HomeMy WebLinkAboutResolutions - 2005.05.12 - 27927Resolution #05087 April 28, 2005
April 28, 2005
MISCELLANEOUS RESOLUTION 105087
BY: Personnel Committee, Gregory Jamian, Chairperson
IN RE: HUMAN RESOURCES DEPARTMENT — FISCAL YEAR 2004-2007
LABOR AGREEMENT FOR EMPLOYEES REPRESENTED BY THE
GOVERNMENT EMPLOYEES LABOR COUNCIL
To the Oakland County Board of Commissioners
Chairperson, Ladies and Gentlemen:
WHEREAS the County of Oakland and the Government Employees Labor
Council (GELC), have been negotiating a contract covering approximately 122
Children's Village Employees; and
WHEREAS a 3 - year agreement has been reached for the period October 1, 2004,
through September 30, 2007, and said agreement has been reduced to writing; and
WHEREAS this agreement provides for a 3% increase for fiscal year 2005; the
same increase as the general, non-represented employees for fiscal years 2006 and 2007;
and
WHEREAS the classifications of Youth Specialist II and Children's Village Case
Coordinator II shall receive an additional 1% increase beginning with the pay periods
including April 1, 2005, April 1, 2006, and April 1, 2007; and
WHEREAS any benefit modifications implemented on a County wide basis for
the general, non-represented employees during fiscal year 2006 and fiscal year 2007 shall
be applied to the employees of this bargaining unit at the same time and in the same
manner; 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 Government
Employees Labor Council, covering the period of October 1, 2004. through September
30, 2007, 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 Rogers absent
The Chairperson referred the resolution to the Finance Committee. There were no objections.
SUMMARY OF
OAKLAND COUNTY'S
AGREEMENT WITH
EMPLOYEES REPRESENTATED BY
GOVERNMENT EMPLOYEES LABOR COUNCIL
(Children's Village)
April 2005
Duration 3 years
Wages
FY 2005 3% increase effective with the pay period beginning
October 2, 2004, — the classifications of Youth
Specialist II and Children's Village Case Coordinator II (formerly
Youth and Family Caseworker II) will receive an additional
1% increase effective with the pay period including April 1, 2005
FY 2006 "Me too" with general non represented employees - the
classifications of Youth Specialist II and Children's Village Case
Coordinator II (formerly Youth and Family Caseworker II) will
receive an additional 1% increase effective with the pay period
including April 1, 2006
FY2007 "Me too" with general non represented employees - the
classifications of Youth Specialist II and Children's Village Case
Coordinator II (formerly Youth and Family Caseworker II) will
receive an additional 1% increase effective with the pay period
including April 1, 2007
Benefits
Effective with the execution of this agreement mileage reimbursement
shall be equal to the IRS mileage
Any benefit modifications implemented on a countywide basis for
general, non-represented employees to take effect during 2006
and 2007 shall be applied to employees represented by this bargaining unit
at the same time and in the same manner.
Contractual — Non Economic
Add Article 15 - Section 10 — Quarter Master
The employer has established a "Quarter Master" system for the appropriate
disbursement of county recognized uniform items for Children's Village employees.
GRIEVANCE PROCEDURE
Change from all disciplinary actions excluding from Grievance procedure to
Dismissals only will be heard by an arbitrator.
Change List of Rotating Arbitrators to:
Mario Chisea
William Daniel
Paul Glendon
George Roumel, Jr.
Benjamin Wolkinson
Add to section B
Children's Village management continues to be interested in maintaining an overtime
policy that both meet the needs of the Village management and its employees. As such,
management agrees to meet, upon request of the union to discuss any concerns that may
arise with overtime.
Non-Contractual — Memo of Understanding
The employer agrees to discuss compensatory time with this
Bargaining unit should any other non-312 unit receive compensatory time.
Change classification from Youth and Family Caseworker I to Children's Village
Case Coordinator I. Change classification from Youth and Family Caseworker II
to Children's Village Case Coordinator II.
THE COUNTY OF OAKLAND
AND
GOVERNMENTAL EMPLOYEES LABOR COUNCIL
•
Collective Bargaining Agreement
2004 - 2007
AGREEMENT
•
This agreement is made and entered into on this I ITIA day of t-1 ,
2005 by and between the County of Oakland (hereinafter referred to as the "Employer") and the
Governmental Employees Labor Council (hereinafter referred to as the "Union").
I. RECOGNITION
The Employer recognizes the -Union as the exclusive representative of the following
employees of the Oakland County Children's Village 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 and Act 379 of Public Acts of 1965.
All full-time employees of the Oakland County Children's Village, excluding
all confidential and supervisory employees.
PURPOSE AND INTENT
The general purpose of this Agreement is to set forth certain terms and conditions of
employment, and to promote orderly and peaceful labor relations for the mutual interest of the
Employer, its employees and the Union.
The parties recognize that the interest of the community and the job security of the
employees depend upon the Employer's success in establishing, and the Union's success in rendering
proper services to the public.
To these ends, the Employer and the Union encourage to the fullest degree friendly and
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cooperative relations at all levels and among all employees.
The parties recognize that the Employer is legally and morally obligated to guarantee to all
citizens a fair and equal opportunity for employment, and to these ends agree that no person shall
be denied employment or membership in the Union, or in any way be discriminated against because
of sex, age, race, color, creed, national origin, political or religious beliefs.
The masculine pronouns and relative works herein used shall be read as if written in plural
and feminine, if required by the circumstances and individuals involved, and is not intended to be
discriminatory in any fashion.
MANAGEMENT RIGHTS
The right to hire, promote, discharge or discipline for just cause, and to maintain discipline
and efficiency of employees is the sole responsibility of the Employer except that union members
shall not be discriminated against as such. In addition, the work schedules, methods and means of
departmental operations are solely and exclusively the responsibility of the Employer, subject,
however, to the provisions of this agreement.
IV. ADOPTION BY REFERENCE OF RELEVANT RESOLUTIONS AND PERSONNEL
POLICIES
All Resolutions of the Oakland County Board of Commissioners, as amended or changed,
from time to time, relating to the working conditions and compensation of the employees covered
by this agreement, and all other benefits and policies provided for in the Oakland County Merit
System, which incorporates the Oakland County Employees Handbook, are incorporated herein by
reference and made a part hereof to the same extent as if they were specifically set forth.
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V. AID TO OTHER UNIONS
Section 1
The Employer agrees and shall cause its designated agents not to aid, promote, or fmance any
other labor group or organization which purports to engage in collective bargaining or to make any
agreement with any such group or organization for the purpose of undermining the Union.
Section 2
The Union agrees not to make agreements with any other union for the purpose of coercing
the Employer.
VI. DUES CHECK OFF
(a) The Employer agrees to deduct the union membership initiation fee and dues, once
each month, from the pay of those employees who individually authorize in writing that such
deductions be made. All authorizations delivered to the Employer prior to the first day of the month
shall become effective during that succeeding month. Check-off monies will be deducted from the
second paycheck of each month and shall be remitted together with an itemized statement to the
local treasurer, within fourteen (14) days after the deductions have been made.
(b) An employee shall cease to be subject to check-off deductions beginning with the
month immediately following the month in which he is no longer a member of the bargaining unit.
(c) Any employee may voluntarily cancel or revoke the Authorization for Check-off
deduction upon written notice to the Employer and the Union. Such voluntary withdrawal from
payroll deduction of union dues may only occur during the period December 16 through December
31 of any calendar year.
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(d) The Union will protect and save harmless the Employer from any and all claims,
demands, suits and other forms of liability by reason of action taken by the Employer for the purpose
of complying with this section.
VII. NO STRIKE - NO LOCKOUT
Under no circumstances will the Union cause or authorize or permit its members to cause,
nor will any member of the bargaining unit take part in, any strike, 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 both verbally and in writing, with copies to the
Employer, that their conduct is in violation of the contract and that all such persons shall
immediately cease the offending conduct.
The Employer will not lockout any employees of the bargaining unit during the term of this
agreement.
VIII. BASIS OF REPRESENTATION
Section 1
There shall be one Steward and an Alternate Steward for each shift. Stewards must come
from the shift they represent.
Stewards will be released from their work, after obtaining approval of their respective
supervisors and recording their time, only for the purpose of adjusting grievances in accordance with
the grievance procedure and for reporting to the grievant a change in status of his/her grievance.
Approval for stewards to leave their work stations will not be unreasonably withheld. Stewards will
report their time to their supervisor upon returning from a grievance discussion.
5
The privilege of stewards to leave their work during working hours, without loss of pay, is
extended with the understanding that the time will be devoted to the prompt handling of grievances
and will not be abused, and that they will continue to work at their assigned jobs at all times except
when permitted to leave their work to handle grievances.
Section 2
There shall also be one Chief Steward and one Alternate Chief Steward.
Section 3
There shall be a Grievance Committee consisting of three (3) members of the represented
group, certified in writing to the Employer. Either the Bargaining Unit President or Chief Steward,
or both, upon sufficient notice to the Employer, may substitute for a member or members of the
Grievance Committee. A representative of G.E.L.C. may be included in the Union's grievance
committee should the Union deem it necessary.
The Employer shall meet whenever necessary, at a mutually convenient time, with the union
grievance committee. The purpose of grievance committee meetings will be to adjust pending
grievances, and to discuss procedures for avoiding future grievances. In addition, the committee
may discuss with the Employer other issues which would improve the relationship between the
parties.
Section 4 - Bargaining Committee
The Employer agrees to recognize one committee representing all employees of the
bargaining unit, such committee shall be composed of not more than two (2) members selected by
the Union and certified in writing to the Employer. The Bargaining Unit President may participate
as an additional member of the bargaining committee.
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IX. GRIEVANCE PROCEDURE
Section 1
The Employer and the Union support and subscribe to an orderly method of adjusting
employee grievances. To this end, the Employer and the Union agree that an employee should first
bring his problem or grievance to the attention of his immediate supervisor, with or without his
Union Steward, and an attempt will be made to resolve the grievance informally. In the event the
steward is called, he shall be released from his duties as soon as possible, and in any event, no later
than the beginning of his shift the next day. The supervisor, the employee and the steward shall meet
simultaneously in an attempt to resolve the matter. Suspensions, demotions, and disciplinary actions
of any type shall not be subject for the grievance procedure and shall be processed in accordance
with the procedures of the Oakland County Personnel Appeal Board. Dismissals are to be heard only
by an arbitrator.
Step 1
If the grievance is not settled informally between the employee and his immediate
supervisor, the employee shall have the right to discuss the grievance with his steward. If, in the
steward's opinion, proper cause for the complaint exists, the Union shall have the right to submit a
written grievance on the complaint to the immediate supervisor within ten (10) days of the incident
given rise to the grievance. The written grievance must be signed by the employee and his steward
and receipt acknowledged by the employee's immediate supervisor.
Step 2
The department will give its written reply within ten (10) days (excluding Saturday, Sunday
and holidays) of receipt of the written grievance.
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Step 3
Any grievance not settled at Step 2 may be submitted to the Grievance Committee within
five (5) days of the date of the receipt of the written reply. Any grievance not submitted to the
Grievance Committee by written notification to the Employer within ten (10) days shall be
considered dropped. A meeting on the grievance shall be scheduled by the Grievance Committee
within ten (10) days (excluding Saturdays, Sundays and holidays) unless the time is extended by
mutual agreement of both parties.
Step 4
Any matter not settled in Step 3 of the grievance procedure may be submitted to final and
binding arbitration by either of the parties. A request for arbitration must be submitted by written
notice to the other party within fifteen (15) days after the grievance committee meeting. Expenses
for arbitration shall be borne equally by both parties.
An arbitrator will be utilized from a rotating list agreed to by the parties:
Mario Chisea
William Daniel
Paul Glendon
George Roumel, Jr.
Benjamin Wolkinson
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.
8
Section 2
The time limits specified hereinafter for movement of grievance through the process shall
be strictly adhered to. In the event that a grievance is not appealed within the particular specified
time limit, it shall be deemed to be settled on the basis of the Employer's last answer. In the event
that the Employer shall fail to supply the Union with its answer to the particular step within the
specified time limits, the grievance shall be deemed automatically positioned for appeal at the next
step with the time limit for exercising said appeal commencing with the expiration of the grace
period of answering.
Section 3
All specified time limits herein shall consist only of County workdays Monday through
Friday.
Section 4
Each grievance shall have to be initiated within ten (10) days of each occurrence of the cause
for complaint or, if neither the aggrieved nor the Union had knowledge of said occurrence at the time
of its happening, then within ten (10) days after the Union or the aggrieved becomes aware of the
cause for complaint.
X. BULLETIN BOARD
The Employer shall assign appropriate space on bulletin boards which shall be used by the
Union for posting notices, bearing the written approval of the President of the Union local, which
shall be restrict to:
(a) Notices of Union recreational and social affairs;
(b) Notices of Union elections;
(c) Notices of Union appointments and results of Union elections;
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(d) Notices of Union Meetings;
Other notices of bona fide Union affairs which are not vulgar, obscene, political or
libelous in nature
XI. SENIORITY
Section 1
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. 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 seniority for the following reasons:
(a) If the employee resigns or retires;
(b) If the employee is discharged and not reinstated;
(c) If the employee is absent from work for three (3) consecutive working days without
properly notifying the Employer, unless a reason satisfactory to the Employer 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 except that, an
employee shall not lose seniority if within three (3) days of receipt of notice of recall
to work, he gives a written notice to the Employer of his intent to return to work
within five (5) days of the receipt of such notice and does return within the five (5)
day period. Consideration may be given by the Employer of reasons given by an
employee who has given notice but fails to return within the five (5) day period.
(e)
10
Notice of recall shall be by Certified Mail-Return Receipt Requested and mailed to
the employee's last know address.
Section 2
Shift preference will be granted at Children's Village on the basis of seniority, within the
classification, provided the employee meets the qualifications for the vacancy.
Vacancies created by employee separation, promotion, or transfer out of Children's Village
shall be subject to seniority bidding. The Employer shall determine assignments based on the needs
of Children's Village.
XII. LAYOFF, RECALL AND TRANSFERS
(a) If and when it becomes necessary for the Employer to reduce the number of
employees in the work force, the employees will be laid off in reverse order of their seniority, based
on capability of performing available jobs and shall be recalled in order of their seniority.
(b) The Employer will endeavor to notify the Union at such time as the Employer
anticipates the laying off of employees represented by this bargaining unit.
XIII. TEMPORARY CHANGE OF RATE
In cases in which an employee's temporary assignment includes taking over the ultimate
responsibilities inherent in a higher level job and the temporary assignment is for more than thirty
(30) consecutive working days, the base salary rate for the classification assigned will be paid during
the period the employee is required to work in the higher class, retroactive to the day in which the
temporary assignment began. In the event the base rate of the higher class is lower than the
employee's regular rate, the employee will be paid at the next higher step over their regular rate.
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XIV. 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) Any opportunity for possible promotion within the bargaining unit shall be posted.
Notice will be sent to the Local Union President or his/her designee for posting on
the Union bulletin board.
(c) All employees represented by this bargaining unit who meet the minimum
qualifications, shall have the opportunity to apply.
XV. 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
The re-employment rights of employees and probationary employees who are veterans will
be limited by applicable laws and regulations.
Section 3
Employees elected to any permanent full-time union office or selected by the Union to do
work which takes them from their employment with the 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 may be renewed or extended for a similar period at any time upon the written request
of the Union.
12
Any employee on approved Union leave of absence will continue to accumulate Union
seniority while on leave but will not receive credit toward "Length of County Service" for fringe
benefit purposes under Rule 22, Oakland County Merit System.
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 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 sixty (60) day period.
Section 5
In the event that any other represented unit, other than a unit containing employees eligible
for Act 312 Police/Fire Compulsory Arbitration, negotiates a contract with the County of Oakland
containing any form of union security, the same right will automatically be given to this unit.
Section 6
Special conferences will be arranged between the Local President and the Employer upon
the request of either party. Unless otherwise agreed, such meetings shall be between at least two (2)
representatives of the Employer and no more than three (3) representatives of the Union. Unless
otherwise agreed, arrangements for such special conferences shall be made at least twenty-four (24)
hours in advance, and the conference shall be scheduled within ten (10) working days after the
request is made. An agenda of the matters to be taken up at the meeting, together with the names
of the conferees representing the requesting party, shall be presented at the time the conference is
requested. Matters taken up in special conferences shall be confined to those included in the agenda.
Such conferences shall be held during regular working hours. Members of the Union shall not lose
13
time or pay for time spent in such special conferences and no additional compensation will be paid
for such employees for time spent in such conferences beyond regular working hours.
A representative of the G.E.L.C. may attend the special conference.
Section 7
Any employee required to work overtime which is not contiguous to the employee's regular
work schedule shall be entitled to a minimum of two (2) hours work or pay for weekdays and three
(3) hours work or pay for weekends or holidays at the time-and-one-half rate. (Weekdays are
defined as the first five (5) days of work which are part of an employee's regular work schedule.)
Section 8
Once the holiday schedule is posted, employees will not be removed from the schedule
without mutual agreement except under exigent circumstances as determined by the Employer.
Section 9
All Children's Village Case Coordinator I and II will be paid at the overtime rate when the
total hours worked in their regular work week exceeds 40. They will be excluded from the
provisions of Merit Rule 2.10.1.2.
Section 10
The employer has established a "Quarterly Master" system for the appropriate disbursement
of County recognized uniform items for Children's Village employees.
When an employee believes he/she is in need of replacement uniform items, the employee
will present the article(s) in question to the employer's representative for determination. If
determined the garment is in need of replacement, the employee will be furnished with a new like
item, within a reasonable period of time. Only County-issued clothing is replaceable.
14
If an employee chooses to purchase their own slacks, once a determination is made that the
garment is in need of replacement, the slacks must meet the same criteria as the County-purchased
slacks (pleated and khaki in color). If an employee chooses to purchase slacks (same criteria as
County-issued slacks) instead of ordering County-issued slacks, then a $19.00 immediate credit will
be allowed toward the purchase of other approved uniform items. Purchased slacks will not be
exchangeable or replaceable. County-issued slacks and County-issued shirts are interchangeable.
Available items in addition to the County-issued jacket, shirts, and slacks include a winter coat,
fleece vest and fleece long-sleeved shirt (when available).
Employee purchased slacks will cease to be an option at such time as the contracted vendor
is able to provide slacks of quality that meets the employer's standards.
XVI. MAINTENANCE OF CONDITIONS
Wages, hours and conditions of employment in effect at the execution of this agreement
shall, except as improved herein, be maintained during the term of this agreement. No employee
shall suffer a reduction in such benefits as a consequence of the execution of this agreement except
that some benefits may be increased or decreased in the process of negotiations between the parties
and made a part of the final agreement.
XVII. ECONOMIC MATTERS
Wages and fringe benefits are attached hereto as Appendix A and Appendix B.
XVIII. RESOLUTION OF ALL MATTERS
The provisions of this labor agreement include resolution of all matters which remained at
the time of settlement as issues of negotiations and upon which settlement was reached.
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XIX. SAVINGS CLAUSE
The Union recognizes the right and duty of the County of Oakland and the Children's Village
to operate and manage its affairs in accordance with the State of Michigan Constitutional provisions
and statutes and such Constitutional provisions and statutes shall take precedence over any conflict
provisions which might be contained in this Agreement. If any article or section of this agreement
or any appendix or supplement thereto should be held invalid by any Constitutional provision,
operation of law or by any tribunal of competent jurisdiction, or if compliance with or enforcement
of any article or section should be restrained by such tribunal, the remainder of this Agreement shall
not be affected thereby.
XX. DURATION
This agreement shall remain in full force and effect until midnight, September 30, 2007. It
shall be automatically renewed from year to year thereafter unless either party shall notify the other
in writing, sixty (60) days prior to the anniversary date, that it desires to modify this agreement. In
the event that such notice is given, negotiations shall begin not later than sixty (60) days prior to the
anniversary date. This agreement shall remain in full force and be effective during the period of
negotiations and until notice of termination of this agreement is provided to the other party in the
manner set forth in the following paragraph.
In the event that either party desires to terminate this agreement, written notice must be given
to the other party no less than ten (10) days prior to the desired termination date which shall not be
before the anniversary date set forth in the preceding paragraph.
It is agreed and understood that the provisions contained herein shall remain in full force and
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Oakland 96unty Exec,
effect so long as they are not in violation of applicable statutes and ordinances and remain within
the jurisdiction of the County of Oakland.
Governmental Employees COUNTY OF OAKLAND, a Michigan
Constitutional Corporation Labor Council
RiU gi,J2)26uti)q
Bill Bullard, Jr., Chairperson
Board of Commissioners
r. Brooks Aterson, County Executive
17
1239.50
1374.80
1305.22
1032.84
1177.05
1302.97
1445.31
1371.97
1090.58
1237.40
2012.15
1132.93
1239.50
1090.58
1305.22
1790.15
1968.09
1332.49
1403.52
2108.27
1192.10
1302.97
1148.43
1371.97
1881.58
2068.61
1400.65
1475.37
CHILDREN'S VILLAGE EMPLOYEES
APPENDIX A
FY 2002 BI-WEEKLY SALARIES
The following merit bi-weekly salary schedule shall prevail for the period beginning the first pay period on
or after October 2, 2004:
Base 1 Year 2 Year 3 Year 4 Year
1049.13 1112.52 1176.00
1163.72 1234.13 1304.54
1104.79 1171.52 1238.42
863.13 917.34 974.99
996.10 1056.44 1116.82
853.18
1723.53 1819.79 1915.84
955.89 1014.87 1073.91
1049.13 1112.52 1176.00
917.34 974.99 1032.84
1104.79 1171.52 1238.42
1607.15 1698.78
1766.93 1867.36
1196.03 1264.33
1259.92 1331.76
Classification
Account Clerk I
Account Clerk II
Child Village Intake Clerk
Clerk
First Cook
General Clerical
General Staff Nurse
Office Assistant I
Office Assistant II
Second Cook
Secretary I
Children's Village Case Coor. I 1515.83
Children's Village Case Coor.II 1666.38
Youth Specialist I . 1127.71
Youth Specialist II 1188.14
5 Year 6 Year
1366.54
1515.53
1438.87
1148.43 1206.01
1297.77
2204.48
1251.18
1366.54
1206.01
1438.87
1973.20
2169.24
1469.01
1547.05
Effective with the pay period including April 1, 2005:
Children's Village Case Coor II 1683.04 1784.60 1886.03 1987.77 2089.30 2190.93
Youth Specialist II 1200.02 1275.52 1345.08 1417.56 1490.12 1562.52
CHILDREN'S VILLAGE EMPLOYEES
APPENDIX A CON'T
FY 2006 BI-WEEKLY SALARIES
Employees represented by this bargaining unit shall receive the same increase as provided
to the general, non-represented employees during FY2006. Such an increase shall be applied at the
same time and in the same mariner as to the general, non-represented group. The employees in the
classification of Children's Village Case Coordinator II and Youth Specialist Supervisor II shall
receive a 1% increase effective with the pay period including April 1, 2006.
FY 2007 BI-WEEKLY SALARIES
Employees represented by this bargaining unit shall receive the same increase as provided
to the general, non-represented employees during FY2007. Such an increase shall be applied at the
same time and in the same manner as the general, non-represented group. The employees in the
classification of Children's Village Case Coordinator II and Youth Specialist Supervisor II shall
receive a 1% increase effective with the pay period including April 1, 2007.
CHILDREN'S VILLAGE EMPLOYEES
APPENDIX B
For the following fringe benefits, refer to the Oakland County Employee's Handbook:
1. Injury on the Job
2. Holidays
3. Leave of Absence
4. Death Benefits
•
f
5. Longevity
6. Medical and Master Medical Coverage
7. Sick Leave/Personal Leave
8. Retirement
9. Annual Leave
10. Income Continuation Coverage
11. Dental Coverage
12. Tuition Reimbursement
II
(a) Effective with the execution of this agreement, employees required to drive their
personal vehicles on official County business shall receive mileage reimbursement in accordance
with the current IRS rate.
(b) Any previous practice of paying mileage on a "home to home" basis for employees
working overtime is eliminated.
(c) In the event there is a Federal Tax placed on gasoline for the purpose of energy
conservation, the Employer agrees to discuss the matter with the Union.
III
Any improvement in the shift differential bonus applied to non-represented employees during
the term of the agreement which exceeds the rates currently paid to these 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 employees.
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IV
Any benefit modifications implemented on a countywide basis to general, non-represented
employees to take effect during 2006 and 2007 shall be applied to employees represented by this
bargaining unit at the same time and in the same manner.
Children's Village management continues to be interested in maintaining an overtime policy
that both meet the needs of the Village management and its employees. As such, management
agrees to meet, upon request of the union to discuss any concerns that may arise with the overtime.
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FISCAL NOTE (M.R. #05087) May 12, 2005
BY: FINANCE COMMITTEE, CHUCK MOSS, CHAIRPERSON
IN RE: HUMAN RESOURCES DEPARTMENT - FISCAL YEAR 2004-2007 LABOR AGREEMENT
FOR EMPLOYEES REPRESENTED BY THE GOVERNMENT EMPLOYEES LABOR COUNCIL
TO THE OAKLAND COUNTY BOARD OF COMMISSIOENRS
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 Government Employees Labor Council
(GELC)(approximately 122 Children's Village Employees) have
negotiated a Wage Reopener for Fiscal Year 2005 beginning October
1, 2004 through September 30, 2007.
2. This agreement provides for a 3.01 wage increase with the pay
period beginning September 20, 2004. This equates to $140,975
for salaries and $47,650 for related fringe benefits, for a grand
total of $188,625.
3. The classifications of Youth Specialist II and Children's Village
Case Coordinator II shall receive an additional 11 increase
beginning with the pay periods April 1, 2005 through April 1,
2007.
4. The annual cost of the 1% increase is $39,428 for salaries and
$13,326 for related fringe benefits, for a total of $52,754.
5. The cost of 1% increase for FY 2005 is $26,377, and is available
in the Non-Departmental Rate and Classification Account.
6. The agreement also provides that the employees represented by
this bargaining agreement receive any benefit changes provided to
the general non-represented County employees in the same time and
the same manner.
7. Funding for 31 general salary increase is included in the FY 2005
Budget.
8. A budget amendment to fund the 1% increase for Youth Specialist
II and Children's Village Case Coordinator II in the amount of
$26,377 is recommended as follows:
GENERAL FUND (101) FY 2005
Expenditures
90-290000-25000-9021 Rate and Class Change $(26,377)
90-310000-98293-8001 Transfer to Juv. Maint. Fund 26,377
Total General Fund
JUVENILE MAINTENANCE FUND (293)
Revenue
90-470000-98101-1701 Transfer from General Fund $26,377
Expenditures
16-501200-24022-2001 CV - Salaries $19,714
16-501200-24022-2074 CV - Fringe Benefits 6,663
Total Expenditures $26,377
Total Juvenile Maint. Fund 0
FINANCE COMMITTEE
FINANCE COMMITTEE
Motion carried on a roll call vote with Wilson voting no and Melton absent.
Resolution #05087 April 28, 2005
The Chairperson referred the resolution to the Finance Committee. There were no objections.
• •
Resolution #05087 May 12, 2005
Moved by Jam ian supported by Suarez the resolution be adopted.
AYES: Douglas, Gershenson, Gregory, Hatchett, Jamian, KowaII, Long, Melton, Middleton,
Molnar, Moss, Nash, Palmer, Patterson, Potter, Rogers, Suarez, Wilson, Woodward, Zack,
Bullard, Coulter, Crawford. (23)
NAYS: None. (0)
A sufficient majority having voted therefore, the resolution was adopted.
STATE OF MICHIGAN)
COUNTY OF OAKLAND)
Ruth Johnson, 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 May 12, 2005 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 12th day of May, 2005.
Ruth J61711ori, County Clerk