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Home My WebLink AboutResolutions - 1995.05.25 - 24561May 25, 1995 MISCELLANEOUS RESOLUTION #95152 BY: FINANCE AND PERSONNEL COMMIE, JOHN?. MCCULLOCH, CHAIRPERSON IN RE: PERSONNEL DEPARTMENT - 1995-1998 LABOR AGREEMENT FOR EMPLOYEES REPRESENTED BY THE OAKLAND COUNTY DEPUTY SHERIFFS ASSOCIATION TO THE OAKJAND COUNTY BOARD OF OOMMISSICVERS Chairperson, Ladies and Gentlemen: WHEREAS the Oakland County Sheriff's Department, the County of Oakland and the Oakland County Deputy Sheriff's Association have been negotiating a contract covering approximately 488 deputized and non-deputized employees of the Oakland County Sheriff's Department; and WHEREAS a four (4) year agreement has been reached for the period January 1, 1995 through December 31, 1998, said agreement has been reduced to writing; and WHEREAS the agreement includes a 4% salary increase for calendar year 1995, a 3% increase for 1996, a 3% increase for 1997, and a wage reopener for 1998; and WHEREAS the cost to the County General Fund for 1995, 1996 and 1997 equals $2,621,266, as detailed on the attached Schedule A; and WHEREAS the funds are available in the non-departmental Fringe Benefit Adjustment Account to cover the 1995 cost to the governmental funds ($1,014,657); and WHEREAS the 1996 and 1997 cost will be included in the County Executive's 1996/1997 Recommended Budget; and WHEREAS the agreement has been reviewed by your Finance and Personnel Committee which recommends approval of the agreement. NOW THEREFORE BE IT RESOLVED that the proposed agreement between the Oakland County Sheriff's Department, the County of Oakland and the Oakland County Deputy Sheriff's Association, covering the period January 1, 1995 through Decewber 31, 1998 is approved, and that the Board Chairperson, on behalf of the County of Oakland, is authorized to execute said agreement which is attached. BE IT FURTHER RESOLVED that the 1995 budget be amended, as specified in Schedule B, to cover the 1995 cost of this agreement. Chairperson, on behalf of the Finance led Personnel Ccorrdttee, I mave adoption of the foregoing resolution. FINANCE ANTRERSONNEL COMMITTEE - I Schedule A BUDGETARY IMPACT TENTATIVE 1995-1997 AGREEMENT WITH THE OAKLAND COUNTY DEPUTY SHERIFF'S ASSOCIATION Total Governmental Funds Salaries Fringes Special Revenue Funds Total Funds Salaries Fringes Total Salaries Fringes Total 1995 $720,105 $294,551 $1,014,657 $19,551 $8,047 $27,598 $739,657 $302,598 $1,042,255 1996 561,683 229,750 791,433 15,250 6,276 21,526 576,933 236,026 812,959 . 1997 578,534 236,642 815,176 15,708 6,465 22,173 694,242 243,107 837,349 Total $1..960.324 Szi9194a $2.12110 Ssa_sot s20.7fie $71.297 41.910.932 1781.7a1 ;2.692.563 1. Base calculation for the governmental funds is as follows: Salaries $18,002,662 Fringe Benefits 7.363,787 $25, 366, 449 2. Retirement Benefits: The contract requirement that new hires will automatically become part of the Defined Contribution retirement program will reduce the County's retirement contribution by approximately one-half In the case of a new hire Deputy I the savings would be $47,600 over 25 years (assuming 3% annual increases). For a new hire Deputy II the savings would be $75,000 over a 25 year period. 3. Retirement Health Benefits The contract requires all new hires to remain employed at least 15 years in order to qualify for a health retirement benefit. That benefit would be 60% of total coverage at 15 years increasing 4% annually until 100% coverage with 25 years of service. Any particular deputy who leaves the County with less than 25 years of service would reduce the County's obligation in this area. Prepared by: Budget Division 04/17/95 Schedule 13 1995 BUDGET AMENDMENT RELATED TO 1995-1997 COLLECTIVE BARGAINING AGREEMENT WITH THE OAKLAND COUNTY DEPUTY SHERIFF'S ASSOCIATION Unit Salary Fringes Total Fund # 10100 #1001 #2070 Amendment 432-10 $8A91 aim $11.964 Administrative Services $8,491 $3,473 $11,964 433-10 $152,129 $62,226 $214,355 433-11 90,445 36,996 127,441 433-14 15,684 6,415 22,099 433-18 2-842 1,162 4,004 Corrective Services $261,100 $106,799 $367,899 434-12 $42,906 $17,550 $60,456 434-15 27,239 11,142 38,381 434-17 18,956 7,754 26,710 434-25 19,671 8,046 27,717 434-30 15,628 6_392 22.020 Corrective - Satellites $124,400 $50,884 $175,284 436-15 $23,677 $9,685 $33,362 436-16 2,450 1,002 3,452 436-17 67,933 27,787 95,720 436-18 144,427 59,076 203,503 436-30 9,768 3,996 13,764 436-35 6.184 2,529 8.713 Protective Services $254,439 $104,076 $358,514 439-05 $33,306 $13,623 $46,929 439-10 13,692 5,603 19,295 439-15 14,378 5,881 20,259 439-20 10.300 4,213 14.513 Technical Services $71,676 $29,320 $100,996 Total Department $720.106 $294.551 S1.014.657 Resource 4-10100-909-01-00-9906 Fringe Benefit Adjustment ($1 .014.66.7) Prepared by: Budget Division 04/18/95 frOA K N DAT -I • " L. BROOKS PATTERSON, OAKLAND COUNTY EXECUTIVE TO: FROM: DATE: SUBJECT: 70 I C") 1 rri ' ; COUNTY MICHIGAN DEPARTVENT OF PE9SONNEL Virceq; Luzi, Direc;07 Lynn Allen, Clerk/Register Thomas R. Eaton, Manager, Employee Relations/EEO June 9, 1995 Board of Commissioners Collective Bargaining Agreement and Letter of Understanding Enclosed for your files, please find a copy of the Collective Bargaining Agreement with the County of Oakland and the Oakland County Deputy Sheriff's Association, and a Letter of Understanding between the County of Oakland and the Oakland County Deputy Sheriff's Association. This collective bargaining agreement was passed at the May 25, 1995 Board meeting. Should you have any questions or need further information please feel free to contact me. TRE/jah Enclosures EXECUTIVE OFFICE BUILDING • 1200 N TELEGRAPH RD DEPT 440 • PONTIAC M148341 -0440 6 (81 0) (38 C530 • FAX (6 1 0) 658-1511 w-•n 141- rn ' .77.7 6 CCI THE COUNTY OF OAKLAND AND OAKLAND COUNTY DEPUTY SHERIFFS ASSOCIATION SHERIFFS DEPARTMENT EMPLOYEES Collective Bargaining Agreement 1995 - 1998 The right to hire, promote, discharge or discipline, and to rnainpin discipline and 1.1•Mh. AGREEMENT This agreement is made and entered into day of 1995, by and between the Oakland County Sheriff and the Oakland County Board of Commissioners, hereinafter referred to collectively as the "Employer", and the Oakland County Deputy Sheriffs 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 C:ounry Sheriffs Department, for the purposes of collective bargaining with respect to rates of pay, wages, hours of employment and other terms and conditions of employment, in the followin g 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. Deputy H, Crime Laboratory Specialists I and H, Sheriff Communications Agents, Sheriff Communication Shift Leaders, Police Para -Professionals, and Arson Investigators, but excluding Supervisors and all other employees. II. MANAGEMENT RESPONSIBILITY efficiency of employees, is the sole responsibility of the Employer except that 11:00n merfters shall co not be discriminated against as such. In addition, the work schedules, mear—ckls anckrneans , Department operations arc solely and exclusively the responsibility of the Employer, subject, 1 I- I , however, to the provisions of this Agreement. III. AGENCY SHOP The following provision was awarded to the Union by Chairman LoCicero in an Act 312 compulsory arbitration proceeding and not included here by negotiations. (a; All employees, as a condition of employment, shall be required to pay to the Union an amount equivalent to the Union's regular dues commencing with the first pay period ending in the calendar month following completion of thirty (30) days of employment. Such payments may be made as dues deductions as set forth in this section and paid directly to the Union in accordance with the Constitution and Bylaws of the Union. Employees not members of the Union and who desire membership in the Union shall confirm their desire to join by initiating their Union application form and dues deduction authorization forms. (c) Any person who is employed with the County prior to the effective date of this provision and is covered by this provision who is not a member of the Union and who does not make application for membership within forty-five (45) calendar days after the effective date of this provision shall, as a condition of employment, pay to the Union each month a service charge as a contribution toward the administration of this Agreement in an amount equal to the regular Union membership dues. Employees who fail to comply with this requirement shall be discharged by the Employer within thirty (30) calendar days after receipt of written notice to the Employer from the Union, unless the Employer is otherwise notified by the Union in writing within said thirty (30) calendar days. Any person who becomes an employee of the County after this provision of the 2 • AN. agreement is in effect, and is covered by this Agreement, and is not a member of the Union. and does not make application for membership within forty-five (45) calendar days from the date of employment shall, as a condition of employment, pay to the Union each month a service charge as a contribution toward the administration of this provision in an amount equal to the regular monthly Union membership dues. Employees who fail to comply with this requirement shall be discharged by the Employer within thirty (30) calendar days after receipt of written notice to the Employer from the Union, unless the Employer is otherwise notified by the Union in writing within said thirty (30) calendar days. .,(e) The Employer agrees to deduct from the wages of bargaining unit employees all Union membership dues, initiation fees, and assessment uniformly required, if any, as provided in a written authorization, in accordance with the standard form used by the Employer provided that said form shah be executed by the employee. Dues and initiation fees will be authorized, levied, and certified in accordance with the Constitution and Bylaws of the Union. Each bargaining unit employee and the Union hereby authorize the Employer to rely upon and to honor certifications by the treasurer of the Union regarding the amounts to be deducted and the legality of the adopting action specifying such amounts of the Union dues and initiation fees. The Employer agrees to deduct from the wages of any bargaining unit employee who is not a member of the Union all Union service fees as provided in a written authorization in accordance with the standard form used by the Employer provided that said form shall be executed by the employee. (g; All dues and service for deductions shall be remitted to the treasurer of the Union, the same to be by the Union allotted and distributed in accordance with the Constitution, Bylaws 3 'r and regulations of the Union. On the request of the Employer, the treasurer of the Union shall furnish the Employer a receipt for all dues received. (h) The Union will protect and save harmless and defend 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 the Agency Shop Clause of this Agreement. IV. BASIS OF REPRESENTATION Section 1 There shall be one steward and an alternate steward for each shift. 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 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. Section 3 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. 4 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. Section 4 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 option, be scheduled on the day shirt, Monday through Friday. The Local Union President may conduct Union business at the Department, however, he shall not leave his work area without the permission of his supervisor, which permission will not be unreasonably withheld. In no event shall the Local Union President be paid overtime while conducting Union business. The privilege of the Local Union President to leave his 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 will continue to work at his assigned job at all times except when permitted to leave his work. 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 problem or grievance to the attention of his immediate supervisor, with or without his steward within 45 calendar days of the occurrence or within 45 calendar days alter the Union 5 or the aggrieved becomes aware and/or should have been aware of the cause for the grievance. The immediate supervisor shall attempt to resolve the grievance informally. Suspensions, demotions and disciplinaiy actions other than dismissals shall not be subject for the grievance procedure but shall be processed according to the procedures of the Personnel Appeal Board. Dismissals are to be heard only by an arbitrator. The list of rotating arbitrators will be canvassed to obtain the earliest available date. The arbitrator must complete the hearing and render a decision within ninety (90) calendar days unless the Union shall establish that the delay, though caused by the Employee or Employee's representative, was caused by just and reasonable cause. Step 1 lithe 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 the aforementioned 45 calendar days. Step 2 The written grievance shall be discussed between the shift steward and the immediate supervisor, and the Chief Steward if so desired, The supervisor will attempt to adjust the matter and will give his written decision within five (5) days (excluding Saturday, Sunday and holidays) of receipt of the written grievance. Step 3 Any grievance not settled at Step 2 may be submitted to the next meeting of the grievance committee. Any grievance not submitted to the next grievance committee meeting, by written notification to the Employer within five (5) days of the immediate supervisor's written decision, shall be considered dropped. 6 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 (13) days after the grievance committee meeting. Expenses for arbitration shall be borne equally by both parties. The grievances upon which arbitration has been demanded shall be referred to one of the following arbitrators in accordance with the date of the written grievance, the oldest grievance being referred first: I. Benjamin Woildnson 2. Richard Kanner 3. Paul Glinden 4. Mario Chiesa 5. Elliott Beitner 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 fist. After a grievance has been referred to the fifth 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. 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, 7 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 BOARD The Employer shall assign a locked bulletin board which shall be used by the Union for posting notices bearing the written approval of the President of the Union Local, which shall be restricted to: (a) Notices of Union recreational and social affairs; Notices of Union elections; (c'f Notices of Union appointments and results of Union elections; Notices of Union meetings; Other notices of bona fide Union affairs which are not political or libelous in nature. VII. SENIORITY Ne%t employees may acquire seniority by working six Ki,` continuous months, in which event the employee's seniority will date back to the date of hire into the bargaining unit. When the employee acquires seniority, his name shall be placed on the seniority list in the order of his seniority date. In the event two or more employees have the same seniority date, seniority ranking shall be determined by the East 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.) 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: 8 (a) If the employee resigns or retires; (b) If the employee is discharged, and not reinstated: (c) lithe employee is absent form work for three (3) working days without properly notifying the Employer, unless a satisfactory reason is given; (d) Lithe employee does not return to work at the end of an approved leave; (e) Lithe employee does not return to work when recalled from a layoff. VIII. LAYOFF. RECALL, AND TRANSFERS (a) If and when it becomes necessary for the employer to reduce the number of employees in the work force, the employees will be laid off in seniority order, with higher- classified bargaining unit personnel bumping lower-classified bargaining unit personnel based on departmental seniority and on capability of performing available jobs and shall be recalled in the same order. (b) If and when an employee is permanently transferred to another division within the Department. the president or chief steward shall be notified of said transfer by the Employer. IX. PROMOTIONS All promotions within the bargaining unit shall be made on the basis of competitive examination as provided for in the Oakland County Merit System. The Sheriff will make his selection for promotion 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 X. FALSE ARREST INSURANcE Employees covered by this Agreement shall be provided by the Employer a policy of False Arrest Liability Insurance. The premiums For such insurance will be paid by the County. 9 XI. GENERAL CONDITIONS Section I Except as otherwise provided herein, the employees in the classification of Deputy I and Deputy II - Correction shall in or before their seventh year of service with the Oakland County Sheriffs Department be entitled to attend the police academy, with the scheduling of their attendance at the sole discretion of the Sheriff. The exception is as follows: Those employees in the classification of Deputy I and Deputy II - Correction who shall have completed seven years of service during the term of this contract or prior to said term, shall be scheduled during the term of this contract or prior to said term, at the sole discretion of the Sheriff to attend the police academy, provided there are academy openings. Section 2 The Department will send each calendar year a minimum of ten (10) Deputy I's and/or Deputy [l's to a NILEOTC certified police academy. Section 3 The provisions of this Agreement shall be applied equally and without favoritism to all employees in the bargaining unit. There shall be no discrimination as to age, sex, marital status, race, color, creed, national origin or political affiliation, The Union shall share equally with the Employer the responsibility for applying this provision of the Agreement. Section 4 The re-employment rights of the employees and probationary employees who are veterans will be limited by applicable laws and regulations. 10 Section 5 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 any time upon the written request of the Union. Section 6 When any position not listed on the wage schedule is filled or established, the County may designate a job classification and rate structure for the position. In the event the Union does not agree that the classification, rate or structure is proper, the Union shall have the right to submit the issue as a grievance through the grievance procedure within a six (6) month period. XII. SCHEDULING LEAVE (1) Except in exigent circumstances not reasonably expected to exceed thirty (30) days, a minimum of ten (10%) percent of the bargaining unit employees at a job location shall be permitted to take annual leave, holiday leave, and/or personal leave at the same time. (2) Employees submitting written requests for annual, holiday, 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, holiday, and personal leave for the applicable periods; provided, however, that leave requests of three „`3) days or more in duration shall be scheduled first. (3) Annual, holiday, and personal leave may also be requested any time, subject to availability under Sections 1 and 2, above, and shall be granted on a first come, first served basis. 11 The Employer shall maintain a bid roster for such leave indicating the order of when requests are received. When two ;2; or more requests are received at the same time, seniority shall prevail. Once granted, leave time may not be cancelled by the Employer except during times of riot, natural disasters, and extreme emergencies. With respect to scheduled leave involving at least three (3) consecutive days. the Employee may only cancel the leave with ten (10) days advance notice, The Employer may waive this notice requirement, or permit partial cancellation of a scheduled leave, upon a showing of good cause, XIII. HOLIDAY LEAVE Effective with the final ratification of this agreement, 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, Labor Day and the day after Thanksgiving Day. Effective the first pay period following December 1 of each year, bargaining unit members shall receive five ::5) days of holiday leave. Employees hired after December I shall receive one (1) (lay of holiday leave for each quarter annual period, or part thereof, between their date of hire and November 30 (i.e., an employee hired on May 1 would receive three (3) days of holiday leave. Scheduling and use of holiday leave shall be subject to the following restrictions: (1) Holiday leave shall be used and scheduled in the same manner as annual leave, excepcthat an employee may only use holiday leave when his/her annual leave accumulation is less than two-thirds of the maximum accumulation. Employees may not accumulate holiday leave from one year to the next year. Employees shall be paid for any unused holiday leave for the period December I to November 30 on the first payday following the end of the pay period which includes November 30, Payment for unused holiday leave shall be at the f(); 12 (3) employee's straight time rate of pay on November 30. Employees separating from County service or leaving the bargaining unit for other reasons shall be entitled to one (11) day of holiday leave for each quarter annual period or part thereof between their date of separation or leaving the bargaining unit and the prior December 1 (i.e., an employee separating or leaving the bargaining unit June 1 would be entitled to three (3) days of holiday leave fbr that annual period). Should a separating employee have used more holiday leave at the time of separation or leaving the bargaining unit than they 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 March 1 - May 31 June 1 - August 31 September 1 - November 30 1st quarter ----- 2nd quarter 3rd quarter := 4th quarter Employees separated from County service shall be paid at separation for their unused accumulation of Holiday Leave at the salary rate the employee is being paid on his or her final day of actual work. (4) The one floating holiday which all employees have enjoyed in the past will not be subject to the above regulations, but will continue to be governed by the provisions of Merit Rule 26.1.2. XIV. HOLIDAY SCHEDULING At least 10 days prior to a holiday, as defined in Merit Rule 26. 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: A.) Main Jail B.) Jail Annex C. ,Southfield Annex D.) Work Release D Building F.) L Building Trustee Camp FL) Boot Camp Circuit Court Building and Complex Patrol 13 J.) Protective Services Division I Addison 2.) Oakland 3.) Orion 4,;:, independence 5.) Commerce 6.) Lyon 7.) Springfield 8.) Highland 9.) Brandon 10.; Rochester Hills 1 1.'; Parks K.; Communications (2) If stalling requirements for the holiday are less than normal staffing requirements, the Employer shall use the following criteria to fill the available positions: A. 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. B. Holiday assignments shall be made by work location by classification with Deputy I positions filled by Deputy I employees and Deputy II positions filled by Deputy ff employees. These assignments shall not be interchangeable between classifications under this procedure. C. 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. All existing Nierit Rules governing pay for holidays shall continue to apply except as modified by this Agreement. XV. LOCATION PREFERENCE (1) Except as otherwise provided herein, seniority employees may make applications for location preli,rence in the same classification in which they are working at the time of (3) 14 application. (2) "Location" for the purpose of location preference shall mean each regular assignment in Protective Services or Corrections, including each substation, Traffic, Alcohol Enforcement, CRT, Parks, Civil Division, Main jail, Annex, Court Detail, Southfield Jail, "D" "L" Building, Work Release, Marine Division, Complex Patrol, and Visitation. (3) Requests for location preference shall be subject to the following criteria: A. To request a location a deputy must have at least one (1) year seniority and be on active duty and have merit system status in the required classification. B. Any deputy transferred pursuant to his/her request shall be ineligible to submit another request for location preference for twelve (12) months. This twelve month period may be waived by the Sheriff upon presentation by the deputy of extenuating circumstances acceptable to the Sheriff C. A deputy who has refused a requested location preference is ineligible for location preference request for twelve (12) months. D. All location preference requests shall automatically expire one (1) year from the date of the request, unless earlier terminated by written request of the deputy. E. Employees desiring a location assignment 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 F. The Sheriff shall have the sole authority to make the final decision on the assignment of deputies in the Technical Services Division, and for patrolman investigator, weighmastcr, and motorcycle positions, school liaison officer and station desk officer. The Sheriff shall also have sole authority to make the final decision on the assignment of deputies to the Trustee Camp and Boot Camp, G. Qualified Corrective Services personnel shall be eligible to bid for Deputy 1 road patrol positions, H. Notwithstanding anything herein to the contrary, the Sheriff may transfer a deputy from a contracted area or court detail when requested in writing to do so by a con tracting mayor or township supervisor, or by a court judge, as the case may 15 (4) On October 1 of each odd numbered year, a qualified deputy requesting a location assignment will be assigned to the location he/she requested, provided he/she has seniority greater than other deputies requesting that assignment. Only written requests on file as of September 1 will be honored. The Sheriff may limit the number of transfers to a specific location to one-half (1 /2) of the bargaining unit members at such location during this bid process. With respect to Court Detail only (Lobby and Hall Courthouse detail excluded), the Sheriff may limit the number of transfer requests honored to three Deputy I positions and one Deputy II position during this bid process. Court Detail shall include assignments to Circuit. Probate, and District Courts, Deputies requesting a location transfer must be capable to step in and perform in a competent manner without the necessity for detailed instruction or training. Management shall not refuse a location preference request because the deputy has not previously performed the job, or because it is necessary to describe the proper sequence of the job and its responsibilities. However, the Sheriff may deny a location preference request for appropriate reasons, but the Sheriffs approval shall not be unreasonably withheld. The affected deputy shall be provided, upon written request, oral and written explanation for the location preference denial. Whenever a location vacancy exists, that vacancy shall be filled by most senior qualified deputy with a valid location preference request pending. If there are no qualified deputies requesting transfer to the vacancy, the Sheriff shall assign the least senior qualified deputy to the vacancy. Within thirty (30) working days after first being transferred to a new position, the Sheriff may revoke the transfer if it is determined that the deputy cannot do the new job n5) (7) 16 assignment. In such event, the deputy shall be assigned to any existing vacancy within the division and his/her classification as determined by the Sheriff At the time the transfer is revoked, the affected deputy shall be provided upon request oral or written explanation for the revocation, and a description of the training or instruction necessary to enable the deputy to perform the assignment. A deputy who has had a transfer revoked shall not be ineligible to request other transfers, but the deputy shall not be permitted to request a transfer to the same position until he/she demonstrates receipt of the specified training or instruction required to perform the assignment. (8) Deputies granted a location preference under these procedures shall not be involuntarily transferred from such position without good cause for a period of two (2) years; provided, however, that nothing herein shall limit the Sheriff from transferring a deputy who has been granted a location request once during said two (2) years for a period not to exceed ninety ;90) days for administrative, instructional, or training purposes, or to meet exigent circumstances. The deputy shall he returned to his/her regular assignment not later than ninety (90) days from the date of initial transfi:.r. XVI. SHIFT PREFERENCE All employees shall be entitled to shift preference selection subject to the conditions as stated below: A. Shift Preference, based on seniority, will be allowed twice per year; April 1 and October 1. B. Every employee shall submit a shift preference request letter one (1) month in advance of the mutually agreed upon shift change dates. 17 C. All shift preferences are subject to the Sheriffs approval. It is understood that he will not unreasonably withhold such approval. D. Shirt selection in classifications not currently receiving shill 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 Sheriffs sole and exclusive authority to determine job assignments within each work location in accordance with his professional judgment. XVII SPECIAL ASSIGNMENTS The positions of patrolinan investigator, weighmaster, motorcycle officer, school Liaison officer, station desk officer, and the positions currently assigned to Technical Services Division shall by deemed "special assignments". (2) 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 three (3) years of seniority within the department, with at least one (I) year of experience in the Protective Services Division. If no qualified deputy meets the minimum seniority and experience requirements as listed above, these qualifications shall be waived. 3) Whenever a vacancy exists in special assignment position, that vacancy shall be filled from a list compiled from the officers' time-stamped Letter of Interest, on forms provided by the union, provided the officers meet the minimum qualifications as described in Paragraph 2 above. Copies or Letters of Interest should be sent to the secretary of the Union by the deputy making the request. Employees offered a special assignment shall be given a description of the assignment, the length of the assignment and the minimum qualifications. The Sheriff shall make the final decision on the assignment, taking into consideration the length of service and the ability (1) 18 of each applicant to perform the assignment. Upon selection of the person or persons to be assigned, the Sheriffs decision shall be sent to the Union, together with a description of the position, the anticipated length of the assignment and the minimum qualifications for the assignment. XVIII. OVERTIME (1) In order to make the allocations of overtime equitable and maintain the requirement of proper staffing, the following procedures shall be utilized for those represented positions in each division. (2) Except during times of riot, natural disaster, or other emergency, the maximum amount of overtime worked by an employee per week shall not exceed 32 hours. Overtime shall first be offered to employees who volunteer to work such overtime under these procedures. If there are insufficient volunteers under these procedures, employees shall then be ordered to work overtime. On or before the fifth (5th) day preceding a work schedule change, employees volunteering to work overtime during the next work schedule period shall sign a voluntary overtime list. When signing the list, the employee shall indicate the clays and shifts he/she is volunteering to work overtime. Overtime at a work location shall be offered to employees at that location who have signed the voluntary overtime list in order of seniority and in accordance with their designated availability. To the extent practicable, voluntaly overtime shall be equalized on a work schedule period basis for employees within a work location. Work locations under these provisions shall be: (3) (zt.) 19 A.) Main Jail B. Jail Annex C.) Southfield Annex D. Work Release D Building F.) L Building G.) Trustee Camp H.) Boot Camp Circuit Court Building and Complex Patrol J.) Protective Services Division 1.) Addison 2.) Oakland 3.) Orion 4.) Independence 5.) Commerce 6.) Lyon 7.) Springfield B.) Highland 9.) Brandon 10.) Rochester Hills 11.) Parks K.) Communications (6) If an employee declines overtime that is offered in accordance with the voluntary overtime list, the employer shall strike that employee's name from the voluntary overtime list for the remainder of the work schedule period. (7) If the employer cannot obtain sufficient employees from the voluntary overtime list to work overtime at a work location, the overtime shall be offered to employees in the following order: A.) Employees within the division (i.e., Corrective Services/Main, Corrective Services/Satellite or Protective Services) who have signed the voluntary overtime list in order of seniority arid in accordance with their designated availability. For overtime within main corrections who have signed the voluntary overtime list in order of seniority and in accordance with their designated availability, C.) Employees willing to work overtime. (This may include employees not currently on the list and employees who may have been struck from the list under 20 Paragraph #6.) IC there are insufficient volunteers under these provisions the employer shall then order employees to work overtime in Corrective Services/Main Division, Corrective Services/Satellite Division and Protective Services Division by reverse seniority. The list shall be a continuous list by seniority and ordered overtime shall be equalized as far as practicable. (8) Should an employee be passed over for voluntary overtime or should an employee he required to work overtime when a volunteer may have been available there shall be no monetary penalty to the Employer. Any employee passed over shall be entitled to the next available overtime assignment that he/she is eligible. Any employee required to work overtime when a volunteer may have been available shall be placed on the bottom of the forced overtime list and shall not be assigned forced overtime until the forced overtime list has been exhausted and his/her name appears ibr the second time. (9) The above provision shall not apply for private contracts such as Pine Knob, Meadowbrook, Silverdome, Homearama, Renaissance Festival, and other similar "Mini- Contracts". "Mini-Contracts" shall be administered by separate policy. These examples are illustrative and not intended to be limiting. a) XIX. AD aRTILIA EtEEKE RELEVANT SOLUTIONS AND PERSONNEL POLICIES All Resolutions of the Oakland County Board of Commissioners, as amended or changed from time to time, relating to the working conditions and compensation of the employees covered by this Agreement, and all other benefits and policies provided for in the Oakland County Merit System which incorporates the Oakland County 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. 21 XX. RETIREMENT BENEFITS (EMPLOYEES HIRED PRIOR TO 5/271951 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: Effective January 1, 1989, all employees with eight (8) or more years of full-time County service shall be eligible for the Military Buyback Option as developed by the Oakland County Retirement Commission and approved by the Oakland County Board of Commissioners. Employees who were eligible for the Military Buyback prior to the final ratification of this agreement, and failed to exercise the option, will be allowed to buy back up to two (2) years of military service at the Employer's actual cost as determined by the Employer's actuary. 2. Effective January 1, 1993, with respect to persons who are active employees and members of the Retirement System on and after janualy 1, 1993, and who retire on or after January 1, 1993, the requirements for normal retirement will be twenty-five (25) years of service credit within the department regardless of age. 3. 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. 4, Effective April 3, 1993, (i.e., with respect to payroll dates and amounts on and after April 3, 1993) alL members of the Defined Benefit Retirement System shall contribute 1.95% of the amount of compensation used in computing "final average compensation" as member contributions to the Defined Benefit Retirement System which will be used to fund in part the retirement benefits provided by the Defined Fienefit Retirement System. Effective April 3, 1993 (or such later date, if a later date is required for 414(h) (2) approval by the Internal Revenue Service per letter 22 ruling) the required employee contributions of' 1.95% of "compensation" (as defined in Section 3(a) of the Restated Resolution of the Rules and Regulations governing the Oakland County Employees' Retirement System as revised May 21, 1992, excluding overtime with respect to employees hired on or after January 1, 1993) shall be picked-up (i.e., assumed and paid by the employer for purposes of Internal Revenue Code Section 414 (1 -i) 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 fiworable (private letter) ruling request that (I) the employee contributions picked-up by the employer shall be treated as employer contributions under Section 414 (h) (2) of the Internal Revenue Code; (2) the employee contributions picked-up by the employer shall be excludible from the gross income of the employees pursuant to Section 414 (h) (2) of the Internal Revenue Code; (3) the employer contributions picked-up by the employer shall not constitute wages as defined under section 3401 (a) (12) (A) of the Internal Revenue Code for federal withholding purposes until these distributions are distributed to the employees, and which the Retirement System shall take all action necessary to obtain a favorable section 414- li (2 ruling from the Internal Revenue Service, '[his 414 (h) (2) arrangement shall not affect determination of final average compensation for pension contribution purposes, 5. Effective January 1, 1994, with respect to all persons who are active employees and members of the Defined Benefit Retirement System on or after January 1, 1994, the percentage factor used to compute applicable benefit amounts will be 2.2%. 6. Effective January 1, 1994, (i.e., with respect to payroll dates and amounts on and after January 1, 1994) all members of the Defined Benefit Retirement system shall contribute 3.0% of the amount of compensation used in computing final average compensation as member contributions to the Defined Benefit Retirement System which will be used to fund in part the retirement benefits provided by the Defined Benefit Retirement System. Effective January 1, 1994 (or such later date, if a later date is required for 414 (h)(2) approval by the Internal Revenue Service per letter ruling) the required employee contributions of 3.0% of "compensation" (as defined in Section 3 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 (rn;)loyer contributions pursuant to Section 414 (11)(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 under Section 414 (h)(2) of the Internal Revenue Code; (2) the employee contributions picked-up by the employer shall be excludible from the gross income of the employees pursuant to section 414 (h)(2) of the Internal Revenue Code; (3) the employee contributions picked-up by the employer shall not constitute wages as defined under section 3401 (a)(12)(A) of the Internal Revenue Code for federal withholding purposes until these distributions are distributed to the employees, and which the Retirement System shall take all action necessary to obtain a favorable section 414 (11)(2) ruling from the Internal Revenue Service, This 414 (h;(2) arrangement shall not affect determination of final average compensation for pension contribution purposes. 7. 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. 8. All employees hired prior to May 27, 1995, shall have the option to transfer from the Defined Benefit Retirement Program to the Defined Contribution Retirement Plan as set forth in Miscellaneous Resolution #94275, and as approved by the Internal Revenue Service, except that the Employer shall contribute to the plan, on behalf of the employee, as provided in the following schedule: Program 1: Employee contributes .0 percent of compensation; Employer contributes 7.0 percent. Program 2: Employee contributes 3.0 percent of compensation; Employer contributes 10.0 percent. Eligible employees must exercise this option on or before 12/31/95. 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. 24 I. X(I. BIJIREMFNT BENEFITS (EMPLOYEES HIRED ON OR AFTER 5/27/95) All bargaining unit employees hired on or after May 27, 1995, shall only be eligible to participate in the Defined Contribution Retirement Plan, as adopted by the Board of Commissioners in Miscellaneous Resolution #94185, except that the Employer contribution shall be 6% for each bargaining unit employee. 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. XXII. 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. XXIII. 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. 25 4.,S. XXIV. NO STRIKE - NO LOCKOUT Under no circumstances will the Union cause or authorize or permit its members to cause, nor will any member of the bargaining unit take part in any strike, sitdown, stay-in or slowdown or any violation of any State law. In the event of a work stoppage or other curtailment, the Union shall immediately instruct the involved employees in writing that their conduct is in violation of the contract and that all such persons shall immediately cease the offending conduct, The Etnpioyer will not lock out any employees of the bargaining unit during the term of this Agreement. XX'V. DURATION This Agreement shall remain in full force and effect from January 1, 1995 to midnight, December 31, 1998. The Agreement 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 the Agreement. In the event that such notice is given, negotiations shall begin no 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 County of Oakland. Each and every provision of this Agreement 26 (:L2±J.1p --- By: OAKLAND COUNTY EXECSU 00fiNg; By: or. Brooks Pat - son ry/P. Crake. Chairperson bian F. Nichols By: 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 SHERIFFS ASSOCIATION By: 7Sa-61-e- OAKLAND COUNTY BOARD OF COMMISSIONERS OAKLAND COUNTY SHERIFF J 27 (a; 1,bs; a PREMIUM PAY DIVERS Divers shall receive straight time pay for on-duty hours of work. 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 S4.00 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 88.00 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) hour. BONUS / HELI C OPTER PILOT While performing the functions of a helicopter pilot, an employee will receive a 5500.00 annual bonus to be paid bi-weekly. II COURT APPEARANCE When officerj are required to appear in court, they shall be compensated at the rate of time and one-half for all time spent in court, a guarantee of a minimum of two (2) hours pay per day, under the following conditions: 1. Cae must be of a criminal nature or related to traffic enforcement. 28 • 2. The officer is appearing on behalf of the department at a deposition or a civil m atter. 3. Officer must be off duty at court time III CALL-OUT PAY The County will guarantee a minimum of two (2) hours 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 (3) hours work or pay at the employee's applicable rate. 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. If an employee is called out and once on the road the call-out is cancelled, the minimums shall apply. TV CLOTHING AND EQUIPMENT Effecttve January 1, 1989, up to twenty-five ::25) non-uniformed officers will be eligible to receive a clothing and cleaning allowance at an annual rate of $275.00, payable in installments of-5137,50 in June and $137.50 in December. Should the number of non-uniformed a) 29 4 1 4.1 • officers exceed 25, the clothing and cleaning allowance shall be limited to the 25 highest seniority officers. Should new grants or township 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. The Sheriff shall determine which positions are designated as non-uniformed, (b) Effective January 1, 1993, twenty-five (25) of the above non-uniformed officers required by the Sheriff to wear suit and tie shall be entitled to an additional $100.00 clothing and cleaning allowance annually- (Total annual clothing allowance for these designated officers shall equal $375.00) Should the number of non-uniform officers qualifying for this additional allowance exceed 25 the allowance shall be limited to the 25 highest seniority officers. This additional allowance shall be paid in installments of $50.00 and added to the $137.50 paid in June and December of each calendar year. (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. (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. V SALARY STEPS/MERIT INCREASES Any salary step increase for an employee who satisfactorily performs and is approved for 30 t 111 a N ' such increase by the Sheriff shall become effective within ten (10) working days after receipt by the Sheriff's Department 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. VI SALARY SCHEDULE PROGRESSION All persons hired hereafter shall be hired and progress in accordance with the salary schedules established herein. VH MILEAGE Efiective with the execution of this agreement, the General Travel Regulation's mileage reimbursement rate shall be $.28 (twenty-eight cents) per mile. 31 g V APPENDIX A 1995 Bi-weekly Salary Rates The following Salary Schedule indicates the Normal Rate Without Reduction for . 414(h)(2) employer pick-up purposes. Said amounts will be reduced by the applicable amounts to reflect IRS Form W-2 reported earnings consistent with the 414(h)(2) pick-up arrangement. The reduced amount will be paid to the employee and shall become effective with the first pay period on or after December 24, 1994. Deputy II aArson Investigator bCritne Lab Spec I cCrime Lab Spec II Deputy I Police Para-Prof dSheriff Comm Agent eSlierifi Comm Shift ',dr Base 6 Ninth 1 Year 2 Year 3 Year 4 Year 5 Year 6 Yeii,f 7 Year 1228.81 1317,38 1406.08 1507.12 1562.23 1672.12 1692.31 Flat Rate 1468.96 1523.85 1378.96 1633,96 1688.85 1485.69 1340.62 1595.77 1650.73 1705.73 841.38 895,85 955.92 1016.08 1115,54 1233.62 1330.46 1494.73 810.12 84-9.19 888.12 865.04 903.31 941.58 1018.00 1094.46 1170.88 1208.35 1246.00 Deputy I assigned as Medical Personnel to the infirmary shall receive $500 annually (pro-rated) while performing these duties. a. Includes S450 annual bonus (pro-rated). b. Includes $375 annual bonus (pro-rated). c. Includes $750 annual bonus (pro-rated). d. Includes $500 annual bonus (pro-rated). e. Includes $500 annual bonus (pro-rated). 1996 Bi-weekly Salary Rates The following Salary Schedule indicates the Normal Rate Without Reduction for 414(h)(2) employer pick-up purposes. Said amounts will be reduced by the applicable amounts to reflect IRS Form W-2 reported earnings consistent with the 414 (h)(2) pick-up arrangement. The reduced amount will be paid to the employee and shall become effective with the first pay period on or after December 23, 1995. Base 6 Mnth 1 Year Year Year 4 Year 5 Year 6 Year 7 Year Deputy Ii aArson Investigator bCrime Lab Spec I c Crime Lab Spec II Deputy Police Para-Prof Sher Comm Agent ctSber Comm Shift Mr .A265.65 1356.92 1448.27 1552.35 1609.12 1722.27 1742.58 Flat Rate 1512.62 1569.12 1625.88 1682.54 1739.08 1529.38 1585.96 1842.77 1699.38 1756.04 866.62 922.73 984.62 1046.58 1149.00 1270.62 1370.38 1539.58 834.42 874.65 911.77 892 96 932.38 971.81 1050.54 1129.27 1208.00 1244.04 1282.81 32 • I • ir V I. Deputy I assigned as Medical Personnel to the infirmary shall receive $500 annually (pro-rated) while performing these duties. a, Includes $450 annual bonus (pro-rated). c. Includes $750 annual bonus (pro-rated). b. Includes 5375 annual bonus (pro-rated). d. Includes $500 annual bonus (pro-rated). 1997 Bi-weekly Salary Rates The following Salary Schedule indicates the Normal Rate Without Reduction for 414(h)(2) employer pick-up purposes. Said amounts will be reduced by the applicable amounts to reflect IRS Form W-2 reported earnings consistent with the 414 (h)(2) pick-up arrangement. The reduced amount will be paid to the employee and shall become effective with the first pay period on or after December 21, 1996. Base 6 Mnth 1 Year 2 Year 3 Year 4 Year 5 Year 6 Year 7 Year Deputy II 1303.62 1397.62 1491.73 1598.92 1657.38 1773.92 aArson Investigator 1794.35 Fiat Rate bCrime Lab Spec I 1557.58 1615.77 1674.23 1732.58 1790.81 cCrirrie Lab Spec II 1574.38 1632.69 1691.19 1749.50 1807.85 Deputy I 892.62 950.42 1014.15 1077.96 1183.46 1308.73 1411.50 1585.7? Police Para-Prof 859.46 900.88 942.23 Sher Comm Agent 919.77 960.35 1000.96 1082.04 1163.15 1244.23 dSher Comm Agent Ldr 1280.77 1320.73 Deputy I assigned as Medical Personnel to the infirmary shall receive 5500 annually (pro-rated) while performing these duties. a. Includes $450 annual bonus (pro-rated). c. Includes 5750 annual bonus (pro-rated). b. Includes 5375 annual bonus (pro-rated). d. Includes $500 annual bonus (pro-rated). 1998 Bi-weekly Salary Rates The parties shall reopen negations for 1998 salary rates no later than October 15, 1997. II 1. 1995 wages shall be retroactive to the first pay period on or after December 24, 1994. 33 'V I SHERIFFS DEPARTMENT AGREEMENT APPENDIX B 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 2. Leave of Absence 3. Death Benefits *4• Longevity Medical and Master Medical Coverage 6. Sick Leave 7. Retirement 8. Annual Leave 9. Disability Coverage 10. Dental Coverage 11. 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. Merit Rule No. 2. Section VII, "Service Increment Pay", shall not apply to any employee hired after March 15, 1984. 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 retiring prior to January 1, 1997 shall not be eligible for County paid **5 . ** 34 4 t I s- 4 ** V medical and master medical health coverage until such time as they have reached age 50. Employees hired on or after January 1, 1989, who subsequently retire from County service shall not be eligible for County reimbursement of Medicare Part B payments. Eligibility for County-provided medical and master medical coverage while on LTD shall be as follows: An employee on LTD will be eligible for County- provided medical and master medical coverage for up to six (6) months from the date of LTD eligibility, provided he/she has applied for and were turned down for Social Security disability and Medicaid and have no other medical and master medical coverage available and providing the employee has not allowed his/her medical and master medical coverage to lapse. Benefits 1996 Flexible Benefit Plan to be implemented for members of this bargaining unit consistent with the plan in effect for non-represented employees during 1995. Preferred Provider Drug Plan to be implemented for members of this bargaining unit consistent with the plan in effect for non-represented employees during 1995. Benefits 1997 The Flexible Benefit Plan in effect during 1996 shall continue in effect during 1997 with no change in cost of the benefits or the benefit dollars provided to the participants. Benefits 1998 The parties shall reopen negotiations for 1998 benefits no later than October 15, 1997. 35 By: By:-1 71 C); c. .7r1 71-J, 771 co 14,7; LETTER OF UNDERSTANDING This agreement entered into this -4_-,7771 day of Ay , 1995, between the County of Oakland, the Oakland County SHeriff's Department and the Oakland County Deputy Sheriff's Association as follows: The union agrees to withdraw Unfair Labor Practice Case No. C94 H-190 with prejudice to ref iling and the parties further agree that all matters related to Case No. C94 H-190 and grievance #92- 10 (filed 3/27/92) have been resolved on a no prejudice, no precedent basis. Neither party shall cite these cases in any future arbitration, agency proceeding, law suit, or other proceeding. OAKLAND COUNTY DEPUTY SHERIFF'S AS6OCIA1IUN COUNTY OF OAKLAND OAKLAND COUNTY SHERIFF'S DEPARTMENT •••n••er /.1 L BTooKs Paht‘rrrt7unty Exec:Ave DIte .14 r IN • - Resolution 495152 May 25, 1995 Moved by McCulloch supported by Huntoon the resolution be adopted. AYES: Crake, Devine, Dingeidey, Douglas, Garfield, Holbert, Huntoon, Jacobs, Jensen, Johnson, Kaczmar, Kingzett, Law, McCulloch, McPherson, Moffitt, Obrecht, Palmer, Pernick, Powers, Quarles, Schmid, Taub, Wolf, Amos. (25) NAYS; None. (0) A sufficient majority having voted therefor, the resolution was adopted. 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 May 25, 1995 with the original record thereof now remaning 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 25th day of May.3425. Linn7D. Allen, County Clerk