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HomeMy WebLinkAboutResolutions - 2016.01.20 - 22168MISCELLANEOUS RESOLUTION # 16005 January 20, 2016 BY: Human Resources Committee, Robert Hoffman, Chairperson IN RE: HUMAN RESOURCES DEPARTMENT FISCAL YEAR 2016 — FISCAL YEAR 2018 COLLECTIVE BARGAINING AGREEMENT FOR EMPLOYEES REPRESENTED BY THE OAKLAND COUNTY EMPLOYEE'S UNION (0.C.E.U.) To the Oakland County Board of Commissioners Chairperson, Ladies and Gentlemen: WHEREAS the County of Oakland and Oakland County Employee's Union (0.C.E.U.), have been negotiating an agreement for approximately 362 employees; and WHEREAS a three year collective bargaining agreement has been reached for the period October 1, 2015 through September 30, 2018, and said agreement has been reduced to writing; and WHEREAS this agreement provides for a 3% wage increase for Fiscal Year 2016 for all employees represented by this bargaining with exceptions to the following four (4) classifications; and WHEREAS new salary ranges have been established for the Groundskeeper Crew Chief, Groundskeeper Specialist Irrigation, Inmate Booking Clerk and Skilled Maintenance Mechanic III; and WHEREAS this agreement provides a "Me-Too" wage increase with the general non-represented employees for Fiscal Year 2017 and 2018; and WHEREAS this agreement provides that the County will increase the Retirement Health Savings Plan contribution from $50 to $75 per pay period for those employees eligible for the Retirement Health Savings Plan; and WHEREAS this agreement provides for a "Me-Too" for any benefit modifications implemented beginning January 1, 2017; further this agreement provides for a Benefit Re-opener pertaining to the Cadillac Tax Provision for calendar year 2018; and WHEREAS this agreement provides that the Skilled Maintenance Mechanic Ill in the Parks & Recreation Department shall receive weekend on-call pay; and WHEREAS effective with the execution of this agreement, the provisions of the Oakland County Merit System holiday pay, premium pay and overtime on holidays shall apply to the members of this bargaining unit; specific to the Inmate Booking Clerks, Christmas Eve and New Year's Eve shall be treated as holidays in every year without regard to the day of the week on which they fall; and WHEREAS this agreement provides that Forced Overtime for the Inmate Booking Clerks shall be assigned by providing that scheduled vacation days shall be given priority to NOT be forced. With the exception that the Department cannot force a Booking Clerk already working a double shift; therefore the person without a scheduled vacation day, or on their Friday, would be forced first regardless of seniority. A Booking Clerk who is on their Friday would be next. The Booking Clerk with a scheduled vacation day the next day would be forced last. Deputies will not be forced to work Booking Clerk positions; and WHEREAS this agreement provides for a $90.00 yearly boot allowance for eligible members of this bargaining unit; and WHEREAS the following Arbitrators (George Roumell, Mark Glazer and Anne Patton) shall be added to the current list of agreed upon Arbitrators; and WHEREAS this agreement has a Letter of Agreement regarding the Right to Work Act indicating any employee may voluntarily cancel or revoke the authorization for check-off deduction upon written notice to the Employer and the Union during the following time periods: December 15 to December 31 each year; and fifteen (15) days prior to expiration of this collective bargaining agreement; and WHEREAS this agreement has a Letter of Agreement regarding the Vehicle Policy in the Facilities, Maintenance & Operations Department, to provide for County vehicles to be taken home by the on-call employee as authorized by the Manager; and WHEREAS this agreement has a Letter of Agreement regarding Shift Differential and in that if the County determines an increase to the Shift Differential is necessary, than employees covered by this bargaining unit would be eligible for the increase provided to the general non-represented employees, at the same time and in the same manner. WHEREAS the Collective Bargaining Agreement has been reviewed by your Human Resources Committee, which recommends approval of the agreement. HUMAN RESOURCES COMMITTEE VOTE: Motion carried unanimously on a roll call vote with Kochenderfer absent. Motion for direct referral to the Finance Committee carried on a voice vote. NOW THEREFORE BE IT RESOLVED that the Board of Commissioners approves the proposed Collective Bargaining Agreement between the County of Oakland and the Oakland County Employee's Union, covering the period of October 1, 2015 through September 30, 2018, and that the Board Chairperson on behalf of the County of Oakland, is authorized to execute said Collective Bargaining Agreement as attached. BE IT FURTHER RESOLVED to approve the following classification salary ranges: Inmate Booking Clerk Base 1 Year 2 Year 3 Year 4 Year 5 Year 1,283.53 1,361.19 1,438.85 1,516.36 1,594.12 1,671.58 Skilled Maintenance Mechanic III Base 1 Year 2 Year 3 Year 4 Year 5 Year 1,808.88 1,911.94 2,014.94 2,117.72 2,220.62 2,331.65 Groundskeeper Crew Chief Base 1 Year 2 Year 3 Year 4 Year 5 Year 1,438.44 1,525.22 1,612.23 1,699.08 1,786.08 1,872.94 Groundskeeper Specialist — Irrigation Base 1 Year 2 Year 3 Year 4 Year 5 Year 1,350.93 1,432.36 1,514.21 1,595.85 1,677.52 1,758.83 Chairperson, on behalf of the Human Resources Committee, I move the adoption of the foregoing resolution. HUMAN RESOURCES COMMITTEE SUMMARY OF AGREEMENT BETWEEN OAKLAND COUNTY AND THE OAKLAND COUNTY EMPLOYEES UNION 2015 DURATION: 3 Years October I, 2015 through September 30, 2018 ECONOMIC: Wages: FY 2016 3% (with exceptions to the following classifications) • INMATE BOOKING CLERKS Base 1 Year 2 Year 3 Year 4 Year 5 Year 1,283.53 1,361.19 1,438.85 1,516.36 1,594.12 1,671.58 • SKILLED MAINTENANCE MECHANIC III Base 1 Year 2 Year 3 Year 4 Year 5 Year 1,808.88 1,911.94 2,014.94 2,117.72 2,220.62 2,331.65 * GROUNDSKEEPER CREW CHIEF Base 1 Year 2 Year 3 Year 4 Year 5 Year 1,438.44 1,525.22 1,612.23 1,699.08 1,786.08 1,872.94 • GROUNDSKEEPER SPECIALIST — IRRIGATION Base 1 Year 2 Year 3 Year 4 Year 5 Year 1,350.93 1,432.36 1,514.21 1,595.85 1,677.52 1,758.83 FY 2017 "Me -too" should a general increase be provided to the general non-represented groups, then this bargaining unit would be entitled to the same increase applied at the same time and in the same manner. FY 2018 "Me-too" should a general increase be provided to the general non-represented groups, then this bargaining unit would be entitled to the same increase applied at the same time and in the same manner. Benefits: Healthcare/Retirement 2016 Retirement Health Savings Plan Increase County contribution from $50 to $75 per pay period for those eligible for the Retirement Health Savings Plan. 2017 Any benefit modifications implemented on a countywide basis to general, non-represented employees to take effect January 1, 2017, shall be applied to employees represented by this bargaining unit, at the same time and in the same manner. 2018 Re-opener — Cadillac Tax Re-opener Provision. Contractual: On-Call Pay (Parks & Recreation) Weekend on-call pay for the Skilled Maintenance Mechanic III. Holiday Pay — Inmate Booking Clerks (Sheriff's Office) Effective with the execution of this agreement, the provisions of the Oakland County Merit System in the Oakland County Employee's Handbook concerning holidays, holiday pay, premium pay and overtime on holidays shall apply to members of the bargaining unit. Christmas Eve and New Year's Eve shall be treated as holidays in every year without regard to the day of the week on which they fall. Forced Overtime — Inmate Booking Clerks (Sheriff's Office) Scheduled vacation days shall be given priority to NOT be forced. With the exception that the Department cannot force a Booking Clerk already working a double shift; therefore the person without a scheduled vacation day, or on their Friday, would be forced first regardless of seniority. A Booking Clerk who is on their Friday would be next. The Booking Clerk with a scheduled vacation day the next day would be forced last. Deputies will not be forced to work Booking Clerk position. Contractual: Boot Allowance Yearly boot allowance for eligible members of this bargaining unit shall be $90. Arbitrators Addition of the following two Arbitrators: George Roumell Mark Glazer Anne Patton Mario Chiesa (current) Benjamin Wolkinson (current) Letters of Agreement Right to Work Any employee may voluntarily cancel or revoke the Authorization for check-off deduction upon written notice to the Employer and the Union during the following time periods: December 15 to December 31 each year; and fifteen (15) days prior to expiration of this labor contract. Vehicle Policy Vehicle Policy — FM&O — Provide for County vehicles to be taken home by the on-:call employee as authorized by the Manager. Shift Differential Shift Differential — If the County determines an increase to the Shift Differential is necessary, than employees covered by this bargaining unit would be eligible for the increase provided to the general non- represented employees, at the same time and in the same manner. THE COUNTY OF OAKLAND AND OAKLAND COUNTY EMPLOYEES UNION COLLECTIVE BARGAINING AGREEMENT 2016 - 2018 AGREEMENT This agreement is made and entered into on this day of , A.D., 2016, by and between the Oakland County Board of Commissioners and the Oakland County Executive, hereinafter referred to collectively as the "Employer," and the Oakland County Employees Union, hereinafter referred to as the "Union." It is the desire of both parties to this agreement to continue to work harmoniously and to promote and maintain high standards, between the employer and employees, which will best serve the citizens of Oakland County. I. RECOGNITION The Employer recognizes the Union as the exclusive representative of the following employees, for the purposes of collective bargaining with respect to rates of pay, wages, hours of employment and other terms and conditions of employment in the following bargaining unit for which they have been certified, and which the Union is recognized as collective bargaining representative, subject to and in accordance with the provisions of Act 336 of the Public Acts of 1947, as amended. All Animal Control Officers, and Animal Shelter Attendants and clerical and EXCLUDING supervision. All employees of Building Custodial units of the Department of Facilities Management EXCLUDING all supervisors as defined in the Act. All employees of the Maintenance and Ground units of the Department of Facilities Management EXCLUDING all supervisors as defined in the Act. All Automobile Mechanic II, Chemist, Electronics Technician I, Electronics Technician II, Electronics Technician III, General Helper, Laboratory Technician I, Laboratory Technician Lake Level Technician, Lead Chemist, Maintenance Laborer-WRC, Maintenance Mechanic I, Maintenance Mechanic II, Meter Mechanic I, Meter Mechanic II, Pump Maintenance Mechanic I, Pump Maintenance Mechanic II, Sewage Treatment Plant Operator I, Sewage Treatment Plant Operator II, Sewage Treatment Plant Operator Trainee, Skilled Maintenance Mechanic II, Skilled Maintenance Mechanic III, WRC Crew Leader-Pump Maintenance, WRC Crew Leader- Sewage Treatment, WRC Crew Leader Water & Sewer employed by the Oakland County Water Resources Commissioner EXCLUDING Construction Inspectors I, II, and III, supervisors and all engineering, clerical, administrative, professional and other office employees. All General Maintenance Mechanics — Parks and Recreation, Grounds Equipment Mechanics, Groundskeeper I, Groundskeeper II, Groundskeeper Crew Chief, Groundskeeper Specialist, Parks Maintenance Aides, Skilled Maintenance Mechanic I, Skilled Maintenance Mechanic II and Skilled Maintenance Mechanic III employed by the Oakland County Parks and Recreation Commission EXCLUDING supervisors and all other employees. All clerical employees, cooks, and maintenance employees of the Oakland County Sheriff's Department EXCLUDING all other employees, supervisors and confidential employees as determined by the Board. 2 II. MANAGEMENT RESPONSIBILITY The right to hire, promote, discharge or discipline, and to maintain discipline and efficiency of employees, is the sole responsibility of the Employer except that Union Members shall not be discriminated against as such. In addition, the work schedules, methods and means of departmental operation are solely and exclusively the responsibility of the Employer, subject, however, to the provisions of this agreement. III. DUES CHECK-OFF The Employer agrees to deduct the union membership initiation fee and dues, once each month, from the pay of those employees who individually authorize in writing that such deductions be made. All authorizations delivered to the Employer prior to the first day of the month shall become effective during that succeeding month. Check-off monies will be deducted from the second paycheck of each month and shall be remitted together with an itemized statement to the local treasurer, within fourteen (14) days after the deductions have been made. (a) An employee shall cease to be subject to check-off deductions beginning with the month immediately following the month in which he is no longer a member of the bargaining unit. Any employee may voluntarily cancel or revoke the Authorization for check-off deduction upon written notice to the Employer and the Union during the following time periods: December 15 to December 31 each year; and fifteen (15) day period prior to the expiration of the contract. (b) The Union will protect and save harmless the Employer from any and all claims, demands, suits and other forms of liability by reason of action taken by the Employer for thepurpose of complying with this section. IV. STEWARDS AND ALTERNATE Section 1. There shall be one Chief Steward and one Alternate Chief Steward for the bargaining group and additional stewards and alternates as provided in the appendices for the individual functional units. All stewards and alternate stewards must come from the unit they represent. Stewards will be permitted to leave their work, after obtaining approval of their respective supervisors and recording their time, for the purpose of adjusting grievances in accordance with the grievance procedure and for reporting to the grievant a change in status of his grievance. Permission for stewards to leave their work stations will not be unreasonably withheld. Stewards will report their time to their supervisor upon returning from a grievance discussion. The privilege to leave their work during working hours, without loss of pay, is extended with the understanding that the time will be devoted to the prompt handling of grievances and will not be abused, and that they will continue to work at their assigned jobs at all times except when permitted to leave their work and handle grievances. 3 Section 2. The Union President shall be released from work two (2) hours per day for union business during 2015, 2016, 2017, and 2018. Release time must be used immediately following the president's lunch period. Section 3. The Chief Steward or Alternate Chief Steward must obtain written permission before leaving their work. The Chief Steward or Alternate Chief Steward shall be permitted to leave their work to handle grievances below the grievance committee level only when the functional unit Steward or Alternate Steward is unavailable. Should any Steward position become vacant the union agrees to fill the vacancy and notify the employer within ten (10) working days. The Chief Steward and the Alternate Chief Steward will not come from the same functional unit. Section 4. Stewards may receive but shall not solicit grievances (this is not to be construed as to prohibit Stewards from advising members related to contract interpretation). Section 5. The Union will furnish the Employer with the names of its authorized representatives who are employed within the Unit and such changes as may occur from time to time in such personnel so that the Employer may at all times be advised as to the authority of the individual representative of the Union with which it may be dealing. V. GRIEVANCE PROCEDURES The Employer and the Union support should subscribe to an orderly method of adjusting employee grievances. To this end, the Employer and the Union agree that an employee should first bring his problem or grievance to the attention of his immediate supervisor, with or without his steward within ten (10) days of the occurrence. The immediate supervisor shall attempt to resolve the grievance informally. Suspensions, demotions, dismissals, and other disciplinary actions shall not be a subject for the grievance procedure but shall be processed according to the procedures of the Personnel Appeal Board. Step 1. If the grievance is not settled informally, it shall he discussed with the shift steward and shall be reduced to writing, signed by the grievant and submitted to his immediate supervisor within ten (10) days of the informal discussion (excluding Saturday, Sunday and Holidays). Step 2. The written grievance may be discussed between the shift steward and the immediate supervisor if so desired. The supervisor will attempt to adjust the matter and will give his written decision within ten (10) days (excluding Saturday, Sunday and holidays) of receipt of the written grievance. The Union will be provided a copy of the Employer's response and any grievance filed by members of this unit. Step 3. Any grievance not settled at Step 2 may be submitted to the next meeting of the grievance committee. The union grievance committee shall consist of the Chief Steward and one other member of the bargaining unit. Any grievance not submitted to the next grievance committee meeting, by written notification to the Employer within ten (10) days (excluding Saturday, Sunday and Holidays) of the immediate supervisor's written decision, shall be considered dropped. 4 Any matter not settled in Step 3 of the grievance procedure may be submitted to final and binding arbitration by either of the parties. A request for arbitration must be submitted by written notice to the other party within fifteen (15) days of the Employer's written response following the grievance committee meeting. The grievance upon which Arbitration has been demanded shall be referred to one of the following Arbitrators in accordance with the date of the written grievance, the oldest grievance being referred first: 1. Mario Chiesa 2. George Roumell 3. Mark Glazer 4. Benjamin Wolkinson 5. Anne Patton A grievance shall be referred to the listed Arbitrators in the order in which they appear. Once a grievance has been referred to an Arbitrator, a subsequent grievance shall be referred to the next Arbitrator on the list. After a grievance has been referred to the third Arbitrator listed, the cycle shall repeat, beginning with the first Arbitrator. The Arbitrator may interpret and apply the provisions of this Agreement to detennine the grievance before the Arbitrator. However, the Arbitrator shall have no power or authority, in any way, to alter, modify, amend, or add to any provisions of this Agreement, or set a wage rate. The Arbitrator shall be bound by the express provisions of this Agreement. Expenses for arbitration shall be borne equally by both parties. Any grievance not appealed, from a decision in one of the steps of the grievance procedure, to the next step as prescribed, shall be considered dropped and the last decision final and binding, except that time limits may be extended by mutual agreement of the parties. In the event that the Employer shall fail to supply the Union with its answer to the particular step within the specified time limits, the grievance shall be deemed automatically positioned for appeal at the next step with the time limit for exercising said appeal commencing with the expiration of the grace period for answering. VI. BULLETIN BOARD The Employer shall assign space for the bulletin board which shall be used by the Union for posting notices, bearing the written approval of the Chief Steward of the Union local, which shall be restricted to: (a) Notices of Union recreational and social affairs; (b) Notices of Union elections; (c) Notices of Union appointments and results of Union elections; (d) Notices of Union Meetings; (e) Other notices of bona fide Union affairs which are not political or libelous in nature. VII. SENIORITY New employees may acquire seniority by working six (6) continuous months, in which event the employee's seniority will date back to the date of hire into the department. An employee shall be credited with seniority for the time employed in the functional unit that he/she is currently employed which previously fell under a different department. 5 When the employee acquires seniority, his/her name shall be placed on the seniority list, in the order of his/her seniority date. An up-to-date seniority list shall be furnished to the union every six (6) months. An employee shall lose his/her seniority for the following reasons: (a) If the employee resigns or retires; (b) If the employee is discharged, and not reinstated; (c) If the employee is absent from work for three (3) working days, without properly notifying the Employer, unless satisfactory reason is given; (d) If the employee does not return to work at the end of an approved leave; (e) If the employee does not return to work when recalled from a layoff. VIII. LAYOFF AND RECALL Section 1. If and when it becomes necessary for the Employer to reduce the number of employees in the work force, the employees will be laid off in seniority order within the functional units. For layoff and recall purposes, Maintenance, Custodial and Grounds units in the Department of Facility Management, Facilities Maintenance and Operations Division are to be considered separate units. The order of layoff in each functional unit shall be determined based on seniority and capability of performing available jobs and shall be recalled in the inverse order (refer to Rule 9 — Oakland County Merit System Handbook). All employees so laid off shall be offered the opportunity to recall prior to the hiring of any new employees. Entitlement to recall shall not extend beyond the following specified periods; employees with less than one year seniority entitled to recall for one year; employees with one but less than two years seniority entitled to recall for two years; employees with two or more years of seniority entitled to recall for three years. Section 2. Superseniority. The President, Vice President and elected stewards, for the purpose of layoff and recalls to work following such layoff only, for the term of their office, shall be considered as having more seniority than any other employee within their functional unit. They shall be last to be laid off for lack of work or funds from their unit and the first to be recalled to work in their unit following such layoff providing they have the then present ability to satisfactorily perform the available work in such area without additional training. IX. PROMOTIONS (a) Promotions made within the bargaining unit shall be carried out in a manner consistent with the provisions of the Oakland County Merit System. (b) A Union observer will be permitted to attend Merit System promotional interviews for promotions within the bargaining unit. X. GENERAL CONDITIONS Section 1. The Union shall be notified in advance of anticipated permanent major changes in working conditions and discussions shall be held thereon. 6 Section 2. Employees elected to any permanent full time Union office or selected by the Union to do work which takes them from their employment with the County, shall at the written request of the Union be granted a leave of absence without pay. The leave of absence shall not exceed two (2) years, but it shall be renewed or extended for a similar period at any time upon the written request of the Union. Section 3. When any position not listed on the wage schedule is filled or established, the County may designate a job classification and rate structure for the position. The County shall notit the Union at such time as the new classification is established_ In the event the Union does not agree that the classification, rate or structure are proper, the Union shall have the right to submit the issue as a grievance through the grievance procedure within a three (3) month period following notification. Section 4. Special conferences for important matters may be arranged at a mutually convenient time between the staff representative and the Employer or its designated representative upon the request of either party. Such meetings shall be between at least two representatives of the Employer and no more than two employee representatives of the Union and the Staff Representative, if so desired. Arrangements for such special conferences shall be made in advance and an agenda of the matters to be taken up at the meeting shall be presented at the time the conference is requested. Matters taken up in special conferences shall be confined to those included in the agenda. The members of the Union shall not lose time or pay for time spent in such special conferences. Section 5. In the event that any represented unit, other than a unit containing employees eligible for Act 312 Police/Fire Compulsory Arbitration, or employees whose designated employer is other than the Oakland County Executive, negotiates a contract with the County of Oakland containing any form of union security, the same right will automatically be given to the unit covered under this agreement. Section 6. County vehicles operated by employees represented by this bargaining unit will be given safety inspections annually by the Oakland County Department of Central Services, Support Services Division. Section 7. The Employer will provide the Union with a roster of bargaining unit employees in January of each contract year. Said roster shall include the following infonnation: name of employee, classification, step in salary range, and current salary rate. Section 8. Part-time, non-eligible employees may be utilized for up to 1,000 hours of employment per year as provided in the Oakland County Merit Rules published February, 1986. Section 9. The Employer may in its sole judgement and discretion decide to permit early merit increases ahead of the schedule provided in this Agreement. Such early merit increases shall be recommended by the Department Head and be subject to approval by the Employee Relations Division of the Human Resources Department. Approval of an early merit increase in one case shall not create a precedent for granting an early merit increase in any other. 7 Section 10. Copies of all disciplinary actions related to members of this bargaining unit shall be provided to the Union providing the employee disciplined has authorized it. Section 11. The Employer will notify the union of changes in bargaining unit job descriptions and if requested by the union, the employer will meet and confer prior to finalization of the job description. Exception to this policy may occur under exigent circumstances with discussions being held within a reasonable time thereafter. Section 12. Except in exigent circumstances, an employee shall be given ten (10) working days notice prior to a permanent change in shift. XI. ADOPTION BY REFERENCE OF RELEVANT RESOLUTIONS AND PERSONNEL POLICIES All Resolutions of the Oakland County Board of Commissioners, as amended or changed, from time to time, relating to the working conditions and compensation of the employees covered by this agreement, and all other benefits and policies provided for in the Oakland County Merit System, which incorporates the Oakland County Employee's Handbook, are incorporated herein by reference and made a part hereof to the same extent as if they were specifically set forth. XII. MAINTENANCE OF CONDITIONS Wages, hours and conditions of employment legally in effect at the execution of this Agreement shall, except as improved herein, be maintained during the term of this Agreement. No employee shall suffer a reduction in such benefits as a consequence of the execution of this Agreement. XIII. ECONOMIC MATTERS The Agreement between the parties on economic matters are set forth in the Appendices attached hereto and are incorporated into this Collective Bargaining Agreement, subject to the terms and conditions thereof. XIV. NO STRIKE — NO LOCKOUT Under no circumstances will the Union cause or authorize or permit its members to cause, nor will any member of the bargaining unit take part in, any strike, sit-down, stay-in, or slowdown or any violation of any State Law. The Employer will not lockout any employees of the bargaining unit during the term of this Agreement. 8 XV. DURATION This Agreement shall remain in full force and effect from October 1, 2015, to midnight, September 30, 2018. The Agreement shall be automatically renewed from year to year thereafter unless either party shall notify the other in writing, sixty (60) days prior to September 30, 2018, that is desires to modify the Agreement. In the event that such notice is given, negotiations shall begin within a reasonable period of time. This Agreement shall remain in full force and be effective during the period of negotiations and until notice of termination of this Agreement is provided to the other party in the manner set forth in the following paragraph. In the event that either party desires to terminate this Agreement, written notice must be given to the other party no less than ten (10) days prior to the desired termination date which shall not be before the anniversary date set forth in the preceding paragraph. It is agreed and understood that the provisions contained herein shall remain in full force and effect so long as they are not in violation of applicable statutes and ordinances and remain within the jurisdiction of the County of Oakland for continued application. OAKLAND COUNTY EMPLOYEES UNION COUNTY OF OAKLAND, a Michigan Constitutional Corporation Steven Schell, President Michael J. Gingell, Chairperson COUNTY OF OAKLAND L. Brooks Patterson, County Executive 9 OAKLAND COUNTY EMPLOYEES UNION APPENDIX A For the following fringe benefits refer to the Oakland County Employee's Handbook: 1. Injury on the kb 2. Holidays 3. Leave of Absence 4. Death Benefits 5. Longevity 6. Master Medical Coverage 7. Sick Leave 8. Retirement 9. Annual Leave 10. Income Continuation Coverage 11. Dental Coverage 12. Tuition Reimbursement The fringe benefits modified in previous collective bargaining agreements shall continue in effect as modified and described in the Oakland County Employee's Handbook. Any Benefit Plan Improvements applied to non-represented employees shall be applied to members of this bargaining unit at the same time and in the same manner as applied to the non- represented group. Effective with the execution of this Agreement, the General Travel Regulation's mileage reimbursement rate shall be equivalent to the IRS mileage rate. The Employer will continue to provide approved work shoes through a vendor selected by the Purchasing Division. Shoes will only be provided to those represented employees determined by the employer to be eligible for this benefit. 10 Benefits — 2016, 2017, 2018 The fringe benefits modified in previous collective bargaining agreements shall continue in effect as modified and described in the Oakland County Employee's Handbook. Benefit Modifications Effective 2016 For members of this bargaining unit, health care changes shall be consistent with Misc. Resolution #06114 and shall be effective with ratification of the agreement. Employees hired on or after April 1, 2007, shall be subject to Misc. Resolution #05258 (Retirement Health Savings Plan) that was implemented during FY 2006, for non-represented employees. Effective January 1, 2016, the County will increase its contribution from $50 to $75 per pay period for those eligible for the Retirement Health Savings Plan. Benefit Modifications Effective 2017 All employee benefit modifications implemented on a County wide basis to general non- represented employees to take effect during 2017, shall be applied to employees represented by this bargaining unit. Modifications shall be applied at the same time and in the same manner as applied to the general non-represented employees. Benefits — 2018 Re-opener — Cadillac Tax Re-opener Provision. 11 Labor Contract Cadillac Tax Re-Opener The Oakland County Employees Union (OCEU) and the County of Oakland (County) hereby enter into the following Cadillac Tax Labor Contract Re-Opener provision. The parties acknowledge the following facts: I. The Affordable Care Act ("ACA") excise tax is scheduled to be effective January 1, 2018. 2. The ACA excise tax or other similar state, local, or federal tax or fees will or may be applicable to the County's healthcare plans. 3. The parties wish to void the application of the ACA excise tax and other such taxes or fees to the County's healthcare plans. 4. Additional information, regulations and/or Congressional action concerning the excise tax may be available or enacted in the coming years before the January 1, 2018 effective date. Therefore, the parties agree as follows: 1. In the event the County determines that any of the healthcare plans set forth in Appendix A of the Labor Contract will be subject to the ACA excise tax or will be subject to any other similar state, local or federal taxes or fees, or tax and fee increases beyond current levels (hereinafter collectively "Healthcare Taxes/Fees"), the county may reopen the healthcare portion of the Labor Contract (Labor Contract Appendix A) to negotiate with OCEU any changes (among others) to the healthcare plans: a. Replacement of the healthcare plan(s). b. Modification of plan design(s). c. Increase in employee bi-weekly contribution. d. Increases in deductibles, copays, and initiation or increase of co-insurance. e. Elimination/reduction/modification of Healthcare Flexible Spending Accounts. f. Other modifications to eliminate or offset the application of the Healthcare Taxes/Fees. 2. In addition, the following shall apply as part of the reopener: a. The replacement or modification of the healthcare plan(s) shall not impose a cost increase on the County. b. If the County and OCEU cannot agree upon a change(s) to the healthcare plan(s) as described in Section 1 above, and the date that the plan(s) will be or may be subject to the Healthcare Taxes/Fees will or may occur within 90 days, the County may unilaterally implement the same changes, modifications or replacement plan(s) the County implemented or will implement for general non-represented employees. c. The County will provide a Healthcare Plan election for employees who participate in an affected healthcare plan as allowed by federal Cafeteria Plan Section 125 guidelines. 3. The County shall give OCEU notice of its intent to reopen the Labor Contract for this purpose as soon as practicable after the County determines that the County will be subject to the Healthcare Taxes/Fees. 12 ANIMAL CONTROL APPENDIX B BI-WEEKLY SALARIES FY 2016 Classification Account Clerk I Account Clerk II Animal Control Base 1 Year 2 Year 3 Year 4 Year 5 Year 6 Year 1,157.14 1,227.06 1,297.09 1,367.11 1,437.13 1,507.23 1,283.53 1,361.19 1,438.85 1,516.36 1,594.12 1,671.58 Dispatch Clerk 1,218.54 1,292.15 1,365.93 1,439.60 1,513.22 1,587.01 Animal Control Officer 1,377.00 1,460.06 1,543.42 1,626.49 1,709.90 1,792.78 Animal Shelter Attendant 1,011.78 1,075.38 1,139.17 1,202.85 1,266.67 1,330.16 Animal Control Shelter Leader 1,411.04 1,496.17 1,581.52 1,666.72 1,752.06 1,837.26 Clerk 952.00 1,011.79 1,075.38 1,139.17 1,202.85 1,266.67 1,330.16 General Clerical 941.02 General Helper 941.02 Office Assistant I 1,054.30 1,119.35 1,184.47 1,249.59 1,314.84 1,379.99 Office Assistant II 1,157.14 1,227.06 1,297.09 1,367.11 1,437.13 1,507.23 Office Leader 1,283.53 1,361.19 1,438.85 1,516.36 1,594.12 1,671.58 Veterinarian Technician 1,218.54 1,292.15 1,365.93 1,439.60 1,513.22 1,587.01 13 ANIMAL CONTROL APPENDIX B (CONTINUED) BI-WEEKLY SALARIES-FY 2017 For FY 2017, the same general wage increases shall prevail as that of non-represented employees and shall be applied to the members of this bargaining unit at the same time and in the same manner as applied to the non-represented group. BI-WEEKLY SALARIES-FY 2018 For FY 2018, the same general wage increases shall prevail as that of non-represented employees and shall be applied to the members of this bargaining unit at the same time and in the same manner as applied to the non-represented group. REPRESENTATION There shall be one (1) steward and one (1) alternate steward. In the matters which require the presence of a union steward it shall be the responsibility of the employer to arrange for the steward's attendance. 14 MAINTENANCE, CUSTODIAL AND GROUNDS APPENDIX C BI-WEEKLY SALARIES FY 2016 Classification Automobile Mechanic II Central Stock Attendant Custodial Worker I Custodial Worker II Custodial Worker III General Helper General Maint. Mechanic Grounds Equip. Mechanic Grounds Equip. Mechanic-FMO Groundskeeper I Groundskeeper II Groundskeeper Crew Chief Groundskeeper Specialist Groundskeeper Specialist - Base 1 Year 2 Year 3 Year 4 Year 5 Year 1,551.65 1,645.17 1,738.95 1,832.68 1,926.35 2,019.97 1,411.04 1,496.17 1,581.52 1,666.72 1,752.06 1,837.26 982.94 1,042.28 1,101.87 1,161.50 1,221.03 1,280.54 1,011.78 1,075.38 1,139.17 1,202.85 1,266.67 1,330.16 1,098.67 1,165.21 1,231.81 1,298.23 1,364.78 1,431.41 941.02 1,337.94 1,418.59 1,499.65 1,580.50 1,661.39 1,741.92 1,337.94 1,418.59 1,499.65 1,580.50 1,661.39 1,741.92 1,372.67 1,455.45 1,538.58 1,621.52 1,704.52 1,787.14 1,157.14 1,227.06 1,297.09 1,367.11 1,437.13 1,507.23 1,218.54 1,292.15 1,365.93 1,439.60 1,513.22 1,587.01 1,438.44 1,525.22 1,612.23 1,699.08 1,786.08 1,872.94 1,337.94 1,418.59 1,499.65 1,580.50 1,661.39 1,741.92 1,595.85 1,298.23 1,298.23 1,666.72 1,750.65 Irrigation 1,350.93 1,432.36 1,514.21 Maintenance Laborer 1,098.67 1,165.21 1,231.81 Mobile Unit Custodial Worker 1,098.67 1,165.21 1,231.81 1,677.52 1,758.83 1,364.78 1,431.41 1,364.78 1,431.41 6 1,752.06 1,837.2 1,840.10 1,928.68 1,411.04 1,496.17 1,581.52 1,482.07 1,571.60 1,661.10 Painter I Painter II Skilled Maint. Mechanic I 1,411.04 1,496.17 1,581.52 1,666.72 1,752.06 1,837.26 15 Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year Skilled Maint. Mechanic II 1,482_07 1,571.60 1,661.10 1,750.65 1,840.10 1,928.68 Skilled Maint. Mechanic III 1,808.88 1,911.94 2,014.94 2,117.72 2,220.62 2,331.65 16 MAINTENANCE, CUSTODIAL AND GROUNDS APPENDIX C (CONTINUED) BI-WEEKLY SALARIES — FY 2017 For FY 2017, the same general wage increases shall prevail as that of non-represented employees and shall be applied to members of this bargaining unit at the same time and in the same manner as applied to the non-represented group. BI-WEEKLY SALARIES — FY 2018 For FY 2018, the same general wage increases shall prevail as that of non-represented employees and shall be applied to members of this bargaining unit at the same time and in the same manner as applied to the non-represented group. REPRESENTATION There shall be stewards and alternate stewards in accordance with the following formula: (a) The Maintenance employees shall be represented by one (1) and one (1) alternate steward; (b) The Grounds employees shall be represented by one (1) steward and one (1) alternate steward; (c) The Custodial employees shall be represented by one (1) steward and one (1) alternate steward for the afternoon shift — North County (employees working in buildings located north of Birmingham); one (1) steward and one (1) alternate steward for the afternoon shift — South County (employees working in buildings located in our south of Birmingham). In matters which require the presence of a union steward it shall be the responsibility of the employer to arrange for the steward's attendance. GROUNDSKEEPERS Movement from the Level I to the Level II in the Groundskeeper series may occur without the need for a vacancy in the higher classification after completion of each step in the Groundskeeper I salary range. An employee will be reclassified from Groundskeeper I to Groundskeeper II when in the sole judgement and discretion of the employer, his work performance warrants such reclassification. CUSTODIAL EMPLOYEES Custodial employees hired after January 1, 1984, will be appointed as Custodial Worker I and will move from Custodial Worker I to Custodial Worker II after completing each step of the Custodial Worker I salary range. Such movement shall be in accordance with Merit System Rules and applied to other classes treated as a series (such as Typist I and II). All employees hired after January I, 1984, must be able and willing to perform all current Custodial Worker I and II assignments from their date of hire including buffing. 17 MAINTENANCE, CUSTODIAL AND GROUNDS APPENDIX C (CONTINUED) TEMPORARY CHANGE OF RATE In those cases in which the temporary assignment includes taking over the ultimate responsibility inherent in the higher level job and in which the temporary assignment is for at least one full shift, the base salary rate will be paid to the employee in the temporary assignment for the time actually worked in the higher classification but the increased earnings will not count toward the basis in which service increment pay is determined. SNOW REMOVAL DUTY Effective January 1, 1995, employees in the Grounds Maintenance Unit assigned to Snow Removal duty and who work more than 4 hours between 6 p.m. and 6 a.m. shall receive a differential equal to the current shift differential for all hours worked at this assignment between 6 p.m. and 6 a.m. With the exception described above, these employees shall be ineligible for any other form of shift differential. 18 SHERIFF'S DEPARTMENT CLERICAL & MAINTENANCE EMPLOYEES APPENDIX D I BI-WEEKLY SALARIES-FY 2016 Classification Account Clerk I Account Clerk II Clerk Clerk II- Base I Year 2 Year 3 Year 4 Year 5 Year 6 Year 1,157.14 1,227.06 1,297.09 1,367.11 1,437.13 1,507.23 1,283.53 1,361.19 1,438.85 1,516.36 1,594.12 1,671.58 952.00 1,011.79 1,075.38 1,139.17 1,202.85 1,266.67 1,330.16 Deliveryperson 1,098.67 1,165.21 1,231.81 1,298.23 1,364.78 1,431.41 Employee Records Specialist 1,411.04 1,496.17 1,581.52 1,666.72 1,752.06 1,837.26 General Clerical 941.02 General Helper 941.02 General Maintenance Mechanic 1,337.94 1,418.59 1,499.65 1,580.50 1,661.39 1,741.92 Inmate Booking Clerk 1,283.53 1,361.19 1,438.85 1,516.36 1,594.12 1,671.58 Materials Management Clerk 1,157.14 1,227.06 1,297.09 1,367.11 1,437.13 1,507.23 Medical Billing Specialist 1,411.04 1,496.17 1,581_52 1,666.72 1,752.06 1,837.26 Office Assistant I 1,054.30 1,119.35 1,184.47 1,249.59 1,314.84 1,379.99 Office Assistant II 1,157.14 1,227.06 1,297.09 1,367.11 1,437_13 1,507.23 Office Leader 1,283.53 1,361.19 1,438.85 1,516.36 1,594.12 1,671.58 Sheriff Legal Information Clerk 1,218.54 1,292.15 1,365.93 1,439.60 1,513.22 1,587.01 Storekeeper 1 1,011.78 1,075.38 1,139.17 1,202.85 1,266.67 1,330.16 Storekeeper II 1,054.30 1,119.35 1,184.47 1,249.59 1,314.84 1,379.99 Warrants Clerk 1,218.54 1,292.15 1,365.93 1,439.60 1,513.22 1,587.01 19 Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year Works Project Coordinator 1,411.04 1,496.17 1,581.52 1,666.72 1,752.06 1,837.26 20 SHERIFF'S DEPARTMENT CLERICAL & MAINTENANCE EMPLOYEES APPENDIX D (CONTINUED) BI-WEEKLY SALARIES-FY 2017 For FY 2017, the same general wage increases shall prevail as that of non-represented employees and shall be applied to members of this bargaining unit at the same time and in the same manner as applied to the non-represented group. BI-WEEKLY SALARIES-FY 2018 For FY 2018, the same general wage increases shall prevail as that of non-represented employees and shall be applied to members of this bargaining unit at the same time and in the same manner as applied to the non-represented group. REPRESENTATION There shall be one (1) steward and one (1) alternate steward. In matters which require the presence of a union steward it shall be the responsibility of the employer to arrange for the steward's attendance. SHIFT PREFERENCE All represented employees within this functional unit will be entitled to make a shift preference selection in April and October of each year. This shift preference selection is to be based on seniority within the unit and is subject to the final approval of the Sheriff. It is understood that approval will not be unreasonably withheld. It is further understood that provisions of this section related to shift selection in no way effects the Sheriffs right to determine assignments. HOLIDAY PAY — INMATE BOOKING CLERKS Effective with the execution of this agreement, the provisions of the Oakland County Merit System in the Oakland County Employee's Handbook concerning holidays, holiday pay, premium pay and overtime on holidays shall apply to members of the bargaining unit. Specific to Inmate Booking Clerks, Christmas Eve and New Year's Eve shall be treated as holidays in every year without regard to the day of the week on which they fall. FORCED OVERTIME — INMATE BOOKING CLERKS Scheduled vacation days shall be given priority to NOT be forced. With the exception that the Department cannot force a Booking Clerk already working a double shift; therefore the person without a scheduled vacation day, or on their Friday, would be forced first regardless of seniority. A Booking Clerk who is on their Friday would be next. The Booking Clerk with a scheduled vacation day the next day would be forced last. Deputies will not be forced to work Booking Clerk positions. 21 PARKS AND RECREATION DEPARTMENT MAINTENANCE EMPLOYEES APPENDIX E El-WEEKLY SALARIES-FY 2016 Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year General Helper 941.02 General Maintenance Mechanic - P&R Ground Equipment Mechanic 1,337.94 1,418.59 1,499.65 1,580.50 1,661.39 1,741.92 Groundskeeper I 1,157.14 1,227.06 1,297.09 1,367.11 1,437.13 1,507.23 Groundskeeper II 1,218.54 1,292.15 1,365.93 1,439.60 1,513.22 1,587.01 Groundskeeper Crew Chief 1,438.44 1,525_22 1,612.23 1,699.08 1,786.08 1,872.94 Groundskeeper Specialist 1,337.94 1,418.59 1,499.65 1,580.50 1,661.39 1,741.92 Maintenance Laborer 1,098.67 1,165.21 1,231.81 1,298.23 1,364.78 1,431.41 Parks Crew Chief 1,411.04 1,496.17 1,581.52 1,666.72 1,752.06 1,837.26 Parks Maintenance Aide 1,157.14 1,227.06 1,297.09 1,367.11 1,437.13 1,507.23 Skilled Maint. Mechanic I 1,411.04 1,496.17 1,581.52 1,666.72 1,752.06 1,837.26 Skilled Maint. Mechanic II 1,482.07 1,571.60 1,661.10 1,750.65 1,840.10 1,928.68 Skilled Maint. Mechanic III 1,808.88 1,911.94 2,014.94 2,117.72 2,220.62 2,331.65 22 PARKS AND RECREATION DEPARTMENT MAINTENANCE EMPLOYEES APPENDIX E (CONTINUED) BI-WEEKLY SALARIES-FY 2017 For FY 2017, the same general wage increases shall prevail as that of non-represented employees and shall be applied to members of this bargaining unit at the same time and in the same manner as applied to the non-represented group. BI-WEEKLY SALARIES-FY 2018 For FY 2018, the same general wage increases shall prevail as that of non-represented employees and shall be applied to members of this bargaining unit at the same time and in the same manner as applied to the non-represented group. REPRESENTATION There shall be a steward and an alternate steward, one of which shall be from Addison-Oaks Park. During the term of this agreement and due to the fact that Addison-Oaks Park is geographically distant from the other County parks, the alternate steward shall perform all the duties and functions of a steward. In matters which require the presence of a union steward, it shall be the responsibility of the employer to arrange for the steward's attendance. TEMPORARY CHANGE OF RATE In those cases in which the temporary assignment includes taking over the ultimate responsibility inherent in the higher level job and in which the temporary assignment is for at least one full shift, the base salary rate will be paid to the employee in the temporary assignment for the time actually worked in the higher classification, but the increased earnings will not count toward the basis on which service increment pay is determined. GROUNDSKEEPERS Movement from Level Ito Level II in the Groundskeeper series may occur without the need for a vacancy in the higher classification, after completion of each step in the Groundskeeper I salary range. An employee will be reclassified from Groundskeeper I to Groundskeeper II when in the sole judgement and discretion of the employer, his work performance warrants such reclassification. SKILLED MAINTENANCE MECHANIC 111/WEEKEND ON-CALL Weekend on-call pay shall be provided for the Skilled Maintenance Mechanic III classification. 23 2 Year 1,738.95 1,738.95 1,581.52 1,738.95 1,911.94 3 Year 1,832.68 1,832.68 1,666.72 1,832.68 2,014.94 4 Year 1,926.35 1,926.35 1,752.06 1,926.35 2,117.72 5 Year 2,019.97 2,019.97 1,837.26 2,019.97 2,220.62 1,365.93 1,438.85 1,581.52 1,911.94 1,303.71 1,448.54 1,575.23 1,434.22 1,559.64 1,581.52 1,738.95 1,439.60 1,513.22 1,587.01 1,516.36 1,594.12 1,671.58 1,666.72 1,752.06 1,837.26 2,014.94 2,117.72 2,220.62 1,376.12 1,446.68 1,517.24 1,526.70 1,604.80 1,683.01 1,660.17 1,745.13 1,829.70 1,511.58 1,588.92 1,666.34 1,643.74 1,727.84 1,810.70 1,666.72 1,752.06 1,837.26 1,832.68 1,926.35 2,019.97 WATER RESOURCES COMMISSIONER APPENDIX F BI-WEEKLY SALARIES-FY 2016 Classification Base I Year Automobile Mechanic II 1,551.65 1,645.17 Chemist 1,551.65 1,645.17 Electronics Technician I 1,411.04 1,496.17 Electronics Technician II 1,551.65 1,645.17 Electronics Technician III 1,705.92 1,808.88 General Helper 941.02 Laboratory Technician I 1,218.54 1,292.15 Laboratory Technician II 1,283.53 1,361.19 Lake Level Technician 1,411.04 1,496.17 Lead Chemist 1,705.92 1,808.88 Maintenance Laborer-WRC 1,164.57 1,235.12 Maintenance Mechanic I 1,292.23 1,370.31 Maintenance Mechanic II 1,405.40 1,490.10 Meter Mechanic I 1,279.46 1,356.75 Meter Mechanic II 1,391.50 1,475.35 Pump Maintenance Mechanic 1 1,411.04 1,496.17 Pump Maintenance Mechanic II 1,551.65 1,645.17 Sewage Treatment Plant Operator I Sewage Treatment Plant Operator II Skilled Maintenance Mechanic II 1,347.70 1,429.29 1,510.79 1,592.19 1,673.82 1,755.15 1,551.65 1,645.17 1,738.95 1,832.68 1,926.35 2,019.97 1,482.07 1,571.60 1,661.10 1,750.65 1,840.10 1,928.68 24 Classification Skilled Maintenance Mechanic III WRC Crew Leader Pump Maintenance WRC Crew Leader Sewage Treatment WRC Crew Leader Water & Sewer Base 1 Year 2 Year 3 Year 4 Year 5 Year 1,808.88 1,911.94 2,014.94 2,117.72 2,220.62 2,331.65 1,620.12 1,717.75 1,815.67 1,913.53 2,011.34 2,109.09 1,620.12 1,717.75 1,815.67 1,913.53 2,011.34 2,109.09 1,482.07 1,571.60 1,661.10 1,750.65 1,840.10 1,928.68 Base 6 Mo 1 Year Sewage Treatment Plant Operator Trainee 1,153.59 1,223.46 1,293.38 25 WATER RESOURCES COMMISSIONER APPENDIX F (CONTINUED) BI-WEEKLY SALARIES-FY 2017 For FY 2017, the same general wage increases shall prevail as that of non-represented employees and shall be applied to members of this bargaining unit at the same time and in the same manner as applied to the non-represented group. BI-WEEKLY SALARIES-FY 2018 For FY 2018, the same general wage increases shall prevail as that of non-represented employees and shall be applied to members of this bargaining unit at the same time and in the same manner as applied to the non-represented group. REPRESENTATION There shall be stewards and alternate stewards in accordance with the following formula: The Sewer and Water Operations Unit employees shall be represented by one (1) steward and one (1) alternate steward. In matters which require the presence of a union steward it shall be the responsibility of the employer to arrange for the steward's attendance. TEMPORARY CHANGE OF RATE In those cases in which the temporary assignment includes taking over the ultimate responsibility inherent in the higher level job and in which the temporary assignment is for at least one full shift, the base salary rate will be paid to the employee in the temporary assignment for the time actually worked in the higher classification but the increased earnings will not count toward the basis on which service increment pay is determined. 25 MEMORANDUM OF UNDERSTANDING This Memorandum of Understanding ("MOU") is entered into on this day of , 2016 between the Oakland County Employee's Union ("OCEU") and the County of Oakland. This MOU is based on the following facts. A. Michigan enacted a Right to Work statute effective in 2013. There has been considerable litigation concerning the effect and meaning of this statute. B. Decisions regarding the Right to Work statute will be made by the Michigan Employment Relations Commission and the courts over the ensuing years. C. One of the pending issues with regard to the Right to Work statute is whether there can be any restrictions on an employee's ability to cancel his Union dues deduction or whether the cancellation of union dues deductions can be confined to a specific time period (each year) D. In Article Ill of the Labor Contract between the parties, the employees in this bargaining unit may only cancel dues deduction between December 16 and December 31 of any calendar year and fifteen (15) days prior to contract expiration. Now therefore the parties agree as follows: 1. If the Michigan Employment Relations Commission, Michigan Court of Appeals, or Michigan Supreme Court determines in a final unappealed decision that there can be no time restrictions on when an employee can cancel his/her dues deduction authorization or makes other final unappealed rulings effecting dues deductions as set forth in Article Ill of the labor contract, then Article III shall be altered accordingly. 2. The parties shall meet to negotiate any changes to Article III. Steve Schell- President Oakland County Employees Union Jordie Kramer- Director Oakland County Human Resources LETTER OF AGREEMENT This Letter of Agreement ("LOA") is entered into on this day of , 2016 between the Oakland County Employee's Union ("OCEU") and the County of Oakland. The parties agree that represented employees of the Oakland County Facilities, Maintenance and Operations Division who are designated as "On-Call" during certain non-working hours shall be available to respond to an emergency during non-working hours. The employee will be provided with a County issued cellphone, which they will be expected to keep on/near their person. The employee will be provided a County vehicle at the discretion of the department manager. Should the employee be called to respond to an emergency, the employee would be compensated for the "call-in" as set forth in the Collective Bargaining Agreement. Steve Schell- President Joe Murphy, Manager Oakland County Employees Union Facilities, Maintenance & Operations Jordie Kramer- Director Oakland County Human Resources LETTER OF AGREEMENT This Letter of Agreement ("LOA") is entered into on this day of .2016 between the Oakland County Employee's Union ("OCEU") and the County of Oakland ("County"). The parties agree that represented employees who are eligible to receive Shift Differential pay shall be eligible for an increase in Shift Differential pay if the County determines an increase to the Shift Differential pay is necessary. These employees would receive the increase provided to the general non-represented employees, at the same time and in the same manner. Steve Schell- President Oakland County Employees Union Jordie Kramer- Director Oakland County Human Resources FISCAL NOTE (MISC . #16005) January 20, 2016 BY: Finance Committee, i nornas Middleton, Chairperson IN RE: HUMAN RESOURCES DEPARTMENT FISCAL YEAR 2016 — FISCAL YEAR 2018 COLLECTIVE BARGAINING AGREEMENT FOR EMPLOYEES REPRESENTED BY THE OAKLAND COUNTY EMPLOYEES UNION (0.C.E.U) 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 Employees Union (OCEU), representing approximately 362 personnel from Animal Control, Sheriff's Office, Facilities Maintenance and Operations — Custodial, Facilities Maintenance and Operations - Maintenance, Facilities Maintenance and Operations — Grounds, Parks and Recreation, and the Water Resources Commissioner have negotiated a three-year Collective Bargaining Agreement for the period of October 1, 2015 through September 30, 2018. 2. This agreement includes a 3% wage increase for Fiscal Year 2016 for all employees represented by this bargaining agreement with the exception of four classifications. 3. The classifications of Inmate Booking Clerk, Skilled Maintenance Mechanic II, Groundskeeper Crew Chief, and Groundskeeper Specialist — Irrigation will be amended in accordance with the new salary ranges provided. 4. This additional wage increase for the Inmate Booking Clerks will be reflected in the Sheriff's Corrective Services Division General Fund budgeted salary and fringe benefit line items. Funding is available in the Non-departmental Classification and Rate Change line item. 5. The Skilled Maintenance Mechanic III classification additional wage and benefit increase will be reflected in the Water Resources Commissioner's Drain Equipment Fund #63900 and the Water and Sewer Trust Fund #57010. 6. The Groundskeeper Crew Chief and Groundskeeper Specialist - Irrigation classification the additional wage and benefit increase will be reflected in the Facilities Maintenance and Operations Fund #63100. 7. The agreement provides for weekend on-call pay for the Skilled Maintenance Mechanic Ill positions within Parks and Recreation and includes a no forced overtime policy for Inmate Booking Clerks in the Sheriffs Office. 8. A "Me Too" provision applies for any wage increase for general non-represented employees for fiscal years 2017 and 2018; it will be applied at the same time in the same manner. 9. Also, a "Me Too" provision applies for any benefit modifications implemented beginning January 1, 2017 and provides for a Benefit Re-opener pertaining to the Cadillac Tax Provision for calendar year 2018. 10. The County will provide a yearly $90 boot allowance for eligible members of this bargaining unit. 11. Also, this agreement provides an increase to the County's contribution to the Retirement Health Savings Plan (RHS) from $50 to $75 per pay period for eligible employees 12. A budget amendment is as follows: GENERAL FUND #10100 Expenditures 9090101-196030-740037 4030301-112590-702010 4030301-112590-722900 Classification and Rate Chg. Salaries Fringe Ben Adj. Total Expenditures FY 2016 FY 2018 ($ 27,803) 19,864 7,939 $ 0 FINANCE COMMITTEE VOTE: Motion carried unanimously on a roll call vote with Long and Quarles absent. $ 6,826 2,652 270 $ 23,232 9,852 450 $ 43,282 $ 7,438 2,878 270 $ 24,393 10,345 450 $ 45,774 $ 8,047 3,102 270 $ 25,368 10,759 450 $ 47,996 DRAIN EQUIPMENT FUND #63900 Revenue 6010101-149760-631869 Reimb, Of Salaries Total Revenues $ 85,940 $ 87,608 $ 88,449 $ 85,940 $ 8740_8 $ 88,449 FY 2016 FY 2017 FY 2018 FACILITIES MAINT. & OPERATIONS FUND #63100 Revenue 1040725-140599-665882 Planned Use of Balance 1040719-140399-665882 Planned Use of Balance Total Revenues $ 10,586 $ 11,419 $ 35,188 $ 36,577 $ 45,774 $ 47,296 $ 9,748 $ 33,534 $ 43,282 Expenses 1040725-140599-702010 1040725-140599-722900 1040725-140599-750140 1040719-140399-702010 1040719-140399-722900 1040719-140399-750140 Salaries. Fringe Benefit Ad] Employee Footwear Salaries. Fringe Benefit Adj Employee Footwear Total Expenses Expenses 6010101-149760-702010 Salaries $ 59,992 $ 61,194 $ 61,803 6010101-149760-722900 Fringe Benefit Adj. 25,948 26,414 26,646 Total Expenses $31,9_41 $ 87,K8 $ 88,449 WATER AND SEWER TRUST FUND #57010 Revenue 6010101-149030-632086 Sewage Disposal Serv. $101,240 $102,908 $103,749 Total Revenues $101,240 $102,908 $103,749 Expenses 6010101-149030-771638 6010101-149030-750581 Drain Equipment Labor Uniforms Total Expenses $ 85,940 $ 87,608 $ 88,449 15,300 15,300 15,300 $101,240 $102,908 $103,749 FINANCE COMMITTEE Resolution #16005 January 20, 2016 Moved by Kochenderfer supported by Quarles the resolutions (with fiscal notes attached) on the amended Consent Agenda be adopted (with accompanying reports being accepted). AYES: Fleming, Gershenson, Gingell, Gosselin, Hoffman, Jackson, Kochenderfer, KowaII, Long, McGillivray, Middleton, Quarles, Scott, Spisz, Taub, Weipert, Zack, Bowman, Crawford, Dwyer. (20) 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). If C i HEREBY APPROVE THIS RESOLUTION CHIEF DEPUTY COUNTY EXECUTIVE ACTING PURSUANT TO MCL 45.559A (7) STATE OF MICHIGAN) COUNTY OF OAKLAND) I, Lisa Brown, Clerk of the County of Oakland, do hereby certify that the foregoing resolution is a true and accurate copy of a resolution adopted by the Oakland County Board of Commissioners on January 20, 2016, 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 20 1h day of January, 2016. Lisa Brown, Oakland County