HomeMy WebLinkAboutResolutions - 1999.02.25 - 25708February 25, 1999
MISCELLANEOUS RESOLUTION # 99033
BY: Personnel Committee, Thomas A. Law, Chairperson
IN RE: PERSONNEL DEPARTMENT - 1999-2001 LABOR AGREEMENT FOR EMPLOYEES
REPRESENTED BY THE OAKLAND COUNTY DEPUTY SHERIFF'S ASSOCIATION
To the Oakland County Board of Commissioners
Chairperson, Ladies and Gentlemen:
WHEREAS the County of Oakland and the Oakland County Deputy Sheriff's
Association, have been negotiating a contract covering approximately 600
employees; and
WHEREAS a 3-year agreement has been reached for the period January 1,
1999 through September 30, 2001; and
WHEREAS the agreement has been reduced to writing and reviewed by your
Personnel Committee, which recommends approval of the agreement; and
Whereas this agreement includes the upward reclassification of two (2)
Deputy I positions within the Protective Services Division/Marine Safety Unit
to Deputy II.
NOW THEREFORE BE IT RESOLVED that the Oakland County Board of
Commissioners approves the agreement between the County of Oakland and the
Oakland County Deputy Sheriff's Association, covering the period of January 1,
1999 through September 30, 2001, is approved and that the Board Chairperson,
on behalf of the County of Oakland, is authorized to execute said agreement as
attached.
BE IT FURTHER RESOLVED that two (2) Deputy I positions within the
Protective Services Division/Marine Safety Unit (Positions #43635-06944 and
#43635-06945) be upwardly reclassified to the classification of Deputy II.
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 with Gregory, Moffitt and
Colasanti absent.
OAKLAND; L. BROOKS PATTERSON, OAKLAND COUNTY EXECUTIVE
COUNTY MICHIGAN
DEPARTMENT OF PERSONNEL Judith Eaton, Director
TO: G. Caddell, County Clerk/Register of Deeds
FROM: Thomas R. Eaton, Deputy Director of Personnel
DATE: April 5, 1999
SUBJECT: Oakland County Deputy Sheriff's Association
Enclosed for your files, please find a copy of the Collective Bargaining
Agreement with the County of Oakland and the Oakland County Deputy
Sheriff's Association representing the Deputy I, Deputy II, Arson
Investigators, Crime Lab Specialist I, Crime Lab Specialist II, Sheriff
Communication Agent and Sheriff Communication Shift Leader. This
collective bargaining agreement was passed at the February 25, 1999 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
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SUMMARY OF TENTATIVE OF AGREEMENT BETWEEN
THE COUNTY OF OAKLAND AND THE OAKLAND COUNTY
DEPUTY SHERIFF'S ASSOCIATION
CONTRACTUAL/ECONOMIC:
WAGES:
FY 1999 3% retroactive to September 26, 1998, for all classifications represented by the
bargaining unit.
Increase the Night Shift Differential for Sheriff Communication Agents to $.50 effective
with the ratification of this agreement.
FY 2000 3% for all classifications represented by the bargaining unit.
$1000 bonus for MEOLTC Certified Road Deputies in Protective Services and Technical
Services at the end of the 5th year of service. Bonus will be pro-rated and provided to
employees the first pay in December. Bonus not to be included in FAC.
FY 2001 "me too" with general non-represented employees or 2%, whichever is greater.
RETIREMENT BENEFITS:
• The following changes to the Defined Benefit Retirement plan will be effective upon ratification of the
agreement.
Through 14 years of service - 2.2% multiplier with a 3% contribution
15+ years of service - 2.5% multiplier with a 5% contribution
The first 14 years of service will be based on a 2.2% factor with subsequent years based on a 2.5% factor
up to a maximum of 75% of FAC.
• Changes effective with the ratification of the agreement, to the Defined Contribution plan for employees
who converted from Defined Benefit Plan.
FY 1999 7%-3%-3% (Employees must contribute 3%, Employer will contribute 10%)
FY 2000 7%-4%-4% (Employees must contribute 4%, Employer will contribute 11%)
FY 2001 7%-5%-5% (Employees must contribute 5%, Employer will contribute 12%)
• Changes, effective with the ratification of the agreement, to the Defined Contribution for employees hired
on or after 5/27/95.
FY 1999 6%-0%-0% (No change)
FY 2000 6%-1%-1% (Employees must contribute 1%, Employer will contribute 7%)
FY 2001 6%-2%-2% (Employees must contribute 2%, Employer will contribute 8%)
• Current bargaining unit employees on the Defined Benefit Retirement Plan shall be offered the option to
transfer to the Defined Contribution Retirement Plan based on a 2.2% multiplier. Final Average
Compensation shall be as of September 30, 1999. Enrollment period for conversion from Defined Benefit
Retirement Program to Defined Contribution Retirement Program shall be made available from January 1,
2000 through February 28, 2000.
HEALTH AND OTHER FRINGE BENEFITS:
FY 2000 Employee Health Care benefit changes, as outlined in the attachment, will be provided to
employees represented by this bargaining unit effective January 1, 2000. This includes changes
to health care benefits offered to employees hired on or after January 1, 2000 (health care options
limited to 2 plans).
Increase Tuition Reimbursement from $600 per session to $800 per session with a maximum
annual reimbursement of $2,400.
Increase Dental Maximum from $750 to $1000 annually.
CLOTHING ALLOWANCE:
Delete (a) from Section IV Clothing and Equipment and make the following changes:
• (a) Effective January 1, 1999, twenty-five (25) non-uniformed officers required by the Sheriff to wear suit
and tie shall receive a clothing and cleaning allowance at an annual rate of $425, payable in installments
of $212.50 in June and $212.50 in December.
Effective January 1, 2000, twenty-five (25) non-uniformed officers required by the Sheriff to wear suit
and tie shall receive a clothing and cleaning allowance at an annual rate of $450, payable in installments
of $225 in June and $225 in December.
Effective January 1, 2001, twenty-five (25) non-uniformed officers required by the Sheriff to wear suit
and tie shall receive a clothing and cleaning allowance at an annual rate of $500, payable in installments
of $250 in June and $250 in December.
Should the number of non uniformed officers qualifying for this allowance exceed 25, the allowance shall
be limited to the 25 highest seniority officers. Should new grants or township contracts approved by the
Board of Commissioners contain provisions for clothing allowance, the officers assigned to the new
positions will be eligible for the allowance.
CONTRACTUAL/NON ECONOMIC:
• Three year agreement from October 1, 1998 to September 30, 2001.
• Article VI BULLETIN BOARD: Add the following language: The union will provide the employer with
bulletin boards for each work location identified in the contract. The employer will designate a 2' x 3"
space and installation of the bulletin boards.
• Article VII SENIORITY - Add the following reason: "(f) If the employee is transferred or promoted out of
the bargaining unit and subsequently returns to the bargaining unit after completion of probation in the
new classification, the employee shall lose seniority for purposes of shift bump, location preference,
overtime, and vacation requests.
• General Conditions Add Section 7: When an action is to be taken by a specific date, such action must be
taken by 1600 hours (4p.m.) on that date to be considered timely.
• Add Frank Greenan and Circuit Court and delete D building to list of work locations listed in section )CV,
Location Preference (2) of the contract.
• Add Marine Division to section XV, Location Preference, (3) F.
• Add a new paragraph to Section VII Seniority: As a condition of employment, Deputy I's hired on or after
February 27, 1999, must submit proof of Michigan Law Enforcement Officers Training Council
(MLEOTC) certification as a police officer or a valid MLEOTC pre-test to the Sheriffs Department
Administrative Services Division prior to the end of the employee's probationary period. The
probationary employee is solely responsible for complying with this requirement.
• Add to the first paragraph of Section V Grievance Procedure, "If the matter is not resolved, the grievance
may be brought to the attention of the Chief of Staff who will attempt to resolve the grievance informally
with the union steward."
• Article XV LOCATION PREFERENCE - Amend Section (4) as follows: "with respect to Court Detail
only (Lobby and Hall Courthouse detail excluded), the Sheriff may limit the number of transfer requests
honored to six Deputy I positions and two Deputy II positions during this bid process."
• Add to Section XI General Conditions - Section 8: Except in disciplinary matters or exigent
circumstances, any shift transfer shall require at least five (5) days notice..
• Remove arbitrator Kanner from list (Retired).
• Replace all references of "Extreme Emergencies" with "Exigent Circumstances."
NON CONTRACTUAL:
• (2) Deputy I positions in the Marine Division will be upgraded to MLEOTC Deputy II.
• Letter of agreement - Only MLEOTC Deputy II's assigned to Protective or Technical Services are eligible
for the Dive Team.
• Letter of agreement - Department to provide union with a memo confirming commitment to continue
sending 12 deputies to the Police Academy for FY 1999, FY 2000 and FY 2001 and thereafter, should the
need exist.
• Letter of Agreement - Employer to provide union with a memo indicating that except as required by law,
the County and Sheriffs Department will not provide or divulge to any third party personal information
about bargaining unit employees.
THE COUNTY OFAKLAND
AND
OAKLAND COUNTY DEPUTY SHERIFF'S ASSOCIATION
SHERIFF'S DEPARTMENT EMPLOYEES
Collective Bargaining Agreement
1998 - 2001
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AGREEMENT
This agreement is made and entered into this day of , A.D., 1999,
by and between the Oakland County Sheriff and the Oakland County Board of Commissioners,
hereinafter referred to collectively as the "Employer", and the Oakland County Deputy Sheriff's
Association (hereinafter referred to as the "Union"). It is the desire of both parties to this
agreement to continue to work harmoniously and to promote and maintain high standards
between the Employer and employees, which will best serve the citizens of Oakland County.
I. RECOGNITION
The Employer recognizes the Union as the exclusive representative of the employees of
the Oakland County Sheriff's Department, for the purposes of collective bargaining with respect
to rates of pay, wages, hours of employment and other terms and conditions of employment, in
the following bargaining unit for which they have been certified, and in which the Union is
recognized as collective bargaining representative, subject to and in accordance with the
provisions of Act 336 of the Public Acts of 1947 as amended.
All Deputy I, Deputy II, Crime Laboratory Specialists I and II, Sheriff Communications
Agents, Sheriff Communication Shift Leaders, Police Para-Professionals, and Arson
Investigators, but excluding Supervisors and all other employees.
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 Department operations are solely and exclusively the responsibility of the Employer, subject,
however, to the provisions of this Agreement.
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III. AGENCY SHOP
The following provision was awarded to the Union by Chairman LoCicero in an Act 312
compulsory arbitration proceeding and not included here by negotiations.
(a) All employees, as a condition of employment, shall be required to pay to the
Union an amount equivalent to the Union's regular dues commencing with the first pay period
ending in the calendar month following completion of thirty (30) days of employment. Such
payments may be made as dues deductions as set forth in this section and paid directly to the
Union in accordance with the Constitution and Bylaws of the Union.
Employees not members of the Union and who desire membership in the Union
shall confirm their desire to join by initiating their Union application form and dues deduction
authorization forms.
(c) Any person who is employed with the County prior to the effective date of this
provision and is covered by this provision who is not a member of the Union and who does not
make application for membership within forty-five (45) calendar days after the effective date of
this provision shall, as a condition of employment, pay to the Union each month a service charge
as a contribution toward the administration of this Agreement in an amount equal to the regular
Union membership dues. Employees who fail to comply with this requirement shall be
discharged by the Employer within thirty (30) calendar days after receipt of written notice to the
Employer from the Union, unless the Employer is otherwise notified by the Union in writing
within said thirty (30) calendar days.
(d) Any person who becomes an employee of the County after this provision of the
agreement is in effect, and is covered by this Agreement, and is not a member of the Union, and
(b)
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does not make application for membership within forty-five (45) calendar days from the date of
employment shall, as a condition of employment, pay to the Union each month a service charge
as a contribution toward the administration of this provision in an amount equal to the regular
monthly Union membership dues. Employees who fail to comply with this requirement shall
be discharged by the Employer within thirty (30) calendar days after receipt of written notice to
the Employer from the Union, unless the Employer is otherwise notified by the Union in writing
within said thirty (30) calendar days.
(e) The Employer agrees to deduct from the wages of bargaining unit employees all
Union membership dues, initiation fees, and assessment uniformly required, if any, as provided
in a written authorization, in accordance with the standard form used by the Employer provided
that said form shall be executed by the employee. Dues and initiation fees will be authorized,
levied, and certified in accordance with the Constitution and Bylaws of the Union. Each
bargaining unit employee and the Union hereby authorize the Employer to rely upon and to
honor certifications by the treasurer of the Union regarding the amounts to be deducted and the
legality of the adopting action specifying such amounts of the Union dues and initiation fees.
(f) The Employer agrees to deduct from the wages of any bargaining unit employee
who is not a member of the Union all Union service fees as provided in a written authorization
in accordance with the standard form used by the Employer provided that said form shall be
executed by the employee.
(g) All dues and service for deductions shall be remitted to the treasurer of the Union,
the same to be by the Union allotted and distributed in accordance with the Constitution, Bylaws
and regulations of the Union. On the request of the Employer, the treasurer of the Union shall
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furnish the Employer a receipt for all dues received.
(h) The Union will protect and save harmless and defend 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 the Agency Shop Clause of this Agreement.
IV. BASIS OF REPRESENTATION
Section 1
There shall be one steward and an alternate steward for each shift. Stewards will be
permitted to leave their work, after obtaining approval of their respective supervisors and
recording their time, for the purpose of adjusting grievances in accordance with the grievance
procedure and for reporting to the grievant a change in status of his grievance. Permission for
stewards to leave their work stations will not be unreasonably withheld. Stewards will report
their time to their supervisor upon returning from a grievance discussion.
The privilege of stewards to leave their work during working hours, without loss of pay,
is 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 the Chief Steward and two other
members to be selected by the Union and certified in writing to the Employer.
The Employer shall meet whenever necessary, at a mutually convenient time, with the
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Union grievance committee. The purpose of the 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
The following provision was awarded to the Union by Chairman LoCicero in an Act 312
compulsory arbitration proceeding and is not included here by negotiations.
The Local Union President shall, at his option, be scheduled on the day shift, Monday
through Friday. The Local Union President may conduct Union business at the Department,
however, he shall not leave his work area without the permission of his supervisor, which
permission will not be unreasonably withheld. In no event shall the Local Union President be
paid overtime while conducting Union business.
The privilege of the Local Union President to leave his 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 Union matters and will not be abused, and that he will
continue to work at his assigned job at all times except when permitted to leave his work.
V. GRIEVANCE PROCEDURE
The Employer and the Union support and subscribe to an orderly method of adjusting
employee grievances. To this end, the Employer and the Union agree that an employee should
first bring his problem or grievance to the attention of his immediate supervisor, with or without
his steward within 45 calendar days of the occurrence or within 45 calendar days after the Union
or the aggrieved becomes aware and/or should have been aware of the cause for the grievance.
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The immediate supervisor shall attempt to resolve the grievance informally. If the matter is not
resolved, the grievance may be brought to the attention of the Chief of Staff who will attempt to
resolve the grievance informally with the union steward. Suspensions, demotions and disciplinary
actions other than 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. The list of rotating arbitrators will be canvassed to obtain the earliest
available date. The arbitrator must complete the hearing and render a decision within ninety (90)
calendar days unless the Union shall establish that the delay, though caused by the Employee or
Employee's representative, was caused by just and reasonable cause.
attpl.
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 the aforementioned 45 calendar days.
kepi
The written grievance shall be discussed between the shift steward and the immediate
supervisor, and the Chief Steward if so desired. The supervisor will attempt to adjust the
matter and will give his written decision within five (5) days (excluding Saturday, Sunday
and holidays) of receipt of the written grievance.
ittpl
Any grievance not settled at Step 2 may be submitted to the next meeting of the grievance
committee. Any grievance not submitted to the next grievance committee meeting, by
written notification to the Employer within five (5) days of the immediate supervisor's
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written decision, shall be considered dropped.
Any matter not settled in Step 3 of the grievance procedure may be submitted to final and
binding arbitration by either of the parties. A request for arbitration must be submitted by
written notice to the other party within fifteen (15) days after the grievance committee meeting.
Expenses for arbitration shall be borne equally by both parties.
The grievances 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. Benjamin Wolkinson
2. Paul Glenden
3. Mario Chiesa
4. Elliott Beitner
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 last 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,
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except that time limits may be extended by mutual agreement of the parties. In the event 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 Union shall provide the employer with a bulletin board for each work location for
the posting of union 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;
(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.
The employer shall designate a 2' x 3' space for said bulletin boards and authorize their
installation.
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 bargaining unit. When
the employee acquires seniority, his name shall be placed on the seniority list in the order of his
seniority date. In the event two or more employees have the same seniority date, seniority
ranking shall be determined by the last four digits of the Social Security Numbers, lowest number
being given highest seniority. (Seniority rankings established by the December 14, 1989,
agreement shall not be subject to this method of determining seniority).
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An up-to-date seniority list shall be furnished to the Union every six (6) months.
An employee shall lose his seniority for the following reasons:
(a) If the employee resigns or retires;
(b) If the employee is discharged, and not reinstated;
(c) If the employee is absent form 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.
(0 If the employee is transferred or promoted out of the bargaining unit and
subsequently returns to the bargaining unit after completion of probation in the
new classification, the employee shall lose seniority for purposes of shift bump,
location preference, overtime, and vacation requests.
As a condition of successfully completing the probationary period, all employees classified
as Deputy I hired on or after February 27, 1999, shall submit proof of Michigan Law Enforcement
Officers Training Council (MLEOTC) certification as a police officer or a valid MLEOTC pre-
test to the Sheriff's Department Administrative Services Division prior to the end of the
employee's probationary period. The probationary employee is solely responsible for obtaining
this proof of certification or valid pre-test and timely submitting it to the Sheriff's Department
Administrative Services Division. Failure to obtain such proof of certification or valid pre-test
or failure to timely submit it to the Sheriff's Department Administrative Services Division shall
constitute a failure of the probationary period and the employee shall automatically be terminated
from County employment.
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VIII. LAYOFF. RECALL. AND TRANSFERS
(a) If and when it becomes necessary for the employer to reduce the number of
employees in the work force, the employees will be laid off in seniority order, with higher-
classified bargaining unit personnel bumping lower-classified bargaining unit personnel based on
departmental seniority and on capability of performing available jobs and shall be recalled in the
same order.
If and when an employee is permanently transferred to another division within the
Department, the president or chief steward shall be notified of said transfer by the Employer.
IX. PROMOTIONS
All promotions within the bargaining unit shall be made on the basis of competitive
examination as provided for in the Oakland County Merit System. The Sheriff will make his
selection for promotion from the three highest-ranking candidates who have passed the
promotional examination. Employees when promoted will be placed on the lowest step in the
new class which provides an increase over their current rate.
X. FALSE ARREST INSURANCE
Employees covered by this Agreement shall be provided by the Employer a policy of False
Arrest Liability Insurance. The premiums for such insurance will be paid by the County.
XI. GENERAL CONDITIONS
Section 1
Except as otherwise provided herein, the employees in the classification of Deputy I and
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(b)
.".
Deputy II- Correction shall in or before their seventh year of service with the Oakland County
Sheriff's Department be entitled to attend the police academy, with the scheduling of their
attendance at the sole discretion of the Sheriff. The exception is as follows: Those employees in
the classification of Deputy I and Deputy II - Correction who shall have completed seven years
of service during the term of this contract or prior to said term, shall be scheduled during the
term of this contract or prior to said term, at the sole discretion of the Sheriff to attend the police
academy, provided there are academy openings.
Section 2
The Department will send each calendar year a minimum of ten (10) Deputy I's and/or
Deputy II's to a MLEOTC certified police academy.
Section 3
The provisions of this Agreement shall be applied equally and without favoritism to all
employees in the bargaining unit. There shall be no discrimination as to age, sex, marital status,
race, color, creed, national origin or political affiliation. The Union shall share equally with the
Employer the responsibility for applying this provision of the Agreement.
Section 4
The re-employment rights of the employees and probationary employees who are veterans
will be limited by applicable laws and regulations.
Section 5
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
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two (2) years, but it shall be renewed or extended for a similar period any time upon the written
request of the Union.
Section 6
When any position not listed on the wage schedule is filled or established, the County may
designate a job classification and rate structure for the position. In the event the Union does not
agree that the classification, rate or structure is proper, the Union shall have the right to submit
the issue as a grievance through the grievance procedure within a six (6) month period.
Section 7
When an action is to be taken by a specific date, such action must be taken by 1600 hours
(4 p.m.) on that date to be considered timely.
Section 8
Except in disciplinary matters or exigent circumstances, any shift transfer shall require at
least five (5) days notice.
XII. SCHEDULING LEAVE
(1) Except in exigent circumstances not reasonably expected to exceed thirty (30) days,
a minimum of ten (10%) percent of the bargaining unit employees at a job location shall be
permitted to take annual leave, holiday leave, and/or personal leave at the same time.
(2) Employees submitting written requests for annual, holiday, or personal leave by
April 15 for the period May 1 through October 31 and by October 15 for the period November
1 through April 30 shall be given preference in order of seniority for scheduling the granting of
annual, holiday, and personal leave for the applicable periods; provided, however, that leave
requests of three (3) days or more in duration shall be scheduled first.
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(3) Annual, holiday, and personal leave may also be requested any time, subject to
availability under Sections 1 and 2, above, and shall be granted on a first come, first served basis.
The Employer shall maintain a bid roster for such leave indicating the order of when requests are
received. When two (2) or more requests are received at the same time, seniority shall prevail.
(4) Once granted, leave time may not be canceled by the Employer except during times
of riot, natural disasters, and exigent circumstances. With respect to scheduled leave involving
at least three (3) consecutive days, the Employee may only cancel the leave with ten (10) days
advance notice. The Employer may waive this notice requirement, or permit partial cancellation
of a scheduled leave, upon a showing of good cause.
XIII. HOLIDAY LEAVE
Effective with the final ratification of this agreement, the provisions of the Oakland
County Merit System in the Oakland County Employee's handbook concerning holidays,
holiday pay, premium pay on holidays, and overtime on holidays, shall not apply to members
of the bargaining unit with respect to President's Day, Labor Day and the day after Thanksgiving
Day.
Effective the first pay period following December 1 of each year, bargaining unit members
shall receive five (5) days of holiday leave. Employees hired after December 1 shall receive one
(1) day of holiday leave for each quarter annual period, or part thereof, between their date of hire
and November 30 (i.e., an employee hired on May 1 would receive three (3) days of holiday
leave). Scheduling and use of holiday leave shall be subject to the following restrictions:
(1) Holiday leave shall be used and scheduled in the same manner as annual leave,
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except that an employee may only use holiday leave when his/her annual leave
accumulation is less than two-thirds of the maximum accumulation.
(2) Employees may not accumulate holiday leave from one year to the next year.
Employees shall be paid for any unused holiday leave for the period December 1
to November 30 on the first payday following the end of the pay period which
includes November 30. Payment for unused holiday leave shall be at the
employee's straight time rate of pay on November 30.
Employees separating from County service or leaving the bargaining unit for other
reasons shall be entitled to one (1) day of holiday leave for each quarter annual
period or part thereof between their date of separation or leaving the bargaining
unit and the prior December 1 (i.e., an employee separating or leaving the
bargaining unit June 1 would be entitled to three (3) days of holiday leave for that
annual period).
Should a separating employee have used more holiday leave at the time of
separation or leaving the bargaining unit than they would be entitled in accordance
with the above formula, the employer will subtract from the employees annual
leave bank the number of days used in excess of those earned.
(3)
December 1 - February 28
March 1 - May 31
June 1 - August 31
September 1 - November 30
= 1st quarter
= 2nd quarter
= 3rd quarter
= 4th quarter
Employees separated from County service shall be paid at separation for their
unused accumulation of Holiday Leave at the salary rate the employee is being
paid on his or her final day of actual work.
(4) The one floating holiday which all employees have enjoyed in the past will not be
subject to the above regulations, but will continue to be governed by the
provisions of Merit Rule 26.1.2.
XIV. HOLIDAY SCHEDULING
(1) At least 10 days prior to a holiday, as defined in Merit Rule 26, the Employer shall
determine its staffing requirements and affected employees shall be notified at least 10 days prior
to the holiday at each work location. Work locations under these provisions shall be:
A.) Main Jail
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B.) Jail Annex
C.) Southfield Annex
D.) Work Release
E.) D Building
F.) L Building
G.) Trustee Camp
H.) Boot Camp
I.) Circuit Court Building and Complex Patrol
J.) Protective Services Division
1.) Addison
2.) Oakland
3.) Orion
4.) Independence
5.) Commerce
6.) Lyon
7.) Springfield
8.) Highland
9.) Brandon
10.) Rochester Hills
11.) Parks
K.) Communications
(2) If staffing requirements for the holiday are less than normal staffing requirements,
the Employer shall use the following criteria to fill the available positions:
A. The opportunity to perform the available work shall be offered by seniority to
those employees who are normally scheduled to work the day of the holiday.
The employee must accept the holiday work assignment, by volunteering prior to
the 10 day notification.
B. Holiday assignments shall be made by work location by classification with Deputy
I positions filled by Deputy I employees and Deputy II positions filled by Deputy
II employees. These assignments shall not be interchangeable between
classifications under this procedure.
C. In the event an insufficient number of employees volunteer to work on a holiday,
the Sheriff may require employees, who are normally scheduled to work the day
of the holiday, to work the holiday based on reverse seniority or the employer
may select by seniority from a list of qualified volunteers who are normally
scheduled to work the holiday.
All existing Merit Rules governing pay for holidays shall continue to apply except (3)
15
as modified by this Agreement.
XV. LOCATION PREFERENCE
(1) Except as otherwise provided herein, seniority employees may make applications
for location preference in the same classification in which they are working at the time of
application.
(2) "Location" for the purpose of location preference shall mean each regular
assignment in Protective Services or Corrections, including each substation, Traffic, Alcohol
Enforcement, CRT, Parks, Civil Division, Main Jail, Annex, Court Detail, Southfield Jail,
Circuit Court, Frank Greenan, "L" Building, Work Release, Marine Division, Complex Patrol,
and Visitation.
Requests for location preference shall be subject to the following criteria:
A. To request a location a deputy must have at least one (1) year seniority and be on
active duty and have merit system status in the required classification.
B. Any deputy transferred pursuant to his/her request shall be ineligible to submit
another request for location preference for twelve (12) months. This twelve
month period may be waived by the Sheriff upon presentation by the deputy of
extenuating circumstances acceptable to the Sheriff.
C. A deputy who has refused a requested location preference is ineligible for location
preference request for twelve (12) months.
D. All location preference requests shall automatically expire one (1) year from the
date of the request, unless earlier terminated by written request of the deputy.
E. Employees desiring a location assignment must submit a location preference
request directly to the Sheriff, with a copy to the Union. All requests shall be
time-stamped upon receipt by the Sheriff.
F. The Sheriff shall have the sole authority to make the final decision on the
assignment of deputies in the Technical Services Division, and for patrolman
investigator, weighmaster, and motorcycle positions, school liaison officer and
(3)
16
station desk officer. The Sheriff shall also have sole authority to make the final
decision on the assignment of deputies to the Trustee Camp, Boot Camp, and
Marine Division.
G. Qualified Corrective Services personnel shall be eligible to bid for Deputy I road
patrol positions.
H. Notwithstanding anything herein to the contrary, the Sheriff may transfer a
deputy from a contracted area or court detail when requested in writing to do so
by a contracting mayor or township supervisor, or by a court judge, as the case
may be.
(4) On October 1 of each odd numbered year, a qualified deputy requesting a location
assignment will be assigned to the location he/she requested, provided he/she has seniority greater
than other deputies requesting that assignment. Only written requests on file as of September 1
will be honored. The Sheriff may limit the number of transfers to a specific location to one-half
(1/2) of the bargaining unit members at such location during this bid process. With respect to
Court Detail only (Lobby and Hall Courthouse detail excluded), the Sheriff may limit the
number of transfer requests honored to six Deputy I positions and two Deputy II positions during
this bid process. Court Detail shall include assignments to Circuit, Probate, and District Courts.
Deputies requesting a location transfer must be capable to step in and perform in
a competent manner without the necessity for detailed instruction or training. Management shall
not refuse a location preference request because the deputy has not previously performed the job,
or because it is necessary to describe the proper sequence of the job and its responsibilities.
However, the Sheriff may deny a location preference request for appropriate reasons, but the
Sheriff's approval shall not be unreasonably withheld. The affected deputy shall be provided,
upon written request, oral and written explanation for the location preference denial.
(5)
17
(6) Whenever a location vacancy exists, that vacancy shall be filled by most senior
qualified deputy with a valid location preference request pending. If there are no qualified
deputies requesting transfer to the vacancy, the Sheriff shall assign the least senior qualified deputy
to the vacancy.
(7) Within thirty (30) working days after first being transferred to a new position, the
Sheriff may revoke the transfer if it is determined that the deputy cannot do the new job
assignment. In such event, the deputy shall be assigned to any existing vacancy within the
division and his/her classification as determined by the Sheriff. At the time the transfer is
revoked, the affected deputy shall be provided upon request oral or written explanation for the
revocation, and a description of the training or instruction necessary to enable the deputy to
perform the assignment. A deputy who has had a transfer revoked shall not be ineligible to
request other transfers, but the deputy shall not be permitted to request a transfer to the same
position until he/she demonstrates receipt of the specified training or instruction required to
perform the assignment.
(8) Deputies granted a location preference under these procedures shall not be
involuntarily transferred from such position without good cause for a period of two (2) years;
provided, however, that nothing herein shall limit the Sheriff from transferring a deputy who has
been granted a location request once during said two (2) years for a period not to exceed ninety
(90) days for administrative, instructional, or training purposes, or to meet exigent circumstances.
The deputy shall be returned to his/her regular assignment not later than ninety (90) days from
the date of initial transfer.
18
XVI. SHIFT PREFERENCE
All employees shall be entitled to shift preference selection subject to the conditions as
stated below:
A. Shift Preference, based on seniority, will be allowed twice per year; April 1 and
October 1.
B. Every employee shall submit a shift preference request letter one (1) month in
advance of the mutually agreed upon shift change dates.
C. All shift preferences are subject to the Sheriff's approval. It is understood that he
will not unreasonably withhold such approval.
D. Shift selection in classifications not currently receiving shift premium will not
entitle such employee to shift premium. However, classifications of employees
currently receiving shift premium will continue to receive said premiums in
accordance with existing Merit System Rules.
E. Shift preference selection shall, in no manner, alter or infringe upon the Sheriff's
sole and exclusive authority to determine job assignments within each work
location in accordance with his professional judgment.
XVII. SPECIAL ASSIGNMENTS
(1) The positions of patrolman investigator, weighmaster, motorcycle officer, school
liaison officer, station desk officer, and the positions currently assigned to Technical Services
Division shall be deemed "special assignments".
(2) In order to be eligible for a special assignment, an employee must have, in addition
to the minimum qualifications as determined by the Employer and provided to the Union, a
minimum of three (3) years of seniority within the department, with at least one (1) year of
experience in the Protective Services Division. If no qualified deputy meets the minimum
seniority and experience requirements as listed above, these qualifications shall be waived.
19
Whenever a vacancy exists in special assignment position, that vacancy shall be
filled from a list compiled from the officers' time-stamped Letter of Interest, on forms provided
by the union, provided the officers meet the minimum qualifications as described in Paragraph
2 above. Copies of Letters of Interest should be sent to the secretary of the Union by the deputy
making the request. Employees offered a special assignment shall be given a description of the
assignment, the length of the assignment and the minimum qualifications. The Sheriff shall make
the final decision on the assignment, taking into consideration the length of service and the ability
of each applicant to perform the assignment. Upon selection of the person or persons to be
assigned, the Sheriff's decision shall be sent to the Union, together with a description of the
position, the anticipated length of the assignment and the minimum qualifications for the
assignment.
XVIII. OVERTIME
(1) In order to make the allocations of overtime equitable and maintain the
requirement of proper staffing, the following procedures shall be utilized for those represented
positions in each division.
(2) Except during times of riot, natural disaster, or other exigent circumstances, the
maximum amount of overtime worked by an employee per week shall not exceed 32 hours.
Overtime shall first be offered to employees who volunteer to work such overtime
under these procedures. If there are insufficient volunteers under these procedures, employees
shall then be ordered to work overtime.
(3)
(3)
20
(4) On or before the fifth (5th) day preceding a work schedule change, employees
volunteering to work overtime during the next work schedule period shall sign a voluntary
overtime list. When signing the list, the employee shall indicate the days and shifts he/she is
volunteering to work overtime.
Overtime at a work location shall be offered to employees at that location who
have signed the voluntary overtime list in order of seniority and in accordance with their
designated availability. To the extent practicable, voluntary overtime shall be equalized on a
work schedule period basis for employees within a work location. Work locations under these
provisions shall be:
A.) Main Jail
B.) Jail Annex
C.) Southfield Annex
D.) Work Release
E.) D Building
F.) L Building
G.) Trustee Camp
H.) Boot Camp
I.) Circuit Court Building and Complex Patrol
J.) Protective Services Division
1.) Addison
2.) Oakland
3.) Orion
4.) Independence
5.) Commerce
6.) Lyon
7.) Springfield
8.) Highland
9.) Brandon
10.) Rochester Hills
11.) Parks
K.) Communications
(5)
21
(6) If an employee declines overtime that is offered in accordance with the voluntary
overtime list, the employer shall strike that employee's name from the voluntary overtime list
for the remainder of the work schedule period.
If the employer cannot obtain sufficient employees from the voluntary overtime
list to work overtime at a work location, the overtime shall be offered to employees in the
following order:
A.) Employees within the division (i.e., Corrective Services/Main, Corrective
Services/Satellite or Protective Services) who have signed the voluntary overtime
list in order of seniority and in accordance with their designated availability.
B.) For overtime within main corrections who have signed the voluntary overtime list
in order of seniority and in accordance with their designated availability.
C.) Employees willing to work overtime. (This may include employees not currently
on the list and employees who may have been struck from the list under Paragraph
#6.)
D.) If there are insufficient volunteers under these provisions the employer shall then
order employees to work overtime in Corrective Services/Main Division,
Corrective Services/Satellite Division and Protective Services Division by reverse
seniority. The list shall be a continuous list by seniority and ordered overtime
shall be equalized as far as practicable.
(8) Should an employee be passed over for voluntary overtime or should an employee
be required to work overtime when a volunteer may have been available there shall be no
monetary penalty to the Employer. Any employee passed over shall be entitled to the next
available overtime assignment that he/she is eligible. Any employee required to work overtime
when a volunteer may have been available shall be placed on the bottom of the forced overtime
list and shall not be assigned forced overtime until the forced overtime list has been exhausted and
his/her name appears for the second time.
(7)
22
The above provision shall not apply for private contracts such as Pine Knob,
Meadowbrook, Silverdome, Homearama, Renaissance Festival, and other similar "Mini-
Contracts". "Mini-Contracts" shall be administered by separate policy. These examples are
illustrative and not intended to be limiting.
XIX. ADOPTION BY REFERENCE OF RELEVANT RESOLUTIONS AND
PERSONNEL POLICIES
All Resolutions of the Oakland County Board of Commissioners, as amended or changed
from time to time, relating to the working conditions and compensation of the employees
covered by this Agreement, and all other benefits and policies provided for in the Oakland
County Merit System which incorporates the Oakland County Employees' Handbook, are
incorporated herein by reference and made a part hereof to the same extent as if they were
specifically set forth except as provided and amended by this Agreement.
XX. RETIREMENT BENEFITS (EMPLOYEES HIR D PRIOR TO 5/27/95)
All Resolutions of the Oakland County Board of Commissioners, as amended and in
existence as of the date of this Agreement and as modified by prior collective bargaining
agreements between the parties, relating to Retirement System benefits, and all retirement system
benefits and policies provided for in the Oakland County Employees' Handbook, Oakland
County Merit System, except as provided and amended herein, are incorporated herein by
reference and made a part hereof to the same extent as if they were specifically set forth, subject
to the following: To the extent of any conflict between the provisions below and the Oakland
County Employees' Retirement Program, Oakland County Merit System, or the Oakland
County Employees' Retirement System Restated Resolution, the following provisions shall be
controlling:
(9)
23
1. Effective January 1, 1989, all employees with eight (8) or more years of full-time
County service shall be eligible for the Military Buyback Option as developed by
the Oakland County Retirement Commission and approved by the Oakland
County Board of Commissioners. Employees who were eligible for the Military
Buyback prior to the final ratification of this agreement, and failed to exercise the
option, will be allowed to buy back up to two (2) years of military service at the
Employer's actual cost as determined by the Employer's actuary.
2. Effective January 1, 1993, with respect to persons who are active employees and
members of the Retirement System on and after January 1, 1993, and who retire
on or after January 1, 1993, the requirements for normal retirement will be
twenty-five (25) years of service credit within the department regardless of age.
3. Effective January 1, 1993, Final Average Compensation will not include overtime
pay with respect to new employees to become employees and members of the
Defined Benefit Retirement System on or after January 1, 1993.
4. Effective with the execution of this Agreement the pension multiplier factor and
employee contribution rate for employees of the Sheriff's Department covered by
this Agreement who participate in the Defined Benefit Retirement Plan shall be
as follows:
(a) For the first fourteen (14) full years of service in the Sheriff's Department,
the employee shall have a multiplier of 2.2% and the employee shall
contribute 3% of gross wages to the Retirement Plan during this time
period.
Thereafter, for every year of service in the Sheriff's Department beginning
with the employee's fifteenth (15th) year of service in the Department, the
employee shall have a multiplier of 2.5% and shall contribute 5% of gross
wages to the Retirement Plan.
(c) The following cap on retirement benefits shall apply: The first fourteen
(14) full years of service in the bargaining unit will be based on a 2.2%
factor (multiplier) with all subsequent years of service in the bargaining
unit based on a 2.5% factor (multiplier) up to a maximum of 75% of final
average compensation.
5. Effective with the execution of this Agreement, the required employee
contributions (as defined in Section 3 (a) of the Restated Resolution of the Rules
and Regulations governing the Oakland County Employees' Retirement System
as revised May 21, 1992, excluding overtime with respect to employees hired on
or after January 1, 1993) shall be picked-up (assumed and paid) by the employer
County of Oakland as employer contributions pursuant to Section 414 (h)(2) of
the Internal Revenue Code. Said employer contributions will be paid by the
employer to the Defined Benefit Retirement System Plan and no employee shall
have any option of choosing to receive the amounts directly. The parties agree to
(b)
24
take all action necessary and to cooperate with the Oakland County Retirement
System which will apply for a favorable (private letter) ruling request that (1) the
employee contributions picked-up by the employer shall be treated as employer
contributions under Section 414 (h)(2) of the Internal Revenue Code; (2) the
employee contributions picked-up by the employer shall be excludible from
the gross income of the employees pursuant to section 414 (h)(2) of the Internal
Revenue Code; (3) the employee contributions picked-up by the employer shall not
constitute wages as defined under section 3401 (a)(12)(A) of the Internal Revenue
Code for federal withholding purposes until these distributions are distributed to
the employees, and which the Retirement System shall take all action necessary to
obtain a favorable section 414 (h)(2) ruling from the Internal Revenue Service.
This 414 (h)(2) arrangement shall not affect determination of final average
compensation for pension contribution purposes.
6. Vested former members must continue to meet the requirements of the
Retirement System Restated Resolution in effect at the time said person terminated
their employment and terminates their membership in the Retirement System as
an active employee.
7. During the time period January 1, 2000 to February 28, 2000, all employees who
are participants in the Defined Benefit Retirement Program shall have the option
to transfer to the Defined Contribution Retirement Plan as set forth in
Miscellaneous Resolution #94275, and as approved by the Internal Revenue
Service, based on a multiplier of 2.2%. Only compensation (as defined by the
Plan) earned prior to October 1, 1999 shall be used in calculating final average
compensation for those electing to transfer to the Defined Contribution
Retirement Plan pursuant to this paragraph. Once an employee elects to transfer
from the Defined Benefit Retirement Program to the Defined Contribution
Retirement Plan that employee shall not be eligible to be a participant in the
Defined Benefit Retirement Program at any time thereafter.
8. The County shall make the following contributions and matching contributions
to the Defined Contribution Retirement Plan for employees hired prior to
May 27, 1995:
(a) For fiscal year 1999 the County shall contribute 10% of base wages and the
employee shall contribute 3% of base wages toward the Defined
Contribution Retirement Plan.
For fiscal year 2000 the County shall contribute 11% of base wages to the
Defined Contribution Retirement Plan and the employee shall contribute
4% of base wages to the Retirement Plan.
(c) For fiscal year 2001 the County shall contribute 12% of base wages to the
Defined Contribution Retirement Plan and the employee shall contribute
5% of base wages to the Retirement Plan.
(b)
25
XXI. RETIREMENT BENEFITS (EMPLOYEES HIRED ON OR AFTER,
5/27/95)
All bargaining unit employees hired on or after May 27, 1995, shall only be eligible to
participate in the Defined Contribution Retirement Plan, as adopted by the Board of
Commissioners in Miscellaneous Resolution #94185.
The county shall make the following contributions and matching contributions to the
Defined Contribution Retirement Plan:
(1) For fiscal year 1999 the County shall contribute 6% of base wages to the
Defined Contribution Retirement Plan. (No employee contribution or
County match in fiscal year 1999).
(2) For fiscal year 2000 the County shall contribute 7% of base wages to the
Defined Contribution Retirement Plan and the employee shall contribute
1% of base wages to the Retirement Plan.
For fiscal year 2001 the County shall contribute 8% of base wages to
the Defined Contribution Retirement Plan and the employee shall
contribute 2% of base wages to the Retirement Plan.
Employees hired on or after May 27, 1995, shall only be eligible to receive
Retirement Health Care Benefits as set forth in the Miscellaneous Resolution #94292.
XXII. 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.
(3)
26
. .'
, . . , .
XXIII. ECONOMIC MATTERS
The Agreement between the parties on economic matters are set forth in Appendix A and
Appendix B attached hereto and are incorporated into this Collective Bargaining Agreement,
subject to the terms and conditions thereof.
XXIV. NO STRIKE - NO LOCKOUT
Under no circumstances will the Union cause or authorize or permit its members to cause,
nor will any member of the bargaining unit take part in any strike, sitdown, stay-in or slowdown
or any violation of any State law. In the event of a work stoppage or other curtailment, the
Union shall immediately instruct the involved employees in writing that their conduct is in
violation of the contract and that all such persons shall immediately cease the offending conduct.
The Employer will not lock out any employees of the bargaining unit during the term of
this Agreement.
XXV. DURATION
This Agreement shall remain in full force and effect until midnight, September 30, 2001.
The Agreement shall be automatically renewed from year to year thereafter unless either party
shall notify the other in writing sixty (60) days prior to the anniversary date that it desires to
modify the Agreement. In the event that such notice is given, negotiations shall begin no 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.
27
OAKLAND COUNTY EXECUTIVE
L. Brooks Paterson
By:
Michael Bouc
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. Each and every provision of this Agreement
or any other agreement between the parties shall be in accordance with the law. In the event that
any such provision becomes invalid by operation of law, the remaining provisions shall
nevertheless remain in full force and effect.
OAKLAND COUNTY DEPUTY
SHERIFF'S ASSOCIATION
By: jgaiN Inal/14-1-1
OAKLAND COUNTY BOARD
OF COMMISiIQNERS
John1 c ulloctXhairperson 11
OAKLAN COUNTY SHERIFF
By4
28
I
PREMIUM PAY DIVERS
(a) Divers shall receive straight time pay for on-duty hours of work.
(b) For all hours on the job other than on-duty hours, the diver shall receive time and
one-half pay.
*(c) The divers shall receive premium pay of $4.00 per hour over and above the rates
set forth in sections (a) and (b) above when performing diving activities.
*(d) When diving under the ice, divers shall receive premium pay of $8.00 per hour
over and above the rates set forth in sections (a) and (b) above.
*Computation of the $4.00 per hour and $8.00 per hour premium shall be computed to the
nearest one-half (1/2) hour.
BONUS/HELICOPTER PILOT
While performing the functions of a helicopter pilot, an employee will receive a $500.00
annual bonus to be paid bi-weekly.
II
COURT APPEARANCE
When officers are required to appear in court, they shall be compensated at the rate of time
and one-half for all time spent in court, a guarantee of a minimum of two (2) hours' pay per day,
under the following conditions:
29
I ' p .
1. Case must be of a criminal nature or related to traffic enforcement.
2. The officer is appearing on behalf of the department at a deposition or a civil
matter.
3. Officer must be off duty at court time.
III
CALL-OUT PAY
The County will guarantee a minimum of two (2) hours' pay at the employee's applicable
rate to an employee who has checked out, gone home and is then called out for additional work.
Should an employee be called out on a leave day he/she shall be entitled to three (3) hours work
or pay at the employee's applicable rate. Call-outs must be non-contiguous to the employee's
regular shift and for other than court appearance to be compensable under this article. Call-out
pay shall be calculated beginning upon arrival at the work site and shall end upon the employee
leaving the work site. If an employee is called out and once on the road the call-out is cancelled,
the minimums shall apply.
IV
CLOTHING AND EQUIPMENT
(a) Effective January 1, 1999, twenty-five (25) non-uniformed officers required by the
Sheriff to wear suit and tie shall receive a clothing and cleaning allowance at an annual rate of
$425, payable in installments of $212.50 in June and $212.50 in December.
30
n .
Effective January 1, 2000, twenty-five (25) non-uniformed officers required by the Sheriff
to wear suit and tie shall receive a clothing and cleaning allowance at an annual rate of $450,
payable in installments of $225 in June and $225 in December
Effective January 1, 2001, twenty-five (25) non-uniformed officers required by the Sheriff
to wear suit and tie shall receive a clothing and cleaning allowance at an annual rate of $500,
payable in installments of $250 in June and $250 in December
Should the number of non-uniformed officers qualifying for this allowance exceed 25, the
allowance shall be limited to the 25 highest seniority officers. Should new grants or township
contracts approved by the Board of Commissioners contain provisions for clothing allowance,
the officers assigned to the new positions will be eligible for the allowance.
All guns, uniforms and equipment supplied by the County will remain County
property and separating deputies will be required to return all uniforms and equipment to the
Sheriff.
(c) The County will provide cleaning of uniforms for uniformed personnel of the
Department and it is understood that the individuals will not abuse this privilege by requesting
excessive cleaning.
V
SALARY STEPS/MERIT INCREASES
Any salary step increase for an employee who satisfactorily performs and is approved for
such increase by the Sheriff shall become effective within ten (10) working days after receipt by
the Sheriff's Department of the appropriate notice of eligibility for salary step increase and said
(b)
31
I . ,
salary step increase shall not be denied unless the Sheriff disapproves the salary step increase
within the aforesaid period.
VI
SALARY SCHEDULE PROGRESSION
All persons hired hereafter shall be hired and progress in accordance with the salary
schedules established herein.
VII
MILEAGE
Effective with the execution of this agreement, the General Travel Regulation's mileage
reimbursement rate shall be $.28 (twenty-eight cents) per mile.
VIII
SHIFT PREMIUM
Effective with the execution of this agreement, the shift premium for the Sheriff
Communication Agents and Sheriff Communication Agent Shift Leaders shall be $.50.
32
1722.49 1784.81 1847.02 1909.11
1740.54 1802.89 1865.05 1927.25
1013.20 1081.14 1149.16 1261.63
1489.93 1590.26 1704.54 1766.85
1067.08 1153.51 1239.98 1326.41
1407.97 1504.73
1395.18 1504.73 1690.51
1891.09
1395.18
1774.16 1838.35 1902.43
1792.76 1856.98 1921.00
1043.60 1113.57 1183.63
1534.63 1637.97 1755.68
1099.09 1188.12 1277.18
1450.21 1549.87
1966.38
1985.07
1299.48 1437.04 1549.87 1741.23
1819.86 1947.82
1366.20 1437.04
APPENDIX A
FY 1999 Bi-wee ly Salary Rates
The following Salary Schedule indicates the Normal Rate Without Reduction for 414(h)(2)
employer pick-up purposes. Said amounts will be reduced by the applicable amounts to
reflect IRS Form W-2 reported earnings consistent with the 414(h)(2) pick-up arrangement.
The reduced amount will be paid to the employee and shall become effective with the first pay
period on or after September 26, 1998.
Base 6 Mnth 1 Year 2 Year 3 Year 4 Year 5 Year 6 Year 7 Year
Arson Investigator
Crime Lab Spec I
Crime Lab Spec II
Deputy I
Deputy II
Sheriff Comm Agent
Sheriff Comm Shift Ldr
1912.86 Flat Rate
1660.45
1678.39
951.57
1389.72
980.52 1023.78
1365.37
Deputy I assigned as Medical Personnel to the infirmary shall receive $500 annually (pro-rated)
while performing these duties.
FY 2000 Bi-weekly Salary Rates
The following Salary Schedule indicates the Normal Rate Without Reduction for 414(h)(2)
employer pick-up purposes. Said amounts will be reduced by the applicable amounts to
reflect IRS Form W-2 reported earnings consistent with the 414 (h)(2) pick-up arrangement.
The reduced amount will be paid to the employee and shall become effective with the first pay
period on or after September 25, 1999.
Base 6 Mnth 1 Year 2 Year 3 Year 4 Year 5 Year 6 Year Zagar
Arson Investigator
Crime Lab Spec I
Crime Lab Spec II
Deputy I
Deputy II
Sher Comm Agent
Sher Comm Shift Ldr
1970.25 Flat Rate
1710.26
1728.74
980.12
1431.41
1009.94 1054.49
1406.33
Deputy I assigned as Medical Personnel to the infirmary shall receive $500 annually (pro-rated)
while performing these duties.
33
FY 2001 Bi-weekly Salary Rates
Employees represented by this bargaining unit shall receive the same general increase as
approved by the Oakland County Board of Commissioners to take effect during Fiscal Year
2001 for non-represented employees. Should the non-represented employees receive less than
a 2% increase for Fiscal Year 2001, the employees represented by this bargaining unit shall be
entitled to 2% in lieu of the salary increase provided non-represented employees.
PROTECTIVE/TECHNICAL SERVICES MLEOTC BONUS
Beginning October 1, 1999, each MLEOTC certified road deputy in the Protective Services
Division or Technical Services Division who has completed five full years of service as a
MLEOTC certified road deputy shall be eligible to receive an annual $1,000 bonus, provided
that they remain a MLEOTC certified road deputy in the Protective Services or Technical
Services Division. This bonus shall be pro-rated in accordance with the amount of time
during each fiscal year, October 1 to September 30, during which the deputy functioned as a
MLEOTC certified road deputy and will be paid in the first paycheck in December. For
example, a MLEOTC certified road deputy in Protective Services completing his/her fifth
year of service on September 1 would be eligible for one-twelfth (1/12) of the bonus paid in
December (the deputy functioned as a MLEOTC certified road deputy in Protective Services
from September 1 to September 30 or 1/12 of the sixth year). This bonus shall not be
included in final average compensation.
34
SHERIFF'S DEPARTMENT AGREEMENT
APPENDIX B
In addition to the provisions of this agreement which are controlling to the extent of
any conflict with the provisions of the Oakland County Employees' Handbook and/or the
Oakland County Employees' Retirement System Restated Resolution, for the following fringe
benefits, refer to the Oakland County Employees' Handbook:
1. Injury on the Job
2. Leave of Absence
3. Death Benefits
*4• Longevity
*4.5• Medical and Master Medical Coverage
6. Sick Leave
7. Retirement
8. Annual Leave
9. Disability Coverage
***10. Dental Coverage
Tuition Reimbursement
35
**
**
**
***
****
The fringe benefits modified in previous collective bargaining agreements shall
continue in effect as modified and described in the Oakland County Employees' Handbook.
* Merit Rule No. 2, Section VII, "Service Increment Pay", shall
not apply to any employee hired after March 15, 1984.
Effective January 1, 1997, employees retiring from County
employment with 25 years of service within the Department
shall be eligible for County paid medical and master medical
health coverage at the time of retirement regardless of age.
Employees retiring prior to January 1, 1997 shall not be
eligible for County paid medical and master medical health
coverage until such time as they have reached age 50.
Employees hired on or after January 1, 1989, who subsequently
retire from County service shall not be eligible for County
reimbursement of Medicare Part B payments.
Eligibility for County-provided medical and master medical
coverage while on LTD shall be as follows: An employee on
LTD will be eligible for County-provided medical and master
medical coverage for up to six (6) months from the date of
LTD eligibility, provided he/she has applied for and were
turned down for Social Security disability and Medicaid and
have no other medical and master medical coverage available
and providing the employee has not allowed his/her medical
and master medical coverage to lapse.
Effective October 1, 1999, Dental Maximum shall be increased
from $750 to $1000 annually.
Effective October 1, 1999, Tuition Reimbursement shall be
increased from $600 per session to $800 per session with a
maximum annual reimbursement of $2,400.
HEALTH BENEFITS
For fiscal year 1999, the Flexible Benefit Plan in effect for members of this bargaining
unit shall be consistent with the plan in effect for non-represented employees during 1995.
36
Preferred Provider Drug Plan in effect for members of this bargaining unit shall be
consistent with the plan in effect for non-represented employees during 1995.
Effective January 1, 2000, the employer shall implement for employees covered by this
Agreement, health care changes consistent with the provisions outlined in the attached health
care summary for current and new hire employees. All other aspects of the current Fringe
Benefit Plan shall continue in effect.
37
HEALTH CARE SUMMARY
CURRENT EMPLOYEES
Traditional
• No Cost/No Credit
(Benefit dollars will equal price tag)
• 2nd surgical opinion - now voluntary
• $5 co-pay prescriptions
• NO NEW ENROLLEES AFTER 12/31/1999
Comprehensive/Catastrophic Plan
• $200, $400, $600 credit for selecting this option
• No first $ Dollar benefit
• Most eligible expenses reimb. 80%
Except:
• Substance Abuse Trtmt. - 50%
(out-patient $1,000 max.)
• Psych./Mental Nervous Trtmt. - 50%
(out-patient $1,000 max.)
• Deductible - $350 individual, $700 2 or more.
• $1,000 individual/$2,000 family
out of pocket max. (includes deductible)
• $5 co-pay prescriptions
PPO
• $100, $200, $300 Credit for selecting this option
• Office visits - $10 co-pay -
No deductible
• $5 drug co-pay
• $10 emergency room co-pay
Health Alliance Plan
• $10 office visit co-pay
• $5 drug co-pay
• $10 emergency room co-pay
Blue Care Network
• Not available - 1/1/2000
(BC/BS Point of Service Plan
duplicates Blue Care Network)
Point of Service
• $150, $300, $450 credit for
selecting this option
• Network Doctors - paid in full
Out of network - 70%, $150 individual/
$300 family deductible for
unauthorized or out of network care at 70%.
• $10 co-pay office visits
• $25 co-pay emergency room visits
• $5 prescription co-pay
• $2000 individual/$4000 family out of pocket
maximums (including deductible) for
unauthorized care or care rendered by
non-network providers.
ALL PLANS
No changes to Dental
No changes to Vision
HEALTH CARE SUMMARY
NEW HIRE
Traditional
• Not available as of 1/1/2000
Comprehensive/Catastrophic Plan
• No Cost/No Credit
• No first $ - Dollar benefit
• Most eligible expenses reimb. 80%
Except:
• Substance Abuse Trtmt. - 50%
(out-patient $1,000 max.)
• Psych./Mental Nervous Trtmt. - 50%
(out-patient $1,000 max.)
• Deductible - $350 individual,
$700 2 or more.
• $1,000 individual/$2,000 family
out of pocket max. (includes deductible)
• $5 co-pay prescriptions
PPO
• Not available 1/1/2000
Health Alliance Plan
• Not available 1/1/2000
4 , 4
HEALTH CARE SUMMARY
NEW HIRE
Blue Care Network
• Not available as of 1/1/2000
Point of Service
• $390, $520, $650 cost to employee
• Network Doctors - paid in full
Out of network - 70%, $150 individual/
$300 family deductible for
unauthorized or out of network care at 70%.
• $10 co-pay office visits
• $25 co-pay emergency room visits
• $5 prescription co-pay
• $2000 individual/$4000 family out of
pocket maximums (including deductible)
for unauthorized care or care rendered
by non-network providers.
ALL PLANS
No changes to Dental
No changes to Vision
*
FISCAL NOTE (Misc, #99033) • February 25, 1999
BY: FINANCE COMMITTEE, SUE ANN DOUGLAS, CHAIRPERSON
IN RE: PERSONNEL DEPARTMENT - 1999-2001 LABOR AGREEMENT FOR EMPLOYEES REPRESENTED
BY THE OAKLAND COUNTY DEPUTY SHERIFF'S ASSOCIATION (OCDSA)
TO THE OAKLAND COUNTY BOARD OF COMMISSIONERS
Chairperson, Ladies and Gentlemen:
Pursuant to Rule XII-C of this Board, the Finance Committee has reviewed the
above referenced resolution and finds:
1. This contract covers approximately six hundred (600) employees and
includes all classifications represented by the bargaining unit.
2. Annual wage increases are:
FY 1999 Three percent (3%) retroactive to 9/26/98 and ten cents
($.10) in the night-shift differential for Sheriff
Communication Agents effective with the ratification of
this agreement.
FY 2000 Three percent (3%).
FY 2001 "Me, too" with general non-represented employees or 2%,
whichever is greater.
3. Sufficient revenue and expenditures have been included in the
FY 1999/FY 2000 Biennial Budget to cover the terms of the above
portion of the proposed contract, no additional appropriation is
required.
4. Changes have been made to the Defined Benefit Retirement and Defined
Contribution plans beginning in FY 1999 and to the Tuition
Reimbursement and Health Care beginning in FY 2000. Adjustments to
the fringe benefit rates will be included in the budget process.
5. The contract also includes a bonus for MELOTC Certified Road Deputies
in Patrol Services and Technical Services, at the end of the fifth
year of service, and an upgrade of two (2) Deputy I positions to
Deputy II positions in the Marine Safety Unit.
6. To cover the MELOTC bonus and the upgraded positions, a budget
amendment must be made as follows:
Dept. OCA PCA Obj. FY 1999 FY2000
43 23615 20006 2001 Salaries 13,000
43 23615 20006 2074 Fringes 5,690
43 23617 30001 2001 Salaries 33,000
43 23617 30001 2074 Fringes 14,444
43 23618 30003 2001 Salaries 76,000
43 23618 30003 2074 Fringes 33,265
43 23630 20006 2001 Salaries 17,000
43 23630 20006 2074 Fringes 7,445
43 23635 20011 2001 Salaries 13,043 27,031
43 23635 20011 2074 Fringes 5,709 11,832
43 23915 20013 2001 Salaries 15,000
43 23915 20013 2074 Fringes 6,566
43 23920 20014 2001 Salaries 6,000
43 23920 20014 2074 Fringes 2,626
90 29000 25000 2564 Contingency (18.752) (268.899)
-o- -0-
FINANCE COMMITTEE
FINANCE COMMITTEE VOTE: Motion carried unanimously on a roll call vote with Palmer and Douglas absent.
Resolution #99033 February 25, 1999
Moved by Devine supported by Colasanti the resolution be adopted.
AYES: Appel, Causey-Mitchell, Colasanti, Coleman, Devine, Dingeldey,
Galloway, Garfield, Gregory, Jensen, McPherson, Millard, Moffitt, Obrecht,
Patterson, Sever, Suarez, Taub, Amos. (19)
NAYS: None. (0)
A sufficient majority having voted therefor, the resolution was adopted.
I HEREBY APPSWEIRVFOREGOING RESOLUTION
L Brooks Patteryfn, C-ormty Executive Date
STATE OF MICHIGAN)
COUNTY OF OAKLAND)
I, G. William Caddell, Clerk of the County of Oakland, do hereby certify that the
foregoing resolution is a true and accurate copy of a resolution adopted by the
Oakland County Board of Commissioners on February 25, 1999 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 25th day,of February, 1999.
Z4i
G.4William Caddell, County Clerk