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HomeMy WebLinkAboutResolutions - 1994.11.10 - 24256MISCELLANEOUS RESOLUTION #94326 November 10, 1994 BY: PERSONNEL COMMITTEE - Marilynn Gosling, Chairperson IN RE: 1994_ - 1996 LABOR AGREEMENT FOR EMPLOYEES REPRESENTED BY THE OAKLAND COUNTY EMPLOYEES UNION (OCEU) TO THE OAKLAND COUNTY BOARD OF COMMISSIONERS Chairperson, Ladies and Gentlemen: WHEREAS, the County of Oakland and the Oakland County Employees Union have been negotiating a contract covering approximately 525 Oakland County employees; and WHEREAS, a three (3) year agreement has been reached for the period beginning January 1, 1994 through December 31, 1996, and said agreement has been reduced to writing; and WHEREAS, this agreement has been received by your Personnel Committee which recommends its approval. NOW THEREFORE BE IT RESOLVED that the proposed agreement between the County of Oakland and the Oakland County Employees Union, be and the same is hereby approved; and that the Chairperson of this Board, on behalf of the County of Oakland be and is hereby authorized to execute said agreement, a copy of which is attached hereto. Chairperson, on behalf of the Personnel Committee, I move the adoption of the foregoing resolution. PERSONNEL COMMITTEE .c SUMMARY OF TENTATIVE AGREEMENT WITH OAKLAND COUNTY EMPLOYEES UNION • I. Wages 1994 - "Me Too" with general non-represented employees. 1995 - Effective 12/24/94 = 4%. - Effective 12/24/94 $500 annual bonus for up to three (3) Skilled Maintenance Mechanic I (Painter) doing specialized repair and finishing. - Effective 12/24/94 one employee classified as Groundskeeper Specialist shall be upgraded to the classification of Grounds Equipment Mechanic in the Grounds Maintenance unit of the Facilities Maintenance and Operations Division. 1996 - Wage Reopener. II. Benefits 1994 - Effective with execution of agreement - increase mileage to 280. 1995 - Flex Benefit plan to be implemented consistent with plan in effect for non-represented employees as of 1/1/95. - Defined Contribution Retirement plan as adopted by Board of Commissioners and in effect 1/1/95. - Rx Preferred Provider Drug plan as adopted by Board of Commissioners and in effect 1/1/95. - Shoe Allowance - Employer will continue to provide approved work shoes through vendor selected by Purchasing Division. Shoes only provided to those employees determined by the employer to be eligible for this benefit. - Effective 1/1/95 employees in the Grounds Maintenance unit assigned to Snow Removal duty and who work more than 4 hours between 6 p.m. and 6 a.m. shall receive a differential equal to the current shift differential for all hours worked at this assignment between 6 p.m. and 6 a.m.. With the exception described above, these employees shall be ineligible for any other form of shift differential. 1996 - Fringe Benefit Reopener. III. Contract Language - Article V, (Grievance Procedure), Step 3, increase notification to employer from 5 days to 10 days. - Article X, (General Conditions), Section 7, change roster to January instead of December. - Article X, (General Conditions), add Section 11, employer to notify union of Changes in bargaining unit job descriptions. If requested, the employer will meet and confer regarding these Changes. - Appendix F, (Sheriff's Department Employees), Shift Preference, change shift preference selection months from January and July to April and October. - Article VII, (Seniority), add language to credit employees for time employed in the functional unit in which he/she is currently employed that previously fell under a different Department. - Letter of Agreement - Combine Bargaining Units 55 (Water and Sewer) and 60 (Drain) into one bargaining unit (55). Remove Construction Inspectors from list of represented classifications and add Pump Maintenance Mechanics previously not represented under Drain to represented classification under Operations and Maintenance Division, Drain Commissioner. TV. Non-Contractual - Employer will notify union of pre-termination hearings. - Union to notify employer and/or request Special Conference if employees are being inappropriately counselled by supervision in front of other employees. - Employer to implement pre-demotion hearing policy. COUNTY MICHIGAN DEPARTMENT OF PERSONNEL (- r L. BROOKS PATTERSON, OAKLAND COUNTY EXECUTIVE C. VIncen1 Luri Director TO: Lynn Allen, Clerk/Register FROM: Thomas R. Eaton, Manager, Employee Relations/EEO /JEN" DATE: November 29, 1994 SUBJECT: Board of Commissioners Collective Bargaining Agreement Enclosed for your files, please find a copy of the Collective Bargaining Agreement with the County of Oakland and the Oakland County Employee's Union. This collective bargaining agreement was passed at the November 10, 1994 Board meeting. Should you have any questions or need further information please feel free to contact me. TRE/jah Enclosure EXECUTIVE OFFICE BUILDING • 1200 N TELEGRAPH RD DEPT 440 • PONTIAC MI 48341-0440 • (810) 858-0542 • FAX (810) 452-9215 7 1 , c . THE COUNTY OF OAKLAND MG OAKLAND COUNTY EMPLOYEES UNION COLLECTIVE BARGAINING AGREEMENT 1994 - 1996 THE COUNTY OF OAKLAND AND OAKLAND COUNTY EMPLOYEES UNION COLLECTIVE BARGAINING AGREEMENT 1994 - 1996 • AGREEMENT This agreement is made and entered into on this it) day of A.D., 1994, by and between the Oakland County Board of Commissioners and the Oakland County Executive, hereinafter referred to collectively as the "Employer," and the Oakland County Employees Union, hereinafter referred to as the "Union." It is the desire of both parties to this agreement to continue to work harmoniously and to promote and maintain high standards, between the employer and employees, which will best serve the citizens of Oakland County. I. RECOGNITION The Employer recognizes the Union as the exclusive representative of the following employees, for the purposes of collective bargaining with respect to rates of pay, wages, hours of employment and other terms and conditions of employment, in the following bargaining unit for which they have been certified, and 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 Animal Control Officers, and Animal Shelter Attendants EXCLUDING clerical and supervision. All employees of Building Custodial units of the Department of Facilities Management EXCLUDING all supervisors as defined in the Act. All employees of the Maintenance and Ground units of the Department of Facilities Management EXCLUDING all supervisors as defined in the Act. All Chemist, Electronics Technician, Laboratory Technician I, Laboratory Technician II, Maintenance Laborer, Maintenance Mechanic I, Maintenance Mechanic II, Meter Reader, Pump Maintenance Mechanic I, Pump Maintenance Mechanic II, Sewage Treatment Plant Operator 2 I, Sewage Treatment Plant Operator II, Sewage Treatment Plant Operator Trainee, Skilled Maintenance Mechanic II, Skilled Maintenance Mechanic III and Water Meter Technician employed by the Oakland County Drain Commissioner EXCLUDING Construction Inspectors I, II and supervisors and all engineering, clerical, administrative, professional and other office employees. All Social Workers I and II, Program Specialist I and Training Leader employees of the Community Mental Health Board. All General Maintenance Mechanics - Parks and Recreation, Grounds Equipment Mechanics, Groundskeeper Groundskeeper II, Groundskeeper Crew Chief, Groundskeeper Specialist, Parks Maintenance Aides, Skilled Maintenance Mechanic I, Skilled Maintenance Mechanic II and Skilled Maintenance Mechanic III employed by the Oakland County Parks and Recreation Commission EXCLUDING supervisors and all other employees. All non-professional, non-technical, non-clerical employees of Oakland County Medical Care Facility, including nursing assistants, EXCLUDING medical doctors, registered professional nurses, licensed practical nurses, medical technologists, pharmacists, occupational and physical therapists, x-ray technicians, and all other professional, technical and clerical employees, confidential employees, executives and supervisors. All employees of the Oakland County Community Mental Health Services Board, Mental Retardation Services EXCLUDING administrative, supervisory, secretarial, clerical, medical and professional employees. All Licensed Practical Nurses employed at the Oakland County Medical Care Facility EXCLUDING supervisors and all other employees. All Clinical Psychologists I and II of the Oakland County Community Mental Health Board EXCLUDING all other employees, supervisors and confidential employees. All clerical employees, cooks, and maintenance employees of the Oakland County Sheriff's Department EXCLUDING all other employees, supervisors and confidential employees as determined by the Board. II. MANAGEMENT RESPONSIBILITX The right to hire, promote, discharge or discipline, and to maintain discipline and efficiency of employees, is the sole 3 responsibility of the Employer except that Union Members shall not be discriminated against as such. In addition, the work schedules, methods and means of departmental operation are solely and exclusively the responsibility of the Employer, subject, however, to the provisions of this agreement. III. DUES CEECK -OFF (a) The Employer agrees to deduct the union membership initiation fee and dues, once each month, from the pay of those employees who individually authorize in writing that such deductions be made. All authorizations delivered to the Employer prior to the first day of the month shall become effective during that succeeding month. Check-off monies will be deducted from the second paycheck of each month and shall be remitted together with an itemized statement to the local treasurer, within fourteen (14) days after the deductions have been made. (b) An employee shall cease to be subject to check-off deductions beginning with the month immediately following the month in which he is no longer a member of the bargaining unit. Any employee may voluntarily cancel or revoke the Authorization for Check-off deduction upon written notice to the Employer and the Union during the fifteen (15) day period prior to the expiration of the contract. (c) The Union will protect and save harmless the Employer from any and all claims, demands, suits and other forms of liability by reason of action taken by the Employer for the purpose of complying with this section. 4 ‘7. IV. BTEWARDS AND ALTERNATE Section 1. There shall be one chief steward and one alternate chief steward for the bargaining group and additional stewards and alternates as provided in the appendices for the individual functional units. All stewards and alternate stewards must come from the unit they represent. Stewards will be permitted to leave their work, after obtaining approval of their respective supervisors and recording their time, for the purpose of adjusting grievances in accordance with the grievance procedure and for reporting to the grievant a change in status of his grievance. Permission for stewards to leave their work stations will not be unreasonably withheld. Stewards will report their time to their supervisor upon returning from a grievance discussion. The privilege to leave their work during working hours, without loss of pay, is extended with the understanding that the time will be devoted to the prompt handling of grievances and will not be abused, and that they will continue to work at their assigned jobs at all times except when permitted to leave their work to handle grievances. Section 2. The Union president shall be released from work two (2) hours per day for union business during 1994, 1995, and 1996. Release time must be used immediately following the president's lunch period. 5 4.... , Section 3. The Chief Steward or Alternate Chief Steward must obtain written permission before leaving their work. The Chief Steward or Alternate Chief Steward shall be permitted to leave their work to handle grievances below the grievance committee level only when the functional unit Steward or Alternate Steward is unavailable. Should any Steward position become vacant the union agrees to fill the vacancy and notify the employer within ten (10) working days. The Chief Steward and the Alternate Chief Steward will not come from the same functional unit. Bection 4. Stewards may receive but shall not solicit grievances (this is not to be construed as to prohibit Stewards from advising members related to contract interpretation). Section. 5. The Union will furnish the Employer with the names of its authorized representatives who are employed within the Unit and such changes as may occur from time to time in such personnel so that the Employer may at all times be advised as to the authority of the individual representative of the Union with which it may be dealing. V. GRIEVANCE PROCEDURES The Employer and the Union support 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 problem or grievance to the attention of his immediate supervisor, with or without his steward within ten (10) days of the 6 occurrence. The immediate supervisor shall attempt to resolve the grievance informally. Dismissals, suspensions, demotions and disciplinary actions of any type shall not be a subject for the grievance procedure but shall be processed according to the procedures of the Personnel Appeal Board. Step 1. If the grievance is not settled informally, it shall be discussed with the shift steward and shall be reduced to writing, signed by the grievant and submitted to his immediate supervisor within five (5) working days of the informal discussion. Btep 2. The written grievance may be discussed between the shift steward and the immediate supervisor if so desired. The supervisor will attempt to adjust the matter and will give his written decision within ten (10) days (excluding Saturday, Sunday and holidays) of receipt of the written grievance. The Union will be provided a copy of the Employer's response to any grievance filed by members of this unit. Step 3. Any grievance not settled at Step 2 may be submitted to the next meeting of the grievance committee. The union grievance committee shall consist of the Chief Steward and one other member of the bargaining unit. Any grievance not submitted to the next grievance committee meeting, by written notification to the Employer within ten (10) days (excluding Saturday, Sunday and Holidays) of the immediate supervisor's written decision, shall be considered dropped. 7 4I Any matter not settled in Step 3 of the grievance procedure may be submitted to final and binding arbitration by either of the parties. A request for arbitration must be submitted by written notice to the other party within fifteen (15) days of the Employer's written response following the grievance committee meeting. The grievance upon which Arbitration has been demanded shall be referred to one of the following Arbitrators in accordance with the date of the written grievance, the oldest grievance being referred first: 1. Keith Groty 2. Michael Long 3. Bill Danial 4. Dan Krueger A grievance shall be referred to the listed Arbitrators in the order in which they appear. Once a grievance has been referred to an Arbitrator, a subsequent grievance shall be referred to the next Arbitrator on the list. After a grievance has been referred to the fourth 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 for arbitration shall be borne equally by both parties. 8 47 Any grievance not appealed, from a decision in one of the steps of the grievance procedure, to the next step as prescribed, shall be considered dropped and the last decision final and binding, except that time limits may be extended by mutual agreement of the parties. In the event that the Employer shall fail to supply the Union with its answer to the particular step within the specified time limits, the grievance shall be deemed automatically positioned for appeal at the next step with the time limit for exercising said appeal commencing with the expiration of the grace period for answering. VI. BULLETIN BOARD The Employer shall assign space for a bulletin board which shall be used by the Union for posting notices, bearing the written approval of the Chief Steward of the Union local, which shall be restricted to: (a) Notices of Union recreational and social affairs; (b) Notices of Union elections; (c) Notices of Union appointments and results of Union elections; (d) Notices of Union Meetings; (e) Other notices of bona fide Union affairs which are not political or libelous in nature. VII. SENIORITY New employees may acquire seniority by working six (6) continuous months, in which event the employee's seniority will date back to the date of hire into the department. An employee shall be credited with seniority for time employed in the 9 40 functional unit that he/she is currently employed which previously fell under a different department. When the employee acquires seniority, his/her name shall be placed on the seniority list, in the order of his/her seniority date. An up-to-date seniority list shall be furnished to the Union every six (6) months. An employee shall lose his/her seniority for the following reasons: (a) If the employee resigns or retires; (b) If the employee is discharged, and not reinstated; (c) If the employee is absent from work for three (3) working days, without properly notifying the Employer, unless a satisfactory reason is given; (d) If the employee does not return to work at the end of an approved leave; (e) If the employee does not return to work when recalled from a layoff. VIII. LAYOFF AND RECALL Section 1. If and when it becomes necessary for the Employer to reduce the number of employees in the work force, the employees will be laid off in seniority order within the functional units. For layoff and recall purposes, Maintenance, Custodial and Grounds units in the Department of Facilities Management, Facilities Maintenance and Operations Division are to be considered separate units. The order of layoff in each functional unit shall be determined based on seniority and capability of performing 10 do available jobs and shall be recalled in the inverse order (refer to Rule 9 - Oakland County Merit System Handbook). All employees so laid off shall be offered the opportunity of recall prior to the hiring of any new employees. Entitlement to recall shall not extend beyond the following specified periods: employees with less than one year seniority entitled to recall for one year; employees with one but less than two years seniority entitled to recall for two years; employees with two or more years of seniority entitled to recall for three years. Section 2. SuperseniQrity. The President, Vice President and elected stewards, for the purpose of layoff and recalls to work following such layoff only, for the term of their office, shall be considered as having more seniority than any other employee within their functional unit. They shall be last to be laid off for lack of work or funds from their unit and the first to be recalled to work in their unit following such layoff providing they have the then present ability to satisfactorily perform the available work in such area without additional training. IX. PROMOTIONS (a) Promotions made within the bargaining unit shall be carried out in a manner consistent with the provisions of the Oakland County Merit System. (b) A Union observer will be permitted to attend Merit System promotional interviews for promotions within the bargaining unit. 11 X. GENERAL CONDITIONS Section 1. The Union shall be notified in advance of anticipated permanent major changes in working conditions and discussions shall be held thereon. section 2. Employees elected to any permanent full time Union office or selected by the Union to do work which takes them from their employment with the County, shall at the written request of the Union be granted a leave of absence without pay. The leave of absence shall not exceed two (2) years, but it shall be renewed or extended for a similar period at any time upon the written request of the Union. Section 3. When any position not listed on the wage schedule is filled or established, the County may designate a job classification and rate structure for the position. The County shall notify the Union at such time as the new classification is established. In the event the Union does not agree that the classification, rate or structure are proper, the Union shall have the right to submit the issue as a grievance through the grievance procedure within a three (3) month period following notification. section 4. Special conferences for important matters may be arranged at a mutually convenient time between the staff representative and the Employer or its designated representative upon the request of either party. Such meetings shall be between at least two 12 A representatives of the Employer and no more than two employee representatives of the Union and the Staff Representative, if so desired. Arrangements for such special conferences shall be made in advance and an agenda of the matters to be taken up at the meeting shall be presented at the time the conference is requested. Matters taken up in special conferences shall be confined to those included in the agenda. The members of the Union shall not lose time or pay for time spent in such special conferences. $ection 5. In the event that any represented unit, other than a unit containing employees eligible for Act 312 Police/Fire Compulsory Arbitration, or employees whose designated employer is other than the Oakland County Executive, negotiates a contract with the County of Oakland containing any form of union security, the same right will automatically be given to the unit covered under this agreement. Section 6. County vehicles operated by employees represented by this bargaining unit will be given safety inspections annually by the Oakland County Department of Central Services, Support Services Division. Section 7. The Employer will provide the Union with a roster of bargaining unit employees in January of each contract year. Said roster shall include the following information: name of employee, classification, step in salary range, and current salary rate. 13 • Section 8. Part-time, non-eligible employees may be utilized for up to 1,000 hours of employment per year as provided in the Oakland County Merit Rules published February, 1986. Section 9. The Employer may in its sole judgment and discretion decide to permit early merit increases ahead of the schedule provided in this Agreement. Such early merit increases shall be recommended by the department head and be subject to approval by the Employee Relations Division of the Personnel Department. Approval of an early merit increase in one case shall not create a precedent for granting an early merit increase in any other. Section 10. Copies of all disciplinary actions related to members of this bargaining unit shall be provided to the Union providing the employee disciplined has authorized it. Section 11. The Employer will notify the union of changes in bargaining unit job descriptions and if requested by the union, the employer will meet and confer prior to finalization of the job description. Exception to this policy may occur under exigent circumstances with discussions being held within a reasonable time thereafter. XI. ADOPTION BY REFERENCE OF RELEVANT RESOLUTIONS AND PERSONNEL POLICIES All Resolutions of the Oakland County Board of Commissioners, as amended or changed, from time to time, relating 14 to the working conditions and compensation of the employees covered by this agreement, and all other benefits and policies provided for in the Oakland County Merit System, which incorporates the Oakland County Employee's Handbook, are incorporated herein by reference and made a part hereof to the same extent as if they were specifically set forth. XII. MAINTENANCE OF CONDITIONS Wages, hours and conditions of employment legally in effect at the execution of this Agreement shall, except as improved herein, be maintained during the term of this Agreement. No employee shall suffer a reduction in such benefits as a consequence of the execution of this Agreement. XIII. ECONOMIC MATTERS The Agreement between the parties on economic matters are set forth in the Appendices attached hereto and are incorporated into this collective bargaining agreement, subject to the terms and conditions thereof. XIV. NO STRIKE - NO LOCKOUT Under no circumstances will the Union cause or authorize or permit its members to cause, nor will any member of the bargaining unit take part in, any strike, sitdown, stay-in, or slowdown or any violation of any State Law. The Employer will not lockout any employees of the bargaining unit during the term of this Agreement. XV. DURATION This Agreement shall remain in full force and effect from January 1, 1994, to midnight, December 31, 1996. The Agreement Larrf P. Crake, Chairperson shall be automatically renewed from year to year thereafter unless either party shall notify the other in writing, sixty (60) days prior to December 31, 1996, that it desires to modify the Agreement. In the event that such notice is given, negotiations shall begin within a reasonable period of time. This Agreement shall remain in full force and be effective during the period of negotiations and until notice of termination of this Agreement is provided to the other party in the manner set forth in the following paragraph. In the event that either party desires to terminate this Agreement, written notice must be given to the other party no less than ten (10) days prior to the desired termination date which shall not be before the anniversary date set forth in the preceding paragraph. It is agreed and understood that the provisions contained herein shall remain in full force and effect so long as they are not in violation of applicable statutes and ordinances and remain within the jurisdiction of the County of Oakland for continued application. dri OAKLAND COUNTY EMPLOYEES UNION OAKLANDJO&T;Y e IVE 41111e,alli.11111".' - -4! teven Schell L. Brooks/Patterson COUNTY OF OAKLAND, a Michigan Const.itutional Corporation OAKLAND COUNTY EMPLOYEES UNION APPENDIX A For the following fringe benefits refer to the Oakland County Employee's Handbook: 1. Injury on the Job 2. Holidays 3. Leave of Absence 4. Death Benefits 5. Longevity 6. Master Medical Coverage 7. Sick Leave *8. Retirement 9. Annual Leave 10. Income Continuation Coverage 11. Dental Coverage 12. Tuition Reimbursement The fringe benefits modified in previous collective bargaining agreements shall continue in effect as modified and described in the Oakland County Employees' Handbook. II Any Benefit Plan Improvements applied to non-represented employees shall be applied to members of this bargaining unit at the same time and in the same manner as applied to the non- represented group. 17 III Effective with the execution of this Agreement, the General Travel Regulation's mileage reimbursement rate shall be $.28. IV The Employer will continue to provide approved work shoes through a vendor selected by the Purchasing Division. Shoes will only be provided to those represented employees determined by the employer to be eligible for this benefit. V Benefits - 1995 The Fringe Benefit Plan for 1995 shall be modified to include the following: (1) Effective 1/1/95, the Flexible Benefit Plan, as adopted by the Board of Commissioners and in effect for non-represented employees as of 1/1/95, shall be implemented for employees represented by this bargaining unit. (2) Effective 1/1/95, the Preferred Provider Prescription Drug Plan in effect for non- represented employees as of 1/1/95, shall be implemented for employees represented by this bargaining unit. *(3) Effective 1/1/95, the Defined Contribution Retirement Plan, as adopted by the Board of Commissioners and in effect for non-represented employees as of 1/1/95, shall be implemented for employees represented by this bargaining unit. VI BenQfits - 1996 The parties shall reopen negotiations for 1996 benefits no later than October 15, 1995. 18 ANIMAL 6CNTROL APPENDIX B BI-WEEKLY SALARIES - 1994 The following merit hi-weekly salary schedule shall prevail for the period beginning the first pay period on or after December 25, 1993: Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year Animal Control Officer 871.77 924.38 977.15 1029.73 1082.54 1135.04 Animal Shelter Attendant 640.62 680.85 721.23 761.54 801.92 842.12 General Helper 561.81 BIWEEKLY SALARIES - 1995 The following merit hi-weekly salary schedule shall prevail for the period beginning the first pay period on or after December 24, 1994: Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year Animal Control Officer 906.64 961.36 1016.24 1070.92 1125.84 1180.44 Animal Shelter Attendant 666.24 708.08 750.08 792.00 834.00 875.80 General Helper 584.28 BIWEEKLY SALARIES - 1996 The parties shall reopen negotiations for 1996 salary rates no later than October 15, 1995. II REPRESENTATION There shall be one (1) steward and one (1) alternate steward. In the matters which require the presence of a union steward it shall be the responsibility of the employer to arrange for the steward's attendance. 19 MAINTENANCE, aJserooTAL AND GROUNDS APPENDIX C BI-WEEKLY SALARIES - 1994 The following merit bi-weekly salary schedule shall prevail for the period beginning the first pay period on or after December 25, 1993: Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year Central Stock Attendant 893.35 947.27 1001.27 1055.19 1109.19 1163.19 Custodial Worker I 622.27 659.88 697.62 735.35 773.04 810.73 Custodial Worker II 640.62 680.85 721.23 761.54 801.92 842.12 Custodial Worker III 695.62 737.69 779.85 821.92 864.04 906.19 General Helper 561.81 General Maintenance Mech. 847.04 898.12 949.42 1000.62 1051.85 1102.81 Grounds Equipment Mechanic 847.04 898.12 949.42 1000.62 1051.85 1102.81 Groundskeeper I 732.58 776.85 821.19 865.54 909.88 954.27 Groundskeeper II 771.46 818.08 864.81 911.38 958.08 1004.73 Groundskeeper Crew Chief 893.35 947.27 1001.27 1055.19 1109.19 1163.19 Groundskeeper Specialist 812.62 861.77 910.96 960.04 1009.23 1058.23 Maintenance Laborer 695.62 737.69 779.85 821.92 864.04 906.19 Mobile Unit Custodial Wkr. 695.62 737.69 779.85 821.92 864.04 906.19 Skilled Maint. Mech. I 893.35 947.27 1001.27 1055.19 1109.19 1163.19 Skilled Maint. Mech. II 938.31 994.96 1051.65 1108.31 1164.96 1221.04 Skilled Maint. Mech. III 1080.04 1145.19 1210.42 1275.65 1340.77 1405.88 Window Washer 732.58 776.85 821.19 865.54 909.88 954.27 Window Washer Crew Leader 965.15 995.73 1026.42 1056.96 1087.38 1118.00 MAINTENANCE, CUSTODIAL AND GROUNDS APPENDIX C (+DON'T) I (Cbn't) BI-WEEKLY SALARIES - 1995 The following merit bi-weekly salary schedule shall prevail for the period beginning the first pay on or after December 24, 1994: Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year Central Stock Attendant 929.08 985.16 1041.32 1097.40 1153.56 1209.72 Custodial Worker I 647.16 686.28 725.52 764.76 803.96 843.16 Custodial Worker II 666.24 708.08 750.08 792.00 834.00 875.80 Custodial Worker III 723.44 767.20 811.04 854.80 898.60 942.44 General Helper 584.28 General Maintenance Mech. 880.92 934.04 987.40 1040.64 1093.92 1146.92 Grounds Equipment Mechanic 880.92 934.04 987.40 1040.64 1093.92 1146.92 Groundskeeper I 761.88 807.92 854.04 900.16 946.28 992.44 Groundskeeper II 802.32 850.80 899.40 947.84 996.40 1044.92 Groundskeeper Crew Chief 929.08 985.16 1041.32 1097.40 1153.56 1209.72 Groundskeeper Specialist 845.12 896.24 947.40 998.44 1049.60 1100.56 Maintenance Laborer 723.44 767.20 811.04 854.80 898.60 942.44 Mobile Unit Custodial Wkr. 723.44 767.20 811.04 854.80 898.60 942.44 Skilled Maint. Mech. I 929.08 985.16 1041.32 1097.40 1153.56 1209.72 Skilled Maint. Mech. II 975.84 1034.76 1093.72 1152.64 1211.56 1269.88 Skilled Maint. Mech. III 1123.24 1191.00 1258.84 1326.68 1394.40 1462.12 Window Washer 761.88 807.92 854.04 900.16 946.28 992.44 Window Washer Crew Leader 1003.76 1035.56 1067.48 1099.24 1130.88 1162.72 BI-WEEKLY SALARIES - 1996 The parties shall reopen negotiations for 1996 salary rates no later than October 15, 1995. 21 MAINTENANCE, CUSTODIAL AND GROUNDS APPENDIX C (OMIT) II REPRESENTATION There shall be stewards and alternate stewards in accordance with the following formula: (a) The Maintenance employees shall be represented by one (1) steward and one (1) alternate steward; (b) The Grounds employees shall be represented by one (1) steward and one (1) alternate steward; (c) The Custodial employees shall be represented by one (1) steward and one (1) alternate steward for the afternoon shift - North County (employees working in buildings located north of Birmingham); one (1) steward and one (1) alternate steward for the afternoon shift - South County (employees working in buildings located in or south of Birmingham). In matters which require the presence of a union steward it shall be the responsibility of the employer to arrange for the steward's attendance. III Movement from the Level I to the Level II in the Groundskeeper series may occur without the need for a vacancy in the higher classification after completion of each step in the Groundskeeper I salary range. An employee will be reclassified from Grounskeeper I to Groundskeeper II when in the sole judgement and discretion of the employer, his work performance warrants such reclassification. 22 Effective 12/24/94, a $500.00 annual bonus may be provided for up to three (3) Skilled Maintenance Mechanic I (Painter) doing specialized repair and finishing as determined by the employer. V Custodial employees hired after 1/1/84 will be appointed as Custodial Worker I and will move form Custodial Worker I to Custodial Worker II after completing each step of the Custodial Worker I salary range. Such movement shall be in accordance with Merit System Rules as applied to other classes treated as a series (such as Typist I and II). All employees hired after 1/1/84 must be able and willing to perform all current Custodial Worker I and II assignments from their date of hire including buffing. VI TEMPORARY MANGE OF RATE In those cases in which the temporary assignment includes taking over the ultimate responsibility inherent in the higher level job and in which the temporary assignment is for at least one full shift, the base salary rate will be paid to the employee in the temporary assignment for the time actually worked in the higher classification but the increased earnings will not count toward the basis on which service increment pay is determined. VII Effective 1/1/95, employees in the Grounds Maintenance Unit assigned to Snow Removal duty and who work more than 4 hours between 6 p.m. and 6 a.m. shall receive a differential equal to the current shift differential for all hours worked at this assignment between 6 p.m. and 6 a.m.. With the exception described above, these employees shall be ineligible for any other form of shift differential. DRAIN 03MMISSIONER APPENDIX D BI-WEEKLY SALARIES - 1994 The following merit bi-weekly salary schedule shall prevail for the period beginning the first pay period on or after December 25, 1993: CLASSIFICATION BASE 6 MOS. 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR Chemist 982.35 1041.58 1100.96 1160.27 1219.62 1278.85 Electronics Technician 893.35 947.27 1001.27 1055.19 1109.19 1163.19 General Helper 561.81 Laboratory Technician I 771.46 818.08 864.81 911.38 958.08 1004.73 Laboratory Technician II 812.62 861.77 910.96 960.04 1009.23 1058.23 Maintenance Laborer 695.62 737.69 779.85 821.92 864.04 906.19 Maintenance Mechanic I 771.46 818.08 864.81 911.38 958.08 1004.73 Maintenance Mechanic II 847.04 898.12 949.42 1000.62 1051.85 1102.81 Meter Reader 695.62 737.69 779.85 821.92 864.04 906.19 Pump Maintenance Mechanic I 893.35 947.27 1001.27 1055.19 1109.19 1163.19 Pump Maintenance Mechanic II 982.35 1041.58 1100.96 1160.27 1219.69 1278.85 Sewage Treat. Plant Oper. I 812.62 861.77 910.96 960.04 1009.23 1058.23 Sewage Treat. Plant Oper. II 982.35 1041.58 1100.96 1160.27 1219.62 1278.85 Sewage Treat. Plant Oper. Trainee 695.62 737.69 779.85 Skilled Maint. Mech. II 938.31 994.96 1051.65 1108.31 1164.96 1221.04 Skilled Maint. Mech. III 1080.04 1145.19 1210.42 1275.65 1340.77 1405.88 Water Meter Technician 812.62 861.77 910.96 960.04 1009.23 1058.23 24 DRAIN COMIISSIONER APPENDIX D (CON'T) I (Con't) BI-WEEKLY SALARIES - 1995 The following merit hi-weekly salary schedule shall prevail for the period beginning the first pay period on or after December 24, 1994: Classification Base 6 Mo. 1 Year 2 Year 3 Year 4 Year 5 Year Chemist 1021.64 1083.24 1145.00 1206.68 1268.40 1330.00 Electronics Technician 929.08 985.16 1041.32 1097.40 1153.56 1209.72 General Helper 584.28 Laboratory Technician I 802.32 850.80 899.40 947.84 996.40 1044.92 Laboratory Technician II 845.12 896.24 947.40 998.44 1049.60 1100.56 Maintenance Laborer 723.44 767.20 811.04 854.80 898.60 942.44 Maintenance Mechanic I 802.32 850.80 899.40 947.84 996.40 1044.92 Maintenance Mechanic II 880.92 934.04 987.40 1040.64 1093.92 1146.92 Meter Reader 723.44 767.20 811.04 854.80 898.60 942.44 Pump Maintenance Mechanic I 929.08 985.16 1041.32 1097.40 1153.56 1209.72 Pump Maintenance Mechanic II 1021.64 1083.24 1145.00 1206.68 1268.40 1330.00 Sewage Treat. Plant Oper. I 845.12 896.24 947.40 998.44 1049.60 1100.56 Sewage Treat. Plant Oper. II 1021.64 1083.24 1145.00 1206.68 1268.40 1330.00 Sewage Treat. Plant Oper. Trainee 723.44 767.20 811.04 Skilled Maint. Mech. II 975.84 1034.76 1093.72 1152.64 1211.56 1269.88 Skilled Maint. Mech. III 1123.24 1191.00 1258.84 1326.68 1394.40 1462.12 Water Meter Technician 845.12 896.24 947.40 998.44 1049.60 1100.56 BI-WEEKLY SALARIES - 1996 The parties shall reopen negotiations for 1996 salary rates no later than October 15, 1995. 25 APPENDIX D (CON'T) II REPRESENTATION There shall be stewards and alternate stewards in accordance with the following formula: The Sewer and Water Operations Unit employees shall be represented by one (1) steward and one (1) alternate steward. In matters which require the presence of a union steward it shall be the responsibility of the employer to arrange for the steward's attendance. TEMPORARY CHANGE OF RATE In those cases in which the temporary assignment includes taking over the ultimate responsibility inherent in the higher level job and in which the temporary assignment is for at least one full shift, the base salary rate will be paid to the employee in the temporary assignment for the time actually worked in the higher classification but the increased earnings will not count toward the basis on which service increment pay is determined. 26 MEDICAL CARE FACILITY EMPIAYEES APPENDLX E BI-WEEKLY SALARIES - 1994 The following merit bi-weekly salary schedule shall prevail for the period beginning the first pay period on or after December 25, 1993: Classification Day Room Assistant Day Room Assistant Leader General Helper Licensed Practical Nurse Nursing Assistant Nursing Asst. Trainee Storekeeper I Storekeeper II Base 1 Year 622.27 659.88 695.62 737.69 561.81 782.58 829.81 640.62 680.85 5.87 per hour 640.62 680.85 667.46 708.69 2 Year 697.62 779.85 877.19 721.23 721.23 749.88 3 Year 735.35 821.92 924.46 761.54 761.54 791.08 4 Year 773.04 864.04 971.81 801.92 801.92 832.42 5 Year 810.73 906.19 1019.19 842.12 842.12 873.65 RI-WEEKLY SALARIES - 1995 The following merit hi-weekly salary schedule shall prevail for the period beginning the first pay period on or after December 24, 1994: Classification Day Room Assistant Day Room Assistant Leader General Helper Licensed Practical Nurse Nursing Assistant Nursing Assistant Trainee Storekeeper I Storekeeper II Base 1 Year 2 Year 3 Year 4 Year 5 Year 647.16 686.28 725.52 764.76 803.96 843.16 723.44 767.20 811.04 854.80 898.60 942.44 584.28 813.88 863.00 912.28 961.44 1010.68 1059.96 666.24 708.08 750.08 792.00 834.00 875.80 6.10 per hour 666.24 708.08 750.08 792.00 834.00 875.80 694.16 737.04 779.88 822.72 865.72 908.60 27 MEDICAL CARE FACILITY EMPLOYEES APPENDIX E (CON'T) I (Con't) BI-WEEKLY SALARIES - 1996 The parties shall reopen negotiations for 1996 salary rates no later than October 15, 1995. II REPRESENTATION There shall be one (1) steward and one (1) alternate steward for each permanent shift. In matters which require the presence of a union steward it shall be the responsibility of the employer to arrange for the steward's attendance. III TEMPORARY CHANGE OF RATE In those cases in which the temporary assignment includes taking over the ultimate responsibility inherent in the higher level job and in which the temporary assignment is for at least on full shift, the base salary rate will be paid to the employee in the temporary assignment for the time actually worked in the higher classification, but the increased earnings will not count toward the basis on which service increment pay is determined. SIERIFF S DEPARTMENT affirm. & MAINTENANCE EMPLOYE:ES APPENDIX F BI-WEEKLY SALARIES - 1994 The following merit hi-weekly salary schedule shall prevail for the period beginning the first pay period on or after December 25, 1993: Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year Account Clerk I 732.58 776.85 821.19 865.54 909.88 954.27 Account Clerk II 812.62 861.77 910.96 960.04 1009.23 1058.23 Clerk I 622.27 659.88 697.62 735.35 773.04 810.73 Clerk II 640.62 680.85 721.23 761.54 801.92 842.12 Clerk III 732.58 776.85 821.19 865.54 909.88 954.27 Clerk II/Deliveryperson 695.62 737.69 779.85 821.92 864.04 906.19 First Cook 695.62 737.69 779.85 821.92 864.04 906.19 General Clerical 595.73 General Helper 561.81 General Maintenance Mechanic 847.04 898.12 949.42 1000.62 1051.85 1102.81 Materials Management Clerk 732.58 776.85 821.19 865.54 909.88 954.27 Office Leader 812.62 861.77 910.96 960.04 1009.23 1058.23 Second Cook 640.62 680.85 721.23 761.54 801.92 842.12 Storekeeper I 640.62 680.85 721.23 761.54 801.92 842.12 Storekeeper II 667.46 708.69 749.88 791.08 832.42 873.65 Typist I 640.62 680.85 721.23 761.54 801.92 842.12 Typist II 667.46 708.69 749.88 791.08 832.42 873.65 29 J • 0 SHERIFF'S IMPAIRMENT CLERICAL & IAINTENANCE EMPLOYEES APPENDIX F ((XN'T) I (Con't) BI-WEEKLY SALARIES - 1995 The following merit bi-weekly salary schedule shall prevail for the period beginning the first pay period on or after December 24, 1994: Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year Account Clerk I 761.88 807.92 854.04 900.16 946.28 992.44 Account Clerk II 845.12 896.24 947.40 998.44 1049.60 1100.56 Clerk I 647.16 686.28 725.52 764.76 803.96 843.16 Clerk II 666.24 708.08 750.08 792.00 834.00 875.80 Clerk III 761.88 807.92 854.04 900.16 946.28 992.44 Clerk II-Deliveryperson 723.44 767.20 811.04 854.80 898.60 942.44 First Cook 723.44 767.20 811.04 854.80 898.60 942.44 General Clerical 619.56 General Helper 584.28 General Maintenance Mechanic 880.92 934.04 987.40 1040.64 1093.92 1146.92 Materials Management Clerk 761.88 807.92 854.04 900.16 946.28 992.44 Office Leader 845.12 896.24 947.40 998.44 1049.60 1100.56 Second Cook 666.24 708.08 750.08 792.00 834.00 875.80 Storekeeper I 666.24 708.08 750.08 792.00 834.00 875.80 Storekeeper II 694.16 737.04 779.88 822.72 865.72 908.60 Typist I 666.24 708.08 750.08 792.00 834.00 875.80 Typist II 694.16 737.04 779.88 822.72 865.72 908.60 BI-WEEKLY SALARIES - 1996 The parties shall reopen negotiations for 1996 salary rates no later than October 15, 1995. 30 SHERIFF'S DEPARTMENT CLERICAL & MAINTENANCE EMPLOYEES APPENDIX F (CON'T) II REPRESENTATION There shall be one (1) steward and one (1) alternate steward. In matters which require the presence of a union steward it shall be the responsibility of the employer to arrange for the steward's attendance. SHIFT PREFERENCE All represented employees within this functional unit will be entitled to make a shift preference selection in April and October of each year. This shift preference selection is to be based on seniority within the unit and is subject to the final approval of the Sheriff. It is understood that approval will not be unreasonably withheld. It is further understood that provisions of this section related to shift selection in no way effects the Sheriff's right to determine assignments. 31 COMMUNITY MENTAL HEALTH SOCIAL WORKERS, PROGRAM SPECIALIST II, CLINICAL PSYCHOLOGISTS, TRAINING LEADER, CASE T. COORD. APPENDIX G I (COn't) BI-WEEKLY SALARIES - 1994 The following merit hi-weekly salary schedule shall prevail for the period beginning the first pay period on or after December 25, 1993: Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year Case Management Coordinator 982.35 1041.58 1100.96 1160.27 1219.62 1278.85 Clinical Psychologist I 1187.46 1259.08 1330.77 1402.38 1473.96 1545.54 Clinical Psychologist II 1250.38 1326.54 1402.73 1479.00 1555.23 1631.38 Mental Health Clinician 1110.73 1194.46 1278.35 1390.04 1501.62 1613.38 Mental Health Clinician PhD 1386.12 1472.50 1558.96 1645.23 1731.62 1818.08 Program Specialist I - CHM 1080.04 1145.19 1210.42 1275.65 1340.77 1405.88 Social Worker I 1187.46 1259.08 1330.77 1402.38 1473.96 1545.54 Social Worker II 1250.38 1326.54 1402.73 1479.00 1555.23 1631.38 Training Leader 812.62 861.77 910.96 960.04 1009.23 1058.23 BI-WEEKLY SALARIES - 1996 The following merit bi-weekly salary schedule shall prevail for the period beginning the first pay period on or after December 24, 1994: Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year Case Management Coordinator 1021.64 1083.24 1145.00 1206.68 1268.40 1330.00 Clinical Psychologist I 1234.96 1309.44 1384.00 1458.48 1532.92 1607.36 Clinical Psychologist II 1300.40 1379.60 1458.84 1538.16 1617.44 1696.64 Mental Health Clinician 1155.16 1242.24 1329.48 1445.64 1561.68 1677.92 Mental Health Clinician PhD 1441.56 1531.40 1621.32 1711.04 1800.88 1890.80 Program Specialist I-CMH 1123.24 1191.00 1258.84 1326.68 1394.40 1462.12 Social Worker I 1234.96 1309.44 1384.00 1458.48 1532.92 1607.36 Social Worker II 1300.40 1379.60 1458.84 1538.16 1617.44 1696.64 Training Leader 845.12 896.24 947.40 998.44 1049.60 1100.56 • • a COMMUNITY MENTAL HEALTH SOCIAL VORKERS, PROGRAM SPECIALIST II, CLINICAL PSYCHOLOGISTS 2 TRA1NDIGLEADER, CASE MGT. COORD. APPENDIX G (CON'T) I (COn't) BI-WEEKLY SALARIES - 1996 The parties shall reopen negotiations for 1996 salary rates no later than October 15, 1995. II REPRESENTATION There Shall be one (1) steward and one (1) alternate steward representing all employees working at Mental Retardation Center, West Oakland Community Mental Health Clinic, Child and Adolescent Clinic - Waterford Office, and one (1) alternate steward representing all employees working at the Child and Adolescent Clinic - Royal Oak Office, Southeast Oakland Community Mental Health Clinic, Children's Day Treatment Center. In matters which require the presence of a union steward it shall be the responsibility of the employer to arrange for the steward's attendance. 33 PARKS AND RECREATION DEPARTMENT MAINTENANCE EMPLOYEES APPENDIX BI-WEEKLY SALARIES - 1994 The following merit bi-weekly salary schedule shall prevail for the period beginning the first pay period on or after December 25, 1993: Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year General Helper 561.81 General Maint. Mech. - P & R 847.04 898.12 949.42 1000.62 1051.85 1102.81 Grounds Equipment Mechanic 847.04 898.12 949.42 1000.62 1051.85 1102.81 Groundskeeper I 732.58 776.85 821.19 865.54 909.88 954.27 Groundskeeper II 771.46 818.08 864.81 911.38 958.08 1004.73 Groundskeeper Crew Chief 893.35 947.27 1001.27 1055.19 1109.19 1163.19 Groundskeeper Specialist 812.62 861.77 910.96 960.04 1009.23 1058.23 Parks Maintenance Aide 732.58 776.85 821.19 865.54 909.88 954.27 Skilled Maint. Mech. I 893.35 947.27 1001.27 1055.19 1109.19 1163.19 Skilled Maint. Mech. II 938.31 994.96 1051.65 1108.31 1164.96 1221.04 Skilled Maint. Mech. III 1080.04 1145.19 1210.42 1275.65 1340.77 1405.88 34 4 r • a III TEMPORARY CHANGE OF RATE In those cases in which the temporary assignment includes taking over the ultimate responsibility inherent in the higher level job and in which the temporary assignment is for at least on full shift, the base salary rate will be paid to the employee in the temporary assignment for the time actually worked in the higher classification, but the increase earnings will not count toward the basis on which service increment pay is determined. IV Movement from the Level I to the Level II in the Groundskeeper series may occur without the need for a vacancy in the higher classification, after completion of each step in the Groundskeeper I salary range. An employee will be reclassified from Groundskeeper I to Groundskeeper II when in the sole judgement and discretion of the employer, his work performance warrants such reclassification. L. Brooks Patterson Oakland ty Executive &4_,Z • Crake, Chairperson Oakland County Board of Commissioners LETTER OF AGREamr This agreement entered into this iu , day of )11),_, , 1994 between the County of Oakland and the Oakland County Employee's Union as follows: The parties agree to combine Bargaining Units 55 (Water and Sewer) and 60 (Drain) into one bargaining unit (55). In addition, the parties agree to add the Pump Maintenance Mechanic classification, previously not represented under the Drain Commissioner, to the list of represented classifications and remove the classification of Construction Inspector, previously represented under the Department of Public Works from the list of represented classifications. FOR THE OAKLAND COUNTY FOR THE COUNTY OF OAKLAND EMPLOYEES UNION fr1/1/ Steve Sc e 1, President • • November 10, 1994 • z FISCAL NOTE (Misc. #94326 ) BY: FINANCE COMMITTEE, John P. McCulloch, Chairperson IN RE: 1994 - 1996 LABOR AGREEMENT FOR EMPLOYEES REPRESENTED BY THE OAKLAND COUNTY EMPLOYEES UNION (OCEU) To the Oakland County Board of Commissioners Chairperson, Ladies and Gentlemen: Pursuant to Rule XI-G of this Board, the Finance Committee has reviewed Miscellaneous Resolution # q4326 and finds: 1) The County of Oakland and the Oakland County Employees Union have negotiated a contract covering approximately 525 employees for the period of January 1, 1994 through December 31, 1996. 2) The agreement provides for: A) Wages: 1994: "Me Too" clause equal to general non-represented employees. 1995: 1) An increase of 4% effective December 24, 1994, 2) $500 annual bonus for up to three Skilled Maintenance Mechanic I (Painter) doing specialized repair and finishing and 3) the reclassification of one Groundskeeper Specialist to a Grounds Equipment Mechanic in the Facilities Maintenance and Operations division. 1996: Wage Reopener. B) Benefits: 1994: Increased mileage rate to $.28 per mile. 1995: Implementation of 1) flex benefit plan consistent with the plan in effect for non-represented employees, 2) Defined Contribution Retirement plan, and 3) Rx Preferred Provider Drug plan as adopted by the Board of Commissioners and in effect 111/95, 4) continuation of the shoe allowance and 5) for employees assigned to snow removal duties, a payment of a shift differential for all hours worked between 6:00 pm and 6:00 am for employees working more than 4 hours in this time period. 1996: Fringe Benefit Reopener. 3) No additional funding will be required for 1994. 4) Additional funding for governmental positions in the amount of $176,512 will be required for 1995 and will be adjusted as part of the 1995 budget amendment process: Wages Fringe Benefits Medical Care Facility $64,852 $23,541 Animal Control 15,048 5,463 Sheriff 49,602 18,006 5) Additional funding for non-governmental positions in the amount of $611,212 for 1995 will be absorbed by the fund operations: Wages Fringe Benefits Facilities Maintenance and Operations $118,324 $42,952 Community Mental Health 189,942 68,949 Parks & Recreation 38,011 13,798 Drain Commissioner 97,947 35,555 Sheriff A 4,207 1,527 OMMITTEE In Testimony Whereof, I have hereunto set my hand and affAved the seal of County of Oakland at Pontiac, Michigan this 10th day of # d w= 40, Lynn.. Allen, County Clerk a Resolution #94326 November 10, 1994 Moved by Gosling supported by Douglas the resolution be adopted. AYES: Pernick, Powers, Schmid, Taub, Wolf, Crake, Dingeldey, Douglas, Garfield, Gosling, Huntoon, Jensen, Johnson, Kaczmar, Kingzett, Law, McCulloch, McPherson, Moffitt, Obrecht, Palmer. (21) NAYS: None. (0) A sufficient majority having voted therefor, the resolution was adopted. II__ HEREBY L. Brooks Pa / E FOREGOING RESOLUTION Date I fson, County Executive STATE OF MICHIGAN) COUNTY OF OAKLAND) Lynn D. Allen, 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 10, 1994 with the original record thereof now remaining in my office.