HomeMy WebLinkAboutResolutions - 2016.12.08 - 22707MISCELLANEOUS RESOLUTION # 16333 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 COMMAND
OFFICERS ASSOCIATION
To the Oakland County Board of Commissioners
Chairperson, Ladies and Gentlemen:
WHEREAS the County of Oakland, the Oakland County Sheriff's Office, and the Command Officers
Association (COA) have negotiated a Collective Bargaining Agreement covering approximately 115
Sheriff's Department employees including Sergeant, Lieutenant and Captain; 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 accept the Parental Leave policy 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 to increase assigned Captain Weekend Duty pay from $700 to $800;
and
WHEREAS this agreement provides for members of the bargaining unit to participate in the County
Annual Leave Buy Back Program; and
WHEREAS the parties have agreed to increase the employer contribution to the Health Savings Account
from $75 per pay to $125 per pay; and
WHEREAS the parties have agreed to a compensatory time program for Lieutenants and Sergeants with
up to a maximum of 56 hours in a compensatory time bank; and
WHEREAS the parties have agreed that employees represented by this bargaining unit will not be subject
to any healthcare benefit modifications during calendar years 2017 and 2018; and
WHEREAS this agreement provides for the establishment of a random drug testing program and
reasonable suspicion testing; and
WHEREAS the parties have agreed that any discipline issued to members of this bargaining unit that is in
excess of a two day suspension without pay shall proceed to arbitration; and
WHEREAS the parties agreed to update the Emergency Manager language in the collective bargaining
agreement to reflect the current statute; and
WHEREAS this agreement provides for an additional day off for those employees who pass the fitness
test if 60% of the bargaining unit passes physical fitness test; and
WHEREAS the parties have agreed to adopt the County's Workplace Violence Policy; 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 County Sheriff's Office
and the Command Officers Association 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 VOTE:
Motion carried unanimously on a roll call vote with Kochenderfer absent.
Motion to refer to the Finance Committee carried on a voice vote.
HUMAN RESOURCES COMMITTEE
SUMMARY OF AGREEMENT BETWEEN
THE COUNTY OF OAKLAND
THE OAKLAND COUNTY SHERIFF'S OFFICE
AND
THE COMMAND OFFICERS ASSOCIATION
November 30, 2016
IDURATION:
2 years
ECONOMIC:
Contractual:
Wages:
October 1, 2016— September 30, 2018
FY 2017 2% increase; Should a general wage increase greater
than 2% be provided to the general, non-represented
employee groups then this bargaining unit would be
entitled to the same increase applied at the same time
and in the same manner.
FY 2018 2% increase; Should a general wage increase greater
than 2% be provided to the general, non-represented
employee groups then this bargaining unit would be
entitled to the same increase applied at the same time
and in the same manner.
Employee Benefits:
Parental Leave:
In accordance with MR# 16137.
Deferred Compensation: Increase the employer match for participating
Command Officer Association employee from $300 to
$1000 effective January 1, 2017.
Captain Weekend Duty Pay: Increase assigned Captain Weekend Duty pay
from $700 to $800.
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Annual Leave Buy Back:
Health savings Account
Retirement Program:
Compensatory Time
Lieutenants and Sergeants:
Healthcare: 2017 and 2018
NON-ECONOMIC
Contractual:
Drug Testing:
Grievance Procedure:
Promotions:
Members of this bargaining unit may participate in
the County Annual Leave Buy Back Program, which
provides for employees with a minimum of 60 hours in
their leave bank to request a maximum cash
out of 40 hours or a minimum cash out of 20 hours once
a year.
This offering coincides with the same Annual Leave
Buy Back Program proposed for all County employees.
Increase the employer contribution from $75 per pay to
$125 per pay. Same as Oakland County Deputy Sheriff
Association Law Enforcement Collective Bargaining
Agreement; already in effect for most Command Officer
Association members in this Plan.
Available to Lieutenants and Sergeants. May have up to
56 hours in their compensatory time bank.
No changes during the life of contract term.
Establishment of a random drug testing program and
reasonable suspicion testing.
Any discipline in excess of a two day suspension
without pay shall proceed to arbitration. (Same as
Oakland County Deputy Sheriff Association Law
Enforcement Collective Bargaining Agreement).
Minimum requirements for eligibility for prornotion to
Lieutenant and Captain.
Jury Duty: Language consistent with the Oakland County Deputy
Sheriff Association Law Enforcement Collective
Bargaining Agreement.
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Family Medical Leave ACT (FMLA)/
Language consistent with the Oakland County Deputy
Leave of Absence: Sheriff Association Law Enforcement Collective
Bargaining Agreement.
Personal Leave: Language consistent with the Oakland County Deputy
Sheriff Association Law Enforcement Collective
Bargaining Agreement.
Emergency Manager Language: Update to Emergency Manager Language.
Physical Fitness: Add additional day off for those who pass the fitness
test if 60% of bargaining unit passes physical fitness
test.
Seniority: Added language to determine seniority within rank.
Workplace Violence Policy: Adoption of County policy.
THE COUNTY OF OAKLAND
AND
OAKLAND COUNTY COMMAND OFFICER'S ASSOCIATION
SHERIFF'S OFFICE - SERGEANTS, LIEUTENANTS & CAPTAINS
COLLECTIVE BARGAINING AGREEMENT
OCTOBER 1, 2016- SEPTEMBER 30,2018
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TABLE OF CONTENTS
ARTICLE I
ARTICLE II
ARTICLE III
ARTICLE IV
ARTICLE V
ARTICLE VI
ARTICLE VII
ARTICLE VIII
ARTICLE IX
ARTICLE X
ARTICLE XI
ARTICLE XII
ARTICLE XIII
ARTICLE XIV
ARTICLE XV
ARTICLE XVI
ARTICLE XVII
ARTICLE XVIII
ARTICLE XIX
ARTICLE XX
RECOGNITION
MANAGEMENT RESPONSIBILITY
DUES CHECK-OFF
BASIS OF REPRESENTATION
GRIEVANCE PROCEDURE
BULLETIN BOARD
SENIORITY
LAYOFF, RECALL AND TRANSFERS
PROMOTIONS
FALSE ARREST INSURANCE
DEFENSE AND INDEMNIFICATION
GENERAL CONDITIONS
&HERM I, HOLIDAY LEAVE
ADOPTION BY REFERENCE OF RELEVANT RESOLUSTIONS
AND PERSONNEL POLICIES
RETIREMENT BENEFITS
MAINTENANCE OF CONDITIONS
ECONOMIC MATTERS
NO STRIKE-NO LOCKOUT
EMERENCY MANAGER
DURATION
APPENDIX A
WAGES
CAPTAIN WEEKEND DUTY PAY
CLOTHING ALLOWANCE
DIVERS PREMIUM PAY
LIEUTANT CORRECTIVE SERVICES/DETENTION
FACILITIES BONUS
DEFERRED COMPENSATION
PAGE 16
PAGE 17
PAGE 17
PAGE 17
PAGE 17
PAGE 18
II
HI
IV
V
VI
II
III
IV
V
VI
APPENDIX B
FRINGE BENEFITS
HEALTH BENEFITS
DENTAL COVERAGE
VISION COVERAGE
LIFE INSURANCE AND ACCIDENTAL DEATH AND
DISMEMBERMENT COVERAGE
MILEAGE
PAGE 19
PAGE 20
PAGE 20
PAGE 21
PAGE 21
PAGE 21
VII SHERIFF'S PHYSICAL FITNESS INCENTIVE PROGRAM PAGE 22
BEREAVEMENT LEAVE PAGE 22
IX PERSONAL LEAVE PAGE 24
X JURY DUTY PAGE 26
XI PARENTAL LEAVE POLICY PAGE 27
XII ANNUAL LEAVE BUY-BACK PROGRAM PAGE 29
APPENDIX C
MEDICAL OPTIONS COMPARISON CHART
APPENDIX D
OAKLAND COUNTY SHERIFF'S DRUG TESTING POLICY
MEMORANDUM OF UNDERSTANDING-COMPENSATORY
TIME
PAGE 31
PAGE 39
PAGE 49
II
AGREEMENT
This agreement is made and entered into on this day of , A.D.,
2016, by and between the County of Oakland and the Oakland County Sheriff, hereinafter referred to
collectively as the "Employer" and the Command Officers Association of Michigan and its affiliate,
the Oakland County Command Officer'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,
RECOGNITION
The Employer recognizes the Union as the exclusive representative of the Sergeants,
Lieutenants and Captains of the Oakland County Sheriff's Department, for the purposes of collective
bargaining with respect to rates of pay, wages, hours of employment and other terms and conditions
of employment, in the following bargaining unit for which they have been certified, and in which the
Union is recognized as collective bargaining representative, subject to and in accordance with the
provisions of Act 336 of the Public Acts of 1947, as amended. All employees classified as
Sergeants, Lieutenants and all Captains of the Oakland County Sheriff's Department excluding all
others.
II
MANAGEMENT RESPONSIBILITY
The right to hire, promote, discharge or discipline, and to maintain discipline and efficiency
of employees, is the sole responsibility of the Employer except that Union members shall not be
discriminated against as such. In addition, the work schedules, methods and means of departmental
operation are solely and exclusively the responsibility of the Employer, subject, however, to the
provisions of this agreement.
III
DUES CHECK-OFF
(a) The Employer agrees to deduct the union membership initiation fee and dues, once each
month, from the pay of those employees who individually authorize in writing that such deductions
be made. All authorizations delivered to the Employer prior to the first day of the month shall
become effective during that succeeding month. Cheek-offmonies will be deducted from the second
paycheck of each month and shall be remitted together with an itemized statement to the local
treasurer, within fourteen (14) days after the deductions have been made,
(b) An employee shall cease to be subject to check-off deductions beginning with the month
immediately following the month in which he is no longer a member of the bargaining unit. Any
employee may voluntarily cancel or revoke the Authorization for Check-off deduction upon written
notice to the Employer and the Union during the fifteen (15) day period, prior to the end of calendar
year.
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(c) The Union will protect and save harmless the Employer from any and all claims,
demands, suits, and other forms of liability by reason of action taken by the Employer for the purpose
of complying with this section.
IV
BASIS OF REPRESENTATION
Section 1
There shall be one Steward and an alternate Steward.
Stewards will be permitted to leave their work, after obtaining approval of their respective
supervisors and recording their time, for the purpose of adjusting grievances in accordance with the
grievance procedure and for reporting to the grievant a change in status of his/her grievance.
Permission for Stewards to leave their work stations will not be unreasonably withheld. Stewards
will report their time to their supervisor upon returning from a grievance discussion.
The privilege of Stewards to leave their work during working hours, without loss of pay, is
extended with the understanding that the time will be devoted to the prompt handling of grievances
and will not be abused, and that they will continue to work at their assigned jobs at all times except
when permitted to leave their work to handle grievances.
Section 2
There shall be a Grievance Committee consisting of the two members of the unit 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 Grievance Committee meetings will be to adjust pending
grievances, and to discuss procedures for avoiding future grievances. In addition, the committee may
discuss with the Employer other issues which would improve the relationship between the parties.
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 the Sheriff or designee with or without his/her
Steward within five (5) days of the occurrence, who shall attempt to resolve the grievance
informally. All disciplinary actions greater than a two-day suspension without pay up to and
including dismissals and demotions shall be subject to the grievance procedure. All other disciplinary
actions shall be processed according to the procedures of the Personnel Appeal Board and shall not
be subject to the grievance procedure.
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Step 1
If the grievance is not settled informally, it shall he discussed with the Steward and shall be
reduced to writing, signed by the grievant and submitted to the Sheriff or designee.
Step 2
The written grievance shall be discussed between the Steward and the Sheriff or designee.
The Sheriff or designee will attempt to adjust the matter and will give a written decision within five
(5) 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. Any grievance not submitted to the next Grievance Committee meeting, by written
notification to the Employer within five (5) days of the immediate supervisor's written decision,
shall be considered dropped.
Step 4
Any matter not settled in Step 3 of the grievance procedure may be submitted to final and
binding arbitration by either of the parties. A request for arbitration must be submitted by written
notice to the other party within fifteen (15) days after the Grievance Committee meeting. Expenses
for arbitration shall be borne equally by both parties.
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. G-EORGE ROUMELL
2. PAUL GLENDON
3. BEN WOLKINS ON
4. 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. The appointraent of the Arbitrator may be effected by sending a copy of the
written notice of the request for arbitration to the Arbitrator. After a grievance has been referred to
the last Arbitrator listed, the cycle shall repeat, beginning with the first Arbitrator, The Arbitrator
may interpret and apply the provisions of this Agreement to determine the grievance before the
Arbitrator. However, the Arbitrator shall have no power or authority, in any way, to alter, modify,
amend, or add to any provisions of this Agreement or set a wage rate. The Arbitrator shall be bound
by the express provisions of this Agreement.
Any grievance not appealed from a decision in one of the steps of the grievance procedure to
the next step as prescribed, shall be considered dropped and the last decision final and binding,
except that time limits may be extended by mutual agreement of the parties. In the event 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.
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VI
BULLETIN BOARD
The Employer shall assign space for a bulletin board which shall be used by the Union for
posting notices, bearing the written approval of the President of the -Union local, which shall be
restricted to:
Notices of Union recreational and social affairs;
Notices of Union elections;
Notices of Union appointments and results of Union elections;
Notices of Union meetings;
Other notices efbona fide Union affairs which are not political or libelous in nature.
VII
SENIORITY
Employees covered by this Agreement shall acquire seniority by working six (6) continuous
months in the Unit, in which event the employee's seniority will date back to the date of appointment
to his/her current classification. When the employee acquires seniority, his/her name shall be placed
on. the seniority list, in the order of his/her seniority date.
In determining seniority within a rank, seniority order shall be determined as follows:
a) For the rank of Sergeant: Promotional date will-determine seniority. If two or more Sergeants
are promoted and his/her dates are effective on the same day then his/her OCDSA (BU-1 0
and BU-09) seniority date will be the tie breaker. If these dates are the same the second tie
breaker will be the lowest last four digits of the employee's social security numbers.
b) For the rank of Lieutenant: Promotional date will determine seniority. If two or more
Lieutenants are promoted and his/her promotional dates are effective on the same day then
his/her Sheriffs Office Sergeant seniority date (time in grade) will be the tie breaker.
c) For the rank of Captain: Promotional date will determine seniority. If two or more Captains
are promoted and his/her promotional dates are effective on the same day then his/her
Sheriffs Office Lieutenant seniority date (time in grade) will be the tie breaker.
A seniority list shall be furnished to the Union every six (6) months showing the officers'
date of appointment to each classification within the unit.
An employee shnll lose his/her seniority for the following reasons:
a) If the employee resigns Or retires;
b) If the employee is discharged, and not reinstated;
c) If the employee is absent from work for three (3) working days without properly notifying the
Employer, unless a satisfactory reason is given;
d) If the employee does not return to work at the end of an approved leave;
e) If the employee does not return to work when recalled fiom a layoff.
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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, provided a Captain shall have the
right to use his/her greater seniority to bump a Lieutenant with less seniority, and a Lieutenant the
right to use his/her greater seniority to bump a Sergeant with less seniority, based on capability of
performing available jobs and shall be recalled in the same order.
(b) If and when an employee is permanently transferred to another division within the
Department, the President or Chief Steward shall be notified of said transfer by the Employer.
(c) If and when an employee is permanently transferred to another assignment within the
department the employee shall be provided a minimum of five (5) working days notice. Should
exigent circumstances exist, the five (5) working days notice shall be waived.
IX
PROMOTIONS
(a) All promotions within the bargaining unit shall be made on a basis of a Competitive
Examination as provided for in the Oakland County Merit System (the list of applicants to be good
for six (6) months after certification by Employer and may be extended by Employer an additional
six (6) months with notification to COAM), or the Sheriff may promote the most qualified employee
in accordance with his/her professional judgment.
Promotion to Lieutenant to require two years of fall-time experience as a Sergeant with the
Oakland County Sheriff's Office; submit resume, have Merit System Status, possess a valid motor
vehicle operator's or chauffer's license, have successfully completed police academy training or its
equivalent (as required by the Michigan Commission on Law Enforcement Standards), and be
currently certified as a police officer, successfully complete a six (6) month probationary period.
Promotion to Captain to require two years of full-time experience as a Lieutenant with the
Oakland County Sheriff's Office; submit resume, have Merit System Status, possess a valid motor
vehicle operator's or chauffer's license, have successfully completed police academy training or its
equivalent (as required by the Michigan Commission on Law Enforcement Standards) and be
currently certified as a police officer, successfully complete a six (6) month probationary period.
(b) Any new employee seeking or offered lateral entry into the Sergeant, Lieutenant or
Captain classifications of the Command Officers Bargaining Unit as a result of a contract or
arrangement for provisions of law enforcement services between the County and a
municipality/public entity, must have served a minimum of two (2) years with the
municipality/public entity immediately prior to the transfer in the rank sought with Oakland County.
Prior to the implementation of any agreement for the provision of law enforcement services
to a municipality/public entity where lateral entry into the Command Officers Bargaining Unit may
OMB; qualified members of the Oakland County Command Officers Association will be given the
opportunity to apply for any Lieutenant or Captain position(s) being sought by or potentially offered
to any new employees from the municipality/public entity.
New employees entering the Command Officers bargaining unit as a result of a contract or
arrangement for provision of law enforcement services shall serve a one year probationary period.
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New employees entering the Command Officers Bargaining Unit will have a date of hire for
purposes of layoff/recall that will be the first day of employment with the Oakland County Sheriffs
Office.
New employees in the Command Officers Bargaining Unit who are not corrections certified,
shall become conections certified as soon as practicable, but not later than one year after their
appointment, unless there are extenuating circumstances.
This provision applies only to the hiring of new employees in the Command Officers
Bargaining Unit as a result of a contract or arrangement for the provision of law enforcement
services between the County and a municipality/public entity. Any practices or arrangements related
to the entry into the Command Officers Bargaining Unit under other circumstances are not affected
by this provision.
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 485339, 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 advise the officer or employee as to the claim and to appear for and represent the
officer or Employer in the action. The County may compromise, settle and pay the claim before or
after the commencement of a civil action. Whenever a j udgment 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 judgment. 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. Provided that the
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officer or employee is otherwise entitled to have the County pay for the services of an attorney
pursuant to this policy, the County of Oakland will pay for or reimburse for the attorney's services
consistent with Oakland County's Liability Claims Policy and Procedures (as amended by
MR#91016) as they pertain to the provisions of and compensation of Counsel in civil matters.
Arrangements for an authorization of payment of the services of any attorney must be approved in
advance. Attorneys so employed shall be required to provide the County with monthly detailed
billings describing the services rendered.
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 Officers 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
Section 1
The Union shall be notified in advance of anticipated permanent major changes in working
conditions and discussions shall be held within reasonable time if requested by the Union.
Section 2
The provisions of this agreement shall be applied equally and without favoritism to all
employees in the bargaining unit. There shall be no discrimination as to age, sex, marital status,
race, color, creed, national origin or political affiliation. The Union shall share equally with the
Employer the responsibility for applying this provision of the agreement.
Section 3
Employees elected to any permanent full time Union office or selected by the Union to do work
which takes them from their employment with the County, shall at the written request of the Union be
granted a leave of absence without pay. The leave of absence shall not exceed two (2) years, but it
shall be renewed or extended for a similar period at any time upon the written request of the Union.
Section 4
When any position not listed on the wage schedule is filled or established, the County may
designate a job classification and rate structure for the position. In the event the Union does not
agree that the rate for the classification is proper, the Union shall have the right to submit the issue as
a grievance through the grievance procedure within a three (3) month period.
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Section 5
Any employee who is eligible for overtime compensation and who is required to work
overtime which is not contiguous to the employee's regular work schedule shall be entitled to a
minimum of two (2) hours work or pay for weekdays and three (3) hours work or pay for weekends
at the time-and-one-half rate, and three (3) hours work or pay on holidays at the appropriate holiday
rate. (Weekdays are defined as the first five (5) days of work which are part of an employee's
regular work schedule.)
Court duty appearance pay shall be applied in the following manner: When officers eligible
for overtime compensation are required to appear in court, they shall be compensated at the rate of
time and one-half for all time spent in court, with a guarantee of a minimum of two hours pay per
day.
Under the following conditions:
1. Case must be of a criminal nature or related to traffic enforcement.
2. Officer must be off duty at court time.
Section 6
All Sergeants and Lieutenants will be entitled to make a shift preference selection within their
division (Corrective Services-Main Jail, Corrective Services-Satellites, Patrol Services) in April and
October of each year. This shift preference selection is to be based on seniority within classification
(time in grade) and is subject to the approval of the Sheriff. It is understood that approval will not be
unreasonably withheld.
It is understood that not withstanding any other agreement, regulation or provision to the
contrary, employees classified as Sergeants and Lieutenants will not be eligible for shift premium.
It is further understood that all provisions of this section related to shift selection in no way
effects the Sheriff's right to determine assignments.
Section 7
Effective December 1, 2013:
The provisions of the Oakland County Merit System in the Oakland County
Employees Handbook concerning holidays, holiday pay, premium pay on holidays,
and overtime on holidays, shall not apply to members of the bargaining unit with
respect to President's Day, Veterans' Day, and the day after Thanksgiving Day.
2. Effective with the execution of this agreement October 2, 2013, 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.
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At least 10 days prior to a holiday the Employer shall deteimine its staffing
requirements and affected employees shall be notified at least 10 days prior to the
holiday at each work location
Section 8
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.
Section 9
Except in exigent circumstances not reasonably expected to exceed 30 days, a minimum of
10% of the bargaining unit employees at a job location per shift shall be permitted to take leave from
any available bank.
XIII
SHERIFF HOLIDAY LEAVE
Effective the first pay period following December 1 of each year, bargaining unit
members shall receive five (5) days of Sheriff Holiday Leave. Employees hired after Decemberl
shall receive one (1) day of Sheriff Holiday 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 (3) days of Sheriff Holiday Leave). Scheduling and use of Sheriff Holiday Leave shall be
subject to the following restrictions:
(a) Sheriff Holiday Leave shall be used and scheduled in the same
manner as an annual leave, except that an employee may only use
Sheriff Holiday Leave when his/her annual leave accumulation is less
than two-thirds of the maximum accumulation.
(b) Employees may not accumulate Sheriff Holiday Leave from one year to
the next year. Employees shall be paid for any unused Sheriff Holiday
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 Sheriff Holiday 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 Sheriff Holiday 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 Sheriff Holiday Leave for that annual period). Should a separating
employee have used more Sheriff Holiday Leave at the time of separation
or leaving the bargaining unit than he/she would be entitled in accordance
with the above formula, the Employer will subtract from the employees
annual leave bank the number of days used in excess of those earned.
9
December 1— February 28 — 1st Quarter
March 1 — May 31 ---- 2nd Quarter
June 1 — August 31 = 3"1 Quarter
September 1 — November 30 = 4 11' Quarter
Employees separated from County service shall be paid at separation for
their unused accumulation of Sheriff Holiday Leave at the salary rate the
employee is being paid on his/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.
XIV
ADOPTION BY REFERENCE OF RELEVANT RESOLUTIONS AND PERSONNEL
POLICIES
All Resolutions of the Oakland County Board of Commissioners, as amended or changed,
from time to time, relating to the working conditions and compensation of the employees covered by
this agreement, and all other benefits and policies provided for in the Oakland County Merit System,
which incorporates the Oakland County Employee's Handbook, are incorporated herein by reference
and made a part hereof to the same extent as if they were specifically set forth.
XV
RETIREMENT BENEFITS-
All Resolutions of the Oakland County Board of Commissioners, as amended and in
existence 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 apart 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.
1. Effective January 1, 1978, employees hired after this date will not be eligible to
include final sick leave or annual leave cash-in payments as part of their "Final
Average Compensation" for the purpose of computing retirement benefits.
2. Effective January 1, 1989, all employees with eight (8) 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 are 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 (2) years of military service at the Employer's actual
cost as determined by the Employer's actuary.
3. Effective June 1, 1994, employees new to the bargaining unit shall not be entitled to
use overtime pay as part of "Final Average Compensation" for the calculation of
retirement benefits.
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4. Effective January 1, 1995, unit employees who have twenty-five (25) years of service
with the Sheriff's Department, after compliance with all other requirements, may be
eligible for retirement regardless of their age.
5. Any individual, who enters the bargaining unit through promotion or otherwise, who
is a participant in the County's Defined Contribution Retirement Plan shall continue
to be a participant in the Defined Contribution Retirement Plan and shall not be a
participant in the County's Defined Benefit Retirement Plan,
6. Effective March 19, 1998, (i.e., with respect to payroll dates and amounts on and
after March 19, 1998), all members of the Defined Benefit Retirement System shall
contribute 5% of the amount of compensation used in computing "Final Average
Compensation" as member contributions to the Defined Benefit Retirement System
which will be used to fund, in part, the retirement benefits provided by the Defined
Benefit Retirement System. Effective March 19, 1998, the required employee
contributions of 5% of "compensation" (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 June 1, 1994, and sick leave and annual leave cash in
payments for employees hired after January 1, 1978) shall be picked up (i.e., assumed
and paid) by the Employer for purposes of Internal Revenue Code Section 414(h)(2)
of the Internal Revenue Code. Said Employer contributions will be paid by the
Employer to the Defined Benefit Retirement System plan and no employee shall have
any option of choosing to receive the amounts directly. This 414(h)(2) arrangement
shall not affect detei initiation of final average compensation for pension contribution
purposes.
7. Effective March 19, 1998, with respect to all persons who are active employees and
members of the Defined Benefit Retirement System on or after March 19, 1998, the
percentage factor used to compute applicable benefit amounts will be 2.5%.
Provided, however, that in order to be eligible for and to receive the 2.5% factor, an
employee is required to be an active member of the Command Officers bargaining
unit for two (2) full years.
8. 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.
9. All bargaining unit employees shall have the option to transfer from the Defined
Benefit Retirement Program to the Defined Contribution Retirement plan as set forth
in Miscellaneous Resolution #94275, and as approved by the Internal Revenue
Service, based on a multiplier of 2.2%.
Eligible employees must exercise this option between April 1, 2000 and May 31,
2000. The calculations will be based on the status of the participant's defined benefit
retirement account as of December 31, 1999. In lieu of any increase in value in the
Defined Benefit Account from continued employment between December 31, 1999
and the date of payment to the Defined Contribution Retirement Plan, each electing
participant shall receive interest at the rate of 7.5% per annum on his/her account.
Election shall be made by delivering a signed copy of the election form to the County
Personnel Department. Once an employee elects to transfer from the Defmed 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.
10. The Union agrees to filly cooperate and to take any action necessary with the County
in obtaining or continuing any necessary Internal Revenue Service rulings or other
requirements or any other requirements imposed by any government or other
authority concerning the Defined Benefit Retirement Plan or the Defined
Contribution Retirement Plan.
11. 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.
12. Effective September 13, 1984, employees retiring with 25 years service in the
Department shall be eligible for health care benefits as provided under the Oakland
County Retiree's health care plan regardless of their age.
13. The County shall make the following contributions and matchings contributions to
the Defined Contribution Retirement Plan for employees hired prior to May 27, 1995:
(a) For calendar 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.
(b) For calendar 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.
14. 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 #94185.
The County shall make the following contributions and matching contributions to the
Defined Contribution Retirement Plan:
(a) For calendar year 2000 the County shall contribute 7% of base wages to the
Defined Contribution Retirement Plan and the employee shall contribute 1%
of base wages to the Retirement Plan.
(b) For calendar year 2001 the County shall contriute 8% of base wages to the
Defined Contribution Retirement Plan and the employee shall contribute
2% of base wages to the Retirement Plan.
(c) Effective November 28, 2012, the contribution for employees in the Defined
Contribution Retirement Plan hired on or after 05/27/95, the County will
contribute 10% of base wages and the employee will contribute 5% of base
wages to Retirement Plan.
(d) Effective with the execution of this agreement October 2, 2013, employees
hired on or after 5/27/95, in the Defined Contribution Plan, shall contribute
an additional 1% of base wages to the Retirement Plan for a total of 6%.
Should the County contribution increase for the general, non-represented
employees during the length of this contract, the increase shall be applied to
all employees represented by this bargaining unit, in the Defined Contribution
Plan, at the same time and in the same manner.
15. The following employees shall only receive retiree health care benefits pursuant to
Miscellaneous Resolution #94292:
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(a) Any employee hired or non-vested former employee rehired on or after May
27, 1995;
(b) Any employee entering the bargaining unit who is already subject to
Miscellaneous Resolution #94292.
(c) Employees hired after March 5, 2009, will be a part of the Health Savings
Account Retirement Program. The Employer shall contribute $125 per bi-
weekly paycheck to the Health Savings Account Retirement Program for each
participant in the program. New employees in this bargaining unit who are
promoted from the 0.C.D.S.A. will continue in the same retirement health
care plan as they had been in that bargaining unit.
Retiree Health Care
Except for the members of this bargaining unit who are solely covered by the
Retiree Health Savings Account, the Employer and the Union agree that when
the Union member retires, he/she shall become a part of the County's general
retiree group and as such shall participate in the health care program that the
County provides to retirees and eligible dependents.
The Employer and the Union acknowledge and agree that the Union and its
members have assurance under Oakland County Ordinance #27 that the retiree
health care benefits shall be provided through either (a) the County and/or (b) a
government program (e.g., Medicare); and that basic retiree health care shall be
maintained.
The parties also acknowledge and agree that the Employer shall continue to have
the right to select cost-effective funding methods, administrators, and to
reasonably modify, from time to time, the portion of the total cost to be borne by
retirees for receiving such benefits (e.g., co-pays and deductibles).
The parties also agree that the Employer can modify its retiree health care
programs so that the County and its retirees can participate in any government
sponsored program or policy as long as the benefits provided are of comparable
coverage as provided in Oakland County Ordinance #27.
xvi
MAINTENANCE OF CONDITIONS
Wages, hours and conditions of employment legally in effect at the execution of the
Agreement shall, except as modified herein, be maintained during the term of this agreement.
13
XVH
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.
XVIII
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, sitd own, 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 lockout any employees of the bargaining unit during the term of this
agreement.
XIX
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 PA. 2012.
Inclusion of the foregoing language does not constitute a waiver of the COAM' s right to raise
Constitutional and/or other legal challenges (including contractual or administrative challenges) to:
(1) the validity of the Local Financial Stability and Choice Act, 436 PA. 2012; (2) appointment of an
Emergency Manager; or (3) any action of an Emergency Manager which acts to reject, modify or
terminate the collective bargaining agreement.
XX
DURATION
This agreement shall remain in full force and effect from October 1, 2016 to midnight,
September 30, 2018. The agreement shall be automatically renewed from year to year thereafter
unless either party shall notify the other in writing, one hundred twenty (120) days prior to
September 30, 2018, that it desires to modify the agreement. In the event that such notice is given,
negotiations shall begin within a reasonable period of time. This agreement shall remain in full force
and be effective during the period of negotiations and until notice of termination of this agreement is
provided to the other party in the manner set forth in the following paragraph.
14
In the event that either party desires to terminate this agreement, written notice must be given
to the other party no less than ten (10) days prior to the desired termination date which shall not be
before the anniversary date set forth in the preceding paragraph.
It is agreed and understood that the provisions contained herein shall remain in full force and
effect so long as they are not in violation of applicable statutes and ordinances and remain within the
jurisdiction of the County of Oakland.
COMMAND OFFICERS ASSOCIATION COUNTY OF OAKLAND
OF MICHIGAN
By
James Tignanelli, POAM Michael Bouchard, Sheriff
OAKLAND COUNTY COMMAND
OFFICERS ASSOCIATION
By
Michael Gingell, Board Chairperson
By
L. Brooks Patterson, County Executive
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APPENDIX A
WAGES
FISCAL YEAR 2017 and FISCAL YEAR 2018:
Classification Base 1 Year 2 Year
Captain FY 2017 Annual $92,372 $95,453 $98,542
Biweekly $3,552.75 $3,671.27 $3,790.09
FY 2018 Annual $94,219 $97,362 $100,513
Bi-weekly $3,623.81 $3,744.70 $3,865.89
Lieutenant FY 2017 Annual $84,411 $86,997 $89,584
Biweekly $3,246.59 $3,346.03 $3,445.55
FY 2018 Annual $86,100 $88,737 $91,376
Bi-weekly $3,311.52 $3,412.95 $3,514.46
Sergeant FY 2.017 Annual $78,126 $79,702 $81,440
Bi-weekly $3,004.84 $3,065.47 $3,132.30
FY 2018 Annual $79,688 $81,296 $83,069
Bi-weekly $3,064.94 $3,126.78 $3,194.95
Should a general wage increase greater than 2% be provided to the general, non-
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.
* The County salary rates are officially reported in hi-weekly amounts.
Annual rates are shown for illustrative purposes only.
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II
CAPTAIN WEEKEND DUTY PAY
One Captain shall be designated to be on-call during a week including non-office hours on
weekdays and on Saturday and Sunday. In addition to being on call, the Captain shall be at work at
the Sheriffs Office for at least four (4) hours each Saturday and Sunday. Captains are not required to
report to work at the Sheriffs Office on Holidays, but will be on-call. The designated Captain shall
be compensated $800 for each week he/she works as the Weekly Duty Captain.
III
CLOTHING ALLOWANCE
Eligible non-uniformed Sergeants and Lieutenants shall receive a clothing and cleaning
allowance at an annual rate of $375.00 payable in installments of $187.50 in June and $187.50 in
December.
Non-uniformed Sergeants-and non-uniformed Lieutenants required by the Sheriff to wear a
suit and tie shall be entitled to an additional $200.00 clothing and cleaning allowance annually. This
additional allowance shall be paid in installments of $100.00 and added to the $187.50 paid in June
and December of each calendar year. To be eligible for the clothing allowance, non-uniformed
officers, as identified by the Sheriff, shall be required to wear suit and tie and/or shirt and tie.
Officers assigned plain clothes duty by the Sheriff for 30 consecutive days or more shall be
entitled to a pro-rated clothing and cleaning allowance.
Should new grants or patrol contracts approved by the Board of Commissioners contain
provisions for clothing allowances, officers assigned to the new positions will be eligible for the
allowance.
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DIVERS PREMIUM PAY
(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 $5,00 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 $10.00 per hour over
and above the rates set forth in sections (a) and (b) above,
*Computation of the $5.00 per hour and $10.00 per hour premium pay shall be computed to the
nearest one-half (2) hour.
LIEUTENANT CORRECTIVE SERVICES/DETENTION FACILITIES BONUS
An annual bonus in the amount of $2000 shall be paid to one (1) Lieutenant (approved by the
Sheriff) assigned to Corrective Services/Detention Facilities to be paid bi-weekly.
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VI
DEFERRED COMPENSATION
The County has a 457 (b) Deferred Compensation Plan. The County matches the first
$300 contributed to the 457 (b) Plan by a Command Officer each calendar year. Effective
January 1, 2017, the County will match the first $1000 contributed to the 457(b) Plan by a
Command Officer each calendar year.
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APPENDIX B
For the following fringe benefits, refer to the Oakland County Employees' Handbook:
Injury on the Job
2. Holidays
3. Leave of Absence
All provisions of Merit Rule 21 (Family Leave) will be implemented for
members of the Command Officers Association except the requirement to
exhaust all leave banks prior to the use of leave without pay. Members of
the Command Officers 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.
4.
5.*
6.
7.
8.
9 .**
10.***
Death Benefits
Longevity
Medical Coverage
Sick Leave
Annual Leave
Disability Coverage
Dental Coverage
Tuition Reimbursement
The fringe benefits modified in previous Collective Bargaining Agreements shall continue in
effect as modified and described in the Oakland County Employee's Handbook.
19
Merit Rule No. 2, Section VII, "Service Increment Pay", shall not apply to any
employee hired after March 15, 1984.
** 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 (6) months from the date of LTD eligibility provided he/she has applied for and
were turned down for Social Security Disability and Medicaid and have no other
medical coverage available and providing the employee has not allowed his/her
medical coverage to lapse.
*** Dental benefits increased consistent with Miscellaneous Resolution # 99189.
**** Tuition Reimbursement increased consistent with the Fiscal Year 2000 budget.
HEALTH BENEFITS
All Health Care Benefits set forth herein are subject to the employee contribution where
applicable and to the terms and conditions of the plan. The Employer has the right to select and
change any and all plans/policies, insurance benefits, plan providers or third party administrators
provided the benefits stated herein remain substantially the same. All benefits set forth apply to
active employees and their dependents only.
(a) For the duration of the 2013 calendar year, employees in this bargaining unit will
continue the Medical Care coverage currently in effect through December 31, 2013
(subject to paragraph B.)
(b) Effective January 1, 2014, (or as soon as administratively practical) employees in this
bargaining unit with coverage shall be covered under one of the Medical Care plans
as described in Appendix C.
(c) Employees in this bargaining unit shall make Medical Care contributions
(contributions are bi-weeldy and pre-tax) in accordance with the Medical Care
plan they select.
(d) Any healthcare changes to take effect after September 30, 2018, shall be
negotiated.
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 person or family coverage for Class II and Class
ifi 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,
20
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.
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 a $7.50 co-pay
on lenses and frames every 24 months from the date of the last examination or prescription for
lenses and frames.
Employees have the option of selecting a High Option Vision Plan during open enrollment.
Employees selecting the High Option Vision Plan rather than the Standard Vision Plan shall pay,
through payroll deduction, the amount established annually by the Employer.
LIFE INSURANCE AND ACCIDENTAL DEATH AND DISMEMBERMENT COVERAGE
(a) 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 employee's annual salary. Employees
have the option of selecting a Higher Life Plan during open enrollment. Employee 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.
(b) 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.
MILEAGE
Employees required to drive their personal vehicle on official County business shall be
reimbursed for miles traveled at the rate equivalent to the IRS mileage rate.
21
SHERIFF'S PHYSICAL FITNESS INCENTIVE PROGRAM
Any Command Officer who meets the established physical fitness standards will be granted the
following leave days under the condition set forth:
a) The Sheriff's Office will select and conduct at least 3 physical fitness testing times
before September 1st of each year.
b) One leave day will be granted if physical fitness standards are met by September 30 th for
one year.
c) Two days will be granted if physical fitness standards are met by September 3e for
two consecutive years.
d) In order to retain two leave days for future years, retesting must be done and the physical
fitness standards met by September 30 th of each succeeding year.
e) If 60% of the COA bargaining unit meets the physical fitness standards by September 30 th
then one additional leave day (a second or third leave day as the case may be) will be
added to each employee's leave day bank who meets the physical fitness standards.
The leave days shall be credited to the employee in October after they are earned.
The leave days earned for meeting and maintaining the Sheriff's physical fitness standards
must be used by September 30th of the next year and they may not be accumulated in a
bank nor shall they be assigned any cash value that will be paid to the employee, except as
set forth in paragraph (h) hereof.
h) If the bargaining unit has a 50% successful completion rate, then the employees may be
paid for any unused leave days in their physical fitness leave day bank. Payment will be
made in the first paycheck in November after completion of the one year time period for
using leave days.
The program is voluntary.
BEREAVEMENT LEAVE
In the event o f 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. 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 at the discretion of the employee's Department Head, in consideration of the relationship
of the employee to the deceased and the geographic location of the funeral. Covered relations may
be natural, adoptive, step or foster in nature. Covered leave shall be paid at the employee's regular
hourly rate. Absent extenuating circumstances, an employee must notify the Sheriff/designee of
eligibility for said leave by written application on forms provided by the Human Resources
22
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/ designee prior to the date of the funeral and attends the
funeral.
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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. 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
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 six 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
Employees may accumulate up to a total of 18 Personal Leave days. Once
the 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.
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D. USE OF PERSONAL LEAVE
1. 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
Department 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 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
infoimation 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-EMPLOYMENT 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
25
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 ninety (90) days after
discharge or release from active duty in the Armed 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.
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 ofjury 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 Commanding Officer as to whether s/he should return to
work. Compensation is to be for no more than 40 hours per work week.
Employees on jury duty leave will continue to receive all fringe benefits they normally receive while
they are on jury duty.
Employees must turn in a copy of their jury duty notification and are required to turn in all jury duty
fees excluding mileage to the Sheriffs Office.
26
Parental Leave Policy
• 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.
II. 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.
111. 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-weeldy 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 disability will he 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.
V. 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.
27
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 disciplinary 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.
28
ANNUAL LEAVE BUY-BACK PROGRAM
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 leave 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 annual 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 (FAC) 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.
29
APPENDIX C
Attached hereto is the Medical Options Comparison chart in effect for 2017 and 2018.
30
IMPORTANT NOTE: The information contained on this comparison is intended to be an easy to read summary to help you and your family make choices among the different options available to you. Be sure to carefully study each option before making your choice. This comparison summarizes some of the provisions and certain features of each plan. It cannot modify or affect the coverage or benefits provided in any way. No right will accrue to you .and/or your eligible dependents because of any statement, error or omission from this comparison. Its provisions do not constitute amendments, modifications or changes in any existing contract. Medical Plan Options Comparison Min= AVAILABLE TO ALL ONLY AVAILABLE TO AVAILABLE TO ALL EMPLOY/BPS PPO1 EMPLOYEES PPO2 EMPLOYEES PPO3 OYEES ILY10 EMPLOYEES CURRENTLY ENROLLED TRADITIONAL BENEFITS ASR Health Benefits Blue Cross/Rlue Shield ASR Health Benefits Health Alliance Plan Blue Cross/Blue Shield FPO Community Blue giu)) Traditional Plan (BC/BS) Plan WWW. asrhoalthb enefits. c orn $32 / 565 /$75 HAP Alliance Health & Life ?PO /Physicians Care / cm-NA / Multiplan $200 per person/$400 per family per calendar year 0% for most services; 10% after deductible as noted. Ircrw.BCDSM.com $42 ($70 1S85 $100 per person/$200 per family per calendar year 10% after deductible as noted. 50% for private duty nursing. Trrryy.asrhealthbenefits.com $16 $35 / $45 $250 per person/$500 per family per calendar year 20% after deductible as noted. 50% after deductible for private duty nursing. www.BCBSTVLcom $52 /$89 /$94 $200 per person/$400 per family per calendar year 10% ater deductible as noted. 25% for private duty nursing. Employee Bi-Weeltly Contributions NO COVERAGE Option Network(s) Deductible(s) Coinsurance No Deductible No Coinsurance www.HAE.org $32 / $65 / $75 Refer to the 2017 Your Total Compensation Statement for (Earnings) amount Blue Cross/Blue Shield HAP Alliance Health & Life Health Alliance Plan Blue Cross/Blue Shield PPO /Physicians Care / HMO CIGNA / Multiplan Coinsurance Maximum $1,000 per person/family per calendar year. $500 per person/$1,000 per family per calendar year. 90% after deductible $1,000 per person/$2,000 per family per calendar year, 80% after deductible Not Applicable $1,000 per person/family per calendar year, 100% 100% Bariatric Copay: $1,000 1NPAiIENT HOSPITAL CARE General Conditions 100% Semi-Private Drags Intensive Care Unit Meals Hospital liquipraent Special Diets l\Tursba_g Care ' OTTIPATIENT HOSPITAL CARE Emergency Room Care Accidental Injuries 5100 copay $100 repay $100 copay, deductible and I $100 copay coinsurance may also apply for 1 5100 copay 31
PPO1 ASR Health Benefits Copay waived for accidental injury or if admitted 100% Copay waived for accidental injury or if admitted 90% after deductible 60 combined visits per calendar year. $20 cops:. PPO3 .A.SR Health Benefits www.asrhealthh en efits, corn some services. Copay waived for accidental injury or if admitted 80% after deductible $20 copary AVAILABLE TO ALL EMPLOYEES HMO Health Alliance Plan (HAP) www.EfAP.orv.,. Capay waived if admitted 100% Includes Speech Therapy and Occupational Therapy Up to 60 consecutive visits per benefit period. May be rendered at home. $20 copay ONLY AVAILABLE TO EMPLOYEES CURRENTLY ENROLLED TRADITIONAL Blue Cross/flue Shield Traditional Plan CBC/BS) www.RCBSIYI. cum Copay waived for accidental injury or if admitted 90% after deductible 60 combined or consecutive visits per calendar year, 90% after deductible BENENTIS Medical Emergencies Physica.1 Therapy -URGENT CARE Urgent Care Visits $20 copay PREVENTATIVE CARE SERVICES AVAILABLE TO ALL EMPLOYEES TrIVISCaSrhealthbenefits.com Blue Cross/Blue Shield PPO Community Blue Plan -ivrew.BCBSINel.eom AVAILABLE TO ALL EMPLOYEES Routine Health Maintenance Exam— includes chest x-ray, EKG, cholesterol screening and other select lab procedures 100% 100% 100% 100% 100% Routine Physical 100% 100% .100% 100% 100% Routine Gynecological Exam. 100% 100% 100% 100% 100% Routine Pap Smear Screening—laboratory and pathology services 100% 100% 100% 100% 100% Well-Baliy CliEd Care Visits • 6 visits, birth through 12 months • 6 visit, 13 months through 23 months • 6 visits, 24 months through 35 months • 2 -visits,16 months through 47 months • Visits beyond 47 months are limited to one per member per calendar year 100% 100% 100% . 100% No limits on number of visits 100% 32
Medical Plan Options Comparison , BENEEtiS - AVAILABLE TO ALL AVAILABLE TO ALL AVAILABLE TO ALL AVAILABLE TO ALL ONLY AVAILABLE TO EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES PPO1 ASR Health Benefits WNYW. asthealthbeaefits.com PPO2 Blue Cross/Blue Shield ]PO Community Blue ?Ian wsre,..BC,BSM.corri PPO3 ASH Health Benefits wmv.asthealthben efit5.00113 MY10 Health Alliance Plan CHAP) wwvv.HAP-org CURRENTLY ENROLLED TRADIAIONAL Blue Cross/Blue Shield Traditional Plan (BC/BS) lvww.I3CBSM.com -under the health maintenance exam benefit Adult and Childhood Preventive Services and Immunizations as recommended by the USPSTF, ACIP, BRSA or other sources as recognized by BCBSM, ASR and HAP that are in compliance with the provisions of the Patient Protection and Affordable Care Act 100% 100% 100% . 100% 100% Routine Fecal Occult Blood Screening 100% 100% 100% 100% 100% Routine Flexible Signitoidoscony Exam 100% 100% 100% 100% 100% Routbie Prostate Specif D Antigen (PSA) Screening 100% 100% - 100% 100% 100% Routine Mammogram and Related Reading 100% 100% NOTE: Subsequent medically necessary mammograms performed during the same calendar year are subject to your deductible and percent coinsurance. 100% NOTE: Medically necessary mammograms are subject to your deductible and percent coinsurance. 100% 100% NOTE: Subsequent medically necessary mammograms performed during the same calendar year are subject to your deductible and percent coinsurance Colonoscopy —Routine or Medically Necessary 100% 100% NOTE: Subsequent colonoscopies performed during the same calendar year are subject to your deductible and percent coinsurance._ 100% NOTE: Subsequent colonoscopies performed during the same calendar year are subject to your deductible and percent coinsurance. 100% 100% NOTE: Subsequent colonoscopies performed during the same calendar year are subject to your deductible and percent coinsurance. MENPAIr HEALTH CARE Inpatient Mental Health 100% 90% after deductible 80% after deductible , 100% 100% Outpatient Mental Health Visits $20 co-pay . 90% after deductible Office Visits $20 copay $20 copay $20 copay 100% 33
• BENE111S , AVAILABLE TO ALL Medical Plan Options Comparison AVAILABLE TO ALL ONLY AVAILABLE TO AVAILABLE TO ALL AVAILABLE TO ALL EMI'LOYEES EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES PPO1 .4i9R Health Benefits www.asrhealthbenefits.corn PPO2 Blue Cross/Blue Shield FPO Community Blue Plan www.BCBSYLcom PPO3 ASR Health Benefits wim.asrhealthbenefits.com IMO Health Affiance Plan (HAP) www.ILAP.oro- CURRENTLY ENROLLED TRADITIONAL Blue Cross/Blue Shield Traditional Plan (BC/BS) -tv-vs,w.BCBSIVI.com Inpatient Substance Abuse Care Chemical Dependency 100% 90% after deductible 80% after deductible 100% 100% Outpatient Substance Abuse Care Chemical Dependency $20 copay 90% after deductible Office visit $20 repay $20 copay $20 cop ay 100% In approved facilities only SPECIAL HOSPITAL PROGRAMS Hospice Care 100% 100% 80% after deductible Covered up to 210 days per lifetime. 100% of approved amount Specified Hundau Organ Transplants 100% 90% to 100% Covered according to plan guidelines. 80% after deductible Covered according to plan guidelines. 100% in approved facilities MEDICAL AND SURGICAL CA.Rt . Surgery Technical Surgical Assist Anesthesia 100% 100% 100% 90% after deductible 90% after deductible 90% after deductible 80% after deductible 80% after deduciible 80% after deductible 100% Voluntary second surgical opinion; $20 repay. 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 pre-natal -visits; otherwise 80% after deductible 100% 100% pre-natal visits $20 copay post-natal visits 100% 100% pre-natal visits 90% after deductible post-natal visits Inpatient Medical Care 100% 90% after deductible 80% after deductible 100% General —Unlimited Inpatient Consultations 100% 90% after deductible 80% after deductible 100% 100% Laboratory & Pathology 100% 90% after deductible 80% after deductible 100% 90% after deductible Diagnostic Services 100% 90% after deductible 80% after deductible 100% 90% after deductible DiagnOstie and Therapeutic Radiology 100% 90% after deductible , 80% after deductible Covered 90% after deductible ADDITIONAL BENEKIS . Office Visits $20 copay $20 cop ay $20 copay $20 copay 90% after deductible Chiropractic Care $20 repay Limited to 38 visits per calendar year. $20 repay Limited to 24 visits per calendar year. $20 copay Limited to 38 visits per calendar year. Not Covered 90% after deductible Allergy Testiu 100% 100% 80% after deductible $20 cop ay 90% after deductible Allergy Therapy 100% 100% 80% after deductible 100% 90% after decbictible Ambulance Services 90% after deductible • 90% after deductible 80% after deductible 100% 90% after deductible 34
BENEFITS AVAILAST X. TO ALL Medical Plan Options AVAILABLE TO ALL Comparison AVAILABLE TO ALL AVAILABLE TO ALL ...- ONLY AVAILABLF TO EIVIPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES PPOI ASR Health Benefits wivw.asrhealthbeneEts. corn PP02 Blue Cross/Blue Shield PP 0 Community Blue Plan www.BCBSIVI.com PP03 ASR Health Benefits www,asrliealthbenefits.com HLVIO Health Alliance Plan (HAP) . www.RAP.org CURRENTLY ENROLLED TRADITIONAL Blue Cress/Blue Shield Traditional Plan (BC/BS) www.BCBEM.cora Durable Medical Equipment 90% after deductible 90% after deductible 10% after deductible 100% 90% after deductible Diabetic Supplies 90% No Annual Deductible 90% after deductible 80% after deductible 100% 90% after deductible Private Duty Nursing 90% after deductible 50% after deductible 50% after deductible Not Covered 75% after deductible Skilled Nursing 140% 90% alter deductible 80% after deductible 100% Up to 730 days renewable after 60 days. 100% Assisted Reproductive Treatment Not Covered - Not Covered Not Covered 100% One attempt of artiEcial insemination per lifetime. Not Covered Voluntary Sterilization and FDA Approved Contraceptive Methods for females ' IGO% 100% 100% 100% 100% PROGRAM PROVISIONS Out of Network Services in general, Plan pays 85% of approved amount less apPlicable col:lays. For diabetic supplies, durable medical equipment, and private duty nursing, Plan. pays 75% of approved amount after deductible (if applicable). Plan pays 70% of approved amount, after out-of-network deductible, less applicable copays. In general, Plan pays 65% of approved amount after deductible less applicable copays. For private duty nursing, Plan pays 50% of approved amount after deductible. Not covered except for emergencies 35
Medical Plan Options Comparison ONLY AVAILABLE TO EMPLOYEES CURRENTLY ENROLLED TRADITIONAL Health Alliance Kan Blue Cross/Blue Shield (HAP) Traditional Plan (BC/BS) PP 01 PP 02 BENEFITS A-SR Health Benefits Blue Cross/Blue Shield PP 0 Community Blue Plan AVAILABLE TO ALL EMPLOYEES AVAILABLE TO ALL EMPLOYEES AVAILABLE TO ALI, EMPLOYEES PP 03 ASR Health Benefits AVAILABLE TO ALL EMPLOYEES HMO www.asrhealti therrefts.com wyrw.1303SM.com Pr axed iNetwolk)HosPitals: 90% of covered benefits, after deductible. Non-Network Hospitals: 70% of approved payment amount after out-of-network deductible. Preferred (Network} Physicians: 100% after 520 repay. Non-networkaysicians: 70% of approvecipayment amount after out-of-network deductible and $20 cop ay. www.asrhealthbenefits.com Preferred (Network) Hospitals: 80% of covered benefits, leas applicable deductible. Non-NetworklIospitals: 65% of waved payment amount, after deductible. Preferred (Network) Physicians - Outpatient 100% after $20 repay. Non-networkPhysicians - Outhrildent 85% of approved payment amount after $20 repay. www.HAP. ors; Copays as noted, www.BCBSM.com Participating Hospitals: 100% of covered benefts Non-partitratinR Hospitals: Inpatient care te acute-care hospital $70 a day. Inpatient care in otherhospitals - $15 a day. Medicare Suraical: 100% of BC13SM' s approved amount Payment of Covered Services Preferred Wet-work) Hospitals: 100% of caveredbenerals. Non-Network Hospitals: 85% of approved payment amount Preferred (Network)Phvsicians - Outpatient 100% after $20 copay. Non-network Physicians Outpatient 85% of approved p aymept amount slier $20 copay, NOTZ: Hearing aids and services are not co ered under any Oakland County medical plans. Navitus www.nevitus.corn NoviNus www.novirms.com Navitus www.navitas.com Novaus wwwmovi?res.com Health Alliance Plan www.HAP.org Pharmacy Advantage wwnv.PharmacyAdvantageR X. COM Navitus www.navitus.com NoviXus www.novixus.com PRESCRIPTION DROO PROGRAM • Retail Prescription I Nayitus Carrier www.navitus.com Mail Order Prescription Carrier NoviXus wv.tw.novixus.com Participating/Network Pharmacies Non-Particip atingiNon-Networltrbarmaci es *Covered! Copays: Tier 1: $5 Most Generics/Spine Brands; Tier 2: $20 Preferred . Brands/Some Generics; Tier 3: $40 him-Preferred products (could include both brand and generic) Select Birth Control pills covered $0 repay. Paid at the in-network cost, less $5, $20 or $40 repay. *Covered / Copays: Tier 1: $5 Most Generics/Some Brands; Tier 2: $20 ?referred Brands/Some Generics; Tier 3: $40 Non-Preferred products {could include both brand and generic) Select Birth Control pills covered $0 copay. Paid at the in-network cost, less $5, $20 or $40 copay. *Covered / Copays: *Covered / Copays: Tier 1: $5 Most Generics/Some Tier 1: $5 Most Generic; Brands; Tier 2: $20 Select Brand Tier 2: $20 Preferred name; Brands/Some ome Generics; Tier 3: 540 Non-Preferred. Tier 5: $40 Non-Preferred Select Birth Control pills products (could include both covered $0 ccpay. brand and generic products) Select Birth Control pills covered $0 copay. Paid at the in-network cost, less Not Covered. $5, $20 crr S4D coney. *Covered / Cop ays: Tier 1: $5 Most Generics/Some Brands; Tier 2: $20 Preferred Brands/Some Generics; Tier 3: $40 Non-Preferred products (could include brand and generic) Select Birth Control pills covered $0 repay. Paid at the in•network cost, less $5, $20 or $40 coney. 36
Medical Plan Options Comparison . .. BENEFITS AVAILABLE TO ALL AVAILABLE TO ALL AVAILABLE TO ALL AVAILABLE TO ALL ONLY AVAILABLE TO EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES PPO1 A_SIL Health Benefits www.asrhealthbenefits.com PPO2 Blue Cross/Blue Shield PPO Community Blare Plan www.BOBSM.com PPO3 ASH Health Benefits wwvv.asrhealththenefits.com BELVIO Health Alliance Plan (RAY) avvriv.IIA.P.org CURRENTLY ENROLLED TRADITIONAL 331-sie Cross/Blue Shield Traditional Plan (BC/BS) www.BCBSIYI.corn Maintenance Drugs Maintenance thugs taken on a long-term basis can be. filled as a three month supply for a one month cop ay through either the Mail Order Drug canrier or at a retail pharmacy Maintenance drugs taken on a long-term basis can be flied as a three month supply for a one month =pay through either the Mail Order Drug canier or at a retail pharmacy. Maintenance drags taken on a long-terra basis can be filed as a three month supply for a one month copay through either the Mail Order Drug can-let- or at a retail pharmacy. Maintenance drugs taken on a long-term basis — a 35 day supply or 100 doses, whichever is mate; can be obtained for a one month copay at your local pharmacy. A 90 day supply of maintenance drugs may be obtained through mail order. Maintenance drugs taken on a long-turn basis can be filled as a. three month supply for a one month cop ay through either the Mail Order Drug carrier or at a retail pharmacy, Note: Mile in she hospital, drugs are covered under your medico/plan, If you request a prescription be flied with a branciname drug and there is a generic equivalent available, you will be responsible for the Tier 3 copay phis the differential between the cost of the brand and the generic drag. If your doctor makes the request, you will be responsible for the Tier 3 copay. If you request a prescripiion be flied 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. If your doctor makes the request, you will ha responsible for the Tier 3 copay. *If you request a prescription be filled 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. If your doctor makes the request, you will he responsible for the Tier 3 ccpay. *If you request a prescription be illIed with a.brand name drug and there is a generic available, you will be responsible for the fall cost differential between the cost of the brand and the copay of the generic drug. If your doctor makes the request, you will be responsible for ' the Tier 3 copayment If you request a prescription be ailed with a brand name thug and there is a generic equivalent available, you will he responsible for-the Tier 3 repay plus the differential between the cost of the brand and the generic drug. If your doctor makes the request, you will be responsible for the Tier 3 cot ay, 37
APPENDIX D
Attached hereto is:
1) Oakland County Sheriffs Drug Testing Policy
2) Memorandum of Understanding- Compensatory Time
38
SHERIFF'S OFFICE 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 Command Officers 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 mnrijuana, cocaine, amphetamines,
phencyclidine (PCP), opiates and any other intoxicating substances the possession or use of which
(without a proper prescription) is illegal under federal (which includes medical marijuana) or
Michigan law.
I. Drug Use Prohibitions
No Employee shall:
A. Possess, be under the influence of, Of 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 officer), sell, offer to
sell or buy, distribute controlled substances or facilitate such activities on duty or off
duty.
C. Refuse to sign a consent Of release form authorizing the collection of a specimen for
analysis, and the release of the results to the County.
D. Refuse to cooperate with the collection site personnel, County personnel, or in any way to
refuse to provide a specimen when required.
E, Violate any of the Department's Rules and Regulations regarding controlled substances
(drugs),
IL Reasons for Drug Testing:
A. This Drug Testing Policy includes testing in the following situations:
1. 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).
39
2. Return to Work: Testing an employee who has been off work for over six months,
3. Random: Random testing of all employees in the bargaining unit as determined by
computer lottery selection or other such method,
4, 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.
5, Follow-up: Testing as part of counseling or rehabilitation.
6, The drug tests set forth in numbers 1, 2, 3, and 4 will be scheduled while the
employee is at work. Midnight shift employees may be required to remain on duty
until the clinic opens, but will be paid overtime:
B. Orders for testing will come from the Sheriff or the Sheriff's designee,
C. An employee who refuses to submit to a drug test in accordance with this Policy shall be
permanently removed from County service except for good cause that is based on
reasonable objective criteria.
Ill. Procedures for Obtaining the Sample Specimen:
Procedures shall provide for individual privacy, while safeguarding the program against
submissions of altered or substitute specimens.
A. Completion of Testing Form:
1, The employee may be asked by the collection facility to furnish information in
writing to insure the integrity of the specimen collected, including information
verifying the identity of the employee and, if possible, identifying any prescription or
nonprescription medication recently ingested by the employee.
2. A copy or photocopy of the Laboratory Testing Form shall be given to the
employee upon completion of the specimen collection procedure.
B. Collection of the Sample/Specimen:
1. Clean and previously unused collection and storage containers of the type utilized
by medical facilities for bodily fluids will be supplied by the testing laboratory for
urine collection. The employee may reject any container he or she reasonably
believes has been contaminated,
2. Privacy Area: Urine collection shall be conducted at the collection facility in a
Mall= which provides a high degree of security for the specimen and freedom
from adulteration. The employee shall be witnessed, by a person of the same
gender, 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
40
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. Results from samples less
than 30 milliliter will still be tested.
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:
A. 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.
B. The testing laboratory shall maintain a chain of custody record of any individual handling
or testing an employee's specimen,
C. Lab Test:
1) The initial screening test will be a "10 panel" test of the RIA or EMIT type. If a
positive result is obtained, a confirmation -test will then be conducted.
2) A confirmation or follow-up test for controlled substances will be of the Gas
Chromatography/Mass Spectrometry method. The laboratory shall be required to
specify the metabolites tested for, the cut-off levels and the testing procedure used
in each drug classification.
3) In determining whether a test result is positive, the laboratory shall use the
following cut-off levels:
41
Initial test analyte
Initial test
cutoff
Confirmatory test
analyte
Confirmatory
test cutoff
Marijuana metabolites 50 ng/mL -MCA 15 ng/ml
Cocaine metabolites 150 ng/mL Benzeylecgonine 100 rig/m1
Opiate metabolites
Codeine/Morphine 300 ng/mL Codeine
Morphine
300 ng/ml.
300 no/ml
6-Acetylmorphine 10 ng/mL 5-Acetylmorphine 10 ng/ml
Phencyclidine 25 ng/mL Phencyclidine 25 rig/ml.
Amphetamines
AMP/MAMP 500 ng/mL Amphetamine
MethamphetamineA
250 ng/ml
250 rig/m1
MDMA 500 rig/mL MDMA
MDA
MDEA
250 rig/ml
250 rig/ml
250 rig/nil
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.
42
c) If the test is positive, the employee may request, and shall be furnished, the
information available regarding:
1. 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 outlined 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) year. 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 COA or designee, a designated
representative of the Human Resources Department, and the Sheriffs 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 COA, the County, and the Sheriff's Office.
VU. 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 positive drug test
confirmation procedures.
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VIII. Confidentiality:
All records pertaining to the initiation and administration of tests under this Policy shall be held
strictly confidential by the Human Resources Department and the Sheriff's 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,
X. Last Chance Agreement Limited to Prescription Medication Only
An employee whose drug test has been confirmed positive by a Medical Review Officer
during random, reasonable suspicion or other drug testing protocols (see Article II hereof),
may request a Last Chance Agreement under the following conditions:
A. The employee tested positive for a controlled substance for which the employee
previously had a valid prescription within the prior two years (measured from the
date of the drug test) prescribed for the employee by his/het physician.
B. The employee did not test positive for any other controlled substance,
C. The employee has not previously been subject to a Last Chance Agreement.
D. The employee applies for the Last Chance Agreement within fourteen (14) days of
notice of the positive drug test.
E. The employee signs HIPAA release form(s) and any other release form(s) as
requested by the County or OCS 0 to verify that the employee had a prior valid
prescription from the employee's physician for the medication (controlled
substance) and to enable the OCSO and the County to monitor the employee's
progress during the rehabilitation program and substance abuse program.
F. The standard Last Chance Agreement must be signed by the employee, the OCSO,
the County and the Oakland County Command Officers Association,
G, The employee must participate in and successfully complete an authorized drug
rehabilitation program selected by the OCS 0 or County to enable the employee to
return to work in a position selected by the OCSO. The employee shall have up to
45 days to successfully complete this program.
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H. The employee shall apply for Short Tenn Disability (STD) and shall use annual
leave time (the employee may reserve 40 hours of Annual Leave), personal leave
time, leave without pay and compensatory time for the first 5 days of the medical
leave, The employee shall utilize his/her FMLA leave time.
I. After completion of the drug rehabilitation program, the employee must pass a
medical examination administered by a medical facility designated by the OCS 0
prior to being allowed to return to duty, The examination shall only screen for
drug use and the physical impact of the prior drug usage.
J, Once the employee has completed the rehabilitation program and medical
examination and is authorized to return to duty, the employee:
• Shall submit to random drug screens (urinalysis, hair or other means of
testing), as determined by the OCSO for a three year period at employee's
cost,
• Participate in and follow all directives of a substance abuse program
selected by the OCSO or the County for up to a three year period.
K. The employee shall be subject to the terms of this Last Chance Agreement and
this Article for three (3) years alter his/her return to work,
L. The employee must agree in writing that the shall employee be terminated if at any
time during the three year program period the employee violates: any portion of the
Last Chance Agreement; the OCSO's Drug Testing Policy; Department Rules and
Regulations and the Department's General Orders regarding illegal drugs (use, sale,
possession, distribution, etc.). The employee may utilize the grievance arbitration
procedure only for the purpose of grieving whether a violation(s) occurred, and not
for the penalty imposed. The arbitrator shall have no jurisdiction to modify the
penalty.
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LAST CHANCE AGREEMENT CONCERNING PRESCRIPTION MEDICATION
Re:
Whereas, the above referenced Command Officer (hereinafter "employee") has violated the
OCSO's Drug Testing Policy, and
Whereas, employee has tested positive for a controlled substance(s) which was previously
prescribed for the employee by his/her physician and;
Whereas, the 0 CS 0 will conditionally reinstate employee to a position selected by the OCSO
provided the employee is found by medical examination and drag test to be capable ofperfonning all
the duties of the classification and subject to the following terms and conditions being met and
maintained;
Now, therefore, it is agreed that:
1. The employee shall successfully complete a drug rehabilitation program as prescribed
by an authorized rehabilitation source designated by the OCS 0 or the County.
2. The employee shall use annual leave time (the employee may reserve 40 hours of annual
leave time), personal leave time, and compensatory time and shall utilize FNMA leave,
while the employee is participating in the drug rehabilitation program. The employee shall
not receive any other pay from the County during this time period. The employee's
seniority will continue while he/she is participating in the drug rehabilitation program,
3. After completion of the drug rehabilitation program, the employee must pass a medical
examination and drug test administered by a medical facility designated by the OCSO or
the County prior to being allowed to return to duty. The examination shall only screen for
drug use and the physical impact of the prior drug usage,
4. Upon clearance by the medical facility, the employee shall be returned to the OCSO in
a position selected by the OCSO.
5. Once returned to duty, the employee will participate in a substance abuse program
selected by the OCS 0 or County and will follow any and all directives given him in the
substance abuse program for a period of three (3) years from the date he returns to work at
the OCSO. Employee shall also submit to random drag testing at the discretion of the
OCSO while he is subject to this last chance agreement.
46
6. The employee shall sign a HEPAA waiver/release form(s) and any other release forms
requested by the OCSO and/or the County so that the OC SO and the County can monitor
the employee's participation and progress in the drug rehabilitation program and the
substance abuse program.
7. The employee hereby agrees that the employee shall be terminated if at any time during
the three year program period the employee violates: any portion of the Last Chance
Agreement; the OCSO's Drug Testing Policy; Department Rules and Regulations and the
Department's General Orders regarding illegal drugs (use, sale, possession, distribution,
etc.). The employee may utilize the grievance arbitration procedure only for the purpose of
grieving whether a violation(s) occurred, and not for the penalty imposed. If it is
determined in the grievance procedure, including an arbitration, that the employee, in fact,
committed that violation, then the discharge penalty will remain in effect, and an arbitrator
shall have no authority or jurisdiction to reinstate the employee, to award the employee
any back pay or any back benefits, or to otherwise modify or reduce the discharge penalty
in any manner.
8. The Association and the employee hereby withdraw with prejudice to refiling any
grievance filed by or on behalf of employee and hereby release and discharge the OCSO
and the County from any and all claims relating to any grievance he/she has filed or could
have filed on or before the effective date of this Last Chance Agreement.
9. By entering this Last Chance Agreement, the County and the OCSO do not admit any
liability, any wrongdoing, or any violation of the collective bargaining agreement. This
Last Chance Agreement is being entered by the County, the OCSO, the Association, and
the employee on a non-precedential basis. The non-precedential settlement and the terms
of this Last Chance Agreement will not be evidence of a past practice and cannot be used
in any manner in any future circumstance of any grievance involving any other employee,
any other discipline, suspension, or discharge of any other employee, any other last chance
agreement, or the enforcement of any other last chance agreement
10. The terms and conditions set forth in Article X of the Drug Testing Policy are
incorporated herein.
11. This Last Chance Agreement will remain in full force and effect for three (3) years from
the date the employee returns to work under Paragraph 4 hereof.
12. This Last Chance Agreement constitutes the entire agreement between the parties on the
subject matter of this Last Chance Agreement, and there are no other agreements
modifying the terms of this Last Chance Agreement. The provisions of this Last Chance
Agreement can only be modified by a writing executed by the parties expressly stating that
a modification is intended,
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13, This Last Chance Agreement is. freely and voluntarily entered into by all parties
without any duress or coercion.
Dated this day of , 20_.
COMMAND OFFICER
COMMAND OFFICERS ASSOCIATION
OCSO
OAKLAND COUNTY
48
MEMORANDUM OF UNDERSTANDING
This Memorandum of Understanding is entered into on the day of , 2016 by and between
the Command Officers Association of Michigan ("COAM") and the County of Oakland and the
Oakland County Sheriff's Office (hereafter collectively the "County").
This Memorandum of Understanding is to set forth our understanding regarding the
Compensatory Time Program for Sergeants and Lieutenants.
Under the Program, any Sergeant or Lieutenant in of the Command bargaining unit (BU-15) who
works hours at his/her regularly assigned location for which overtime compensation would
otherwise be due may elect to have any number of those overtimes hours placed in a
Compensatory Time bank (calculated at time and one half) subject to the following:
1. The accumulation in the Compensatory Time bank may not exceed forty-eight (48) hours.
2. Use of Compensatory Time shall be in accordance with the Sheriff's Office Annual Leave
policy. It is understood, for example, that the use of Compensatory Time will be denied
where it is known that overtime will result.
3. A member's use of Compensatory Time shall be increments of whole hours and also may
be used, with-pre-approval, for short periods ofleave 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 Captain or Major for the time period in question.
4. In the event that a member goes on short term disability or worker's compensation, the
hours in the members Compensatory Time bank may be used as supplemental
compensation.
5. Where a Sergeant or Lieutenant has a balance in his/her Compensatory Time Bank as of
the last pay period of the calendar year, the hours shall be liquidated and paid to the
employee in the first full pay period of the new calendar year,
6. Overtime hours worked on a mini contract (i.e. Pine Knob, Meadowbrook, Renaissance
Festival) shall not be eligible for inclusion in an employee's Compensatory Time bank.
7. To be eligible for inclusion in an employee's Compensatory Time bank the hours must be
worked at the Sergeant's or Lieutenant's regularly assigned location._ Any Grant funded
overtime will be decided on a ease by case basis.
B. Compensatory Time hours must be used at the location where they were earned and while
holding the. same classification in which they were earned. If the Compensatory Time
cannot be used at the location where the Compensatory Time was earned before the
Sergeant or Lieutenant is transferred (via location preference or Sheriff's decision), leaves
the location for any other reason, Or is promoted, then the Compensatory Time in the
Sergeant's or Lieutenant's Compensatory Time bank will be paid to the Sergeant or
Lieutenant within three (3) payroll periods from the date of actual transfer or departure
front the location or promotion. Provided, however, that any Sergeant or Lieutenant who
49
is transferred involuntarily as a result of a 90 day administrative transfer or the Sheriffs
realignment of manpower, shall bring and be permitted to use their Compensatory Time
bank at their new/different duty station/assignment.
Command Officers Association of Michigan
Sheriff Michael Bouchard Date Date
Jordie _Kramer Date
Director-Human Resources
50
FISCAL NOTE (MISC . #16333) 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 COMMAND
OFFICERS ASSOCIATION
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 Sheriff's Office, and the Command Officers
Association (COA), covering approximately 115 Sheriff's Office 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 $57,500, effective January 1, 2017.
4. With this agreement an increase to the employer contribution to the Health Savings Account from
$75 per pay to $125 per pay was agreed to.
5. The Captain position classification of this bargaining unit is eligible to receive increased week-end
duty pay from $700 to $800 as stipulated in this agreement.
6. 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
7. A budget amendment is required to amend the Fringe Benefit Fund for the County's 457 Deferred
Compensation program.
FRINGE BENEFIT FUND #67800
Revenue
9011501-183190-665882 Planned Use of Balance
Total Revenue
FY 2017- FY2019
$ 57,500
$ 57,500
Expense
9011501-183190-730499 Deferred Comp-County Payment($ 57,500)
Total Expense $ 57,500
FINANCE COMMITTEE
FINANCE COMMITTEE VOTE:
Motion carried unanimously on a roll call vote with Crawford and Quarles absent.
Resolution #16333 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. POISSO1Ni CHIEF DEPUTY COUNT' EXECUTIVE ACTING PURSUANT 77:
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
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