HomeMy WebLinkAboutResolutions - 2013.10.17 - 21079MISCELLANEOUS RESOLUTION #13275 October 17,2013
BY; Human Resources Committee, John Scott, ChairpersonIN RE: HUMAN RESOURCES DEPARTMENT- FISCAL YEAR 2014- FISCAL YEAR 2016 COLLECTIVE
BARGAINING AGREEMENT FOR EMPLOYEES REPRESENTED BY THE MICHIGAN NURSES
ASSOCIATION (MNA)
To the Oakland County Board of Commissioners
Chairperson, Ladies and Gentlemen:
WHEREAS the County of Oakland, the Oakland County Health Department and the Michigan NursesAssociation (MNA) have been negotiating a Collective Bargaining Agreement covering approximately 91
Public Health Nurses; andWHEREAS a three year Collective Bargaining Agreement has been reached forthe period October 1,2013
through September 30, 2016; andWHEREAS 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 Health Department and the
Michigan Nurses Association 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
AND
MICHIGAN NURSES ASSOCIATION
Collective Bargaining Agreement
October I, 2013 — September 30,2016
AGREEMENT
This agreement is made and entered into on this day of October, A.D., 2013, by and
between the County of Oaldand and the Oakland County Health Department, hereinafter referred to
collectively as the Employer" and the Michigan Nurses Association, hereinafter referred to as the"Association" and the Association's affiliate the Professional Registered Nurses of Oakland County
Health Division, hereinafter referred to as the "Association Council". It is the desire of both parties
to this agreement to continue to work harmoniously and to promote and maintain high standards,
between the Employer and employees, which will best serve the citizens of Oakland County. All
references to the feminine in this agreement shall apply equally to the masculine and vice versa.
I
RECOGNITION
The Employer recognizes the Association as the exclusive representative of the following
employees, 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 Association is recognized as collective bargaining
representative, subject to and in accordance with the provisions of Act 336 of the Public Acts of
1947, as amended.
All full-time and regular eligible part-time Registered Public Health Nurses employed in the
Health Division. Excluding all other employees, supervisors as defined by the Act,
confidential, temporary, part-time non-eligible, and substitute employees, Registered Nurses
working in the Jail Facility, and Health Educators.
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MANAGEMENT RESPONSIBILITY
The right to hire, promote, discharge or discipline for just cause, and to maintain discipline
and efficiency of employees, is the sole responsibility of the Employer except that Association
members shall not be discriminated against as such.
In addition, the work schedules, methods and means of departmental operation are solely and
exclusively the responsibility of the Employer, subject, however, to the provisions ofthis agreement.
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DUES CHECK-OFF
(a) The Employer agrees to deduct the Association 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
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second paycheck of each month and shall be remitted together with an itemized statement to the
Association at its offices located at 2310 Jolly Oak Road, Okemos, Michigan48864, withinfourteen
(14) days after the deductions have been made.
(b) An employee shall cease to be subj ect to check-off deductions beginning with the month
immediately following the month he/she is no longer a member of the bargaining unit. Any
employee may voluntarily cancel or revoke the Authorization for Check-off deduction upon written
notice to the Employer and the Association, Such voluntary withdrawal from payroll deduction of
Association dues may only occur during the period December 16 through 31 of any calendar year.
(c) The Association will protect and save harmless the Employer from any and all claims,
demands, suits and other forms of liability by reason of action taken by the Employer for the purpose
of complying with this section.
IV
GRIEVANCE REPRESENTATIVES
Section 1.
There shall be one (1) grievance representative per work site (North, South, West).
Additionally, there shall be one (1) alternate which may rotate among the work sites on an as needed
basis. All grievance representatives must work out of the office they represent and only one (1)
representative will be released to handle a specific grievance.
Grievance representatives will be permitted to leave their work, after obtaining approval of
their respective supervisors and recording their time, for the purpose of adjusting grievances in
accordance with the grievance procedure. Permission for grievance representatives to leave work
will not be unreasonably withheld. Grievance representatives will report their time to their
supervisor upon returning from a grievance discussion.
The privilege 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 j obs at all times except when permitted
to leave their work to handle grievances.
Section 2.
Should any grievance representative position become vacant the Association agrees to
promptly fill the vacancy and then notify the Employer within five (5) worldng days.
Section 3.
Grievance representatives may receive but shall not solicit grievances (this is not to be
construed as to prohibit grievance representatives from advising members related to contract
interpretation).
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Section 4.
The Association will furnish the Employer with the names of its authorized representatives
who are employed within the unit and such changes as may occur from time to time in such
personnel so that the Employer may at all times be advised as to the authority of the individual
representative of the Association with which it may be dealing.
Section 5.
The Chairperson of the Nurses Staff Council or Vice Chairperson shall be released for up to
six hours each month to do Union business, including but not limited to local Union business and
state association business. Release time not used may accumulate from month to month. In the
event the Chairperson is unavailable to attend to Union business due to work commitments or
absence, or both the Chairperson and Vice Chair need to attend a meeting, he/she may designate the
Vice Chair to take his/her place or go with him/her. The Chairperson or Vice Chairperson will be
permitted to leave work, after obtaining approval of their respective supervisors and recording their
time, for die purpose of doing Union business. Permission to leave work will not be unreasonably
withheld. The Chairperson or Vice Chairperson will report their time to their supervisor upon
returning from doing Union work.
V
GRIEVANCE PROCEDURES
The Employer and the Association support and subscribe to an orderly method of adjusting
employee grievances. To this end, the Employer and the Association agree that an employee should
first bring her problem or grievance to the attention of her immediate supervisor (or supervisor's
designee), with or without her grievance representative within ten (10) working days of the
occurrence. The immediate supervisor shall attempt to resolve the grievance informally. Dismissals,
suspensions, demotions and disciplinary actions of any type shall only be subject for the grievance
procedure.
Step 1.
If the grievance is not settled informally, it shall be discussed with the grievance
representative and shall be reduced to writmg, signed by the grievant and submitted to her immediate
supervisor within ten (10) working days of the informal discussion.
Step 2.
The written grievance may be discussed between the grievance representative and the
immediate supervisor if so desired. If a discussion is held, the grievant may attend if she so desires.
The supervisor will attempt to adjust the matter and will give a written decision within ten (10)
working days of the receipt of the written grievance.
Step 3.
Any grievance not settled at Step 2 may be submitted to the next meeting of the Grievance
Committee. The Grievance Committee shall consist of two (2) Association Grievance
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Representatives and at least one Employer representative. This committee may be assisted by a
representative of the Michigan Nurses Association. A grievant may be present during all or a portion
of a Grievance Committee meeting by mutual agreement of the parties. Any grievance not submitted
to the next grievance meeting, by written notification to the Employer within ten (10) working days
of the immediate supervisor's written decision, shall be considered dropped. The Employer will give
a written decision within fifteen (15) worldng days of such meeting.
Step 4.
Any matter not settled in Step 3 of the grievance procedure may be submitted to final and
binding arbitration. The request for arbitration must be submitted to the Employer within ten (10)
working days of the Employer's written response to the Grievance Committee meeting. The
grievance upon which arbitration has been demanded shall be referred to one of the following
Arbitrators in accordance with the date of the written grievance, the oldest grievance being referred
first:
1. John Coyle
2. Barry Brown
3. BenWolkinson
A grievance shall be referred to the listed Arbitrators in the order in which they appear. Once
a grievance has been referred to an Arbitrator, a subsequent grievance shall be referred to the next
Arbitrator on the list. After a grievance has been referred to the last Arbitrator listed, the cycle shall
repeat, beginning with the first Arbitrator. The Arbitrator may interpret and apply the provisions of
this Agreement to determine the grievance before the Arbitrator. However, the Arbitrator shall have
no power or authority, in any way, to alter, modify, amend, or add to any provisions of this
Agreement, or set a wage rate. ITie Arbitrator shall be bound by the express provisions of this
Agreement. Expenses for arbitration shall be borne equally by both parties.
Any grievance not appealed, from a decision in one of the steps of the grievance procedure, to
the next step as prescribed, shall be considered dropped and the last decision final and binding,
except that time limits may be extended by mutual agreement of the parties. In the event that the
Employer shall fail to supply the Association with its answer to the particular step within the
specified time limits/the grievance shall be deemed automatically positioned for appeal at the next
step with the time limit for exercising said appeal commencing with the expiration of the grace
period for answering.
VI
SENIORITY
New employees may acquire seniority by working six (6) continuous months, in which event
the employee's seniority will date back to the date of hire into the division. 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 Association every six (6) months.
An employee shall lose his/her seniority for the following reasons:
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(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) working days, without properly
notifying the Employer, unless a satisfactory reason is given;
(d) If the employee does not return to work at the end of an approved leave;
(e) If the employee does not return to work when recalled from a layoff.
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LAYOFF AND RECALL
If and when it becomes necessary for the Employer to reduce the number of employees in the
work force, the employees will be laid off in seniority order, based on capability of performing
available jobs, and shall be recalled in Hie inverse order. (Refer to Rule #9, Oakland County Merit
System Handbook.) All employees so laid off shall be offered the opportunity of recall for a period
equal to their length of service, but not to exceed three (3) years, prior to the hiring of any new
employees. An employee being recalled to work shall have at least three (3) working days written
notice before the employee must report to work. A certified letter sent to the employee's last known
address shall constitute proper notice.
Vffl
PROMOTIONS AND FILLING OF VACANCIES
Section 1.
(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) The Employer will post on the bulletin board notice of new positions or vacancies in
existing positions in or out of the bargaining unit, for a period of ten (10) days, Saturdays, Sundays,
and holidays excluded. The posting will include the location and assignment with a written
stipulation that the location and assignment may be subject to change. In addition, the posting will
list the criteria the Employer will be considering in filling the position. The Employer will forward
a copy of any Public Health Nurse posting to the Chairperson of the Nurse's Staff Council at the. time
it is posted.
(c) Employees who wish to be considered for the position shall submit a letter of interest to
the chief of the appropriate service or his/her designated representative prior to or during the posting
period. The letter should state the employee's qualifications and other factors the employee wishes
to be considered.
(d) Employees who are interested in a specific assignment or location may make such a
request by submitting a letter of interest at any time to the appropriate chief or designee. These
requests/letters of interest must be renewed in January of each year and will be considered along with
the letters of interest filed during the posting period.
(e) The Employer will determine who is best qualified to fill the position after considering .
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the criteria identified in the posting. If two or more applicants are considered equal, seniority will be
the determining factor in making the selection. Upon request, the Employer agrees to meet with the
employee to discuss the selection decision.
Section 2.
A full-time Public Health Nurse II will move into a promotional track after no more than two
(2) years of full-time service as a Public Health Nurse II in the Oakland County Health Department
unless the nurse exhibits demonstrated deficiencies in his/her performance which prohibits the
promotional track from commencing. The Employer will meet with the nurse to discuss those areas
in need of improvement
The Public Health Nurse n shall submit a memo to his/her supervisor, Chief of S ervices and
PPHS Administrator, stating the date and name of the supervisor who received the Public Health
Nurse's performance plan final draft. Once the promotional track is successfully completed and a
final draft, mutually agreed on by the supervisor and the Public Health Nurse, is submitted by the
nurse, the supervisor will notify the Chief of Services in writing within thirty (30) days
recommending promotion of the nurse. If conflict occurs related to the timely processing of the final
draft of the promotional packet, the Public Health Nurse II shall request in writing a three-way
conference with the supervisor and the Chief. If conflicts remain unresolved, the Public Health
Nurse II may request a meeting with the PPHS Administrator. A nurse may request to be
accompanied by another member of the staff council during such meetings. The effective date of
promotion will be the beginning of the pay period following the official supervisory memo
recommending promotion to the Chief, contingent upon final approval of the Health Division
Manager.
The promotional track from Public Health Nurse II to Public Health Nurse IH for those full-
time Public Health Nurses shall not exceed three (3) years except by mutual written consent of the
Employer and employee. The Employer may decide to promote an employee to a Public Health
Nurse III anytime while the employee is on the promotional track. However, a Public Health Nurse
11 shall be promoted to a Public Health Nurse IH following the satisfactory completion of the
promotional track.
Failure to be considered for promotion or failure to be promoted, following the completion of
the process, shall not be a matter for the grievance procedure.
Nurses not considered for promotion or failing to be promoted following the completion of
the process may elect to have the decision reviewed by the review committee. The review committee
shall consist of the Manager of Health Division, the Chief of Health Division Medical Services, the
Director of Human Resources, or designee.
Section 3.
PPHS staff employed by Oakland County may be transferred out of their district to meet
community and program needs, but before such a transfer, the supervisor Shall meet with the nurse to
discuss the transfer.
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IX
GENERAL CONDITIONS
Section 1,
The Association Labor Relations Representative and Staff Council Chaiaperson shall be
notified in writing in advance of anticipated permanent major changes in working conditions and
discussions shall be held thereon. In addition the Association Labor Relations Representative and
Staff Council Chairperson or Vice Chairperson, if designated, shall, on a monthly basis, be notified
in writing of outside hires, including their name, date of hire into the bargaining unit, and work
location.
Section 2.
Employees elected to any permanent full time Association office or selected by the
Association to do work which takes them from their employment with the County, shall at the
written request of the Association 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 Association. In the event an employee requiring such leave is
determined by the Employer to be involved in work of a specialized nature which cannot be readily
interrupted, the leave may be delayed for up to 60 days.
Section 3.
When any position not listed on the wage schedule is filled or established, the County shall
designate a job classification and rate structure for the position. In the event that the Association
does not agree that the classification is proper, it shall have the right to submit the issue as a
grievance through the grievance procedure within a three (3) month period.
Section 4.
Special conferences for important matters may be arranged at a mutually convenient time
between the MNA representative and the Employer or its designated representative upon the request
of either party. Such meetings shall be between at least two (2) representatives of the Employer and
no more than two (2) Association council representatives of the Association and the MNA
representative, if so desired. Arrangements for such special conferences shall be made in advance
and an agenda of the matters to be taken up at the meeting shall be presented at the time the
conference is requested.
A special conference shall be scheduled within ten (10) working days after the request is
made to be held at a future date mutually agreed upon.
Matters taken up in special conferences shall be confined to those included in the agenda.
The members of the Association shall not lose time or pay for time spent in such special conferences.
The Employer shall respond in writing to the Union within fifteen (15) working days
following the special conference.
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Section 5.
The Employer may in its sole judgment and discretion decide to permit early merit increases
ahead of the schedule provided in this Agreement. Such early merit increases shall be recommended
by the department head and be subject to approval by the Employee Relations Division of the
Personnel Department. Approval of an early merit increase in one case shall not create a precedent
for granting an early merit increase in any other.
Section 6.
When Health Division Administration determines the need to establish committees or similar
groups which requires PHN involvement, a notice will be sent to the Nursing Supervisors and Public
Health Program Coordinators of vacancies on such committees or groups. A copy of this notice will
also be forwarded to the Association Council Chairperson for information purposes. The Nursing
Supervisors and Public Health Program Coordinators will discuss these vacancies with staff and
make recommendations regarding participants to Administration.
Section 7.
When requested in advance, the Employer will allow use of available rooms for Association
and/or Association Council meetings during non-working hours.
Section 8.
The Employer shall assign space on bulletin boards which shall be used by the Association
for posting notices bearing the written approval of any elected officer of the Association Council,
which shall be restricted to:
(a.) Notices of Association meetings
(b.) Notices of Association elections
(c.) Notices of results of Association elections and Association appointments
(d.) Notice of Association recreational and social affairs
(e.) Other notices of bonafide Association affairs, which are not political or
libelous in nature.
Section 9.
All Public Health Nurses will be provided with identification (neon green visor tags) to place
in their automobiles while on duty. Said identification will state that they are Oakland County
Health Division employees and are on duty.
Section 10.
1. Notice to Employer. At least two (2) weeks written notice of termination of employment
shall be given to the Employer by an employee. However, if due to extenuating
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2.
3.
cmstmces, the employee is unable to give two (2) weeks notice, the Employer may elect
to waive the two (2) weeks notice requirement in the payment of termination benefits. If the
required notice is not given or there is no waiver thereof by the Employer, then no
termination benefits are payable. (To include Annual Leave Reimbursement and/or Sick
Leave Reimbursement.)
Notice to Employee. At least two (2) weeks written notice of termination of employment or
pay m lieu thereof shall be given to an employee, unless the termination is a discharge for
cause.
Return of Employers Property. All employees are required to return to the department any
property issued to them by the County during their term of employment. Failure to return all
property will exempt the Employer for responsibility for payment of termination benefits
(i o mclude Annual Leave and/or Sick Leave.)
Section 11.
Public Health Nurses shall be paid overtime at a rate of time and one half (1 1/2) the reeular
hourly rate for all hours worked in excess of their normal work day (e.g., 8 hours) and all hours in
excess of forty (40) hours in a work week.
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 of work or pay at the time and one
Section 12.
The Employer will encourage attendance at professional and occupational meetings
spons ored or co-sponsored by the Association of other professional associations or institutions where
attendance is likely to increase the competency of a nurse.
Preference will be given to those programs which have been approved by the Continuing
Education Approval and Recognition Program (CEARP). Nurses desiring to attend such
professional meetings shall notify the Chief or his/her designee, who shall respond within one (1)
week to advise the nurse if he/she may attend.
Section 13.
Up0n Written rec2uest> UP t0 f'our (4) bargaining unit nurses shall each receive twenty-four
(24) hours off, using either leave without pay or accrued leave banks! to attend the Association's
annual convention provided the nurse obtains supervisory approval. Approval for this leave shall
not be unreasonably withheld. The Association shall provide the County with at least thirty (30)
days notice in advance of the convention.
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Section 14.
1. Schedule Changes
^ (a.) Except in exigent circumstances, an employee shall be give fifteen (15) working days
notice prior to changing a start time by thirty (30) minutes or the employee's normal working days.
(b.) If not all employees are affected and schedule changes are necessary, the Employer
will meet with the potentially affected employees to get their input in order to develop a resolution.
Example resolutions could include seeking volunteers first, assigning employees on a rotating basis
or assigning the least senior employee.
X
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 Oaldand County Employee's Handbook, except those excluded by this
agreement, are incorporated herein by reference and made apart hereof to the same extent as if they
were specifically set forth.
XI
MAINTENANCE OF CONDITIONS
Wages, hours and conditions of employment legally in effect at the execution of this
agreement shall, except as modified herein, be maintained during the term of this agreement.
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¦ ECONOMIC MATTERS'
The Agreement between the parties on economic matters are set forth in the Appendices
attached hereto and are incorporated into this Collective Bargaining Agreement, subject to the terms
and conditions thereof.
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NO STRIKE - NO LOCKOUT
Under no circumstances will the Association 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 Association shall immediately instruct the involved employees in writing, that their conduct is in
violation of the contract and that all such persons shall immediately cease the offending conduct.
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The Employer will not lockout any employees of the bargaining unit during the term of this
XIV
DURATION
This Agreement shall remain in full force and effect until midnight, September 30,2016.
The Agreement shall be automatically renewed from year to year thereafter unless either party shall
notify the other in writing, sixty (60) days prior to September 3 0S 2016, that it desires to modify the
Agreement. In the event that such notice is given, negotiations shall begin within a reasonable
penod of time. 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 then 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 tong as they are not in violation of applicable statutes and ordinances and remain within the
jurisdiction of the County of Oakland for continued application.
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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. The
parties agree that in the event this law is repealed-within the life of this collective bargaining agreement
this language shall be considered void and voluntary withdrawn by both parties.
MICHIGAN NURSES ASSOCIATION OAKLAND COUNTY, a Michigan
. Constitutional Corporation
By:
Michael J. Gingell, Chairperson
Board of Commissioners
: - OAKLAND COUNTY EXECUTIVE
By:
L. Brooks Patterson
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MICHIGAN NURSES ASSOCIATION
APPENDIX A
Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year
Public Health Nurse I FY2014 1392.22 1476.10 1560.06 1643.87 1727.85 1811.94
FY 2015* 1406.14 1490.86 1575.66 1660.31 1745.13 1830.06
Public Health Nurse H FY 2014 1540.40 1633.19 1726.01 1819.02 1911.84 2021.13
FY 2015* 1555.80 1649.52 1743.27 1837.21 1930.96 2041.34
Public Health Nurse HI FY 2014 1840.88 1951.65 2062.66 2173.37 2284.25 2395.15
FY 2015* 1859.29 1971.17 2083.29 2195.10 2307.09 2419.10
*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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MICHIGAN NURSES ASSOCIATION
APPENDIX B
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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
*8. Retirement
9. Annual Leave
10. Income Continuation Coverage
11. Dental Coverage
12. Tuition Reimbursement
Employees hired on or after January 1, 1989 will not be eligible for County reimbursement of
Medicare-Part B coverage.
Effective January 1 s 1993, employees represented by this bargaining unit will not be entitled
to include overtime compensation as part of FAC for retirement calculations.
Effective September 13, 1993, employees represented by this bargaining unit will be
included under the "Retirement Incentive" resolution passed by the Board of
Commissioners on August 26,1993.
Retirement Health Care Benefits for employees hired on or after January 1, 1997, shall be
consistent with the provisions of Miscellaneous Resolution #94292 (percentage formula for
retiree health care coverage).
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MILEAGE
Employees required to drive their personal vehicle on official County business shall be
reimbursed for miles traveled at the rate equivalent to the IRS mileage rate.
in
In the event that any other represented unit other than a unit containing employees eligible for
Act 312 Police/Fire Compulsoiy arbitration or employees whose designated Employer is other than
the County Executive, negotiates improvements in their retirement benefits, the same improvements
shall automatically be provided employees covered by this agreement.
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
(subject to paragraph B.)
(b) Effective January 1,2014, (or as soon as administratively practical) employees in this
bargaining unit with coverage shall be covered under one of the Medical Care plans
as described in Appendix 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.
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APPENDIX C
Attached hereto is the Medical Options Comparison chart for 2014.
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MEDICAL OPTIONS COMPARISON /m J. jL^MJLSJLIV V-
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.
AVAILABLE TO ALLEMPLOYEES
PPOX
AVAILABLE TO ALLEMPLOYEES
PP02
AVAILABLE TO ALLEMPLOYEES
PP03
AVAILABLE TO AT J,EMPLOYEES
HMO
ONLY AVATTiABLE TO
EMPLOYEESCURRENTLY ENROLLEDTRAD
BENEFITS ASR Blue Cross/Blue Shield
PPO Community Blue
Plan
ASR Health Alliance Plan(HAP)Blue Cross/Blue Shield
Traditional Plan (BC/BS)
www.asrhealthbenefits.com www.BCBSM.com www.asrhealthbenefits.com www.HAP.ors www. BCBSM.co m
Employee Bi-Weekly
Contributions $32/$65/$75 $42 / $70 / $85 $16/$35/$45 $32 / $65 / $75 $52/$89/$94
Network(s)Physicians Care/HAPCIGNA
Multiplan
Blue Cross/Blue Shield Physicians Care/HAPCIGNA
Multiplan
Health Alliance Plan Blue Cross/Blue Shield
General Conditions
Semi-Private
Drugs
Intensive Care Unit
Meais
Hospital Equipment
Special Diets
Nursing Care
100%90% after deductible 80% after deductible 100%100%
Emergency Room Care
Accidental Injuries
Medical Emergencies
$100 co-pay
Co-pay waived for accidental
injury or if admitted
$100 co-pay
Co-pay waived for accidental
injuiy 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%90% after deductible 80% after deductible 100%90% after deductible1 KM M ( \\{\
Urgent Care Visits $20 co-pay $20 co-pay $20 co-pay $20 co-pay 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 Gynecological
Exam
100%100%100%100%100%
18
x MUi.
BENEFITS
AVAILABLE TO ALLEMPLOYEES
PPOl
ASR
www.asrhealthbenefits.com
AVAILABLE TO ALLEMPLOYEES
PP02
Blue Cross/Blue Shield
PPO Community Blue
Plan
wwwJBCBSM.com
AVAILABLE TO ALL
EMPLOYEES
PP03
ASR
www.asrhealthbenefits.com
AVAILABLE TO ALL
EMPLOYEES
HMO
Health Alliance Plan
(HAP)
www.HAP.orp
ONLY AVAILABLE TOEMPLOYEESCURRENTLY ENROLLEDTRAD
Blue Cross/Blue Shield
Traditional Plan (BC/BS)
www.BCBSM.com
Routine Pap Smear
Screening- laboratory and
. pathology services
100%100%100%100%100%
Well-Baby Child Care
Visits
• 6 visits, birth through 12
months
• 6 visits, 13 months
through 23 months
• 6 visits, 24 months
through 35 months
• 2 visits>36 months through
47 months
• Visits beyond 47 months
are 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 recognizedby 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
Sigmoidoscopy Exam
100%100%100%100%100%
Routine Prostate SpecificAntigen (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
19
-rxj. X JLUl 1 JJ'JLrfc. Vx
AVAILABLE TO ALL
EMPLOYEES
PPOl
AVAILABLE TO ALLEMPLOYEES
PPOl
AVAILABLE TO ALLEMPLOYEES
PP03
AVAILABLE TO ALLEMPLOYEES
HMO
ONLY AVAILABLE TOEMPLOYEESCURRENTLY ENROLLEDTRAD
BENEFITS ASR Blue Cross/Blue Shield
PPO Community Blue
Plan
ASR Health Alliance Plan
(HAP)Blue Cross/Blue Shield
Traditional Plan (BC/BS)
www.asrhealthbenefits.com www.BCBSM.com www.asrhealthbenef1ts.com www.HAP.org www.BCBSM.coai
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-insurance.
100%100%
NOTE: Subsequent
colonoscopies performed
during the same calendar year
are subject to your deductible
and percent co-insurance.
Inpatient Mental Health 100%90% after deductible 5U7o aiter aeaucuoie 100%100%
Outpatient Mental HealthVisits $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
Office visit $20 co-pay
$20 co-pay $20 co-pay Covered 100% of approved
amount no Master Medical.111:03i1jlg
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
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%
100%
Voluntary second surgical
opinion on certain surgeries.100%
100%
Maternity Care
Delivery
Pre- and Post-Natal
Care
100%
100%
90% after deductible
100%
80% after deductible
100%
100%
100% prenatal visits
$20 co-pay post natal visits
100%
90% after deductible
Inpatient Medical Care 100%90% after deductible 80% after deductible 100%General - Unlimited
20
AVAILABLE TO ALL
EMPLOYEES
PPOl
AVAILABLE TO ALL
EMPLOYEES
PP02
AVAILABLE TO ALL
EMPLOYEES
PP03
AVAILABLE TO ALT.EMPLOYEES
HMO
ONLY AVAILABLE TOEMPLOYEESCURRENTLY ENROLLEDTRAD
BENEFITS ASR Blue Cross/Blue Shield
PPO Community Blue
Plan
ASR Health Alliance Plan
(HAP)Blue Cross/Blue Shield
Traditional Plan (BC/BS)
www.asrbealthbenefits.com wwTV.BCBSM.com www.asrhealthbenejfits.com www.HAP.org www.BCBSM.coni
Inpatient Consultations 100%90% after deductible 80% after deductible 100%100%
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
ArbDrilQNMBEr^ElTS mmmsmmmsmm
Office Visits $20 co-pay $20 co-pay $20 co-pay $20 co-pay*90% after deductible
Chiropractic Care $20 co-pay
Limited to 38 visits per calendar
year.
$20 co-pay
Limited to 24 visits per
calendar year.
$20 co-payLimited to 38 visits per
calendar year.
Not Covered 90% after deductible
Allergy Testing 100%100%80% after deductible $20 co-pay*90% after deductible
Allergy Therapy 100%100%80% after deductible 100%90% after deductible
Ambulance Services 90% after deductible 90% after deductible 80% after deductible 100%90% after deductible
Durable Medical Equipment 90% after deductible 90% after deductible 80% after deductible 100%90% after deductible
Diabetic Supplies 90% No Annual Deductible 90% after deductible 80% after deductible 100%90% after deductible
Private Duty Nursing 90% after deductible 50% after deductible 50% after deductible Not Covered 50% No Annual Deductible
Skilled Nursing 100%90% after deductible 80% after deductible 100%
Up to 730 days renewable
after 60 days.
100%
Assisted Reproductive
Treatment
Not Covered Not Covered Not Covered 100%
One attempt of artificial
insemination per lifetime.
Not Covered
Voluntary Sterilization and
FDA Approved
Contraceptive Methods for
females.
100%100%100%100%100%
Out of Network Services Plan pays 85% of approved
amount less applicable co-pays.
Plan pays 70% of approved
amount, after out-of-network
deductible, less applicable co-
pays.
Plan pays 65% of approved
amount after deductible less
applicable co-pays.
*AI1 services performed
during one visit will be a
one-time $20 co-pay.
21
BENEFITS
AVAILABLE TO ALLEMPLOYEES
FPOl
ASR
www.asrheaithbenefits.com
AVAILABLE TO ALL
EMPLOYEES
PP02
Blue Cross/Blue Shield
PPO Community Blue
Plan
www.BCBSM.com
AVAILABLE TO ALLEMPLOYEES
PP03
ASR
www.asrhealthbenerits.com
AVAILABLE TO ALL
EMPLOYEES
HMO
Health Alliance Plan
(HAP)
www.HAP.orp
ONLY AVAILABLE TO
EMPLOYEES
CURRENTLY ENROLLF.n
TRAD
Blue Cross/Blue Shield
Traditional Plan (BC/BS)
www.BCBSiVI.rom
Co-pays, Deductibles, Co¬
insurance, Annual Out-of-
Pocket Maximums and
Lifetime Maximum Dollar
Limitations
Co-oavs: $20 / $100 as noted.
Deductibles: S200 oer oerson /
$400 per family/per calendar
year where noted.
Co-insurance: In peneral. 0%:
10% after deductible as noted.
Out-of-Pocket Coinsurance
Maximum: $1,000 cer
person/family per calendar year.
Lifetime Maximum: None.
Co-gays: $20 / $100 as noted.
Deductibles: $100 oer nerson/
$200 per family/per calendar
year.
Co-insurance: 10% after
deductible as noted. 50% for
private duty nursing.
Out-of-Pocket Coinsurance
Maximum: $500 oer oerson.
$1,000 per family per calendar
year.
Lifetime Maximum: None.
Co-oavs: $20 / $100 as noted.
Deductibles: $250 per person /
$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 oer person /
$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 duty 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 -
Outoatient
100% after $20 co-pay.
Non-network Phvsicians -
Outoatient
85% of approved payment amount
after $20 co-pay.
Preferred (Network") Hosoitals:
90% of covered benefits, after
deductible.
Non-Network Hosoitals:
70% of approved payment
amount after out-of-netvvork
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) Hosoitals:
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.Particioatinp- Hosm'tals:
100% of covered benefits
Non-oartiripatinp 'Rn'jpitnk-
Inpatient care in acute-care
hospital-$70 a day.
Inpatient care in other hospitals -
$15 aday.
Medicare Surpical:
100% ofBCBSM's approved
amount
22
BENEFITS
AVAILABLE TO ALLEMPLOYEES
PPOl
ASR
www.asrhealthbenefits.com
AVAILABLE TO ALLEMPLOYEES
PP02
Blue Cross/Blue Shield
PPO Community Blue
Plan
www.BCBSM.com
AVAILABLE TO ALLEMPLOYEES
PP03
ASR
AVAILABLE TO ALLEMPLOYEES
HMO
Health Alliance Plan
(HAP)
www.HAP.ore
ONLY AVAILABLE TOEMPLOYEESCURRENTLY ENROLLED
TRAD
Blue Cross/Blue Shield
Traditional Plan (BC/BS)
ww.BCBSM.com
v(M .11 \M
NA VITUS
(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.
NA VITUS
ParticioatinF /Network
Phairaacies: Covered, co-oavs.
$5 Most Generics/Some Brands;
$20 Preferred Brands/Some
Generics; $40 Non-Preferred
Brands. Select Birth Control
pills covered $0 co-pay.
Non-Particinating/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.
NA VITUS
ParticiDatine /Network
Pharmacies: Covered co-oavs.
$5 Most Generics/Some
Brands; $20 Preferred
Brands/Some Generics; $40
Non-Preferred Brands. Select
Birth Control pills covered $0
co-pay.
Non-ParticiDatine/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.
NA VITUS
Particioatine /Network
Pharmacies: Covered, co-oavs.
$5 Most Generics/Some
Brands; $20 Preferred
Brands/Some Generics; $40
Non-Preferred Brands. Select
Birth Control pills covered $0
co-pay.
Non-ParticiDatine/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.
HAP
ParticiDatine /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 Pharmacies:
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 fiill 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.
NA VITUS
Particinatine- /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.
Non-ParticiDatine/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.
NOTE: Hearing aids and services are not covered wider any Oakland County medical plaits.
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.
23
FISCAL NOTE (misc #13275) October 17, 2013BY: FINANCE COMMITTEE, TOM MIDDLETON, CHAIRPERSONIN RE: HUMAN RESOURCES DEPARTMENT - FISCAL YEAR 2014 - FISCAL YEAR 2016
COLLECTIVE BARGAINING AGREEMENT FOR EMPLOYEES REPRESENTED BY MICHIGANNURSES ASSOCIATION (MNA)
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 Michigan Nurses Association (approximately 91 Public
Health Nurses) 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 the
first full pay period of Fiscal Year 2014.
3. 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.
4. 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.
5. 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.
6. Funding at the agreed upon wages and benefits is included in the FY 2014 Adopted
Budget. Therefore, no amendment is required.
FINANCE COMMITTEE
FINANCE COMMITTEE:
Motion carried unanimously on a roll call vote with Crawford absent.
Resolution #13275 October 17, 2013
Moved by Hoffman supported by Queries 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 17' day of October 2013.
i HKRgBY APPROVE THIS RESOLUTION
CHIEF DEPUTY COUNTY EXECUTIVE
ACTING PURSUANT TO MCL 45.559A (7)