HomeMy WebLinkAboutResolutions - 1994.09.22 - 24284MISCELLANEOUS RESOLUTION 194260 September 8, 1994
BY: PERSONNEL COMMITTEE - Marilynn Gosling, Chairperson
IN RE: PROBATE COURT - TWO YEAR CONTRACT EXTENSION (1994-1995)
FOR EMPLOYEE REPRESENTED BY AMERICAN FEDERATION OF STATE,
COUNTY AND MUNICIPAL EMPLOYEES, LOCAL 2437, MICHIGAN
COUNCIL 25 (PROBATE COURT EMPLOYEES)
To the Oakland County Board of Commissioners
Chairperson, Ladies and Gentlemen:
WHEREAS, the Probate Court and the American Federation of
State, County and Municipal Employees, Local 2437, Michigan Council
25, have been negotiating a contract covering approximately 138
employees of the Probate Court; and
WHEREAS, the parties have reached agreement regarding the 1994
and 1995 wage rate and benefit modifications and have further
agreed to extend the 1990-1993 contract provisions, with limited
modifications, through 1995 and said agreement has been reduced to
writing; and
WHEREAS, the agreement has been reviewed by your Personnel
Committee which recommends approval of the agreement.
NOW THEREFORE BE IT RESOLVED that the agreement between the
Probate Court and the American Federation of State, County and
Municipal Employees, Local 2437, Michigan Council 25, is hereby
approved; and that the Chairperson of this Board, on behalf of the
County of Oakland be and is 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
OAKLAND COUNTY PROBATE COURT
AND
THE AMERICAN FEDERATION OF STATE, COUNTY
AND MUNICIPAL EMPLOYEES, AFL-CIO COUNCIL 25
COLLECTIVE BARGAINING AGREEMENT
1994-1995
AGREEMENT
Agreement entered into this 6.`11-day of 4 , 199 y by and between
Oakland County Probate Court (hereinafter referred to as the "Employer") and Council 25 and
its affiliated Local Union, No. 2437, AMERICAN FEDERATION OF STATE, COUNTY AND
MUNICIPAL EMPLOYEES, AFL-CIO, (hereinafter jointly referred to as the "Union" and
individually referred to as the Local Union Number).
I. RECOGNITION
The Employer recognizes the Union as the exclusive representative of the employees of
the Oakland County Probate Court 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 and Act 379 of the Public Acts of 1965.
All employees of the Oakland County Probate Court excluding confidential
employees, professional employees, executives and supervisors.
PURPOSE AND INTENT
The general purpose of the Agreement is to set forth certain terms and conditions of
employment, and to promote orderly and peaceful labor relations for the mutual interest of the
Employer, its employees and the Union.
The parties recognize that the interest of the community and the job security of the
employees depend upon the Employer's success in establishing, and the Union's success in
rendering proper services to the public.
To these ends, the Employer and the Union encourage to the fullest degree friendly and
cooperative relations at all levels and among all employees.
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The parties recognize that the Employer is legally and morally obligated to guarantee to
all citizens a fair and equal opportunity for employment, and to these ends agree that no person
shall be denied employment or membership in the Union, nor in any way be discriminated
against because of sex, age, race, color, creed, national origin, political or religious beliefs.
The masculine pronouns and relative words herein used shall be read as if written in
plural and feminine, if required by the circumstances and individual involved, and is not intended
to be discriminatory in any fashion.
III. MANAGEMENT RIGELTS
The right to hire, promote, discharge or discipline for just cause, and to maintain
discipline and efficiency of employees, is the sole responsibility of the Employer except that
Union Members shall not be discriminated against as such. In addition, the work schedules,
methods and means of department operations are solely and exclusively the responsibility of the
Employer, subject, however, to the provisions of this Agreement.
IV. ADOPT ON F L.. • L V T' R I _L 'I
All benefits and policies provided for in the Oakland County Merit System, which
incorporates the Oakland County Merit System Rule Book, as amended or changed from time
to time by resolution of the Oakland County Board of Commissioners, are incorporated herein
by reference and made a part hereof to the same extent as if they were specifically set forth,
except to the extent that any such benefits and policies are inconsistent with this Agreement.
V. AID TO OTHER UNIONS
Section l.
The Employer agrees and shall cause its designated agents not to aid, promote, or finance
any other labor group or organization which purports to engage in collective bargaining or to
make any agreement with any such group or organization for the purpose of undermining the
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Union.
Section 2.
The Union agrees not to make agreements with any other union for the purpose of
coercing the Employer.
VI. DUES CHECK-OFF
(a) The Employer agrees to deduct the union membership initiation fee and dues, once
each month, from the pay of those employees who individually authorize in writing that such
deductions be made. All authorizations delivered to the Employer prior to the first day of the
month shall become effective during that succeeding month. 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. However, an employee shall continue to be subject to check-off deductions which he has
authorized when he may be transferred from this bargaining unit to another bargaining unit
represented by Local 2437, Council 25, American Federation of State, County and Municipal
Employees.
(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 December 16 thorough
December 31 of any calendar year.
(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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VII. 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 both verbally and in writing, with
copies to the employer, that their conduct is in violation of the contract and that all such persons
shall immediately cease the offending conduct.
The Employer will not lockout any employees of the bargaining unit during the term of
this Agreement.
VIII. BASIS OF REPRESENTATION
Section I,
There shall be one steward and an alternate steward who must come from the unit they
represent.
Stewards will be released from 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.
Approval for stewards to leave their work stations will not be unreasonably withheld. Stewards
will report their time to their supervisor upon returning from a grievance discussion.
The privilege of stewards to leave their work during working hours, without loss of pay,
is extended with the understanding that the time will be devoted to the prompt handling of
grievances and will not be abused, and that they will continue to work at their assigned jobs at
all times except when permitted to leave their work to handle grievances.
Section 2.
There shall also be one Chief Steward and one alternate Chief Steward.
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Section 3.
There shall be a Grievance Committee consisting of three (3) members of the represented
group, certified in writing to the Employer. Either the Local President or Chief Steward, or both,
upon sufficient notice to the Employer, may substitute for a member or members of the
Grievance Committee.
The Employer shall meet whenever necessary, at a mutually convenient time, with the
union grievance committee. The purpose of grievance committee meetings will be to adjust
pending grievances, and to discuss procedures for avoiding future grievances. In addition, the
committee may discuss with the Employer other issues which would improve the relationship
between the parties.
Section 4. - Bargaining Committee
The number on the Union Bargaining Committee will be limited to three (3). It is agreed
that members of the Bargaining Committee shall be compensated for sixty (60) hours of
collective bargaining time, including caucus time of either party, such compensation to begin
when the parties commence negotiating for modification of this agreement pursuant to part XIX.
Any time spent on collective bargaining beyond the sixty (60) hours will be on the employee's
own time and during normal court hours. Collective bargaining begins when Management (the
employer) is at the table.
IX. GRIEVANCE PROCEDURE
Section 1,
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, and an attempt will be made to resolve the grievance informally. In the event the
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steward is called, he shall be released from his duties as soon as possible, and in any event, no
later than the beginning of his shift the next day. The supervisor, the employee and the steward
shall meet simultaneously in an attempt to resolve the matter. Dismissals, suspensions,
demotions and disciplinary actions of any type shall be subjects for the grievance procedure and
shall not be matters for the Personnel Appeal Board.
Step 1
If the grievance is not settled informally between the employee and his immediate
supervisor, the employee shall have the right to discuss the grievance with his steward. If, in the
steward's opinion, proper cause for the complaint exists, the Union shall have the right to submit
a written grievance on the complaint to the immediate supervisor within 10 days (excluding
Saturday, Sunday and holidays). The written grievance must be signed by the employee and his
steward and receipt acknowledged by the employee's immediate supervisor.
5.1gp_2
The Employer will give its written reply within 10 days (excluding Saturday, Sunday and
holidays) of receipt of the written grievance.
51=1
A grievance not settled at Step 2 may be submitted to the Grievance Committee within
five days (excluding Saturday, Sunday and holidays) of the date of the receipt of the written
reply. Any grievance not submitted to the Grievance Committee by written notification to the
Employer within five days shall be considered dropped. A meeting on the grievance shall be
held by the Grievance Committee within ten (10) days (excluding Saturday, Sunday and holidays)
unless the time is extended by mutual agreement of both parties.
Step 4
Any matter not settled in Step 3 of the grievance procedure may be submitted to final and
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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 (excluding Saturday, Sunday and
holidays) after the Grievance Committee meeting. Expenses for arbitration shall be borne equally
by both parties.
An arbitrator will be utilized from a rotating list agreed to by the parties. The arbitrator
shall have no power or authority to add to, subtract from, alter or modify the terms of this
agreement, or set a wage rate.
Section 2.
The time limits specified hereinafter for movement of grievance through the process shall
be strictly adhered to. In the event that a grievance is not appealed within the particular specified
time limit, it shall be deemed to be settled on the basis of the Employer's last answer. 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.
Section 3.
All specified time limits herein shall consist only of Probate Court work days Monday
through Friday.
Section 4,
Each grievance shall have to be initiated within ten (10) days (excluding Saturday, Sunday
and holidays) of each occurrence of the cause of complaint or, if neither the aggrieved nor the
Union had knowledge of said occurrence at the time of its happening, then within (10) days
(excluding Saturday, Sunday and holidays) after the Union or the aggrieved becomes aware of
the cause for complaint.
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X. BULLETIN BOARD
The Employer shall assign appropriate space on bulletin boards which shall be used by
the Union for posting notices, bearing the written approval of the president of the Union local,
which shall be restricted to:
(a) Notices of Union recreational and social affairs;
(b) Notices of Union elections;
(c) Notice,s of Union appointments and results of Union elections;
(d) Notices of Union meetings;
(e) Other notices of bona fide Union affairs which are not vulgar, obscene, political
or libelous in nature.
XL SENIORITY
New employees may acquire seniority by working six (6) continuous months, in which
event the employee's seniority will date back to date of hire into the court, excluding time
worked outside the court with the exception noted below. When the employee acquires
seniority, their name shall be placed on the seniority list, in the order of their seniority date.
Exception. For employees hired or transferred to the Court prior to 1/1/90, seniority for
purposes of establishing layoff priority shall include the total time period in which the employee
performed work within Probate Court, Children's Village, and Camp Oakland prior to 111/90.
This combined seniority can be utilized during the period of any layoff as described in Article
XII(a).
An up-to-date seniority list shall be furnished to the Union every six (6) months.
An employee shall lose his seniority for the following reasons:
(a) If the employee resigns or retires;
(b) If the employee is discharged, and not reinstated;
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(e) If the employee is absent from work for three (3) Consecutive 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 except that,
an employee shall not lose seniority if within three (3) days of receipt of notice
of recall to work, he gives a written notice to the Employer of his intent to return
to work within five (5) days of the receipt of such notice and does return within
the five (5) day period. Consideration may be given by the Employer of reasons
given by any employee who has given notice but fails to return within the five (5)
day period.
XII. LAYOFF. RECALL. AND TRANSFERS
(a) If and when it becomes necessary for the Employer to reduce the number of
employees in the work force, the employees will be laid off in reverse order of their seniority,
based on capability of performing available jobs and shall be recalled in the order of their
seniority.
(b) The Court agrees to notify the Union and its Council 25 when the employer's
decision is made of any anticipated layoff. Such notification will occur within ten (10) working
days of reaching the layoff decision.
(c) Right to recall shall be limited to the length of the employee's service, with a
minimum of six (6) months and a maximum of three (3) years.
(d) If arid when an employee is permanently transferred to another division in or out
of the bargaining unit, the President or Chief Steward shall be notified of said transfer by the
Employer. If the employee is thereafter transferred back to the bargaining unit he shall have as
his seniority date the seniority date he had at the time of his transfer.
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XIII. TEMPORARY CHANGE OF RATE
In cases in which an employee's temporary assignment includes taking over the ultimate
responsibility inherent in a higher level job and which the temporary assignment is for more than
five (5) consecutive working days, the base salary rate for the classification assigned will be paid
during the period the employee is required to work in the higher class, payment to be retroactive
to the day in which the temporary assignment began. In the event the base rate of the higher
class is lower than the employee's regular rate the employee will be paid at the next higher step
over their regular rate. A Temporary Change of Rate will not be paid when an employee is
substituting for an employee on Sick Leave until the substitution has been for thirty (30)
consecutive working days.
XIV. PROMOTIONS
(a) All promotions within the bargaining unit shall be made on a basis of a
competitive examination as provided for in the Oakland County Merit System. The employer
will make his selection for promotion from the five highest ranking candidates who have passed
the promotional examination.
(b) Notices of promotional opportunity within the Oakland County Merit System will
be sent to the local Union President or his/her designee for posting on the Union bulletin board.
XV. GENERAL CONDITIONS
Section 1.
The Union shall be notified in advance of anticipated permanent major changes in
working conditions and discussion shall be held thereon.
Section 2.
The reemployment rights of employees and probationary employees who are veterans will
be limited by applicable laws and regulations.
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Section 3.
Employees elected to any permanent full-time union office or selected by the Union to
do work which takes them from their employment with the Probate Court, 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 may be renewed or extended for a similar period at any time upon
the written request of the Union.
Any employee on approved Union leave of absence will continue to accumulate Union
seniority while on leave but will not receive credit toward "Length of County Service" for fringe
benefit purposes under Rule 22, Oakland County Merit Systems.
Section 4.
When any position not listed on the wage schedule is established, the Employer may
designate a job classification and rate structure for the position. 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 sixty (60) day period from the
date of the Court's written notification to the President of Local 2437 that the position has been
established.
Section 5.
In the event that any other represented unit other than a unit containing employees eligible
for Act 312 Police/Fire Compulsory Arbitration, 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.
Special conferences will be arranged between the Local President and the Employer upon
the request of either party. Unless otherwise agreed, such meetings shall be between at least two
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(2) representatives of the Employer and no more than three (3) representatives of the Union.
Unless otherwise agreed, arrangements for such special conferences shall be made at least twenty-
four (24) hours in advance, and the conference shall be held within ten (10) working days after
the request is made. An agenda of the matters to be taken up at the meeting, together with the
names of the conferees representing the requesting party, 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. Such conferences shall be held during regular working hours. Members
of the Union shall not lose time or pay for time spent in such special conferences and no
additional compensation will be paid for such employees for time spent in such conferences
beyond regular working hours.
A representative of Council 25 or a representative of the International Union may attend
the special conference.
Section 7.
If a medical divergence of opinion occurs between the employee's doctor and
Management's doctor with respect to whether the employee is able to return to work from a non-
work related illness or injury, the parties may, by mutual agreement, refer the employee to a
clinic or physician mutually agreed upon for a decision as to whether or not he or she is able to
return to work.
The expense of any mutually agreed to examination, in accordance with the above
provision, shall be paid one-half by the employee and one-half by the Employer. Employees
shall be eligible to request utilization of this provision only upon posting an amount with the
Employer sufficient to cover his or her portion of the anticipated expenses, or signing a waiver
to provide withholding of said amount from any future earnings or other payments owed the
employee by the Employer.
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If either of the parties disagree on the necessity of the third opinion, the disagreeing party
will provide a letter of explanation to the other party for purposes of communication.
Section 8.
Any employee required to work overtime which is not contiguous to the employee's
regular work schedule shall be entitled to a minimum of two (2) hours work or pay for weekdays
and three (3) hours work or pay for weekends or holidays at the time-and-one-half rate.
(Weekdays are defined as the first five (5) days of work which are part of an employee's regular
work schedule.)
Section_9.
The union president shall be eligible for one (1) hour of release time per day for union
business. Such release time shall be granted providing the employee's normal work load is
maintained. Release time for the union president shall not exceed ten (10) hours within any pay
period.
Section 10.
All supplemental agreements shall be subject to the approval of the Employer and the
Council and/or International Union. They shall be approved or rejected within a period of forty-
five (45) days following the date of the agreement between the parties.
XVI. MAINTENANCE OF CONDITIONS
Wages, hours and conditions of employment 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
except that some benefits may be increased or decreased in the process of negotiations between
the parties and made a part of the final agreement.
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XVII. ECONOMIC MATTERS
Wages and Fringe Benefits are attached hereto as Appendix A and Appendix B.
XVIII. RESOLUTION OF ALL MATTERS
The provisions of this labor agreement include resolution of all matters which remained
at the time of settlement as issues of negotiations and upon which settlement was reached.
XIX. DURATION
This Agreement shall remain in full force and effect until midnight, December 31, 1995.
It shall be automatically renewed from year to year thereafter unless either party shall notify the
other in writing, sixty (60) days prior to the anniversary date, that it desires to modify this
agreement. In the event that such notice is given, negotiations shall begin not later than sixty
(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.
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 Oakland County Probate Court.
The Union recognizes the right and duty of the Probate Court to operate and manage its
affairs in accordance with the State of Michigan Constitutional provisions and statutes and such
Constitutional provisions and statutes shall take precedence over any conflicting provisions which
might be contained in this Agreement. If any article or section of this agreement or any appendix
or supplement thereto should be held invalid by any Constitutional provision, operation of law
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or by any tribunal of competent jurisdiction, or if compliance with or enforcement of any article
or section should be restrained by such tribunal, the remainder of this Agreement shall not be
affected thereby.
AMERICAN FEDERATION OF STATE,
COUNTY AND MUNICIPAL EMPLOYEES
METROPOLITAN COUNCIL NO. 25
AFL-CIO, LOCAL 2437
OAKLAND COUNTY PROBATE COURT
- yul Bv: - / Ar immiwpass. Joan E. Young
fef Probate Jud
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PROBATE COURT EMPLOYEES
APPENDIX A
I. BI-WEEKLY PAY RATES
The following merit bi-weekly pay rates shall prevail effective December 25, 1993.
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CLASSIFICATION BASE 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR
Account Clerk 1 732.58 776.85 821.19 865.54 909.88 954.27
Account Clerk II 812.62 861.77 910.96 960.04 1,009.23 1,058.23
Case Management Coordinator 982.35 1,041.58 1,100.96 1,160.27 1,219.62 1,278.85
Child Welfare Worker I 1,058.46 1,122.27 1,186.19 1,250.08 1,313.92 1,377.85
Child Welfare Worker II 1,163.62 1,233.81 1,303.96 1,374.31 1,444.50 1,514.73
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
Court Service Officer I 812.62 861.77 910.96 960.04 1,009.23 1,058.23
Court Service Officer II 893.35 947.27 1,001.27 1,055.19 1,109.19 1,163.19
Deputy Probate Register I 771.46 818.08 864.81 911.38 958.08 1,004.73
Deputy Probate Register II 812.62 861.77 910.96 960.04 1,009.23 1,058.23
General Clerical 595.73 ,
Office Leader 812.62 861.77 910.96 960.04 1,009.23 1,058.23 ,
Probate Court Reporter 1 1,010.38 1,071.31 1,132.46 1,193.42 1,254.46 1,315.42 ,
Probate Court Reporter II 1,110.92 1,177.92 1,244.92 1,312.12 1,379.15 1,446.08 i
Production Typist 695.62 737.69 779.85 821.92 _ 864.04 , 906.19
Secretary I 771.46 818.08 864.81 911.38 958.08 1,004.73
Stenographer I 695.62 737.69 779.85 821.92 864.04 906.19 I
Stenographer II 732.58 776.85 821.19 865.54 909.88 954.27 1 , , ,
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
Lii-Weekly Pay Ratts - 1995
Probate Court employees represented by Local 2437 shall be entitled to receive the same general
increase as approved by the Oakland County Board of Commissioners to take effect during
calendar year 1995 for non-represented employees. All such adjustments shall be applied at the
same time and in the same manner as applied to the general non-represented group.
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PROBATE COURT EMPLOYEES
APPENDIX B
For the following fringe benefits, refer to the Oakland County Merit System Rule Book:
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 Merit System Rule Book.
II
(a) Effective July 1, 1994, employees required to drive their personal vehicle on official
Probate Court business shall receive twenty-eight (28) cents per mile.
(b) Any previous practice of paying mileage on a "home to home" basis for employees
working overtime is eliminated.
(c) In the event there is a Federal Tax placed on gasoline for the purpose of energy
r
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conservation, the employer agrees to discuss the matter with the Union.
III
Employees working less than 1,000 hours in a calendar year shall not be eligible for
fringe benefits or Merit System Status and shall be considered "Part-time Non-eligible"
employees. Part-time eligible employees represented by Local 2437 as of January 1, 1985 who
remain continually employed shall not be affected by this Section as long as their employment
continues to be for more than 520 hours annually.
IV
The following positions shall be considered permissible equivalents:
(1) Clerk I and Clerk IL
(2) Typist I and Typist II.
(3) Child Welfare Worker I and Child Welfare Worker IL
(4) Court Service Officer I and Court Service Officer II.
(5) Deputy Probate Register I and Deputy Probate Register II.
(6) Probate Court Reporter I and Probate Court Reporter IL
(7) Stenographer I and Stenographer II.
No vacancy must exist at the "II" level for the employer to promote an employee who has
completed the top of the "I" salary range and who the employer has determined is satisfactorily
performing the job.
V
The Fringe benefits 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.
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(2) Effective 1/1/95 the Preferred Provider Prescription Drug 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.
(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.
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September 22, 1994
FISCAL NOTE (Misc. #94260)
BY: Finance Committee, John P. McCulloch, Chairperson
IN RE: PROBATE COURT - TWO YEAR CONTRACT EXTENSION (1994-1995) FOR
EMPLOYEES REPRESENTED BY AMERICAN FEDERATION OF STATE, COUNTY AND
MUNICIPAL EMPLOYEES, LOCAL 2437, MICHIGAN COUNCIL 25 (PROBATE COURT
EMPLOYEES) MISCELLANEOUS RESOLUTION #94260
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 #94260 and finds:
1. No amendments are required to the 1994 Adopted Budget.
2. Any changes to the 1995 Budget will be included at time of
adoption.
Finance Committee
•
Resolution #94260 September 22, 1994
Moved by Gosling supported by Powers the resolution be adopted.
AYES: McPherson, Moffitt, Newby, Oaks, Obrecht, Palmer, Pernick, Powers,
Schmid, Taub, Wolf, Crake, Dingeldey, Douglas, Garfield, Gosling, Huntoon,
Johnson, Kaczmar, Kingzett, Kramer, Law. (22)
NAYS: None. (0)
A sufficient majority having voted therefor, the resolution was adopted.
I HERF.,11R-OX THE FOREGOihr, RESOLUTION
L. Broo6 Patterson, County Executive Date
STATE OF MICHIGAN)
COUNTY OF OAKLAND)
I, 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 September 22, 1994 with the original
record thereof now remaining in my office.
In Testimony Whereof, I have hereunto set my hand
and)4211'
xed the seal o un Coty of Oakland at Pontiac, Michigan this 22nd day (If ptetitElygr4.09
'..4.4.4.4.0
LyngrD. Allen, County Clerk