HomeMy WebLinkAboutResolutions - 1998.09.24 - 25525September 3, 1998
MISCELLANEOUS RESOLUTION #98204
BY: Personnel Committee, Thomas A. Law, Chairperson
IN RE: PERSONNEL DEPARTMENT - 1998 LABOR AGREEMENT FOR CMH EMPLOYEES REPRESENTED
BY THE UNITED AUTOMOBILE, AEROSPACE AND AGRICULTURAL IMPLEMENT WORKERS OF AMERICA
(UAW)
To the Oakland County Board of Commissioners
Chairperson, Ladies and Gentlemen:
WHEREAS the County of Oakland and the United Automobile, Aerospace and
Agricultural Implement Workers of America (UAW), have been negotiating a contract
covering approximately 38 Community Mental Health employees; and
WHEREAS an agreement has been reached for the period January 1, 1998
through October I, 1998; and
WHEREAS this agreement will be extended through January I, 1999 providing
that there is no Board of Commissioners Resolution to transition Oakland County
Community Mental Health to an Authority by October 1, 1998; and
WHEREAS this 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 United Automobile, Aerospace and Agricultural Implement
Workers of America (UAW), covering the period as stated above, 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 unanimously on a roll call vote.
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Summary of Tentative Agreement Between Oakland County and the
United Automobile, Aerospace and Agricultural Implement Workers of America, UAW
Local 889- CMH Non-Clerical Non-Supervisory Professionals
WAGES:
FY 1998 3.5% effective December 20, 1997, for all classifications represented by the Bargaining
Unit.
FY 1999 "me too" with general non-represented employees to be effective at the same time and in
the same manner provided that there is no Board of Commissioners Resolution to
transition Oakland County Community Mental Health to an Authority by October 1, 1998.
BENEFITS:
1998 - All employee benefit modifications implemented on a County wide basis for general non-
represented employees to take effect during 1998 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.
The General Travel Regulation's mileage reimbursement rate shall be $.325 (thirty-two
and a half cents), effective with the execution of this Agreement.
NON-ECONOMIC:
NEW CONTRACT - Language in this contract is generally consistent with the other
Collective Bargaining Agreement between the County and the U.A.W..
DURATION - January 1, 1997 through October 1, 1998. If the Oakland County Board
of Commissioners has not approved a Miscellaneous Resolution creating a Community
Mental Health Authority to be effective by October 1, 1998, the contract shall be extended
through January 1, 1999, and shall expire on that date.
NON-CONTRACTUAL:
The employer agrees to implement the department's seven (7) requests for early merit
increases which were received during negotiations for those employees represented by the
bargaining unit.
As a result of this contract settlement the union agrees to withdraw Michigan Employment
Relations Commission complaints C98 F-116 and C98 D-100.
Summary of Tentative Agreement Between Oakland County and the
United Automobile, Aerospace and Agricultural Implement Workers of America, UAW
Local 889- CMH Non-Clerical Non-Supervisory Professionals
WAGES:
FY 1998 3.5% effective December 20, 1997, for all classifications represented by the Bargaining
Unit.
FY 1999 "me too" with general non-represented employees to be effective at the same time and in
the same manner provided that there is no Board of Commissioners Resolution to
transition Oakland County Community Mental Health to an Authority by October 1, 1998.
BENEFITS:
1998 - All employee benefit modifications implemented on a County wide basis for general non-
represented employees to take effect during 1998 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.
The General Travel Regulation's mileage reimbursement rate shall be $.325 (thirty-two
and a half cents), effective with the execution of this Agreement.
NON-ECONOMIC:
NEW CONTRACT - Language in this contract is generally consistent with the other
Collective Bargaining Agreement between the County and the U.A.W..
DURATION - January 1, 1997 through October 1, 1998. If the Oakland County Board
of Commissioners has not approved a Miscellaneous Resolution creating a Community
Mental Health Authority to be effective by October 1, 1998, the contract shall be extended
through January 1, 1999, and shall expire on that date.
NON-CONTRACTUAL:
The employer agrees to implement the department's seven (7) requests for early merit
increases which were received during negotiations for those employees represented by the
bargaining unit.
As a result of this contract settlement the union agrees to withdraw Michigan Employment
Relations Commission complaints C98 F-116 and C98 D-100.
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: United Automobile, Aerospace and Agricultural Implement
Workers of America, UAW (CMH Non-Clerical Non-Supervisory
Professionals)
Enclosed for your files, please find a copy of the Collective
Bargaining Agreement with the County of Oakland, and the United
Automobile, Aerospace and Agricultural Implement Workers of
America, UAW (CMH Non-Clerical Non-Supervisory Professionals).
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
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EXECUTIVE OFFICE BUILDING 34 EAST • 1200 N TELEGRAPH RD DEPT 440 • PONTIAC MI 48341-0440 • (248) 858-0530 • FAX (248) 858-1511
TI IE COUNTY OF OAKLAND
COMMUNITY MENTAL I lEALTI I
AND
og 1 11'1
UNITED AUTOMOBILE, AEROSPACE AND AGRICULTURAL IMPLEMENT
WORKERS OF AMERICA, UAW
(CMH Non-Clinical Non-Supervisory Professionals)
Collective Barg,aining llnit
1998
AGREEMENT
This agreement is made and entered into on this aq4L day of (z.p.Vki,-4,644.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 Unit of Local 889
of the United Automobile , Aerospace and Agricultural Implement Workers of America, UAW,
hereinafter referred to as the "Union". It is the desire of both parties to this agreement to continue
to work harmoniously and to promote and maintain high standards, between the Employer and
employees, which will best serve the citizens of Oakland County.
I. RECOGNITION
The Employer recognizes the Union as the exclusive representative of the following
employees, for the purposes of collective bargaining with respect to rates of pay, wages, hours of
employment and other terms and conditions of employment, in the following bargaining unit for
which they have been certified, and in which the Union is recognized as collective bargaining
representative, subject to and in accordance with the provisions of Act 336 of the Public Acts of
1947, as amended:
All full-time and part-time eligible Quality Assurance Analysts, Contract Coordinators,
Recipient Rights Advisors, Recipients Rights Specialists, Program Developers, Property
Management Technicians, Program Evaluation Analysts, Administrative Assistant to the
CMH Medical Director, Financial Analysts I, II & III, Recreation Specialists, CMH-Training
Specialist and Ombudsperson in Oakland County Community Mental Health excluding
Supervisors, Confidentials, Administrative Assistant to the Director, Community Mental
Health Board Coordinator and all other employees.
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II. MANAGEMENT RESPONSIBILITY
The right to hire, promote, discharge or discipline for just cause , and to maintain discipline
and efficiency of employees, is the sole responsibility of the Employer except that union members
shall not be discriminated against as such.
In addition, the work schedules, methods and means for departmental operation are solely
and exclusively the responsibility of the Employer, subject, however, to the provisions of this
agreement.
III. DUES CHECK-OFF
(a) The Employer agrees to deduct the Union membership initiation fee and dues, once each
month, from the pay of those employees who individually authorize in writing that such deductions
be made. All authorizations delivered to the Employer prior to the first day of the month shall
become effective during that succeeding month. Check-off monies will be deducted from the second
paycheck of each month and shall be remitted together with an itemized statement to the Union,
within fourteen (14) days after the deductions have been made.
(b) An employee shall cease to be subject to check-off deductions beginning with the month
immediately following the month he/she is no longer a member of the bargaining unit. Any
employee may voluntarily cancel or revoke the Authorization for Check-off deduction upon written
notice to the Employer and the Union. Such voluntary withdraw from payroll deduction of Union
dues may only occur during the 15 days immediately prior to the expiration of the contract.
(c) The Union will protect and save harmless the Employer from any and all claims,
demands, suits and other forms of liability by reason of action taken by the Employer for the purpose
of complying with this section.
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(d) In the event that any other represented unit, other than a unit containing employees
eligible for Act 312 Police/Fire Compulsory Arbitration or employees whose designated employer
is other than the Oakland County Executive, negotiates a contract with the County of Oakland
containing any form of Union security, the same right will automatically be given to the unit covered
under this agreement.
IV. REPRESENTATION
Section 1
There shall be a unit chairperson and an alternate unit chairperson. There shall be one
steward and one alternate steward who shall serve in the absence of a regular steward.
The steward or alternate will be permitted to leave work, after obtaining approval of their
respective supervisor and recording their time, for the purpose of adjusting grievances in accordance
with the grievance procedure and for reporting to grievants a change in status of their grievance.
Permission for the steward to leave their work station will not be unreasonably withheld. The
privilege to leave their work during working hours, without loss of pay, is extended with the
understanding that the time will be devoted to the prompt handling of grievances and will not be
abused, and that they will continue to work at their assigned jobs at all times except when permitted
to leave their work to handle grievances. The unit chairperson shall be afforded the opportunity to
attend Step 3 (Grievance Committee) or Step 4 meetings without loss of time or pay after obtaining
approval from their supervisor and recording their time.
The I Tnion will furnish the Fit -11110)7er with the names of its authorized representatives who
are employed within the Unit and such changes as may occur from time to time so that the Employer
may at all times be advised as to the authority of the individual representative of the Union with
which it may be dealing.
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Section 2
Members of the bargaining unit shall not solicit grievances from other members. (This shall
not be construed as prohibiting stewards from advising members related to contract interpretation.)
V. GRIEVANCE PROCEDURE
The Employer and the Union support and subscribe to an orderly method of adjusting
employee grievances. To this end, the Employer and the Union agree that employees should first
bring their problem or grievance to the attention of their immediate supervisor, with or without the
presence of their steward within ten (10) days (excluding Saturday, Sunday and Holidays) of the
occurrence or within ten (10) days (excluding Saturday, Sunday and Holidays) after the Union or
the aggrieved becomes aware of the cause for complaint. The immediate supervisor shall attempt
to resolve the grievance informally. Dismissals, suspensions, demotions, and disciplinary actions
of any type shall only be subjects for the grievance procedure.
Step 1
If the grievance is not settled informally, it shall be discussed with the steward and shall be
reduced to writing by the steward and submitted to the Administrator/Chief or designee within five
(5) days (excluding Saturday, Sunday and Holidays) of the informal discussion.
Step 2
The written grievance may be discussed between the steward and the Administrator/Chief
or designee if so desired. The Administrator/Chief or designee will attempt to adjust the matter and
will give a written decision within ten (10) (lays (excluding Saturday, Sunday and llolidays) of'
receipt of the written grievance.
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Step 3
Any grievance not settled at Step 2 may be submitted to the next meeting of the grievance
committee. The Union grievance committee members shall consist of the unit chairperson and the
steward who wrote the grievance. An officer of the local union may also attend the grievance
committee meeting. The Employer's grievance committee members shall consist of the Deputy
Director-Community Mental Health/or designee, and the Deputy Director of Personnel/or designee.
Any grievance not submitted to the next grievance committee meeting, by written notification to the
Employer within five (5) days (excluding Saturday, Sunday and Holidays) of the Employer's
written decision, shall be considered dropped.
Step 4
If the grievance is not settled at Step 3, the International Representative may schedule a
meeting with the grievance committee within ten (10) days (excluding Saturday, Sunday and
Holidays) of the written notification of the Step 3 meeting to attempt to resolve the grievance.
Step 5
Any matter not settled in Step 3 or Step 4 of the grievance procedure may be submitted to
final and binding arbitration by either of the parties. A request for arbitration must be submitted by
written notice within fifteen (15) days (excluding Saturday, Sunday and Holidays) of the Employer's
written response following the Step 3 grievance committee meeting or within ten (10) days
(excluding Saturday, Sunday and 1-lolidays) of the Step 4 meeting if scheduled.
An arbitrator will be utilized from a rotating list agreed to by the parties.
The arbitrator shall have no power or authority to add to, subtract from, alter or modify the
terms of this agreement, or set a wage rate.
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The arbitrator will render a decision in Writing Within (30) calendar days of the hearing or
after receipt of post-hearing briefs. The decision of the arbitrator will be final and binding on the
parties, and may be enforced in any court of competent jurisdiction.
The parties will bear their own expenses individually and share in the arbitrator's fees and
expenses equally. Neither party shall be responsible for the expense of witnesses called by the other.
Any grievance not appealed, from a decision in one of the steps of the grievance procedure,
to the next step as prescribed, shall be considered dropped and the last decision final and binding,
except that time limits may be extended by mutual agreement of the parties. In the event that the
Employer shall fail to supply the Union with its answer to the particular step within the specified
time limits, the grievance shall be deemed automatically positioned for appeal at the next step with
the time limit for exercising said appeal commencing with the expiration of the grace period for
answering. Unless specified otherwise, time limits herein shall consist of County work days Monday
through Friday.
VI. SPECIAL CONFERENCES
Special conferences for important matters may be arranged at a mutually convenient time
between the Union and the Employer upon the request of either party and shall be held as soon as
practicable. Such meetings shall be between at least two representatives of the Employer and no
more than two bargaining unit representatives and the International Representative and/or an officer
of the Local Union. Arrangements for such special conferences shall be made in advance and an
agenda or the matters to be taken up at the meeting shall be presented at the time the conference is
requested. Matters taken up in special conferences shall be confined to those included in the agenda.
The members of the bargaining unit shall not lose time or pay for the time spent in such special
conferences. The Special Conference Provision may be used as a Ibrum for the Union to meet with
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the Employer to discuss matters related to promotion and transfers. Matters related to promotion and
transfers shall not be grievable.
VII. SENIORITY
New employees may acquire seniority by working six (6) continuous months, in which event
the employee's seniority will date back to the date of hire into the Community Mental Health
Department. When employees acquire seniority, their name shall be placed on the seniority list, in
the order of their seniority date.
An up-to-date seniority list shall be furnished to the Union every six (6) months.
Employees shall lose their seniority for the following reasons:
(a) If the employee resigns or retires;
(b) If the employee is discharged, and not reinstated;
(c) If the employee is absent from work for three (3) working days, without properly
notifying the Employer, unless a satisfactory reason is given;
(d) If the employee does not return to work at the end of an approved leave;
(e) If the employee does not return to work when recalled from a layoff.
Employees transferred out of the bargaining unit and thereafter are transferred back into the
bargaining unit shall have the amount of seniority they had at the time of the transfer.
VIII. LAYOFF AND RECALL
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, based on capability of perlbrming
available jobs and shall be recalled in the inverse order. (Refer to Rule #9, Oakland County Merit
System Handbook) All employees so laid off shall be offered the opportunity of recall for a period
equal to their length of service but not to exceed three (3) years, prior to the hiring of any new
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employees. An employee must respond in writing to the Employer, within three (3) days of receipt
of notice indicating intent to work within five (5) days of receipt of notice. A certified letter sent to
the employee's last known address shall constitute proper notice. Failure to return within said five
(5) day period shall waive further rights to recall under this rule.
Section 2
Superseniority - The Unit Chairperson of the bargaining unit shall be considered as having
more seniority than any other bargaining unit employee for the purpose of layoff and recall. He/She
shall be the last to be laid off in their classification for lack of work or lack of funds and the first to
be recalled to work in their classification following such layoff providing the employee has Merit
System status in a classification with equal or lower maximum salary, they meet the minimum
qualifications of the position into which they are being placed and have the present ability to perform
the available work without additional training. This provision shall not result in an employee being
placed into a higher classification than the classification in which the employee held status at the
time of the layoff.
IX. PROMOTIONS AND TRANSFERS
Section I
(a) Promotions made within the bargaining unit shall be carried out in a manner consistent
with the provisions of the Oakland County Merit System.
(b) The Employer will notify the Unit Chairperson and post on the Bulletin Boards notice
of new positions or vacancies in existing positions in or out of the bargaining unit, for a period of
five (5) days, Saturdays, Sundays and holidays excluded.
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X. GENERAL CONDITIONS
Section 1
When any position not listed on the wage schedule is filled or established that fits the unit
community of interest, the position will be added to the bargaining unit. The County may designate
a job classification and rate structure for the position. The County shall notify the Union at such
time as the new classification is established. In the event the Union does not agree that the
classification, rate or structure are proper, the Union shall have the right to submit the issue as a
grievance through the grievance procedure within a three (3) month period following notification.
Section 2
Employees elected to any permanent full-time Union office or selected by the Union to do
work, which takes them from their employment with the County, shall at the written request of the
Union be granted a leave of absence without pay. The leave of absence shall not exceed two (2)
years, but it shall be renewed or extended for a similar period at any time upon the written request
of the Union. It is understood that the Employer will not be required a grant a leave of absence under
this provision of the agreement if it causes a hardship upon the efficient operation of the Department.
The Department shall not unreasonably withhold its approval of this leave.
Section 3
The Employer may in its sole judgment and discretion decide to permit early merit increases
ahead of the schedule provided in this Agreement. Such early merit increases shall be recommended
by the Department IIead and be subject to approval by the Finployee 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.
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Section 4
The Employer will provide the Union with a roster of bargaining unit employees in
December of each contract year. Said roster shall include the following information: name of
employee, classification, step in salary range, and current salary rate.
Section 5
Any overtime eligible 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.)
Section 6
The Employer shall allow the Union use of the County e-mail system to send notices from
the unit chairperson to Union members. Such notices must be approved by the CMII Deputy
Director prior to sending. Said notices shall be restricted to:
(a) Notices of Union meetings
(b) Notices of Union elections
(c) Notices of results of Union elections and Union appointments
(d) Notices of Union recreational or social affairs
(e) Other notices of bona fide Union affairs, which are not political or libelous in nature
XI. MAINTENANCE OF CONDITIONS
Wages, hours and conditions of employment in effect at the execution of this agreement shall,
except as improved herein, be maintained during the term of this agreement. No employee shall
suffer a reduction in such benefits as a consequence of the execution of this agreement except that
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some benefits may be increased or decreased in the process of negotiations between the parties and
made part of the final agreement.
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, except those excluded by
this Agreement, are incorporated herein by reference and made a part hereof to the same extent as
if they were specifically set forth.
XIII. ECONOMIC MATTERS
The Agreement between the parties on economic matters are set forth in the Appendices
attached hereto and are incorporated into this collective bargaining agreement, subject to the terms
and conditions thereof.
XIV. NO STRIKE-NO LOCKOUT
Under no circumstances will the Union cause or take part in, any strike, sitdown, stay-in or
slowdown or any violation of any State Law. In the event of work stoppage or other curtailment, the
Union shall immediately instruct the involved employees in writing, that their conduct is in violation
of the contract and that all such persons shall immediately cease the offending conduct. The
Employer shall not lock out the employees during the term of this agreement.
XV. DURATION
This Agreement shall remain in full force and effect from January 1, 1998, to midnight,
October 1, 1998. If the Oakland County Board of Commissioners has not approved a Miscellaneous
Resolution creating a Community Mental Health Authority to be effective by October 1, 1998, the
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COUNTY OF OAKLAND, a Michigan
Constitutional Cooration
och, Chairperson
FRANK MON G7INT' - REP-
R UBEN TURNER,B
By
IDENT LOCAL 889 John P.
CHOLS I BARG. CHAIR
GLENN -jACKAN7IBARG . COMMITTEE
contract shall be extended through January 1, 1999, and shall expire at midnight on that 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 for continued application.
United Automobile, Aerospace and
Agricultural Implement Workers
of America, UAW
c)Na-kA-
NATE GOODEN /DIRECTOR REGION 1
OAKLAND COUNTY EXECUTIVE
L. Brogis Patterson, County Executive
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CMH - NON-CLINICAL NON:SUPERVISORY PROFESSIONALS
APPENDIX A
BI-WEEKLY WAGES - 1998
The following Bi-Weekly Salary Schedule shall become effective December 20, 1997:
Base 1 Year 2 Year 3 Year 4 Year 5 Year
Adm Asst to the CMH Med Director 1598.31 1697.88 1797.54 1897.08 1996.69 2096.38
CMH Training Specialist 1369.23 1451.77 1534.46 1617.04 1699.58 1782.12
Contract Coordinator 1369.23 1451.77 1534.46 1617.04 1699.58 1782.12
Financial Analyst I 1245.35 1320.50 1395.73 1470.92 1545.96 1621.08
Financial Analyst II 1441.77 1529.58 1617.46 1705.38 1793.27 1881.12
Financial Analyst III 1517.92 1611.50 1704.96 1798.62 1892.15 1985.69
Ombudsperson 1369.23 1451.77 1534.46 1617.04 1699.58 1782.12
Program Developer 1441.77 1529.58 1617.46 1705.38 1793.27 1881.12
Program Evaluation Analyst 1369.23 1451.77 1534.46 1617.04 1699.58 1782.12
Property Management Technician! 1132.73 1201.00 1269.46 1337.88 1406.27 1474.62
Property Management Technician!! 1369.23 1451.77 1534.46 1617.04 1699.58 1782.12
Quality Assurance Analyst 1369.23 1451.77 1534.46 1617.04 1699.58 1782.12
Recipient Rights Advisor 1245.35 1320.50 1395.73 1470.92 1545.96 1621.08
Recipient Rights Specialist 1369.23 1451.77 1534.46 1617.04 1699.58 1782.12
Recreation Specialist 1030.08 1092.23 1154.54 1216.73 1279.04 1341.23
111-WEEKLY WAGES - 1999
Employees of this bargaining unit shall be entitled to receive the same general increase as approved by the
Oakland County Board of Commissioners for fiscal year 1999 for general non-represented employees provided
that there is no Board of Commissioners Resolution to transition Oakland County Community Mental Health to
an Authority to be effective by October 1, 1998. Such adjustments, if applicable, shall be applied at the same time
and in the same manner as applied to the general non-represented group for fiscal year 1999.
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•
CMII - NON-CLINICAL NON:SUPERVISORY PROFESSIONALS
APPENDIX B
For the following fringe benefits refer to the Oakland County Employee's Handbook:
1. Injury on the Job
2. Holidays
3. Leave of Absence
4. Death Benefits
5. Longevity
6. Medical and Master Medical Coverage
7. Sick Leave
8. Retirement
9. Annual Leave
10. Income Continuation Coverage
11. Dental Coverage
12. Tuition Reimbursement
Benefits - 1998
The fringe benefits shall continue in effect as modified and described in the Oakland County Employee's
Handbook. All employee benefit modifications implemented on a County wide basis to general non-represented
employees to take effect during, 1998 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.
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MILEAGE
The General Travel Regulation's mileage reimbursement rate shall be $.325 (thirty-two and a half cents).
Employees required to drive their personal vehicle on official County business shall receive mileage
reimbursement in accordance with current Board of Commissioner approved Travel Regulations. Should any other
represented unit receive improvements to the Mileage Reimbursement Rate during the term of this Agreement,
the improvement shall be applied to members of this unit at the same time and in the same manner as applied to
other units.
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// I I •
Resolution #98204 September 3, 1998
The Chairperson referred the resolution to the Finance Committee. There
were no objections.
kol 4 •
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0 i a
FISCAL NOTE (M.R.#98204) September 24, 1998
BY: FINANCE COMMITTEE - SUE ANN DOUGLAS, CHAIRPERSON
IN RE: PERSONNEL DEPARTMENT - 1998 LABOR AGREEMENT FOR CMH EMPLOYEES REPRESENTED
BY THE UNITED AUTOMOBILE, AEROSPACE AND AGRICULTURAL IMPLEMENT WORKERS OF AMERICA
(UAW)
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 resolution approves the contract between the County of Oakland
and the United Automobile, Aerospace and Agricultural Implement
Workers of America (UAW), covering approximately 38 Oakland County
Community Mental Health employees.
2. The contract covers the period of January 1, 1998 through October 1,
1998 and will be extended through January 1, 1999 providing that
there is not a transition of CMH from the County of Oakland to an
Authority prior to that date.
3. Funding for the wage increases that accompany this contract, which
amounts to approximately $40,400 annually, have previously been
incorporated into the Community Mental Health Budget.
4. Amendments to the Biennial Budget are not necessary at this time.
FINANCE COMMITTEE
FINANCE COMMITTEE VOTE:
Motion carried unanimously on a roll call vote with Garfield
absent.
I • •
Resolution #98204 September 24, 1998
Moved by Law supported by Kingzett the resolution be adopted.
AYES: Kaczmar, Kingzett, Law, McCulloch, McPherson, Millard, Moffitt,
Obrecht, Palmer, Schmid, Taub, Wolf, Amos, Coleman, Dingeldey, Douglas, Garfield,
Gregory, Hoffman, Holbert, Huntoon, Jacobs, Jensen, Johnson. (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_Septeli4gw 1998.
4711-4_e.
D. Allen, County Clerk