HomeMy WebLinkAboutResolutions - 1996.11.07 - 24880J • ior
MISCELLANEOUS RESOLUTION #96252
BY: FINANCE AND PERSONNEL COMMITTEE, SUE ANN DOUGLAS, CHAIRPERSON
IN RE: PERSONNEL DEPARTMENT - THREE (3) YEAR (1996-1998)LABOR AGREEMENT FOR
EMPLOYEES REPRESENTED BY MICHIGAN NURSES ASSOCIATION (PUBLIC HEALTH NURSES)
TO THE OAKLAND COUNTY BOARD OF COMMISSIONERS
Chairperson, Ladies and Gentlemen:
WHEREAS the County of Oakland and the Michigan Nurses Association, have
been negotiating a contract covering approximately 126 Public Health Nurses;
and
WHEREAS a three (3) year agreement has been reached for the period of
January 1, 1996 through December 31, 1998; and
WHEREAS the agreement includes a 3.5% salary increase for the calendar
year 1996, a 3.5% salary increase for 1997 and a wage and benefit reopener for
1998; and
WHEREAS the amount of increase for 1996 equals $170,977 in salaries and
$81,519 in fringe benefits, and the increase for FY1997 will be $130,608 in
salaries and $60,138 in fringe benefits; and
WHEREAS funds have been included in the Health Division's 1996 and
recommended FY1997 budget to cover this adjustment, and no additional
appropriation is required; and
WHEREAS in addition the agreement increases personal mileage
reimbursement to $.30 per mile as well as changes various health care
benefits; 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 agreement between the County of
Oakland and the Michigan Nurses Association, is approved.
BE IT FURTHER RESOLVED that the Chairperson of the Board of
Commissioners, on behalf of the County of Oakland, is authorized to execute
the said agreement, a copy of which is attached hereto.
Chairperson, on behalf of the Finance and Personnel Committee, I move
the adoption of the foregoing resolution.
FINXNCE AND PERSONNEL COMMITTEE
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L. BROOKS PATTERSON, OAKLAND COUNTY EXECUTIVE 411..
COUNTY MICHIGAN
DEPARTMENT OF PERSONNEL C. Vincent Luzi, Director
TO: Lynn Allen, Clerk/Register
FROM: Thomas R. Eaton, Manager, Employee Relations/EEO
DATE: December 27, 1996
SUBJECT: Michigan Nurses Association Collective Bargaining Agreement
Enclosed for your files, please find a copy of the Collective Bargaining
Agreement with the County of Oakland and the Michigan Nurses Association.
This collective bargaining agreement was passed at the November 7, 1996
Board meeting.
Should you have any questions or need further information please feel
free to contact me.
TRE/jaf
Enclosure
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EXECUTIVE OFFICE BUILDING • 1200 N TELEGRAPH RD DEPT 440 • PONTIAC MI 48341-0440 • (810) 858-0530 • FAX (810) 975-9742
THE COUNTY OF OAKLAND
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MICHIGAN NURSES ASSOCIATION
Collective Bargaining Agreement
1996 - 1998
AGREEMENT
This agreement is made and entered into on this .14L" day of idjU.12.)0,61.,- , A.D.,
1996, by and between the Oakland County Board of Commissioners and the Oakland County
Executive, hereinafter referred to collectively as the "Employer" and the Michigan Nurses
Association, hereinafter referred to as the "Association" and the Association's affiliate the
Professional Registered Nurses of Oakland County Health Division, hereinafter referred to as the
"Association Council". 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. All references to the feminine in this
agreement shall apply equally to the masculine and vice versa.
I. RECOGNITION
The Employer recognizes the Association as the exclusive representative of the following
employees, for the purposes of collective bargaining with respect to rates of pay, wages, hours of
employment and other terms and conditions of employment, in the following bargaining unit for
which they have been certified, and in which the Association 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 full-time and regular eligible part-time Registered Public Health Nurses employed in the
Health Division. Excluding all other employees, supervisors as defined by the Act,
confidential, temporary, part-time non-eligible, and substitute employees, Registered Nurses
working in the Jail Facility, and Health Educators.
II. MANAGEMENT RESPONSIBILITY
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 Association
members shall not be discriminated against as such.
In addition, the work schedules, methods and means of departmental operation are solely and
exclusively the responsibility of the Employer, subject, however, to the provisions of this agreement.
III. DUES CHECK-OFF
(a) The Employer agrees to deduct the Association membership initiation fee and dues, once
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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
Association at its offices located at 2310 Jolly Oak Road, Okemos, Michigan 48864, 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 he/she is no longer a member of the bargaining unit. Any
employee may voluntarily cancel or revoke the Authorization for Check-off deduction upon written
notice to the Employer and the Association. Such voluntary withdrawal from payroll deduction of
Association dues may only occur during the period December 16 through 31 of any calendar year.
(c) The Association 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.
(d) In the event that any other represented unit, other than a unit containing employees
eligible for Act 312 Police/Fire Compulsory Arbitration or employees whose designated employer
is other than the Oakland County Executive, negotiates a contract with the County of Oakland
containing any form of Association security, the same right will automatically be given to the unit
covered under this agreement.
IV. GRIEVANCE REPRESENTATIVES
Section 1.
There shall be one (1) grievance representative per work site (North, South, West).
Additionally, there shall be one (1) alternate which may rotate among the work sites on an as needed
basis. All grievance representatives must work out of the office they represent and only one (1)
representative will be released to handle a specific grievance.
Grievance representatives 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. Permission for grievance representatives to leave work
will not be unreasonably withheld. Grievance representatives will report their time to their
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supervisor upon returning from a grievance discussion.
The privilege to leave their work during working hours, without loss of pay, is extended with
the understanding that the time will be devoted to the prompt handling of grievances and will not
be abused, and that they will continue to work at their assigned jobs at all times except when
permitted to leave their work to handle grievances.
Section 2.
Should any grievance representative position become vacant the Association agrees to
promptly fill the vacancy and then notify the Employer within five (5) working days.
ac_tigna
Grievance representatives may receive but shall not solicit grievances (this is not to be
construed as to prohibit grievance representatives from advising members related to contract
interpretation).
Section 4.
The Association will furnish the Employer with the names of its authorized representatives
who are employed within the unit and such changes as may occur from time to time in such
personnel so that the Employer may at all times be advised as to the authority of the individual
representative of the Association with which it may be dealing.
Section 5.
The Chairperson of the Nurses' Staff Council shall be released for up to four hours each
month to do Union business. Release time not used may accumulate from month to month but at
no time shall it exceed 8 hours.
V. GRIEVANCE PROCEDURES
The Employer and the Association support and subscribe to an orderly method of adjusting
employee grievances. To this end, the Employer and the Association agree that an employee should
first bring her problem or grievance to the attention of her immediate supervisor (or supervisor's
designee), with or without her grievance representative within ten (10) calendar days of the
occurrence. The immediate supervisor shall attempt to resolve the grievance informally. Dismissals,
suspensions, demotions and disciplinary actions of any type shall only be subject for the grievance
procedure.
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Step 1.
If the grievance is not settled informally, it shall be discussed with the grievance
representative and shall be reduced to writing, signed by the grievant and submitted to her immediate
supervisor within ten (10) working days of the informal discussion.
Step 2.
The written grievance may be discussed between the grievance representative and the
immediate supervisor if so desired. If a discussion is held, the grievant may attend if she so desires.
The supervisor will attempt to adjust the matter and will give a written decision within ten (10)
working days of the 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. The grievance committee shall consist of two (2) Association Grievance
Representatives and at least one Employer representative. This committee may be assisted by a
representative of the Michigan Nurses Association. A grievant may be present during all or a portion
of a grievance committee meeting by mutual agreement of the parties. Any grievance not submitted
to the next grievance meeting, by written notification to the Employer within five (5) working days
of the immediate supervisor's written decision, shall be considered dropped. The Employer will give
a written decision within fifteen (15) working days of such meeting.
Step 4.
Any matter not settled in Step 3 of the grievance procedure may be submitted to final and
binding arbitration. The request for arbitration must be submitted to the Employer within fifteen
(15) calendar days of the Employer's written response to the grievance committee meeting. The
grievance upon which arbitration has been demanded shall be referred to one of the following
arbitrators in accordance with the date of the written grievance, the oldest grievance being referred
first:
1. John Coyle
2. Richard Kanner
3. Daniel Kruger
4. Barry Brown
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5. Ben Wolkinson
A grievance shall be referred to the listed arbitrators in the order in which they appear. Once
a grievance has been referred to an arbitrator, a subsequent grievance shall be referred to the next
arbitrator on the list. After a grievance has been referred to the last 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,
except that time limits may be extended by mutual agreement of the parties. In the event that the
Employer shall fail to supply the Association 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. SENIORITY
New employees may acquire seniority by working six (6) continuous months, in which event
the employee's seniority will date back to the date of hire into the division. 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 Association every six (6) months.
An employee shall lose his/her seniority for the following reasons:
(a) If the employee resigns or retires;
(b) If the employee is discharged, and not reinstated;
(c) If the employee is absent from work for three (3) working days, without properly
notifying the Employer, unless a satisfactory reason is given;
(d) If the employee does not return to work at the end of an approved leave;
(e) If the employee does not return to work when recalled from a layoff.
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VII. LAYOFF AND RECALL
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, based on capability of performing
available jobs, and shall be recalled in the inverse order. (Refer to Rule #9, Oakland County Merit
System Handbook.) All employees so laid off shall be offered the opportunity of recall for a period
equal to their length of service, but not to exceed three (3) years, prior to the hiring of any new
employees. An employee being recalled to work shall have at least three (3) working days written
notice before the employee must report to work. A certified letter sent to the employee's last known
address shall constitute proper notice.
VIII. PROMOTIONS AND TRANSFERS
Section 1.
(a) Promotions made within the bargaining unit shall be carried out in a manner consistent
with the provisions of the Oakland County Merit System.
(b) The Employer will post on the bulletin board notice of new positions or vacancies in
existing positions in or out of the bargaining unit, for a period of ten (10) days, Saturdays, Sundays,
and holidays excluded.
(c) Employees who wish to be considered for the position shall make a written application
to the chief of the appropriate service or his/her designated representative during the posting period,
stating the employee's qualifications. The Employer will decide who is best qualified to fill the
position after considering the factors determined applicable by the Employer.
Section 2,
A full-time Public Health Nurse II will move into a promotional track after no more than two
(2) years of full-time service as a Public Health Nurse II in the Oakland County Health Department
unless the nurse exhibits demonstrated deficiencies in his/her performance which prohibits the
promotional track from commencing. The Employer will meet with the nurse to discuss those areas
in need of improvement.
The Public Health Nurse II shall submit a memo to his/her supervisor, Chief of Services and
PPHS Administrator, stating the date and name of the supervisor who received the Public Health
Nurse's performance plan final draft. Once the promotional track is successfully completed and a
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final draft, mutually agreed on by the supervisor and the Public Health Nurse, is submitted by the
nurse, the supervisor will notify the Chief of Services in writing within thirty (30) days
recommending promotion of the nurse. If conflict occurs related to the timely processing of the final
draft of the promotional packet, the Public Health Nurse II shall request in writing a three-way
conference with the supervisor and the Chief. If conflicts remain unresolved, the Public Health
Nurse II may request a meeting with the PPHS Administrator. A nurse may request to be
accompanied by another member of the staff council during such meetings. The effective date of
promotion will be the beginning of the pay period following the official supervisory memo
recommending promotion to the Chief, contingent upon final approval of the Health Division
Manager.
The promotional track from Public Health Nurse II to Public Health Nurse III for those full-
time Public Health Nurses shall not exceed three (3) years except by mutual written consent of the
Employer and employee. The Employer may decide to promote an employee to a Public Health
Nurse III anytime while the employee is on the promotional track. However, a Public Health Nurse
II shall be promoted to a Public Health Nurse III following the satisfactory completion of the
promotional track.
Failure to be considered for promotion or failure to be promoted, following the completion
of the process, shall not be a matter for the grievance procedure.
Nurses not considered for promotion or failing to be promoted following the completion of
the process may elect to have the decision reviewed by the review committee. The review
committee shall consist of the Manager of Health Division, the Chief of Health Division Medical
Services, the Director of Personnel, or his designee.
Section 3.
PPHS staff employed by Oakland County may be transferred out of their district to meet
community and program needs.
IX. GENERAL CONDITIONS
Section 1,
The Association shall be notified in advance of anticipated permanent major changes in
working conditions and discussions shall be held thereon.
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Section 2.
Employees elected to any permanent full time Association office or selected by the
Association to do work which takes them from their employment with the County, shall at the
written request of the Association 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 Association. In the event an employee requiring such leave is
determined by the Employer to be involved in work of a specialized nature which cannot be readily
interrupted, the leave may be delayed for up to 60 days.
Section 3.
When any position not listed on the wage schedule is filled or established, the County shall
designate a job classification and rate structure for the position. In the event that the Association
does not agree that the classification is proper, it shall have the right to submit the issue as a
grievance through the grievance procedure within a three (3) month period.
Section 4.
Special conferences for important matters may be arranged at a mutually convenient time
between the MNA representative and the Employer or its designated representative upon the request
of either party. Such meetings shall be between at least two (2) representatives of the Employer and
no more than two (2) Association council representatives of the Association and the MNA
representative, if so desired. Arrangements for such special conferences shall be made in advance
and an agenda of the matters to be taken up at the meeting shall be presented at the time the
conference is requested.
A special conference shall be scheduled within ten (10) working days after the request is
made to be held at a future date mutually agreed upon.
Matters taken up in special conferences shall be confined to those included in the agenda.
The members of the Association shall not lose time or pay for time spent in such special conferences.
The Employer shall respond in writing to the Union within fourteen (14) days following the
special conference.
Section 5.
The Employer may in its sole judgment and discretion decide to permit early merit increases
9
ahead of the schedule provided in this Agreement. Such early merit increases shall be recommended
by the department head and be subject to approval by the Employee Relations Division of the
Personnel Department. Approval of an early merit increase in one case shall not create a precedent
for granting an early merit increase in any other.
Section 6.
When Health Division Administration determines the need to establish committees or similar
groups which requires PHN involvement, a notice will be sent to the Nursing Supervisors and Public
Health Program Coordinators of vacancies on such committees or groups. A copy of this notice will
also be forwarded to the Association Council Chairperson for information purposes. The Nursing
Supervisors and Public Health Program Coordinators will discuss these vacancies with staff and
make recommendations regarding participants to Administration.
Section 7.
When requested in advance, the Employer will allow use of available rooms for Association
and/or Association Council meetings during non-working hours.
Section 8.
The Employer shall assign space on bulletin boards which shall be used by the Association
for posting notices bearing the written approval of any elected officer of the Association Council,
which shall be restricted to:
a. Notices of Association meetings
b. Notices of Association elections
c. Notices of results of Association elections and Association appointments
d. Notice of Association recreational and social affairs
e. Other notices of bonafide Association affairs, which are not political or
libelous in nature.
Section 9.
All Public Health Nurses will be provided with identification to place in their automobiles
while on duty. Said identification will state that they are Oakland County Health Division
employees and are on duty.
Section 10.
1. Notice to Employer. At least two (2) weeks written notice of termination of employment
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• • S
shall be given to the Employer by an employee. However, if due to extenuating
circumstances, the employee is unable to give two (2) weeks notice, the Employer may elect
to waive the two (2) weeks notice requirement in the payment of termination benefits. If the
required notice is not given or there is no waiver thereof by the Employer, then no
termination benefits are payable. (To include Annual Leave Reimbursement and/or Sick
Leave Reimbursement.)
2. Notice to Employee. At least two (2) weeks written notice of termination of employment
or pay in lieu thereof shall be given to an employee, unless the termination is a discharge for
cause.
3. Return_of Employers Property. All employees are required to return to the department any
property issued to them by the County during their term of employment. Failure to return
all property will exempt the Employer for responsibility for payment of termination benefits.
(To include Annual Leave and/or Sick Leave.)
Section 11.
Effective with the first pay period following the execution of this Agreement, the overtime
status of Public Health Nurse I, II, III will change from "exceptional overtime" to "eligible for
overtime". Overtime will be handled in accordance with Merit System Rules.
Section 12.
The Employer will encourage attendance at professional and occupational meetings
sponsored or co-sponsored by the Association of other professional associations or institutions where
attendance is likely to increase the competency of a nurse.
Preference will be given to those programs which have been approved by the Continuing
Education Approval and Recognition Program (CEARP). Nurses desiring to attend such
professional meetings shall notify the Chief or his/her designee, who shall respond within one (1)
week to advise the nurse if he/she may attend.
X. 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
11
by this agreement, and all other benefits and policies provided for in the Oakland County Merit
System, which incorporates the Oakland County Employee's Handbook, except those excluded by
this agreement, are incorporated herein by reference and made a part hereof to the same extent as if
they were specifically set forth.
XI. MAINTENANCE OF CONDITIONS
Wages, hours and conditions of employment legally in effect at the execution of this
agreement shall, except as modified herein, be maintained during the term of this agreement.
XII. ECONOMIC MATTERS
The Agreement between the parties on economic matters are set forth in the Appendices
attached hereto and are incorporated into this collective bargaining agreement, subject to the terms
and conditions thereof.
XIII. NO STRIKE - NO LOCKOUT
Under no circumstances will the Association 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 Association 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 Employer will not lockout any employees of the bargaining unit during the term of this
Agreement.
XIV. DURATION
This Agreement shall remain in full force and effect from January 1, 1996 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 December 31, 1998, that
it desires to modify the Agreement. In the event that such notice is given, negotiations shall begin
within a reasonable period of time. This Agreement shall remain in full force and be effective during
the period of negotiations and until notice of termination of this agreement is provided to the other
party in the manner set forth in the following paragraph.
In the event that either party desires to terminate this Agreement, written notice must be
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By:
L. Brooks Eadersoli
; • . -16
given to the other party no less then ten (10) days prior to the desired termination date which shall
not be before the anniversary date set forth in the preceding paragraph.
It is agreed and understood that the provisions contained herein shall remain in full force and
effect so long as they are not in violation of applicable statutes and ordinances and remain within
the jurisdiction of the County of Oakland for continued application.
MICHIGAN NURSES ASSOCIATION OAKLAND COUNTY EXECUTIVE
COUNTY OF OAKLAND, a Michigan
Constitution4I Corporation
By:
JohniMtCullah, Chairperson
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MICHIGAN NURSES ASSOCIATION
APPENDIX A
BI-WEEKLY WAGES - 1996
The following bi-weekly salary schedule shall become effective with the first pay period on
or after December 23, 1995:
I. Employees hired prior to June 12, 1986.
Base 6 Mo. 1 Year 2 Year 3 Year 4 Year 5 Year
PUN I
PUN II
PUN III
1125.65 1180.96
1310.92
1597.81
1388.58 1466.31
1667.35 1736.69
Employees hired on or after June 12, 1986.
Base LMQ,. 1 Year 2 Year 3 Year 4 Year 5 Year
MIN I
PUN II
PUN III
1011.58 1072.23 1132.92 1193.54 1254.27 1315.04
1118.73 1185.81 1252.92 1320.19 1387.27 1454.42
1335.96 1416.04 1496.31 1576.35 1656.54 1736.69
BI-WEEKLY WAGES - 1997
The following merit salary schedule shall become effective with the first pay period on or
after December 21, 1996:
I. Employees hired prior to June 12, 1986.
Base 6 Mo. 1 Year 2 Year 3 Year z_aear 5 Year
PI-IN I
PUN II
PUN III
1159.81 1217.08
1351.58 1431.96 1512.38
1648.50 1720.46 1792.23
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II. Employees hired on or after June 12, 1986.
BAse 6 Mo. 1 Year 2 Year 3 Year 4 Year 5.Aear
PHN I
PHN II
PHN III
1041.77 1104.54 1167.35 1230.08 1292.92 1355.85
1152.65 1222.08 1291.54 1361.15 1430.58 1500.12
1377.50 1460.38 1543.46 1626.27 1709.27 1792.23
DI-WEEKLY WAGES - 1998
The parties shall reopen negotiations for 1998 salary rates no later than November 15, 1997.
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MICHIGAN NURSES ASSOCIATION
APPENDIX B
For the following fringe benefits refer to the Oakland County Employee's Handbook:
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
*8. Retirement
9. Annual Leave
10. Income Continuation Coverage
11. Dental Coverage
12. Tuition Reimbursement
* Employees hired on or after January 1, 1989 will not be eligible for County reimbursement
of Medicare-Part B coverage.
* Effective January 1, 1993, employees represented by this bargaining unit will not be entitled
to include overtime compensation as part of FAC for retirement calculations.
* Effective September 13, 1993, employees represented by this bargaining unit will be
included under the "Retirement Incentive" resolution passed by the Board of Commissioners
on August 26, 1993.
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II
MILEAGE
Employees required to drive their personal vehicle on official County business shall receive
thirty (30) cents per mile, effective March 16, 1996.
III
In the event that any other represented unit other than a unit containing employees eligible
for Act 312 Police/Fire Compulsory arbitration or employees whose designated employer is other
than the County Executive, negotiates improvements in their retirement benefits, the same
improvements shall automatically be provided employees covered by this agreement.
IV
Benefits - 1997 - Health Care changes consistent with the provisions outlined in the Health
Care Summary for current and new hire employees shall be implemented effective January 1, 1997
(see attached).
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 coverage).
V
benefits - 1998 - The parties shall reopen negotiations for benefits no later than November
15, 1997.
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MEMORANDUM OF AGREEMENT
This Agreement entered into this day of November, 1996, by and between the
County of Oakland and the Michigan Nurses Association as follows:
1. A committee consisting of not more than five (5) employee members of Staff Council
shall be established for the purpose of discussing with the Administrator of PPHS and his/her
designated nursing staff representatives matters of mutual concern directly related to the quality of
nursing practice. (Nursing practice is defined as the application of nursing skills and knowledge in
a clinical or community setting.) The employee members of the committee shall be selected from
the following areas: One (1) North Office Field Nursing; One (1) South Office Field Nursing; One
(1) Clinic and Special Programs; One (1) Adult Health and Chronic Diseases; and One (1) at large.
Others may be invited to meetings from time to time by mutual agreement of the parties; provided,
however, that the consent of either party to such attendance not be arbitrarily and consistently
withheld.
A. Meetings shall be held every two months with the schedule determined by the PPHS
Administration. If a problem should arise that cannot be deferred until such bi-monthly meeting,
a special meeting may be scheduled by mutual consent.
B. A written agenda shall be submitted by the committee to the Administrator of PPHS at
least seven (7) days prior to a scheduled meeting. If there are items which the Administrator of
PPHS desires to add to the agenda, the chairperson of the committee shall be notified of the same
not less than three (3) days before the meeting.
C. Minutes of the meetings will be kept and will be accepted by both parties prior to
transmittal of same to others. Summaries of the Nursing Practice Committee shall be transmitted
to all work areas.
D. The members of the Nursing Practice Committee engaged during their work shift in these
meetings shall be entitled to release time as needed without loss of pay up to two (2) hours, unless
extended by mutual consent.
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COUNTY OF OAKLAND
By:
MICHIGAN NURSES ASSOCIATION
By:
19
• • 11.
HEALTH CARE SUMMARY 01/08/96
CURRENT EMPLOYEES
Traditional
11 No Cost/No Credit (provided
benefit dollars will equal price tag)
11 2nd surgical opinion - now
voluntary
• $5 co-pay prescriptions
• NO NEW ENROLLEES AFTER 12 -31 -98
Comprehensive/Catastrophic Plgn
• $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.)
• Deductible - $350 individual,
$700 2 or more.
• $1000 individual/$2000 family
out of pocket max. (includes
deductible)
• $5 co-pay prescriptions
Of 'II •
HEALTH CARE SUMMARY
CURRENT EMPLOYEES
• $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
• $10 office visit co-pay
111 $5 drug co-pay
• $10 emergency room co-pay
Blue Care Network
• 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
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
•
HEALTH CARE SUMMARY
NEW HIRE
Traditional
• Not available as of 1-1-97
Comprehensive/Catastrophic plau
• 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_ES2
Not available 1-1-97
Health Alliance Plgn
• Not available
.4
HEALTH CARE SVMHARY
NMI_ 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%.
• $10 co-pay office visits
• $25 co-pay emergency room visits
• $5 prescription co-pay
• $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
Resolution #96252 November 7, 1996
Moved by Douglas supported by Jacobs the resolution be adopted.
AYES: Jacobs, Johnson, Kaczmar, Kingzett, McCulloch, Moffitt, Obrecht,
Palmer, Pernick, Powers, Schmid, Taub, Wolf, Amos, Crake, Devine, Dingeldey,
Douglas, Garfield, Holbert, Huntoon. (21)
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 November 7, 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 7th day 9f Novembt-1996.
Lynn D. Allen, County Clerk
(71()77-s