HomeMy WebLinkAboutResolutions - 1998.12.10 - 25327December 10, 1998
MISCELLANEOUS RESOLUTION #98319
BY: Personnel Committee, Thomas A. Law, Chairperson
IN RE: PERSONNEL DEPARTMENT - 1999-2001 LABOR AGREEMENT FOR EMPLOYEES
REPRESENTED BY THE GOVERNMENTAL EMPLOYEES LABOR COUNCIL (CHILDRENS VILLAGE)
To the Oakland County Board of Commissioners
Chairperson, Ladies and Gentlemen:
WHEREAS the County of Oakland and the Governmental Employees Labor Council,
have been negotiating a contract covering approximately 110 employees; and
WHEREAS a 3-year agreement has been reached for the period January 1, 1999
through September 30, 2001; and
WHEREAS the agreement has been reduced to writing and reviewed by your
Personnel Committee, which recommends approval of the agreement.
NOW THEREFORE BE IT RESOLVED tnat the proposed agreement between the County
of Oakland and the Governmental Employees Labor Council, covering the period of
January 1, 1999 through September 30, 2001, is approved and that the Board
Chairperson, on behalf of the County of Oakland, is authorized to execute said
agreement as attached.
Chairperson, on behalf of the Personnel Committee, I move the adoption of
the foregoing resolution.
PERSONNEL COMMITTEE
Personnel Committee Vote:
Motion carried on unanimous roll call vote with Devine and Holbert absent.
COAKLAND*- 11nnn 1.1nnn REC,iIY ;1
L. B1le150k§'PATT61rSION, OAKLAND COUNTY EXECUTIVE
COUNTY MICHIGAN
DEPARTMENT OF PERSONNEL '99 JAW 1 2 P 2.] Eaton, Director
l'Ef UTY COUNTY CLERK
TO: G. William Caddell, Clerk/Register
FROM: Thomas R. Eaton, Deputy Director of Personnel
DATE: January 5, 1999
SUBJECT: Governmental Employees Labor Council Labor Agreement
Enclosed for your files, please find a copy of the Collective Bargaining
Agreement with the County of Oakland and the Governmental Employees
Labor Council, representing the Children's Village. This collective
bargaining agreement was passed at the December 10, 1998 Board meeting.
Should you have any questions or need further information please feel
free to contact me.
TRE/jaf
Enclosure
EXECUTIVE OFFICE BUILDING 34 EAST • 1200 N TELEGRAPH RD DEPT 440 • PONTIAC MI 48341-0440 • (248) 858-0530 • FAX (248) 858-1511
THE COUNTY OF OAKLAND
AND
GOVERNMENTAL EMPLOYEES LABOR COUNCIL
Collective Bargaining Agreement
1999 - 2001
AGREEMENT
This agreement is made and entered into on this /616 day o1-A7-13w&
and between the County of Oakland (hereinafter referred to as the "Employer")
Governmental Employees Labor Council (hereinafter referred to as the "Union").
1. RECOGNITION
The Employer recognizes the Union as the exclusive representative of the following
employees of the Oakland County Children's Village for the purposes of collective bargaining with
respect to rates of pay, wages, hours of employment and other terms and conditions of employment,
in the following bargaining unit for which they have been certified, and in which the Union is
recognized as collective bargaining representative, subject to and in accordance with the provisions
of Act 336 of the Public Acts of 1947 and Act 379 of Public Acts of 1965.
All full-time employees of the Oakland County Children's Village, excluding
all confidential and supervisory employees.
II. PURPOSE AND INTENT
The general purpose of this Agreement is to set forth certain terms and conditions of
employment, and to promote orderly and peaceful labor relations for the mutual interest of the
Employer, its employees and the Union.
The parties recognize that the interest of the community and the job security of the employees
depend upon the Employer's success in establishing, and the Union's success in rendering proper
services to the public.
To these ends, the Employer and the Union encourage to the fullest degree friendly and
cooperative relations at all levels and among all employees.
,by
and the
2
The parties recognize that the Employer is legally and morally obligated to guarantee to all
citizens a fair and equal opportunity for employment, and to these ends agree that no person shall
be denied employment or membership in the Union, or in any way be discriminated against because
of sex, age, race, color, creed, national origin, political or religious beliefs.
The masculine pronouns and relative works herein used shall be read as if written in plural
and feminine, if required by the circumstances and individuals involved, and is not intended to be
discriminatory in any fashion.
HI. MANAGEMENT RIGHTS
The right to hire, promote, discharge or discipline for just cause, and to maintain discipline
and efficiency of employees is the sole responsibility of the Employer except that union members
shall not be discriminated against as such. In addition, the work schedules, methods and means of
departmental operations are solely and exclusively the responsibility of the Employer, subject,
however, to the provisions of this agreement.
IV. ADOPTION BY REFERENCE OF RELEVANT RESOLUTIONS AND PERSONNEL
POLICIES
All Resolutions of the Oakland County Board of Commissioners, as amended or changed,
from time to time, relating to the working conditions and compensation of the employees covered
by this agreement, and all other benefits and policies provided for in the Oakland County Merit
System, which incorporates the Oakland County Employees' Handbook, are incorporated herein by
reference and made a part hereof to the same extent as if they were specifically set forth.
3
V. AID TO OTHER UNIONS
Section 1
The Employer agrees and shall cause its designated agents not to aid, promote, or finance any
other labor group or organization which purports to engage in collective bargaining or to make any
agreement with any such group or organization for the purpose of undermining the Union.
Section 2
The Union agrees not to make agreements with any other union for the purpose of coercing
the Employer.
VI. DUES CHECK OFF
(a) The Employer agrees to deduct the union membership initiation fee and dues, once
each month, from the pay of those employees who individually authorize in writing that such
deductions be made. All authorizations delivered to the Employer prior to the first day of the month
shall become effective during that succeeding month. Check-off monies will be deducted from the
second paycheck of each month and shall be remitted together with an itemized statement to the local
treasurer, within fourteen (14) days after the deductions have been made.
(b) An employee shall cease to be subject to check-off deductions beginning with the
month immediately following the month in which he is no longer a member of the bargaining unit.
Any employee may voluntarily cancel or revoke the Authorization for Check-off
deduction upon written notice to the Employer and the Union. Such voluntary withdrawal from
payroll deduction of union dues may only occur during the period December 16 through December
31 of any calendar year.
(d) The Union will protect and save harmless the Employer from any and all claims,
(c)
4
demands, suits and other forms of liability by reason of action taken by the Employer for the purpose
of complying with this section.
VII. NO STRIKE - NO LOCKOUT
Under no circumstances will the Union cause or authorize or permit its members to cause,
nor will any member of the bargaining unit take part in, any strike, sitdown, stay-in or slowdown or
any violation of any State law. In the event of a work stoppage or other curtailment, the Union shall
immediately instruct the involved employees both verbally and in writing, with copies to the
Employer, that their conduct is in violation of the contract and that all such persons shall
immediately cease the offending conduct.
The Employer will not lockout any employees of the bargaining unit during the term of this
agreement.
VIII. BASIS OF REPRESENTATION
Section 1
There shall be one Steward and an Alternate Steward for each shift. Stewards must come
from the shift they represent.
Stewards will be released from their work, after obtaining approval of their respective
supervisors and recording their time, only for the purpose of adjusting grievances in accordance with
the grievance procedure and for reporting to the grievant a change in status of his/her grievance.
Approval for stewards to leave their work stations will not be unreasonably withheld. Stewards will
report their time to their supervisor upon returning from a grievance discussion.
The privilege of stewards to leave their work during working hours, without loss of pay, is
extended with the understanding that the time will be devoted to the prompt handling of grievances
5
and will not be abused, and that they will continue to work at their assigned jobs at all times except
when permitted to leave their work to handle grievances.
Section 2
There shall also be one Chief Steward and one Alternate Chief Steward.
Section 3
There shall be a Grievance Committee consisting of three (3) members of the represented
group, certified in writing to the Employer. Either the Bargaining Unit President or Chief Steward,
or both, upon sufficient notice to the Employer, may substitute for a member or members of the
Grievance Committee. A representative of G.E.L.C. may be included in the Union's grievance
committee should the Union deem it necessary.
The Employer shall meet whenever necessary, at a mutually convenient time, with the union
grievance committee. The purpose of grievance committee meetings will be to adjust pending
grievances, and to discuss procedures for avoiding future grievances. In addition, the committee may
discuss with the Employer other issues which would improve the relationship between the parties.
Section 4 - Bargaining Committee
The Employer agrees to recognize one committee representing all employees of the
bargaining unit, such committee shall be composed of not more than two (2) members selected by
the Union and certified in writing to the Employer. The Bargaining Unit President may participate
as an additional member of the bargaining committee.
6
IX. GRIEVANCE PROCEDURE
Section 1
The Employer and the Union support and subscribe to an orderly method of adjusting
employee grievances. To this end, the Employer and the Union agree that an employee should first
bring his problem or grievance to the attention of his immediate supervisor, with or without his
Union Steward, and an attempt will be made to resolve the grievance informally. In the event the
steward is called, he shall be released from his duties as soon as possible, and in any event, no later
than the beginning of his shift the next day. The supervisor, the employee and the steward shall meet
simultaneously in an attempt to resolve the matter. Dismissals, suspensions, demotions, and
disciplinary actions of any type shall not be subject for the grievance procedure and shall be
processed in accordance with the procedures of the Oakland County Personnel Appeal Board.
Step 1
If the grievance is not settled informally between the employee and his immediate supervisor,
the employee shall have the right to discuss the grievance with his steward. If, in the steward's
opinion, proper cause for the complaint exists, the Union shall have the right to submit a written
grievance on the complaint to the immediate supervisor within ten (10) days of the incident given
rise to the grievance. The written grievance must be signed by the employee and his steward and
receipt acknowledged by the employee's immediate supervisor.
Step_2
The department will give its written reply within ten (10) days (excluding Saturday, Sunday
and holidays) of receipt of the written grievance.
7
Step 3
Any grievance not settled at Step 2 may be submitted to the Grievance Committee within five
(5) days of the date of the receipt of the written reply. Any grievance not submitted to the Grievance
Committee by written notification to the Employer within five (5) days shall be considered dropped.
A meeting on the grievance shall be scheduled by the Grievance Committee within ten (10) days
(excluding Saturdays, Sundays and holidays) unless the time is extended by mutual agreement of
both parties.
Step 4
Any matter not settled in Step 3 of the grievance procedure may be submitted to final and
binding arbitration by either of the parties. A request for arbitration must be submitted by written
notice to the other party within fifteen (15) days after the grievance committee meeting. Expenses
for arbitration shall be borne equally by both parties.
An arbitrator will be utilized from a rotating list agreed to by the parties.
The arbitrator shall have no power or authority to add to, subtract from, alter or modify the
terms of this agreement, or set a wage rate.
Section 2
The time limits specified hereinafter for movement of grievance through the process shall
be strictly adhered to. In the event that a grievance is not appealed within the particular specified
time limit, it shall be deemed to be settled on the basis of the Employer's last answer. In the event
that the Employer shall fail to supply the Union with its answer to the particular step within the
specified time limits, the grievance shall be deemed automatically positioned for appeal at the next
step with the time limit for exercising said appeal commencing with the expiration of the grace
period of answering.
8
Section 3
All specified time limits herein shall consist only of County work days Monday through
Friday.
Section 4
Each grievance shall have to be initiated within ten (10) days of each occurrence of the cause
for complaint or, if neither the aggrieved nor the Union had knowledge of said occurrence at the time
of its happening, then within ten (10) days after the Union or the aggrieved becomes aware of the
cause for complaint.
X. BULLETIN BOARD
The Employer shall assign appropriate space on bulletin boards which shall be used by the
Union for posting notices, bearing the written approval of the President of the Union local, which
shall be restrict to:
(a) Notices of Union recreational and social affairs;
(b) Notices of Union elections;
(c) Notices of Union appointments and results of Union elections;
(d) Notices of Union Meetings;
(e) Other notices of bona fide Union affairs which are not vulgar, obscene, political or
libelous in nature
XI. SENIORITY
Section 1
New employees may acquire seniority by working six (6) continuous months, in which event
the employee's seniority will date back to the date of hire into the department. When the employee
acquires seniority, his/her name shall be placed on the seniority list, in the order of his/her seniority
date.
9
An up-to-date seniority list shall be furnished to the Union every six (6) months.
An employee shall lose his seniority for the following reasons:
(a) If the employee resigns or retires;
(b) If the employee is discharged and not reinstated;
(c) If the employee is absent from work for three (3) consecutive working days without
properly notifying the Employer, unless a reason satisfactory to the Employer is
given;
(d) If the employee does not return to work at the end of an approved leave;
(e) If the employee does not return to work when recalled from a layoff except that, an
employee shall not lose seniority if within three (3) days of receipt of notice of recall
to work, he gives a written notice to the Employer of his intent to return to work
within five (5) days of the receipt of such notice and does return within the five (5)
day period. Consideration may be given by the Employer of reasons given by an
employee who has given notice but fails to return within the five (5) day period.
Notice of recall shall be by Certified Mail-Return Receipt Requested and mailed to
the employee's last know address.
Section 2
Shift preference will be granted at Children's Village on the basis of seniority, within the
classification, provided the employee meets the qualifications of the vacancy. Shift preference may
be utilized only for vacancies created by employee separation, promotion, transfers out of Children's
Village or the creation of a new position. Vacancies created by employee shift changes as a result
of shift preference shall not be subject to further bidding. Filling of these vacancies shall be a topic
for discussion as part of the 1994 re-opener issues.
10
XII. LAYOFF. RECALL AND TRANSFERS
(a) If and when it becomes necessary for the Employer to reduce the number of
employees in the work force, the employees will be laid off in reverse order of their seniority, based
on capability of performing available jobs and shall be recalled in order of their seniority.
(b) The Employer will endeavor to notify the Union at such time as the Employer
anticipates the laying off of employees represented by this bargaining unit.
MIL TEMPORARY CHANGE OF RATE
In cases in which an employee's temporary assignment includes taking over the ultimate
responsibilities inherent in a higher level job and the temporary assignment is for more than thirty
(30) consecutive working days, the base salary rate for the classification assigned will be paid during
the period the employee is required to work in the higher class, retroactive to the day in which the
temporary assignment began. In the event the base rate of the higher class is lower than the
employee's regular rate, the employee will be paid at the next higher step over their regular rate.
XIV. PROMOTIONS
(a) All promotions within the bargaining unit shall be made on the basis of competitive
examination as provided for in the Oakland County Merit System. The Employer will make his
selection for promotion from the five (5) highest ranking candidates who have passed the
promotional examination.
(b) Should the Employer determine to examine for possible promotion within the
bargaining unit, notice will be sent to the Local Union President or his/her designee for posting on
the Union bulletin board.
11
XV. GENERAL CONDITIONS
ection 1
The Union shall be notified in advance of anticipated permanent major changes in working
conditions and discussions shall be held thereon.
Section 2
The re-employment rights of employees and probationary employees who are veterans will
be limited by applicable laws and regulations.
Section 3
Employees elected to any permanent full-time union office or selected by the Union to do
work which takes them from their employment with the County shall, at the written request of the
Union, be granted a leave of absence without pay. The leave of absence shall not exceed two (2)
years, but it may be renewed or extended for a similar period at any time upon the written request
of the Union.
Any employee on approved Union leave of absence will continue to accumulate Union
seniority while on leave but will not receive credit toward "Length of County Service" for fringe
benefit purposes under Rule 22, Oakland County Merit System.
Section 4
When any position not listed on the wage schedule is filled or established, the County may
designate a job classification and rate structure for the position. In the event the Union does not
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.
12
Section 5
In the event that any other represented unit, other than a unit containing employees eligible
for Act 312 Police/Fire Compulsory Arbitration, negotiates a contract with the County of Oakland
containing any form of union security, the same right will automatically be given to this unit.
Section 6
Special conferences will be arranged between the Local President and the Employer upon the
request of either party. Unless otherwise agreed, such meetings shall be between at least two (2)
representatives of the Employer and no more than three (3) representatives of the Union. Unless
otherwise agreed, arrangements for such special conferences shall be made at least twenty-four (24)
hours in advance, and the conference shall be scheduled within ten (10) working days after the
request is made. An agenda of the matters to be taken up at the meeting, together with the names
of the conferees representing the requesting party, shall be presented at the time the conference is
requested. Matters taken up in special conferences shall be confined to those included in the agenda.
Such conferences shall be held during regular working hours. Members of the Union shall not lose
time or pay for time spent in such special conferences and no additional compensation will be paid
for such employees for time spent in such conferences beyond regular working hours.
A representative of the G.E.L.C. may attend the special conference.
Section 7
Any employee required to work overtime which is not contiguous to the employee's regular
work schedule shall be entitled to a minimum of two (2) hours work or pay for weekdays and three
(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.)
13
Section 8
Once the holiday schedule is posted, employees will not be removed from the schedule
without mutual agreement except under exigent circumstances as determined by the Employer.
Section 9
All Child Welfare Worker I and II will be paid at the overtime rate when the total hours
worked in their regular work week exceeds 40. They will be excluded from the provisions of Merit
Rule 2.10.1.2.
XVI. MAINTENANCE OF CONDITIONS
Wages, hours and conditions of employment in effect at the execution of this agreement
shall, except as improved herein, be maintained during the term of this agreement. No employee
shall suffer a reduction in such benefits as a consequence of the execution of this agreement except
that some benefits may be increased or decreased in the process of negotiations between the parties
and made a part of the final agreement.
XVII. ECONOMIC MATTERS
Wages and fringe benefits are attached hereto as Appendix A and Appendix B.
XVIII. RESOLUTION OF ALL MATTERS
The provisions of this labor agreement include resolution of all matters which remained at
the time of settlement as issues of negotiations and upon which settlement was reached.
XIX. DURATION
This agreement shall remain in full force and effect until midnight, September 30, 2001. It
shall be automatically renewed from year to year thereafter unless either party shall notify the other
in writing, sixty (60) days prior to the anniversary date, that it desires to modify this agreement. In
the event that such notice is given, negotiations shall begin not later than sixty (60) days prior to the
14
anniversary date. This agreement shall remain in full force and be effective during the period of
negotiations and until notice of termination of this agreement is provided to the other party in the
manner set forth in the following paragraph.
In the event that either party desires to terminate this agreement, written notice must be given
to the other party no less than ten (10) days prior to the desired termination date which shall not be
before the anniversary date set forth in the preceding paragraph.
It is agreed and understood that the provisions contained herein shall remain in full force and
effect so long as they are not in violation of applicable statutes and ordinances and remain within the
jurisdiction of the County of Oakland.
XX. The Union recognizes the right and duty of the County of Oakland and the Children's Village
to operate and manage its affairs in accordance with the State of Michigan Constitutional provisions
and statutes and such Constitutional provisions and statutes shall take precedence over any conflict
provisions which might be contained in this Agreement. If any article or section of this agreement
or any appendix or supplement thereto should be held invalid by any Constitutional provision,
operation of law or by any tribunal of competent jurisdiction, or if compliance with or enforcement
of any article or section should be restrained by such tribunal, the remainder of this Agreement shall
not be affected thereby.
15
Governmental Employees Oakland County Executive
Labor Council
26,4cNiD, I
11nnnnn
L. Brooks,Vatterson, County Executive
COUNTY OF OAKLAND, a Michigan
Constitutiqn4 Corporation
John M4Cl4Yoch, Chairperson
Board of commissioners
16
CHILDREN'S VILLAGE EMPLOYEES
APPENDIX A
FY 1999 BI-WEEKLY SALARIES
The following merit bi-weekly salary schedule shall prevail for the period beginning the first
pay period on or after September 26, 1998:
Classification
Account Clerk I
Account Clerk II
Child Wlf. Wkr. I
Child Wlf. Wkr. II
Clerk I
Clerk II
Clerk III
First Cook
General Clerical
General Staff Nurse
Second Cook
Secretary I
Typist I
Typist II
Youth Specialist I
Youth Specialist II
Base 1 Year 2 Year 3 Year 4 Year
870.07 922.64 975.29 1027.94 1080.59
965.11 1023.50 1081.89 1140.17 1198.64
1257.12 1332.86 1408.84 1484.62 1560.45
1381.98 1465.37 1548.65 1632.19 1715.55
739.07 783.71 828.51 873.36 918.12
760.78 808.59 856.57 904.46 952.43
870.07 922.64 975.29 1027.94 1080.59
826.10 876.14 926.21 976.16 1026.20
707.57
1429.36 1509.19 1588.86 1668.72 1748.47
760.78 808.59 856.57 904.46 952.43
916.23 971.57 1027.06 1082.45 1137.83
760.78 808.59 856.57 904.46 952.43
792.74 841.66 890.63 939.56 988.65
935.24 991.89 1048.54 1105.07 1161.60
985.35 1044.89 1104.48 1163.98 1223.56
5 Year
1133.32
1256.88
1636.43
1799.02
962.85
1000.17
1133.32
1076.27
1828.25
1000.17
1193.30
1000.17
1037.64
1218.29
1283.02
17
CHILDREN'S VILLAGE EMPLOYEES
APPENDIX A CON'T
FY 2000 BI-WEEKLY SALARIES
Children's Village employees represented by this bargaining unit shall be entitled to receive
the same general salary increase as approved by the Oakland County Board of Commissioners to take
effect during Fiscal Year 2000 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.
FY 2001 BI-WEEKLY SALARIES
Children's Village employees represented by this bargaining unit shall be entitled to receive
the same general salary increase as approved by the Oakland County Board of Commissioners to take
effect during Fiscal Year 2001 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.
CHILDREN'S VILLAGE EMPLOYEES
APPENDIX B
For the following fringe benefits, refer to the Oakland County Employee's Handbook:
1. Injury on the Job
2. Holidays
3. Leave of Absence
4. Death Benefits
5. Longevity
6. Medical and Master Medical Coverage
7. Sick Leave/Personal Leave
8. Retirement
9. Annual Leave
18
10. Income Continuation Coverage
11, Dental Coverage
12. Tuition Reimbursement
II
(a) Effective with the execution of this agreement, employees required to drive their
personal vehicles on official County business shall receive thirty -two and a half ($.325) cents per
mile.
(b) Any previous practice of paying mileage on a "home to home" basis for employees
working overtime is eliminated.
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.
III
Any improvement in the shift differential bonus applied to non-represented employees during
the term of the agreement which exceeds the rates currently paid to these represented employees
shall be applied to members of this bargaining unit at the same time and in the same manner as
applied to the non-represented employees.
(e)
19
Benefits
4
Retirement Health Care Benefits for employees hired on or after January 1, 1997,
shall be consistent with the provisions of Miscellaneous Resolution #94292
(percentage formula for retiree health care eligibility).
Health Care changes consistent with the provisions outlined in the Health Care
Summary (dated 1/8/96) for current and new hire employees shall be implemented
effective January 1, 1997.
All employee benefit modifications implemented on a County wide basis for general
non-represented employees to take effect during FY 1999, 2000, and 2001 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.
20
FINANCE COMMITTEE
FISCAL NOTE (Misc. #98319) December 10, 1998
BY: FINANCE COMMITTEE, SUE ANN DOUGLAS, CHAIRPERSON
IN RE: PERSONNEL DEPARTMENT - 1999 - 2001 LABOR AGREEMENT FOR EMPLOYEES
REPRESENTED BY THE GOVERNMENT EMPLOYEES LABOR COUNCIL (CHILDREN'S VILLAGE)
TO THE OAKLAND COUNTY BOARD OF COMMISSIONERS
Chairperson, Ladies and Gentlemen:
Pursuant to Rule XII-F of this Board, the Finance Committee has reviewed
the above referenced resolution and finds:
1) The County of Oakland and the Government Employees Labor Council
(Children's Village), have negotiated a contract and reached a
three-year agreement for the period of January 1, 1999 through
December 31, 2001.
2) The agreement includes a 3.0% salary increase for FY 1999 effective
September 26, 1998, and a "me too" salary adjustment with non-
represented employees for FY 2000 and FY 2001.
3) The effect on FY 1999 is an increase of $188,136 in salaries and a
decrease of $(75,115) due to a reduction in the fringe benefit
rates.
4) There are sufficient funds in the FY 1999 Children's Village budget
to cover the increase, therefore no budget amendment is necessary.
5) The contract also increases the Personal Mileage rate from $.30 to
$.325, which is also included in the Children's Village budget.
6) The budgets for FY 2000 and FY 2001 will be adjusted by the amount
of salary increase granted by the Board of Commissioners to non-
represented employees.
FINANCE COMMITTEE VOTE:
Motion carried unanimously on a roll call vote.
Resolution #98319 December 10, 1998
Moved by Wolf supported by Taub the resolutions on the Consent Agenda be
adopted and the resolutions on the Consent Agenda being amended to conform with
their committee reports be adopted as amended.
AYES: Coleman, Dingeldey, Douglas, Garfield, Gregory, Hoffman, Holbert,
Huntoon, Jacobs, Jensen, Johnson, Kaczmar, Kingzett, Law, McCulloch, McPherson,
Millard, Moffitt, Obrecht,Paimer, Taub, Wolf, Amos. (23)
NAYS: None. (0)
A sufficient majority having voted therefor, the resolutions on the Consent
Agenda were adopted and the resolutions on the Consent Agenda being amended to
conform with their committee reports were adopted as amended.
HERERY,A9PROyE19E FOREGOING RESOLUTION
7/14'-/fr
L Brooks PattorCon, County Executive Date
STATE OF MICHIGAN)
COUNTY OF OAKLAND)
I, G. William Caddell, 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 December 10, 1998 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 tills / Oth day of,December, 1998.
A44/4"/AM
G. William Caddell, County Clerk