HomeMy WebLinkAboutResolutions - 2007.03.08 - 28478March 8, 2007
MISCELLANEOUS RESOLUTION 107032
BY: Personnel Committee, Thomas Middleton, Chairperson
IN RE: HUMAN RESOURCES DEPARTMENT — FISCAL YEAR 2006-2009
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 380 employees; and
WHEREAS a 4-Year agreement has been reached for the period October 1, 2005,
through September 30, 2009, and said agreement has been reduced to writing; and
WHEREAS this agreement provides for a 2% increase for Fiscal Year 2006; a
2% increase for Fiscal Year 2007; the same increase as provided the general non-
represented employees for Fiscal Year 2008; and a wage re-opener for Fiscal Year 2009;
and
WHEREAS the benefit modifications provided for in Miscellaneous Resolutions
#05258 and #06114 will be implemented for this bargaining unit effective with the
ratification of this agreement; and any benefit modifications implemented for general,
non-represented employees during 2008 will be implemented for this bargaining unit at
the same time and in the same manner; and a benefit re-opener for 2009; 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, 2005, through September
30, 2009, 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 unanimously on a roll call vote with Zack absent
Summary of Agreement Between
Oakland County and
Oakland County Employees Union
February 28, 2007
Duration: 4 years: October 1, 2005 — September 30, 2009
Economic:
Wages: (To be Retroactive)
FY 2006 2%
FY 2007 2%
- Additional 1% for Maintenance Mechanic I, II in
Drain Commissioner qualified Meter Mechanics I, II will
be reclassified to Maintenance Mechanic I, II
- New Classification of Animal Control Dispatch/Clerk
- 2 Groundskeeper Specialist positions to be increased to the
level of Irrigation Specialist
FY 2008 "Me Too" with general, non-represented employees
FY 2009 Wage Re-opener
Benefits:
2007 Retiree healthcare consistent with Misc. Resolution# 05258 for
non-represented employees implemented during FY2006, will be
effective with ratification of agreement.
"Me Too" with non-represented employee healthcare consistent
with Misc. Resolution # 06114 or other benefit changes
implemented during FY 2007, to be effective with ratification of
agreement.
These changes include:
• $200 individual/$400 family deductible for healthcare
• Office co-pays $20
2008 "Me Too" with non-represented employees. Any benefit changes
shall be implement for bargaining unit employees at the same time
and in the same manner.
2009 Benefit Re-opener.
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Non Economic
Discipline:
Effective with ratification of agreement all disciplinary appeals to be heard
by the Personnel Appeal Board. Dismissals shall not be a subject for the
grievance procedure.
Arbitrators:
The following arbitrators shall be utilized to hear grievances determined
to be arbitrable:
1. Mario Chiesa
2. Elliot Beitner
3. Barry Brown
4. Benjamin Wolkinson
Non-Contractual
Boot allowance is increased to $50 for standard boots and $75 for
winter boots for those determined to be eligible.
Letter of Understanding:
The parties shall enter into a Letter of Understanding regarding
Call Out Pay for Drain Commissioner employees providing for
up to 3 minimum call out periods per 24 hour period.
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THE COUNTY OF OAKLAND
AND
OAKLAND COUNTY EMPLOYEES UNION
COLLECTIVE BARGAINING AGREEMENT
2006 - 2009
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AGREEMENT
This agreement is made and entered into on this day of
A.D., 2007, by and between the Oakland 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 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 III, supervisors and all
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engineering, clerical, administrative, professional and other office employees.
All General Maintenance Mechanics - Parks and Recreation, Grounds Equipment
Mechanics, Groundskeeper I, 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
Sheriffs 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
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shall become effective during that succeeding month. Check-off monies will be deducted from the
second paycheck of each month and shall be remitted together with an itemized statement to the local
treasurer, within fourteen (14) days after the deductions have been made.
(b) An employee shall cease to be subject to check-off deductions beginning with the
month immediately following the month in which he is no longer a member of the bargaining unit.
Any employee may voluntarily cancel or revoke the Authorization for check-off deduction upon
written notice to the Employer and the Union during the fifteen (15)day period prior to the 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.
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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 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 2006, 2007, 2008, and 2009. 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 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.
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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, dismissals, and other disciplinary actions shall not
be a subject for the grievance procedure but shall be processed according to the procedures of the
Personnel Appeal Board.
Step 1.
If the grievance is not settled informally, it shall be discussed with the 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).
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
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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.
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. Elliot Beitner
3. Barry Brown
4. Benjamin Wolkinson
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.
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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 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
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currently employed which previously 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 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
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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.
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)
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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 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
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form of union security, the same right 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 judgment 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.
Section 10.
Copies of all disciplinary actions related to members of this bargaining unit shall be
provided to the Union providing the employee disciplined has authorized it.
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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 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.
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XIII. ECONOMIC MATTERS
The Agreement between the parties on economic 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 Agreement.
XV. DURATION
This Agreement shall remain in full force and effect from October 1, 2005, to
midnight, September 30, 2009. The Agreement shall be automatically renewed from year to year
thereafter unless either party shall notify the other in writing, sixty (60) days prior to September 30,
2009, 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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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 COUNTY OF OAKLAND, a Michigan
Constitutional Corporation
By
Steven Schell, President Bill Bullard, Jr., 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 County 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 bargaining agreements shall continue in effect as
modified and described in the Oakland 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 equivalent to the IRS mileage rate.
IV
The Employer will continue to provide approved work shoes through a vendor selected by the
Purchasing Division. Shoes will only be provided to those represented employees determined by the employer to be
eligible for this benefit.
V
Benefits — 2007, 2008, 2009
The fringe benefits modified in previous collective bargaining agreements shall continue in effect as
modified and described in the Oakland County Employee's Handbook.
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Benefit Modifications Effective 2007
For members of this bargaining unit, healthcare changes shall be consistent with Misc. Resolution
#06114 and shall be effective with ratification of the agreement.
Employees hired on or after April 1, 2007, shall be subj eCt to Misc. Resolution #05258 (Retirement
Health Savings Plan) that was implemented during FY 2006, for non-represented employees.
Benefit Modifications Effective 2008
All employee benefit modifications implemented on a County wide basis to general non-represented
employees to take effect during 2006, 2007, and 2008, shall be applied to employees represented by this bargaining
unit. Modifications shall be applied at the same time and in the same manner as applied to the general non-
represented employees.
Benefits — 2009
Re-opener.
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ANIMAL CONTROL
APPENDIX B
BI-WEEKLY SALARIES FY 2006
The following merit bi-weekly salary schedule shall prevail for the pay period beginning October 1, 2005:
Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year 6 Year
Account Clerk I 1070.11 1134.77 1199.52 1264.29 1329.03 1393.87
Account Clerk II 1186.99 1258.81 1330.63 1402.30 1474.22 1545.84
Animal Control Officer 1273.42 1350.24 1427.34 1504.17 1581.29 1657.94
Animal Shelter Attendant 935.69 994.49 1053.50 1112.39 1171.40 1230.13
Clerk 880.39 935.69 994.49 1053.50 1112.39 1171.40 1230.13
General Clerical 870.24
General Helper 870.24
Office Assistant I 975.01 1035.17 1095.39 1155.59 1215.94 1276.20
Office Assistant II 1070.11 1134.77 1199.52 1264.29 1329.03 1393.87
Veterinarian Technician 1304.91 1383.64 1462.58 1541.36 1620.30 1699.09
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 steward's attendance.
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MAINTENANCE, CUSTODIAL AND GROUNDS
APPENDIX C
BI-WEEKLY SALARIES FY 2006
The following merit bi -weekly salary schedule shall prevail for the pay period beginning October 1, 2005:
Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year
Central Stock Attendant 1304.91 1383.64 1462.58 1541.36 1620.30 1699.09
Custodial Worker I 909.00 963.89 1019.00 1074.14 1129.19 1184.22
Custodial Worker II 935.69 994.49 1053.50 1112.39 1171.40 1230.13
General Helper 870.24
General Maint. Mechanic 1237.31 1311.89 1386.84 1461.63 1536.43 1610.89
Grounds Equip. Mechanic 1237.31 1311.89 1386.84 1461.63 1536.43 1610.89
Grounds Equip. Mechanic-FM° 1269.42 1345.97 1422.85 1499.56 1576.31 1652.72
Groundskeeper I 1070.11 1134.77 1199.52 1264.29 1329.03 1393.87
Groundskeeper II 1126.89 1194.95 1263.19 1331.32 1399.41 1467.65
Groundskeeper Crew Chief 1304.91 1383.64 1462.58 1541.36 1620.30 1699.09
Groundskeeper Specialist 1186.99 1258.81 1330.63 1402.30 1474.22 1545.84
Groundskeeper Specialist-Irrigation 1237.31 1311.89 1386.84 1461.63 1536.43 1610.89
Maintenance Laborer 1016.02 1077.57 1139.16 1200.59 1262.15 1323.73
Mobile Unit Custodial Worker 1016.02 1077.57 1139.16 1200.59 1262.15 1323.73
Painter I 1304.91 1383.64 1462.58 1541.36 1620.30 1699.09
Painter II 1370.60 1453.41 1536.17 1618.97 1701.71 1783.62
Skilled Maintenance Mechanic I 1304.91 1383.64 1462.58 1541.36 1620.30 1699.09
Sldlled Maintenance Mechanic II 1370.60 1453.41 1536.17 1618.97 1701.71 1783.62
Skilled Maintenance Mechanic III 1577.62 1672.83 1768.12 1863.39 1958.43 2053.60
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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 - 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 Ito 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 form of shift differential.
21
25
MEDICAL CARE FACILITY EMPLOYEES
APPENDIX D
BI-WEEKLY SALARIES-FY 2006
The following merit hi-weekly salary schedule shall prevail for the pay period beginning October 1, 2005:
Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year
Day Room Assistant 909.00 963.89 1019.00 1074.14 1129.19 1184.22
Day Room Asst. Leader 1016.02 1077.57 1139.16 1200.59 1262.15 1323.73
General Helper 870.24
Licensed Practical Nurse 1143.17 1212.11 1281.28 1350.39 1419.57 1488.76
Nursing Assistant 935.69 994.49 1053.50 1112.39 1171.40 1230.13
Storekeeper I 935.69 994.49 1053.50 1112.39 1171.40 1230.13
Storekeeper II 975.01 1035.17 1095.39 1155.59 1215.94 1276.20
Nursing Assistants who have been assigned by the by the employer to the following special functions will receive an
additional $.50 per hour while performing other duties. The employer shall determine the duties involved in these
assignments and will select employees who are assigned to these duties.
1-Restorative Nursing
2-Treatments
3-Training
NIGHT SHIFT DIFFERENTIAL
Effective October 1, 2005, night shift differential for eligible members of this bargaining unit shall be $.75
(seventy- five cents) per hour.
22
26
MEDICAL CARE FACILITY EMPLOYEES
APPENDIX D (CON'T)
II
REPRESENTATION
There shall be one (1) steward and one (1) alternate steward for each permanent shift. In matters which require ti
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 t]
higher level job and in which the temporary assignment is for at least on full shift, the base salary rate will be paid to ti
employee in the temporary assignment for the time actually worked in the higher classification, but the increase earnin
will not count toward the basis on which service increment pay is determined.
23
27
SHERIFF'S DEPARTMENT CLERICAL & MAINTENANCE EMPLOYEES
APPENDIX E
BI-WEEKLY SALARIES-FY 2006
The following merit bi-weekly salary schedule shall prevail for the pay period beginning October 1, 2005:
Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year 6 Year
Account Clerk I 1070.11 1134.77 1199.52 1264.29 1329.03 1393.87
Account Clerk II 1186.99 1258.81 1330.63 1402.30 1474.22 1545.84
Clerk 880.39 935.69 994.49 1053.50 1112.39 1171.40 1230.13
Clerk II-Deliveryperson 1016.02 1077.57 1139.16 1200.59 1262.15 1323.73
General Clerical 870.24
General Helper 870.24
General Maint. Mechanic 1237.31 1311.89 1386.84 1461.63 1536.43 1610.89
Inmate Booking Clerk 1126.89 1194.95 1263.19 1331.32 1399.41 1467.65
Materials Management Clerk 1070.11 1134.77 1199.52 1264.29 1329.03 1393.87
Office Assistant I 975.01 1035.17 1095.39 1155.59 1215.94 1276.20
Office Assistant II 1070.11 1134.77 1199.52 1264.29 1329.03 1393.87
Office Leader 1186.99 1258.81 1330.63 1402.30 1474.22 1545.84
Storekeeper I 935.69 994.49 1053.50 1112.39 1171.40 1230.13
Storekeeper II 975.01 1035.17 1095.39 1155.59 1215.94 1276.20
Warrants Clerk 1126.89 1194.95 1263.19 1331.32 1399.41 1467.65
24
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 Sheriff's
right to determine assignments.
25
29
PARKS AND RECREATION DEPARTMENT
MAINTENANCE EMPLOYEES
APPENDIX F
BI-WEEKLY SALARIES-FY 2006
The following merit bi-weekly schedule shall prevail for the period pay beginning October 1, 2005:
Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year
General Helper 870.24
Gen. Maintenance Mech.- P&R 1237.31 1311.89 1386.84 1461.63 1536.43 1610.89
Grounds Equipment Mechanic 1237.31 1311.89 1386.84 1461.63 1536.43 1610.89
Groundskeeper I 1070.11 1134.77 1199.52 1264.29 1329.03 1393.87
Groundskeeper II 1126.89 1194.95 1263.19 1331.32 1399.41 1467.65
Groundskeeper Crew Chief 1304.91 1383.64 1462.58 1541.36 1620.30 1699.09
Groundskeeper Specialist 1186.99 1258.81 1330.63 1402.30 1474.22 1545.84
Parks Maintenance Aide 1070.11 1134.77 1199.52 1264.29 1329.03 1393.87
Skilled Maintenance Mechanic I 1304.91 1383.64 1462.58 1541.36 1620.30 1699.09
Skilled Maintenance Mechanic II 1370.60 1453.41 1536.17 1618.97 1701.71 1783.62
Skilled Maintenance Mechanic III 1577.62 1672.83 1768.12 1863.39 1958.43 2053.60
26
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 Ito Groundskeeper II when in the sole judgement and discretion of the employer,
his work performance warrants such reclassification.
27
31
2 Year 3 Year
1608.16 1694.84
1462.58 1541.36
4 Year
1781.47
1620.30
5 Year
1868.06
1699.09
1263.19
1330.63
1207.50
1326.34
1442.33
1326.34
1442.33
1462.58
1608.16
1397.17
1608.16
1536.17
1768.12
1330.63
1 Year
1196.11
1331.32
1402.30
1272.63
1397.88
1520.10
1397.88
1520.10
1541.36
1694.84
1472.44
1694.82
1618.98
1863.39
1402.30
1399.41
1474.22
1337.86
1469.40
1597.89
1469.40
1597.89
1620.30
1781.47
1547.93
1781.47
1701.71
1958.43
1474.22
1467.65
1545.84
1403.13
1541.01
1675.33
1541.01
1675.33
1699.09
1868.06
1623.14
1868.06
1783.62
2053.60
1545.84
DRAIN COMMISSIONER
APPENDIX G
I
BI-WEEKLY SALARIES-FY 2006
The following merit bi-weekly salary schedule shall prevail for the period beginning the first pay period on or
after October 1, 2005:
Classification
Chemist
Electrical 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 Maintenance Mechanic I
Pump Maintenance Mechanic II
Sewage Treatment Plant Operator I
Sewage Treatment Plant Operator II
Skilled Maintenance Mechanic II
Skilled Maintenance Mechanic III
Water Meter Technician
Sewage Trt Plant Operator Trainee
Base 1 Year
1434.96 1521.43
1304.91 1383.64
870.24
1126.89 1194.95
1186.99 1258.81
1076.98 1142.22
1183.23 1254.69
1286.82 1364.37
1183.23 1254.69
1286.82 1364.37
1304.91 1383.64
1434.96 1521.43
1246.34 1321.77
1434.96 1521.43
1370.60 1453.40
1577.62 1672.83
1186.99 1258.81
Base 6 Mos.
1066.82 1131.44
28
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.
29
33
1 Year
1157.47
1283.99
1218.85
2 Year
1223.51
1357.24
1288.45
3 Year 4 Year 5 Year 6 Year
1289.58 1355.61 1421.75
1430.35 1503.70 1576.76
1357.95 1427.40 1497.00
1055.87
1157.47
1411.31
1117.30
1223.51
1491.83
1178.70 1240.26 1301.72
1289.58 1355.61 1421.72
1572.19 1652.71 1733.07
ANIMAL CONTROL
APPENDIX B
BI-WEEKLY SALARIES FY 2007
The following merit bi-weekly salary schedule shall prevail for the period beginning the first pay on or after
September 30, 2006:
Base
1091.51
1210.73
1149.43
1298.89
954.40
898.00
887.64
887.64
994.51
1091.51
1331.01
Classification
Account Clerk I
Account Clerk II
Animal Control Dispatch
Clerk
Animal Control Officer
Animal Shelter Attendant
Clerk
General Clerical
General Helper
Office Assistant I
Office Assistant II
Veterinarian Technician
1377.24 1455.89 1534.25 1612.92 1691.10
1014.38 1074.57 1134.64 1194.83 1254.73
954.40 1014.38 1074.57 1134.64 1194.83 1254.73
30
34
ANIMAL CONTROL
APPENDIX B (CON'T)
BI-WEEKLY SALARIES-FY 2008
For FY 2008, the same general wage increases shall prevail as that of non-represented employees and shall be applied to
the members of this bargaining unit at the same time and in the same manner as applied to the non-represented group.
BI-WEEKLY SALARIES-FY 2009
Wage re-opener for FY 2009.
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.
31
35
MAINTENANCE, CUSTODIAL AND GROUNDS
APPENDIX C
BI-WEEKLY SALARIES - FY 2007
The following merit bi-weekly salary schedule shall prevail for the period beginning the first pay on or after
September 30, 2006:
Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year
Central Stock Attendant 1331.01 1411.31 1491.83 1572.19 1652.71 1733.07
Custodial Worker I 927.18 983.17 1039.38 1095.62 1151.77 1207.90
Custodial Worker II 954.40 1014.37 1074.57 1134.64 1194.83 1254.73
Custodial Worker III 1036.34 1099.12 1161.94 1224.60 1287.39 1350.20
General Helper 887.64
General Maintenance Mechanic 1262.06 1338.13 1414.58 1490.86 1567.16 1643.11
Grounds Equip Mechanic 1262.06 1338.13 1414.58 1490.86 1567.16 1643.11
Grounds Equip. Mechanic-FM° 1294.81 1372.89 1451.31 1529.55 1607.84 1685.77
Groundskeeper I 1091.51 1157.47 1223.51 1289.58 1355.61 1421.75
Groundskeeper II 1149.43 1218.85 1288.45 1357.95 1427.40 1497.00
Groundskeeper Crew Chief 1331.01 1411.31 1491.83 1572.19 1652.71 1733.07
Groundskeeper Specialist 1210.73 1283.99 1357.24 1430.35 1503.70 1576.76
Groundskeeper Specialist-
Irrigation
1262.06 1338.13 1414.58 1490.86 1567.16 1643.11
Maintenance Laborer 1036.34 1099.12 1161.94 1224.60 1287.39 1350.20
Mobile Unit Custodial Worker 1036.34 1099.12 1161.94 1224.60 1287.39 1350.20
Painter I 1331.01 1411.31 1491.83 1572.19 1652.71 1733.07
Painter II 1398.01 1482.48 1566.89 1651.35 1735.74 1819.29
Skilled Maintenance Mechanic I 1331.01 1411.31 1491.83 1572.19 1652.71 1733.07
Skilled Maintenance Mechanic II 1398.01 1482.48 1566.89 1651.35 1735.74 1819.29
Skilled Maintenance Mechanic III 1609.17 1706.29 1803.48 1900.66 1997.60 2094.67
32
86
MAINTENANCE, CUSTODIAL AND GROUNDS
APPENDIX C (CON'T)
BI-WEEKLY SALARIES — FY 2007 (EFFECTIVE WITH RATIFICATION)
Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year
Groundskeeper Specialist 1262.06 1338.13 1414.58 1490.86 1567.16 1643.11
BI-WEEKLY SALARIES-FY 2008
For FY 2008, the same general wage increases shall prevail as that of non-represented employees and 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.
BI-WEEKLY SALARIES-FY 2009
Wage re-opener for FY 2009.
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 - 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.
33
37
MAINTENANCE, CUSTODIAL AND GROUNDS
APPENDIX C (CON'T)
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 Ito Groundskeeper II when in the sole judgement and discretion of the employer,
his work performance warrants such reclassification.
34
38
MEDICAL CARE FACILITY EMPLOYEES
APPENDIX D
BI-WEEKLY SALARIES - FY 2007
The following merit bi-weekly salary schedule shall prevail for the period beginning the first pay period on or after
September 30, 2006:
Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year
Day Room Assistant 927.18 983.17 1039.38 1095.62 1151.77 1207.90
Day Room Assistant Leader 1036.34 1099.12 1161.94 1224.60 1287.39 1350.20
General Helper 887.64
Licensed Practical Nurse 1166.03 1236.35 1306.91 1377.40 1447.96 1518.54
Nursing Assistant 954.40 1014.38 1074.57 1134.64 1194.83 1254.73
Storekeeper I 954.40 1014.38 1074.57 1134.64 1194.83 1254.73
Storekeeper II 994.51 1055.87 1117.30 1178.70 1240.26 1301.72
BI-WEEKLY SALARIES-FY 2008
For FY 2008, the same general wage increases shall prevail as that of non-represented employees and 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.
BI-WEEKLY SALARIES-FY 2009
Wage re-opener for FY 2009.
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 employees who are assigned to these duties:
1 - Restorative Nursing
2 - Treatments
3 - Training
35
39
MEDICAL CARE FACILITY EMPLOYEES
APPENDIX D (CON'T)
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.
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.
Shower shoes shall be provided for Medical Care Facility employees who are determined to be eligible.
36
40
SHERIFF'S DEPARTMENT CLERICAL & MAINTENANCE EMPLOYEES
APPENDIX E
BI-WEEKLY SALARIES-FY 2007
The following merit hi-weekly salary schedule shall prevail for the period beginning the first pay period on or after
September 30, 2006:
Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year 6 Year
Account Clerk I 1091.51 1157.47 1223.51 1289.58 1355.61 1421.75
Account Clerk II 1210.73 1283.99 1357.24 1430.35 1503.70 1576.76
Clerk 898.00 954.40 1014.38 1074.57 1134.64 1194.83 1254.73
Clerk II- Deliveryperson 1036.34 1099.12 1161.94 1224.60 1287.39 1350.20
General Clerical 887.64
General Helper 887.64
General Maint. Mech. 1262.06 1338.13 1414.58 1490.86 1567.16 1643.11
Imnate Boolcing Clerk 1149.43 1218.85 1288.45 1357.95 1427.40 1497.00
Materials Mgmt. Clerk 1091.51 1157.47 1223.51 1289.58 1355.61 1421.75
Office Assistant I 994.51 1055.87 1117.30 1178.70 1240.26 1301.72
Office Assistant II 1091.51 1157.47 1223.51 1289.58 1355.61 1421.75
Office Leader 1210.73 1283.99 1357.24 1430.35 1503.70 1576.76
Storekeeper I 954.40 1014.38 1074.57 1134.64 1194.83 1254.73
Storekeeper II 994.51 1055.87 1117.30 1178.70 1240.26 1301.72
Warrants Clerk 1149.43 1218.85 1288.45 1357.95 1427.40 1497.00
37
41
SHERIFF'S DEPARTMENT CLERICAL & MAINTENANCE EMPLOYEES
APPENDIX E (CON'T)
I
BI-WEEKLY SALARIES-FY 2008
For FY 2008, the same general wage increases shall prevail as that of non-represented employees and 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.
BI-WEEKLY SALARIES -FY 2009
Wage re-opener for FY 2009.
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.
38
42
PARKS AND RECREATION DEPARTMENT
MAINTENANCE EMPLOYEES
APPENDIX F
BI-WEEKLY SALARIES - FY 2007
The following merit bi-weekly salary schedule shall prevail for the period beginning the first pay period on or
after September 30, 2006:
Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year
General Helper 887.64
Gen. Maintenance Mech. P&R 1262.06 1338.13 1414.58 1490.86 1567.16 1643.11
Grounds Equip. Mechanic 1262.06 1338.13 1414.58 1490.86 1567.16 1643.11
Groundskeeper I 1091.51 1157.47 1223.51 1289.58 1355.61 1421.75
Groundskeeper II 1149.43 1218.85 1288.45 1357.95 1427.40 1497.00
Groundskeeper Crew Chief 1331.01 1411.31 1491.83 1572.19 1652.71 1733.07
Groundskeeper Specialist 1210.73 1283.99 1357.24 1430.35 1503.70 1576.76
Parks Maintenance Aide 1091.51 1157.47 1223.51 1289.58 1355.61 1421.75
Skilled Maint. Mechanic I 1331.01 1411.31 1491.83 1572.19 1652.71 1733.07
Skilled Maint. Mechanic II 1398.01 1482.48 1566.89 1651.35 1735.74 1819.29
Skilled Maint. Mechanic III 1609.17 1706.29 1803.48 1900.66 1997.60 2094.67
BI-WEEKLY SALARIES-FY 2008
For FY 2008, the same general wage increases shall prevail as that of non-represented employees and 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.
39
43
PARKS AND RECREATION DEPARTMENT
MAINTENANCE EMPLOYEES
APPENDIX F (CON'T.)
BI-WEEKLY SALARIES-FY 2009
Wage re-opener for FY 2009.
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 Ito Groundskeeper II when in the sole judgement and discretion of the employer, his work
performance warrants such reclassification.
40
44
DRAIN COMMISSIONER
APPENDIX G
BI-WEEKLY SALARIES - FY 2007
The following merit bi-weekly salary schedule shall prevail for the period beginning the first pay period on or
after September 30, 2006:
Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year
Chemist 1463.66 1551.86 1640.32 1728.74 1817.10 1905.42
Drain Crew Leader - Pump 1528.23 1620.32 1712.69 1805.00 1897.27 1989.48
Maintenance
Drain Crew Leader - Sewage 1528.23 1620.32 1712.69 1805.00 1897.27 1989.48
Treatment
Drain Crew Leader - Water 1398.01 1482.47 1566.89 1651.36 1735.74 1819.29
& Sewer
Drain Electrical System 1617.07 1714.65 1812.33 1909.97 2007.39 2104.93
Coordinator
Electrical Technician 1331.00 1411.31 1491.83 1572.19 1652.71 1733.07
General Helper 887.64
Lead Chemist 1609.18 1706.29 1803.48 1900.66 1997.60 2094.67
Laboratory Technician I 1149.42 1218.85 1288.45 1357.95 1427.40 1497.00
Laboratory Technician II 1210.73 1283.99 1357.24 1430.35 1503.70 1576.76
Maintenance Laborer - Drain 1098.52 1165.06 1231.65 1298.08 1364.62 1431.19
Maintenance Mechanic I 1218.95 1292.57 1366.40 1440.10 1513.78 1587.55
Maintenance Mechanic II 1325.69 1405.58 1485.89 1566.01 1646.15 1725.93
Meter Mechanic I 1206.89 1279.78 1352.87 1425.84 1498.79 1571.83
41
45
DRAIN COMMISSIONER
APPENDIX G (CON'T)
Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year
Meter Mechanic II 1312.56 1391.66 1471.18 1550.50 1629.85 1708.84
Pump Maintenance Mech. I 1331.01 1411.31 1491.83 1572.19 1652.71 1733.07
Pump Maintenance Mech. II 1463.66 1551.86 1640.32 1728.74 1817.10 1905.42
Sewage Treatment Plant Oper. I 1271.27 1348.21 1425.11 1501.89 1578.89 1655.60
Sewage Treatment Plant Oper.II 1463.66 1551.86 1640.32 1728.74 1817.10 1905.42
Skilled Maintenance Mech. II 1398.01 1482.47 1566.89 1651.36 1735.74 1819.29
Skilled Maintenance Mech. III 1609.18 1706.29 1803.48 1900.66 1997.60 2094.67
Water Meter Technician 1210.73 1283.99 1357.24 1430.35 1503.70 1576.76
Classification Base 6 Mos. 1 Year
Sewage Treat. Plant Oper. Trainee 1088.16 1154.07 1220.03
BI-WEEKLY SALARIES-FY 2008
For FY 2008, the same general wage increases shall prevail as that of non-represented employees and 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.
BI-WEEKLY SALARIES-FY 2009
Wage re-opener for FY 2009.
42
46
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.
43
47
#
FISCAL NOTE (MISC. #07032) March 8, 2007
BY: FINANCE COMMITTEE, MIKE ROGERS, CHAIRPERSON
IN RE: HUMAN RESOURCES DEPARTMENT - FISCAL YEAR 2006 - 2009 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. Oakland County and the Oakland County Employees Union
(OCEU) have negotiated a four-year collective bargaining
agreement for approximately 380 County employees for the
period October 1, 2005 through September 30, 2009.
2. The agreement provides for a retroactive 2% salary increase
for FY 2006, a 2% salary increase for FY 2007, the same
increase as provided to general non-represented employees
for FY 2008, and a wage re-opener provision for FY 2009.
3. Benefit modifications provided in Miscellaneous Resolutions
#05258 and #06114 will be implemented with the agreement
and any benefit modifications implemented. for general non-
represented employees during FY 2008 will be implemented
for this bargaining unit at the same time and in the same
manner.
4. FY 2006 costs for the agreement were accrued in FY 2006.
5. The annual cost of this agreement for FY 2007/2008 is
$385,280, including salaries cost of $290,339 and fringe
benefit cost of $94,941. These costs are incorporated in
the FY 2007/2008 Adopted Budget and no budget amendment is
required.
6. The agreement also includes an additional 1% salary
increase for Maintenance Mechanic I and II classifications
at an annual cost of $21,742, including salaries cost of
$16,384 and fringe benefit cost of $5,358, which will be
absorbed by the proprietary and special revenue funds
impacted by this agreement. No budget amendment is
required.
7. Funding for FY 2009 will be incorporated in the FY
2008/2009 Budget process.
FINANCE COMMITTEEE
FINANCE COMMITTEE
Motion carried unanimously on a roll call vote with Zack and Middleton
absent.
Ilmew
Resolution #07032 March 8, 2007
Moved by Rogers supported by Gershenson the resolutions (with fiscal notes attached) on the Consent
Agenda be adopted (with accompanying reports being accepted).
AYES: Burns, Coleman, Coulter, Crawford, Douglas, Gershenson, Gingell, Gosselin, Gregory,
Greimel, Hatchett, Jacobsen, KowaII, Long, Middleton, Nash, Potter, Potts, Rogers, Scott,
Spector, Suarez, Woodward, Zack, Bullard. (25)
NAYS: None. (0)
A sufficient majority having voted in favor, the resolutions (with fiscal notes attached) on the Consent
Agenda, were adopted (with accompanying reports being accepted).
HEREBY APPROVE THE FOREGOING RESOkUTION
ACTING PURSUANT TO 1973 PA 131f
STATE OF MICHIGAN)
COUNTY OF OAKLAND)
I, 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 March 8, 2007, 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 8th day of March, 2007.
Ruth%Vradiscif, Carity Clerk