HomeMy WebLinkAboutResolutions - 1997.07.31 - 25053MISCELLANEOUS RESOLUTION # 97159 July 31, 1997
BY: FINANCE AND PERSONNEL COMMITTEE, SUE ANN DOUGLAS, CHAIRPERSON
IN RE: PERSONNEL DEPARTMENT - THREE (3) YEAR (1997-1999) LABOR AGREEMENT FOR
EMPLOYEES REPRESENTED BY UNITED AUTOMOBILE, AEROSPACE AND AGRICULTURAL IMPLEMENT
WORKERS OF AMERICA, UAW (PUBLIC HEALTH SANITARIANS)
TO THE OAKLAND COUNTY BOARD OF COMMISSIONERS
Chairperson, Ladies and Gentlemen:
WHEREAS, the County of Oakland and the United Automobile, Aerospace and
Agricultural Implement Workers of America, have been negotiating a contract
covering approximately forty-six (46) Public Health Sanitarians; and
WHEREAS, a three (3) year agreement has been reached for the period of
January 1, 1997 through December 31, 1999; and
WHEREAS, the agreement includes a 3.5% salary increase for 1997, and a "me
too" with general non-represented employees for 1998 and FY 1999; and
WHEREAS the amount of increase for FY 1997 (9 months) equals $61,919, of
which $55,838 is for salaries and $6,081 is for fringe benefits; and
WHEREAS funds have been included in the FY 1997 Health Division budget to
cover this increase; no additional appropriation is required; and
WHEREAS the FY 1998 and FY 1999 budget will be adjusted to coincide with
any salary and fringe benefit changes approved for non-represented employees;
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 United Automobile, Aerospace and Agricultural Implement Workers
of America, 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.
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FI NCE AND PERSONNEL COMMITTEE
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Wages:
1997
1998
1999
Benefits:
Summary of Tentative Agreement Between
Oakland County and the UAW
- 3.5% effective December 21, 1996, for all represented employees on the payroll as of
June 18, 1997
- "me too" with general non-represented employees
- "me too" with general non-represented employees
Retirement Health Care Benefits for employees hired on or after 1/1/98 shall be consistent with the •
provisions of Miscellaneous Resolution #94292, which states in part:
"BE IT FURTHER RESOLVED that on completion offifteen years of actual County Service, employees
hired on or after January, 1995, shall be credited with 60% of a County paid retiree health care plan,
credited at the rate of 4% each year for the first fifteen years of employment, and shall accumulate 4%
additional retirement health care credit per annum with a maximum benefit of 100% of the County paid
portion of retirement health care on completion of twenty-five (25) years of eligible County service,
excluding employee co-pays and deductibles...."
• 1998 - Employee Health Care benefit changes provided to non-represented employees effective January,
1997, will be provided to employees represented by this bargaining unit effective January 1, 1998. This
includes changes to health care benefits offered to employees hired on or after January 1, 1998 (health
care options limited to 2 plans). All other employee benefit modifications implemented on a County
wide basis to general non-represented employees to take affect during 1998 shall be applied to
employees represented by this bargaining unit at the same time and in the same manner as applied to the
general non-represented employees.
• 1999 - All employee benefit modifications implemented on a County wide basis to general non-
represented employees to take affect during 1999 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.
• Effective with the signing of this agreement, employees required to work overtime will be compensated
by payment in salary in accordance with Merit System rules.
Non-Economic:
• Change mileage language to reflect new rate, .30 (thirty cents).
• IV. Representation, Section 1 - Change contract language to reflect that there will be one steward in
North, South and West work locations and one alternate steward. The alternate steward shall serve in the
absence of a regular steward.
• VIII. Layoff and Recall - Change contract language to reflect recall language consistent with Merit
System Rule 12.4.3.
Non-Contractual:
• Memorandum of Agreement - Establish a Safety Committee comprised of employee members and
management to meet quarterly to discuss mutual safety concerns.
• As a result of this agreement the union agrees to drop grievance #'s 96-05, 96-06 and 97-01.
• Employer to provide letter to the union regarding the Environmental Health unit employee orientation.
During this employee orientation the employer shall only provide factual information regarding union
representation in response to employee inquiries.
• Employer to provide letter to the union stating that employees may request review of previously issued
disciplinary actions for removal consideration.
• _
THE COUNTY OF OAKLAND
HEALTH DIVISION
AND
UNITED AUTOMOBILE, AEROSPACE AND AGRICULTURAL IMPLEMENT
WORKERS OF AMERICA, UAW
(Public Health Sanitarians)
Collective Bargaining Unit
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1997- 1999
AGREEMENT
-2 5* This agreement is made and entered into on this A.21 day of it , A.D., 1991, by
and between the Oakland County Board of Commissioners and the Oakland County Executive,
hereinafter referred to collectively as the :"Employer",", and the Oakland County Unit of Local 889
of the United Automobile , Aerospace and Agricultural Implement Workers of America, UAW,
hereinafter referred to as the "Union". It is the desire of both parties to this agreement to continue
to work harmoniously and to promote and maintain high standards, between the Employer and
employees, which will best serve the citizens of Oakland County.
I. RECOGNITION
The Employer recognizes the Union as the exclusive representative of the 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 Union is recognized as collective bargaining
representative, subject to and in accordance with the provisions of Act 336 of the Public Acts of
1947, as amended:
All full-time and part-time eligible Public Health Senior Sanitarians, Sanitarians and
Sanitarian Technicians in the Oakland County Health Division excluding clerical,
supervisory, administrative and all other employees.
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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 union members
shall not be discriminated against as such.
In addition, the work schedules, methods and means for 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 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 Union,
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 Union. Such voluntary withdraw from payroll deduction of Union
dues may only occur during the 15 days immediately prior to the expiration of the contract.
(c) 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
.;
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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 Union security, the same right will automatically be given to the unit covered
under this agreement.
IV. REPRESENTATION
Section 1
There shall be a unit chairperson and an alternate unit chairperson. There shall be one
steward for the North, one steward for the South and one steward for the West work locations, with
one alternate steward, who shall serve in the absence of a regular steward.
The steward or alternate will be permitted to leave work, after obtaining approval of their
respective supervisor and recording their time, for the purpose of adjusting grievances in accordance
with the grievance procedure and for reporting to grievants a change in status of their grievance.
Permission for the steward to leave their work station will not be unreasonably withheld. 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. Stewards must work out of the office they represent and
only one shall be released to handle a specific grievance. The unit chairperson shall be afforded the
opportunity to attend Step 3 (Grievance Committee) or Step 4 meetings without loss of time or pay
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.;
after obtaining approval from their supervisor and recording their time.
The Union 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 so that the Employer
may at all times be advised as to the authority of the individual representative of the Union with
which it may be dealing.
Section 2
Members of the bargaining units shall not solicit grievances from other members. (This shall
not be construed as prohibiting stewards from advising members related to contract interpretation.)
V. GRIEVANCE PROCEDURE
The Employer and the Union support and subscribe to an orderly method of adjusting
employee grievances. To this end, the Employer and the Union agree that employees should first
bring their problem or grievance to the attention of their immediate supervisor, with or without the
presence of their steward within ten (10) days (excluding Saturday, Sunday and Holidays) of the
occurrence or within ten (10) days (excluding Saturday, Sunday and Holidays) after the Union or
the aggrieved becomes aware of the cause for complaint. The immediate supervisor shall attempt
to resolve the grievance informally. Dismissals, suspensions, demotions, and disciplinary actions
of any type shall only be subjects for the grievance procedure.
Step 1
If the grievance is not settled informally, it shall be discussed with the steward and shall be
reduced to writing by the steward and submitted to the immediate supervisor within five (5) days
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(excluding Saturday, Sunday and Holidays) of the informal discussion.
Step 2
The written grievance may be discussed between the steward and the immediate supervisor
if so desired. The supervisor will attempt to adjust the matter and will give a written decision within
ten (10) days (excluding Saturday, Sunday and Holidays) of receipt of the written grievance.
Step 3
Any grievance not settled at Step 2 may be submitted to the next meeting of the grievance
committee. The Union grievance committee members shall consist of the unit chairperson and
steward who wrote the grievance. An officer of the local union may also attend the grievance
committee meeting. The Employer's grievance committee members shall consist of the Health
Division Manager/or designee, the Administrator of Environmental Health Services/or designee and
the Supervisor of Labor Relations/or designee. Any grievance not submitted to the next grievance
committee meeting, by written notification to the Employer within five (5) days (excluding Saturday,
Sunday and Holidays) of the immediate supervisor's written decision, shall be considered dropped.
Step 4
If the grievance is not settled at Step 3, the International Representative may schedule a
meeting with the grievance committee within ten (10) days (excluding Saturday, Sunday and
Holidays) of the written notification of the Step 3 meeting to attempt to resolve the grievance.
Step 5
Any matter not settled in Step 3 or Step 4 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 within fifteen (15) days (excluding Saturday, Sunday and Holidays) of the Employer's
;
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written response following the Step 3 grievance committee meeting or within ten (10) days
(excluding Saturday, Sunday and Holidays) of the Step 4 meeting if scheduled.
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.
The arbitrator will render a decision in writing within (30) calendar days of the hearing or
after receipt of post-hearing briefs. The decision of the arbitrator will be final and binding on the
parties, and may be enforced in any court of competent jurisdiction.
The parties will bear their own expenses individually and share in the arbitrator's fees and
expenses equally. Neither party shall be responsible for the expense of witnesses called by the other.
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 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. Unless specified otherwise, time limits herein shall consist of County work days Monday
through Friday.
VI. SPECIAL CONFERENCES
Special conferences for important matters may be arranged at a mutually convenient time
between the Union and the Employer upon the request of either party. Such meetings shall be
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between the least two representatives of the Employer and no more than two bargaining unit
representatives and the International Representative and/or an officer of the Local Union.
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. Matters
taken up in special conferences shall be confined to those included in the agenda. The members of
the bargaining unit shall not lose time or pay for the time spent in such special conferences. The
Special Conference Provision may be used as a forum for the Union to meet with the Employer to
discuss matters related to promotion and transfers. Matters related to promotion and transfers shall
not be grievable.
VII. 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 bargaining unit. When employees
acquire seniority, their name shall be placed on the seniority list, in the order of their seniority date.
An up-to-date seniority list shall be furnished to the Union every six (6) months.
Employees shall lose their 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;
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(e) If the employee does not return to work when recalled from a layoff.
Employees permanently transferred out of the bargaining unit and thereafter are transferred
back into the bargaining unit shall have the amount of seniority they had at the time of the transfer.
VIII. 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 must respond in writing to the Employer, within three (3) days of receipt
of notice indicating intent to work within five (5) days of receipt of notice. A certified letter sent to
the employee's last known address shall constitute proper notice. Failure to return within said five
(5) day period shall waive further rights to recall under this rule.
IX. 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 notify the Union President and post on the Bulletin Boards notice of
new positions or vacancies in existing positions in or out of the bargaining unit, for a period of five
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(5) days, Saturdays, Sundays and holidays excluded.
(c) Employees who wish to be considered for the position shall make a written application
to the Service Administrator or Division Manager 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.
X. GENERAL CONDITIONS
Section 1
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. The County shall notify the Union
at such time as the new classification is established. 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 three (3) month period following notification.
Section 2
Employees elected to any permanent full-time Union office or selected by the Union to do
work, which takes them from their employment with the County, shall at the written request of the
Union be granted a leave of absence without pay. The leave of absence shall not exceed two (2)
years, but it shall be renewed or extended for a similar period at any time upon the written request
of the Union. It is understood that the Employer will not be required a grant a leave of absence under
this provision of the agreement if it causes a hardship upon the efficient operation of the Department.
The Department shall not unreasonably withhold its approval of this leave.
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Section 3
The Employer may in its sole judgment and discretion decide to permit early merit increases
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 4
The Employer will provide the Union with a roster of bargaining unit employees in
December of each contract year. Said roster shall include the following information: name of
employee, classification, step in salary range, and current salary rate.
Section 5
The Employer shall assign space on bulletin boards in each office which shall be used by the
Union for posting notices bearing the written approval of the unit chairperson, which shall be
restricted to:
a. Notices of Union meetings
b. Notices of Union elections
c. Notices of results of Union elections and Union
appointments
d. Notices of Union recreational and social affairs
e. Other notices of bona fide Union affairs, which are not
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political or libelous in nature.
Section 6
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.)
XI. 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 part of the final agreement.
XH. 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 Employee's Handbook, except those excluded by
this Agreement, are incorporated herein by reference and made a part hereof to the same extent as
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if they were specifically set forth.
XIII. 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.
XIV. NO STRIKE-NO LOCKOUT
Under no circumstances will the Union cause or take part in, any strike, sitdown, stay-in or
slowdown or any violation of any State Law. In the event of work stoppage or other curtailment, the
Union shall immediately instruct the involved employees in writing, that their conduct is in violation
of the contract and that all such persons shall immediately cease the offending conduct. The
Employer shall not lock out the employees during the term of this agreement.
XV. DURATION
This Agreement shall remain in full force and effect from January 1, 1997, to midnight,
December 31, 1999. The Agreement shall be automatically renewed year to year thereafter unless
either party shall notify the other in writing, sixty (60) days prior to December 31, 1999, 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.
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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 for continued application.
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el/
74;4
7474,
United Automobile, Aerospace and
Agricultural Implement Workers
of America, UAW
OAKLAND COUNTY EXECUTIVE
COUNTY OF OAKLAND, a Michigan
Constitutiopat Corporation
By
John( Mcialloch, Chairperson
15
U.A.W. SANITARIANS
APPENDIX A
BI-WEEKLY WAGES 1997
The following Merit Bi-Weekly Salary Schedule shall become effective December 21, 1996:
Base 1 Year 2 Year 3 Year 4 Year 5 Year
Senior Public Health Sanitarian 1322.92 1402.69 1482.58 1562.35 1642.12 1721.85
Public Health Sanitarian 1094.42 1160.38 1226.54 1292.65 1358.73 1424.73
Public Health Sanitarian Technician 905.31 960.08 1014.85 1069.54 1124.38 1179.00
BI-WEEKLY WAGES 1998
Senior Public Health Sanitarians, Sanitarians and Sanitarian Technicians shall be entitled to receive
the same general increase as approved by the Oakland County Board of Commissioners for 1998 for
general non-represented employees to take affect on or about December 20, 1997. All such adjustments
shall be applied at the same time and in the same manner as applied to the general non-represented group.
BI-WEEKLY WAGES 1999
Senior Public Health Sanitarians, Sanitarians and Sanitarian Technicians shall be entitled to receive
the same general increase as approved by the Oakland County Board of Commissioners for fiscal year
1999 for general non-represented employees. All such adjustments shall be applied at the same time and
in the same manner as applied to the general non-represented group for fiscal year 1999.
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U.A.W. SANITARIANS
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
8. *Retirement
9. Annual Leave
10. Income Continuation Coverage
11. Dental Coverage
12. Tuition Reimbursement
Benefits - 1998
1998 - Employee Health Care benefit modifications provided to non-represented employees effective
January, 1997, will be provided to employees represented by this bargaining unit effective January 1, 1998.
This includes modifications to health care benefits offered to employees hired on or after January 1, 1998.
(Health care options limited to 2 plans.) All other employee benefit modifications implemented on a
County wide basis to general non-represented employees to take affect during 1998 shall be applied to
17
employees represented by this bargaining unit 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 January 1, 1998, shall be
consistent with the provisions of Miscellaneous Resolution #94292 (percentage formula for retiree health
care coverage).
Benefits - 1999
1999 - All employee benefit modifications implemented on a County wide basis to general non-represented
employees to take effect during 1999 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.
MILEAGE
The General Travel Regulation's mileage reimbursement rate shall be $.30 (thirty cents).
Employees required to drive their personal vehicle on official County business shall receive mileage
reimbursement in accordance with current Board of Commissioner approved Travel Regulations. Should
any other represented unit receive improvements to the Mileage Reimbursement Rate during the term of
this Agreement, the improvement shall be applied to members of this unit at the same time and in the same
manner as applied to other units.
SHOES
Bargaining Unit members will be authorized to purchase employer approved work shoes/boots
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. .
through a vendor selected by the Purchasing Division at County negotiated prices at the employee's
expense.
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MEMORANDUM OF AGREEMENT
This Agreement entered into this 3/ day of_j , 1997, by and between
the County of Oakland and the United Automobile, Aerospace and Agricultural Implement Workers
of America, (UAW) is as follows:
1. A committee consisting of not more than three (3) employee members of the bargaining
unit shall be established for the purpose of discussing with the Administrator of Environmental
Health Services and his/her designated representative(s) matters of mutual concern directly related
to the safety of Public Health Sanitarian work practices. The employee members of the committee
shall be selected from the following areas: One (1) North Office; One (1) South Office; One (1)
West Office.
A. Meetings shall be held every three months with the schedule determined by the
Administrator of Environmental Health Services. If a problem should arise that cannot be deferred
until such quarterly meeting, a special meeting may be scheduled by mutual consent.
B. A written agenda shall be submitted by the committee to the Administrator of
Environmental Health Services at least seven (7) days prior to a scheduled meeting. If there are
items which the Administrator of Environmental Health Services desires to add to the agenda, the
employee member(s) of the committee shall be notified before the meeting.
C. The members of this 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.
D. This agreement shall terminate at midnight AY 5/// .
' COUNTY OF OAKLAND
UNITED AUTIDMOBILE, AEROSPACE AND
AGRICULTURAL IMPLEMENT WORKERS OF
AMERICA (UAW)
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COUNTY MICHIGAN
OEPARTMENT OF PERSONNEL
6 I
L. BROOKS PATTERSON, OAKLAND COUNTY EXECUTIVE
Judith Eaton, Director July 31, 1997
Ruben Turner
UAW Local 889
2019 Tobsal Court
Warren, MI 48091
Dear Mr. Turner:
This letter is to confirm my discussion with
Section 2 - Superseniority from Article VIII, of the
Linda Varonich regarding the omission of
collective bargaining agreement.
Be advised that Section 2 of Article VIII, is
agreement and should read as follows:
Section 2
part of the 1997-1999 collective bargaining
Superseniority - The President of the bargaining unit shall be considered as having more
seniority than any other bargaining unit employee for the purpose of layoff and recall. They
shall be the last to be laid off in their classification for lack of work or lack of funds and the first
to be recalled to work in their classification following such layoff providing the employee has
Merit System status in a classification with equal or lower maximum salary, they meet the
minimum qualifications of the position into which they are being placed and have the present
ability to perform the available work without additional training. This provision shall not result
in an employee being placed into a higher classification than the classification in which the
employee held status at the time of the layoff.
Should you have questions regarding this matter, please call me.
Thomas R. Eaton
Deputy Director of Personnel
TRE/jaf
cc: Rosemarie Rowney
EXECUTIVE OFFICE BUILDING 34 EAST • 1200 N TELEGRAPH RD DEPT 440 • PONTIAC MI 48341-0440 • (248) 858-0530 • FAX (248) 858-1511
_ n•n•• 11nI•n •n••n•
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L. BROOKS PATTERSON, OAKLAND COUNTY EXECUTIVE
COUNTY MIOHIGAN
DEPARTMENT OF HUMAN SERVICES HEALTH DIVISION
Rosemarie Rowney, R.N., MPH., Manager
July 16, 1997
Mr. Rueben Turner
United Auto Workers
Local 889
2019 Tobsal Court
Warren, MI 48091
Dear Mr. Turner:
As you are aware, the Health Division's Environmental Health Unit conducts new employee
orientation for employees. During such orientation, the Health Division will remain neutral
regarding union representation. However, new employees may have questions related to union
representation.
The Health Division will provide factual information regarding union representation in a response
to questions from new employees.
Sincerely,
OAKLAND COUNTY HEALTH DIVISION
Department of Human Services
Rosemarie Rowney, R.N., MPH
Manager/Health Officer
RR/ctr
cc: Ron Grimes
Tom Eaton
1200 N TELEGRAPH RD DEPT 432 250 ELIZABETH LK RD 27725 GREENFIELD RD 1010 E WEST MAPLE RD
PONTIAC MI 48341-0432 • PONTIAC MI 48341-1050 • SOUTHFIELD MI 48076-3625 • WALLED LAKE MI 48390-3588
(810) 858-1280 (810) 424-7000 (810) 926-3300
n••••n.... t Or or
COUF NTY MIGHIGAN
DEPARTMENT OF HUMAN SERVICES HEALTH DIVISION
Rosemarie Rowney, R.N., MPH., Manager
L. BROOKS PATTERSON, OAKLAND COUNTY EXECUTIVE
July 16, 1997
Mr. Rueben Turner
United Auto Workers
Local 889
2019 Tobsal Court
Warren, MI 48091
Dear Mr. Turner:
Be advised that employees of the Health Division may request, in writing, that a disciplinary action
be reviewed by management for consideration for removal from their personnel file. Such a request
should be given to an employee's supervisor. Employees should specify the reasons they feel the
discipline should be removed.
Sincerely,
OAKLAND COUNTY HEALTH DIVISION
Department of Human Services
Rosemarie Rowney, R.N., MPH
Manager/Health Officer
RR/ctr
cc: Ron Grimes
Tom Eaton
1200 N TELEGRAPH RD DEPT 432
PONTIAC MI 48341-0432
(810) 858-1280
250 ELIZABETH LK RD 27725 GREENFIELD RD 1010 E WEST MAPLE RD
• PONTIAC MI 48341-1050 • SOUTHFIELD MI 48076-3625 • WALLED LAKE MI 48390-3588
(810) 424-7000 (810) 926-3300
-r 14 4
e or 14 •
Resolution #97159 July 31, 1997
Moved by Douglas supported by Kaczmar the resolution be adopted.
AYES: Douglas, Garfield, Holbert, Huntoon, Jacobs, Jensen, Johnson,
Kaczmar, Kingzett, Law, McCulloch, McPherson, Millard, Moffitt, Obrecht, Palmer,
Pernick, Powers, Schmid, Taub, Wolf, Amos, Coleman, Devine, Dingeldey. (25)
NAYS: None. (0)
A sufficient majority having voted therefor, the resolution was adopted.
4
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 July 31, 1997 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 31st day of July 1997.
.-7U4E7D. Allen, County Clerk