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HomeMy WebLinkAboutResolutions - 2018.11.14 - 30868MISCELLANEOUS RESOLUTION #18381 November 14, 2018 BY: Commissioner Robert Hoffman, Chairperson, Human Resources Committee IN RE: HUMAN RESOURCES DEPARTMENT — FISCAL YEAR 2019 COLLECTIVE BARGAINING AGREEMENT FOR EMPLOYEES REPRESENTED BY THE OAKLAND COUNTY EMPLOYEES UNION, AFFILIATED WITH IBEW LOCAL 58, AFL-CIO (0.C.E.U.) To the Oakland County Board of Commissioners Chairperson, Ladies and Gentlemen: WHEREAS the County of Oakland and the Oakland County Employee's Union, Affiliated with the IBEW Local 58, AFL-CIO (0.C.E.U.), have negotiated a Collective Bargaining Agreement covering approximately 363 employees; and WHEREAS a one-year Collective Bargaining Agreement has been reached for the period October 1, 2018 through September 30, 2019; and WHEREAS the parties have agreed to a 2% wage increase for all employees represented by this bargaining unit for Fiscal Year 2019 or "Me Too" with the general, non-represented employees if a greater increase were approved; and WHEREAS this agreement provides that any employee benefit modifications including healthcare and/or retirement benefit modifications implemented on a countywide basis to general, non-represented employees that take effect during the duration of this Collective Bargaining Agreement shall be applied to employees represented by this bargaining unit at the same time and in the same manner; and WHEREAS this agreement has been reviewed by your Human Resources Committee, which recommends approval of the agreement. NOW THEREFORE BE IT RESOLVED that the Board of Commissioners approves the proposed Collective Bargaining Agreement between the County of Oakland and the Oakland County Employee's Union, Affiliated with the IBEW Local 58, AFL-CIO, covering the period of October 1, 2018 through September 30, 2019, 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 Human Resources Committee, I move the adoption of the foregoing resolution. Commissioner Robeit HoffmOrrict #2 Chairperson, Human Resource Committee HUMAN RESOURCES COMMITTEE VOTE: Motion carried unanimously on a roll call vote with Bowman absent. Motion for direct referral to Finance carried on a voice vote. SUMMARY OF AGREEMENT BETWEEN OAKLAND COUNTY AND THE OAKLAND COUNTY EMPLOYEES UNION/IBEW OCTOBER 2018 DURATION: 1 Year October 1, 2018 through September 30, 2019 ECONOMIC: Wages: FY 2019 2% wage increase. Should a general wage increase greater than 2% be provided to the general, non-represented employee groups, then this bargaining unit would be entitled to the same increase applied at the same time and in the same manner. Benefits: Employee Benefits Any benefit modifications implemented on a countywide basis to general, non-represented employees to take effect during calendar year 2019 shall be applied to employees represented by this bargaining unit, at the same time and in the same manner. Healthcare Any healthcare modifications implemented on a countywide basis to general, non-represented employees to take effect during calendar year 2019 shall be applied to employees represented by this bargaining unit, at the same time and in the same manner. Retirement Any retirement modifications implemented on a countywide basis to general, non-represented employees to take effect during calendar year 2019 shall be applied to employees represented by this bargaining unit, at the same time and in the same manner. On-Call Pay Animal Control, Facilities Maintenance and Operations, Parks and Recreation and Water Resources Commissioners Employees that are on call will receive an additional 1.5 hours of pay as compensation for being on call during regularly scheduled work days; and will receive an additional 2 hours of pay as compensation for being on call during a non-regularly scheduled work day and holiday. Employees that are on call and called into work will receive a minimum of 2 hours pay on a day that is a regularly scheduled work day and 3 hours pay on days that are not a regularly scheduled work day and/or holiday. On-call shift exchange Water Resources Commissioner Employees may exchange on call shifts with another eligible employee with at least one week's advance notice and the appropriate sign- off/approval from supervision. Delayed start time after 16 Hour shift Employees working 16 hours or more, shall not be scheduled to work until he/she has had at least an eight hour rest period. If the employee misses all or a portion of his/her regular shift, as a result of their 8 hour rest period, he/she will have the option of using vacation time to compensate for time off or take the time unpaid. If the employee choses to take the time unpaid, it will not reduce the overtime pay earned in preceding shift. Management Responsibility 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 operation are solely and exclusively the responsibility of the Employer, subject, however, to the provisions of this agreement Grievance Procedures Suspensions of two (2) days or less, denied merit increases, written reprimands, and oral reprimands shall not be subject to the grievance procedure but shall be processed according to the procedures of the Personnel Appeal Board. All other disciplinary matters shall be subject to the grievance procedure. General Conditions Section 1. The Union shall be notified fourteen (14) days in advance of anticipated permanent major changes in working conditions and discussions shall be held thereon. Section 5. Eliminate section. In the event that any represented unit, other than a unit containing employees eligible for Act 312 Police/Fire Compulsory Arbitration, or employees whose designated employer is other than the Oakland County Executive, negotiates a contract with the County of Oakland containing any form of union security, the same right will automatically be given to the unit covered under this agreement. Section 10. Copies of all disciplinary actions related to members of this bargaining unit shall be provided to the Union. 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) The Employer will determine who is best qualified to fill the position after considering the criteria identified in the job posting. If two or more applicants are equally qualified, seniority may be taken into consideration. (c) Whenever a less senior employee is selected over a more senior employee, Human Resources shall review the qualifications and criteria for the selection to ensure improper favoritism or bias was not a factor. Any more senior employee- applicant that was not selected may request the reasons why he/she was not selected. (d) A Union observer will be permitted to attend Merit System promotional interviews for promotions within the bargaining unit. Adoption by Reference of Relevant Resolutions and Personnel Policies All Resolutions which have been passed by the Oakland County Board of Commissioners on or before September 30, 2018, 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, except as provided and amended by this agreement. THE COUNTY OF OAKLAND AND OAKLAND COUNTY EMPLOYEES UNION Affiliated with IBEW Local 58, AFL-CIO COLLECTIVE BARGAINING AGREEMENT October 1, 2018 — September 30, 2019 TABLE OF CONTENTS AGREEMENT RECOGNITION MANAGEMENT RESPONSIBILITY DUES CHECK-OFF STEWARDS AND ALTERNATE GRIEVANCE PROCEDURES BULLETIN BOARD SENIORITY LAYOFF AND RECALL PROMOTIONS GENERAL CONDITIONS ADOPTION BY REFERENCE OF RELEVANT RESOLUTIONS AND PERSONNEL ISSUES MAINTENANCE OF CONDITIONS ECONOMIC MATTERS NO STRIKE - NO LOCKOUT DURATION APPENDIX A APPENDIX B APPENDIX C APPENDIX D APPENDIX E APPENDIX F BENEFITS ANIMAL CONTROL MAINTENANCE, CUSTODIAL, AND GROUNDS SHERIFF'S OFFICE CLERICAL AND MAINTENANCE PARKS & RECREATION WATER RESOURCES COMMISSIONER PAGE 1 PAGE 1 PAGE 1 PAGE 2 PAGE 2 PAGE 3 PAGE 4 PAGE 4 PAGE 5 PAGE 5 PAGES PAGE 6 PAGE 7 PAGE 7 PAGE 7 PAGE 7 PAGES PAGE 11 PAGE 13 PAGE 17 PAGE 19 PAGE 21 AGREEMENT This agreement is made and entered into on this day of October, A.D., 2018, 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, affiliated with IBEW Local 58, AFL-CIO, 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 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 Automobile Mechanic II, Chemist, Electronics Technician I, Electronics Technician II, Electronics Technician III, General Helper, Laboratory Technician I, Laboratory Technician II, Lake Level Technician, Lead Chemist, Maintenance Laborer- WRC, Maintenance Mechanic I, Maintenance Mechanic II, Meter Mechanic I, Meter Mechanic II, Pump Maintenance Mechanic I, Pump Maintenance Mechanic II, Skilled Maintenance Mechanic II, Skilled Maintenance Mechanic III, Water Resources Recovery Crew Leader, Water Resources Recovery Crew Leader — CRWRRF, Water Resources Recovery Operator I, Water Resources Recovery Operator I — CRWRRF, Water Resources Recovery Operator II, Water Resources Recovery Operator II CRWRRF, Water Resources Recovery Operator Trainee, Water Resources Recovery Operator Trainee — CRWRRF, WRC Crew Leader-Pump Maintenance, WRC Crew Leader-Sewage Treatment, WRC Crew Leader-Water & Sewer employed by the Oakland County Water Resources Commissioner EXCLUDING Construction Inspectors I, II, and III, supervisors and all engineering, clerical, administrative, professional and other office employees. All General Maintenance Mechanics — Parks and Recreation, Grounds Equipment Mechanics, Groundskeeper I, Groundskeeper II, 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 supervisor and all other employees. All clerical employees, and maintenance employees of the Oakland County Sheriff's Department EXCLUDING all other employees, supervisors and confidential employees as determined by the Board. II. MANAGEMENT RESPONSIBILITY The right to hire, promote, discharge or discipline 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 operation are solely and exclusively the responsibility of the Employer, subject, however, to the provisions of this agreement. III. DUES CHECK-OFF 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. (a) 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 following time periods: December 15 to December 31 each year; and fifteen (15) day period prior to the expiration of the contract. (b) 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 much come from the unit they represent. Stewards will be permitted to leave their work, after obtaining approval of their respective supervisors and recording their time, for the purpose of adjusting grievances in accordance with the grievance procedure and for reporting to the grievant a change in status of his grievance. Permission for stewards to leave their work stations will not be unreasonably withheld. Stewards will report their time to their supervisor upon returning from a grievance discussion. The privilege to leave their work during working hours, without loss of pay, is extended with the understanding that the time will be devoted to the prompt handling of grievances and will not be abused, and that they will continue to work at their assigned jobs at all times except when permitted to leave their work and handle grievances. Section 2. The Union President shall be released from work two (2) hours per day for union business during 2018 and 2019. 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. 2 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. V. GRIEVANCE PROCEDURES The Employer and the Union support should 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 of two (2) days or less, merit pay denials, written reprimands, verbal reprimands shall not be subject to the grievance procedure but shall be processed according to the procedures of the Personnel Appeal Board. All other disciplinary matters shall be subject to the grievance procedure. 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 and any grievance filed by members of this unit. Step 3. Any grievance not settled at Step 2 may be submitted to the next meeting of the grievance committee. The union grievance committee shall consist of the Chief Steward and one other member of the bargaining unit. Any grievance not submitted to the next grievance committee meeting, by written notification to the Employer within ten (10) days (excluding Saturday, Sunday and Holidays) of the immediate supervisor's written decision, shall be considered dropped. Any matter not settled in Step 3 of the grievance procedure may be submitted to final and binding arbitration by either of the parties. A request for arbitration must be submitted by written notice to the other party within fifteen (15) days of the Employer's written response following the grievance committee meeting. 3 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. George Roumell 3. Mark Glazer 4. Benjamin Wolkinson 5. Anne Patton A grievance shall be referred to the listed Arbitrators in the order in which they appear. Once a grievance has been referred to an Arbitrator, a subsequent grievance shall be referred to the next Arbitrator on the list. After a grievance has been referred to the third Arbitrator listed, the cycle shall repeat, beginning with the first Arbitrator. The Arbitrator may interpret and apply the provisions of this Agreement to determine the grievance before the Arbitrator. However, the Arbitrator shall have no power or authority, in any way, to alter, modify, amend, or add to any provisions of this Agreement or set a wage rate. The Arbitrator shall be bound by the express provisions of this Agreement. Expenses for arbitration shall be borne equally by both parties. Any grievance not appealed, from a decision in one of the steps of the grievance procedure, to the next step as prescribed, shall be considered dropped and the last decision final and binding, except that time limits may be extended by mutual 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 the bulleting 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 the time employed in the functional unit that he/she is 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 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. 4 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 Facility 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 to recall prior to the hiring of any new employees. Entitlement to recall shall not extend beyond the following specified periods; employees with less than one year seniority entitled to recall for one year; employees with one but less than two years seniority entitled to recall for two years; employees with two or more years of seniority entitled to recall for three years. Section 2. Superseniority. The President, Vice President and elected stewards for the purpose of layoff and recalls to work following such layoff only, for the term of their office, shall be considered as having more seniority than any other employee within their functional unit. They shall be last to be laid off for lack of work or funds from their unit and the first to be recalled to work in their unit following such layoff providing they have the then present ability to satisfactorily perform the available work in such area without additional training. 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) The Employer will determine who is best qualified to fill the position after considering the criteria identified in the job posting. If two or more applicants are equally qualified, seniority may be taken into consideration. (c) Whenever a less senior employee is selected over a more senior employee, Human Resources shall review the qualifications and criteria for the selection to ensure improper favoritism or bias was not a factor. Any more senior employee-applicant that was not selected may request the reasons why he/she was not selected. (d) 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 fourteen (14) days in advance of anticipated permanent major changes in working conditions and discussions shall be held thereon. Section 2. Employees elected to any permanent full time Union office or selected by the Union to do work which takes them from their employment with the County, shall at the written request of the Union be granted a leave of absence without pay. The leave of absence shall not exceed two (2) years, but it shall be renewed or extended for a similar period at any time upon the written request of the Union. 5 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. 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 6. 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 7. 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 8. The Employer may in its sole judgement 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 Human Resources Department. Approval of an early merit increase in one case shall not create a precedent for granting early merit increase in any other. Section 9. Copies of all disciplinary actions related to members of this bargaining unit shall be provided to the Union. Section 10. 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 11. 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 which have been passed by the Oakland County Board of Commissioners on or before September 30, 2018, 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, except as provided and amended by this Agreement. 6 XII. MAINTENANCE OF CONDITIONS Wages, hours and conditions of employment legally in effect at the execution of this Agreement shall, except as improved herein, be maintained during the term of this Agreement. No employee shall suffer a reduction in such benefits as a consequence of the execution of this Agreement. XIII. ECONOMIC MATTERS The Agreement between the parties on economic matters are set forth in the Appendices attached hereto and are incorporated in 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, sit-down, 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, 2018, to midnight, September 30, 2019. 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, 2019, 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. 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 Michael J. Gingell, Chairperson Board of Commissioners OAKLAND COUNTY EXECUTIVE L. Brooks Patterson 7 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 Employee's Handbook. 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. Effective with the execution of this Agreement, the General Travel Regulation's mileage reimbursement rate shall be equivalent to the IRS mileage rate. 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. 8 Benefit Modifications Effective 2016 For members of this bargaining unit, health care changes shall be consistent with Misc. Resolution #06114 and shall be effective with ratification of the agreement. Effective January 1, 2016, the County will increase its contribution from $50 to $75 per pay period for those eligible for the Retirement Health Savings Plan. Employees hired on or after April 1, 2007, shall be subject to Misc. Resolution 05258 (Retirement Health Savings Plan) that was implemented during FY 2006, for non-represented employees. Benefits 2019 Re-opener — Cadillac Tax Re-Opener Provision Employee Benefits 2019 Any benefit modifications implemented on a Countywide basis to general, non-represented employees to take effect during calendar year 2019 shall be applied to employees represented by this bargaining unit, at the same time and in the same manner. Healthcare — 2019 Any benefit modifications implemented on a Countywide basis to general, non-represented employees to take effect during calendar year 2019 shall be applied to employees represented by this bargaining unit, at the same time and in the same manner. Retirement — 2019 Any benefit modifications implemented on a Countywide basis to general, non-represented employees to take effect during calendar year 2019 shall be applied to employees represented by this bargaining unit, at the same time and in the same manner. 9 Labor Contract Cadillac Tax Re-Opener The Oakland County Employees Union (OCEU) and the County of Oakland (County) hereby enter into the following Cadillac Tax Labor Contract Re-Opener provision. The parties acknowledge the following facts: 1. The Affordable Care Act ("ACA") excise tax is scheduled to be effective January 1, 2020. 2. The ACA excise tax or other similar state, local, or federal tax or fees will or may be applicable to the County's healthcare plans. 3. The parties wish to void the application of the ACA excise tax and other such taxes or fees to the County's healthcare plans. 4. Additional information, regulations and/or Congressional action concerning the excise tax may be available or enacted in the coming years before the January 1, 2020 effective date. Therefore, the parties agree as follows: 1. In the event the County determines that any of the health care plans set forth in Appendix A of the Labor Contract will be subject to the ACA excise tax or will be subject to any other similar state, local or federal taxes or fees, or tax and fee increases beyond current levels (hereinafter collectively "Healthcare Taxes/Fees"), the County may reopen the healthcare portion of the Labor Contract (Labor Contract Appendix A) to negotiate with OCEU any changes (among others) to the healthcare plans: a. Replacement of the healthcare plan(s) b. Modification of plan design(s) c. Increase in employee bi-weekly contribution d. Increases in deductibles, copays, and initiation or increase of co-insurance. e. Elimination /reduction/modification of Healthcare Flexible Spending Accounts f. Other modifications to eliminate or offset the application of the Healthcare Taxes/Fees 2. In addition, the following shall apply as part of the reopener: a. The replacement or modification of the healthcare plan(s) shall not impose a cost increase on the County. b. If the County and OCEU cannot agree upon a change(s) to the healthcare plan(s) as described in Section 1 above, and the date that the plan(s) will be or may be subject to Healthcare Taxes/Fees will or may occur within 90 days, the County may unilaterally implement the same changes, modifications, or replacement plan(s) the County implemented or will implement for general non-represented employees. c. The County will provide a Healthcare Plan election for employees who participate in an affected healthcare plan as allowed by federal Cafeteria Plan Section 125 guidelines. 3. The County shall give OCEU notice of its intent to reopen the Labor Contract for this purpose as soon as practicable after the County determines that the County will be subject to the Healthcare Taxes/Fees. 10 ANIMAL CONTROL APPENDIX B BI-WEEKLY SALARIES - FY 2019 Classification Account Clerk I Account Clerk ll Animal Control Officer Animal Control Shelter Ldr Animal Shelter Attendant Clerk General Clerical General Helper Office Assistant I Office Assistant II Office Leader Veterinarian Technician Base 1 Year 2 Year 3 Year 4 Year 5 Year 6 Year 1240.00 1314.93 1389.97 1465.01 1540.05 1615.16 1375.45 1458.66 1541.89 1624.95 1708.28 1791.28 1475.61 1564.62 1653.95 1742.97 1832.35 1921.17 1512.09 1603.31 1694.77 1786.07 187732 1968.83 1084.24 1152.40 1220.75 1288.99 1357.38 1425.41 1020.17 1084.25 1152.40 1220.75 1288.99 1357.38 1425.41 1008.41 1008.41 1129.80 1199.51 1269.29 1339.08 1409.00 1478.82 1240.00 1314.93 1389.97 1465.01 1540.05 1615.16 1375.45 1458.66 1541.89 1624.95 1708.28 1791.28 1305.80 1384.68 1463.75 1542.69 1621.58 1700.66 For FY2019, all bargaining unit members shall receive a 2% across the board wage increase. Should a general wage increase greater than 2% be provided to the general, non-represented employee groups, then this bargaining unit would be entitled to the same increase applied at the same time and in the same manner. 11 ANIMAL CONTROL APPENDIX B (CONTINUED) 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. ON-CALL PAY Employees that are on call will receive an additional 1.5 hours of pay as compensation for being on call during regularly scheduled work days; and will receive an additional 2 hours of pay as compensation for being on call during a non-regularly scheduled work day and holiday. Employees that are on call and called into work will receive a minimum of 2 hours pay on a day that is a regularly scheduled work day and 3 hours pay on days that are not a regularly scheduled work day and/or holiday. DELAYED START TIME AFTER 16 HOUR SHIFT Employees working 16 hours or more, shall not be scheduled to work until he/she has had at least an eight hour rest period. If the employee misses all or a portion of his/her regular shift, as a result of their 8 hour rest period, he/she will have the option of using vacation time to compensate for time off or take the time unpaid. If the employee choses to take the time unpaid, it will not reduce the overtime pay earned in preceding shift. 12 MAINTENANCE, CUSTODIAL AND GROUNDS APPENDIX C BI-WEEKLY SALARIES - FY 2019 Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year 6 Year Automobile Mechanic II 1662.76 1762.98 1863.48 1963.92 2064.31 2164.62 Central Stock Attendant 1512.09 1603.31 1694.77 1786.07 1877.52 1968.83 Custodial Worker I 1053.33 1116.92 1180.78 1244.68 1308.47 1372.24 Custodial Worker II 1084.24 1152.40 1220.75 1288.99 1357.38 1425.41 Custodial Worker III 1177.35 1248.65 1320.02 1391.20 1462.52 1533.92 General Helper 1008.41 General Maintenance Mech 1433.75 1520.18 1607.04 1693.68 1780.37 1866.66 Grounds Equip Mechanic 1433.75 1520.18 1607.04 1693.68 1780.37 1866.66 Grounds Equip Mech - FM0 1470.96 1559.68 1648.76 1737.64 1826.59 1915.12 Groundskeeper Crew Chief Groundskeeper I Groundskeeper II Groundskeeper Specialist Groundskeeper Spec- lrrig Maintenance Laborer Mobile Unit Custodial Wkr Painter I Painter II Skilled Maint Mech I Skilled Maint Mech II Skilled Maint Mech III 1541.45 1634.44 1727.68 1820.75 1913.98 2007.06 1240.00 1314.93 1389.97 1465.01 1540.05 1615.16 1305.80 1384.68 1463.75 1542.69 1621.58 1700.66 1433.75 1520.18 1607.04 1693.68 1780.37 1866.66 1447.68 1534.94 1622.64 1710.13 1797.65 1884.79 1177.35 1248.65 1320.02 1391.20 1462.52 1533.92 1177.35 1248.65 1320.02 1391.20 1462.52 1533.92 1512.09 1603.31 1694.77 1786.07 1877.52 1968.83 1588.20 1684.14 1780.05 1876.01 1971.87 2066.80 1512.09 1603.31 1694.77 1786.07 1877.52 1968.83 1588.20 1684.14 1780.05 1876.01 1971.87 2066.80 1938.42 2048.86 2159.24 2269.37 2379.64 2498.62 13 For FY2019, all bargaining unit members shall receive a 2% across the board wage increase. Should a general wage increase greater than 2% be provided to the general non-represented employee groups, then this bargaining unit would be entitled to the same increase applied at the same time and in the same manner. 14 MAINTENANCE, CUSTODIAL AND GROUNDS APPENDIX C (CONTINUED) 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 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. GROUNDSKEEPERS 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. CUSTODIAL EMPLOYEES Custodial employees hired after January 1,1984, will be appointed as Custodial Worker Land 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. 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. SNOW REMOVAL DUTY 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. ON-CALL PAY Employees that are on call will receive an additional 1.5 hours of pay as compensation for being on call during regularly scheduled work days; and will receive an additional 2 hours of pay as compensation for being on call during a non-regularly scheduled work day and holiday. Employees that are on call and called into work will receive a minimum of 2 hours pay on a day that is a regularly scheduled work day and 3 hours pay on days that are not a regularly scheduled work day and/or holiday. 15 DELAYED START TIME AFTER 16 HOUR SHIFT Employees working 16 hours or more, shall not be scheduled to work until he/she has had at least an eight hour rest period. If the employee misses all or a portion of his/her regular shift, as a result of their 8 hour rest period, he/she will have the option of using vacation time to compensate for time off or take the time unpaid. If the employee choses to take the time unpaid, it will not reduce the overtime pay earned in preceding shift. 16 SHERIFF'S DEPARTMENT CLERICAL & MAINTENANCE EMPLOYEES APPENDIX D BI-WEEKLY SALARIES - FY 2019 Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year 6 Year Account Clerk I 1240.00 1314.93 1389.97 1465.01 1540.05 1615.16 Account Clerk II 1375.45 1458.66 1541.89 1624.95 1708.28 1791.28 Clerk 1020.17 1084.25 1152.40 1220.75 1288.99 1357.38 1425.41 Clerk II/Deliveryperson 1177.35 1248.65 1320.02 1391.20 1462.52 1533.92 Employee Records Specialist 1512.09 1603.31 1694.77 1786.07 1877.52 1968.83 General Clerical 1008.41 General Helper 1008.41 General Maint Mechanic 1433.75 1520.18 1607.04 1693.68 1780.37 1866.66 Inmate Booking Clerk 1375.45 1458.66 1541.89 1624.95 1708.28 1791.28 Materials Mgmt. Clerk 1240.00 1314.93 1389.97 1465.01 1540.05 1615.16 Office Assistant I 1129.80 1199.51 1269.29 1339.08 1409.00 1478.82 Office Assistant II 1240.00 1314.93 1389.97 1465.01 1540.05 1615.16 Office Leader 1375.45 1458.66 1541.89 1624.95 1708.28 1791.28 Storekeeper 1084.24 1152.40 1220.75 1288.99 1357.38 1425.41 Storekeeper II 1129.80 1199.51 1269.29 1339.08 1409.00 1478.82 Warrants Clerk 1305.80 1384.68 1463.75 1542.69 1621.58 1700.66 Work Projects Coord. 1512.09 1603.31 1694.77 1786.07 1877.52 1968.83 For FY2019, all bargaining unit members shall receive a 2% across the board wage increase. Should a general wage increase greater than 2% be provided to the general non-represented employee groups, then this bargaining unit would d be entitled to the same increase applied at the same time and in the same manner. 17 SHERIFF'S DEPARTMENT CLERICAL & MAINTENANCE EMPLOYEES APPENDIX D (CONTINUED) REPRESENTATION There shall be one (1) steward and one {1) alternate steward. In matters which require the presence of a union steward it shall be the responsibility of the employer to arrange for the steward's attendance. SHIFT PREFERENCE All represented employees within this functional unit will be entitled to make a shift preference selection in April and October of each year. This shift preference selection is to be based on seniority within the unit and is subject to the final approval of the Sheriff. It is understood that approval will not be unreasonably withheld. It is further understood that provisions of this section related to shift selection in no way effects the Sheriffs right to determine assignments. HOLIDAY PAY— INMATE BOOKING CLERK Effective with the execution of this agreement, the provisions of the Oakland County Merit System in the Oakland County Employee's Handbook concerning holidays, holiday pay, premium pay and overtime on holidays shall apply to members of the bargaining unit. Specific to Inmate Booking Clerks, Christmas Eve and New Year's Eve shall be treated as holidays in every year without regard to the day of the week on which they fall. FORCED OVERTIME — INMATE BOOKING CLERKS Scheduled vacation days shall be given priority to NOT be forced. With the exception that the Department cannot force a Booking Clerk already working a double shift; therefore the person without a scheduled vacation day, or on their Friday, would be forced first regardless of seniority. A Booking Clerk who is on their Friday would be next. The Booking Clerk with a scheduled vacation day the next day would be forced last. Deputies will not be forced to work Booking Clerk positions. DELAYED START TIME AFTER 16 HOUR SHIFT Employees working 16 hours or more, shall not be scheduled to work until he/she has had at least an eight hour rest period. If the employee misses all or a portion of his/her regular shift, as a result of their 8 hour rest period, he/she will have the option of using vacation time to compensate for time off or take the time unpaid. if the employee choses to take the time unpaid, it will not reduce the overtime pay earned in preceding shift. 18 PARKS & RECREATION APPENDIX E BI-WEEKLY SALARIES - FY 2019 Classification General Helper General Maint Mechanic Grounds Equip. Mechanic Groundskeeper I Groundskeeper ll Groundskeeper Specialist Maintenance Laborer Parks Crew Chief Parks Maintenance Aide Skilled Maint Mechanic I Skilled Maint Mechanic II Skilled Maint Mechanic III Base 1 Year 2 Year 3 Year 4 Year 5 Year 6 Year 1008.41 143315 1520.18 1607.04 1693.68 1780.37 1866.66 1433.75 1520.18 1607.04 1693.68 1780.37 1866.66 1240.00 1314.93 1389.97 1465.01 1540.05 1615.16 1305.80 1384.68 1463.75 1542.69 1621.58 1700.66 1433.75 1520.18 1607.04 1693.68 1780.37 1866.66 1177.35 1248.65 1320.02 1391.20 1462.52 1533.92 1512.09 1603.31 1694.77 1786.07 1877.52 1968.83 1240.00 1314.93 1389.97 1465.01 1540.05 1615.16 1512.09 1603.31 1694.77 1786.07 1877.52 1968.83 1588.20 1684.14 1780.05 1876.01 1971.87 2066.80 1938.42 2048.86 2159.24 2269.37 2379.64 2498.62 For 1Y2019, all bargaining unit members shall receive a 2% across the board wage increase. Should a general wage increase greater than 2% be provided to the general, non-represented employee groups, then this bargaining unit would be entitled to the same increase applied at the same time and in the same manner. 19 PARKS & RECREATION APPENDIX E (CONTINUED) 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 Park 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. 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. GROUNDSKEEPERS Movement from Level Ito 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. SKILLED MAINTENANCE MECHANIC III/WEEKEND ON -CALL Weekend on-call pay shall be provided for the Skilled Maintenance Mechanic III classification. ON-CALL PAY Employees that are on call will receive an additional 1.5 hours of pay as compensation for being on call during regularly scheduled work days; and will receive an additional 2 hours of pay as compensation for being on call during a non-regularly scheduled work day and holiday. Employees that are on call and called into work will receive a minimum of 2 hours pay on a day that is a regularly scheduled work day and 3 hours pay on days that are not a regularly scheduled work day and/or holiday. DELAYED START TIME AFTER 16 HOUR SHIFT Employees working 16 hours or more, shall not be scheduled to work until he/she has had at least an eight hour rest period. If the employee misses all or a portion of his/her regular shift, as a result of their 8 hour rest period, he/she will have the option of using vacation time to compensate for time off or take the time unpaid. If the employee choses to take the time unpaid, it will not reduce the overtime pay earned in preceding shift. 20 WATER RESOURCE COMMISSIONER BI-WEEKLY SALARIES - FY 2019 Classification Automobile Mechanic I Automobile Mechanic II Chemist Electronics Technician I Electronics Technician ll Electronics Technician III General Helper Laboratory Technician I Laboratory Technician II Lake Level Technician Lead Chemist Base 1 Year 2 Year 3 Year 4 Year 5 Year 6 Year 1375A5 1458.66 1541.89 1624.95 1708.28 1791.28 1662.76 1762.98 1863.48 1963.92 2064.31 2164.62 1662.76 1762.98 1863.48 1963.92 2064.31 2164.62 1512.09 1603.31 1694.77 1786.07 1877.52 1968.83 1662.76 1762.98 1863.48 1963.92 2064.31 2164.62 1828.08 1938.42 2048.86 2159.24 2269.37 2379.64 1008.41 1305.80 1384.68 1463.75 1542.69 1621.58 1700.66 1375.45 1458.66 1541.89 1624.95 1708.28 1791.28 1512.09 1603.31 1694.77 1786.07 1877.52 1968.83 1828.08 1938.42 2048.86 2159.24 2269.37 2379.64 Maintenance Laborer - WRC 1247.97 1323.56 1399.21 1474.67 1550.28 1625.89 Maintenance Mech I Maintenance Meth II Meter Mechanic I Meter Mechanic II Pump Maint Mech. I Pump Maint Mech. ll Skilled Maint Mech II Skilled Maint Mech III Water Res Rec Crew Ldr Water Res Crew 1384.76 1468.44 1552.28 1636.03 1719.73 1803.53 1506.05 1596.81 1688.03 1779.05 1870.10 1960.73 1371.08 1453.92 1536.93 1619.82 1702.71 1785.67 1491.15 1581.01 1671.32 1761.45 1851.58 1940.37 1512.09 1603.31 1694.77 1786.07 1877.52 1968.83 1662.76 1762.98 1863.48 1963.92 2064.31 2164.62 1588.20 1684.14 1780.05 1876.01 1971.87 2066.80 1938.42 2048.86 2159.24 2269.37 2379.64 2498.62 1736.14 1840.76 1945.69 2050.56 2155.38 2260.13 Leader - CRWRRF 1736.14 1840.76 1945.69 2050.56 2155.38 2260.13 21 Water Res Rec Oper I 1444.21 1531.65 1618.98 1706.21 1793.69 1880.84 Water Res Rec Oper I - CRWRRF Water Res Rec Oper II Water Res Rec Oper II - CRWRRF WRC Crew Leader- Pump Maintenance WRC Crew Leader- Water & Sewer 1444.21 1531.65 1618.98 1706.21 1793.69 1880.84 1662.76 1762.98 1863.48 1963.92 2064.31 2164.62 1662.76 1762.98 1863.48 1963.92 2064.31 2164.62 1736.14 1840.76 1945.69 2050.56 2155.38 2260.13 1588.20 1684.14 1780.05 1876.01 1971.87 2066.80 Base 6 Month 1 Year Water Res Rec Oper Trainee 1236.20 1311.08 1386.01 Water Res Rec Oper Trainee - CRWRRF 1236.20 1311.08 1386.01 For FY2019, all bargaining unit members shall receive a 2% across the board wage increase. Should a general wage increase greater than 2% be provided to the general, non-represented employee groups, than this bargaining unit would be entitled to the same increase applied at the same time and in the same manner. 22 WATER RESOURCES COMMISSIONER APPENDIX F (CONTINUED) 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. 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. ON -CALL PAY Employees that are on call will receive an additional 1.5 hours of pay as compensation for being on call during regularly scheduled work days; and will receive an additional 2 hours of pay as compensation for being on call during a non-regularly scheduled work day and holiday. Employees that are on call and called into work will receive a minimum of 2 hours pay on a day that is a regularly scheduled work day and 3 hours pay on days that are not a regularly scheduled work day and/or holiday. ON-CALL SHIFT EXCHANGE Employees may exchange on call shifts with another eligible employee with at least one week's advance notice and the appropriate sign-off/approval from supervision. DELAYED START TIME AFTER 16 HOUR SHIFT Employees working 16 hours or more, shall not be scheduled to work until he/she has had at least an eight hour rest period. If the employee misses all or a portion of his/her regular shift, as a result of their 8 hour rest period, he/she will have the option of using vacation time to compensate for time off or take the time unpaid. If the employee choses to take the time unpaid, it will not reduce the overtime pay earned in preceding shift. 23 kmmissioner Thomas Middleton, District #4 Chairperson, Finance Committee FISCAL NOTE (MISC. #18381) November 14,2018 BY: Commissioner Thomas Middleton, Chairperson, Finance Committee IN RE: HUMAN RESOURCES DEPARTMENT— FISCAL YEAR 2019 COLLECTIVE BARGAINING AGREEMENT FOR EMPLOYEES REPRESENTED BY THE OAKLAND COUNTY EMPLOYEES UNION, AFFILIATED WITH IBEW LOCAL 58, AFL-CIO (0.C.E.U.) To the Oakland County Board of Commissioners Chairperson, Ladies and Gentlemen: Pursuant to Rule XII-C of this Board, the Finance Committee has reviewed the above referenced resolution and finds: 1. The County of Oakland and the Oakland County Employees Union (OCEU), representing approximately 363 personnel from Animal Control, Sheriffs Office, Facilities Maintenance and Operations — Custodial, Facilities Maintenance and Operations — Maintenance, Facilities Maintenance and Operations — Grounds, Parks and Recreation, and the Water Resources Commissioner have negotiated a one-year Collective Bargaining Agreement for the period of October 1, 2018 through September 30, 2019. 2. This agreement includes a two percent (2%) wage increase for Fiscal Year 2019 for all employees represented by this bargaining agreement. 3. The agreement provides that all employees represented by this bargaining unit shall receive any general wage increase, if a greater increase is approved for the non-represented County employees under the "Me Too" provisions for FY 2019. 4. Any employee benefit modification including healthcare and/or retirement benefit modifications implemented on a countywide basis to general, non-represented employees that take effect during the duration of this Collective Bargaining Agreement shall be applied to employees represented by this bargaining unit at the same time and in the same manner. 5. The yearly salary and fringe benefit adjustment are included in the FY 2019 adopted budgets. A budget amendment is not required at this time. FINANCE COMMITTEE VOTE: Motion carried unanimously on a roll call vote. Resolution #18381 November 14, 2018 Moved by Crawford supported by Quarles the resolutions (with fiscal notes attached) on the Consent Agenda be adopted (with accompanying reports being accepted). AYES: Crawford, Fleming, Gershenson, Gingell, Hoffman, Jackson, Kochenderfer, KowaII, Long, McGillivray, Middleton, Quarles, Taub, Tietz, Weipert, Woodward, Zack, Berman, Bowman. (19) 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). 1 HEREBY APPROVE THIS RESOLUTION CHIEF DEPUTY COUNTY EXECUTIVE ACTING PURSUANT TO MCL 45,558A (7) STATE OF MICHIGAN) COUNTY OF OAKLAND) I, Lisa Brown, 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 November 14, 2018, 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 14th day of November, 2018. Lisa Brown, Oakland County