HomeMy WebLinkAboutResolutions - 1999.12.16 - 256664
December 16, 1999
MISCELLANEOUS RESOLUTION #99320
BY: Personnel Committee, Thomas Law, Chairperson
IN RE: PERSONNEL DEPARTMENT - FISCAL YEAR 2000 - 2002 LABOR AGREEMENT FOR
EMPLOYEES REPRESENTED BY AMERICAN FEDERATION OF STATE, COUNTY, AND MUNICIPAL
EMPLOYEES (AFSCME) LOCAL 2437
To the Oakland County Board of Commissioners
Chairperson, Ladies and Gentlemen:
WHEREAS the County of Oakland and AFSCME Local 2437, have been negotiating
a contract covering approximately 142 Probate Court employees ; and
WHEREAS a 3-year agreement has been reached for the period October 1, 1999
through September 30, 2002, 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 Board of Commissioners approves the
proposed agreement between the County of Oakland and AFSCME Local 2437, covering
the period of October 1, 1999, through September 30, 2002, 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
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4.4tIvi
Personnel Committee Vote:
Motion carried on unanimous roll call vote
COAKLAND7 L. BROOKS PATTERSON, OAKLAND COUNTY EXECUTIVE
COUNTY MICHIGAN
DEPARTMENT Of PERSONNEL 00 AP - 18 A9 Judith Eaton, Director
!1'
I LE U1 r
TO: William Caddell, Clerk/Register
FROM: Thomas R. Eaton, Deputy Director of Personnel
DATE: February 1, 2000
SUBJECT: American Federation of State, County and Municipal Employees,
AFL-CIO Council 25
Enclosed for your files, please find a copy of the Collective Bargaining
Agreement with the County of Oakland and the Oakland County Probate Court
representing the Account Clerk I & II, Case Management Coordinator,
Cashier, Child Welfare Worker I & II, Clerk I, II & III, Court Service
Officer I & II, Deputy Probate Register I & II, General Clerical, Office
Leader, Probate Court Reporter I & II, Production Typist, Secretary I,
Stenographer T & II and Typist I & II. This collective bargaining
agreement was passed at the December 16, 1999 Board of Commissioners
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) 975-9742
,
FISCAL NOTE (Misc. #99320) December 16, 1999
By: FINANCE COMMITTEE, SUE ANN DOUGLAS, CHAIRPERSON
IN RE: PERSONNEL DEPARTMENT - FISCAL YEAR 2000-2002 LABOR AGREEMENT FOR
EMPLOYEES REPRESENTED BY AMERICAN FEDERATION OF STATE, COUNTY, AND MUNICIPAL
EMPLOYEES (AFSCME) LOCAL 2437
TO THE OAKLAND COUNTY BOARD OF COMMISSIONERS
Chairperson, Ladies and Gentlemen:
Pursuant to Rule XII-C of this Board, the Finance Committee has reviewed
the above referenced resolution and finds:
1. Oakland County and the American Federation of State, County and
Municipal Employees. Local 2437 have negotiated a three-year
contract for approximately 142 Probate Court employees.
2. The contract is for the period covering October 1, 1999 through
September 30, 2002.
3. The contract is a "me too" with general non-represented employees
covering fiscal years 2000, 2001 and 2002 for wages and benefits.
4. The cost for FY 2000 is approximately $175,600 for salaries and
$46,000 for fringe benefits, for a total of $221,600.
5. The 2000 Adopted Budget includes the funding, therefore, no budget
amendments are required.
FINANOt COMMITTEE
FINANCE COMMITTEE VOTE:
Motion carried unanimously on a roll call vote with Coleman
absent.
December 16, 1999 Resolution #99320
Moved by Taub supported by Patterson the resolutions on the Consent Agenda
be adopted (with accompanying reports being accepted). The Chairperson stated
that General Government Committee, item a and Public Services Committee, item f
were being moved to the Regular Agenda.
AYES: Appel, Causey-Mitchell, Colasanti, Coleman, Dingeldey, Douglas,
Galloway, Garfield, Gregory, Jensen, McCulloch, McPherson, Melton, Millard,
Moffitt, Obrecht, Palmer, Patterson, Schmid, Sever, Suarez, Taub, Amos. (23)
NAYS: None. (0)
A sufficient majority having voted therefor, the resolutions on the
Consent Agenda were adopted (with accompanying reports accepted).
STATE OF MICHIGAN)
COUNTY OF OAKLAND)
I, G. William Caddell, Clerk of the County of Oakland, do hereby certify that the
foregoing resolution is a true and accurate copy of a resolution adopted by the
Oakland County Board of Commissioners on December 16, 1999 with the original
record thereof now remaining in my office.
In Testimony Whereof, I have hereunto set my hand an affixed the seal of the
County of Oakland at Pontiac, Michigan this 166 da of Decemb9xl, 1999.
Vit.
G. William Caddell, County Clerk
OAKLAND COUNTY PROBATE COURT
AND
THE AMERICAN FEDERATION OF STATE, COUNTY
AND MUNICIPAL EMPLOYEES, AFL-CIO COUNCIL 25
COLLECTIVE BARGAINING AGREEMENT
1999 - 2002
AGREEMENT
/ L411 Agreement entered into this / (.0 day ofh26207Z.er 1 91by and between
Oakland County Probate Court (hereinafter referred to as the "Employer") and Council
25 and its affiliated Local Union, No. 2437, AMERICAN FEDERATION OF STATE,
COUNTY AND MUNICIPAL EMPLOYEES, AFL-CIO, (hereinafter jointly referred to
as the "Union" and individually referred to as the Local Union Number).
I. RECOGNITION
The Employer recognizes the Union as the exclusive representative of the
employees of the Oakland County Probate Court for the purposes of collective bargaining
with respect to rates of pay, wages, hours of employment and other terms and conditions
of employment and other terms and conditions of employment, in the following
bargaining unit for which they have been certified, and in which the Union is recognized
as collective bargaining representative, subject to and in accordance with the provisions
of Act 336 of the Public Acts of 1947 and Act 379 of the Public Acts of 1965.
All employees of the Oakland County Probate Court excluding confidential
employees, professional employees, executives and supervisors.
PURPOSE AND INTENT
The general purpose of the Agreement is to set forth certain terms and conditions
of employment, and to promote orderly and peaceful labor relations for the mutual
interest of the Employer, its employees and the Union.
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The parties recognize that the interest of the community and the job security of
the employees depend upon the Employer's success in establishing, and the Union's
success in rendering proper services to the public.
To these ends, the Employer and the Union encourage to the fullest degree
friendly and cooperative relations at all levels and among all employees.
The parties recognize that the Employer is legally and morally obligated to
guarantee to all citizens a fair and equal opportunity for employment, and to these ends
agree that no person shall be denied employment or membership in the Union, nor in any
way be discriminated against because of sex, age, race, color, creed, national origin,
political or religious beliefs.
III. MANAGEMENT RIGHTS
The rights to hire, promote, discharge or discipline for just cause, and to maintain
discipline and efficiency of employees, is the sole responsibility of the Employer except
that Union Members shall not be discriminated against as such. In addition, the work
schedules, methods and means of department operations are solely and exclusively the
responsibility of the Employer, subject, however, to the provisions of this Agreement.
IV. ADOPTION BY REFERENCE OF RELEVANT PERSONNEL POLICIES
All benefits and policies provided for in the Oakland County Merit System, which
incorporates the Oakland County Merit System Rule Book, as amended or changed from
time to time by resolution of the Oakland County Board of Commissioners, are
incorporated herein by reference and made a part hereof to the same extent as if they
were specifically set forth, except to the extent that any such benefits and policies are
inconsistent with this Agreement.
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V. AID TO OTHER UNIONS
Section 1.
The Employer agrees and shall cause its designated agents not to aid, promote, or
finance any other labor group or organization which purports to engage in collective
bargaining or to make any agreement with any such organization or group for the purpose
of undermining the Union.
Section 2.
The Union agrees not to make agreements with any other union for the purpose of
coercing the Employer.
VI. DUES CHECK-OFF
(a) The Employer agrees to deduct the union membership initiation fee and
dues once each month, from the pay of those employees who individually authorize in
writing that such deductions be made. All authorizations delivered to the Employer prior
to the first day of the month shall become effective during that succeeding month.
Check-off monies will be deducted from the second paycheck of each month and shall be
remitted together with an itemized statement to the local treasurer, within fourteen (14)
days after the deductions have been made.
(b) An employee shall cease to be subject to check-off deductions beginning
with the month immediately following the month in which he/she is no longer a member
of the bargaining unit. However, an employee shall continue to be subject to check-off
deductions which are authorized when the employee may be transferred from this
bargaining unit to another bargaining unit represented by Local 2437, Council 25,
American Federation of State, County and Municipal Employees.
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(c) Any employee may voluntarily cancel or revoke the Authorization for
Check-Off deduction upon written notice to the Employer and the Union. Such
Voluntary withdrawal from payroll deduction of Union Dues may only occur during the
period December 16 through December 31 of any calendar year.
(d) The union will protect and save harmless the Employer from any and all
claims, demands, suits and other forms of liability by reason of action taken by the
Employer for the purpose of complying with this section.
VII. NO STRIKE — NO LOCKOUT
Under no circumstances will the Union cause or authorize or permit its members
to cause, nor will any member of the bargaining unit take part in, any strike, sit down,
stay-in or slowdown or any violation of any State law. In the event of a work stoppage or
other curtailment, the Union shall immediately instruct the involved employees both
verbally and in writing, with copies to the employer, that their conduct is in violation of
the contract and that all such persons shall immediately cease the offending conduct.
The Employer will not lockout any employees of the bargaining unit during the
term of this Agreement.
VIII. BASIS OF REPRESENTATION
Section 1.
There shall be one steward and an alternate steward who must come from the unit
they represent.
Stewards will be released from their work, after obtaining approval of their
respective supervisors and recording their time, for the purpose of adjusting grievances in
accordance with the grievance procedures and for reporting to the grievant a change in
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status of his/her grievance. Approval for stewards to leave their work stations will not be
unreasonably withheld. Stewards will report their time to their supervisor upon returning
from a grievance discussion.
The privilege of stewards to leave their work during working hours, without loss
of pay, is extended with the understanding that the time will be devoted to the prompt
handling of grievances and will not be abused, and that they will continue to work at their
assigned jobs at all times except when permitted to leave their work to handle grievances.
Section 2.
There shall also be one Chief Steward and one alternate Chief Steward.
Section 3.
There shall be a Grievance Committee consisting of three (3) members of the
represented group, certified in writing to the Employer. Either the Local President or
Chief Steward, or both, upon sufficient notice to the Employer, may substitute for a
member or members of the Grievance Committee.
The Employer shall meet whenever necessary, at a mutually convenient time,
with the union grievance committee. The purpose of grievance committee meetings will
be to adjust pending grievances, and to discuss procedures for avoiding future grievances.
In addition, the committee may discuss with the Employer other issues which would
improve the relationship between the parties.
Section 4. — Bargaining Committee
The number on the Union Bargaining Committee will be limited to three (3). It is
agreed that members of the Bargaining Committee shall be compensated for sixty (60)
hours of collective bargaining time, including caucus time of either party, such
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compensation to begin when the parties commence negotiating for modification of this
agreement pursuant to part XIX. Any time spent on collective bargaining beyond the
sixty (60) hours will be on the employee's own time and during normal court hours.
Collective bargaining begins when Management (the employer) is at the table.
IX. GRIEVANCE PROCEDURE
Section 1.
The Employer and the Union support and subscribe to an orderly method of
adjusting employee grievances. To this end, the Employer and the Union agree that an
employee should first bring a problem or grievance to the attention of his/her immediate
supervisor, with or without the steward, and an attempt will be made to resolve the
grievance informally. In the event the steward is called, the employee shall be released
from his/her job duties as soon as possible, and in any event, no later than the beginning
of the employee's shift the next day. The supervisor, the employee and the steward shall
meet simultaneously in an attempt to resolve the matter. Dismissals, suspensions,
demotions and disciplinary actions of any type shall be subjects for the grievance
procedure and shall not be matters for the Personnel Appeal Board.
Step 1
If the grievance is not settled informally between the employee and his/her
immediate supervisor, the employee shall have the right to discuss the grievance with
his/her steward. If, in the steward's opinion, proper cause for the complaint exists, the
Union shall have the right to submit a written grievance on the complaint to the
immediate supervisor within ten (10) days (excluding Saturday, Sunday and holidays).
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I.
The written grievance must be signed by the employee and his/her steward and receipt
acknowledged by the employee's immediate supervisor.
Step 2
The Employer will give its written reply within ten (10) days (excluding Saturday,
Sunday and holidays) of receipt of the written grievance.
Step 3
A grievance not settled at Step 2 may be submitted to the Grievance Committee
within five days (excluding Saturday, Sunday and holidays) of the date of the receipt of
the written reply. Any grievance not submitted to the Grievance Committee by written
notification to the Employer within five days shall be considered dropped. A meeting on
the grievance shall be held by the Grievance Committee within ten (10) days (excluding
Saturday, Sunday and holidays) unless the time is extended by mutual agreement of both
parties.
Step 4
Any matter not settled in Step 3 of the grievance procedure may be submitted to
final and binding arbitration by either of the parties. A request for arbitration must be
submitted by written notice to the other party within fifteen (15) days (excluding
Saturday, Sunday and holidays) after the Grievance Committee meeting. Expenses for
arbitration shall be borne equally by both parties.
An arbitrator will be utilized from a rotating list agreed to by the parties. The
arbitrator shall have no power or authority to add to, subtract from, alter or modify the
terms of this agreement, or set a wage rate.
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Section 2.
The time limits specified hereinafter for movement of grievance through the
process shall be strictly adhered to. In the event that a grievance is not appealed within
the particular specified time limit, it shall be deemed to be settled on the basis of the
Employer's last answer. In the event that the Employer shall fail to supply the Union
with its answer to the particular step within the specified time limits, the grievance shall
be deemed automatically positioned for appeal at the next step with the time limit for
exercising said appeal commencing with the expiration of the grace period for answering.
Section 3.
All specified time limits herein shall consist only of Probate Court work days
Monday through Friday.
Section 4.
Each grievance shall have to be initiated within ten (10) days (excluding
Saturday, Sunday and holidays) of each occurrence of the cause of complaint or, if
neither the aggrieved nor the Union had knowledge of said occurrence at the time of its
happening, then within ten (10) days (excluding Saturday, Sunday and holidays) after the
Union or the aggrieved becomes aware of the cause for complaint.
X. BULLETIN BOARD
The employer shall assign appropriate space on bulletin boards which shall be
used by the Union for posting notices, bearing the written approval of the president of the
Union local, which shall be restricted to:
(a) Notices of Union recreational and social affairs;
(b) Notices of Union elections;
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(c) Notices of Union appointments and results of Union elections;
(d) Notices of Union meetings;
(e) Other notices of bona fide Union affairs which are not vulgar, obscene,
political or libelous in nature.
XI. SENIORITY
New employees may acquire seniority by working six (6) continuous months, in
which event the employee's seniority will date back to date of hire into the Court,
excluding time worked outside the Court with the exception noted below. When the
employee acquires seniority, their name shall be placed on the seniority list, in the order
of their seniority date.
Exception. For employees hired or transferred to the Court prior to 1/1/90,
seniority for purposes of establishing layoff priority shall include the total time period in
which the employee performed work within Probate Court, Children's Village, and Camp
Oakland prior to 1/1/90. This combined seniority can be utilized during the period of any
layoff as described in Article XII (a).
An up-to-date seniority list shall be furnished to the Union every six (6) months.
An employee 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) consecutive working
days, without properly notifying the Employer, unless a satisfactory
reason is given;
(d) If the employee does not return to work at the end of an approved leave;
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(e) If the employee does not return to work when recalled from a layoff
except that, an employee shall not lose seniority if within three (3) days of
receipt of notice of recall to work, he or she gives a written notice to the
Employer of their intent to return to work within five (5) days of the
receipt of such notice and does return within the five (5) day period.
Consideration may be given by the Employer of reasons given by the
employee who has given notice but fails to return within the five (5) day
period.
XII. LAYOFF, RECALL, AND TRANSFERS
(a) If and when it becomes necessary for the Employer to reduce the number
of employees in the work force, the employees will be laid off in reverse
order of their seniority, based on capability of performing available jobs
and shall be recalled in the order of their seniority.
(b) The Court agrees to notify the Union and its Council 25 when the
employer's decision is made of any anticipated layoff Such notification
will occur within ten (10) working days of reaching the layoff decision.
(c) Right to recall shall be limited to the length of the employee's service,
with a minimum of six (6) months and a maximum of three (3) years.
(d) If and when an employer is permanently transferred to another division in
or out of the bargaining unit, the President or Chief Steward shall be
notified of said transfer by the Employer. If the employee is thereafter
transferred back to the bargaining unit they shall have as their seniority
date the seniority date they had at the time of the transfer.
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XIII. TEMPORARY CHANGE OF RATE
In the cases in which an employee's temporary assignment includes taking over
the ultimate responsibility inherent in a higher level job and which the temporary
assignment is for more than five (5) consecutive working days, the base salary rate for the
classification assigned will be paid during the period the employee is required to work in
the higher class, payment to be retroactive to the day in which the temporary assignment
began. In the event the base rate of the higher class is lower than the employee's regular
rate the employee will be paid the next higher step over their regular rate. A Temporary
Change of Rate will not be paid when an employee is substituting for an employee on
Sick Leave until the substitution has been for thirty (30) consecutive working days.
XIV. PROMOTIONS
(a) 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. The
employer will make his/her selection for promotion from the five highest-ranking
candidates who have passed the promotional examination.
(b) Notices of promotional opportunity within the Oakland County Merit
System will be sent to the local Union President or his/her designee for posting on the
Union bulletin board.
XV. GENERAL CONDITIONS
Section 1.
The Union shall be notified in advance of anticipated permanent major changes in
working conditions and discussion shall be held thereon.
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Section 2.
The re-employment rights of employees and probationary employees who are
veterans will be limited by applicable laws and regulations.
Section 3.
Employees elected to any permanent full-time union office or selected by the
Union to do work which takes them from their employment with the Probate Court, shall
at the written request of the Union be granted a leave of absence without pay. The leave
of absence shall not exceed two (2) years, but it may be renewed or extended for a similar
period at any time upon the written request of the Union.
Any employee on approved Union leave of absence will continue to accumulate
Union seniority while on leave but will not receive credit toward "Length of County
Service" for fringe benefit purposes under Rule 22, Oakland County Merit Systems.
Section 4.
When any position not listed on the wage schedule is established, the Employer
may designate a job classification and rate structure for the position. In the event the
Union does not agree that the classification rate or structure are proper, the Union shall
have the right to submit the issues as a grievance through the grievance procedure within
a sixty (60) day period from the date of the Court's written notification to the President of
Local 2437 that the position has been established.
Section 5.
In the event that any other represented unit other than a unit containing employees
eligible for Act 312 Police/Fire Compulsory Arbitration, negotiates a contract with the
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County of Oakland containing any form of union security, the same right will
automatically be given to the unit covered under this agreement.
Section 6.
Special conferences will be arranged between the Local President and the
Employer upon the request of either party. Unless otherwise agreed, such meetings shall
be between at least two (2) representatives of the Employer and no more than three (3)
representatives of the Union. Unless otherwise agreed, arrangements for such special
conferences shall be made at least (24) hours in advance, and the conference shall be
held within ten (10) working days after the request is made. An agenda of the matters to
be taken up at the meeting, together with the names of the conferees representing the
requesting party, shall be presented at the time the conference is requested. Matters taken
up in special conferences shall be confined to those included in the agenda. Such
conferences shall be held during regular working hours. Members of the Union shall not
lose time or pay for time spent in such special conferences and no additional
compensation will be paid for such employees for time spent in such conferences beyond
regular working hours.
A representative of Council 25 or a representative of the International Union may
attend the special conference.
Section 7.
If a medical divergence of opinion occurs between the employee's doctor and
Management's doctor with respect to whether the employee is able to return to work from
a non-work related illness or injury, the parties may, by mutual agreement, refer the
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employee to a clinic or physician mutually agreed upon for a decision as to whether or
not he or she is able to return to work.
The expense of any mutually agreed examination, in accordance with the above
provision, shall be paid one-half by the employee and one-half be the Employer.
Employees shall be eligible to request utilization of this provision only upon posting an
amount with the Employer sufficient to cover his or her portion of the anticipated
expenses, or signing a waiver to provide withholding of said amount from any future
earnings or other payments owed to the employee by the Employer.
If either of the parties disagree on the necessity of the third opinion, the
disagreeing party will provide a letter of explanation to the party for purposes of
communication.
Section 8.
Any employee required to work overtime which is not contiguous to the
employee's regular work schedule shall be entitled to a minimum of (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 9.
The union president shall be eligible for one (1) hour of release time per day for
union business. Such release time shall be granted providing the employee's normal
work load is maintained. Release time for the union president shall not exceed ten (10)
hours within any pay period.
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Section 10.
All supplemental agreements shall be subject to the approval of the Employer and
the Council and/or International Union. They shall be approved or rejected within a
period of forty-five (45) days following the date of the agreement between the parties.
Section 11.
Overtime eligibility status for all Child Welfare Worker I & II and Court Service
Officer I & II will be non-exempt. They shall be excluded from the provisions of Merit
Rule 2.10.1.2.
XVI. MAINTENANCE OF CONDITIONS
Wages, hours and conditions of employment in effect at the execution of this
agreement shall, except as improved herein, be maintained during the term of this
agreement. No employee shall suffer a reduction in such benefits as a consequence of the
execution of this agreement except that some benefits may be increased or decreased in
the process of negotiations between the parties and made a part of the final agreement.
XVII. ECONOMIC MATTERS
Wages and Fringe Benefits are attached hereto as Appendix A and Appendix B.
XVIII. RESOLUTION OF ALL MATTERS
The provisions of this labor agreement include resolution of all matters
which remained at the time of settlement as issues of negotiations and upon which
settlement was reached.
XIX. DURATION
This agreement shall remain in full force and effect until midnight, September
30, 2002. It shall be automatically renewed from year to year thereafter unless either
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•
party shall notify the other in writing, ninety (90) days prior to the anniversary date, that
it desires to modify this agreement. In the event that such notice is given, negotiations
shall begin not later than sixty (60) days prior to the anniversary date. This Agreement
shall remain in full force and be effective during the period of negotiations and until
notice of termination of this agreement is provided to the other party in the manner set
forth in the following paragraph.
In the event that either party desires to terminate this agreement, written notice
must be given to the other party no less than ten (10) days prior to the desired termination
date which shall not be before the anniversary date set forth in the preceding paragraph.
It is agreed and understood that the provisions contained herein shall remain in
full force and effect so long as they are not in violation of applicable statutes and
ordinances and remain within the jurisdiction of the Oakland County Probate Court.
The Union recognizes the right and duty of the Probate Court to operate and
manage its jurisdiction of the Oakland County Probate Court.
The Union recognizes the right and duty of the Probate Court to operate and
manage its affairs in accordance with the State of Michigan Constitutional provisions and
statutes and such Constitutional provisions and statutes shall take precedence over any
conflicting provisions which might be contained in this Agreement. If any article or
section of this agreement or any appendix or supplement thereto should be held invalid
by any Constitutional provision, operation of law or by any tribunal of competent
jurisdiction, or if compliance with or enforcement of any article or section should be
restrained by such tribunal, the remainder of this Agreement shall not be affected thereby.
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OAKLAND COUNTY
PROBATE COURT
COUNTY AND MUNICIPAL EMPLOYEES
METROPOLITSN COUNCIL NO. 25
AFL-CIO, LOCAL 2437
OAKLAND COUNTY
BOARD OF COMMISSIONERS
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BI-WEEKLY PAY RATES — FISCAL YEAR 2001
Probate court employees represented by this bargaining unit shall be
entitled to receive the same general salary increase as approved by the Oakland
County Board of Commissioners to take effect during fiscal year 2001 for non-
represented employees. Adjustments, if any, shall be applied at the same time and
in the same manner as applied to the non-represented employees.
BI-WEEKLY PAY RATES — FISCAL YEAR 2002
Probate court employees represented by this bargaining unit shall be
entitled to receive the same general salary increase as approved by the Oakland
County Board of Commissioners to take effect during fiscal year 2002 for non-
represented employees. Adjustments, if any, shall be applied at the same time and
in the same manner as applied to the non-represented employees.
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Probate Court Employees
Appendix B
For the following fringe benefits, refer to the Oakland County Merit System RuleBook:
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 Merit System
RuleBook.
II
(a) Employees required to drive their personal vehicle on official Probate Court
business shall receive thirty two and a half (32.5) cents per mile.
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(b) Any previous practice of paying mileage on a "home to home" basis for
employees working overtime is eliminated.
(c) In the event there is a Federal Tax placed on gasoline for the purpose of
energy conservation, the employer agrees to discuss the matter with the
Union.
III
Employees working less than 1,000 hours in a calendar year shall not be eligible
for fringe benefits or Merit System Status and shall be considered "Part-time Non-
eligible" employees. Part-time eligible employees represented by Local 2437 as of
January 1, 1985 who remain continually employed shall not be affected by this Section as
long as their employment continues to be for more than 520 hours annually.
IV
The following positions shall be considered permissible equivalents:
(1) Clerk I and Clerk II
(2) Typist I and Typist II
(3) Child Welfare Worker I and Child Welfare Worker II
(4) Court Service Officer I and Court Service Officer II
(5) Deputy Probate Register I and Deputy Probate Register II
(6) Probate Court Reporter I and Probate Court Reporter II
(7) Stenographer I and Stenographer II
No vacancy must exist at the "II" level for the employer to promote an employee
who has completed the top of the "I" salary range and who the employer has determined
is satisfactorily performing the job.
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1, • •;!
V
Effective 1/1/95 the flexible benefit plan, as adopted by the Board of
Commissioners and in effect for non-represented employees as of 1/1/95, shall be
implemented for employees represented by this bargaining unit.
Effective 1/1/95 the Preferred Provider Prescription Drug Plan as adopted by the
Board of Commissioners and in effect for non-represented employees as of 1/1/95, shall
be implemented for employees represented by this bargaining unit.
Effective 1/1/95 the Defined Contribution Retirement Plan as adopted by the
Board of Commissioners and in effect for non-represented employees as of 1/1/95, shall
be implemented for employees represented by this bargaining unit,
VI
FRINGE BENEFITS-FISCAL YR 2000
Employees represented by this bargaining unit who are in Benefit Plan A will
participate in the retirement modifications as provided for in Miscellaneous Resolution
#99524 and #99255. Additionally, all employee benefit modifications implemented on a
countywide basis to general non-represented employees to take effect during fiscal year
2000 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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FRINGE BENEFITS- 2001
All employee benefit modifications implemented on a countywide basis to general
non-represented employees to take effect during 2001 shall be applied to employees
represented by this bargaining unit. Modifications shall be applied at the same time and
in the same manner as applied to the general non-represented employees.
FRINGE BENEFITS- 2002
All employee benefit modifications implemented on a countywide basis to general
non-represented employees to take effect during 2002 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.
24