year 4 Year 5 Year 6 Year
Children's Village FY 2014 1819.92 1929.74 2039.42 2149.45 2259.22 2369.13
CaseCoorH FY2015* 1838.12 1949.04 2059.81 2170.94 2281.81 2392.82
Youth Specialist I FY2014 1172.42 1243.45 1314.46 1385.32 1456.18 1527.25
FY 2015* 1184.14 1255.88 1327.60 1399.17 1470.74 1542.52
Youth Specialist II FY2014 1272.67 1349.56 1426.49 1503.38 1580.34 1657.11
FY 2015* 1285.40 1363.06 1440.75 1518.41 1596.14 1673.68
*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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CHILDREN'S VILLAGE EMPLOYEES
APPENDIX B
I
For the following fringe benefits, refer to the Oakland County Employee's Handbook:
1.Injury on the Job
2.Holidays
3.Leave of Absence
4.Death Benefits
5.Longevity
6.Medical Coverage
7.Sick Leave/Personal Leave
8.Retirement
9.Annual Leave
10.Income Continuation Coverage
11.Dental Coverage
12.Tuition Reimbursement
H
(a) Effective with the execution of this agreement, employees required to drive their
personal vehicles on official County 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.
ffl
Any improvement in the shift differential bonus applied to non-represented employees during
the term of the agreement which exceeds the rates currently paid to these represented employees
shall be applied to members of this bargaining unit at the same time and in the same manner as
applied to the non-represented employees.
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IV
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'
(subj ect to paragraph .B.)
(b) Effective January 1,2014, (or as soon as adniinistratively 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 201 ¦4, 2015 and 2016 shall be applied to employees represented in
this bargaining unit at the same time and in the same manner.
V '
Children's Village management continues to be interested in maintaining an overtime policy
that both meet the needs of the Village management and its employees. As such, management agrees
to meet, upon request of the Union to discuss any concerns that may arise with the overtime.
17
APPENDIX C
Attached hereto is the Medical Options Comparison chart for 2014.
18
AJtTEINDlX CMEDICAL 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
Employee Bi-Weekly
Contributions
AVAU.AKT E TO ALL
EMPLOYEES
FFOl
ASR
w>vw.asrheaIthbenefits.cora
$32 / $65 / $75
AVAILABLE TO ALLEMPLOYEES
PP02
Blue Cross/Blue Shield
PPO Community Blue
Plan
www.BCBSM.cora
$42 / $70 / $85
AVATT,ART,ETO ALL
EMPLOYEES
PP03
ASR
www.asrhealthbenefits.CQm
$16/$35/$45
AVAILABLE TO AT.T.
EMPLOYEES
HMO
Health Alliance Plan(HAP)
www.HAP.org
$32/$65/$75
ONLY AVATLABT/F, TO
EMPLOYEESCURRENTLY ENROLLEDTRAD
Blue Cross/Blue Shield
Traditional Plan (BC/BS)
www.BCBSM.com
$52/$89/$94
Network(s)Physicians Care/IIAPCIGNA
Multiplan
General Conditions
Semi-Private
Drugs
Intensive Care Unit
Meals
Hospital Equipment
Special Diets
Nursing Care
100%
:OUTPATIENT^
Blue Cross/Blue Shield
90% after deductible
Physicians Care/HAPCIGNA
Multiplan
80% after.deductible
Health Alliance Plan Blue Cross/Blue Shield
100%luu%
Emergency Room Care
Accidental Injuries
Medical Emergencies
$100 co-pay
Co-pay waived for accidental
injur}' 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
Physical Therapy 100%SSEiilyi 90% after deductible 80% after deductible
Urgent Care VisitsEREVENTAT $20 mmzm $20co-pay
100% 90% after deductible
:::
$20 co-pav i 90% after deductible
Routine Health
Maintenance Exam —
includes chest x-ray, EKG,
cholesterol screening and
other select lab procedures
100%100%100%100%100%
Routine Physical 100%100%100%100%100%
Routine GynecologicalExam
100%100%100%100%100%
19
AJtTEINDIXC
BENEFITS
AVAILABLF,TO AT I.
EMPLOYEES
PPOl
ASR
www.asrhealthbenefits.com
AVAILABLE TO AT T,
EMPLOYEES
PP02
Blue Cross/Blue Shield
PPO Community Blue.
Plan
www.BCBSIVT.cnm
AVAILABLE TO ALT,
EMPLOYEES
PP03
ASR
www.asrhealthbenefits.com
AVAILABLE TO ALL
EMPLOYEES
HMO
Health Alliance Plan(HAP)
www.HAP.orp
ONLY AVAILABLE TO
EMPLOYEES
CURRENTLY ENttOT T ,FnTRAD
Blue Cross/Blue Shield
Traditional Plan (BC/BS)
Routine Pap Smear
Screening - laboratory and
pathology services
100%100%100%100%100%I
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 visitsJ36 months through
47 months
• 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, ACIP, HRSA or
other sources as recognized
by BCBSM, 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
Screening 100%100%100%100%100%
Routine Flexible
Sigmoidoscopv Exam
100%100%100%100%100%
Routine Prostate Specific
Antigen ("PSA) Screening
100%100%.100%100%100%
Routine Mammogram and
Related Reading
100%100%
NOTE: Subsequent medically
necessary mammograms
performed during the same
calendar year are subject to
your deductible and percent co
100%
NOTE: Subsequent medically
necessary mammograms
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
20
AJPJPJ^INJLJJLA C
BENEFITS
AVAILABLE TO ALL
EMPLOYEEvS
FPOl
ASR
www.asrhealthbenefits.cnm
AVAILABLE TO ALT,EMPLOYEES
FPOZ
Blue Cross/Blue Shield
FPO Community Blue
Plan
www.BCBSM.com
AVAILABLE TO ALLEMPLOYEES
PP03
ASR
www.asrhealthbenefits.com
AVAILABLE TO ALLEMPLOYEES
HMO
Health Alliance Plan
(HAP)
www.HAP.orp
ONLY AVAILABLE TO
EMPLOYEESCURRENTLY ENROLLEDTRAD
Blue Cross/Blue Shield
Traditional Plan (BC/BS)
www.BCBSM.com
insurance.insurance.co-insurance
Colonoscopy—Routine or
Medically Necessary
100%100%
NOTE: Subsequent
colonoscopies 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
and percent co-msurance.
100%100%,
NOTE: Subsequent
colonoscopies performed
during the same calendar year
are subject to your deductible
and percent co-insurance.v"v^ V"r- — v — •> ;• «/;• -:?v. v* •. ' • •
Inpatient 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
Inpatient Substance Abuse
Care Chemical Dependency
100%90% after deductible 80% after deductible 100%120 days (combined with
inpatient care days), 60 day
renewal: (no MM benefits).Outpatient Substance Abuse
Care Chemical Dependency
$20 co-pay 90% after deductible $20 co-pay $20 co-pay Covered 100% of approved
amount, no Master Medical.l SPECIAI^HOSPlIF^EiERQeR \ M •
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
80% after deductible
ri'r
Covered according to plan
guidelines.
100% in approved facilities
Surgery
Technical Surgical
Assist
Anesthesia
100%
100%
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%
ft-:;. .-f-V.?.; V;..v., .....100%
Voluntary second surgical
opinion on certain surgeries.100%
100%Maternity Care
Delivery
Pre- and Post-Natal
Care
100%100%90% after deductible100%80% after deductible100%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
21
BENEFITS
Inpatient Consultations
Laboratory & Pathology
Diagnostic Services
Diagnostic and Therapeutic
Radiology
ApprrioNAE
AVAILABLE TO ALLEMPLOYEES
PPOl
ASR
www.asrhealthbenefits.cnm100%
100%
100%
100%
AFPEINJDIX C
AVAILABLE TO ALLEMPLOYEES
PP02
Blue Cross/Blue Shield
PPO Community Blue
Plan
wwwJBCBSM.com
90% after deductible
90% after deductible
90% after deductible
90% after deductible
Office Visits
Chiropractic Care
Allergy Testing
Allergy Therapy
Ambulance Services
Durable Medical Equipment
Diabetic Supplies
Private Duty Nursing
Skilled Nursing
Assisted Reproductive
Treatment
Voluntary Sterilization and
FDA Approved
Contraceptive Methods for
females.
Out of Network Services
$20 co-pay
$20 co-pay
Limited to 38 visits per calendar
year.100%
100%
90% after deductible
90% after deductible
90% No Annual Deductible
90% after deductible100%
Not Covered
100%
Plan pays 85% of approved
amount less applicable co-pays.
$20 co-pay
$20 co-pay
Limited to 24 visits per
calendar year.100%100%
90% after deductible
90% after deductible
90% after deductible
50% after deductible
90% after deductible
Not Covered
100%
AVAILABLE TO ALLEMPLOYEES
PP03
ASR
www.asrhealthbenefits.rnm
80% after deductible
80% after deductible
80% after deductible
80% after deductible
Plan pays 70% of approved
amount, after out-of-network
deductible, less applicable co-
pays.
$20 co-pay
$20 co-pay
Limited to 38 visits per
calendar year.
80% after deductible
80% after deductible
80% after deductible
80% after deductible
80% after deductible
50% after deductible
80% after deductible
Not Covered
100%
Plan pays 65% of approved
amount after deductible less
applicable co-pays.
AVAILABLE TO ALT.EMPLOYEES
HMO
Health Alliance Plan
(HAP)
100%
100%
100%
Covered
$20 co-pay*
Not Covered
$20 co-pay*100%
100%
100%100%
Not Covered100%
Up to 730 days renewable
after 60 days. 100%
One attempt of artificial
insemination per lifetime.100%
ONLY AVAILABLE TO
EMPLOYEES
CURRENTLY ENROLLFX)TRAD
Blue Cross/Blue Shield
Traditional Plan (BC/BS)
www.BCBSM.com100%
Covered - $5 or 10 % Co¬
insurance
Covered - $5 or 10 % Co¬
insurance
*A11 services performed
during one visit will be a
one-time $20 co-pay.
Covered-$5 or 10% Co.
insurance
90% after deductible
90% after deductible
90% after deductible
90% after deductible
90% after deductible
90% after deductible
90% after deductible
50% No Annual Deductible100%
Not Covered
100%
22
AFFEIN D1X C
BENEFITS
AVAILABLE TO ALLEMPLOYEES
PPOl
ASR
vmw.asrhealthbenefits.com
AVAILABLE TO ALLEMPLOYEES
FP02
Blue Cross/Blue Shield
FPO Community Blue
Plan
www.BCBSM.coni
AVAILABLE TO ALT,EMPLOYEES
PP03
ASR
www.asrhealthbenefits.com
AVAILABLE TO AT,I,EMPLOYEES
HMO
Health Alliance Plan(HAP)
www.HAP.nrp
ONLY AVAILABLE TO
EMPLOYEES
CURRENTLY ENROLLF.T)TRAD
Blue Cross/Blue Shield
Traditional Plan (BC/BS)
www.BCBSM.comPR0.6RA1VBERC)> [s|()Ns
Co-pays, Deductibles, Co¬
insurance, Annual Out-of-
Pocket Maximums and
Lifetime Maximum Dollar
Limitations
Co-oavs: $20 / $100 as noted.
Deductibles: $200 per person /
$400 per family/per calendar
year where noted.
Co-insurance: In eeneral 0%:
10% after deductible as noted.
Out-of-Pocket Coinsurance
Maximum: $1,000 ner
person/family per calendar year.
Lifetime Maximum: None.
Co-oavs: $201 $100 as noted.
Deductibles: $100 ner nerson/
$200 per family/per calendar
year.
Co-insurance: 10% after
deductible as noted. 50% for
private duly nursing.
Out-of-Pocket Coinsurance
Maximum- $500 ner person
$1,000 per family per calendar
year.
Lifetime Maximum: None
Co-oavs: $20 / $100 as noted.
Deductibles: $250 ner nerson /
$500 per family/per calendar
year.
Co-insurance: 20% after
deductible as noted. 50% for
private duty nursing.
Out-of-Pocket Coinsurance
Maximum: $1,000 ner nerson /
$2,000 per family per calendar
year.
Lifetime Maximum: None
Co-oavs: $20 as noted.Co-oavs: $100 as noted.
Deductibles: $200 perpersnn/
$400 per family/per calendar
year.
Co-insurance: 10% after
deductible as noted. 50% for
private diity nursing.
Out-of-Pocket Coinsurance
Maximum: $1,000 per
family/per calendar year.
Lifetime Maximum: None
Payment of Covered
Services
Preferred (Network^ Hosoitals:
100% of covered benefits.
Non-Network Hosoitals:
85% of approved payment amount
Preferred (Network') Phvsicians -
Outnatient:
100% after $20 co-pay.
Non-network Phvsicians -
Outoatient:
85% of approved payment amount
after $20 co-pay.
Preferred (Network') Hosoitais:
90% of covered benefits, after,
deductible.
Non-Network Hosoitals:
70% of approved payment
amount after out-of-network
deductible
Preferred ("Network) Phvsicians:
100% after $20 co-pay.
Non-network Phvsicians:
70% of approved payment
amount after out-of-network
deductible and $20 co-pay.
Preferred (Network') Hosnrfals-
80% of covered benefits, less
applicable deductible.
Non-Network Hosoitals:
65% of approved payment
amount, after deductible.
Preferred (Network) Phvsicians -
Outoatient
100% after $20 co-pay.
Non-network Phvsicians-
Outoatient:
85% of approved payment
amount after $20 co-pay.
Co-pays as noted.Particinat.inp Hnsnitals-
100% of covered benefits
Non-narticioatine Hosoitals:
Inpatient care in acute-care
hospital - $70 a day.
Inpatient care in other hospitals -
$15 aday.
Medicare Sureical:
100%ofBCBSM's approved
amount
23
mmcimmm prq&B&M >:a a
AVAILABLE TO ATT.EMPLOYEES
PPOl
ASR
vvww.asrbealthbeaefits.com
NAVITUS
(Except HAP, which have
their own prescription
coverage).
www.navitus.com
NoviXus Pharmacy
Services -
Mail Order
www.novixus-com
Note: While in the hospital,
drugs are covered under
your health plan.
NAVITUS
Participating /Network
Pharmacies: Covered, co-pays,
$5 Most Generics/Sorae 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
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.
APPENDIX C
AVAILABLE TO ALL
EMPLOYEES
PP02
Blue Cross/Blue Shield
PPO Community Blue
Plan
NAVITUS
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-
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.
AVAILABLE TO ALLEMPLOYEES
PP03
ASR
www.asrhealthbenems.cot
AVAILABLE TO AT T,
EMPLOYEES
HMO
Health Alliance Plan(HAP)
NAVITUS
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-
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 mairiienance
drugs taken on a long-term
basis, a three-month supply can
be obtained for a one month co-
pay at your local pharmacy.
a.y
ONLY AVAILABLE TO
EMPLOYEESCURRENTLY ENROLLEDTRAD
Blue Cross/Blue Shield
Traditional Plan (BC/BS)
www.BCBSM.com......... ................
HAP
Participating /Network
Pharmacies: *Covered, co-
pays $5 Most Generic; $20
Select Brand name; $40
Non-Preferred. Select Birth
Control Pills covered $0 co-
pay.
Non-Network Pharmadeg-
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, 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.
NAVITUS
Participating /Network
Pharmacies: Covered, co-
pays, $5 Most Generics/Some
Brands; $20 Preferred
Brands/Some Generics; $40
Non-Preferred Brands. Birth
Control pills covered $0 co-
pay.
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.
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 modifications may
occur. Please refer to the www, ocbenefits. com website for the most up-to-date information.
NOTE: Union represented employees ' benefits may differ.
24
FISCAL NOTE (MISC. #13273) October 17, 2013BY: FINANCE COMMI I I bt, TOM MIDDLETON, CHAIRPERSON
IN RE: HUMAN RESOURCES DEPARTMENT - FISCAL YEAR 2014 - FISCAL YEAR 2016COLLECTIVE BARGAINING AGREEMENT FOR EMPLOYEES REPRESENTED BY THEGOVERNMENT EMPLOYEES LABOR COUNCIL (GELC)
TO THE OAKLAND COUNTY BOARD OF COMMISSIONERS
Chairperson, Ladies and Gentlemen:
Pursuant to Rule Xll-C of this Board, the Finance Committee has reviewed the above-referenced
resolution and finds:
1. The County of Oakland and the Government Employees Labor Council (approximately
131 Children's Village Employees) have negotiated a three year agreement beginning
October 1, 2013 through September 30, 2016.
2. This agreement provides for a 2% wage increase for Fiscal Year 2014, to be effective
with the first full pay period of Fiscal Year 2014.
3. The classifications of Children's Village Case Coordinator II shall receive an additional
2% increase which equates to approximately $9,037 in salaries and $4,192 in related
fringe benefits for a total of $13,229 beginning with the first full pay period of Fiscal Year
2014.
4. The agreement also provides for a 1% wage increase for Fiscal Year 2015 which also
includes the "Me Too" provision if a greater increase is approved.
5. Additionally, the agreement provides that all employees represented by this bargaining
unit shall receive any general wage increase approved for the non-represented County
employees under the "Me Too" provision for Fiscal Year 2016.
6. Furthermore, the agreement provides that for the duration of this Collective Bargaining
Agreement all employees represented by this bargaining unit shall receive any healthcare
benefit modification implemented on a countywide basis to general, non-represented
employees at the same time and in the same manner.
7. The FY 2014 - FY 2016 Adopted budgets are amended to reflect the wage increase for
the Children's Village Case Coordinator II classification as detailed below:
GENERAL FUND (#10100)
Revenues:
9010101-196030-665882
Expenditures:
9010101-134860-788001-20293
Non-Dept - Planned Use of Balance
Total Revenues
Transfers Out
Total Expenditures
FY2014 - FY2016
Amendment
$ 6,615
$ 6.615
$ 6.615
$ 6,615
CHILD CARE FUND (#20293)
Revenues:
9010101-112700-615359
9010101-112700-695500-10100
Expenditures:
1060501-112170-702010
1060501-112170-722740
Child Care Subsidy
Transfers In
Total Revenues
Salaries
Fringe Benefits
Total Expenditures
1 6.614
6.615
$ 13.229
$ 9,037
$ 4.192
$ 13,229
FINANCE COMMITTEE VOTE:
Motion carried unanimously on a roll call vote with Crawford absent.
Resolution #13273 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).
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 17th day of October 2013.
I HEREBY APPROVE THIS RESOLUTION
CHIEF DEPUTY COUNTY EXECUTIVE
ACTING PURSUANT TO MCL45.559A (7)
Lisa Brown, Oakland County