HomeMy WebLinkAboutResolutions - 2019.03.14 - 30995REPORT (MISC. #19043) March 14, 2019
BY: Helaine Zack, Chairperson, Finance Committee
IN RE: HUMAN RESOURCES DEPARTMENT — FISCAL YEARS 2019, 2020 AND 2021 COLLECTIVE
BARGAINING AGREEMENT FOR EMPLOYEES REPRESENTED BY THE COMMAND OFFICERS
ASSOCIATION
To the Oakland County Board of Commissioners
Chairperson, Ladies and Gentlemen:
The Finance Committee, having reviewed the above-referenced resolution on February 27, 2019, reports
with the recommendation that the resolution be adopted.
Chairperson, on behalf of the Finance Committee, I move the acceptance of the foregoing report.
Commissioner Hel(aine Zack, District #18
Chairperson, Finance Committee
FINANCE COMMITTEE VOTE:
Motion carried unanimously on a roll call vote.
MISCELLANEOUS RESOLUTION #19043 March 14, 2019
BY: Commissioner Nancy L. Quarles, Chairperson, Legislative Affairs and Government Operations
Committee
IN RE: HUMAN RESOURCES DEPARTMENT — FISCAL YEARS 2019, 2020 AND 2021 COLLECTIVE
BARGAINING AGREEMENT FOR EMPLOYEES REPRESENTED BY THE COMMAND OFFICERS
ASSOCIATION
To the Oakland County Board of Commissioners
Chairperson, Ladies and Gentlemen:
WHEREAS the County of Oakland, the Oakland County Sheriffs Office, and the Command Officers
Association (COA), have negotiated a Collective Bargaining Agreement covering approximately 117
Sheriff's Department employees including Sergeants, Detective Sergeant Specialists, Lieutenants and
Captains; and
WHEREAS a three-year Collective Bargaining Agreement has been reached for the period October 1, 2018
through September 30, 2021, with parties agreeing to the following; and
WHEREAS wage increases are set as:
• 2% wage increase for Fiscal Year 2019;
• 2% wage increase for Fiscal Year 2020 or "Me Too" with the general, non-represented employees
if a greater increase were approved;
• 2% wage increase for Fiscal Year 2021 or "Me Too" with the general, non-represented employees
if a greater increase were approved; and
WHEREAS any healthcare changes to take effect after September 30, 2018, shall be negotiated; and
WHEREAS any other non-healthcare benefit modification implemented during calendar years 2019, 2020
and 2021, shall be negotiated; and
WHEREAS the High Option Dental level of coverage shall be increased from $1250 to $1500 effective
January 1, 2019; with no change to employee contributions; and
WHEREAS the Employer will pay a maximum of $250 (after utilization of employee's insurance) toward
replacement of eye glasses damaged while performing job related functions; and
WHEREAS the Deferred Compensation Employer match for participating represented employees will
increase as follows:
• $1,000 to $1,500, effective January 1, 2019;
• $1,500 to $2,000, effective January 1, 2020;
• $2,000 to $2,500, effective January 1, 2021; and
WHEREAS Captain Weekend Duty pay to be increased from
• $800 to $900, effective January 1, 2019;
• $900 to $1,000 effective January 1, 2020; and
WHEREAS the annual Clothing Allowance for eligible non-uniformed Sergeants and Lieutenants will
increase to $425, and eligible non-uniformed Sergeants and Lieutenants required to wear a suit/tie and/or
shirt/tie will receive an additional $250 payable in June and December; and
WHEREAS the parties have agreed to a Call-Out Pay provision which includes:
• Minimum of two hours of pay at the employee's regular rate if they are called back to work after
their shift ended;
• An employee shall be entitled to three hours work or pay at their regular rate, should they be called
in on their leave day;
• If a call-in is cancelled within 60 minutes of the beginning of the shift, the employee shall be paid
two hours at 1.5 times the employee's regular rate of pay and shall not be required to work; and
WHEREAS contractual language for the voluntary Sheriff's Office Physical Fitness Incentive Program was
updated to include an added incentive for participation; and
WHEREAS new contractual language has been added regarding the compensation of the Field Training
Officers (Sergeants) who are chosen to train a newly promoted Sergeant as outlined in this collective
bargaining agreement; and
WHEREAS new contractual language has been added for a new Command Officer Floating Day as outlined
in this collective bargaining agreement; and
LEGISLATIVE AFFAIRS AND GOVERNMENT OPERATIONS VOTE:
Motion carried unanimously on a roll call vote with Gingell absent.
WHEREAS contractual language pertaining to Article XIII — General Conditions, Section 5 has been
updated as outlined in this collective bargaining agreement; and
WHEREAS the employer agrees to recognize the union as the exclusive representative of the Sergeants,
Detective Sergeant Specialists, Lieutenants and Captains of the Oakland County Sheriffs Office for the
purpose 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 certificated and in
which the union is recognized as the collective bargaining representative, subject to and in accordance with
the provisions of Act 336 of Public Acts of 1947 as amended; all employees classified as Sergeants,
Detective Sergeant Specialists, Lieutenants and all Captains of the Oakland County Sheriff's Office
excluding all others; and
WHEREAS the parties have agreed to add contractual language, specifically Article VIII — Overtime to
reflect as outlined in the collective bargaining agreement to reflect:
• The use of overtime in the scheduling system (KRONOS); how to sign up; how overtime is tracked
and procedures if an employee is passed over for overtime; order of offering overtime/forcing
overtime;
• Definition of Voluntary and Involuntary overtime;
• When overtime commences;
• Special Assignments such as DTE, Meadow Brook and the Renaissance Festival; and
WHEREAS Nine months after execution of this agreement, the parties will meet to review the operation of
Article VIII and the efficient and equitable distribution of overtime under the scheduling system
(KRONOS). Notwithstanding anything set forth in Article XXI - Duration, if the parties are unable to reach
agreement on any necessary modifications to this Article, either party may reopen this Article only of this
labor contract for negotiations (including Act 312 if the parties cannot reach agreement on any necessary
changes to this Article) by giving the other party thirty days written notice. Such notice shall be given not
less than ten months after execution of this Agreement nor more than eleven months after execution of
this Agreement; and
WHEREAS contractual language pertaining to Dues Check Off has been updated; and
WHEREAS new contractual language has been added pertaining to Letters of Interest for Command Officer
vacancies and/or Special Assignments; and
WHEREAS new contractual language has been added regarding Shift/Leave Day Exchange as outlined in
this collective bargaining agreement; and
WHEREAS this agreement provides that 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 Employee's Handbook, are incorporated herein by reference and made a part hereof
to the same extent as if they were specifically set forth, unless a resolution conflicts with the terms of this
Agreement; and
WHEREAS updated contractual language relevant to Article XIII General Conditions Section 6 pertaining
to shift preference selection within an employee's Division (Corrective Services-Main Jail Division,
Corrective Services-Satellites Facilities Division, Patrol services Division [within each location substation
only], Rochester Hills Division, Pontiac Division) with the shift change closest to April 1st and October 1st of
each year has been added; and
WHEREAS the parties have agreed to updated contractual language to Article IX - Layoff, Recall and
Transfers as follows:
• If and when it becomes necessary for the Employer to reduce the number of employees in the
workforce, the employees will be laid off in seniority order, provided a Captain shall have the right
to use his/her greater seniority to bump a Lieutenant with less seniority, and a Lieutenant the right
to use his/her greater seniority to bump a Sergeant with less seniority, based on capability of
performing available jobs, and shall be recalled in the same order;
• If and when an employee is permanently or temporarily transferred to another division within the
Department, the President or Chief Steward shall be notified of said transfer by the Employer;
• If and when an employee is permanently transferred to another assignment within the department
the employee shall be provided a minimum of five working days' notice. Should exigent
circumstances exist, the five working days' notice shall be waived; and
ornmisioer Nancy L. Quarles, District #17
Chairpeksori, Legislative Affairs and Government
Operations Committee
WHEREAS contractual language to Article XI - False Arrest Insurance was added so that Employees
covered by this Agreement shall be provided by the Employer a policy of False Arrest Liability Insurance
coverage. The premiums for such insurance will be paid by the Employer. The Employer may purchase
liability insurance to provide the above protection or may provide a self-insurance program; and
WHEREAS updated contractual language to Article X - Promotions as outlined in this collective bargaining
agreement.
NOW THEREFORE BE IT RESOLVED that the Board of Commissioners approves the proposed Collective
Bargaining Agreement between the County of Oakland, the Oakland County Sheriff's Office and the
Command Officers Association, covering the period of October 1, 2018 through September 30, 2021, and
that the Board Chairperson, on behalf of the County of Oakland, is authorized to execute said agreement
as attached.
BE IT FURTHER RESOLVED the FY 2019 - FY 2021 budgets are amended as follows:
GENERAL FUND (#10100) FY 2019 FY 2020 FY 2021
Revenue
9010101-196030-665882 Planned Use of Balance $ 199.711 $ 347,481 $ 499,676
Total Revenues $ 199 711 $ 347,481 $ 499,676
Expenditures
4030401-121280-702010
4030601-110000-702010
4030301-112590-702085
4030501-116230-702085
4030601-110000-702085
4030601-110000-712090
4030401-121280-722900
4030601-110000-722900
4030601-110030-730303
Salaries Regular
Salaries Regular
Fitness Leave
Fitness Leave
Fitness Leave
On Call
Fringe Benefit Adjustment
Fringe Benefit Adjustment
Clothing Allowance
Total Expenditures
0
78,289
5,000
1,000
26,122
58,700
0
28.000
2,600
$ 199,711
$ 104,397
78,289
5,000
1,000
26,765
58,700
42,730
28,000
2 ,600
$ 347,481
$ 211,926
78,289
5,000
1,000
27,420
58,700
86,741
28.000
2 ,600
$ 499,676
FRINGE BENEFIT FUND (#67800)
Expenses
9011501-183190-730499 Deferred Comp-County Payments $50,500
9011501-183190-796500 Budgeted Equity Adjustment ($50,500)
Total Expense 0
$101,000
($101,000)
0
$151,500
($151,500)
$_ 0
Chairperson, on behalf of the Legislative Affairs and Government Operations Committee, I move the
adoption of the foregoing resolution.
SUMMARY OF AGREEMENT BETWEEN
THE COUNTY OF OAKLAND
THE OAKLAND COUNTY SHERIFF
AND
THE COMMAND OFFICERS ASSOCIATION
DECEMBER 2018
DURATION:
3 years
ECONOMIC:
Contractual:
• Wages:
FY 2019
October 1, 2018— September 30, 2021
2% increase
FY 2020 2% 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.
FY 2021 2% 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
Any other non healthcare benefit modification
implemented on a countywide basis to general, non-
represented employees to take effect during calendar
years 2019, 2020 and 2021 shall be negotiated.
HEALTH BENEFITS
Any healthcare changes to take effect after September
30, 2018, shall be negotiated.
Dental — High Option Dental shall be increased from
$1250 to $1500 effective January 1, 2019; employee bi-
weekly contributions for High Option Dental shall
remain the same:
• Single: $1.15
• Two Person: $1.73
• Family: $5
• Vision Coverage
Eye Glass Replacement
Any employee who has his/her glasses damaged while
on duty performing job related functions shall have the
cost of the replacement glasses paid by the County to a
maximum of $250 (after utilization of insurance).
• Deferred Compensation
Effective January 1, 2019 - the County will increase the
Employer match from $1000 to $1500.
Effective January 1, 2020 - the County will increase the
Employer match from $1500 to $2000.
Effective January 1, 2021 - the County will increase the
Employer match from $2000 to $2500.
• Captain Duty Pay
Effective January 1, 2019 Captain Duty Pay will increase
from $800 to $900.
Effective January 1, 2020 Captain Duty Pay will increase
from $900 to $1000.
• Clothing Allowance
Eligible non-uniformed Sergeants and
Lieutenants shall receive a clothing and cleaning
allowance at an annual rate of $425 payable in
installments of $212.50 in June and in December.
Eligible non-uniformed Sergeants and Lieutenants that
are required by the Sheriff to wear a suit/tie and/or
shirt/tie shall receive an additional $250 clothing and
cleaning allowance annually. The total annual rate will
be $675 payable in installments of $337.50 in June and
in December.
The Captain assigned to Investigative and Forensic
Services is required by the Sheriff to wear a suit/tie
and/or shirt/tie shall receive a total annual clothing and
cleaning allowance of $675 payable in installments of
$337.50 in June and in December.
Officers assigned plain clothes duty by the Sheriff for 30
consecutive days or more shall be entitled to a pro-
rated clothing and cleaning allowance.
Should new grants or patrol contracts approved by the
Board of Commissioners contain provisions for clothing
allowances, officers assigned to the new positions will
be eligible for the allowance.
• Call Out Pay The County will guarantee a minimum of two hours of
pay at the employee's applicable rate to an employee
who has checked out, gone home and is then called out
for additional work. Should an employee be called out
on a leave day he/she shall be entitled to three hours
work or pay at the employee's applicable rate. Where
an employee is called into work while off duty and the
call-in is cancelled within 60 minutes of the beginning of
the shift, the employee shall be paid two (2) hours at
1.5 times the employee's regular rate of pay and shall
not be required to work (the minimums set forth in the
first two sentences shall not apply). Call-outs must be
non-contiguous to the employee's regular shift and for
other than Court Appearance (Article XII, Section 5) to
be compensable under this article. Call-out pay shall be
calculated beginning upon arrival at the work site and
shall end upon the employee leaving the work site.
Captains shall be excluded from receiving call-out pay.
• Physical Fitness Incentive Program
The Sheriffs Office Physical Fitness Program is a
voluntary program for all Command Officers. The
Sheriff's Office will select and conduct at least three
physical fitness testing times before September 1st of
each calendar year. Command Officers who meet the
established physical fitness standards will be granted
Physical Fitness Leave Days as set forth in the collective
bargaining agreement. See chart attached hereto which
will be part of the Labor Contract.
• Field Training Officer
Those Sergeants who are chosen to train a newly
promoted Sergeant in the Corrections Main Division,
Corrections Satellite Division, or the Emergency
Communications and Operations Division shall be
compensated with one (1) hour of Compensatory Time
for every eight (8) hour shift in which he or she works as
a Field Training Officer. Employees only serve as Field
Training Officers when he or she is assigned to do so by
a Lieutenant, Captain or Major. If the employee's
Compensatory Time Bank is at its maximum, the
employee shall receive one (1) hour of straight time pay
for each eight (8) hour shift worked as a Field Training
Officer.
• Command Floating Day
A Command Officer shall receive one Command
Floating Day (CFD) in the first pay period of the new
calendar year. CFD is equivalent to 8 hours leave time.
Use of the CFD shall not cause overtime for the
department.
When using the CFD, employees shall be granted the
time off and shall be paid at their regular rate for the
day, just as if they had worked.
CFD has no cash value and must be used prior to the
last pay period of the current calendar year; CH) cannot
be accumulated or carried over to the next calendar
year.
NON-ECONOMIC
Contractual:
Article X111 — General Conditions
Section 5
Any employee who is eligible for overtime
compensation and who is required to work overtime
which is not contiguous to the employee's regular work
schedule shall be entitled to a minimum of two (2)
hours work or pay for weekdays and three (3) hours
work or pay for the weekends at the time-and-one-half
rate, and three (3) hours of pay on holidays at the
appropriate holiday rate. (Weekdays are defined as the
first five (5) days of work which are part of an
employee's regular work schedule.)
Court duty appearance pay shall be applied in the
following manner: When officers eligible for overtime
compensation are required to appear in court, they
shall be compensated at the rate of time and one-half
for all time spent in court, with a guarantee of a
minimum of two hours pay per day, under the following
conditions:
1. Officer must be off duty at court time.
2. Case must be of a criminal nature or related to
traffic enforcement or the employee is
appearing on behalf of the Department at a
deposition or a civil matter.
• Recognition
The Employer recognizes the Union as the exclusive
representative of the Sergeants, Detective Sergeant
Specialists, Lieutenants and Captains of the Oakland
County Sheriffs Office, for the purpose of collective
bargaining with respect to rates if pay, wages, hours of
employment and other terms and conditions of
employment, in the following bargaining unit for
which they have been certified, and in which the Union
is recognized as collective bargaining representative,
subject to and in accordance with the provisions of Act
336 of the Public Acts of 1947, as amended: All
employees classified as Sergeants, Detective Sergeant
Specialists, Lieutenants and all Captains of the Oakland
County Sheriff's Office excluding all others.
• Overtime Language
Overtime
1) There are two types of overtime; voluntary and
involuntary.
A) Voluntary overtime is defined as
overtime where an employee
voluntarily submits his or her intent to
work a particular day or shift, that if
worked exceeds the employees
regularly scheduled shift.
B) Involuntary (forced) overtime is defined
as overtime that is unscheduled,
unplanned, and is otherwise generally
an extension of an employee's assigned
shift, but not necessarily, that if worked
exceeds the employee's regularly
scheduled shift.
2) All time whether worked or compensated
through an employee's use of leave time, in
excess of a normal eight hour working day in
the 24-hour period beginning with the start of
the employee's normal working shift that day,
shall be considered overtime and credited to
the calendar day in which the 24-hour period
began.
3) All working days in excess of four (4/10) or five
(5/8), as the case may be, in the employee's
seven-day work week shall likewise be
considered overtime. Overtime shall be
compensated at the rate of one and one-half
times the employee's regular hourly rate. Said
rate shall be based on the hourly equivalent of
the employee's annual salary.
4) Except during times of riot, natural disaster, or
other unforeseen exigent circumstance, the
maximum amount of overtime worked by an
employee per week shall not exceed 32 hours.
5) An employee cannot be forced to work a shift
that is in conflict with an employee's scheduled
day off or where an employee has been granted
approved leave, except in the event of an
unforeseen exigent circumstance. However, an
employee may volunteer for the shift if he or
she so decides. The list of forced overtime hires
worked shall be maintained by the Kronos (or
its equivalent) system. The list shall be
continuous by seniority and shall be reset at
each shift preference selection (generally every
April and October) for each location and
division.
6) In order to assure all overtime is distributed in a
fair and equitable manner, the following
procedures shall be utilized for those
represented positions in each location:
A) The employee's overtime hours worked
shall be maintained and tracked by
Kronos (or its equivalent) system.
Overtime tracked by the Kronos (or its
equivalent) system shall be tracked in
the following two separate overtime
buckets:
1. Voluntary overtime hired within
all OM Divisions, including
special details unless noted in
the special detail bucket listed
below in subsection 2.
2. Special detail bucket includes
voluntary overtime hired at DTE
Energy Music Theatre, Meadow
Brook Theater, and Renaissance
Festival.
B) The employee must be qualified by the
employer's determination in order to
work overtime, subject to a grievance
procedure. The number of overtime
hours worked within the employee's
buckets shall be reset at the beginning
of each shift preference selection
(generally every April and October).
C) Employees who are interested in
working overtime must have submitted
notice in the Kronos (or its equivalent)
system. Employees, regardless of
his/her division, shall be allowed to
utilize the auto hire function in the
Kronos (or its equivalent) system.
0) Overtime shall first be offered to
employees who volunteer to work such
overtime within the employee's work
location by least amount of overtime
hours worked, and then by seniority. If
the voluntary overtime list within the
work location is exhausted, the
overtime shall next be offered to the
employees who volunteered within the
division, in the same manner. If that
voluntary overtime list is exhausted, the
voluntary overtime is open to all
qualified employees, in the same
manner.
E) If there is an insufficient number of
volunteer(s) under these procedures,
employees shall be forced to work
beginning with the employee with the
least amount of forced hires, then by
the lowest seniority, by work location,
being ordered to work first, followed by
the next lowest senior employee by
work location and so forth until the
vacancy is filled. If an employee is
forced to work an overtime shift, the
hours worked shall not be counted
against the employee's accumulated
voluntary overtime bucket.
F) If an employee is hired from a voluntary
list for a particular shift and cannot
work said shift, then the next available
employee who voluntarily signed up to
work the shift is to be offered the
opportunity to work. If the employee
who was unable to work provides a
minimum of eight (8) hours notice as to
his or her inability to work the shift the
hours worked shall not be counted
against him or her. The employee's
immediate supervisor will be allowed to
make this determination. However, if
an employee does not appear for his or
her voluntary overtime shift or
otherwise cancels said shift with less
than eight (8) hours notice before the
start of the overtime shift; the
employee shall have 8 hours worked
added to his or her accumulated
overtime bucket. However, an
employee shall be allowed to have one
warning each overtime period (every 6
months, generally April to October)
which is to be documented in the
Kronos (or its equivalent) system.
G) Employees of the same rank and
qualifications shall be allowed to split
overtime shifts provided that said shifts
are split in an equal number of hours
worked for both employees. If an
employee wishes to work less than an
equal number of hours for said shift
then the employee must have approval
from his or her immediate supervisor.
H) Any overtime hours worked, as a result
of one of the following circumstances
shall not be counted against the
employee's accumulated voluntary
overtime bucket:
1. an employee provides late relief
for another employee,
2. attends training where
overtime has been authorized,
3. is involved in a duty related
court function,
4. is held over past their normal
shift, or
5. where the on-call employee is
called in.
1) DTE Music Theater shall be hired
consistent under the following
conditions:
1. When two or more Sergeants
are hired for DTE Energy Music
Theater, one of the Sergeants
shall be from the Independence
Township Substation, hired by
the least number of hours
worked, then by seniority (as
tracked by Kronos or its
equivalent system).
2. The second Sergeant shall be
hired by the least number of
hours worked, then by seniority
(as tracked by Kronos or its
equivalent system), among
those employees who are
qualified, at the discretion of
management, regardless of his
or her division, subject to a
grievance procedure.
3. lf the volunteer list for the
Independence Township
Substation Sergeant is
exhausted, one of the
Sergeants assigned to the
Independence Township
Substation will be forced by
reverse seniority (tracked by
Kronos or its equivalent system)
consistent with the conditions
set forth above in section GE.
4. If the volunteer list for the
second Sergeant position is
exhausted, the vacancy would
be offered to the Independence
Township Sergeant(s) who
voluntarily signs up for the
position in the Kronos (or its
equivalent) System, prior to any
other Sergeant being forced to
work.
J) Meadow Brook Theatre overtime shall
first be offered to employees who
volunteer to work such overtime within
the Rochester Hills Division, by least
amount of overtime hours worked, and
then by seniority (tracked by Kronos or
its equivalent system), among those
employees who are qualified, at the
discretion of management, regardless
of his or her division, subject to a
grievance procedure. If that voluntary
overtime list is exhausted, the voluntary
overtime is open to all qualified
employees, regardless of division, in the
same manner.
K) Renaissance Festival overtime shall be
first hired by the least number of hours
worked, then by seniority (tracked by
Kronos or its equivalent system), among
those employees who are qualified, at
the discretion of management,
regardless of his or her division, subject
to a grievance procedure.
L) Employees who voluntarily submit
notice in the Kronos (or its equivalent)
system for his or her intent to work
overtime at DTE Music Energy Theater,
Meadow Brook Theatre, and
Renaissance Festival shall be given at
least 12 hours' notice in order to accept
or reject an opportunity to work, unless
there is an exigent circumstance where
the notification may be less than 12
hours. Hiring for these events must be
initiated at least 14 calendar days in
advance from the date of the event, but
no more than 21 calendar days.
However, this condition may be less, if
the scheduled event or its staffing levels
were not known or would otherwise be
considered a last-minute event
addition.
7) Should an employee be passed over for
overtime, he or she shall be given the option to
work the next available open overtime position.
Should the pass over occur on a holiday, the
employee shall be given the option to work an
open position on a succeeding holiday.
8) Nine (9) months after the execution of this
Agreement, the parties will meet to review the
operation of this Article and the efficient and
equitable distribution of overtime under KRON
OS. Notwithstanding anything set forth in
Article XXI Duration, if the parties are unable to
reach agreement on any necessary
modifications to this Article, either party may
reopen this Article only of this labor contract for
negotiations (including Act 312 if the parties
cannot reach agreement on any necessary
changes to this Article) by giving the other party
thirty (30) days written notice. Such notice shall
be given not less than ten (10) months after
execution of this Agreement nor more than
eleven (11) months after execution of this
Agreement.
• Authorization for Dues/Fee Deduction
Section 1. A bargaining unit employee may sign an
authorization for deduction of dues/fees for
membership in the Union. The authorization for
deduction of dues/fees may be revoked by the
bargaining unit member upon written notice to the
Employer, with copy to the Union.
Section 2. The amount of dues/fees shall be designated
by written notice from the Union to the Employer. If
there is a change in the amount of dues/fees, such
change shall become effective the month following
transmittal of the written notice to the Employer. The
Employer shall deduct the dues/fees once each month
from the pay of the employees that have authorized
such deductions.
Section 3. Deduction of dues/fees shall be remitted to
the Union by transmitting the dues to a bank account
identified in writing by the COA President. In the event
a refund is due an employee for any sums deducted
from wages and paid to the Union, it shall be the
responsibility of such employee to obtain the
appropriate refund from the Union.
Section 4. If an authorized deduction for an employee is
not made, the Employer shall make the deduction from
the employee's next pay after the error has been called
to the Employer's attention by the employee or Union.
Section 5. The Union will protect, save harmless and
indemnify the Employer from any and all claims,
demands, attorney fees, lawsuits and other forms
of liability by reason of action taken by the Employer for
the purpose of complying with this article of the
agreement.
Section 6. Unless otherwise provided in this article, all
matters pertaining to a bargaining unit employee
establishing or reestablishing membership in the Union,
including requirements established by the Union for
providing paid services to non-union bargaining unit
employees, shall be governed by the internal conditions
mandated by the Union pursuant to its authority under
section 10 (2) of the Public Employment Relations Act.
• Letters of Interest
(a) When the Sheriff or his/her designee decides to fill a
Command Officer (Sergeant, Detective Sergeant
Specialist, Lieutenant and Captain) vacancy, the vacancy
shall be filled from an employee who has submitted an
Oakland County Sheriff's Command Officer's Association
Letter of Interest Form. Each year, the Letter of Interest
Form shall be provided by the Sheriff's Office and
approved by the Union. Once completed, the Letter of
Interest Form shall be submitted to the Sheriff's Office
Administration by the employee who is interested in
said vacancy or a possible future vacancy. A time/date
stamp letter shall be provided to the Secretary of the
Union by the Command Officer submitting the request.
In order to be considered for the vacancy, the
Command Officer shall meet the minimum
qualifications as determined by the Sheriff's Office for
the open position. The Sheriff shall make the final
decision on the assignment.
(b) When a Special Assignment vacancy exists, the
Sheriff may appoint the employee who has submitted a
Letter of Interest Form on file with the Sheriff's Office
and also must have at least one year of seniority within
the Oakland County Command Officer's Association.
• Shift/Leave Day Exchange
A request for shift/leave day exchange shall be
submitted in the Kronos System (or its equivalent) at a
minimum of 8 hours prior to the exchange taking place.
If the employee is unable to submit a request for
Shift/Leave Exchange within 8 hours of the beginning of
first exchanged shift, the requesting employee
shall submit the request as soon as practicable. Shift
exchanges may be for all or part of a shift, provided it is
at the beginning or end of a shift. Trades shall be limited
to employees whose classifications are the same. There
will be no cross-divisional trades allowed, except at the
Sheriff or his or her designee's discretion. As a
minimum, one exchange per shift will be allowed. More
than one exchange per shift would require the Sheriff's
approval or his or her designee. Traded leave days
must occur within the same pay period. Traded leave
days shall be subject of approval by both (if applicable)
the employee's immediate supervisor.
Any employee who fails to work his or her portion of a
leave day exchange shall have that amount of hours
deducted from his or her leave bank(s) and will be
charged an "ill" day in the Kronos (or its equivalent)
system on his or her synopsis sheet. Furthermore, the
employee shall be prohibited from participating in a
shift/leave day exchange for a period of one year from
the date of the infraction.
Employees assigned to the Investigative and Forensic
Services Division and the Emergency Response and
Preparedness Division are excluded from Shift/Leave
Day Exchanges. Shift/Leave Day Exchanges are only
applicable to uniform personnel.
• 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, unless a resolution conflicts with
the terms of this Agreement.
• Article XIII — General Conditions
Section 6
All Sergeants and Lieutenants will be entitled to make a
shift preference selection within his/her Division
(Corrective Services-Main Jail Division, Corrective
Services-Satellites Facilities Division, Emergency
Communications Operations Division, Patrol Services
Division (within each location substation only),
Rochester Hills Division, Pontiac Division) with the shift
change closest to April r t and October 1st of each year.
This shift preference selection is to be based
on seniority within classification (time in grade) and is
subject to the approval of the Sheriff or his/her
designee. It is understood that approval will not be
unreasonably withheld. Shift preference selection shall
be submitted to the Division Captain 30 days prior to
the date of shift preference selection. Any employee
member assigned to investigative and Forensic Services
Division and the Emergency Response and
Preparedness Division are not included in shift
preference section.
It is understood that not withstanding any other
agreement, regulation or provision to the contrary,
employees classified as Sergeants and Lieutenants will
not be eligible for shift premium.
It is further understood that all provisions of this section
related to shift selection in no way effects the Sheriffs
right to determine assignments.
• Article IX — Layoff, Recall and Transfers
a. If and when it becomes necessary for the Employer
to reduce the number of employees in the work
force, the employees will be laid off in seniority
order, provided a Captain shall have the right to use
his/her greater seniority to bump a Lieutenant with
less seniority, and a Lieutenant the right to use
his/her greater seniority to bump a Sergeant with
less seniority, based on capability of performing
available jobs and shall be recalled in the same
order.
b. If and when an employee is permanently or
temporarily transferred to another division within
the Department, the President or Chief Steward
shall be notified of said transfer by the Employer.
c. If and when an employee is permanently
transferred to another assignment within the
department the employee shall be provided a
minimum off five (5) working days notice. Should
exigent circumstances exist, the five (5) working
days notice shall be waived.
• False Arrest Insurance
Employees covered by this Agreement shall be provided
by the Employer a policy of False Arrest Liability
Insurance coverage. The premiums for such insurance
will be paid by the County. The County may purchase
liability insurance to provide the above protection or
may provide a self-insurance program.
• Promotions
(a) All promotions within the bargaining unit shall be
made on a basis of a Competitive Examination as
provided for in the Oakland County Merit System (the
list of applicants to be good for six (6) months after
certification by Employer and may be extended by the
Employer an additional six (6) months with notification
to COAM), or the Sheriff may promote the most
qualified employee in accordance with his/her
professional judgement.
Promotion to Detective Sergeant Specialist to require
one year of full-time experience as a Sergeant with the
Oakland County Sheriffs Office; submit resume, have
Merit System Status, possess a valid motor vehicle
operator's or chauffer's license, have successfully
completed police academy training or its equivalent (as
required by the Michigan Commission on Law
Enforcement Standards) and be currently certified as a
police officer, successfully complete a one year
probationary period.
Promotion to Lieutenant to require two years of full-
time experience as a Sergeant with the Oakland County
Sheriffs Office; submit resume, have Merit System
Status, possess a valid motor vehicle operator's or
chauffer's license, have successfully completed police
academy training or its equivalent
(as required by the Michigan Commission on Law
Enforcement Standards) and be currently certified as a
police officer, successfully complete a one year
probationary period.
Promotion to Captain to require two years of full-time
experience as a Lieutenant with the Oakland County
Sheriff's Office; submit resume, have Merit System
Status, possess a valid motor vehicle operator's-or
chauffer's license, have successfully completed police
academy training or its equivalent (as required by the
Michigan Commission on Law Enforcement Standards)
and be currently certified as a police officer, successfully
complete a one year probationary period.
(b) Any new employee seeking or offered lateral entry
into the Sergeant, Lieutenant, or Captain classifications
of the Command Officers Bargaining Unit as a result of a
contract or arrangement for provisions of law
enforcement services between the County and a
municipality/public entity, must have served a minimum
of two (2) years with the municipality/public entity
immediately prior to the transfer in the rank sought
with Oakland County.
Prior to the implementation of any agreement for the
provision of law enforcement services to a
municipality/public entity where lateral entry into the
Command Officers Bargaining Unit may occur, qualified
members of the Oakland County Command Officers
Association will be given the opportunity
to apply for any Lieutenant or Captain position(s) being
sought by or potentially offered to any new employees
from the municipality/public entity.
New employees entering the Command Officers
bargaining unit as a result of a contract or arrangement
for provision of law enforcement services shall serve a
one year probationary period.
New employees entering the Command Officers
Bargaining Unit will have a date of hire for purposes of
layoff/recall that will be the first day of employment
with the Oakland County Sheriffs Office.
New employees in the Command Officers Bargaining
Unit who are not corrections certified, shall become
corrections certified as soon as practicable, but not later
than one year after their appointment, unless there are
extenuating circumstances.
This provision applies only to the hiring of new
employees in the Command Officers Bargaining Unit as
a result of a contract or arrangement for the provision
of law enforcement services between the County and a
municipality/public entity. Any practices or
arrangements related to the entry into the Command
Officers Bargaining Unit under other circumstances are
not affected by this provision.
THE COUNTY OF OAKLAND
THE OAKLAND COUNTY SHERIFF'S OFFICE
AND
OAKLAND COUNTY COMMAND OFFICERS' ASSOCIATION
SERGEANTS, DETECTIVE SERGEANT SPECIALISTS, LIEUTENANTS & CAPTAINS
COLLECTIVE BARGAINING AGREEMENT
OCTOBER 1, 2018- SEPTEMBER 30, 2021
TABLE OF CONTENTS
AGREEMENT
RECOGNITION
MANGEMENT RESPONSIBILITY
DUES CHECK-OFF
BASIS OF REPRESENTATION
GRIEVANCE PROCEDURE
BULLETIN BOARD
SENIORITY
OVERTIME
LAYOFF, RECALL AND TRANSFERS
PROMOTIONS
FALSE ARREST INSURANCE
DEFENSE AND INDEMNIFICATION
GENERAL CONDITIONS
SHERIFF HOLIDAY LEAVE
ADOPTION BY REFERENCE OF RELEVANT RESOLUTIONS
AND PERSONNEL POLICIES
RETIREMENT BENEFITS
MAINTENANCE OF CONDITIONS
ECONOMIC MATTERS
NO STRIKE-NO LOCKOUT
EMERGENCY MANAGER
DURATION
ARTICLE I
ARTICLE II
ARTICLE III
ARTICLE IV
ARTICLE V
ARTICLE VI
ARTICLE VII
ARTICLE VIII
ARTICLE IX
ARTICLE X
ARTICLE XI
ARTICLE XII
ARTICLE XIII
ARTICLE XIV
ARTICLE XV
ARTICLE XVI
ARTICLE XVII
ARTICLE XVIII
ARTICLE XIX
ARTICLE XX
ARTICLE XXI
PAGE 1
PAGE 1
PAGE 1
PAGE 1
PAGE 2
PAGE 2
PAGE 3
PAGE 4
PAGE 4
PAGE 8
PAGE 8
PAGE 9
PAGE 9
PAGE 10
PAGE 13
PAGE 14
PAGE 14
PAGE 17
PAGE 17
PAGE 17
PAGE 17
PAGE 18
PAGE 19
PAGE 20
PAGE 20
PAGE 20
PAGE 21
PAGE 21
PAGE 21
PAGE 21
PAGE 22
PAGE 23
PAGE 23
PAGE 23
PAGE 24
PAGE 24
PAGE 24
PAGE 26
PAGE 26
APPENDIX A
WAGES
CAPTAIN WEEKEND DUTY PAY
CLOTHING ALLOWANCE
DIVERS PREMIUM PAY
LIEUTENANT CORRECTIVE SERVICES/DETENTION
FACILITIES BONUS
DEFERRED COMPENSATION
CALL-OUT PAY
FTO PAY
APPENDIX B
FRINGE BENEFITS
HEALTH BENEFITS
DENTAL COVERAGE
VISION COVERAGE
LIFE INSURANCE AND ACCIDENTAL DEATH AND
DISMEMBERMENT COVERAGE
MILEAGE
SHERIFF'S PHYSICAL FITNESS INCENTIVE PROGRAM
BEREAVEMENT LEAVE
PERSONAL LEAVE
1
II
III
IV
V
VI
VII
VIII
1
il
ill
IV
V
VI
VII
VIII
IX
ii
X JURY DUTY
PAGE 28
XI PARENTAL LEAVE POLICY PAGE 28
XII ANNUAL LEAVE BUY-BACK PROGRAM
PAGE 30
APPENDIX C
MEDICAL OPTIONS COMPARISON CHART
PAGE 32
DENTAL OPTIONS COMPARISON CHART
PAGE 39
VISION OPTIONS COMPARISON CHART
PAGE 41
APPENDIX D
OAKLAND COUNT( SHERIFF'S DRUG TESTING POLICY
PAGE 43
MEMORANDUM OF UNDERSTANDING-COMPENSATORY TIME
PAGE 52
iii
AGREEMENT
This agreement is made and entered into on this day of , A.D., 2019, by and
between the County of Oakland and the Oakland County Sheriff, hereinafter referred to collec
t
i
v
e
l
y
a
s
t
h
e
"Employer" and the Command Officers Association of Michigan and its affiliate, the Oakland
C
o
u
n
t
y
C
o
m
m
a
n
d
Officer's Association, hereinafter referred to as the "Union". It is the desire of both parties to this agree
m
e
n
t
t
o
continue to work harmoniously and to promote and maintain high standards, between the E
m
p
l
o
y
e
r
a
n
d
employees, which will best serve the citizens of Oakland County.
RECOGNITION
The Employer recognizes the Union as the exclusive representative of the Sergeants, Detective Se
r
g
e
a
n
t
Specialists, Lieutenants and Captains of the Oakland County Sheriff's Office, for the purpose of collect
i
v
e
bargaining with respect to rates of pay, wages, hours of employment and other terms and conditions
o
f
employment, in the following bargaining unit for which they have been certified, and in which the U
n
i
o
n
i
s
recognized as collective bargaining representative, subject to and in accordance with the provisions
o
f
A
c
t
3
3
6
o
f
the Public Acts of 1947, as amended. All employees classified as Sergeants, Detective Sergeant Spe
c
i
a
l
i
s
t
s
,
Lieutenants and all Captains of the Oakland County Sheriffs Office excluding all others.
MANAGEMENT RESPONSIBILITY
The right to hire, promote, discharge or discipline, and to maintain discipline and efficiency o
f
e
m
p
l
o
y
e
e
s
,
is the sole responsibility of the Employer except that Union members shall not be discriminated again
s
t
a
s
s
u
c
h
.
In addition, the work schedules, methods and means of departmental operation are solely and exc
l
u
s
i
v
e
l
y
t
h
e
responsibility of the Employer, subject, however, to the provisions of this agreement.
Ill
DUES CHECK-OFF
Section 1. A bargaining unit employee may sign an authorization for deduction of dues/fees
f
o
r
membership in the Union. The authorization for deduction of dues/fees may be revoked by
t
h
e
b
a
r
g
a
i
n
i
n
g
u
n
i
t
member upon written notice to the Employer, with copy to the Union.
Section 2. The amount of dues/fees shall be designated by written notice from the Union to the Empl
o
y
e
r
.
If there is a change in the amount of dues/fees, such change shall become effective the month
f
o
l
l
o
w
i
n
g
transmittal of the written notice to the Employer. The Employer shall deduct the dues/fees o
n
c
e
e
a
c
h
m
o
n
t
h
from the pay of the employees that have authorized such deductions.
Section 3. Deduction of dues/fees shall be remitted to the Union by transmitting the dues to
a
b
a
n
k
account identified in writing by the COA President. In the event a refund is due an employee for any
s
u
m
s
deducted from wages and paid to the Union, it shall be the responsibility of such employee to obta
i
n
t
h
e
appropriate refund from the Union.
Section 4. If an authorized deduction for an employee is not made, the Employer shall make the
deduction from the employee's next pay after the error has been called to the Employer's attention by the
employee or Union.
Section 5. The Union will protect, save harmless and indemnify the Employer from any and all claims,
demands, attorney fees, lawsuits and other forms of liability by reason of action taken by the Employer for the
purpose of complying with this article of the agreement.
Section 6. Unless otherwise provided in this article, all matters pertaining to a bargaining unit employee
establishing or reestablishing membership in the Union, including requirements established by the Union for
providing paid services to non-union bargaining unit employees, shall he governed by the internal conditions
mandated by the Union pursuant to its authority under section 10 (2) of the Public Employment Relations Act.
IV
BASIS OF REPRESENTATION
Section 1
There shall be one Steward and an alternate Steward.
Stewards will be permitted to leave their work, after obtaining approval of their respective supervisors
and recording their time, for the purpose of adjusting grievances in accordance with the grievance procedure and
for reporting to the grievant a change in status of his/her grievance. Permission for Stewards to leave their work
stations will not be unreasonably withheld. Stewards will report their time to their supervisor upon returning
from a grievance discussion.
The privilege of Stewards to leave their work during working hours, without loss of pay, is extended with
the understanding that the time will be devoted to the prompt handling of grievances and will not be abused, and
that they will continue to work at their assigned jobs at all times except when permitted to leave their work to
handle grievances.
Section 2
There shall be a Grievance Committee consisting of the two members of the unit to be selected by the
Union and certified in writing to the Employer.
The Employer shall meet whenever necessary, at a mutually convenient time, with the union Grievance
Committee. The purpose of Grievance Committee meetings will be to adjust pending grievances, and to discuss
procedures for avoiding future grievances. In addition, the committee may discuss with the Employer other issues
which would improve the relationship between the parties.
V
GRIEVANCE PROCEDURE
The Employer and the Union support and subscribe to an orderly method of adjusting employee
grievances. To this end, the Employer and the Union agree that an employee should first bring his/her problem or
grievance to the attention of the Sheriff or designee with or without his/her Steward within five (5) days of the
occurrence, who shall attempt to resolve the grievance informally. All disciplinary actions greater than a two-day
suspension without pay up to and including dismissals and demotions shall be subject to the grievance procedure.
All other disciplinary actions shall be processed according to the procedures of the Personnel Appeal Board and
shall not be subject to the grievance procedure.
Step 1
If the grievance is not settled informally, it shall be discussed with the Steward and shall be reduced to
writing, signed by the grievant and submitted to the Sheriff or designee.
2
Step 2
The written grievance shall be discussed between the Steward and the Sheriff or designee. The Sheriff or
designee will attempt to adjust the matter and will give a written decision within five (5) days (excluding Saturday,
Sunday, and Holidays) of receipt of the written grievance.
Step 3
Any grievance not settled at Step 2 may be submitted to the next meeting of the Grievance Committee.
Any grievance not submitted to the next Grievance Committee meeting, by written notification to the Employer
within five (5) days of the immediate supervisor's written decision, shall be considered dropped.
Step 4
Any matter not settled in Step 3 of the grievance procedure may be submitted to final and binding
arbitration by either of the parties. A request for arbitration must be submitted by written notice to the other
party within fifteen (15) days after the Grievance Committee meeting. Expenses for arbitration shall be borne
equally by both parties.
The grievances 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. GEORGE ROUMELL
2. PAUL GLENDON
3. BEN WOLKINSON
4. MARK GLAZER
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. The
appointment of the Arbitrator may be affected by sending a copy of the written notice of the request for
arbitration to the Arbitrator. After a grievance has been referred to the last 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
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 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 President 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,
3
VII
SENIORITY
Employees covered by this Agreement shall acquire seniority by working six (6) c
o
n
t
i
n
u
o
u
s
m
o
n
t
h
s
i
n
t
h
e
Unit, in which event the employee's seniority will date back to the date of app
o
i
n
t
m
e
n
t
t
o
h
i
s
/
h
e
r
c
u
r
r
e
n
t
classification. When the employee acquires seniority, his/her name shall be pl
a
c
e
d
o
n
t
h
e
s
e
n
i
o
r
i
t
y
l
i
s
t
,
i
n
t
h
e
order of his/her seniority date.
In determining seniority within a rank, seniority order shall be determined as follow
s
:
a) For the rank of Sergeant; Promotional date will determine seniority. If two or
m
o
r
e
S
e
r
g
e
a
n
t
s
a
r
e
promoted and his/her dates are effective on the same day, then his/her OCDSA (B
U
-
1
0
a
n
d
B
U
-
09) seniority date will be the tie breaker. if these dates are the same the second
t
i
e
b
r
e
a
k
e
r
w
i
l
l
be the lowest last four digits of the employee's social security numbers.
b) For the rank of Lieutenant: Promotional date will determine seniority. If two o
r
m
o
r
e
L
i
e
u
t
e
n
a
n
t
s
are promoted and his/her promotional dates are effective on the same day, then his/h
e
r
S
h
e
r
i
f
f
s
Office Sergeant seniority date (time in grade) will be the tie breaker.
c) For the rank of Captain: Promotional date will determine seniority. If two or
m
o
r
e
C
a
p
t
a
i
n
s
a
r
e
promoted and his/her promotional dates are effective on the same day, then
h
i
s
/
h
e
r
S
h
e
r
i
f
f
s
Office Lieutenant seniority date (time in grade) will be the tie breaker.
A seniority list shall be furnished to the Union every six (6) months showing the office
r
s
'
d
a
t
e
o
f
appointment to each classification within the unit.
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 prope
r
l
y
n
o
t
i
f
y
i
n
g
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
OVERTIME
1) There are two types of overtime, voluntary and involuntary.
a) Voluntary overtime is defined as overtime where an employee voluntarily submits
h
i
s
o
r
h
e
r
intent to work a particular day or shift, that if worked exceeds the employees regula
r
l
y
s
c
h
e
d
u
l
e
d
shift.
b) Involuntary (forced) overtime is defined as overtime that is unscheduled, unplan
n
e
d
,
a
n
d
i
s
otherwise generally an extension of an employee's assigned shift, but not necessar
i
l
y
,
t
h
a
t
i
f
worked exceeds the employee's regularly scheduled shift.
2) All time whether worked or compensated through an employee's use of leave tim
e
,
i
n
e
x
c
e
s
s
o
f
a
normal eight hour working day in the 24-hour period beginning with the sta
r
t
o
f
t
h
e
e
m
p
l
o
y
e
e
'
s
n
o
r
m
a
l
w
o
r
k
i
n
g
shift that day, shall be considered overtime and credited to the calendar day
i
n
w
h
i
c
h
t
h
e
2
4
-
h
o
u
r
p
e
r
i
o
d
b
e
g
a
n
.
3) All working days in excess of four (4/10) or five (5/8), as the case may be, in the e
m
p
l
o
y
e
e
'
s
s
e
v
e
n
-
d
a
y
work week shall likewise be considered overtime. Overtime shall be compe
n
s
a
t
e
d
a
t
t
h
e
r
a
t
e
o
f
o
n
e
a
n
d
o
n
e
-
h
a
l
f
times the employee's regular hourly rate. Said rate shall be based on the hour
l
y
e
q
u
i
v
a
l
e
n
t
o
f
t
h
e
e
m
p
l
o
y
e
e
'
s
annual salary.
4
4) Except during times of riot, natural disaster, or other unforeseen exigent circumstance, the maximum
amount of overtime worked by an employee per week shall not exceed 32 hours.
5) An employee cannot be forced to work a shift that is in conflict with an employee's scheduled day off
or where an employee has been granted approved leave, except in the event of an unforeseen exigen
t
circumstance. However, an employee may volunteer for the shift if he or she so decides. The list
o
f
f
o
r
c
e
d
overtime hires worked shall be maintained by the Kronos (or its equivalent) system. The list shall b
e
c
o
n
t
i
n
u
o
u
s
by seniority and shall be reset at each shift preference selection (generally every April and October
)
f
o
r
e
a
c
h
location and division.
6) In order to assure all overtime is distributed in a fair and equitable manner, the following procedur
e
s
shall be utilized for those represented positions in each location:
A) The employee's overtime hours worked shall be maintained and tracked by Kronos (or its
equivalent) system. Overtime tracked by the Kronos (or its equivalent) system shall be tracked in
the following two separate overtime buckets:
1. Voluntary overtime hired within all OCSO Divisions, including special details unless
noted in the special detail bucket listed below in subsection 2.
2. Special detail bucket includes voluntary overtime hired at DTE Energy Music Theater,
Meadow Brook Theater, and Renaissance Festival.
B) The employee must be qualified by the employer's determination in order to work overtime,
subject to a grievance procedure. The number of overtime hours worked within the employee's
buckets shall be reset at the beginning of each shift preference selection (generally every April
and October).
C) Employees who are interested in working overtime must have submitted notice in the Kronos
(or its equivalent) system. Employees, regardless of his/her division, shall be allowed to utilize the
auto hire function in the Kronos (or its equivalent) system.
0) Overtime shall first be offered to employees who volunteer to work such overtime within the
employee's work location by least amount of overtime hours worked, and then by seniority. if
the voluntary overtime list within the work location is exhausted, the overtime shall next be
offered to the employees who volunteered within the division, in the same manner. If that
voluntary overtime list is exhausted, the voluntary overtime is open to all qualified employees, in
the same manner.
E) If there is an insufficient number of volunteer(s) under these procedures, employees shall be
forced to work beginning with the employee with the least amount of forced hires, then by the
lowest seniority, by work location, being ordered to work first, followed by the next lowest senior
employee by work location and so forth until the vacancy is filled. If an employee is forced to
work an overtime shift, the hours worked shall not be counted against the employee's
accumulated voluntary overtime bucket.
5
F) If an employee is hired from a voluntary list for a particular shift and cannot otherwise work
said shift, then the next available employee who voluntarily signed up to work the shift is to be
offered the opportunity to work. If the employee who was unable to work provides a minimum of
eight (8) hours' notice as to his or her inability to work the shift the hours worked shall not be
counted against him or her. The employee's immediate supervisor will be allowed to make this
determination. However, if an employee does not appear for his or her voluntary overtime shift
or otherwise cancels said shift with less than eight (8) hours' notice before the start of the
overtime shift, the employee shall have 8 hours worked added to his or her accumulated
overtime bucket. However, an employee shall be allowed to have one warning each overtime
period (every 6 months, generally April to October) which is to be documented in the Kronos (or
its equivalent) system.
G) Employees of the same rank and qualifications shall be allowed to split overtime shifts
provided that said shifts are split in an equal number of hours worked for both employees. If an
employee wishes to work less than an equal number of hours for said shift, then the employee
must have approval from his or her immediate supervisor.
H) Any overtime hours worked, as a result of one of the following circumstances shall not be
counted against the employee's accumulated voluntary overtime bucket:
1. an employee provides late relief for another employee,
2. attends training where overtime has been authorized,
3. is involved in a duty related court function,
4. is held over past their normal shift, or
S. where the on-call employee is called in.
I) DTE Music Theater shall be hired consistent under the following conditions:
1. When two or more Sergeants are hired for DTE Energy Music Theater, one of the
Sergeants shall be from the Independence Township Substation, hired by the least
number of hours worked, then by seniority (as tracked by Kronos or its equivalent
system).
2. The second Sergeant shall be hired by the least number of hours worked, then by
seniority (as tracked by Kronos or its equivalent system), among those employees who
are qualified, at the discretion of management, regardless of his or her division, subject to
a grievance procedure.
3. If the volunteer list for the Independence Township Substation Sergeant is exhausted,
one of the Sergeants assigned to the Independence Township Substation will be forced by
reverse seniority (tracked by Kronos or its equivalent system) consistent with the
conditions set forth above in section 6E.
4. If the volunteer list for the second Sergeant position is exhausted, the vacancy would
be offered to the Independence Township Sergeant(s) who voluntarily signs up for the
position in the Kronos (or its equivalent) system, prior to any other Sergeant being forced
to work.
J) Meadow Brook Theatre overtime shall first be offered to employees who volunteer to work
such overtime within the Rochester Hills Division, by least amount of overtime hours worked and
then by seniority (tracked by Kronos or its equivalent system), among those employees who are
qualified, at the discretion of management, regardless of his or her division, subject to a grievance
procedure. If that voluntary overtime list is exhausted, the voluntary overtime is open to all
qualified employees, regardless of division, in the same manner.
K) Renaissance Festival overtime shall be first hired by the least number of hours worked, then by
seniority (tracked by Kronos or its equivalent system), among those employees who are qualified,
at the discretion of management, regardless of his or her division, subject to a grievance
procedure.
L) Employees who voluntarily submit notice in the Kronos (or its equivalent) system for his or her
intent to work overtime at D'rE Music Energy Theater, Meadow Brook Theatre, and Renaissance
Festival shall be given at least 12 hours' notice in order to accept or reject an opportunity to work,
unless there is an exigent circumstance where the notification may be less than 12 hours. Hiring
for these events must be initiated at least 14 calendar days in advance from the date of the event,
but no more than 21 calendar days. However, this condition maybe less, if the scheduled event or
its staffing levels were not known or would otherwise be considered a last-minute event addition.
7) Should an employee be passed over for overtime, he or she shall be given the option to work the next
available open overtime position, Should the pass over occur on a holiday, the employee shall be given the option
to work an open position on a succeeding holiday.
8) Nine (9) months after the execution of this Agreement, the parties will meet to review the operation of
this Article and the efficient and equitable distribution of overtime under Kronos. Notwithstanding anything set
forth in Article XXI Duration, if the parties are unable to reach agreement on any necessary modifications to this
Article, either party may reopen this Article only of this labor contract for negotiations (including Act 312 if the
parties cannot reach agreement on any necessary changes to this Article) by giving the other party thirty (30) days
written notice. Such notice shall be given not less than ten (10) months after execution of this Agreement nor
more than eleven (11) months after execution of this Agreement.
7
IX
LAYOFF, RECALL AND TRANSFERS
(a) If and when it becomes necessary for the Employer to reduce the nu
m
b
e
r
o
f
e
m
p
l
o
y
e
e
s
i
n
t
h
e
w
o
r
k
force, the employees will be laid off in seniority order, provided a
C
a
p
t
a
i
n
s
h
a
l
l
h
a
v
e
t
h
e
r
i
g
h
t
t
o
u
s
e
h
i
s
/
h
e
r
greater seniority to bump a Lieutenant with less seniority, and a
L
i
e
u
t
e
n
a
n
t
t
h
e
r
i
g
h
t
t
o
u
s
e
h
i
s
/
h
e
r
g
r
e
a
t
e
r
seniority to bump a Sergeant with less seniority, based on capabilit
y
o
f
p
e
r
f
o
r
m
i
n
g
a
v
a
i
l
a
b
l
e
j
o
b
s
a
n
d
s
h
a
l
l
b
e
recalled in the same order.
(b) If and when an employee is permanently or temporarily transferred to a
n
o
t
h
e
r
d
i
v
i
s
i
o
n
w
i
t
h
i
n
t
h
e
Department, the President or Chief Steward shall be notified of said
t
r
a
n
s
f
e
r
b
y
t
h
e
E
m
p
l
o
y
e
r
.
(c) If and when and employee is permanently transferred to anothe
r
a
s
s
i
g
n
m
e
n
t
w
i
t
h
i
n
t
h
e
d
e
p
a
r
t
m
e
n
t
the employee shall be provided a minimum of five (5) working d
a
y
s
'
n
o
t
i
c
e
.
S
h
o
u
l
d
e
x
i
g
e
n
t
c
i
r
c
u
m
s
t
a
n
c
e
s
e
x
i
s
t
,
the five (5) working days' notice shall be waived.
X
PROMOTIONS
(a) All promotions within the bargaining unit shall be made on a basis of a C
o
m
p
e
t
i
t
i
v
e
E
x
a
m
i
n
a
t
i
o
n
a
s
provide for in the Oakland County Merit System (the list of applic
a
n
t
s
t
o
b
e
g
o
o
d
f
o
r
s
i
x
(
6
)
m
o
n
t
h
s
a
f
t
e
r
certification by Employer and may be extended by Employer an a
d
d
i
t
i
o
n
a
l
s
i
x
(
6
)
m
o
n
t
h
s
w
i
t
h
n
o
t
i
f
i
c
a
t
i
o
n
t
o
COAM), or the Sheriff may promote the most qualified employee in accor
d
a
n
c
e
w
i
t
h
h
i
s
/
h
e
r
p
r
o
f
e
s
s
i
o
n
a
l
judgment.
Promotion to Detective Sergeant Specialist to require one year of full-tim
e
e
x
p
e
r
i
e
n
c
e
a
s
a
S
e
r
g
e
a
n
t
w
i
t
h
the Oakland County Sheriffs Office; submit resume, have Merit System
S
t
a
t
u
s
,
p
o
s
s
e
s
s
a
v
a
l
i
d
m
o
t
o
r
v
e
h
i
c
l
e
operator's or chauffer's license, have successfully completed police ac
a
d
e
m
y
t
r
a
i
n
i
n
g
o
r
i
t
s
e
q
u
i
v
a
l
e
n
t
(
a
s
required by the Michigan Commission on Law Enforcement Standard
s
)
a
n
d
b
e
c
u
r
r
e
n
t
l
y
c
e
r
t
i
f
i
e
d
a
s
a
p
o
l
i
c
e
officer, successfully complete a one year probationary period.
Promotion to Lieutenant to require two years of full-time experience
a
s
a
S
e
r
g
e
a
n
t
w
i
t
h
t
h
e
O
a
k
l
a
n
d
County Sheriffs Office; submit resume, have Merit System Status, po
s
s
e
s
s
a
v
a
l
i
d
m
o
t
o
r
v
e
h
i
c
l
e
o
p
e
r
a
t
o
r
'
s
o
r
chauffer's license, have successfully completed police academy tra
i
n
i
n
g
o
r
i
t
s
e
q
u
i
v
a
l
e
n
t
(
a
s
r
e
q
u
i
r
e
d
b
y
t
h
e
Michigan Commission on Law Enforcement Standards), and be current
l
y
c
e
r
t
i
f
i
e
d
a
s
a
p
o
l
i
c
e
o
f
f
i
c
e
r
,
s
u
c
c
e
s
s
f
u
l
l
y
complete a one year probationary period.
Promotion to Captain to require two years of full-time experience
a
s
a
L
i
e
u
t
e
n
a
n
t
w
i
t
h
t
h
e
O
a
k
l
a
n
d
County Sheriff's Office; submit resume, have Merit System Status, posses
s
a
v
a
l
i
d
m
o
t
o
r
v
e
h
i
c
l
e
o
p
e
r
a
t
o
r
'
s
o
r
chauffer's license, have successfully completed police academy trainin
g
o
r
i
t
s
e
q
u
i
v
a
l
e
n
t
(
a
s
r
e
q
u
i
r
e
d
b
y
t
h
e
Michigan Commission on Law Enforcement Standards) and be currentl
y
c
e
r
t
i
f
i
e
d
a
s
a
p
o
l
i
c
e
o
f
f
i
c
e
r
,
s
u
c
c
e
s
s
f
u
l
l
y
complete a one year probationary period.
(b) Any new employee seeking or offered lateral entry into the Sergeant, Lie
u
t
e
n
a
n
t
o
r
C
a
p
t
a
i
n
classifications of the Command Officers Bargaining Unit as a resu
l
t
o
f
a
c
o
n
t
r
a
c
t
o
r
a
r
r
a
n
g
e
m
e
n
t
f
o
r
p
r
o
v
i
s
i
o
n
s
o
f
law enforcement services between the County and a municipality
/
p
u
b
l
i
c
e
n
t
i
t
y
,
m
u
s
t
h
a
v
e
s
e
r
v
e
d
a
m
i
n
i
m
u
m
o
f
two (2) years with the municipality/public entity immediately prior to th
e
t
r
a
n
s
f
e
r
i
n
t
h
e
r
a
n
k
s
o
u
g
h
t
w
i
t
h
O
a
k
l
a
n
d
County.
8
Prior to the implementation of any agreement for the provision of law
e
n
f
o
r
c
e
m
e
n
t
s
e
r
v
i
c
e
s
t
o
municipality/public entity where lateral entry into the Command
O
f
f
i
c
e
r
s
B
a
r
g
a
i
n
i
n
g
U
n
i
t
m
a
y
o
c
c
u
r
,
q
u
a
l
i
f
i
e
d
members of the Oakland County Command Officers Associati
o
n
w
i
l
l
b
e
g
i
v
e
n
t
h
e
o
p
p
o
r
t
u
n
i
t
y
t
o
a
p
p
l
y
f
o
r
a
n
y
Lieutenant or Captain position(s) being sought by or potential
l
y
o
f
f
e
r
e
d
t
o
a
n
y
n
e
w
e
m
p
l
o
y
e
e
s
f
r
o
m
t
h
e
municipality/public entity.
New employees entering the Command Officers bargaining unit a
s
a
r
e
s
u
l
t
o
f
a
c
o
n
t
r
a
c
t
o
r
a
r
r
a
n
g
e
m
e
n
t
for provision of law enforcement services shall serve a one-y
e
a
r
p
r
o
b
a
t
i
o
n
a
r
y
p
e
r
i
o
d
.
New employees entering the Command Officers Bargaining Unit
w
i
l
l
h
a
v
e
a
d
a
t
e
o
f
h
i
r
e
f
o
r
p
u
r
p
o
s
e
s
o
f
layoff/recall that will be the first day of employment with the
O
a
k
l
a
n
d
C
o
u
n
t
y
S
h
e
r
i
f
f
s
O
f
f
i
c
e
.
New employees in the Command Officers Bargaining Unit who
a
r
e
n
o
t
c
o
r
r
e
c
t
i
o
n
s
c
e
r
t
i
f
i
e
d
,
s
h
a
l
l
b
e
c
o
m
e
corrections certified as soon as practicable, but not later than o
n
e
y
e
a
r
a
f
t
e
r
t
h
e
i
r
a
p
p
o
i
n
t
m
e
n
t
,
u
n
l
e
s
s
t
h
e
r
e
a
r
e
extenuating circumstances.
This provision applies only to the hiring of new employees in
t
h
e
C
o
m
m
a
n
d
O
f
f
i
c
e
r
s
B
a
r
g
a
i
n
i
n
g
U
n
i
t
a
s
a
result of a contract or arrangement for the provision of law
e
n
f
o
r
c
e
m
e
n
t
s
e
r
v
i
c
e
s
b
e
t
w
e
e
n
t
h
e
C
o
u
n
t
y
a
n
d
a
municipality/public entity. Any practices or arrangements re
l
a
t
e
d
t
o
t
h
e
e
n
t
r
y
i
n
t
o
t
h
e
C
o
m
m
a
n
d
O
f
f
i
c
e
r
s
Bargaining Unit under other circumstances are not affected b
y
t
h
i
s
p
r
o
v
i
s
i
o
n
.
XI
FALSE ARREST INSURANCE
Employees covered by this Agreement shall be provided, by the E
m
p
l
o
y
e
r
,
a
p
o
l
i
c
y
o
f
F
a
l
s
e
A
r
r
e
s
t
L
i
a
b
i
l
i
t
y
Insurance coverage. The premiums for such insurance will be
p
a
i
d
b
y
t
h
e
C
o
u
n
t
y
.
T
h
e
C
o
u
n
t
y
m
a
y
p
u
r
c
h
a
s
e
liability insurance to provide the above protection or may prov
i
d
e
a
s
e
l
f
-
i
n
s
u
r
a
n
c
e
p
r
o
g
r
a
m
.
XII
DEFENSE AND INDEMNIFICATION
In accordance with Miscellaneous Resolution # 85339, adopted N
o
v
e
m
b
e
r
2
1
,
1
9
8
5
b
y
t
h
e
B
o
a
r
d
o
f
Commissioners, whenever a claim is made or a civil action is co
m
m
e
n
c
e
d
a
g
a
i
n
s
t
a
n
o
f
f
i
c
e
r
o
r
e
m
p
l
o
y
e
e
o
f
t
h
e
County of Oakland for injuries to persons or property alleged
l
y
c
a
u
s
e
d
b
y
t
h
e
o
f
f
i
c
e
r
o
r
e
m
p
l
o
y
e
e
w
h
i
l
e
a
c
t
i
n
g
within the scope of his or her authority, the County shall pay for all
r
e
a
s
o
n
a
b
l
e
c
o
s
t
s
o
f
l
i
t
i
g
a
t
i
o
n
a
n
d
e
n
g
a
g
e
o
r
furnish the services of an attorney in accordance with County po
l
i
c
y
t
o
a
d
v
i
s
e
t
h
e
o
f
f
i
c
e
r
o
r
e
m
p
l
o
y
e
e
a
s
t
o
t
h
e
claim and to appear for and represent the officer or Employer in
t
h
e
a
c
t
i
o
n
.
T
h
e
C
o
u
n
t
y
m
a
y
c
o
m
p
r
o
m
i
s
e
,
s
e
t
t
l
e
and pay the claim before or after the commencement of a civil
a
c
t
i
o
n
.
W
h
e
n
e
v
e
r
a
j
u
d
g
m
e
n
t
f
o
r
d
a
m
a
g
e
s
i
s
awarded against an officer or employee of the County as a resu
l
t
o
f
a
c
i
v
i
l
a
c
t
i
o
n
f
o
r
p
e
r
s
o
n
a
l
i
n
j
u
r
i
e
s
o
r
p
r
o
p
e
r
t
y
damage caused by the officer or employee while in the course
o
f
e
m
p
l
o
y
m
e
n
t
a
n
d
w
h
i
l
e
a
c
t
i
n
g
w
i
t
h
i
n
t
h
e
s
c
o
p
e
of his or her authority, the County of Oakland shall indemnify
t
h
e
o
f
f
i
c
e
r
o
r
e
m
p
l
o
y
e
e
o
r
p
a
y
,
s
e
t
t
l
e
o
r
compromise the judgment. To be eligible for the Defense and
I
n
d
e
m
n
i
t
y
o
b
l
i
g
a
t
i
o
n
s
s
e
t
f
o
r
t
h
i
n
t
h
i
s
p
a
r
a
g
r
a
p
h
,
officers and employees shall cooperate in all respects with Co
r
p
o
r
a
t
i
o
n
C
o
u
n
s
e
l
o
r
a
s
s
i
g
n
e
d
c
o
u
n
s
e
l
i
n
d
e
f
e
n
d
i
n
g
the claim or lawsuit.
9
When a criminal action is commenced against an officer or employ
e
e
o
f
t
h
e
C
o
u
n
t
y
o
f
O
a
k
l
a
n
d
b
a
s
e
d
upon the conduct of the officer or employee in the course of em
p
l
o
y
m
e
n
t
,
i
f
t
h
e
e
m
p
l
o
y
e
e
o
r
o
f
f
i
c
e
r
h
a
d
a
reasonable basis for believing that he or she was acting with
i
n
t
h
e
s
c
o
p
e
o
f
h
i
s
o
r
h
e
r
a
u
t
h
o
r
i
t
y
a
t
t
h
e
t
i
m
e
o
f
t
h
e
alleged conduct, the County of Oakland shall pay for, engag
e
o
r
f
u
r
n
i
s
h
t
h
e
s
e
r
v
i
c
e
s
o
f
a
n
a
t
t
o
r
n
e
y
t
o
a
d
v
i
s
e
t
h
e
officer or employee as to the action and to appear for and r
e
p
r
e
s
e
n
t
t
h
e
o
f
f
i
c
e
r
o
r
t
h
e
e
m
p
l
o
y
e
e
i
n
t
h
e
a
c
t
i
o
n
.
T
o
be eligible for payment or reimbursement for counsel, an em
p
l
o
y
e
e
o
r
o
f
f
i
c
e
r
w
h
o
i
s
c
h
a
r
g
e
d
c
r
i
m
i
n
a
l
l
y
m
u
s
t
immediately provide notice of and a copy of the criminal ch
a
r
g
e
s
t
o
O
a
k
l
a
n
d
C
o
u
n
t
y
C
o
r
p
o
r
a
t
i
o
n
C
o
u
n
s
e
l
.
Provided that the officer or employee is otherwise entitled t
o
h
a
v
e
t
h
e
C
o
u
n
t
y
p
a
y
f
o
r
t
h
e
s
e
r
v
i
c
e
s
o
f
a
n
a
t
t
o
r
n
e
y
pursuant to the policy, the County of Oakland will pay for or
r
e
i
m
b
u
r
s
e
f
o
r
t
h
e
a
t
t
o
r
n
e
y
'
s
s
e
r
v
i
c
e
s
c
o
n
s
i
s
t
e
n
t
w
i
t
h
Oakland County's Liability Claims Policy and Procedures (as a
m
e
n
d
e
d
b
y
M
R
4
4
9
1
0
1
6
)
a
s
t
h
e
y
p
e
r
t
a
i
n
t
o
t
h
e
provisions of and compensation of Counsel in civil matters
.
A
r
r
a
n
g
e
m
e
n
t
s
f
o
r
a
n
a
u
t
h
o
r
i
z
a
t
i
o
n
o
f
p
a
y
m
e
n
t
o
f
t
h
e
services of any attorney must be approved in advance. Atto
r
n
e
y
s
s
o
e
m
p
l
o
y
e
d
s
h
a
l
l
b
e
r
e
q
u
i
r
e
d
t
o
p
r
o
v
i
d
e
t
h
e
County with monthly detailed billings describing the services r
e
n
d
e
r
e
d
.
Per MISCELLANEOUS RESOLUTION #86124, adopted MAY 8, 1
9
8
6
b
y
t
h
e
B
o
a
r
d
o
f
C
o
m
m
i
s
s
i
o
n
e
r
s
,
"Officer(s) and Employee(s) of Oakland County" are defined to in
c
l
u
d
e
:
E
l
e
c
t
e
d
o
r
A
p
p
o
i
n
t
e
d
O
f
f
i
c
e
r
s
a
n
d
Officials; Employees; Volunteers; all Committees, Authorities, Co
m
m
i
s
s
i
o
n
s
,
B
o
a
r
d
s
a
n
d
C
o
u
n
c
i
l
s
,
i
n
c
l
u
d
i
n
g
t
h
o
s
e
incorporated by authority of State or Federal Law, and all memb
e
r
s
t
h
e
r
e
o
f
.
The County may purchase liability insurance to provide the abo
v
e
p
r
o
t
e
c
t
i
o
n
o
r
m
a
y
p
r
o
v
i
d
e
a
s
e
l
f
-
insurance program.
XIII
GENERAL CONDMONS
Section 1
The Union shall be notified in advance of anticipated permanent
m
a
j
o
r
c
h
a
n
g
e
s
i
n
w
o
r
k
i
n
g
c
o
n
d
i
t
i
o
n
s
a
n
d
discussions shall be held within reasonable time if requested by th
e
U
n
i
o
n
.
Section 2
The provisions of this agreement shall be applied equally and
w
i
t
h
o
u
t
f
a
v
o
r
i
t
i
s
m
t
o
a
l
l
e
m
p
l
o
y
e
e
s
i
n
t
h
e
bargaining unit. There shall be no discrimination as to age,
s
e
x
,
m
a
r
i
t
a
l
s
t
a
t
u
s
,
r
a
c
e
,
c
o
l
o
r
,
c
r
e
e
d
,
n
a
t
i
o
n
a
l
o
r
i
g
i
n
or political affiliation. The Union shall share equally with the Em
p
l
o
y
e
r
t
h
e
r
e
s
p
o
n
s
i
b
i
l
i
t
y
f
o
r
a
p
p
l
y
i
n
g
t
h
i
s
provision of the agreement.
Section 3
Employees elected to any permanent full time Union office or sel
e
c
t
e
d
b
y
t
h
e
U
n
i
o
n
t
o
d
o
w
o
r
k
w
h
i
c
h
takes them from their employment with the County, shall at the
w
r
i
t
t
e
n
r
e
q
u
e
s
t
o
f
t
h
e
U
n
i
o
n
b
e
g
r
a
n
t
e
d
a
l
e
a
v
e
of absence without pay. The leave of absence shall not exceed
t
w
o
(
2
)
y
e
a
r
s
,
b
u
t
i
t
s
h
a
l
l
b
e
r
e
n
e
w
e
d
o
r
e
x
t
e
n
d
e
d
for similar period at any time upon the written request of the
U
n
i
o
n
.
Section 4
When any position not listed on the wage schedule is filled or esta
b
l
i
s
h
e
d
,
t
h
e
C
o
u
n
t
y
m
a
y
d
e
s
i
g
n
a
t
e
a
j
o
b
classification and rate structure for the position. In the event the Union does not agree that the rate for the
classification is proper, the Union shall have the right to submit the issue a
s
a
g
r
i
e
v
a
n
c
e
t
h
r
o
u
g
h
t
h
e
g
r
i
e
v
a
n
c
e
procedure within a three (3) month period.
10
Section 5
Any employee who is eligible for overtime compensation and who is required to wor
k
o
v
e
r
t
i
m
e
w
h
i
c
h
i
s
not contiguous to the employee's regular work schedule shall be entitled to a mini
m
u
m
o
f
t
w
o
(
2
)
h
o
u
r
s
w
o
r
k
o
r
pay for weekdays and three (3) hours work or pay for weekends at the time-and-
o
n
e
-
h
a
l
f
r
a
t
e
,
a
n
d
t
h
r
e
e
(
3
)
h
o
u
r
s
of pay on holidays at the appropriate holiday rate. (Weekdays are defined as the
f
i
r
s
t
f
i
v
e
(
5
)
d
a
y
s
o
f
w
o
r
k
w
h
i
c
h
are part of an employee's regular work schedule.)
Court duty appearance pay shall be applied in the following manner: When officer
s
e
l
i
g
i
b
l
e
f
o
r
o
v
e
r
t
i
m
e
compensation are required to appear in court, they shall be compensated at the
r
a
t
e
o
f
t
i
m
e
a
n
d
o
n
e
-
h
a
l
f
f
o
r
a
l
l
time spent in court, with a guarantee of a minimum of two hours pay per day,
u
n
d
e
r
t
h
e
f
o
l
l
o
w
i
n
g
c
o
n
d
i
t
i
o
n
s
:
1. Officer must be off duty at court time.
2. Case must be of a criminal nature or related to traffic enforcement or the employee is
a
p
p
e
a
r
i
n
g
on behalf of the Department at a deposition or a civil matter.
Section 6
All Sergeants and Lieutenants will be entitled to make a shift preference selection wi
t
h
i
n
h
i
s
/
h
e
r
D
i
v
i
s
i
o
n
(Corrective Services-Main Jail Division, Corrective Services-Satellites Facilities Div
i
s
i
o
n
,
E
m
e
r
g
e
n
c
y
Communications Operations Division, Patrol Services Division (within each loc
a
t
i
o
n
-
s
u
b
s
t
a
t
i
o
n
o
n
l
y
)
,
R
o
c
h
e
s
t
e
r
Hills Division, Pontiac Division) with the shift change closest to April 1st and O
c
t
o
b
e
r
l
'
t
o
f
e
a
c
h
y
e
a
r
.
T
h
i
s
s
h
i
f
t
preference selection is to be based on seniority within classification (time in gra
d
e
)
a
n
d
i
s
s
u
b
j
e
c
t
t
o
t
h
e
a
p
p
r
o
v
a
l
of the Sheriff or his/her designee. It is understood that approval will not be
u
n
r
e
a
s
o
n
a
b
l
y
w
i
t
h
h
e
l
d
.
S
h
i
f
t
preference selection shall be submitted to the Division Captain 30 days prior to the da
t
e
o
f
s
h
i
f
t
p
r
e
f
e
r
e
n
c
e
selection. Any employee assigned to Investigative and Forensic Services Division an
d
t
h
e
E
m
e
r
g
e
n
c
y
R
e
s
p
o
n
s
e
and Preparedness Division are not included in shift preference selection.
It is understood that notwithstanding any other agreement regulation or provisio
n
t
o
t
h
e
c
o
n
t
r
a
r
y
,
employees classified as Sergeants and Lieutenants will not be eligible for shift p
r
e
m
i
u
m
.
It is further understood that all provisions of this section related to shift selection in no wa
y
e
f
f
e
c
t
s
t
h
e
Sheriff's right to determine assignments.
Section 7
Effective December 1, 2013:
1. The provisions of the Oakland County Merit System in the Oakland County Employe
e
s
Handbook concerning holidays, holiday pay, premium pay on holidays, and overtim
e
o
n
holidays, shall not apply to members of the bargaining unit with respect to Presi
d
e
n
t
'
s
Day, Veterans' Day, and the day after Thanksgiving Day.
2. Effective with the execution of this agreement October 2, 2013, the provisions of the
Oakland County Merit System in the Oakland County Employee's Handbook concernin
g
holidays, holiday pay, premium pay and overtime on holidays shall apply to memb
e
r
s
o
f
the bargaining unit with respect to: New Year's Day, Martin Luther King, Jr. Day,
M
e
m
o
r
i
a
l
Day, Independence Day, Labor Day, Thanksgiving Day, Christmas Eve, Christmas Day and
New Year's Eve. Christmas Eve and New Year's Eve shall be treated as holidays in
e
v
e
r
y
year without regard to the day of the week on which they fall.
11
3, At least 10 days prior to a holiday the Employer shall determine its staffing requireme
n
t
s
and affected employees shall be notified at least 10 days prior to the holiday at each
w
o
r
k
location.
Section 8
All time, whether worked or compensated through an employee's use of leave
t
i
m
e
,
i
n
e
x
c
e
s
s
o
f
a
n
o
r
m
a
l
eight hour working day in the 24-hour period beginning with the start of the e
m
p
l
o
y
e
e
'
s
n
o
r
m
a
l
w
o
r
k
i
n
g
s
h
i
f
t
t
h
a
t
day, shall be considered overtime and credited to the calendar day in which the 24
-
h
o
u
r
p
e
r
i
o
d
b
e
g
a
n
.
Section 9
Except in exigent circumstances not reasonably expected to exceed 30 days,
a
m
i
n
i
m
u
m
o
f
1
0
%
o
f
t
h
e
bargaining unit employees at a job location per shift shall be permitted to take leave
f
r
o
m
a
n
y
a
v
a
i
l
a
b
l
e
b
a
n
k
.
Section 10
(a) When the Sheriff or his/her designee decides to fill a Command Officer (Serge
a
n
t
,
D
e
t
e
c
t
i
v
e
S
e
r
g
e
a
n
t
Specialist, Lieutenant and Captain) vacancy, the vacancy shall be filled from an e
m
p
l
o
y
e
e
w
h
o
h
a
s
s
u
b
m
i
t
t
e
d
a
n
Oakland County Sheriffs Command Officer's Association Letter of Interest Form
.
E
a
c
h
y
e
a
r
,
t
h
e
L
e
t
t
e
r
o
f
i
n
t
e
r
e
s
t
form shall be provided by the Sheriffs Office and approved by the Union. Once co
m
p
l
e
t
e
d
,
t
h
e
L
e
t
t
e
r
o
f
I
n
t
e
r
e
s
t
Form shall be submitted to the Sheriffs Office Administration by the employee
w
h
o
i
s
i
n
t
e
r
e
s
t
e
d
i
n
s
a
i
d
v
a
c
a
n
c
y
or a possible future vacancy. A time/date stamp letter shall be provided to t
h
e
S
e
c
r
e
t
a
r
y
o
f
t
h
e
U
n
i
o
n
b
y
t
h
e
Command Officer submitting the request, in order to be considered for the va
c
a
n
c
y
,
t
h
e
C
o
m
m
a
n
d
O
f
f
i
c
e
r
s
h
a
l
l
meet the minimum qualifications as determined by the Sheriffs Office for the open po
s
i
t
i
o
n
.
T
h
e
S
h
e
r
i
f
f
s
h
a
l
l
make the final decision on the assignment.
(b) When a Special Assignment vacancy exists, the Sheriff may appoint the employee w
h
o
h
a
s
s
u
b
m
i
t
t
e
d
a
Letter of Interest Form on file with the Sheriff's Office and also must have at leas
t
o
n
e
y
e
a
r
o
f
s
e
n
i
o
r
i
t
y
w
i
t
h
i
n
t
h
e
Oakland County Command Officer's Association,
Section 11
A Command Officer shall receive one Command Floating Day (CFD) in the first pay p
e
r
i
o
d
o
f
t
h
e
n
e
w
calendar year. CED is equivalent to 8 hours leave time. Use of the CFD shall n
o
t
c
a
u
s
e
o
v
e
r
t
i
m
e
f
o
r
t
h
e
department. When using the CFD, employees shall be granted the time off an
d
s
h
a
l
l
b
e
p
a
i
d
a
t
t
h
e
i
r
r
e
g
u
l
a
r
r
a
t
e
for the day, just as if they had worked. Command Floating Day has no cash v
a
l
u
e
a
n
d
m
u
s
t
b
e
u
s
e
d
p
r
i
o
r
t
o
t
h
e
last pay period of the current calendar year; CFD cannot be accumulated or c
a
r
r
i
e
d
o
v
e
r
t
o
t
h
e
n
e
x
t
c
a
l
e
n
d
a
r
y
e
a
r
.
Section 12
A request for Shift/Leave Day Exchange shall be submitted in the Kronos system (
o
r
i
t
s
e
q
u
i
v
a
l
e
n
t
)
a
t
a
minimum of 8 hours prior to the exchange taking place. If the employee is unable
t
o
s
u
b
m
i
t
a
r
e
q
u
e
s
t
f
o
r
Shift/Leave Exchange within 8 hours of the beginning of first exchanged shift, t
h
e
r
e
q
u
e
s
t
i
n
g
e
m
p
l
o
y
e
e
s
h
a
l
l
submit the request as soon as practicable. Shift exchanges may be for all or
p
a
r
t
o
f
a
s
h
i
f
t
,
p
r
o
v
i
d
e
d
i
t
i
s
a
t
t
h
e
beginning or the end of a shift. Trades shall be limited to employees whose classifica
t
i
o
n
s
a
r
e
t
h
e
s
a
m
e
.
T
h
e
r
e
will be no cross-divisional trades allowed, except at the Sheriff or his or her designee's discretion.
12
As a minimum, one exchange per shift will be allowed. More than one exchange pe
r
s
h
i
f
t
w
o
u
l
d
r
e
q
u
i
r
e
t
h
e
Sheriff's approval or his or her designee. Traded leave days must occur within th
e
s
a
m
e
p
a
y
p
e
r
i
o
d
.
T
r
a
d
e
d
l
e
a
v
e
days shall be subject of approval by both (if applicable) the employee's immedia
t
e
s
u
p
e
r
v
i
s
o
r
.
Any employee who fails to work his or her portion of a leave day exchange shal
l
h
a
v
e
t
h
a
t
a
m
o
u
n
t
o
f
hours deducted from his or her leave bank(s) and will be charged an "ill" day in
t
h
e
K
r
o
n
o
s
(
o
r
i
t
s
e
q
u
i
v
a
l
e
n
t
)
system on his or her synopsis sheet. Furthermore, the employee shall be prohi
b
i
t
e
d
f
r
o
m
p
a
r
t
i
c
i
p
a
t
i
n
g
i
n
a
Shift/Leave Day Exchange for a period of one year from the date of the infracti
o
n
.
Employees assigned to the Investigative and Forensic Services Division and th
e
E
m
e
r
g
e
n
c
y
R
e
s
p
o
n
s
e
a
n
d
Preparedness Division are excluded from Shift/Leave Day Exchanges. Shift/Leave Day
E
x
c
h
a
n
g
e
s
a
r
e
o
n
l
y
applicable to uniform personnel,
XIV
SHERIFF HOLIDAY LEAVE
Effective the first pay period following December 1 of each year, bargaining unit
m
e
m
b
e
r
s
s
h
a
l
l
r
e
c
e
i
v
e
five (5) days of Sheriff Holiday Leave. Employees hired after December 1 shall
r
e
c
e
i
v
e
o
n
e
(
1
)
d
a
y
o
f
S
h
e
r
i
f
f
Holiday Leave for each quarter annual period, or part thereof, between their d
a
t
e
o
f
h
i
r
e
a
n
d
N
o
v
e
m
b
e
r
3
0
(
e
.
g
.
,
an employee hired on May 1 would receive three (3) days of Sheriff Holiday Lea
v
e
)
.
S
c
h
e
d
u
l
i
n
g
a
n
d
u
s
e
o
f
S
h
e
r
i
f
f
Holiday Leave shall be subject to the following restrictions:
(a) Sheriff Holiday Leave shall be used and scheduled in the same manner as an annua
l
l
e
a
v
e
,
except that an employee may only use Sheriff Holiday Leave when his/her annual lea
v
e
accumulation is less than two-thirds of the maximum accumulation.
(b) Employees may not accumulate Sheriff Holiday Leave from one year to the next year.
Employees shall be paid for any unused Sheriff Holiday Leave for the period Decem
b
e
r
1
to November 30 on the first payday following the end of the pay period which inclu
d
e
s
November 30. Payment for unused Sheriff Holiday Leave shall be at the emp
l
o
y
e
e
'
s
straight time rate of pay on November 30.
(c) Employees separating from County service or leaving the bargaining unit for other
reasons shall be entitled to one day of Sheriff Holiday Leave for each quarter annua
l
period or part thereof between their date of separation or leaving the bargaining u
n
i
t
a
n
d
the prior December 1 (e.g., an employee separating or Leaving the bargaining un
i
t
J
u
n
e
1
would be entitled to three days of Sheriff Holiday Leave for that annual period)
.
S
h
o
u
l
d
a
separating employee have used more Sheriff Holiday Leave at the time of se
p
a
r
a
t
i
o
n
o
r
leaving the bargaining unit than he/she would be entitled in accordance wi
t
h
t
h
e
a
b
o
v
e
formula, the Employer will subtract from the employee's annual leave bank the numb
e
r
of days used in excess of those earned.
December 1— February 28 = 1st Quarter
March 1 — May 31 = 2nd Quarter
June 1 August 31 = 3rd Quarter
September 1 — November 30 = 4th Quarter
Employees separated from County service shall be paid at separation for their
u
n
u
s
e
d
accumulation of Sheriff Holiday Leave at the salary rate the employee is being
p
a
i
d
o
n
his/her final day of actual wok.
(d) The one floating holiday which all employees have enjoyed in the past will not be sub
j
e
c
t
to the above regulations but will continue to be governed by the provisions of Merit R
u
l
e
26.1.2.
13
XV
ADOPTION BY REFERENCE OF RELEVANT RESOLUTIONS AND PERSONNEL POLICIES
All Resolutions which have been passed by the Oakland County Board of Commis
s
i
o
n
e
r
s
,
o
n
o
r
b
e
f
o
r
e
September 30, 2018, relating to the working conditions and compensation of the
e
m
p
l
o
y
e
e
s
c
o
v
e
r
e
d
b
y
t
h
i
s
agreement, and all other benefits and policies provided for in the Oakland County M
e
r
i
t
S
y
s
t
e
m
,
w
h
i
c
h
incorporates the Oakland County Employee's Handbook, are incorporated her
e
i
n
b
y
r
e
f
e
r
e
n
c
e
a
n
d
m
a
d
e
a
p
a
r
t
hereof to the same extent as if they were specifically set forth, unless a resolutio
n
c
o
n
f
l
i
c
t
s
w
i
t
h
t
h
e
t
e
r
m
s
o
f
t
h
i
s
Agreement. XVI
RETIREMENT BENEFITS
All Resolutions of the Oakland County Board of Commissioners, as amended an
d
i
n
e
x
i
s
t
e
n
c
e
o
f
t
h
e
d
a
t
e
o
f
this Agreement and as modified by prior Collective Bargaining Agreements be
t
w
e
e
n
t
h
e
p
a
r
t
i
e
s
,
r
e
l
a
t
i
n
g
t
o
Retirement System benefits, and all retirement system benefits and policies provided
f
o
r
i
n
t
h
e
O
a
k
l
a
n
d
C
o
u
n
t
y
Employees' Handbook, Oakland County Merit System, except as provided and am
e
n
d
e
d
h
e
r
e
i
n
,
a
r
e
i
n
c
o
r
p
o
r
a
t
e
d
herein by reference and made a part hereof to the same extent as if they were spec
i
f
i
c
a
l
l
y
s
e
t
f
o
r
t
h
,
s
u
b
j
e
c
t
t
o
t
h
e
following: To the extent of any conflict between the provisions below and th
e
O
a
k
l
a
n
d
C
o
u
n
t
y
E
m
p
l
o
y
e
e
s
'
Retirement Program, Oakland County Merit System, or the Oakland County Em
p
l
o
y
e
e
s
'
R
e
t
i
r
e
m
e
n
t
S
y
s
t
e
m
Restated Resolution, the following provisions shall be controlling:
1. Effective January 1, 1978, employees hired after this date will not be eligible to inc
l
u
d
e
f
i
n
a
l
s
i
c
k
leave or annual leave cash-in payments as part of their "Final Average C
o
m
p
e
n
s
a
t
i
o
n
"
f
o
r
t
h
e
purpose of computing retirement benefits.
2. Effective January 1, 1989, all employees with eight (8) or more years of full-ti
m
e
C
o
u
n
t
y
s
e
r
v
i
c
e
shall be eligible for the Military Buyback Option as developed by the Oakland
C
o
u
n
t
y
R
e
t
i
r
e
m
e
n
t
Commission and approved by the Oakland County Board of Commissioners. Employ
e
e
s
w
h
o
a
r
e
eligible for the Military Buyback prior to the final ratification of this agreement, a
n
d
f
a
i
l
e
d
t
o
exercise the option, will be allowed to buy back up to two (2) years of military s
e
r
v
i
c
e
a
t
t
h
e
Employer's actual cost as determined by the Employer's actuary.
3. Effective June 1, 1994, employees new to the bargaining unit shall not be enti
t
l
e
d
t
o
u
s
e
o
v
e
r
t
i
m
e
pay as part of "Final Average Compensation" for the calculation of retirement bene
f
i
t
s
.
4. Effective January 1, 1995, unit employees who have twenty-five (25) years of s
e
r
v
i
c
e
w
i
t
h
t
h
e
Sheriffs Department, after compliance with all other requirements, may be eligible
f
o
r
r
e
t
i
r
e
m
e
n
t
regardless of their age.
5. Any individual, who enters the bargaining unit through promotion or otherwise,
w
h
o
i
s
a
p
a
r
t
i
c
i
p
a
n
t
in the County's Defined Contribution Retirement Plan shall continue to be a
p
a
r
t
i
c
i
p
a
n
t
i
n
t
h
e
Defined Contribution Retirement Plan and shall no be a participant in the County's Defi
n
e
d
B
e
n
e
f
i
t
Retirement Plan.
6. Effective March 19, 1998, (i.e., with respect to payroll dates and amounts on and a
f
t
e
r
M
a
r
c
h
1
9
,
1998), all members of the Defined Benefit Retirement System shall contribute 5%
o
f
t
h
e
a
m
o
u
n
t
of compensation used in computing "Final Average Compensation" as member contributions to
the Defined Benefit Retirement System which will be used to fund, in part, the re
t
i
r
e
m
e
n
t
benefits provided by the Defined Benefit Retirement System.
14
Effective March 19, 1998, the required employee contributions of 5
%
o
f
"
c
o
m
p
e
n
s
a
t
i
o
n
"
(
a
s
defined in Section3(a) of the Restated Resolution of the Rules and R
e
g
u
l
a
t
i
o
n
s
g
o
v
e
r
n
i
n
g
t
h
e
Oakland County Employees' Retirement System as revised May 21, 19
9
2
,
e
x
c
l
u
d
i
n
g
o
v
e
r
t
i
m
e
w
i
t
h
respect to employees hired on or after June 1, 1994, and sick leave and annu
a
l
l
e
a
v
e
c
a
s
h
i
n
payments for employees hired after January 1, 1978) shall be picked up (i.e
.
,
a
s
s
u
m
e
d
a
n
d
p
a
i
d
)
by the employer for purposes of Internal Revenue Code Section 414(h)(2)o
f
t
h
e
I
n
t
e
r
n
a
l
R
e
v
e
n
u
e
Code. Said Employer contributions will be paid by the Employer to th
e
D
e
f
i
n
e
d
B
e
n
e
f
i
t
Retirement System plan and no employee shall have any option of ch
o
o
s
i
n
g
t
o
r
e
c
e
i
v
e
t
h
e
amounts directly. This 414(h)(2) arrangement shall not affect determ
i
n
a
t
i
o
n
o
f
f
i
n
a
l
a
v
e
r
a
g
e
compensation for pension contribution purposes.
7. Effective March 19, 1998, with respect to all persons who are active em
p
l
o
y
e
e
s
a
n
d
m
e
m
b
e
r
s
o
f
the Defined Benefit Retirement System on or after March 19, 1998,
t
h
e
p
e
r
c
e
n
t
a
g
e
f
a
c
t
o
r
u
s
e
d
t
o
compute applicable benefit amounts will be 2.5%. Provided, however that
i
n
o
r
d
e
r
t
o
b
e
e
l
i
g
i
b
l
e
for and to receive the 2.5% factor, an employee is required to be an
a
c
t
i
v
e
m
e
m
b
e
r
o
f
t
h
e
Command Officers bargaining unit for two (2) full years.
8. Vested former members must continue to meet the requirements of the
R
e
t
i
r
e
m
e
n
t
S
y
s
t
e
m
Restated Resolution in effect at the time said person terminated their em
p
l
o
y
m
e
n
t
a
n
d
terminates their membership in the Retirement System as an active em
p
l
o
y
e
e
.
9. All bargaining unit employees shall have the option to transfer from the
D
e
f
i
n
e
d
B
e
n
e
f
i
t
Retirement Program to the Defined Contribution Retirement plan as
s
e
t
f
o
r
t
h
i
n
M
i
s
c
e
l
l
a
n
e
o
u
s
Resolution # 94275, and as approved by the Internal Revenue Service
b
a
s
e
d
o
n
a
m
u
l
t
i
p
l
i
e
r
o
f
2.2%.
Eligible employees must exercise this option between April 1, 2000 and May
3
1
,
2
0
0
0
.
T
h
e
calculations will be based on the status of the participant's defined benefits
r
e
t
i
r
e
m
e
n
t
a
c
c
o
u
n
t
a
s
of December 31, 1999. In lieu of any increase in value in the Defined Benef
i
t
A
c
c
o
u
n
t
f
r
o
m
continued employment between December 31, 1999 and the date of paym
e
n
t
t
o
t
h
e
D
e
f
i
n
e
d
Contribution Retirement Plan, each electing participant shall receive int
e
r
e
s
t
a
t
t
h
e
r
a
t
e
o
f
7
.
5
%
per annum on his/her account. Election shall be made by delivering a s
i
g
n
e
d
c
o
p
y
o
f
t
h
e
e
l
e
c
t
i
o
n
form to the County Personnel Department. Once an employee elects to
t
r
a
n
s
f
e
r
f
r
o
m
t
h
e
D
e
f
i
n
e
d
Benefit Retirement Program to the Defined Contribution Retirement
P
l
a
n
,
t
h
e
e
m
p
l
o
y
e
e
s
h
a
l
l
n
o
t
be eligible to be a participant in the Defined Benefit Retirement Program a
t
a
n
y
t
i
m
e
t
h
e
r
e
a
f
t
e
r
.
10. The Union agrees to fully cooperate and to take any action necessary wi
t
h
t
h
e
C
o
u
n
t
y
i
n
o
b
t
a
i
n
i
n
g
or continuing any necessary Internal Revenue Service rulings or other
r
e
q
u
i
r
e
m
e
n
t
s
o
r
a
n
y
o
t
h
e
r
requirements imposed by any government or other authority concern
i
n
g
t
h
e
D
e
f
i
n
e
d
B
e
n
e
f
i
t
Retirement Plan or the Defined Contribution Retirement Plan.
11. Employees hired on or after January 1, 1989, who subsequently retire from C
o
u
n
t
y
s
e
r
v
i
c
e
s
h
a
l
l
not be eligible for County reimbursement of Medicare Part B payments.
12. Effective September 13, 1984, employees retiring with 25 years' servic
e
i
n
t
h
e
D
e
p
a
r
t
m
e
n
t
s
h
a
l
l
be eligible for health care benefits as provided under the Oakland Count
y
R
e
t
i
r
e
e
'
s
h
e
a
l
t
h
c
a
r
e
plan regardless of their age.
13. The County shall make the following contributions and matchings co
n
t
r
i
b
u
t
i
o
n
s
t
o
t
h
e
D
e
f
i
n
e
d
Contribution Retirement Plan for employees hired prior to May 27, 1
9
9
5
:
15
(a) For calendar year 2000 the County shall contribute 11% of base wages to the Defined
Contribution Retirement Plan and the employee shall contribute 4% of base wages to the
Retirement Plan.
(b) For calendar year 2001 the County shall contribute 12% of base wages to the Defined
Contribution Retirement Plan and the employee shall contribute 5% of base wages to the
Retirement Plan.
14. All bargaining unit employees hired on or after May 27, 1995 shall only be eligible to participate in
the Defined Contribution Retirement Plan, as adopted by the Board of Commissioners in
Miscellaneous Resolution #94185.
The County shall make the following contributions and matching contributions to the Defined
Contribution Retirement Plan:
(a) For calendar year 2000 the County shall contribute 7% of base wages to the Defined
Contribution Retirement Plan and the employee shall contribute 1% of base wages to the
Retirement Plan.
(b) For calendar year 2001 the County shall contribute 8% of base wages to the Defined
Contribution Retirement Plan and the employee shall contribute 2% of base wages to the
Retirement Plan.
(c) Effective November 28, 2012, the contribution for employees in the Defined Contribution
Retirement Plan hired on or after 05/27/95, the County will contribute 10% of base wages
and the employee will contribute 5% of base wages to Retirement Plan.
(d) Effective with the execution of this agreement October 2, 2013, employees hired on or
after 5/27/95, in the Defined Contribution Plan, shall contribute an additional 1% of base
wages to the Retirement Plan for a total of 6%. Should the County contribution increase
for the general, non-represented employees during the length of this contract, the
increase shall be applied to all employees represented by this bargaining unit, in the
Defined Contribution Plan, at the same time and in the same manner.
15. The Following employees shall only receive retiree health care benefits pursuant to Miscellaneous
Resolution #94292:
(a) Any employee hired, or non-vested former employee rehired on or after May 27, 1995;
(b) Any employee entering the bargaining unit who is already subject to Miscellaneous
Resolution #94292.
(c) Employees hired after March 5,2009, will be a part of the Health Savings Account
Retirement Program. The Employer shall contribute $125 per bi-weekly paycheck to the
Health Savings Account Retirement Program for each participant in the program. New
employees in this bargaining unit who are promoted from the 0.C.D.S.A. will continue in
the same retirement health care plan as they had been in that bargaining unit.
Retiree Health Care
Except for the members of this bargaining unit who are solely covered by the Retiree
Health Savings Account, the Employer and the Union agree that when the Union member retires,
he/she shall become a part of the County's general retiree group and as such shall participate in
the healthcare program that the County provides to retirees and eligible dependents.
The Employer and the Union acknowledge and agree that the Union and its members
have assurance under Oakland County Ordinance #27 that the retiree health care benefits shall be
provided through either (a) the County and/or (b) a government program (e.g., Medicare); and
that basic retiree health care shall be maintained.
15
The parties also acknowledge and agree that the Emp
l
o
y
e
r
s
h
a
l
l
c
o
n
t
i
n
u
e
t
o
h
a
v
e
t
h
e
right to select cost-effective funding methods, admini
s
t
r
a
t
o
r
s
,
a
n
d
t
o
r
e
a
s
o
n
a
b
l
y
m
o
d
i
f
y
,
f
r
o
m
time to time, the portion of the total cost to be borne b
y
r
e
t
i
r
e
e
s
f
o
r
r
e
c
e
i
v
i
n
g
s
u
c
h
b
e
n
e
f
i
t
s
(
e
.
g
.
,
co-pays and deductibles).
The parties also agree that the Employer can modif
y
i
t
s
r
e
t
i
r
e
e
h
e
a
l
t
h
c
a
r
e
p
r
o
g
r
a
m
s
s
o
that the County and its retirees can participate in any
g
o
v
e
r
n
m
e
n
t
s
p
o
n
s
o
r
e
d
p
r
o
g
r
a
m
o
r
p
o
l
i
c
y
a
s
long as the benefits provided are of comparable cove
r
a
g
e
i
s
p
r
o
v
i
d
e
d
i
n
O
a
k
l
a
n
d
C
o
u
n
t
y
Ordinance #27.
XVII
MAINTENANCE OF CONDITIONS
Wages, hours and conditions of employment legally in
e
f
f
e
c
t
a
t
t
h
e
e
x
e
c
u
t
i
o
n
o
f
t
h
e
A
g
r
e
e
m
e
n
t
s
h
a
l
l
,
except as modified herein, be maintained during
t
h
e
t
e
r
m
o
f
t
h
i
s
a
g
r
e
e
m
e
n
t
.
XVIll
ECONOMIC MATTERS
The agreement between the parties on economic m
a
t
t
e
r
s
a
r
e
s
e
t
f
o
r
t
h
i
n
A
p
p
e
n
d
i
x
A
a
n
d
A
p
p
e
n
d
i
x
B
attached hereto and are incorporated into this Colle
c
t
i
v
e
B
a
r
g
a
i
n
i
n
g
A
g
r
e
e
m
e
n
t
,
s
u
b
j
e
c
t
t
o
t
h
e
t
e
r
m
s
a
n
d
conditions thereof.
XIX
NO STRIKE— NO LOCKOUT
Under no circumstances will the Union cause or auth
o
r
i
z
e
o
r
p
e
r
m
i
t
i
t
s
m
e
m
b
e
r
s
t
o
c
a
u
s
e
,
n
o
r
w
i
l
l
a
n
y
member of the bargaining unit take part in, any strike
,
s
i
t
-
d
o
w
n
,
s
t
a
y
-
i
n
o
r
s
l
o
w
d
o
w
n
o
r
a
n
y
v
i
o
l
a
t
i
o
n
o
f
a
n
y
S
t
a
t
e
law. In the event of a work stoppage or other curtail
m
e
n
t
,
t
h
e
U
n
i
o
n
s
h
a
l
l
i
m
m
e
d
i
a
t
e
l
y
i
n
s
t
r
u
c
t
t
h
e
i
n
v
o
l
v
e
d
employees in writing, that their conduct is in violatio
n
o
f
t
h
e
c
o
n
t
a
c
t
a
n
d
t
h
a
t
a
l
l
s
u
c
h
p
e
r
s
o
n
s
s
h
a
l
l
i
m
m
e
d
i
a
t
e
l
y
cease the offending conduct.
The Employer will not lockout any employees of
t
h
e
b
a
r
g
a
i
n
i
n
g
u
n
i
t
d
u
r
i
n
g
t
h
e
t
e
r
m
o
f
t
h
i
s
a
g
r
e
e
m
e
n
t
.
XX
EMERGENCY MANAGER
An Emergency Manager appointed under the local Financ
i
a
l
S
t
a
b
i
l
i
t
y
a
n
d
C
h
o
i
c
e
A
c
t
m
a
y
r
e
j
e
c
t
,
m
o
d
i
f
y
o
r
terminate this collective bargaining agreement as p
r
o
v
i
d
e
d
w
i
t
h
i
n
t
h
e
L
o
c
a
l
F
i
n
a
n
c
i
a
l
S
t
a
b
i
l
i
t
y
a
n
d
C
h
o
i
c
e
A
c
t
,
4
3
6
P.A. 2012.
Inclusion of the foregoing language does not constitut
e
a
w
a
i
v
e
r
o
f
t
h
e
C
O
A
M
'
s
r
i
g
h
t
t
o
r
a
i
s
e
Constitutional and/or other legal challenges (including
c
o
n
t
r
a
c
t
u
a
l
o
r
a
d
m
i
n
i
s
t
r
a
t
i
v
e
c
h
a
l
l
e
n
g
e
s
)
t
o
:
(
1
)
t
h
e
v
a
l
i
d
i
t
y
of the Local Financial Stability and Choice Act, 436 P.A
.
2
0
1
2
;
(
2
)
a
p
p
o
i
n
t
m
e
n
t
o
f
a
n
E
m
e
r
g
e
n
c
y
M
a
n
a
g
e
r
;
o
r
(
3
)
any action of an Emergency Manager which acts to r
e
j
e
c
t
,
m
o
d
i
f
y
o
r
t
e
r
m
i
n
a
t
e
t
h
e
c
o
l
l
e
c
t
i
v
e
b
a
r
g
a
i
n
i
n
g
agreement.
17
XXI
DURATION
This agreement shall remain in full force and effect from October 1, 2018 to midnight, September 30,
2021. The agreement shall be automatically renewed from year to year thereafter unless either party shall notify
the other in writing, one hundred twenty (120) days prior to September 30, 2021, 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 statues and ordinances and remain within the jurisdiction of the
County of Oakland.
COMMAND OFFICERS ASSOCIATION
OF MICHIGAN
COUNTY OF OAKLAND
By
Michael Bouchard, Sheriff
James Tignanelli, POAM
OAKLAND COUNT( COMMAND
OFFICERS ASSOCIATION
By
David Woodward, Board Chairperson
By
L. Brooks Patterson, County Executive
18
Fiscal Year 2019 - 2%
Classification
Captain Annual
Bi-weekly
$97,046
$3,732.52
$100,283 $103,529
$3,857.04 $3,981.87
Base 1 Year 2 Year
FY 2019
FY 2020 Annual
81-weekly
FY 2021 Annual
Bi-weekly
Lieutenant
Sergeant
FY 2019 Annual
Bi-weekly
FY 2020 Annual
Bi-weekly
FY 2021 Annual
13i-weekly
FY 2019 Annual
13i-weekly
FY 2020 Annual
81-weekly
FY 2021 Annual
131-weekly
Detective Sergeant Pt 2019 Annual
Specialist Bi-weekly
FY 2020 Annual
13i-weekly
FY 2021 Annual
Bi-weekly
APPENDIX A
I
WAGES
$98,986
$3,807.17
$100,966
$3,883.31
$88,683
$3,410.87
$90,456
$3,479.09
$92,265
$3,548.67
$82,079
$3,156.89
$83,721
$3,220.03
$85,395
$3,284.43
$87,173
$3,352.79
$88,916
$3,419.85
$90,695
$3,488.25
$102,289 $105,599
$3,934.18 $4,061.51
$104,334 $107,711
$4,012.86 $4,142.74
$91,399 $94,117
$3,515.34 $3,619.90
$93,227 $96,000
$3,585.65 $3,692,30
$95,091 $97,920
$3,657.36 $3,766.15
$83,735 $85,561
$3,220.58 $3,290.80
$85,410 $87,272
$3,284.99 $3,356.62
$87,117 $89,018
$3,350.69 $3,423.75
$88,916 $91,399
$3,419.86 $3,515.34
$90,695 $93,227
$3,488.26 $3,585.65
$92,509 $95,091
$3,558.03 $3,657.36
Fiscal Year 2020- 2%. Should a general wage increase greater than 2% be provided to the general, non-
represented employee groups for FY2020 then this bargaining unit would be entitled to the same increase at the
same time and in the same manner.
19
Fiscal Year 2021— 2%. Should a general wage increase greater t
h
a
n
2
%
b
e
p
r
o
v
i
d
e
d
t
o
t
h
e
g
e
n
e
r
a
l
,
n
o
n
-
represented employee groups for FY2021 then this bargaining u
n
i
t
w
o
u
l
d
b
e
e
n
t
i
t
l
e
d
t
o
t
h
e
s
a
m
e
i
n
c
r
e
a
s
e
a
t
t
h
e
same time and in the same manner,
*The County salary rates are officially reported in bi-weekly
a
m
o
u
n
t
s
.
A
n
n
u
a
l
r
a
t
e
s
a
r
e
s
h
o
w
n
f
o
r
i
l
l
u
s
t
r
a
t
i
v
e
purposes only.
CAPTAIN WEEKEND DUTY PAY
One Captain shall be designated to be on-call during a week inclu
d
i
n
g
n
o
n
-
o
f
f
i
c
e
h
o
u
r
s
o
n
w
e
e
k
d
a
y
s
a
n
d
on Saturday and Sunday. In addition to being on call, the C
a
p
t
a
i
n
s
h
a
l
l
b
e
a
t
w
o
r
k
a
t
t
h
e
S
h
e
r
i
f
f
'
s
O
f
f
i
c
e
f
o
r
a
t
least four (4) hours each Saturday and Sunday. Captains ar
e
n
o
t
r
e
q
u
i
r
e
d
t
o
r
e
p
o
r
t
t
o
w
o
r
k
a
t
t
h
e
S
h
e
r
i
f
f
'
s
O
f
f
i
c
e
on Holidays but will be on-call. Effective January 1, 2019, the de
s
i
g
n
a
t
e
d
C
a
p
t
a
i
n
s
h
a
l
l
b
e
c
o
m
p
e
n
s
a
t
e
d
$
9
0
0
f
o
r
each week he/she works as the Weekly Duty Captain. Effective J
a
n
u
a
r
y
1
,
2
0
2
0
,
t
h
e
d
e
s
i
g
n
a
t
e
d
C
a
p
t
a
i
n
s
h
a
l
l
b
e
compensated $1000 for each week he/she works as the Weekly
D
u
t
y
C
a
p
t
a
i
n
.
Ill
CLOTHING ALLOWANCE
Eligible non-uniformed Sergeants and Lieutenants shall rece
i
v
e
a
c
l
o
t
h
i
n
g
a
n
d
c
l
e
a
n
i
n
g
a
l
l
o
w
a
n
c
e
a
t
a
n
annual rate of $425 payable in installments of $212.50 in Jun
e
a
n
d
i
n
D
e
c
e
m
b
e
r
.
Eligible Non-uniformed Sergeants and Lieutenants that are requi
r
e
d
b
y
t
h
e
S
h
e
r
i
f
f
t
o
w
e
a
r
a
s
u
i
t
/
t
i
e
and/or shirt/tie shall receive an additional $250 clothing and clea
n
i
n
g
a
l
l
o
w
a
n
c
e
a
n
n
u
a
l
l
y
.
T
h
e
t
o
t
a
l
a
n
n
u
a
l
r
a
t
e
will be $675 payable in installments of $337.50 in June and in Dec
e
m
b
e
r
.
The Captain assigned to Investigative and Forensic Services is
r
e
q
u
i
r
e
d
b
y
t
h
e
S
h
e
r
i
f
f
t
o
w
e
a
r
a
s
u
i
t
/
t
i
e
and/or shirt/tie shall receive a total annual clothing and clean
i
n
g
a
l
l
o
w
a
n
c
e
o
f
$
6
7
5
p
a
y
a
b
l
e
i
n
i
n
s
t
a
l
l
m
e
n
t
s
o
f
$337,50 in June and in December.
Officers assigned plain clothes duty by the Sheriff for 30 con
s
e
c
u
t
i
v
e
d
a
y
s
o
r
m
o
r
e
s
h
a
l
l
b
e
e
n
t
i
t
l
e
d
t
o
a
pro-rated clothing and cleaning allowance.
Should new grants or patrol contracts approved by the Boar
d
o
f
C
o
m
m
i
s
s
i
o
n
e
r
s
c
o
n
t
a
i
n
p
r
o
v
i
s
i
o
n
s
f
o
r
clothing allowances, officers assigned to the new positions w
i
l
l
b
e
e
l
i
g
i
b
l
e
f
o
r
t
h
e
a
l
l
o
w
a
n
c
e
.
IV
DIVERS PREMIUM PAY
(a) Divers shall receive straight time pay for on-duty hours of work.
(b) For all hours on the job other than on-duty hours, the diver sha
l
l
r
e
c
e
i
v
e
t
i
m
e
a
n
d
o
n
-
h
a
l
f
p
a
y
.
*(c) The divers shall receive premium pay of $5.00 per hour over
a
n
d
a
b
o
v
e
t
h
e
r
a
t
e
s
s
e
t
f
o
r
t
h
i
n
sections (a) and (b) above when performing diving activities.
*(d) When diving under the ice, divers shall receive premium pay
o
f
$
1
0
.
0
0
p
e
r
h
o
u
r
o
v
e
r
a
n
d
a
b
o
v
e
the rates set forth in sections (a) and (b) above.
*Computation of the $5.00 per hour and $10.00 per hour premium
p
a
y
s
h
a
l
l
b
e
c
o
m
p
u
t
e
d
t
o
t
h
e
n
e
a
r
e
s
t
o
n
e
-
h
a
l
f
(2) hour.
20
V
LIEUTENANT CORRECTIVE SERVICES/DETENTION FACILITIES BONUS
An annual bonus in the amount of $2000 shall be paid to one (1) Lieute
n
a
n
t
(
a
p
p
r
o
v
e
d
b
y
t
h
e
S
h
e
r
i
f
f
)
assigned to Corrective Services/Detention Facilities to be paid bi-weekly
.
VI
DEFERRED COMPENSATION
The County has a 457 (b) Deferred Compensation Plan. The County mat
c
h
e
s
t
h
e
f
i
r
s
t
$
3
0
0
c
o
n
t
r
i
b
u
t
e
d
t
o
the 457 (b) Plan by a Command Officer each calendar year. Effective Ja
n
u
a
r
y
1
,
2
0
1
7
,
t
h
e
C
o
u
n
t
y
w
i
l
l
m
a
t
c
h
t
h
e
first $1000 contributed to the 457 (b) Plan by a Command Officer each
c
a
l
e
n
d
a
r
y
e
a
r
.
T
h
e
C
o
u
n
t
y
w
i
l
l
m
a
t
c
h
t
h
e
first $1500 contributed by the employee per calendar year to the Coun
t
y
4
5
7
(
a
)
D
e
f
e
r
r
e
d
C
o
m
p
e
n
s
a
t
i
o
n
P
l
a
n
effective January 1, 2019. The County will match the first $2000 co
n
t
r
i
b
u
t
e
d
b
y
t
h
e
e
m
p
l
o
y
e
e
p
e
r
c
a
l
e
n
d
a
r
y
e
a
r
to the County 457(a) Deferred Compensation Plan effective Januar
y
1
,
2
0
2
0
.
T
h
e
C
o
u
n
t
y
w
i
l
l
m
a
t
c
h
t
h
e
f
i
r
s
t
$2500 contributed by the employee per calendar year to the County 457(a)
D
e
f
e
r
r
e
d
C
o
m
p
e
n
s
a
t
i
o
n
P
l
a
n
e
f
f
e
c
t
i
v
e
January 1, 2021.
VII
CALL-OUT PAY
The County will guarantee a minimum of two hours of pay at the employ
e
e
'
s
a
p
p
l
i
c
a
b
l
e
r
a
t
e
t
o
a
n
employee who has checked out, gone home and is then called out for a
d
d
i
t
i
o
n
a
l
w
o
r
k
.
S
h
o
u
l
d
a
n
e
m
p
l
o
y
e
e
b
e
called out on a leave day he/she shall be entitled to three hours work or
p
a
y
a
t
t
h
e
e
m
p
l
o
y
e
e
'
s
a
p
p
l
i
c
a
b
l
e
r
a
t
e
.
Where an employee is called into work while off duty and the call-in is
c
a
n
c
e
l
l
e
d
w
i
t
h
i
n
6
0
m
i
n
u
t
e
s
o
f
t
h
e
beginning of the shift the employee shall be paid two (2) hours at 1.
5
t
i
m
e
s
t
h
e
e
m
p
l
o
y
e
e
'
s
r
e
g
u
l
a
r
r
a
t
e
o
f
p
a
y
and shall not be required to work (the minimums set forth in the fir
s
t
t
w
o
s
e
n
t
e
n
c
e
s
s
h
a
l
l
n
o
t
a
p
p
l
y
)
.
C
a
l
l
-
o
u
t
s
must be non-contiguous to the employee's regular shift and for other than Cou
r
t
A
p
p
e
a
r
a
n
c
e
(
A
r
t
i
c
l
e
X
I
I
I
,
S
e
c
t
i
o
n
5) to be compensable under this article. Call-out pay shall be calculated b
e
g
i
n
n
i
n
g
u
p
o
n
a
r
r
i
v
a
l
a
t
t
h
e
w
o
r
k
s
i
t
e
and shall end upon the employee leaving the work site. Captains shall be
e
x
c
l
u
d
e
d
f
r
o
m
r
e
c
e
i
v
i
n
g
c
a
l
l
-
o
u
t
p
a
y
.
VIII
FTO PAY
Those Sergeants who are chosen to train a newly promoted Sergeant in the
C
o
r
r
e
c
t
i
o
n
s
M
a
i
n
D
i
v
i
s
i
o
n
,
Corrections Satellite Division, or the Emergency Communications and Op
e
r
a
t
i
o
n
s
D
i
v
i
s
i
o
n
s
h
a
l
l
b
e
c
o
m
p
e
n
s
a
t
e
d
with one (1) hour of compensatory time for every eight (8) hour shift in w
h
i
c
h
h
e
o
r
s
h
e
w
o
r
k
s
a
s
a
F
i
e
l
d
T
r
a
i
n
i
n
g
Officer. Employees only serve as Field Training Officers when he or sh
e
i
s
a
s
s
i
g
n
e
d
t
o
d
o
s
o
b
y
a
L
i
e
u
t
e
n
a
n
t
,
Captain or Major. If the employee's Compensatory Time Bank is at it
s
m
a
x
i
m
u
m
,
t
h
e
e
m
p
l
o
y
e
e
s
h
a
l
l
r
e
c
e
i
v
e
o
n
e
(1) hour of straight time pay for each eight (8) hour shift worked as a Field T
r
a
i
n
i
n
g
O
f
f
i
c
e
r
.
21
APPENDIX B
1
For the following fringe benefits, refer to the Oakland County Employees' Handbook:
1. Injury on the job
2. Holidays
3. Leave of Absence
All provisions of Merit Rule 21 (Family Leave) will be implemented for members of t
h
e
C
o
m
m
a
n
d
O
f
f
i
c
e
r
'
s
Association except the requirement to exhaust all leave banks prior to the use of leave
w
i
t
h
o
u
t
p
a
y
.
Members of the Command Officers Association will be provided the option to elect to
u
s
e
l
e
a
v
e
w
i
t
h
o
u
t
pay or applicable leave banks during the first 30 days of an approved Family Leave
.
H
o
w
e
v
e
r
,
o
n
c
e
t
h
e
leave has commenced, an employee will not be able to change his/her decision reg
a
r
d
i
n
g
t
h
e
u
s
e
o
f
l
e
a
v
e
without pay or applicable leave banks during this 30-day period. Should the Fami
l
y
L
e
a
v
e
e
x
t
e
n
d
b
e
y
o
n
d
30 days, the requirement to exhaust leave banks will be in effect.
4. Death Benefits
5.* Longevity
6. Medical Coverage
7. Sick Leave
8. Annual Leave
9.** Disability Coverage
10.*** Dental Coverage
11.****Tuition Reimbursement
The fringe benefits modified in previous Collective Bargaining Agreements shall continue
i
n
e
f
f
e
c
t
a
s
modified and described in the Oakland County Employee's Handbook.
Merit Rule No. 2, Section VII, "Service Increment Pay", shall not apply to any employee hi
r
e
d
a
f
t
e
r
March 15, 1984.
** Eligibility for County-provided medical coverage while on LTD shall be as follows:
An employee on LTD will be eligible for County-provided medical coverage for up to
s
i
x
(
6
)
m
o
n
t
h
s
from the date of LTD eligibility provided he/she has applied for and were turned do
w
n
f
o
r
S
o
c
i
a
l
Security Disability and Medicaid and have no other medical coverage available an
d
p
r
o
v
i
d
i
n
g
t
h
e
employee has not allowed his/her medical coverage to lapse.
*** Dental benefits increased consistent with Miscellaneous Resolution # 99189.
**** Tuition Reimbursement increased consistent with the Fiscal Year 2000 bu
d
g
e
t
.
22
HEALTH BENEFITS
All Health Care Benefits set forth herein are subject to the employee contribution where applicable and to
the terms and conditions of the plan. The Employer has the right to select and change any and all plans/policies,
insurance benefits, plan providers or third-party administrators provided the benefits stated herein remain
substantially the same. All benefits set forth apply to active employees and their dependents only.
(a) For the duration of the 2013 calendar year, employees in this bargaining unit will continue the
Medical Care coverage currently in effect through December 31, 2013 (subject to paragraph B.)
(b) Effective January 1, 2014 (or as soon as administratively practical) employees in this bargaining
unit with coverage shall be covered under one of the Medical Care plans as described in
Appendix C.
(c) Employees in this bargaining unit shall make Medical Care contributions (contributions are bi-
weekly and pre-tax) In accordance with the Medical Care plan they select.
(d) Any healthcare changes to take effect after September 30, 2018, shall be negotiated.
Ill
DENTAL COVERAGE
The Employer shall provide a Standard Dental Plan for employees and their dependents. Benefits under
the plan shall be 100% for Class I Benefits (Preventative), 85% for Class II (Basic), 50% for Class III (Major) and 50%
for Class IV (Orthodontia) subject to a $25 annual deductible for single coverage and $50 annual deductible for
two person or family coverage for Class II and Class ill services. The maximum per individual per calendar year is
$1,000. The maximum for orthodontia per individual is $1,000.
Employees have the option of selecting a High Option Plan during open enrollment. Employees selecting
the High Option Dental Plan rather than the Standard Dental Plan shall pay, through payroll deduction, the
amount established annually by the Employer. Effective January 1, 2019, the maximum per individual per
calendar year shall be $1,500. Employee bi-weekly contributions for High Option Dental shall remain the same:
Single $1.15, Two Person $1.73 and Family $5.00.
Employees have the option of selecting a modified plan during open enrollment or selecting no dental
coverage. Employees selecting the modified plan, or no coverage rather than the Standard Dental Plan shall h
a
v
e
employee earnings added to their paycheck as a result of selecting a reduced benefit.
IV
VISION COVERAGE
The Employer shall provide a Standard Vision Plan for employees and their dependents. Benefits under
the plan shall provide for a vision examination with a $5 co-pay and a $7.50 co-pay on lenses and frames ev
e
r
y
2
4
months from the date of the last examination or prescription for lenses and frames.
Employees have the option of selecting a High Option Vision Plan during open enrollment. Employees
selecting the High Option Vision Plan rather than the Standard Vision Plan shall pay, through payroll deduction,
the amount established annually by the Employer.
Any employee who has his or her glasses damaged while on duty performing job related functions shall
have the cost of the replacement glasses paid by the County to a maximum of $250 (after utilization of insurance).
23
V
LIFE INSURANCE AND ACCIDENTAL DEATH AND DISMEMBERMENT COVERAGE
(a) LIFE COVERAGE
The Employer shall provide a Standard Life Plan for employees. The benefit under the plan shall
provide one and one-half times the employee's annual salary. Employees have the option of selecting a Higher
Life Plan during open enrollment. Employee selecting the Higher Option Plan rather than the Standard Life Plan
shall pay, through payroll deduction, the amount established annually by the Employer.
Employees have the option of selecting a Lower Life Plan during open enrollment. Employees
selecting the Lower Life Plan rather than the Standard Life Plan shall have employee earnings added to their
paychecks as a result of selecting a reduced benefit.
(b) ACCIDENTAL DEATH AND DISMEMBERMENT COVERAGE
The Employer shall provide a Standard AD&D Plan for employees. The benefits under the plan
shall provide one times the employee's annual salary.
Employees have the option of selecting Higher AD&D Plans during open enrollment. Employees
selecting Higher Option Plans rather than the Standard AD&D Insurance plan shall pay, through payroll deduction,
the amount established annually by the Employer.
VI
MILEAGE
Employees required to drive their personal vehicle on official County business shall be reimbursed for
miles traveled at the rate equivalent to the IRS mileage rate.
VII
SHERIFF'S PHYSICAL FITNESS INCENTIVE PROGRAM
Any Command Officer who meets the established physical fitness standards will be granted the following
leave days under the condition set forth in the following chart:
This program is voluntary.
24
). After the first year of successful participation in the program, an employee will receive a total of 2 Physical Fitness Leave Days for consecutive years of successful participation. Sheriff's Physical Fitness Incentive Program The Sheriffs Office Physical Fitness Program is a voluntary program for all Command Officers. The Sheriffs Office will select and conduct at least three physical fitness testing times before September 1st of each calendar year. Command Officers who meet the established physical fitness standards will be granted the following Physical Fitness Leave Days under the conditions set forth: Physical Fitness testing completed by: FY 19 09/01/2019 FY 20 09/01/2020 FY 21 09/01/2021 Number of Physical Fitness Leave Days granted: 1 or 2 days depending on the employee's prior participation in the program Physical Fitness Leave Day(s) added to leave bank: 10/26/2019 10/24/2020 10/23/2021 Physical Fitness Leave Day(s) to be used by: 09/26/2020 09/24/2021 09/23/2022 If 60% of the bargaining unit meets the physical fitness standards by September 1st then two additional physical fitness leave days will be added to each employee's physical fitness leave day bank during the second pay period of the new fiscal year FY 19 09/01/2019 FY 20 09/01/2020 FY 21 09/01/2021 3 or 4 days depending on 10/26/2019 employee's prior participation in 10/24/2020 the program 10/23/2021 09/26/2020 09/24/2021 09/23/2022 Should the bargaining unit have a 50% successful completion rate in any given year, the employee may be paid for 2 of the 3 Physical Fitness Days or 3 of the 4 unused Physical Fitness Days as of the last pay period in the fiscal year. Payment will occur in the first pay period of the new fiscal year. ). The third or fourth physical fitness leave day granted must be used and cannot be paid out under any circumstances. Should an employee leave this bargaining unit, the employee shall be paid off their unused Sheriffs Physical Fitness Days (that are eligible for payoff) at their current pay rate. The County shall note this payoff on the separation form and the payoff will appear on the employee's last paycheck.
VIII
BEREAVEMENT LEAVE
In the event of the death of a member of unit employee's immediate family or household, i.e., where the
deceased bears the relation of spouse, child, parent, sibling, guardian, grandparent, or grandchild, or is a member
of the employee's household (i.e., resides in his or her residence at the time of death), the employee shall be
granted a paid leave of three consecutively scheduled work days. In the event of the death of a unit employee's
parent-in-law, grandparent-in-law, brother, sister, daughter or son-in-law, the employee may be granted up to
three consecutively scheduled work days at the discretion of the employee's Department Head, in consideration
of the relationship of the employee to the deceased and the geographic location of the funeral. Covered
relations may be natural, adoptive, step or foster in nature. Covered leave shall be paid at the employee's regular
hourly rate. Absent extenuating circumstances, an employee must notify the Sheriff/designee of eligibility for
said leave by written application on forms provided by the Human Resources Department prior to use of the
leave. Such time off shall not be debited from an employee's established leave banks. Should the death of a
member of a unit employee's immediate family or household occur while the employee is on a scheduled
vacation, he/she shall be eligible for the paid leave provided herein, provided he/she notifies the Sheriff/designee
prior to the date of the funeral and attends the funeral.
IX
PERSONAL LEAVE
A. DEFINITION OF PERSONAL LEAVE
Personal Leave is an absence from work for which the employee is paid just as if he/she was at
work. Personal Leave is provided primarily to provide income protection for the employee whose
personal illness or incapacity is such that they are not able to work, but they have not yet met the
required waiting period to qualify for the short-term disability plan. Personal Leave may also be used for,
but is not limited to, personal business, vacation, care of ill family members and medical or dental
examinations and treatment.
B. ELIGIBILITY FOR PERSONAL LEAVE
1. Unit members will be issued five personal leave days during the first full pay period of
each calendar year in which they remain actively employed. Personal Leave may not be
used before it is credited to the Personal Leave Bank, and no more time may be used than
what is available in the Personal Leave Bank.
2. New Hires who successfully complete their six-month probationary period will receive
Personal Leave days on the closest pay period following the completion of their
probationary period, in accordance with the following provisions:
Those employees whose probationary period falls within two calendar years will receive a
pro-rated amount of Personal Leave days calculated from the date of hire through the
end of the calendar year in which they were hired. In addition, these employees will
receive five Personal Leave days for the calendar year in which their probationary period
is completed.
Those employees whose entire probationary period falls within a single calendar year will
receive a pro-rated amount of Personal Leave days. Calculated from their date of hire
through the balance of the calendar year in which they were hired.
26
C. ACCUMULATION OF PERSONAL LEAVE
1. Employees may accumulate up to a total of 18 Personal Leave days. Once the maxim
u
m
is reached no further Personal Leave time will accumulate either for immediate o
r
f
u
t
u
r
e
use when the employee's accumulation is below the maximum.
2. Personal Leave days have no cash-in value.
D. USE OF PERSONAL LEAVE
1. Uses of Personal Leave with advance permission of the department head include,
b
u
t
a
r
e
not limited to, personal business, vacation, scheduled medical and dental examin
a
t
i
o
n
s
o
r
treatment and supplementing Worker's Compensation or Income Disability Insurance
payment.
2. Personal Leave may also be used without advance permission of the Department He
a
d
,
for personal illness or incapacity over which the employee has no reasonable contro
l
,
o
r
the illness or incapacity of a family member if the employee is the only person avai
l
a
b
l
e
t
o
render such care or other exigent circumstances. The Sheriff or his designee shall be
responsible for reviewing employee requests for Personal Leave under this sub-secti
o
n
and determining their validity. The Sheriff or his designee may refuse to allow use o
f
Personal Leave when circumstances give rise to suspicion of abuse (e.g., where ther
e
i
s
a
pattern in the use of leave days, etc.), in such cases, an employee may be required
t
o
provide information including documentation to substantiate the reason for the ab
s
e
n
c
e
.
3. Employees unable to work their shift shall notify the Sheriff or his designee no later than
one hour before the start of their normal work shift.
E. EFFECT OF PERSONAL LEAVE ON ANNUAL LEAVE
1. Employees on Personal Leave shall continue to accumulate Annual Leave just as if t
h
e
y
were on the job.
2. Legal Holidays which are counted as days off with pay by the County shall not be
deducted from an employee's Personal Leave accumulation when they fall during
a
period of Personal Leave usage.
F. EFFECT OF RE-EMPLOYMENT ON PERSONAL LEAVE
1. Former employees, who return to County Service, must start their accumulation of
Personal Leave as new employees. However, at such time that their prior County
S
e
r
v
i
c
e
is recognized by the Oakland County Employees Retirement System, all persona
l
l
e
a
v
e
accumulation they had at the time of separation shall be reinstated.
27
2. Employees who leave the County Service to enter the Armed Forces of the United States
under the provisions of the Selective Service Act, who are members of the Armed Forces
and are called to active duty, or who enlist in the Armed Forces during a declared national
emergency shall, upon re-employment by the County, have available any unused Personal
Leave previously earned: provided that such re-employment takes place within ninety
(90) days after discharge or release from active duty in the Armed Forces whichever is
later.
G. EFFECT OF BEREAVEMENT LEAVE ON PERSONAL LEAVE
Employees who are given permission to use Bereavement Leave during the period of approved
Personal Leave usage shall not have the time spent on Bereavement leave deducted from their
Personal Leave accumulation.
X
JURY DUTY
Employees required to serve on jury duty will be paid as if they were at work and will be considered to be
assigned to the day shift until the termination of jury duty. Jury service constitutes a regular full day's work,
unless the employee is released by the Court before its afternoon session. In such event, the employee shall
consult with his/her Commanding Officer as to whether she/he should return to work. Compensation is to be for
no more than 40 hours per work week.
Employees on jury duty leave will continue to receive all fringe benefits they normally receive while they
are on jury duty.
Employees must turn in a copy of their jury duty notification and are required to turn in all jury duty fees
excluding mileage to the Sheriffs Office.
XI
PARENTAL LEAVE POLICY
PURPOSE
This policy provides for six (6) weeks of paid Parental Leave after the birth or adoption, of a new
child to provide parental bonding time for Oakland County employees.
ELIGIBILITY
A. Full-time eligible employees who have a completed six (6) months of County service. This
includes full time appointed and non-merit employees and employees serving a one-year
probationary period.
B. Eligible parent is defined as mother or father with parental rights to the child.
Ill. PAY AND BENEFITS DURING PARENTAL LEAVE
A. Parental Leave is paid at 100% of an employee's current straight time rate of pay for six
consecutive weeks (40 hours per week, maximum hours to be paid 240 hours).
B. Benefits continue during Parental Leave.
C. All benefit contributions will be deducted from an employees' bi-weekly payroll check.
D. Employees will continue to accrue leave time while on Parental Leave.
E. Parental Leave does not impact an employee's benefit date.
28
IV. USING PARENTAL LEAVE
A. Parental Leave may not be used for the five-day waiting period before shot-term disability
begins.
B. Parental Leave must be used for six (6) consecutive weeks. Unused Parental Leave will be
forfeited if the employee chooses to return to work before the end of the six (6) week
Parental Leave period.
C. Intermittent Parental Leave is not permitted.
D. Parental Leave for the mother will begin immediately after the termination of short-term
disability; termination of short-term disability will be verified.
E. Parental Leave for the father or spouse will begin the day after the birth event.
F. Parental Leave will begin the day of the adoption or placement for adoption for mother,
father, or spouse.
G. Parental Leave will be granted per birth or adoption event; multiple births or adoptions in
one event does not increase the amount of Parental Leave time granted.
V. APPLICATION FOR PARENTAL LEAVE
A. A Parental Leave form should be completed and submitted to the Human Resources
Department- Records Unit at least 30 days before Parental Leave is to be used.
B. Employees must submit sufficient documentation of birth, or placement of adoption to
the Human Resources Department/Records Unit in order to complete the Parental Leave
approval process. See Parental Leave request form for specific documentation.
C. The Human Resources Department Records Unit is responsible for reviewing and
approving all requests and notifying the department and employee of the approval of
Parental Leave.
D. Submitting false information or falsified documents in support of or in connection with
Parental Leave is subject to appropriate disciplinary action.
VI. PARENTAL LEAVE, FAMILY MEDICAL LEAVE ACT, AND HOLIDAYS
A. Approved Family Medical Leave Act (FMLA) will run concurrently with Parental Leave.
B. If the employee is not eligible for FMLA leave or FIVILA benefits are exhausted, the
employee may still be eligible for Parental Leave time.
C. The Human Resources Department/Records Unit will track FMLA and Parental Leave
usage and inform departments of appropriate coding for payroll purposes.
D. County recognized Holidays that occur while an employee is on Parental Leave will be
coded as "Parental Leave".
VII. OTHER PROVISIONS OF THE PARENTAL LEAVE POLICY
A. Exceptions to the Parental Leave policy may be sought in extreme cases by submitting a
written request to the Human Resources Department.
B. The Human Resources Department will provide an annual Parental Leave update to the
Human Resources Committee of the Board of Commissioners.
29
XII
ANNUAL LEAVE BUY-BACK PROGRAM
An employee who has 60 or more hours in his/her annual leave bank may submit a request by the end of
the second pay period in July to cash out not less than 20 hours nor more than 40 hours of pay (in full hour
increments) from his/her annual leave bank. This Annual Leave cash out shall not leave an employee's annual
leave bank with less than 40 hours. The Annual Leave Buy Back payment shall be paid in the second pay period in
August.
Said pay is in lieu of the requested number of annual leave hours and is subject to all applicable state,
federal, and local withholding, and other payroll deductions.
Any payment received as a result of annual leave buy back shall not be included in final average
compensation (FAC) for employees in the defined benefit plan and no employer or employee contribution will be
made to the defined contribution plan as a result of this payment.
30
APPENDIX C
Attached hereto is the Medical Options Comparison chart
31.
jMPORTANT NOTE: This document is not a contract. It is intended to provide a comparison of available benefit options and to summarize the provisions and features of each plan. Please refer to the Summary Plan Document (SPD) to confirm coverage details. Every effort has been made to ensure the accuracy of this document. In the event that the information contained in this document differs from the SPD, the information contained within the SPD will prevail. This document does not establish or determine eligibility for benefits or procedures, nor does it constitute an amendment, modification or change to the SPD or to any existing contract. All coverage is subject to medical necessity guidelines as outlined in the SPD. In order to be eligible for benefits as specified in the SPD, services received by a Covered Person must be administered or ordered by a Physician, be Medically Necessary for the diagnosis and treatment of an illness or injury and allowable/covered charges, unless otherwise specifically noted in the SPD. Medical Plan Options Comparison BENEFITS AVAILABLE TO ALL EMPLOYEES PPM ASR Health Benefits AVAILABLE TO ALL EMPLOYEES PPO2 Blue Cross/Blue Shield PPO Community Blue Plan AVAILABLE TO ALL EMPLOYEES PPO3 ASR Health Benefits AVAILABLE TO ALL EMPLOYEES HMO ONLY AVAILABLE TO EMPLOYEES CURRENTLY ENROLLED TRADITIONAL Health Alliance Plan Blue Cross/Blue Shield (HAP) Traditional Plan (BC/BS) www.asrhealthbenefits.com www.BCBSM.com www.asrhealthhenefits.com www.HAP.org www.BCBSM.com 532 / 565 / $75 Employee Bi-Weekly Contributions NO COVERAGE Option Network(s) Deductible(s) Coinsurance Coinsurance Maximum $32 /S65 /575 HAP Alliance Health & Life PPO / Physicians Care / CIGNA / Multiplan $200 per person/$400 per family per calendar year 0% for most services; 10% after deductible as noted. $1,000 per person/family per calendar year. $42 / 570 / $85 $100 per person/ $200 per family per calendar year 10% after deductible as noted. 50% for private duty nursing. $500 per person/$1,000 per family per calendar year. $16 / $35 /545 $250 per person/$500 per family per calendar year 20% after deductible as noted. 50% after deductible for private duty nursing. $52 / 589 / $94 Blue Cross/Blue Shield $200 per person/$400 per family per calendar year 10% after deductible as noted. 25% for private duty nursing. $1,000 per person/family per calendar year. No Deductible No Coinsurance Refer to the 2019 Your Total Compensation Statement for (Earnings) amount. Blue Cross/Blue Shield HAP Alliance Health & Life Health Alliance Plan FPO / Physicians Care / HMO CIGNA / Multiplan $1,000 per person/$2,000 Not Applicable per family per calendar year. INPATIENT HOSPITAL CARE General Conditions I00%* Semi-Private Drugs Intensive Care Unit Meals Hospital Equipment Special Diets Nursit_zigSarer _ n 41.L1, OUTPATIENT HOSPITAL CARE Emergency Room Care :opay Accidental Injuries 90% after deductible* $100 copay 80% after deductible* 100%* Bariatrie Copay: $1,000 $100 copay, deductible and $100 copay coinsurance may also apply for 100W $100 copay
BENEFITS AVAILABLE TO ALL Medical Plan Options Comparison AVAILABLE TO ALL ONLY AVAILABLE TO AVAILABLE TO ALL AVAILABLE TO ALL EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES PPO1 ASR Health Benefits Avww.asrlieftlthbenefits.com PPO2 Blue Cross/Blue Shield PPO Community Blue Plan www.BCBSM.com PPO3 ASR Health Benefits www.asrhealtlibenefits.com HMO Health Alliance Plan (HAP) www.HAP.org CURRENTLY ENROLLED TRADITIONAL Blue Cross/Blue Shield Traditional Plan (BC/BS) www.BCBSM.corn Medical Emergencies Copay waived for accidental injury or if admitted Copay waived for accidental injury or if admitted some services. Copay waived for accidental injury or if admitted Copay waived if admitted Copay waived for accidental injury or if admitted Physical Therapy 100%* 90% after deductible* 60 combined visits per calendar year. 80% after deductible* 100%* Includes Speech Therapy and Occupational Therapy Up to 60 consecutive visits per benefit period. May be rendered at home. 90% after deductible* 60 combined or consecutive visits per calendar year. URGENT CARE Urgent Care Visits $20 copay [ $20 copay $20 copay VO copay 90% after deductible* PREVENTATIVE CARE SERVICES Routine Health Maintenance Exam — includes chest x-ray, EKG, cholesterol screening and other select lab procedures 100%* 100%* 100%* 100%* 100%* Routine Physical 100%* 100%* 100%* 100%* 100%* Routine Gynecological Exam 100%* 100%* 100%* 100%* 100%* Routine Pap Smear Screening — laboratory and pathology services 100%* 100%* 100%* 100%* Well-Baby Child Care V isits • 6 visits, birth through 12 months • 6 visits, 13 months through 23 months • 6 visits: 24 months through 35 months • 2 visits, 36 months through 47 months • Visits beyond 47 months are limited to one per member per calendar year 100%* 100%* Plan covers 8 visits (birth through 12 months). 100%* 100%* No limits on number of visits 100%* Plan covers 8 visits (birth through 12 months),
BENEFITS AVAILABLE TO ALL edical P an Options M • • - - Comparison AVAILABLE TO ALL AVAILABLE TO ALL ONLY AVAILABLE TO AVAILABLE TO ALL EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES PPO1 ASR Health Benefits N MIS'. asrhealthbenefits.com PPO2 Blue Cross/Blue Shield PPO Community Blue Plan www.BCBSIVI.com PPO3 ASR Health Benefits www.asr healtbbenefits.co m HMO Health Alliance Plan (HAP) www.HAP.org CURRENTLY ENROLLED TRADITIONAL Blue Cross/Blue Shield Traditional Plan (BC/BS) www.BCBSM.com under the health maintenance exam benefit Adult and Childhood Preventive Services and Immunizations as recommended by the USPSTF, ACIP, HRSA or other sources as recognized by BCBSM, ASR and HAP that are in compliance with the provisions of the Patient Protection and Affordable Care Act 100%* 100%* 100%* 100%* 100%* Routine Fecal Occult Blood Screening 100%* 100%* 100%* 100%* 100%* Routine Flexible Sigmoidoseopy Exam 100%* 100%* I 00% I 00%* 100%* Routine Prostate Specific Antigen (PSA) Screening 100%* 100%* 100%* 100%* 100%* Routine Mammogram and Related Reading 100%* 100%* NOTE: Subsequent medically necessary mammograms performed during the same calendar year are subject to your deductible and percent coinsurance. 100%* NOTE: Medically necessary mammograms are subject to your deductible and percent coinsurance, 100%* 100%* NOTE: Subsequent medically necessary mammograms performed during the same calendar year are subject to your deductible and percent coinsurance Colonoscopy — Routine or Medically Necessary 100%* 100%* NOTE: Subsequent colonoscopies performed during the same calendar year are subject to your deductible and percent coinsurance, 100%* NOTE: Subsequent colonoscopies performed during the same calendar year are subject to your deductible and percent coinsurance, 100%* 100%* NOTE: Subsequent colonoscopies performed during the same calendar year are subject to your deductible and percent coinsurance. MENTAL HEALTH CARE Inpatient Mental Health 100%* 90% after deductible* 80% after deductible* 100%* 100%* Outpatient Mental Health Visits $20 copay 90% after deductible* Office Visits $20 copay $20 copay $20 copay 100%*
BENEFITS AVAILABLE TO ALL Medical Plan Options Comparison AVAILABLE TO ALL ONLY AVAILABLE TO AVAILABLE TO ALL AVAILABLE TO ALL EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES PPO I ASR Health Benefits 111,vw.asrhealthbenefits.com PPO2 Blue Cross/Blue Shield PPO Community Blue Plan www.BCBSINIcom PPO3 ASR Health Benefits www.asrhealthbenefits.com HMO Health Alliance Plan (HAP) www.HAP.org CURRENTLY ENROLLED TRADITIONAL Blue Cross/Blue Shield Traditional Plan (BC/BS) www.BCBSM.com Inpatient Substance Abuse Care Chemical Dependency 100%* 90% after deductible* 80% after deductible* 100%* 100"/e Outpatient Substance Abuse Care Chemical Dependency $20 copay 90% after deductible* Office visit $20 copay $20 copy $20 copay 100%* In approved facilities only SPECIAL HOSPITAL PROGRAMS Hospice Care 100%* 100%* 80% after deductible* Covered up to 210 days per lifetime. 100% of approved amount Specified Human Organ Transplants 100%* 90% to 100%* Covered according to plan guidelines. 80% after deductible* Covered according to plan guidelines. 100% in approved facilities MEDICAL AND SURGICAL CARE Surgery move 90% after deductible* 80% after deductible* 100%* Voluntary second surgical opinion; $20 copay. 100%* Voluntary second surgical opinion on certain surgeries. Technical Surgical Assist. 100%* 90% after deductible* 80% after deductible* 100%* 100%* Anesthesia 100%* 90% after deductible* 80% after deductible* 100%* 100%* Maternity Care Delivery 100%* 90% after deductible* 80% after deductible* 100%* 100%" Pre- and Post-Natal Care 100%* 100%* 100% for some pre-natal visits; otherwise 80% after deductible* 100% pre-natal visits* $20 copay post-natal visits 100% pre-natal visits 90% after deductible post-natal visits* Inpatient Medical Care 100%* 90% after deductible* 80% after deductible* 100%* 100%* Inpatient Consultations 100%* 90% after deductible* 80% after deductible* 100%* 100%* Laboratory & Pathology 100%* 90% after deductible* 80% after deductible* 100%* 90% after deductible* Diagnostic Services 100%* 90% after deductible* 80% after deductible* 100u/D* 90% after deductible* Diagnostic and Therapeutic Radiology 100%* 90% after deductible* 80% after deductible* Covered* 90% after deductible* , ADDITIONAL BENEFITS Office Visits $20 copay $20 copay $20 copy $20 copay 90% after deductible* Chiropractic Care _ $20 copay Limited to 38 visits per calendar year. $20 copay Limited to 24 visits per calendar year. $20 copay Limited to 38 visits per calendar year. Not Covered 90% after deductible* Limited to 38 visits per calendar year. Allergy Testing 100%* 100%* 80% after deductible* $20 copay 90% after deductible* Allergy Therapy 100%* 100%* 80% after deductible* 100%* 90% after deductible* Ambulance Services 90% after deductible* 90% after deductible* 80% after deductible* 100W 90% after deductible*
BENEFITS AVAILABLE TO ALL Medical Plan Options Comparison . AVAILABLE TO ALL AVAILABLE TO ALL AVAILABLE TO ALL ONLY AVAILABLE TO EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES PPO1 ASR Health Benefits www .asrheal tit be nefits.corn PPO2 Blue Cross/Blue Shield PPO Community Blue Plan www.BCBSM.com PPO3 ASR Health Benefits www.asrhealthbenefits.com HMO Health Alliance Plan (HAP) www.HAP.ora CURRENTLY ENROLLED TRADITIONAL Blue Cross/Blue Shield Traditional Plan (BC/BS) www.BCBSM.com Durable Medical Equipment 90% after deductible* 90% after deductible* 80% after deductible* 100%* 90% after deductible* Diabetic Supplies 90% No Annual Deductible* 90% after deductible* 80% after deductible* 100%* 90% after deductible* Private Duty Nursing 90% after deductible* 50% after deductible* 50% after deductible* Not Covered 75% after deductible* Skilled Nursing I 00%* 90% after deductible* 80% after deductible* 100% Up to 730 days renewable after 60 days* 100%* Assisted Reproductive Treatment Not Covered Not Covered Not Covered 100%* One attempt of artificial insemination per lifetime. Not Covered Voluntary Sterilization and FDA Approved Contraceptive Methods 100%* 100%* 100%* 100%* 100%* - PROGRAM PROVISIONS Out of Network Services In general, Plan pays 85% of approved amount less applicable copays. For diabetic supplies, durable medical equipment, and private duty nursing, Plan pays 75% of approved amount after deductible (if applicable), Plan pays 70% of approved amount, after out-of-network deductible, less applicable copays. In general, Plan pays 65% of approved amount after deductible less applicable copays. For private duty nursing, Plan pays 50% of approved amount after deductible, Not covered except for emergencies Payment of Covered Services Preferred (Network) Hospitals: Preferred (Network) Hospitals: Preferred (Network) Hospitals: Copays as noted. Participating_Hospitals: 100% of covered benefits. Non-Network Hospitals: 90% of covered benefits, after deductible. Non-Network Hospitals: 80% of covered benefits, less applicable deductible. Non-Network Hospitals: 100% of covered benefits Non-participating Hospitals: 85% of approved payment amount Preferred (Network) Physicians - Inpatient care in acute-care hospital - $70 a day. Inpatient care in other hospitals - $15 a day, Medicare Surgical: 70% of approved payment amount after out-of-network deductible. Prefetred etwork Ph s'cians: 65% of approved payment amount, after deductible Preferred (Network) Physicians - Outpatient: 100% after $20 copay. Non-network Physicians - Outpatient: Outpatient: 100% after $20 copay. Non-network Physicians: 100% after $20 copay. Non-network Physicians - 100% of 13CF3SM's approved amount. 85% of approved payment amount after $20 copay. 70% of approved payment amount after out-of-network deductible and $20 copay. Outpatient: 85% of approved payment amount after $20 copay.
Medical Plan Options Comparison BENEFITS AVAILABLE TO ALL EMPLOYEES PPM ASR Health Benefits AVAILABLE TO ALL EMPLOYEES PPO2 Blue Cross/Blue Shield PPO Community Blue Plan AVAILABLE TO ALL EMPLOYEES PPO3 ASR Health Benefits AVAILABLE TO ALL EMPLOYEES HIVIO ONLY AVAILABLE TO EMPLOYEES CURRENTLY ENROLLED TRADITIONAL Health Alliance Plan Blue Cross/Blue Shield (HAP) Traditional Plan (BC/BS) www.asrhealthbenefits.com www.BCBSM.com www.asrhealthhenefits.com www.HAP.org www.BCBSM.com NOTE: Hearing aids and services are not covered under any Oakland County medical plans. PRESCRIPTION DRUG PROGRAM Retail Prescription Navitus Carrier www.navitus.corn Mail Order Prescription NoviXus Carrier WWW.110V iXIIS. COM Participating/Network Covered / Copays: Pharmacies Tier 1: $5 Most Generics/Some Brands; Tier 2: $20 Preferred Brands/Some Generics; Tier 3: $40 Non-Preferred products (could include both brand and generic) Select Birth Control pills covered $0 copay. Non-Participating/Non- Paid at the in-network cost, less Network Pharmacies $5, $20 or $40 copay. Maintenance Drugs Maintenance drugs taken on a long-term basis can be filled as a three-month supply for a one-month copay through either the Mail Order Drug carrier or at a retail pharmacy. Navitus www.navitus.com NoviXus WWW.r) 0 ViXIIS.COM Covered / Copays: Tier 1: $5 Most Generics/Some Brands; Tier 2: $20 Preferred Brands/Some Generics; Tier 3: $40 Non-Preferred products (could include both brand and generic) Select Birth Control pills covered $0 copay. Paid at the in-network cost, less $5, $20 or $40 copay. Maintenance drugs taken on a long-term basis can be filled as a three-month supply for a one-month copay through either the Mail Order Drug carrier or at a retail pharmacy. Navitus www.navilus.com NoviXus www.novi.xus.com Covered / Copays: Tier 1: $5 Most Generics/Some Brands; Tier 2: $20 Preferred Brands/Some Generics; Tier 3: $40 Non-Preferred products (could include both brand and generic products) Select Birth Control pills covered $0 copay. Paid at the in-network cost, less $5, $20 or $40 copay. Maintenance drugs taken on a long-term basis can be filled as a three-month supply for a one-month copay through either the Mail Order Drug carrier or at a retail pharmacy. Health Alliance Plan www.HAP.org Pharmacy Advantage www.PharmacvAdvantageR x.com Covered / Copays: Tier 1: $5 Most Generic; Tier 2: $20 Select Brand name; Tier 3: $40 Non-Preferred. Select Birth Control pills covered $0 copay. Not Covered. Maintenance drugs taken on a long-term basis — a 30 or 90-day supply, whichever is greater, can be obtained for a one-month copay at your local pharmacy. Navitus www.navit LIS. COM NoviXus w ww.novixus. co m Covered / Copays: Tier I: $5 Most Generics/Some Brands; Tier 2: $20 Preferred Brands/Some Generics; Tier 3: $40 Non-Preferred products (could include brand and generic) Select Birth Control pills covered $0 copay. Paid at the in-network cost. less $5, $20 or $40 copay. Maintenance drugs taken on a long-term basis can be filled as a three-month supply for a one-month copay through either the Mail Order Drug carrier or at a retail pharmacy. A 90-day supply of maintenance drugs may be obtained through mail order.
BENEFITS AVAILABLE TO ALL Medical PlanOptions Comparison ONLY AVAILABLE TO AVAILABLE TO ALL AVAILABLE TO ALL AVAILABLE TO ALL EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES PPM. ASR Health Benefits www.asrheatthbenefits.com PPO2 Blue Cross/Blue Shield PPO Community Blue Plan www.BCBSM.com PPO3 ASR Health Benefits www.asrhealthbenefits.com HMO Health Alliance Plan (HAP) www.HAP.org CURRENTLY ENROLLED TRADITIONAL Blue Cross/Blue Shield Traditional Plan (BC/BS) www.BCBSM.com Note: While in the hospital, drugs are covered under your medical plan. If you request a prescription be filled with a brand name drug and there is a generic equivalent available, you will be responsible for the Tier 3 copay plus the differential between the cost of the brand and the generic drug. If your doctor makes the request, you will be responsible for the Tier 3 copay. If you request a prescription be filled with a brand name drug and there is a generic equivalent available, you will be responsible for the Tier 3 copay plus the differential between the cost of the brand and the generic drug. If your doctor makes the request, you will be responsible for the Tier 3 copay. If you request a prescription be filled with a brand name drug and there is a generic equivalent available, you will be responsible for the Tier 3 copay plus the differential between the cost of the brand and the generic drug. If your doctor makes the request, you will be responsible for the Tier 3 copay. If you request a prescription be filled with a brand name drug and there is a generic available, you will be responsible for the full cost differential between the cost of the brand and the copay of the generic drug. If your doctor makes the request, you will be responsible for the Tier 3 copayment. If you request a prescription be filled with a brand name drug and there is a generic equivalent available, you will be responsible for the Tier 3 copay plus the differential between the cost of the brand and the generic drug. If your doctor makes the request, you will be responsible for the Tier 3 copay.
Dental Plan Options Comparison — Command Officers Association (COA) BENEFITS AVAILABLE TO ALL EMPLOYEES AVAILABLE TO ALL EMPLOYEES AVAILABLE TO ALL EMPLOYEES High Plus Delta Dental Ivww.deitatientaimixona Standard Delta Dental www,deltatlentalmi.com Modified Delta Dental w 1 vw.d eltatientairnixorn Employee Bi-Weekly Contributions / (Earnings) $1.15! 51.73 /55 $0 /SO / $0 (SI.15) / ($1.73) / ($3.27) NO COVERAGE Option Refer to your 2019 Total Compensation Statement for (Earnings) Amount Network(s) Delta Dental PPO / Delta Dental Premier Delta Dental PPO / Delta Dental Premier Delta Dental PPO / Delta Dental Premier DIAGNOSTICS AND PREVENTIVE Diagnostics and Preventive Services — routine oral exams, cleanings, fluoride, and space maintainers 100% 100% 100% Emergency Palliative Treatment — to temporarily relieve pain 100% 100% 100% Periodontal Maintenance — cleanings following periodontal therapy 100% 100% 100% BASIC SERVICES Radiographs —X-rays 85% 85% 50% Minor Restorative Services — fillings and crown repair 85% 85% 50% Endodontic Services — root canals 85% 85% 50% Periodontic Services— to treat gum disease 85% 85% 50% Oral Surgery Services — extractions and dental surgery 85% 85% 50% Major Restorative Services — crowns 85% 85% 50% Other Basic Services — miscellaneous services 85% 85% 50% Relines and Repairs — to bridges, dentures, and implants 85% 85% 50% MAJOR SERVICES Prosthodontie Services — bridges, , implants, and dentures 50% 50% 50%
ental Plan Options Comparison — Command Officers Association (COA) —...--------- --. _____ Orthodontic Services — minor treatment for tooth guidance, full banding treatment, and monthly active treatment visits 50% 50% 50% Orthodontia Maximum Limit $1.000 per eligible member per lifetime. $1,000 per eligible member per lifetime. $750 per eligible member per lifetime. Orthodontic Age Limit Up to age 19 Up to age 19 Up to age 19 PROGRAM/PROVISIONS Deductibles $25 per person i $50 per family/per calendar year $25 per person / $50 per family/per calendar year $25 per person I $50 per family/per calendar year Maximum Benefit $1,500 per individual per calendar year. All benefits based on maximum approved fees, $1,000 per individual per calendar year. All benefits based on maximum approved fees. $750 per individual per calendar year. All benefits based on maximum approved fees. NOTE: For additional information, refer to the Delta Dental Certificates and Benefit Summaries found on www, oak qcw.corn/benefits under Medical/Dental/Vision
Vision Plan Options Comparison BENEFITS AVAILABLE TO ALL AVAILABLE TO ALL EMPLOYEES EMPLOYEES High National Vision Administrators (NVA) www.e-nva.com Standard National Vision Administrators (NVA) www.e-nva.com Employee Bi-Weekly Contributions $1.35 / $2.88 / $3.85 $0 / $0 / $0 NO COVERAGE No Earning is s provided for No Coverage option. Network(s) National Vision Administrators National Vision Administrators EYE EXAM Vision Examinations $5 eopayment $5 copayinent LENSES AND FRAMES Lenses and Frames Lenses: Standard Glass or Plastic / Covered 100% after $7.50 copayment Frames: $67 retail allowance / 20% discount off remaining balance for frames that are not proprietary frame brands, Lenses: Standard Glass or Plastic! Covered 100% after $7.50 copayment Frames: $67 retail allowance! 20% discount off remaining balance for frames that are not proprietary frame brands. CONTACT LENSES Contact Lenses $35 allowance $35 allowance PROGRAM/PROVISIONS Benefits Payable Benefit payable every 12 months. Benefit availability will Benefit payable every 24 months. Benefit availability will stall over on Janualy 1 (following a 12-month period). start over on January 1 (following a 24-month period). Additional Discounts See the Benefit Summary for additional discounts available. NOTE: For additional information refer to the NVA Benefit Summaries found on www,oakqov.com/benefits under Medical/Dental/Vision.
APPENDIX D
Attached hereto is:
1) Oakland County Sheriffs Drug Testing Policy
2) Memorandum of Understanding-Compensatory Time
42
SHERIFF'S OFFICE DRUG TESTING POLICY
This Drug Testing Policy is established in order to promote and maintain a safe working environment for
all employees and the public. This Policy is also being implemented to reduce accidents and casualties, promote
efficiency and morale, and to ensure that Command Officers do not engage in illegal use of controlled substances,
which will inter alia, undermine confidence in law enforcement.
For purposes of the Policy "controlled substances" means marijuana, cocaine, amphetamines,
phencyclidine (PCP), opiates and any other intoxicating substances the possession or use of which (without a
proper prescription) is illegal under federal (which includes medical marijuana) or Michigan law.
I. Drug Use Prohibitions
No Employee shall:
A. Possess, be under the influence of, or use, any controlled substance, while on duty, in a County
vehicle, or on County premises, unless the employee has a proper prescription and the controlled
substance does not affect the employee's ability to perform his or her job duties.
B. Use, possess (except for a physician prescribed medication for the officer), sell, offer to sell or
buy, distribute controlled substances or facilitate such activities on duty or off duty.
C. Refuse to sign a consent or release form authorizing the collection of a specimen for analysis, and
the release of the results to the County.
D. Refuse to cooperate with the collection site personnel, County personnel, or in any way to refuse
to provide a specimen when required.
E. Violate any of the Department's Rules and Regulations regarding controlled substances (drugs).
Reasons for Drug Testing:
A. This Drug Testing Policy includes testing in the following situations:
1. Transfer: Testing an employee who is transferred to a job of a sensitive nature (e.g.,
Narcotic Enforcement Unit and other jobs designated by the Review Committee).
2. Return to Work: Testing an employee who has been off work for over six months.
3. Random: Random testing of all employees in the bargaining unit as determined by
computer lottery selection or other such method.
4. Based Upon Reasonable Suspicion: Testing when the Employer has reasonable suspicion
to believe that an employee is under the influence of, using, selling, dispensing or has
possession of a controlled substance.
5, Follow-up: Testing as part of counseling or rehabilitation.
43
6. The drug tests set forth in numbers 1,2,3, and 4 will be scheduled while the employee is
at work. Midnight shift employees may be required to remain on duty until the clinic
opens but will be paid overtime.
B. Orders for testing will come from the Sheriff or the Sheriffs designee.
C. An employee who refuses to submit to a drug test in accordance with this Policy shall be
permanently removed from County service except for good cause that is based on reasonable
objective criteria.
Ill. Procedures for Obtaining the Sample Specimen:
Procedures shall provide for individual privacy, while safeguarding the program against submissions of
altered or substitute specimens.
A. Completion of Testing Form:
1. The employee may be asked by the collection facility to furnish information in
writing to insure the integrity of the specimen collected, including information
verifying the identity of the employee and, if possible, identifying any prescription
or a prescription medication recently ingested by the employee.
2. A copy or photocopy of the Laboratory Testing Form shall be given to the
employee upon completion of the specimen collection procedure.
B. Collection of the Sample/Specimen:
1. Clean and previously unused collection and storage containers of the type utilized
by medical facilities for bodily fluids will be supplied by the testing laboratory for
urine collection. The employee may reject any container he or she reasonably
believes has been contaminated.
2. Privacy Area: Urine collection shall be conducted at the collection facility in a
manner which provides a high degree of security for the specimen and freedom
from adulteration. The employee shall be witnessed, by a person of the same
gender, while providing a specimen. The employee may be instructed to wash
dry his or her hands prior to submitting the required specimen. The volume of
the specimen must be at least 30 milliliters for the screening test and
confirmation test. The employee may be given a reasonable amount of liquid
(e.g., a glass of water) to assist in producing an adequate specimen. Site
personnel shall determine if the specimen contains at least 30 milliliters of urine.
Results from samples less than 30 milliliters will still be tested.
3. A second test may be requested only if the first specimen is suspect because of
adulteration or not a genuine sample. The employee will not be unreasonably
delayed.
44
IV. Laboratory Testing Procedure Regarding Specimens:
A. Laboratories must comply with applicable provisions of any Federal and State licensing
requirements. Accredited laboratories must have the facilities and capability of performing
screening and confirmation tests for each drug or metabolite for which service is offered and
requested. The COA will be given proof of accreditation.
B. The testing laboratory shall maintain a chain of custody record of any individual handling or
testing an employee's specimen.
C. Lab Test
1) The initial screening test will be a "10 panel" test of the RIA or EMIT type. If a positive
result is obtained, a confirmation test will then be conducted.
2) A confirmation or follow-up test for controlled substances will be of the Gas
Chromatography/Mass Spectrometry method. The laboratory shall be required to specify
the metabolites tested for, the cut-off levels and the testing procedure used in each drug
classification.
3) In determining whether a test result is positive, the laboratory shall use the following cut-
off levels:
Initial test analyte Initial test
cutoff
Confirmatory test
analyte
Confirmatory
test cutoff
Marijuana Metabolites 50 ng/ml THCA 15 ng/ml
Cocaine Metabolites 150 ng/m1 Benzoylecgonine 100 ng/m1
Opiate Metabolites
Codeine/Morphine 300 nem I Codeine
Morphine
300 nem'
300 ng/m I
6-Acetylmorphine 10 nem! 6-Acetylmorphine 10 ng/nnl
Phencyclidine 25 ng/m1 Phencyclidine 25 ng/ml
Amphetamines
AMP/MAMP 500 ng/ml Amphetamine
Methamphetamine
250 ng/ml
250 ng/ml
MDMA 500 ng/ml MDMA
MDA
MDEA
250 ng/ml
250 ng/ml
250 ng/ml
45
The Union will be notified of any proposed changes in cut-off levels and the parties will meet and
confer in accordance with the provisions of Section VI (Review Committee).
The County may, if reasonable under the circumstances and with notice to the Union after any
such test, test samples for other intoxicating substances not listed above or included in the standard 10
panel test. The COA will be given notice of the intoxicating substance and upon request will be given an
opportunity to meet and confer with the County and the Sheriff's Office regarding the proposed changes
concerning test cut-off levels. In any such case, the cut off level for a positive test shall be the generally
accepted level for a positive test for such substance.
4. After completion of all testing:
a) A written report from the laboratory which is signed and dated, must be submitted to the
collection site within 10 days of the test. Upon request, the report shall be made
available to the employee after its receipt by the Employer.
b) Negative specimens will be discarded. The chain of custody record, and all other reports
pertaining to the test will be kept by the testing laboratory for one (1) year.
c) If the test is positive, the employee may request, and shall be furnished, the information
available regarding:
1. The type of tests conducted;
2. The results of the test; and
3. The cut-off level and the methodology employed.
The employee may either request that the remainder of the specimen be retested by the
testing laboratory or that the remainder of the sample be sent to another accredited
independent testing facility (following the same chain of custody and cut-off levels
outlined in this policy) for retesting. If the subsequent test is positive, the cost shall be
borne by the requesting employee. If, however, the subsequent test is negative, the
County shall bear the cost of the second, independent test. If the subsequent test is
positive, the remaining preserved specimen will be frozen and properly secured in a long-
term locked storage area for a period of two (2) years. If the subsequent test is negative
the specimen will be discarded, except if the specimen is retained to test/examine it for
adulteration, tampering or related issues. The chain of custody record, and all other
reports pertaining to the subsequent test, will be kept by the testing laboratory for two
(2) years. The chain of custody records will upon request be provided to employees
testing positive.
V. Choice of Collection Facility and Testing Laboratory:
In the event the Employer wishes to change the current collection facility or testing laboratory,
the procedures utilized by any subsequent collection facility or testing laboratory shall be as specified
elsewhere in this Agreement. Any such facility or laboratory shall be licensed by the State or Federal
Government. The Union will be informed and shall be given the opportunity to inspect any new facility or
laboratory.
46
VI. Review Committee:
A Review Committee including the President of COA or designee, a designated representative of
the Human Resources Department, and the Sheriff's Office shall be formed. This Committee shall meet
periodically to review only issues that may arise under this Policy and to make recommendations to the
COA, the County, and the Sheriff's Office.
VII. Consequences of Violating the Sheriff's Office Drug Testing Policy:
Disciplinary action will be initiated against any employee found to be in violation of this Policy.
Employees shall be placed on leave with pay pending completion of the positive drug test
confirmation procedures.
VIII, Confidentiality:
All records pertaining to the initiation and administration of tests under this Policy shall be held
strictly confidential by the Human Resources Department and the Sheriff's Office. Only those County
employees who have a need to know shall have access to any records or reports. All others must have the
written permission of the employee. The Sheriffs Office or Human Resources shall maintain a copy of the
employee's permission slip. Copies shall be made available to the employee.
IX. Grievance Procedure:
Any disputes concerning the interpretation or application of this Policy shall be subject to the
grievance procedure except that the Arbitrator shall be without jurisdiction to modify the penalty.
Grievances shall be initiated at step three of the grievance procedure.
X. Last Chance Agreement Limited to Prescription Medication Only:
An employee whose drug test has been confirmed positive by a Medical Review Officer during
random, reasonable suspicion or other drug testing protocols (see Article II hereof), may request a Last
Chance Agreement under the following conditions:
A. The employee tested positive for a controlled substance for which the employee
previously had a valid prescription within the prior two years (measured from the date of
the drug test) prescribed for the employee by his/her physician.
B. The employee did not test positive for any other controlled substance.
C. The employee has not previously been subject to a Last Chance Agreement,
D. The employee applies for the Last Chance Agreement within fourteen (14) days of notice
of the positive drug test.
47
E. The employee signs H1PAA release form(s) and any other release form(s) as requested by
the County or OCSO to verify that the employee had a prior valid prescription from the
employee's physician for the medication (controlled substance) and to enable to OCSO
and the County to monitor the employee's progress during the rehabilitation program
and substance abuse program.
F. The standard Last Chance Agreement must be signed by the employee, the OCSO, the
County and the Oakland County Command Officers Association.
G. The employee must participate in and successfully complete an authorized drug
rehabilitation program selected by the OCSO or County to enable the employee to return
to work in a position selected by the OCSO. The employee shall have up to 45 days to
successfully complete this program.
H. The employee shall apply for Short Term Disability (STD) and shall use annual leave time
(the employee may reserve 40 hours of Annual Leave), personal leave time, leave without
pay and compensatory time for the first five days of medical leave. The employee shall
utilize his/her FMLA leave time.
After completion of the drug rehabilitation program, the employee must pass a medical
examination administered by a medical facility designated by the OCSO prior to being
allowed to return to duty. The examination shall only screen for drug use and the
physical impact of the prior drug usage.
J. Once the employee has completed the rehabilitation program and medical examination
and is authorized to return to duty, the employee:
• Shall submit to random drug screens (urinalysis, hair or other means of testing),
as determined by the OCSO for a three-year period at employee's cost.
• Participate in and follow all directives of a substance abuse program selected by
the OCSO or the County for up to a three-year period.
K. The employee shall be subject to the terms of this Last Chance Agreement and this Article
for three (3) years after his/her return to work.
L. The employee must agree in writing that the shall employee be terminated if at any time
during the three-year program period the employee violates: any portion of the Last
Chance Agreement; the OCSO's Drug Testing Policy; Department Rules and Regulations
and the Department's General Orders regarding illegal drugs (use, sale, possession,
distribution, etc.). The employee may utilize the grievance arbitration procedure only for
the purpose of grieving whether a violation(s) occurred, and not for the penalty imposed.
The arbitrator shall have no jurisdiction to modify the penalty.
LAST CHANCE AGREEMENT CONCERNING PRESCRIPTION MEDICATION
Re:
Whereas, the above referenced Command Officer (hereinafter "employee") has violated the OCSO's Drug
Testing Policy, and;
Whereas, employee has tested positive for a controlled substance(s) which was previously prescribed for
the employee by his/her physician and;
Whereas, the OCSO will conditionally reinstate employee to a position selected by the OCSO provided the
employee is found by medical examination and drug test to be capable of performing all the duties of the
classification and subject to the following terms and conditions being met and maintained;
Now, therefore, it is agreed that:
1. The employee shall successfully compete a drug rehabilitation program as prescribed by an
authorized rehabilitation source designated by the OCSO or the County.
2. The employee shall use annual leave time (the employee may reserve 40 hours of annual leave
time), personal leave time, and compensatory time and shall utilize FMLA leave, while the
employee is participating in the drug rehabilitation program. The employee shall not receive any
other pay from the County during this time period. The employee's seniority will continue while
he/she is participating in the drug rehabilitation program.
3. After completion of the drug rehabilitation program, the employee must pass a medical
examination and drug test administered by a medical facility designated by the OCSO or the
County prior to being allowed to return to duty. The examination shall only screen for drug use
and the physical impact of the prior drug usage.
4. Upon clearance by the medical facility, the employee shall be returned to the OCSO in a position
selected by the OCSO.
5. Once retuned to duty, the employee will participate in a substance abuse program selected by the
OCSO or County and will follow any and all directives given him in the substance abuse program
for a period of three (3) years from the date he returns to work at the OCSO. Employee shall also
submit to random drug testing at the discretion of the OCSO while he is subject to this last chance
agreement.
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6, The employee shall sign a HIPAA waiver/release form(s) and any other release forms requested by
the OCSO and/or the County so that the OCSO and the County can monitor the employee's
participation and progress in the drug rehabilitation program and the substance abuse program.
7. The employee hereby agrees that the employee shall be terminated if at any time during the
three-year program period the employee violates: any portion of the Last Chance Agreement; the
OCSO's Drug Testing Policy; Department Rules and Regulations and the Department's General
Orders regarding illegal drugs (use, sale, possession, distribution, etc.) The employee may utilize
the grievance arbitration procedure only for the purpose of grieving whether a violation(s)
occurred, and not for the penalty imposed. If it is determined in the grievance procedure,
including an arbitration, that the employee, in fact, committed that violation, then the discharge
penalty will remain in effect, and an arbitrator shall have no authority or jurisdiction to reinstate
the employee, to award the employee any back pay or any back benefits, or to otherwise modify
or reduce the discharge penalty in any manner.
8. The Association and the employee hereby withdraw with prejudice to refiling any grievance filed
by or on behalf of employee and hereby release and discharge the OCSO and the County from any
and all claims relating to any grievance he/she has filed or could have filed on or before the
effective date of this Last Chance Agreement.
9. By entering this Last Chance Agreement, the County and the OCSO do not admit any liability, any
wrongdoing, or any violation of the collective bargaining agreement. This Last Chance Agreement
is being entered by the County, the OCSO, the Association, and the employee on a
non-precedential basis. The non-precedential settlement and the terms of this Last Chance
Agreement will not be evidence of a past practice and cannot be used in any manner in any future
circumstance of any grievance involving any other employee, any other discipline, suspension, or
discharge of any other employee, any other last chance agreement, or the enforcement of any
other last chance agreement.
10. The terms and conditions set forth in Article X of the Drug Testing Policy are incorporated herein.
11. This Last Chance Agreement will remain in full force and effect for three (3) years from the date
the employee returns to work under Paragraph 4 hereof.
12. This Last Chance Agreement constitutes the entire agreement between the parties on the subject
matter of this Last Chance Agreement, and there are no other agreements modifying the terms of
this Last Chane Agreement. The provisions of this Last Chance Agreement can only be modified
by a writing executed by the parties expressly stating that a modification is intended.
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13. This Last Chance Agreement is freely and voluntarily entered into by all parties without any duress
or coercion.
Dated this day of , 20
COMMAND OFFICER
COMMAND OFFICERS ASSOCIATION
OCSO
OAKLAND COUNTY
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IYJEMORANDUM OF UNDERSTANDING
This Memorandum of Understanding is entered into on the day of , 2016 by and between the Command Officers Association of Michigan ("COA1v1") and the County of Oakland and the
Oakland County Sheriffs Office (hereafter collectively the "Comfy").
This Memorandum of Understanding is to set forth our understanding regarding the
Compensatory Time Program for Sergeants and Lieutenants.
Under the Program, any Sergeant or Lieutenant in. of the Command bargaining unit (31Y-15) who works hours at his/her regularly assigned location for which overtime compensation would
otherwise be due may elect to have any number Of those overtimes hours placed in a
Compensatory Time bank (calculated at time and one half) subject to the following: -atie:t
I The accumulation in the Compensatory Time bank may not exceed fogy-eiglatMl)
2. Use of Compensatory Time shall be in accordance with the Sheriffs Office Annual teave
policy. It is understood, for example, that the use of Compensatory Time will be denied
where it is known that overtime wilt result.
A member's use of Compensatory Time shall be increments of wb.o.le hours and also may
be used, with pre-approval, for short periods of leave such ag leaving early from or
corning in late for a shift, provided that a work unit shall not be understaffed in the
opinion of the Captain or Major forthe time period in question.
4. In the event that a member goes on short term disability or worker's compensation, the hours in the members Compensatory Time bank may be used as- supplemental compensation.
5. Where a Sergeant or Lieutenant has a balance in his/her Compensatory Time Bank as of
the last pay period of the calendar year, the hours shall be liquidated and paid to the employee hi the first full pay period of the new calendar year.
6. Overtime hours worked on a mini contract (i.e. Pine Knob, Meadowbrook, Renaissance
Festival) shall not be eligible for inclusion in an employee's Compensatory. Time bank. 7. To be eligible for inclusion in an. employee's Compensatory Time bank.the hours must be
worked at the Sergeant's or Lieutenant's regularly assigned location...Any Grant funded
overtime will be decided on a case by case basis.
8, Compensatory Time hours must be used at the location where they were earned and while
holding the same classification in which they were earned. If theCompensatory Time
cannot be used at the location where the Compensatory Time was earned before the
Sergeant or Lieutenant is transferred (via location preference or Sheriffs decision), leaves
the location for any other reason, or is promoted, then the Compensatory Time in the
Sergeant's or Lieutenant's Compensatory Time bpflk will be paid to the Sergeant or
Lieutenant within three (3) payroll periods from the date of actual transfer or departure
from the location or promotion. Provided, however, that any Sergeant or Lieutenant who
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is transferred involuntarily as a result of a 90 day administrative transfer or the Sheriff's
realignment of manpower, shall bring and be permitted to use their Compensatmy rime
bank at their new/different duty station/assignraent
Command Officers Association of Michigan
Sheriff Iviichael Bouchard Date
Jordie Kramer Date
Director-Emnan Resources
Date
lo3//r; ct
Resolution #19043 March 14, 2019
Moved by Miller seconded by KowaII the resolutions on the amended Consent Agenda be adopted (with
accompanying reports being accepted).
AYES: Jackson, Kochenderfer, KowaII, Kuhn, Long, Luebs, Markham, McGillivray, Middleton,
Miller, Nelson, Powell, Quarles, Spisz, Taub, Weipert, Woodward, Zack, Gershenson,
Hoffman. (20)
NAYS: None. (0)
A sufficient majority having voted in favor, the resolutions on the amended Consent Agenda were adopted
(with accompanying reports being accepted).
GERALD C.-POISSON
CHIEF DEPUTY COUNTY EXECUTIVE
ACTING PURSUANT TO MCL 45.55947)
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 March 14, 2019,
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 March, 2019.
I2-
Lisa Brown, Oakland County