HomeMy WebLinkAboutResolutions - 1996.04.03 - 24652MISCELLANEOUS RESOLUTION #96072 April 4, 1996
BY: FINANCE AND PERSONNEL COMMITTEE, SUE ANN DOUGLAS, CHAIRPERSON
IN RE: PROBATE COURT -1996-1998 LABOR AGREEMENT FOR EMPLOYEES
REPRESENTED BY THE AMERICAN FEDERATION OF STATE, COUNTY AND
MUNICIPAL EMPLOYEES, LOCAL 2437
TO THE OAKLAND COUNTY BOARD OF rOMmTSSIONERS
Chairperson, Ladies and Gentlemen:
WHEREAS the Probate Court and the American Federation of
State, County and Municipal Employees, Local 2437, have been
negotiating a contract covering 140 Probate Court 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 "me too" salary increase
for calendar year 1996, a 3.5* salary adjustment or an adjustment
equal to the general non-represented employee's salary adjustment
if greater than 3.5* in 1997 and a "me too" salary adjustment in
1998; and
WHEREAS the 1996 personnel cost equals $222,216, which
includes $166,329 in salaries and $55,887 in fringe benefits, salary
and fringe benefit costs have been included in the 1996 Probate Court
budget therefore no amendment is required; and
WHEREAS the 1997 personnel cost equals $229,993, which
includes $172,151 in salaries and $57,843 in fringe benefits, the
salary and fringe benefit amounts are included in non -departmental
transfer accounts, a transfer of these funds will be recommended
during the 1997 budget amendment process; and
WHEREAS the 1996 personal mileage cost equals $6,642
(reflecting an increase to $.30 per mile) and funds will be
transferred during the first quarter amendments, the 1997 personal
mileage cost equals $6,940 and these funds will be recommended during
the 1997 budget amendment process; 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 County of Oakland and the American Federation of
State ! County and Municipal Employees, Local 2437, 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
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SUMMARY OF TENTATIVE AGREEMENT BETWEEN TEE PROBATE
COURT AND THE AMERICAN FEDERATION OF STATE, COY
MUNICIPAL EMPLOYEES (AFSCME), LOCAL 2437
e71 7j
Wages: x.
1996 - "Me Too" with general wage increase for non-reflresented
employees effective retroactive to December 23, 1995. f%)
r-11 Crt 7' 1997 - Employees represented by this bargaining unit Allan
receive a 3.5% fthree and one half percent) wage increase to
their bi-weekly rate. In the event the Board of Commissioners
approves a 1997 general wage increase greater than 3.5% (three
and one half percent) for non-represented employees, these
employees shall be entitled to the greater increase effective at
the same time and in the same manner as provided the non-
represented group in lieu of the aforementioned 3.5%. (three and
one half percent) increase.
1996 - "Me Too" with general wage increase for non-represented
employees effective at the same time and in the same manner.
Benefits:
1996 - Mileage - The General Travel Regulation's mileage
reimbursement rate will be $.30, effective March 1, 1996.
1997 - Retirement Health Care Benefits for employees hired on or
after 1/1/97 shall be consistent with the provisions of
Miscellaneous Resolution *94292.
1997 and 1998 - All employee benefit modifications implemented on
a County wide basis to general non-represented employees to take
affect during 1997 and 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-Lepieeented employees.
Contract Language:
Article XIX. DURATION - Update language to show that the contract
remains in force and effect until December 31, 1996, and change
notification requirement to 90 days prior to the anniversary
date.
Pon -Contract Language:
Letter of understanding regarding the phasing out of funding for
equipment repairs or maintenance agreements for data writers used
in the courtroom by Probate Court court reporters. Maximum
yearly reimbursable amount for each reporter will be: 1996 -
$250, 1997 - $200, 1998 - $150.
OAKLAND COUNTY PROBATE COURT
AND
THE AMERICAN FEDERATION OF STATE, COUNTY
AND MUNICIPAL EMPLOYEES, AFL-CIO COUNCIL 25
COLLECTIVE BARGAINING AGREEMENT
1996 - 1998
a
AGREEMENT
Agreement entered into this 9th day of Apr 1 , 193i by and between
Oakland County Probate Court (hereinafter referred to as the "Employer") and Council 25 and
its affiliated Local Union, No. 2437, AMERICAN FEDERATION OF STATE, COUNTY AND
MUNICIPAL EMPLOYEES, AFL-CIO, (hereinafter jointly referred to as the ''Union" and
individually referred to as the Local Union Number).
I. RECOGNITION
The Employer recognizes the Union as the exclusive representative of the employees of
the Oakland County Probate Court for the purposes of collective bargaining with respect to rates
of pay, wages, hours of employment and other terms and conditions of employment, in the
following bargaining unit for which they have been certified, and in which the Union is
recognized as collective bargaining representative, subject to and in accordance with the
provisions of Act 336 of the Public Acts of 1947 and Act 379 of the Public Acts of 1965.
All employees of the Oakland County Probate Court excluding confidential
employees, professional employees, executives and supervisors.
H. PURPO_SE AND IN1ENT
The general purpose of the Agreement is to set forth certain terms and conditions of
employment, and to promote orderly and peaceful labor relations for the mutual interest of the
Employer, its employees and the Union.
The parties recognize that the interest of the community and the job security of the
employees depend upon the Employer's success in establishing, and the Union's success in
rendering proper services to the public.
To these ends, the Employer and the Union encourage to the fullest degree friendly and
cooperative relations at all levels and among all employees.
The parties recognize that the Employer is legally and morally obligated to guarantee to
all citizens a fair and equal opportunity for employment, and to these ends agree that no person
shall be denied employment or membership in the Union, nor in any way be discriminated
against because of sex, age, race, color, creed, national origin, political or religious beliefs.
The masculine pronouns and relative words herein used shall be read as if written in
plural and feminine, if required by the circumstances and individual involved, and is not intended
to be discriminatory in any fashion.
III. MANACLEMENLELQEES
The right to hire, promote, discharge or discipline for just cause, and to maintain
discipline and efficiency of employees, is the sole responsibility of the Employer except that
Union Members shall not be discriminated against as such. In addition, the work schedules,
methods and means of department operations are solely and exclusively the responsibility of the
Employer, subject, however, to the provisions of this Agreement.
IV. ADOPTIQN aY REFERENCE OF RELEVAINg PERSONNEL POLICIES
All benefits and policies provided for in the Oakland County Merit System, which
incorporates the Oakland County Merit System Rule Book, as amended or changed from time
to time by resolution of the Oakland County Board of Commissioners, are incorporated herein
by reference and made a part hereof to the same extent as if they were specifically set forth,
except to the extent that any such benefits and policies are inconsistent with this Agreement.
V. AID TO OTHERINIONS
Section 1,
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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. However, an employee shall continue to be subject to check-off deductions which he has
authorized when he may be transferred from this bargaining unit to another bargaining unit
represented by Local 2437, Council 25, American Federation of State, County and Municipal
Employees.
(c) Any employee may voluntarily cancel or revoke the Authorization for Check-off
deduction upon written notice to the Employer and the Union. Such Voluntary withdrawal from
payroll deduction of Union Dues may only occur during the period December 16 thorough
December 31 of any calendar year.
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(d) The Union will protect and save harmless the Employer from any and all claims,
demands, suits and other forms of liability by reason of action taken by the Employer for the
purpose of complying with this section.
VII. NO STRIKE - NO LOCKOUI
Under no circumstances will the Union cause or authorize or permit its members to cause,
nor will any member of the bargaining unit take part in, any strike, sit down, stay-in or slowdown
or any violation of any State law. In the event of a work stoppage or other curtailment, the
Union shall immediately instruct the involved employees both verbally and in writing, with
copies to the employer, that their conduct is in violation of the contract and that all such persons
shall immediately cease the offending conduct.
The Employer will not lockout any employees of the bargaining unit during the term of
this Agreement,
VIII. BASLS QE R.EPRESUITATION
Section I.
There shall be one steward and an alternate steward who must come from the unit they
represent.
Stewards will be released from their work, after obtaining approval of their respective
supervisors and recording their time, for the purpose of adjusting grievances in accordance with
the grievance procedure and for reporting to the grievant a change in status of his grievance.
Approval for stewards to leave their work stations will not be unreasonably withheld. Stewards
will report their time to their supervisor upon returning from a grievance discussion.
The privilege of stewards to leave their work during working hours, without loss of pay,
is extended with the understanding that the time will be devoted to the prompt handling of
grievances and will not be abused, and that they will continue to work at their assigned jobs at
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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 Local President or Chief Steward, or both,
upon sufficient notice to the Employer, may substitute for a member or members of the
Grievance Committee.
The Employer shall meet whenever necessary, at a mutually convenient time, with the
union grievance committee. The purpose of grievance committee meetings will be to adjust
pending grievances, and to discuss procedures for avoiding future grievances. In addition, the
committee may discuss with the Employer other issues which would improve the relationship
between the parties.
Section 4. - Barggining cornmitte_e
The number on the Union Bargaining Committee will be limited to three (3). It is agreed
that members of the Bargaining Committee shall be compensated for sixty (60) hours of
collective bargaining time, including caucus time of either party, such compensation to begin
when the parties commence negotiating for modification of this agreement pursuant to part XIX.
Any time spent on collective bargaining beyond the sixty (60) hours will be on the employee's
own time and during normal court hours. Collective bargaining begins when Management (the
employer) is at the table.
IX. GRIEVANCE PROCEDURE
Section 1,
The Employer and the Union support and subscribe to an orderly method of adjusting
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employee grievances. To this end, the employer and the Union agree that an employee should
first bring his problem or grievance to the attention of his immediate supervisor, with or without
his steward, and an attempt will be made to resolve the grievance informally. In the event the
steward is called, he shall be released from his duties as soon as possible, and in any event, no
later than the beginning of his shift the next day. The supervisor, the employee and the steward
shall meet simultaneously in an attempt to resolve the matter. Dismissals, suspensions,
demotions and disciplinary actions of any type shall be subjects for the grievance procedure and
shall not be matters for the Personnel Appeal Board.
Stud.
If the grievance is not settled informally between the employee and his immediate
supervisor, the employee shall have the right to discuss the grievance with his steward. If, in the
steward's opinion, proper cause for the complaint exists, the Union shall have the right to submit
a written grievance on the complaint to the immediate supervisor within 10 days (excluding
Saturday, Sunday and holidays). The written grievance must be signed by the employee and his
steward and receipt acknowledged by the employee's immediate supervisor.
Step 2,
The Employer will give its written reply within 10 days (excluding Saturday, Sunday and
holidays) of receipt of the written grievance.
Step 3
A grievance not settled at Step 2 may be submitted to the Grievance Committee within
five days (excluding Saturday, Sunday and holidays) of the date of the receipt of the written
reply. Any grievance not submitted to the Grievance Committee by written notification to the
Employer within five days shall be considered dropped. A meeting on the grievance shall be
held by the Grievance Committee within ten (10) days (excluding Saturday, Sunday and holidays)
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unless the time is extended by mutual agreement of both parties.
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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 (excluding Saturday, Sunday and
holidays) after the Grievance Committee meeting. Expenses for arbitration shall be borne equally
by both parties.
An arbitrator will be utilized from a rotating list agreed to by the parties. The arbitrator
shall have no power or authority to add to, subtract from, alter or modify the terms of this
agreement, or set a wage rate.
Section 2,,
The time limits specified hereinafter for movement of grievance through the process shall
be strictly adhered to. In the event that a grievance is not appealed within the particular specified
time limit, it shall be deemed to be settled on the basis of the Employer's last answer. In the
event that the Employer shall fail to supply the Union with its answer to the particular step
within the specified time limits, the grievance shall be deemed automatically positioned for
appeal at the next step with the time limit for exercising said appeal commencing with the
expiration of the grace period for answering.
Section 3,
All specified time limits herein shall consist only of Probate Court work days Monday
through Friday.
Section 4,
Each grievance shall have to be initiated within ten (10) days (excluding Saturday, Sunday
and holidays) of each occurrence of the cause of complaint or, if neither the aggrieved nor the
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Union had knowledge of said occurrence at the time of its happening, then within (10) days
(excluding Saturday, Sunday and holidays) after the Union or the aggrieved becomes aware of
the cause for complaint.
X. B_UL LETIN BOARD
The Employer shall assign appropriate space on bulletin boards which shall be used by
the Union for posting notices, bearing the written approval of the president of the Union local,
which shall be restricted to:
(a) Notices of Union recreational and social affairs;
(b) Notices of Union elections;
(c) 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
New employees may acquire seniority by working six (6) continuous months, in which
event the employee's seniority will date back to date of hire into the court, excluding time
worked outside the court with the exception noted below. When the employee acquires
seniority, their name shall be placed on the seniority list, in the order of their seniority date.
Exception. For employees hired or transferred to the Court prior to 1/1/90, seniority for
purposes of establishing layoff priority shall include the total time period in which the employee
performed work within Probate Court, Children's Village, and Camp Oakland prior to 1/1/90.
This combined seniority can be utilized during the period of any layoff as described in Article
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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 satisfactory reason is given;
(d) If the employee does not return to work at the end of an approved leave;
(e) If the employee does not return to work when recalled from a layoff except that,
an employee shall not lose seniority if within three (3) days of receipt of notice
of recall to work, he gives a written notice to the Employer of his intent to return
to work within five (5) days of the receipt of such notice and does return within
the five (5) day period. Consideration may be given by the Employer of reasons
given by any employee who has given notice but fails to return within the five (5)
day period.
XII. LAYOFEALCALLANDIRaLSEEKS.
(a) If and when it becomes necessary for the Employer to reduce the number of
employees in the work force, the employees will be laid off in reverse order of their seniority,
based on capability of performing available jobs and shall be recalled in the order of their
seniority,
(b) The Court agrees to notify the Union and its Council 25 when the employer's
decision is made of any anticipated layoff. Such notification will occur within ten (10) working
days of reaching the layoff decision.
(c) Right to recall shall be limited to the length of the employee's service, with a
minimum of six (6) months and a maximum of three (3) years.
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(d) If and when an employee is permanently transferred to another division in or out
of the bargaining unit, the President or Chief Steward shall be notified of said transfer by the
Employer. If the employee is thereafter transferred back to the bargaining unit he shall have as
his seniority date the seniority date he had at the time of his transfer.
M-PORA RY CHA
In cases in which an employee's temporary assignment includes taking over the ultimate
responsibility inherent in a higher level job and which the temporary assignment is for more than
five (5) consecutive working days, the base salary rate for the classification assigned will be paid
during the period the employee is required to work in the higher class, payment to be retroactive
to the day in which the temporary assignment began. In the event the base rate of the higher
class is lower than the employee's regular rate the employee will be paid at the next higher step
over their regular rate. A Temporary Change of Rate will not be paid when an employee is
substituting for an employee on Sick Leave until the substitution has been for thirty (30)
consecutive working days.
XIV. PROMOTIONS
(a) All promotions within the bargaining unit shall be made on a basis of a
competitive examination as provided for in the Oakland County Merit System. The employer
will make his selection for promotion from the five highest ranking candidates who have passed
the promotional examination.
(b) Notices of promotional opportunity within the Oakland County Merit System will
be sent to the local Union President or his/her designee for posting on the Union bulletin board.
XV. GENERAL CONDITIONS
Section lt
The Union shall be notified in advance of anticipated permanent major changes in
XIII.
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working conditions and discussion shall be held thereon.
aeclion 2.
The reemployment 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 Probate Court, shall at the written
request of the Union be granted a leave of absence without pay. The leave of absence shall not
exceed two (2) years, but it may be renewed or extended for a similar period at any time upon
the written request of the Union.
Any employee on approved Union leave of absence will continue to accumulate Union
seniority while on leave but will not receive credit toward "Length of County Service" for fringe
benefit purposes under Rule 22, Oakland County Merit Systems.
Section, 4.
When any position not listed on the wage schedule is established, the Employer may
designate a job classification and rate structure for the position. In the event the Union does not
agree that the classification rate or structure are proper, the Union shall have the right to submit
the issue as a grievance through the grievance procedure within a sixty (60) day period from the
date of the Court's written notification to the President of Local 2437 that the position has been
established.
Section 5.
In the event that any other represented unit other than a unit containing employees eligible
for Act 312 Police/Fire Compulsory Arbitration, negotiates a contract with the County of Oakland
containing any form of union security, the same right will automatically be given to the unit
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covered under this agreement.
Section 6,
Special conferences will be aranged 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 held within ten (10) working days after
the request is made. An agenda of the matters to be taken up at the meeting, together with the
names of the conferees representing the requesting party, shall be presented at the time the
conference is requested. Matters taken up in special conferences shall be confined to those
included in the agenda. Such conferences shall be held during regular working hours. Members
of the Union shall not lose time or pay for time spent in such special conferences and no
additional compensation will be paid for such employees for time spent in such conferences
beyond regular working hours.
A representative of Council 25 or a representative of the International Union may attend
the special conference.
Section 7.
If a medical divergence of opinion occurs between the employee's doctor and
Management's doctor with respect to whether the employee is able to return to work from a non-
work related illness or injury, the parties may, by mutual agreement, refer the employee to a
clinic or physician mutually agreed upon for a decision as to whether or not he or she is able to
return to work.
The expense of any mutually agreed to examination, in accordance with the above
provision, shall be paid one-half by the employee and one-half by the Employer. Employees
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shall be eligible to request utilization of this provision only upon posting an amount with the
Employer sufficient to cover his or her portion of the anticipated expenses, or signing a waiver
to provide withholding of said amount from any future earnings or other payments owed the
employee by the Employer.
If either of the parties disagree on the necessity of the third opinion, the disagreeing party
will provide a letter of explanation to the other party for purposes of communication.
Scsiion 8,
Any employee required to work overtime which is not contiguous to the employee's
regular work schedule shall be entitled to a minimum of two (2) hours work or pay for weekdays
and three (3) hours work or pay for weekends or holidays at the time-and-one-half rate.
(Weekdays are defined as the first five (5) days of work which are part of an employee's regular
work schedule.)
Section 9.
The union president shall be eligible for one (I) hour of release time per day for union
business. Such release time shall be granted providing the employee's normal work load is
maintained. Release time for the union president shall not exceed ten (10) hours within any pay
period.
Section 10„
An supplemental agreements shall be subject to the approval of the Employer and the
Council and/or International Union. They shall be approved or rejected within a period of forty-
five (45) days following the date of the agreement between the parties.
XVI MAINTENANCE OF CONDITIONS.
Wages, hours and conditions of employment in effect at the execution of this agreement
shall, except as improved herein, be maintained during the term of this agreement. No employee
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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. RE,S.C1,1111Q.N_QE_ALLMALLLES.
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, ninety (90) days prior to the anniversary date, that it desires to modify this
agreement. In the event that such notice is given, negotiations shall begin not later than sixty
(60) days prior to the anniversary date. This Agreement shall remain in full force and be
effective during the period of negotiations and until notice of termination of this agreement is
provided to the other party in the manner set forth in the following paragraph.
In the event that either party desires to terminate this agreement, written notice must he
given to the other party no less than ten (10) days prior to the desired termination date which
shall not be before the anniversary date set forth in the preceding paragraph.
It is agreed and understood that the provisions contained herein shall remain in full force
and effect so long as they are not in violation of applicable statutes and ordinances and remain
within the jurisdiction of the Oakland County Probate Court.
The Union recognizes the right and duty of the Probate Court to operate and manage its
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kL
Non. Joan E. Yoti
Chief Probate J
By:
the jurisdiction of the Oakland County Probate Court.
The Union recognizes the right and duty of the Probate Court to operate and manage its
affairs in accordance with the State of Michigan Constitutional provisions and statutes and such
Constitutional provisions and statutes shall take precedence over any conflicting provisions which
might be contained in this Agreement. If any article or section of this agreement or any appendix
or supplement thereto should be held invalid by any Constitutional provision, operation of law or
by any tribunal of competent jurisdiction, or if compliance with or enforcement of any article or
section should be restrained by such tribunal, the remainder of this Agreement shall not be affected
thereby.
AMERICAN FEDERATION OF STATE, OAKLAND COUNTY PROBATE COURT
COUNTY AND MUNICIPAL EMPLOYEES
METROPOLITAN COUNCIL NO. 25
AFL-C10, LOCAL 2437
15
PROBATE COURT EMPLOYEES
APPENDIX A
I. aLwajclaiLy_EATLs - 1996
The following merit bi-weekly pay rates shall prevail effective December 23. 1995.
CLASSIFICATION BASE 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 1
Account Clerk I 788.54 836.19 883.92 931.65 979.38 1027.15
i
Account Clerk II 874.69 927.62 980.54 1033.38 1086.35 1139.12 '
Case Management Coordinator 1057.42 1121.15 1185.08 1248.92 1312.77 1376.54 1
Cashier 788.54 836.19 883,92 931.65 979.38 1027.15 ,
Child Welfare Worker 1 1139.35 1208.00 1276.85 1345.58 1414.27 1483.12 ,
Child Welfare Worker II 1252.50 1328.08 1403.58 1479.31 1554,85 1630.46
Clerk I 669.81 710.31 750.92 791.54 832.12 872.65
Clerk II 689.54 732.85 776.35 819.73 863.19 906.46
Clerk III 788.54 836.19 883.92 931.65 979.38 1027.15
Court Service Officer I 874.69 927.62 980.54 1033.38 1086,35 1139.12
Court Service Officer II 961.58 1019.62 1077.77 1135.81 , 1193.96 _ 1252.08
Deputy Probate Register I 830.38 880.58 930.85 981.04 1031,27 1081.50
Deputy Probate Register II 874.69 927.62 980.54 1033.38 1086.35 1139.12 _
General Clerical 641.27
Office Leader 874.69 927.62 980.54 1033.38 1086.35 1139.12
Probate Court Re•orter 1 1087.58 1153.15 1219.00 1284.58 1350.31 1415.92
n Probate Court Reporter II 1195.77 1267.92 1340.04 1412.38 1484.50 1556.58
Production pist 748.73 794.04 839.42 884.73 930.08 975.42
Secretary I 830.38 880.58 930.85 981.04 1031.27 1081.50 ii
Sreno:raiher I 784.73 794.04 839.42 884.73 930.08 975.42
no=riwher II 788.54 836.19 883.92 931.65 979.38 1027.15
Typist 1 , 689.54 732.85 776.35 819.73 863.19 906.46
II "milyri. :list II 718.46 762.85 807.19 851.54 896.04 940.42
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f, •
II. EtI-WEEKLY PAY RATES - 1997
The following merit bi-weekly pay rates shall prevail effective December 21, 1996:
CLASSIFICATION 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
Case Management Coordinator 1094.42 1160.38 1226.54 1292.65 1358.73 1424.73
Cashier 816.15 865.46 914.85 964.27 1013.65 1063.12
Child Welfare Worker I 1179.23 1250.27 1321.54 1392.65 1463.77 1535.04 ,
Child Welfare Worker II 129635 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
, Court Service Officer I 905.31 960.08 1014.85 1069.54 1124.38 1179.00
Court Service Officer II 995.23 , 1055.31 1115.50 1175.58 1235.77 , 1295.88
Deputy Probate Register I 859.46 , 911.38 963.42 1015.38 1067.35 1119.35
Deputy Probate Register II 905,31 960.08 1014.85 1069.54 1124.38 _ 1179.00 ,
General Clerical a 663.73
Office Leader 905.31 960.08 1014.85 1069.54 . 1124.38 1179.00
Probate Court Reporter I 1125.65 , 1193.50 1261.65 1329.54 1397.58 _1465.46
Probate Court Reporter II 1237.62 1312,31 1386.92 1461.81 1536.46 1611.04
Production Typist 774.92 821.85 868.81 915.69 962.62 . 1009.58
Secretary I 859.46 911.38 963.42 1015.38 1067.35 1119.35
Steno:rather 1 774,92 821.85 868.81 915.69 962.62 1009.58 1
Stenographer II 816.15 865.46 914.85 964.27 1013.65 1063.12
Typist I 713.65 758.50 803.50 848.42 893.42 938.19
Typist II 743.62 789.54 835.46 881.35 927.38 973.35
NOTE-, This table reflects a 3.5% salary adjustment to the 1996 pay rates. In the event the Board of Commissioners
approves a 1997 general salary adjustment greater than 3.5% for non-represented employees, employees represented
by this bargaining unit shall be entitled to the greater increase effective at the same time and in the same manner
as provided the non-represented group in lieu of the 3.5% salary adjustment.
17
III. lalz1YEEKLEE&Y_RATE,1_12M-
Probate Court 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.
18
PROBATE COURT EMPLOYEES
APPEND_IX B
For the following fringe benefits, refer to the Oakland County Merit System Rule Book:
1. Injury on the Job
2. Holidays
3. Leave of Absence
4. Death Benefits
5. Longevity
6. Master Medical Coverage
7. Sick Leave
8. Retirement
9. Annual Leave
10. Income Continuation Coverage
11. Dental Coverage
12. Tuition Reimbursement
The fringe benefits modified in previous collective bargaining agreements shall continue
in effect as modified and described in the Oakland County Merit System Rule Book.
II
(a) Effective March 1, 1996 employees required to drive their personal vehicle on official
Probate Court 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.
19
a 4 •
(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.
Ill
Employees working less than 1,000 hours in a calendar year shall not be eligible for
fringe benefits or Merit System Status and shall be considered "Part-time Non-eligible"
employees. Part-time eligible employees represented by Local 2437 as of January 1, 1985 who
remain continually employed shall not be affected by this Section as long as their employment
continues to be for more than 520 hours annually.
IV
The following positions shall be considered permissible equivalents:
(1) Clerk I and Clerk IL
(2) Typist I and Typist IL
(3) Child Welfare Worker I and Child Welfare Worker IL
(4) Court Service Officer I and Court Service Officer IL
(5) Deputy Probate Register I and Deputy Probate Register II.
(6) Probate Court Reporter I and Probate Court Reporter II.
(7) Stenographer I and Stenographer IL
No vacancy must exist at the "II" level for the employer to promote an employee who has
completed the top of the "I" salary range and who the employer has determined is satisfactorily
performing the job.
V
Effective 1/1/95 the flexible benefit plan, as adopted by the Board of Commissioners and
in effect for non-represented employees as of 1/1/95, shall be implemented for employees
represented by this bargaining unit.
20
• hi II
Effective 1/1/95 the Preferred Provider Prescription Drug Plan as adopted by the Board
of Commissioners and in effect for non-represented employees as of 1/1/95, shall be implemented
for employees represented by this bargaining unit.
Effective 1/1/95 the Defined Contribution Retirement Plan as adopted by the Board of
Commissioners and in effect for non-represented employees as of 1/1/95, shall be implemented
for employees represented by this bargaining unit.
VI
FRINGE BENEFITS - 1997
All employee benefit modifications implemented on a County-wide basis to general non-
represented employees to take effect during 1997 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.
Retirement Health Care Benefits for employees hired on or after 1/1/97 shall be consistent
with the provisions of Miscellaneous Resolution # 94292.
VII
FRINGE I3ENEEITS - I 991k
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.
21
4
AFSCME, Local 2437
LETTER OF UNDERSTANDING
This letter of understanding is entered into this LH., day of A pr , 1996,
between the Probate Court for the County of Oakland and the American Federation of
State, County and Municipal Employees Council 25, Local 2437.
It is understood that the Probate Court will allocate two thousand dollars
($2,000.00) in 1996, one thousand six hundred dollars ($1,600.00) in 1997, and one
thousand two hundred dollars ($1,200.00) in 1998 for Court Reporter equipment
maintenance and repair. Each Probate Court reporter may request reimbursement for
actual maintenance agreement expense or repair service charge which he or she incurs
on the data writer equipment he or she uses in the courtroom. Repairs which result due
to the court reporter's negligent actions are specifically excluded from this reimbursement.
The annual maximum that any individual court reporter may be reimbursed for equipment
maintenance agreement or repair service charges shall be two hundred fifty dollars
($250.00) in 1996, two hundred dollars ($200.00) in 1997, and one hundred fifty dollars
($150.00) in 1998. The parties to this letter understand that it is the intent of Probate
Court to not provide this reimbursement for court reporters beyond January 1, 1999, and
that the amounts here agreed are designed as a transition from the coverage provided
in prior years to the intended non-coverage beginning January 1, 1999. Further, the
parties understand that any Probate Court reporter seeking reimbursement shall provide
Probate Court with documentation which establishes the repairs have been made or that
the maintenance agreement is in force. If at the end of any year the total amount
allocated has not been spent, the unexpended funds will lapse and there will be no
carryover of unexpended funds to the next year.
JOHN P. McPLILLOCH, Chairman. Board of Commissioners
cbalou
•
Resolution #96072 April 4, 1956
Moved by Douglas supported by Kingzett the resolution be adopted,
AYES: Crake, Devine, Dingeldey, Douglas, Garfield, Huntoon, Jacobs,
Jensen, Johnson, Kaczmar, Kingzett, McCulloch, McPherson, Moffitt, Obrecht,
Palmer, Pernick, Powers, Quarles, Schmid, Taub, Wolf, Amos. (23)
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 April 4, 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 4th day 4g,,April
Lynn D. Allen, County Clerk