HomeMy WebLinkAboutResolutions - 2016.12.08 - 22706MISCELLANEOUS RESOLUTION # 16332 December 8, 2016
BY: Human Resources Committee, Robert Hoffman, Chairperson
IN RE: HUMAN RESOURCES DEPARTMENT — FISCAL YEAR 2017 — FISCAL YEAR 2018
COLLECTIVE BARGAINING AGREEMENT FOR EMPLOYEES REPRESENTED BY THE OAKLAND
COUNTY DEPUTY SHERIFF'S ASSOCIATION (OCDSA) — CORRECTIONS AND COURT SERVICES
UNIT
To the Oakland County Board of Commissioners
Chairperson, Ladies and Gentlemen:
WHEREAS the County of Oakland, the Oakland County Sheriff's Office and the Oakland County Deputy
Sheriff's Association (OCDSA) — Corrections and Court Services Unit have negotiated a Collective
Bargaining Agreement covering approximately 337 Corrections and Court Services employees; and
WHEREAS a two year Collective Bargaining Agreement has been reached for the period October 1, 2016
through September 30, 2018; and
WHEREAS the parties have agreed to a 2% wage increase for Fiscal Year 2017 for all employees
represented by this bargaining unit, or a "Me Too" with the general, non-represented employees if a
greater increase were approved ; and
WHEREAS the parties have agreed to a 2% wage increase for Fiscal Year 2018 for all employees
represented by this bargaining unit, or a "Me Too" with the general, non-represented employees if a
greater increase were approved; and
WHEREAS the parties have agreed to increase the number of hours that can be placed in the
compensatory time bank, afforded to the Forensic Lab Specialists, from 48 hours to 56 hours; and
WHEREAS the parties have agreed that one employee per day (24 hour period) from the Forensic
Laboratory will be assigned to be on-call and will take the laboratory vehicle home and will receive one
hour pay at straight time for each day (24 hour period) on call; and
WHEREAS the parties have agreed to increase the rate of pay for Corrections Training Officers from one
half hour to one hour per shift (8 hours) at one and one-half times their hourly wage; and
WHEREAS the parties have agreed to accept Parental Leave in accordance with Miscellaneous
Resolution #16137; and
WHEREAS the parties have agreed to accept the increase to the 457 Deferred Compensation match for
participating represented employees from $300 to $1000, effective January 1, 2017; and
WHEREAS the parties have agreed that the members of this bargaining unit may participate in the
County Annual Leave Buy-Back Program; and
WHEREAS this agreement provides that employees represented by this bargaining unit will not be
subject to any healthcare benefit modifications during calendar years 2017 and 2018; and
WHEREAS the parties have agreed to update the Emergency Manager language in the collective
bargaining agreement to reflect the current statute; and
WHEREAS this agreement provides that any employee benefit modifications and/or retirement benefit
modifications implemented on a countywide basis to general, non-represented employees that take effect
during the duration of this Collective Bargaining Agreement shall be applied to employees represented by
this bargaining unit at the same time and in the same manner; and
WHEREAS this agreement has been reviewed by your Human Resources Committee, which
recommends approval of the agreement.
NOW THEREFORE BE IT RESOLVED that the Board of Commissioners approves the proposed
Collective Bargaining Agreement between the County of Oakland, the Oakland Sheriff's Office and the
Oakland County Deputy Sheriff's Association — Corrections and Court Services Unit covering the period
of October 1, 2016 through September 30, 2018, and that the Board Chairperson, on behalf of the County
of Oakland, is authorized to execute said agreement as attached.
Chairperson, on behalf of the Human Resources Committee, I move the adoption of the foregoing
resolution.
HUMAN RESOURCES COMMITTEE
HUMAN RESOURCES COMMITTEE VOTE:
Motion carried unanimously on a roll call vote with Kochenderfer absent.
Motion to refer to the Finance Committee carried on a voice vote.
COLLECTIVE BARGAINING AGREEMENT
BETWEEN
THE COUNTY OF OAKLAND,
THE SHERIFF'S OFFICE
AND
THE OAKLAND COUNTY DEPUTY SHERIFF'S ASSOCIATION
Corrections and. Court Services
OCTOBER 1,2016 TO SEP I E,MBER 30, 2018
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 5/27/95)
ARTICLE XXII RETIREMENT BENEFITS
(EMPLOYEES HIRED ON OR AFTER 5/27/95)
ARTICLE XXIII MAINTENANCE OF CONDITIONS
ARTICLE XXIV ECONOMIC MATTERS
ARTICLE )0(V NO STRIKE -LOCKOUT
ARTICLE XXVI EMERGENCY MANAGER
ARTICLE XXVII DURATION
APPENDIX A
WAGES
II FORENSIC LABORATORY SPECIALIST BONUS
IJI PREMIUM PAY DIVERS
Iv CALL -OUT PAY
V COURT APPEARANCE
VI SALARY S IEPS/MERIT INCREASES
VII DEFERRED COMPENSATION MATCH
VTII MILEAGE
IX CLOTHING AND EQUIPMENT
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PHYSICAL FITNESS INCENTIVE PROGRAM
PAGE 38
XI ON-CALL PAY FOR FORENSIC LABORATORY PAGE 40
XII CORRECTIONS TRAINING OFFICER PAY
PAGE 40
APPENDIX B
FRINGE BENEFITS
HEALTH BENEFITS
BEREAVEMENT LEAVE
JURY DUTY
PERSONAL LEAVE
ANNUAL LEAVE BUY-BACK PROGRAM
PARENTAL LEAVE
APPENDIX C
MERIT RULE 417 (WORK CONNECTED INJURY OR ILLNESS)
MERIT RULE 423 (ANNUAL LEAVE)
AGREEMENT - SERGEANTS PROMOTIONAL EXAM
LETTER OF UNDERSTANDING CONCERINING CANINE
PROGRAM
MEMORANDUM OF UNDERSTANDING -
CHECK OFF CANCELLATION
MEMORANDUM OF UNDERSTANDING -
PILOT PROGRAM FOR COMP TIME FOR FORENSIC
LAB SPECIALISTS
DRUG TESTING POLICY
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APPENDIX D
MEDICAL OPTIONS COMPARISON PAGE 70
II
AGREEMENT
This agreement is made and entered into this day of , 2016, A.D. by and
between the County of Oakland and the Oakland County Sheriff, hereinafter referred to collectively as the
"Employer," and the Oakland County Sheriff's Association, 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 employees of
the Oakland County Sheriff's Office, for the purposes of collective bargaining with respect to
rates of pay, wages, hours of employment and other terms and conditions of employment, in the
following bargaining unit for which they have been certified and in which the Union is
recognized as a collective bargaining representative, subject to and in accordance with the
provisions of Act 336 of the Public Acts of 1947 as amended.
All Corrections Deputy I and Corrections Deputy H, and Forensic
Laboratory Specialists I and but excluding Deputy I (Patrol),
Deputy II (Patrol), supervisors and all other employees.
MANAGEMENT RESPONSIBILITY
The right to hire, promote, discharge, or discipline for just cause, and to maintain
discipline and efficiency of employees, is the sole responsibility of the Employer except that
Union members shall not be discriminated against as such. In addition, the work schedules,
methods and means of Department operations are solely and exclusively the responsibility of the
Employer, subject however, to the provisions of this Agreement.
ra. DUES CHECK-OFF
A. The Employer agrees to deduct the Union membership initiation fee and dues, once each
month, from the pay of those employees who individually authorize in writing that such
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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 14 days after the deductions have been
made.
B. Any employee shall cease to be subject to check-off deductions beginning with the month
immediately following the month in which he/she is no longer a member of the bargaining
unit
C. Any employee may voluntarily cancel or revoke the Authorization for Check-Off
deduction upon written notice to the Employer and the Union. Such voluntary withdrawal
from payroll deduction of Union dues may only occur during the period of December 16
through December 31 of any calendar year.
D. The Union will protect and save -harrnIess the Employer from any and all claims, demands,
suits, and other-forms of liability by reason of action taken by the Employer for the purpose
of complying with this section.
IV. BASIS OF REPRESENTATION
A. There shall be one steward and an alternate steward for each shift in the Main Jail, Annex,
Court Services and Satellite locations. Stewards will be permitted to leave their work, after
obtaining approval of their respective Sergeant/Lieutenant 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/her grievance.
Permission for stewards to leave their work stations will not be unreasonably withheld.
Stewards will report their time to their Sergeant/Lieutenant upon returning from a grievance
discussion.
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The privilege of Stewards to leave their work during working hours, without loss of pay, is
extended with the understanding that the tin-ie will be devoted to prompt handling of
grievances and will not be abused, and that they will continue to work at their assigned jobs
at all times except when permitted to leave their work to handle grievances.
B. There shall also be one Chief Steward and one alternate Chief Steward.
C. There shall be a Grievance Committee consisting of the Chief Steward and two other
members to be selected by the Union and certified in writing to the Employer. The Employer
shall meet whenever necessary, at a mutually convenient time, with the Union Grievance
Committee, The purpose of the Grievance Committee meetings will be to adjust pending
grievances and to discuss with the Employer other issues which would improve the relationship
between parties.
The Local Union President shall, at his/her option, be scheduled on the day shift, Monday
through Friday. The Local Union President may conduct Union business at the Department,
however, he/she shall not leave his/her work area without the permission of his/her supervisor,
which permission will not be unreasonably withheld. In no event shall the Local Union President
be paid Overtime while conducting Union business.
The privilege of the Local Union President to leave his/her 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 Union matters and will not be abused, and that he/she will
continue to work at his/her assigned job at all times except when permitted to leave his/her work.
E. Oakland County Deputy Sheriff's Association Executive Board members may be
granted a leave of absence without pay to attend labor relations-related programs. The seven
Executive Board members may collectively use for both OCDSA bargaining units (Law
Enforcement and Corrections) a total of up to 80 hours of leave without pay. Leave without
pay shall be taken in eight (8) hour increments. Reasonable advance notice shall be given and
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such leave may not interfere with the personnel requirements of the Sheriff's Office.
Seniority and all fringe benefits shall continue during such leave. No time will be deducted
from any leave banks for said leave.
The Oakland County Deputy Sheriff's Association Executive Board consists of seven
members: President, 2 Vice Presidents, Treasurer, Secretary, Chief Steward, and Alternate
Steward. At no time will more than two Board members be allowed off from a single
division.
Labor relations-related programs mean training seminars and other programs concerning
collective bargaining and the grievance arbitration process.
V. GRIEVANCE PROCEDURE
The Employer and the Union support and subscribe to an orderly method of adjusting
employee grievances. To this end, the Employer and the Union agree that an employee should
first bring his/her problem or grievance to the attention of his/her Command Officer, who has the
authority to adjust the grievance, with or without his/her Union Representative within 45 calendar
days of the occurrence or within 45 calendar days after the Union or the aggrieved becomes
aware and/or should have been aware of the cause for the grievance. If the matter is not resolved,
the grievance may be brought to the attention of the Undersheriff/designee who will attempt to
resolve the grievance informally with the Union Steward. Suspensions of 10 days or less and all
other disciplinary actions shall not be subject for the grievance procedure but shall be processed
according to the procedures of the Personnel Appeal Board. Disciplinary actions gleater than 10
day suspensions, including dismissals and demotions, shall be subject to the grievance procedure.
Step 1
If the grievance is not settled informally, it shall be discussed with the Shift
Steward and shall be reduced to writing, signed by the aggrieved employee(s) or his/her
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Union Representative and submitted to the Undersheriff/designee within the
aforementioned 45 calendar days.
Step 2
The written grievance shall be discussed between the President/designee and the
Unclersheriffidesignee. The Undersheriff/designee will attempt to adjust the matter and
will give a written decision within five days (excluding Saturday, Sunday and holidays)
of receipt of the written grievance.
Step 3
Any grievance not settled at Step 2 may be submitted to the next meeting of the
Grievance Committee comprised of the Sheriff's Office, County Labor Relations and
Union Representatives. Any grievance not submitted to the next Grievance Committee
meeting, by written notification to the Employer within five days of the
Undersheriff/designee's written decision, shall be considered dropped.
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 15 days after the Union's receipt of the written response indicating the outcome of
the Grievance Committee meeting. Receipt by the Union shall occur on the day the response is hand
delivered or e-mailed to the Union office, three days shall be added from the date of mailing to
the time period to demand arbitration.
The grievances 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. GEORGE ROUMELL
2. BEN WOLKINSON
3. MARK GLAZER
A grievance shall be referred to the listed arbitrators in the order in which they appear.
Once a grievance has been referred to an arbitrator, a subsequent grievance shall be referred to the next
arbitrator on the list. After a grievance has been referred to the last arbitrator listed, the cycle shall
repeat, beginning with the first arbitrator. The arbitrator may interpret and apply the provisions of this
Agreement to determine the grievance before the arbitrator. However, the arbitrator shall have no
power or authority in any way to alter, modify, amend, or add to any provisions of this Agreement, or
set wage rate. The arbitrator shall be bound by the express provisions of this Agreement. Expenses of
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 the time limits may be extended by mutual agreement of the parties. In the event 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 Union shall provide the Employer with a bulletin board for each work location for the
posting of Union notices bearing the written approval of the President of the Union, 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.
The Employer shall designate a 2' x 3' space for said bulletin boards and authorize
their installation.
VII. SENIORITY
A. Seniority is defined as service in OCDSA-represented Corrections and Court Services or
Law Enforcement bargaining units.
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B. New employees may acquire seniority by working twelve continuous months, in which
event the employee's seniority will date back to the date of hire into the bargaining unit.
When the employee acquires seniority, his/her name shall be placed on the seniority list
in the order of his/her seniority date. In the event two or more employees have the same
seniority date, seniority ranking shall be determined by the last four digits of the social
security numbers, lowest number being given highest seniority. (Seniority rankings
established by the December 14, 1989, Agreement shall not be subject to this method of
determining seniority).
C. An up-to-date seniority list shall be furnished to the Union every six months.
D. An employee shall lose his/her seniority for the following reasons:
1. If the employee resigns or retires, except where the employee returns within one
year, the employee shall have the unit seniority he/she possessed when he/she left
the unit. If the employee returns within one year the employee's seniority date
shall be adjusted to reflect the employee's period of absence from the bargaining
unit but shall not reduce the amount of OCDSA seniority the employee possessed
while absent from the OCDSA bargaining unit
1 If the employee is discharged, and not reinstated;
3. If the employee is absent from_ work for three working days without notifying the
Employer, unless good cause is established by the employee;
4. If the employee does not return to work for three working days without notifying
the 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-represented Corrections and
Court Services or Law Enforcement bargaining units and subsequently returns to either
bargaining unit, the employee shall have the unit seniority he/she possessed when he/she
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left the unit. The employee's seniority date shall be adjusted to reflect the employee's
period of absence from the bargaining unit but shall not reduce the amount of OCDSA
seniority the employee possessed while absent from the OCDSA bargaining unit
F. As a condition of hire/promotion, all employees hired/promoted as a Deputy I, must
complete any test selected by the Employer as a minimum criteria for becoming a police
officer.
VIII. LAYOFF, RECALL AND TRANSFERS
A. If and when it becomes necessary for the Employer to reduce the number of employees in
the work force, the employees will be laid off in seniority order, with higher-classified bargaining
unit personnel bumping lower-classified bargaining unit personnel, including between OCDSA--
represented bargaining units, based on departmental seniority and on capability of performing
available jobs and shall be recalled in the same order.
A. Recall rights shall expire two years after the layoff or length of service whichever is less.
Employees eligible for recall shall be notified of openings in their classification by certified mail
sent to their last known address. A recalled employee must respond in writing (which
requirement will be spelled out in the written notice of recall) within three working days of
receipt of the notice indicating an intent to return to work within two weeks (14 calendar days) of
receipt of notice. Failure to return within said two week period shall waive the employee's
entitlement to recall. If the position to which the employee is being recalled has a maximum
salary less than the maximum salary of the position in which he/she held status when separated,
the individual may refuse the position offered and remain on the recall list for time limits
specified herein.
However, if the individual accepts a position with a lower maximum salary than the
position in which he/she held status when separated, his/her name shall be removed from the
recall list. Employees recalled under this provision will not be required to be certified from an
open competitive list, nor will they be required to serve a new twelve month probationary period.
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C. If and when an employee is permanently transferred to another division within the
Department, the Union President or Chief Steward shall be notified of said transfer by the
Employer.
IX. PROMOTIONS AND FILLING OF VACANCIES
A. Corrections Deputy LE vacancies will be filled by a promotional examination from
Corrections Deputy I or Deputy I (Patrol). Sergeant vacancies will also be filled by a
promotional examination open to all qualified OCDSA bargaining unit members. The
Sheriff will make his selection from the three highest-ranking candidates who have passed
the promotional examination. Deputies, when promoted, will be placed on the lowest step
in the new classification which provides an increase over their current rate.
B. Whenever the Department fills a Deputy vacancy in the Law Enforcement bargaining unit
it shall befilled frofn qualified members of the OCDSA bargaining units provided,
however, that if less than 75 members of the OCDSA bargaining unit apply for promotion
to be a Road Deputy in the Law Enforcement bargaining unit, then the Sheriff shall have
the discretion to fill One of those vacancies from outside of the OCDSA bargaining units
for every one vacancy filled from the OCDSA bargaining units. If more than 75 members
of the OCDSA bargaining units apply for promotion to a Road Deputy in the Law
Enforcement bargaining unit, then for every five vacancies filled, the Sheriff shall have the
discretion to Ell one of those vacancies from outside the OCDSA bargaining units.
Provided further, that where the Sheriff's Office adds additional positions in the Law
Enforcement bargaining unit as a result of absorbing personnel from a law enforcement
agency in the County, this paragraph shall not apply.
The County agrees to open the DE Road Deputy test to all DIs that have successfully
completed probation, regardless of MCOLES licensing, provided that the Deputy has successfully
passed the written MCOLES test and is not disqualified under Article XII, B, 2 or 3. The County
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will certify a list of the top three (3) candidates from the promotional list to the Sheriff, who will
select a candidate for promotion from the certified list.
In order to be eligible to be placed on a certified list a Deputy must have a current
MCOLES physical pretest on file. If there is not an MCOLES physical pretest on file, the Deputy
must pass the MCOLES physical pretest and provide the Human Resources Department with the
test results before he/she is eligible to be placed on a certified list.
The Sheriff's Office agrees to place the Deputy selected by the Sheriff for promotion into
the next available Police Academy. The Deputy will remain in their current classification (DI)
until completion of the Academy. Upon completion of the Academy the Deputy will be
promoted to Deputy II and will be placed into an PTO program and will serve a 6 month
probationary period from the date of promotion.
The Sheriffs Office agrees to continue to send Corrections DM to the academy/road by
seniority at the Sheriffs discretion when a vacancy exists.
The Sheriff's Office agrees to pay for the MCOLES physical pretest up to one time per
year for those Deputies on the promotional list. It will be incumbent upon the Deputy to provide
receipt of payment for the MCOLES pretest to the proper authority for reimbursement.
X. FALSE ARREST INSURANCE
Employees covered by this Agreement shall be provided by the Employer a policy of False Arrest
Liability Insurance. The premiums for such insurance will be paid by the County.
Xi. DEFENSE AND INDEMNIFICATION
In accordance with Miscellaneous Resolution #85339, adopted November 21, 1985, by the Board
of Commissioners, whenever a claim is made or a civil action is commenced against an officer or
employee of the County of Oakland for injuries to persons or property allegedly caused by the officer or
employee while acting within the scope of his or her authority, the County shall pay for all reasonable
costs of litigation and engage or furnish the services of an attorney in accordance with County policy to
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advise the officer or employee as to the claim and to appear for and represent the officer or Employer in
action. The County may compromise, settle and pay the claim before or after the commencement of a
civil action. Wirenever a judgement for damages is awarded against an officer or employee of the County
as a result of a civil action for personal injuries or property damage caused by the officer or employee
while in the course of employment and while acting within the scope of his or her authority, the County
of Oakland shall indemnify the officer or employee or pay, settle or compromise the judgement. To be
eligible for the Defense and Indemnity obligations set forth in this paragraph, officers and employees
shall cooperate in all respects with Corporation Counsel or assigned counsel in defending the claim or
lawsuit,
When a criminal action is commenced against an officer or employee of the County of
Oakland based upon the conduct of the officer or employee in the course of employment, if the employee
or officer had a reasonable basis for believing that he or she was acting within the scope of his or her
authority at the time of the alleged conduct, the County of Oakland shall pay for, engage or furnish the
services of an attorney to advise the officer or employee as to the action and to appear for and represent
the officer or the employee in the action.
To be eligible for payment or reimbursement for counsel, an employee or officer who is
charged criminally must immediately provide notice of and a copy of the criminal charges to Oakland
County Corporation Counsel. It is understood that the bargaining unit member's obligation to provide
immediate notice to Corporation Counsel of any criminal action requires the member to promptly provide
notice as soon as is practicable, but in no event, not later than fourteen (14) calendar days after receiving
notice of any criminal action. Provided that the employee is otherwise entitled to have the County pay for
the services of an attorney pursuant to this Article, the parties agree to identify a panel of five (5)
attorneys, from which a member may choose and who will provide legal representation. The County,
through the Office of Corporation Counsel, shall select two (2) attorneys, the Association shall select two
(2) attorneys and the fifth attorney shall be by mutual agreement. In the event of a vacancy in the panel it
shall be filled by the party who appointed the attorney who left the panel. In order to be eligible for
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payment or reimbursement, the member must select an attorney from the panel, In order to be eligible for
payment or reimbursement, the member must select an attorney from the panel. It is understood that the
maximum payments from the County shall be pursuant to the following schedule: Misdemeanors -
$5,000; Non-capital Felony - $15,000; and Capital Felony - $30,000. In the event an attorney provides
services through an hourly rate, the attorney shall provide the County Department of Corporation Counsel
with monthly billings that do not infringe on the attorney-client relationship. However, in no event shall
the County be liable for attorney fees in excess of the amounts set forth above. Separate counts in a
criminal complaint or indictment shall not be aggregated (e.g., a complaint/indictment count for a Non-
capital Felony and another count for a Capital Felony will result in a maximum payment of $30,000; a
complaint or indictment for three (3) separate Misdemeanors will result in a maximum payment of
$5,000). Any attorney's fees in excess of the maximum amount shall be the sole responsibility of the
bargaining unit member.
Per MISCELLANEOUS RESOLUTION #86124, adopted May 8, 1986 by the Board of
Commissioners, "Officer(s) and Employee(s) of Oakland County" are defined to include: Elected or
Appointed Officer and Officials; Employees; Volunteers; all Committees, Authorities, Commissions,
Boards and Councils, including those incorporated by authority of State or Federal Law, and all members
thereof.
The County may purchase liability insurance to provide the above protection, or may
provide a self- insurance program.
XII. GENERAL CONDITIONS
A. Except as otherwise provided herein, the employees in the classification of Corrections
Deputy land
Corrections Deputy II shall be entitled to attend the Police Academy, with the scheduling of their
attendance at the sole discretion of the Sheriff.
B. The Department will send in each calendar year a minimum of six Corrections Deputy I's
and/or Corrections Deputy IP s to an MCOLES certified Police Academy, provided however,
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that in the event the Sheriff, at his sole discretion, decides to send fewer than six in a calendar
year not later than the next calendar year the Sheriff shall send additional Deputies to make
up for the reduced number.
1. The Sheriff shall send Deputies to the Police Academy in order of seniority, most
senior first from those who apply to attend the Academy. Application to attend the
Academy shall be made to the Sheriffs Office at least 30 calendar days prior to the
next Academy.
2, Corrections Deputies with a pending criminal charge or a criminal conviction that
would disqualify them from MCOLES licensure under 1998 Public Act 237 NU
28.601 et seq.)
3. Corrections Deputies convicted or having pending charges under MCL 257.625 or a
successor statute or other similar statute of this state or of another state concerning
driving while under the influence of alcohol shall be ineligible to be sent to the Police
Academy until one year following final resolution of the matter including completion
of all sentencing provisions.
C. The provisions of the Agreement shall be applied equally and without favoritism to all
employees in the bargaining unit.
D. 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 years, but it shall be renewed or extended for a similar period any time upon the
written request of the Union.
E. When any position not listed on the wage schedule is filled or established, the County
shall designate a job classification and rate structure is proper, the Union shall have the right
to submit the issue as a grievance through the grievance procedure within a six month period.
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F. When an action is to be taken by a specific date, such action must he taken by 1600 hours
(4 p.m,) on that date to be considered timely.
G. Except in disciplinary matters or exigent circumstances, any shift transfer shall require at
least a five day notice.
H. The basic work week shall consist of 40 hours worked in five consecutive eight-hour
workdays. Lunch periods shall consist of a one-half hour period, and shall be arranged to
provide the least disruption of the department's service and not work a hardship on the
employee. Lunch periods shall occur as close to the middle of the employee's shift as
possible, except in extenuating circumstances. All unit employees shall be granted one 15-
minute break before the lunch period and one 15-minute break after the lunch period.
I. Unless the employee is receiving payment by direct deposit, monetary benefits shall be
timely paid to unit employees (including but not limited to regular paychecks, short-term
disability, long-term disability, fees and other reimbursements and other payments) and shall
be mailed to the employee's home address on file with the Employer, provided, however, a
workers' compensation recipient may be required to pick up his/her check at the County.
If the employee establishes that picking up his/her workers' compensation check imposes
undue hardship on him/her, the County will mail the workers' compensation check to
him/her.
J. 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.
K. Any party to this Agreement by their principals or their designees may request a Special
Conference in writing on any matter of immediate mutual interest or concern. The matter(s)
subject to the conference, and the identity of the conferees representing the requesting party,
14
shall be identified in the written request for the conference. Special Conferences shall be
convened within ten calendar days of receipt of the request, shall be arranged at least 24
hours in advance, and shall be conducted at the County Human Resources offices, unless
mutually agreed otherwise. Unless otherwise agreed, the Union may be represented by not
more than three persons. Members of the Association shall not lose time or pay for time
spent in such conferences, the responding party or parties shall submit a written position
statement to the requesting party on the matters taken up in the Special Conference.
L. Probation periods are recognized as "working test" periods used to supplement other
evaluations to determine whether the employee fully meets the qualifications of the class.
Probation periods are required in all cases of new hires, re-hires, and promoted employees.
I. The length of the probation period for all new employees hired into the BU-09 bargaining
unit shall be twelve continuous months. The length of the probation period for
employees promoted into all classifications in the BU-09 bargaining unit shall be six
months.
2. In the base of new hires, the Union shall represent the employee during his/her probation
period for the purpose of collective bargaining in respect to wages, hours, and terms and
conditions of employment, and in instances where an employee is separated or suspended
for Union activities or other protected concerted activity.
3. The Human Resources Department shall send a "Mid-Probationary Period Report" form
to the Department Head. This form shall be completed, discussed with the employee and
returned to the Human Resources Department within one month of the Mid-Probationary
Report,
The Human Resources Department shall send an "End of Probationary Period" notice to
the Department Head one month before the end of -the probationary period. The
Department Head shall complete this form, discuss it with the employee, and return it to
the Human Resources Department before the probationary period is over.
In the case of an unsatisfactoiy promoted employee who has unit seniority, the County
may revert the employee to his/her former classification. In such instances, written
reasons will be given.
15
SCTIEDUUNG LEAVE AND SHIFT/LEAVE DAY EXCHANGE
A. Except in exigent circumstances not reasonably expected to exceed 30 days, a minimum of
10% of the bargaining unit employees at a job location shall be permitted to take annual
leave, BU-09 leave, and/or personal leave at the same time.
B. Employees submitting written requests for annual, BU-09 or personal leave by April 15 for
the period May I through October 31 and by October 15 for the period November 1 through
April 30 shall be given preference in order of seniority for scheduling the granting of annual,
BU-09 and personal leave for the applicable periods; provided, however, that leave requests
of three or more consecutively scheduled work days in duration shall be scheduled first,
C. Annual, BU-09, and personal leave may also be requested any time, subject to availability
under Sections A and B above and shall be granted on a first come, first served basis. The
Employer shall maintain a bid rester for-such leave indicating the order of when requests are
received. When two or more requests are received at the saine_time, seniority shall prevail.
D. Once granted, leave time may not be canceled by the Employer except during times of riot,
natural disasters, and exigent circumstances. With respect to scheduled leave involving at
least three consecutively scheduled work days; the Employee may only cancel the leave with
10 days advance notice. The Employer may waive this notice requirement, or permit partial
cancellation of a scheduled leave, upon a showing of good cause,
E. Shift and Leave Day Exchanges will be permitted under the following conditions. Unless
exigent circumstances exist, a request for shift/leave day exchange shall be submitted at least
72 hours prior to the exchange taking place. Shift exchanges may be for all or any part of a
shift, provided it is at the beginning or end of a shift. Trades shall be limited to Deputies
whose classification 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
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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.
XIV. J3U —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 shall receive five days of BU-09
leave for each quarter annual period, or part thereof; between their date of hire and November 30 (e.g., an
employee hired on May 1 would receive three days of holiday leave). Scheduling and use of BU-09 leave
shall be subject to the following restrictions:
A. BU-09 leave shall be used and scheduled in the same manner as annual leave; except that an
employee may only use BU-09 leave when his/her annual leave accumulation is less than
two-thirds of the maximum accumulation.
B. Employees may not accumulate BU-09 leave from one year to the next year. Employees
shall be paid for any unused BU-09 leave for the period December 1 to November 30 on the
first payday following the end of the pay period which includes November 30. Payment for
unused BU-09 leave shall be at the employee's straight time rate of pay on November 30.
C. Employees separating from County service or leaving the bargaining unit for other reasons
shall be entitled to one day of BU-09 leave for each quarter annual period or part thereof
between their date of separation or leaving the bargaining unit and the prior December 1 (e.g.,
an employee separating or leaving the bargaining unit June 1 would be entitled to three days
of BU-09 leave for that annual period).
Should a separating employee have used more BU-09 leave at the time of separation or
leaving the bargaining unit than they would be entitled in accordance with the above formula,
17
the Employer will subtract from the employees annual leave bank the number of days used in
excess of those earned.
December 1 — February 28
March I —May 31
June I — August 31
September 1 —November 30
l't quarter
= 2nd quarter
= 3rd quarter
-4th quarter
Employees separated from County service shall be paid at separation for their unused
accumulation of BU-09 leave at the salary rate the employee is being paid on his or her final
day of actual work.
D. The one floating holiday which all employees have enjoyed in the past will not be subject to
the above regulations, but will continue to be governed by the provisions of Merit Rule
26.1.2.
XV. HOLIDAYS AND HOLIDAY SCHEDULING
A. The provisions of the Oakland County Merit System in the Oakland County Employees
Handbook concerning holidays, holiday pay, premium pay on holiday, and overtime on
holidays, shall not apply to members of the bargaining unit with respect to President's Day,
Veteran's Day, and the day after Thanksgiving Day,
B. Effective September 11, 2009, 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 with respect to: New
Year's Day, Martin Luther King, Jr. Day, Memorial Day, Independence Day, Labor Day,
Thanksgiving Day, Christmas Eve, Christmas Day and New Year's Eve. 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.
The Employer shall treat the day after Thanksgiving as a holiday for purposes of scheduling,
but not holiday pay. The Employer shall schedule the number of employees on the day after
Thanksgiving as if it were a paid holiday and in conjunction with the rules set forth in this
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Article. Under no circumstances shall an employee be paid holiday pay for the day after
Thanksgiving. Employees choosing to take the day after Thanksgiving off shall be charged
leave time from one of their leave banks. Furthermore, fifteen (15) employees who are
assigned to the Court Services Unit shall be afforded the opportunity to take the day after
Thanksgiving off and additional employees in the discretion of the Sheriff's Office.
C. At least 10 days prior to a holiday the Employer shall_ determine its staffing requirements and
affected employees shall be notified at least 10 days prior to the holiday at each work
location. Work locations under these provisions shall be:
1. Main Jail
2. Jail Annex
3. East AMICK
4. Court Services
5. Visitation
6. Forensic Lab
7. Any other recognized work location in Corrections and Court Services
Division
D. If staffing requirements for the holiday are less than normal_ staffing requirements, the
Employer shall use the following criteria to fill the available positions:
1. The opportunity to perform the available work shall be offered by seniority to those
employees who are normally scheduled to work the day of the holiday. The
employee must accept the holiday work assignment, by volunteering prior to the 10
day notification.
2. Holiday assignments shall be made by work location, by classification with
Corrections Deputy I positions filled by Corrections Deputy I employees and
Corrections Deputy II positions filled by Corrections Deputy II employees. These
assignments shall not be interchangeable under this procedure. It shall be noted
however, where no employee has been forced off and an assignment becomes
available, it shall be filled by seniority just as a regular overtime position is filled by
using the 28 Day Overtime Forms submitted, regardless of being a Deputy I or
Deputy II.
3. In the event an insufficient number of employees volunteer to work on a holiday, the
Sheriff may require employees, who are normally scheduled to work the day of the
holiday, to work the holiday based on reverse seniority or the Employer may select
by seniority from a list of qualified volunteers who are normally scheduled to work
the holiday.
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E. All existing Merit Rules governing pay for holidays shall continue to apply except as
modified by this Agreement.
XVI. LOCATION PREEERENCE
A. Each year until personnel shall select their work locations, shifts and leave days, within
classification order of department seniority from open positions subject to the provisions
of this agreement Any Deputy off on workers' compensation, military leave and those
employees on short or long-term disability are eligible to participate in the selection. In
the event the Deputy remains off on one of the above listed leaves, the Sheriff may
temporarily fill the position until the Deputy returns to duty. Leave days are classified as
regular days off, subject only to the sixth month shift preference selection provided for in
Article XVII. The effective date of the selection shall be the pay period closest to
October 1 of the subject year.
B. For purposes of the selections, all open unit positions shall be by classification at all
pertinent unit work locations and provided to the Union for administration of the selection not
less than eight weeks prior to the effective date of the selection, together with classification
seniority lists. The selection shall be administered by the Union, by seniority, pursuant to
protocol established by the Union and the Sheriff, and shall be completed two weeks prior to
the effective date of the selection. No more than two designated Union officials shall
administer the selection without loss of time or pay.
C. "Location" for purposes of the annual selection shall mean the following locations in the
Corrections/Main Jail and Corrections Satellites Division: Main Jail; Jail Annex; East Annex;
Court Services; Visitation; Forensic Lab; and any other recognized work location in
Corrections and Court Services Division.
D. On the shift change closest to October 1 of each year, a qualified Deputy requesting a
location will be assigned to the bargaining unit location he/she requested provided be/she has
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seniority greater than other Deputies requesting that location. Only written requests on file as
of 30 days prior to the date of the shift change on which location preferences go into effect
will be honored. The Sheriff may limit the number of transfers resulting from selections to a
specific location to one-half of the bargaining unit members at such location. With respect to
Court Detail and Circuit Court only (Lobby and Hall Courthouse detail excluded), the Sheriff
may limit the number of transfer requests honored to six Corrections Deputy I positions and
two Corrections Deputy II positions during this bid process. Court Detail shall include
assignments to Circuit Court relief and District Courts.
E. In addition to the annual October shift, location and leave days selection, and the April 1
shift change each year, employees in the Court Services unit of the Corrective Services
Satellite Division shall conduct a mini bump by seniority within the Court Services unit to
select their work location and shift preference. Management has the absolute right to deny any
employee choice or adjust the mini bump. Upon written request made within 10 days of the
posting of the mini bump, the Sheriff's Office will provide justification to the employee and
the OCDSA for the denial or change. Shift selection in classifications not currently receiving
shift premium will not entitle such employee to shift premium. However, classifications of
employees currently receiving shift premium will continue to receive said premiums in
accordance with existing Merit System Rules.
F. Deputies requesting a location transfer must be capable to step in and perform in a competent
manner without the necessity for detailed instruction or training. Management shall not
refuse a location preference request because the Deputy has not previously performed the job,
or because it is necessary to describe the proper sequence of the job and its responsibilities.
However, the Sheriff may deny a location preference
for appropriate reasons, but the Sheriff's approval shall not be unreasonably withheld.
The affected Deputy shall be provided upon written request, oral and written explanation for the
location preference denial.
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G. Requests for location preference shall be subject to the following criteria:
1. To request a location a Deputy must have at least one year seniority and have merit
system status in the required classification.
2. Any Deputy transferred pursuant to his/her request shall be ineligible to submit another
request for location preference for 12 months. This 12 month period may be waived by
the Sheriff upon presentation by the Deputy of extenuating circumstances acceptable to
the Sheriff.
3. A Deputy who has refused a requested location preference is ineligible for location
preference request for 12 months. All location preference requests shall automatically
expire one year from the date of the request, unless earlier terminated by written request
of the Deputy.
4. Deputies desiring a location must submit a location preference request directly to the
Sheriff; with a copy to the Union. All requests shall be time-stamped upon receipt by the
Sheriff.
5. Notwithstanding anything herein to the contrary, the Sheriff may transfer a Deputy from
court detail when requested in writing to do so by a court judge.
LI. Whenever a bargaining unit location vacancy exists, that vacancy shall be filled-by most
senior qualified Deputy with a valid -location preference request pending. If there are no
qualified Deputies requesting transfer to the vacancy, the Sheriff may assign the least senior
qualified Deputy to the vacancy.
I. Within 30 working days after first being transferred to a new location, the Sheriff may revoke
the transfer if it is determined that the Deputy cannot do the new job assignment. In such
event, the Deputy shall be assigned to any existing vacancy within the division and his/her
classification as determined by the Sheriff. At the time the transfer is revoked, the affected
Deputy shall be provided upon request oral or written explanation for the revocation, and a
description of the training or instruction necessary to enable the Deputy to perform the
assignment. A Deputy who has had a transfer revoked shall not be ineligible to request other
transfers, but the Deputy shall not be permitted to request a transfer to the same position until
he/she demonstrates receipt of the specified training or instruction required to perform the
assignment.
22
J. Deputies granted a location preference under these procedures shall not be involuntarily
transferred from such position without good cause for a period of one year; provided however,
that nothing herein shall limit the Sheriff from transferring a Deputy who has been granted a
location request once during said one year for a period not to exceed 90 days for administrative,
instructional, or training purposes, or to meet exigent circumstances. The Deputy shall be
returned to his/her regular assignment not later than 90 days from the date of initial transfer.
XVII. MIFF PREFERENCE
A. All employees shall be entitled to shift preference selection subject to the conditions as stated
below:
1. 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 change closest to April I_
2. 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 exigent circumstances, starting times shall be maintained through
the term of the selection.
3. All shift preferences are subject to the Sheriff's approval. It is understood that he will not
unreasonably withhold such approval.
4. Shift selection in classifications not currently receiving shift premium will not entitle
such employee to shift premium. However, classifications of employees currently
receiving shift premium will continue to receive said premiums in accordance with
existing Merit System Rules.
5. There shall be a shift preference mini bump for the Court Services Unit only in
accordance with Article XVI, E.
23
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
two years experience within the Department. If no qualified Deputy meets the minimum
seniority and experience 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 Sheriff's Office. All letters of interest shall expire on December 31 of
each year. Copies of letters of interest should also be sent to the Secretary of the Union by the
Deputy making the request. Whenever a vacancy exists in a special assignment position, that
vacancy shall be filled from a list compiled from the Deputies' time-stamped letters of
interest, provided the applicants meet the minimum qualifications as described in Paragraph
B above, Deputies offered a special assignment shall be given a description of the
assignment and the length of the assignment, if applicable. The Sheriff shall make the final
decision on the assignment, taking into consideration the length of service and the ability of
each applicant to perform the assignment,
XIX. OVERTIME
All time, whether worked or compensated through an employee's use of leave time, in
excess of a normal eight hour working day in the 24 hour period beginning with the start of the
employee's normal working shift that day, shall be considered overtime and credited to the calendar day
in which the 24 hour period began.
All working days in excess of five in the employee's seven day work week shall likewise
be considered overtime. Overtime shall be compensated at the rate of one and one-half times the
employee's regular hourly rate. Said rate shall be based on the hourly equivalent of the employee's
annual salaty, including any applicable service increment, shift differential and temporary change of rate.
24
In order to make the allocations of overtime equitable and maintain the requirement of
proper staffing, the following procedures shall be utilized for those represented positions in each Division.
A. Except during times of riot, natural disaster, or other exigent circumstances, the maximum amount
of overtime worked by an employee per week shall not exceed 32 hours.
B. Overtime, including so-called "mini-contracts" shall first be offered to Deputies who volunteer to
work such overtime under these procedures. If there are insufficient volunteers under these
procedures, Deputies shall then be ordered to work overtime.
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
overtime it will be recorded as a "REFUSAL" and count as a "DIRE." When hiring overtime more
than -eight (8) hours in advance, any Deputy calling back within thirty (30) minutes shall be hired for
the overtime offered in order of seniority and number of hires. If overtime is being hired due to a late
call or other unforeseen reasons prior to the start of the next shift, the Sergeants do not need to wait
for anyone to call back.
At.or before 2300 hours on the Wednesday preceding the work schedule change at 2300 hours
Friday night (Saturday), Deputies volunteering to work overtime during the next work schedule period
shall sign and complete the OVERTIME REQUEST FORM (found on the I Drive under Sheriff, OCSO
Documents, Administrative & OT Forms, OVERTIME REQUEST FORM — EXCEL). The Overtime
Request Form must be turned into the Main Jail Sergeant's Office and shall be signed by the Command
Officer accepting the form. Forms shall have the required sections filled out accurately and completely or
it will not be accepted. When signing the form, the Deputy shall indicate the days and shifts he/she is
volunteering to work overtime. The Deputy may modify his/her voluntary overtime availability by
providing 24 hour written notice of such change to a Corrections Sergeant. The Sergeant shall record the
date and time of the change and initial same. Forms submitted after 2300 hours the Wednesday preceding
the schedule change shall be deemed late. All late forms shall be placed by seniority in one of four late
25
sections marked "Late Corrections Main," "Late Corrections Main/Annex," "Late Corrections East
Anriex/Crt Services," or "Late Road Patrol." When filling overtime, only after al work locations have
been gone through and Deputies who have submitted forms timely have been queried, shall the "Late"
sections be utilized to fill overtime, keeping in mind the order will be "Corrections Main/Annex,"
"Corrections East Annex/Crt Svcs," and "Road Patrol." After the "Late" sections have been gone
through, overtime availability will be put out over the air. If there are still vacancies to be filled by
overtime, the forced overtime list will then apply.
D. Overtime at a work location shall be offered to Deputies at that location who have signed the
voluntary overtime list in order of seniority and in accordance with their designated availability.
To the extent practicable, voluntary overtime shall be equalized on a work schedule period basis
for Deputies within a work location. Both those opportunities worked or refused shall be counted
for purposes of equalization. Such opportunities shall be posted weekly for employee review.
Work locations under these provisions shall be:
I. Main Jail
2, Jail Annex
3. East Annex
4, Court Services
5. Visitation
6. Forensic Lab
7. Any recognized work locations in Corrections and Court Services
In order to meet immediate staffing requirements and to provide necessary services, a Deputy
who selected Main Jail, Jail Annex or Visitation may be assigned on a day to day basis within any of
these three locations. When it becomes necessary to reassign a Deputy every effort should be made to
rotate the Deputies as equally as possible.
E. Overtime at a work location to fill normally authorized and staffed positions shall be offered to
Deputies in the following order:
1 Deputies at the work location within corrections Services/Main and Corrections
Services/Satellite who have signed the voluntary overtime list in order of seniority and in
accordance with their designated availability.
2. Other Deputies within Corrections Services/Main and Conections Services/Satellite
including employees in Special Assignments who have signed the voluntary overtime list in
seniority order and in accordance with their designated availability.
26
3. Employees within Patrol Services, Circuit Court Investigators and Investigative and Forensic
Services who have signed the voluntary jail overtime sheet maintained by that division.
4. Employees willing to work overtime who have not signed the voluntary overtime list. The
Sheriff's Office shall request volunteers to work the available overtime via departmental
radio in all divisions, starting with the division where the overtime is located is located prior
to forcing any employee to work the overtime.
5. If there are insufficient volunteers under the above-provisions the Employer shall then 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:
a) Forcing to Main Jail will use the following process:
Deputies not going into their weekend assigned to the Mail Jail. If insufficient staff still
exists, then Deputies assigned to the Annex not going into their weekend will be forced. The
Deputies assigned to the Enex not going into their weekend, and finally Deputies assigned to
Circuit Court not 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 in
the Main Jail with vacation the next day.
b) Forcing in the Annex will use the following process:
Deputies not going into their weekend assigned to the Annex. If insufficient staff still exists,
then Deputies assigned to the Main Jail not going into their weekend will be forced. The
Deputies assigned to the Enex not going into their weekend, and finally Deputies assigned to
Circuit Court 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 in the Annex with vacation the next day,
c) Forcing in the Enex will use the following process:
Deputies not going into their weekend assigned to the Enex. If insufficient staff still exists,
then Deputies assigned to the Circuit Court, not going into their weekend will be forced.
Then Deputies assigned to the Annex not going into their weekend, and finally Deputies
assigned to 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 in the Fnex with vacation the next day.
27
d) Forcing to Circuit Court:
Deputies not going into their weekend assigned to the Circuit Court/District Court. If
insufficient staff still exists, then Deputies assigned to the Enex, not going into their weekend
will be forced. Then 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.
6. Deputies off work for more than seven consecutive days because of workers compensation
injury, short or long term disability, military leave or vacation (VAC, PIN, BU- 09, etc.) and
has their name come up for forced overtime shall be given credit as if they were working and
forced. Further, Deputies signed up for voluntary overtime and have their name come up for
forced overtime on the same clay and shift shall receive credit for the forced overtime. New
hires shall be placed on the forced overtime list with the average number of forced on that list
upon completion of training or as determined by management. Any Deputy whose name
comes up for a force and has already worked sixteen (16) hours shall be given credit for a
force.
7. Should Deputy be passed over for overtime, he/she shall be given the option to work any
available open overtime position within the next 30 days. Should the pass-over occur on a
holiday, the Deputy shall be given the option to work an open position on a succeeding
holiday or any regular work day. Any employee required to work (forced) when a volunteer
was available shall be placed on the bottom of the forced overtime list and shall not be
assigned forced overtime until the forced overtime list has been exhausted and his/her name
comes up the next time.
8. When a Deputy on any shift has an approved day off (FLT, PLV, BU-09, or VAC) for the
following day, or the day following is a regular work week leave day, he/she will be deemed
on leave as of the end of his/her shift and not subject to be forced to work overtime except in
the event of exigent circumstances. This provision shall not affect an employee who wishes
to work overtime on a voluntary basis.
F. Private contracts such as DTE Energy Music Theater, Meadowbrook, Renaissance Festival and other
similar private contracts shall be assigned to MCOLES licensed Deputies by voluntary sign-up by
seniority in the following order: Patrol Services, Investigative and Forensic Services, and then
Corrections and Court Services.
U. Hospital watch overtime shall be filled by volunteers in the following order:
Corrections, Satellites, Road Patrol and Forensic and Investigative Services.
28
XX. ADOPTION BY REFERENCE OF RELEVANT RESOLUTIONS AND PERSONNEL
POLICIES
All Resolutions which have been passed by the Oakland County Board of Commissioners
on or before September 30, 2016, relating to the working conditions and compensation of 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, except as
provided and amended by this Agreement.
XXI. RETIREMENT BENEFITS (EMPLOYEES JARED PRIOR TO 5/27/95)
All Resolutions of the Oakland County Board of Commissioners, as amended and in
existence as of the date of this Agreement and as modified by prior Collective Bargaining Agreements
between the parties, relating to Retirement System benefits, and all retirement system benefits and
policies provided for in the Oakland County Employees' Handbook, Oakland County Merit System,
except as provided and amended herein, are incorporated herein by reference and made a part hereof to
the same extent as if they were specifically set forth, subject to the following: To the extent of any
conflict between the provisions below and the Oakland County Employees' Retirement Program, Oakland
County Merit System, or the Oakland County Employees' Retirement System Restated Resolution, the
following provisions shall be controlling:
A. Effective January 1, 1989, all employees with eight or more years of full-time County service
shall be eligible for the Military Buyback Option as developed by the Oakland County Retirement
Commission and approved by the Oakland County Board of Commissioners. Employees who
were eligible for the Military Buyback prior to the final ratification of this agreement, and failed
to exercise the option, will be allowed to buy back up to two years of military service at the
Employer's actual cost as determined by the Employer's actuary,
29
B. Effective January 1, 1993, with respect to persons who are active employees and members of 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 depth Latent
regardless of age.
C. Effective January I, 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 I, 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
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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 employees pursuant to section 414 (h)(2) of the Internal Revenue Code; (3) the employee
contributions picked-up by the Employer shall not constitute wages as defined under section
3401 (a)(12)(A) of the Internal Revenue Code for federal withholding purposes until these
distributions are distributed to the employees, and which the Retirement System shall take all
action necessary to obtain a favorable section 414 (h)(2) ruling from the Internal Revenue
Service. This 414 (h)(2) arrangement shall not affect determination of final average
compensation for pension contribution purposes.
F. Vested former members must continue to meet the requirements of the Retirement System
Restated Resolution in effect at the time said person terminated their employment and terminates
their membership in the Retirement System as an active employee.
G. During the time period January 1, 2000 to February 2g, 2000, all employees who are
participants in the Defined Benefits Retirement Program shall have the option to transfer to the
Defined Contribution Retirement Plan as set forth in Miscellaneous Resolution #94275, and as
approved by the Internal Revenue Service, based on multiplier of 2.2%. Only compensation (as
defined by the Plan) earned prior to October 1, 1999, shall be used in calculating final average
compensation for those electing to transfer to the Defined Contribution Retirement Plan pursuant
to this paragraph.
Once an employee elects to transfer from the Defined Benefit Retirement Program to the Defined
Contribution Retirement Plan that employee shall not be eligible to be a participant in the Defined
Benefit Retirement Program at any time thereafter,
H, The County shall make the following contributions and matching contributions to the
Defined Contribution Retirement Plan for employees hired prior to May 27, 1995:
1. For fiscal year 1999 the County shall contribute 10% of base wages and the
employee shall contribute 3% of base wages toward the Defined Contribution
Retirement Plan.
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2. For fiscal year 2000 the County shall contribute 11% of base wages to the Defined
Contribution Retirement Plan and the employee shall contribute 4% of base wages to
the Retirement Plan.
3. For fiscal year 2001 the County shall contribute 12% of base wages to the Defined
Contribution Retirement Plan and the employee shall contribute 5% of base wages to
the Retirement Plan.
X:X:U. RETIREMENT BENEFITS (EMPLOYEES EIRED ON OR AFTER 5/27/95)
All bargaining unit employees hired on or after May 27, 1995, shall only be eligible to participate
in the Defined Contribution Retirement Plan, as adopted by the Board of Commissioners in
Miscellaneous Resolution 494185.
A. The County and the employee shall make the following contributions to the Defined
Contribution Retirement Plan: Effective with the pay period following September
11, 2009, the County shall contribute 9% of base wages to the Defmed Contribution
Retirement Plan and the employee shall contribute 3% of base wages to the Defined
Contribution Retirement Plan,
B. Employees hired on or after May 27, 1995, through January I, 2010, shall only be
eligible to receive Retirement Health Care Benefits as set forth in the Miscellaneous
Resolution #94292,
C. Employees hired on or after January 1, 2010, shall only be eligible to participate in
the Retirement 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 from $50 to $75 per pay period.
5CKITI 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.
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XXIV. ECONOMIC MATTERS
The Agreement between the parties on economic matters are set forth in Appendix A and
Appendix B attached hereto and are incorporated into this Collective Bargaining Agreement,
subject to the terms and conditions thereof.
XXV. NO STRIKE — NO LOCKOUT
Under no circumstances will the Union cause or authorize or permit its members to cause, nor
will any member of the bargaining unit take part in any strike, sitdown, stay-in or slowdown or
any violation of any State Law. In the event of a work stoppage or other curtailment, the Union
shall immediately instruct the involved employees in writing that their conduct is in violation of
the contract and that all such persons shall immediately cease the offending conduct.
The Employer will not lock out any employees of the bargaining unit during the term of this
Agreement.
XXVI. EMERGENCY MANAGER
An Emergency Manager appointed under the Local Financial Stability and Choice Act may
reject, modify or terminate this collective bargaining agreement as provided within the Local
Financial Stability and Choice Act, 436 P.A. 2012.
XXVII. DURATION
This Agreement shall remain in full force and effect until midnight, September 30, 2018. The
Agreement shall be automatically renewed from year to year thereafter unless either party shall
notify the other in writing 60 days prior to the anniversary date that it desires to modify the
Agreement. In the event that such notice is given, negotiations shall begin no later than 60 days
prior to the anniversary date. This Agreement shall remain in full force and be effective during
the period of negotiations and until notice of termination of this Agreement is provided to the
other party in the manner set forth in the following paragraph.
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In the event that either party desires to terminate this Agreement, written notice must be given to
the other party no less than 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. Each and every provision of this Agreement or any
other agreement between the parties shall be in accordance with the law. In the event that any
such provisions shall nevertheless remain in full force and effect.
OAKLAND COUNTY DEPUTY
OAKLAND COUNTY BOARD OF
SHERIFF'S ASSOCIATION
COMMISSIONERS
By:
By:
Michael J. Gingell, Chairperson
By: OAKLAND COUNTY SHERIFF
By: By:
Michael Bouchard
By: OAKLAND COUNTY EXECUTIVE
By: By:
L. Brooks Patterson
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APPENDIX A
I. WAGES
CORRECTIONS
DEPUTY I
FY 2017*
FY 2018**
CORRECTIONS
DEPUTY If
FY 2017*
FY 2018**
1411.03 1527.06 1620.22 177431 1957.32 2107.34 2315,94
1439.25 1557.60 1652.62 1809.80 1996.47 2149.49 2362.26
4yr Syr
1903.87 2041.18 2178.61 2335.18 2420.54 2590.74
1941.95 2082.00 2222.18 2381,88 2468.95 2642.55
Base 2yr 3yr 41rr Syr 6yr
Base Zyr 3yr
FORENSIC
LAB ORATORY
SPECIALIST I
FY 2017*
FY 2018**
FORENSIC
LA_BORATORY
SPECIALIST II
FY 2017"
FY 2018**
Base lyr 3yr 4yr
2274.76 2359.76 2445.13 2530.38 2615,42
2320.26 2406.96 2494.03 2580.99 2667.73
2299.38 2384.49 2469.91 2555.07 2640.29
2345,37 2432.18 2519.31 2606.17 2693.10
Base 2yr 3yr AYr
*Should a general wage increase greater than 2% be provided to the general, Don-represented employee
groups for FY2017 then this bargaining unit would be entitled to the same increase at the same time and in
the same manner,
**Should a general wage increase greater than 2% be provided to the general, non-represented employee
groups for FY2018 then this bargaining unit would be entitled to the same increase at the same time and in
the same manner.
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All persons hired shall progress in accordance with the salary schedules established herein, except
that the Sheriff shall have the discretion to hire or promote persons into this bargaining unit with
prior public safety experience and my place them at a step in the salary schedule that is consistent
with their public safety experience, and except further that the Sheriff may advance an employee
on the salary scheduk to a higher step if the Sheriff determines that the employee's job
performance warrants such advancement.
FORENSIC LABORATORY SPECIALIST BONUS
Forensic Laboratory Specialists shall receive an annual bonus of $500.
The two Forensic Laboratory Specialists designated as "leaders" shall receive an annual bonus of
$1500.
PREMIUM PAY DIVERS
A. Divers shall receive straight time pay for on-duty hours of work.
B. For all hours on the job other than on-duty hours, the diver shall receive time and
one-half pay.
C, The divers shall receive premium pay of $4.00 per hour* over and above the rates set
forth in sections (a) and (b) above when performing diving activities.
D. When diving under the ice, divers shall receive premium pay of $8.00 per hour* over
and above the rates set forth in sections (a) and (b) above,
*Computation of the $4.00 per hour and $8,00 per hour premium shall be
computed to the nearest one-half (1/2) hours.
IV. CALL-OUT PAY
The County will guarantee a minimum of two hours of pay at the employee's applicable rate to an
employee who has checked out, gone home and is then called out for additional work, Should an
employee be called out on a leave day he/she shall be entitled to throe hours work or pay at the
employee's applicable rate. Where an employee is called into work while off duty and the call-in
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is cancelled within 60 minutes of the beginning of the shift, the employee shall be paid two (2)
hours at 1.5 times the employee's regular rate of pay and shall not be required to work (The
minimums set forth in the first two sentences shall not apply). Call-outs must be non-contiguous
to the employee's regular shift and for other than court appearance to be compensable under this
article. Call-out pay shall be calculated beginning upon arrival at the work site and shall end
upon the employee leaving the work site.
V. COURT APPEARANCE
When Deputies are required to appear in court, they shall be compensated at the rate of time and
one-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 matter.
C. Deputy must be off duty at court time.
A Deputy shall be guaranteed a minimum of two hours pay per day except where a Deputy is off
duty and called into work and appears in court on his/her scheduled day off (not vacation,
personal leave day, etc.) the Deputy shall receive a minimum of three (3) hours pay.
VI. SALARY STEPS/MERIT INCREASES
Any salary step increase for an employee who satisfactorily performs and is approved for such
increase by the Sheriff shall became effective within 10 working days after receipt by the
Sheriff's Office of the appropriate notice of eligibility for salary step increase and said salary step
increase shall not be denied unless the Sheriff disapproves the salary step increase within the
aforesaid period.
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VII. DEFERRED COMPENSATION MATCH
The County has a 457 (b) Deferred Compensation Plan. The County matches the first $300
contributed to the 457 (b) Plan by a Corrections Deputy each calendar year. Effective January I,
2017, the County will match the first $1000 contributed to the 457(b) Plan by a Corrections
Deputy each calendar year.
VIM MILEAGE
Effective with the execution of this agreement, the General Travel Regulation's mileage
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 County property and
separating Deputies will be required to return all uniforms and equipment to the Sheriff
B. The County will provide cleaning of uniforms for uniformed personnel of the Depal (merit and
it is understood that the individuals will not abuse this privilege by requesting excessive
cleaning.
C. The County shall provide one pair of boots every two (2) years to Cell Extraction Team
members at 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 calendar year by meeting the physical fitness
standards set by the Oakland County Sheriff's Office by December 31 each year. A Deputy
meeting the physical fitness standards by December 31' of each year will be eligible for this $100
payment in January each year.
The Physical Fitness Incentive Program standards are set forth on the next page.
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Oakland County Sheriffs Office
Command Officer Fitness Performance Test
The Oakland County Sheriffs Office Command Officer Fitness Performance Test consists of the below
five events. Participants must successfully complete all five events to successfully complete the
Fitness Performance Test
Push Ups (201
The Push-Up Is an event that measures upper body strength. You will be required to do at feast 20 to
pass successfully. You begin with your hands shoulder-width apart and feet no more than six inches
apart. To complete this event you will:
)- Start in the 'up r position with elbows locked.
)- Move downward keeping your logs, hips, and torso In the same plane
• Sbike the Indicator with your breastbone.
A- Return to the 'up" position keeping your legs, hips, and torso in the same plane,
Sit- Llps 1301
The Sit-Up event measures core body strength. You will be required to complete 30 Sit-Ups to pass
this event You will begirt by lying on your back on a gym mat Your knees will be bent 90 degrees,
with feel fiat on the floor, Your hands will be behind your head, and another participant will hold your
feetto the Door. To comPlete this event you wilt
). Raise your shoulders from the mat keeping your hands behind your head.
A- Touch your elbows to your knees, .
Return to the mat, and repeat
Flank (1 Minutel
This event will measure core body strength. You will be required to get Into and maintain the Plank
position for one minute.
A- &gin by lying face down on a mat, resting on forearms with palms flat on the bor.
D Push off the floor, raising up onto toes end resting on elbows.
A Keep your back flat, in is straight line from head to heels, maintaining this position for one
minute,
100 Yard Sprint (39 seconds or less)
This event will measure oardio-respiratory capacity and lower body strength. You will be given up to 35
seconds to sprint 100 yards.
One Mile Run (12 minutes or less)
The one-mils run Is an event that measures cardio-respiratoty c:apacity arid Includes elements of
card4ova5cular endurance, aerobic power, and agility. You will be given Up In twelve minutes to
complete the run.
XE ON-CALL PAY FOR FORENSIC LABORATORY
The Forensic Laboratory may designate one employee to be on-call each day (24 hour period).
The employee, who is designated as on-call and drives the laboratory vehicle home for the night
or weekend, shall receive one hour of pay at straight time for each 24 hour period that the
employee is on-call. If the employee is called into work, the employee shall not receive on-call
pay for that day. On-call pay shall be paid in cash (wages), not compensatory time.
XII CORRECTIONS TRAINING OFFICER PAY ("CTO")
A Corrections Deputy designated by the Sheriff's Office as a Corrections Training Officer
("CTO") and assigned by a Command Officer to train a probationary bargaining unit employee,
shall receive one hour of pay at his/her overtime rate (1.5x) for each full eight (8) hour shift the
CTO spends with the employee training him/her. CTO pay shall be in wages, not compensatory
time.
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APPENDIX B
I. FRINGE BENEFITS
In addition to the provisions of this Agreement which are controlling to the extent of any conflict
with the provisions of the Oakland County Employee's Handbook and/or the Oakland County
Employees' Retirement System Restated Resolution, for the following fringe benefits, refer to the
Oakland County Employees' Handbook:
1. Injury on the job: See Merit Rule 17 which has been set forth in Appendix C.
2. Leave of Absence/Family Leave: All provisions of Merit Rule 21 (Family
Leave) will be implemented for members of the Oakland County Deputy
Sheriff's Association except the requirement to exhaust all leave banks prior to
the use of leave without pay. Members of the Oakland County Deputy Sheriff's
Association will be provided the option to elect to use leave without pay or
applicable leave banks during the first 30 days of an approved Family Leave.
However, once the leave has commenced, an employee will not be able to change
his/her decision regarding the use of leave without pay or applicable leave banks
during this 30 day period. Should the Family Leave extend beyond 30 days, the
requirement to exhaust leave banks will-be in effect.
3. Longevity: Merit Rule No. 2, "Service Increment Pay, "shall not apply to any
employee hired after March 15, 1984.
4. Medical Coverage: Effective January 1, 1997, employees retiring from County
employment with 25 years of service within the Department shall be eligible for
County paid medical coverage at the time of retirement regardless of age.
• Employees hired on or after May 27, 1995, through January 1, 2010,
shall only be eligible to receive Retirement Health Care Benefits as set
forth in the Miscellaneous Resolution #94292.
• Employees hired on or after January 1, 2010, shall only be eligible to
participate in the Retirement Health Savings Plan as described in
Miscellaneous Resolution #05258.
Employees hired on or after January 1, 1989, who subsequently retire from
County service, shall not be eligible for County reimbursement of Medicare part
B payments. Eligibility for County-provided medical coverage while on LTD
shall be as follows: An employee on LTD will be eligible for County-provided
medical coverage for up to six months from the date of LTD eligibility, provided
he/she has applied for and was turned down for Social Security Disability and
Medicare and have no other medical coverage available and providing the
employee has not allowed his/her medical coverage to lapse.
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5, Sick leave.
6. Retirement
7. Annual Leave — see Merit Rule 23 which has been set forth in Appendix C.
8. Disability Coverage.
9. Tuition Reimbursement. Effective September 20, 2014, tuition reimbursement
shall be increased to $1600 per session/semester with a maximum fiscal year
reimbursement of $4,200.
The fringe benefits modified in previous Collective Bargaining Agreements shall continue in effect as
modified and described above and in Appendix B, ff set forth hereafter.
IL HEALTH BENEFITS
All health Care Benefits set forth herein are subject to the employee contribution where
applicable-and to the terms and conditions of the plan. The Employer has the right to select and
change any and all plans/policies, insurance benefits, plan providers or third party administrators
provided the benefits stated herein remain substantially the same. All benefits set forth apply to
active employees and their dependents only.
A. For the duration of the 2013 calendar year, employees in this bargaining unit will continue
the Medical Care coverage currently in effect through December 31, 2013 (subject to
paragraph B.)
B. Effective January 1, 2014, (or as soon as administratively practical) employees in this
bargaining unit with coverage shall be covered under one of the Medical Care plans as
described in Appendix D.
C. Employees in this bargaining unit shall make Medical Care contributions (contributions are
bi-weekly and pre-tax) in accordance with the Medical Care plan they select.
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D. DENTAL COVERAGE
The Employer shall provide a Standard Dental Plan for employees and their dependents.
Benefits under the plan shall be 100% for Class I Benefits (Preventative), 85% for Class II
(Basic), 50% for Class III (Major) and 50% for class IV (Orthodontia) subject to a $25 annual
deductible for single coverage and $50 annual deductible for two persons or family coverage
for Class 11 and Class III services. The maximum per individual per calendar year is $1,000.
The maximum for orthodontia per individual is $1,000.
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
E. 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 leases and frames eveiy 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).
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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.
H. ACCIDENTAL DEATH AND DISMEMBERMENT COVERAGE
The Employer shall provide a Standard AD & D Plan for employees. The benefits under
the plan shall provide one times the employees annual salary.
Employees have the option of selecting Higher AD & D Plans during open enrollment.
Employees selecting Higher Option Plans rather than the Standard AD & D insurance plan
shall pay, through payroll deduction, the amount established annually by the Employer,
IR BEREAVEMENT LEAVE
In the event of the death of a member of unit employee's immediate family or household, i.e.,
where the deceased bears the relation of spouse, child, parent, sibling, guardian, grandparent, or
grandchild, or is a member of the employee's household (i.e., resides in his or her residence at the
time of death), the employee shall be granted a paid leave of three consecutively scheduled work
days, not including scheduled leave days. In the event of the death of a unit employee's parent-
in-law, grandparent-in-law, brother, sister, daughter or son-in-law, the employee may be granted
up to three consecutively scheduled work days, not including scheduled leave days at the
discretion of the employee's department bead, in consideration of the relationship of the
relationship of the employee to the deceased and the geographic location of the funeral. Covered
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relations may be natural, adoptive, step or foster Care in nature. Covered leave shall be paid at the
employee's regular hourly rate. Absent extenuating circumstances, an employee must notify the
Sheriff or his designated representative of eligibility for said leave by written application on
forms provided by the Human Resources Department prior to use of the leave. Such time off
shall not be debited from an employee's established leave banks.
Should the death of a member of a unit employee's immediate family or household occur while
the employee is on a scheduled vacation, he/she shall be eligible for the paid leave provided
herein, provided he/she notifies the Sheriff or his designated representative prior to the date of the
funeral and attends the funeral.
IV. JURY DUTY
Employees required to serve on jury duty will be paid as if they were at work and will be
considered to be assigned to the day shift until the termination of jury duty. Jury service
constitutes a regular full day's work, unless the employee is released by the Court before its
afternoon session. In such event, the employee shall consult with his/her Sergeant/Lieutenant as
to whether he/she should return to work, Compensation is to be for no more than 40 hours per
work week.
Employees on jury duty leave will continue all fringe benefits they normally receive while they
are on jury duty.
Employees must turn in a copy of their jury duty notification and re required to turn in all jury
duty fees excluding mileage to the Sheriffs Office.
V. PERSONAL LEAVE
A. DEFINITION OF PERSONAL LEAVE
Personal leave is an absence from work for which the employee is paid just as if he/she was
at work.
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Personal leave is provided primarily to provide income protection for the employee whose
personal illness or incapacity is such that they are not able to work, but they have not yet met the
required waiting period to qualify for the Short Term Disability plan. Personal Leave may also
be used for, but is not limited to, personal business, vacation, care of ill family members and
medical or dental examinations and treatment.
B. ELIGIBILITY FOR PERSONAL LEAVE
1. Unit members will be issued five personal leave days during the first full pay period
of each calendar year in which they remain actively employed. Personal Leave may
not be used before it is credited to the Personal Leave Bank, and no more time may
be used than what is available in the Personal Leave Bank.
2. New hires who successfully complete their twelve month probationary period will
receive personal leave days on the closest pay period following the completion of
their probationary period, in accordance with the following provisions:
Those employees whose probationary period falls within two calendar years will
receive a pro-rated amount of personal leave days calculated from the date of hire
through the end of the calendar year in which they were hired. In addition, these
employees will receive five personal leave days for the calendar year in which their
probationary-period is completed.
Those employees whose entire probationary period falls within a single calendar year
will receive a prorated amount of personal leave days calculated from their date of
hire through the balance of the calendar year in which they were hired.
C. ACCUMULATION OF PERSONAL LEAVE
1. Employees may accumulate up to a total of 18 Personal Leave Days Once that
maximum is reached no further Personal Leave Time will accumulate either for
immediate or future use when the employee's accumulation is below the maximum.
2. Personal Leave days have no cash-in value.
D. USE OF PERSONAL LEAVE
I. Uses of Personal Leave with advance permission of the department head include, but
are not limited to, personal business, vacation, scheduled medical and dental
examinations or treatment and supplementing Workers Compensation or Income
Disability insurance payment.
2. Personal Leave may also be used without advance permission of the depai Lieent head,
for personal illness or incapacity over which the employee has no reasonable control, or
the illness or incapacity of a family member if the employee is the only person
available to render such care or other exigent circumstances. The Sheriff or his
46
designee shall be responsible for reviewing employee requests for personal leave under
this sub-section and determining their validity. The Sheriff or his designee may refuse
to allow use of Personal Leave when circumstances give rise to suspicion of abuse
(e.g., where there is a pattern in the use of leave days, etc.), in such cases, an employee
may be required to provide information including documentation to substantiate the
reason for the absence.
3. Employees unable to work their shift shall notify the Sheriff or his designee no later
than one hour before the start of their normal work shift.
E. EFFECT OF PERSONAL LEAVE ON ANNUAL LEAVE
1. Employees on Personal Leave shall continue to accumulate Annual Leave just as if
they were on the job.
2. Legal holidays which are counted as days off with pay by the County shall not be
deducted from an employee's Personal Leave accumulation when they fall during a
period of Personal Leave Usage.
F. EFFECT OF RE-ElvliPLOYMENT ON PERSONAL LEAVE
1. Former employees, who return to County service, must start their accumulation of
personal leave as new employees. However, at such time that their prior County
Service is recognized by the Oakland County Employees' Retirement System, all
personal leave accumulation they had at the time of separation shall be reinstated.
2. Employees who leave the County service to enter the Armed Forces of the United
States under the provisions of the Selective Service Act, who are members of the
Armed Forces and are called to active duty, or who enlist in the Armed Forces
during a declared national emergency shall, upon re-employment by the County,
have available any unused Personal Leave previously earned: provided that such re-
employment takes place within 90 days after discharge or release from active duty
in the Aimed Forces whichever is later.
G. EFFECT OF BEREAVEMENT LEAVE ON PERSONAL LEAVE
Employees who are given permission to use Bereavement Leave during the period of
approved Personal Leave usage shall not have the time spent on Bereavement Leave
deducted from their Personal Leave accumulation.
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VI ANNUAL LEAVE BUY BACK
An employee who has 60 or more hours in his/her annual leave bank may submit a request
by the end of the second pay period in July to cash out not less than 20 hours nor more than
40 hours of pay (in full hour increments) from his/her annual leave bank. This Annual Leave
cash out shall not leave an employee's annual leav-e bank with less than 40 hours. The
Annual Leave Buy Back payment shall be paid in the second pay period in August.
Said pay is in lieu of the requested number of a/3111ml leave hours and is subject to all
applicable state, federal, and local withholding, and other payroll deductions.
Any payment received as a result of annual leave buy back shall not be included in final
average compensation (FAG) for employees in the defined benefit plan and no employer or
employee contribution will be made to the defined contribution plan as a result of this
payment,
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VII PARENTAL LEAVE
I. PURPOSE
This policy provides for six (6) weeks of paid Parental Leave after the birth, or
adoption, of a new child to provide parental bonding time for Oakland County
employees.
11. ELIGIBLITY
A. Full-time eligible employees who have completed six (6) months of County service.
This includes full time appointed and non-merit employees and employees serving a
one year probationary period.
B. Eligible parent is defined as mother or father with parental rights to the child.
III. PAY AND BENEFITS DURING PARENTAL LEAVE
A. Parental Leave is paid at 100% of an employee's current straight time rate of pay
for six consecutive weeks (40 hours per week, maximum hours to be paid 240 hours).
B. Benefits continue during Parental Leave.
C. All benefit contributions will be deducted from an employee's bi-weekly payroll check.
D. Employees will continue to accrue leave time while on Parental Leave.
E. Parental Leave does not impact an employee's benefit date.
IV. USING PARENTAL LEAVE
A. Parental Leave may not be used for the five day waiting period before
short-term disability begins.
B. Parental Leave must be used for six (6) consecutive weeks. Unused Parental Leave
will be forfeited if the employee chooses to return to work before the end of the six
(6) week Parental Leave period.
C. Intermittent Parental Leave is not permitted.
D, Parental Leave for the mother will begin immediately after the termination of short-
term disability; termination of short-term disabilitywill be verified.
E. Parental Leave for the father or spouse will begin the day after the birth event.
F. Parental Leave will begin the day of the adoption or placement for adoption for
mother, father, or spouse.
G. Parental Leave will be granted per birth or adoption event; multiple births or
adoptions in one event does not increase the amount of Parental Leave time granted.
49
APPLICATION FOR PARENTAL LEAVE
A. A Parental Leave form should be completed and submitted to the Human Resources
Department- Records Unit at least 30 days before Parental Leave is to be used.
B. Employees must submit sufficient documentation of birth, or placement for
adoption to the Human Resources Department/Records Unit in order to complete
the Parental Leave approval process. See Parental Leave request form for specific
documentation.
C. The Human Resources Department Records Unit is responsible for reviewing and
approving all requests and notifying the department and employee of the approval of
Parental Leave.
D. Submitting false information or falsified documents in support of or in connection
with Parental Leave is subject to appropriate disciplinaty action.
VI. PARENTAL LEAVE, FAMILY MEDICAL LEAVE ACT, AND HOLIDAYS
A. Approved Family Medical Leave Act (FMLA) will run concurrently with Parental
Leave.
B. If the employee is not eligible for FMLA leave or FMLA benefits are exhausted, the
employee may still be eligible for Parental Leave time.
C. The Human Resources Department/Records Unit will track FMLA and Parental
Leave usage and inform departments of appropriate coding for payroll purposes.
D. County recognized Holidays that occur while an employee is on Parental Leave
will be coded as "Parental Leave".
VII. OTHER PROVISIONS OF THE PARENTAL LEAVE POLICY
A. Exceptions to the Parental Leave policy may be sought in extreme cases by
submitting a written request to the Human Resources Department
B. The Human Resources Department will provide an annual Parental Leave update to
the Human Resources Committee of the Board of Commissioners.
50
7. fey
OCDSA
6g4-6t6T9-ni
?f2b -1
"\s
Date
1.4g/7"
Oakland County Sheriff's Office Date
MEMORANDUM OF AGREEMENT
PARENTAL LEAVE
Now comes the Oakland County Deputy Sheriff's Association Corrections and Cou
r
t
S
e
r
v
i
c
e
s
Unit and Oakland County and the Oakland County Sheriff's Office (Oakland County and the
Oakland County Sheriffs Office shall hereinafter be referred to as "County") and he
r
e
b
y
e
n
t
e
r
into this Memorandum of Agreement based on the following facts:
A. The Oakland County Board of Commissioners passed a Parental Leave Policy, a copy of
which is attached hereto, on June 20, 2016, effective Jun e25, 2016.
B. The parties have discussed the immediate implementation of this Polity so that
bargaining unit members will not miss the opportunity to take Parental Leave shou
l
d
t
h
e
parties wait until contract expiration to implement the Parental Leave Policy.
Now therefore the parties agree as follows:
1. The Parental Leave Policy (copy attached hereto) will be implemented effective June
2
5
,
2016.
2. The Parental Leave Policy shall remajn in effect for the length of the Labor Contract
• which the parties are currently negotiating (term to begin October 1, 2016), except tha
t
either party may terminate the Parental Leave Policy effective September 30, 2017. In
order to exercise this termination provision either party must provide the other party
with written notice of termination at least sixty (60) days prior to September 30, 2017.
Oakland County Date
APPENDIX C
Attached hereto is Merit Rule #17 (Work Connected Injury or Illness); Merit Rule #23 (Annual
Leave); Letters of Agreement regarding the Sergeants' Promotional Exam; Canine program;
Memorandum of Understanding (regarding check off cancellation); Pilot Program for Compensatory .
Time for Forensic Lab Specialists/Forensic Lab Specialist Shift Leaders; and the Oakland County
Sheriff's Office Random Drug Testing Policy.
17. WORK CONNECTED INJURY OR
ILLNESS
17.1 REPORTING
17.1.1 County employees shall report all 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 emergencies, 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 compensable by the County's Workers
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 If the injury or illness is deemed compensable, the Michigan Workers Disability
Compensation Act provides that the Employer, the County, shall pay part of the employee's
salary if he or she is off work more than one week because of the illness or injury.
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 or through 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 because 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.
53
17.4.1.5 lithe employee is off work two weeks or more he or she shall be paid from the date
of injury,
17,4,2 If the injury or illness is deemed compensable, the employee shall be paid
directly by the County in the following manner:
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 compensable 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.
17.4.2.2 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 made 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.
17.42.2.1 An eligible employee off work due to an injury or illness deemed
compensable by the Workers' Disability Compensation Bureau shall continue to
accumulate Annual Leave at the normal rate and shalt have the time credited
toward the earning of Personal Leave for as long as- he or she receives payment from
the County under items 17,4.2.1 and 17.4.2.2 above.
17.42.2.2 Any amounts payable to an employee under Sections 17,4.2.1 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- compensabie
this time will be deducted- from the employee's Personal Leave and Sick 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 injury.
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.
54
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 employees 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 may be 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
23.21 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
233.1 Annual Leave shall be earned and accumulated by pay periods, according to the
following chart.
LENGTH OF ELIGIBLECOUNTY
SERVICE (SEE RULE 22)
DAYS OF ANNUAL LEAVE
EARNED *
MAXIMUM** ACCUMULATION
- HOURS/DAYS
From Through Hours Per Pay In 12 Months Elig. Off N/Elig. Off
0 1 Year 3.07 10 Days N/A N/A
2 Yrs 4 Years 3.69 12 Days • 144118.0 288136.0
5 Yrs 9 Years 4.61 15 Days 180/22.5 360/45.0
ID Yrs 14 Years 5.53 18 Days 216/27.0 432/54.0
15 Yrs 19 Years 6.15 20 Days 240/30.0 480/60.0
_
2D 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
55
23.4 USE OF ANNUAL LEAVE
23.4.1 Annual Leave may be used only with the permission of an employee's
department head. This provision shall apply to all other sections of this plan.
23.4.2 Annual Leave may be used at any time after it is earned, subject to item 23.4.1
above.
23.4.3 Annual Leave may not be used before it is earned.
23.4.4 Annual Leave may be used in any combination of days, subject to item 23.4.1
above.
23.4,5 Employees not eligible for overtime for whom Annual Leave has been placed in
an Annual 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 "non-overtime"
employees, all banked Annual Leave days in excess of two times the annual earnings
rate was placed in the Annual Leave Reserve, This allowed all "non-overtime"
employees one more year to accumulate Annual Leave and schedule vacations before
reaching the accumulation maximum.
23.5 EFFECT OF PERSONAL LEAVE AND SICK LEAVE
RESERVE ON ANNUAL LEAVE
23.5.1 Employees utilizing Personal Leave or Sick Leave from their Sick Leave
Reserve Bank shall continue to accumulate Annual Leave just as if they were on the job.
23.5.2 If an employee has reason to draw from his or her Sick Leave Reserve Bank
during a period of Annual Leave usage and if such Sick Leave Reserve is used to cover
an illness of the employee and this usage is documented by a physician's written
statement to the department head's satisfaction, such time may be deducted from the
employees Sick Leave Reserve instead of from his or her Annual Leave Accumulation.
23.6 EFFECT OF SHORT TERM AND LONG TERM
DISABILITY INCOME INSURANCE ON ANNUAL LEAVE
23.6.1 Employees receiving Short Term Disability Income Insurance payments shall
continue to accumulate Annual Leave just as if they were on the job.
23.6.2 Employees receiving Long Term Disability Income Insurance payments who
remain on the 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 head's satisfaction, such
time may be considered as Death Leave instead of deducted from the employee's Annual
Leave accumulation. (See also, Rule 25, "Death Leave")
23-2
54.
23.8 EFFECT OF PAID LEGAL HOLIDAYS ON ANNUAL
LEAVE
23,13.1 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 fail 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 white 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 (FAL.) 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 transfer, 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
51
AGREEMENT
The County of Oakland ("County") and the Oakland 'C
o
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t
y
.
'
Deputy Sheriff ,s Assoc1st1on ("Association) hereby enter into
thig. agreement an April 7 1985. The County and the
'Association acknowledge and agree as follewz'
1_ The County. and the Association have been and prGsent13,t.
are involved in a disputeovar the weighting to be a
c
c
o
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d
e
d
,
r
o
the oral portion and writiea portion of the tests w
h
i
c
h
c
o
m
p
r
i
s
z
the sergeant's promotinnel examination and oly th
e
sequence in
which the tests shall be.given.
2 - The Codnti-and the Assp4ation hereby agree to resolve
tgeir disThlte as follCws:
4. The weighting o the oral and written
tests Which comprise the sergeant's
Proxotional examination -sh4ll be 55
.•
Percent oral and 45 percent written,
including the sergeant' eganination
—
wbich.wes announoed.(Posbed) on
February 11, 1985-
B. The,seqaence of the teats -which comprise
the sergeant's proitotional examination
Ahall be oral examination first, and
written akamination second, for all
examination announ8ed (posted) after
May 1, 1585.
By tZgii David Rhines
Its: Presideet
°ARLAND c'onriti DRPUTY . SUERIFF ASSOUIATION COVNTY OF 0:AktAND
8Y_ KInneth Vint ra .
Ito: Hager) Employee Relatio,
OAKLAND 'uOUNTY SHERIFF'S
DEPARTHENT
LETTER OP tiNDERSTANDIUG CONCERNING
_c_,ANT_NE PROGRAM
The County of Oakland C"County") and the Oakland County Sheriff's Department
("Department") have established a Canine Program and, after negotiations with the Oakland
CoLarltY Deputy Sheriffs Association (—Union"), have agreed upon the work hours,
rein bnrsement. and other conditions for the Canino Program..
Canine Prov'ain And Policy:
Canine duty is voluntary and participation in the Canine, Program is considered to be a
privilege, Deputies seeking assignment to the Canine Pregiaut shoulCt liav -c a love of animals
and he dedicated to the care, training and wen-being of the canine assigned to thorn. The home
environment for the canine should be one whera the ear -due will be treated well by family
members who want the canine to be part of the home environment. The County reserves the
right to inspect any iron-residential structure need exclusively for canine housing to crisote
proper care and maintenance.
Participation in the Oaklarid County Sheriff -s Department Canine Program rallst he
carcfisily considered by the individual seeking the assignment. It requires commitment by the
employee and an investment by the County and the Department in terms of cost and. training
time hi addition, once a canine is bonded to a Deputy, changes 3TC ClinIC:-Llit to make and costly
in terms of trairring time and reacelamation for the canine. Once. voluntarily applied for and
assigned to the Canine Unit, employees cannot be reassigned without the express perntis-sion of
the Sheriff. Except as provided herein, the County and/or the Department may change the
Program from time-to-time as they believe necessary. Assignment to the Canine Unit will be
excluded from the provisions of the Collective Bargaining Agreement with reference to
shift/location preference. However, seniority within the Canine Unit will apply the same as -the
Collective Bargaining Agreement for shift/location preference within the Canine 'Unit
Can inn Unit Assienment:
Assignment to and removal from the Canine Unit is at the sole discretion of the Sheriff
The Sheriff shall select among C.O.L.B.S. certified Deputy D's for this assignment, Deputies
who accept assignment into the Canine Program will, in addition to departmental duties and
training, maintain their canine at their home during non-duty hours and will transport the canine
In arid from work at required in a marked patrol 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.
G
We rk Hours or Depo ties Pa rtfcipatinE_,Tu The Canine Prot.-ram:
Thc County, the Department, a,nitt the Onion have met and have negotiated concerning
cairtitie de!), and the ammunt of off-duty time requited per week for the care, feeding,
maintenance arid veterinary care of the saltine. Alter reviewing the pertinent facts, the County,
the Department, and the Uaitin acknowledge that in some weeks, mare or less time will be
required for canine care than other weeks and that due to the varying time requirements for
canine tare and the fast that the:Deplity will care and maintain the canine at hisilicr home (which
is considered to be a privilege and, a hune2t for the Deputy and his family), that two and (NIB-half
(2IA) llonrs Per week is - a fair and reasonable allotment of the required time and fair
compensation for the feeding, care, veterinary care and other related maintenance for the canine.
Deputies shall not receive .additional compensation, daily overtime, or weekly overtime for the
feeding, care, veterinary care, Or maintenance of the.cariine. The 1..Tnicte hereby waives any daily
overtime provision in the Labor Contract and/or the Merit System Rules iii regard to the fee ding,-
care, vete:rifler/ care, and maintenance of the canine.
Accordingly, the normal work week for Deputies assigned to ermine duty shall be 37W
hours of Depatineintal work per" week and TA hours per Week designated fur-the fecdiug, care,
veterinary care and other maintenance of the canine during off-dray hours. The Deputy's daily'
and waeldy overtime payments shall be based on -a •14 hour Departmental work day and 37Yz
. hour Departmental work week. Overtime shall be paid only far Departmental work (separate
and apart from the transportation, feeding, care, veterinary care and other maintenance related tts
the canine). During vacation weeks or at other times when the canine is boarded, the Deputy's
wages shall not be reduced below 40 hours per week because the canine in being hoarded at a•
kennel during that time.
The parties hereto 'acknowledge that since the Deputy will perform this -off-duty work at
home, the Department has no means of -detennining how much tirric is spent caring for the
canine. The Deputy shall limit the off-duty time he/she expends for the canine to two mid one-
half (2'4) hours per week. The Deputy shall not expend additional time without the written
permission of the Sheriff, •
Coal of 13crarcItiz arrient And Other Refitted Canine Care:
The cost of food, -veterinary ears, 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. in the event the Deputy expends his/her funds for the canine, the Deputy shall be
reimbursed upon presentation of documentation satisfactory to the County.
.2.
I 52.002tAGR:tvil).b: I 5473/6122/99
(0 I
MEMORANDUM OF UNDERSTANDING
This Memorandum of Understanding ("MOU") 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 ahd whether an
employee can be limited to canceling his/her union dues deduction during a specific
period(s).
C. Article Ill 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 thaparties 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 h is/her union dues deduction then
Article II! 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 Sheriffs Office
Attachment 3
(pa-
MEMORANDUM OF UNDERSTANDING
This Memorandum of Understanding is entered into on the day of ,2016 by and between the
Oakland County Deputy Sheriffs 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 2016-2018 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 fifty-six (56) hours.
2. Use of Compensatory Time shall be in accordance with the Sheriffs 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 worker's
compensation, hours in the Compensatory Time bank may be used as 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 in the first pay period of the new year.
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.
7. To be eligible for inclusion in a member's Compensatory Time bank the hours must be worked at the
member's regularly assigned location.
8. Compensatory Time hours must be used at the location where they were earned and while holding the
same classification in which they were earned. fthe compensatory time cannot be used at the
location where the compensatory time was earned before the Forensic Laboratory Specialist I or II is
transferred, leaves the Forensic laboratory for any other reason, or is promoted, then the
compensatory time in the Forensic Laboratory Specialist I or H compensatory time bank will be paid
to the Forensic Laboratory Specialist I or H within three (3) payroll periods from the date of actual
transfer or departure from the Forensic laboratory, or promotion. Provided, however, that any
member who is transferred involuntarily as a result of a 90 day administrative transfer or the Sheriff s
63
realignment of manpower, shall bring and be permitted to use their Compensatory Time bank to their
new/different duty station/assignment.
This Pilot Program will expire September 30, 2018, unless extended by mutual agreement of the parties.
Oakland County Oakland County Deputy Sheriffs Association
Undersheriff Michael McCabe Date Deputy William Christensen. Date
Oakland County Sheriff's Office President- OCDSA
Sordie Kramer Date
Director-Human Resources
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).
If. 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.
14
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 Sheriffs 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.
M. 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 utilind 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.
IV. 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 R1A or EMIT type. If a positive result is obtained, a
confirmation test will then be conducted.,
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 arialyte Initial test cutoff Confirmatory test
analyte
Confirmatory test
cutoff
Marijuana metabolites 50 ng/ml TCHA 15 ng,/mI
Cocaine metabolites 150 ng/ml Benzoylecgonine 100 ng/ml
Opiate metabolites
Codeine/Morphine 2000 lag/iril Codeine 2000 ng/m1
Morphine 2000 ng/ml
6-Acetylmorphine 10 mg/ml 6-Acetylmorphine 10 mg/m1
Phencyclidine 25 ng/ffil Phencyclidine 25 rig/m1
Amphetamines
AMP/MAMP 500 ng/mI Amphetamine 250 rig/ml
Methamphetamine^ 250 ng/tni
MDIVIA 500 ng/ml MDMA 250 ng/mi
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.
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.
VIE. Consequences of Violating the Sheriff's Office Drug 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.
VIM 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
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.
TX. 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.
APPENDIX D
Attached hereto is the Medical Options Comparison chart in effect for years 2017 and 2018.
10
IMPORTANT NOI.E'f, The information- contained .an. 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 hi any way.. :No right with accrue to you. and/or your eligible -dependents because of any .statement, error or omission from this !comnarison. its.-proviSions do n:ot constitute :amendments, - modifications: or changes in am existing-contract. BENEIII1S AVAILABLE TO ALL AVAILABLE TO ALL AVAILABLE TO ALL AVAILABLE TO ALL ONLY AVAILABLE TO EMPLOYEES EMPLOYEES EMPLOYEES- EMPLOYEES EMPLOYEES PPO1 ASR Health Benefits WWW, a s rb e al 1 h 11 e n. c fi Ls. r om PPO2 Blue Cross/11We Shield PPO Community Blue Plan www.BCBSNI.corri PPO3 ASR Health Benefits www,asrhealtlibenefits.com -HMO Health Alliance Plain .(HAP) www.TIAP.org CURRENTLY ENROLLED TRADITIONAL Blue Cross/BiueShield Traditional Plan (BC/BS) www.BalStvi,coin Employee Bi-Weekly Contributions -S321 $65,1-$75 $42 1 $70! $85 $16 I$35 /s45 $32/ $65 / $75 552 / $89 /$94 NO COVERAGE Option Refer to the 201_7 Your Total Compensation Statement to (Earnings) a Mount. Network(S) HAP Alliance Health & Life. PP 0 / Physicians care! CIGNA / Multiplan Blue CrosS/Blne Shield IIAP Alliance Health & Life PPO i Physicians CaKe / CIGNA / Multiplan .Health. Alliarkee Plan HMO .111.1e Cross/Blue :Shield Deductibie(s) $200 per person/$400 per family per calendar year $100•per person/$200 per family per calendar year $250 pet person/$500 per family per calendar year No Deductible $200-Per person/$400 per .faraily per calendar year Coinsurance 0% for most services; 10% after deductible as noted., la% alter deductible as noted. 50% for private duty nursing. 2094:after .deductible aS noted. 50% after deductible for private duty nursing. No .Coinsurance. 10% after deductible as noted. 25% for private duty nursing, Coinsurance Maximum $1,000 per person/family per Calendar year $500 perperson/$1,000 per family per calendar year. , $1,000 per person/$1,000 per family per calendar year. Not Applicable $1,000 per person/family. per calendar year. INIPATUNT nosr-rra CAIZE General Conditions Semi‘Private Drugs Intensive Care Unit Meals 116kaital Equipmeat 8peoial Diets Nurhing Care 100% 90% after deductible 80% after deductible 100% 13 ariairic Copay: $ Loan 100% OUTPA'ilENT HOSPITAL CARE Emergency Room Care Accidental Injuries $100 copty $100 copay. $100 cop:ay, deductible and. coinsmanee may also grply for $1Q0 .p $100 copay
Medical Plan Options AVAILABLE TO ALL Comparison ' AVAILABLE TO ALL AVAILABLE TO ALL ... ONLY AVAILABLE TO BENEFITS AVAILABLE TO ALL EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES CURRENTLY ENROLLED HMO Health Alliance Plau (HAP) w ww, HA P, erg .PO2. Blue Cross/Blue Shield PPO Community Blue -Plan www.B(.13SM.cont PP 03 ASR Health Benefits www .as rhealth be nelits. coin PPO 1 ASR Health Benefits www.amrheatthbenefitg.eom TRADITIONAL, 13.lue Cross/Blue Shield Traditional Plan (BC/BS) www.13(13SM.com Medical Emergencies Copay waived for accidental injury Of if admitted Copay waived for accidental injury or if admitted some services. Copay waived for accidental injury or if admit-Ltd Copay waived if admitted Copay waived for a.ccidentai injury or if admitted Physical. Therapy, 100% 90% after deductible a combined visits per calendar year. 80% after deductible 100% Includes Speech Therapy and Occupational Therapy Up to 60 consecutive visits per benefit period. May be -rendered at home. 90% after deductible 60 combined or consecutive visits per calendar year, URGENT CARE Care Visits $20 copay $20 copay $20,conay 1 $20 copay 90%,after deductible _Iirgent PREVENTATIVE CARE SERVICES Routine Health MaititenarieExam — 'includes chest k-ray,. EKG, cholesterol screening ancl other select lab procedures 100% 100% 100%, 100% 100% Routine Physical 100% 100% 100%- 100% 100% Routine Gynecological •Exam 100% 100% 100% 100% lorrh, Routine Pap &near Screening— laboratory and pathology services 100% — 100% 100% 100% 100% Well-Baby Child Care Visits * 6 AS* birth-through 12 months • 6 visits, 13 months through 21 months • 6 visits, 24 months through 35 months • 2 visits, 36 months through 47 months • Visits beyond 47 months are limited to one per member per calendaryear 100% 100% 100% 100% No linalis on number of visits
. . . . . .. .. Medical.P.I.O.Options Componson , BENEIIIS AVAILABLE TO ALL AVAILABLE TO ALL AVAILABLE TO ALL AVAILABLE TO AL114 ONLY AVAILABLE TO ElVIPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES PPO1 ASR -Health Benefits www.asrhealtlibencilts„com PP02, Blue Cross7Blue Shield PPO Community Blue Eau www,BCRSM.com PPO3 ASR Health Benefits WWW.3.5 rb c a It h him efiMeo n1 iEvlo Health Mimi Ce Plan (HAP) www.IIA P.o r a CITRRENTLY ENROLLED TRADITIONAL BItie Cross/Blue Shield Traditional Plan (BC/BS) WWw.13CHSIvi.corn under the health maintenance exam benefit Adult and Childhood Preventive Services and Inuriuttizationg as recommended -by the 13S1STF, ACIP; IIRSA or other sources as recognized by BeBsg, ASR and IIAP that are M compliance with the provisionS,Of the Patient, Pretectinn and Affordable Care Act 100% 100% 100% 100% 100% Routine Fecal Occult-Blood Screening 100% 100% 100% 100% IGO% Routine 'flexible Sigrnoidoseopy Exam 109% 100% 100% 100% 100% Routine Prostate Specific Antigen (PSA) Screening 100% 100% 100% 100% 190% Roittine Mammegrarn and Related Reading 100% i00% • NOTE: Subsequenttnedically necessary mammograms performed during the Saint calendar year are subject to your deductible and percent coinsurance. ' 100% Nom 1Viedically -necessary mammograms arc subject ttk your deductible and pereent coinsurance, 100% 100% NOTE: Sulasequerit medicallynecessary mammograms performed during the same calendaryear are subjeCt to your deductible and percent coinsurance Colonoseopy — Routine or Medically Necessary 100% 100% NOTE; -Subsequent colonoscopies performed during the same calendar year are subjeerto yoursleductible and percent coinsurance: 100% NOTE: Subsequent, CO lanucqpitg performed during the same calendar year are subject to your deductible and -percent c:pinsurarice, 100%- 100% NOTE: Subsequent eolonoseopies performed during the Same calendar year are subject to your deductible and percent coinsurance. 1VLENTAL HEALTH CARE Inpatient Mental Health 100% 90% after deduetible 80% after deductible 100% 100% Outpatient Mental Health. $20 copay Visits 90% after deductible $20 copay Offite Visits $20 copay -120 copay 1.00%
. ... Medical Plan Options Comparison , . BENEFITS AVAILABLE TO ALL AVAILABLE TO ALL AVAILABLE TO ALL AVAILABLE TO ALL ONLY AVAILABLE TO EMPLOYEES EMPLOYEES PP02 Blue -Croas/Blite Shield PPO Co nunnnity Blife Plan ww,J3CJ3SMenm EMPLOYEES; EMPLOYEES EMPLOYEES PPOI ASR Health Be-nefits wwwatrhenithbtneflts.eom PP03 ,ASR Health Benefits wry an-health benefits.eo HMO Health Alliance Plan (IIAP) WNW, t IA P. o rg, CURRENTLY ENROLLED TRADITIONAL Blue Cross/Blue Shield Traditional Plan (BC/BS) www.BCIIS(11.c um Inpatient Substance Abuse Care Chemical Dependency 100% 90% after deductible 80% after dedUctible 100% 100% Outpatient Substance Abuse Care ChernicalDeperidency $20 eopay 90% after deductible Office visitS20 zo_pay $20 copay $20 COpay 100% In approved facilities only- SPECIAL izIOS ITAL-PROGRAMS Hospice Care 100% 100% 80% after deductible Covered pp to 210 days per lifetime, 1-00% of approved amount. Specified Human Organ Transplants. 100% 90% to 100% Covered-according to plan guideline. 80% after deductible Covered according to plan guidelines., 100% in approved facilities MEDICAL AND SURGICAL CARE Surgery Technical Surgical Assist. Anesthesia 100% 100% 100% 90% after deductible 30%= after deductible 90% after deductible 8% after deductible. 80% after deductible 80% 'after deductible 1005 Voluntary Seeded Surgical opinion; $20 topay 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% for some prc-natal visits; otheNilae 80% .after deductible 100% 100% pre-natal visits $20 togsy post-natal visits 140% 100%:pre-natal visits 90% after deductible post-natal visits Inpatient Medical Care 100% 90% after dectuctib e 80%ftet deductible 100% Geo al—Unlimited inpatien1 Co.nsul tiOns 100% 90% after dednetible 80% after deductible 100% 00% Laboratory & Pathology 100% 90% alter deductible. 80% after deductible 100% 90% after decluotible Diagnostic Service 100% 90% after deductible 80% aft deducible 100% 90% after deductible Diagnostic and Therapeutic Radiology 100% 90% after deductible 80% after deductible Coverccl - 90% after deductible; ADDITIONAL BENEFITS Office ViSitS. $20 topay $20 copay $20 copay $20 copay 9 Wo -after deductib le Chiropractic Care $20 only Limited to 38 visits per calendar year. $20 topay Limited to 24 'visits per calendar year, $20 copay Limited ;to 58 visits per calendar year. Not Covered 90% afmndeduetible Allergy Testing 1:00% 100% . 80% after deductible $20 copay 90% after deductible Allergy Therapy 100% 100% 80% after deductible 100% 94% after deductible Ambulance Services 90% atter deductible 90% after deductible 80% after dedubtible: 100% 90% after deductible
AVAILABLE TO ALL EMPLOYEES PP (.11. AVAILABLE TO ALL ' EMPLOYEES PP 02 AVAILABLE TO ALL EMPLOYEES PPO3 AVAILABLE TO ALL EMPLOYEES lIMO ONLY AVAILABLE. TO EMPLOYEES CURRENTLY ENROLLED. TRADITIONAL www.asrli ealth boric fit.k.ecuai Durable Medical Equipment 90% after deductible www.BCBSM..cain 90% after deductible Diabetic Supplies Private Duty NtirSing, Skilled Nursing Assisted Reproductive. Treatment 90% after deductible 100% Not Coveted 50% after deductible 90% after deductible Not Covered 90% No Animal Deductible 90% after deductible In general., Nan pays -85% of approved amount less applicable cc:Tays. For diabetic supplies, durable medical equipnient, and private duty nursing, Plan payS 75% of approved amount after deductible (if applicable). 100% Plan pays 74% orapprovec1 .amouni„ after out-of-network deductible,leas.applicahle copays, Voluntary Sterilization and '100% FDA Approved Contraceptive Methods for females PROGRAM RC/VISIONS Out of 'Network Services CHAP) Traditional Plan (BC/BS) 80% after deductible. 80% after deductible 50% after deductible 80% after dedlictible Not Coveted 100%. 00% Not Covered 100% Up to 730 days renewable after 60 days. 100% One 'attempt. of artifteial inSeminationper 90% after deductible 90% after deductible 75% after deductible 100% Not Covered 00% 100% 100% www:asritealtbbenefits.com www.ITAP.org www.13CBSNLcom Medical Plan Options Comparison BENEFITS ASR ifealth.Beuefits Blue-Cross/Blue Shield: ASR.flealtli.Benefits Bealth Alliance Plan. Blue Cross/Blue Shield rpo Community Blue Plan In .general, Plan pays 65% of Not covered except for approved amount after emergencies dedeetibleless -applicable topayl VorTri.vate duty nursing, Plan pays 50% of approved amount after deduetible.
Medical Plan Options Compansoll AVAILABLE TO ALL AVAILABLE TO ALL AVAILABLE TO ALL AVAILABLE TO ALL ONLY AVAILABLE TO EMPLOYEES EMPLOYEES EMPLOYEES. EMPLOYEES EMPLOYEES CURRENTLY ENROLLED" PPOI PP0.2 PPO3 HMO TRADITIONAL BENEFITS ASH Health Benefits ASRHeath.Donfits .131jle Cross/Blue Shield PP 0 Community Bide Plan • Health, Alliance Plan Bite Cross/Blue:Shield -(RAP) Traditional Ilan (BC/BS). www, HAW() rg Copays as noted_ Health Alliance Plan Pharmacy Advantage wl.vw.PharrnacvAdvantagelt. x.co Payment of Covered Services Mail Order Prescription Carrier www.asrhealthbertefits,com Preferred (Network) Hospitals: 100% of covered benefits:. Non-Networkl-losoltalsr 85% a approved p ayment amount Pie&rred Network) Physicians Outpatient 100% after $20-copay. Non-networkPhysiciatta - Outpatient 8,5% of approved payment aniatrit after $20 copay. NoviXus www.novixus.cont www.BCBSMIcom Preferred (Network) Hospitals:- 90%0f covered berats, after deductible. Non-Network Hospitals: 70% of approved payment amount after out-ofqtetwork deductible. Preferred (Network) PhySielansr 100% after $20 copay. Non -network Physicians:: 70% Of approved payment .amount after-out-of-network deductible-and $20 copay., Navitus w‘.11,4,,,.navilos,oron NoViXtit www.asrlicalibbenerits.corn Preferred (Netwcrrk) Hospitals; 80% of covered benefits, less applicable deductible. Non-Network Hospitals: 65% of approved payment amount; after deductible: Preferred (Network)Physicians - Outpatient 100'D after $.0. tripay. Nort...netWOrk PhyslOiens - Outpatient 85% of approved payment tintourit after $20 copay. fNaVitus www.navitits.com NoviXus -www,nov ixus.eorri -..1.-mv_BCBSM.tcm Participating Hospitals: 100% of covered benefits Non-participating Hospitals: Inpatient -care in acute-care hospital -$70 s- day inpatient care in Other hdspitals - .115 a day, Medicare Surgical: 100% of BOBSW.s,approved •mount Navitos www,navituS.COM NoviXus .www.novixu•.com NOTE.- Hearing aids' and services are not covered 1,incler any Oakland CounOrniedical plans. PRESCRIPTION DRUG PROGRAM Retail Prescription I Navitus Carrier I www.navitus.com *Covered f.a)pays; Tier I: Most Generic; Tier 21 $20 Select Brand name; Tier on-Preferred. Seleet Birth Control pills covered $0 copay. Participating/Network Pharnalei Non-Participating/Non, Network Pharmacies *Covered / Copays: Tier It $5 IVIost Generies/Some. Brands; Tier 2: $20 'Preferred Brands/Some GeriericS Tier 3: $40 Non-Preferred products (could include both brath and generic) Select Birth Control pills covered $0 copay.. Paid at the in-network cost, les§ $5,820 or $40 copes': *Covered / Copays: Tier 1.!.. $5 Most Generics/Some Brands; Tier 2: $20 Preferred Brands/Searle Generics; Tier A.,- $40 N.on -Preferred products (could include both brand alad generic) Select Birth Control gins covered $0 copay, Paid at the: laoetworic cost; less $5, $20 or $40 copay. *Covered / Copeys: Tier I; $5 Most Generics/Sbnie trands;. Tier2: $20 Preferred. Brands/Some Generics; Tier 140 Non-Preferred -products (could inelucle both brand and generic products) Select Birth Control pills covered $0 copay( Paid at the: irk-netWOrk cost., less Not-COvered. $5, '12.0 Or $40 copay. *Coveted / Copays: Tiet 1: $5 Most GenericS/Sorne Brands; Tier 2; 120 Preferred Brands/Some Generics; Tier 3: $40 Non-Preferred products: (could include brand and generic) Select Birth Control pills covered $0 Cop Paid at the in-network cost, less $5420 or140 copy.
Medical Plait Options':Compati$oif:- AVAILABLE TO ALL AVAILABLE TO ALL AVAILABLE TO ALL AVAILABLE TO ALL ONLY AVAILABLE TO EINIPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES PPO1 ASR Health Benefits www.asrh calth hen e fits.co ru: PPO2 Blue CrossfBlue. Shied PPO .Commttillty Blue. Platt www.BCBSM.coni PPO3 ASR Health Benefits www.asrlica Ith benefits-cam HMO Health Alliance Tian (HAP) .wwl, .11AP.org CURRENTLY ENROLLED TRADITIONAL Mae Cross/Blue Shield Traditional Plan (BOBS) www.BCBSKcem BENEtel I'S Maintenance Drugs • • Maintenance drugs taken on a long-term basis can be filled as a, three month supply for a one month eopay through- either the Mail Order Drug carrier or ar a retail pharmacy. Maintenance drugs taken on a long-ternt basis tan he filled aS a three month supply for a one- month 630y-through either the Mail Order Drug eamier or at a retail plmomaey. Maintenance drugs taken on a long-term basiS can be filled'as a three month supply for -a one Month copay through either the Mail .Order Drug carrier or at a retail-pharmacy, Maintenance drugs taken on a long-terin basis .7- a 35 day supply or 100 doses, whichever is greater, can be obtained for a one-month copay at your local phafrnaelj=. A 90 day supply of maintenance drugs may be obtained through mall order. Maintenance drugs taken on a long-term basis can be filled at a three month supply for a one month co:pay through either the Mail Order Drug-carrier or at aretail pharmacy. " Now While in thehospital, &tigv art eovered undo, your medical plan. • • nf you. request a-preseription be filled with a brand agine drug and there IS alenerie equiValent. available, you will be responsible for the Tier 3 capay plus the differential between the cost of the brand and the generic drug; Ifyour doctor -maims the teqUeat,.yon will be responsible farthe Tier a oopay. nf you request.apreseription be filled with a brand nathe _,. . diug.atici there is a generic equivalent avaitablei, you-Will be reap:marble fotthe Tier.3 copay plus the differential between the cast of the brand arid thgentrie drug. If your doctor makes the request, you tvill 'be .responsible for the: , Tier 3 copy. *If you request a prescription be filled with a braud name.. drag and there is a generic equivalent available, you-Will •be,responsible for -the Tier 3 copay plus the differential between the east of the-brand and the generic drug, JU'your doctor makes the request, you will be responsible for the Tie 3 .opay. If you request &prescription be filled with a brand -lime drug and there is a genetic available, you will be responsible for the full cdat differential between the costof thehrand and the co pay-of ' the generic drug.Ifyour doctat makes the request, you will be responsible fat theTier 3 caalyment. X1 you request a-prescription be'filied with.a:brand name drug and there --is-a generic equivalent available, you. Will. be:responsible for the Tier 3 copay plus the differential. between the cost of the brand and the generic drug. Iftour: doctor Makes"the request, you •wit. he responsible for the Tier 3 copay,
FRINGE BENEFIT FUND #67800
Revenue
9011501-183190-665882 Planned Use of Balance
Total Revenues
FY 2017- FY2019
$168.500
$168.5.00.
FISCAL NOTE (MISC. #16332) December 8, 2016
BY: Finance Committee, Thomas Middleton, Chairperson
IN RE: HUMAN RESOURCES DEPARTMENT - FISCAL YEAR 2017— FISCAL YEAR 2018
COLLECTIVE BARGAINING AGREEMENT FOR EMPLOYEES REPRESENTED BY THE OAKLAND
COUNTY DEPUTY SHERIFF'S ASSOCIATION (OCDSA) CORRECTIONS AND COURT SERVICES
UNIT
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 337 Sheriff's Department employees including Corrections Deputy I, Corrections
Deputy II, Forensic Lab Specialist I and Forensic Lab Specialist II employees have negotiated a
two year Collective Bargaining Agreement for the period of October 1, 2016 through September
30, 2018.
2. This agreement includes a 2% wage increase for members of this bargaining group, or a "Me
Too" with the general, non-represented employees if a greater increase is approved; effective
October 1, 2016.
3. The agreement provides for an increased Deferred Compensation Match from $300 to $1,000 for
members of this bargaining unit participating in the County's 457 Deferred Compensation
program, estimated to cost $168,500, effective January 1, 2017.
4. Also, this agreement provides that employees represented by this bargaining unit will not be
subject to any healthcare benefit modifications during calendar years 2017 and 2018 for all
eligible employees.
5. Members of this bargaining unit are eligible to receive on-call pay for Forensic Laboratory duty;
and Field Training Pay for Corrections Training Officers will receive an increase rate of pay from
one half hour to one hour per shift (8 hours) at one and one-half times their hourly wage as
stipulated in this agreement.
6. A budget amendment is required to amend the Fringe Benefit Fund for the County's 457 Deferred
Compensation program.
Expense
9011501-183190-730499 Deferred Comp-County Payment
Total Expense
$168,500
$168,500
FINANCE COMMITTEE
FINANCE COMMITTEE VOTE:
Motion carried unanimously on a roll call vote with Crawford and Quarles absent.
Resolution #16332 December 8, 2016
Moved by Hoffman supported by Woodward the resolutions (with fiscal notes attached) on the amended
Consent Agenda be adopted (with accompanying reports being accepted).
AYES: Dwyer, Fleming, Gershenson, Gosselin, Hoffman, Jackson, Kochenderfer, KowaII, Long,
McGillivray, Middleton, Quarles, Scott, Spisz, Weipert, Zack, Bowman, Crawford. (19)
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).
GERALD D. POISSON
CHIEF DEPUTY COUNTY EXECuTivE Aca.M( PURSUANT TO Mr
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 8,
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 8th day of December, 2016.
Lisa Brown, Oakland County
)127).6e-Y'