HomeMy WebLinkAboutResolutions - 2018.11.14 - 23872MISCELLANEOUS RESOLUTION #18383 November 14, 2018
BY: Human Resources Committee, Robert Hoffman, Chairperson
IN RE: HUMAN RESOURCES DEPARTMENT — FISCAL YEARS 2019, 2020 AND 2021 COLLECTIVE
BARGAINING AGREEMENT FOR EMPLOYEES REPRESENTED BY THE OAKLAND COUNTY
DEPUTY SHERIFF'S ASSOCIATION, (0CDSA), REPRESENTING LAW ENFORCEMENT
To the Oakland County Board of Commissioners
Chairperson, Ladies and Gentlemen:
WHEREAS the County of Oakland, the Oakland County Sheriff's Office and the Oakland County Deputy
Sheriff's Association (OCDSA), have negotiated a Collective Bargaining Agreement covering approximately
432 Law Enforcement employees; and
WHEREAS a three year Collective Bargaining Agreement has been reached for the period October 1, 2018
through September 30, 2021; and
WHEREAS the parties have agreed to a 2% wage increase for Fiscal Year 2019 or "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 2020 or "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 2021 or "Me Too" with the
general, non-represented employees if a greater increase were approved; and
WHEREAS this agreement provides that any employee benefit modifications including healthcare 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 the parties have agreed to an increase in the High Option Dental from $1250 to $1500 effective
January 1, 2019; employee contribution shall remain the same per pay period: Single: $1.15, 2 Person:
$1.73 and Family: $5.00; and
WHEREAS the parties have agreed to an increase in the Deferred Compensation Employer match from
$1000 to $1500 effective January 1, 2019; for calendar year 2019; and
WHEREAS the parties have agreed to an increase in the Deferred Compensation Employer match from
$1500 to $2000 effective January 1, 2020; for calendar year 2020; and
WHEREAS the parties have agreed to an increase in the Deferred Compensation Employer match from
$2000 to $2500 effective January 1, 2021; for calendar year 2021; and
WHEREAS the parties have agreed to an increase in the Physical Fitness Incentive Program from $100 to
$125 effective January 1, 2019 for each deputy that qualifies for payment, by meeting the physical fitness
standards set by the Oakland County Sheriff's Office by December 31st each year. A deputy meeting the
physical fitness standards by December 31st of each year, will be eligible for payment in January; and
WHEREAS the parties have agreed to an update in the contractual language in Article IX Promotions and
filling of Vacancies, add C. All members who have taken any promotional examination shall be given the
opportunity to review the results of their written test score, the oral board score and the accuracy of the
overall score. This opportunity shall be made available once the test is completed and the promotion list is
compiled. Specific test questions and answers shall not be made available, and oral interview notes,
questions and answers shall not be made available and add D. Once all promotional examinations are
complete and the promotional list is compiled, the promotional list shall be provided to the President of the
OCDSA; and
WHEREAS the parties have agreed to an update in the contractual language in Article XIII Scheduling
Leave and Shift Day Exchange, A. Except in exigent circumstances not reasonably expected to exceed 30
days, a minimum number of the bargaining unity employees at a job location shall be permitted to take
annual leave, BU-10 leave, and/or personal leave at the same time. The minimum number shall be as
follows: Shifts with 1 to 12 employees: one (1), Shifts with 13 to 22 employees assigned: two (2), Shifts
with 23 to 32 employees assigned: three (3), Shifts with 33 to 42 employees assigned: four (4), Shifts with
43 to 52 employees assigned: five (5), Shifts with 53 to 62 employees assigned: six (6), Shifts with 63 to
72 employees assigned: seven (7), Shifts with 73 to 82 employees assigned: eight (8), Shifts with 83 to 92
HUMAN RESOURCES COMMITTEE VOTE:
Motion carried unanimously on a roll call vote with Bowman absent.
Motion for direct referral to Finance carried on a voice vote.
employees assigned: nine (9), Shifts with 93 to 102 employees assigned: ten (10), and D. Once granted,
leave time may not be canceled by the Employer except during times of riot, natural disasters, and exigent
circumstances. With respect to scheduled leave, the employee may cancel all or part of this/her granted
leave not later than ten (10) days prior to the actual date(s). After the ten (10) day period the Employer
may authorize the cancellation upon a showing of good cause by the employee. The ability to cancel within
the ten (10) day period shall not be unreasonably withheld by the Employer; and
WHEREAS the parties have agreed to an update in the contractual language in Article XVII Shift
Preference, add B. For the purposes of Shift Preference, all open and/or vacant positions shall be posted
by classification at all pertinent work locations and provided to the Union for administration of the selection
not less than five (5) weeks prior to the effective date of the selection, together with classification seniority
lists. The selection shall be administered by the Union, by seniority, pursuant to the protocol established
by the Union and the Sheriff and shall be completed two (2) weeks prior to the effective date of the selection.
No more than two designated Union officials shall administer the selection without loss of time or pay.
Except under exigent circumstances, if the Employer fails to provide open positions for any work locations,
the Union shall administer the bump with the numbers that are in existence at the time. This shall not
preclude a mutual agreement to waive the five (5) week requirements set forth above; and
WHEREAS the parties have agreed to an update in the contractual language in Article XIX Overtime — An
employee who wishes to work overtime shall sign up in KRONOS. Nine (9) months after the execution of
this Agreement the parties will meet to review the operation of this Article and to bargain over any
modifications necessary to ensure the proper operation of this Article and the efficient and equitable
distribution of overtime under KRONOS. Notwithstanding anything set forth in Article XXVII Duration, if the
parties are unable to reach agreement on medication to this Article, either party may reopen this Article of
this labor contract for negotiations by giving the other party sixty (60) days written notice; and
WHEREAS 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
Oakland County Deputy Sheriff's Association representing Law Enforcement, covering the period of
October 1, 2018 through September 30, 2021, 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.
.46 a /A VA V`71 I I P
Commissioner Rob -it Hoff Iistrict#2
Chairperson, Human Resources Committee
BU 1 0
SUMMARY OF AGREEMENT BETWEEN THE COUNTY OF
OAKLAND, AND THE OAKLAND COUNTY SHERIFF
AND
THE OAKLAND COUNTY DEPUTY SHERIFF'S ASSOCIATION
LAW ENFORCEMENT
SEPTEMBER 2018
DURATION:
3 years October 1, 2018 — September 30, 2021
ECONOMIC:
Contractual:
• Wages:
FY 2019 2% increase; Should a general wage increase
be provided to the general non-represented
employee groups then this bargaining unit
would be entitled to the same increase applied
at the same time and in the same manner.
FY 2020 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 2021 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.
• Benefits
Healthcare: 2019, 2020, 2021
Any benefit modifications implemented on a
countywide basis to general, non-represented
employees to take effect during calendar years
2019, 2020 and 2021 shall be applied to
employees represented by this bargaining unit
at the same time and in the same manner.
BU 10
Any health care changes to take effect after
September 30, 2018 shall be negotiated
between the parties.
Medical — Status Quo
Dental — High Option Dental shall be increased
from $1250 to $1500 effective January 1, 2019;
employee contribution shall remain the same
per pay period:
Single: $1.15
2 Person: $1.73
Family: $5.00
• Deferred Compensation
The County will increase the Employer match
from $1000 to $1500 effective January 1, 2019;
for calendar year 2019.
The County will increase the Employer match
from $1500 to $2000 effective January 1, 2020;
for calendar year 2020.
The County will increase the Employer match
from $2000 to $2500 effective January 1, 2021;
for calendar year 2021.
• Physical Fitness Incentive Program
The County will increase the Physical Fitness
Incentive from $100 to $125 effective January
1, 2019 for each deputy that qualifies for
payment, per calendar year, by meeting the
physical fitness standards set by the Oakland
County Sheriff's Office by December 31st each
year. A deputy meeting the physical fitness
standards by December 31st of each year, will
be eligible for payment in January.
BU 10
NON-ECONOMIC
Contractual:
Article III - DUES CHECK-OFF
As a consequence of Janus v. AFSCME. 585 U.S.
(2018) the parties agree that Article Ill Agency Shop
should be removed from the BU-10 Collective
Bargaining Agreement. In the event that in the future
agency or service fees are determined to be lawful,
the parties agree to bargain over the possible
restoration of Article III Agency Shop to the extent
permitted by law. Article Ill Agency Shop will be
replaced with Article Ill Dues Check-Off set forth
below.
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. Check-off monies will be deducted from
the second paycheck of each month and shall be
remitted together with an itemized statement to
the Union treasurer, within 14 days after the
deductions have been made.
B. Any employee shall cease to be subject to check-
off deductions beginning with the month
immediately following the month in which he/she
is no longer a member of the bargaining unit.
C. Any employee may voluntarily cancel or revoke
the Authorization for Check-Off deduction upon
written notice to the Employer and the Union.
Such voluntary withdrawal from payroll deduction
of Union dues may only occur during the period
specified in the Authorization for Check-Off
deduction form.
D. 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.
BU 10
Article IX - Promotions and filling of Vacancies — add:
C. All members who have taken any promotional
examination shall be given the opportunity to review
the results of their written test score, the oral board
score and the accuracy of the overall score. This
opportunity shall be made available once the test is
completed and the promotion list is compiled.
Specific test questions and answers shall not be
made available, and oral interview notes, questions
and answers shall not be made available.
D. Once all promotional examinations are complete
and the promotional list is compiled, the promotional
list shall be provided to the President of the OCDSA.
Article XIII - Scheduling Leave and Shift Day
Exchange
A. Except in exigent circumstances not reasonably
expected to exceed 30 days, a minimum number
of the bargaining unit employees at a job location
shall be permitted to take annual leave, BU-09
leave, and/or personal leave at the same time.
The minimum number shall be as follows:
Shifts with 1 to 12 employees assigned: one (I)
Shifts with 13 to 22 employees assigned: two (2)
Shifts with 23 to 32 employees assigned: three (3)
Shifts with 33 to 42 employees assigned: four (4)
Shifts with 43 to 52 employees assigned: five (5)
Shifts with 53 to 62 employees assigned: six (6)
Shifts with 63 to 72 employees assigned:seven (7)
Shifts with 73 to 82 employees assigned: eight (8)
Shifts with 83 to 92 employees assigned: nine (9)
Shifts with 93 to 102 employees assigned: ten (10)
D. Once granted, leave time may not be canceled by
the Employer except during times of riot, natural
disasters, and exigent circumstances. With respect to
scheduled leave, the employee may cancel all or part
of his/her granted leave not later than ten (10) days
prior to the actual date(s). After the ten (10) day period
the Employer may authorize the cancellation upon a
showing of good cause by the employee. The ability
to cancel within the ten (10) day period shall not be
unreasonably withheld by the Employer.
BU 10
Article XVII — Shift Preference — add:
F. For purposes of Shift Preferences, all open and/or
vacant positions shall be posted by classification at all
pertinent work locations and provided to the Union for
administration of the selection not less than five (5)
weeks prior to the effective date of the selection,
together with classification seniority lists. The
selection shall be administered by the Union, by
seniority, pursuant to protocols established by the
Union and the Sheriff and shall be completed two (2)
weeks prior to the effective date of the selection. No
more than two Union officials shall administer the
selection without loss of time or pay. Except under
exigent circumstances, if the Employer fails to provide
the open positions for any work locations, the Union
shall administer the bump with the numbers that are
in existence at the time. This shall not preclude a
mutual agreement to waive the five (5) week
requirement set forth above.
1. An employee may elect to choose either:
(a) "Option A", defined as the ability to bump within
the employee's respective location and/or scheduled
leave days (if permanent leave days exist) or;
(b) "Option B", defined as the ability to bump the
lowest seniority employee regardless of location, shift
or leave days or a combination of both.
Article XIX — Overtime
Re-opener on OT provision nine (9) months after the
execution of this Agreement.
B. An employee who wishes to work overtime shall
sign up in KRONOS. An employee may modify
his/her voluntary overtime availability in KRONOS
at any time.
C. Except as set forth in Section L hereof, overtime at
a work location shall be offered to employees at
that location who have signed up in order of
seniority and in accordance with their designated
availability in KRONOS. To the extent practicable,
the voluntary overtime shall be equalized on a
work schedule period basis for employees within a
work location, and for employees hired to work
overtime outside of their current work location.
BU 10
Such opportunities shall be posted weekly for
employee review. Work locations under these
provisions shall be:
1. Patrol Services Division
a) Addison Twp.
b) Oakland Twp.
c) Orion Twp.
d) Independence Twp.
e) Commerce Twp. Lyon Twp.
9) Springfield Twp.
h) Highland Twp.
i) Brandon Twp.
j) Rochester Hills
k) Oxford Twp.
I) Pontiac
m) Parks
n) Complex Patrol
2. Investigative and Forensic Services
3. Communications
4. Corrections
5. MCOLES licensed Forensic Laboratory
employees
6. Fire Investigation Unit
7. Warrants Unit
8. Marine Unit
9. Alcohol Enforcement
10. Traffic
11. Friend of the Court
12.Any and all other recognized work locations
D. Overtime at a work location to fill normally
authorized and staffed positions shall be offered to
employees in the following order:
1. Employees at the work location within the
division where the overtime is available who have signed up
the voluntary list in order of seniority and in accordance with
their designated availability in KRONOS.
2. Other employees within the division where the
overtime is available who have signed up in seniority order
and in accordance with their designated availability.
3. Employees not employed in the division where
the overtime is available in order of seniority and in
accordance with their designated availability in KRONOS
such as, but not limited to, Investigative and Forensic
Services and Corrections (all divisions) in that order and
BU 10
employees willing to work overtime who have not designated
their availability in KRONOS.
4. The Sheriffs Office shall request volunteers to
work the available overtime via departmental radio in all
divisions, starting in the division where the overtime is
located prior to forcing any employee to work the overtime.
The Sheriffs Office will make all reasonable attempts to fill
any needed positions before forcing an employee. This shall
include, but not be limited to, radio and email broadcasts.
5. When hiring overtime more than eight (8) hours
in advance, employees will be offered overtime in order of
seniority and number of hires, employees with the fewest
hires first. This accounting for hires will be based on the
following areas and be credited for hires separately by work
location, Patrol Services, Corrections- all divisions, and
Dispatch. Only hires for four (4) hours or more will count as
hires. Employees will have forty-five (45) to respond to the
offer from KRONOS. Employees will not be penalized for
rejecting the offer. Employees are encouraged to respond as
quickly as possible so that the overtime hiring process can
be completed as quickly as possible.
6. If overtime is being hired (4) hours or more
from the start of a shift, employees have forty-five (45)
minutes to respond to an offer from KRONOS.
7. If overtime is being hired within four (4) hours
or less from the start of a shift employees who do not
immediately respond to KRONOS shall be by passed.
8. An employee must notify the hiring Command
Officer at least four (4) hours before the start time for the
overtime if the employee cannot work the overtime or the
employee will be charged with a refusal. The Command
Officer will cancel the employee in KRONOS and will hire the
next employee available in KRONOS. An employee who
cancels voluntary overtime more than once in a 28 day work
cycle shall be charged for a hire.
9. Where the Sheriffs Office no longer needs all
of the employees hired for overtime, employees will be
canceled in the following order: the employee with the most
hires unless the employee is in the division where the
overtime is to be worked. If two or more employees have an
equal number of hires, then the lowest seniority employee is
cancelled first.
E. If there are insufficient volunteers under the above
provisions the Employer may then order employees
employed in the bargaining unit to work overtime to fill
positions that are normally authorized and staffed on a
full-time basis, by reverse seniority. Lists of forced
BU 10
overtime shall be maintained within each Division. The
lists shall be continuous by seniority and ordered overtime
and will start over at each fall and spring bump. Forced
overtime shall be equalized to the full extent practicable.
All Force lists shall be accessible to employees.
F. Any employee that is signed up for voluntary overtime
and has their name come up for forced overtime on the
same day and shift shall receive credit for the forced
overtime provided they accept the hire. Any employee
working two shifts within a twenty four (24) hour period
and who has their name come up for a force shall be
given credit for a force. The employee must notify the
forcing Sergeant (example: an employee assigned to the
afternoon shift works overtime on the day shift and then
works their regularly-scheduled afternoon shift. If his/her
name is next up on the force list for the midnight shift, and
he/she is called for a force, he/she must notify the forcing
Sergeant that he/she worked overtime on the day shift.
The forcing sergeant will then change the code in
KRONOS that the employee worked the day to reflect the
force credit). New hires shall be placed on the forced
overtime list upon successful completion of training or as
determined by management.
G. COMMUNICATIONS. With the understanding that the
sole intention behind force credit is to encourage
volunteerism, any Dispatch Specialist or Dispatch
Specialist Shift Leader who works an overtime shift on a
voluntary basis and whose name appears at the top of the
force list on the same day shall receive force credit as
though they have been forced to the shift. This provision
does not require the volunteer to relinquish their overtime
shift to anyone else, to cancel it or to have the employee
ahead of them get forced before they receive credit.
Further, this provision does not require an additional
vacancy to develop before force credit is given. Force
credit will be given to the volunteer even if it is the
employee's naturally occurring Friday and even if they
have approved leave time on the following day. The only
criteria are that the Dispatch Specialist or Dispatch
Specialist Shift Leader's name be at the top of the list and
they work at least one (1) hour of the shift.
H. Under no circumstances shall an employee be forced
more than two (2) consecutive times. This does not
prohibit an employee from voluntarily accepting a third
force, however. An employee working his/her scheduled
leave day shall not be considered forcible but may elect to
accept a second shift and receive force credit.
BU 10
J. Employees shall be entitled to "view only" roster access
to KRONOS for a minimum of seven (7) days forward and
seven (7) days back. This shall insure that each
employee's overtime request and force credit is accurate.
L. The private contracts with DTE Energy Music Theater,
Meadowbrook, and Renaissance Festival shall be
handled by qualified personnel by voluntary sign-up in the
following order: Patrol Services Deputies, then to
Investigative and Forensic Services Deputies, then to
MCOLES licensed Deputies in the Corrections and Court
Services bargaining unit. Deputies wishing to be
considered for these positions shall enter this is in
KRONOS. Only the private contracts where an employee
has worked four (4) hours or more shall be counted as a
"hire" for equalization purposes. OWI enforcement,
"CLICK IT OR TICKET", and traffic grants in general shall
be considered a Traffic 416/Alcohol Enforcement location.
NI. Any authorized Deputy who volunteers to work
Dispatch in KRONOS shall be hired in accordance with
the process set forth previously. The hire shall be
considered permanent after twenty four (24) hours from
the start of the shift that the employee was hired for. Up to
that point a Dispatch Specialist or Dispatch Specialist
Shift Leader shall have the right to take that shift. Under
no circumstances shall a deputy be forced in dispatch with
the exception of exigent circumstances.
0. Forced overtime shall be applied as equally as
possible among all employees. Where a position requires
a force, it the employee forced shall be applied to the
employee with the most elapsed time since the last force
and in the following order:
1. Employees not going into their weekend
assigned to Patrol Services.
2. Employees assigned to Corrections Main,
Anex, Enex, and Satellites not going into their
weekend.
3. Employees going into their weekend assigned
to Patrol Services.
4. Employees with an approved VAC, PLV, BU-
10 vacation for the following day that are assigned to
Patrol Services.
5. Employees assigned to the Corrections, Main,
Anex, Enex, and Satellites with an approved VAC,
PLV, BU-10 vacation for the following day.
P. Forcing for DTE Energy Music Theater, Meadowbrook, and
Renaissance Festival shall use the protocol outlined in 0
above. Under all circumstances all forces shall receive credit.
BU 10
Q. In order to receive force credit an employee must work a
minimum of one hour (60 minutes) into the forced shift.
R. Once forced for a shift, the employee may find relief trade,
split or otherwise to fill the shift in question so long as it is
done with qualified relief and the command officer is notified
and approves. The opportunity for the employee to find relief
and approval from the command officer shall NOT be
unreasonably withheld. This provision does not relieve the
command officer of his/her obligation to find relief for a forced
employee. Under no circumstances shall more than one (1)
force credit or one (1) hire credit be given. The originally
forced employee shall be the only recipient of these credits.
Once the forced Deputy finds relief for his/her forced shift that
relief shall not be utilized to relieve anyone other than the
Deputy.
S. Patrol Investigators assigned to sub-stations shall be
subject to a force.
T. Overtime will be equalized on a 28 day cycle in line with
the current shift change schedule.
U. Nine (9) months after the execution of this Agreement the
pail ies will meet to review the operation of this Article and to
bargain over any modifications necessary to insure the proper
operation of this Article and the efficient and equitable
distribution of overtime under KRONOS. Notwithstanding
anything set forth in Article XXVII-Duration, if the parties are
unable to reach agreement on modifications to this Article,
either party may reopen this Article of this labor contract for
negotiations by giving the other party thirty (30) days written
notice.
THE COUNTY OF OAKLAND,
THE SHERIFF'S OFFICE
AND
THE OAKLAND COUNTY DEPUTY SHERIFF'S ASSOCIATION
Law Enforcement Services
OCTOBER 1, 2018 TO SEPTEMBER 30, 2021
1
TABLE OF CONTENTS
AGREEMENT
RECOGNITION
MANAGEMENT RESPONSIBILITY
DUES CHECK-OFF
BASIS OF REPRESENTATION
GRIEVANCE PROCEDURE
BULLETIN BOARDS
SENIORITY
LAYOFF, RECALL AND TRANSFERS
PROMOTIONS
FALSE ARREST INSURANCE
DEFENSE AND INDEMNIFICATION
GENERAL CONDITIONS
SCHEDULING LEAVE AND SHIFT/LEAVE DAY EXCHANGE
BU-l0 LEAVE
HOLIDAYS AND HOLIDAY SCHEDULING
LOCATION PREFERENCE
SHIFT PREFERENCE
SPECIAL ASSIGNMENTS
OVERTIME
ADOPTION BY REFERENCE OF RELEVENT
RESOLUTIONS AND PERSONNEL POLICIES
RETIREMENT BENEFITS (EMPLOYEES HIRED
PRIOR TO 5/27/95)
RETIREMENT BENEFITS (EMPLOYEES HIRED
ON OR AFTER 5/27/95)
MAINTENANCE OF CONDITIONS
ECONOMIC MATTERS
NO STRIKE NO LOCKOUT
STATUTORY EMERGENCY MANAGER LANGUAGE
DURATION
PAGE 1
PAGE 1
PAGE 1
PAGE 2
PAGE 3
PAGE 4
PAGE 7
PAGE 7
PAGE 9
PAGE 10
PAGE 10
PAGE 11
PAGE 13
PAGE 16
PAGE 18
PAGE 19
PAGE 21
PAGE 24
PAGE 25
PAGE 26
PAGE 33
PAGE 33
PAGE 36
PAGE 36
PAGE 36
PAGE 37
PAGE 37
PAGE 37
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
ARTICLE XXI
ARTICLE XXII
ARTICLE XXIII
ARTICLE XXIV
ARTICLE XXV
ARTICLE XXVI
ARTICLE XXVII
III
IV
V
VI
APPENDIX A
WAGES
PATROL INVESTIGATIVE AND FORENSIC SERVICES
MCOLES BONUS
PREMIUM PAY DIVERS
AVIATION UNIT
COURT APPEARANCE
CALL - OUT PAY
PAGE 39
PAGE 41
PAGE 41
PAGE 41
PAGE 42
PAGE 42
VII CLOTHING AND EQUIPMENT PAGE 42
VIII SALARY STEPS/MERIT INCREASES PAGE 43
IX DEFERRED COMPENSATION MATCH PAGE 43
X MILEAGE PAGE 43
XI SHIFT PREMIUM PAGE 44
XII EVIDENCE TECHNICIAN BONUS PAGE 44
XIII PHYSICAL FITNESS INCENTIVE PROGRAM PAGE 44
XIV ON-CALL PAY FOR K-9 UNIT, ARSON UNIT, AND PAGE 46
ACCIDENT RECONSTRUCTION UNIT
XV FIELD TRAINING OFFICER PAY/DISPATCH TRAINING PAGE 46
OFFICER PAY
IV
V
VI
VII
VIII
APPENDIX B
FRINGE BENEFITS
HEALTH BENEFITS
LIFE INSURANCE AND ACCIDENTAL DEATH
AND DISMEMBERMENT COVERAGE
BEREAVEMENT LEAVE
JURY DUTY
PERSONAL LEAVE
ANNUAL LEAVE BUY-BACK PROGRAM
PARENTAL LEAVE POLICY
APPENDIX C
MERIT RULE 17: WORK CONNECTED INJURY
OR ILLNESS
MERIT RULE 23: ANNUAL LEAVE
SHERIFF DEPARTMENT AGREEMENT
(SERGEANT'S PROMOTIONAL EXAM)
LETTER OF UNDERSTANDING CONCERNING
CANINE PROGRAM
GUIDELINES FOR OAKLAND COUNTY
SHERIFF RESERVE PROGRAM
COMPENSATORY TIME PROGRAM
DRUG TESTING POLICY
PAGE 47
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PAGE 51
PAGE 52
PAGE 53
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PAGE 55
PAGE 56
PAGE 61
PAGE 63
PAGE 66
PAGE 68
PAGE 70
PAGE 72
PAGE 74
APPENDIX D
MEDICAL OPTIONS COMPARISON PAGE 80
AGREEMENT
This Agreement is made and entered into this day of 2018, A.D. by and between
the County of Oakland, the Oakland County Sheriff and the Oakland County Board of Commissioners,
hereinafter referred to collectively as the "Employer," and the Oakland County Deputy Sheriff's
Association (hereinafter referred to as the "Union"). It is the desire of both parties to this Agreement to
continue to work harmoniously and to promote and maintain high standards between the Employer and
employees, which will best serve the citizens of Oakland County.
I. RECOGNITION
The Employer recognizes the Union as the exclusive representative of the employees of the
Oakland County Sheriff's Office, for the purposes of collective bargaining with respect to rates of pay,
wages, hours of employment and other terms and conditions of employment, in the following bargaining
unit for which they have been certified and in which the Union is recognized as collective bargaining
representative, subject to and in accordance with the provisions of Act 336 of the Public Acts of 1947 as
amended:
All Deputy I — Patrol and Deputy II — Patrol, Fire Investigators,
Dispatch Specialists and Dispatch Specialist Shift Leaders, but
excluding Forensic Laboratory Specialists, Circuit Court Investigators,
Deputy I — Corrections, Deputy II — Corrections, Supervisors, and
all other employees.
MANAGEMENT RESPONSIBILITY
The right to hire, promote, discharge or discipline for just cause, and to maintain discipline and
efficiency of employees, is the sole responsibility of the Employer except that Union members shall not be
discriminated against as such.
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In addition, the work schedules, methods and means of Department operations are solely and exclusively
the responsibility of the Employer, subject, however, to the provisions of this Agreement.
HI. DUES CHECK-OFF
As a consequence of Janus v. AFSCME, 585 U.S.;138 Sup Ct 2448 (2018) the parties agree that
Article III Agency Shop should be removed from the BU-10 Collective Bargaining Agreement. In the event
that in the future agency or service fees are determined to be lawful, the parties agree to bargain over the
possible restoration of Article III Agency Shop to the extent permitted by law. Article III Agency Shop will
be replaced with Article III Dues Check-Off set forth below.
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. Check-off monies will be
deducted from the second paycheck of each month and shall be remitted together with an
itemized statement to the Union Treasurer, within 14 days after the deductions have been made.
B. Any employee shall cease to be subject to cheek-off deductions beginning with the month
immediately following the month in which he/she is no longer a member of the bargaining unit.
C. Any employee may voluntarily cancel or revoke the Authorization for Check-Off deduction
upon written notice to the Employer and the Union. Such voluntary withdrawal from payroll
deduction of Union dues may only occur during the period specified in the Authorization for
Check-Off deduction form.
D. 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.
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IV. BASIS OF REPRESENTATION
A. There shall be one steward and an alternate steward for each shift for Patrol, Investigative
and Forensic Services, and Emergency Response Preparedness (including Dispatch).
Stewards will be permitted to leave their work, after obtaining approval of their respective
Sergeant/Lieutenant and recording their time, for the purpose of adjusting grievances in
accordance with the grievance procedure and for reporting to the grievant a change in status
of his grievance_ Permission for stewards to leave their work stations will not be
unreasonably withheld. Stewards will report their time to their Sergeant/Lieutenant upon
returning from a grievance discussion.
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.
B. There shall also be one Chief Steward and one alternate Chief Steward.
C. There shall be a grievance committee consisting of the Chief Steward and two other
members to be selected by the Union and certified in writing to the Employer.
The Employer shall meet whenever necessary, at a mutually convenient time, with the Union grievance
committee. The purpose of the grievance committee meetings will be to adjust pending grievances and to
discuss procedures for avoiding future grievances. In addition, the committee may discuss with the
Employer other issues which would improve the relationship between the parties.
D. The following provision was awarded to the Union by Chairman LoCicero in an
Act 312 compulsory arbitration proceeding and is not included here by negotiations.
The Local Union President shall, at his/her option, be scheduled on the day shift, Monday
through Friday. The Local Union President may conduct Union business at the Department,
however, he/she shall not leave his/her work area without the permission of his/her supervisor,
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which permission will not be unreasonably withheld. In no event shall the Local Union President
be paid overtime while conducting Union business.
The privilege of the Local Union President to leave his work during working hours, without
loss of pay, is extended with the understanding that the time will be devoted to the prompt handling
of grievances and Union matters and will not be abused, and that he/she will continue to work at
his/her assigned job at all times except when permitted to leave his/her work.
E. Oakland County Deputy Sheriff's Association Executive Board members may be granted
a leave of absence without pay to attend labor relations-related programs. The seven Executive Board
members may collectively use for both OCDSA bargaining units (Law Enforcement and Corrections) a
total of up to 80 hours of leave without pay. Leave without pay shall be taken in eight (8) hour
increments. Reasonable advance notice shall be given and such leave may not interfere with the personnel
requirements of the Sheriff's Office. Seniority and all fringe benefits shall continue during such leave. No
time will be deducted from any leave banks for said leave.
The Oakland County Deputy Sheriffs Association Executive Board consists of seven members:
President, 2 Vice Presidents, Treasurer, Secretary, Chief Steward, and Alternate Steward. At no time will
more than two Board members be allowed off from a single division.
Labor relations-related programs mean training seminars and other programs concerning
collective bargaining and the grievance arbitration process.
V. GRIEVANCE PROCEDURE
The Employer and the Union support and subscribe to an orderly method of adjusting
employee grievances. To this end, the Employer and the Union agree that an employee should
first bring his/her problem or grievance to the attention of his/her Command Officer, who has the
authority to adjust the grievance, with or without his/her Union Representative, within 45 calendar
days of the occurrence or within 45 calendar days after the Union or the aggrieved becomes aware
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and/or should have been aware of the cause for the grievance. If the matter is not resolved, the
grievance may be brought to the attention of the Undersheriff/designee who will attempt to resolve
the grievance informally with the Union Representative.
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. Grievances shall be processed by the following steps.
By mutual agreement, the parties may waive any steps of the Grievance procedure to expedite the
resolution of differences.
Step 1
If the grievance is not settled informally, it shall be discussed with the Union
Representative and shall be reduced to writing, signed by the aggrieved employee(s) or his/her
Union Representative and submitted to the Undersheriff/designee within the aforementioned 45
calendar days.
Step 2
The written grievance shall be discussed between the Union President/designee and the
Undersheriff/designee. The Undersheriff/designee will attempt to adjust the matter and will give
a written decision within five days (excluding Saturday, Sunday and holidays) of receipt of the
written grievance.
Step 3
Any grievance not settled at Step 2 may be submitted to the next meeting of the grievance
committee comprised of the Sheriffs Office, County Labor Relations and Union Representatives.
Any grievance not submitted to the next grievance committee meeting, by written notification to
the Employer within five days of the Undersheriff/designee's written decision, shall be considered
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dropped. Any matter not settled in Step 3 of the grievance procedure may be submitted to final
and binding arbitration by either of the parties. A request for arbitration must be submitted by
written notice to the other party within 15 days after the Union's receipt of the Employer's written
response indicating the outcome of grievance committee meeting. Receipt by the Union shall
occur on the day the response is hand delivered, e-mailed or mailed to the Union
President/designee. If the response is mailed to the Union office, three days shall be added from
the date of mailing to the time period to demand arbitration.
The grievances upon which arbitration has been demanded shall be referred to one of the
following Arbitrators in accordance with the date of the written grievance, the oldest grievance
being referred first:
1. GEORGE ROUMELL
2. PAUL GLENDON
3. BEN WOLKINSON
4. MARK GLAZER
5. NORA LYNCH
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 appointment of the Arbitrator may be effected by 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. Expenses of arbitration shall be borne
equally by both parties.
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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.
VI. BULLETIN BOARDS
The Union shall provide the Employer with a bulletin board for each work location for
the posting of Union notices bearing the written approval of the President of the Union, which
shall be restricted to:
A. Notices of Union recreational and social affairs;
B. Notices of Union elections;
C. Notices of Union appointments and results of Union elections;
D. Notices of Union meetings;
E. Other notices of bona fide Union affairs which are not political or libelous in nature.
The Employee shall designate a Tx 3' space for said bulletin boards and authorize their
installation.
VII. SENIORITY
A. Seniority is defined as service in the OCDSA-represented Corrections and Court
Services or Law Enforcement bargaining units.
B. New employees may acquire seniority by working one year, in which event the
employee's seniority will date back to the date of hire into the bargaining unit. When the employee
acquires seniority, his/her name shall be placed on the seniority list in the order of his/her seniority
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date. In the event two or more employees have the same seniority date, seniority ranking shall be
determined by the last four digits of the social security numbers, lowest number being given
highest seniority. (Seniority rankings established by the December 14, 1989, agreement shall not
be subject to this method of determining seniority).
C. An up-to-date seniority list shall be furnished to the Union every six months.
D. An employee shall lose his/her seniority for the following reasons:
1. If the employee resigns or retires except where the employee returns within
one year, the employee shall have the unit seniority he/she possessed when
he/she left. In the event the employee returns within one year, the
employee's seniority date shall be adjusted to reflect the employee's period
of absence from the bargaining unit but shall not reduce the amount of
OCDSA seniority the employee possessed while absent from the OCDSA
bargaining unit.
2. If the employee is discharged, and not reinstated;
3. If the employee is absent from work for three consecutive working days
without properly notifying the Employer, unless good cause is established
by the employee;
4. If the employee does not return to work at the end of an approved leave;
5. If the employee does not return to work when recalled from a layoff.
E. If an employee is transferred or promoted out of the OCDSA-represented Corrections
and Court Services bargaining unit or the Law Enforcement bargaining unit and
subsequently returns to either bargaining unit, the employee shall have the OCDSA
seniority he/she possessed when he/she left the OCDSA represented bargaining unit.
The employee's seniority date shall be adjusted to reflect the employee's period of
absence from the bargaining unit but shall not reduce the amount of OCDSA seniority
the employee possessed while absent from the OCDSA bargaining unit.
F. As a condition of hire/promotion, all employees hired/promoted as a Deputy I must
complete any test used by MCOLES as a minimum criteria for becoming a police officer.
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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 workforce, the employees will be laid off in seniority order, with higher-
classified personnel bumping lower-classified personnel, including between OCDSA-represented
bargaining units, based on OCDSA seniority and on capability of performing available jobs, and
shall be recalled in the same order.
B. Recall rights shall expire two years after the layoff or length of service whichever
is less. Employees eligible for recall shall be notified of openings in their classification by certified
mail sent to their last known address, A recalled employee must respond in writing (which
requirement will be spelled out in the written notice of recall) within three working days of receipt
of notice indicating an intent to return to work within two weeks of receipt of the notice.
Failure to return within said two week period shall waive the employee's entitlement to recall. If
the position to which the employee is being recalled has a maximum salary less than the maximum
salary of the position in which he/she held status when separated, the individual may refuse the
position offered and remain on the recall list for time limits specified herein. However, if the
individual accepts a position with a lower maximum salary than the position in which he/she held
status when separated, his/her name shall be removed from the recall list. Employees recalled
under this provision will not be required to be certified from an open-competitive list, nor will they
be required to serve a new one year probationary period.
C. 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.
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IX. PROMOTIONS
A. Sergeant and Dispatch Specialist Leader vacancies will be filled by a promotional
examination. The Sheriff will make his/her selection from the three highest-ranking candidates
who have passed the promotional examination. Employees when promoted will be placed on the
lowest step in the new class which provides an increase over their current rate. Employees and
individuals promoted into the Sergeant and Dispatch Leader classifications shall serve a one (l)
year probationary period.
B. Members of the Law Enforcement bargaining unit shall be eligible to apply for
Forensic Laboratory and Deputy II positions in the Corrections and Court Services bargaining unit.
C. All members who have taken any promotional examination shall be given the
opportunity to review the results of their written scores, oral board scores and the accuracy of their
overall score. This opportunity shall be made available once the test is completed and the
promotion list is certified. Specific test questions and answers shall not be made available. Oral
interview notes, questions, and answer shall not be made available.
D. Once all promotional examinations are complete and the promotion list is certified
the promotional list shall be provided to the President of the OCDSA.
X. FALSE ARREST INSURANCE
Employees covered by this Agreement shall be provided by the Employer with False Arrest
Liability Coverage. The County may purchase Liability Insurance to provide the above protection
or may provide a self insurance program.
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XL DEFENSE AND INDEMNIFICATION
In accordance with Miscellaneous Resolution #85339, adopted November 21, 1985 by the
Board of Commissioners, whenever a claim is made or a civil action is commenced against an
officer or employee of the County of Oakland for injuries to persons Or property allegedly caused
by the officer or employee while acting within the scope of his or her authority, the County shall
pay for all reasonable costs of litigation and engage or furnish the services of an attorney in
accordance with County policy to advise the officer or employee as to the claim and to appear for
and represent the officer or employee in the action. The County may compromise, settle and pay
the claim before or after the commencement of a civil action. Whenever a judgement for damages
is awarded against an officer or employee of the County as a result of a civil action for personal
injuries or property damage caused by the officer or employee while in the course of employment
and while acting within the scope of his or her authority, the County of Oakland shall indemnify
the officer or employee or pay, settle or compromise the judgement. To be eligible for the Defense
and Indemnity obligations set forth in this paragraph, officers and employees shall cooperate in all
respects with Corporation Counsel or assigned counsel in defending the claim or lawsuit.
When a criminal action is commenced against an officer or employee of the County of
Oakland based upon the conduct of the officer or employee in the course of employment, if the
employee or officer had a reasonable basis for believing that he or she was acting within the scope
of his or her authority at the time of the alleged conduct, the County of Oakland shall pay for,
engage or furnish the services of an attorney to advise the officer or employee as to the action and
to appear for and represent the officer or the employee in the action. To be eligible for payment
or reimbursement for counsel, an employee or officer who is charged criminally must immediately
provide notice of and a copy of the criminal charges to Oakland County Corporation Counsel. It
is understood that the bargaining unit member's obligation to provide immediate notice to
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Corporation Counsel of any criminal action requires the member to promptly provide notice as
soon as is practicable, but in no event, not later than fourteen (14) calendar days after receiving
notice of any criminal action. Provided that the employee is otherwise entitled to have the County
pay for the services of an attorney pursuant to this Article, the parties agree to identify a panel of
five (5) attorneys, from which a member may choose and who will provide legal representation.
The County, through the Office of Corporation Counsel, shall select two (2) attorneys, the
Association shall select (2) attorneys and the fifth attorney shall be by mutual agreement. In the
event of a vacancy in the panel it shall be filled by the party who appointed the attorney who left
the panel. In order to be eligible for payment or reimbursement, the member must select an
attorney from the panel. It is understood that the maximum payments from the County shall be
pursuant to the following schedule: Misdemeanors - $5,000; Non-capital Felony - $15,000; and
Capital Felony - $30,000. In the event an attorney provides services through an hourly rate, the
attorney shall provide the County Department of Corporation Counsel with monthly billings that
do not infringe on the attorney-client relationship. However, in no event shall the County be liable
for attorney fees in excess of the amounts set forth above. Separate counts in a criminal complaint
or indictment shall not be aggregated (e.g., a complaint/indictment count for a Non-capital Felony
and another count for a Capital Felony will result in a maximum payment of $30,000; a complaint
or indictment for three (3) separate Misdemeanors will result in a maximum payment of $5,000).
Any attorney's fees in excess of the maximum amount shall be the sole responsibility of the
bargaining unit member.
Per MISCELLANEOUS RESOLUTION #86124, adopted May 8, 1986 by the Board of
Commissioners, "Officer(s) and Employee(s) of Oakland County" are defined to include: Elected
or Appointed Officers and Officials; Employees; Volunteers; all Committees, Authorities,
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Commissions, Boards and Councils, including those incorporated by authority of State or Federal
Law, and all members thereof.
The County may purchase liability insurance to provide the above protection, or may
provide a self-insurance program.
XII. GENERAL CONDITIONS
A. The provisions of this Agreement shall be applied equally and without favoritism
to all employees in the bargaining unit.
B. Employees elected to any permanent full-time Union office or selected by the
Union to do work which takes them from their employment with the County, shall at the written
request of the Union be granted a leave of absence without pay. The leave of absence shall not
exceed two years, but it shall be renewed or extended for similar period any time upon the written
request of the Union_
C. When any position not listed on the wage schedule is filled or established, the
County shall designate a job classification and rate structure for the position. In the event the
Union does not agree that the classification, rate or structure is proper, the County will meet and
negotiate with the Union over the new position, job classification and rate structure prior to
implementation.
D. When an action is to be taken by a specific date, such action must be taken by 1600
hours (4 p.m.) on that date to be considered timely.
E. Except in disciplinary matters or exigent circumstances, any shift transfer shall
require at least five days notice.
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F. The basic work week shall consist of 40 hours worked on five consecutive eight-
hour workdays_ Lunch periods shall consist of a one-half hour period, and shall be arranged to
provide the least disruption of the department' s service and not work a hardship on the employee.
Lunch periods shall occur as close to the middle of the employee's shift as possible, except in
extenuating circumstances.
All unit employees shall be granted one 15 minute break before the lunch period
and one 15 minute break after the lunch period.
G. Unless the employee is receiving payment by direct deposit, monetary benefits shall
be timely paid to unit employees (including but not limited to regular paychecks, short-term
disability, long-term disability, fees and other reimbursements and other payments) and shall be
mailed to the employee's home address on file with the Employer, provided, however, a workers'
compensation recipient may be required to pick up his/her cheek at the County.
If the employee established that picking up his/her workers' compensation check imposes an undue
hardship on him/her, the County will mail the workers' compensation check to him/her.
H. Any party to this Agreement by their principals or their designees may request a
Special Conference in writing on any matter of immediate mutual interest or concern. The
matter(s) subject to the conference, and the identity of the conferees representing the requesting
party, shall be identified in the written request for the conference. Special Conferences shall be
convened within ten calendar days of receipt of the request, shall be arranged at least 24 hours in
advance, and shall be conducted at the County Human Resources offices, unless mutually agreed
otherwise. Unless otherwise agreed, the Union may be represented by not more than three persons.
Members of the Union shall not lose time or pay for time spent in such conferences. Within ten
calendar days of the date of the Special Conference, the responding party or parties shall submit a
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written position statement to the requesting party on the matters taken up in the Special
Conference.
I. Probation periods are recognized as "working test" periods used to supplement
other evaluations to determine whether the employee fully meets the qualifications
of the class. Probation periods are required in all cases of new hires, re-hires, and
promoted employees.
New Hires
The length of the probation period for all employees hired in the bargaining unit
shall be one (1) year_ A new employee into the bargaining unit shall not gain
seniority until they have successfully completed the probationary period.
In the case of new hires, the Union shall represent the employee during his/her
probation period for the purposes of collective bargaining in respect to wages,
hours, and terms and conditions of employment, and in instances where an
employee is separated or suspended for Union activities or other protected
concerted activity.
The Human Resources Department shall send a "Mid-Probationary Period Report"
form to the Department Head at six months. This report shall be completed,
discussed with the employee and returned to the Human Resources Department
prior to the beginning of the seventh month of the probationary period.
The Human Resources Department shall send an "End of Probationary Period"
notice to the Department Head after ten months. The Department Head shall
complete this notice, discuss it with the employee, and return it to the Human
Resources Department before the twelve month probationary period is over.
Promotions
Probationary periods for promotions in this bargaining unit shall be one year. The
Human Resources Department shall send a "Mid-Probationary Period
Report" form for promotional classifications to the Department Head at six
months. This report shall be completed, discussed with the employee and returned
to the Human Resources Department prior to the beginning of the seventh month
of the probationary period.
The Human Resources Department shall send an "End of Probationary Period"
notice for promotional classifications to the Department Head after eleven months.
The Department Head shall complete this notice, discuss it with the employee, and
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return it to the Human Resources Department before the one (1) year probationary
period is over.
In the case of an unsatisfactory promoted employee who has unit seniority, the
Sheriff may revert the employee to his/her former classification. In such instances,
written reasons will be given.
XIII. SCHEDULING LEAVE AND SHIFT/LEAVE DAY EXCHANGE
A. Except in exigent circumstances not reasonably expected to exceed 30 days, a
minimum number of the bargaining unit employees at a job location shall be
permitted to take annual leave, BU-10 leave, and/or personal leave at the same
time. The minimum number shall be as follows:
Shifts with Ito 12 employees assigned: one (1)
Shifts with 13 to 22 employees assigned: two (2)
Shifts with 23 to 32 employees assigned: three (3)
Shifts with 33 to 42 employees assigned: four (4)
Shifts with 43 to 52 employees assigned: five (5)
Shifts with 53 to 62 employees assigned: six (6)
Shifts with 63 to 72 employees assigned: seven (7)
Shifts with 73 to 82 employees assigned: eight (8)
Shifts with 83 to 92 employees assigned: nine (9)
Shifts with 93 to 102 employees assigned: ten (10)
B. Employees submitting written requests for annual, BU-10, or personal leave by
April 15 for the period May 1 through October 31 and by October 15 for the period November 1
through April 30 shall be given preference in order of seniority for scheduling the granting of
annual, BU-10, and personal leave for the applicable periods.
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C. Annual, BU-10 and personal leave may also be requested any time, subject to
availability under Sections A and B above, and shall be granted on a first come, first served basis.
The Employer shall maintain a bid roster for such leave indicating the order of when requests are
received. When two or more requests are received at the same time, seniority shall prevail.
D. Once granted, leave time may not be canceled by the Employer except during times
or riot, natural disasters, and exigent circumstances. With respect to scheduled leave the employee
may cancel all or part his/her granted leave not later than ten (10) days prior to the actual date(s).
After the ten (10) day period the Employer may authorize the cancellation upon a showing of good
cause by the employee. The ability to cancel within the ten (10) day period shall not be
unreasonably withheld by the Employer.
E. A request for shift/leave day exchange shall be submitted prior to the start of the
shift being exchanged. Shift exchanges may be for all or any part of a shift, provided it is at the
beginning or end of a shift. Trades shall be limited to employees whose classifications are the
same. An exception will be made in the Communications Unit (Dispatch) with trades between
Dispatch Specialists and Dispatch Specialist Shift Leaders being allowed. There will be no cross-
divisional trades allowed except at management's discretion. As a minimum, one exchange per
shift will be allowed.
Any Deputy, Dispatch Specialist, or Dispatch Specialist Shift Leader who fails to
work their portion of a leave day exchange shall have that amount of hours deducted from their
leave banks and will be charged an "ill" day on their synopsis sheet. Further, the Deputy, Dispatch
Specialist or Dispatch Specialist Shift Leader shall be prohibited from participating in a shift/leave
day exchange for a period of one year from the date of the infraction.
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XIV. BU-I0 LEAVE
Effective the first pay period following December 1 of each year, bargaining unit members
shall receive five days of BU-10 leave. Employees hired after December 1 shall receive one day
of BU-10 leave for each quarter annual period, or part thereof, between their date of hire and
November 30 (e.g., an employee hired on May 1 would receive three days of BU-10 leave).
Scheduling and use of BU-10 leave shall be subject to the following restrictions:
A. BU-10 leave shall be used and scheduled in the same manner as annual leave,
except that an employee may only use BU-10 leave when his/her annual leave accumulation is less
than two-thirds of the maximum accumulation.
B. Employees may not accumulate BU-10 leave from one year to the next year.
Employees shall be paid for any unused BU-10 leave for the period December 1 to November 30
on the first payday following the end of the pay period which includes November 30. Payment
for unused BU-10 leave shall be at the employee's straight time rate of pay on November 30.
C. Employees separating from County service or leaving the bargaining unit for
other reasons shall be entitled to one day of BU-10 leave for each quarter annual period or part
thereof between their date of separation or leaving the bargaining unit and the prior December 1
(e.g, an employee separating or leaving the bargaining unit June 1 would be entitled to three days
of BU-10 leave for that annlIal period).
Should a separating employee have used more BU-10 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.
December 1 — February 28 = 1St quarter
March 1 — May 31 = 2nd quarter
June 1 August 31 = 3rd quarter
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September 1 — November 30 --- 4th quarter
Employees separated from County service shall be paid at separation for their unused
accumulation of BU-10 leave at the salary rate the employee is being paid on his or her final day
of actual work.
D. The one floating holiday which all employees have enjoyed in the past will not be
subject to the above regulations, but will continue to be governed by the provisions of Merit Rule
26.1.2.
XV. HOLIDAYS AND HOLIDAY SCHEDULING
A. The provisions of the Oakland County Merit System in the Oakland County
Employee's 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.
B. Effective September 11, 2009, the provisions of the Oakland County Merit System
in the Oakland County Employee's Handbook concerning holidays, holiday pay, premium pay and
overtime on holidays shall apply to members of the bargaining unit with respect to: New Year's
Day, Martin Luther King, Jr. Day, Memorial Day, Independence Day, Labor Day, Thanksgiving
Day, Christmas Eve, Christmas Day and New Year's Eve. Christmas Eve and New Year's Eve
shall be treated as holidays in every year without regard to the day of the week on which they fall.
C. At least 10 days prior to a holiday the Employer shall determine its staffing
requirements and affected employees shall be notified at least 10 days prior to the holiday at each
work location. Work locations under these provisions shall be:
1. Patrol Services Division
a) Addison Twp.
b) Oakland Twp.
c) Orion Twp.
d) Independence Twp.
e) Commerce Twp,
0 Lyon Twp.
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g) Springfield Twp.
h) Highland Twp.
i) Brandon Twp.
j) Rochester Hills
k) Oxford Twp.
1) Pontiac
m) Parks
n) Complex Patrol
2. Communications
3. Any other recognized work location.
D. If staffing requirements for the holiday are less than normal staffing requirements, the
Employer shall use the following criteria to fill the available positions:
1. The opportunity to perform the available work shall be offered by seniority to
those employees who are normally scheduled to work the day of the holiday.
The employee must accept the holiday work assignment, by volunteering prior
to the 10 day notification.
2. Holiday assignments shall be made by work location by classification with
Deputy I — Patrol positions filled by Deputy I — Patrol employees and Deputy
II— Patrol positions filled by Deputy II— Patrol employees. These
assignments shall not be interchangeable between classifications under this
procedure.
3. In the event an insufficient number of employees volunteer to work on a
holiday, the Sheriff may require employees, who are normally scheduled to
work the day of the holiday, to work the holiday based on reverse seniority or
the Employer may select by seniority from a list of qualified volunteers who
are normally scheduled to work the holiday.
4. All existing Merit Rules governing pay for holidays shall continue to apply
except as modified by this Agreement.
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XVI. LOCATION PREFERENCE
A. Each year unit personnel shall select their work locations and shifts in order of
seniority from open positions subject to the provisions of this Agreement. Any Deputy off on
workers' compensation, military leave and those employees on short or long term disability are
eligible to participate in the selection in the event the Deputy remains off on one of the above-
listed leaves, the Sheriff may temporarily fill the position until the Deputy returns to duty.
B. For purposes of the selections, all open unit positions shall be posted by
classification at all pertinent work locations and provided to the Union for administration of the
selection not less than five (5) weeks prior to the effective date of the selection, together with
classification seniority lists. The selection shall be administered by the Union, by seniority,
pursuant to protocol established by the Union and the Sheriff, and shall be completed two (2)
weeks prior to the effective date of the selection. No more than two designated Union officials
shall administer the selection without loss of time or pay. Except under exigent circumstances, if
the Employer fails to provide the open positions for any work locations, the Union shall administer
the bump with the numbers that have been provided at the time.
C. "Location" for purposes of the annual selection shall mean the following locations
in the Patrol Services Division: each substation, Traffic-416 Unit, Alcohol Enforcement, Contract
Reinforcement Team, Parks, Marine Unit, and Complex Patrol.
D. On the shift change closest to October 1 of each year, a qualified Deputy requesting
a location will be assigned to the bargaining unit location he/she requested provided he/she has
seniority greater than other Deputies requesting that location. Only written requests on file as of 30
days prior to the date of the shift change on which location preferences go into effect will be
honored. The Sheriff may limit the number of transfers resulting from selections to a specific
location to one-half of the bargaining unit members at such location.
E. Deputies requesting a location transfer must be capable to step in and perform in
competent manner without the necessity for detailed instruction or training. Management shall
not refuse a location preference request because the Deputy has not previously performed the job,
or because it is necessary to describe the proper sequence of the job and its responsibilities.
However, the Sheriff may deny a location preference request for appropriate reasons, but the
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Sheriff's approval shall not be unreasonably withheld. The affected Deputy shall be provided,
upon written request, oral and written explanation for the location preference denial.
F. Requests for location preference shall be subject to the following criteria:
To request a location a Deputy must have at least one year seniority and have
Merit System status in the required classification.
2. Any Deputy transferred pursuant to Es/her request shall be ineligible to submit
another request for location preference for 12 months. This 12 month period
may be waived by the Sheriff upon presentation by the Deputy of extenuating
circumstances acceptable to the Sheriff.
3_ A Deputy who has refused a requested location preference is ineligible for a
location preference request for 12 months.
4. All location preference requests shall automatically expire one year from the
date of the request, unless earlier terminated by written request of the Deputy.
5. Employees desiring a location must submit a location preference request
directly to the Sheriff, with a copy to the Union. All requests shall be time-
stamped upon receipt by the Sheriff.
6. Notwithstanding anything herein in the contrary, the Sheriff may transfer a
deputy from a contracted area when requested to do so by a contracting Mayor
or Township Supervisor/Superintendent or contracting designee as the case
may be.
G. Whenever a bargaining unit location vacancy exists, that vacancy shall be filled by
the most senior qualified Deputy with a valid location preference request pending. If there are not
qualified Deputies requesting transfer to the vacancy, the Sheriff may assign the least senior
qualified Deputy to the vacancy.
H. Within 30 working days after first being transferred to a new location, the Sheriff
may revoke the transfer if it is determined that the Deputy cannot do the new job assignment. In
such event, the Deputy shall be assigned to any existing vacancy within the division and his/her
classification as determined by the Sheriff. At the time the transfer is revoked, the affected Deputy
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shall be provided upon request oral or written explanation for the revocation, and a description of
the training or instruction necessary to enable the Deputy to perform the assignment. A Deputy
who has had a transfer revoked shall not be ineligible to request other transfers, but the Deputy
shall not be permitted to request a transfer to the same position until he/she demonstrates receipt
of the specified training or instruction required to perform the assignment.
1. Deputies granted a location preference under these procedures shall not be
involuntarily transferred from such positon without good cause for a period of one year; provided,
however, that nothing herein shall limit the Sheriff from transferring a Deputy who has been
granted a location request once during said one year for a period not to exceed 90 days for
administrative, instructional, or training purposes, or to meet exigent circumstances. The Deputy
shall be returned to his/her regular assignment not later than 90 days from the date of initial
transfer.
J. Each CRT K-9 shall select a home base (substation) to receive mail and will be
added to the overtime equalization list in that substation based on seniority. The selection of a
substation shall be by K-9 unit seniority with not more than one K-9 Deputy per substation.
The selection of a home base will remain in effect (1) without regard to any temporary
assignment including the length of any temporary assignment and (2) until the CRT K-9 Deputy
choses to move to a different substation by seniority.
K. The Employer and the Union agree that assignments and length of assignments are
at the Sheriff's discretion. The Employer may remove an employee from a Special Unit at any
time but will normally do so prior to the fall bump.
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XVII. SHIFT PREFERENCE
All employees shall be entitled to shift preference selection subject to the conditions as
stated below:
A. In addition to the annn21 October shift and location selection, shift preference,
based on seniority, will be allowed within established work locations beginning with the shift
change closest to April 1.
B. Shifts shall be selected by seniority on a work location by work location basis. All
positions, starting times, and days off, as applicable, within a work location are subject to the
selection. Barring exigent circumstances, starting times shall be maintained through the term of
the selection.
C. All shift preferences are subject to the Sheriff's approval. It is understood that he
will not unreasonably withhold such approval.
D. Shift selection in classifications not currently receiving shift premium will not
entitle such employee to shift premium. However, classifications of employees currently receiving
shift premium will continue to receive said premiums in accordance with existing Merit System
Rules.
E. Shift preference selection shall, in no manner, alter or infringe upon the Sheriff's sole
and exclusive authority to determine job assignments within each work location in accordance
with his professional judgement
F. For purposes of Shift Preferences, all open and/or vacant positions shall be posted
by classification at all pertinent work locations and provided to the Union for administration of the
selection not less than five (5) weeks prior to the effective date of the selection, together with
classification seniority lists. The selection shall be administered by the Union, by seniority,
pursuant to protocols established by the Union and the Sheriff, and shall be completed two (2)
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weeks prior to the effective date of the selection. No more than two Union officials shall administer
the selection without loss of time or pay. Except under exigent circumstances, if the Employer fails
to provide the open positions for any work locations, the Union shall administer the bump with the
numbers that are in existence at the time. This shall not preclude a mutual agreement to waive the
five (5) week requirement set forth above
I. An employee may elect to choose either:
(a) "Option A", defined as the ability to bump within the employee's respective
location and/or scheduled leave days (if permanent leave days exist) or;
(b) "Option B", defined as the ability to bump the lowest seniority employee
regardless of location, shift or leave days or a combination of both.
XVIII. SPECIAL ASSIGNMENTS
A. The Sheriff shall establish qualifications and standards for all special assignments.
They shall be related to the assignment and shall be based on objective rather than subjective
considerations.
B. The positions of patrol investigator, weighmaster, motorcycle officer, school
liaison officer, station desk officer, and the positions currently assigned to the Investigative and
Forensic Services Division shall be deemed "special assignments."
C. In order to be eligible for a special assignment, an employee must have, in addition to
the minimum qualifications as determined by the Employer and provided to the Union, a minimum
of two years of seniority within the department with at least one year of experience in the Patrol
Services Division_ If no qualified Deputy meets the minimum seniority requirements as listed
above, these qualifications shall be waived.
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D. When a vacancy exists in a special assignment position, that vacancy shall be filled
from a list compiled from the Deputies' time-stamped Letters of Interest, on forms provided by
the Union, provided the Deputies meet the minimum qualifications as described in Paragraph C
above. Copies of Letters of Interest should be sent to the secretary of the Union by the Deputy
making the request. Deputies offered a special assignment shall be advised of the expected length
of the assignment.
E. The Sheriff shall make the final decision on the assignment. Selection shall be based
upon an oral interview, which all applicants shall be entitled to, and taking into consideration the
length of service and the ability of each applicant to perform the assignment. In instances where
two or more candidates are deemed to be equal, seniority will be used as a determining factor
provided that the senior candidate has not previously served in a special assignment. This will
provide candidates who are qualified and have not had the opportunity to serve in a special
assignment proper consideration by the Sheriff. Upon selection of the Deputy to be assigned, the
Sheriff's decision shall be sent to the Union, together with a description of the position, and the
anticipated length of the assignment.
XIX. OVERTIME
All time, whether worked or compensated through an employee's use of leave
time, in excess of a normal eight hour working day in the 24 hour period beginning with the start
of the employee's normal working shift that day, shall be considered overtime and credited to the
calendar day in which the 24 hour period began. All working days in excess of five in the
employee's seven day work week shall likewise be considered overtime. Overtime shall be
compensated at the rate of one and one-half times the employee's regular hourly rate. Said rate
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shall be based on the hourly equivalent of the employee's annual salary, including any applicable
service increment, shift differential and temporary change of rate.
In order to make the allocations of overtime equitable and maintain the requirements of
proper staffing, the following procedures shall be utilized for those represented positions in each
division.
A. Except during times of riot, natural disaster, or other exigent circumstances, the
maximum amount of overtime worked by an employee per week shall not exceed 32 hours.
B. An employee who wishes to work overtime shall sign up in KRONOS. An
employee may modify his/her voluntary overtime availability in KRONOS at any time.
C. Except as set forth in Section L hereof, overtime at a work location shall be offered
to employees at that location who have signed up in order of seniority and in accordance with their
designated availability in KRONOS. To the extent practicable, the voluntary overtime shall be
equalized on a work schedule period basis for employees within a work location, and for
employees hired to work overtime outside of their current work location. Such opportunities shall
be posted weekly for employee review. Work locations under these provisions shall be:
1. Patrol Services Division
a) Addison Twp.
b) Oakland Twp.
c) Orion Tvvp.
d) Independence Twp.
e) Commerce Twp.
f) Lyon Twp.
g) Springfield Tup.
h) Highland Twp.
i) Brandon Twp.
j) Rochester Hills
k) Oxford Twp.
1) Pontiac
m) Parks
n) Complex Patrol
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2. Investigative and Forensic Services
3. Communications
4. Corrections
5. MCOLES licensed Forensic Laboratory employees
6. Fire Investigation Unit
7. Warrants Unit
8. Marine Unit
9. Alcohol Enforcement
10. Traffic
11. Friend of the Court
12. Any and all other recognized work locations
D. Overtime at a work location to fill normally authorized and staffed positions shall
be offered to employees in the following order:
1. Employees at the work location within the division where the overtime is
available who have signed up in order of seniority and in accordance with their
designated availability in KRONOS.
2. Other employees within the division where the overtime is available who have
signed up in seniority order and in accordance with their designated availability_
3. Employees not employed in the division where the overtime is available in order
of seniority and in accordance with their designated availability in KRONOS
such as, but not limited to, Investigative and Forensic Services and Corrections
(all divisions) in that order and employees willing to work overtime who have
not designated their availability in KRONOS.
4. The Sheriff's Office shall request volunteers to work the available overtime via
departmental radio in all divisions, starting in the division where the overtime is
located prior to forcing any employee to work the overtime. The Sheriff's Office
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will make all reasonable attempts to fill any needed positions before forcing an
employee. This shall include, but not be limited to, radio and email broadcasts.
5. When hiring overtime more than eight (8) hours in advance, employees will be
offered overtime in order of seniority and number of hires, employees with the
fewest hires first. This accounting for hires will be based on the following areas
and be credited for hires separately by work location, Patrol Services,
Corrections- all divisions, and Dispatch. Only hires for four (4) hours or more
will count as hires. Employees will have forty-five (45) minutes to respond to
the offer from KRONOS. Employees will not be penalized for rejecting the offer.
Employees are encouraged to respond as quickly as possible so that the overtime
hiring process can be completed as quickly as possible.
6. If overtime is being hired four (4) hours or more from the start of a shift,
employees have forty-five (45) thirty to respond to an offer from KRONOS.
7. If overtime is being hired within four (4) hours or less from the start of a shift
employees who do not immediately respond to KRONOS shall be by passed.
8. An employee must notify the hiring Command Officer at least four (4) hours
before the start time for the overtime if the employee cannot work the overtime
or the employee will be charged with a refusal. The Command Officer will
cancel the employee in KRONOS and will hire the next employee available in
KRONOS. An employee who cancels voluntary overtime more than once in a
28 day work cycle shall be charged for a hire.
9. Where the Sheriffs Office no longer needs all of the employees hired for
overtime, employees will be canceled in the following order: the employee with
the most hires unless the employee is in the division where the overtime is to be
worked. If two or more employees have an equal number of hires, then the lowest
seniority employee is cancelled first.
E. If there are insufficient volunteers under the above provisions the Employer may
then order employees employed in the bargaining unit to work overtime to fill positions that are
normally authorized and staffed on a full-time basis, by reverse seniority. Lists of forced overtime
shall be maintained within each Division. The lists shall be continuous by seniority and ordered
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overtime, and will start over at each fall and spring bump. Forced overtime shall be equalized to
the full extent practicable. All Force lists shall be accessible to employees.
F. Any employee that is signed up for voluntary overtime and has their name come up
for forced overtime on the same day and shift shall receive credit for the forced overtime provided
they accept the hire. Any employee working two shifts within a twenty four (24) hour period and
who has their name come up for a force shall be given credit for a force. The employee must notify
the forcing sergeant (example: an employee assigned to the afternoon shift works overtime on the
day shift and then works their regularly-scheduled afternoon shift. If his/her name is next up on the
force list for the midnight shift, and he/she is called for a force, he/she must notify the forcing
sergeant that he/she worked overtime on the day shift. The forcing sergeant will then change the
code in KRONOS that the employee worked the day to reflect the force credit). New hires shall be
placed on the forced overtime list upon successful completion of training or as determined by
management.
G. COMMUNICATIONS. With the understanding that the sole intention behind force
credit is to encourage volunteerism, any Dispatch Specialist or Dispatch Specialist Shift Leader who
works an overtime shift on a voluntary basis and whose name appears at the top of the force list on
the same day shall receive force credit as though they have been forced to the shift. This provision
does not require the volunteer to relinquish their overtime shift to anyone else, to cancel it or to have
the employee ahead of them get forced before they receive credit. Further, this provision does not
require an additional vacancy to develop before force credit is given. Force credit will be given to
the volunteer even if it is the employee's naturally occurring Friday and even if they have approved
leave time on the following day. The only criteria are that the Dispatch Specialist or Dispatch
Specialist Shift Leader's name be at the top of the list and they work at least one (I) hour of the
shift.
H. Under no circumstances shall an employee be forced more than two (2) consecutive
times. This does not prohibit an employee from voluntarily accepting a third force, however. An
employee working his/her scheduled leave day shall not be considered forcible but may elect to
accept a second shift and receive force credit.
I. Should an employee be passed over for overtime, he/she shall be given the option
to work any available open overtime position within the next 30 days. Should the pass over occur
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on a holiday, the employee shall be given the option to work an open position in a succeeding holiday
or any regular work day.
J. Employees shall be entitled to "view only" roster access to KRONOS for a
minimum of seven (7) days forward and seven (7) days back. This shall insure that each employee's
overtime request and force credit is accurate.
K. When an employee on any shift has an approved day off (FLT, PLV, BU-10 or
VAC) for the following day, or the day following is a regular work week leave day, he/she will be
deemed on leave as of the end of his/her shift and not subject to be forced to work overtime except
in accordance with Section 0. This provision shall not affect an employee who wishes to work over
on a voluntary basis. This circumstance will allow this employee to receive credit for a force.
L. The private contracts with DTE Energy Music Theater, Meadowbrook, and
Renaissance Festival shall be handled by qualified personnel by voluntary sign-up in the following
order: Patrol Services Deputies, then to Investigative and Forensic Services Deputies, then to
MCOLES licensed Deputies in the Corrections and Court Services bargaining unit. Deputies
wishing to be considered for these positions shall enter this is in KRONOS. Only private contracts
where an employee has worked four (4) hours or more shall be counted as a "hire" for equalization
purposes. OWI enforcement, "CLICK IT OR TICKET", and traffic grants in general shall be
considered a Traffic 416/Alcohol Enforcement location.
M. Hospital Watch overtime will be filled by volunteers in the following order:
Corrections, Satellite, Road Patrol and Forensic and Investigative Services.
N. Any authorized Deputy who volunteers to work Dispatch in KRONOS shall be
hired in accordance with the process set forth previously. The hire shall be considered permanent
after twenty four (24) hours from the start of the shift that the employee was hired for. Up to that
point a Dispatch Specialist or Dispatch Specialist Shift Leader shall have the night to take that
shift. Under no circumstances shall a deputy be forced in dispatch with the exception of exigent
circumstances. In Dispatch, once an overtime position becomes forcible and the person who is
getting forced states that they do not want the overtime, any Dispatch Specialist or Shift Leader
can then take the overtime shift on a voluntary basis with credit as if they had been forced. The
force credit will be documented and be equivalent to a standard force situation.
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If more than one Dispatch Specialist or Shift Leader wants to take the force out of turn and
receive force credit for the overtime, then the person with the most seniority will be granted the
shift.
0. Forced overtime shall be applied as equally as possible among all employees.
Where a position requires a force, the employee forced shall be the employee with the most elapsed
time since the last force and in the following order:
1. Employees not going into their weekend assigned to Patrol Services.
2. Employees assigned to Corrections Main, Anex, Enex, and Satellites not going
into their weekend.
3. Employees going into their weekend assigned to Patrol Services
4. Employees with an approved VAC, PLY, BU-10 vacation for the following day
that are assigned to Patrol Services.
5. Employees assigned to the Corrections, Main, Anex, Enex, and Satellites with
an approved VAC, PLV, BU-10 vacation for the following day.
P. Forcing for DTE Energy Music Theater, Meadowbrook, and Renaissance Festival shall
use the protocol outlined in 0 above. Under all circumstances all forces shall receive
credit.
Q. In order to receive force credit an employee must work a minimum of one hour (60
minutes) into the forced shift.
R. Once forced for a shift, the employee may find relief, trade, split or otherwise to fill
the shift in question so long as it is done with qualified relief and the command
officer is notified and approves. The opportunity for the employee to find relief and
approval from the command officer shall NOT be unreasonably withheld. This
provision does not relieve the command officer of his/her obligation to find relief for
a forced employee. Under no circumstances shall more than one (1) force credit or
one (I) hire credit be given. The originally forced employee shall be the only
recipient of these credits. Once the forced Deputy finds relief for his/her forced shift
that relief shall not be utilized to relieve anyone other than the Deputy.
S. Patrol Investigators assigned to sub-stations shall be subject to a force.
T. Overtime will be equalized on a 28 day cycle in line with the current shift change
schedule.
U. Nine (9) months after the execution of this Agreement, the parties will meet to review
the operation of this Article and to bargain over any modifications necessary to insure
32
the proper operation of this Article and the efficient and equitable distribution of
overtime under KRONOS. Notwithstanding anything set forth in Article XXVII-
Duration, if the parties are unable to reach agreement on modifications to this Article,
either party may reopen this Article of this labor contract for negotiations by giving the
other party thirty (30) days written notice.
XX. ADOPTION BY REFERENCE OF RELEVANT RESOLUTIONS AND
PERSONNEL POLICIES
All Resolutions which have been passed by the Oakland County Board of Commissioners
on or before September 30, 2018, relating to the working conditions and compensation of
employees covered by this Agreement, and all other benefits and policies provided for in the
Oaldand County Merit System which incorporates the Oakland County Employees' Handbook,
are incorporated herein by reference and made a part hereof to the same extent as if they were
specifically set forth, except as provided and amended by this Agreement.
XXI. RETIREMENT BENEFITS (EMPLOYEES HIRED PRIOR TO 5127/95)
All Resolutions of the Oakland County Board of Commissioners, as amended and in
existence as of the date of this Agreement and as modified by prior collective bargaining
agreements between the parties, relating to Retirement System benefits, and all retirement system
benefits and policies provided for in the Oakland County Employees' Handbook, Oakland County
Merit System, except as provided and amended herein, are incorporated herein by reference and
made a part hereof to the same extent as if they were specifically set forth, subject to the following:
To the extent of any conflict between the provisions below and the Oakland County Employees'
Retirement Program, Oakland County Merit System, or the Oakland County Employees'
Retirement System Restated Resolution, the following provisions shall be controlling'
A. Effective January 1, 1989, all employees with eight or more years of full-time
County service shall be eligible for the Military Buyback Option as developed by the Oakland
County Retirement Commission and approved by the Oaldand County Board of Commissioners.
Employees who were eligible for the Military Buyback prior to the final ratification of this
33
agreement, and failed to exercise the option, will be allowed to buy back up to two years of military
service at the Employer's actual cost as determined by the Employer's actuary.
B. Effective January 1, 1993, with respect to persons who are active employees and
members of the Retirement System on and after January 1, 1993, and who retire on or after January
1, 1993, the requirements for normal retirement will be 25 years of service credit within the
department regardless of age.
C. Effective January 1, 1993, Final Average Compensation will not include overtime
pay with respect to new employees to become employees and members of the Defined Benefit
Retirement System on or after January 1, 1993.
D. Effective with the execution of this Agreement the pension multiplier factor and
employee contribution rate for employees of the Sheriff's Office covered by this Agreement who
participate in the Defined Benefit Retirement Plan shall be as follows:
1. For the first 14 full years of service in the Sheriff's Office, the employee shall
have a multiplier of 2.2% and the employee shall contribute 3% of gross wages
to the Retirement Plan during this time period.
2. Thereafter, for every year of service in the Sheriff's Office beginning with the
employee's 15th year of service in the Department, the employee shall have a
multiplier of 2.5% and shall contribute 5% of gross wages to the Retirement
Plan.
3. The following cap on retirement benefits shall apply: The first 14 full years of
service in the bargaining unit will be based on a 2.2% factor (multiplier) with
all subsequent years of service in the bargaining unit based on a 2.5% factor
(multiplier) up to a maximum of 75% of final average compensation.
E. Effective with the execution of this Agreement, the required employee
contributions (as defined in Section 3 (a) of the Restated Resolution of the Rules and Regulations
governing the Oakland County Employees Retirement System as revised May 21, 1992, excluding
overtime with respect to employees hired on or after January 1, 1993) shall be picked-up (assumed
and paid) by the Employer County of Oakland as employer contributions pursuant to Section 414
(h) (2) of the Internal Revenue Code. Said employer contributions will be paid by the employer
to the Defined Benefit Retirement System Plan and no employee shall have any option of choosing
to receive the amounts directly.
The parties agree to take all action necessary and to cooperate with the Oakland County
Retirement System which will apply for a favorable (private letter) ruling request that (1) the
employee contributions picked-up by the employer shall be treated as employer contributions
34
under Section 414 (h) (2) of the Internal Revenue Code; (2) the employee contributions picked-up
by the employer shall be excludable from the gross income of the employees pursuant to section
414 (h) (2) of the Internal Revenue Code; (3) the employee contributions picked-up by the
employer shall not constitute wages as defined under section 3401 (a)(12)(A) of the Internal
Revenue Code for federal withholding pm-poses until these distributions are distributed to the
employees, and which the Retirement System shall take all action necessary to obtain a favorable
section 414 (h) (2) ruling from the Internal Revenue Service. This 414 (h) (2) arrangement shall
not affect determination of final average compensation for pension contribution purposes.
F. Vested former members must continue to meet the requirements of the Retirement
System Restated Resolution in effect at the time said person terminated their employment and
terminates their membership in the Retirement System as an active employee.
G. During the time period January 1, 2000 to February 28, 2000, all employees who
are participants in the Defined Benefit Retirement Program shall have the option to transfer to the
Defined Benefit Contribution Retirement Plan as set forth in Miscellaneous Resolution 494275,
and as approved by the Internal Revenue Service, based on a multiplier of 2.2%. Only
compensation (as defined by the Plan) earned prior to October 1, 1999, shall be used in calculating
final average compensation for those electing to transfer to the Defined Contribution Retirement
Plan pursuant to this paragraph.
Once an employee elects to transfer from the Defined Benefit Retirement Program to the
Defined Contribution Retirement Plan that employee shall not be eligible to be a participant in the
Defined Benefit Retirement Program at any time thereafter.
H. The County shall make the following contributions and matching contributions to
the Defined Contribution Retirement Plan for employees hired prior to May 27, 1995:
1. For fiscal year 1999 the County shall contribute 10% of base wages and the
employee shall contribute 3% of base wages toward the Defined Contribution
Retirement Plan.
2. For fiscal year 2000 the County shall contribute 11% of base wages to the
Defined Contribution Retirement Plan and the employee shall contribute 4% of
base wages to the Retirement Plan.
3. For fiscal year 2001 the County shall contribute 12% of base wages to the
Defined Contribution Retirement Plan and the employee shall contribute 5% of
base wages to the Retirement Plan.
35
XXII. RETIREMENT BENEFITS (EMPLOYEES HIRED ON OR AFTER 5/27195)
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 is Miscellaneous Resolution #94185.
A. The County and the employee shall make the following contributions to the Defined
Contribution Retirement Plan: Effective with the pay period following September 11, 2009, the
County shall contribute 10% of base wages to the Defined Contribution Retirement Plan and the
employee shall contribute 3% of base wages to the Defined Contribution Retirement Plan.
B. Employees hired on or after May 27, 1995, shall only be eligible to receive
Retirement Health Care Benefits as set forth in the Miscellaneous Resolution #94292.
C. The Retirement Health Savings Plan, as passed by the Board of Commissioners in
Miscellaneous Resolution #05258, shall apply to all employees hired after February 9, 2012,
except that the annual amount to be contributed by the County each year shall be Three Thousand
Two Hundred and Fifty ($3,250.00) Dollars. Such employees shall not be eligible to participate
in the Retiree Healthcare System as set forth in Appendix B.
XXIII. MAINTENANCE OF CONDITIONS
Wages, hours and conditions of employment legally in effect at the execution of this
Agreement shall, except as improved herein, be maintained during the term of this Agreement. No
employee shall suffer a reduction in such benefits as a consequence of the execution of this
Agreement.
XXIV. ECONOMIC MATTERS
The Agreement between the parties on economic matters are set forth in Appendix A and
Appendix B attached hereto and are incorporated into this Collective Bargaining Agreement,
subject to the terms and conditions thereof.
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XXV. NO STRIKE — NO LOCKOUT
Under no circumstances will the Union cause or authorize or permit its members to
cause, nor will any member of the bargaining unit take part in any strike, sit-down, stay-in or
slowdown or any violation of any State law. In the event of a work stoppage or other curtailment,
the Union shall immediately instruct the involved employees in writing that their conduct is in
violation of the contract and that all such persons shall immediately cease the offending conduct,
The Employer will not lock out any employees of the bargaining unit during the term of
this Agreement.
XXVI. STATUTORY EMERGENCY MANAGER LANGUAGE
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,
XXVII. DURATION
This Agreement shall remain in full force and effect until midnight, September 30, 2021.
The Agreement shall be automatically renewed from year to year thereafter unless either party
shall notify the other in writing 60 days prior to the anniversary date that it desires to modify the
Agreement. In the event that such notice is given, negotiations shall begin no later than 60 days
prior to the anniversary date. This Agreement shall remain in full force and be effective during
the period of negotiations and until notice of termination of this Agreement is provided to the other
party in the manner set forth in the following paragraph.
37
In the event that either party desires to terminate this Agreement, written notice must be
given to the other party no less than 10 days prior to the desired termination date which shall not
be before the anniversary date set forth in the preceding paragraph.
It is agreed and understood that the provisions contained herein shall remain in full force
and effect so long as they are not in violation of applicable statutes and ordinances and remain
within the jurisdiction of the County of Oakland. Each and every provision of this Agreement or
any other agreement between the parties shall be in accordance with the law.
In the event that any such provision becomes invalid by operation of law, the remaining
provisions shall nevertheless remain in full force and effect
OAKLAND COUNTY DEPUTY
SHERIFF'S ASSOCIATION
OAKLAND COUNTY BOARD OF
COMMISSIONERS
Michael J. Gingell, Chairperson
OAKLAND COUNTY SHERIFF
Michael Bouchard
OAKLAND COUNTY EXECUTIVE
L. Brooks Patterson
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APPENDIX A
I. WAGES
DEPUTY I Base 1yr 2yr
$1,534.80 $1,661.01 $1,762.32
3yr 4yr
$1,929.96 $2,129.00
Syr Syr
$2,292.17 $2,519.09
$2,330.63 $2,557.55
FY-2019 Bi-weekly
MCOLES Bonus
Roll-in Bi-weekly
FY-2020 Bi-weekly $1,565.50 $1,694.23 $1,797.57 $1,968.56 $2,171.58 $2,338.01 $2,569.47
MCOLES Bonus
Roll-in Bi-weekly $2,376,47 $2,607.93
FY2021 Bi-weekly $1,596.81 $1,728.11 $1,833.52 $2,007.93 $2,215.01 $2,384.77 $2,620.86
MCOLES Bonus
Roll-In Bi-weekly $2,423.23 $2,659.32
DEPUTY II Base 1yr 2yr 3yr 4yr 5yr
FY-2019 Bi-weekly $2,070.88 $2,220.22 $2,369.72 $2,540.02 $2,632.86 $2,817.98
MCOLES Bonus
Roll-in Bi-weekly $2,856.44
FY-2020 Bi-weekly $2,112.30 $2,264.62 $2,417.11 $2,590.82 $2,685,52 $2,874.34
MCOLES Bonus
Roll-in 81-weekly $2,912.80
FY2021 Bi-weekly $2,154.55 $2,309.51 $2,465.45 $2,642.64 $2,739.23 $2,931.83
MCOLES Bonus
Roll-in 81-Weekly $2,970.29
DISPATCH SPECIALIST Base 1yr 2yr 3yr 4yr
FY-2019 8i-weekly $1,546.71 $1,612.12 $1,742.69 $1,873.32 $2,003.90
Syr Syr
$2,164.22 $2,385.42
FY-2020 Bi-weekly $1,577.64 $1,644.36 $1,777.54 $1,910.79 $2,043.98 $2,207.50 $2,433.13
FY 2021 Bi-weekly $1,609.19 $1,677.25 $1,813.09 $1,949.01 $2,084.86 $2,251.65 $2,481.79
DISPATCH SPECIALIST SHIFT
LEADER Base lyr 2yr
FY- 2019 Bi-weekly $2,335.27 $2,407.69 $2,573.85
FY-2020 8I-weekly $2,381.98 $2,455.84 $2,625.33
FY 2021 Bi-weekly $2,429.62 $2,504.96 $2,677.84
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FIRE INVESTIGATOR Base
FY-2019 Bi-weekly $2,850.42
MCOLES Bonus
Roll-in Bi-weekly $2,888.88
FY-2020 Bi-weekly $2,907.43
MCOLES Bonus
Roll-in 13i-weekly $2,945.89
FY 2021 Bi-weekly $2,965.58
MCOLES Bonus
Roll-in Bi-weekly $3,004.04
Should a general wage increase greater than 2% be provided to the general, non-represented
employee groups for FY2019 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 FY2020 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 FY2021 then this bargaining unit would be entitled to the same increase at the same
time and in the same manner.
All persons hired shall progress in accordance with the salary schedules established herein,
except that the Sheriff shall have the discretion to hire or promote persons into this bargaining unit
with prior public safety experience and may place them at a step in the salary schedule that is
consistent with this public safety experience, and except further that the Sheriff may advance an
employee on the salary schedules to a higher step if the Sheriff determines that the employee's job
performance warrants such advancement.
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IL PATROL AND INVESTIGATIVE AND FORENSIC SERVICES MCOLES BONUS
Each MCOLES Licensed Deputy or Fire Investigator who has completed five full years of service
as an MCOLES Licensed Deputy shall be eligible to receive an annual $1000 bonus, paid on a pro-rated
basis throughout the year, provided that they remain an MCOLES Licensed Deputy. The MCOLES
bonus will be paid as follows: The $1000 annual bonus will be divided by 2080 hours and the resulting
amount will be added to the base rate of pay of each Deputy and will be paid as part of the Deputy's bi-
weekly wages. The bonus will cease to be paid during any time that the Deputy is not functioning as an
MCOLES Licensed Deputy.
III. PREMIUM PAY DIVERS
A. Divers shall receive straight time pay for on-duty hours of work.
13. For all hours on the job other than on-duty hours, the diver shall receive time and one-
half pay.
C. The Divers shall receive premium pay of $4.00 per hour over and above the rates set
forth in sections (a) and (b) above when performing diving activities.
D. When diving under the ice, divers shall receive premium pay of $8.00 per hour over and
above the rates set forth in sections (a) and (b) above.
*Computation of the $4.00 per hour and $8.00 per hour premium shall be computed to the nearest one-
half (1/2) hours.
IV. AVIATION UNIT
A. While assigned to the aviation unit, an employee will receive a $500 annual bonus to be
paid bi-weekly.
B. Overtime: Except as limited by Federal Aviation Administration rules and regulations,
all overtime in the Aviation Unit shall be rotated and equalized among all officers
assigned to the Aviation Unit.
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V. COURT APPEARANCE
When Deputies are required to appear in court, they shall be compensated at the rate of time and
one-half for all time spent in court under the following conditions:
A. A case must be of a criminal nature or related to traffic enforcement.
B. The Deputy is appearing on behalf of the department at a deposition or a civil matter.
C. The Deputy must be off duty at court time.
A Deputy shall be guaranteed a minimum of two hours pay per day except where a Deputy is off
duty and called into work and appears in court on his/her scheduled day off (not vacation, personal leave
day, etc.) the Deputy shall receive a minimum of three (3) hours pay.
VI. CALL-OUT PAY
The County will guarantee a minimum of two hours of pay at the employee's applicable rate to an
employee who has checked out, gone home and is then called out for additional work. Should an employee be
called out on a leave day he/she shall be entitled to three hours work or pay at the employee's applicable rate.
Where an employee is called into work while off duty and the call-in is cancelled within 60 minutes of the
beginning of the shift, the employee shall be paid two (2) hours at 1.5 times the employee's regular rate of pay
and shall not be required to work (The minimums set forth in the first two sentences shall not apply). Call-
outs must be non-contiguous to the employee's regular shift and for other than court appearance to be
compensable under this article. Call-out pay shall be calculated beginning upon arrival at the work site and
shall end upon the employee leaving the work site.
VII. CLOTHING AND EQUIPMENT
A. Effective January 1, 2001, 25 non-uniformed Deputies required by the Sheriff to
wear suit and tie shall receive a clothing and cleaning allowance at an annual rate of $500.00, payable
in installments of $250.00 in June and $250.00 in December.
B. Should the number of non-uniformed Deputies qualifying for this allowance exceed
25, the allowance shall be limited to the 25 highest seniority Deputies. Should new grants or patrol
contracts approved by the Board of Commissioners contain provisions for clothing allowance, the
officers assigned to the new positions will be eligible for the allowance.
C. All guns, uniforms and equipment supplied by the County will remain County
property and separating Deputies will be required to return all uniforms and equipment to the Sheriff.
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D. The County will provide cleaning of uniforms for uniformed personnel of the
Department and it is understood that the individuals will not abuse this privilege by requesting
excessive cleaning_
VIII. SALARY STEPS/MERIT INCREASES
Any salary step increase for an employee who satisfactorily performs and is approved for
such increase by the Sheriff shall become effective within 10 working days after receipt by the
Sheriff's Office of the appropriate notice of eligibility for salary step increase and said salary step
increase shall not be denied unless the Sheriff disapproves the salary step increase within the aforesaid
period.
IX. DEFERRED COMPENSATION MATCH
The County has a 457 (b) Deferred Compensation Plan. The County matches the first $300
contributed to the 457 (b) Plan by a Deputy/Dispatcher each calendar year. Effective January 1, 2017,
the County will match the first $1000 contributed to the 457(b) Plan by a Deputy/Dispatcher each
calendar year. The County will match the first $1500 contributed by the employee per calendar year
to the County 457(a) Deferred Compensation Plan effective January 1, 2019. The County will match
the first $2000 contributed by the employee per calendar year to the County 457(a) Deferred
Compensation Plan effective January 1, 2020. The County will match the first $2500 contributed by
the employee per calendar year to the County 457(a) Deferred Compensation Plan effective January
1,2021.
X. MILEAGE
Effective September 11, 2009, the General Travel Regulation's mileage reimbursement
rate shall be the IRS rate per mile.
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XL SHIFT PREMIUM
The shift premium for the Dispatch Specialist and Dispatch Specialist Shift Leaders shall
be $.50.
XII. EVIDENCE TECHNICIAN BONUS
Effective January 1, 2013, the employer agrees to pay a $200 annual bonus to employees
classified as Deputy I or Deputy II who meet the certification requirements of an Evidence Technician
and are assigned to those duties. The Sheriff shall have sole discretion when assigning Deputies to
Evidence Technician duties.
To qualify for the Evidence Technician Bonus, a Deputy I or Deputy II within the Patrol
Services Division must have successfully completed the Oakland County Sheriffs Evidence
Technician training course and be recognized by the Sheriffs Office as eligible and able to perform
the duties of an Evidence Technician.
The $200 annual bonus will be paid on the closest pay period to December 1st each calendar
year. Any Deputy I or Deputy II that meets the certification requirements and is assigned as an
Evidence Technician during the course of the calendar year will be paid on a pro-rated basis.
It is understood that no more than 100 deputies shall be designated as Evidence Technicians
in any one calendar year.
XIII. PHYSICAL FITNESS INCENTIVE PROGRAM
The Physical Fitness Incentive Program is voluntary.
Each Deputy can qualify for a $125 payment per calendar year by meeting the physical
fitness standards set by the Oakland County Sheriff's Office by December 31 each year. A Deputy
meeting the Physical Fitness standard by December 31' of each year will be eligible for this $125
payment in January of each year.
The Physical Fitness Incentive Program standards are attached to Appendix A of this
Agreement.
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Oakland County Sheriffs Office
Command Officer Fitness Performance Test
The °Wand County Sheriffs Office Command Miter Pima Perforrnarxz Test co n Sls IS Of the hainW five events, Participents must successfully comp!ete all Eve events to successfully complete the
Rims Perfomence Test
Push Ups Mel
The Prish,Up is an evert that measures upperbady strength, You will be:altered to do at least 20 to pass successfully. You begin with your hands shourdaqdth apart and feet no room than six Inches apart, To complete this event you WI:
Start in the '1,11 poslilon with elbows lacked,
• MovedawnWattlfseaping your legs, hips, and torso in the same plane,
Birks the Indicator WO yoUrbreaelbane, • keturn to theffur position keeping your tags, hips, end torso in the same plane,
sit. Hos 1101
The Sit-11p eventmeasures care bodystrengitt, You will be required to complete 3G Sit-Ups to pass
this event. YoU WU begin by WV on yourbaok on a gym mat Your knesswill be bent SO degree.% with feet Eat on Dobai., Your hands win ha behind your head, grid another participant will hold your feet to ihe Roan To oornplete this event you 1,vith
• -Raise yin urshoulders from the Mat, keeping your hands behind your bead.
• ToUch your elbows la yourkrrew, . . • Return-fa IIPS ma; undraped.
Prank 11 Minute)
This eVentwill Messige core ba dyskenglb. Youvelli be required to get into and maintain the MO posllion forone Mate,
3,, Begirt by lying fam down on a Mat Nigro on forearms wfifi palms flat on the floor, > Push off the floor, raising up onto loss end rest(ng on elbow% ' • Keep your back flat, in astraightltho tram head to heels, maintaining Ras pusilion Prone
minute.
too Yard 8printOS seconds or (ass
This even t1/411 measure Cardf0-respiratory capacity and fewer body strength. You be given up to 55 seconds losprint IOU yard&
One Nib sun. (12 tnTrtUtsg or lass)
Th a o ne.mlfe run lean event Met Measures ooittiO4SSpiratory capacity and includes elements of
cardiovascular endurance, aerobic power, and agility. You wilt be given up to twelve minutes to
complete the run,
XIV. ON-CALL PAY FOR K-9 UNIT, ARSON UNIT, AND ACCIDENT
RESCONSTRUCTION UNIT
The Arson Unit, K-9 Unit and Accident Reconstruction Unit may designate one Deputy
for each Unit to be on-call for a day (24 hour period). The Deputy who is designated as on-call and
drives a Unit vehicle home for the night or weekend, shall receive one hour of pay at straight time for
each 24 hour period the Deputy is on-call. If the Deputy is called into work, the Deputy shall not
receive on-call pay for that day. On-call pay shall be paid in cash (wages), not compensatory time.
XV. FIELD TRAINING OFFICER PAY/DISPATCH TRAINING OFFICER PAY
A Deputy or Dispatch Specialist designated by the Sheriff's Office as a Field Training
Officer ("FTO") or Dispatch Training Officer ("DTO") and assigned by a Command Officer to train
a probationary bargaining unit employee, shall receive one hour of pay at his/her overtime rate (1.5)
for each full eight (8) hour shift the FTO or DTO spends with the employee training him/her. FTO
and DTO pay shall be in wages, not compensatory time.
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APPENDIX B
I. FRINGE BENEFITS
A. In addition to the provisions of this Agreement which are controlling to the extent
of any conflict with the provisions of the Oakland County Employees' Handbook and/or the Oakland
County Employees' Retirement System Restated Resolution, for the following fringe benefits, refer
to the Oakland County Employees' Handbook:
1 Injury on the job — see Merit Rule 17 which has been set forth in Appendix
C.
2. Leave of Absence/Family Leave.
All provisions of Merit Rule 21 (Family Leave) will be implemented for
members of the Oakland County Deputy Sheriffs Association except the
requirement to exhaust all leave banks prior to the use of leave without pay.
Members of the Oakland County Deputy Sheriffs Association will be
provided the option to elect to use leave without pay or applicable leave
banks during the first 30 days of an approved Family Leave. However, once
the leave has commenced, an employee will not be able to change his/her
decision regarding the use of leave without pay or applicable leave banks
during this 30 day period. Should the Family Leave extend beyond 30 days,
the requirement to exhaust leave banks will be in effect.
3. Longevity
Merit Rule No. 2, Section VII, "Service Increment Pay," shall not apply to
any employee hired after March 15, 1984.
4. Medical Coverage
Effective January 1, 1997, employees retiring from County employment
with 25 years of service within the Department shall be eligible for County
paid medical and master medical health coverage at the time of retirement
regardless of age.
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 payment.
Eligibility for County-provided medical coverage while on LTD shall be as
follows: An employee on LTD will be eligible for County-provided medical
coverage for up to six months from the date of LTD eligibility, provided
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he/she has applied for and was turned down for Social Security Disability
and Medicare and have no other medical coverage available and providing
the employee has not allowed his/her medical coverage to lapse.
5. Sick leave.
6. Retirement.
7. Annual Leave — see Merit Rule 23 which has been set forth in Appendix C.
8. Disability Coverage.
9. Tuition Reimbursement
Effective September 20,2014 tuition reimbursement shall be increased to
$1400 per session/semester with a maximum annual reimbursement of
$4,200 per fiscal year.
B. The fringe benefits modified in previous collective bargaining agreements shall continue in
effect as modified and described above and in Appendix B, II set forth hereafter.
IL HEALTH BENEFITS
All Health Care Benefits set forth herein are subject to the employee contributions where
applicable and to the terms and conditions of the plan. The Employer has the right to select and
change any and all insurance plans/policies, insurance carriers, plan providers or become self-insured
provided the benefits stated herein remain substantially the same. All insurance benefits set forth
herein apply to active employees and their dependents only.
A. Effective February 9, 2012, the employees in this bargaining unit shall make the
following healthcare contributions (contributions are hi-weekly, pre-tax).
PPO1
PPO2
PPO3
HMO
Traditional BC/BS*
Single
$32
$42
$16
$32
$52
2 person
$65
$70
$35
$65
$89
Family
$75
$85
$45
$75
$94
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*Employees hired on or after January 1, 2000, or any employee who was eligible and
subsequently elected a different plan is not eligible for the traditional health plan.
**HAP Employees hired on or after February 9, 2012, or any employees who were eligible
and subsequently elected a different plan are not eligible to enroll in the Health Alliance
Plan (HAP).
B. Effective January 1, 2010, through December 31, 2012, prescription co-pays for all
employees shall be:
$5 — Tier 1
$10— Tier 2
$25 — Tier 3
C. Effective January 1, 2013, prescription co-pays for all employees shall be:
$5 Tier 1
$20 — Tier 2
$40 — Tier 3
D. Effective January 1,2013, a $100 co-pay will be established for emergency room visits.
For coverage with Blue Cross and Blue Shield the deductible will be waived if admitted
or accidental injury. If coverage is with Health Alliance Plan, the emergency room co-
pay will be waived if admitted. (Services at authorized urgent care facilities as indicated
by Blue Cross and Blue Shield and Health Alliance Plan are not subject to the
emergency room co-pay.)
E. Effective January 1, 2010, Master Medical Deductibles and office co-pays for all
employees shall be:
$200 Single/$400 Family (FPO, Traditional)
$20 Office Co-pay (PPO, HAP)
$25 Emergency Room Co-pay (HAP)
CMM plan's coverage of office visits, emergency room visits remain the same.
F. Effective September 11, 2009, employees shall not receive any incentive payments
or rebates for selecting CMM, PPO or POS healthcare plans.
49
G. 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 III services. The maximum per individual per
calendar year is $1,000. The maximum for orthodontia per individual is $1,000.
Employees have the option of selecting a High Option Plan during open enrollment.
Employees selecting the High Option Dental Plan rather than the Standard Dental Plan
shall pay, through payroll deduction, the amount established annually by the employer. The
maximum per individual per calendar year shall be $1500.
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.
H. 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
50
Vision Plan shall pay, through payroll deduction, the amount established annually by the
employer.
Any employee who has their glasses damaged while on duty performing] ob related
functions shall have the cost of the replacement glasses paid by the County to a maximum
of $250 (after utilization of any vision insurance).
HI. 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. ACC1DENTIAL 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.
IV. BEREAVEMENT LEAVE
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In the event of the death of a member of unit employee's immediate family or
household, i.e., where the deceased bears the relation of spouse, child, parent, sibling,
guardian, grandparent, or grandchild, or is a member of the employee's household (i.e.,
resides in his or her residence at the time of death), the employee shall be granted a paid
leave of three consecutively scheduled work days. 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 or his designated representative of eligibility for said leave by written application
on forms provided by the Human Resources Department prior to use of the leave. Such
time off shall not be debited from an employee's established leave banks.
Should the death of a member of a unit employee's immediate family or household
occur while the employee is on a scheduled vacation, he/she shall be eligible for the paid
leave provided herein, provided he/she notifies the Sheriff or his/her designated
representative prior to the date of the funeral and attends the funeral.
V. JURY DUTY
Employees required to serve on jury duty will be paid as if they were at work and
will be considered to be assigned to the day shift until the termination of jury duty. Jury
52
service constitutes a regular fall day's work, unless the employee is released by the Court
before its afternoon session. In such event, the employee shall consult with his/her
Sergeant/Lieutenant as to whether he/she should return to work. Compensation is to be for
no more than 40 hours per work week.
Employees on jury duty leave will continue 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 Sheriff's Office.
VI. 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 one (1) year 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:
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Those employees whose probationary period falls within two calendar years
will receive a pro-rated amount of personal leave days calculated from the
date of hire through the end of the calendar year in which they were hired.
In addition, these employees will receive five personal leave days for the
calendar year in which their probationary period is completed.
Those employees whose entire probationary period falls within a single
calendar year will receive a prorated amount of personal leave days
calculated from their date of hire through the balance of the calendar year
in which they were hired.
C. ACCUMULATION OF PERSONAL LEAVE
1. Employees may accumulate up to a total of 18 Personal Leave Days. Once
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.
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/her designee shall be responsible for
reviewing employee requests for personal leave under this sub-section and
determining their validity. The Sheriff or his/her designee may refuse to allow
use of Personal Leave when circumstances give rise to suspicion of abuse (e.g.,
where there is a pattern in the use of leave days, etc.), in such cases, an employee
may be required to provide information including documentation to substantiate
the reason for the absence.
3. Employees unable to work their shift shall notify the Sheriff or his/her 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 Alumni leave just
as if they were on the job.
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2. Legal holidays which are counted as days off with pay by the County shall not
be deducted from an employees 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
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.
VII. 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.
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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.
VHI. OAKLAND COUNTY PARENTAL LEAVE POLICY
I. PURPOSE
This policy provides for six (6) weeks of paid Parental Leave after the birth, or
adoption, of a new child to provide parental bonding time for Oakland County
employees.
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.
III. PAY AND BENEFITS DURING PARENTAL LEAVE
A. Parental Leave is paid at 100% of an employee's current straight time rate of pay
for six consecutive weeks (40 hours per week, maximum hours to be paid 240 hours).
13_ Benefits continue during Parental Leave.
C. All benefit contributions will be deducted from an employee's bi-weekly payroll check.
D. Employees will continue to accrue leave time while on Parental Leave.
E. Parental Leave does not impact an employee's benefit date.
IV. USING PARENTAL LEAVE
A. Parental Leave may not be used for the five day waiting period before
short-term disability begins.
B. Parental Leave must be used for six (6) consecutive weeks. Unused Parental Leave
will be forfeited if the employee chooses to return to work before the end of the six
(6) week Parental Leave period.
C. Intermittent Parental Leave is not permitted.
56
D. Parental Leave for the mother will begin immediately after the termination of short
term disability; termination of short-term disability will be verified.
E. Parental Leave for the father or spouse will begin the day after the birth event.
F. Parental Leave will begin the day of the adoption or placement for adoption for
mother, father, or spouse.
G. Parental Leave will be granted per birth or adoption event; multiple births or
adoptions in one event does not increase the amount of Parental Leave time granted.
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.
B. Employees must submit sufficient documentation of birth, or placement for adoption
to the Human Resources DepartmenvRecords 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, FAINTLY 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 Hit PARENTAL LEAVE POLICY
A. Exceptions to the Parental Leave policy may be sought in extreme cases by
57
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.
MOU parental leave agreement
58
IVJEMORANDUIV1 OF AGREMNT
PARENTAL LEAVE
Now comes the Oakland County Deputy Sheriffs Association Law Enforcement unit and
°Wend *County and the Oakland Co unty5h eriffs Office (Oaldarici County and the Oakland
county Sheriff's Office shall hereinafter be referred to as f(Courityl and hereby enter into this
M ern °ran durh of Agreerrynnibas913 tife folfgWingfactk . -
A. The Oakland county Board of Commissioners passed a Parental Leave Policy, a cop
y
o
f
which is attached hereto, on June 20, 2015, effectiveiune25, 2015,
R. The parties have discussed the Immediate Implementation ofthls Polley so that
bargaining mit members will not miss the opportunity to take Parental Leave should the
parties wait until contract expiration to implement the Parental Leave Policy,
Now therefore the parties agree asfollows;
1, The Parental Leave Policy (copy attached hereto) will.be implemented effective J
u
n
e
2
5
,
2015,
2. The Parental keave Polley shall remain In effect fo r the length of the Labor Contract
which the parties are currentiy negotiating (term to begin-October 1, 2015), except that
either party may termlnatethe Parental Leave policy effective September BO, 2017, in
orderto exercise this termination provision either party must provide the other party
with written rictice ofterminatron at least slay (50) days'prlorto"September 30,2011.
OCDSP, Date Oakland County Sheriffs office Date
LJ-eta,ru.5r" • "7"3-eig410
\-?(Z,
Cain-and County bate
.51 i i
APPENDIX C
Attached hereto is Merit Rule #17 (Work Connected Injury of Illness), Merit Rule #23 (Annual Leave);
Letters of Agreement regarding the Sergeants' Promotional Exam; Canine Program; Use of Reserves;
Compensatory Time Program; and Drug Testing Policy.
50
17„ WORK CONNECTED INJURY OR
ILLNESS
17.1 REPORTING
County employees shelf report all Injuries of illnesses, arising directly from their
County employment to their department head immediately,
17,t2 Department heads shall report all such injuries or Illness to the Risk
Management Department Immediately on "Report of Injury on the Job" forms. •
17,2 TREATMENT
172,1 The ordering of an employee involved in an on-theiob injury to receive
immediate professional medical attention shell be considered a legitimate authority of the
County department head and refusal on any grounds other than religious shall be
deemed insubordination.
17.2.1.1 Except In dire emergencies, this medical treatment should not be given by
County medical personnel,
17.2.1.2 The person or institution rendering the medical treatment should be told that it is
a possible Worker's Compensation ease,
172 PAYMENT OF MEDICAL BILLS
17,3.1 If the injury or illness Is deemed compensable by the County's Worker's
Compensation Servicing Agent the servicing agent will pay reasonable arid necessary
medical charges for care and treatment of a work related Injury or Injuries.
17.11.1 All medical bills resulting from the ease should be sent to te Risk Management
Department
17.4 PAYMENT FOR TIME OFF
17.4.1 If the injury or Illness Is deemed dompensable, the Michigan Worker's Disability
Compensation Act provides that the Employer, the County, shall pay part of the
employe* salary if he or she is off work more than one week because of the illness or
injury. '
17.4.1.4 Oakland County is a licensed self-insured employer and as such pays any
benefits to its employees as prescribed by the Michigan Workers' Disability compensation
Act either directly or through Its Worker's Comp'ensation Servicing Agent,
1741.2 This amount will usually be less than the employee's normal County salary.
17.41.3 This payment Is a substitute for a portion of the normal County salary and is not
In addition to it.
17.4A.4 If the employee is off work 'because of the oampensable injury or Illness for less
than two weeks, the Act provides that he or she will not be paid from the servicing agent
for the fret week, compensation shall begin on the eighth calendar day after injury.
17.4
6f
174,1.5 If the employee Is off work two weeks or more he or she shall be paid from the
date of injury.
17.4.2 If the Injury or illness is deemed compensable, the employee shall be paid
directly by the County in the following manner:
17.4.2,1 An eligible employee off work due to an Injury or illnesk deemed compensable
by the Michigan Workers' Disability Compensation Bureau, shall be 'paid, by the CoUntY,
the difference between 100% of their regular normal salary, at the time injured, and the
payment made under the provisions of the Worker's' Disability Compensation At for
periods (covering original injury or 'mess or reoccurrence of original injury or illness) nom
exceed five working days. The County supplement for compensabte time off,In excess of
five working days shalt be reduced to the difference between 80%of the employees
regular hernial County salary, at the time injured, and the payment made under the
provisions of the Workers' Disability Compensation Act for as long as the ,Worker's
Compensation payments are received but not to exceed 52 weeks including both the
portion supplemented at 10,0% and the portion supplemented at an% as noted above,
17.4.2,1,1 No deducrtions shall be made from the employee's Personal Leave,
Annual Leave or Slok Leave Reserve to cover this payment from the County.
17.4.2.2 An eligible employee sliii unable to return to work within the time limit described
In Section 17.4.2.1 above, who continues to receive Worker's Compensation payments,
shelf be paid by the County, the difference between his or her regular salary at the time
Injured and the payment made under the provisions of the Compensation Act, and the
prorated amount of time involved shall be deducted Itst from the employee's Personal
Leave and Sick Leave Reserve accumulations and if they are exhausted, from the Annual'
Leave accumulation.
17.4.2,2.1 An eligible empioYea off work clue to an injury or illness deemed
compensable by the Workers' Disability Compensation Bureau shall continue to
accumulate Annual Leave at the normal rate and shall have the time credited
toward the earning of Personal Leave for as long as he or she receives payment
fmm the County under Items 1742.1 and 17.4.2,2 above. .
17.4.2.2.2 Any =Mints payable to an 'employee under Sections 17.4.2,1 and
17.4.2.2 above, shall be reduced by an antount equal to any benefits received
under the provisions of the Oakland County Employees` Retirement System
because of such injury or Illness. in no case she) the total benefits paid by the
combination of Worker's Compensation payments, payment from Oakland
County Employees' Retirement System benefits and payment from the County,
Foist more than the employee's normal salary at the time of injury or illness.
47,4.3 because there may be a delay while the servicing agent is determining if the
Injury Is compensable, the employee shall receive full salary payment from the County
until the first Worker's Compensation check is sent, if the injury is later determined non-
compensable this the will be deducted from the employee's Personal Leave and Sick
Leave Reserve accumulations and If they are exhausted, from the Annual Leave
accumulation.
When notification Is received by the County that the eligible employee ieceived a
payment from the servicing agent, this amount will ba deducted frPro their next County
paycheck, even though the time covered by the servicing agent check is different from
the time 00Verad by the County paycheck. This is continued until any overpayment is
made up and may result in the employee receiving only partial pay from the County for a
time after he or she returns to work following a compensebte injury,
17.4.4 Non-eligible County employee's (see Rule 22 - 51Igibifity for Employes Benefits)
shall not reoeive supplemental Worker's COITipefisation pay (an employee benefit) as
described in Section 17.4.2 of this rule.
17-2
REVISED 04105/09
23. . ANNUAL LEAVE
23.1 DEFINITION OF ANNUAL LEAVE
Annual Leave is absence from work for which the employee is paid just as if he or she
were at work, Annual Leave is earned and accumulated each pay period at a rate dependent on
the length of the employee's County service. When Annual Leave Is used, and the amount of
Annual Leave that is taken at one time, are at the discretion of the employee's Department Head
within the ilmitations of the employee's accumulation, of necessity, the welfare and convenience
of the County and the continuation of the services the department renders must be the foremost
consideration in allowing Annual Leave, An Annual vacatIon is the most common use of Annual
Leave, although it also may be used for other purposes such as personal business and to cover a
period of illness efterSick Leave Reserve or Personal Leave have run out,
23,2 ELIGII3ILIrt FOR ANNUAL LEAVE
22.2.1 See Rule 22 "Eligibility for Employee Benefits:"
23.2.2 All employees eligible for Annual Leave shall begin their accumulation from the
first day of eligible County employment
23.3 RATE OF ACCUMULATION OF ANNUAL LEAVE AND
MAXIIIIIUM ACCUMULATION
23,3.1 Annual Leave shall be earned and accumulated by pay periods, according to the
following chart,
LENGTH Olz ELIGIBLECOUUTY
ssRwee (SEE RULE 22)
DAYS OF ANNUAL LEAVE MAXIMUM ° ACCUMULATION
EARNED* HOURS/DAYS
From Through Hours Per Pay in 12 Months [FT 14/Elig. 0/1-
1 Year
4 Years
9 Years
14 Years
19 Years
24 Years 6,76
Remainder of 7.38
County Service
12 Days 144/1a 0 288136,0
15 Days 180/225 360/45.0
18 Days 216/27.0 432/64,0 '
20 Days 240/30.0 480/50.0
22 DaVs 264/33.0 528/65.0
24 Days 288/360 676/72.0
0
2 Yrs
5 Yrs
10 Yrs
15 Yrs
20 Yrs
26 Yrs
3.07 10 Days tki/A N/A
3.69
6.16
'While the amounts earned per pay period do not appear to add up exactly to the
amounts earned in a twelve month period, the computer which does the accumulating
automatically corrects for this, once a year. See also Section 23.2.2 of this rule.
The maximum accumulation for employees eligible for Overtime is based on one and
one-half year's worth of Annual Leave earnings_ The maximum accumulation for employees not
eligible for overtime Is based on S years worth of Annual Leave earnings. When the maximum
accumulation of Annual Leave Is reached, additional time spent in County service, while en
emptoyee's Annual Leave accumulation is at the maximum, will not earn annual leave, either for
Immediate or future use when the employee's accumulation is below the maximum.
23-1
23.4 USE OF ANNUAL LEAVE
2144 Annual Leave may be used only with the permission of an employee's
department head. This provision shall apply to all other sections of this plan.
23.4,2 Annual Leave may be used at any time after if is earned, subject to item 2341
above.
234.3 Annual Leave may not be used before it Is earned.
234.4 Annual Leave may be used in any combination of days, subject to item 28.4.1
above.
22.4.6 Employees not eligible for overtime for whom Annual Leave has been placed in
an Annual Leave Reserve sank may draw from their reserve subject to Item 214.1
above,
NOTE: At the time the maximum accumulation was applied to tomovertime"
employees, all banked Annual Leave days In excess of two times the annual earnings
rate was placed In the Annual' Leave Reserve. This allowed all "non-overtimeu
employees ons more year to accumulate Annual Leave and schedule vacations before
reaching the accumulation maximum,
23.5 EFFECT OF PERSONAL LEAVE MD SICK LEAVE
RESERVE ON ANNUAL LEAVE
216.1 Employees utiliztng Personal Leave or Sick Leave from their Sick Leave
Reserve Bank shall continue to accumulateAnnual Leave lust as if they were on the job.
23.6.2 If an employee has reason to draw from his or her Sick Leave Receive Bank
during a period of Annual Leave usage and itettoh Sick Leave Reserve Is used to cover
an Illness of the employee and this usage is documented, by a physician's written
statement to the department head's satisfaction, such time may be deducted from the
employees Sick Leave Reserve instead of from his or her Annual Leave Accumulation.
23.6 EFFECT OF SHORT TERM AND LONG TERM
DISABILITY INCOME INSURANCE ON ANNUAL LEAVE
23,6,4 Employees receiving Short Term Disability income insurance payments shall
continue to accumulate Annual Leave just as If they were on the job.
23.6,2 Employees receiving Long Term Disabik Income insurance payments who
remain on the roll as a County employee shall not accumulate Annual Leave,
23.7 EFFECT OF DEATH LEAVE ON ANNUAL LEAVE
23.7.1 if an employee has reason to use Death Leave during a periodof Annual Leave
Osage, and such Death Leave is doeuraented to the department head's satisfaction, such
time may be considered a.,s Death Leave instead of deducted from the employee's Annual
Leave accumulation, (See also, Rule 26, 'Death Leaven
28-2
Coq
23.8 EFFECT OF pAir) LEGAL HOLIDAYS ON ANNUAL
LEAVE
2U.1 Legal Holidays, as defined In these rules, whIch are counted as clays off with-pay
by the County, shall not be deducted from an employee's Annual Leave accumulation
when they fall during a period of Annual Leave usage,
23,9 EFFECTS OF LEAVES OF ABSENCE WITHOUT PAY
ON ANNUAL LEAVE
23.11 Employees shall not accumulate Annual Leave while on Leaves of Absence
Without Pay.
23.10 PAYMENT FOR UNUSED ACCUMULATED ANNUAL
LEAVE ON SEPARATION FROM COUNTY SERVICE
23„10.1 Employees separated from County Service shall be paid at separation, for their
unused accumulation of Annual Leave at the salary rate the employee is being paid on
his or her final day of actual work.
23.1C41.1 This payment shall not be Included In the computation of final average
compensation fr.AG) for retirement benefit purposes for employees initially appointed to
eligible CoLintYeerVico (see rule22)1after DeGember si r 1577.
23.11 EFFECT OF TRANSFER OF AN EMPLOYEE FROM
ONE DEPARTMENT TO ANOTHER WITHIN THE COUNTY
SERVICE, ON ANNUAL LEAVE
23-111 An amount of money equal to the amount of unused Annual. Leave time the ,
employee has In their accurnulalion at the time- of the transfer, paid at the rate the employee is
being paid at the time of the transfer, shall be transferred from the salaries budget of the
department the employee Is transferring front, into the salaries budget of the department he or
she Is transferring to, If requested by the department head of the latter.
7
AMEMOT.
'
Tha aeuhty of Oakland NonAbY9 end ths OaRlan
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,
DIVOT MeFIEVs Asaa414tion 04sociat/onri. hereby enter into
thie.asraement on Aptil. 198p. 7he County and the
'Association acknowledge and egime as
1. Me Minty:and the Aaeoclatlmr have been Pnd prssantl,
ara Alsravod Itt dispito,over the welOtIng t
o
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d
.
t
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bba aralHPortinn an4 vgitien pottionib tho testa Woh coveciZIED,
the setge;ent)a pzeamtinne1 exeminatten and aviv the segtienca 1m
• vhieh the tests shall betiven. 7 r
4. The volinty-and tH* .0309.4ab5gn har60'nstis to resolv.e
t*r dialalta a% Roll;wat 4
The weighting RE the ora and matten
,tasta pub voovr4ola the serEpant's
Stomottonal exacane=ont4li
percent otel and O tTenoent w4ttan,
4nanding
the sergeant:0s a4aminatioo,
,trhich.wannotinted y clloshed)
r rboul'ity 'll, 1985,
#1: ihe„sevende oE.the test5C14110A oommisg
the aergenntts vrototlanal.exaaAnatioa
AhaIX be oval exadtation flxvt, and
w;itton egamillation saoand, Id' 0J.
exeminatIons announ6ed Cposted) meter
gay 150.
_tot,
BY.ri /.51/ RAvict Uiiri x tar Przaident
OAKUM OUNIT ;stun slierm fa ASgacITATION CalDITX 410/11111
aY__.413.14atki iCeAnattf Vim=
Lal .ffentigtt)
. . MOO 'mum' oMitztErs MPARTilEfir
L 07-
LETTER OV TYNDEVSTANYDING CONCERNING
cANnig PROML.A.1W
The Comity of Oakland "Criunty") suscl the Oakland County Sheriffs Peparfisietti
CD0PArfsueur) ha-ws oetablighed a Canine Program and, after nagatia(ion4 wIth au: Oakland
C?nrItY Deputy Wseriff's Assoniation ("Unfors"), J.nwe agraed upon the work hOuts,
relmbutsernern, and other conationst for the Cimino Program,
Canio eproveqs4 d oe
Canino duty fg voitrntary an(1 participation in rite Canine Program is considered lo be a
pnvflag PtPuttes seeking ess'ignelerd to tha Canino h'regrarn should hay* lova or animals
and be dadicaferl to the oaro, training and wen .being of the canine assigned to thorn. The horse
enviromhent for the =nine should he one where MO canine will be troated well by family
mumbote who went the canine to be pail of the biome eirvisoignoot. Tim County. reaorves the
right to inspect any non.residentlei skticlore need exelusively for canine houstog to CTISt113
proper Caro Nod nail
Pgrifelpnlion in the Oakland County Sheriff's Department Oartirfet Pregcaleo Last 174
carctflifly considered by the individual eeolcIng the essig' mment. It requires commitment hy the
enipleyoe tad en investment by dm County and rite Department in terms or east ona trAirriq
time. Xn addition, once a onnino s bonded Co a Denoty, changer sae eliftioult to 1X1?..te0 Ali/ earthy
in terms of twining lima and reanelarnation far the canine:. Onsq voluntarily applied fim ad
assigned to the Ctaninbt,bnit, employees cannot be,roassigned without the oxprossrperrstiasical of
lha 8bArift 35x4tPt as prOvidad larrroin, the County =Vet ;he Department May ohange lbs
Program from time-to-time as they believe neeessory. Assipment to the Canine Vat( will be
exolutlett from the proviehmo Of the Collective purgaining Agreement with reference fa
shift/locatIon preferanne, Ilowever, seniority vefthiss, flIP Canine Unit will apply thcs same as (ha
Collective 13e'rgairling Agreement for shictiloactionpreforenac within the Canine Unit,
1Jfl IflftI •
Aasigrunent to and removal from the Canino Unit is at the sole disa,tetion of the Sheria
The Sheriff shall select among neitified Deputy IN fur thlg assignmant. Deputies
who anccpt assigturient into the Canine ,Prograrri wfll in addition to departmental duties and
training, maintain their Garda° at their home during non-duty hours and win trausport the canine
to end fram work es required in a marked patrol unit provided by (lid popartmellt They will rue
acre for the canine including feeding, grooming, vetorinasy one and all related insiders fur lie
nourishment, care anti vegil./saing of the bantne.
'World4ours liar Deputies Par ilelath Canne Preeram:
The County, the Department, end the Union have met end haVe negotiated °oncoming
030ine ditty and the amount of off:duty time reciliked or week for the care, reeding'
maintenurnie and veforinary care of the canine. After =viewing the pertinent facts, the County,
the Deparbannt, and the Union acknowledge that in sonic wcokS, rnoro or 'lest arne will be
required for nonintx oars than other weeks and that. du to the varying lime requirements far
canine nom and the rant OW the.Depirty Willett= and nointoin the canine at blether bane (which
Is considered lobe a priVillige and a benefit for the Deputy and /ELI thmily), that two and 01w-hzic
(VA) hours per week is a rah' and rtesenabie allotment Of the rettaitacl time and fah-
cconitensalion for the feedin g, coke, veterinary care awl ether related maintenance for the tsar's.
DePittles shall riot reetrive.addifinnal com,pensation, daily overtime, or weekly overtime for the
feeding, we, veterinary care, or maintenance of the.miniria, The Upton hereby waives any daily
overtimeprevislen in the Labor Contract andfor the Men% Itystern Rules in regard to the reediag,
core, vateTinary owe, and maintenance all-Jot:Orrin:a.
Accordingly,. the normal work week for rinpulina assigned to Cilniudr duty shalt be 3N.
hour of Departmental work per week end 2,$4 hours per week designated rap the feeding, 1.41,6o
vaterinaly Oare and other maintottonce of the canine during off-dtay imam, Tire Deputy's doily
and weekly over-tin= payments shall be based on 'a 714 hour Porinrirneniul 'work day and S7K
•
hour Doporfirsontal work week. Overtime shell be paid only Mr Departmental work (separate
and apart freat he rOOSpOrtation, feedbag, orb, veterinary cara WWI other maintenerwe retetedi le
the canine). During vacation SVettlfe Or at other times when the amine Ia boarded, the Deputy's
wages shall net he reduced. below 40 halve per week because the canine i being hoarded at at
kennel doling that lime.
The parties hereto mcknoyelodge that size= the De,autY wIll 'Perrot= WS UfkilltY w°1/c..,a1
home, the Department han no mogriD f detertnining how much Lime is spent caring Mr
canine. ,The Deputy shall limit Ike off-linty limo he/eke expends for the canine to two end ono-
half (214) hoHrs per Week. The "%PM" shall not eXpend pddllional time Without the Written
perrnissfon of the llroaiff.
Cost Of Bearding Food, Illotrip_moLW othqr,Rel;tieti COAqWejs- •
The cost of food, volorinury erne, grooming, boarding *here nileen,sary, equipment, and
other related llama for the canine, shall he paid by the County, ?cod, veterinary care, grooming
equipment and other necessities for the canine shun be erbtatned from vent:ire desi gnated by the
County, la the event the 7..)epnly expends hie/her finals for The canine, the DeptrtY shell he
reimbursed upon presentation of doeumentation satisfactory to the County,
52,o 02;,4014:1vD)13:7 547216122199
al-rE R0ESTMaJ
nuiditioss for entlarld County Shaftis Reserve frogral
J. tile purpose of the nAkInnd GoUnty Sherifels Reseirt Rrqm is to mid ahd.essist tho deporhnent n serang tins citizens of Oakland coVrity. Reserves shall We special‘depety statue while in unifoim and only Under the direction of a filli.tto, morn zieber tho department.
Reserve ;reties include;
a4 Working as a foroo during does of Hots, natural disasteP And extrdite amergentioei
b, 1114ilig Patt.',II sitth.Yolunteer.±.ellor pipettes "
o. Crime prevention., '
d. Corrections tufon
o, trent lobby re0ePtionist.
, f. lieisenger sant ce, • •
g. Working high sohoil athletic oYents,
2, itgamill111 maim usedto replatbeReplarlgeputY, under.anY condi tionso or tO porn= any jab Rogular Dekty would normally be pd to perform.
• D. Reserves Will not be mad to rodiroe'overtfre or fill at ninon eantreated manpower 'requirements of Molar Deputine
4. An no time will a patrol vebtcle cdfltaining Regular Dapoky enra Reserve, Deputy ba consideredltwaIde patml Vehicle, xid et no tide will book-bp vais bo oeiTed oft where a haek.orie normally required,
6. At no timo, will Reserves function n Pair oapaoit'as Oakland ColintY Sheriff's Deportment Reooryes withor4 supenfsion of a fi11,141ma1 swam . member of tha 1Tnd Count,y Sheriff's Depirtment.
S. anserVeu any tiYive a patrol Vehicle anlY n sKinene Rwairgeitotes under the direction of a fell-timup awn radar of the department.
7. Reserves m ay drive a patrol Vehicle fl.oin a substation to Oontrol borage for vehicle nointonitnce and far assVenger serifice Idth the approval of the Shlft Sertitint or Lieutenant,
"
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the County in the ordinary cantle of suiPl*nionh
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4y mom mbar of i)leOlartft'S iispartment inicir to participating lathe program, .
11, one or morn Regular Vepitties of the Gotland County Sheriff's
•'Oeperialant are on a laid-off status r art
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Signed Bp ,
Date' , 3
CountY d Oakland
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MEMORANDUM OF UNDERSTANDING
This Memorandum of Understanding is entered into on the day of , 2016 by and
between the Oakland County Deputy Sheriff's Association Law Enforcement Unit ("OCDSA")
and the County of Oakland and the Oakland County Sheriff's Office (hereafter collectively the
"County").
This Memorandum of Understanding is to confirm our understanding regarding the
Compensatory Time Program.
Under the Program, any member of the Law Enforcement bargaining unit (BU-10) 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 overtime hours placed in a Compensatory Time bank
(calculated at time and one half) subject to the following:
1. The accumulation in the Compensatory Time bank may not exceed fifty-six (56) hours.
2. Use of Compensatory Time shall be in accordance with the 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 of leave such as leaving early from or
coming in late for a shift, provided that a work unit shall not be understaffed in the
opinion of the unit supervisor for the time period in question.
4. In the event that a member goes on short term disability or worker's compensation, hours
in the members Compensatory Time bank may be used as supplemental compensation.
5. Where a member 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 member 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 a member's Compensatory Time bank.
7. To be eligible for inclusion in a member's Compensatory Time bank the hours must be
worked at the member's regularly assigned location. Any Grant funded overtime will be
decided on a case by case basis.
8. Compensatory Time hours must be used at the location where they were earned and while
holding the same classification in which they were earned, If the compensatory time
cannot be used at the location where the compensatory time was earned before the
member is transferred (via location preference or Sheriffs decision), leaves the location
for any other reason, or is promoted, then the compensatory time in the member's
compensatory time bank will be paid to the member within three (3) payroll periods from
the date of actual transfer or departure from the location or promotion. Provided,
however, that any member who is transferred involuntarily as a result of a 90 day
administrative transfer or the Sheriff's realignment of manpower, shall bring and be
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permitted to use their Compensatory Time bank to their new/different duty
station/assigment.
9. K9/CRT /AE/4I 6-Traffic shall not be subject to the location limitations set forth in
paragraphs 7 (first sentence only) and 8.
Michael Bouchard Date
Oakland County Sheriff
Jordie Kramer Date
Director-Human Resources
Oakland County Deputy Sheriff's Association
Deputy William Christensen Date
President- OCDSA
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DRUG TESTING POLICY
This Drug Testing Policy is established in order to promote and maintain a safe working environment for
all employees and the public. This Policy is also being implemented to reduce accidents and casualties,
promote efficiency and morale, and to ensure that Deputies do not engage in illegal use of controlled
substances, which will, inter alia, undermine confidence in law enforcement.
For purposes of the Policy "controlled substances" means marijuana, cocaine, amphetamines,
phencyclidine (PCP), opiates and any other intoxicating substances the possession or use of which (without
a proper prescription) is illegal under federal or Michigan law.
1. Drug Use Prohibitions
No Employee shall:
A. Possess, be under the influence of, or use, any controlled substance, while on duty, in a County
vehicle, or on County premises, unless the employee has a proper prescription and the controlled
substance does not affect the employee's ability to perform his or her job duties.
B. Use, possess (except for a physician prescribed medication for the Deputy), sell, offer to sell or buy,
or distribute controlled substances on duty or off duty.
C. Be permitted to remain on duty where the employee's ability to work is impaired by a controlled
substance or the employee tests positive for a controlled substance prescribed for the employee by a
physician and used by the employee as prescribed, but the employee will not be disciplined for a
violation of this rule.
D. Refuse to sign a consent or release form authorizing the collection of a specimen for analysis, and the
release of the results to the County.
E. Refuse to cooperate with the collection site personnel, County personnel, or in any way to refuse to
provide a specimen when required.
F. Violate any of the Department's Rules and Regulations regarding controlled substances (drugs).
IL Reasons for Drug Testing:
A. This Drug Testing Policy includes testing in the following situations:
1. Pre-promotional: Testing an employee who is selected for promotion.
2. Transfer: Testing an employee who is transferred to a job of a sensitive nature (e.g., Narcotic
Enforcement Unit, and other jobs designated by the Review Committee).
3. Return to Work: Testing an employee who has been off work for over four months.
4. Random: Random testing of all employees in the bargaining unit as determined by computer
lottery selection or other such method.
5. Based Upon Reasonable Suspicion: Testing when the Employer has reasonable suspicion to
believe that an employee is under the influence of, using, selling, dispensing or has possession of a
controlled substance.
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6. Follow-up: Testing as part of counseling or rehabilitation.
7. The drug tests set forth in numbers I, 2, 3, 4, and 5 will be scheduled while the employee is at
work.
B. Orders for testing will come from the Sheriff of the Sheriff's designee.
C. An employee who refuses to submit to a drug test in accordance with this Policy shall be permanently
removed from County service except for good cause that is based on reasonable objective criteria.
M. Procedures for Obtaining the Sample Specimen:
Procedures shall provide for individual privacy, while safeguarding the program against submissions
of altered or substitute specimens.
A. Completion of Testing form:
1. The employee may be asked by the collection facility to furnish information in writing to insure
the integrity of the specimen collected, including information verifying the identity of the employee
and, if possible, identifying any prescription or nonprescription medication recently ingested by
the employee.
2. A copy or photocopy of the Laboratory Testing Form shall be given to the employee upon
completion of the specimen collection procedure.
B. Collection of the Sample/Specimen:
1. Clean and previously unused collection and storage containers of the type utilized by medical
facilities for bodily fluids will be supplied by the testing laboratory for urine collection. The
employee may reject any container he or she reasonably believes has been contaminated.
2. Privacy Area: Urine collection shall be conducted at the collection facility in a manner which
provides a high degree of security for the specimen and freedom from adulteration. The employee
shall be witnessed while providing a specimen. The employee may be instructed to wash and dry
his or her hands prior to submitting the required specimen. The volume of the specimen must be
at least 30 milliliters for the screening test and confirmation test. The employee may be given a
reasonable amount of liquid (e.g., a glass of water) to assist in producing an adequate specimen.
Site personnel shall determine if the specimen contains at least 30 milliliters of urine.
3. A second test may be requested only if the first specimen is suspect because of adulteration or
not a genuine sample. The employee will not be unreasonably delayed.
IV. Laboratory Testing Procedure Regarding Specimens:
I. 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.
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2. The testing laboratory shall maintain a chain of custody record of any individual handling or testing
an employee's specimen.
3. Lab Test:
a) The initial screening test will be a "10 panel" test of the RIA or EMIT type. If a positive result is
obtained, a confirmation test will then be conducted.
b) A confirmation or follow-up test for controlled substances will be of the Gas
Chromatography/Mass Spectrometry method and shall be conducted by the same laboratory which
performed the initial screening. The laboratory shall be required to specify the metabolites tested for,
the cut-off levels and the testing procedure used in each drug classification.
e) In determining whether a test result is positive, the laboratory shall use the following cut-off levels:
Initial test analyte Initial test cutoff Confirmatory test
analyte
Confirmatory test
cutoff
Marijuana metabolites 50 tig/m1 TCHA 15 ng/rn1
Cocaine metabolites 150 ng/ml Benzoylecgonine 100 ng/ml
Opiate metabolites
Codeine/Morphine 2000 ng/ml Codeine 2000 ng/ml
Morphine 2000 ng/ml
6-Acetylmorphine 10 mg/ml 6-Acetylmorphine 10 mg/nil
Phencyclidine 25 ng/ml Phencyclidine 25 ng/ml
Amphetamines
AMP/MAMP 500 ng/ml Amphetamine 250 ng/m1
r Methamphetamine^ 250 ng/ml
MDMA 500 ng/ml MDMA 250 ng/ml
MDA 250 ng/ml
MDEA 250 ng/ml
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
76
test cutoff levels. In any such case, the cut off level for a positive test shall be the generally accepted level
for a positive test for such substance.
4. After completion of all testing:
a) A written report from the laboratory which is signed and dated, must be submitted to the collection
site within 10 days of the test. Upon request, the report shall be made available to the employee after its
receipt by the Employer.
b) Negative specimens will be discarded. The chain of custody record, and all other reports pertaining
to the test will be kept by the testing laboratory for one (1) year.
c) If the test is positive, the employee may request and shall be furnished, the information available
regarding:
I. The type of tests conducted;
2. The results of the test; and
3. The cut-off level and the methodology employed.
The employee may either request that the remainder of the specimen be retested by the testing
laboratory or that the remainder of the sample be sent to another accredited independent testing
facility (following the same chain of custody and cut-off levels outlines in this policy) for retesting.
If the subsequent test is positive, the cost shall be borne by the requesting employee. If, however,
the subsequent test is negative, the County shall bear the cost of the second, independent test If the
subsequent test is positive, the remaining preserved specimen will be frozen and properly secured in
a long term locked storage area for a period of two (2) years. If the subsequent test is negative the
specimen will be discarded, except if the specimen is retained to test/examine it for adulteration,
tampering or related issues. The chain of custody record, and all other reports pertaining to the
subsequent test, will be kept by the testing laboratory for two (2) years. The chain of custody records
will upon request be provided to employees testing positive.
V. Choice of Collection Facility and Testing Laboratory:
In the event the Employer wishes to change the current collection facility or testing laboratory, the
procedures utilized by any subsequent collection facility or testing laboratory shall be as specified
elsewhere in this Agreement. Any such facility or laboratory shall be licensed by the State or Federal
Government. The Union will be informed and shall be given the opportunity to inspect any new facility
or laboratory.
VI. Review Committee:
A Review Committee including the President of OCDSA or designee, a designated representative of
the Human Resources Department, and the Sheriff's Office shall be formed. This Committee shall
meet periodically to review only issues that may arise under this Policy and to make recommendations
to the OCDSA, the County, and the Sheriff's Office.
77
VII. Consequences of Violating the Sheriff's Office Drug Testing Policy:
Disciplinary action will be initiated against any employee found to be in violation of this Policy.
Employees shall be placed on leave with pay pending completion of the drug testing procedures.
VIII. Confidentiality:
All records pertaining to the initiation and administration of tests under this Policy shall be held strictly
confidential by the Human Resources Department and the Sheriffs Office. Only those County
employees who have a need to know shall have access to any records or reports. All others must have
the written permission of the employee. The Sheriffs Office or Human Resources shall maintain a
copy of the employee's permission slip. Copies shall be made available to the employee.
IX. Grievance procedure:
Any disputes concerning the interpretation or application of this Policy shall be subject to the grievance
procedure except that the Arbitrator shall be without jurisdiction to modify the penalty. Grievances
shall be initiated at step three of the grievance procedure.
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APPENDIX D
Attached hereto is the Medical Options Comparison chart in effect for years 2019, 2020, and 2021.
79
IMPORTANT NOTE; This document is not a contract. It is intended to provide a comparison of available benefit options and to summarize the provisions and features of each pion. Please refer to the Summary Plan Document (SPD) to confirm coverage details, Every effort has been made to ensure the accuracy of this document. In the event that the information contained in this document differs from the SPD, the information contained within the SPD will prevail. This document does not establish or determine eligibility for benefits or procedures, nor does it constitute an amendment, modification or change to the SPD or to any existing contract. All coverage is subject to medical necessity guidelines as outlined in the SPD. * In order to be eligible for benefits as specified in the SPD, services received by a Covered Person must be administered or ordered by a Physician, be Medically Necessary for the diagnosis and treatment of an illness or injury and allowable/covered charges, unless otherwise specifically noted in the SPD. BENEFITS ' . AVAILABLE TO ALL Medical Plan Options Comparison AVAILABLE TO ALL AVAILABLE TO ALL ONLY AVAILABLE TO AVAILABLE TO ALL EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES PPM ASR Health Benefits www.asrhealthbenefits.com PP02 Blue Cross/Blue Shield PPO Community Blue Plan www.BCBSM.com PPO3 ASR Health Benefits www.asrbealthbenefits.com HMO Health Alliance Plan (HAP) www.HAP.org CURRENTLY ENROLLED TRADITIONAL Blue Cross/Blue Shield Traditional Plan (BC/BS) www.BCBSM.com Employee Bi-Weekly Contributions $32 / $65 / $75 $42 / $70 / $85 $16 / $35 / $45 $32 / $65 / $75 $52 / $89 / $94 NO COVERAGE Option Refer to the 2019 Your Total Compensation Statement for (Earnings) amount. Network(s) HAP Alliance Health & Life PPO / Physicians Care / CIGNA/ Multiplan Blue Cross/Blue Shield HAP Alliance Health & Life PP 0 / Physicians Care / CIGNA / Multiplan Health Alliance Plan HMO Blue Cross/Blue Shield Deductible(s) $200 per person/$400 per family per calendar year $100 per person/$200 per family per calendar year $250 per person/$500 per family per calendar year No Deductible $200 per persort,/$400 per family per calendar year Coinsurance 0% for most services; 10% after deductible as noted. 10% after deductible as noted. 50% for private duty nursing, 20% alter deductible as noted. 50% after deductible for private duty nursing. No Coinsurance 10% after deductible as noted. 25% for private duty nursing. Coinsurance Maximum $1,000 per person/family per calendar year. $500 per person/$1,000 per family per calendar year. $1,000 per person/$2,000 per family per calendar year. Not Applicable $1,000 per person/family per calendar year. INPATfENT'HOSPITAL CARE General Conditions Semi-Private Drugs Intensive Care Unit Meals Hospital Equipment Special Diets Nursing Care 10016* 90% after deductible* 80% after deductible* 100%* Bariatric Copay: $1,000 1.00%* OUTPATIENT HOSPITAL CARE Emergency Room Care Accidental Injuries $100 copay $100 copay $100 copay, deductible and coinsurance may also apply for $100 copay $100 copay
100%* Plan covers 8 visits (birth through 12 months). 100%* 100W No limits on number of visits 100%* 100%* 100W Plan covers 8 visits (birth through 12 months). 100%* Medical Plan Options Comparison BENEFITS Medical Emergencies Physical Therapy 'URGENT COW: Urgent Care Visits Routine Health Maintenance Exam — includes chest x-ray, EKG, cholesterol screening and other select lab procedures Routine Physical Routine Gynecological Exam AVAILABLE TO ALL EMPLOYEES PPM ASR Health Benefits www.asrhesilthbenelits.com Copay waived for accidental injury or if admitted 100W $20 copay AVAILABLE TO ALL EMPLOYEES PPO2 Blue Cross/Blue Shield PPO Community Blue Plan www.BCBSM.com Copay waived for accidental injury or if admitted 90% after deductible* 60 combined visits per calendar year. $20 copay 100W 100%* 100%* AVAILABLE TO ALL EMPLOYEES PPO3 www.asrhealthbenefits.com some services. Copay waived for accidental injury or if admitted 80% after deductible* S20 copay 100W 100W 100%* AVAILABLE TO ALL EMPLOYEES HMO www,HAP.or Copay 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 100%* 100W 100%* ONLY AVAILABLE TO EMPLOYEES CURRENTLY ENROLLED TRADITIONAL www.BCBSM.com Copay waived for accidental injury or if admitted 90% after deductible* 60 combined or consecutive visits per calendar year. 90% after deductible* 100%* 100W 100%* ASR Health Benefits Health Alliance Plan Blue Cross/Blue Shield (HAP) Traditional Plan (BC/BS) Routine Pap Smear Screening — laboratory and pathology services Well-Baby Child Care 100%* Visits • 6 visits, birth through 12 months • 6 visits, 13 months through 23 months • 6 visits, 24 months through 35 months • 2 visits, 36 months through 47 months • Visits beyond 47 months are limited to one per member per calendar year 100%* 100%* 100%* I00%* PyENFATIVE PAU SERVWES
BENEFITS AVAILABLE TO ALL Medical Plan Options Comparison AVAILABLE TO ALL ONLY AVAILABLE TO AVAILABLE TO ALL AVAILABLE TO ALL EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES PPM ASR Health Benefits www.asrhealthbenefits.com PP02 Blue Cross/Blue Shield PPO Community Blue Plan www.BCBSM.com PPO3 ASR Health Benefits www.asrhealthbenefits.com HMO Health Alliance Plan (HAP) www.HAP.orq CURRENTLY ENROLLED TRADITIONAL Blue Cross/Blue Shield Traditional Plan (BC/BS) vmw.BCBSIVI.com under the health maintenance exam benefit Adult and Childhood Preventive Services and Immunizations as recommended by the USPSTF, AC1P, HRSA 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%* 100W 100%* 100%* Routine Fecal Occult Blood Screening 100%* 100%* 100%* 100%* 100%* Routine Flexible Sigmoidosco_py Exam 100%* 1005/o* I00%* 100%* 1.00%* Routine Prostate Specific Antigen (PSA) Screening 100%* 100%* 100W 100%* 100%* Routine Mammogram and Related Reading 100%* 100W 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 perfortned 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. MENTAL HEALTH CABE Inpatient Mental Health 100%* 90% after deductible* 110% after deductible* 100%* 100%* Outpatient Mental Health Visits $20 copay 90% after deductible* Office Visits $20 copay $20 copay $20 copay 100%*
BENEFITS . AVAILABLE TO ALL Medical Plan Options Comparison AVAILABLE TO ALL ONLY AVAILABLE TO AVAILABLE TO ALL AVAILABLE TO ALL EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES PPOI ASR Health Benefits www.asrhealthbenefits.c em PP02 Blue Cross/Blue Shield PPO Community Blue Plan www.BCBSIVLcom PPO3 ASR Health Benefits www.asrhealthbenefits.com HMO Health Alliance Plan (HAP) www.HAP.org CURRENTLY ENROLLED TRADITIONAL Blue Cross/Blue Shield Traditional Plan (BC/BS) www.BCBSM.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 copay $20 copay $20 copay 100%* In approved facilities only ITC.,1411.1108PITATITROGRAMS. .: . Hospice Care 100%* 100%* 80% after deductible* Covered up to 210 days per lifetime. 100% of approved amount Specified Human Organ Transplants 100W 90% to 100%* Covered according to plan guidelines. 80% after deductible* Covered according to plan guidelines. 100% in approved facilities WPXPAI:4-ANO. SVKICAL.CARK; Surgery I00%* 90% after deductible* 80% after deductible* 100%* Voluntary second surgical opinion; $20 copay. 100%* Voluntary second surgical opinion on certain surgeries. Technical Surgical Assist. 100%* 90% after deductible* 80% after deductible* 100%* 100%* Anesthesia 100%* 90% after deductible* 80% after deductible* 100%* 100%* Maternity Care Delivery 100%* 90% after deductible* 80% after deductible* 100%* 100%* Pre- and Post-Natal Care I00%* 100%* 100% for some pre-natal visits; otherwise 80% after deductible* 1009/e pre-natal visits* $20 copay post-natal visits 100% pre-natal visits 90% after deductible post-natal visits* Inpatient Medical Care 100%* 90% after deductible* 80% after deductible* 100%* 100%* 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* 1000/e 90% after deductible* Diagnostic and Therapeutic Radiology 100%* 90% after deductible* 80% after deductible* Covered* 90% alter deductible* ADDITIONAL BENEFITS Office Visits $20 copay $20 copay $20 copay $20 copay 90% after deductible* Chiropractic Care $20 copay Limited to 38 visits per calendar year. $20 copay Limited to 24 visits per calendar year. $20 copay Limited to 38 visits per calendar year. Not Covered 90% after deductible* Limited to 38 visits per calendar year. Allergy Testing 100%* 100%* 80% after deductible* $20 copay 90% after deductible* Allergy Therapy 100%* 100%* 80% after deductible* 100%* 90% after deductible* Ambulance Services 90% after deductible* 90% after deductible* 80% after deductible* 100%* 90% after deductible*
Not Covered Not Covered 100%* One attempt of artificial insemination per lifetime. Not Covered Medical Plan Options Comparison BENEFITS AVAILABLE TO ALL EMPLOYEES ASR Health Benefits AVAILABLE TO ALL EMPLOYEES PPO2 Blue Cross/Blue Shield PPO Community Blue Plan AVAILABLE TO ALL EMPLOYEES PPO3 ASR Health Benefits AVAILABLE TO ALL EMPLOYEES HMO ONLY AVAILABLE TO EMPLOYEES CURRENTLY ENROLLED TRADITIONAL Health Alliance Plan Blue Cross/Blue Shield (HAP) Traditional Plan (BC/BS) www.HAP.org www.BCBSM.com 100%* 90% after deductible* 100%* 90% after deductible* Not Covered 75% after deductible* 100% 100%* Up to 730 days renewable after 60 days* vrww.itsrhea Ithbenefits.com www.BCBSM.com www.asrhealthbenefits.com Durable Medical Equipment 90% after deductible* 90% after deductible* 80% after deductible* 90% No Annual Deductible* 90% after deductible* 80% after deductible* 90% after deductible* 100%* Not Covered 50% after deductible* 50% after deductible* 90% after deductible* 80% after deductible* Diabetic Supplies Private Duty Nursing Skilled Nursing Assisted Reproductive Treatment Voluntary Sterilization and 100%* FDA Approved Contrace tive Methods 100%* 100%* 100%* 100%* - In general, Plan pays 85% of approved amount less applicable copays. For diabetic supplies, durable medical equipment, and private duty nursing, Plan pays 75% of approved amount after deductible (if applicable). Preferred (Network) Hospitals: 100% of covered benefits. Non-Network Hospitals: 85% of approved payment amount Preferred (Network) Physicians - Outpatient: 100% after $20 copay. Non-network Physicians - Outpatient: 85% of approved payment amount after $20 copay. Plan pays 70% of approved amount, after out-of-network deductible, less applicable copays. Preferred (Network) 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 $20 repay. Non-network Physicians: 70% of approved payment amount after out-of-network deductible and $20 copay. In general, Plan pays 65% of Not covered except for approved amount after emergencies deductible less applicable copays. For private duty nursing, Plan pays 50% of approved amount after deductible. Preferred (Network) Hospitals: Cams as noted. 80% of covered benefits, less applicable deductible. Non-Network Hospitals: 65% of approved payment amount, after deductible. Preferred (Network) Physicians - Outpatient: 100% after $20 copay. Non-network Physicians - Outpatient: 85% of approved payment amount after $20 copay. Participating Hospitals: 100% of covered benefits Non-participating Hospitals: Inpatient care in acute-care hospital -$70 a day. Inpatient care in other hospitals - $15 a day. Medicare Surgical: 100% ofECBSM's approved amount. Out of Network Services Payment of Covered Services
AVAILABLE TO ALL EMPLOYEES PPO1 AVAILABLE TO ALL EMPLOYEES PPO2 AVAILABLE TO ALL AVAILABLE TO ALL EMPLOYEES EMPLOYEES PPM, HMO ONLY AVAILABLE TO EMPLOYEES CURRENTLY ENROLLED TRADITIONAL Medical Plan Options Comparison BENEFITS ASR Health Benefits Blue Cross/Blue Shield ASR Health Benefits Health Alliance Plan Blue Cross/Blue Shield PPO Community Blue (HAP) Traditional Plan (BC/BS) Plan www.as rhea Ithbenefits.eom www.BCBSIVI.corn www.asrhealthbenefits.com www,HAP.org www.BCBSINIcom NOTE: Hearing aids and services are not covered under any Oakland County medical plans. ,.,PRESCRIPTION DRUG-PROGRAM Retail Prescription Carrier Mail Order Prescription Carrier Navitus www.navitus.com NoviXus www.novixus.00rn Navitus www.navitus.com NoviXus www.novixus.corn Nay itus www.navitus.com NoviXus www.novixus.com Health Alliance Plan www.HAP.org . . Navitus www.navitus.com Pharmacy Advantage NoviXus www.PharmacyAdvantageR www.novixus.com x.com Covered / Copays: Tier 1: $5 Most Generics/Some Brands; Tier 2: $20 Preferred 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-net-work cost, less $5, $20 or $40 copay. Maintenance drugs taken on a long-term basis can be filled as a three-month supply for a one-month copay through either the Mail Order Drug carrier or at a retail pharmacy. Covered/ Copays: Covered / Copays: Covered / Copays: Tier 1: $5 Most Generics/Some Tier 1: $5 Most Generics/Some Tier 1: $5 Most Generic; Brands; Brands; Tier 2: $20 Select Brand Tier 2: $20 Preferred Tier 2: $20 Preferred name; Brands/Some Generics; Brands/Some Generics; Tier 3: 140 Non-Preferred, Tier 3: $40 Non-Preferred Tier 3: $40 Non-Preferred Select Birth Control pills products (could include both products (could include both covered $0 copay. brand and generic) brand and generic products) Select Birth Control pills Select Birth Control pills covered $0 coney. covered $0 copay. Paid at the in-network cost, less Paid at the in-network cost, less Not Covered. $5, $20 or $40 copay. $5, $20 or $40 copay. Maintenance drugs taken on a Maintenance drugs taken on a Maintenance drugs taken on long-term basis can be filled as long-term basis can be filled as a long-term basis — a 30 or a three-month supply for a a three-month supply for a 90-day supply, whichever is one-month copay through one-month copay through greater, can be obtained for either the Mail Order Drug either the Mail Order Drug a one-month copay at your carrier or at a retail pharmacy. carrier or at a retail pharmacy. local pharmacy. Covered / Copays: Tier 1:15 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 copay. Paid at the in-network cost, less $5, $20 or $40 copay. Maintenance drugs taken on a long-term basis can be filled as a three-month supply for a one-month copay through either the Mail Order Drug carrier or at a retail pharmacy. Participating/Network Pharmacies Non-Participating/Non-Network Pharmacies Maintenance Drugs A 90-day supply of maintenance drugs may be obtained through mail order.
Medical Plan Options Comparison BENEFITS Note: While in the hospital, drugs are covered under your medical plan. AVAILABLE TO ALL EMPLOYEES PPOI ASR Health Benefits www.asrhealthbenefits.com 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 be responsible for the Tier 3 copay. AVAILABLE TO ALL EMPLOYEES PPO2 Blue Cross/Blue Shield PPO Community Blue Plan www.BCBSM.com 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 ofthe brand and the generic drug, If your doctor makes the request, you will be responsible for the Tier 3 copay. AVAILABLE TO ALL EMPLOYEES PPO3 ASR Health Benefits www.asrhealfhbenefits.com 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 be responsible for the Tier 3 copay. AVAILABLE TO ALL EMPLOYEES HMO www.HAP.org If you request a prescription be filled with a brand name drug and there is a generic available, you will be responsible for the full cost differential between the cost ofthe brand and the copay of the generic drug. If your doctor makes the request, you will be responsible for the Tier 3 copayment. ONLY AVAILABLE TO EMPLOYEES CURRENTLY ENROLLED TRADITIONAL wwiv.BCBSM.com 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 be responsible for the Tier 3 eopay. Health Alliance Plan Blue Cross/Blue Shield (HAP) Traditional Plan (BC/BS)
FISCAL NOTE (MISC. #18383) November 14, 2018
BY: Commissioner Thomas Middleton, Chairperson, Finance Committee
IN RE: HUMAN RESOURCES DEPARTMENT — FISCAL YEARS 2019, 2020 AND 2021 COLLECTIVE
BARGAINING AGREEMENT FOR EMPLOYEES REPRESENTED BY THE OAKLAND COUNTY
DEPUTY SHERIFF'S ASSOCIATION, (OCDSA), REPRESENTING LAW ENFORCEMENT
To the Oakland County Board of Commissioners
Chairperson, Ladies and Gentlemen:
Pursuant to Rule XII-C of this Board, the Finance Committee has reviewed the above referenced
resolution and finds:
1. The County of Oakland and the Oakland County Deputy Sheriffs Association (OCDSA), covering
approximately 432 Sheriffs Department employees have negotiated a three (3) year Collective
Bargaining Agreement for the period of October 1, 2018 through September 30, 2021.
2. This agreement includes a 2% wage increase for each of the three fiscal years or a "Me Too" with
the general, non-represented employees if a greater increase is approved. The FY 2019 salary
and fringe benefit adjustments are included in the adopted budgets. The FY 2020 salary increase
is 1% more than the adopted budget and estimated to cost $295,389 for salaries and $124,654
for fringe benefits. The FY 2021 salary increase is 1% more than the adopted budget and
estimated to cost $599,640 for salaries and $253,048 for fringe benefits.
3. The agreement provides for an increased Deferred Compensation Match, currently at $1,000 for
members of this bargaining unit participating in the County's 457 Deferred Compensation
program. Effective January 1, 2019 the match will be $1,500 and estimated to cost $158,500;
effective January 1, 2020 the match will be $2,000 and estimated to cost $317,000; effective
January 1, 2021 the match will be $2,500 and estimated to cost $475,500.
4. The agreement also provides that for the duration of this Collective Bargaining Agreement all
employees represented by this bargaining unit shall receive any healthcare benefit and/or
retirement benefit modifications implemented on a countywide basis to general, non-represented
employees at the same time and in the same manner.
5. The agreement includes an increase in the Physical Fitness Incentive Program from $100 to $125
for each deputy that qualifies and sufficient funding is available in the Fringe Benefit Fund
(#67800) to cover the increase.
6. A budget amendment is recommended as follows:
GENERAL FUND #10100
Revenue
9010101-196030-665882 Planned Use of Balance
Total Revenues
FY 2019 FY 2020 FY 2021
$ 0 $420,043 $852,688
$ 0 $420,043 $852,688
$ 0
Expenditures
4030601-110030-702010
4030601-110030-722900
Salaries Regular
Fringe Benefit Adjustment
Total Expenditures
$295,389
124,654
$420,043
$599,640
253,048
$852,688
FRINGE BENEFIT FUND #67800
Expenses
9011501-183190-730499 Deferred Comp-County Payments $158,500 $317,000
9011501-183190-796500 Budgeted Equity Adjustment ( 158 500 .($317,000)
Total Expense,---1 0
Commissioner Thomas Middleton, 1strict #4
Chairperson, Finance Committee
FINANCE COMMITTEE VOTE:
Motion carried unanimously on a roll call vote with Woodward absent.
$475,500
($475,500)
0
Resolution #18383 November 14, 2018
Moved by Crawford supported by Quarles the resolutions (with fiscal notes attached) on the Consent
Agenda be adopted (with accompanying reports being accepted).
AYES: Crawford, Fleming, Gershenson, Gingell, Hoffman, Jackson, Kochenderfer, KowaII, Long,
McGillivray, Middleton, Quarles, Taub, Tietz, Weipert, Woodward, Zack, Berman, Bowman. (19)
NAYS: None. (0)
A sufficient majority having voted in favor, the resolutions (with fiscal notes attached) on the Consent
Agenda were adopted (with accompanying reports being accepted).
1 HERM APPROVE THIS RESOLUTION
CHIEF DEPUTY COUNTY EXECUTIVE
ACTING PURSUANT TO MCL 45.559A (7)
STATE OF MICHIGAN)
COUNTY OF OAKLAND)
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 November 14,
2018, 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 141h day of November, 2018.
Lisa Brown, Oakland County