HomeMy WebLinkAboutResolutions - 2015.12.09 - 22116MISCELLANEOUS RESOLUTION #15309 December 9, 2015
BY: Human Resources Committee, Michael Spisz, Chairperson
IN RE: HUMAN RESOURCES DEPARTMENT FISCAL YEAR 2016 COLLECTIVE BARGAINING
AGREEMENT FOR EMPLOYEES REPRESENTED BY THE OAKLAND COUNTY DEPUTY SHERIFF'S
ASSOCIATION (0.C.D.S.A.) — CORRECTIONS AND COURT SERVICES
To the Oakland County Board of Commissioners
Chairperson, Ladies and Gentlemen:
WHEREAS the County of Oakland and the Oakland County Deputy Sheriff's Association (0.C.D.S.A.) —
Corrections and Court Services have been negotiating an agreement for approximately 332 employees;
and
WHEREAS a one year Collective Bargaining Agreement has been reached for the period October 1,
2015 through September 30, 2016, and said agreement has been reduced to writing; and
WHEREAS this agreement provides that the current wage rate shall include a 3% increase for members
of this bargaining unit effective December 12, 2015; and
WHEREAS this agreement provides for a $300 maximum County match for members of this bargaining
unit participating in the County's 457 Deferred Compensation program beginning January 1, 2016; and
WHEREAS this agreement provides for the County's contribution to the Retirement Health Savings (RHS)
plan to be increased effective December 12, 2015 from $50 per pay to $75 per pay for those employees
eligible; and
WHEREAS this agreement provides that a member of this bargaining unit shall receive 2 hours paid at
1.5 time the regular wage rate for Call-Out Pay if call-in is canceled within 60 minutes of start of shift; and
WHEREAS this agreement provides that a member of this bargaining unit who is off duty (not on any type
of leave) and is called to court shall receive a minimum of 3 hours pay; and
WHEREAS the County will provide one pair of boots every two years for employees on the Cell Extraction
Team up to a maximum cost of $150 per pair; and
WHEREAS members of this bargaining unit who meet the physical fitness standard by December 31,
shall receive $100 per year; and
WHEREAS this agreement provides that the County shall replace glasses damaged while performing
work related functions up to a maximum of $250 per pair (after the utilization of any vision insurance); and
NOW THEREFORE BE IT RESOLVED that the Oakland County Board of Commissioners approves the
proposed one year Collective Bargaining Agreement between the County of Oakland and the Oakland
County Sheriff Deputy Association — Corrections and Court Services, covering the period of October 1,
2015 through September 30, 2016 and that the Board Chairperson on behalf of the County of Oakland, is
authorized to execute said Collective Bargaining Agreement as attached.
Chairperson, on behalf of the Human Resources Committee, I move the adoption of the foregoing
resolution.
HUMAN RESOURCES COMMITTEE
HUMAN RESOURCES COMMITTEE VOTE:
Motion carried unanimously on a roll call vote.
SUMMARY OF AGREEMENT BETWEEN OAKLAND COUNTY
AND
THE OAKLAND COUNTY DEPUTY SHERIFF'S ASSOCIATION
CORRECTIONS & COURT SERVICES
DECEMBER 2015
DURATION:
1 year October 1, 2015 — September 30, 2016
ECONOMIC:
• Wages
3% increase
• Retirement
Deferred Compensation Match
Restore the $300 match effective January 1,
2016.
• Retirement Health Savings Plan
Increase County contribution from $50 to $75
per pay period for those eligible for the
Retirement Health Savings Plan.
• Call-Out Pay
County to pay employee 2 hours at 1.5 time if
call-in is canceled within 60 minutes of start of
shift.
• Court Appearance Pay
Employee who is off duty (not on any type of
leave) and called to court, receives a minimum
of 3 hours pay.
• Cell Extraction Team
County to provide one pair of boots every 2
years for represented employees on the cell
extraction team at maximum cost of $150 per
pair.
• Physical Fitness
Represented employee to receive $100 per
year if they meet physical fitness standards by
December 31.
• Damaged Glasses Provision
The County will replace glasses to a maximum
cost of $250 if damaged while performing work
related functions. (After utilization of any vision
insurance.)
NON-ECONOMIC
Promotions and Filling of Vacancies
Whenever the Department fills a Deputy vacancy
i
n
t
h
e
L
a
w
Enforcement Bargaining Unit it shall be filled from
q
u
a
l
i
f
i
e
d
members of the OCDSA Bargaining Units provided, h
o
w
e
v
e
r
,
t
h
a
t
i
f
less than 75 members of the OCDSA Bargaining U
n
i
t
s
a
p
p
l
y
f
o
r
promotion to be a Road Deputy in the Law Enforcem
e
n
t
B
a
r
g
a
i
n
i
n
g
Unit, then the Sheriff shall have the discretion to f
i
l
l
o
n
e
o
f
t
h
o
s
e
vacancies from outside of the OCDSA Bargaining
U
n
i
t
s
f
o
r
e
v
e
r
y
one vacancy filled from the OCDSA Bargaining Uni
t
s
.
I
f
m
o
r
e
t
h
a
n
75 members of the OCDSA Bargaining Units apply
f
o
r
p
r
o
m
o
t
i
o
n
t
o
a Road Deputy in the Law Enforcement Bargaining U
n
i
t
,
t
h
e
n
f
o
r
every five vacancies filled, the Sheriff shall have the di
s
c
r
e
t
i
o
n
t
o
f
i
l
l
one of those vacancies from outside the OCDSA Bar
g
a
i
n
i
n
g
U
n
i
t
s
.
Provided further, that where the Sheriff's Office a
d
d
s
a
d
d
i
t
i
o
n
a
l
positions in the Law Enforcement Bargaining Un
i
t
a
s
a
r
e
s
u
l
t
o
f
absorbing personnel from a law enforcement agency in
t
h
e
C
o
u
n
t
y
,
this paragraph shall not apply,
The Sheriffs Office agrees to pay for the MCOLES ph
y
s
i
c
a
l
p
r
e
t
e
s
t
up to one time per year for those Deputies on the pro
m
o
t
i
o
n
a
l
l
i
s
t
.
It will be incumbent upon the Deputy to provide rece
i
p
t
o
f
p
a
y
m
e
n
t
for the MCOLES pretest to the proper authority for re
i
m
b
u
r
s
e
m
e
n
t
.
Scheduling Leave
Shift and Leave Day Exchanges will be permitt
e
d
u
n
d
e
r
t
h
e
following conditions. Unless exigent circumstances ex
i
s
t
,
a
r
e
q
u
e
s
t
for shift/leave day exchange shall be submitted at l
e
a
s
t
7
2
h
o
u
r
s
prior to the exchange taking place. Shift exchanges
m
a
y
b
e
f
o
r
a
l
l
or any part of a shift, provided it is at the beginning or end of a shift
Trades shall be limited to Deputies whose classifications are the
same. There shall be no cross-divisional trades allowed except at
management's discretion. As a minimum, one exchange per shift
will be allowed. Any Deputy who fails to work their portion of a
leave day exchange shall have that amount of hours deducted from
their leave banks, and will be charged an "ill" day on their synopsis
sheet. Further that Deputy shall be prohibited from participating in
a shift/leave day exchange for a period of one year from the date of
the infraction.
Overtime
If there are sufficient volunteers under the above provisions the
Employer shall than order Deputies employed in Corrections
Services/Main and Corrections Services Satellites to work overtime
to fill positions that are normally authorized and staffed on a full-
time basis, by reverse seniority. Lists of forced overtime shall be
maintained within each Division. The lists shall be continuous by
seniority and ordered overtime, and will start over at each shift
and/or location selection. Forced overtime shall be equalized to the
fullest extent practicable. Once the force list is exhausted, the
following order of forcing will be used.
Forcing to Circuit Court:
Deputies not going into their weekend assigned to the
Circuit/District. If insufficient staff still exists, then Deputies
assigned to the Enex, not going into their weekend will be forced.
The Deputies assigned to the Annex not going into their weekend,
and finally Deputies assigned to the Main Jail not going into their
weekends. Once all these have been exhausted the order will
repeat itself with Deputies going into their weekend. If there are still
vacancies that need to be filled then the force shall go to the Patrol
Services division starting with Deputies not going on their weekend.
If a vacancy still exists after this, then the process will start over
with Deputies assigned to Circuit Court/District Court with vacation
the next day.
Allow Sheriff's Office to assign staff within Main, Annex and
Visitation on a day to day basis, as needed, but keep the locations
separate for bump purposes.
C. When hiring overtime off the 28 day list, should a Deputy be
contacted eight hours or less before the beginning of a shift and
refuse the overtime, it shall not be recorded as a "REFUSAL".
Should a Deputy be contacted more than eight hours prior to the
beginning of a shift and refuse to work the o
v
e
r
t
i
m
e
i
t
w
i
l
l
b
e
recorded as a "REFUSAL" and count as a "HI
R
E
"
.
W
h
e
n
h
i
r
i
n
g
overtime more than eight (8) hours in advance
,
a
n
y
D
e
p
u
t
y
c
a
l
l
i
n
g
back within thirty (30) minutes shall be hir
e
d
f
o
r
t
h
e
o
v
e
r
t
i
m
e
offered in order of seniority and number of
h
i
r
e
s
.
I
f
o
v
e
r
t
i
m
e
i
s
being hired due to a late call or other unforese
e
n
r
e
a
s
o
n
s
p
r
i
o
r
t
o
the start of the next shift, the Sergeants do
n
o
t
n
e
e
d
t
o
w
a
i
t
f
o
r
anyone to call back.
E. 6 Deputies off work for more than seven co
n
s
e
c
u
t
i
v
e
d
a
y
s
because of workers compensation injury, sh
o
r
t
o
r
l
o
n
g
t
e
r
m
disability, military leave or vacation (VAC, PLV,
B
U
-
0
9
,
e
t
c
.
)
a
n
d
who have their name come up for forced overti
m
e
s
h
a
l
l
b
e
g
i
v
e
n
credit as if they were working and forced. Further
,
D
e
p
u
t
i
e
s
s
i
g
n
e
d
up for voluntary overtime and have their name c
o
m
e
u
p
f
o
r
f
o
r
c
e
d
overtime on the same day and shift shall rec
e
i
v
e
c
r
e
d
i
t
f
o
r
t
h
e
forced overtime. New hires shall be placed on t
h
e
f
o
r
c
e
d
o
v
e
r
t
i
m
e
list with the average number of forced on that l
i
s
t
u
p
o
n
c
o
m
p
l
e
t
i
o
n
of training or as determined by management.
A
n
y
D
e
p
u
t
y
w
h
o
s
e
name comes up for a force and has already
w
o
r
k
e
d
s
i
x
t
e
e
n
(
1
6
)
hours shall be given credit for a force,
Salary Schedule Progression
All persons hired shall progress in accordan
c
e
w
i
t
h
t
h
e
s
a
l
a
r
y
schedules established herein, except that the S
h
e
r
i
f
f
s
h
a
l
l
h
a
v
e
t
h
e
discretion to hire or promote persons into this
b
a
r
g
a
i
n
i
n
g
u
n
i
t
w
i
t
h
prior public safety experience and may place
t
h
e
m
a
t
a
s
t
e
p
i
n
t
h
e
salary schedule that is consistent with
t
h
e
i
r
p
u
b
l
i
c
s
a
f
e
t
y
experience, and except further that the Sheriff m
a
y
a
d
v
a
n
c
e
a
n
employee on the salary schedules to a higher s
t
e
p
i
f
t
h
e
S
h
e
r
i
f
f
determines that the employee's job performanc
e
w
a
r
r
a
n
t
s
s
u
c
h
advancement.
• Memorandum of Agreement
-Dues Cancellation
-Pilot Program for Compensatory Time for Fore
n
s
i
c
Laboratory
• Random Drug Testing Policy
COLLECTIVE BARGAINING
A
G
R
E
E
M
E
N
T
BETWEEN
THE COUNTY OF OAKLAN
D
,
THE SHERIFF'S OFFICE
AND
THE OAKLAND COUNTY D
E
P
U
T
Y
S
H
E
R
I
F
F
'
S
A
S
S
O
C
I
A
T
I
O
N
Corrections and Court Service
s
OCTOBER 1, 2015 TO SEPT
E
M
B
E
R
3
0
,
2
0
1
6
TABLE OF CONTENTS
AGREEMENT
ARTICLE I RECOGNITION
ARTICLE II MANAGEMENT RESPONSIBILITY
ARTICLE III DUES CHECK- OFF
ARTICLE IV BASIS OF REPRESENTATION
ARTICLE V GRIEVANCE PROCEDURE
ARTICLE VI BULLETIN BOARD
ARTICLE VII SENIORITY
ARTICLE VIII LAYOFF, RECALL AND TRANSFERS
ARTICLE IX PROMOTIONS AND FILLING OF VACANCIES
ARTICLE X FALSE ARREST INSURANCE
ARTICLE XI DEFENSE AND INDEMNIFICATION
ARTICLE XII GENERAL CONDITIONS
ARTICLE XIII SCHEDULING LEAVE AND SHIFT/LEAVE
DAY EXCHANGE
ARTICLE XIV BU -09 LEAVE
ARTICLE XV HOLIDAYS AND HOLIDAY SCHEDULING
ARTICLE XVI LOCATION PREFERENCE
ARTICLE XVII SHIFT PREFERENCE
ARTICLE XVIII SPECIAL ASSIGNMENTS
ARTICLE XIX OVERTIME
ARTICLE XX ADOPTION BY REFERENCE OR RELEVANT
RESOLUTIONS AND PERSONNEL POLICIES
ARTICLE XXI RETIREMENT BENEFITS
(EMPLOYEES HIRED PRIOR TO 5127195)
ARTICLE XXII RETIREMENT BENEFITS
(EMPLOYEES HIRED ON OR AFTER 5/27/95)
ARTICLE XXIII MAINTENANCE OF CONDITIONS
ARTICLE XXIV ECONOMIC MATTERS
ARTICLE XXV NO STRIKE - LOCKOUT
ARTICLE XXVI DURATION
PAGE 4
PAGE 4
PAGE 4
PAGE 4
PAGE 5
PAGE 6
PAGE 8
PAGE 8
PAGE 9
PAGE 10
PAGE II
PAGE 12
PAGE 13
PAGE 16
PAGE 17
PAGE 18
PAGE 19
PAGE 22
PAGE 22
PAGE 23
PAGE 27
PAGE 27
PAGE 30
PAGE 30
PAGE 30
PAGE 31
PAGE 31
II
III
IV
V
VI
VII
VIII
IX
X
APPENDIX A
WAGES
FORENSIC LABORATORY SPECIALIST BONUS
PREMIUM PAY DIVERS
CALL- OUT PAY
COURT APPEARANCE
SALARY S i'EPS/MERIT INCREASES
DEFERRED COMPENSATION MATCH
MILEAGE
CLOTHING AND EQUIPMENT
PHYSICAL FITNESS INCENTIVE PROGRAM
PAGE 33
PAGE 34
PAGE 34
PAGE 34
PAGE 35
PAGE 35
PAGE 35
PAGE 35
PAGE 35
PAGE 36
2
APPENDIX B
PAGE 38
PAGE 39
PAGE 41
PAGE 42
PAGE 42
FRINGE BENEFITS
HEALTH BENEFITS
BEREAVEMENT LEAVE
JURY DUTY
PERSONAL LEAVE
APPENDDC C
MERIT RULE #17 (WORK CONNECTED INJURY OR ILLNESS)
MERIT RULE 423 (ANNUAL LEAVE)
AGREEMENT - SERGEANT'S PROMOTIONAL EXAM
LETTER OF UNDERSTANDING CONCERNING CANINE
PROGRAM
MEMORANDUM OF UNDERSTANDING -
CHECK OFF CANCELLATION
MEMORANDUM OF UNDERSTANDING -
PILOT PROGRAM FOR COMP TIME FOR FORENSIC
LAB SPECIALISTS
DRUG TESTING POLICY
PAGE 46
PAGE 48
PAGE 51
PAGE 53
PAGE 55
PAGE 56
PAGE 57
APPENDIX D
MEDICAL OPTIONS COMPARISON PAGE 58
3
AGREEMENT
This agreement is made and entered
i
n
t
o
t
h
i
s
day of , 2015, A.D. by and between the C
o
u
n
t
y
of Oakland and the Oakland County
S
h
e
r
i
f
f
;
hereinafter referred to collectively as the "Em
p
l
o
y
e
r
,
"
a
n
d
t
h
e
O
a
k
l
a
n
d
County Sheriff's Association, hereina
f
t
e
r
r
e
f
e
r
r
e
d
t
o
a
s
t
h
e
"
U
n
i
o
n
"
.
I
t
i
s
t
h
e
d
e
s
i
r
e
o
f
b
o
t
h
p
a
r
t
i
e
s
t
o
t
h
i
s
a
g
r
e
e
m
e
n
t
t
o
continue to work harmoniously and
t
o
p
r
o
m
o
t
e
a
n
d
m
a
i
n
t
a
i
n
h
i
g
h
s
t
a
n
d
a
r
d
s
b
e
t
w
e
e
n
t
h
e
E
m
p
l
o
y
e
r
a
n
d
e
m
p
l
o
y
e
e
s
,
which will best serve the citizens of O
a
k
l
a
n
d
C
o
u
n
t
y
.
I. RECOGNITION
The Employer recognizes the Uni
o
n
a
s
t
h
e
e
x
c
l
u
s
i
v
e
r
e
p
r
e
s
e
n
t
a
t
i
v
e
o
f
t
h
e
e
m
p
l
o
y
e
e
s
o
f
t
h
e
O
a
k
l
a
n
d
County Sheriff's Office, for the purpo
s
e
s
o
f
c
o
l
l
e
c
t
i
v
e
b
a
r
g
a
i
n
i
n
g
w
i
t
h
r
e
s
p
e
c
t
t
o
r
a
t
e
s
o
f
p
a
y
,
w
a
g
e
s
,
h
o
u
r
s
o
f
employment and other terms and co
n
d
i
t
i
o
n
s
o
f
e
m
p
l
o
y
m
e
n
t
,
i
n
t
h
e
f
o
l
l
o
w
i
n
g
b
a
r
g
a
i
n
i
n
g
u
n
i
t
f
o
r
w
h
i
c
h
t
h
e
y
have been certified and in which the
U
n
i
o
n
i
s
r
e
c
o
g
n
i
z
e
d
a
s
a
c
o
l
l
e
c
t
i
v
e
b
a
r
g
a
i
n
i
n
g
r
e
p
r
e
s
e
n
t
a
t
i
v
e
,
s
u
b
j
e
c
t
t
o
and in accordance with the provisio
n
s
o
f
A
c
t
3
3
6
o
f
t
h
e
P
u
b
l
i
c
A
c
t
s
o
f
1
9
4
7
a
s
a
m
e
n
d
e
d
.
All Corrections Deputy I and Corrections Deputy II, and Forensic
Laboratory Specialists I and 11, but
e
x
c
l
u
d
i
n
g
D
e
p
u
t
y
I
(
P
a
t
r
o
l
)
,
Deputy II (Patrol), supervisors and all
o
t
h
e
r
e
m
p
l
o
y
e
e
s
.
IL MANAGEMENT RESPONSIBILITY
The right to hire, promote, discha
r
g
e
,
o
r
d
i
s
c
i
p
l
i
n
e
f
o
r
j
u
s
t
c
a
u
s
e
,
a
n
d
t
o
m
a
i
n
t
a
i
n
d
i
s
c
i
p
l
i
n
e
a
n
d
efficiency of employees, is the sole responsibility of the Employer exce
p
t
t
h
a
t
U
n
i
o
n
m
e
m
b
e
r
s
s
h
a
l
l
n
o
t
b
e
discriminated against as such. In add
i
t
i
o
n
,
t
h
e
w
o
r
k
s
c
h
e
d
u
l
e
s
,
m
e
t
h
o
d
s
a
n
d
m
e
a
n
s
o
f
D
e
p
a
r
t
m
e
n
t
o
p
e
r
a
t
i
o
n
s
are solely and exclusively the res
p
o
n
s
i
b
i
l
i
t
y
o
f
t
h
e
E
m
p
l
o
y
e
r
,
s
u
b
j
e
c
t
h
o
w
e
v
e
r
,
t
o
t
h
e
p
r
o
v
i
s
i
o
n
s
o
f
t
h
i
s
Agreement.
DUES CHECK-OFF
A. The Employer agrees to deduct the
U
n
i
o
n
m
e
m
b
e
r
s
h
i
p
i
n
i
t
i
a
t
i
o
n
f
e
e
a
n
d
d
u
e
s
,
o
n
c
e
e
a
c
h
month, from the pay of those employ
e
e
s
w
h
o
i
n
d
i
v
i
d
u
a
l
l
y
a
u
t
h
o
r
i
z
e
i
n
w
r
i
t
i
n
g
t
h
a
t
s
u
c
h
d
e
d
u
c
t
i
o
n
s
b
e
m
a
d
e
.
All authorizations delivered to the Em
p
l
o
y
e
r
p
r
i
o
r
t
o
t
h
e
f
i
r
s
t
d
a
y
o
f
t
h
e
m
o
n
t
h
s
h
a
l
l
b
e
c
o
m
e
e
f
f
e
c
t
i
v
e
d
u
r
i
n
g
that succeeding month. Check-off m
o
n
i
e
s
w
i
l
l
b
e
d
e
d
u
c
t
e
d
f
r
o
m
t
h
e
s
e
c
o
n
d
p
a
y
c
h
e
c
k
o
f
e
a
c
h
m
o
n
t
h
a
n
d
s
h
a
l
l
4
be remitted together with an itemized s
t
a
t
e
m
e
n
t
t
o
t
h
e
l
o
c
a
l
t
r
e
a
s
u
r
e
r
,
w
i
t
h
i
n
1
4
d
a
y
s
a
f
t
e
r
t
h
e
d
e
d
u
c
t
i
o
n
s
h
a
v
e
been made.
B. Any employee shall cease to be subjec
t
t
o
c
h
e
c
k
-
o
f
f
d
e
d
u
c
t
i
o
n
s
b
e
g
i
n
n
i
n
g
w
i
t
h
t
h
e
m
o
n
t
h
immediately following the month in w
h
i
c
h
h
e
/
s
h
e
i
s
n
o
l
o
n
g
e
r
a
m
e
m
b
e
r
o
f
t
h
e
b
a
r
g
a
i
n
i
n
g
u
n
i
t
.
C. Any employee may voluntarily cance
l
o
r
r
e
v
o
k
e
t
h
e
A
u
t
h
o
r
i
z
a
t
i
o
n
f
o
r
C
h
e
c
k
-
O
f
f
deduction upon written notice to the
E
m
p
l
o
y
e
r
a
n
d
t
h
e
U
n
i
o
n
.
S
u
c
h
v
o
l
u
n
t
a
r
y
w
i
t
h
d
r
a
w
a
l
f
r
o
m
p
a
y
r
o
l
l
deduction of Union dues may only oc
c
u
r
d
u
r
i
n
g
t
h
e
p
e
r
i
o
d
o
f
D
e
c
e
m
b
e
r
1
6
t
h
r
o
u
g
h
D
e
c
e
m
b
e
r
3
1
o
f
a
n
y
calendar year.
D. The Union will protect and save harm
l
e
s
s
t
h
e
E
m
p
l
o
y
e
r
f
r
o
m
a
n
y
a
n
d
a
l
l
c
l
a
i
m
s
,
d
e
m
a
n
d
s
,
suits and other forms of liability by re
a
s
o
n
o
f
a
c
t
i
o
n
t
a
k
e
n
b
y
t
h
e
E
m
p
l
o
y
e
r
f
o
r
t
h
e
p
u
r
p
o
s
e
o
f
c
o
m
p
l
y
i
n
g
w
i
t
h
this section.
IV. BASIS OF REPRESENTATIO
N
A. There shall be one steward and an altern
a
t
e
s
t
e
w
a
r
d
f
o
r
e
a
c
h
s
h
i
f
t
i
n
t
h
e
M
a
i
n
J
a
i
l
,
A
n
n
e
x
,
Court Services and Satellite locations.
S
t
e
w
a
r
d
s
w
i
l
l
b
e
p
e
r
m
i
t
t
e
d
t
o
l
e
a
v
e
t
h
e
i
r
w
o
r
k
,
a
f
t
e
r
o
b
t
a
i
n
i
n
g
a
p
p
r
o
v
a
l
of their respective Sergeant/Lieutena
n
t
a
n
d
r
e
c
o
r
d
i
n
g
t
h
e
i
r
t
i
m
e
,
f
o
r
t
h
e
p
u
r
p
o
s
e
o
f
a
d
j
u
s
t
i
n
g
g
r
i
e
v
a
n
c
e
s
i
n
accordance with the grievance proce
d
u
r
e
a
n
d
f
o
r
r
e
p
o
r
t
i
n
g
t
o
t
h
e
g
r
i
e
v
a
n
t
a
c
h
a
n
g
e
i
n
s
t
a
t
u
s
o
f
h
i
s
/
h
e
r
grievance.
Permission for stewards to leave their
w
o
r
k
s
t
a
t
i
o
n
s
w
i
l
l
n
o
t
b
e
u
n
r
e
a
s
o
n
a
b
l
y
w
i
t
h
h
e
l
d
.
S
t
e
w
a
r
d
s
will report their time to their Sergeant/L
i
e
u
t
e
n
a
n
t
u
p
o
n
r
e
t
u
r
n
i
n
g
f
r
o
m
a
g
r
i
e
v
a
n
c
e
d
i
s
c
u
s
s
i
o
n
.
The privilege of Stewards to leave th
e
i
r
w
o
r
k
d
u
r
i
n
g
w
o
r
k
i
n
g
h
o
u
r
s
,
w
i
t
h
o
u
t
l
o
s
s
o
f
p
a
y
,
i
s
e
x
t
e
n
d
e
d
with the understanding that the time wi
l
l
b
e
d
e
v
o
t
e
d
t
o
p
r
o
m
p
t
h
a
n
d
l
i
n
g
o
f
g
r
i
e
v
a
n
c
e
s
a
n
d
w
i
l
l
n
o
t
b
e
a
b
u
s
e
d
,
and that they will continue to work a
t
t
h
e
i
r
a
s
s
i
g
n
e
d
j
o
b
s
a
t
a
l
l
t
i
m
e
s
e
x
c
e
p
t
w
h
e
n
p
e
r
m
i
t
t
e
d
t
o
l
e
a
v
e
t
h
e
i
r
w
o
r
k
to handle grievances.
B. There shall also be one Chief Steward a
n
d
o
n
e
a
l
t
e
r
n
a
t
e
C
h
i
e
f
S
t
e
w
a
r
d
.
C. There shall be a Grievance Committee
c
o
n
s
i
s
t
i
n
g
o
f
t
h
e
C
h
i
e
f
S
t
e
w
a
r
d
a
n
d
t
w
o
o
t
h
e
r
m
e
m
b
e
r
s
t
o
b
e
selected by the Union and certified in w
r
i
t
i
n
g
t
o
t
h
e
E
m
p
l
o
y
e
r
.
T
h
e
E
m
p
l
o
y
e
r
s
h
a
l
l
m
e
e
t
w
h
e
n
e
v
e
r
n
e
c
e
s
s
a
r
y
,
5
at a mutually convenient time, with t
h
e
U
n
i
o
n
G
r
i
e
v
a
n
c
e
C
o
m
m
i
t
t
e
e
.
T
h
e
p
u
r
p
o
s
e
o
f
t
h
e
G
r
i
e
v
a
n
c
e
Committee meetings will be to adjust pend
i
n
g
g
r
i
e
v
a
n
c
e
s
a
n
d
t
o
d
i
s
c
u
s
s
w
i
t
h
t
h
e
E
m
p
l
o
y
e
r
o
t
h
e
r
i
s
s
u
e
s
w
h
i
c
h
would improve the relationship between p
a
r
t
i
e
s
.
D. The Local Union President shall, at his/h
e
r
o
p
t
i
o
n
,
b
e
s
c
h
e
d
u
l
e
d
o
n
t
h
e
d
a
y
s
h
i
f
t
,
M
o
n
d
a
y
t
h
r
o
u
g
h
Friday. The Local Union President may
c
o
n
d
u
c
t
U
n
i
o
n
b
u
s
i
n
e
s
s
a
t
t
h
e
D
e
p
a
r
t
m
e
n
t
,
h
o
w
e
v
e
r
,
h
e
/
s
h
e
s
h
a
l
l
n
o
t
leave his/her work area without the p
e
r
m
i
s
s
i
o
n
o
f
h
i
s
/
h
e
r
s
u
p
e
r
v
i
s
o
r
,
w
h
i
c
h
p
e
r
m
i
s
s
i
o
n
w
i
l
l
n
o
t
b
e
unreasonably withheld. In no event shall the
L
o
c
a
l
U
n
i
o
n
P
r
e
s
i
d
e
n
t
b
e
p
a
i
d
o
v
e
r
t
i
m
e
w
h
i
l
e
c
o
n
d
u
c
t
i
n
g
U
n
i
o
n
business.
The privilege of the Local Union President
t
o
l
e
a
v
e
h
i
s
/
h
e
r
w
o
r
k
d
u
r
i
n
g
w
o
r
k
i
n
g
h
o
u
r
s
,
w
i
t
h
o
u
t
l
o
s
s
o
f
pay, is extended with the understanding t
h
a
t
t
h
e
t
i
m
e
w
i
l
l
b
e
d
e
v
o
t
e
d
t
o
t
h
e
p
r
o
m
p
t
h
a
n
d
l
i
n
g
o
f
g
r
i
e
v
a
n
c
e
s
a
n
d
Union matters and will not be abused, and
t
h
a
t
h
e
/
s
h
e
w
i
l
l
c
o
n
t
i
n
u
e
t
o
w
o
r
k
a
t
h
i
s
/
h
e
r
a
s
s
i
g
n
e
d
j
o
b
a
t
a
l
l
t
i
m
e
s
except when permitted to leave his/her w
o
r
k
,
V. GRIEVANCE PROCEDURE
The Employer and the Union support a
n
d
s
u
b
s
c
r
i
b
e
t
o
a
n
o
r
d
e
r
l
y
m
e
t
h
o
d
o
f
a
d
j
u
s
t
i
n
g
e
m
p
l
o
y
e
e
grievances. To this end, the Employer a
n
d
t
h
e
U
n
i
o
n
a
g
r
e
e
t
h
a
t
a
n
e
m
p
l
o
y
e
e
s
h
o
u
l
d
f
i
r
s
t
b
r
i
n
g
h
i
s
/
h
e
r
problem or grievance to the attention
o
f
h
i
s
/
h
e
r
C
o
m
m
a
n
d
O
f
f
i
c
e
r
,
w
h
o
h
a
s
t
h
e
a
u
t
h
o
r
i
t
y
t
o
a
d
j
u
s
t
t
h
e
grievance, with or without his/her Union R
e
p
r
e
s
e
n
t
a
t
i
v
e
w
i
t
h
i
n
4
5
c
a
l
e
n
d
a
r
d
a
y
s
o
f
t
h
e
o
c
c
u
r
r
e
n
c
e
o
r
w
i
t
h
i
n
45 calendar days after the Union or the aggr
i
e
v
e
d
b
e
c
o
m
e
s
a
w
a
r
e
a
n
d
/
o
r
s
h
o
u
l
d
h
a
v
e
b
e
e
n
a
w
a
r
e
o
f
t
h
e
c
a
u
s
e
for the grievance. If the matter is no
t
r
e
s
o
l
v
e
d
,
t
h
e
g
r
i
e
v
a
n
c
e
m
a
y
b
e
b
r
o
u
g
h
t
t
o
t
h
e
a
t
t
e
n
t
i
o
n
o
f
t
h
e
Undersheriff/designee who will attemp
t
t
o
r
e
s
o
l
v
e
t
h
e
g
r
i
e
v
a
n
c
e
i
n
f
o
r
m
a
l
l
y
w
i
t
h
t
h
e
U
n
i
o
n
S
t
e
w
a
r
d
.
Suspensions of 10 days or less and all
o
t
h
e
r
d
i
s
c
i
p
l
i
n
a
r
y
a
c
t
i
o
n
s
s
h
a
l
l
n
o
t
b
e
s
u
b
j
e
c
t
f
o
r
t
h
e
g
r
i
e
v
a
n
c
e
procedure but shall be processed accordi
n
g
t
o
t
h
e
p
r
o
c
e
d
u
r
e
s
o
f
t
h
e
P
e
r
s
o
n
n
e
l
A
p
p
e
a
l
B
o
a
r
d
.
D
i
s
c
i
p
l
i
n
a
r
y
actions greater than 10 day suspensions,
i
n
c
l
u
d
i
n
g
d
i
s
m
i
s
s
a
l
s
a
n
d
d
e
m
o
t
i
o
n
s
,
s
h
a
l
l
b
e
s
u
b
j
e
c
t
t
o
t
h
e
g
r
i
e
v
a
n
c
e
procedure.
6
Step 1
If the grievance is not settled informally,
i
t
s
h
a
l
l
b
e
d
i
s
c
u
s
s
e
d
w
i
t
h
t
h
e
S
h
i
f
t
S
t
e
w
a
r
d
a
n
d
s
h
a
l
l
be reduced to writing, signed by the agg
r
i
e
v
e
d
e
m
p
l
o
y
e
e
(
s
)
o
r
h
i
s
/
h
e
r
U
n
i
o
n
R
e
p
r
e
s
e
n
t
a
t
i
v
e
a
n
d
submitted to the Undersheriff/designee w
i
t
h
i
n
t
h
e
a
f
o
r
e
m
e
n
t
i
o
n
e
d
4
5
c
a
l
e
n
d
a
r
d
a
y
s
.
Step 2
The written grievance shall be disc
u
s
s
e
d
b
e
t
w
e
e
n
t
h
e
P
r
e
s
i
d
e
n
t
/
d
e
s
i
g
n
e
e
a
n
d
t
h
e
Undersheriff/designee. The Undersheriff/
d
e
s
i
g
n
e
e
w
i
l
l
a
t
t
e
m
p
t
t
o
a
d
j
u
s
t
t
h
e
m
a
t
t
e
r
a
n
d
w
i
l
l
g
i
v
e
a
written decision within five days (exclu
d
i
n
g
S
a
t
u
r
d
a
y
,
S
u
n
d
a
y
a
n
d
h
o
l
i
d
a
y
s
)
o
f
r
e
c
e
i
p
t
o
f
t
h
e
w
r
i
t
t
e
n
grievance.
Step 3
Any grievance not settled at Step 2 may
b
e
s
u
b
m
i
t
t
e
d
t
o
t
h
e
n
e
x
t
m
e
e
t
i
n
g
o
f
t
h
e
G
r
i
e
v
a
n
c
e
Committee comprised of the Sheriffs O
f
f
i
c
e
,
C
o
u
n
t
y
L
a
b
o
r
R
e
l
a
t
i
o
n
s
a
n
d
U
n
i
o
n
R
e
p
r
e
s
e
n
t
a
t
i
v
e
s
.
Any grievance not submitted to the next G
r
i
e
v
a
n
c
e
C
o
m
m
i
t
t
e
e
m
e
e
t
i
n
g
,
b
y
w
r
i
t
t
e
n
n
o
t
i
f
i
c
a
t
i
o
n
t
o
t
h
e
Employer within five days of the Un
d
e
r
s
h
e
r
i
f
f
/
d
e
s
i
g
n
e
e
'
s
w
r
i
t
t
e
n
d
e
c
i
s
i
o
n
,
s
h
a
l
l
b
e
c
o
n
s
i
d
e
r
e
d
dropped.
Any matter not settled in Step 3 of the g
r
i
e
v
a
n
c
e
p
r
o
c
e
d
u
r
e
m
a
y
b
e
s
u
b
m
i
t
t
e
d
t
o
f
i
n
a
l
a
n
d
b
i
n
d
i
n
g
arbitration by either of the parties, A requ
e
s
t
f
o
r
a
r
b
i
t
r
a
t
i
o
n
m
u
s
t
b
e
s
u
b
m
i
t
t
e
d
b
y
w
r
i
t
t
e
n
n
o
t
i
c
e
t
o
t
h
e
o
t
h
e
r
party within 15 days after the Union's re
c
e
i
p
t
o
f
t
h
e
w
r
i
t
t
e
n
r
e
s
p
o
n
s
e
i
n
d
i
c
a
t
i
n
g
t
h
e
o
u
t
c
o
m
e
o
f
t
h
e
G
r
i
e
v
a
n
c
e
Committee meeting, Receipt by the Un
i
o
n
s
h
a
l
l
o
c
c
u
r
o
n
t
h
e
d
a
y
t
h
e
r
e
s
p
o
n
s
e
i
s
h
a
n
d
d
e
l
i
v
e
r
e
d
o
r
e
-
m
a
i
l
e
d
t
o
the Union office, three days shall be adde
d
f
r
o
m
t
h
e
d
a
t
e
o
f
m
a
i
l
i
n
g
t
o
t
h
e
t
i
m
e
p
e
r
i
o
d
t
o
d
e
m
a
n
d
a
r
b
i
t
r
a
t
i
o
n
.
The grievances upon which arbitration has
b
e
e
n
d
e
m
a
n
d
e
d
s
h
a
l
l
b
e
r
e
f
e
r
r
e
d
t
o
o
n
e
o
f
t
h
e
f
o
l
l
o
w
i
n
g
a
r
b
i
t
r
a
t
o
r
s
in accordance with the date of the writte
n
g
r
i
e
v
a
n
c
e
,
t
h
e
o
l
d
e
s
t
g
r
i
e
v
a
n
c
e
b
e
i
n
g
r
e
f
e
r
r
e
d
f
i
r
s
t
:
1. GEORGE ROUMELL
2. BEN WOLKINSON
3. MARK GLAZER
A grievance shall be referred to the list
e
d
a
r
b
i
t
r
a
t
o
r
s
i
n
t
h
e
o
r
d
e
r
i
n
w
h
i
c
h
t
h
e
y
a
p
p
e
a
r
.
O
n
c
e
a
grievance has been referred to an arbitrato
r
,
a
s
u
b
s
e
q
u
e
n
t
g
r
i
e
v
a
n
c
e
s
h
a
l
l
b
e
r
e
f
e
r
r
e
d
t
o
t
h
e
n
e
x
t
a
r
b
i
t
r
a
t
o
r
o
n
the list. After a grievance has been referre
d
t
o
t
h
e
l
a
s
t
a
r
b
i
t
r
a
t
o
r
l
i
s
t
e
d
,
t
h
e
c
y
c
l
e
s
h
a
l
l
r
e
p
e
a
t
,
b
e
g
i
n
n
i
n
g
w
i
t
h
T
7
The first arbitrator. The arbitrator may interpret and apply
t
h
e
p
r
o
v
i
s
i
o
n
s
o
f
t
h
i
s
A
g
r
e
e
m
e
n
t
t
o
d
e
t
e
r
m
i
n
e
t
h
e
grievance before the arbitrator. However, the arbitrat
o
r
s
h
a
l
l
h
a
v
e
n
o
p
o
w
e
r
o
r
a
u
t
h
o
r
i
t
y
i
n
a
n
y
w
a
y
t
o
a
l
t
e
r
,
modify, amend, or add to any provisions of this Agreem
e
n
t
,
o
r
s
e
t
w
a
g
e
r
a
t
e
.
T
h
e
a
r
b
i
t
r
a
t
o
r
s
h
a
l
l
b
e
b
o
u
n
d
b
y
the express provisions of this Agreement. Expenses of
a
r
b
i
t
r
a
t
i
o
n
s
h
a
l
l
b
e
b
o
r
n
e
e
q
u
a
l
l
y
b
y
b
o
t
h
p
a
r
t
i
e
s
.
Any grievance not appealed from a decision in one of the steps of the grievance proce
d
u
r
e
t
o
t
h
e
n
e
x
t
step as prescribed, shall be considered dropped and the l
a
s
t
d
e
c
i
s
i
o
n
f
i
n
a
l
a
n
d
b
i
n
d
i
n
g
,
e
x
c
e
p
t
t
h
a
t
t
h
e
t
i
m
e
limits may be extended by mutual agreement of the par
t
i
e
s
.
I
n
t
h
e
e
v
e
n
t
t
h
e
E
m
p
l
o
y
e
r
s
h
a
l
l
f
a
i
l
t
o
s
u
p
p
l
y
t
h
e
Union with its answer to the particular step within the sp
e
c
i
f
i
e
d
t
i
m
e
l
i
m
i
t
s
,
t
h
e
g
r
i
e
v
a
n
c
e
s
h
a
l
l
b
e
d
e
e
m
e
d
automatically positioned for appeal at the next step with
t
h
e
t
i
m
e
l
i
m
i
t
f
o
r
e
x
e
r
c
i
s
i
n
g
s
a
i
d
a
p
p
e
a
l
c
o
m
m
e
n
c
i
n
g
with the expiration of the grace period for answering.
VI. BULLETIN BOARD
The Union shall provide the Employer with a bulleti
n
b
o
a
r
d
f
o
r
e
a
c
h
w
o
r
k
l
o
c
a
t
i
o
n
f
o
r
t
h
e
p
o
s
t
i
n
g
o
f
U
n
i
o
n
notices bearing the written approval of the President of t
h
e
U
n
i
o
n
,
w
h
i
c
h
s
h
a
l
l
b
e
r
e
s
t
r
i
c
t
e
d
t
o
:
A. Notices of Union recreational and social affairs;
B. Notices of Union elections;
C. Notices of Union appointments and results of Union elec
t
i
o
n
s
;
D. Notices of Union meetings;
E. Other notices of bona fide Union affairs which are not
p
o
l
i
t
i
c
a
l
o
r
l
i
b
e
l
o
u
s
i
n
n
a
t
u
r
e
.
T
h
e
Employer shall designate a 2' x 3' space for said bulletin b
o
a
r
d
s
a
n
d
a
u
t
h
o
r
i
z
e
t
h
e
i
r
i
n
s
t
a
l
l
a
t
i
o
n
.
VII. SENIORITY
A. Seniority is defined as service in OCDSA-represented Co
r
r
e
c
t
i
o
n
s
a
n
d
C
o
u
r
t
S
e
r
v
i
c
e
s
or Law Enforcement bargaining units.
B. New employees may acquire seniority by working twel
v
e
c
o
n
t
i
n
u
o
u
s
m
o
n
t
h
s
,
i
n
which event the employee's seniority will date back to t
h
e
d
a
t
e
o
f
h
i
r
e
i
n
t
o
t
h
e
b
a
r
g
a
i
n
i
n
g
u
n
i
t
.
W
h
e
n
t
h
e
employee acquires seniority, his/her name shall be placed
o
n
t
h
e
s
e
n
i
o
r
i
t
y
l
i
s
t
i
n
t
h
e
o
r
d
e
r
o
f
h
i
s
/
h
e
r
s
e
n
i
o
r
i
t
y
date. In the event two or more employees have the same s
e
n
i
o
r
i
t
y
d
a
t
e
,
s
e
n
i
o
r
i
t
y
r
a
n
k
i
n
g
s
h
a
l
l
b
e
d
e
t
e
r
m
i
n
e
d
8
by the last four digits of the social security numbers, lowest numb
e
r
b
e
i
n
g
g
i
v
e
n
h
i
g
h
e
s
t
s
e
n
i
o
r
i
t
y
.
(
S
e
n
i
o
r
i
t
y
rankings established by the December 14, 1989, Agreement shall no
t
b
e
s
u
b
j
e
c
t
t
o
t
h
i
s
m
e
t
h
o
d
o
f
d
e
t
e
r
m
i
n
i
n
g
seniority).
C. An up-to-date seniority list shall be furnished to the Union every six
m
o
n
t
h
s
.
D. An employee shall lose his seniority for the following reasons:
1. If the employee resigns or retires, except where the employee
r
e
t
u
r
n
s
w
i
t
h
i
n
o
n
e
y
e
a
r
,
t
h
e
employee shall have the unit seniority he/she possessed when he/she left the unit;
1 If the employee is discharged, and not reinstated;
3. If the employee is absent from work for three working days withou
t
n
o
t
i
f
y
i
n
g
t
h
e
E
m
p
l
o
y
e
r
,
unless good cause is established by the employee;
4. If the employee does not return to work for three working da
y
s
w
i
t
h
o
u
t
n
o
t
i
f
y
i
n
g
t
h
e
Employer, unless good cause is established by the employee;
5. If the employee does not return to work when recalled from a layoff.
E. If an employee is transferred or promoted out of the OCDSA-represe
n
t
e
d
C
o
r
r
e
c
t
i
o
n
s
and Court Services or Law Enforcement bargaining units and su
b
s
e
q
u
e
n
t
l
y
r
e
t
u
r
n
s
t
o
e
i
t
h
e
r
b
a
r
g
a
i
n
i
n
g
u
n
i
t
,
the employee shall have the unit seniority he/she possessed when he/
s
h
e
l
e
f
t
t
h
e
u
n
i
t
.
F. As a condition of hire/promotion, all employees hired/promoted as a
D
e
p
u
t
y
I
,
m
u
s
t
complete any test selected by the Employer as a minimum criteria f
o
r
b
e
c
o
m
i
n
g
a
p
o
l
i
c
e
o
f
f
i
c
e
r
,
WU. LAYOFF, RECALL AND TRANSFERS
A. If and when it becomes necessary for the Employer to reduc
e
t
h
e
n
u
m
b
e
r
o
f
e
m
p
l
o
y
e
e
s
i
n
t
h
e
w
o
r
k
f
o
r
c
e
,
the employees will be laid off in seniority order, with highe
r
-
c
l
a
s
s
i
f
i
e
d
b
a
r
g
a
i
n
i
n
g
u
n
i
t
p
e
r
s
o
n
n
e
l
b
u
m
p
i
n
g
lower-classified bargaining unit personnel, including between
O
C
D
S
A
-
r
e
p
r
e
s
e
n
t
e
d
b
a
r
g
a
i
n
i
n
g
u
n
i
t
s
,
b
a
s
e
d
o
n
departmental seniority and on capability of performing available job
s
a
n
d
s
h
a
l
l
b
e
r
e
c
a
l
l
e
d
i
n
t
h
e
s
a
m
e
o
r
d
e
r
.
A. Recall rights shall expire two years after the layoff or length of serv
i
c
e
w
h
i
c
h
e
v
e
r
i
s
less. Employees eligible for recall shall be notified of openings in th
e
i
r
c
l
a
s
s
i
f
i
c
a
t
i
o
n
b
y
c
e
r
t
i
f
i
e
d
m
a
i
l
s
e
n
t
t
o
their last known address. A recalled employee must respond in
w
r
i
t
i
n
g
(
w
h
i
c
h
r
e
q
u
i
r
e
m
e
n
t
w
i
l
l
b
e
s
p
e
l
l
e
d
o
u
t
9
in the written notice of recall) within three working days of r
e
c
e
i
p
t
o
f
t
h
e
n
o
t
i
c
e
i
n
d
i
c
a
t
i
n
g
a
n
i
n
t
e
n
t
t
o
r
e
t
u
r
n
to work within two weeks (14 calendar days) of receip
t
o
f
n
o
t
i
c
e
.
F
a
i
l
u
r
e
t
o
r
e
t
u
r
n
w
i
t
h
i
n
s
a
i
d
t
w
o
w
e
e
k
period shall waive the employee's entitlement to recall. If
t
h
e
p
o
s
i
t
i
o
n
t
o
w
h
i
c
h
t
h
e
e
m
p
l
o
y
e
e
i
s
b
e
i
n
g
r
e
c
a
l
l
e
d
has a maximum salary less than the maximum salary of
t
h
e
p
o
s
i
t
i
o
n
i
n
w
h
i
c
h
h
e
/
s
h
e
h
e
l
d
s
t
a
t
u
s
w
h
e
n
separated, the individual may refuse the position offered
a
n
d
r
e
m
a
i
n
o
n
t
h
e
r
e
c
a
l
l
l
i
s
t
f
o
r
t
i
m
e
l
i
m
i
t
s
s
p
e
c
i
f
i
e
d
herein.
However, if the individual accepts a position with a lower ITI
a
X
i
m
u
i
l
l
s
a
l
a
r
y
t
h
a
n
t
h
e
p
o
s
i
t
i
o
n
i
n
w
h
i
c
h
he/she held status when separated, his/her name shall be re
m
o
v
e
d
f
r
o
m
t
h
e
r
e
c
a
l
l
l
i
s
t
.
E
m
p
l
o
y
e
e
s
r
e
c
a
l
l
e
d
under this provision will not be required to be certified from
a
n
o
p
e
n
c
o
m
p
e
t
i
t
i
v
e
l
i
s
t
,
n
o
r
w
i
l
l
t
h
e
y
b
e
r
e
q
u
i
r
e
d
to serve a new twelve month probationary period.
C. If and when an employee is permanently transferred to anoth
e
r
d
i
v
i
s
i
o
n
w
i
t
h
i
n
t
h
e
D
e
p
a
r
t
m
e
n
t
,
t
h
e
U
n
i
o
n
President or Chief Steward shall be notified of said trans
f
e
r
b
y
t
h
e
E
m
p
l
o
y
e
r
.
IX. PROMOTIONS AND FILLING OF VACANCIES
A. Corrections Deputy II vacancies will be filled by a promotio
n
a
l
e
x
a
m
i
n
a
t
i
o
n
f
r
o
m
Corrections Deputy I or Deputy I (Patrol). Sergean
t
v
a
c
a
n
c
i
e
s
w
i
l
l
a
l
s
o
b
e
f
i
l
l
e
d
b
y
a
p
r
o
m
o
t
i
o
n
a
l
examination open to all qualified OCDSA bargaining unit m
e
m
b
e
r
s
.
T
h
e
S
h
e
r
i
f
f
w
i
l
l
m
a
k
e
h
i
s
s
e
l
e
c
t
i
o
n
f
r
o
m
the three highest-ranking candidates who have passed t
h
e
p
r
o
m
o
t
i
o
n
a
l
e
x
a
m
i
n
a
t
i
o
n
.
D
e
p
u
t
i
e
s
,
w
h
e
n
promoted, will be placed on the lowest step in the new cla
s
s
i
f
i
c
a
t
i
o
n
w
h
i
c
h
p
r
o
v
i
d
e
s
a
n
i
n
c
r
e
a
s
e
o
v
e
r
t
h
e
i
r
current rate.
B. Whenever the Department fills a:Deputy vacancy in the L
a
w
E
n
f
o
r
c
e
m
e
n
t
b
a
r
g
a
i
n
i
n
g
u
n
i
t
it shall be filled from qualified members of the OCDSA ba
r
g
a
i
n
i
n
g
u
n
i
t
s
p
r
o
v
i
d
e
d
,
h
o
w
e
v
e
r
,
t
h
a
t
i
f
l
e
s
s
t
h
a
n
75 members of the OCDSA bargaining unit apply for pro
m
o
t
i
o
n
t
o
b
e
a
R
o
a
d
D
e
p
u
t
y
i
n
t
h
e
L
a
w
E
n
f
o
r
c
e
m
e
n
t
bargaining unit, then the Sheriff shall have the discretion to
f
i
l
l
o
n
e
o
f
t
h
o
s
e
v
a
c
a
n
c
i
e
s
f
r
o
m
o
u
t
s
i
d
e
o
f
t
h
e
OCDSA bargaining units for every one vacancy filled fro
m
t
h
e
O
C
D
S
A
b
a
r
g
a
i
n
i
n
g
u
n
i
t
s
.
I
f
m
o
r
e
t
h
a
n
7
5
members of the OCDSA bargaining units apply for prom
o
t
i
o
n
t
o
a
R
o
a
d
D
e
p
u
t
y
i
n
t
h
e
L
a
w
E
n
f
o
r
c
e
m
e
n
t
bargaining unit, then for every five vacancies filled, the S
h
e
r
i
f
f
s
h
a
l
l
h
a
v
e
t
h
e
d
i
s
c
r
e
t
i
o
n
t
o
f
i
l
l
o
n
e
o
f
t
h
o
s
e
10
vacancies from outside the OCDSA bargaining uni
t
s
.
P
r
o
v
i
d
e
d
f
u
r
t
h
e
r
,
t
h
a
t
w
h
e
r
e
t
h
e
S
h
e
r
i
f
f
s
O
f
f
i
c
e
a
d
d
s
additional positions in the Law Enforcement barg
a
i
n
i
n
g
u
n
i
t
a
s
a
r
e
s
u
l
t
o
f
a
b
s
o
r
b
i
n
g
p
e
r
s
o
n
n
e
l
f
r
o
m
a
l
a
w
enforcement agency in the County, this paragraph shall n
o
t
a
p
p
l
y
.
The County agrees to open the DII Road Deputy t
e
s
t
t
o
a
l
l
D
I
s
t
h
a
t
h
a
v
e
s
u
c
c
e
s
s
f
u
l
l
y
c
o
m
p
l
e
t
e
d
probation, regardless of MCOLES licensing, provid
e
d
t
h
a
t
t
h
e
D
e
p
u
t
y
h
a
s
s
u
c
c
e
s
s
f
u
l
l
y
p
a
s
s
e
d
t
h
e
w
r
i
t
t
e
n
MCOLES test and is not disqualified under Article X
I
I
,
B
,
2
o
r
3
.
T
h
e
C
o
u
n
t
y
w
i
l
l
c
e
r
t
i
f
y
a
l
i
s
t
o
f
t
h
e
t
o
p
three (3) candidates from the promotional list to th
e
S
h
e
r
i
f
f
,
w
h
o
w
i
l
l
s
e
l
e
c
t
a
c
a
n
d
i
d
a
t
e
f
o
r
p
r
o
m
o
t
i
o
n
f
r
o
m
the certified list.
In order to be eligible to be placed on a certified list a D
e
p
u
t
y
m
u
s
t
h
a
v
e
a
c
u
r
r
e
n
t
M
C
O
L
E
S
p
h
y
s
i
c
a
l
pretest on file. If there is not an MCOLES phys
i
c
a
l
p
r
e
t
e
s
t
on file, the Deputy must pass the MCOLES
physical pretest and provide the Human Resources
D
e
p
a
r
t
m
e
n
t
w
i
t
h
t
h
e
t
e
s
t
r
e
s
u
l
t
s
b
e
f
o
r
e
h
e
/
s
h
e
i
s
e
l
i
g
i
b
l
e
t
o
be placed on a certified list.
The Sheriffs Office agrees to place the Deputy select
e
d
b
y
t
h
e
S
h
e
r
i
f
f
f
o
r
p
r
o
m
o
t
i
o
n
i
n
t
o
t
h
e
n
e
x
t
available Police Academy. The Deputy will remain
i
n
t
h
e
i
r
c
u
r
r
e
n
t
c
l
a
s
s
i
f
i
c
a
t
i
o
n
(
D
I
)
u
n
t
i
l
c
o
m
p
l
e
t
i
o
n
o
f
t
h
e
Academy. Upon completion of' the Academy the De
p
u
t
y
w
i
l
l
b
e
p
r
o
m
o
t
e
d
t
o
D
e
p
u
t
y
I
I
a
n
d
w
i
l
l
b
e
p
l
a
c
e
d
i
n
t
o
an FTO program and will serve a 6 month probationary
p
e
r
i
o
d
f
r
o
m
t
h
e
d
a
t
e
o
f
p
r
o
m
o
t
i
o
n
.
The Sheriff's Office agrees to continue to send Corr
e
c
t
i
o
n
s
D
i
l
s
t
o
t
h
e
a
c
a
d
e
m
y
/
r
o
a
d
b
y
s
e
n
i
o
r
i
t
y
a
t
the Sheriff's discretion when a vacancy exists.
The Sheriff's Office agrees to pay for the MCOLES
p
h
y
s
i
c
a
l
p
r
e
t
e
s
t
u
p
t
o
o
n
e
t
i
m
e
p
e
r
y
e
a
r
f
o
r
t
h
o
s
e
Deputies on the promotional list. It will be incumbe
n
t
u
p
o
n
t
h
e
D
e
p
u
t
y
t
o
p
r
o
v
i
d
e
r
e
c
e
i
p
t
o
f
p
a
y
m
e
n
t
f
o
r
t
h
e
MCOLES pretest to the proper authority for reimbursem
e
n
t
.
X. FALSE ARREST INSURANCE
Employees covered by this Agreement shall be provi
d
e
d
b
y
t
h
e
E
m
p
l
o
y
e
r
a
p
o
l
i
c
y
o
f
F
a
l
s
e
A
r
r
e
s
t
L
i
a
b
i
l
i
t
y
Insurance. The premiums for such insurance will be pa
i
d
b
y
t
h
e
C
o
u
n
t
y
.
11,
XL DEFENSE AND INDEMMFICATION
In accordance with Miscellaneous Resolu
t
i
o
n
#
8
5
3
3
9
,
a
d
o
p
t
e
d
N
o
v
e
m
b
e
r
2
1
,
1
9
8
5
,
b
y
t
h
e
B
o
a
r
d
o
f
Commissioners, whenever a claim is made or a
c
i
v
i
l
a
c
t
i
o
n
i
s
c
o
m
m
e
n
c
e
d
a
g
a
i
n
s
t
a
n
o
f
f
i
c
e
r
o
r
e
m
p
l
o
y
e
e
o
f
the County of Oakland for injuries to person
s
o
r
p
r
o
p
e
r
t
y
a
l
l
e
g
e
d
l
y
c
a
u
s
e
d
b
y
t
h
e
o
f
f
i
c
e
r
o
r
e
m
p
l
o
y
e
e
w
h
i
l
e
acting within the scope of his or her authority, t
h
e
C
o
u
n
t
y
s
h
a
l
l
p
a
y
f
o
r
a
l
l
r
e
a
s
o
n
a
b
l
e
c
o
s
t
s
o
f
l
i
t
i
g
a
t
i
o
n
a
n
d
engage or furnish the services of an attorne
y
i
n
a
c
c
o
r
d
a
n
c
e
w
i
t
h
C
o
u
n
t
y
p
o
l
i
c
y
t
o
a
d
v
i
s
e
t
h
e
o
f
f
i
c
e
r
o
r
employee as to the claim and to appear for and
r
e
p
r
e
s
e
n
t
t
h
e
o
f
f
i
c
e
r
o
r
E
m
p
l
o
y
e
r
i
n
a
c
t
i
o
n
,
T
h
e
C
o
u
n
t
y
m
a
y
compromise, settle and pay the claim befor
e
o
r
a
f
t
e
r
t
h
e
c
o
m
m
e
n
c
e
m
e
n
t
o
f
a
c
i
v
i
l
a
c
t
i
o
n
.
W
h
e
n
e
v
e
r
a
judgement for damages is awarded against an o
f
f
i
c
e
r
o
r
e
m
p
l
o
y
e
e
o
f
t
h
e
C
o
u
n
t
y
a
s
a
r
e
s
u
l
t
o
f
a
c
i
v
i
l
a
c
t
i
o
n
f
o
r
personal injuries or property damage caused by the
o
f
f
i
c
e
r
o
r
e
m
p
l
o
y
e
e
w
h
i
l
e
i
n
t
h
e
c
o
u
r
s
e
o
f
e
m
p
l
o
y
m
e
n
t
a
n
d
while acting within the scope of his or her auth
o
r
i
t
y
,
t
h
e
C
o
u
n
t
y
o
f
O
a
k
l
a
n
d
s
h
a
l
l
i
n
d
e
m
n
i
f
y
t
h
e
o
f
f
i
c
e
r
o
r
employee or pay, settle or compromise the
j
u
d
g
e
m
e
n
t
.
T
o
b
e
e
l
i
g
i
b
l
e
f
o
r
t
h
e
D
e
f
e
n
s
e
a
n
d
I
n
d
e
m
n
i
t
y
obligations set forth in this paragraph, officer
s
a
n
d
e
m
p
l
o
y
e
e
s
s
h
a
l
l
c
o
o
p
e
r
a
t
e
i
n
a
l
l
r
e
s
p
e
c
t
s
w
i
t
h
C
o
r
p
o
r
a
t
i
o
n
Counsel or assigned counsel in defending the claim
o
r
l
a
w
s
u
i
t
.
When a criminal action is commenced against a
n
o
f
f
i
c
e
r
o
r
e
m
p
l
o
y
e
e
o
f
t
h
e
C
o
u
n
t
y
o
f
O
a
k
l
a
n
d
b
a
s
e
d
upon the conduct of the officer or employee in
t
h
e
c
o
u
r
s
e
o
f
e
m
p
l
o
y
m
e
n
t
,
i
f
t
h
e
e
m
p
l
o
y
e
e
o
r
o
f
f
i
c
e
r
h
a
d
a
reasonable basis for believing that he or she w
a
s
a
c
t
i
n
g
w
i
t
h
i
n
t
h
e
s
c
o
p
e
o
f
h
i
s
o
r
h
e
r
a
u
t
h
o
r
i
t
y
a
t
t
h
e
t
i
m
e
o
f
the alleged conduct, the County of Oakland sh
a
l
l
p
a
y
f
o
r
,
e
n
g
a
g
e
o
r
f
u
r
n
i
s
h
t
h
e
s
e
r
v
i
c
e
s
o
f
a
n
a
t
t
o
r
n
e
y
t
o
advise the officer or employee as to the action an
d
t
o
a
p
p
e
a
r
f
o
r
a
n
d
r
e
p
r
e
s
e
n
t
t
h
e
o
f
f
i
c
e
r
o
r
t
h
e
e
m
p
l
o
y
e
e
i
n
the action.
To be eligible for payment or reimbursement
f
o
r
c
o
u
n
s
e
l
,
a
n
e
m
p
l
o
y
e
e
o
r
o
f
f
i
c
e
r
w
h
o
i
s
c
h
a
r
g
e
d
criminally must immediately provide notice o
f
a
n
d
a
c
o
p
y
o
f
t
h
e
c
r
i
m
i
n
a
l
c
h
a
r
g
e
s
t
o
O
a
k
l
a
n
d
C
o
u
n
t
y
Corporation Counsel. It is understood that th
e
b
a
r
g
a
i
n
i
n
g
u
n
i
t
m
e
m
b
e
r
'
s
o
b
l
i
g
a
t
i
o
n
t
o
p
r
o
v
i
d
e
i
m
m
e
d
i
a
t
e
notice to Corporation Counsel of any criminal a
c
t
i
o
n
r
e
q
u
i
r
e
s
t
h
e
m
e
m
b
e
r
t
o
p
r
o
m
p
t
l
y
p
r
o
v
i
d
e
n
o
t
i
c
e
a
s
s
o
o
n
as is practicable, but in no event, not later th
a
n
f
o
u
r
t
e
e
n
(
1
4
)
c
a
l
e
n
d
a
r
d
a
y
s
a
f
t
e
r
r
e
c
e
i
v
i
n
g
n
o
t
i
c
e
o
f
a
n
y
criminal action. Provided that the employee is o
t
h
e
r
w
i
s
e
e
n
t
i
t
l
e
d
t
o
h
a
v
e
t
h
e
C
o
u
n
t
y
p
a
y
f
o
r
t
h
e
s
e
r
v
i
c
e
s
o
f
a
n
12
attorney pursuant to this Article,
t
h
e
p
a
r
t
i
e
s
a
g
r
e
e
t
o
i
d
e
n
t
i
f
y
a
p
a
n
e
l
o
f
f
i
v
e
(
5
)
a
t
t
o
r
n
e
y
s
,
f
r
o
m
w
h
i
c
h
a
member may choose and who w
i
l
l
p
r
o
v
i
d
e
l
e
g
a
l
r
e
p
r
e
s
e
n
t
a
t
i
o
n
,
T
h
e
C
o
u
n
t
y
,
t
h
r
o
u
g
h
t
h
e
O
f
f
i
c
e
o
f
Corporation Counsel, shall select two
(
2
)
a
t
t
o
r
n
e
y
s
,
t
h
e
A
s
s
o
c
i
a
t
i
o
n
s
h
a
l
l
s
e
l
e
c
t
t
w
o
(
2
)
a
t
t
o
r
n
e
y
s
a
n
d
t
h
e
f
i
f
t
h
attorney shall be by mutual agreem
e
n
t
I
n
.
t
h
e
e
v
e
n
t
o
f
a
v
a
c
a
n
c
y
i
n
t
h
e
p
a
n
e
l
i
t
s
h
a
l
l
b
e
f
i
l
l
e
d
b
y
t
h
e
p
a
r
t
y
w
h
o
appointed the attorney who left the
p
a
n
e
l
.
I
n
o
r
d
e
r
t
o
b
e
e
l
i
g
i
b
l
e
f
o
r
p
a
y
m
e
n
t
o
r
r
e
i
m
b
u
r
s
e
m
e
n
t
,
t
h
e
m
e
m
b
e
r
must select an attorney from the pan
e
l
.
I
n
o
r
d
e
r
t
o
b
e
e
l
i
g
i
b
l
e
f
o
r
p
a
y
m
e
n
t
o
r
r
e
i
m
b
u
r
s
e
m
e
n
t
,
t
h
e
m
e
m
b
e
r
must select an attorney from the pa
n
e
l
.
I
t
i
s
u
n
d
e
r
s
t
o
o
d
t
h
a
t
t
h
e
m
a
x
i
m
u
m
p
a
y
m
e
n
t
s
f
r
o
m
t
h
e
C
o
u
n
t
y
s
h
a
l
l
b
e
pursuant to the following schedule
:
M
i
s
d
e
m
e
a
n
o
r
s
-
$
5
,
0
0
0
;
N
o
n
-
c
a
p
i
t
a
l
F
e
l
o
n
y
-
$
1
5
,
0
0
0
;
a
n
d
C
a
p
i
t
a
l
F
e
l
o
n
y
- $30,000. In the event an attorney
p
r
o
v
i
d
e
s
s
e
r
v
i
c
e
s
t
h
r
o
u
g
h
a
n
h
o
u
r
l
y
r
a
t
e
,
t
h
e
a
t
t
o
r
n
e
y
s
h
a
l
l
p
r
o
v
i
d
e
t
h
e
County Department of Corporation C
o
u
n
s
e
l
w
i
t
h
m
o
n
t
h
l
y
b
i
l
l
i
n
g
s
t
h
a
t
d
o
n
o
t
i
n
f
r
i
n
g
e
o
n
t
h
e
a
t
t
o
r
n
e
y
-
c
l
i
e
n
t
relationship. However, in no event
s
h
a
l
l
t
h
e
C
o
u
n
t
y
b
e
l
i
a
b
l
e
f
o
r
a
t
t
o
r
n
e
y
f
e
e
s
i
n
e
x
c
e
s
s
o
f
t
h
e
a
m
o
u
n
t
s
s
e
t
forth above. Separate counts in a
c
r
i
m
i
n
a
l
c
o
m
p
l
a
i
n
t
o
r
i
n
d
i
c
t
m
e
n
t
s
h
a
l
l
n
o
t
b
e
a
g
g
r
e
g
a
t
e
d
(
e
.
g
.
,
a
complaint/indictment count for a
N
o
n
-
c
a
p
i
t
a
l
F
e
l
o
n
y
a
n
d
a
n
o
t
h
e
r
c
o
u
n
t
f
o
r
a
C
a
p
i
t
a
l
F
e
l
o
n
y
w
i
l
l
r
e
s
u
l
t
i
n
a
maximum payment of $30,000; a co
m
p
l
a
i
n
t
o
r
i
n
d
i
c
t
m
e
n
t
f
o
r
t
h
r
e
e
(
3
)
s
e
p
a
r
a
t
e
M
i
s
d
e
m
e
a
n
o
r
s
w
i
l
l
r
e
s
u
l
t
i
n
a
maximum payment of $5,000). An
y
a
t
t
o
r
n
e
y
'
s
f
e
e
s
i
n
e
x
c
e
s
s
o
f
t
h
e
m
a
x
i
m
u
m
a
m
o
u
n
t
s
h
a
l
l
b
e
t
h
e
s
o
l
e
responsibility of the bargaining unit
m
e
m
b
e
r
.
Per MISCELLANEOUS RESO
L
U
T
I
O
N
#
8
6
1
2
4
,
a
d
o
p
t
e
d
M
a
y
8
,
1
9
8
6
b
y
t
h
e
B
o
a
r
d
o
f
Commissioners, "Officer(s) and E
m
p
l
o
y
e
e
(
s
)
o
f
O
a
k
l
a
n
d
C
o
u
n
t
y
"
a
r
e
d
e
f
i
n
e
d
t
o
i
n
c
l
u
d
e
:
E
l
e
c
t
e
d
o
r
Appointed Officer and Officials; Em
p
l
o
y
e
e
s
;
V
o
l
u
n
t
e
e
r
s
;
a
l
l
C
o
m
m
i
t
t
e
e
s
,
A
u
t
h
o
r
i
t
i
e
s
,
C
o
m
m
i
s
s
i
o
n
s
,
B
o
a
r
d
s
and Councils, including those inco
r
p
o
r
a
t
e
d
b
y
a
u
t
h
o
r
i
t
y
o
f
S
t
a
t
e
o
r
F
e
d
e
r
a
l
L
a
w
,
a
n
d
a
l
l
m
e
m
b
e
r
s
t
h
e
r
e
o
f
.
The County may purchase liability
i
n
s
u
r
a
n
c
e
t
o
p
r
o
v
i
d
e
t
h
e
a
b
o
v
e
p
r
o
t
e
c
t
i
o
n
,
o
r
m
a
y
p
r
o
v
i
d
e
a
s
e
l
f
-
insurance program.
XII GENERAL CONDITIONS
A. Except as otherwise provided herei
n
,
t
h
e
e
m
p
l
o
y
e
e
s
i
n
t
h
e
c
l
a
s
s
i
f
i
c
a
t
i
o
n
o
f
C
o
r
r
e
c
t
i
o
n
s
Deputy I and Corrections Deputy II
s
h
a
l
l
b
e
e
n
t
i
t
l
e
d
t
o
a
t
t
e
n
d
t
h
e
P
o
l
i
c
e
A
c
a
d
e
m
y
,
w
i
t
h
t
h
e
s
c
h
e
d
u
l
i
n
g
o
f
their attendance at the sole discreti
o
n
o
f
t
h
e
S
h
e
r
i
f
f
.
13
B. The Department will send in each calendar year a minimum of six Corrections De
p
u
t
y
I
'
s
and/or Corrections Deputy II's to an MCOLES certified Police Academy, p
r
o
v
i
d
e
d
h
o
w
e
v
e
r
,
t
h
a
t
i
n
t
h
e
e
v
e
n
t
the Sheriff, at his sole discretion, decides to send fewer than six in a cale
n
d
a
r
y
e
a
r
n
o
t
l
a
t
e
r
t
h
a
n
t
h
e
n
e
x
t
calendar year the Sheriff shall send additional Deputies to make up for the re
d
u
c
e
d
n
u
m
b
e
r
.
1. The Sheriff shall send Deputies to the Police Academy in order of seniority, most s
e
n
i
o
r
f
i
r
s
t
f
r
o
m
those who apply to attend the Academy. Application to attend the Academy shall
b
e
m
a
d
e
t
o
t
h
e
Sheriff's Office at least 30 calendar days prior to the next Academy.
2. Corrections Deputies with a pending criminal charge or a criminal convic
t
i
o
n
t
h
a
t
w
o
u
l
d
disqualify them from MCOLES licensure under 1998 Public Act 237 (MCL 2
8
.
6
0
1
e
t
s
e
q
.
)
3. Corrections Deputies convicted or having pending charges under MCL 257.62
5
o
r
a
s
u
c
c
e
s
s
o
r
statute or other similar statute of this state or of another state concerning dr
i
v
i
n
g
w
h
i
l
e
u
n
d
e
r
t
h
e
influence of alcohol shall be ineligible to be sent to the Police Academy unti
l
o
n
e
y
e
a
r
f
o
l
l
o
w
i
n
g
final resolution of the matter including completion of all sentencing provisio
n
s
.
C. The provisions of the Agreement shall be applied equally and without favoritis
m
t
o
a
l
l
employees in the bargaining unit.
D. Employees elected to any permanent full-time Union office or selected by the
U
n
i
o
n
t
o
d
o
work which takes them from their employment with the County, shall at the
w
r
i
t
t
e
n
r
e
q
u
e
s
t
o
f
t
h
e
U
n
i
o
n
b
e
granted a leave of absence without pay. The leave of absence shall not e
x
c
e
e
d
t
w
o
y
e
a
r
s
,
b
u
t
i
t
s
h
a
l
l
b
e
renewed or extended for a similar period any time upon the written request of the U
n
i
o
n
.
E. When any position not listed on the wage schedule is filled or established, the Coun
t
y
shall designate a job classification and rate structure is proper, the Union sh
a
l
l
h
a
v
e
t
h
e
r
i
g
h
t
t
o
s
u
b
m
i
t
t
h
e
issue as a grievance through the grievance procedure within a six month period.
F. When an action is to be taken by a specific date, such action must be taken by 1600 h
o
u
r
s
(4p.m.) on that date to be considered timely.
G. Except in disciplinary matters or exigent circumstances, any shift transfer shall re
q
u
i
r
e
a
t
least a five day notice.
IL The basic work week shall consist of 40 hours worked in five consecutive eight-ho
u
r
workdays. Lunch periods shall consist of a one-half hour period, and shal
l
b
e
a
r
r
a
n
g
e
d
t
o
p
r
o
v
i
d
e
t
h
e
l
e
a
s
t
disruption of the department's service and not work a hardship on the employe
e
.
L
u
n
c
h
p
e
r
i
o
d
s
s
h
a
l
l
o
c
c
u
r
a
s
close to the middle of the employee's shift as possible, except in extenuati
n
g
c
i
r
c
u
m
s
t
a
n
c
e
s
.
A
l
l
u
n
i
t
14
employees shall be granted one 15-minute break before the lu
n
c
h
p
e
r
i
o
d
a
n
d
o
n
e
1
5
-
m
i
n
u
t
e
b
r
e
a
k
a
f
t
e
r
t
h
e
lunch period.
I. Unless the employee is receiving payment by direct deposit
,
m
o
n
e
t
a
r
y
b
e
n
e
f
i
t
s
s
h
a
l
l
b
e
timely paid to unit employees (including but not limited to reg
u
l
a
r
p
a
y
c
h
e
c
k
s
,
s
h
o
r
t
-
t
e
r
m
d
i
s
a
b
i
l
i
t
y
,
l
o
n
g
-
t
e
r
m
disability, fees and other reimbursements and other payme
n
t
s
)
a
n
d
s
h
a
l
l
b
e
m
a
i
l
e
d
t
o
t
h
e
e
m
p
l
o
y
e
e
'
s
h
o
m
e
address on file with the Employer, provided, however, a
w
o
r
k
e
r
s
'
c
o
m
p
e
n
s
a
t
i
o
n
r
e
c
i
p
i
e
n
t
m
a
y
b
e
r
e
q
u
i
r
e
d
t
o
pick up his/her check at the County.
If the employee establishes that picking up his/her worker
s
'
c
o
m
p
e
n
s
a
t
i
o
n
c
h
e
c
k
i
m
p
o
s
e
s
u
n
d
u
e
hardship on him/her, the County will mail the workers' comp
e
n
s
a
t
i
o
n
c
h
e
c
k
t
o
h
i
m
/
h
e
r
.
J. In the event that any represented unit, other than a unit contain
i
n
g
e
m
p
l
o
y
e
e
s
e
l
i
g
i
b
l
e
f
o
r
ACT 312 Police/Fire Compulsory Arbitration, or employ
e
e
s
w
h
o
s
e
d
e
s
i
g
n
a
t
e
d
e
m
p
l
o
y
e
r
i
s
o
t
h
e
r
t
h
a
n
t
h
e
Oakland County Executive, negotiates a contract with the Cou
n
t
y
o
f
O
a
k
l
a
n
d
c
o
n
t
a
i
n
i
n
g
a
n
y
f
o
r
m
o
f
U
n
i
o
n
security, the same right will automatically be given to the u
n
i
t
c
o
v
e
r
e
d
u
n
d
e
r
t
h
i
s
a
g
r
e
e
m
e
n
t
,
K. Any party to this Agreement by their principals or their des
i
g
n
e
e
s
m
a
y
r
e
q
u
e
s
t
a
S
p
e
c
i
a
l
Conference in writing on any matter of immediate mutual in
t
e
r
e
s
t
o
r
c
o
n
c
e
r
n
.
T
h
e
m
a
t
t
e
r
(
s
)
s
u
b
j
e
c
t
t
o
t
h
e
conference, and the identity of the conferees representing the
r
e
q
u
e
s
t
i
n
g
p
a
r
t
y
,
s
h
a
l
l
b
e
i
d
e
n
t
i
f
i
e
d
i
n
t
h
e
w
r
i
t
t
e
n
request for the conference. Special Conferences shall be con
v
e
n
e
d
w
i
t
h
i
n
t
e
n
c
a
l
e
n
d
a
r
d
a
y
s
o
f
r
e
c
e
i
p
t
o
f
t
h
e
request, shall be arranged at least 24 hours in advance, an
d
s
h
a
l
l
b
e
c
o
n
d
u
c
t
e
d
a
t
t
h
e
C
o
u
n
t
y
H
u
m
a
n
R
e
s
o
u
r
c
e
s
offices, unless mutually agreed otherwise. Unless otherwise
a
g
r
e
e
d
,
t
h
e
U
n
i
o
n
m
a
y
b
e
r
e
p
r
e
s
e
n
t
e
d
b
y
n
o
t
more than three persons. Members of the Association s
h
a
l
l
n
o
t
l
o
s
e
t
i
m
e
o
r
p
a
y
f
o
r
t
i
m
e
s
p
e
n
t
i
n
s
u
c
h
conferences, the responding party or parties shall submit a w
r
i
t
t
e
n
p
o
s
i
t
i
o
n
s
t
a
t
e
m
e
n
t
t
o
t
h
e
r
e
q
u
e
s
t
i
n
g
p
a
r
t
y
o
n
the matters taken up in the Special Conference.
L. Probation periods are recognized as "working test" periods use
d
t
o
s
u
p
p
l
e
m
e
n
t
o
t
h
e
r
evaluations to determine whether the employee fully meet
s
t
h
e
q
u
a
l
i
f
i
c
a
t
i
o
n
s
o
f
t
h
e
c
l
a
s
s
.
P
r
o
b
a
t
i
o
n
p
e
r
i
o
d
s
are required in all cases of new hires, re-hires, and promot
e
d
e
m
p
l
o
y
e
e
s
.
15
1. The length of the probation period for all
n
e
w
e
m
p
l
o
y
e
e
s
h
i
r
e
d
i
n
t
o
t
h
e
B
U
-
0
9
b
a
r
g
a
i
n
i
n
g
u
n
i
t
s
h
a
l
l
b
e
twelve continuous months. The length of
t
h
e
p
r
o
b
a
t
i
o
n
p
e
r
i
o
d
f
o
r
e
m
p
l
o
y
e
e
s
p
r
o
m
o
t
e
d
i
n
t
o
a
l
l
classifications in the BU-09 bargaining uni
t
s
h
a
l
l
b
e
s
i
x
m
o
n
t
h
s
.
2. In the base of new hires, the Union shall r
e
p
r
e
s
e
n
t
t
h
e
e
m
p
l
o
y
e
e
d
u
r
i
n
g
h
i
s
/
h
e
r
p
r
o
b
a
t
i
o
n
p
e
r
i
o
d
f
o
r
the purpose of collective bargaining i
n
r
e
s
p
e
c
t
t
o
w
a
g
e
s
,
h
o
u
r
s
,
a
n
d
t
e
r
m
s
a
n
d
c
o
n
d
i
t
i
o
n
s
o
f
employment, and in instances where an
e
m
p
l
o
y
e
e
i
s
s
e
p
a
r
a
t
e
d
o
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e
d
f
o
r
U
n
i
o
n
a
c
t
i
v
i
t
i
e
s
o
r
other protected concerted activity.
3. The Human Resources Department shall
s
e
n
d
a
"
M
i
d
-
P
r
o
b
a
t
i
o
n
a
r
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P
e
r
i
o
d
R
e
p
o
r
t
"
f
o
r
m
t
o
t
h
e
Department Head. This form shall be com
p
l
e
t
e
d
,
d
i
s
c
u
s
s
e
d
w
i
t
h
t
h
e
e
m
p
l
o
y
e
e
a
n
d
r
e
t
u
r
n
e
d
t
o
t
h
e
Human Resources Department within one
m
o
n
t
h
o
f
t
h
e
M
i
d
-
P
r
o
b
a
t
i
o
n
a
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y
R
e
p
o
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t
.
The Human Resources Department shall
s
e
n
d
a
n
"
E
n
d
o
f
P
r
o
b
a
t
i
o
n
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y
P
e
r
i
o
d
"
n
o
t
i
c
e
t
o
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e
Department Head one month before the en
d
o
f
t
h
e
p
r
o
b
a
t
i
o
n
a
r
y
p
e
r
i
o
d
.
T
h
e
D
e
p
a
r
t
m
e
n
t
H
e
a
d
s
h
a
l
l
complete this form, discuss it with the emp
l
o
y
e
e
,
a
n
d
r
e
t
u
r
n
i
t
t
o
t
h
e
H
u
m
a
n
R
e
s
o
u
r
c
e
s
D
e
p
a
r
t
m
e
n
t
before the probationary period is over.
In the case of an unsatisfactory promoted
e
m
p
l
o
y
e
e
w
h
o
h
a
s
u
n
i
t
s
e
n
i
o
r
i
t
y
,
t
h
e
C
o
u
n
t
y
m
a
y
r
e
v
e
r
t
t
h
e
employee to his/her former classification. In
s
u
c
h
i
n
s
t
a
n
c
e
s
,
w
r
i
t
t
e
n
r
e
a
s
o
n
s
w
i
l
l
b
e
g
i
v
e
n
.
XIII. SCHEDULING LEAVE AND SHIFT/L
E
A
V
E
D
A
Y
E
X
C
H
A
N
G
E
A. Except in exigent circumstances not reasona
b
l
y
e
x
p
e
c
t
e
d
t
o
e
x
c
e
e
d
3
0
d
a
y
s
,
a
m
i
n
i
m
u
m
o
f
10% of the bargaining unit employees at a
j
o
b
l
o
c
a
t
i
o
n
s
h
a
l
l
b
e
p
e
r
m
i
t
t
e
d
t
o
t
a
k
e
a
n
n
u
a
l
l
e
a
v
e
,
B
U
-
0
9
l
e
a
v
e
,
and/or personal leave at the same time.
B. Employees submitting written requests for a
n
n
u
a
l
,
B
U
-
0
9
o
r
p
e
r
s
o
n
a
l
l
e
a
v
e
b
y
A
p
r
i
l
1
5
for the period May 1 through October 31
a
n
d
b
y
O
c
t
o
b
e
r
1
5
f
o
r
t
h
e
p
e
r
i
o
d
N
o
v
e
m
b
e
r
1
t
h
r
o
u
g
h
A
p
r
i
l
3
0
s
h
a
l
l
be given preference in order of seniority f
o
r
s
c
h
e
d
u
l
i
n
g
t
h
e
g
r
a
n
t
i
n
g
o
f
a
n
n
u
a
l
,
B
U
-
0
9
a
n
d
p
e
r
s
o
n
a
l
l
e
a
v
e
f
o
r
the applicable periods; provided, however,
t
h
a
t
l
e
a
v
e
r
e
q
u
e
s
t
s
o
f
t
h
r
e
e
o
r
m
o
r
e
c
o
n
s
e
c
u
t
i
v
e
l
y
s
c
h
e
d
u
l
e
d
w
o
r
k
days in duration shall be scheduled first.
C. Annual, BU-09, and personal leave may also
b
e
r
e
q
u
e
s
t
e
d
a
n
y
t
i
m
e
,
s
u
b
j
e
c
t
t
o
a
v
a
i
l
a
b
i
l
i
t
y
under Sections A and B above and shall be granted on a first come, first s
e
r
v
e
d
b
a
s
i
s
.
T
h
e
E
m
p
l
o
y
e
r
s
h
a
l
l
maintain a bid roster for such leave indica
t
i
n
g
t
h
e
o
r
d
e
r
o
f
w
h
e
n
r
e
q
u
e
s
t
s
a
r
e
r
e
c
e
i
v
e
d
.
W
h
e
n
t
w
o
o
r
m
o
r
e
requests are received at the same time, senio
r
i
t
y
s
h
a
l
l
p
r
e
v
a
i
l
.
D. Once granted, leave time may not be cance
l
e
d
b
y
t
h
e
E
m
p
l
o
y
e
r
e
x
c
e
p
t
d
u
r
i
n
g
t
i
m
e
s
o
f
16
riot, natural disasters, and exigent circumstances. With res
p
e
c
t
t
o
s
c
h
e
d
u
l
e
d
l
e
a
v
e
i
n
v
o
l
v
i
n
g
a
t
l
e
a
s
t
t
h
r
e
e
consecutively scheduled work days; the Employee may only c
a
n
c
e
l
t
h
e
l
e
a
v
e
w
i
t
h
1
0
d
a
y
s
a
d
v
a
n
c
e
n
o
t
i
c
e
.
The Employer may waive this notice requirement, or permit
p
a
r
t
i
a
l
c
a
n
c
e
l
l
a
t
i
o
n
o
f
a
s
c
h
e
d
u
l
e
d
l
e
a
v
e
,
u
p
o
n
a
showing of good cause.
E. Shift and Leave Day Exchanges will be permitted under the
f
o
l
l
o
w
i
n
g
c
o
n
d
i
t
i
o
n
s
.
U
n
l
e
s
s
e
x
i
g
e
n
t
circumstances exist, a request for shift/leave day exchange shall
b
e
s
u
b
m
i
t
t
e
d
a
t
l
e
a
s
t
7
2
h
o
u
r
s
p
r
i
o
r
t
o
t
h
e
exchange taking place. Shift exchanges may be for all or any part of a shi
f
t
,
p
r
o
v
i
d
e
d
i
t
i
s
a
t
t
h
e
b
e
g
i
n
n
i
n
g
o
r
end of a shift. Trades shall be limited to Deputies whose classif
i
c
a
t
i
o
n
a
r
e
t
h
e
s
a
m
e
.
T
h
e
r
e
s
h
a
l
l
b
e
n
o
c
r
o
s
s
-
divisional trades allowed except at management's discretion
.
A
s
a
m
i
n
i
m
u
m
,
o
n
e
e
x
c
h
a
n
g
e
p
e
r
s
h
i
f
t
w
i
l
l
b
e
allowed. Any Deputy who fails to work their portion of a leave
d
a
y
e
x
c
h
a
n
g
e
s
h
a
l
l
h
a
v
e
t
h
a
t
a
m
o
u
n
t
o
f
h
o
u
r
s
deducted from their leave banks, and will be charged an "ill" day o
n
t
h
e
i
r
s
y
n
o
p
s
i
s
s
h
e
e
t
.
F
u
r
t
h
e
r
t
h
a
t
D
e
p
u
t
y
shall be prohibited from participating in a shift/leave day excha
n
g
e
f
o
r
a
p
e
r
i
o
d
o
f
o
n
e
y
e
a
r
f
r
o
m
t
h
e
d
a
t
e
o
f
the infraction.
XIV. BIT —09 LEAVE
Effective the first pay period following December 1 of each year, bargaining unit members shall receive five
days of BU-09 leave. Employees hired after December 1 s
h
a
l
l
r
e
c
e
i
v
e
f
i
v
e
d
a
y
s
o
f
B
U
-
0
9
l
e
a
v
e
f
o
r
e
a
c
h
quarter annual period, or part thereof, between their date of hire
a
n
d
N
o
v
e
m
b
e
r
3
0
(
e
.
g
.
,
a
n
e
m
p
l
o
y
e
e
h
i
r
e
d
o
n
May I would receive three days of holiday leave). Scheduling and
u
s
e
o
f
B
U
-
0
9
l
e
a
v
e
s
h
a
l
l
b
e
s
u
b
j
e
c
t
t
o
t
h
e
following restrictions:
A. BU-09 leave shall be used and scheduled in the same manne
r
a
s
a
n
n
u
a
l
l
e
a
v
e
;
e
x
c
e
p
t
t
h
a
t
a
n
e
m
p
l
o
y
e
e
may only use BU-09 leave when his/her annual leave accumulatio
n
i
s
l
e
s
s
t
h
a
n
t
w
o
-
t
h
i
r
d
s
o
f
t
h
e
m
a
x
i
m
u
m
accumulation.
B. Employees may not accumulate BU-09 leave from one year
t
o
t
h
e
n
e
x
t
y
e
a
r
.
E
m
p
l
o
y
e
e
s
s
h
a
l
l
b
e
p
a
i
d
f
o
r
any unused BU-09 leave for the period December 1 to Novem
b
e
r
3
0
o
n
t
h
e
f
i
r
s
t
p
a
y
d
a
y
f
o
l
l
o
w
i
n
g
t
h
e
e
n
d
17
Resolution #15309 December 9, 2015
Moved by Dwyer supported by Zack the resolutions (with fiscal notes attached) on the amended Consent
Agenda be adopted (with accompanying reports being accepted).
AYES: Dwyer, Fleming, Gershenson, Gingell, Gosselin, Hoffman, Jackson, Kochenderfer,
Kowa11, Long, McGillivray, Middleton, Quarles, Scott, Spisz, Taub, Weipert, Woodward, Zack,
Bowman, Crawford. (21)
NAYS: None. (0)
A sufficient majority having voted in favor, the resolutions (with fiscal notes attached) on the amended
Consent Agenda were adopted (with accompanying reports being accepted).
I HEREBY APPFIOVE THIS ESOLUTION
CHIEF DEPUTY COUNTY EXECUTIVE
ACTING PURSUANT TO MCL 45.559A ft)
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 December 9,
2015, 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 9t11 day of December 2015,
Lisa Brown, Oakland County
of the pay period which includes November 30, Payment f
o
r
u
n
u
s
e
d
B
U
-
0
9
l
e
a
v
e
s
h
a
l
l
b
e
a
t
t
h
e
employee's straight time rate of pay on November 30.
C. Employees separating from County service or leaving the
b
a
r
g
a
i
n
i
n
g
u
n
i
t
f
o
r
o
t
h
e
r
r
e
a
s
o
n
s
s
h
a
l
l
b
e
entitled to one day of BU-09 leave for each quarter annual per
i
o
d
o
r
p
a
r
t
t
h
e
r
e
o
f
b
e
t
w
e
e
n
t
h
e
i
r
d
a
t
e
o
f
separation or leaving the bargaining unit and the prior Dec
e
m
b
e
r
1
(
e
.
g
.
,
a
n
e
m
p
l
o
y
e
e
s
e
p
a
r
a
t
i
n
g
o
r
leaving the bargaining unit June 1 would be entitled to three days
o
f
B
U
-
0
9
l
e
a
v
e
f
o
r
t
h
a
t
a
n
n
u
a
l
p
e
r
i
o
d
)
.
Should a separating employee have used more B1J-09 lea
v
e
a
t
t
h
e
t
i
m
e
o
f
s
e
p
a
r
a
t
i
o
n
o
r
l
e
a
v
i
n
g
t
h
e
bargaining unit than they would be entitled in accordance with
t
h
e
a
b
o
v
e
f
o
r
m
u
l
a
,
t
h
e
E
m
p
l
o
y
e
r
w
i
l
l
subtract from the employees annual leave bank the number o
f
d
a
y
s
u
s
e
d
i
n
e
x
c
e
s
s
o
f
t
h
o
s
e
e
a
r
n
e
d
.
December 1 — February 28
March 1 May 31
June 1 August 31
September 1 — November 30
1st quarter
= 2nd quarter
= 3 rd quarter
= 4th quarter
Employees separated from County service shall be paid at sep
a
r
a
t
i
o
n
f
o
r
t
h
e
i
r
u
n
u
s
e
d
a
c
c
u
m
u
l
a
t
i
o
n
o
f
B
U
-
09 leave at the salary rate the employee is being paid on his or
h
e
r
f
i
n
a
l
d
a
y
o
f
a
c
t
u
a
l
w
o
r
k
.
D. The one floating holiday which all employees have enjoye
d
i
n
t
h
e
p
a
s
t
w
i
l
l
n
o
t
b
e
s
u
b
j
e
c
t
t
o
t
h
e
a
b
o
v
e
regulations, but will continue to be governed by the provisions of
M
e
r
i
t
R
u
l
e
2
6
.
1
.
2
.
XV. HOLIDAYS AND HOLIDAY SCHEDULING
A. The provisions of the Oakland County Merit System in the Oakland
C
o
u
n
t
y
E
m
p
l
o
y
e
e
s
Handbook concerning holidays, holiday pay, premium pay o
n
h
o
l
i
d
a
y
,
a
n
d
o
v
e
r
t
i
m
e
o
n
h
o
l
i
d
a
y
s
,
s
h
a
l
l
n
o
t
apply to members of the bargaining unit with respect to Pr
e
s
i
d
e
n
t
'
s
D
a
y
,
V
e
t
e
r
a
n
'
s
D
a
y
,
a
n
d
t
h
e
d
a
y
a
f
t
e
r
Thanksgiving Day.
B. Effective September 11, 2009, the provisions of the Oakland Coun
t
y
M
e
r
i
t
S
y
s
t
e
m
i
n
t
h
e
Oakland County Employee's Handbook concerning holidays, ho
l
i
d
a
y
p
a
y
,
p
r
e
m
i
u
m
p
a
y
a
n
d
o
v
e
r
t
i
m
e
o
n
holidays shall apply to members of the bargaining unit with res
p
e
c
t
t
o
:
N
e
w
Y
e
a
r
'
s
D
a
y
,
M
a
r
t
i
n
L
u
t
h
e
r
K
i
n
g
,
Jr. Day, Memorial Day, Independence Day, Labor Day, Than
k
s
g
i
v
i
n
g
D
a
y
,
C
h
r
i
s
t
m
a
s
E
v
e
,
C
h
r
i
s
t
m
a
s
D
a
y
a
n
d
New Year's Eve. Christmas Eve and New Year's Eve shall be tr
e
a
t
e
d
a
s
h
o
l
i
d
a
y
s
i
n
e
v
e
r
y
y
e
a
r
w
i
t
h
o
u
t
r
e
g
a
r
d
to the day of the week on which they fall.
18
C. At least 10 days prior to a holiday the E
m
p
l
o
y
e
r
s
h
a
l
l
d
e
t
e
r
m
i
n
e
i
t
s
s
t
a
f
f
i
n
g
r
e
q
u
i
r
e
m
e
n
t
s
and affected employees shall be notif
i
e
d
a
t
l
e
a
s
t
1
0
d
a
y
s
p
r
i
o
r
t
o
t
h
e
h
o
l
i
d
a
y
a
t
e
a
c
h
w
o
r
k
l
o
c
a
t
i
o
n
.
W
o
r
k
locations under these provisions shall b
e
:
1. Main Sail
2. Jail Annex
3. East Annex
4. Circuit Court Detention/Transport
5. Court Detail (MCOLES Licensed)
6. Visitation
7. Forensic Lab
8. Any other recognized work location in
C
o
r
r
e
c
t
i
o
n
s
a
n
d
C
o
u
r
t
S
e
r
v
i
c
e
s
D
i
v
i
s
i
o
n
:D. If staffing requirements for the holiday
a
r
e
l
e
s
s
t
h
a
n
n
o
r
m
a
l
s
t
a
f
f
i
n
g
r
e
q
u
i
r
e
m
e
n
t
s
,
t
h
e
Employer shall use the following criteria to fill the availabl
e
p
o
s
i
t
i
o
n
s
:
1. The opportunity to perform the availabl
e
w
o
r
k
s
h
a
l
l
b
e
o
f
f
e
r
e
d
b
y
s
e
n
i
o
r
i
t
y
t
o
t
h
o
s
e
e
m
p
l
o
y
e
e
s
who are normally scheduled to work
t
h
e
d
a
y
o
f
t
h
e
h
o
l
i
d
a
y
.
T
h
e
e
m
p
l
o
y
e
e
m
u
s
t
a
c
c
e
p
t
t
h
e
holiday work assignment, by volunteer
i
n
g
p
r
i
o
r
t
o
t
h
e
1
0
d
a
y
n
o
t
i
f
i
c
a
t
i
o
n
.
2. Holiday assignments shall be made b
y
w
o
r
k
l
o
c
a
t
i
o
n
,
b
y
c
l
a
s
s
i
f
i
c
a
t
i
o
n
w
i
t
h
C
o
r
r
e
c
t
i
o
n
s
D
e
p
u
t
y
positions filled by Corrections Deputy
I
e
m
p
l
o
y
e
e
s
a
n
d
C
o
r
r
e
c
t
i
o
n
s
D
e
p
u
t
y
I
I
p
o
s
i
t
i
o
n
s
f
i
l
l
e
d
b
y
Corrections Deputy II employees. T
h
e
s
e
a
s
s
i
g
n
m
e
n
t
s
s
h
a
l
l
n
o
t
b
e
i
n
t
e
r
c
h
a
n
g
e
a
b
l
e
u
n
d
e
r
t
h
i
s
procedure. It shall be noted however,
w
h
e
r
e
n
o
e
m
p
l
o
y
e
e
h
a
s
b
e
e
n
f
o
r
c
e
d
o
f
f
a
n
d
a
n
a
s
s
i
g
n
m
e
n
t
becomes available, it shall be filled
b
y
s
e
n
i
o
r
i
t
y
j
u
s
t
a
s
a
r
e
g
u
l
a
r
o
v
e
r
t
i
m
e
p
o
s
i
t
i
o
n
i
s
f
i
l
l
e
d
b
y
using the 28 Day Overtime Forms subm
i
t
t
e
d
,
r
e
g
a
r
d
l
e
s
s
o
f
b
e
i
n
g
a
D
e
p
u
t
y
I
o
r
D
e
p
u
t
y
I
I
.
3. In the event an insufficient number of e
m
p
l
o
y
e
e
s
v
o
l
u
n
t
e
e
r
t
o
w
o
r
k
o
n
a
h
o
l
i
d
a
y
,
t
h
e
S
h
e
r
i
f
f
m
a
y
require employees, who are normall
y
s
c
h
e
d
u
l
e
d
t
o
w
o
r
k
t
h
e
d
a
y
o
f
t
h
e
h
o
l
i
d
a
y
,
t
o
w
o
r
k
t
h
e
holiday based on reverse seniority or
t
h
e
E
m
p
l
o
y
e
r
m
a
y
s
e
l
e
c
t
b
y
s
e
n
i
o
r
i
t
y
f
r
o
m
a
l
i
s
t
o
f
q
u
a
l
i
f
i
e
d
volunteers who are normally schedul
e
d
t
o
w
o
r
k
t
h
e
h
o
l
i
d
a
y
.
E. All existing Merit Rules governing pay
f
o
r
h
o
l
i
d
a
y
s
s
h
a
l
l
c
o
n
t
i
n
u
e
t
o
a
p
p
l
y
e
x
c
e
p
t
a
s
modified by this Agreement.
XVI. LOCATION PREFERENCE
A. Each year until personnel shall select th
e
i
r
w
o
r
k
l
o
c
a
t
i
o
n
s
,
s
h
i
f
t
s
a
n
d
l
e
a
v
e
d
a
y
s
,
w
i
t
h
i
n
classification in order of department seniority from o
p
e
n
p
o
s
i
t
i
o
n
s
s
u
b
j
e
c
t
t
o
t
h
e
p
r
o
v
i
s
i
o
n
s
o
f
t
h
i
s
a
g
r
e
e
m
e
n
t
.
Any Deputy off on workers' compens
a
t
i
o
n
,
m
i
l
i
t
a
r
y
l
e
a
v
e
a
n
d
t
h
o
s
e
e
m
p
l
o
y
e
e
s
o
n
s
h
o
r
t
o
r
l
o
n
g
-
t
e
r
m
disability are eligible to participate i
n
t
h
e
s
e
l
e
c
t
i
o
n
,
I
n
t
h
e
e
v
e
n
t
t
h
e
D
e
p
u
t
y
r
e
m
a
i
n
s
o
f
f
o
n
o
n
e
o
f
t
h
e
a
b
o
v
e
listed leaves, the Sheriff may tempo
r
a
r
i
l
y
f
i
l
l
t
h
e
p
o
s
i
t
i
o
n
u
n
t
i
l
t
h
e
D
e
p
u
t
y
r
e
t
u
r
n
s
t
o
d
u
t
y
.
L
e
a
v
e
d
a
y
s
a
r
e
19
classified as regular days off, subje
c
t
o
n
l
y
t
o
t
h
e
s
i
x
t
h
m
o
n
t
h
s
h
i
f
t
p
r
e
f
e
r
e
n
c
e
s
e
l
e
c
t
i
o
n
p
r
o
v
i
d
e
d
f
o
r
i
n
A
r
t
i
c
l
e
XVII. The effective date of the selec
t
i
o
n
s
h
a
l
l
b
e
t
h
e
p
a
y
p
e
r
i
o
d
c
l
o
s
e
s
t
t
o
O
c
t
o
b
e
r
1
o
f
t
h
e
s
u
b
j
e
c
t
y
e
a
r
.
B. For purposes of the selections, all o
p
e
n
u
n
i
t
p
o
s
i
t
i
o
n
s
s
h
a
l
l
b
e
p
o
s
t
e
d
b
y
c
l
a
s
s
i
f
i
c
a
t
i
o
n
a
t
all pertinent unit work locations an
d
p
r
o
v
i
d
e
d
t
o
t
h
e
U
n
i
o
n
f
o
r
a
d
m
i
n
i
s
t
r
a
t
i
o
n
o
f
t
h
e
s
e
l
e
c
t
i
o
n
n
o
t
l
e
s
s
t
h
a
n
eight weeks prior to the effectiv
e
d
a
t
e
o
f
t
h
e
s
e
l
e
c
t
i
o
n
,
t
o
g
e
t
h
e
r
w
i
t
h
c
l
a
s
s
i
f
i
c
a
t
i
o
n
s
e
n
i
o
r
i
t
y
l
i
s
t
s
.
T
h
e
selection shall be administered by th
e
U
n
i
o
n
,
b
y
s
e
n
i
o
r
i
t
y
,
p
u
r
s
u
a
n
t
t
o
p
r
o
t
o
c
o
l
e
s
t
a
b
l
i
s
h
e
d
b
y
t
h
e
U
n
i
o
n
a
n
d
the Sheriff; and shall be complete
d
t
w
o
w
e
e
k
s
p
r
i
o
r
t
o
t
h
e
e
f
f
e
c
t
i
v
e
d
a
t
e
o
f
t
h
e
s
e
l
e
c
t
i
o
n
.
N
o
m
o
r
e
t
h
a
n
t
w
o
designated Union officials shall ad
m
i
n
i
s
t
e
r
t
h
e
s
e
l
e
c
t
i
o
n
w
i
t
h
o
u
t
l
o
s
s
o
f
t
i
m
e
o
r
p
a
y
.
C. "Location" for purposes of the annu
a
l
s
e
l
e
c
t
i
o
n
s
h
a
l
l
m
e
a
n
t
h
e
f
o
l
l
o
w
i
n
g
l
o
c
a
t
i
o
n
s
i
n
t
h
e
Corrections/Main Jail and Correction
s
S
a
t
e
l
l
i
t
e
s
D
i
v
i
s
i
o
n
:
M
a
i
n
J
a
i
l
,
J
a
i
l
A
n
n
e
x
,
E
a
s
t
A
n
n
e
x
,
C
i
r
c
u
i
t
C
o
u
r
t
Detention/Transport, Court Detail
(
M
C
O
L
E
S
L
i
c
e
n
s
e
d
)
,
V
i
s
i
t
a
t
i
o
n
,
F
o
r
e
n
s
i
c
L
a
b
,
a
n
d
a
n
y
o
t
h
e
r
r
e
c
o
g
n
i
z
e
d
work location in Corrections and Cou
r
t
S
e
r
v
i
c
e
s
D
i
v
i
s
i
o
n
.
D. On the shift change closest to October
1
o
f
e
a
c
h
y
e
a
r
,
a
q
u
a
l
i
f
i
e
d
D
e
p
u
t
y
r
e
q
u
e
s
t
i
n
g
a
location will be assigned to the ba
r
g
a
i
n
i
n
g
u
n
i
t
l
o
c
a
t
i
o
n
h
e
/
s
h
e
r
e
q
u
e
s
t
e
d
p
r
o
v
i
d
e
d
h
e
/
s
h
e
h
a
s
s
e
n
i
o
r
i
t
y
g
r
e
a
t
e
r
than other Deputies requesting that
l
o
c
a
t
i
o
n
.
O
n
l
y
w
r
i
t
t
e
n
r
e
q
u
e
s
t
s
o
n
f
i
l
e
a
s
o
f
3
0
d
a
y
s
p
r
i
o
r
t
o
t
h
e
d
a
t
e
o
f
t
h
e
shift change on which location pr
e
f
e
r
e
n
c
e
s
g
o
i
n
t
o
e
f
f
e
c
t
w
i
l
l
b
e
h
o
n
o
r
e
d
.
T
h
e
S
h
e
r
i
f
f
m
a
y
l
i
m
i
t
t
h
e
n
u
m
b
e
r
of transfers resulting from selectio
n
s
t
o
a
s
p
e
c
i
f
i
c
l
o
c
a
t
i
o
n
t
o
o
n
e
-
h
a
l
f
o
f
t
h
e
b
a
r
g
a
i
n
i
n
g
u
n
i
t
m
e
m
b
e
r
s
a
t
s
u
c
h
location. With respect to Court De
t
a
i
l
a
n
d
C
i
r
c
u
i
t
C
o
u
r
t
o
n
l
y
(
L
o
b
b
y
a
n
d
H
a
l
l
C
o
u
r
t
h
o
u
s
e
d
e
t
a
i
l
e
x
c
l
u
d
e
d
)
,
the Sheriff may limit the number of
t
r
a
n
s
f
e
r
r
e
q
u
e
s
t
s
h
o
n
o
r
e
d
t
o
s
i
x
C
o
r
r
e
c
t
i
o
n
s
D
e
p
u
t
y
I positions and two
Corrections Deputy 11 positions
d
u
r
i
n
g
t
h
i
s
b
i
d
p
r
o
c
e
s
s
.
C
o
u
r
t
D
e
t
a
i
l
s
h
a
l
l
i
n
c
l
u
d
e
a
s
s
i
g
n
m
e
n
t
s
t
o
C
i
r
c
u
i
t
Court relief and District Courts.
E. Deputies requesting a location transfe
r
m
u
s
t
b
e
c
a
p
a
b
l
e
t
o
s
t
e
p
i
n
a
n
d
p
e
r
f
o
r
m
i
n
a
competent manner without the nece
s
s
i
t
y
f
o
r
d
e
t
a
i
l
e
d
i
n
s
t
r
u
c
t
i
o
n
o
r
t
r
a
i
n
i
n
g
.
M
a
n
a
g
e
m
e
n
t
s
h
a
l
l
not refuse a location preference req
u
e
s
t
b
e
c
a
u
s
e
t
h
e
D
e
p
u
t
y
h
a
s
n
o
t
p
r
e
v
i
o
u
s
l
y
p
e
r
f
o
r
m
e
d
t
h
e
job, or because it is necessary to des
c
r
i
b
e
t
h
e
p
r
o
p
e
r
s
e
q
u
e
n
c
e
o
f
t
h
e
j
o
b
a
n
d
i
t
s
r
e
s
p
o
n
s
i
b
i
l
i
t
i
e
s
.
However, the Sheriff may deny a loc
a
t
i
o
n
p
r
e
f
e
r
e
n
c
e
r
e
q
u
e
s
t
f
o
r
a
p
p
r
o
p
r
i
a
t
e
r
e
a
s
o
n
s
,
b
u
t
t
h
e
20
Sheriffs approval shall not be unreasonably withh
e
l
d
,
T
h
e
a
f
f
e
c
t
e
d
D
e
p
u
t
y
s
h
a
l
l
b
e
p
r
o
v
i
d
e
d
,
upon written request, oral and written explanation f
o
r
t
h
e
l
o
c
a
t
i
o
n
p
r
e
f
e
r
e
n
c
e
d
e
n
i
a
l
.
F. Requests for location preference shall be subject to the
f
o
l
l
o
w
i
n
g
c
r
i
t
e
r
i
a
:
1. To request a location a Deputy must have at leas
t
o
n
e
y
e
a
r
s
e
n
i
o
r
i
t
y
a
n
d
h
a
v
e
m
e
r
i
t
s
y
s
t
e
m
s
t
a
t
u
s
i
n
the required classification.
2, Any Deputy transferred pursuant to his/her reque
s
t
s
h
a
l
l
b
e
i
n
e
l
i
g
i
b
l
e
t
o
s
u
b
m
i
t
a
n
o
t
h
e
r
r
e
q
u
e
s
t
f
o
r
location preference for 12 months. This 12 mon
t
h
p
e
r
i
o
d
m
a
y
b
e
w
a
i
v
e
d
b
y
t
h
e
S
h
e
r
i
f
f
u
p
o
n
presentation by the Deputy of extenuating circumstanc
e
s
a
c
c
e
p
t
a
b
l
e
t
o
t
h
e
S
h
e
r
i
f
f
.
3. A Deputy who has refused a requested location p
r
e
f
e
r
e
n
c
e
i
s
i
n
e
l
i
g
i
b
l
e
f
o
r
l
o
c
a
t
i
o
n
p
r
e
f
e
r
e
n
c
e
r
e
q
u
e
s
t
for 12 months. All location preference requests
s
h
a
l
l
a
u
t
o
m
a
t
i
c
a
l
l
y
e
x
p
i
r
e
o
n
e
y
e
a
r
f
r
o
m
t
h
e
d
a
t
e
o
f
the request, unless earlier terminated by written re
q
u
e
s
t
o
f
t
h
e
D
e
p
u
t
y
.
4, Deputies desiring a location must submit a locati
o
n
p
r
e
f
e
r
e
n
c
e
r
e
q
u
e
s
t
d
i
r
e
c
t
l
y
t
o
t
h
e
S
h
e
r
i
f
f
,
w
i
t
h
a
copy to the Union. All requests shall be time-stam
p
e
d
u
p
o
n
r
e
c
e
i
p
t
b
y
t
h
e
S
h
e
r
i
f
f
.
5. Notwithstanding anything herein to the contr
a
r
y
,
t
h
e
S
h
e
r
i
f
f
m
a
y
t
r
a
n
s
f
e
r
a
D
e
p
u
t
y
f
r
o
m
c
o
u
r
t
d
e
t
a
i
l
when requested in writing to do so by a court judge.
G. Whenever a bargaining unit location vacancy exists, th
a
t
v
a
c
a
n
c
y
s
h
a
l
l
b
e
f
i
l
l
e
d
b
y
m
o
s
t
senior qualified Deputy with a valid location p
r
e
f
e
r
e
n
c
e
r
e
q
u
e
s
t
p
e
n
d
i
n
g
.
I
f
t
h
e
r
e
a
r
e
n
o
q
u
a
l
i
f
i
e
d
D
e
p
u
t
i
e
s
requesting transfer to the vacancy, the Sheriff may a
s
s
i
g
n
t
h
e
l
e
a
s
t
s
e
n
i
o
r
q
u
a
l
i
f
i
e
d
D
e
p
u
t
y
t
o
t
h
e
v
a
c
a
n
c
y
.
H. Within 30 working days after first being transferred to a
n
e
w
l
o
c
a
t
i
o
n
,
t
h
e
S
h
e
r
i
f
f
m
a
y
r
e
v
o
k
e
the transfer if it is determined that the Deputy c
a
n
n
o
t
d
o
t
h
e
n
e
w
j
o
b
a
s
s
i
g
n
m
e
n
t
.
I
n
s
u
c
h
e
v
e
n
t
,
t
h
e
D
e
p
u
t
y
shall be assigned to any existing vacancy within th
e
d
i
v
i
s
i
o
n
a
n
d
h
i
s
/
h
e
r
c
l
a
s
s
i
f
i
c
a
t
i
o
n
a
s
d
e
t
e
r
m
i
n
e
d
b
y
t
h
e
Sheriff At the time the transfer is revoked, the affecte
d
D
e
p
u
t
y
s
h
a
l
l
b
e
p
r
o
v
i
d
e
d
u
p
o
n
r
e
q
u
e
s
t
o
r
a
l
o
r
w
r
i
t
t
e
n
explanation for the revocation, and a description of
t
h
e
t
r
a
i
n
i
n
g
o
r
i
n
s
t
r
u
c
t
i
o
n
n
e
c
e
s
s
a
r
y
t
o
e
n
a
b
l
e
t
h
e
D
e
p
u
t
y
to perform the assignment. A Deputy who has h
a
d
a
t
r
a
n
s
f
e
r
r
e
v
o
k
e
d
s
h
a
l
l
n
o
t
b
e
i
n
e
l
i
g
i
b
l
e
t
o
r
e
q
u
e
s
t
o
t
h
e
r
transfers, but the Deputy shall not be permitte
d
t
o
r
e
q
u
e
s
t
a
t
r
a
n
s
f
e
r
t
o
t
h
e
s
a
m
e
p
o
s
i
t
i
o
n
u
n
t
i
l
h
e
/
s
h
e
demonstrates receipt of the specified training or instr
u
c
t
i
o
n
r
e
q
u
i
r
e
d
t
o
p
e
r
f
o
r
m
t
h
e
a
s
s
i
g
n
m
e
n
t
.
I. Deputies granted a location preference under these pro
c
e
d
u
r
e
s
s
h
a
l
l
n
o
t
b
e
i
n
v
o
l
u
n
t
a
r
i
l
y
transferred from such position without good cause
f
o
r
a
p
e
r
i
o
d
o
f
o
n
e
y
e
a
r
;
p
r
o
v
i
d
e
d
h
o
w
e
v
e
r
,
t
h
a
t
n
o
t
h
i
n
g
herein shall limit the Sheriff from transferring a De
p
u
t
y
w
h
o
h
a
s
b
e
e
n
g
r
a
n
t
e
d
a
l
o
c
a
t
i
o
n
r
e
q
u
e
s
t
o
n
c
e
d
u
r
i
n
g
21
said one year for a period not to exceed 90 days for administrative, instructional, or training purp
o
s
e
s
,
o
r
t
o
meet exigent circumstances. The Deputy shall be returned to his/her regular assignment not later than 9
0
d
a
y
s
from the date of initial transfer.
XVII. SHIFT PREFERENCE
All employees shall be entitled to shift preference selection subject to the conditions as stated below:
A. In addition to the annual October shift, location and leave days selection, shift preference
based on seniority, will be allowed within established work locations beginning with the shift c
h
a
n
g
e
c
l
o
s
e
s
t
to April I.
B. Shifts shall be selected by seniority on a work location by work location basis. All positions
starting times, and days off, as applicable, within a work location are subject to the selection. Barring
e
x
i
g
e
n
t
circumstances, starting times shall be maintained through the term of the selection.
C. All shift preferences are subject to the Sheriffs approval. It is understood that he will not
unreasonably withhold such approval.
D. Shift selection in classifications not currently receiving shift premium will not entitle such
employee to shift premium. However, classifications of employees currently receiving shift
p
r
e
m
i
u
m
w
i
l
l
continue to receive said premiums in accordance with existing Merit System Rules.
XVIII. SPECIAL ASSIGNMENTS
A. Canine assignments shall be deemed "special assignments."
B. In order to be eligible for a special assignment, an employee must have the minimum
qualifications as determined by the Employer and provided to the Union and a minimum of tw
o
y
e
a
r
s
experience within the Department. If no qualified Deputy meets the minimum seniority and experi
e
n
c
e
requirements as listed above, these qualifications may be waived.
C. Deputies interested in being considered for a special assignment must submit a letter of
interest directly to the Sheriffs Office. All letters of interest shall expire on December 31 of each ye
a
r
.
C
o
p
i
e
s
of letters of interest should also be sent to the Secretary of the Union by the Deputy making the r
e
q
u
e
s
t
.
22
Whenever a vacancy exists in a special assignm
e
n
t
p
o
s
i
t
i
o
n
,
t
h
a
t
v
a
c
a
n
c
y
s
h
a
l
l
b
e
f
i
l
l
e
d
f
r
o
m
a
l
i
s
t
c
o
m
p
i
l
e
d
from the Deputies' time-stamped letters of inte
r
e
s
t
,
p
r
o
v
i
d
e
d
t
h
e
a
p
p
l
i
c
a
n
t
s
m
e
e
t
t
h
e
m
i
n
i
m
u
m
q
u
a
l
i
f
i
c
a
t
i
o
n
s
as described in Paragraph B above, Deputies offe
r
e
d
a
s
p
e
c
i
a
l
a
s
s
i
g
n
m
e
n
t
s
h
a
l
l
b
e
g
i
v
e
n
a
d
e
s
c
r
i
p
t
i
o
n
o
f
t
h
e
assignment and the length of the assignment, i
f
a
p
p
l
i
c
a
b
l
e
.
T
h
e
S
h
e
r
i
f
f
s
h
a
l
l
m
a
k
e
t
h
e
f
i
n
a
l
d
e
c
i
s
i
o
n
o
n
t
h
e
assignment, taking into consideration the le
n
g
t
h
o
f
s
e
r
v
i
c
e
a
n
d
t
h
e
a
b
i
l
i
t
y
o
f
e
a
c
h
a
p
p
l
i
c
a
n
t
t
o
p
e
r
f
o
r
m
t
h
e
assignment,
XIX. OVERTIME
All time, whether worked or compensated throu
g
h
a
n
e
m
p
l
o
y
e
e
'
s
u
s
e
o
f
l
e
a
v
e
t
i
m
e
,
i
n
e
x
c
e
s
s
o
f
a
normal eight hour working day in the 24 h
o
u
r
p
e
r
i
o
d
b
e
g
i
n
n
i
n
g
w
i
t
h
t
h
e
s
t
a
r
t
o
f
t
h
e
e
m
p
l
o
y
e
e
'
s
n
o
r
m
a
l
working shift that day, shall be considered o
v
e
r
t
i
m
e
a
n
d
c
r
e
d
i
t
e
d
t
o
t
h
e
c
a
l
e
n
d
a
r
d
a
y
i
n
w
h
i
c
h
t
h
e
2
4
h
o
u
r
period began.
All working days in excess of five in the e
m
p
l
o
y
e
e
'
s
s
e
v
e
n
d
a
y
w
o
r
k
w
e
e
k
s
h
a
l
l
l
i
k
e
w
i
s
e
b
e
considered overtime. Overtime shall be compe
n
s
a
t
e
d
a
t
t
h
e
r
a
t
e
o
f
o
n
e
a
n
d
o
n
e
-
h
a
l
f
t
i
m
e
s
t
h
e
e
m
p
l
o
y
e
e
'
s
regular hourly rate. Said rate shall be base
d
o
n
t
h
e
h
o
u
r
l
y
e
q
u
i
v
a
l
e
n
t
o
f
t
h
e
e
m
p
l
o
y
e
e
'
s
a
n
n
u
a
l
s
a
l
a
r
y
,
including any applicable service increment, shift
d
i
f
f
e
r
e
n
t
i
a
l
a
n
d
t
e
m
p
o
r
a
r
y
c
h
a
n
g
e
o
f
r
a
t
e
.
In order to make the allocations of overtime eq
u
i
t
a
b
l
e
a
n
d
m
a
i
n
t
a
i
n
t
h
e
r
e
q
u
i
r
e
m
e
n
t
o
f
p
r
o
p
e
r
s
t
a
f
f
i
n
g
,
the following procedures shall be utilized for th
o
s
e
r
e
p
r
e
s
e
n
t
e
d
p
o
s
i
t
i
o
n
s
i
n
e
a
c
h
D
i
v
i
s
i
o
n
.
A. Except during times of riot, natural disaster, or oth
e
r
e
x
i
g
e
n
t
c
i
r
c
u
m
s
t
a
n
c
e
s
,
t
h
e
m
a
x
i
m
u
m
a
m
o
u
n
t
of overtime worked by an employee per week s
h
a
l
l
n
o
t
e
x
c
e
e
d
3
2
h
o
u
r
s
,
B. Overtime, including so-called "mini-contracts" sha
l
l
f
i
r
s
t
b
e
o
f
f
e
r
e
d
t
o
D
e
p
u
t
i
e
s
w
h
o
v
o
l
u
n
t
e
e
r
t
o
work such overtime under these procedures. If t
h
e
r
e
a
r
e
i
n
s
u
f
f
i
c
i
e
n
t
v
o
l
u
n
t
e
e
r
s
u
n
d
e
r
t
h
e
s
e
p
r
o
c
e
d
u
r
e
s
,
D
e
p
u
t
i
e
s
s
h
a
l
l
then be ordered to work overtime.
C. When hiring overtime off the 28 day list, should a
D
e
p
u
t
y
b
e
c
o
n
t
a
c
t
e
d
e
i
g
h
t
h
o
u
r
s
o
r
l
e
s
s
b
e
f
o
r
e
the beginning of a shift and refuse the over
t
i
m
e
,
i
t
s
h
a
l
l
n
o
t
b
e
r
e
c
o
r
d
e
d
a
s
a
"
R
E
F
U
S
A
L
.
"
S
h
o
u
l
d
a
D
e
p
u
t
y
b
e
contacted more than eight hours prior to the be
g
i
n
n
i
n
g
o
f
a
s
h
i
f
t
a
n
d
r
e
f
u
s
e
t
o
w
o
r
k
t
h
e
o
v
e
r
t
i
m
e
i
t
w
i
l
l
b
e
r
e
c
o
r
d
e
d
a
s
a "REFUSAL" and count as a "HIRE." Whe
n
h
i
r
i
n
g
o
v
e
r
t
i
m
e
m
o
r
e
t
h
a
n
e
i
g
h
t
(
8
)
h
o
u
r
s
i
n
a
d
v
a
n
c
e
,
a
n
y
D
e
p
u
t
y
23
calling back within thirty (30) minutes shall be hired for the overtime offered
i
n
o
r
d
e
r
o
f
s
e
n
i
o
r
i
t
y
a
n
d
n
u
m
b
e
r
o
f
h
i
r
e
s
.
If overtime is being hired due to a late call or other unforeseen reasons prior to
t
h
e
s
t
a
r
t
o
f
t
h
e
n
e
x
t
s
h
i
f
t
,
t
h
e
S
e
r
g
e
a
n
t
s
do not need to wait for anyone to call back.
At or before 2300 hours on the Wednesday preceding the work schedule change
a
t
2
3
0
0
h
o
u
r
s
F
r
i
d
a
y
n
i
g
h
t
(Saturday), Deputies volunteering to work overtime during the next work sched
u
l
e
p
e
r
i
o
d
s
h
a
l
l
s
i
g
n
a
n
d
c
o
m
p
l
e
t
e
t
h
e
OVERTIME REQUEST FORM (found on the I Drive under Sheriff, OCSO Doc
u
m
e
n
t
s
,
A
d
m
i
n
i
s
t
r
a
t
i
v
e
&
O
T
F
o
r
m
s
,
OVERTIME REQUEST FORM EXCEL), The Overtime Request Form mus
t
b
e
t
u
r
n
e
d
i
n
t
o
t
h
e
M
a
i
n
J
a
i
l
S
e
r
g
e
a
n
t
'
s
Office and shall be signed by the Command Officer accepting the form. Forms sh
a
l
l
h
a
v
e
t
h
e
r
e
q
u
i
r
e
d
s
e
c
t
i
o
n
s
f
i
l
l
e
d
out accurately and completely or it will not be accepted. When signing the f
o
r
m
,
t
h
e
D
e
p
u
t
y
s
h
a
l
l
i
n
d
i
c
a
t
e
t
h
e
d
a
y
s
and shifts he/she is volunteering to work overtime. The Deputy may modify his/he
r
v
o
l
u
n
t
a
r
y
o
v
e
r
t
i
m
e
a
v
a
i
l
a
b
i
l
i
t
y
b
y
providing 24 hour written notice of such change to a Corrections Sergeant. Th
e
S
e
r
g
e
a
n
t
s
h
a
l
l
r
e
c
o
r
d
t
h
e
d
a
t
e
a
n
d
t
i
m
e
of the change and initial same. Forms submitted after 2300 hours the Wednesday
p
r
e
c
e
d
i
n
g
t
h
e
s
c
h
e
d
u
l
e
c
h
a
n
g
e
s
h
a
l
l
be deemed late. All late forms shall be placed by seniority in one of four
l
a
t
e
s
e
c
t
i
o
n
s
m
a
r
k
e
d
"
L
a
t
e
C
o
r
r
e
c
t
i
o
n
s
Main," "Late Corrections Main/Annex," "Late Corrections East Annex/Crt Se
r
v
i
c
e
s
,
"
o
r
"
L
a
t
e
R
o
a
d
P
a
t
r
o
l
,
"
W
h
e
n
filling overtime, only after al work locations have been gone through and D
e
p
u
t
i
e
s
w
h
o
h
a
v
e
s
u
b
m
i
t
t
e
d
f
o
r
m
s
t
i
m
e
l
y
have been queried, shall the "Late" sections be utilized to fill overtime, keeping
i
n
m
i
n
d
t
h
e
o
r
d
e
r
w
i
l
l
b
e
"
C
o
r
r
e
c
t
i
o
n
s
Main/Annex," "Corrections East Arinex/Crt Svcs," and "Road Patrol." After
t
h
e
"
L
a
t
e
"
s
e
c
t
i
o
n
s
h
a
v
e
b
e
e
n
g
o
n
e
through, overtime availability will be put out over the air. If there are st
i
l
l
v
a
c
a
n
c
i
e
s
t
o
b
e
f
i
l
l
e
d
b
y
o
v
e
r
t
i
m
e
,
t
h
e
forced overtime list will then apply.
D. Overtime at a work location shall be offered to Deputies at that location who
h
a
v
e
s
i
g
n
e
d
t
h
e
voluntary overtime list in order of seniority and in accordance with their de
s
i
g
n
a
t
e
d
a
v
a
i
l
a
b
i
l
i
t
y
.
T
o
t
h
e
e
x
t
e
n
t
practicable, voluntary overtime shall be equalized on a work schedule period basis
f
o
r
D
e
p
u
t
i
e
s
w
i
t
h
i
n
a
w
o
r
k
l
o
c
a
t
i
o
n
.
Both those opportunities worked or refused shall be counted for purposes of
e
q
u
a
l
i
z
a
t
i
o
n
.
S
u
c
h
o
p
p
o
r
t
u
n
i
t
i
e
s
s
h
a
l
l
b
e
posted weekly employee review. Work locations under these provisions shall b
e
:
1. Main Jail
2. Jail Annex
24
3. East Annex
4. Circuit Court Detention/Transport
5. Court Detail (MCOLES Licensed)
6, Visitation
7. Forensic Lab
S. Any other recognized work locations in Corrections an
d
C
o
u
r
t
S
e
r
v
i
c
e
s
In order to meet immediate staffing requirements a
n
d
t
o
p
r
o
v
i
d
e
n
e
c
e
s
s
a
r
y
s
e
r
v
i
c
e
s
,
a
D
e
p
u
t
y
w
h
o
s
e
l
e
c
t
e
d
Main Jail, Jail Annex or Visitation may be assigned o
n
a
d
a
y
t
o
d
a
y
b
a
s
i
s
w
i
t
h
i
n
a
n
y
o
f
t
h
e
s
e
t
h
r
e
e
l
o
c
a
t
i
o
n
s
.
W
h
e
n
i
t
becomes necessary to reassign a Deputy every effo
r
t
s
h
o
u
l
d
b
e
m
a
d
e
t
o
r
o
t
a
t
e
t
h
e
D
e
p
u
t
i
e
s
a
s
e
q
u
a
l
l
y
a
s
p
o
s
s
i
b
l
e
.
E. Overtime at a work location to fill normally author
i
z
e
d
a
n
d
s
t
a
f
f
e
d
p
o
s
i
t
i
o
n
s
s
h
a
l
l
b
e
o
f
f
e
r
e
d
t
o
Deputies in the following order:
I. Deputies at the work location within corrections
S
e
r
v
i
c
e
s
/
M
a
i
n
a
n
d
C
o
r
r
e
c
t
i
o
n
s
S
e
r
v
i
c
e
s
/
S
a
t
e
l
l
i
t
e
w
h
o
have signed the voluntary overtime list in order o
f
s
e
n
i
o
r
i
t
y
a
n
d
i
n
a
c
c
o
r
d
a
n
c
e
w
i
t
h
t
h
e
i
r
d
e
s
i
g
n
a
t
e
d
availability.
2. Other Deputies within Corrections Services/Main an
d
C
o
r
r
e
c
t
i
o
n
s
S
e
r
v
i
c
e
s
/
S
a
t
e
l
l
i
t
e
i
n
c
l
u
d
i
n
g
e
m
p
l
o
y
e
e
s
in Special Assignments who have signed the volun
t
a
r
y
o
v
e
r
t
i
m
e
l
i
s
t
i
n
s
e
n
i
o
r
i
t
y
o
r
d
e
r
a
n
d
i
n
a
c
c
o
r
d
a
n
c
e
with their designated availability,
3. Employees within Patrol Services, Circuit Court Inves
t
i
g
a
t
o
r
s
a
n
d
I
n
v
e
s
t
i
g
a
t
i
v
e
a
n
d
F
o
r
e
n
s
i
c
S
e
r
v
i
c
e
s
w
h
o
have signed the voluntary jail overtime sheet mainta
i
n
e
d
b
y
t
h
a
t
d
i
v
i
s
i
o
n
.
4. Employees willing to work overtime who have not si
g
n
e
d
t
h
e
v
o
l
u
n
t
a
r
y
o
v
e
r
t
i
m
e
l
i
s
t
.
T
h
e
S
h
e
r
i
f
f
'
s
O
f
f
i
c
e
shall request volunteers to work the available ove
r
t
i
m
e
v
i
a
d
e
p
a
i
tmentai radio in all divisions, starting with
the division where the overtime is located is locate
d
p
r
i
o
r
t
o
f
o
r
c
i
n
g
a
n
y
e
m
p
l
o
y
e
e
t
o
w
o
r
k
t
h
e
o
v
e
r
t
i
m
e
.
5. If there are insufficient volunteers under the above
-
p
r
o
v
i
s
i
o
n
s
t
h
e
E
m
p
l
o
y
e
r
s
h
a
l
l
t
h
e
n
o
r
d
e
r
D
e
p
u
t
i
e
s
employed in Corrections Services/Main and Co
r
r
e
c
t
i
o
n
s
S
e
r
v
i
c
e
s
/
S
a
t
e
l
l
i
t
e
s
t
o
w
o
r
k
o
v
e
r
t
i
m
e
t
o
f
i
l
l
positions that are normally authorized and staffe
d
o
n
a
f
u
l
l
-
t
i
m
e
b
a
s
i
s
b
y
r
e
v
e
r
s
e
s
e
n
i
o
r
i
t
y
.
L
i
s
t
s
o
f
f
o
r
c
e
d
overtime shall be maintained within each Division.
T
h
e
l
i
s
t
s
s
h
a
l
l
b
e
c
o
n
t
i
n
u
o
u
s
b
y
s
e
n
i
o
r
i
t
y
a
n
d
o
r
d
e
r
e
d
overtime, and will start over at each shift and/or lo
c
a
t
i
o
n
s
e
l
e
c
t
i
o
n
.
F
o
r
c
e
d
o
v
e
r
t
i
m
e
s
h
a
l
l
b
e
e
q
u
a
l
i
z
e
d
t
o
the ftillest extent practicable. Once the force list is exhausted, the following order
o
f
f
o
r
c
i
n
g
w
i
l
l
be used:
a) Forcing to Main Jail will use the following process:
Deputies not going into their weekend assigned t
o
t
h
e
M
a
i
l
J
a
i
l
.
I
f
i
n
s
u
f
f
i
c
i
e
n
t
s
t
a
f
f
s
t
i
l
l
e
x
i
s
t
s
,
t
h
e
n
Deputies assigned to the Annex not going into the
i
r
w
e
e
k
e
n
d
w
i
l
l
b
e
f
o
r
c
e
d
.
T
h
e
D
e
p
u
t
i
e
s
a
s
s
i
g
n
e
d
t
o
t
h
e
Enex not going into their weekend, and finally Dep
u
t
i
e
s
a
s
s
i
g
n
e
d
t
o
C
i
r
c
u
i
t
C
o
u
r
t
n
o
t
g
o
i
n
g
i
n
t
o
t
h
e
i
r
weekend. If there are still vacancies that need to be filled then the force shall go to the Patrol Service
s
division starting with Deputies not going on thei
r
w
e
e
k
e
n
d
.
I
f
a
v
a
c
a
n
c
y
s
t
i
l
l
e
x
i
s
t
s
a
f
t
e
r
t
h
i
s
,
t
h
e
n
t
h
e
process will start over with Deputies in the Main Jail w
i
t
h
v
a
c
a
t
i
o
n
t
h
e
n
e
x
t
d
a
y
,
b) Forcing in the Annex will use the following proces
s
:
25
Deputies not going into their weekend assigned
t
o
t
h
e
A
n
n
e
x
.
I
f
i
n
s
u
f
f
i
c
i
e
n
t
s
t
a
f
f
s
t
i
l
l
e
x
i
s
t
s
,
t
h
e
n
Deputies assigned to the Main Jail not going into their
w
e
e
k
e
n
d
w
i
l
l
b
e
f
o
r
c
e
d
,
T
h
e
D
e
p
u
t
i
e
s
a
s
s
i
g
n
e
d
t
o
the Enex not going into their weekend, and finally De
p
u
t
i
e
s
a
s
s
i
g
n
e
d
t
o
C
i
r
c
u
i
t
C
o
u
r
t
n
o
t
g
o
i
n
g
i
n
t
o
t
h
e
i
r
weekends. Once all these have been exhausted the
o
r
d
e
r
w
i
l
l
r
e
p
e
a
t
i
t
s
e
l
f
w
i
t
h
D
e
p
u
t
i
e
s
g
o
i
n
g
i
n
t
o
t
h
e
i
r
weekend. If there are still vacancies that need to b
e
f
i
l
l
e
d
t
h
e
n
t
h
e
f
o
r
c
e
s
h
a
l
l
g
o
t
o
t
h
e
P
a
t
r
o
l
S
e
r
v
i
c
e
s
division starting with Deputies not going on their we
e
k
e
n
d
.
I
f
a
v
a
c
a
n
c
y
s
t
i
l
l
e
x
i
s
t
s
a
f
t
e
r
t
h
i
s
,
t
h
e
n
t
h
e
process will start over with Deputies in the Annex wit
h
v
a
c
a
t
i
o
n
t
h
e
n
e
x
t
d
a
y
.
G) Forcing in the Enex will use the following proces
s
;
Deputies not going into their weekend assigned to the
E
n
e
x
.
I
f
i
n
s
u
f
f
i
c
i
e
n
t
s
t
a
f
f
s
t
i
l
l
e
x
i
s
t
s
,
t
h
e
n
D
e
p
u
t
i
e
s
assigned to the Circuit Court, not going into their w
e
e
k
e
n
d
w
i
l
l
b
e
f
o
r
c
e
d
.
T
h
e
n
D
e
p
u
t
i
e
s
a
s
s
i
g
n
e
d
t
o
t
h
e
Annex not going into their weekend, and finally
D
e
p
u
t
i
e
s
a
s
s
i
g
n
e
d
t
o
M
a
i
n
J
a
i
l
n
o
t
g
o
i
n
g
i
n
t
o
t
h
e
i
r
weekends. Once all these have been exhausted the
o
r
d
e
r
w
i
l
l
r
e
p
e
a
t
i
t
s
e
l
f
w
i
t
h
D
e
p
u
t
i
e
s
g
o
i
n
g
i
n
t
o
t
h
e
i
r
weekend. If there are still vacancies that need to be fi
l
l
e
d
t
h
e
n
t
h
e
f
o
r
c
e
s
h
a
l
l
g
o
t
o
t
h
e
P
a
t
r
o
l
S
e
r
v
i
c
e
s
division starting with Deputies not going on their w
e
e
k
e
n
d
.
I
f
a
v
a
c
a
n
c
y
s
t
i
l
l
e
x
i
s
t
s
a
f
t
e
r
t
h
i
s
,
t
h
e
n
t
h
e
process will start over with Deputies in the Enex wi
t
h
v
a
c
a
t
i
o
n
t
h
e
n
e
x
t
d
a
y
,
d) Forcing to Circuit Court:
Deputies not going into their weekend assigned to the C
i
r
c
u
i
t
C
o
u
r
t
/
D
i
s
t
r
i
c
t
C
o
u
r
t
.
I
f
i
n
s
u
f
f
i
c
i
e
n
t
s
t
a
f
f
s
t
i
l
l
exists, then Deputies assigned to the Enex, not goin
g
i
n
t
o
t
h
e
i
r
w
e
e
k
e
n
d
w
i
l
l
b
e
f
o
r
c
e
d
.
T
h
e
n
D
e
p
u
t
i
e
s
assigned to the Annex not going into their weeken
d
,
a
n
d
f
i
n
a
l
l
y
D
e
p
u
t
i
e
s
a
s
s
i
g
n
e
d
t
o
t
h
e
M
a
i
n
J
a
i
l
n
o
t
going into their weekends. Once all these have be
e
n
e
x
h
a
u
s
t
e
d
t
h
e
o
r
d
e
r
w
i
l
l
r
e
p
e
a
t
i
t
s
e
l
f
w
i
t
h
D
e
p
u
t
i
e
s
going into their weekend. If there are still vacancies
t
h
a
t
n
e
e
d
t
o
b
e
f
i
l
l
e
d
t
h
e
n
t
h
e
f
o
r
c
e
s
h
a
l
l
g
o
t
o
t
h
e
Patrol Services division starting with Deputies not g
o
i
n
g
o
n
t
h
e
i
r
w
e
e
k
e
n
d
,
I
f
a
v
a
c
a
n
c
y
s
t
i
l
l
e
x
i
s
t
s
a
f
t
e
r
this, then the process will start over with Deputies a
s
s
i
g
n
e
d
t
o
C
i
r
c
u
i
t
C
o
u
r
t
/
D
i
s
t
r
i
c
t
C
o
u
r
t
w
i
t
h
v
a
c
a
t
i
o
n
the next day.
6. Deputies off work for more than seven consecutive d
a
y
s
b
e
c
a
u
s
e
o
f
w
o
r
k
e
r
s
c
o
m
p
e
n
s
a
t
i
o
n
i
n
j
u
r
y
,
s
h
o
r
t
o
r
long term disability, military leave or vacation (VA
C
,
P
L
Y
,
B
U
-
0
9
,
e
t
c
.
)
a
n
d
h
a
s
t
h
e
i
r
n
a
m
e
c
o
m
e
u
p
f
o
r
forced overtime shall be given credit as if they were w
o
r
k
i
n
g
a
n
d
f
o
r
c
e
d
.
F
u
r
t
h
e
r
,
D
e
p
u
t
i
e
s
s
i
g
n
e
d
u
p
f
o
r
voluntary overtime and have their name come up
f
o
r
f
o
r
c
e
d
o
v
e
r
t
i
m
e
o
n
t
h
e
s
a
m
e
d
a
y
a
n
d
s
h
i
f
t
s
h
a
l
l
receive credit for the forced overtime. New hires
s
h
a
l
l
b
e
p
l
a
c
e
d
o
n
t
h
e
f
o
r
c
e
d
o
v
e
r
t
i
m
e
l
i
s
t
w
i
t
h
t
h
e
average number of forced on that list upon comple
t
i
o
n
o
f
t
r
a
i
n
i
n
g
o
r
a
s
d
e
t
e
r
m
i
n
e
d
b
y
m
a
n
a
g
e
m
e
n
t
,
A
n
y
Deputy whose name comes up for a force and has alrea
d
y
w
o
r
k
e
d
s
i
x
t
e
e
n
(
1
6
)
h
o
u
r
s
s
h
a
l
l
h
e
g
i
v
e
n
c
r
e
d
i
t
for a force.
7. Should Deputy be passed over for overtime, be/she sha
l
l
b
e
g
i
v
e
n
t
h
e
o
p
t
i
o
n
t
o
w
o
r
k
a
n
y
a
v
a
i
l
a
b
l
e
o
p
e
n
overtime position within the next 30 days. Should th
e
p
a
s
s
-
o
v
e
r
o
c
c
u
r
o
n
a
h
o
l
i
d
a
y
,
t
h
e
D
e
p
u
t
y
s
h
a
l
l
b
e
given the option to work an open position on a
s
u
c
c
e
e
d
i
n
g
h
o
l
i
d
a
y
o
r
a
n
y
r
e
g
u
l
a
r
w
o
r
k
d
a
y
.
A
n
y
employee required to work (forced) when a volunteer
w
a
s
a
v
a
i
l
a
b
l
e
s
h
a
l
l
b
e
p
l
a
c
e
d
o
n
t
h
e
b
o
t
t
o
m
o
f
t
h
e
forced overtime list and shall not be assigned forc
e
d
o
v
e
r
t
i
m
e
u
n
t
i
l
t
h
e
f
o
r
c
e
d
o
v
e
r
t
i
m
e
l
i
s
t
h
a
s
b
e
e
n
exhausted and his/her name comes up the next time.
8. When a Deputy on any shift has an approved day of
f
(
F
L
T
,
P
L
Y
,
B
U
-
0
9
,
o
r
V
A
C
)
f
o
r
t
h
e
f
o
l
l
o
w
i
n
g
d
a
y
,
or the day following is a regular work week leave day
,
h
e
/
s
h
e
w
i
l
l
b
e
d
e
e
m
e
d
o
n
l
e
a
v
e
a
s
o
f
t
h
e
e
n
d
o
f
his/her shift and not subject to be forced to work ov
e
r
t
i
m
e
e
x
c
e
p
t
i
n
t
h
e
e
v
e
n
t
o
f
e
x
i
g
e
n
t
c
i
r
c
u
m
s
t
a
n
c
e
s
.
This provision shall not affect an employee who wis
h
e
s
t
o
w
o
r
k
o
v
e
r
t
i
m
e
o
n
a
v
o
l
u
n
t
a
r
y
b
a
s
i
s
,
F. Private contracts such as DTE Energy Music Theater
,
M
e
a
d
o
w
b
r
o
o
k
,
R
e
n
a
i
s
s
a
n
c
e
F
e
s
t
i
v
a
l
a
n
d
26
other similar private contracts shall be assigned to MCOLES lice
n
s
e
d
D
e
p
u
t
i
e
s
b
y
v
o
l
u
n
t
a
r
y
s
i
g
n
-
u
p
b
y
seniority in the following order: Patrol Services, Investigative and For
e
n
s
i
c
S
e
r
v
i
c
e
s
,
a
n
d
t
h
e
n
C
o
r
r
e
c
t
i
o
n
s
a
n
d
Court Services.
G. Hospital watch overtime shall be filled by volunteers in the following o
r
d
e
r
:
Corrections, Satellites, Road Patrol and Forensic and Investigative Servi
c
e
s
.
X.X. ADOPTION BY REFERENCE OF RELEVANT RESOLU
T
I
O
N
S
A
N
D
P
E
R
S
O
N
N
E
L
P
O
L
I
C
I
E
S
All Resolutions of the Oakland County Board of Commissioners on or b
e
f
o
r
e
S
e
p
t
e
m
b
e
r
1
1
,
2
0
0
9
,
relating to the working conditions and compensation of employees cove
r
e
d
b
y
t
h
i
s
A
g
r
e
e
m
e
n
t
,
a
n
d
a
l
l
o
t
h
e
r
benefits and policies provided for in the Oakland County Merit S
y
s
t
e
m
w
h
i
c
h
i
n
c
o
r
p
o
r
a
t
e
s
t
h
e
O
a
k
l
a
n
d
County Employee's Handbook, are incorporated herein by reference and
m
a
d
e
a
p
a
r
t
h
e
r
e
o
f
t
o
t
h
e
s
a
m
e
e
x
t
e
n
t
as if they were specifically set forth, except as provided and amended
b
y
t
h
i
s
A
g
r
e
e
m
e
n
t
.
XXI. RETIREMENT BENEFITS (EMPLOYEES HIRED PRIOR T
O
5
/
2
7
/
9
5
)
All Resolutions of the Oakland County Board of Commissioners, as am
e
n
d
e
d
a
n
d
i
n
e
x
i
s
t
e
n
c
e
a
s
o
f
the date of this Agreement and as modified by prior Collective Barga
i
n
i
n
g
A
g
r
e
e
m
e
n
t
s
b
e
t
w
e
e
n
t
h
e
p
a
r
t
i
e
s
,
relating to Retirement System benefits, and all retirement system ben
e
f
i
t
s
a
n
d
p
o
l
i
c
i
e
s
p
r
o
v
i
d
e
d
f
o
r
i
n
t
h
e
Oakland County Employees' Handbook, Oakland County Merit System
,
e
x
c
e
p
t
a
s
p
r
o
v
i
d
e
d
a
n
d
a
m
e
n
d
e
d
herein, are incorporated herein by reference and made a part here
o
f
t
o
t
h
e
s
a
m
e
e
x
t
e
n
t
a
s
i
f
t
h
e
y
w
e
r
e
specifically set forth, subject to the following: To the extent of any confli
c
t
b
e
t
w
e
e
n
t
h
e
p
r
o
v
i
s
i
o
n
s
b
e
l
o
w
a
n
d
the Oakland County Employees' Retirement Program, Oakland Coun
t
y
M
e
r
i
t
S
y
s
t
e
m
,
o
r
t
h
e
O
a
k
l
a
n
d
C
o
u
n
t
y
Employees' Retirement System Restated Resolution, the following provisio
n
s
s
h
a
l
l
b
e
c
o
n
t
r
o
l
l
i
n
g
:
A. Effective January 1, 1989, all employees with eight or more years of full-
t
i
m
e
C
o
u
n
t
y
s
e
r
v
i
c
e
shall be eligible for the Military Buyback Option as developed by th
e
O
a
k
l
a
n
d
C
o
u
n
t
y
R
e
t
i
r
e
m
e
n
t
C
o
m
m
i
s
s
i
o
n
and approved by the Oakland County Board of Commissioners. Emplo
y
e
e
s
w
h
o
w
e
r
e
e
l
i
g
i
b
l
e
f
o
r
t
h
e
M
i
l
i
t
a
r
y
Buyback prior to the final ratification of this agreement, and failed to
e
x
e
r
c
i
s
e
t
h
e
o
p
t
i
o
n
,
w
i
l
l
b
e
a
l
l
o
w
e
d
t
o
b
u
y
back up to two years of military service at the Employer's actual cost as de
t
e
r
m
i
n
e
d
b
y
t
h
e
E
m
p
l
o
y
e
r
'
s
a
c
t
u
a
r
y
.
B. Effective January 1, 1993, with respect to persons who are active employee
s
a
n
d
m
e
m
b
e
r
s
o
f
27
the Retirement System on and after January 1, 1993, and who retire on or after January 1, 1993, the requirements
for normal retirement will be 25 years of service credit within the department regardless of age,
C. Effective January 1, 1993, Final Average Compensation will not include overtime pay
with respect to new employees to become employees and members of the Defined Benefit Retirement System on
or after January 1, 1993.
D. Effective with the execution of this Agreement the pension multiplier factor and employee
contribution rate for employees of the Sheriff's Office covered by this Agreement who participate
in the Defined Benefit Retirement Plan shall be as follows:
1. For the first 14 full years of service in the Sheriff's Office, the employee shall have a multiplier of
2.2% and the employee shall contribute 3% of gross wages to the Retirement Plan during this time
period.
2. Thereafter, for every year of service in the Department, the employee shall have a multiplier of
2.5% and shall contribute 5% of gross wages to the Retirement Plan.
3, The following cap on retirement benefits shall apply: The first 14 full years of service in the
bargaining unit will be based on a 2.2% factor (multiplier) with all subsequent years of service in
the bargaining unit based on a 2.5% factor (multiplier) up to a maximum of 75% of final average
compensation.
E. Effective with the execution of this Agreement, the required employee contributions (as
defined in Section 3 (a) of the Restated Resolution of the Rules and Regulations governing the
Oakland County Employees Retirement System as revised May 21, 1992, excluding overtime
with respect to employees hired on or after January 1, 1993) shall be picked-up (assumed and
paid) by the Employer County of Oakland as Employer contributions pursuant to Section 414
(h)(2) of the Internal Revenue Code. Said Employer contributions will be paid by the Employer
of the Defined Benefit Retirement System Plan and no employee shall have any option of choosing to receive the
amounts directly.
The parties agree to take all action necessary and to cooperate with the Oakland County Retirement System
which will apply for a favorable (private letter) ruling request that (1) the employee contributions picked-up by the
Employer shall be treated as Employer contributions under section 414 (h)(2) of the Internal Revenue Code; (2)
the employee contributions picked-up by the Employer shall be excludable from the gross income of the
28
employees pursuant to section 414 (h)(2) of the Internal Revenue C
o
d
e
;
(
3
)
t
h
e
e
m
p
l
o
y
e
e
c
o
n
t
r
i
b
u
t
i
o
n
s
p
i
c
k
e
d
-
u
p
by the Employer shall not constitute wages as defined under sec
t
i
o
n
3
4
0
1
(
a
)
(
1
2
X
A
)
o
f
t
h
e
I
n
t
e
r
n
a
l
R
e
v
e
n
u
e
C
o
d
e
for federal withholding purposes until these distributions a
r
e
d
i
s
t
r
i
b
u
t
e
d
t
o
t
h
e
e
m
p
l
o
y
e
e
s
,
a
n
d
w
h
i
c
h
t
h
e
Retirement System shall take all action necessary to obtain a favor
a
b
l
e
s
e
c
t
i
o
n
4
1
4
(
h
)
(
2
)
r
u
l
i
n
g
f
r
o
m
t
h
e
I
n
t
e
r
n
a
l
Revenue Service. This 414 (h)(2) arrangement shall not affect d
e
t
e
r
m
i
n
a
t
i
o
n
o
f
f
i
n
a
l
a
v
e
r
a
g
e
c
o
m
p
e
n
s
a
t
i
o
n
f
o
r
pension contribution purposes.
F. Vested former members must continue to meet the requirements
o
f
t
h
e
R
e
t
i
r
e
m
e
n
t
S
y
s
t
e
m
Restated Resolution in effect at the time said person terminated their
e
m
p
l
o
y
m
e
n
t
a
n
d
t
e
r
m
i
n
a
t
e
s
t
h
e
i
r
m
e
m
b
e
r
s
h
i
p
in the Retirement System as an active employee.
G. During the time period January 1, 2000 to February 28, 2000, all em
p
l
o
y
e
e
s
w
h
o
a
r
e
participants in the Defined Benefits Retirement Program shall h
a
v
e
t
h
e
o
p
t
i
o
n
t
o
t
r
a
n
s
f
e
r
t
o
t
h
e
Defined Contribution Retirement Plan as set forth in Miscellaneou
s
R
e
s
o
l
u
t
i
o
n
#
9
4
2
7
5
,
a
n
d
a
s
approved by the Internal Revenue Service, based on multiplier of 2
.
2
%
.
O
n
l
y
c
o
m
p
e
n
s
a
t
i
o
n
(
a
s
defmed by the Plan) earned prior to October 1, 1999, shall he use
d
i
n
c
a
l
c
u
l
a
t
i
n
g
f
i
n
a
l
a
v
e
r
a
g
e
compensation for those electing to transfer to the Defined Contrib
u
t
i
o
n
R
e
t
i
r
e
m
e
n
t
P
l
a
n
p
u
r
s
u
a
n
t
to this paragraph.
Once an employee elects to transfer from the Defined Benefit R
e
t
i
r
e
m
e
n
t
P
r
o
g
r
a
m
t
o
t
h
e
D
e
f
i
n
e
d
C
o
n
t
r
i
b
u
t
i
o
n
Retirement Plan that employee shall not be eligible to be a participan
t
i
n
t
h
e
D
e
f
m
e
d
B
e
n
e
f
i
t
R
e
t
i
r
e
m
e
n
t
P
r
o
g
r
a
m
at any time thereafter.
H. The County shall make the following contributions and matching co
n
t
r
i
b
u
t
i
o
n
s
t
o
t
h
e
Defined Contribution Retirement Plan for employees hired prior t
o
M
a
y
2
7
,
1
9
9
5
:
1. For fiscal year 1999 the County shall contribute 10% of base wa
g
e
s
a
n
d
t
h
e
e
m
p
l
o
y
e
e
s
h
a
l
l
contribute 3% of base wages toward the Defined Contribution Retir
e
m
e
n
t
P
l
a
n
,
2. For fiscal year 2000 the County shall contribute 11% of base
w
a
g
e
s
t
o
t
h
e
D
e
f
i
n
e
d
C
o
n
t
r
i
b
u
t
i
o
n
Retirement Plan and the employee shall contribute 4% of base wag
e
s
t
o
t
h
e
R
e
t
i
r
e
m
e
n
t
P
l
a
n
.
3. For fiscal year 2001 the County shall contribute 12% of base wa
g
e
s
t
o
t
h
e
D
e
f
i
n
e
d
C
o
n
t
r
i
b
u
t
i
o
n
Retirement Plan and the employee shall contribute 5% of base w
a
g
e
s
t
o
t
h
e
R
e
t
i
r
e
m
e
n
t
P
l
a
n
.
29
XXII. RETIREMENT BENEFITS (EMPLOYEES HIRED ON OR AFTER 5/
2
7
/
9
5
1
All bargaining unit employees hired on or after May 27, 1995, shall only be eligibl
e
t
o
p
a
r
t
i
c
i
p
a
t
e
i
n
the Defined Contribution Retirement Plan, as adopted by the Board of Co
m
m
i
s
s
i
o
n
e
r
s
i
n
M
i
s
c
e
l
l
a
n
e
o
u
s
Resolution 494185.
A. The County and the employee shall make the following contributions to the Defined C
o
n
t
r
i
b
u
t
i
o
n
Retirement Plan: Effective with the pay period following September 11, 2009, th
e
C
o
u
n
t
y
s
h
a
l
l
contribute 9% of base wages to the Defined Contribution Retirement Plan and the e
m
p
l
o
y
e
e
s
h
a
l
l
contribute 3% of base wages to the Defined Contribution Retirement Plan.
B. Employees hired on or after May 27, 1995, through January 1, 2010, shall onl
y
b
e
e
l
i
g
i
b
l
e
t
o
receive Retirement Health Care Benefits as set forth in the Miscellaneous Resolu
t
i
o
n
4
9
4
2
9
2
.
C. Employees hired on or after January 1, 2010, shall only be eligible to participate in
t
h
e
R
e
t
i
r
e
m
e
n
t
Health Savings Plan as described in Miscellaneous Resolution 405258. The County will
increase its contribution, for all eligible employees, to the Retiree Health Savings Plan
f
r
o
m
$
5
0
t
o
$75 per pay period.
XXIII. MAINTENANCE OF CONDITIONS
Wages, hours and conditions of employment legally in effect at the execution of this
a
g
r
e
e
m
e
n
t
s
h
a
l
l
,
except as improved herein, he maintained during the term of this Agreement.
N
o
e
m
p
l
o
y
e
e
s
h
a
l
l
s
u
f
f
e
r
a
reduction in such benefits as a consequence of the execution of this Agreement.
XXPV. ECONOMIC MATTERS
The Agreement between the parties on economic matters are set forth in Appen
d
i
x
A
a
n
d
A
p
p
e
n
d
i
x
B
attached hereto and are incorporated into this Collective Bargaining Agreem
e
n
t
,
s
u
b
j
e
c
t
t
o
t
h
e
t
e
r
m
s
a
n
d
conditions thereof.
30
LXV. NO STRIKE — NO LOCKOUT
Under no circumstances will the Union ca
u
s
e
o
r
a
u
t
h
o
r
i
z
e
o
r
p
e
r
m
i
t
i
t
s
m
e
m
b
e
r
s
t
o
c
a
u
s
e
,
n
o
r
w
i
l
l
a
n
y
member of the bargaining unit take part i
n
a
n
y
s
t
r
i
k
e
,
s
i
t
d
o
w
n
,
s
t
a
y
-
i
n
o
r
s
l
o
w
d
o
w
n
o
r
a
n
y
v
i
o
l
a
t
i
o
n
o
f
a
n
y
State Law. In the event of a work stoppag
e
o
r
o
t
h
e
r
c
u
r
t
a
i
l
m
e
n
t
,
t
h
e
U
n
i
o
n
s
h
a
l
l
i
m
m
e
d
i
a
t
e
l
y
i
n
s
t
r
u
c
t
t
h
e
involved employees in writing that their co
n
d
u
c
t
i
s
i
n
v
i
o
l
a
t
i
o
n
o
f
t
h
e
c
o
n
t
r
a
c
t
a
n
d
t
h
a
t
a
l
l
s
u
c
h
p
e
r
s
o
n
s
s
h
a
l
l
immediately cease the offending conduct
.
The Employer will not lock out any em
p
l
o
y
e
e
s
o
f
t
h
e
b
a
r
g
a
i
n
i
n
g
u
n
i
t
d
u
r
i
n
g
t
h
e
t
e
r
m
o
f
t
h
i
s
Agreement.
XXVI. DURATION
This Agreement shall remain in full fo
r
c
e
a
n
d
e
f
f
e
c
t
u
n
t
i
l
m
i
d
n
i
g
h
t
,
S
e
p
t
e
m
b
e
r
3
0
,
2
0
1
6
.
T
h
e
Agreement shall be automatically renewed f
r
o
m
y
e
a
r
t
o
y
e
a
r
t
h
e
r
e
a
f
t
e
r
u
n
l
e
s
s
e
i
t
h
e
r
p
a
r
t
y
s
h
a
l
l
n
o
t
i
f
y
t
h
e
o
t
h
e
r
in writing 60 days prior to the anniversary d
a
t
e
t
h
a
t
i
t
d
e
s
i
r
e
s
t
o
m
o
d
i
f
y
t
h
e
A
g
r
e
e
m
e
n
t
,
I
n
t
h
e
e
v
e
n
t
t
h
a
t
s
u
c
h
notice is given, negotiations shall begin n
o
l
a
t
e
r
t
h
a
n
6
0
d
a
y
s
p
r
i
o
r
t
o
t
h
e
a
n
n
i
v
e
r
s
a
r
y
d
a
t
e
.
T
h
i
s
A
g
r
e
e
m
e
n
t
shall remain in full force and be effective d
u
r
i
n
g
t
h
e
p
e
r
i
o
d
o
f
n
e
g
o
t
i
a
t
i
o
n
s
a
n
d
u
n
t
i
l
n
o
t
i
c
e
o
f
t
e
r
m
i
n
a
t
i
o
n
o
f
this Agreement is provided to the other par
t
y
i
n
t
h
e
m
a
n
n
e
r
s
e
t
f
o
r
t
h
i
n
t
h
e
f
o
l
l
o
w
i
n
g
p
a
r
a
g
r
a
p
h
.
In the event that either party desires to t
e
r
m
i
n
a
t
e
t
h
i
s
A
g
r
e
e
m
e
n
t
,
w
r
i
t
t
e
n
n
o
t
i
c
e
m
u
s
t
b
e
g
i
v
e
n
t
o
t
h
e
other party no less than 10 days prior to t
h
e
d
e
s
i
r
e
d
t
e
r
m
i
n
a
t
i
o
n
d
a
t
e
w
h
i
c
h
s
h
a
l
l
n
o
t
b
e
b
e
f
o
r
e
t
h
e
a
n
n
i
v
e
r
s
a
r
y
date set forth in the preceding paragraph.
It is agreed and understood that the prov
i
s
i
o
n
s
c
o
n
t
a
i
n
e
d
h
e
r
e
i
n
s
h
a
l
l
r
e
m
a
i
n
i
n
f
u
l
l
f
o
r
c
e
a
n
d
e
f
f
e
c
t
s
o
long as they are not in violation of applic
a
b
l
e
s
t
a
t
u
t
e
s
a
n
d
o
r
d
i
n
a
n
c
e
s
a
n
d
r
e
m
a
i
n
w
i
t
h
i
n
t
h
e
j
u
r
i
s
d
i
c
t
i
o
n
o
f
t
h
e
County of Oakland. Each and every provis
i
o
n
o
f
t
h
i
s
A
g
r
e
e
m
e
n
t
o
r
a
n
y
o
t
h
e
r
a
g
r
e
e
m
e
n
t
b
e
t
w
e
e
n
t
h
e
p
a
r
t
i
e
s
shall be in accordance with the law. In t
h
e
e
v
e
n
t
t
h
a
t
a
n
y
s
u
c
h
p
r
o
v
i
s
i
o
n
s
s
h
a
l
l
n
e
v
e
r
t
h
e
l
e
s
s
r
e
m
a
i
n
i
n
f
u
l
l
force and effect.
31
OAKLAND COUNTY BOARD OF
COMMISSIONERS OAKLAND COUNTY DEPUTY
SHERIFF'S ASSOCIATION
By: By:
Michael S. Gingell, Chairperson
OAKLAND COUNTY SHERIFF
By:
Michael Bouchard
OAKLAND COUNTY EXECUTIVE
By:
L. Brooks Patterson
By:
By:
By:
By:
32
APPENDIX A
L WAGES
Base 1 YR 2 YR 3 YR 4 YR 5 YR 6 YR
Corrections
Deputy I
1383.36 1497.12 1588,45 1739.52 1918.94 2066.02 2270.53
Base 1 YR 2 YR 3 YR 4 YR 5 YR
Corrections
Deputy H
186634 2001.16 2135.89 2289.39 2373.08 2539.94
Base 1 YR 2 YR 3 YR 4 YR
Forensic Lab
Specialist I
2230.16 2313.49 2397.19 2480,76 2564.14
Base 1 YR 2 YR 3 'YR 4 YR
Forensic Lab
Specialist 11
2254.29 2337.74 2421.48 2504.97 2588.52
All persons hired shall progress in accordance with the salary schedules established
h
e
r
e
i
n
,
e
x
c
e
p
t
t
h
a
t
the Sheriff shall have the discretion to hire or promote persons into this barga
i
n
i
n
g
u
n
i
t
w
i
t
h
p
r
i
o
r
p
u
b
l
i
c
s
a
f
e
t
y
experience and my place them at a step in the salary schedule that is consis
t
e
n
t
w
i
t
h
t
h
e
i
r
p
u
b
l
i
c
s
a
f
e
t
y
experience, and except further that the Sheriff may advance an employee on the sa
l
a
r
y
s
c
h
e
d
u
l
e
t
o
a
h
i
g
h
e
r
step if the Sheriff determines that the employee's job performance warrants such
a
d
v
a
n
c
e
m
e
n
t
.
33
IL FORENSIC LABORATORY SPECIALIST BO
N
U
S
Forensic Laboratoiy Specialists shall receive an annua
l
b
o
n
u
s
o
f
$
5
0
0
.
The two Forensic Laboratory Specialists designated as
"
l
e
a
d
e
r
s
"
s
h
a
l
l
r
e
c
e
i
v
e
a
n
a
n
n
u
a
l
b
o
n
u
s
o
f
$1500.
- PREMIUM PAY DIVERS
A. Divers shall receive straight time pay for on-duty hou
r
s
o
f
w
o
r
k
,
B. For all hours on the job other than on-duty hours, the d
i
v
e
r
s
h
a
l
l
r
e
c
e
i
v
e
t
i
m
e
a
n
d
one-half pay.
C. The divers shall receive premium pay of $4,00 per h
o
u
r
*
o
v
e
r
a
n
d
a
b
o
v
e
t
h
e
r
a
t
e
s
s
e
t
forth in sections (a) and (b) above when performin
g
d
i
v
i
n
g
a
c
t
i
v
i
t
i
e
s
.
D. When diving under the ice, divers shall receive premi
u
m
p
a
y
o
f
$
8
,
0
0
p
e
r
h
o
u
r
*
o
v
e
r
and above the rates set forth in sections (a) and (b)
a
b
o
v
e
.
*Computation of the $4.00 per hour and $8.00 per ho
u
r
p
r
e
m
i
u
m
s
h
a
l
l
b
e
computed to the nearest one-half (1/2) hours.
VI. CALL-OUT PAY
The County will guarantee a minimum of two hour
s
o
f
p
a
y
a
t
t
h
e
e
m
p
l
o
y
e
e
'
s
a
p
p
l
i
c
a
b
l
e
r
a
t
e
t
o
a
n
e
m
p
l
o
y
e
e
who has checked out, gone home and is then called
o
u
t
f
o
r
a
d
d
i
t
i
o
n
a
l
w
o
r
k
.
S
h
o
u
l
d
a
n
e
m
p
l
o
y
e
e
b
e
c
a
l
l
e
d
o
u
t
o
n
a
l
e
a
v
e
day he/she shall be entitled to three hours work or p
a
y
a
t
t
h
e
e
m
p
l
o
y
e
e
'
s
a
p
p
l
i
c
a
b
l
e
r
a
t
e
.
W
h
e
r
e
a
n
e
m
p
l
o
y
e
e
i
s
c
a
l
l
e
d
into work while off duty arid the call-in is cancelled wi
t
h
i
n
6
0
m
i
n
u
t
e
s
o
f
t
h
e
b
e
g
i
n
n
i
n
g
o
f
t
h
e
s
h
i
f
t
,
t
h
e
e
m
p
l
o
y
e
e
s
h
a
l
l
b
e
paid two (2) hours at 1,5 times the employee's regu
l
a
r
r
a
t
e
o
f
p
a
y
a
n
d
s
h
a
l
l
n
o
t
b
e
r
e
q
u
i
r
e
d
t
o
w
o
r
k
(
T
h
e
m
i
n
i
m
u
m
s
s
e
t
forth in the first two sentences shall not apply). Call-
o
u
t
s
m
u
s
t
b
e
n
o
n
-
c
o
n
t
i
g
u
o
u
s
t
o
t
h
e
e
m
p
l
o
y
e
e
'
s
r
e
g
u
l
a
r
s
h
i
f
t
a
n
d
f
o
r
other than court appearance to be compensable un
d
e
r
t
h
i
s
a
r
t
i
c
l
e
.
C
a
l
l
-
o
u
t
p
a
y
s
h
a
l
l
b
e
c
a
l
c
u
l
a
t
e
d
b
e
g
i
n
n
i
n
g
u
p
o
n
a
r
r
i
v
a
l
at the work site and shall end upon the employee l
e
a
v
i
n
g
t
h
e
w
o
r
k
s
i
t
e
.
34
V. COURT APPEARANCE
When Deputies are required to appear in court, they shall be compensated at th
e
r
a
t
e
o
f
t
i
m
e
a
n
d
o
n
e
-
half for all time spent in court under the following conditions:
A. Case must be of a criminal nature or related to traffic enforcement.
B. The Deputy is appearing on behalf of the department at a deposition or a civil
m
a
t
t
e
r
.
C. Deputy must be off duty at court time,
A Deputy shall be guaranteed a minimum of two hours pay per day exce
p
t
w
h
e
r
e
a
D
e
p
u
t
y
i
s
o
f
f
d
u
t
y
and called into work and appears in court on his/her scheduled day off (not v
a
c
a
t
i
o
n
,
p
e
r
s
o
n
a
l
l
e
a
v
e
d
a
y
,
e
t
c
.
)
the Deputy shall receive a minimum of three (3) hours pay.
VI. SALARY STEPS/MER1T INCREASES
Any salary step increase for an employee who satisfactorily perform
s
a
n
d
i
s
a
p
p
r
o
v
e
d
f
o
r
s
u
c
h
increase by the Sheriff shall become effective within 10 working days afte
r
r
e
c
e
i
p
t
b
y
t
h
e
S
h
e
r
i
f
f
s
O
f
f
i
c
e
o
f
the appropriate notice of eligibility for salary step increase and said salary
s
t
e
p
i
n
c
r
e
a
s
e
s
h
a
l
l
n
o
t
b
e
d
e
n
i
e
d
unless the Sheriff disapproves the salary step increase within the aforesa
i
d
p
e
r
i
o
d
.
VII. DEFERRED COMPENSATION MATCH
Effective January 1, 2016, the County shall match an employee's contributi
o
n
s
t
o
t
h
e
D
e
f
e
r
r
e
d
Compensation Plan to a maximum of $300.
VIII. MILEAGE
Effective with the execution of this agreement, the General Tra
v
e
l
R
e
g
u
l
a
t
i
o
n
'
s
m
i
l
e
a
g
e
reimbursement rate shall be the IRS rate per mile,
IX. CLOTHING AND EQUIPMENT
A. All guns, uniforms and equipment supplied by the County will remain C
o
u
n
t
y
p
r
o
p
e
r
t
y
and separating Deputies will be required to return all uniforms and equipment
t
o
t
h
e
S
h
e
r
i
f
f
.
B. The County will provide cleaning of uniforms for uniformed personnel of
t
h
e
D
e
p
a
r
t
m
e
n
t
35
and it is understood that the individuals will not abuse this
p
r
i
v
i
l
e
g
e
b
y
r
e
q
u
e
s
t
i
n
g
e
x
c
e
s
s
i
v
e
cleaning.
C. The County shall provide one pair of boots every two (
2
)
y
e
a
r
s
t
o
C
e
l
l
E
x
t
r
a
c
t
i
o
n
T
e
a
m
m
e
m
b
e
r
s
a
t
a
cost of not more than $150 per pair,
X. PHYSICAL FITNESS INCENTIVE PROGRAM
The Physical Fitness Incentive Program is voluntary.
Each Deputy can qualify for a $100 payment per cal
e
n
d
a
r
y
e
a
r
b
y
m
e
e
t
i
n
g
t
h
e
p
h
y
s
i
c
a
l
f
i
t
n
e
s
s
standards set by the Oakland County Sheriff's Off
i
c
e
b
y
D
e
c
e
m
b
e
r
3
1
e
a
c
h
y
e
a
r
.
A
D
e
p
u
t
y
m
e
e
t
i
n
g
t
h
e
physical fitness standards by December 31 of each year w
i
l
l
b
e
e
l
i
g
i
b
l
e
f
o
r
t
h
i
s
$
1
0
0
p
a
y
m
e
n
t
i
n
J
a
n
u
a
r
y
e
a
c
h
year.
The Physical Fitness Incentive Program standards are a
t
t
a
c
h
e
d
t
o
A
p
p
e
n
d
i
x
A
o
f
t
h
i
s
A
g
r
e
e
m
e
n
t
.
36
Training Unit
Oakland County Sheriffs Office
Command Officer Fitness Performance Test
The Oakland County Sheriffs Office Command Officer Fitn
e
s
s
P
e
r
Test consists of the below
five events. Participants must successfully complete all ffv
e
e
v
e
n
t
s
t
o
s
u
c
c
e
s
s
f
u
l
l
y
c
o
m
p
l
e
t
e
t
h
e
Fitness Performance Test
Push Ups (2O)
The Push-Up is an event that measures upper body strength.
Y
o
u
w
i
l
l
b
e
r
e
q
u
i
r
e
d
t
o
d
o
a
t
l
e
a
s
t
2
0
t
o
pass successfully. You begin with your hands shoulder-wid
t
h
a
p
a
r
t
a
n
d
f
e
e
t
n
o
m
o
r
e
t
h
a
n
six inches
apart To complete this event you Mt:
> Start in the "up" position with elbows locked.
• Move downward keeping your legs, hips, and torso In the sam
e
p
l
a
n
e
.
> Strike the indicator with your breastbone.
> Return to the "up" position keeping your legs, hips, and t
o
r
s
o
i
n
t
h
e
s
a
m
e
p
l
a
n
e
.
Sit-Ups 130)
The Sit-Up event measures core body strength. You will
b
e
r
e
q
u
i
r
e
d
t
o
c
o
m
p
l
e
t
e
3
0
S
i
t
-
U
p
s
Ito pass
this event You will begin by lying on your back on a g
y
m
m
a
t
Y
o
u
r
k
n
e
e
s
w
i
l
l
b
e
b
e
n
t
0
0
d
e
g
r
e
e
s
,
with feet flat on the floor. Your hands will be behind your h
e
a
d
,
a
n
d
a
n
o
t
h
e
r
p
a
r
t
i
c
i
p
a
n
t
w
i
l
l
h
o
l
d
y
o
u
r
feet to the floor. To complete this event you will:
> Raise your shoulders from the mat, keeping your hands
b
e
h
i
n
d
y
o
u
r
h
e
a
d
.
> Touch your elbows to your knees.
> Return to the mat, and repeat
Plank (1 Minute)
This event Will measure Core body strength. You will be
r
e
q
u
i
r
e
d
t
o
g
e
t
i
n
t
o
a
n
d
m
a
i
n
t
a
i
n
t
h
e
Plank
position for one minute,
> Begin by lying face down on a mat, resting on forearms
w
i
t
h
p
a
l
m
s
f
l
a
t
o
n
t
h
e
f
l
o
o
r
.
> Push off the floor, raising up onto toes and resting on elbows
.
> Keep your back fiat, in a straight line from head to heels, m
a
i
n
t
a
i
n
i
n
g
t
h
i
s
p
o
s
i
t
i
o
n
f
o
r
o
n
e
minute,
100 Yard Sprint (35 seconds or less)
This event will measure candio-respiratory capacity and lo
w
e
r
b
o
d
y
s
t
r
e
n
g
t
h
.
Y
o
u
w
i
l
l
b
e
g
i
v
e
n
u
p
t
o
3
5
seconds to sprint 100 yards.
One Mile Runi12 minutes or less)
The one-mile run is an event that measures cardio-resplratory capacity a
n
d
i
n
c
l
u
d
e
s
e
l
e
m
e
n
t
s
o
f
cardiovascular endurance, aerobic power, and agility. Yo
u
w
i
l
l
b
e
g
i
v
e
n
u
p
t
o
t
w
e
l
v
e
m
i
n
u
t
e
s
t
o
complete the run.
37
APPENDIX B
L FRINGE BENEFITS
In addition to the provisions of this Agre
e
m
e
n
t
w
h
i
c
h
a
r
e
c
o
n
t
r
o
l
l
i
n
g
t
o
t
h
e
e
x
t
e
n
t
o
f
a
n
y
c
o
n
f
l
i
c
t
w
i
t
h
the provisions of the Oakland County
E
m
p
l
o
y
e
e
'
s
H
a
n
d
b
o
o
k
a
n
d
/
o
r
t
h
e
O
a
k
l
a
n
d
C
o
u
n
t
y
E
m
p
l
o
y
e
e
s
'
Retirement System Restated Resolution, fo
r
t
h
e
f
o
l
l
o
w
i
n
g
f
r
i
n
g
e
b
e
n
e
f
i
t
s
,
r
e
f
e
r
t
o
t
h
e
O
a
k
l
a
n
d
C
o
u
n
t
y
Employees' Handbook:
1. Injury on the job: See Merit Rule 17 whic
h
h
a
s
b
e
e
n
s
e
t
f
o
r
t
h
i
n
A
p
p
e
n
d
i
x
C
.
2. Leave of Absence/Family Leave: All provis
i
o
n
s
o
f
M
e
r
i
t
R
u
l
e
2
1
(
F
a
m
i
l
y
Leave) will be implemented for members of
t
h
e
O
a
k
l
a
n
d
C
o
u
n
t
y
D
e
p
u
t
y
S
h
e
r
i
f
f
'
s
A
s
s
o
c
i
a
t
i
o
n
except the requirement to exhaust all le
a
v
e
b
a
n
k
s
p
r
i
o
r
t
o
t
h
e
use of leave without pay.
Members of the Oakland County Deputy
S
h
e
r
i
f
f
s
A
s
s
o
c
i
a
t
i
o
n
w
i
l
l
b
e
p
r
o
v
i
d
e
d
t
h
e
o
p
t
i
o
n
t
o
elect to use leave without pay or appl
i
c
a
b
l
e
l
e
a
v
e
b
a
n
k
s
d
u
r
i
n
g
t
h
e
f
i
r
s
t
3
0
d
a
y
s
o
f
a
n
approved Family Leave. However, once th
e
l
e
a
v
e
h
a
s
c
o
m
m
e
n
c
e
d
,
a
n
e
m
p
l
o
y
e
e
w
i
l
l
n
o
t
b
e
able to change his/her decision regarding
t
h
e
u
s
e
o
f
l
e
a
v
e
w
i
t
h
o
u
t
p
a
y
o
r
a
p
p
l
i
c
a
b
l
e
l
e
a
v
e
banks during this 30 day period. Shoul
d
t
h
e
F
a
m
i
l
y
L
e
a
v
e
e
x
t
e
n
d
b
e
y
o
n
d
3
0
d
a
y
s
,
t
h
e
requirement to exhaust leave banks will b
e
i
n
e
f
f
e
c
t
.
3. Longevity: Merit Rule No, 2, "Service In
c
r
e
m
e
n
t
P
a
y
,
"
s
h
a
l
l
n
o
t
a
p
p
l
y
t
o
a
n
y
e
m
p
l
o
y
e
e
h
i
r
e
d
after March 15, 1984.
4. Medical Coverage: Effective January 1, 199
7
,
e
m
p
l
o
y
e
e
s
r
e
t
i
r
i
n
g
f
r
o
m
C
o
u
n
t
y
employment with 25 years of service wi
t
h
i
n
t
h
e
D
e
p
a
r
t
m
e
n
t
s
h
a
l
l
b
e
e
l
i
g
i
b
l
e
f
o
r
C
o
u
n
t
y
p
a
i
d
medical coverage at the time of retirement reg
a
r
d
l
e
s
s
o
f
a
g
e
,
• Employees hired on or after May 27, 19
9
5
,
t
h
r
o
u
g
h
J
a
n
u
a
r
y
1
,
2
0
1
0
,
s
h
a
l
l
o
n
l
y
b
e
eligible to receive Retirement Health Ca
r
e
B
e
n
e
f
i
t
s
a
s
s
e
t
f
o
r
t
h
i
n
t
h
e
M
i
s
c
e
l
l
a
n
e
o
u
s
Resolution #94292.
• Employees hired on or after January 1, 2010
,
s
h
a
l
l
o
n
l
y
b
e
e
l
i
g
i
b
l
e
t
o
p
a
r
t
i
c
i
p
a
t
e
i
n
t
h
e
Retirement Health Savings Plan as describ
e
d
i
n
M
i
s
c
e
l
l
a
n
e
o
u
s
R
e
s
o
l
u
t
i
o
n
#
0
5
2
5
8
,
Employees hired on or after January 1, 198
9
,
w
h
o
s
u
b
s
e
q
u
e
n
t
l
y
r
e
t
i
r
e
f
r
o
m
C
o
u
n
t
y
s
e
r
v
i
c
e
,
shall not be eligible for County reimbursem
e
n
t
o
f
M
e
d
i
c
a
r
e
p
a
r
t
B
p
a
y
m
e
n
t
s
.
E
l
i
g
i
b
i
l
i
t
y
f
o
r
County-provided medical coverage while
o
n
L
T
D
s
h
a
l
l
b
e
a
s
f
o
l
l
o
w
s
:
A
n
e
m
p
l
o
y
e
e
o
n
L
T
D
will be eligible for County-provided med
i
c
a
l
c
o
v
e
r
a
g
e
f
o
r
u
p
t
o
s
i
x
m
o
n
t
h
s
f
r
o
m
t
h
e
d
a
t
e
o
f
LTD eligibility, provided he/she has ap
p
l
i
e
d
f
o
r
a
n
d
w
a
s
t
u
r
n
e
d
d
o
w
n
f
o
r
S
o
c
i
a
l
S
e
c
u
r
i
t
y
Disability and Medicare and have no other
m
e
d
i
c
a
l
c
o
v
e
r
a
g
e
a
v
a
i
l
a
b
l
e
a
n
d
p
r
o
v
i
d
i
n
g
t
h
e
employee has not allowed his/her medical c
o
v
e
r
a
g
e
t
o
l
a
p
s
e
.
5. Sick leave.
6. Retirement
7. Annual Leave — see Merit Rule 23 which has been set forth in Ap
p
e
n
d
i
x
C
.
38
8. Disability Coverage.
9. Tuition Reimbursement, Effective October 1, 1999, tuition reimbursement shall b
e
i
n
c
r
e
a
s
e
d
from $600 per session to $800 per session with a maximum annual reimbursement of $
2
,
4
0
0
.
The fringe benefits modified in previous Collective Bargaining Agreements sha
l
l
c
o
n
t
i
n
u
e
i
n
e
f
f
e
c
t
a
s
modified and described above and in Appendix B, 11 set forth hereafter.
HEALTH BENEFITS
All health Care Benefits set forth herein are subject to the employee contribution w
h
e
r
e
a
p
p
l
i
c
a
b
l
e
a
n
d
t
o
t
h
e
terms and conditions of the plan. The Employer has the right to select and change any a
n
d
a
l
l
p
l
a
n
s
/
p
o
l
i
c
i
e
s
,
i
n
s
u
r
a
n
c
e
benefits, plan providers or third party administrators provided the benefits stated h
e
r
e
i
n
r
e
m
a
i
n
s
u
b
s
t
a
n
t
i
a
l
l
y
t
h
e
s
a
m
e
.
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 con
t
i
n
u
e
the Medical Care coverage currently in effect through December 31, 2013 (subject to
p
a
r
a
g
r
a
p
h
B
.
)
B. Effective January 1, 2014, (or as soon as administratively practical) employees in thi
s
b
a
r
g
a
i
n
i
n
g
u
n
i
t
w
i
t
h
coverage shall be covered under one of the Medical Care plans as described in Appendix
D
.
C. Employees in this bargaining unit shall make Medical Care contributions (contributio
n
s
a
r
e
b
i
w
e
e
k
l
y
a
n
d
pre-tax) in accordance with the Medical Care plan they select.
D. Healthcare 2014 and 2015: Any benefit modifications implemented on a County w
i
d
e
b
a
s
i
s
t
o
g
e
n
e
r
a
l
,
non-represented employees to take effect during the calendar years 2014 and 2015 sh
a
l
l
b
e
a
p
p
l
i
e
d
t
o
employees represented in this bargaining unit at the same time and in the same manner,
E. DENTAL COVERAGE
The Employer shall provide a Standard Dental Plan for employees and their dep
e
n
d
e
n
t
s
.
B
e
n
e
f
i
t
s
under the plan shall be 100% for Class I Benefits (Preventative), 85% for Class II (Ba
s
i
c
)
,
5
0
%
f
o
r
C
l
a
s
s
III
(Major) and 50% for class IV (Orthodontia) subject to a $25 annual deductible for sing
l
e
c
o
v
e
r
a
g
e
a
n
d
$
5
0
annual deductible for two persons or family coverage for Class II and Class Ill servic
e
s
.
T
h
e
m
a
x
i
m
u
m
p
e
r
individual per calendar year is $1,000. The maximum for orthodontia per individ
u
a
l
i
s
$
1
,
0
0
0
.
39
Employees have the option of selecting a High Option Plan during open enrollment. Employees
selecting the High Option Dental Plan rather than the Standard Dental Plan shall pay, through payroll
deduction, the amount established annually by the Employer.
Employees have the option of selecting a modified plan during open enrollment or selecting no dental
coverage. Employees selecting the modified plan or no coverage rather than the Standard Dental Plan shall
have employee earnings added to their paycheck as a result of selecting a reduced benefit.
F. VISION COVERAGE
The Employer shall provide a Standard Vision Plan for employees and their dependents. Benefits
under the plan shall provide for a vision examination with a $5 co-pay and $7.50 co-pay on lenses and frames
every 24 months from the date of the last examination or prescription for lenses and frames.
Employees have the option of selecting a High Option Vision Plan during open enrollment.
Employees selecting the High Option Vision Plan rather than the Standard Vision Plan shall pay, through
payroll deduction, the amount established annually by the Employer.
Any employee who has their glasses damaged while on duty performing job related functions shall
have the cost of the replacement glasses paid by the County to a maximum of $250 (after utilization of any
vision insurance).
G. LIFE COVERAGE
The Employer shall provide a Standard Life Plan for employees. The benefit under the plan shall
provide one and one-half times the employees annual salary. Employees have the option of selecting a Higher
Life Plan during open enrollment. Employees selecting the Higher Option Plan rather than the Standard Life
Plan shall pay, through payroll deduction, the amount established annually by the employer.
Employees have the option of selecting a Lower Life Plan during open enrollment. Employees
selecting the Lower Life Plan rather than the Standard Life Plan shall have employee earnings added to their
paychecks as a result of selecting a reduced benefit.
40
H. ACCIDENTAL DEATH AND DISM
E
M
B
E
R
M
E
N
T
C
O
V
E
R
A
G
E
The Employer shall provide a Standard AD
&
D
P
l
a
n
f
o
r
e
m
p
l
o
y
e
e
s
.
T
h
e
b
e
n
e
f
i
t
s
u
n
d
e
r
t
h
e
p
l
a
n
s
h
a
l
l
provide one times the employees annual sa
l
a
r
y
.
Employees have the option of selecting H
i
g
h
e
r
A
D
&
D
P
l
a
n
s
d
u
r
i
n
g
o
p
e
n
e
n
r
o
l
l
m
e
n
t
.
E
m
p
l
o
y
e
e
s
selecting Higher Option Plans rather th
a
n
t
h
e
S
t
a
n
d
a
r
d
A
D
&
D
i
n
s
u
r
a
n
c
e
p
l
a
n
s
h
a
l
l
p
a
y
,
t
h
r
o
u
g
h
p
a
y
r
o
l
l
deduction, the amount established annually
b
y
t
h
e
E
m
p
l
o
y
e
r
.
111. BEREAVEMENT LEAVE
In the event of the death of a member of u
n
i
t
e
m
p
l
o
y
e
e
'
s
i
m
m
e
d
i
a
t
e
f
a
m
i
l
y
o
r
h
o
u
s
e
h
o
l
d
,
i
.
e
.
,
w
h
e
r
e
the deceased bears the relation of spous
e
,
c
h
i
l
d
,
p
a
r
e
n
t
,
s
i
b
l
i
n
g
,
g
u
a
r
d
i
a
n
,
g
r
a
n
d
p
a
r
e
n
t
,
o
r
g
r
a
n
d
c
h
i
l
d
,
o
r
i
s
a
member of the employee's household (i.e
.
,
r
e
s
i
d
e
s
i
n
h
i
s
o
r
h
e
r
r
e
s
i
d
e
n
c
e
a
t
t
h
e
t
i
m
e
o
f
d
e
a
t
h
)
,
t
h
e
e
m
p
l
o
y
e
e
shall be granted a paid leave of three conse
c
u
t
i
v
e
l
y
s
c
h
e
d
u
l
e
d
w
o
r
k
d
a
y
s
,
n
o
t
i
n
c
l
u
d
i
n
g
s
c
h
e
d
u
l
e
d
l
e
a
v
e
d
a
y
s
.
In the event of the death of a unit emplo
y
e
e
'
s
p
a
r
e
n
t
-
i
n
-
l
a
w
,
g
r
a
n
d
p
a
r
e
n
t
-
i
n
-
l
a
w
,
b
r
o
t
h
e
r
,
s
i
s
t
e
r
,
d
a
u
g
h
t
e
r
o
r
son-in-law, the employee may be grante
d
u
p
t
o
t
h
r
e
e
c
o
n
s
e
c
u
t
i
v
e
l
y
s
c
h
e
d
u
l
e
d
w
o
r
k
d
a
y
s
,
n
o
t
i
n
c
l
u
d
i
n
g
scheduled leave days at the discretion of
t
h
e
e
m
p
l
o
y
e
e
'
s
d
e
p
a
r
t
m
e
n
t
h
e
a
d
,
i
n
c
o
n
s
i
d
e
r
a
t
i
o
n
o
f
t
h
e
r
e
l
a
t
i
o
n
s
h
i
p
of the relationship of the employee to th
e
d
e
c
e
a
s
e
d
a
n
d
t
h
e
g
e
o
g
r
a
p
h
i
c
l
o
c
a
t
i
o
n
o
f
t
h
e
f
u
n
e
r
a
l
.
C
o
v
e
r
e
d
relations may be natural, adoptive, step or fo
s
t
e
r
c
a
r
e
i
n
n
a
t
u
r
e
.
C
o
v
e
r
e
d
l
e
a
v
e
s
h
a
l
l
b
e
p
a
i
d
a
t
t
h
e
e
m
p
l
o
y
e
e
'
s
regular hourly rate. Absent extenuating cir
c
u
m
s
t
a
n
c
e
s
,
a
n
e
m
p
l
o
y
e
e
m
u
s
t
n
o
t
i
f
y
t
h
e
S
h
e
r
i
f
f
o
r
h
i
s
d
e
s
i
g
n
a
t
e
d
representative of eligibility for said leave b
y
w
r
i
t
t
e
n
a
p
p
l
i
c
a
t
i
o
n
o
n
f
o
r
m
s
p
r
o
v
i
d
e
d
b
y
t
h
e
H
u
m
a
n
R
e
s
o
u
r
c
e
s
Department prior to use of the leave. Suc
h
t
i
m
e
o
f
f
s
h
a
l
l
n
o
t
b
e
d
e
b
i
t
e
d
f
r
o
m
a
n
e
m
p
l
o
y
e
e
'
s
e
s
t
a
b
l
i
s
h
e
d
l
e
a
v
e
banks.
Should the death of a member of a unit em
p
l
o
y
e
e
'
s
i
m
m
e
d
i
a
t
e
f
a
m
i
l
y
o
r
h
o
u
s
e
h
o
l
d
o
c
c
u
r
w
h
i
l
e
t
h
e
employee is on a scheduled vacation, he
/
s
h
e
s
h
a
l
l
b
e
e
l
i
g
i
b
l
e
f
o
r
t
h
e
p
a
i
d
l
e
a
v
e
p
r
o
v
i
d
e
d
h
e
r
e
i
n
,
p
r
o
v
i
d
e
d
he/she notifies the Sheriff or his designat
e
d
r
e
p
r
e
s
e
n
t
a
t
i
v
e
p
r
i
o
r
t
o
t
h
e
d
a
t
e
o
f
t
h
e
f
u
n
e
r
a
l
a
n
d
a
t
t
e
n
d
s
t
h
e
funeral.
41
IV. JURY DUTY
Employees required to serve on jury duty will be paid
a
s
i
f
t
h
e
y
w
e
r
e
a
t
w
o
r
k
a
n
d
w
i
l
l
b
e
c
o
n
s
i
d
e
r
e
d
t
o
be assigned to the day shift until the termination of
j
u
r
y
d
u
t
y
.
J
u
r
y
s
e
r
v
i
c
e
c
o
n
s
t
i
t
u
t
e
s
a
r
e
g
u
l
a
r
f
u
l
l
d
a
y
'
s
work, unless the employee is released by the Court be
f
o
r
e
i
t
s
a
f
t
e
r
n
o
o
n
s
e
s
s
i
o
n
.
I
n
s
u
c
h
e
v
e
n
t
,
t
h
e
e
m
p
l
o
y
e
e
shall consult with his/her Sergeant/Lieutenant as to w
h
e
t
h
e
r
h
e
/
s
h
e
s
h
o
u
l
d
r
e
t
u
r
n
t
o
w
o
r
k
.
C
o
m
p
e
n
s
a
t
i
o
n
i
s
t
o
be for no more than 40 hours per work week.
Employees on jury duty leave will continue all fringe b
e
n
e
f
i
t
s
t
h
e
y
n
o
r
m
a
l
l
y
r
e
c
e
i
v
e
w
h
i
l
e
t
h
e
y
a
r
e
o
n
juty duty.
Employees must turn in a copy of their jury duty noti
f
i
c
a
t
i
o
n
a
n
d
r
e
r
e
q
u
i
r
e
d
t
o
t
u
r
n
i
n
a
l
l
j
u
r
y
d
u
t
y
fees excluding mileage to the Sheriff's Office.
V. PERSONAL LEAVE
A. DEFINITION OF PERSONAL LEAVE
Personal leave is an absence from work for which t
h
e
e
m
p
l
o
y
e
e
i
s
p
a
i
d
j
u
s
t
a
s
i
f
h
e
/
s
h
e
w
a
s
at work. Personal leave is provided primarily to p
r
o
v
i
d
e
i
n
c
o
m
e
p
r
o
t
e
c
t
i
o
n
f
o
r
t
h
e
e
m
p
l
o
y
e
e
w
h
o
s
e
p
e
r
s
o
n
a
l
illness or incapacity is such that they are not able to
w
o
r
k
,
b
u
t
t
h
e
y
h
a
v
e
n
o
t
y
e
t
m
e
t
t
h
e
r
e
q
u
i
r
e
d
w
a
i
t
i
n
g
period to qualify for the Short Term Disability pl
a
n
.
P
e
r
s
o
n
a
l
L
e
a
v
e
m
a
y
a
l
s
o
b
e
u
s
e
d
f
o
r
,
b
u
t
i
s
n
o
t
l
i
m
i
t
e
d
to, personal business, vacation, care of ill family mem
b
e
r
s
a
n
d
m
e
d
i
c
a
l
o
r
d
e
n
t
a
l
e
x
a
m
i
n
a
t
i
o
n
s
a
n
d
t
r
e
a
t
m
e
n
t
.
B. ELIGIBILITY FOR PERSONAL LEAVE
I. Unit members will be issued five personal leave
d
a
y
s
d
u
r
i
n
g
t
h
e
f
i
r
s
t
f
u
l
l
p
a
y
p
e
r
i
o
d
of each
calendar year in which they remain actively employ
e
d
.
P
e
r
s
o
n
a
l
L
e
a
v
e
m
a
y
n
o
t
b
e
u
s
e
d
b
e
f
o
r
e
i
t
is credited to the Personal Leave Bank, and no more
t
i
m
e
m
a
y
b
e
u
s
e
d
t
h
a
n
w
h
a
t
i
s
a
v
a
i
l
a
b
l
e
i
n
t
h
e
Personal Leave Bank.
2. New hires who successfully complete their twe
l
v
e
m
o
n
t
h
p
r
o
b
a
t
i
o
n
a
r
y
p
e
r
i
o
d
w
i
l
l
receive personal leave days on the closest p
a
y
p
e
r
i
o
d
f
o
l
l
o
w
i
n
g
t
h
e
c
o
m
p
l
e
t
i
o
n
o
f
t
h
e
i
r
probationary period, in accordance with the following
p
r
o
v
i
s
i
o
n
s
:
Those employees whose probationary period falls wit
h
i
n
t
w
o
c
a
l
e
n
d
a
r
y
e
a
r
s
w
i
l
l
receive a pro-rated amount of personal leave days
c
a
l
c
u
l
a
t
e
d
f
r
o
m
t
h
e
d
a
t
e
o
f
h
i
r
e
through the end of the calendar year in which they w
e
r
e
h
i
r
e
d
.
I
n
a
d
d
i
t
i
o
n
,
t
h
e
s
e
employees will receive five personal leave days for the
c
a
l
e
n
d
a
r
y
e
a
r
i
n
w
h
i
c
h
t
h
e
i
r
probationary period is completed,
42
Those employees whose entire probationary period
f
a
l
l
s
w
i
t
h
i
n
a
s
i
n
g
l
e
c
a
l
e
n
d
a
r
y
e
a
r
w
i
l
l
r
e
c
e
i
v
e
a prorated amount of personal leave days calcula
t
e
d
f
r
o
m
t
h
e
i
r
d
a
t
e
o
f
h
i
r
e
t
h
r
o
u
g
h
t
h
e
b
a
l
a
n
c
e
o
f
the calendar year in which they were hired.
C. ACCUMULATION OF PERSONAL LEAV
E
1. Employees may accumulate up to a total of 18
P
e
r
s
o
n
a
l
L
e
a
v
e
D
a
y
s
.
O
n
c
e
t
h
a
t
maximum is reached no further Personal Leave T
i
m
e
w
i
l
l
a
c
c
u
m
u
l
a
t
e
e
i
t
h
e
r
f
o
r
immediate or future use when the employee's accu
m
u
l
a
t
i
o
n
i
s
b
e
l
o
w
t
h
e
m
a
x
i
m
u
m
.
2, Personal Leave days have no cash-in value.
D. USE OF PERSONAL LEAVE
1. Uses of Personal Leave with advance permission
o
f
t
h
e
d
e
p
a
r
t
m
e
n
t
h
e
a
d
i
n
c
l
u
d
e
,
b
u
t
are not limited to, personal business, vacation, s
c
h
e
d
u
l
e
d
m
e
d
i
c
a
l
a
n
d
d
e
n
t
a
l
examinations or treatment and supplementing
W
o
r
k
e
r
s
C
o
m
p
e
n
s
a
t
i
o
n
o
r
I
n
c
o
m
e
Disability insurance payment.
2. Personal Leave may also be used without ad
v
a
n
c
e
p
e
r
m
i
s
s
i
o
n
o
f
t
h
e
d
e
p
a
r
t
m
e
n
t
h
e
a
d
,
f
o
r
personal illness or incapacity over which the e
m
p
l
o
y
e
e
h
a
s
n
o
r
e
a
s
o
n
a
b
l
e
c
o
n
t
r
o
l
,
o
r
t
h
e
i
l
l
n
e
s
s
o
r
incapacity of a family member if the employee is
t
h
e
o
n
l
y
p
e
r
s
o
n
a
v
a
i
l
a
b
l
e
t
o
r
e
n
d
e
r
s
u
c
h
c
a
r
e
o
r
other exigent circumstances. The Sheriff or h
i
s
d
e
s
i
g
n
e
e
s
h
a
l
l
b
e
r
e
s
p
o
n
s
i
b
l
e
f
o
r
r
e
v
i
e
w
i
n
g
employee requests for personal leave under th
i
s
s
u
b
-
s
e
c
t
i
o
n
a
n
d
d
e
t
e
r
m
i
n
i
n
g
t
h
e
i
r
v
a
l
i
d
i
t
y
.
T
h
e
Sheriff or his designee may refuse to allow use of P
e
r
s
o
n
a
l
L
e
a
v
e
w
h
e
n
c
i
r
c
u
m
s
t
a
n
c
e
s
g
i
v
e
r
i
s
e
t
o
suspicion of abuse (e.g., where there is a pattern
i
n
t
h
e
u
s
e
o
f
l
e
a
v
e
d
a
y
s
,
e
t
c
.
)
,
i
n
s
u
c
h
c
a
s
e
s
,
a
n
employee may be required to provide informa
t
i
o
n
i
n
c
l
u
d
i
n
g
d
o
c
u
m
e
n
t
a
t
i
o
n
t
o
s
u
b
s
t
a
n
t
i
a
t
e
t
h
e
reason for the absence.
3. Employees unable to work their shift shall notify
t
h
e
S
h
e
r
i
f
f
o
r
h
i
s
d
e
s
i
g
n
e
e
n
o
L
a
t
e
r
than one hour before the start of their normal wo
r
k
s
h
i
f
t
.
E. EFFECT OF PERSONAL LEAVE ON ANN
U
A
L
L
E
A
V
E
1, Employees on Personal Leave shall continue
t
o
a
c
c
u
m
u
l
a
t
e
A
n
n
u
a
l
L
e
a
v
e
j
u
s
t
a
s
i
f
they were on the job.
2. Legal holidays which are counted as days o
f
f
w
i
t
h
p
a
y
b
y
t
h
e
C
o
u
n
t
y
s
h
a
l
l
n
o
t
b
e
deducted from an employee's Personal Leave ac
c
u
m
u
l
a
t
i
o
n
w
h
e
n
t
h
e
y
f
a
l
l
d
u
r
i
n
g
a
p
e
r
i
o
d
o
f
Personal Leave Usage.
F. EFFECT OF RE-EMPLOYMENT ON PE
R
S
O
N
A
L
L
E
A
V
E
1. Former employees, who return to County service
,
m
u
s
t
s
t
a
r
t
t
h
e
i
r
a
c
c
u
m
u
l
a
t
i
o
n
o
f
p
e
r
s
o
n
a
l
leave as new employees. However, at such tim
e
t
h
a
t
t
h
e
i
r
p
r
i
o
r
C
o
u
n
t
y
S
e
r
v
i
c
e
i
s
r
e
c
o
g
n
i
z
e
d
by the Oakland County Employees' Retirement S
y
s
t
e
m
,
a
l
l
p
e
r
s
o
n
a
l
l
e
a
v
e
a
c
c
u
m
u
l
a
t
i
o
n
t
h
e
y
had at the time of separation shall be reinstated.
43
2. Employees who leave the County service to enter th
e
A
r
m
e
d
F
o
r
c
e
s
o
f
t
h
e
U
n
i
t
e
d
States under the provisions of the Selective Service Ac
t
,
w
h
o
a
r
e
m
e
m
b
e
r
s
o
f
t
h
e
Armed Forces and are called to active duty, or w
h
o
e
n
l
i
s
t
i
n
t
h
e
A
r
m
e
d
F
o
r
c
e
s
d
u
r
i
n
g
a
declared national emergency shall, upon re-employ
m
e
n
t
b
y
t
h
e
C
o
u
n
t
y
,
h
a
v
e
a
v
a
i
l
a
b
l
e
a
n
y
unused Personal Leave previously earned: provi
d
e
d
t
h
a
t
s
u
c
h
r
e
-
e
m
p
l
o
y
m
e
n
t
t
a
k
e
s
p
l
a
c
e
within 90 days after discharge or release from acti
v
e
d
u
t
y
i
n
t
h
e
A
r
m
e
d
F
o
r
c
e
s
w
h
i
c
h
e
v
e
r
i
s
later.
G. EFFECT OF BEREAVEMENT LEAVE ON P
E
R
S
O
N
A
L
L
E
A
V
E
Employees who are given permission to use B
e
r
e
a
v
e
m
e
n
t
L
e
a
v
e
d
u
r
i
n
g
t
h
e
p
e
r
i
o
d
o
f
approved Personal Leave usage shall not have the
t
i
m
e
s
p
e
n
t
o
n
B
e
r
e
a
v
e
m
e
n
t
L
e
a
v
e
d
e
d
u
c
t
e
d
f
r
o
m
their Personal Leave accumulation.
44
APPENDIX C
Attached hereto is Merit Rule 417 (Work Connected Injury or Illness); Merit Rule #23 (Annual Leave); Letter
s
of Agreement regarding the Sergeants' Promotional Exam; Canine pro
g
r
a
m
;
M
e
m
o
r
a
n
d
u
m
o
f
U
n
d
e
r
s
t
a
n
d
i
n
g
(regarding check off cancellation); Pilot Program for Compensatory Time
f
o
r
F
o
r
e
n
s
i
c
L
a
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Specialist Shift Leaders; and the Oakland County Sheriffs Office Random Drug
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17. WORK CONNECTED INJURY OR
ILLNESS
17.1 REPORTING
17.1.1 County employees shall report ail injuries or illnesses, arising directly from their County employment to their department head immediately.
17.1.2 Department heads shall report all such injuries or illness to the Risk
Management Department immediately on "Report of Injury on the Job" forms.
17.2 TREATMENT
17.2.1 The ordering of an employee involved in an on-the-job injury to receive
immediate professional medical attention shall be considered a legitimate authority of the
County department head and refusal on any grounds other than religious shall be
deemed insubordination.
17.2.1.1 Except in dire emeMencies, this medical treatment should not be given by
County medical personnel.
17.2.1.2 The person or institution rendering the medical treatment should be told that it Is a possible Worker's Compensation case.
17.3 PAYMENT OF MEDICAL BILLS
17.3.1 If the injury or illness Is deemed compensabie by the County's Worker's
Compensation Servicing Agent, the servicing agent will pay reasonable and necessary
medical charges for care and treatment of a work related injury or injuries.
17.3,1.1 All medical bills resulting from the case should be sent to the Risk Management
Department.
17.4 PAYMENT FOR TIME OFF
17,4.1.1 Oakland County is a licensed self-insured Employer and as such pays any
benefits to its employees as prescribed by the Michigan Workers' Disability Compensation
Act either directly orthrough its Worker's Compensation Servicing Agent.
17.4,1.2 This amount will usually be less than the employee's normal County salary.
17.4.1.3 This payment is a substitute for a portion of the normal County salary and is not
in addition to it.
17,4.1.4 If the employee is off work becetiee of the compensable injury or illness for less
than two weeks, the Act provides that he or she will not be paid from the servicing agent for the first week, Compensation shall begin on the eighth calendar day after injury.
17.4.1 if the injury or illness is deemed compensable, the Michigan Worker's Disability
Compensation Act provides that the Employer, the. County, shall pay. part of the
employees salary if he or she Is off work more than one week because of the illness or
injury.
46
17.4.1.5 If the employee is off work two weeks or more he or she shall be paid from the date of injury.
1 7.42 If the injury or illness is deemed compensable, the employee shall
be paid directly by the County in the foliowing mariner:
17.4.2.1 An eligible employee off work due to an injury or illness ; deemed compensable by the Michigan Workers' Disability Compensation Bureau, shall be paid, by the County, the difference between 100% of their regular normal salary, at the time injured, and the payment made under the provisions of the Workers' Disability Compensation Act for
periods (covering original injury or Illness or reoccurrence of original Injury or illness) not to
exceed five working days. The County supplement for compensabie time off in excess of
five working days shall be reduced to the difference between 80% of the employee's
regular normal County salary, at the time Injured, and the payment made under the provisions of the Workers Disability Compensation Act for as long as the Worker's
Compensation payments are received but not to exceed 52 weeks including both the
portion supplemented at 100% and the portion supplemented at 80% as noted above.
17,4.2.1,1 No deductions shall be made from the employee's Personal Leave,
Annual Leave or Sick Leave Reserve to cover this payment from the County.
17.4.21 An eligible employee still unable to return to work within the time limit described
in Section 17.4.2.1 above, who continues to receive Worker's Compensation payments,
shall be paid by the County, the difference between his or her regular salary at the time
Injured and the payment rnade'Under the provisions of the Compensation Act, and the
prorated amount of time involved shall be deducted first from the employee's Personal
Leave and Sick Leave Reserve accumulations and if they are exhausted, from the Annual
Leave accumulation.
17.422.1 An eligible employee off work due to an injury or illness deemed
compensabie by the Workers' Disability Compensation Bureau shall continue to
accumulate Annual Leave at the normal rate and shall have the time credited
toward the earning of Personal Leave for as long as he or she receives payment
from the County under items 1742.1 and 17.4.2,2 above.
17.42.2,2 Any amounts payable to an employee under Sections 1742.1 and
17.4.2.2 above, shall be reduced by an amount equal to any benefits received
under the provisions of the Oakland County Employees' Retirement System
because of such injury or illness, In no case shall the total benefits paid by the
combination of Worker's Compensation payments, payment from Oakland
County Employees' Retirement System benefits and payment from the County,
total more than the employee's normal salary at the time of Injury or illness.
17.4.3 Because there may be a delay while the servicing agent is determining if the
injury is compensable, the employee shall receive full salary payment from the County
until the first Worker's Compensation check is sent If the Injury is later determined non-corn pensable this time will be deducted from the employee's Personal Leave and Sic
k
Leave Reserve accumulations and If they are exhausted, from the Annual Leave accumulation.
When notification is received by the County that the eligible employee received a
payment from the servicing agent, this amount will be deducted from their next County
paycheck, even though the time covered by the servicing agent check is different from the time covered by the County paycheck. This is continued until any overpayment is
made up and may result in the employee receiving only partial pay from the County for a
time after he or she returns to work following a compensable
17.4.4 Non-eligible county employee's (see Rule 22- Eligibility for Employee Benefits)
shall not receive supplemental Worker's Compensation pay (an employee benefit) as described in
Section 17.4.2 of this rule.
17-2
47
REVISED 04105/09 23. ANNUAL LEAVE
23.1 DEFINITION OF ANNUAL LEAVE
Annual Leave is absence from work for which the employee Is paid just as if he or she were at work.
Annual Leave is earned and accumulated each pay period at a rate dependent on the length of the employee's
County service. When Annual Leave is used, and the amount of Annual Leave that is taken at one time, are at
the discretion of the employee's Department Head within the limitations of the employee's accumulation, of
necessity, the welfare and convenience of the County and the continuation of the services the department
renders must be the foremost consideration in allowing Annual Leave:An Annual vacation is the most common
use of Annual Leave, although it also maybe used for other purposes such as personal business and to cover
a period of Illness after Sick Leave Reserve or Personal Leave have run out
23.2 ELIGIBILITY FOR ANNUAL LEAVE
23.2.1 See Rule 22 "Eligibility for Employee Benefits."
23.2.2 All employees eligible for Annual Leave shall begin their accumulation from the first day of
eligible County employment.-
23.3 RATE OF ACCUMULATION OF ANNUAL LEAVE AND
MAXIMUM ACCUMULATION
23.3.1 Annual Leave shall be earned and accumulated by pay periods, according to the
following chart.
LENGTH OF ELIGIBLECOUNTY
SERVICE (SEERULE 22) ,
DAYS OF ANNUAL LEAVE
" EARNED *
MAXIMUM**ACCUMULATION
HOURS/DAYS . From Through , Hours Per Pay In 12 Months Elig, OIT N/Elig. 0/T
0 1 Year 3.07 10 Days N/A N/A
2 Yrs 4 Years 3.69 12 Days . 144/18.0 288136.0
5 Yrs 9 Years 4,61 15 Days 180122.5 360/45.0
10 Yrs 14 Years 5.53 18 Days 216/27.0 432154.0
Yrs _15 19 Years 6.15 20 Days 240/30.0 480160.0 _
20 Yrs 24 Years 6,76 22 Days " 264/33.0 528/66.0
25 Yrs Remainder of
County Service
7.38 24 Days 288/36,0 576/72.0
*While the amounts earned per pay period do not appear to add up exactly to the amounts earned in a
twelve month period, the computer which does the accumulating automatically corrects for this, once a
year. See also Section 23.2.2 of this rule.
**The maximum accumulation for employees eligible for Overtime is based on one and one-half year's
worth of Annual Leave earnings. The maximum accumulation for employees not eligible for overtime is
based on 3 years worth of Annual Leave earnings. When the maximum accumulation of Annual Leave is
reached, additional time spent In County service, while an employee's Annual Leave accumulation is at the
maximum, will not earn annual leave, either for immediate or future use when the employee's accumulation
Is below the maximum.
23-1
48
234 USE OF ANNUAL LEAVE
23.4.1 Annual Leave may be used only with the permission of an employe
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provision shall apply to 'ail other sections of this plan.
23.4.2 Annual Leave may be used at any time pitrit Is earned, subjec
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23.4.3 Annual Leave may not be uscd before it Is earned.
23.4.4 Annual Leave may be used in any combination of days, sUb
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23.4.5 Employees not eligible for overtime for whom Annual Leave has b
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Leave Reserve Bank may draw from their reserve subject to item 23.4.1 above.
NOTE: At the time the maximum accumulation was applied to "no
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23.5 EFFECT OF PERSONAL LEAVE AND SICK LEAVE R
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ON ANNUAL LEAVE
23.5.1 Employees utilizing Personal Leave or Sick Leave from their Si
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23.5.2 If an employee has reason to draw from his or her Sick Leave
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employee and this usage is documented by a physician's writte
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head's satisfaction, such time may be deducted from the emplo
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of from his or her Annual Leave Accumulation.
23.6 EFFECT OF SHORT TERM AND LONG TERM DISABIL
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INCOME INSURANCE ON ANNUAL LEAVE
23.6.1 Employees receiving Short Term Disability Income Insurance pay
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accumulate Annual Leave just as if they were on the job.
23.6.2 Employees receiving Long Term Disability Income Insurance p
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roll as a County employee shall not accumulate Annual Leave.
23.7 EFFECT OF DEATH LEAVE ON ANNUAL LEAVE
23.7.1 If an employee has reason to use Death Leave during a period of Annual Leave usage, and such Death Leave is documented to the department he
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be considered as Death Leave instead of deducted from the employe
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(See also, Rule 25, "Death Leave")
23-2
49
23.8 EFFECT OF PAID LEGAL HOLIDAYS ON ANNUAL LEAVE
232.1 Legal Holidays, as defined in these rules, which are counted as days off with pay by the County, shall not be deducted from an employee's Annual Leave accumulation when they fall
during a period of Annual Leave usage.
23.9 EFFECTS OF LEAVES OF ABSENCE WITHOUT PAY ON
ANNUAL LEAVE
23.9.1 Employees shall not accumulate Annual Leave while on Leaves of Absence Without Pay.
23.10 PAYMENT FOR UNUSED ACCUMULATED ANNUAL LEAVE ON
SEPARATION FROM COUNTY ,SERVICE
23.10.1 Employees separated from County Service shall be paid at separation, for their unused
accumulation of Annual Leave at the salary rate the employee is being paid on his or her final day
of actual work.
23.10.1.1 This payment shall not be Included in the computation of final average compensation (F.A.C,)
for retirement benefit purposes for employees Initially appointed to eligible County service (see rule 22)
after December 31, 1977.
23.11 EFFECT OF TRANSFER OF AN EMPLOYEE FROM ONE
DEPARTMENT TO ANOTHER WITHIN THE COUNTY SERVICE, ON
ANNUAL LEAVE
23.11.1 An amount of money equal to the amount of unused Annual Leave time the employee
has in their accumulation at the time of the transfer, paid at the rate the employee is being paid at
the time of the transfers shall be transferred from the salaries budget of the department the
employee is transferring from, Into the salaries budget of the department he or she is transferring
to, if requested by the department head of the latter.
23.3
50
AGREEMENT
The County of Oakland ("County") and the Oakland 'County.
Deputy Sheriff's ASsociation ("AssoCiation ftj.herebY entst inL°
this agreement on April , 1985. ThS.CoontY .and the
Association acknowledge and agree as follow:
The County, and the Aasociation have been and preaentlzot
invOlved in a dispote.ovar.the weighting to be accorded to
the oral .portion and Written portion .of the tests which compriect
the sergeant's prorptional examination and over the sequence
which the tests shall be given.
2. The County.snd the Assoc4ation hereby agree to resolve
th'eir dispute as follows:
A. The weighting of the oral and written
tests which comprise the sergeant's
Promotional examination abell. be 55
per:cent oral and 45 yercSnt writt en i
including the sergeant's egamination
• which was announced. (posted) on
February 11, 1985.
B. The sequence of the tests which comprise
the sergeant's promotional examination
shall be oral examination first, and
written ekamination second, for all
examinations announded (posted) after
AY 1, 1985,.
OAKLAND COUNTY DEPUTY SHERIFF ASSOCIATION
By
David Rhines
Its: President
COUNTY OF OAKLAND
ty gPLP1,40) Kenneth Vinstra
Its; Manaser o Esployee RelatiorAs
OAKLAND 'COUNTY SHERIFF'S
DEPARTHENT
?fichols sheriE2
4p -or
LEMR OF UNDERSTANDING CONCERNING La21224&
The County of Oakland (Count) and the Callland County Sheriffs Departneel
(neloartment") have established a Canine Program andy after negotiations With the Oakland County Deputy Sheriff's Association ("Union"), have agreed upon the work hours,
reimbursement, and other conditions for the Canine Program.
Canine Program And Policy: ,
Canine duty is voluntary and participation in the-Canine Program is considered to be a
privilege. Deputies seeking assipment to the Canine Program should have a love of animals
and be dedicated to the care, training and 'well-bng of the C2IniPe easig:aed to them. The home environment for the canine should be one where the canine will be treated well by family
members who went the Canine to be part of the honie environment. The County reserves the right to inspect any non-residential structure used exclusively for canine bousing to 81.151111 proper cane and Mgt OLIEXpe.
PartIcIpaticm in the Oakland County Sheriffs Department Canine Program must bs
carefbily considered by the individual seeking the assignment. It require,s commitment by the
employee and an investment by the County and the Department in terms of oost and training
time. In addition, once a adze is bonded to a Depnty, changes ere difEcult to make and costly in teams of 'training time and reacclamsftian for the canine. Once voluntarily applied for and
assigned to the Canint Unit, employees cannot be reaisigned without the express permission cc
the Sheriff. Except as provided herein, the County and/or the Department may 'change the
Program from time-to-time as they believe neeessary. Assignment to the Canine Unit will be
excluded from the provisions of the Collective Bargaining Ageeenient with reference re
shift/location preference. However, seniority within the' Canine Unit will apply the same as the
Collective ?Bargaining Agreement for shift/locationpreferinne within the Canine Unit.
,
Canine pnit Assignment •
Assignment to and removal from the Canine Unit is at the sale discretion of the Sheriff; The Sheriff shall select among C.0,1..E.S. certified Deputy II's fa this assigement Deputise
who accept assignrstent into the Canine Prow= Will, in addition to departmental duties sal
training, maintain their canine at their home during non-duty hours and will transport the canine
to and from work as required in a marked patol unit provided by the Department. They will also
care for the canine including feeding, grooming, veterinary care and all related matters for the
nourishment, care and Well-being of the canine.
53
rkRour r Dep oieazt_olgi alramtv.
The Count, the Department, and the Union have met and have negotiated concerning
eanine duty and the amount of off-duty Erne required per week for the care, feeding,
maintenance arid veterinary care of the canine. After reviewing the pertinent facts, the County,
the Department, and the Urtibn acknowledge that in some weeks, more cr less time will be
required for canine care than other Weeks and that due to the varying time requirements for
canine care and the fact that the)Deptity will care and maintain the canine at hiskerbnme (which,
is considered to he &privilege and a benefit for the Deputy and his family), that two and on'e-half
(21/2) hours per week is a fair and reasonable allotment of the milked time and fair
compensation for the feeding, care, veterinary care and other related maintenance for the eT6FilL
Deputies shall not receive additional dompensation, daily overtime, or weekly overtime for the
feeding, care, veterinary care, or maintenance of the.canine. The Union hereby waive 's any daily overtime provision in the Labor Contract end/or the Merit System Rules in regard to the feeding,
care, vetminray care, and maintenance of the cimine.
Acoording,ly, the nomnal work week for Deputies assigned to canine duty sliall be 37% hours Of Dspazime4tal work peiwee,k and 2% hours per Week designated forthe fee'dmg, care: veterinary care and other maintenance of ihe canine dming off-duty hotus. The Deputy's daily
and weakly overtime payments shall be based one 714 hour Departmental work day and 37 1/2. hour Deparc=tal work week, Overtime shall be paid only for Departmental work (separate
and apart fr= the transportation, feeding, oark veterinary care and other maintenance related to
the canine). During vacation weeks or at other times when the opine is boarded, the Deputy's
wages' s,ball not be reduced below 40 hours per week :because the canine i's being boarded at a
kennel during that time.
The parties bereto -itoknimledge• that since the Depety will perform this ofr-duty 'work at home, the Department has rid means of determining how. much dine is spent caring for the
canine, The Deputy shall limit the off-duty time he/she eitpends for the canine to two and one-
half '(21/2) hours .per week,' 'he' Deputy shall not expend additional time without the written pennission of the Sheriff,
gnsi_altarLdfngjgcdaagumag gled.„,c,gt4Cax,e,t
The cost offoon, veterinary care, grooming, boarding where necessary, equipment, and
other related items for the canine, shall be paid by the County, Food, veterinary care, grooming
equipment and other necessities for the canine shall be obtained from vendors designated by the
County. /xi the, event the Deputy expends his/her fends for the canine, the Deputy shell he
reimbursed upon' presentation of documentation satisfactory to the County.
-2-, )52.002:AGRUPB15473i6/2249
54
MEMORANDUM OF UNDERSTANDING
This Memorandum of Understanding (aMOU") is entered into on this day of , 2015
between the Oakland County Deputy Sheriff Association (Corrections Unit) and the County of
Oakland and the Oakland County Sheriff's Office. This MOU is based on the following facts.
A. Michigan enacted a Right to Work Act effective in March 2013. There has been considerable
litigation concerning the effect and meaning of this Act.
B, One of the issues being litigated regarding this Act is whether there can be any restrictions
on an employee's ability to cancel his union dues deduction and whether an employee can
be limited to canceling his/her union dues deduction during a specific period(s).
C. Article III C of the Labor Contract between the parties, provides that the employees in this
bargaining unit can only cancel their union dues deduction between December 16 and
December 31 of any calendar year.
Now therefore, the parties agree as follows:
1. If the Michigan Employment Relations Commission, Michigan Court of Appeals, Michigan
Supreme Court or a Federal Court In Michigan issues a final unappealed decision concerning
when an employee can cancel his/her uniondues deduction then Article III C shall be
amended accordingly.
2, The parties shall meet to negotiate these changes to Article Ill C.
Oakland County Deputy Sheriff Association Oakland County
Oakland County Sheriff's Office
55
MEMORANDUM OF UNDERSTANDING
This Memorandum of Understanding is entered into on the day of 2015 by and between
the Oakland County Deputy Sheriff's Association (Corrections Unit) ("OCDSA") and the County of
Oakland and the Oakland County Sheriffs Office (hereafter collectively the "County).
This Memorandum of Understanding is to confirm our understanding regarding the COmpensatory Time
Pilot Program for the Forensic Laboratory Specialists I and II.
in the interest of determining whether a Compensatory Time Bank Program is beneficial and feasible for
the County and members of the OCDSA Corrections bargaining unit who are assigned to and work in the
Forensic Laboratory as Forensic Laboratory Specialists I and II, the parties agree to implement a pilot
program for the period of the 2015 Collective Bargaining Agreement, with the understanding that either
party may cancel this Pilot Program at the end of the contract period. It is also understood that the
Compensatory Time Pilot Program is being conducted for Forensic Laboratory Specialists I and II because
when they are absent they do not need to be replaced on overtime.
Under the Pilot Program, when a Forensic Laboratory Specialist I or 11 works hours for which overtime
compensation would otherwise be due, that Forensic Laboratory Specialist may elect to have overtime
hours placed in a Compensatory Time bank (calculated at time and one half) subject to the following:
1. The accumulation in the Compensatory Time Bank may not exceed forty-eight (48) hours.
2. Use of Compensatory Time shall be in accordance with the Sheriff's Office Annual Leave policy.
It is understood, for example, that the use of Compensatory Time will be denied where it is
known that overtime will result.
3. A Forensic Laboratory Specialist's use of Compensatory Time shall be In increments of whole
hours and also may be used, with pre-approval, for short periods of leave such as leaving early
from or coming in late for a shift, provided that a work unit shall not be understaffed in the
opinion of the unit supervisor for the time period in question.
4. In the event that a Forensic Laboratory Specialist goes on short term disability or wbrker's
compensation, hours In the Compensatory Time bank shall be used as a supplemental
compensation.
S. Where a Forensic Laboratory Specialist's Compensatory Time bank has a balance as of the last
pay period of the calendar year, the hours shall be liquidated and paid to the Forensic
Laboratory Specialist,
6. Overtime hours worked on a mini contract (i.e. Pine Knob, Meadowbrook, Renaissance Festival)
shall not be eligible for inclusion in a Forensic Laboratory Specialist's Compensatory Time bank.
Any Grant funded overtime will be decided on a case by case basis.
This Program will expire September 30, 2016, unless extended by mutual agreement of the parties.
Oakland County Oakland County Deputy Sheriff's Association
Undersheriff Michael McCabe. Date Deputy William Christensen Date
Oakland County Sheriff's Office President- °COSA
lordie Kramer Date
Director-Human Resources
56
DRUG TESTING POLICY
This Drug Testing Policy is established in order to promote and maintain a safe working environment for all
employees and the public. This Policy is also being implemented to reduce accidents and casualties, promote
efficiency and morale, and to ensure that Deputies do not engage in illegal use of controlled substances, which will,
inter alia, undermine confidence in law enforcement.
For purposes of the Policy "controlled substances" means marijuana, cocaine, amphetamines, phencyclidine
(PCP), opiates and any other intoxicating substances the possession or use of which (without a proper prescription) is
illegal under federal or Michigan law.
I. Drug Use Prohibitions
No Employee shall:
A. Possess, be under the influence of, or use, any controlled substance, while on duty, in a County vehicle, or on
County premises, unless the employee has a proper prescription and the controlled substance does not affect the
employee's ability to perform his or her job duties.
B. Use, possess (except for a physician prescribed medication for the Deputy), sell, offer to sell or buy, or distribute
controlled substances on duty or off duty.
C. Be permitted to remain on duty where the employee's ability to work is impaired by a controlled substance or the
employee tests positive for a controlled substance prescribed for the employee by a physician and used by the
employee as prescribed, but the employee will not be disciplined for a violation of this rule.
D. Refuse to sign a consent or release form authorizing the collection of a specimen for analysis, and the release of
the results to the County.
E. Refuse to cooperate with the collection site personnel, County personnel, or in any way to refuse to provide a
specimen when required.
F. Violate any of the Department's Rules and Regulations regarding controlled substances (drugs).
U. Reasons for Drug Testing:
A. This Drug Testing Policy includes testing in the following situations:
1. Pre-promotional: Testing an employee who is selected for promotion.
2. Transfer: Testing an employee who is transferred to a job of a sensitive nature (e.g., Narcotic Enforcement
Unit and other jobs designated by the Review Committee).
3. Return to Work: Testing an employee who has been off work for over four months.
4. Random: Random testing of all employees in the bargaining unit as determined by computer lottery selection
or other such method.
5. Based Upon Reasonable Suspicion: Testing when the Employer has reasonable suspicion to believe that an
employee is under the influence of, using, selling, dispensing or has possession of a controlled substance.
6. Follow-up: Testing as part of counseling or rehabilitation.
57
7. The drug tests set forth in numbers 1, 2, 3, 4, and 5 will be scheduled while the employee is at work.
B. Orders for testing will come from the Sheriff of the Sheriff's designee.
C. An employee who refuses to submit to a drug test in accordance with this Policy shall be permanently removed
from County service except for good cause that is based on reasonable objective criteria.
III. Procedures for Obtaining the Sample Specimen:
Procedures shall provide for individual privacy, while safeguarding the program against submissions of altered or
substitute specimens.
A. Completion of Testing form:
1. The employee may be asked by the collection facility to furnish information in writing to insure the
integrity of the specimen collected, including information verifying the identity of the employee and, if
possible, identifying any prescription or nonprescription medication recently ingested by the employee,
2. A copy or photocopy of the Laboratory Testing Form shall be given to the employee upon completion of
the specimen collection procedure.
B. Collection of the Sample/Specimen:
1. Clean and previously unused collection and storage containers of the type utilized by medical facilities for
bodily fluids will be supplied by the testing laboratory for urine collection. The employee may reject any
container he or she reasonably believes has been contaminated.
2. Privacy Area: Urine collection shall be conducted at the collection facility in a manner which provides a
high degree of security for the specimen and freedom from adulteration. The employee shall be witnessed
while providing a specimen. The employee may be instructed to wash and dry his or her hands prior to
submitting the required specimen. The volume of the specimen must be at least 30 milliliters for the screening
test and confirmation test. The employee may be given a reasonable amount of liquid (e.g., a glass of water) to
assist in producing an adequate specimen. Site personnel shall determine if the specimen contains at least 30
milliliters of urine.
3. A second test may be requested only if the first specimen is suspect because of adulteration or not a genuine
sample. The employee will not be unreasonably delayed.
W. Laboratory Testing Procedure Regarding Specimens:
1. Laboratories must comply with applicable provisions of any Federal and State licensing requirements. Accredited
laboratories must have the facilities and capability, of performing screening and confirmation tests for each drug or
metabolite for which service is offered and requested. The OCDSA will be given proof of accreditation.
2. The testing laboratory shall maintain a chain of custody record of any individual handling or testing an
employee's specimen.
3. Lab Test:
a) The initial screening test will be a "10 panel" test of the RIA or EMIT type. If a positive result is obtained, a
confirmation test will then be conducted.
58
b) A confirmation or follow-up test for controlled substances will be of the Gas Chromatography/Mass
Spectrometry method and shall be conducted by the same laboratory which performed the initial screening. The
laboratory shall be required to specify the metabolites tested for, the cut-off levels and the testing procedure used
in each drug classification.
c) In determining whether a test result is positive, the laboratory shall use the following cut-off levels:
Initial test analyte Initial test cutoff Confirmatory test
analyte
Confirmatory test
cutoff
Marijuana metabolites 50 ng/ml TCHA 15 ng/ml
Cocaine metabolites 150 ng/ml Benzoylecgonine - 100 neml
Opiate metabolites
Codeine/Morphine 2000 lag/nil Codeine 2000 neml
Morphine 2000 ng/m1
6-Acetylmorphine 10 mg/ml 6-Acetylmorphine 10 mg/ml
Phencyclidine 25 ng/ml Phencyclidine 25 ng/ml
Amphetamines .
AMP/MAMP 500 ng/ml Amphetamine 250 ng/ml
MethamphetamineA 250 ng/ml
Mt/MA 500 ng/ml MDMA 250 ng/ml
MDA 250 ng/m1
MDEA 250 ng/m1
The Union will be notified of any proposed changes in cut-off levels and the parties will meet and confer in accordance
with the provisions of Section VI (Review Committee).
The County may, if reasonable under the circumstances and with notice to the Union after any such test, test samples
for other intoxicating substances not listed above or included in the standard 10 panel test. The OCDSA will be given
notice of the intoxicating substance and upon request will be given an opportunity to meet and confer with the County
and the Sheriff's Office regarding the proposed changes concerning test cutoff levels. In any such case, the cut off
level for a positive test shall be the generally accepted level for a positive test for such substance.
4. After completion of all testing:
a) A written report from the laboratory which is signed and dated, must be submitted to the collection site within 10
days of the test. Upon request, the report shall be made available to the employee after its receipt by the Employer.
59
b) Negative specimens will be discarded. The chain of custody record, and all other reports pertaining to the test
will be kept by the testing laboratory for one (1) year.
c) If the test is positive, the employee may request, and shall be furnished, the information available regarding:
I. The type of tests conducted;
2. The results of the test; and
3. The cut-off level and the methodology employed.
The employee may either request that the remainder of the specimen be retested by the testing
laboratory or that the remainder of the sample be sent to another accredited independent testing facility
(following the same chain of custody and cut-off levels outlines in this policy) for retesting. If the subsequent
test is positive, the cost shall be borne by the requesting employee. If, however, the subsequent test is negative,
the County shall bear the cost of the second, independent test. If the subsequent test is positive, the remaining
preserved specimen will be frozen and properly secured in a long term locked storage area for a period of two
(2) years. If the subsequent test is negative the specimen will be discarded, except if the specimen is retained to
test/examine it for adulteration, tampering or related issues. The chain of custody record, and all other reports
pertaining to the subsequent test, will be kept by the testing laboratory for two (2) years. The chain of custody
records will upon request be provided to employees testing positive.
V. Choice of Collection Facility and Testing Laboratory:
In the event the Employer wishes to change the current collection facility or testing laboratory, the procedures
utilized by any subsequent collection facility or testing laboratory shall be as specified elsewhere in this
Agreement. Any such facility or laboratory shall be licensed by the State or Federal Government. The Union will
be informed and shall be given the opportunity to inspect any new facility or laboratory.
VI. Review Committee:
A Review Committee including the President of OCDSA or designee, a designated representative of the Human
Resources Department, and the Sheriff's Office shall be formed. This Committee shall meet periodically to
review only issues that may arise under this Policy and to make recommendations to the OCDSA, the County, and
the Sheriff's Office.
VII. Consequences of Violating the Sheriff's Office Drag Testing Policy:
Disciplinary action will be initiated against any employee found to be in violation of this Policy.
Employees shall be placed on leave with pay pending completion of the drug testing procedures.
VIII. Confidentiality:
All records pertaining to the initiation and administration of tests under this Policy shall be held strictly
confidential by the Human Resources Department and the Sheriffs Office. Only those County employees who
have a need to know shall have access to any records or reports. All others must have the written permission of
60
the employee, The Sheriff's Office or Human Resources shall maintain a copy of the employee's permission slip.
Copies shall be made available to the employee.
IX. Grievance procedure:
Any disputes concerning the interpretation or application of this Policy shall be subject to the grievance procedure
except that the Arbitrator shall be without jurisdiction to modify the penalty. Grievances shall be initiated at step
three of the grievance procedure.
61
APPENDIX D
Attached hereto is the Medical Options Comparison chart for 2014,
$100 co-pay, deductible and $100 co-pay $100 co-pay coinsurance may also apply for some services. Co-pay waived Co-pay waived if admitted Co-pay waived for accidental for accidental injury or if injury or if admitted admitted ; I $100 co-pay Co-pay waived for accidental injury or if admitted 90% after deductible 80% after deductible 100% 90% after deductible _ 90% after deductible 100% 100% 100% 100% APPENDIX D MEDICAL OPTIONS COMPARISON Important Note: The information contained on this comparison is intended to be an easy to read summary to help you and your family make choices among the different options available to you. Be sure to carefully study each option before making your choice. This comparison summarizes some of the provisions and certain features of each plan. It cannot modify or affect the coverage or benefits provided in any way. No right will accrue to you and/or your eligible dependents because of any statement, error or omission from this comparison_ Its provisions do not constitute amendments, modifications or changes irt any existing contract. AVAILABLE TO ALI, AVAILABLE TO ALL AVAILABLE TO ALL AVAILABLE TO ALL ONLY AVAILABLE TO EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES CURRENTLY ENROLLED PPOI PPO2 PI'03 HMO TRAD BENEFITS ASR Blue Cross/Blue Shield PPO Community Blue Plan ASR Health Alliance Plan Blue Cross/Blue Shield (HAP) Traditional Plan (BC/BS) www.asrhealthbenefits.com wvvw-BCBSWLeorn www.asrhealthbenefits.com $16 $35 / $45 Physicians Care/HAP CIGNA Multiplan www-11AP.org www.BCBS141.com Employee Bi-Weekly Contributions Network(s) $32 $651875 Physicians Care/HAP CIGNA Multiplan $42/ $701 $85 Blue Cross/Blue Shield $32/ 865 / 875 Health Alliance Plan $52 / $89 / 894 Blue Cross/Blue Shield 4NPATA10-1-ROSPI General Conditions 100% • Semi-Private • Drugs • Intensive Care Unit • Meals • Hospital Equipment • Special Diets • Nursing Care Emergency Room Care J $100 co-pay • Accidental Injuries • Medical Emergencies Co-pay waived for accidental injury or if admitted Physical Thera 100% 'i0tc.GROT- CARE ,ent Care Visits .PBRVIDrIAYTYV CARE 8ERVIO Routine Health 100% Maintenance Exam — includes chest x-ray, EKG, cholesterol screening and other select lab procedures 1 90% after deductible 80% after deductible 100% 100%
BENEFITS AVAILABLE TO ALL AVAILABLE TO ALL AVAILABLE TO ALL AVAILABLE TO ALL ONLY AVAILABLE TO EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES PPOI ASR www_asrhenithbenefits.com PPO2 Blue Cross/Blue Shield PPO Community Blue Plan www.BCOSM.com PP03 ASR www.asrheaIthbenefits.com HMO Health Alliance Plan (HAP) www.HAP-org CURRENTLY ENROLLED TRAD Blue Cross/Blue Shield Traditional Plan (BC/BS) www.BCBSiVI.com Routine Ph cal 100% 100% 100% 100% 100% Routine Gynecological Exam 100% 100% 100% 100% 100% 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 mouths 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, ACM, HRSA or other sources as recognized by BMW, 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 Specific Antigen (PSA) Screening 100% 100% 100% 100% 100%
BENEFITS AVAILABLE TO ALL AVAILABLE TO ALL AVAILABLE TO ALL AVAILABLE TO ALL ONLY AVAILABLE TO EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES PPO1 ASR www.asrhealthbesieflts.com PPO2 Blue Cross/Blue Shield PPO Community Blue Plan www.BCBSIVLeom PPO3 ASR www.asrhealthbenefits.cone IIIVIO Health Alliance Plan (HAP) www.HAP.org CURRENTLY ENROLLED TRAD Blue Cross/Blue Shield Traditional Plan (BC/BS) www.RCBSIVLeom Routine Mammogram and Related Reading 100% 100% NOTE: Subsequent medically necessary manunograins performed during the same calendar year are subject to your deductible and percent co- insurance. 100% NOTE: Subsequent medically necessary mammograms performed during the same calendar year are subject to your deductible and percent co- insurance. 100% 100% NOTE: Subsequent medically necessary mammograms performed during the same calendar year are subject to your deductible and percent co-insurance Colonoseopy —Routine or Medically Necessary 100% 100% NOTE: Subsequent colonoscopies performed during the same calendar year are subject to your deductible and , ercent co-insurance, 100% NOTE: Subsequent coIonescopies performed during the same calendar year are subject to your deductible and ,ercent co-insurance. 100% 100% . NOTE: Subsequent colonoscopies performed during the same calendar year are subject to your deductible and .ereent co7insurance,_ .. nUNT:ArillEALTH. rrtR1V:-.--,.;.-. Inpatient Mental Health 1 -: -- ''7' ''-i5:.---.-'----.-. 00% 90% after deductible ; :-;::.-Z1-::=3::::-7 - t' ---- -- =,-.= - , -_:._ : -.;.' .-4-=-.- - 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 D ..I endenc $20 co-pay 90% after deductible Office visit $20 co- $20 eo-pay $20 co-pay ._ _ _ _ Covered 100% of approved amount, no Master Medical locix," 80% after deductible Covered up to 210 days per lifetime. 100% of approved amount _ Hospice Care 100% Specified Human Organ Transplants 100% ,.._ .. . . . 90% to 100% Covered according to plan :uidelines. 80% after deductible Covered according to plan guidelines. 100% in approved facilities --MEDICA Xt1D" - M AlLCAR' '':- --.::-.:.--;:-.!•;:-.L::;.,:-.--.--_-:if--",-,7::: 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
AVAILABLE TO ALL EMPLOYEES AVAILABLE TO ALL EMPLOYEES AVAILABLE TO ALL AVAILABLE TO ALL EMPLOYEES EMPLOYEES ONLY AVAILABLE TO EMPLOYEES CURRENTLY ENROLLED PPOI PPO2 PPO3 HMO TRAD BENEFITS ASR Blue Cross/Blue Shield PPO Community Blue Plan ASK Health Alliance Plan Blue Cross/Blue Shield (HAP) Traditional Plan (113C/138) www.asrhealthbeneilts.com www.BCBSIVLeom www.asrhealthbenefits.com www.I1AP.org wvvw.BCBSMeom leRcwitkaTRQVis TOT Co-pays, Deductibles, Co- Co-pays: $20! $100 as noted. Co=pavs: $20 / $100 as noted_ Co-pays: $20 / $100 as noted. Co-pays: $20 as noted. insurance, Annual Out-of- Pocket Maximums and Deductibles: $200 per person / Deductibles: $100 per person/ Deductibles: $250 per person! Lifetime Maximum Dollar $400 per family/pm calendar $200 per family/per calendar $500 per family/per calendar Limitations year where noted_ yen. year. Co-pays: $100 as noted. Deductibles: $200 per person/ $400 per family/per calendar year. Co-insurance: In general, 0%; 10% after deductible as noted. Out-of-Pocket Coinsurance Maximum: $1,000 per person/family per calendar year. Lifetime Maximum: None. ,Co-insurance: 10% alter deductible as noted. 50% for private duty nursing. Out-of-Pocket Coinsurance Maximum: $500 per person, $1,000 per family per calendar year. Co-insurance: 20% after deductible as noted. 50% for private duty nursing_ Out-of-Pocket Coinsurance Maximum: $1,000 per person $2,000 per family per calendar year. Co-insurance: 10% after deductible as noted. 50% for private duty nursing. Out-of-Pocket Coinsurance Maximum: $1,000 per family/per calendar year. Lifetime Maximum: None Lifetime Maximum: None Lifetime Maximum: None Payment of Covered Services Preferred (Network) Hospitals: 100% of covered benefits. Non-Network Hospitals: 85% of approved payment amount Preferred (Network) Physicians - Outpatient 100% after $20 co-pay. Non-network ehysicians - Outpatient 85% of approved payment amount after $20 co-pay. Preferred (Network) Hospitals: 90% of covered benefits, after deductible. Non-NetworkHospitals: 70% of appnoved payment amount after out-of-network deductible Preferred (Network) Physicians: 100% after $20 co-pay. Non-network Physicians: 70% of approved payment amount after out-of-network deductible and $20 co-pay. Preferred (Network) Hospitals: 80% of coveted benefits, less applicable deductible. Non-Network Hospitals: 65% of approved payment amount, after deductible. Preferred (Network) Physicians-Outpatient 100% after $20 co-pay. Non-network Physicians - Outpatient 85% of approved payment amount after $20 co-PaY Co-pays as noted. ParticipatingHospitals" 100% of covered benefits Non-participatin_g Hospitals: Inpatient care in acute-care hospital -$70 a day. Inpatient care in ether hospitals - $15 a clay. Medicate Surgical: 100% ofBCBSM's approved amount
AVAILABLE TO ALL EMPLOYEES AVAILABLE TO ALL EMPLOYEES AVAILABLE TO ALL EMPLOYEES AVAILABLE TO ALL EMPLOYEES ONLY AVAILABLE TO EMPLOYEES CURRENTLY ENROLLED PPO3 ASR HMO PPO2 TRAD BENEFITS vratvv.asrhealthbenefits.cont PUESCRIPTION BRIG P Blue Cross/Blue Shield PPO Community Blue Plan www.BCBSM,com www_asrhealthbenefits.com Health Alliance Plan (HAP) www.FIAP.or • Blue Cross/Blue Shield Traditional Plan (BC/BS) www.BCBSIVI.corn PPM ASR NAVITUS (Except HAP, which have their own prescription coverage). wwwmavitus.corn NoviXus Pharmacy Services - Mail Order www.noviatts.corn Note: While in the hospital, drugs are covered under your health 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. Novillus 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_ 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. Nort-Particittating,/Non-Network Pharmacies: Paid at 75% of allowed cost, less $5, $20 or $40 co-pay. NoviXus Also, available is the mall 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. 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. 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 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 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. A90 day supply of maintenance drugs may be obtained through mail order. NAvrrus 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- 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. NOTE: Hearing aids and services are not covered wider 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 modOcations may occur. Please refer to the www.ocbenefits.comwebsite for the most up-to-date information. NOTE: Union represented employees' benefits may differ_
FISCAL NOTE (MISC . #15309) December 9, 2015
BY: Finance Committee, Thomas Middleton, Chairperson
IN RE: HUMAN RESOURCES DEPARTMENT FISCAL YEAR 2016 COLLECTIVE BARGAINING
AGREEMENT FOR EMPLOYEES REPRESENTED BY THE OAKLAND COUNTY DEPUTY SHERIFF'S
ASSOCIATION (0.C.D.S.A.) CORRECTIONS AND COURT SERVICES
To the Oakland County Board of Commissioners
Chairperson, Ladies and Gentlemen:
Pursuant to Rule XII-C of this Board, the Finance Committee has reviewed the above referenced
resolution and finds:
1. The County of Oakland and the Oakland County Deputy Sheriff's Association (OCDSA), covering
approximately 332 Sheriff's Department employees including Corrections Deputy I, Corrections
Deputy II, Forensic Lab Specialist I and Forensic Lab Specialist II employees have negotiated a
one year Collective Bargaining Agreement for the period of October 1, 2015 through September
30, 2016.
2. This agreement includes a 3% wage increase for members of this bargaining group, effective
December 12, 2015 The agreement provides for a restored $300 Deferred Compensation Match
for members of this bargaining unit participating in the County's 457 Deferred Compensation
program, effective January 1, 2016.
3. Also, this agreement provides an increase to the County's contribution to the Retirement Health
Savings Plan (RHS) from $50 to $75 per pay period for eligible employees
4. Members of this bargaining unit will receive 2 hours of pay at 1.5 times the regular wage rate for
Call-Out Pay, if call-ins are canceled within 60 minutes of start of shift.
5. Employees, who are off duty (not on any type of leave) and are called to court, will receive a
minimum of 3 hours pay.
6. The County will provide one pair of boots every 2 years for employees on the Cell Extraction
Team, up to a maximum of $150 per pair.
7. Represented employees will receive $100 per year if they meet physical fitness standards by
December 31 of each year.
8. The County will replace glasses damaged while performing work related functions, up to a cost of
$250 per pair (after utilization of any vision insurance).
9. The 3% salary increase is included in the FY 2016-2018 adopted budget; therefore no budget
amendment is required.
FINANCE COMMITTEE VOTE:
Motion carried unanimously on a roll call vote.