HomeMy WebLinkAboutResolutions - 1998.09.24 - 25523September 3, 1998
MISCELLANEOUS RESOLUTION # 198202
BY: Personnel Committee, Thomas A. Law, Chairperson
IN RE: PERSONNEL DEPARTMENT - 1998-2000 LABOR AGREEMENT FOR EMPLOYEES
REPRESENTED BY THE OAKLAND COUNTY EMPLOYEES UNION (EXCLUDING CMH EMPLOYEES)
To the Oakland County Board of Commissioners
Chairperson, Ladies and Gentlemen:
WHEREAS the County of Oakland and the Oakland County Employees Union, have
been negotiating a contract covering approximately 350 employees; and
WHEREAS a 3-year agreement has been reached for the period January 1, 1998
through September 30, 2000; 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 that the proposed agreement between the County
of Oakland and the Oakland County Employees Union, covering the period of January
1, 1998 through September 30, 2000, 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.
PERSJAbNNEL COMMITTEE
Personnel Committee Vote:
Motion carried unanimously on a roll call vote.
.04
WAGES:
FY 1998
Summary of Tentative Agreement Between
Oakland County and the Oakland County Employees Union
3.5% effective December 20, 1997, for all classifications represented by the bargaining unit
excluding the classifications of Staff Psychiatrist, Office Supervisor I, Technical Assistant,
Warrants Clerk, and Public Health Nutritionist III.
Create a new classification titled Maintenance Laborer-Drain at the following bi-weekly
salary range:
Base Lyr 2 yr Lyt Llyr_
$850.16 $901.65 $953.17 $1004.60 $1056.09 $1107.61
5% wage adjustment for the Drain classification of Maintenance Mechanic I, and a 4%
wage adjustment for the Drain classification of Maintenance Mechanic II effective
December 20, 1997.
Increase current bonus for three (3) painter positions from $500 to $625.
FY 1999 "me too" with general non-represented employees to be effective at the same time and in the same
manner.
Increase mileage from $.30 to $.325.
Increase the bonus for three (3) painter positions from $625 to $750.
Increase the Night Shift Differential from $.40 to $.45 effective September 26, 1998.
FY 2000 Wage and Benefit Reopener
NON-ECONOMIC:
Draft two (2) collective bargaining agreements separating out the agreed upon provisions
for bargaining unit 32 (CMH employees represented by OCEU).
Change Article XV. Duration Clause in collective bargaining agreement for CMH
employees to include language addressing the proposed transfer of Oakland County
Community Mental Health to an Authority.
Change Article V, Step 1 of the Grievance Procedure from five (5) days to ten (10) days.
Add Article X, Section 12, "Except in exigent circumstances, an employee shall be given
ten (10) working days notice prior to a permanent change in shift."
Change Article V Grievance Procedures paragraph to "Suspensions, demotions and disciplinary
actions other then dismissals shall not be subject for the grievance procedure but shall be processed
according to the procedures of the Personnel Appeal Board. Dismissals are to be heard only by an
arbitrator."
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Change language in the Recognition Clause of the Collective Bargaining Agreement for
CMH employees to include the classifications of Staff Psychiatrist, Office Supervisor I,
Technical Assistant, CMH Nurse, General Staff Nurse, Public Health Nutritionist III and
Clerical.
Add Storekeeper I & II to the appropriate recognition clause of the contract.
Delete Keith Groty and Dan Krueger from list of arbitrators. Add Mario Chiesa.
NON-CONTRACTUAL:
County to provide members addresses on seniority list.
County to provide union with addresses and phone number of arbitrators.
County will continue to give as much flexibility as possible in the scheduling of pre-
discipline hearings.
Custodial employees to be allowed to purchase steel toed boots from the Boot Mobile.
County to provide union with a Letter of Intent to review the turnover rate for the Drain
classifications of Maintenance Laborer-Drain, Maintenance Mechanic I and
Maintenance Mechanic II prior to the FY 2000 Wage and Benefit Reopener.
Parties intent to follow through and implement any rulings or decisions concerning
grievances, appeals, or other causes of action filed prior to the date that Authority
status is attained by Community Mental Health.
Change overtime designation for the classifications of Mental Health Clinician, Clinical
Psychologist I & II from exceptional to regular.
WAGES:
FY 1998
Summary of Tentative Agreement Between
Oakland County and the Oakland County Employees Union
3.5% effective December 20, 1997, for all classifications represented by the bargaining unit
excluding the classifications of Staff Psychiatrist, Office Supervisor I, Technical Assistant,
Warrants Clerk, and Public Health Nutritionist III.
Create a new classification titled Maintenance Laborer-Drain at the following bi-weekly
salary range:
Base Lyt Lyr 4 yr Lxr
$850.16 • $901.65 $953.17 $1004.60 $1056.09 $1107.61
5% wage adjustment for the Drain classification of Maintenance Mechanic I, and a 4%
wage adjustment for the Drain classification of Maintenance Mechanic II effective
December 20, 1997.
Increase current bonus for three (3) painter positions from $500 to $625.
FY 1999 "me too" with general non-represented employees to be effective at the same time and in the same
manner.
Increase mileage from $.30 to $.325.
Increase the bonus for three (3) painter positions from $625 to $750.
Increase the Night Shift Differential from $.40 to $.45 effective September 26, 1998.
FY 2000 Wage and Benefit Reopener
NON-ECONOMIC:
Draft two (2) collective bargaining agreements separating out the agreed upon provisions
for bargaining unit 32 (CMH employees represented by OCEU).
Change Article XV. Duration Clause in collective bargaining agreement for CMH
employees to include language addressing the proposed transfer of Oakland County
Community Mental Health to an Authority.
Change Article V, Step 1 of the Grievance Procedure from five (5) days to ten (10) days.
Add Article X, Section 12, "Except in exigent circumstances, an employee shall be given
ten (10) working days notice prior to a permanent change in shift."
Change Article V Grievance Procedures paragraph to "Suspensions, demotions and disciplinary
actions other then dismissals shall not be subject for the grievance procedure but shall be processed
according to the procedures of the Personnel Appeal Board. Dismissals are to be heard only by an
arbitrator."
,
Change language in the Recognition Clause of the Collective Bargaining Agreement for
CMH employees to include the classifications of Staff Psychiatrist, Office Supervisor I,
Technical Assistant, CMH Nurse, General Staff Nurse, Public Health Nutritionist HI and
Clerical.
Add Storekeeper I & II to the appropriate recognition clause of the contract.
Delete Keith Groty and Dan Krueger from list of arbitrators. Add Mario Chiesa.
NON-CONTRACTUAL:
County to provide members addresses on seniority list.
County to provide union with addresses and phone number of arbitrators.
County will continue to give as much flexibility as possible in the scheduling of pre-
discipline hearings.
Custodial employees to be allowed to purchase steel toed boots from the Boot Mobile.
County to provide union with a Letter of Intent to review the turnover rate for the Drain
classifications of Maintenance Laborer-Drain, Maintenance Mechanic I and
Maintenance Mechanic II prior to the FY 2000 Wage and Benefit Reopener.
Parties intent to follow through and implement any rulings or decisions concerning
grievances, appeals, or other causes of action filed prior to the date that Authority
status is attained by Community Mental Health.
Change overtime designation for the classifications of Mental Health Clinician, Clinical
Psychologist I & H from exceptional to regular.
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OAKLAND; L. BROOKS PATTERSON, OAKLAND COUNTY EXECUTIVE
COUNTY MICHIGAN
DEPARTMENT OF PERSONNEL Judith Eaton, Director
TO: Lynn D. Allen, Clerk/Register
FROM: Thomas R. Eaton, Deputy Director of Personnel
DATE: November 6, 1998
SUBJECT: Oakland County Employees Union Excluding CMH Employees
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 Employee's Union. This collective bargaining agreement was
passed at the September 24, 1998 Board meeting.
Should you have any questions or need further information please
feel free to contact me.
TRE/mac
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 EMPLOYEES UNION
EXCLUDING CME EMPLOYEES
COLLECTIVE BARGAINING AGREEMENT
1998 - 2000
AGREEMENT
This agreementagreement is made and entered into on this p•-t
day of --.....i(A(9\10,\Acr, A.D., 1998, 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 Employees Union, 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 Animal Control Officers, and Animal Shelter
Attendants EXCLUDING clerical and supervision.
All employees of Building Custodial units of the
Department of Facilities Management EXCLUDING all
supervisors as defined in the Act.
2
All employees of the Maintenance and Ground units of the
Department of Facilities Management EXCLUDING all
supervisors as defined in the Act.
All Chemist, Electronics Technician, Laboratory
Technician I, Laboratory Technician II, Maintenance
Laborer, Maintenance Mechanic I, Maintenance Mechanic II,
Meter Reader, Pump Maintenance Mechanic I, Pump
Maintenance Mechanic II, Sewage Treatment Plant Operator
I, Sewage Treatment Plant Operator II, Sewage Treatment
Plant Operator Trainee, Skilled Maintenance Mechanic II,
Skilled Maintenance Mechanic III and Water Meter
Technician employed by the Oakland County Drain
Commissioner EXCLUDING Construction Inspectors I, II and
supervisors and all engineering, clerical,
administrative, professional and other office employees.
All General Maintenance Mechanics - Parks and Recreation,
Grounds Equipment Mechanics, Groundskeeper
Groundskeeper II, Groundskeeper Crew Chief, Groundskeeper
Specialist, Parks Maintenance Aides, Skilled Maintenance
Mechanic I, Skilled Maintenance Mechanic II and Skilled
Maintenance Mechanic III employed by the Oakland County
Parks and Recreation Commission EXCLUDING supervisors and
all other employees.
All non-professional, non-technical, non-clerical
employees of Oakland County Medical Care Facility,
including nursing assistants and Storkeepers I/II,
EXCLUDING medical doctors, registered professional
nurses, licensed practical nurses, medical technologists,
pharmacists, occupational and physical therapists, x-ray
technicians, and all other professinal, technical and
clerical employees, confidential employees, executives
and supervisors.
All Licensed Practical Nurses employed at the Oakland
County Medical Care Facility EXCLUDING supervisors and
all other employees.
All clerical employees, cooks, and maintenance employees
of the Oakland County Sheriff's Department EXCLUDING all
other employees, supervisors and confidential employees
as determined by the Board.
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.
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 expiration of
4
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
of complying with this section.
IV. STEWARDS AND ALTERNATE
Section 1.
There shall be one chief steward and one alternate chief
steward for the bargaining group and additional stewards and
alternates as provided in the appendices for the individual
functional units. All stewards and alternate stewards must come
from the unit they represent.
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 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
5
t.
assigned jobs at all times except when permitted to leave their
work to handle grievances.
Section 2.
The Union president shall be released from work two (2)
hours per day for union business during 1998, 1999, and 2000.
Release time must be used immediately following the president's
lunch period.
Section 3.
The Chief Steward or Alternate Chief Steward must obtain
written permission before leaving their work. The Chief Steward or
Alternate Chief Steward shall be permitted to leave their work to
handle grievances below the grievance committee level only when the
functional unit Steward or Alternate Steward is unavailable.
Should any Steward position become vacant the union agrees to fill
the vacancy and notify the employer within ten (10) working days.
The Chief Steward and the Alternate Chief Steward will not come
from the same functional unit.
Section 4.
Stewards may receive but shall not solicit grievances
(this is not to be construed as to prohibit Stewards from advising
members related to contract interpretation).
Section 5.
The Union will furnish the Employer with the names of its
authorized representatives who are employed within the Unit and
6
such changes as may occur from time to time in such personnel so
that the Employer may at all times be advised as to the authority
of the individual representative of the Union with which it may be
dealing.
V. GRIEVANCE PROCEDURES
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 steward within ten (10) days of the
occurrence. The immediate supervisor shall attempt to resolve the
grievance informally. Suspensions, demotions and disciplinary
actions other than dismissals shall not be a subject for the
grievance procedure but shall be processed according to the
procedures of the Personnel Appeal Board. Dismissals are to be
heard only by an arbitrator.
Step 1.
If the grievance is not settled informally, it shall be
discussed with the shift steward and shall be reduced to writing,
signed by the grievant and submitted to his immediate supervisor
within ten (10) days of the informal discussion (excluding
Saturday, Sunday and Holidays).
7
Step 2.
The written grievance may be discussed between the shift
steward and the immediate supervisor if so desired. The supervisor
will attempt to adjust the matter and will give his written
decision within ten (10) days (excluding Saturday, Sunday and
holidays) of receipt of the written grievance. The Union will be
provided a copy of the Employer's response to any grievance filed
by members of this unit.
Step 3.
Any grievance not settled at Step 2 may be submitted to
the next meeting of the grievance committee. The union grievance
committee shall consist of the Chief Steward and one other member
of the bargaining unit. Any grievance not submitted to the next
grievance committee meeting, by written notification to the
Employer within ten (10) days (excluding Saturday, Sunday and
Holidays) 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 of
the Employer's written response following the grievance committee
meeting.
8
The grievance upon which Arbitration has been demanded
shall be referred to one of the following Arbitrators in accordance
with the date of the written grievance, the oldest grievance being
referred first:
1. Mario Chiesa
2. Michael Long
3. Bill Danial
A grievance shall be referred to the listed Arbitrators
in the order in which they appear. Once a grievance has been
referred to an Arbitrator, a subsequent grievance shall be referred
to the next Arbitrator on the list. After a grievance has been
referred to the third Arbitrator listed, the cycle shall repeat,
beginning with the first_ Arbitrator. The Arbitrator may interpret
and apply the provisions of this Agreement to determine the
grievance before the Arbitrator. However, the Arbitrator shall
have no power or authority, in any way, to alter, modify, amend, or
add to any provisions of this Agreement, or set a wage rate. The
Arbitrator shall be bound by the express provisions of this
Agreement. Expenses for arbitration shall be borne equally by both
parties.
Any grievance not appealed, from a decision in one of the
steps of the grievance procedure, to the next step as prescribed,
shall be considered dropped and the last decision final and
binding, except that time limits may be extended by mutual
9
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.
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 Chief Steward of the Union local, which
shall be restricted to:
(a) Notices of Union recreational and social affairs;
(b) Notices of Union elections;
(c) Notices of Union appointments and results of Union
elections;
(d) Notices of Union Meetings;
(e) Other notices of bona fide Union affairs which are
not political or libelous in nature.
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 department. An employee
shall be credited with seniority for time employed in the
functional unit that he/she is currently employed which previously
10
fell under a different department. When the employee acquires
seniority, his/her name shall be placed on the seniority list, in
the order of his/her seniority date.
An up-to-date seniority list shall be furnished to the
Union every six (6) months.
An employee shall lose his/her seniority for the
following reasons:
(a) If the employee resigns or retires;
(b) If the employee is discharged, and not reinstated;
(c) If the employee is absent from work for three (3)
working days, without properly notifying the
Employer, unless a satisfactory reason is given;
(d) If the employee does not return to work at the end
of an approved leave;
(e) If the employee does not return to work when
recalled from a layoff.
VIII. LAYOFF AND RECALL
Section 1.
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 within the functional units.
For layoff and recall purposes, Maintenance, Custodial and Grounds
units in the Department of Facilities Management, Facilities
Maintenance and Operations Division are to be considered separate
11
units. The order of layoff in each functional unit shall be
determined based on seniority and 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 prior to the
hiring of any new employees.
Entitlement to recall shall not extend beyond the
following specified periods: employees with less than one year
seniority entitled to recall for one year; employees with one but
less than two years seniority entitled to recall for two years;
employees with two or more years of seniority entitled to recall
for three years.
Section 2.
Superseniority. The President, Vice President and elected
stewards, for the purpose of layoff and recalls to work following
such layoff only, for the term of their office, shall be considered
as having more seniority than any other employee within their
functional unit. They shall be last to be laid off for lack of
work or funds from their unit and the first to be recalled to work
in their unit following such layoff providing they have the then
present ability to satisfactorily perform the available work in
such area without additional training.
12
IX. PROMOTIONS
(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) A Union observer will be permitted to attend Merit
System promotional interviews for promotions within the bargaining
unit.
X. GENERAL CONDITIONS
Section 1.
The Union shall be notified in advance of anticipated
permanent major changes in working conditions and discussions shall
be held thereon.
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.
Section 3.
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
13
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 4.
Special conferences for important matters may be arranged
at a mutually convenient time between the staff representative and
the Employer or its designated representative upon the request of
either party. Such meetings shall be between at least two
representatives of the Employer and no more than two employee
representatives of the Union and the Staff Representative, if so
desired. Arrangements for such special conferences shall be made
in advance and an agenda of the matters to be taken up at the
meeting shall be presented at the time the conference is requested.
Matters taken up in special conferences shall be confined to those
included in the agenda. The members of the Union shall not lose
time or pay for time spent in such special conferences.
Section 5.
In the event that any 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
14
will automatically be given to the unit covered under this
agreement.
Section 6.
County vehicles operated by employees represented by this
bargaining unit will be given safety inspections annually by the
Oakland County Department of Central Services, Support Services
Division.
Section 7.
The Employer will provide the Union with a roster of
bargaining unit employees in January of each contract year. Said
roster shall include the following information: name of employee,
classification, step in salary range, and current salary rate.
Section 8.
Part-time, non-eligible employees may be utilized for up
to 1,000 hours of employment per year as provided in the Oakland
County Merit Rules published February, 1986.
Section 9.
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.
15
Section 10.
Copies of all disciplinary actions related to members of
this bargaining unit shall be provided to the Union providing the
employee disciplined has authorized it.
Section 11.
The Employer will notify the union of changes in
bargaining unit job descriptions and if requested by the union, the
employer will meet and confer prior to finalization of the job
description. Exception to this policy may occur under exigent
circumstances with discussions being held within a reasonable time
thereafter.
Section 12.
Except in exigent circumstances, an employee shall be
given ten (10) working days notice prior to a permanent change in
shift.
XI. 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 thir; cigrooment, ,Ihd J11 other benefit-r, policicsr; providod 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
16
specifically set forth.
XII. MAINTENANCE OF CONDITIONS
Wages, hours and conditions of employment legally 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.
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 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.
The Employer will not lockout any employees of the
bargaining unit during the term of this Agreement.
XV. DURATION
This Agreement shall remain in full force and effect - from
January 1, 1998, to midnight, September 30, 2000. The Agreement
shall be automatically renewed from year to year thereafter unless
either party shall notify the other in writing, sixty (60) days
17
prior to September 30, 2000, 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 for continued
application.
18
By
L.trooks Patb6fSon
OAKLAND COUNTY EMPLOYEES UNION OAKLAND COUNTY EXECUTIVE
Steven Schell, President
COUNTY OF OAKLAND, a Michigan
Constitutimnal Corporation
John 14CuiLloch, Chairperson
19
OAKLAND COUNTY EMPLOYEES UNION
APPENDIX A
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. Master Medical Coverage
7. Sick Leave
8. Retirement
9. Annual Leave
10. Income Continuation Coverage
11. Dental Coverage
12. Tuition Reimbursement
The fringe benefits modified in previous collective
bargaining agreements shall continue in effect as modified and
described in the Oakland County Employees' Handbook.
II
Any Benefit Plan Improvements applied to non-represented
employees shall be applied to members of this bargaining unit at
20
the same time and in the same manner as applied to the non-
represented group.
III
Effective with the execution of this Agreement, the
General Travel Regulation's mileage reimbursement rate shall be
$.325.
IV
The Employer will continue to provide approved work shoes
through a vendor selected by the Purchasing Division. Shoes will
only be provided to those represented employees determined by the
employer to be eligible for this benefit.
V
Benefits - 1998
The fringe benefits modified in previous collective
bargaining agreements shall continue in effect as modified and
described in the Oakland County Employee's Handbook.
Benefits - 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
21
time and in the same manner as applied to the general non-
represented employees.
Benefits - 2000
The parties shall reopen negotiations for Fiscal Year
2000 benefits no later than August 1, 1999.
22
ANIMAL CONTROL
APPENDIX B
DI-WEEKLY SALARIES - 1998
The following merit bi-weekly salary schedule shall prevail for the period beginning the first pay on or after
December 20, 1997:
Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year
Animal Control Officer 1005.22 1065.85 1126.72 1187.38 1248.25 1308.76
Animal Shelter Attendant 738.62 785.04 831.62 878.12 924.69 971.04
General Helper 647.81
BI-WEEKLY SALARIES - 1999
Employees of 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. 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 SALARIES - 2000
The parties shall reopen negotiations for Fiscal Year 2000 salary rates no later than August 1, 1999.
II
REPRESENTATION
There shall be one (1) steward and one (1) alternate steward.
In the matters which require the presence of a union steward it shall be the responsibility of the employer
to arrange for the steward's attendance.
23
MAINTENANCE, CUSTODIAL AND GROUNDS
APPENDIX C
DI-WEEKLY SALARIES - 1998
The following merit bi-weekly salary schedule shall prevail for the period beginning the first pay on or after
December 20, 1997:
Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year
Central Stock Attendant 1030.08 1092.23 1154.54 1216.73 1279.04 1341.23
Custodial Worker I 717.54 760.88 804.38 847.92 891.38 934.81
Custodial Worker II 738.62 785.04 831.62 878.12 924.69 971.04
Custodial Worker III 802.04 850.62 899.23 947.73 996.31 1044.92
General Helper 647.81
General Maint. Mechanic 976.72 1035.60 1094.75 1153.79 1212.82 1271.62
Grounds Equip. Mechanic 976.72 1035.60 1094.75 1153.79 1212.82 1271.62
Groundskeeper I 844.73 895.77 946.88 998.00 1049.12 1100.31
Groundskeeper II 889.54 943.27 997.15 1050.92 1104.69 1158.54
Groundskeeper Crew Chief 1030.08 1092.23 1154.54 1216.73 1279.04 1341.23
Groundskeeper Specialist 937.00 993.69 1050.38 1106.96 1163.73 1220.27
Maintenance Laborer 802.04 850.62 899.23 947.73 996.31 1044.92
Mobile Unit Custodial Wkr. 802.04 850.62 899.23 947.73 996.31 1044.92
Skilled Maint. Mech. I 1030.08 1092.23 1154.54 1216.73 1279.04 1341.23
Skilled Maint. Mech. II 1081.94 1147.30 1212.63 1277.99 1343.31 1407.96
Skilled Maint. Mech. III 1245.35 1320.50 1395.73 1470.92 1545.96 1621.08
BI-WEEKLY SALARIES - 1999
Employees of 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. All such
adjustments shall be applied at the same time and in the same manner as applied to the general non-represented
group.
24
MAINTENANCE, CUSTODIAL AND GROUNDS
APPENDIX C (CON'T)
I (CON'T)
BI-WEEKLY SALARIES - 2000
The parties shall reopen negotiations for Fiscal Year 2000 salary rates no later than August 1, 1999.
II
REPRESENTATION
There shall be stewards and alternate stewards in accordance with the following formula:
(a) The Maintenance employees shall be represented by one (1) steward and one (1) alternate steward;
(b) The Grounds employees shall be represented by one (1) steward and one (1) alternate steward;
(c) The Custodial employees shall be represented by one (1) steward and one (1) alternate steward for the
afternoon shift - North County (employees working in buildings located north of Birmingham); one (1) steward
and one (1) alternate steward for the afternoon shift - South County (employees working in buildings located
in or south of Birmingham).
In matters which require the presence of a union steward it shall be the responsibility of the employer to
arrange for the steward's attendance.
III
Movement from the Level I to the Level II in the Groundskeeper series may occur without the need for a
vacancy in the higher classification after completion of each step in the Groundskeeper I salary range. An
employee will be reclassified from Groundskeeper I to Groundskeeper II when in the sole judgement and
discretion of the employer, his work performance warrants such reclassification.
25
MAINTENANCE. CUSTODIAL AND GROUNDS
APPENDIX C (CON'T)
IV
Effective December 20, 1997, a $625.00 annual bonus may be provided for up to three (3) Skilled Maintenance
Mechanic I (Painter) doing specialized repair and finishing as determined by the employer.
Effective September 26, 1998, a $750.00 annual bonus may be provided for up to three (3) Skilled Maintenance
Mechanic I (Painter) doing specialized repair and finishing as determined by the employer.
V
Custodial employees hired after January 1, 1984, will be appointed as Custodial Worker! and will move from
Custodial Worker Ito Custodial Worker II after completing each step of the Custodial Worker I salary range.
Such movement shall be in accordance with Merit System Rules and applied to other classes treated as a series
( such as Typist land II). All employees hired after January 1, 1984, must be able and willing to perform all
current Custodial Worker I and II assignments from their date of hire including buffing.
VI
TEMPORARY CHANGE OF RATE
In those cases in which the temporary assignment includes taking over the ultimate responsibility inherent
in the higher level job and in which the temporary assignment is for at least one full shift, the base salary rate
will be paid to the employee in the temporary assignment for the time actually worked in the higher
classification but the increased earnings will not count toward the basis in which service increment pay is
determined.
26
MAINTENANCE. CUSTODIAL AND GROUNDS
APPENDIX C (CON'T)
VII
Effective January 1, 1995, employees in the Grounds Maintenance Unit assigned to Snow Removal duty and
who work more than 4 hours between 6 p.m. and 6 a.m. shall receive a differential equal to the current shift
differential for all hours worked at this assignment between 6 p.m. and 6 a.m.. With the exception described
above, these employees shall be ineligible for any other form of shift differential.
27
MEDICAL CARE FACILITY EMPLOYEES
APPENDIX D
BI-WEEKLY SALARIES - 1998
The following merit bi-weekly salary schedule shall prevail for the period beginning the first pay period on
or after December 20, 1997:
Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year
Day Room Assistant 717.54 760.88 804.38 847.92 891.38 934.81
Day Room Assistant Ldr. 802.04 850.62 899.23 947.73 996.31 1044.92
General Helper 647.81
Licensed Practical Nurse 902.40 956.82 1011.43 1065.97 1120.58 1175.20
Nursing Assistant 738.62 785.04 831.62 878.12 924.69 971.04
Nursing Assistant Trainee 6.76 per hour
Storekeeper I 738.62 785.04 831.62 878.12 924.69 971.04
Storekeeper II 769.65 817.15 864.69 912.19 959.85 1007.42
BI-WEEKLY SALARIES - 1999
Employees of 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. 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 SALARIES - 2000
The parties shall reopen negotiations for Fiscal Year 2000 salary rates no later than August 1, 1999.
28
MEDICAL CARE FACILITY EMPLOYEES
APPENDIX D (CON'T)
II
REPRESENTATION
There shall be one (1) steward and one (1) alternate steward for each permanent shift.
In matters which require the presence of a union steward it shall be the responsibility of the employer to
arrange for the steward's attendance.
III
TEMPORARY CHANGE OF RATE
In those cases in which the temporary assignment includes taking over the ultimate responsibility inherent
in the higher level job and in which the temporary assignment is for at least on full shift, the base salary rate will
be paid to the employee in the temporary assignment for the time actually worked in the higher classification,
but the increase earnings will not count toward the basis on which service increment pay is determined.
29
SHERIFF'S DEPARTMENT CLERICAL & MAINTENANCE EMPLOYEES
APPENDIX E
BI-WEEKLY SALARIES - 1998
The following merit bi-weekly salary schedule shall prevail for the period beginning the first pay period on
or after December 20, 1997:
Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year
Account Clerk I 844.73 895.77 946.88 998.00 1049.12 1100.31
Account Clerk II 937.00 993.69 1050.38 1106.96 1163.73 1220.27
Clerk I 717.54 760.88 804.38 847.92 891.38 934.81
Clerk II 738.62 785.04 831.62 878.12 924.69 971.04
Clerk III 844.73 895.77 946.88 998.00 1049.12 1100.31
Clerk II-Deliveryperson 802.04 850.62 899.23 947.73 996.31 1044.92
First Cook 802.04 850.62 899.23 947.73 996.31 1044.92
General Clerical 686.96
General Helper 647.81
General Maint. Mech. 976.72 1035.60 1094.75 1153.79 1212.82 1271.62
Inmate Booking Clerk 889.54 943.27 997.15 1050.92 1104.69 1158.54
Materials Mgmt. Clerk 844.73 895.77 946.88 998.00 1049.12 1100.31
Office Leader 937.00 993.69 1050.38 1106.96 1163.73 1220.27
Second Cook 738.62 785.04 831.62 878.12 924.69 971.04
Storekeeper I 738.62 785.04 831.62 878.12 924.69 971.04
Storekeeper II 769.65 817.15 864.69 912.19 959.85 1007.42
Typist 1 738.62 785.04 831.62 878.12 924.69 971.04
Typist II 769.65 817.15 864.69 912.19 959.85 1007.42
Warrants Clerk 889.54 943.27 997.15 1050.92 1104.69 1158.54
30
•
SHERIFF'S DEPARTMENT CLERICAL & MAINTENANCE EMPLOYEES
APPENDIX E (CON'T)
I (CON'T)
BI-WEEKLY SALARIES - 1999
Employees of 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. 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 SALARIES - 2000
The parties shall reopen negotiations for Fiscal Year 2000 salary rates no later than August 1, 1999.
II
REPRESENTATION
There shall be one (1) steward and one (1) alternate steward.
In matters which require the presence of a union steward it shall be the responsibility of the employer to
arrange for the steward's attendance.
SHIFT PREFERENCE
All represented employees within this functional unit will be entitled to make a shift preference selection in
April and October of each year. This shift preference selection is to be based on seniority within the unit and
is subject to the final approval of the Sheriff. It is understood that approval will not be unreasonably withheld.
It is further understood that provisions of this section related to shift selection in no way effects the Sheriff's
right to determine assignments.
31
PARKS AND RECREATION DEPARTMENT
MAINTENANCE EMPLOYEES
APPENDIX F
BI-WEEKLY SALARIES - 1998
The following merit hi-weekly salary schedule shall prevail for the period beginning the first pay period on
or after December 20, 1997:
Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year
General Helper 647.81
General Maint. Mech.-P8cR 976.72 1035.60 1094.75 1153.79 1212.82 1271.62
Grounds Equip. Mech. 976.72 1035.60 1094.75 1153.79 1212.82 1271.62
Groundskeeper I 844.73 895.77 946.88 998.00 1049.12 1100.31
Groundskeeper II 889.54 943.27 997.15 1050.92 1104.69 1158.54
Groundskeeper Crew Chief 1030.08 1092.23 1154.54 1216.73 1279.04 1341.23
Groundskeeper Specialist 937.00 993.69 1050.38 1106.96 1163.73 1220.27
Parks Maintenance Aide 844.73 895.77 946.88 998.00 1049.12 1100.31
Skilled Maint. Mech. I 1030.08 1092.23 1154.54 1216.73 1279.04 1341.23
Skilled Maint. Mech. II 1081.94 1147.30 1212.63 1277.99 1343.31 1407.96
Skilled Maint. Mech. III 1245.35 1320.50 1395.73 1470.92 1545.96 1621.08
BI-WEEKLY SALARIES - 1999
Employees of 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. 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 SALARIES - 2000
The parties shall reopen negotiations for Fiscal Year 2000 salary rates no later than August 1, 1999.
32
•
PARKS AND RECREATION DEPARTMENT
MAINTENANCE EMPLOYEES
APPENDIX F (CON'T)
II
REPRESENTATION
There shall be a steward and an alternate steward, one of which shall be from Addison-Oaks Park. During
the term of this agreement and due to the fact that Addison-Oaks Parks is geographically distant from the other
County parks, the alternate steward shall perform all the duties and functions of a steward.
In matters which require the presence of a union steward it shall be the responsibility of the employer to
arrange for the steward's attendance.
III
TEMPORARY CHANGE OF RATE
In those cases in which the temporary assignment includes taking over the ultimate responsibility inherent
in the higher level job and in which the temporary assignment is for at least one full shift, the base salary rate
will be paid to the employee in the temporary assignment for the time actually worked in the higher
classification, but the increased earnings will not count toward the basis on which service increment pay is
determined.
IV
Movement from the Level I to the Level II in the Groundskeeper series may occur without the need for a
vacancy in the higher classification, after completion of each step in the Groundskeeper I salary range. An
employee will be reclassified from Groundskeeper I to Groundskeeper II when in the sole judgement and
discretion of the employer, his work performance warrants such reclassification.
33
DRAIN COMMISSIONER
APPENDIX G
BI-WEEKLY SALARIES - 1998
The following merit bi-weekly salary schedule shall prevail for the period beginning the first pay period on
or after December 20, 1997:
Classification Base 6 Mo. 1 Year 2 Year 3 Year 4 Year 5 Year
Chemist 1132.73 1201.00 1269.46 1337.88 1406.27 1474.62
Electronics Technician 1030.08 1092.23 1154.54 1216.73 1279.04 1341.23
General Helper 647.81
Laboratory Technician I 889.54 943.27 997.15 1050.92 1104.69 1158.54
Laboratory Technician II 937.00 993.69 1050.38 1106.96 1163.73 1220.27
Maintenance Laborer-Drain 850.16 901.65 953.17 1004.60 1056.09 1107.61
Maintenance Mechanic I 934.02 990.44 1047.00 1103.46 1159.94 1216.45
Maintenance Mechanic II 1015.79 1077.02 1138.54 1199.94 1261.34 1322.49
Meter Mechanic I 889.54 943.27 997.15 1050.92 1104.69 1158.54
Meter Mechanic II 976.72 1035.60 1094.75 1153.79 1212.82 1271.62
Pump Maint. Mech. I 1030.08 1092.23 1154.54 1216.73 1279.04 1341.23
Pump Maint. Mech. II 1132.73 1201.00 1269.46 1337.88 1406.27 1474.62
Sewage Trt Pint Oper I 937.00 993.69 1050.38 1106.96 1163.73 1220.27
Sewage Trt Pint Oper II 1132.73 1201.00 1269.46 1337.88 1406.27 1474.62
Swg Trt Pint Oper Trainee 802.04 850.61 899.22
Skilled Maint. Mech. II 1081.94 1147.30 1212.63 1277.99 1343.31 1407.96
Skilled Maint. Mech. III 1245.35 1320.50 1395.73 1470.92 1545.96 1621.08
Water Meter Technician 937.00 993.69 1050.38 1106.96 1163.73 1220.27
34
A
I 1
DRAIN COMMISSIONER
APPENDIX G (CON'T)
I (CON'T)
DI-WEEKLY SALARIES - 1999
Employees of 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. All such
adjustments shall be applied at the same time and in the same manner as applied to the general non-represented
group.
DI-WEEKLY SALARIES - 2000
The parties shall reopen negotiations for Fiscal Year 2000 salary rates no later than August 1, 1999.
II
REPRESENTATION
There shall be stewards and alternate stewards in accordance with the following formula:
The Sewer and Water Operations Unit employees shall be represented by one (1) steward and one (1) alternate
steward.
In matters which require the presence of a union steward it shall be the responsibility of the employer to
arrange for the steward's attendance.
III
TEMPORARY CHANGE OF RATE
In those cases in which the temporary assignment includes taking over the ultimate responsibility inherent in
the higher level job and in which the temporary assignment is for at least one full shift, the base salary rate will
be paid to the employee in the temporary assignment for the time actually worked in the higher classification but
the increased earnings will not count toward the basis on which service increment pay is determined.
35
Resolution #98202 September 3, 1998
The Chairperson referred the resolution to the Finance Committee. There
were no objections.
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 September 3, 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 this 3rd day of September 1998.
Lynn D. Allen, County Clerk
V
10
Resolution #98202 September 24, 1998
Moved by Law supported by Kaczmar the resolution be adopted.
AYES: Jensen, Johnson, Kaczmar, Kingzett, Law, McCulloch, McPherson,
Millard, Moffitt, Obrecht, Palmer, Schmid, Taub, Wolf, Amos, Coleman, Dingeldey,
Douglas, Garfield, Gregory, Hoffman, Holbert, Huntoon, Jacobs. (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 September 24, 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 this 24th day of September 1998.
(7
. Allen, County Clerk