HomeMy WebLinkAboutResolutions - 2002.10.24 - 26974A
October 10, 2002
MISCELLANEOUS RESOLUTION #02249
BY: Personnel Committee, Nancy Dingeldey, Chairperson
IN RE: PERSONNEL DEPARTMENT — FISCAL YEAR 2002-2004 LABOR
AGREEMENT FOR EMPLOYEES REPRESENTED BY THE OAKLAND
COUNTY EMPLOYEES UNION
To the Oakland County Board of Commissioners
Chairperson, Ladies and Gentlemen:
WHEREAS the County of Oakland and the Oakland County Employees Union
(OCEU), have been negotiating a contract covering approximately 379 employees; and
WHEREAS a 3-Year agreement has been reached for the period October 1, 2001,
through September 30, 2004, and said agreement has been reduced to writing; and
WHEREAS this agreement provides for a 4% increase for Fiscal Year 2002; a
1.5% increase with the pay period beginning September 21, 2002, and a 1.5% increase
with the pay period beginning March 22, 2003 unless a greater increase is approved for
the general, non-represented employees; and a wage and benefit re-opener for Fiscal year
2004; 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 the Oakland
County Employees Union, covering the period of October 1, 2001, through September
30, 2004, and that the Board Chairperson on behalf of the County of Oakland, is
authorized to execute said agreement as attached.
Chairperson, on behalf of the Personnel Committee, I move the adoption of the
foregoing resolution.
PERSONNEL COMMITTEE
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Personnel Committee Vote:
Motion carried on unanimous roll call vote with Galloway and Coleman absent
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• A
Summary of Agreement Between
Oakland County and
Oakland County Employees Union
September, 2002
Duration 3 years
Wanes
FY 2002 4% increase effective with the pay period beginning
September 22, 2001
2 General Maintenance Mechanic positions shall
Be upgraded to Skilled Maintenance Mechanic I
1 Grounds Equipment Mechanic assigned to Facilities
Maintenance & Operations shall be increased by an
additional 2.7% and retitled to Grounds Equipment
Mechanic — FM&O.
FY 2003 Employees represented by this bargaining unit shall
receive a 1.5% increase effective October 2002 and
a 1.5% increase in April 2003. This increase shall be
processed at the same time and in the same manner
as the general, non-represented employees.
Should the general, non-represented employees receive
a greater wage increase for fiscal year 2003, that increase
shall supersede the agreed to augmentation in this
agreement and be applied at the same time and in the
same manner as to the general, non-represented group.
FY 2004 Re-opener
Benefits
Effective with the execution of this agreement mileage reimbursement
shall be increased to $.365 per mile
• • 4
Any benefit modifications implemented on a countywide basis to
general, non-represented employees to take effect during fiscal year 2002
and 2003 shall be applied to employees represented by this bargaining unit
at the same time and in the same manner
FY 2004 Re-opener
Contractual — Economic
Effective with the execution of this agreement, Nursing Assistants who
have been assigned by management to: 1 — Restorative Nursing; 2 —
Treatments; or 3 — Training (as defined by management) will receive an
additional $.50 per hour while performing these duties.
Contractual — Non Economic
Retitle 2 Skilled Maintenance Mechanic Ito a new classification Painter I
at the same salary rate
Delete the classifications of Clerk I, Clerk II, Typist I, Typist II, Clerk III
from the bargaining agreement's salary schedule
Add the classifications of Clerk, Office Assistant I, Office Assistant II to
the appropriate bargaining unit's salary schedule
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THE COUNTY OF OAKLAND
AND
OAKLAND COUNTY EMPLOYEES UNION
COLLECTIVE BARGAINING AGREEMENT
2001 - 2004
This agreement is made and entered into on this
A.D., 2002, by and between the Oakland day o
AGREEMENT
County Board of Commissioners and the Oakland County Executive,
hereinafter referred to collectively as the "Employer," and the
Oakland County Employees Union, hereinafter referred to as the
"Union.!' It is the desire of both parties to this agreement to
continue to work harmoniously and to promote and maintain high
standards, between the employer and employees, which will best
serve the citizens of Oakland County.
I. RECOGNITION
The Employer recognizes the Union as the exclusive
representative of the following employees, for the purposes of
collective bargaining with respect to rates of pay, wages, hours of
employment and other terms and conditions of employment, in the
following bargaining unit for which they have been certified, and
in which the Union is recognized as collective bargaining
representative, subject to and in accordance with the provisions of
Act 336 of the Public Acts of 1947, as amended.
All Animal Control Officers, and Animal Shelter
Attendants and clerical and EXCLUDING supervision.
All employees of Building Custodial units of the
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Department of Facilities Management EXCLUDING all
supervisors as defined in the Act.
All employees of the Maintenance and Ground units of the
Department of Facilities Management EXCLUDING all
supervisors as defined in the Act.
All Chemist, Electronics Technician, Laboratory
Technician I, Laboratory Technician II, Maintenance
Laborer, Maintenance Mechanic I, Maintenance Mechanic II,
Meter Reader, Pump Maintenance Mechanic I, Pump
Maintenance Mechanic II, Sewage Treatment Plant Operator
I, Sewage Treatment Plant Operator II, Sewage Treatment
Plant Operator Trainee, Skilled Maintenance Mechanic II,
Skilled Maintenance Mechanic III and Water Meter
Technician employed by the Oakland County Drain
Commissioner EXCLUDING Construction Inspectors I, II and
supervisors and all engineering, clerical,
administrative, professional and other office employees.
All General Maintenance Mechanics - Parks and Recreation,
Grounds Equipment Mechanics, Groundskeeper
Groundskeeper II, Groundskeeper Crew Chief, Groundskeeper
Specialist, Parks Maintenance Aides, Skilled Maintenance
Mechanic I, Skilled Maintenance Mechanic II and Skilled
Maintenance Mechanic III employed by the Oakland County
Parks and Recreation Commission EXCLUDING supervisors and
all other employees.
All non-professional, non-technical, non-clerical
employees of Oakland County Medical Care Facility,
including nursing assistants and Storkeepers I/II,
EXCLUDING medical doctors, registered professional
nurses, licensed practical nurses, medical technologists,
pharmacists, occupational and physical therapists, x-ray
technicians, and all other professinal, technical and
clerical employees, confidential employees, executives
and supervisors.
All Licensed Practical Nurses employed at the Oakland
County Medical Care Facility EXCLUDING supervisors and
all other employees.
All clerical employees, cooks, and maintenance employees
of the Oakland County Sheriff's Department EXCLUDING all
other employees, supervisors and confidential employees
as determined by the Board.
II. MANAGEMENT RESPONSIBILITY
The right to hire, promote, discharge or discipline, and
to maintain discipline and efficiency of employees, is the sole
responsibility of the Employer except that Union Members shall not
be discriminated against as such. In addition, the work schedules,
methods and means of departmental operation are solely and
exclusively the responsibility of the Employer, subject, however,
to the provisions of this agreement.
III. DUES CHECK-OFF
(a) The Employer agrees to deduct the union membership
initiation fee and dues, once each month, from the pay of those
employees who individually authorize in writing that such
deductions be made. All authorizations delivered to the Employer
prior to the first day of the month shall become effective during
that succeeding month. Check-off monies will be deducted from the
second paycheck of each month and shall be remitted together with
an itemized statement to the local treasurer, within fourteen (14)
days after the deductions have been made.
(b) An employee shall cease to be subject to check-off
deductions beginning with the month immediately following the month
in which he is no longer a member of the bargaining unit. Any
employee may voluntarily cancel or revoke the Authorization for
Check-off deduction upon written notice to the Employer and the
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Union during the fifteen (15) day period prior to the expiration of
the contract.
(c) The Union will protect and save harmless the
Employer from any and all claims, demands, suits and other forms of
liability by reason of action taken by the Employer for the purpose
of complying with this section.
IV. STEWARDS AND ALTERNATE
Section 1.
There shall be one chief steward and one alternate chief
steward for the bargaining group and additional stewards and
alternates as provided in the appendices for the individual
functional units. All stewards and alternate stewards must come
from the unit they represent.
Stewards will be permitted to leave their work, after
obtaining approval of their respective supervisors and recording
their time, for the purpose of adjusting grievances in accordance
with the grievance procedure and for reporting to the grievant a
change in status of his grievance. Permission for stewards to
leave their work stations will not be unreasonably withheld.
Stewards will report their time to their supervisor upon returning
from a grievance discussion.
The privilege to leave their work during working hours,
without loss of pay, is extended with the understanding that the
time will be devoted to the prompt handling of grievances and will
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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.
The Union president shall be released from work two (2)
hours per day for union business during 2001, 2002, and 2003.
Release time must be used immediately following the president's
lunch period.
Section 3.
The Chief Steward or Alternate Chief Steward must obtain
written permission before leaving their work. The Chief Steward or
Alternate Chief Steward shall be permitted to leave their work to
handle grievances below the grievance committee level only when the
functional unit Steward or Alternate Steward is unavailable.
Should any Steward position become vacant the union agrees to fill
the vacancy and notify the employer within ten (10) working days.
The Chief Steward and the Alternate Chief Steward will not come
from the same functional unit.
Section 4.
Stewards may receive but shall not solicit grievances
(this is not to be construed as to prohibit Stewards from advising
members related to contract interpretation).
Section 5.
The UniOn will furnish the Employer with the names of its
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authorized representatives who are employed within the Unit and
such changes as may occur from time to time in such personnel so
that the Employer may at all times be advised as to the authority
of the individual representative of the Union with which it may be
dealing.
V. GRIEVANCE PROCEDURES
The Employer and the Union support and subscribe to an
orderly method of adjusting employee grievances. To this end, the
Employer and the Union agree that an employee should first bring
his problem or grievance to the attention of his immediate
supervisor, with or without his steward within ten (10) days of the
occurrence. The immediate supervisor shall attempt to resolve the
grievance informally. Suspensions, demotions and disciplinary
actions other than dismissals shall not be a subject for the
grievance procedure but shall be processed according to the
procedures of the Personnel Appeal Board. Dismissals are to be
heard only by an arbitrator.
Step 1.
If the grievance is not settled informally, it shall be
discussed with the shift steward and shall be reduced to writing,
signed by the grievant and submitted to his immediate supervisor
within ten (10) days of the informal discussion (excluding
Saturday, Sunday and Holidays).
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Step 2.
The written grievance may be discussed between the shift
steward and the immediate supervisor if so desired. The supervisor
will attempt to adjust the matter and will give his written
decision within ten (10) days (excluding Saturday, Sunday and
holidays) of receipt of the written grievance. The Union will be
provided a copy of the Employer's response to any grievance filed
by members of this unit.
Step 3.
Any grievance not settled at Step 2 may be submitted to
the next meeting of the grievance committee. The union grievance
committee shall consist of the Chief Steward and one other member
of the bargaining unit. Any grievance not submitted to the next
grievance committee meeting, by written notification to the
Employer within ten (10) days (excluding Saturday, Sunday and
Holidays) of the immediate supervisor's written decision, shall be
considered dropped.
Any matter not settled in Step 3 of the grievance
procedure may be submitted to final and binding arbitration by
either of the parties. A request for arbitration must be submitted
by written notice to the other party within fifteen (15) days of
the Employer's written response following the grievance committee
meeting.
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The grievance upon which Arbitration has been demanded
shall be referred to one of the following Arbitrators in accordance
with the date of the written grievance, the oldest grievance being
referred first:
1. Mario Chiesa
2. Michael Long
3. Bill Danial
A grievance shall be referred to the listed Arbitrators
in the order in which they appear. Once a grievance has been
referred to an Arbitrator, a subsequent grievance shall be referred
to the next Arbitrator on the list. After a grievance has been
referred to the third Arbitrator listed, the cycle shall repeat,
beginning with the first Arbitrator. The Arbitrator may interpret
and apply the provisions of this Agreement to determine the
grievance before the Arbitrator. However, the Arbitrator shall
have no power or authority, in any way, to alter, modify, amend, or
add to any provisions of this Agreement, or set a wage rate. The
Arbitrator shall be bound by the express provisions of this
Agreement. Expenses for arbitration shall be borne equally by both
parties.
Any grievance not appealed, from a decision in one of the
steps of the grievance procedure, to the next step as prescribed,
shall be considered dropped and the last decision final and
binding, except 'that time limits may be extended by mutual
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agreement of the parties. In the event that the Employer shall
fail to supply the Union with its answer to the particular step
within the specified time limits, the grievance shall be deemed
automatically positioned for appeal at the next step with the time
limit for exercising said appeal commencing with the expiration of
the grace period for answering.
VI. BULLETIN BOARD
The Employer shall assign space for a bulletin board
which shall be used by the Union for posting notices, bearing the
written approval of the Chief Steward of the Union local, which
shall be restricted to:
(a) Notices of Union recreational and social affairs;
(b) Notices of Union elections;
(c) Notices of Union appointments and results of Union
elections;
(d) Notices of Union Meetings;
(e) Other notices of bona fide Union affairs which are
not political or libelous in nature.
VII. SENIORITY
New employees may acquire seniority by working six (6)
continuous months, in which event the employee's seniority will
date back to the date of hire into the department. An employee
shall be credited with seniority for time employed in the
functional unit that he/she is currently employed which previously
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fell under a different department. When the employee acquires
seniority, his/her name shall be placed on the seniority list, in
the order of his/her seniority date.
An up-to-date seniority list shall be furnished to the
Union every six (6) months.
An employee shall lose his/her seniority for the
following reasons:
(a) If the employee resigns or retires;
(b) If the employee is discharged, and not reinstated;
(c) If the employee is absent from work for three (3)
working days, without properly notifying the
Employer, unless a satisfactory reason is given;
(d) If the employee does not return to work at the end
of an approved leave;
(e) If the employee does not return to work when
recalled from a layoff.
VIII. LAYOFF AND RECALL
Section 1.
If and when it becomes necessary for the Employer to
reduce the number of employees in the work force, the employees
will be laid off in seniority order within the functional units.
For layoff and recall purposes, Maintenance, Custodial and Grounds
units in the Department of Facilities Management, Facilities
Maintenance and Operations Division are to be considered separate
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•
units. The order of layoff in each functional unit shall be
determined based on seniority and capability of performing
available jobs and shall be recalled in the inverse order (refer to
Rule 9 - Oakland County Merit System Handbook). All employees so
laid off shall be offered the opportunity of recall prior to the
hiring of any new employees.
Entitlement to recall shall not extend beyond the
following specified periods: employees with less than one year
seniority entitled to recall for one year; employees with one but
less than two years seniority entitled to recall for two years;
employees with two or more years of seniority entitled to recall
for three years.
Section 2.
Superseniority. The President, Vice President and elected
stewards, for the purpose of layoff and recalls to work following
such layoff only, for the term of their office, shall be considered
as having more seniority than any other employee within their
functional unit. They shall be last to be laid off for lack of
work or funds from their unit and the first to be recalled to work
in their unit following such layoff providing they have the then
present ability to satisfactorily perform the available work in
such area without additional training.
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IX. PROMOTIONS
(a) Promotions made within the bargaining unit shall be
carried out in a manner consistent with the provisions of the
Oakland County Merit System.
(b) A Union observer will be permitted to attend Merit
System promotional interviews for promotions within the bargaining
unit.
X. GENERAL CONDITIONS
Section 1.
The Union shall be notified in advance of anticipated
permanent major changes in working conditions and discussions shall
be held thereon.
Section 2.
Employees elected to any permanent full time Union office
or selected by the Union to do work which takes them from their
employment with the County, shall at the written request of the
Union be granted a leave of absence without pay. The leave of
absence shall not exceed two (2) years, but it shall be renewed or
extended for a similar period at any time upon the written request
of the Union.
Section 3.
When any position not listed on the wage schedule is
filled or established, the County may designate a job
classification and rate structure for the position. The County
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shall notify the Union at such time as the new classification is
established. In the event the Union does not agree that the
classification, rate or structure are proper, the Union shall have
the right to submit the issue as a grievance through the grievance .
procedure within a three (3) month period following notification.
Section 4.
Special conferences for important matters may be arranged
at a mutually convenient time between the staff representative and
the Employer or its designated representative upon the request of
either party. Such meetings shall be between at least two
representatives of the Employer and no more than two employee
representatives of the Union and the Staff Representative, if so
desired. Arrangements for such special conferences shall be made
in advance and an agenda of the matters to be taken up at the
meeting shall be presented at the time the conference is requested.
Matters taken up in special conferences shall be confined to those
included in the agenda. The members of the Union shall not lose
time or pay for time spent in such special conferences.
Section 5.
In the event that any represented unit, other than a unit
containing employees eligible for Act 312 Police/Fire Compulsory
Arbitration, or employees whose designated employer is other than
the Oakland County Executive, negotiates a contract with the County
of Oakland containing any form of union security, the same right
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will automatically be given to the unit covered under this
agreement.
Section 6.
County vehicles operated by employees represented by this
bargaining unit will be given safety inspections annually by the
Oakland County Department of Central Services, Support Services
Division.
Section 7.
The Employer will provide the Union with a roster of
bargaining unit employees in January of each contract year. Said
roster shall include the following information: name of employee,
classification, step in salary range, and current salary rate.
Section 8.
Part-time, non-eligible employees may be utilized for up
to 1,000 hours of employment per year as provided in the Oakland
County Merit Rules published February, 1986.
Section 9.
The Employer may in its sole judgmen7_ and discretion
decide to permit early merit increases ahead of the schedule
provided in this Agreement. Such early merit increases shall be
recommended by the department head and be subject to approval by
the Employee Relations Division of the Personnel Department.
Approval of an early merit increase in one case shall not create a
precedent for granting an early merit increase in any other.
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Section 10.
Copies of all disciplinary actions rela7_ed to members of
this bargaining unit shall be provided to the Union providing the
employee disciplined has authorized it.
Section 11.
The Employer will notify the union of changes in
bargaining unit job descriptions and if requested by the union, the
employer will meet and confer prior to finalization of the job
description. Exception to this policy may occur under exigent
circumstances with discussions being held within a reasonable time
thereafter.
Section 12.
Except in exigent circumstances, an employee shall be
given ten (10) working days notice prior to a permanent change in
shift.
XI. ADOPTION BY REFERENCE OF RELEVANT RESOLUTIONS AND PERSONNEL
POLICIES
All Resolutions of the Oakland County Board of
Commissioners, as amended or changed, from time to time, relating
to the working conditions and compensation of the employees covered
by 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
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specifically set forth.
XII. MAINTENANCE OF CONDITIONS
Wages, hours and conditions of employment legally in
effect at the execution of this Agreement shall, except as improved
herein, be maintained during the term of this Agreement. No
employee shall suffer a reduction in such benefits as a consequence
of the execution of this Agreement.
XIII. ECONOMIC MATTERS
The Agreement between the parties on eccnomic matters are
set forth in the Appendices attached hereto and are incorporated
into this collective bargaining agreement, subject to the terms and
conditions thereof.
XIV. NO STRIKE - NO LOCKOUT
Under no circumstances will the Union cause or authorize
or permit its members to cause, nor will any member of the
bargaining unit take part in, any strike, sitdown, stay-in, or
slowdown or any violation of any State Law.
The Employer will not lockout any employees of the
bargaining unit during the term of this Agreemen -:.
XV. DURATION
This Agreement shall remain in full force and effect from
October 1, 2001, to midnight, September 30, 2004. The Agreement
shall be automatically renewed from year to year thereafter unless
either party shall notify the other in writing, sixty (60) days
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•• 120 f •
prior to September 30, 2004, that it desires to modify the
Agreement. In the event that such notice is given, negotiations
shall begin within a reasonable period of time. This Agreement
shall remain in full force and be effective during the period of
negotiations and until notice of termination of this Agreement is
provided to the other party in the manner set forth in the
• following paragraph.
In the event that either party desires to terminate this
Agreement, written notice must be given to the other party no less
than ten (10) days prior to the desired termination date which
shall not be before the anniversary date set forth in the preceding
paragraph.
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By
It is agreed and understood that the provisions contained
herein shall remain in full force and effect so long as they are
not in violation of applicable statutes and ordinances and remain
within the jurisdiction of the County of Oakland for continued
application.
OAKLAND COUNTY EMPLOYEES UNION
Steven Schell, President
COUNTY OF OAKLAND, a Michigan
Cong,tautional C9rporation
Thomas Law, Chairperson
OAKLAND COUNTY EXECUTIVE
L. Brooks PAtterson
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OAKLAND COUNTY EMPLOYEES UNION
APPENDIX A
For the following fringe benefits refer to the Oakland_ Count.
Employee's Handbook:
1. Injury on the Job
2. Holidays
3. Leave of Absence
4. Death Benefits
5. Longevity
6. Master Medical Coverage
7. Sick Leave
8. Retirement
9. Annual Leave
10. Income Continuation Coverage
11. Dental Coverage
12. Tuition Reimbursement
The fringe benefits modified in previous collective bargaininc
agreements shall continue in effect as modified and described in the Oaklan(
County Employees' Handbook.
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II
Any Benefit Plan Improvements applied to non-represented employees shall be
applied to members of this bargaining unit at the same time and in the same
manner as applied to the non-represented group.
III
Effective with the execution of this Agreement, the General Travel
Regulation's mileage reimbursement rate shall be $.365.
IV
The Employer will continue to provide approved work shoes througl-
a vendor selected by the Purchasing Division. Shoes will only be provided tc
those represented employees determined by the employer to be eligible for thi5
benefit.
V
Benefits - 2002, 2003
The fringe benefits modified in previous collective bargaininc
agreements shall continue in effect as modified and described in the Oaklanc
County Employee's Handbook.
All employee benefit modifications implemented on a County widE
basis to general non-represented employees to take effect during 2002 and 200:
shall be applied to employees represented by this bargaining unit.
Modifications shall be applied at the same time and in the same manner aE
applied to the general non-represented employees.
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Benefits - 2004
The parties shall reopen negotiations for 2004 benefits
no later than August 1, 2003.
ANIMAL CONTROL
APPENDIX B
BI-WEEKLY SALARIES - FY 2002
The following merit hi-weekly salary schedule shall prevail for the pay period beginning
September 22, 2001:
Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year 6 Year
Account Clerk I 969.30 1027.87 1086.52 1145.18 1203.83 1262.57
Account Clerk II 1075.18 1140.23 1205.28 1270.20 1335.34 1400.22
Animal Control Officer 1153.46 1223.03 1292.88 1362.48 1432.33 1501.76
Animal Shelter Attendant 847.55 900.81 954.26 1007.61 1061.05 1114.24
Clerk 797.46 847.55 900.81 954.26 1007.61 1061.05 1114.24
General Clerical 788.27
General Helper 788.27
Office Assistant 1 883.15 937.65 992.20 1046.72 1101.40 1155.98
Office Assistant II 969.30 1027.87 1086.52 1145.18 1203.83 1262.57
II
REPRESENTATION
There shall be one (1) steward and one (1) alternate steward.
In the matters which require the presence of a union steward it shall be the responsibility of the employer to
arrange for the stewards attendance.
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MAINTENANCE, CUSTODIAL AND GROUNDS
APPENDIX C
BI-WEEKLY SALARIES - FY 2002
The following merit bi-weekly salary schedule shall prevail for the pay period beginning
September 22, 2001:
Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year
Central Stock Attendant 1181.98 1253.30 1324.80 1396.16 1467.66 1539.02
Custodial Worker I 823.36 873.09 923.00 972.96 1022.83 1072.66
Custodial Worker II 847.55 900.81 954.26 1007.61 1061.05 1114.24
Custodial Worker III 920.32 976.06 1031.84 1087.49 1143.24 1199.02
General Helper 788.27
General Maint. Mechanic 1120.76 1188.32 1256.20 1323.93 1391.68 1459.14
Grounds Equip. Mechanic 1120.76 1188.32 1256.20 1323.93 1391.68 1459.14
Grounds Equip. Mech-FMO 1149.83 1219.18 1288.81 1358.30 1427.81 1497.02
Groundskeeper I 969.30 1027.87 1086.52 1145.18 1203.83 1262.57
Groundskeeper II 1020.73 1082.38 1144.19 1205.90 1267.59 1329.39
Groundskeeper Crew Chief 1181.98 1253.30 1324.80 1396.16 1467.66 1539.02
Groundskeeper Specialist 1075.18 1140.23 1205.28 1270.20 1335.34 1400.22
Groundskeeper Specialist- 1120.76 1188.32 1256.20 1323.93 1391.68 1459.14
(Irrigation)
Maintenance Laborer 920.32 976.06 1031.84 1087.49 1143.24 1199.02
Mobile Unit Custodial Wkr. 920.32 976.06 1031.84 1087.49 1143.24 1199.02
Painter I 1181.98 1253.30 1324.80 1396.16 1467.66 1539.02
Painter II 1241.49 1316.49 1391.46 1466.45 1541.40 1615.60
Skilled Maint. Mech. I 1181.98 1253.30 1324.80 1396.16 1467.66 1539.02
Skilled Maint. Mech. II 1241.49 1316.49 1391.46 1466.45 1541.40 1615.60
Skilled Maint. Mech. III 1429.00 1515.24 1601.56 1687.84 1773.94 1860.14
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MAINTENANCE, CUSTODIAL AND GROUNDS
APPENDIX C (CON'T)
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REPRESENTATION
There shall be stewards and alternate stewards in accordance with the following formula:
(a) The Maintenance employees shall be represented by one (1) steward and one (1) alternate steward;
(b) The Grounds employees shall be represented by one (1) steward and one (1) alternate steward;
(c) The Custodial employees shall be represented by one (1) steward and one (1) alternate steward for the
afternoon shift - North County (employees working in buildings located north of Birmingham); one (1) steward and
one (1) alternate steward for the afternoon shift - South County (employees working in buildings located in or south
of Birmingham).
In matters which require the presence of a union steward it shall be the responsibility of the employer to arrange
for the steward's attendance.
III
Movement from the Level Ito the Level II in the Groundskeeper series may occur without the need for a vacancy
in the higher classification after completion of each step in the Groundskeeper I salary range. An employee will
be reclassified from Groundskeeper I to Groundskeeper II when in the sole judgement and discretion of the
employer, his work performance warrants such reclassification.
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MAINTENANCE, CUSTODIAL AND GROUNDS
APPENDIX C (CON'T)
IV
Custodial employees hired after January 1, 1984, will be appointed as Custodial Worker I and will move from
Custodial Worker Ito Custodial Worker II after completing each step of the Custodial Worker I salary range. Such
movement shall be in accordance with Merit System Rules and applied to other classes treated as a series ( such as
Typist I and II). All employees hired after January 1, 1984, must be able and willing to perform all current
Custodial Worker I and II assignments from their date of hire including buffing.
V
TEMPORARY CHANGE OF RATE
In those cases in which the temporary assignment includes taking over the ultimate responsibility inherent in the
higher level job and in which the temporary assignment is for at least one full shift, the base salary rate will be paid
to the employee in the temporary assignment for the time actually worked in the higher classification but the
increased earnings will not count toward the basis in which service increment pay is determined.
VI
Effective January 1, 1995, employees in the Grounds Maintenance Unit assigned to Snow Removal duty and who
work more than 4 hours between 6 p.m. and 6 a.m. shall receive a differential equal to the current shift differential
for all hours worked at this assignment between 6 p.m. and 6 a.m.. With the exception described above, these
employees shall be ineligible for any other fon-n of shift differential.
25
MEDICAL CARE FACILITY EMPLOYEES
APPENDIX D
BI-WEEKLY SALARIES - FY 2002
The following merit bi-weekly salary schedule shall prevail for the pay period beginning
September 22, 2001:
Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year
Day Room Assistant 823.36 873.09 923.00 972.96 1022.83 1072.66
Day Room Assistant Ldr. 920.32 976.06 1031.84 1087.49 1143.24 1199.02
General Helper 788.27
Licensed Practical Nurse 1035.47 1097.92 1160.58 1223.17 1285.84 1348.51
Nursing Assistant 847.55 900.81 954.26 1007.61 1061.05 1114.24
Storekeeper I 847.55 900.81 954.26 1007.61 1061.05 1114.24
Storekeeper II 883.15 937.65 992.20 1046.72 1101.40 1155.98
Effective with the execution of this agreement, Nursing Assistants who have been assigned by the employer to the
following special functions will receive an additional $.50 per hour while performing the duties. The employer shall
determine the duties involved in these assignments and will select the employees who are assigned these duties:
1-Restorative Nursing
2-Treatments
3-Training
II
REPRESENTATION
There shall be one (1) steward and one (1) alternate steward for each permanent shift.
In matters which require the presence of a union steward it shall be the responsibility of the employer to arrange
for the steward's attendance.
26
•
MEDICAL CARE FACILITY EMPLOYEES
APPENDIX D (CON'T)
III
TEMPORARY CHANGE OF RATE
In those cases in which the temporary assignment includes taking over the ultimate responsibility inherent in the
higher level job and in which the temporary assignment is for at least one full shift, the base salary rate will be paid
to the employee in the temporary assignment for the time actually worked in the higher classification, but the
increase earnings will not count toward the basis on which service increment pay is determined.
27
SHERIFF'S DEPARTMENT CLERICAL & MAINTENANCE EMPLOYEES
APPENDIX E
BI-WEEKLY SALARIES - FY 2002
The following merit bi-weekly salary schedule shall prevail for the pay period beginning
September 22, 2001:
Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year 6 Year
Account Clerk I 969.30 1027.87 1086.52 1145.1S 1203.83 1262.57
Account Clerk II 1075.18 1140.23 1205.28 1270.20 1335.34 1400.22
Clerk 797.46 847.55 900.81 954.26 1007.61 1061.05 1114.24
Clerk II-Deliveryperson 920.32 976.06 1031.84 1087.49 1143.24 1199.02
General Clerical 788.27
General Helper 788.27
General Maint. Mech. 1120.76 1188.32 1256.20 1323.93 1391.68 1459.14
Inmate Booking Clerk 1020.73 1082.38 1144.19 1205.90 1267.59 1329.39
Materials Mgmt. Clerk 969.30 1027.87 1086.52 1145.18 1203.83 1262.57
Office Assistant I 883.15 937.65 992.20 1046.72 1101.40 1155.98
Office Assistant II 969.30 1027.87 1086.52 1145.18 1203.83 1262.57
Office Leader 1075.18 1140.23 1205.28 1270.20 1335.34 1400.22
Storekeeper I 847.55 900.81 954.26 1007.61 1061.05 1114.24
Storekeeper II 883.15 937.65 992.20 1046.72 1101.40 1155.98
Warrants Clerk 1020.73 1082.38 1144.19 1205.90 1267.59 1329.39
28
SHERIFF'S DEPARTMENT CLERICAL & MAINTENANCE EMPLOYEES
APPENDIX E (CON'T)
II
REPRESENTATION
There shall be one (1) steward and one (1) alternate steward.
In matters which require the presence of a union steward it shall be the responsibility of the employer to arrange
for the steward's attendance.
SHIFT PREFERENCE
All represented employees within this functional unit will be entitled to make a shift preference selection in April
and October of each year. This shift preference selection is to be based on seniority within the unit and is subject
to the final approval of the Sheriff. It is understood that approval will not be unreasonably withheld.
It is further understood that provisions of this section related to shift selection in no way effects the Sheriffs right
to deten-nine assignments.
29
PARKS AND RECREATION DEPARTMENT
MAINTENANCE EMPLOYEES
APPENDIX F
BI-WEEKLY SALARIES - FY 2002
The following merit bi-weekly salary schedule shall prevail for the pay period beginning
September 22, 2001:
Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year
General Helper 788.27
General Maint. Mech.-P&R 1120.76 1188.32 1256.20 1323.93 1391.68 1459.14
Grounds Equip. Mech. 1120.76 1188.32 1256.20 1323.93 1391.68 1459.14
Groundskeeper I 969.30 1027.87 1086.52 1145.18 1203.83 1262.57
Groundskeeper II 1020.73 1082.38 1144.19 1205.90 1267.59 1329.39
Groundskeeper Crew Chief 1181.98 1253.30 1324.80 1396.16 1467.66 1539.02
Groundskeeper Specialist 1075.18 1140.23 1205.28 1270.20 1335.34 1400.22
Parks Maintenance Aide 969.30 1027.87 1086.52 1145.18 1203.83 1262.57
Skilled Maint. Mech. I 1181.98 1253.30 1324.80 1396.16 1467.66 1539.02
Skilled Maint. Mech. II 1241.49 1316.49 1391.46 1466.45 1541.40 1615.60
Skilled Maint. Mech. III 1429.00 1515.24 1601.56 1687.84 1773.94 1860.14
30
PARKS AND RECREATION DEPARTMENT
MAINTENANCE EMPLOYEES
APPENDIX F CON 'T)
II
REPRESENTATION
There shall be a steward and an alternate steward, one of which shall be from Addison-Oaks Park. During the
term of this agreement and due to the fact that Addison-Oaks Parks is geographically distant from the other County
parks, the alternate steward shall perform all the duties and functions of a steward.
In matters which require the presence of a union steward it shall be the responsibility of the employer to arrange
for the steward's attendance.
III
TEMPORARY CHANGE OF RATE
In those cases in which the temporary assignment includes taking over the ultimate responsibility inherent in the
higher level job and in which the temporary assignment is for at least one full shift, the base salary rate will be paid
to the employee in the temporary assignment for the time actually worked in the higher classification, but the
increased earnings will not count toward the basis on which service increment pay is determined.
IV
Movement from the Level Ito the Level II in the Groundskeeper series may occur without the need for a vacancy
in the higher classification, after completion of each step in the Groundskeeper I salary range. An employee will
be reclassified from Groundskeeper I to Groundskeeper II when in the sole judgement and discretion of the
employer, his work performance warrants such reclassification.
31
DRAIN COMMISSIONER
APPENDIX G
BI-WEEKLY SALARIES - FY 2002
The following merit bi-weekly salary schedule shall prevail for the pay period beginning
September 22, 2001:
Classification Base 6 Mo. 1 Year 2 Year 3 Year 4 Year 5 Year
Chemist 1299.77 1378.11 1456.66 1535.18 1613.65 1692.08
Electronics Technician 1181.98 1253.30 1324.80 1396.16 1467.66 1539.02
General Helper 788.27
Laboratory Technician I 1020.73 1082.38 1144.19 1205.90 1267.59 1329.39
Laboratory Technician II 1075.18 1140.23 1205.28 1270.20 1335.34 1400.22
Maintenance Laborer-Drain 975.53 1034.61 1093.74 1152.75 1211.83 1270.95
Maintenance Mechanic I 1071.76 1136.49 1201.40 1266.19 1330.99 1395.84
Maintenance Mechanic II 1165.59 1235.84 1306.45 1376.90 1447.36 1517.51
Meter Mechanic I 1071.76 1136.49 1201.40 1266.19 1330.99 1395.84
Meter Mechanic II 1165.59 1235.84 1306.45 1376.90 1447.36 1517.51
Pump Maint. Mech. I 1181.98 1253.30 1324.80 1396.16 1467.66 1539.02
Pump Maint. Mech. II 1299.77 1378.11 1456.66 1535.18 1613.65 1692.08
Sewage Trt Pint Oper I 1128.93 1197.25 1265.54 1333.72 1402.11 1470.24
Sewage Trt Pint Oper II 1299.77 1378.11 1456.66 1535.18 1613.65 1692.08
Swg Trt Plnt Oper Trainee 966.33 1024.85 1083.43
Skilled Maint. Mech. II 1241.49 1316.49 1391.46 1466.45 1541.40 1615.60
Skilled Maint. Mech. III 1429.00 1515.24 1601.56 1687.84 1773.94 1860.14
Water Meter Technician 1075.18 1140.23 1205.28 1270.20 1335.34 1400.22
32
DRAIN COMMISSIONER
APPENDIX G (CON'T)
II
REPRESENTATION
There shall be stewards and alternate stewards in accordance with the following formula:
The Sewer and Water Operations Unit employees shall be represented by one (1) steward and one (1) alternate
steward.
In matters which require the presence of a union steward it shall be the responsibility of the employer to arrange
for the steward's attendance.
III
TEMPORARY CHANGE OF RATE
In those cases in which the temporary assignment includes taking over the ultimate responsibility inherent in the
higher level job and in which the temporary assignment is for at least one full shift, the base salary rate will be paid
to the employee in the temporary assignment for the time actually worked in the higher classification but the
increased earnings will not count toward the basis on which service increment pay is determined.
33
ANIMAL CONTROL
APPENDIX B
BI-WEEKLY SALARIES - FY 2003
The following merit biweekly salary schedule shall prevail for the pay period beginning on
September 21, 2002:
Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year 6Year
Account Clerk I 983.84 1043.29 1102.82 1162.36 1221.89 1281.51
Account Clerk II 1091.31 1157.33 1223.36 1289.25 1355.37 1421.22
Animal Control Officer 1170.76 1241.38 1312.27 1382.92 1453.81 1524.29
Animal Shelter Attendant 860.26 914.32 968.57 1022.72 1076.97 1130.95
Clerk 809.42 860.26 914.32 968.57 1022.72 1076.97 1130.95
General Clerical 800.09
General Helper 800.09
Office Assistant I 896.40 951.71 1007.08 1062.42 1117.92 1173.32
Office Assistant II 983.84 1043.29 1102.82 1162.36 1221.89 1281.51
II
REPRESENTATION
There shall be one (1) steward and one (1) alternate steward.
In the matters which require the presence of a union steward it shall be the responsibility of the employer to
arrange for the stewards attendance.
34
MAINTENANCE, CUSTODIAL AND GROUNDS
APPENDIX C
BI-WEEKLY SALARIES - FY 2003
The following merit bi-weekly salary schedule shall prevail for the pay period beginning
September 21, 2002:
Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year
Central Stock Attendant 1199.71 1272.10 1344.67 1417.10 1489.67 1562.11
Custodial Worker I 835.71 886.19 936.85 987.55 1038.17 1088.75
Custodial Worker II 860.26 914.32 968.57 1022.72 1076.97 1130.95
Custodial Worker III 934.12 990.70 1047.32 1103.80 1160.39 1217.00
General Helper 800.09
General Maint. Mechanic 1137.57 1206.14 1275.04 1343.79 1412.56 1481.03
Grounds Equip. Mechanic 1137.57 1206.14 1275.04 1343.79 1412.56 1481.03
Grounds Equip. Mech-FMO 1167.08 1237.47 1308.14 1378.67 1449.23 1519.48
Groundskeeper I 983.84 1043.29 1102.82 1162.36 1221.89 1281.51
Groundskeeper II 1036.04 1098.62 1161.35 1223.99 1286.60 1349.33
Groundskeeper Crew Chief 1199.71 1272.10 1344.67 1417.10 1489.67 1562.11
Groundskeeper Specialist 1091.31 1157.33 1223.36 1289.25 1355.37 1421.22
Groundskeeper Specialist- 1137.57 1206.14 1275.04 1343.79 1412.56 1481.03
(Irrigation)
Maintenance Laborer 934.12 990.70 1047.32 1103.80 1160.39 1217.00
Mobile Unit Custodial Wkr. 934.12 990.70 1047.32 1103.80 1160.39 1217.00
Painter I 1199.71 1272.10 1344.67 1417.10 1489.67 1562.11
Painter II 1260.11 1336.24 1412.33 1488.45 1564.52 1639.83
Skilled Maint. Mech. I 1199.71 1272.10 1344.67 1417.10 1489.67 1562.11
Skilled Maint. Mech. II 1260.11 1336.24 1412.33 1488.45 1564.52 1639.83
Skilled Maint. Mech. III '1450.44 1537.97 1625.58 1713.16 1800.55 1888.04
35
MAINTENANCE, CUSTODIAL AND GROUNDS
APPENDIX C (CON'T)
REPRESENTATION
There shall be stewards and alternate stewards in accordance with the following formula:
(a) The Maintenance employees shall be represented by one (1) steward and one (1) alternate steward;
(b) The Grounds employees shall be represented by one (1) steward and one (1) alternate steward;
(c) The Custodial employees shall be represented by one (1) steward and one (1) alternate steward for the
afternoon shift 7 North County (employees working in buildings located north of Birmingham); one (1) steward and
one (1) alternate steward for the afternoon shift - South County (employees working in buildings located in or south
of Birmingham).
In matters which require the presence of a union steward it shall be the responsibility of the employer to arrange
for the steward's attendance.
III
Movement from the Level Ito the Level II in the Groundskeeper series may occur without the need for a vacancy
in the higher classification after completion of each step in the Groundskeeper I salary range. An employee will
be reclassified from Groundskeeper I to Groundskeeper II when in the sole judgement and discretion of the
employer, his work performance warrants such reclassification.
36
MAINTENANCE, CUSTODIAL AND GROUNDS
APPENDIX C (CON'T)
IV
Custodial employees hired after January 1, 1984, will be appointed as Custodial Worker! and will move from
Custodial Worker Ito Custodial Worker II after completing each step of the Custodial Worker I salary range. Such
movement shall be in accordance with Merit System Rules and applied to other classes treated as a series ( such as
Typist I and II). All employees hired after January 1, 1984, must be able and willing to perform all current
Custodial Worker I and II assignments from their date of hire including buffing.
V
TEMPORARY CHANGE OF RATE
In those cases in which the temporary assignment includes taking over the ultimate responsibility inherent in the
higher level job and in which the temporary assignment is for at least one full shift, the base salary rate will be paid
to the employee in the temporary assignment for the time actually worked in the higher classification but the
increased earnings will not count toward the basis in which service increment pay is determined.
VI
Effective January 1, 1995, employees in the Grounds Maintenance Unit assigned to Snow Removal duty and who
work more than 4 hours between 6 p.m. and 6 a.m. shall receive a differential equal to the current shift differential
for all hours worked at this assignment between 6 p.m. and 6 a.m.. With the exception described above, these
employees shall be ineligible for any other form of shift differential.
37
MEDICAL CARE FACILITY EMPLOYEES
APPENDIX D
BI-WEEKLY SALARIES - FY 2003
The following merit bi-weekly salary schedule shall prevail for the pay period beginning
September 21, 2002:
Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year
Day Room Assistant 835.71 886.19 936.85 987.55 1038.17 1088.75
Day Room Assistant Ldr. 934.12 990.70 1047.32 1103.80 1160.39 1217.00
General Helper 800.09
Licensed Practical Nurse 1051.00 1114.39 1177.99 1241.52 1305.13 1368.74
Nursing Assistant 860.26 914.32 968.57 1022.72 1076.97 1130.95
Storekeeper I 860.26 914.32 968.57 1022.72 1076.97 1130.95
Storekeeper II 896.40 951.71 1007.08 1062.42 1117.92 1173.32
Effective with the execution of this agreement, Nursing Assistants who have been assigned by the employer to the
following special functions will receive an additional $.50 per hour while performing the duties. The employer shall
determine the duties involved in these assignments and will select the employees who are assigned these duties:
1-Restorative Nursing
2-Treatments
3-Training
II
REPRESENTATION
There shall be one (1) steward and one (1) alternate steward for each pen -nanent shift.
In matters which require the presence of a union steward it shall be the responsibility of the employer to arrange
for the steward's attendance.
38
MEDICAL CARE FACILITY EMPLOYEES
APPENDIX D
III
TEMPORARY CHANGE OF RATE
In those cases in which the temporary assignment includes taking over the ultimate responsibility inherent in the
higher level job and in which the temporary assignment is for at least on full shift, the base salary rate will be paid
to the employee in the temporary assignment for the time actually worked in the higher classification, but the
increase earnings will not count toward the basis on which service increment pay is determined.
39
SHERIFF'S DEPARTMENT CLERICAL & MAINTENANCE EMPLOYEES
APPENDIX E
BI-WEEKLY SALARIES - FY 2003
The following merit bi-weekly salary schedule shall prevail for the pay period beginning
September 21, 2002:
Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year 6 Year
Account Clerk .I 983.84 1043.29 1102.82 1162.36 1221.89 1281.51
Account Clerk II 1091.31 1157.33 1223.36 1289.25 1355.37 1421.22
Clerk 809.42 860.26 914.32 968.57 1022.72 1076.97 1130.95
Clerk II-Deliveryperson 934.12 990.70 1047.32 1103.80 1160.39 1217.00
General Clerical 800.09
General Helper 800.09
General Maint. Mech. 1137.57 1206.14 1275.04 1343.79 1412.56 1481.03
Inrnate Booking Clerk 1036.04 1098.62 1161.35 1223.99 1286.60 1349.33
Materials Mg,int. Clerk 983.84 1043.29 1102.82 1162.36 1221.89 1281.51
Office Assistant I 896.40 951.71 1007.08 1062.42 1117.92 1173.32
Office Assistant II 983.84 1043.29 1102.82 1162.36 1221.89 1281.51
Office Leader 1091.31 1157.33 1223.36 1289.25 1355.37 1421.22
Storekeeper I 860.26 914.32 968.57 1022.72 1076.97 1130.95
Storekeeper II 896.40 951.71 1007.08 1062.42 1117.92 1173.32
Warrants Clerk 1036.04 1098.62 1161.35 1223.99 1286.60 1349.33
40
SHERIFF'S DEPARTMENT CLERICAL & MAINTENANCE EMPLOYEES
APPENDIX E (CON'T)
II
REPRESENTATION
There shall be one (1) steward and one (1) alternate steward.
In matters which require the presence of a union steward it shall be the responsibility of the employer to arrange
for the steward's attendance.
SHIFT PREFERENCE
All represented employees within this functional unit will be entitled to make a shift preference selection in April
and October of each year. This shift preference selection is to be based on seniority within the unit and is subject
to the final approval of the Sheriff. It is understood that approval will not be unreasonably withheld.
It is further understood that provisions of this section related to shift selection in no way effects the Sheriff's right
to determine assignments.
41
PARKS AND RECREATION DEPARTMENT
MAINTENANCE EMPLOYEES
APPENDIX F
BI-WEEKLY SALARIES - FY 2003
The following merit bi-weekly salary schedule shall prevail for the pay period beginning
September 21, 2002:
Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year
General Helper 800.09
General Maint. Mech.-P&R 1137.57 1206.14 1275.04 1343.79 1412.56 1481.03
Grounds Equip,. Mech. 1137.57 1206.14 1275.04 1343.79 1412.56 1481.03
Groundskeeper I 983.84 1043.29 1102.82 1162.36 1221.89 1281.51
Groundskeeper II 1036.04 1098.62 1161.35 1223.99 1286.60 1349.33
Groundskeeper Crew Chief 1199.71 1272.10 1344.67 1417.10 1489.67 1562.11
Groundskeeper Specialist 1091.31 1157.33 1223.36 1289.25 1355.37 1421.22
Parks Maintenance Aide 983.84 1043.29 1102.82 1162.36 1221.89 1281.51
Skilled Maint. Mech. I 1199.71 1272.10 1344.67 1417.10 1489.67 1562.11
Skilled Maint. Mech. II 1260.11 1336.24 1412.33 1488.45 1564.52 1639.83
Skilled Maint. Mech. III 1450.44 1537.97 1625.58 1713.16 1800.55 1888.04
42
PARKS AND RECREATION DEPARTMENT
MAINTENANCE EMPLOYEES
APPENDIX F (CO NT)
II
REPRESENTATION
There shall be a steward and an alternate steward, one of which shall be from Addison-Oaks Park. During the
term of this agreement and due to the fact that Addison-Oaks Parks is geographically distant from the other County
parks, the alternate steward shall perform all the duties and functions of a steward.
In matters which require the presence of a union steward it shall be the responsibility of the employer to arrange
for the. steward's attendance.
III
TEMPORARY CHANGE OF RATE
In those cases in which the temporary assignment includes taking over the ultimate responsibility inherent in the
higher level job and in which the temporary assignment is for at least one full shift, the base salary rate will be paid
to the employee in the temporary assignment for the time actually worked in the higher classification, but the
increased earnings will not count toward the basis on which service increment pay is determined.
IV
Movement from the Level Ito the Level II in the Groundskeeper series may occur without the need for a vacancy
in the higher classification, after completion of each step in the Groundskeeper I salary range. An employee will
be reclassified from Groundskeeper I to Groundskeeper II when in the sole judgement and discretion of the
employer, his work performance warrants such reclassification.
43
DRAIN COMMISSIONER
APPENDIX G
BI-WEEKLY SALARIES - FY 2003
The following merit bi-weekly salary schedule shall prevail for the pay period beginning
September 21, 2002:
Classification Base 6 Mo. 1 Year 2 Year 3 Year 4 Year 5 Year
Chemist 1319.27 1398.78 1478.51 1558.21 1637.85 1717.46
Electronics Technician 1199.71 1272.10 1344.67 1417.10 1489.67 1562.11
General Helper • 800.09
Laboratory Technician I 1036.04 1098.62 1161.35 1223.99 1286.60 1349.33
Laboratory Technician II 1091.31 1157.33 1223.36 1289.25 1355.37 1421.22
Maintenance Laborer-Drain 990.16 1050.13 1110.15 1170.04 1230.01 1290.01
Maintenance Mechanic I 1087.84 1153.54 1219.42 1285.18 1350.95 1416.78
Maintenance Mechanic II 1183.07 1254.38 1326.05 1397.55 1469.07 1540.27
Meter Mechanic I 1087.84 1153.54 1219.42 1285.18 1350.95 1416.78
Meter Mechanic II 1183.07 1254.38 1326.05 1397.55 1469.07 1540.27
Pump Maint. Mech. I 1199.71 1272.10 1344.67 1417.10 1489.67 1562.11
Pump Maint. Mech. II 1319.27 1398.78 1478.51 1558.21 1637.85 1717.46
Sewage Trt Plnt Oper I 1145.86 1215.21 1284.52 1353.73 1423.14 1492.29
Sewage Trt Pint Oper II 1319.27 1398.78 1478.51 1558.21 1637.85 1717.46
Swg Trt Pint Oper Trainee 980.82 1040.22 1099.68
Skilled Maint. Mech. II 1260.11 1336.24 1412.33 1488.45 1564.52 1639.83
Skilled Maint. Mech. III 1450.44 1537.97 1625.58 1713.16 1800.55 1888.04
Water Meter Technician 1091.31 1157.33 1223.36 1289.25 1355.37 1421.22
44
DRAIN COMMISSIONER
APPENDIX G (CON'T)
II
REPRESENTATION
There shall be stewards and alternate stewards in accordance with the following formula:
The Sewer and Water Operations Unit employees shall be represented by one (1) steward and one (1) alternate
steward.
In matters which require the presence of a union steward it shall be the responsibility of the employer to arrange
for the steward's attendance.
Ill
TEMPORARY CHANGE OF RATE
In those cases in which the temporary assignment includes taking over the ultimate responsibility inherent in the
higher level job and in which the temporary assignment is for at least one full shift, the base salary rate will be paid
to the employee in the temporary assignment for the time actually worked in the higher classification but the
increased earnings will not count toward the basis on which service increment pay is determined.
45
ANIMAL CONTROL
APPENDIX B
BI-WEEKLY SALARIES - FY 2003
The following merit hi-weekly salary schedule shall prevail for the pay period beginning on
March 22, 2003:
Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year 6Year
Account Clerk I 998.60 1058.94 1119.36 1179.80 1240.22 1300.73
Account Clerk II 1107.68 1174.69 1241.7 1 1308.59 1375.70 1442.54
Animal Control Officer 1188.32 1260.00 1331.95 1403.66 1475.62 1547.15
Animal Shelter Attendant 873.16 928.03 983.10 1038.05 1093.12 1147.91
Clerk 821.56 873.16 928.03 983.10 1038.06 1093.12 1147.91
General Clerical 812.09
General Helper 812.09
Office Assistant I 909.85 965.99 1022.19 1078.36 1134.69 1190.92
Office Assistant II 998.60 1058.94 1119.36 1179.80 1240.22 1300.73
II
REPRESENTATION
There shall be one (1) steward and one (1) alternate steward.
In the matters which require the presence of a union steward it shall be the responsibility of the employer to
arrange for the stewards attendance.
46
MAINTENANCE, CUSTODIAL AND GROUNDS
APPENDIX C
BI-WEEKLY SALARIES - FY 2003
The following merit bi-weekly salary schedule shall prevail for the pay period beginning on
March 22, 2003:
Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year
Central Stock Attendant 1217.71 1291.18 1364.84 1438.36 1512.02 1585.54
Custodial Worker I 848.25 899.48 950.90 1002.36 1053.74 1105.08
Custodial Worker II 873.16 928.03 983.10 1038.06 1093.12 1147.91
Custodial Worker III 948.13 1005.56 1063.03 1120.36 1177.80 1235.26
General Helper 812.09
General Maint. Mechanic 1154.63 1224.23 1294.17 1363.95 1433.75 1503.25
Grounds Equip. Mechanic 1154.63 1224.23 1294.17 1363.95 1433.75 1503.25
Grounds Equip. Mech-FMO 1184.61 1256.03 1327.76 1399.35 1470.97 1542.27
Groundskeeper I 998.60 1058.94 1119.36 1179.80 1240.22 1300.73
Groundskeeper II 1051.58 1115.10 1178.77 1242.35 1305.90 1369.57
Groundskeeper Crew Chief 1217.71 1291.18 1364.84 1438.36 1512.02 1585.54
Groundskeeper Specialist 1107.68 1174.69 1241.71 1308.59 1375.70 1442.54
Groundskeeper Specialist- 1154.63 1224.23 1294.17 1363.95 1433.75 1503.25
(Irrigation)
Maintenance Laborer 948.13 1005.56 1063.03 1120.36 1177.80 1235.26
Mobile Unit Custodial Wkr. 948.13 1005.56 1063.03 1120.36 1177.80 1235.26
Painter I 1217.71 1291.18 1364.84 1438.36 1512.02 1585.54
Painter II 1279.01 1356.28 1433.51 1510.78 1587.99 1664.43
Skilled Maint. Mech. I 1217.71 1291.18 1364.84 1438.36 1512.02 1585.54
Skilled Maint. Mech. II 1279.01 1356.28 1433.51 1510.78 1587.99 1664.43
Skilled Maint. Mech. III 1472.20 1561.04 1649.96 1738.86 1827.56 1916.36
47
MAINTENANCE, CUSTODIAL AND GROUNDS
APPENDIX C (CON'T)
II
REPRESENTATION
There shall be stewards and alternate stewards in accordance with the following formula:
(a) The Maintenance employees shall be represented by one (1) steward and one (1) alternate steward;
(b) The Grounds employees shall be represented by one (1) steward and one (1) alternate steward;
(c) The Custodial employees shall be represented by one (1) steward and one (1) alternate steward for the
afternoon shift 7 North County (employees working in buildings located north of Birmingham); one (1) steward and
one (1) alternate steward for the afternoon shift - South County (employees working in buildings located in or south
of Birmingham).
In matters which require the presence of a union steward it shall be the responsibility of the employer to arrange
for the steward's attendance.
III
Movement from the Level Ito the Level II in the Groundskeeper series may occur without the need for a vacancy
in the higher classification after completion of each step in the Groundskeeper I salary range. An employee will
be reclassified from Groundskeeper I to Groundskeeper II when in the sole judgement and discretion of the
employer, his work performance warrants such reclassification.
48
MAINTENANCE, CUSTODIAL AND GROUNDS
APPENDIX C (CON'T)
IV
Custodial employees hired after January 1, 1984, will be appointed as Custodial Worker I and will move from
Custodial Worker Ito Custodial Worker II after completing each step of the Custodial Worker I salary range. Such
movement shall be in accordance with Merit System Rules and applied to other classes treated as a series ( such as
Typist I and II). All employees hired after January 1, 1984, must be able and willing to perform all current
Custodial Worker I and II assignments from their date of hire including buffing.
V
TEMPORARY CHANGE OF RATE
In those cases in which the temporary assignment includes taking over the ultimate responsibility inherent in the
higher level job and in which the temporary assignment is for at least one full shift, the base salary rate will be paid
to the employee in the temporary assignment for the time actually worked in the higher classification but the
increased earnings will not count toward the basis in which service increment pay is determined.
VI
Effective January 1, 1995, employees in the Grounds Maintenance Unit assigned to Snow Removal duty and who
work more than 4 hours between 6 p.m. and 6 a.m. shall receive a differential equal to the current shift differential
for all hours worked at this assignment between 6 p.m. and 6 a.m.. With the exception described above, these
employees shall be ineligible for any other form of shift differential.
49
MEDICAL CARE FACILITY EMPLOYEES
APPENDIX D
BI-WEEKLY SALARIES - FY 2003
The following merit bi-weekly salary schedule shall prevail for the pay period beginning on
March 22, 2003:
Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year
Day Room Assistant 848.25 899.48 950.90 1002.36 1053.74 1105.08
Day Room Assistant Ldr. 948.13 1005.56 1063.03 1120.36 1 1 77.80 1235.26
General Helper 812.09
Licensed Practical Nurse 1066.77 1131.11 1195.66 1260.14 1324.71 1389.27
Nursing Assistant 873.16 928.03 983.10 1038.06 1093.12 1147.91
Storekeeper 1 873.16 928.03 983.10 1038.06 1093.12 1147.91
Storekeeper II 909.85 965.99 1022.19 1078.36 1134.69 1190.92
Effective with the execution of this agreement, Nursing Assistants who have been assigned by the employer to the
following special functions will receive an additional $.50 per hour while performing the duties. The employer shall
determine the duties involved in these assignments and will select the employees who are assigned these duties:
1-Restorative Nursing
2-Treatments
3-Training
II
REPRESENTATION
There shall be one (1) steward and one (1) alternate steward for each penuanent shift.
In matters which require the presence of a union steward it shall be the responsibility of the employer to arrange
for the steward's attendance.
50
MEDICAL CARE FACILITY EMPLOYEES
APPENDIX D (CON'T)
III
TEMPORARY CHANGE OF RATE
In those cases in which the temporary assignment includes taking over the ultimate responsibility inherent in the
higher level job and in which the temporary assignment is for at least on full shift, the base salary rate will be paid
to the employee in the temporary assignment for the time actually worked in the higher classification, but the
increase earnings will not count toward the basis on which service increment pay is determined.
51
SHERIFF'S DEPARTMENT CLERICAL & MAINTENANCE EMPLOYEES
APPENDIX E
BI-WEEKLY SALARIES - FY 2003
The following merit bi-weekly salary schedule shall prevail for the pay period beginning on
March 22, 2003:
Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year 6 Year
Account Clerk I 998.60 1058.94 1119.36 1179.80 1240.22 1300.73
Account Clerk II 1107.68 1174.69 1241.71 1308.59 1375.70 1442.54
Clerk 821.56 873.16 928.04 983.10 1038.06 1093.12 1147.91
Clerk II-Deliveryperson 948.13 1005.56 1063.03 1120.36 1177.80 1235.26
General Clerical 812.09
General Helper 812.09
General Maint. Mech. 1154.63 1224.23 1294.17 1363.95 1433.75 1503.25
Inmate Booking Clerk 1051.58 1115.10 1178.77 1242.35 1305.90 1369.57
Materials Mgmt. Clerk 998.60 1058.94 1119.36 1179.80 1240.22 1300.73
Office Assistant I 909.85 965.99 1022.19 1078.36 1134.69 1190.92
Office Assistant II 998.60 1058.94 1119.36 1179.80 1240.22 1300.73
Office Leader 1107.68 1174.69 1241.71 1308.59 1375.70 1442.54
Storekeeper I 873.16 928.03 983.10 1038.06 1093.12 1147.91
Storekeeper II 909.85 965.99 1022.19 1078.36 1134.69 1190.92
Warrants Clerk 1051.58 1115.10 1178.77 1242.35 1305.90 1369.57
52
SHERIFF'S DEPARTMENT CLERICAL & MAINTENANCE EMPLOYEES
APPENDIX E (CON'T)
II
REPRESENTATION
There shall be one (1) steward and one (1) alternate steward.
In matters which require the presence of a union steward it shall be the responsibility of the employer to arrange
for the steward's attendance.
SHIFT PREFERENCE
All represented employees within this functional unit will be entitled to make a shift preference selection in April
and October of each year. This shift preference selection is to be based on seniority within the unit and is subject
to the final approval of the Sheriff It is understood that approval will not be unreasonably withheld.
It is further understood that provisions of this section related to shift selection in no way effects the Sheriffs right
to determine assignments.
53
•
PARKS AND RECREATION DEPARTMENT
MAINTENANCE EMPLOYEES
APPENDIX F
BI-WEEKLY SALARIES - FY 2003
The following merit bi-weekly salary schedule shall prevail for the pay period beginning on
March 22, 2003:
Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year
General Helper 812.09
General Maint..Mech.-P&R 1154.63 1224.23 1294.17 1363.95 1433.75 1503.25
Grounds Equip. Mech. 1154.63 1224.23 1294.17 1363.95 1433.75 1503.25
Groundskeeper I 998.60 1058.94 1119.36 1179.80 1240.22 1300.73
Groundskeeper II 1051.58 1115.10 1178.77 1242.35 1305.90 1369.57
Groundskeeper Crew Chief 1217.71 1291.18 1364.84 1438.36 1512.02 1585.54
Groundskeeper Specialist 1107.68 1174.69 1241.71 1308.59 1375.70 1442.54
Parks Maintenance Aide 998.60 1058.94 1119.36 1179.80 1240.22 1300.73
Skilled Maint. Mech. I 1217.71 1291.18 1364.84 1438.36 1512.02 1585.54
Skilled Maint. Mech. II 1279.01 1356.28 1433.51 1510.78 1587.99 1664.43
Skilled Maint. Mech. III 1472.20 1561.04 1649.96 1738.86 1827.56 1916.36
54
PARKS AND RECREATION DEPARTMENT
MAINTENANCE EMPLOYEES
APPENDIX F (CON'T)
II
REPRESENTATION
There shall be a steward and an alternate steward, one of which shall be from Addison-Oaks Park. During the
term of this agreement and due to the fact that Addison-Oaks Parks is geographically distant from the other County
parks, the alternate steward shall perform all the duties and functions of a steward.
In matters which require the presence of a union steward it shall be the responsibility of the employer to arrange
for the steward's attendance.
III
TEMPORARY CHANGE OF RATE
In those cases in which the temporary assignment includes taking over the ultimate responsibility inherent in the
higher level job and in which the temporary assignment is for at least one full shift, the base salary rate will be paid
to the employee in the temporary assignment for the time actually worked in the higher classification, but the
increased earnings will not count toward the basis on which service increment pay is determined.
Iv
Movement from the Level Ito the Level II in the Groundskeeper series may occur without the need for a vacancy
in the higher classification, after completion of each step in the Groundskeeper I salary range. An employee will
be reclassified from Groundskeeper I to Groundskeeper II when in the sole judgement and discretion of the
employer, his work performance warrants such reclassification.
55
DRAIN COMMISSIONER
APPENDIX G
BI-WEEKLY SALARIES - FY 2003
The following merit bi-weekly salary schedule shall prevail for the pay period beginning on
March 22, 2003:
3 Year 4 Year 5 Year
1581.58 1662.42 1743.22
1438.36 1512.02 1585.54
Classification
Chemist
Electronics Technician
General Helper
Laboratory Technician I
Laboratory Technician II
Maintenance Laborer-Drain
Maintenance Mechanic I
Maintenance Mechanic II
Meter Mechanic I
Meter Mechanic II
Pump Maint. Mech. I
Pump Maint. Mech. II
Sewage Trt Pint Oper I
Sewage Trt Pint Oper II
Swg Trt Pint Oper Trainee
Skilled Maint. Mech. II
Skilled Maint. Mech. III
Water Meter Technician
Base
1339.06
1217.71
812.09
1051.58
1107.68
1005.01
1104.16
1200.82
1104.16
1200.82
1217.71
1339.06
1163.05
1339.06
995.53
1279.01
1472.20
1107.68
6 Mo. 1 Year
1419.76
1291.18
1115.10
1174.69
1065.88
1170.84
1273.20
1170.84
1273.20
1291.18
1419.76
1233.44
1419.76
1055.82 1116.18
1356.28
1561.04
1174.69
2 Year
1500.69
1364.84
1178.77
1241.71
1126.80
1237.71
1345.94
1237.71
1345.94
1364.84
1500.69
1303.79
1500.69
1433.51
1649.96
1241.71
1242.35
1308.59
1187.59
1304.46
1418.51
1304.46
1418.51
1438.36
1581.58
1374.04
1581.58
1510.78
1738.86
1308.59
1305.90
1375.70
1248.46
1371.21
1491.11
1371.21
1491.11
1512.02
1662.42
1444.49
1662.42
1369.57
1442.54
1309.36
1438.03
1563.37
1438.03
1563.37
1585.54
1743.22
1514.67
1743.22
1587.99 1664.43
1827.56 1916.36
1375.70 1442.54
56
DRAIN COMMISSIONER
APPENDIX G (CON'T)
II
REPRESENTATION
There shall be stewards and alternate stewards in accordance with the following formula:
The Sewer and Water Operations Unit employees shall be represented by one (1) steward and one (1) alternate
steward.
In matters which require the presence of a union steward it shall be the responsibility of the employer to arrange
for the steward's attendance.
III
TEMPORARY CHANGE OF RATE
In those cases in which the temporary assignment includes taking over the ultimate responsibility inherent in the
higher level job and in which the temporary assignment is for at least one full shift, the base salary rate will be paid
to the employee in the temporary assignment for the time actually worked in the higher classification but the increased
earnings will not count toward the basis on which service increment pay is determined.
57
.• i • 0 1
Resolution #02249 October 10, 2002
The Chairperson referred the resolution to the Finance Committee. There were no objections.
•
FISCAL NOTE (M.R.#02249) October 24, 2002
BY: FINANCE COMMITTEE, SUE ANN DOUGLAS, CHAIRPERSON
IN RE: PERSONNEL DEPARTMENT - FISCAL YEAR 2002-2004 LABOR AGREEMENT FOR
EMPLOYEES REPRESENTED BY THE OAKLAND COUNTY EMPLOYEES UNION
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. The County of Oakland and the Oakland County Employees Union have
negotiated a 3-year wage agreement for the period October 1, 2001
through September 30, 2004, involving approximately 379 employees.
2. For Fiscal Year 2002, the agreement includes a 4.0% salary increase,
the upgrade of two (2) General Maintenance Mechanic positions to
Skilled Maintenance Mechanic I positions, and a 2.7% wage adjustment
for one (1) Grounds Equipment Mechanic which will also be re-titled
to Grounds Equipment Mechanic - FM&O.
3. For Fiscal Year 2003, the agreement includes a 1.5% increase
beginning with the pay period September 21, 2002 and a 1.5% increase
beginning March 22, 2003 for all classifications represented by the
bargaining unit, unless a greater increase is approved for the
general, non-represented employees.
4. Also included is a wage and benefit re-opener for Fiscal Year 2004.
5. Mileage reimbursement will be increased to $.365 per mile.
6. The contract provides for any benefit modifications to general, non-
represented employees during Fiscal Year 2002/2003 to be applied to
employees in the bargaining unit at the same time and in the same
manner.
7. Nursing Assistants who have been assigned by the employer to the
special functions of Restorative Nursing, Treatments and Training
will receive an additional $.50 per hour while performing these
duties.
8. The cost of the salary increases and resulting fringe benefit
increases covering the period of the contract for GF/GP is $185,448.
The cost for salary and fringe benefit increases for the Proprietary
funds is $795,754 for the same period.
9. Sufficient revenue and expenditures have been included in the Fiscal
Year 2002/2003 Budgets to cover the terms of the proposed contract.
No additional appropriation is required.
FINANCE COMMITTEE
FINANCE COMMITTEE
Motion carried unanimously on a roll call vote with Douglas
absent.
11* r-,DREGOING 177 1-" HEREBY,Kp
Resolution #02249 October 24, 2002
Moved by Moss supported by Suarez the resolutions on the Consent Agenda be adopted.
AYES: Brian, Buckley, Causey-Mitchell, Coleman, Crawford, Dingeldey, Douglas, Garfield, Grego ry,
Law, McPherson, Melton, Middleton, Moffitt, Moss, Obrecht, Palmer, Patterson, Sever, Suarez, Taub,
Webster, Amos, Appel. (24)
NAYS: None. (0)
A sufficient majority having voted therefore, the resolutions on the Consent Agenda, were adopted.
Tmeg......n,nnn••n,+7.1:01
Date Date L. BrookPatt Or am City F.Y &CLINE,
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
October 24, 2002, with the original record thereof now remaining in my office.
In Testimony Whereof, I have hereunto set my hand and affixed the seal of the County of Oakland at
Pontiac, Michigan this 24th day of October, 2002.
G. Williarñ Caddell,-Gotinty