HomeMy WebLinkAboutResolutions - 1996.04.25 - 24639MISCELLANEOUS RESOLUTION #96090
BY: FINANCE AND PERSONNEL COMMITTEE, SUE ANN DOUGLAS, CHAIRPERSON
IN RE: PERSONNEL DEPARTMENT - 1996-1998 LABOR AGREEMENT FOR EMPLOYEES
REPRESENTED BY THE GOVERNMENT EMPLOYEES LABOR COUNCIL (CHILDRENS' VILLAGE
EMPLOYEES)
TO THE OAKLAND COUNTY BOARD OF COMMISSIONERS
Chairperson, Ladies and Gentlemen:
WHEREAS the County of Oakland and the Government Employees Labor Council
have been negotiating a contract covering approximately 108 Children's Village
employees; and
WHEREAS a three year agreement has been reached for the period January
1, 1996, through December 31, 1998, said agreement has been reduced to
writing; and
WHEREAS the agreement includes a 3.5% salary increase for calendar year
1996, a 3.5% salary increase for calendar year 1997 and a "me too" salary
adjustment with the non-represented employees in 1998; and
WHEREAS the effect for 1996 is an increase of $112,596 for salaries and
$52,582 for fringe benefits, the 1996 Children's Village budget includes
sufficient funds to cover the increase, therefore no amendments are required;
and
WHEREAS the effect for 1997 is an increase of $116,537 for salaries and
$54,423 for fringe benefits, the non-departmental transfer accounts include
sufficient funds to cover the increase, a transfer of these funds will be
recommended during the 1997 budget amendment process; and
WHEREAS the contract also increases personal mileage reimbursement to
$.30 per mile; and
WHEREAS funds are available in the Childrens' Village budget to cover
this increase in personal mileage reimbursement; and
WHEREAS the 1998 budget will be adjusted by the amount of salary
increase granted by the Board of Commissioners to non-represented employees;
and
WHEREAS the agreement has been reviewed by the Finance and Personnel
Committee which recommends approval of the agreement.
NOW THEREFORE BE IT RESOLVED that the proposed agreement between the
County of Oakland and the Government Employees Labor Council, covering the
period of January 1, 1996, through December 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.
Chairperson, on behalf of the Finance and Personnel Committee, I move
adoption of the foregoing resolution.
FINANCE AND PERSONNEL COMMITTEE
OAKLAND; L. BROOKS PATTERSON, OAKLAND COUNTY EXECUTIVE
COUNTY MICHIGAN
DEPARTMENT OF PERSONNEL • C. Vincent Luzi, Director
TO: Lynn D. Allen, Clerk/Register
FROM: Thomas R. Eaton, Manager, Employee Relations/EEO
DATE: May 14, 1996
SUBJECT: Children's Village Collective Bargaining Agreement
Enclosed for your files, please find a copy of the Collective Bargaining
Agreement with the County of Oakland and the Governmental Employees Labor
Council. This collective bargaining agreement was passed at the April
25, 1996 Board meeting.
Should you have any questions or need further information please feel
free to contact me.
TRE/jah
Enclosure
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EXECUTIVE OFFICE BUILDING • 1200 N TELEGRAPH RD DEPT 440 • PONTIAC MI 48341-0440 • (810) 858-0530 • FAX (810) 858-1511
THE COUNTY OF OAKLAND
AND
GOVERNMENTAL EMPLOYEES LABOR COUNCIL
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Collective Bargaining Agreement
1996- 1998
This agreement is made and entered into on this day of , by
AGREEMENT
and between the County of Oakland (hereinafter referred to as the "Employer") and the
Governmental Employees Labor Council (hereinafter referred to as the "Union").
I. RECOGNITION
The Employer recognizes the Union as the exclusive representative of the following
employees of the Oakland County Children's Village 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 Public Acts of 1965.
All full-time employees of the Oakland County Children's Village, excluding
all confidential and supervisory employees.
PURPOSE AND INTENT
The general purpose of this 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.
2
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, or in any way be discriminated against because
of sex, age, race, color, creed, national origin, political or religious beliefs.
The masculine pronouns and relative works herein used shall be read as if written in plural
and feminine, if required by the circumstances and individuals involved, and is not intended to be
discriminatory in any fashion.
III. MANAGEMENT RIGHTS
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
departmental operations are solely and exclusively the responsibility of the Employer, subject,
however, to the provisions of this agreement.
IV. ADOPTION BY REFERENCE OF RELEVANT RESOLUTIONS AND PERSONNEL
POLICIES
All Resolutions of the Oakland County Board of Commissioners, as amended or changed,
from time to time, relating to the working conditions and compensation of the employees covered
by this agreement, and all other benefits and policies provided for in the Oakland County Merit
System, which incorporates the Oakland County Employees' Handbook, are incorporated herein by
reference and made a part hereof to the same extent as if they were specifically set forth.
3
• NI
V. AID TO OTHER UNIONS
Section 1
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 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.
(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 through December
31 of any calendar year.
(d) The Union will protect and save harmless the Employer from any and all claims,
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demands, suits and other forms of liability by reason of action taken by the Employer for the purpose
of complying with this section.
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, 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 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 1
There shall be one Steward and an Alternate Steward for each shift. Stewards must come
from the shift they represent.
Stewards will be released from their work, after obtaining approval of their respective
supervisors and recording their time, only for the purpose of adjusting grievances in accordance with
the grievance procedure and for reporting to the grievant a change in status of his/her grievance.
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
5
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 three (3) members of the represented
group, certified in writing to the Employer. Either the Bargaining Unit President or Chief Steward,
or both, upon sufficient notice to the Employer, may substitute for a member or members of the
Grievance Committee. A representative of G.E.L.C. may be included in the Union's grievance
committee should the Union deem it necessary.
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 Employer agrees to recognize one committee representing all employees of the
bargaining unit, such committee shall be composed of not more than two (2) members selected by
the Union and certified in writing to the Employer. The Bargaining Unit President may participate
as an additional member of the bargaining committee.
6
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
Union Steward, and an attempt will be made to resolve the grievance informally. In the event the
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 not be subject for the grievance procedure and shall be
processed in accordance with the procedures of the Oakland County Personnel Appeal Board.
5igpi
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 ten (10) days of the incident given
rise to the grievance. The written grievance must be signed by the employee and his steward and
receipt acknowledged by the employee's immediate supervisor.
Step 2
The department will give its written reply within ten (10) days (excluding Saturday, Sunday
and holidays) of receipt of the written grievance.
ateal
Any grievance not settled at Step 2 may be submitted to the Grievance Committee within five
(5) days 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 (5) days shall be considered dropped.
A meeting on the grievance shall be scheduled by the Grievance Committee within ten (10) days
(excluding Saturdays, Sundays 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
binding arbitration by either of the parties. A request for arbitration must be submitted by written
notice to the other party within fifteen (15) days after the grievance committee meeting. Expenses
for arbitration shall be borne equally by both parties.
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
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period of answering.
Section 3
All specified time limits herein shall consist only of County work days Monday through
Friday.
Section 4
Each grievance shall have to be initiated within ten (10) days of each occurrence of the cause
for complaint or, if neither the aggrieved nor the Union had knowledge of said occurrence at the time
of its happening, then within ten (10) days after the Union or the aggrieved becomes aware of the
cause for complaint.
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 restrict to:
(a) Notices of Union recreational and social affairs;
(b) Notices of Union elections;
(c) Notices of Union appointments and results of Union elections;
(d) Notices of Union Meetings;
(e) Other notices of bona fide Union affairs which are not vulgar, obscene, political or
libelous in nature
XI. SENIORITY
Section 1
New employees may acquire seniority by working six (6) continuous months, in which event
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the employee's seniority will date back to the date of hire into the department. When the employee
acquires seniority, his/her name shall be placed on the seniority list, in the order of his/her seniority
date.
An up-to-date seniority list shall be furnished to the Union every six (6) months.
An employee shall lose his seniority for the following reasons:
(a) If the employee resigns or retires;
(b) If the employee is discharged and not reinstated;
(c) If the employee is absent from work for three (3) consecutive working days without
properly notifying the Employer, unless a reason satisfactory to the Employer 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 an
employee who has given notice but fails to return within the five (5), day period.
Notice of recall shall be by Certified Mail-Return Receipt Requested and mailed to
the employee's last know address.
Section 2
Shift preference will be granted at Children's Village on the basis of seniority, within the
classification, provided the employee meets the qualifications of the vacancy. Shift preference may
10
be utilized only for vacancies created by employee separation, promotion, transfers out of Children's
Village or the creation of a new position. Vacancies created by employee shift changes as a result
of shift preference shall not be subject to further bidding. Filling of these vacancies shall be a topic
for discussion as part of the 1994 re-opener issues.
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 order of their seniority.
(b) The Employer will endeavor to notify the Union at such time as the Employer
anticipates the laying off of employees represented by this bargaining unit.
XIII. TEMPORARY CHANGE OF RATE
In cases in which an employee's temporary assignment includes taking over the ultimate
responsibilities inherent in a higher level job and the temporary assignment is for more than thirty
(30) 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, 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.
XIV. PROMOTIONS
(a) 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 Employer will make his
selection for promotion from the five (5) highest ranking candidates who have passed the
promotional examination.
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(b) Should the Employer determine to examine for possible promotion within the
bargaining unit, notice 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 discussions shall be held thereon.
Section 2
The re-employment rights of employees and probationary employees who are veterans will
be limited by applicable laws and regulations.
Section 3
Employees elected to any permanent full-time union office or selected by the Union to do
work which takes them from their employment with the County shall, at the written request of the
Union, be granted a leave of absence without pay. The leave of absence shall not exceed two (2)
years, but it 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 System.
Section 4
When any position not listed on the wage schedule is filled or established, the County may
designate a job classification and rate structure for the position. In the event the Union does not
12
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.
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 this unit.
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 (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 scheduled 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 the G.E.L.C. may attend the special conference.
Section 7
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
.11
13
•
(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 8
Once the holiday schedule is posted, employees will not be removed from the schedule
without mutual agreement except under exigent circumstances as determined by the Employer.
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.
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, 1998. 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
14
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.
XX. The Union recognizes the right and duty of the County of Oakland and the Children's
Village 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 conflict 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 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.
.1•
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John Mc e5.a.'irperson
Board of Cb4nmissioners
Governmental Employees
Labor Council
Oakland County Executive
L. Brooks Patterspfi, County Executive
COUNTY OF OAKLAND, a Michigan
Constitutionall Cprporation
16
1367.81
732.85
880.58
732.85
762.85
898.96
947.00
1440.04
776.35
930.85
776.35
807.19
950.31
1001.00
1512.42
819.73
981.04
819.73
851.54
1001.58
1054.92
1584.65
863.19
1031.27
863.19
896.04
1052.77
1108.96
1656.96
906.46
1081.50
906.46
940.42
1104.15
1162.85
CHILDREN'S VILLAGE EMPLOYEES
APPENDIX A
1996 BI-WEEKLY SALARIES
The following merit hi-weekly salary schedule shall prevail for the period beginning the first
pay period on or after December 23, 1995:
Classification
Account Clerk I
Account Clerk II
Child Wlf. Wkr. I
Child Wlf. Wkr. II
Clerk I
Clerk II
Clerk III
First Cook
General Clerical
General Staff Nurse
Second Cook
Secretary I
Typist I
Typist II
Youth Specialist I
Youth Specialist II
B11.g
788.54
874.69
1139.35
1252.50
669.81
689.54
788.54
748.73
641.27
1295.46
689.54
830.38
689.54
718.46
847.65
893.04
1 Year 2 Year 3 Year 4 Year 5 Year
836.19 883.92 931.65 979.38 1027.15
927.62 980.54 1033.38 1086.35 1139.12
1208.00 1276.85 1345.58 1414.27 1483.12
1328.08 1403.58 1479.31 1554.85 1630.46
710.31 750.92 791.54 832.12 872.65
732.85 776.35 819.73 863.19 906.46
836.19 883.92 931.65 979.38 1027.15
794.04 839.42 884.73 930.08 975.42
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CHILDREN'S VILLAGE EMPLOYEES
APPENDIX A CON'T
1997 BI-WEEKLY SALARIES
The following merit bi-weekly salary schedule shall prevail for the period beginning the first
pay period on or after December 21, 1996:
Classificatim Base 1 Year 2 Year 3 Year 4 Year 5 Year
Account Clerk I 816.15 865.46 914.85 964.27 1013.65 1063.12
Account Clerk II 905.31 960.08 1014.85 1069.54 1124.38 1179.00
Child NW. Wkr. I 1179.23 1250.27 1321.54 1392.65 1463.77 1535.04
Child Wlf. Wkr. II 1296.35 1374.58 1452.69 1531.08 1609.27 1687.54
Clerk I 693.27 735.15 777.19 819.23 861.23 903.19
Clerk II 713.65 758.50 803.50 848.42 893.42 938.19
Clerk III 816.15 865.46 914.85 964.27 1013.65 1063.12
First Cook 774.92 821.85 868.81 915.69 962.62 1009.58
General Clerical 667.04
General Staff Nurse 1340.81 1415.69 1490.42 1565.35 1640.12 1714.96
Second Cook 713.65 758.50 803.50 848.42 893.42 938.19
Secretary I 859.46 911.38 963.42 1015.38 1067.35 1119.35
Typist I 713.65 758.50 803.50 848.42 893.42 938.19
Typist II 743.62 789.54 835.54 881.35 927.38 973.35
Youth Specialist I 877.31 930.42 983.58 1036.62 1089.62 1142.81
Youth Specialist II 924.31 980.15 1036.04 1091.85 1147.77 1203.54
1998 BI-WEEKLY SALARIES
Children's Village employees represented by this bargaining unit shall be entitled to receive
the same general salary increase as approved by the Oakland County Board of Commissioners to
take effect during calendar year 1998 for non-represented employees. Adjustments, if any, shall be
applied at the same time and in the same manner as applied to the non-represented group.
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CHILDREN'S VILLAGE EMPLOYEES
APPENDIX B
For the following fringe benefits, refer to the Oakland County Employee's Handbook:
1. Injury on the Job
2. Holidays
3. Leave of Absence
4. Death Benefits
5. Longevity
6. Medical and Master Medical Coverage
7. Sick Leave/Personal Leave
8. Retirement
9. Annual Leave
10. Income Continuation Coverage
11. Dental Coverage
12. Tuition Reimbursement
II
(a) Effective with the execution of this agreement, employees required to drive their
personal vehicles on official County business shall receive thirty (30) 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
conservation, the Employer agrees to discuss the matter with the Union.
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III
Any improvement in the shift differential bonus applied to non-represented employees during
the term of the agreement which exceeds the rates currently paid to these represented employees
shall be applied to members of this bargaining unit at the same time and in the same manner as
applied to the non-represented employees.
IV
Benefits - 1997
Retirement Health Care Benefits for employees hired on or after January 1, 1997,
shall be consistent with the provisions of Miscellaneous Resolution #94292
(percentage formula for retiree health care eligibility).
Health Care changes consistent with the provisions outlined in the Health Care
Summary (dated 1/8/96) for current and new hire employees shall be implemented
effective January 1, 1997.
Benefits -1998
All employee benefit modifications implemented on a County wide basis to general non-
represented employees to take effect during 1998 shall be applied to employees represented by this
bargaining unit. Modifications shall be applied at the same time and in the same manner as applied
to the general non-represented employees.
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HEALTH CARE SUMMARY 01/08/96
CURRENT EMPLOYEES
Traditional
• No Cost/No Credit (provided
benefit dollars will equal price tag)
• 2nd surgical opinion - now
voluntary
• $5 co-pay prescriptions
• NO NEW ENROLLEES AFTER 12-31-98
Comprehensive/Catastrophic Plan
• $200, $400, $600 credit for
selecting this option
• No first $ Dollar benefit
• Most eligible expenses reimb. 80%
Except:
• Substance Abuse Trtmt. - 50%
(out-patient $1,000 max.)
• Psych./Mental Nervous Trtmt. - 50%
(out-patient $1,000 max.)
I Deductible - $350 individual,
$700 2 or more.
• $1000 individual/$2000 family
out of pocket max. (includes
deductible)
• $5 co-pay prescriptions
HEALTH cARE SUMMARY
CURRENT EMPLOYEES
PPO
• $100, $200, $300 Credit for
selecting this option
• Office visits - $10 co-pay -
No deductible
• $5 drug co-pay
• $10 emergency room co-pay
Health Alliance Plan
I $10 office visit co-pay
• $5 drug co-pay
• $10 emergency room co-pay
flue Care Network
I Not available - 1-1-97
(BC/BS Point of Service Plan
duplicates Blue Care Network)
Point of Service
• $150, $300, $450 credit for
selecting this option
• Network Doctors - paid in full
Out of network - 70%, $150 individual/
$300 family deductible for
unauthorized or out of network care
at 70%.
• $10 co-pay office visits
• $25 co-pay emergency room visits
• $5 prescription co-pay
g -0 HEALTH .CARE SUMMARY
CURRENT EMPLOYEES
• $2000 individual/$4000 family out of
pocket maximums (including deductible)
for unauthorized care or care rendered by
non-network providers.
ALL PLANS
No changes to Dental
No changes to Vision
17 II' .4 41,
HEALTH CARE SUMMARY
NEW HIRE
Traditional
• Not available as of 1-1-97
Comprehensive/Catastrophic Plan
• No Cost/No Credit
• No first $ - Dollar benefit
• Most eligible expenses reimb. 80%
Except:
• Substance Abuse Trtmt. - 50%
(out-patient $1,000 max.)
• Psych./Mental Nervous Trtmt. - 50%
(out-patient $1,000 max.)
• Deductible - $350 individual,
$700 2 or more.
• $1000 individual/$2000 family
out of pocket max. (includes deductible)
• $5 co-pay prescriptions
P_EQ
• Not available 1-1-97
Health Alliance Plan
• Not available
$r 4 Tt HEALTH CIIRE SUMMARY
NEW HIRE
Blue Care Network
• Not available
Point of Service
• $390, $520, $650 cost to employee
• Network Doctors - paid in full
Out of network - 70%, $150 individual/
$300 family deductible for
unauthorized or out of network care
at 70%.
I $10 co-pay office visits
• $25 co-pay emergency room visits
• $5 prescription co-pay
II $2000 individual/$4000 family out of
pocket maximums (including deductible)
for unauthorized care or care rendered
by non-network providers.
ALL PLANS
No changes to Dental
No changes to Vision
• • .0. •
Resolution #96090 April 25, 1996
Moved by Douglas supported by Quarles the resolution be adopted.
AYES: Devine, Dingeldey, Douglas, Garfield, Holbert, Huntoon, Jacobs,
Jensen, Johnson, Kaczmar, Kingzett, Law, McCulloch, McPherson, Moffitt, Obrecht,
Palmer, Pernick, Powers, Quarles, Schmid, Taub, Wolf, Amos, Crake. (25)
NAYS: None. (0)
A sufficient majority having voted therefor, the resolution was adopted.
OREGOING RESOLUTION
d//, /94
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 April 25, 1996 with the original record
thereof now remaining in my office.
In Testimony Whereof, I have hereunto set my hand and affixed the seal of the
County of Oakland at Pontiac, Michigan this 25th day .of_April 1996.
D. Allen, County Clerk