HomeMy WebLinkAboutResolutions - 2000.03.09 - 26110February 24, 2000
MISCELLANEOUS RESOLUTION 100029
BY: Personnel Committee, Thomas Law, Chairperson
IN RE:PERSONNEL DEPARTMENT - FISCAL YEAR 2000 - 2002 LABOR AGREEMENT FOR
EMPLOYEES REPRESENTED BY THE COMMAND OFFICERS ASSOCIATION OF MICHIGAN (COA)
To the Oakland County Board of Commissioners
Chairperson, Ladies and Gentlemen:
WHEREAS the County of Oakland and the COA, have been negotiating a
contract covering approximately 84 Sheriff's Department 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 COA, 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
Personnel Committee Vote:
Motion carried on unanimous roll call vote with Moffitt and Galloway absent
THE COUNTY OF OAKLAND
AND
OAKLAND COUNTY COMMAND OFFICER'S ASSOCIATION
SHERIFF'S DEPARTMENT - SERGEANTS, LIEUTENANTS & CAPTAINS
COLLECTIVE BARGAINING AGREEMENT
1999 - 2002
, A.D.,
AGREEMENT
This agreement is made and entered into on this 01
2000, by and between the Oakland County Sheriff and the Oakland County Board of
Commissioners, hereinafter referred to collectively as the "Employer" and the Command Officers
Association of Michigan and its affiliate, the Oakland County Command Officer's Association,
hereinafter referred to as the "Union". It is the desire of both parties to this agreement to continue
to work harmoniously and to promote and maintain high standards, between the employer and
employees, which will best serve the citizens of Oakland County.
I. RECOGNITION
The Employer recognizes the Union as the exclusive representative of the Sergeants,
Lieutenants and Captains of the Oakland County 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 employees classified as Sergeants, Lieutenants and all
Captains of the Oakland County Sheriff's Department excluding
all others.
MANAGEMENT RESPONSIBILITY
The right to hire, promote, discharge or discipline, and to maintain discipline and efficiency
of employees, is the sole responsibility of the Employer except that Union members shall not be
discriminated against as such. In addition, the work schedules, methods and means of departmental
operation are solely and exclusively the responsibility of the Employer, subject, however, to the
provisions of this agreement.
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III. DUES CHECK-OFF
(a) The Employer agrees to deduct the union membership initiation fee and dues, once each
month, from the pay of those employees who individually authorize in writing that such deductions
be made. All authorizations delivered to the Employer prior to the first day of the month shall
become effective during that succeeding month. Check-off monies will be deducted from the second
paycheck of each month and shall be remitted together with an itemized statement to the local
treasurer, within fourteen (14) days after the deductions have been made.
(b) An employee shall cease to be subject to check-off deductions beginning with the month
immediately following the month in which he is no longer a member of the bargaining unit. Any
employee may voluntarily cancel or revoke the Authorization for Check-off deduction upon written
notice to the Employer and the Union during the fifteen (15) day period prior to the end of calendar
year.
(c) The Union will protect and save harmless the Employer from any and all claims,
demands, suits, and other forms of liability by reason of action taken by the Employer for the
purpose of complying with this section.
IV. BASIS OF REPRESENTATION
Section 1
There shall be one steward and an alternate steward.
Stewards will be permitted to leave their work, after obtaining approval of their respective
supervisors and recording their time, for the purpose of adjusting grievances in accordance with the
grievance procedure and for reporting to the grievant a change in status of his grievance. Permission
for stewards to leave their work stations will not be unreasonably withheld. Stewards will report
their time to their supervisor upon returning from a grievance discussion.
The privilege of stewards to leave their work during working hours, without loss of pay, is
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extended with the understanding that the time will be devoted to the prompt handling of grievances
and will not be abused, and that they will continue to work at their assigned jobs at all times except
when permitted to leave their work to handle grievances.
Section 2
There shall be a grievance committee consisting of the two members of the unit to be
selected by the Union and certified in writing to the Employer.
The Employer shall meet whenever necessary, at a mutually convenient time, with the union
grievance committee. The purpose of grievance committee meetings will be to adjust pending
grievances, and to discuss procedures for avoiding future grievances. In addition, the committee
may discuss with the Employer other issues which would improve the relationship between the
parties.
V. GRIEVANCE PROCEDURE
The Employer and the Union support and subscribe to an orderly method of adjusting
employee grievances. To this end, the Employer and the Union agree that an employee should first
bring his problem or grievance to the attention of the Sheriff or his designee with or without his
steward within five (5) days of the occurrence, who shall attempt to resolve the grievance informally.
Dismissals, suspensions, demotions and disciplinary actions of any type shall not be a subject for
the grievance procedure but shall be processed according to the procedures of the Personnel Appeal
Board.
Step 1
If the grievance is not settled informally, it shall be discussed with the steward and shall be
reduced to writing, signed by the grievant and submitted to the Sheriff or his designee.
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Step 2
The written grievance shall be discussed between the steward and the Sheriff or designee.
The Sheriff/designee will attempt to adjust the matter and will give his written decision
within five (5) days (excluding Saturday, Sunday, and holidays) of receipt of the written
grievance.
Step 3
Any grievance not settled at Step 2 may be submitted to the next meeting of the grievance
committee. Any grievance not submitted to the next grievance committee meeting, by
written notification to the Employer within five (5) days of the immediate supervisor's
written decision, shall be considered dropped.
Any matter not settled in Step 3 of the grievance procedure may be submitted to final and
binding arbitration by either of the parties. A request for arbitration must be submitted by written
notice to the other party within fifteen (15) days after the grievance committee meeting. Expenses
for arbitration shall be borne equally by both parties.
If the parties fail to select an arbitrator, one will be selected under the rules of the Michigan
Employment Relations Commission.
The arbitrator shall have no power or authority to add to, subtract from, alter or modify the
terms of this Agreement, or set a wage rate.
Any grievance not appealed from a decision in one of the steps of the grievance procedure,
to the next step as prescribed, shall be considered dropped and the last decision final and binding,
except that time limits may be extended by mutual written agreement of the parties.
VI. BULLETIN BOARD
The Employer shall assign space for a bulletin board which shall be used by the Union for
posting notices, bearing the written approval of the President of the Union local, which shall be
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restricted to:
(a) Notices of Union recreational and social affairs;
(b) Notices of Union elections;
(c) Notices of Union appointments and results of Union elections;
(d) Notices of Union meetings;
(e) Other notices of bona fide Union affairs which are not political or libelous in nature.
VII. SENIORITY
Employees covered by this Agreement shall acquire seniority by working six (6) continuous
months in the unit, in which event the employee's seniority will date back to the date of appointment
to his current classification. When the employee acquires seniority, his name shall be placed on the
seniority list, in the order of his seniority date.
A seniority list shall be furnished to the Union every six (6) months showing the officers'
date of appointment to each classification within the unit.
An employee shall lose his seniority for the following reasons:
(a) If the employee resigns or retires;
(b) If the employee is discharged, and not reinstated;
(c) If the employee is absent from work for three (3) working days, without properly
notifying the Employer, unless a satisfactory reason is given;
(d) If the employee does not return to work at the end of an approved leave;
(e) If the employee does not return to work when recalled from a layoff
VIII. LAYOFF, RECALL AND TRANSFERS
(a) If and when it becomes necessary for the Employer to reduce the number of employees
in the work force, the employees will be laid off in seniority order, provided a Captain shall have the
right to use his greater seniority to bump a Lieutenant with less seniority, and a Lieutenant the right
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to use his greater seniority to bump a Sergeant with less seniority, based on capability of performing
available jobs and shall be recalled in the same order.
(b) If and when an employee is permanently transferred to another division within the
Department, the president or chief steward shall be notified of said transfer by the Employer.
(c) If and when an employee is permanently transferred to another assignment within the
department the employee shall be provided a minimum of five (5) working days notice. Should
exigent circumstances exist, the five (5 ) working days notice shall be waived.
IX. PROMOTIONS
All promotions within the bargaining unit shall be made on a basis of a Competitive
Examination as provided for in the Oakland County Merit System, or the Sheriff may promote the
most qualified employee in accordance with his professional judgment.
X. FALSE ARREST INSURANCE
Employees covered by this agreement shall be provided, by the Employer, a policy of false
arrest liability insurance. The premiums for such insurance will be paid by the County.
XI. GENERAL CONDITIONS
Section 1
The Union shall be notified in advance of anticipated permanent major changes in working
conditions and discussions shall be held within reasonable time if requested by the Union.
Section 2
The provisions of this agreement shall be applied equally and without favoritism to all
employees in the bargaining unit. There shall be no discrimination as to age, sex, marital status,
race, color, creed, national origin or political affiliation. The Union shall share equally with the
Employer the responsibility for applying this provision of the agreement.
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Section 3
Employees elected to any permanent full time Union office or selected by the Union to do
work which takes them from their employment with the County, shall at the written request of the
Union be granted a leave of absence without pay. The leave of absence shall not exceed two (2)
years, but it shall be renewed or extended for a similar period at any time upon the written request
of the Union.
Section 4
When any position not listed on the wage schedule is filled or established, the County may
designate a job classification and rate structure for the position. In the event the Union does not
agree that the rate for the classification is proper, the Union shall have the right to submit the issue
as a grievance through the grievance procedure within a three (3) month period.
Section 5
Any employee who is eligible for overtime compensation and who is required to work
overtime which is not contiguous to the employee's regular work schedule shall be entitled to a
minimum of two (2) hours work or pay for weekdays and three (3) hours work or pay for weekends
at the time-and-one-half rate, and three (3) hours work or pay on holidays at the appropriate holiday
rate. (Weekdays are defined as the first five (5) days of work which are part of an employee's
regular work schedule.)
Court duty appearance pay shall be applied in the following manner: When officers eligible
for overtime compensation are required to appear in court, they shall be compensated at the rate of
time and one-half for all time spent in court, with a guarantee of a minimum of two hours pay per
day.
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Under the following conditions:
1. Case must be of a criminal nature or related to traffic enforcement.
2. Officer must be off duty at court time.
Section 6
All Sergeants and Lieutenants will be entitled to make a shift preference selection within
their division (Corrective Services-Main Jail, Corrective Services-Satellites, Patrol Services) in April
and October of each year. This shift preference selection is to be based on seniority within
classification (time in grade) and is subject to the approval of the Sheriff It is understood that
approval will not be unreasonably withheld.
It is understood that not withstanding any other agreement, regulation or provision to the
contrary, employees classified as Sergeants and Lieutenants will not be eligible for shift premium.
It is further understood that all provisions of this section related to shift selection in no way
effects the Sheriff's right to determine assignments.
XII. ADOPTION BY REFERENCE OF RELEVANT RESOLUTIONS AND PERSONNEL
POLICIES
All Resolutions of the Oakland County Board of Commissioners, as amended or changed,
from time to time, relating to the working conditions and compensation of the employees covered
by this agreement, and all other benefits and policies provided for in the Oakland County Merit
System, which incorporates the Oakland County Employee's Handbook, are incorporated herein by
reference and made a part hereof to the same extent as if they were specifically set forth.
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XIII. RETIREMENT BENEFITS
All Resolutions of the Oakland County Board of Commissioners, as amended and in
existence of the date of this Agreement and as modified by prior collective bargaining agreements
between the parties, relating to Retirement System benefits, and all retirement system benefits and
policies provided for in the Oakland County Employees' Handbook, Oakland County Merit System,
except as provided and amended herein, are incorporated herein by reference and made a part hereof
to the same extent as if they were specifically set forth, subject to the following: To the extent of
any conflict between the provisions below and the Oakland County Employees' Retirement Program,
Oakland County Merit System, or the Oakland County Employees' Retirement System Restated
Resolution, the following provisions shall be controlling:
1. Effective January 1, 1978, employees hired after this date will not be eligible to
include final sick leave or annual leave cash-in payments as part of their "Final
Average Compensation" for the purpose of computing retirement benefits.
2. Effective January 1, 1989, all employees with eight (8) or more years of full-time
County service shall be eligible for the Military Buyback Option as developed by the
Oakland County Retirement Commission and approved by the Oakland County
Board of Commissioners. Employees who are 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.
3. Effective June 1, 1994, employees new to the bargaining unit shall not be entitled to
use overtime pay as part of "Final Average Compensation" for the calculation of
retirement benefits.
4. Effective January 1, 1995, unit employees who have twenty-five (25) years of service
with the Sheriffs Department, after compliance with all other requirements, may be
eligible for retirement regardless of their age.
5. Any individual, who enters the bargaining unit through promotion or otherwise, who
is a participant in the County's Defined Contribution Retirement Plan shall continue
to be a participant in the Defined Contribution Retirement Plan and shall not be a
participant in the County's Defined Benefit Retirement Plan.
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6. Effective March 19, 1998, (i.e., with respect to payroll dates and amounts on and after
March 19, 1998), all members of the Defined Benefit Retirement System shall
contribute 5% of the amount of compensation used in computing "Final Average
Compensation" as member contributions to the Defined Benefit Retirement System
which will be used to fund, in part, the retirement benefits provided by the Defined
Benefit Retirement System. Effective March 19, 1998, the required employee
contributions of 5% of "compensation" (as defined in Section 3(a) of the Restated
Resolution of the Rules and Regulations governing the Oakland County Employees'
Retirement System as revised May 21, 1992, excluding overtime with respect to
employees hired on or after June 1, 1994, and sick leave and annual leave cash in
payments for employees hired after January 1, 1978) shall be picked up (i.e., assumed
and paid) by the Employer for purposes of Internal Revenue Code Section 414(h)(2)
of the Internal Revenue Code. Said Employer contributions will be paid by the
Employer to the Defined Benefit Retirement System plan and no employee shall have
any option of choosing to receive the amounts directly. This 414(h)(2) arrangement
shall not affect determination of final average compensation for pension contribution
purposes.
7. Effective March 19, 1998, with respect to all persons who are active employees and
members of the Defined Benefit Retirement System on or after March 19, 1998, the
percentage factor used to compute applicable benefit amounts will be 2.5%.
Provided, however, that in order to be eligible for and to receive the 2.5% factor, an
employee is required to be an active member of the Command Officers bargaining
unit for two (2) full years.
8. Vested former members must continue to meet the requirements of the Retirement
System Restated Resolution in effect at the time said person terminated their
employment and terminates their membership in the Retirement System as an active
employee.
9. All bargaining unit employees shall have the option to transfer from the Defined
Benefit Retirement Program to the Defined Contribution Retirement plan as set forth
in Miscellaneous Resolution #94275, and as approved by the Internal Revenue
Service, based on a multiplier of 2.2%.
Eligible employees must exercise this option between April 1, 2000 and May 31,
2000. The calculations will be based on the status of the participant's defined benefit
retirement account as of December 31, 1999. In lieu of any increase in value in the
Defined Benefit Account from continued employment between December 31, 1999
and the date of payment to the Defined Contribution Retirement Plan, each electing
participant shall receive interest at the rate of 7.5% per annum on his/her account.
Election shall be made by delivering a signed copy of the election form to the
County Personnel Department. Once an employee elects to transfer from the Defined
Benefit Retirement Program to the Defined Contribution Retirement Plan, that
employee shall not be eligible to be a participant in the Defined Benefit Retirement
Program at any time thereafter.
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10. The Union agrees to fully cooperate and to take any action necessary with the County
in obtaining or continuing any necessary Internal Revenue Service rulings or other
requirements or any other requirements imposed by any government or other
authority concerning the Defined Benefit Retirement Plan or the Defined
Contribution Retirement Plan.
11. Employees hired on or after January 1, 1989, who subsequently retire from County
service shall not be eligible for County reimbursement of Medicare Part B payments.
12. Effective with the execution of this Agreement, employees retiring with 25 years
service in the Department shall be eligible for health care benefits as provided under
the Oakland County Retiree's health care plan regardless of their age.
13. The County shall make the following contributions and matchings contributions to
the Defined Contribution Retirement Plan for employees hired prior to May 27,
1995:
(1) For calendar 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.
(2) For calendar 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.
14. 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 calendar 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.
(2) For calendar year 2001 the County shall contriute 8% of base wages to the
Defined Contribution Retirement Plan and the employee shall contribute
2% of base wages to the Retirement Plan.
15. The following employees shall only receive retiree health care benefits pursuant to
Miscellaneous Resolution #94292:
A. Any employee hired or non-vested former employee rehired on or after May
27, 1995;
B. Any employee entering the bargaining unit who is already subject to
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Miscellaneous Resolution #94292.
XIV. MAINTENANCE OF CONDITIONS
Wages, hours and conditions of employment legally in effect at the execution of the
Agreement shall, except as modified herein, be maintained during the term of this agreement.
XV. ECONOMIC MATTERS
The agreement between the parties on economic matters are set forth in Appendix A and
Appendix B attached hereto and are incorporated into this collective bargaining agreement, subject
to the terms and conditions thereof.
XVI. NO STRIKE - NO LOCKOUT
Under no circumstances will the Union cause or authorize or permit its members to cause,
nor will any member of the bargaining unit take part in, any strike, sitdown, stay-in or slowdown or
any violation of any State law. In the event of a work stoppage or other curtailment, the Union shall
immediately instruct the involved employees in writing, that their conduct is in violation of the
contract and that all such persons shall immediately cease the offending conduct.
The Employer will not lockout any employees of the bargaining unit during the term of this
agreement.
XVII. DURATION
This agreement shall remain in full force and effect from October 1, 1999 to midnight,
September 30, 2002. The agreement shall be automatically renewed from year to year thereafter
unless either party shall notify the other in writing, one hundred twenty (120) days prior to
September 30, 2002, that it desires to modify the agreement. In the event that such notice is given,
negotiations shall begin within a reasonable period of time. This agreement shall remain in full force
and be effective during the period of negotiations and until notice of termination of this agreement
is provided to the other party in the manner set forth in the following paragraph.
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In the event that either party desires to terminate this agreement, written notice must be given
to the other party no less than ten (10) days prior to the desired termination date which shall not be
before the anniversary date set forth in the preceding paragraph.
It is agreed and understood that the provisions contained herein shall remain in full force and
effect so long as they are not in violation of applicable statutes and ordinances and remain within
the jurisdiction of the County of Oakland.
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FAX NO. 13139379165 P. 03/03 MAR-21-2000 TUE 12:05 PM P 0 A M
T'.".1.1••n '.1 •.” 1 IV./ WV 11 ,e• eV I
OAKLAND COUNTY SHERIFF
MaAND, A Michigan
on
By
L, Brooks ion, County Executive
15
tt,
Pt.64
John
COUNTY 0
Constitutio
APPENDIX A
I. SALARIES — Fiscsal Year 2000
The following hi-weekly salary schedule shall prevail effective September 25, 1999:
Classification Base 1 Year 2 Year
Sergeant 2066.41 2108.10 2154.05
Lieutenant 2208.76 2276.43 2344.10
Captain 2410.41 2490.85 2571.43
Captain Chf of Staff 2828.57
SALARIES - 2001
The following bi-weekly salary schedule shall prevail effective September 23, 2000:
Classification Base 1 Year 2 Year
Sergeant 2151.13 2194.53 2242.37
Lieutenant 2299.32 2369.76 2440.21
Captain 2509.24 2592.97 2676.86
Captain Chf of Staff 2944.54
SALARIES - FY 2002
Wage Reopener
II. CAPTAIN WEEKEND DUTY PAY
The one Captain designated to be on-call during a week, including non-office hours on
weekdays and on Saturday and Sunday, and who shall be on-call and shall work scheduled or called,
shall be compensated $500.00 per week of such schedule.
III. CLOTHING ALLOWANCE
Eligible non-uniformed Sergeants and Lieutenants shall receive a clothing and cleaning
allowance at an annual rate of $375.00 payable in installments of $187.50 in June and $187.50 in
December.
Effective July 1, 1993, twelve (12) of the above non-uniformed Sergeants and three (3) of
the above non-uniformed Lieutenants required by the Sheriff to wear a suit and tie shall be entitled
to an additional $100.00 clothing and cleaning allowance annually. This additional allowance shall
be paid in installments of $50.00 and added to the $187.50 paid in June and December of each
calendar year.
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Officers assigned plain clothes duty by the Sheriff for 30 consecutive days or more shall be
entitled to a pro-rated clothing and cleaning allowance.
IV. DIVERS PREMIUM PAY
(a) Divers shall receive straight time pay for on-duty hours of work.
(b) For all hours on the job other than on-duty hours, the diver shall receive time and
one-half pay.
*(c) The divers shall receive premium pay of $5.00 per hour over and above the rates set
forth in sections (a) and (b) above when performing diving activities.
*(d) When diving under the ice, divers shall receive premium pay of $10.00 per hour over
and above the rates set forth in sections (a) and (b) above.
*Computation of the $5.00 per hour and $10.00 per hour premium pay shall be computed to the
nearest one-half (1/2) hour.
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1.
2.
3.
4.
5.*
6.
7.
8.
9.**
10.***
11 .****
APPENDIX B
For the following fringe benefits, refer to the Oakland County Employees' Handbook:
Injury on the Job
Holidays
Leave of Absence
Death Benefits
Longevity
Medical and Master Medical Coverage
Sick Leave
Annual Leave
Disability Coverage
Dental Coverage
Tuition Reimbursement
The fringe benefits modified in previous collective bargaining agreements shall continue in
effect as modified and described in the Oakland County Employee's Handbook.
Merit Rule No. 2, Section VII, "Service Increment Pay", shall not apply to any
employee hired after March 15, 1984.
Eligibility for County-provided medical and master medical coverage while on LTD
shall be as follows: An employee on LTD will be eligible for County-provided
medical and master medical coverage for up to six (6) months from the date of LTD
eligibility provided he/she has applied for and were turned down for Social Security
Disability and Medicaid and have no other medical and master medical coverage
available and providing the employee has not allowed his/her medical and master
medical coverage to lapse.
*** Dental benefits increased consistent with Miscellaneous Resolution # 99189.
**** Tuition Reimbursement increased consistent with the Fiscal Year 2000 budget.
**
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,4
BENEFITS — 2000 - 2002
(1) Members of this bargaining unit shall continue in the Flexible Benefit Plan consistent
with the plan in effect for non-represented employees.
MILEAGE
The General Travel Regulation's mileage reimbursement rate shall be $.325. Employees
required to drive their personal vehicle on official County business shall receive mileage
reimbursement in accordance with current Board of Commissioner approved Travel Regulations.
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Resolution #00029 February 24, 2000
The Chairperson referred the resolution to the Finance Committee. There
were no objections.
FISCAL NOTE (M.R. #00029) March 9, 2000
BY: FINANCE COMMITTEE, SUE ANN DOUGLAS, CHAIRPERSON
IN RE: PERSONNEL DEPARTMENT - FISCAL YEAR 2000 - 2002 LABOR AGREEMENT FOR
EMPLOYEES REPRESENTED BY THE COMMAND OFFICERS ASSOCIATION OF MICHIGAN (COA)
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. A wage agreement has been reached with the Oakland County Command
Officers Association regarding a three-year contract for the
period October 1, 1999 through September 30, 2002, for all
classifications represented by the bargaining unit. The agreement
includes a 5% salary increase for FY 2000; an increased
differential for Captain Chief of Staff by 2%; a 4.1% salary
increase for FY 2001; a wage reopener for FY 2002; and an increase
in Captain weekend duty pay to $500 effective with the execution
of this agreement.
2. Command Officers have again been offered the option to transfer to
the Defined Contribution Retirement Program based on a 2.2%
multiplier. For those hired before 5/27/95, the contribution rate
for calendar year 2000 is an eleven percent (11%) County
contribution and a four percent (4%) employee contribution. For
calendar year 2001 the County and the employee each contributes an
extra one percent (1%). For those hired on or after 5/27/95, the
contribution rate for calendar year 2000 is a seven percent (7%)
County contribution and a one percent (1%) employee contribution.
For calendar year 2001, both the County and the employee
contribute an extra one percent (1%). Dental benefits, tuition
reimbursement, and mileage reimbursement are increased to current
non-represented employee amounts.
3. The cost of the salary increases and resulting fringe benefit
increases for FY 2000 equals $374,219. Of this amount, $216,944
(3% increase in salaries and fringes) was anticipated and set
aside in the FY 2000/FY 2001 Biennial Budget.
4. Funding has also been set aside for the pension enhancement.
Actuarial calculations will be made to determine the amount to be
transferred to the retirement account.
5. For FY 2000, unanticipated salary and fringe benefits increases
totaling $157,275 will come from the non-departmental office
automation account and an amendment must be made as shown on
Attachment A. The 4.1 percent salary increase for FY 2001 will be
included in the Biennial Budget for FY 2001/FY 2002.
FINANCE COMMITTEE
FINANCE COMMITTEE VOTE:
Motion carried unanimously on a roll call vote with Palmer absent.
THE FOREGOING PcSOLI.r.
A
Resolution #00029 March 9, 2000
Moved by Taub supported by Garfield the resolutions on the Consent Agenda
be adopted.
AYES: Appel, Buckley, Causey-Mitchell, Colasanti, Coleman, Dingeldey,
Douglas, Galloway, Garfield, Gregory, Jensen, Law, McCulloch, McPherson, Melton,
Millard, Moffitt, Obrecht, Palmer, Patterson, Schmid, Sever, Suarez, Taub,
Amos. (25)
NAYS: None. (0)
A sufficient majority having voted therefor, the resolutions on the Consent
Agenda were adopted.
I HEREBY
L Brooks P bison, County ExecutIve Oats
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 March 9, 2000 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 9t7day 9/ March, 2000.
G. William Caddell, County Clerk