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HomeMy WebLinkAboutResolutions - 1998.03.18 - 25395March 5, 1998 MISCELLANEOUS RESOLUTION # 98031 BY: Personnel Committee, Thomas A. Law, Chairperson IN RE: PERSONNEL DEPARTMENT - 1996 - 1999 COMMAND OFFICER'S ASSOCIATION OF MICHIGAN AND ITS AFFILIATE, THE OAKLAND COUNTY COMMAND OFFICER'S ASSOCIATION (COA) To the Oakland County Board of Commissioners Chairperson, Ladies and Gentlemen: WHEREAS the County of Oakland and the Command Officer's Association , have been negotiating a contract covering approximately 85 employees; and WHEREAS a 4-year agreement has been reached for the period January 1, 1996 through September 30, 1999, and said agreement has been reduced to writing; and WHEREAS the agreement has been reviewed by your Personnel Committee, which recommends approval of the agreement. NOW THEREFORE BE IT RESOLVED that the proposed agreement between the County of Oakland and the Command Officer's Association, covering the period of January 1, 1996 through September 30, 1999, 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 d MAY -4 P 2 :18 I LLJ -J >- 4-- 30_4.4.1 _ Ce. > < C...) OAKLAND; L. BROOKS PATTERSON, OAKLAND COUNTY EXECUTIVE COUNTY MICHIGAN DEPARTMENT OF PERSONNEL Judith Eaton, Director TO: Lynn Allen, Clerk/Register FROM: Thomas R. Eaton, Deputy Director of Personnel DATE: April 27, 1998 SUBJECT: Oakland County Command Officers Association Collective Bargaining Agreement Enclosed for your files, please find a copy of the Collective Bargaining Agreement with the County of Oakland and the Oakland County Command Officers Association. This collective bargaining agreement was passed at the March 19, 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 OAKLAND COUNTY COMMAND OFFICER'S ASSOCIATION SHERIFF'S DEPARTMENT - SERGEANTS, LIEUTENANTS & CAPTAINS COLLECTIVE BARGAINING AGREEMENT 1996 - 1999 AGREEMENT This agreement is made and entered into on this \COL- day of N\A-GQ.C1—_ A D , • • 9 1998, by and between the Oakland County Sheriff and the Oakland County Board of Commissioners, hereinafter referred to collectively as the "Employer" and the Command Officers Association of Michigan and its affiliate, the Oakland County Command Officer's Association, 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 Sergeants, Lieutenants and Captains of the Oakland County Sheriffs Department, 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 employees classified as Sergeants, Lieutenants and all Captains of the Oakland County Sheriffs Department excluding all others. II. MANAGEMENT RESPONSIBILITY The right to hire, promote, discharge or discipline, 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 operation are solely and exclusively the responsibility of the Employer, subject, however, to the provisions of this agreement. 2 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 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 during the fifteen (15) day period prior to the end of calendar year. (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 of complying with this section. IV. BASIS OF REPRESENTATION Section 1 There shall be on steward and an alternate steward. Stewards 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 and for reporting to the grievant a change in status of his grievance. Permission 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 3 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 There shall be a grievance committee consisting of the two members of the unit to be selected by the Union and certified in writing to the Employer. 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. 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 an employee should first bring his problem or grievance to the attention of the Sheriff or his designee with or without his steward within five (5) days of the occurrence, who shall attempt to resolve the grievance informally. Dismissals, suspensions, demotions and disciplinary actions of any type shall not be a subject for the grievance procedure but shall be processed according to the procedures of the Personnel Appeal Board. Step 1 If the grievance is not settled informally, it shall be discussed with the steward and shall be reduced to writing, signed by the grievant and submitted to the Sheriff or his designee. Step 2 The written grievance shall be discussed between the steward and the Sheriff or designee. 4 The Sheriff/designee will attempt to adjust the matter and will give his written decision within five (5) 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. Any grievance not submitted to the next grievance committee meeting, by written notification to the Employer within five (5) days of the immediate supervisor's written decision, shall be considered dropped. 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. If the parties fail to select an arbitrator, one will be selected under the rules of the Michigan Employment Relations Commission. 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. 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 written agreement of the parties. VI. BULLETIN BOARD The Employer shall assign space for a bulletin board which shall be used by the Union for posting notices, bearing the written approval of the President of the Union local, which shall be restricted to: (a) Notices of Union recreational and social affairs; 5 (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 political or libelous in nature. VII. SENIORITY Employees covered by this Agreement shall acquire seniority by working six (6) continuous months in the unit, in which event the employee's seniority will date back to the date of appointment to his current classification. When the employee acquires seniority, his name shall be placed on the seniority list, in the order of his seniority date. A seniority list shall be furnished to the Union every six (6) months showing the officers' date of appointment to each classification within the unit. 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) 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. VIII. 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 seniority order, provided a Captain shall have the right to use his greater seniority to bump a Lieutenant with less seniority, and a Lieutenant the right to use his greater seniority to bump a Sergeant with less seniority, based on capability of performing available jobs and shall be recalled in the same order. 6 (b) If and when an employee is permanently transferred to another division within the Department, the president or chief steward shall be notified of said transfer by the Employer. (c) If and when an employee is permanently transferred to another assignment within the department the employee shall be provided a minimum of seven (7) days notice. Should exigent circumstances exist, the seven (7) day requirement shall be waived. IX. PROMOTIONS All promotions within the bargaining unit shall be made on a basis of a Competitive Examination as provided for in the Oakland County Merit System, or the Sheriff may promote the most qualified employee in accordance with his professional judgment. X. FALSE ARREST INSURANCE Employees covered by this agreement shall be provided, by the Employer, a policy of false arrest liability insurance. The premiums for such insurance will be paid by the County. XI. GENERAL CONDITIONS Section 1 The Union shall be notified in advance of anticipated permanent major changes in working conditions and discussions shall be held within reasonable time if requested by the Union. Section 2 The provisions of this agreement shall be applied equally and without favoritism to all employees in the bargaining unit. There shall be no discrimination as to age, sex, marital status, race, color, creed, national origin or political affiliation. The Union shall share equally with the Employer the responsibility for applying this provision of the agreement. 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 7 • • ' • 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. 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 rate for the classification is proper, the Union shall have the right to submit the issue as a grievance through the grievance procedure within a three (3) month period. Section 5 Any employee who is eligible for overtime compensation and who is 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 at the time-and-one-half rate, and three (3) hours work or pay on holidays at the appropriate holiday rate. (Weekdays are defined as the first five (5) days of work which are part of an employee's regular work schedule.) Court duty appearance pay shall be applied in the following manner: When officers eligible for overtime compensation are required to appear in court, they shall be compensated at the rate of time and one-half for all time spent in court, with a guarantee of a minimum of two hours pay per day. Under the following conditions: 1. Case must be of a criminal nature or related to traffic enforcement. 2. Officer must be off duty at court time. Section 6 All Sergeants and Lieutenants will be entitled to make a shift preference selection within 8 • • • their division (Administrative Services, Corrective Services-Main Jail, Corrective Services- Satellites, Protective Services, Technical Services) in April and October of each year. This shift preference selection is to be based on seniority within classification (time in grade) and is subject to the approval of the Sheriff. It is understood that approval will not be unreasonably withheld. It is understood that not withstanding any other agreement, regulation or provision to the contrary, employees classified as Sergeants and Lieutenants will not be eligible for shift premium. It is further understood that all provisions of this section related to shift selection in no way effects the Sheriff's right to determine assignments. XII. 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, are incorporated herein by reference and made a part hereof to the same extent as if they were specifically set forth. XIII. RETIREMENT BENEFITS All Resolutions of the Oakland County Board of Commissioners, as amended and in existence of the date of this Agreement and as modified by prior collective bargaining agreements between the parties, relating to Retirement System benefits, and all retirement system benefits and policies provided for in the Oakland County Employees' Handbook, Oakland County Merit System, except as provided and amended herein, are incorporated herein by reference and made a part hereof to the same extent as if they were specifically set forth, subject to the following: To the extent of any conflict between the provisions below and the Oakland County Employees' Retirement 9 .* Program, Oakland County Merit System, or the Oakland County Employees' Retirement System Restated Resolution, the following provisions shall be controlling: 1. Effective January 1, 1978, employees hired after this date will not be eligible to include final sick leave or annual leave cash-in payments as part of their "Final Average Compensation" for the purpose of computing retirement benefits. 2. Effective January 1, 1989, all employees with eight (8) or more years of full-time County service shall be eligible for the Military Buyback Option as developed by the Oakland County Retirement Commission and approved by the Oakland County Board of Commissioners. 3. Effective June 1, 1994, employees new to the bargaining unit shall not be entitled to use overtime pay as part of "Final Average Compensation" for the calculation of retirement benefits. 4. Effective January 1, 1995, unit employees who have twenty-five (25) years of service with the Sheriff's Department, after compliance with all other requirements, may be eligible for retirement regardless of their age. 5. Any individual, who enters the bargaining unit through promotion or otherwise, who is a participant in the County's Defined Contribution Retirement Plan shall continue to be a participant in the Defined Contribution Retirement Plan and shall not be a participant in the County's Defined Benefit Retirement Plan. 6. Effective March 19, 1998, (i.e., with respect to payroll dates and amounts on and after March 19, 1998), all members of the Defined Benefit Retirement System shall contribute 5% of the amount of compensation used in computing "Final Average Compensation" as member contributions to the Defined Benefit Retirement System which will be used to fund, in part, the retirement benefits provided by the Defined Benefit Retirement System. Effective March 19, 1998, the required employee contributions of 5% of "compensation" (as defined in Section 3(a) of the Restated Resolution of the Rules and Regulations governing the Oakland County Employees' Retirement System as revised May 21, 1992, excluding overtime with respect to employees hired on or after June 1, 1994, and sick leave and annual leave cash in payments for employees hired after January 1, 1978) shall be picked up (i.e., assumed and paid) by the Employer for purposes of Internal Revenue Code Section 414(h)(2) of the Internal Revenue Code. Said Employer contributions will be paid by the Employer to the Defined Benefit Retirement System plan and no employee shall have any option of choosing to receive the amounts directly. This 414(h)(2) arrangement shall not affect determination of final average compensation for pension contribution purposes. 7. Effective March 19, 1998, with respect to all persons who are active employees and members of the Defined Benefit Retirement System on or after March 19, 1998, the percentage factor used to compute applicable benefit amounts will be 2.5%. 10 Provided, however, that in order to be eligible for and to receive the 2.5% factor, an employee is required to be an active member of the Command Officers bargaining unit for two (2) full years. 8. Vested former members must continue to meet the requirements of the Retirement System Restated Resolution in effect at the time said person terminated their employment and terminates their membership in the Retirement System as an active employee. 9. All bargaining unit employees on the payroll as of March 19, 1998, shall have the one-time option to transfer from the Defined Benefit Retirement Program to the Defined Contribution Retirement plan as set forth in Miscellaneous Resolution #94275, and as approved by the Internal Revenue Service, except that the Employer shall contribute to the plan, on behalf of the employee, as provided in the following schedule: Program 1: Program 2: Employee contributes .0 percent of compensation; Employer contributes 7.0 percent. Employee contributes 3.0 percent of compensation; Employer contributes 10.0 percent. Eligible employees must exercise this option within sixty (60) days of receipt of the actuarial calculations identifying the amount transferable to the Defined Contribution Retirement Plan. The calculations will be based on the status of the participant's defined benefit retirement account as of December 31, 1997. In lieu of any increase in value in the Defined Benefit Account from continued employment between December 31, 1997 and the date of payment to the Defined Contribution Retirement Plan, each electing participant shall receive interest at the rate of 7.5% per annum on his/her account. Election shall be made by delivering a signed copy of the election form to the County Personnel Department. Once an employee elects to transfer from the Defined Benefit Retirement Program to the Defined Contribution Retirement Plan, that employee shall not be eligible to be a participant in the Defined Benefit Retirement Program at any time thereafter. 10. The Union agrees to fully cooperate and to take any action necessary with the County in obtaining or continuing any necessary Internal Revenue Service rulings or other requirements or any other requirements imposed by any government or other authority concerning the Defined Benefit Retirement Plan or the Defined Contribution Retirement Plan. 11. Employees hired on or after January 1, 1989, who subsequently retire from County service shall not be eligible for County reimbursement of Medicare Part B payments. 12. Employees retiring from County employment prior to reaching age 50 shall not be eligible for County paid medical and master medical health coverage until such time as they have reached age 50. 11 • , . 13. The following employees shall only receive retiree health care benefits pursuant to Miscellaneous Resolution #94292: .. .. A. Any employee hired or non-vested former employee rehired on or after May 27, 1995; B. Any employee entering the bargaining unit who is already subject to Miscellaneous Resolution #94292. XIV. MAINTENANCE OF CONDITIONS Wages, hours and conditions of employment legally in effect at the execution of the Agreement shall, except as modified herein, be maintained during the term of this agreement. XV. ECONOMIC MATTERS The agreement between the parties on economic matters are set forth in Appendix A and Appendix B attached hereto and are incorporated into this collective bargaining agreement, subject to the terms and conditions thereof XVI. 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 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. XVII. DURATION This agreement shall remain in full force and effect from January 1, 1996 to midnight, September 30, 1999. The agreement shall be automatically renewed from year to year thereafter unless either party shall notify the other in writing, one hundred twenty (120) days prior to 12 OAKLAND COUNTY COMMAND OFFICER'S ASSOCIATION OAKLAND COUNTY SHERIFF pl id/IA V ohn Nichols, Sheriff By By John erson September 30, 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. 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. COUNTY OF OAKLAND, A Michigan ConstitutionfralACorporation L. Brooks Pattyxson, County Executive 13 APPENDIX A I. SALARIES - 1996 The following bi-weekly salary schedule shall prevail effective December 23, 1995: Classification Base 1 Year 2 Year Sergeant 1780.62 1816.42 1855.88 Lieutenant 1902.88 1961.00 2019.19 Captain 2076.12 2145.23 2214.42 SALARIES - 1997 The following bi-weekly salary schedule shall prevail effective December 21, 1996: Classification Base 1 Year 2 Year Sergeant 1842.92 1880.00 1920.85 Lieutenant 1969.50 2029.65 2089.85 Captain 2148.77 2220.31 2291.92 SALARIES - 1998 The following hi-weekly salary schedule shall prevail effective December 20, 1997: Classification Base 1 Year 2 Year Sergeant 1910.69 1949.23 1991.73 Lieutenant 2042.31 2104.88 2167.46 Captain 2228.77 2303.15 2377.65 SALARIES - FY 1999 Employees represented by this bargaining unit shall receive the same general increase as approved by the Oakland County Board of Commissioners to take effect during Fiscal Year 1999 for non-represented employees. Should employees represented by bargaining unit #10 (Sheriff's Deputies) receive a greater increase than the non-represented employees for fiscal year 1999, the employees represented by this bargaining unit shall be entitled to the greater increase effective at the same time and in the same manner as provided bargaining unit #10 in lieu of the salary increase provided non-represented employees. II. CAPTAIN WEEKEND DUTY PAY The one Captain designated to be on-call during a week, including non-office hours on weekdays and on Saturday and Sunday, and who shall be on-call and shall work scheduled or called, shall be compensated $375.00 per week of such schedule. 14 .., III. CLOTHING ALLOWANCE Eligible non-uniformed Sergeants and Lieutenants shall receive a clothing and cleaning allowance at an annual rate of $375.00 payable in installments of $187.50 in June and $187.50 in December. Effective July 1, 1993, twelve (12) of the above non-uniformed Sergeants and three (3) of the above non-uniformed Lieutenants required by the Sheriff to wear a suit and tie shall be entitled to an additional $100.00 clothing and cleaning allowance annually. This additional allowance shall be paid in installments of $50.00 and added to the $187.50 paid in June and December of each calendar year. Officers assigned plain clothes duty by the Sheriff for 30 consecutive days or more shall be entitled to a pro-rated clothing and cleaning allowance. IV. DIVERS PREMIUM PAY (a) Divers shall receive straight time pay for on-duty hours of work. (b) For all hours on the job other than on-duty hours, the diver shall receive time and one-half pay. *(c) The divers shall receive premium pay of $5.00 per hour over and above the rates set forth in sections (a) and (b) above when performing diving activities. *(d) When diving under the ice, divers shall receive premium pay of $10.00 per hour over and above the rates set forth in sections (a) and (b) above. *Computation of the $5.00 per hour and $10.00 per hour premium pay shall be computed to the nearest one-half (1/2) hour. 15 APPENDIX B For the following fringe benefits, refer to the Oakland County Employees' 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. Annual Leave 9.** Disability Coverage 10. Dental Coverage 11. Tuition Reimbursement The fringe benefits modified in previous collective bargaining agreements shall continue in effect as modified and described in the Oakland County Employee's Handbook. Merit Rule No. 2, Section VII, "Service Increment Pay", shall not apply to any employee hired after March 15, 1984. Eligibility for County-provided medical and master medical coverage while on LTD shall be as follows: An employee on LTD will be eligible for County-provided medical and master medical coverage for up to six (6) months from the date of LTD eligibility provided he/she has applied for and were turned down for Social Security Disability and Medicaid and have no other medical and master medical coverage available and providing the employee has not allowed his/her medical and master medical coverage to lapse. BENEFITS - 1999 Flexible Benefit Plan to be implemented for members of this bargaining unit consistent with the plan in effect for non-represented employees during 1999. ** 16 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. 17 Resolution #98031 March 5, 1998 The Chairperson referred the resolution to the Finance Committee. There were no objections. FISCAL NOTE (M.R. #98031) March 19, 1998 BY: FINANCE COMMITTEE, SUE ANN DOUGLAS, CHAIRPERSON IN RE: PERSONNEL DEPARTMENT - 1996 - 1999 COMMAND OFFICERS' ASSOCIATION OF MICHIGAN AND ITS AFFILIATE, THE OAKLAND COUNTY COMMAND OFFICERS' ASSOCIATION (COA) 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. A wage agreement has been reached with the Oakland County Command Officers' Association regarding a four-year contract for the period January 1, 1996 through September 30, 1999, for all classifications represented by the bargaining unit (covering approximately 87 positions). The agreement includes a 3.5% salary increase for calendar year 1996; a 3.5% salary increase for calendar year 1997; and a 4.0% increase for the last three quarters of FY 1998. For FY 1999, the Command Officer will receive the higher of a "Me Too" increase with the non represented employees or the increase that bargaining unit #10 receives. 2. Pension benefits have been changed to include a 2.5% retirement multiplier with a 5% employee contribution that requires at least two years of service as a Command Officer. Command Officers have also been offered the option to transfer to the Defined Contribution Retirement Program based on a 2.2% multiplier. The contribution rate will be 7% by the Employer with an additional 3% match with a 3% employee contribution. 3. The cost of the salary increases and resulting fringe benefit increases covering the period between January 1, 1996 through September 30, 1998 is $660,060. 4. Money has been set aside for the pension enhancement. Actuarial calculations will be made to determine the amount to be transferred to the retirement account, in future years. 5. Sufficient revenue and expenditures have been included in the FY 1998/FY 1999 Biennial Budget to cover the terms of the proposed contract, no additional appropriation is required. FINANCE COMMITTEE In Testimony Whereof, I have hereunto set my hand and affixed the seal of the County of Oakland at Pontiac, Michigan this 19th day of Marc 1998. g D. Allen, County Clerk Resolution 4t98031 March 19, 1998 Moved by Law supported by Huntoon the resolution be adopted. AYES: Garfield, Gregory, Holbert, Huntoon, Jacobs, Jensen, Johnson, Kaczmar, Kingzett, Law, McCulloch, Millard, Moffitt, Obrecht, Palmer, Powers, Schmid, Taub, Wolf, Amos, Coleman, Devine, Dingeldey, Douglas. (24) 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 March 19, 1998 with the original record thereof now remaining in my office.