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HomeMy WebLinkAboutResolutions - 2021.03.11 - 34224MISCELLANEOUS RESOLUTION #21068 March 11, 2021 BY: Commissioner Kristen Nelson, Chairperson, Legislative Affairs & Government Operations Committee IN RE: HUMAN RESOURCES - FISCAL YEAR 2020 WAGE REOPENER FOR EMPLOYEES REPRESENTED BY THE GOVERNMENTAL EMPLOYEES LABOR COUNCIL (GELC) To the Oakland County Board of Commissioners Chairperson, Ladies and Gentlemen: WHEREAS the County of Oakland, the Oakland County Children's Village, and the Governmental Employees Labor Council (GELC) have negotiated a Collective Bargaining Agreement for the period October 1, 2018, through September 30, 2021; and WHEREAS the Collective Bargaining Agreement in effect has a Wage Reopener only clause for Fiscal Year 2020; and WHEREAS the parties have agreed to adopt the Compensation Study recommendations in title changes and salary for : Account Clerk I & II retitled to Financial Services Technician I & II Clerk and Office Assistant I retitled to Office Support Clerk Office Assistant II retitled to Office Support Clerk - Senior Secretary I retitled to Secretary WHEREAS the parties have negotiated wage increases averaging 3.6%; and WHEREAS the wages are as follows: Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year 6 Year Financial Services Tech 1 $34,771 $36,510 $38,335 $40,252 $42,264 $44,378 $46,587 Financial Services Tech 11 $40,252 $42,265 $44,378 $46,597 $48,927 $51,373 $53,930 Children's Village Case Coordinator 1 $48,927 $51,373 $53,942 $56,639 $59,471 $62,445 $65,553 Children's Village Case Coordinator 11 $62,100 $64,274 $66,202 $68,188 $70,915 $72,143 $73,586 Children's Village Intake Clerk $36,362 $38,180 $40,089 $42,094 $44,198 $46,408 $48,258 First Cook $32,167 $33,775 $35,126 $36,707 $38,175 $39,702 $41,909 General Clerical $31,536 General Helper $31,536 General Staff Nurse $56,747 $59,017 $61,378 $63,833 $66,386 $69,041 $72,583 Office Support Clerk $31,223 $32,784 $34,423 $36,145 $37,952 $39,849 $42,256 Office Support Clerk Senior $34,771 $36,510 $38,335 $40,252 $42,264 $44,378 $46,587 Second Cook $31,536 $33,113 $34,437 $35,987 $37,426 $38,924 $41,087 Secretary $40,252 $42,265 $44,378 $46,597 $48,927 $51,373 $53,930 Youth Specialist 1 $38,621 $40,552 $42,580 $44,283 $46,497 $48,357 $50,391 Youth Specialist II $41,918 $44,014 $46,215 $48,525 $50,709 $53,244 $54,559 WHEREAS employees will be placed at the next highest step that gives them an increase, plus one more step; and WHEREAS the wages will become effective February 27, 2021; and WHEREAS the estimated cost for the wage increase for represented positions by the Government Employees Labor Council is $191,770 for the remainder of FY 2021 and $356,144 for FY 2022-2024; and WHEREAS funding for the salary increase will partially (50%) be provided by the Non -Departmental General Fund Salary Adjustment Reserve Line Item and the other half (50%) from the Child Care Subsidy revenue line item; and WHEREAS this agreement has been reviewed by the Legislative Affairs and Government Operations Committee, which recommends approval of the agreement. NOW THEREFORE BE IT RESOLVED that the Oakland County Board of Commissioners approves the proposed Fiscal Year 2020 Wage Reopener with wages effective February 27, 2021, and that the Board Chairperson, on behalf of the County of Oakland, is authorized to execute said agreement. BE IT FURTHER RESOLVED that the FY 2021-2024 budget is amended as detailed in the attached Schedule "A." Chairperson, on behalf of the Legislative Affairs & Government Operations Committee, I move the adoption of the foregoing resolution. Commissioner Kristen Nelson, District #5 Chairperson, Legislative Affairs & Government Operations Committee LEGISLATIVE AFFAIRS AND GOVERNMENT OPERATIONS COMMITTEE VOTE: Motion carried on a roll call vote with Kochenderfer absent. FINANCE COMMITTEE VOTE: Motion carried on a roll call vote with Cavell absent. fro.AKLANDF COUNTY MICHIGAN OAKLAND COUNTY EXECUTIVE DAVID COULTER HUMAN RESOURCES April Lynch, Deputy County Executive TO: Kristen Nelson, Chairperson Legislative Affairs & Government Operations Committee David T. Woodward Board of Commissioners FROM: Brittani Anthony, Director of Human Resources April M. Lynch, Deputy County Executive DATE: March 2, 2021 RE: Government Employees Labor Council (GELC) Fiscal Year 2020 Wage Reopener As indicated previously, any of our unions had a wage reopener for FY 2020. Human Resources delayed the wage reopener until there was a resolution with the compensation plan that was approved on December7, 2020. Many unions had like positions that mirrored that of merit employees as well as other positions within the bargaining unit that need to be reviewed for market comparable. The Government Employees Labor Council represents approximately 150 employees within the Oakland County Children's Village. In reviewing other county and private market surveys obtained through Mercer, ASE, Gallagher, and the Department of Labor's O*Net database, new rates were agreed upon and will be effective February 27, 2021. The represented employees will move to the next highest step that gives them an increase, plus one more step. In general, this is approximately a 3.7% increase over their current wages. Also, negotiated was a 1% equity adjustment that was approved by the Board on December 7, 2020. Overall, the costs to the General Fund for this unit's Wage Reopener are approximately $547,914, in addition to the 1% equity adjustment. We respectfully request approval from the Legislative Affairs and Government Operations Committee and the Board of Commissioners. Thank you. 2100 Pontiac Lake Road I L. Brooks Patterson Building 41W I Waterford, MI 48328 1 Fax (248) 452-9172 1 OakGov.com Schedule "A" Wage/Fringe Benefit Salary and Fringe Benefit Increase for employees represented by GELC Account Fund Fund Dept# Program Number Afflllate Cost Center Account Description FY 2021 General Fund (9101001 Expenditures 10100 9090101 198030 740142 Non Departmental Salary Adjustment Reserve (95,885,00) 10100 9010101 112700 788001 20293 Non Departmental Transfer Out-CCF #20293 95,885 00 Total Expenditures - Child Care Fund (#20293) Revenues 20293 9090101 112700 695500 10100 Non Departmental Transfers In -General Fund 95,885.00 20293 9010101 112700 615359 Non Departmental Child Care Revenue Subsidy 95.885 00 Total Revenues 191,770.00 Expenditures 20293 1070701 112010 702010 Childrens Village Administration Salaries 6,10200 20293 1070701 112010 722900 Childrens Village Administration Fringe Benefit Adjustment 2,17900 20293 1070701 112030 702010 Childrens Village Administration Salaries 11,59300 20293 1070701 112030 722900 Childrens Village Administration Fringe Benefit Adjustment 4,13900 20293 1070701 112050 702010 Childrens Village Administration Salaries 28,178 00 20293 1070701 112050 722900 Childrens Village Administration Fringe Benefit Adjustment 10,06000 20293 1070701 112070 702010 Childrens Village Administration Salaries 4,10800 20293 1070701 112070 722900 Childrens Village Administration Fringe Benefit Adjustment 1,46700 20293 1070701 112100 702010 Childrens Village Administration Salaries 7,34400 20293 1070701 112100 722900 Chlldrens Village Administration Fringe Benefit Adjustment 2,62200 20293 1070701 112170 702010 Childrens Village Administration Salaries 9,161 00 20293 1070701 112170 722900 Childrens Village Administration Fringe Benefit Adjustment 3,271.00 20293 1070701 112190 702010 Childrens Village Administration Salaries 3,27400 20293 1070701 112190 722900 Childrens Village Administration Fringe Benefit Adjustment 1,16900 20293 1070701 112450 702010 Childrens Village Administration Salaries 6,45400 20293 1070701 112450 722900 Childrens Village Administration Fringe Benefit Adjustment 2,306.00 20293 1070701 112480 702010 Childrens Village Administration Salaries 3,99200 20293 1070701 112480 722900 Childrens Village Administration Fringe Benefit Adjustment 1,425.00 20293 1070701 112500 702010 Childrens Village Administration Salaries 4,76800 20293 1070701 112500 722900 Childrens Village Administration Fringe Benefit Adjustment 1,70200 20293 1070701 112520 702010 Childrens Village Administration Salaries 5,63400 20293 1070701 112520 722900 Childrens Village Administration Fringe Benefit Adjustment 2,01200 20293 1070701 112540 702010 Childrens Village Administration Salaries 4,214.00 20293 1070701 112540 722900 Childrens Village Administration Fringe Benefit Adjustment 1,504.00 20293 1070701 112560 702010 Childrens Village Administration Salaries 1,37500 20293 1070701 112560 722900 Childrens Village Administration Fringe Benefit Adjustment 49100 20293 1070701 131010 702010 Childrens Village Administration Salaries 19,521 00 20293 1070701 131010 722900 Childrens Village Administration Fringe Benefit Adjustment 6,96900 20293 1070701 112050 702010 Childrens Village Administration Salaries 3,44000 20293 1070701 112050 722900 Childrens Village Administration Fringe Benefit Adjustment 1,22800 20293 1070701 112070 702010 Childrens Village Administration Salaries 1,72000 20293 1070701 112070 722900 Childrens Village Administration Fringe Benefit Adjustment 614.00 20293 1070701 112100 702010 Childrens Village Administration Salaries 3,739ol] 20293 1070701 112100 722900 Childrens Village Administration Fringe Benefit Adjustment 1,33500 20293 1070701 112450 702010 Childrens Village Administration Salaries 3,440.00 20293 1070701 112450 722900 Childrens Village Administration Fringe Benefit Adjustment 1,22800 20293 1070701 112480 702010 Childrens Village Administration Salaries 3,44000 20293 1070701 112480 722900 Childrens Village Administration Fringe Benefit Adjustment 1,228.00 20293 1070701 112500 702010 Childrens Village Administration Salaries 2,399.00 20293 1070701 112500 722900 Childrens Village Administration Fringe Benefit Adjustment 85700 20293 1070701 112540 702010 Childrens Village Administration Salaries 3,36400 20293 1070701 112540 722900 Childrens Village Administration Fringe Benefit Adjustment 1,201.00 20293 1070701 131010 702010 Childrens Village Administration Salaries 4,057.00 20293 1070701 131010 722900 Childrens Village Administration Fringe Benefit Adjustment 1.44700 Total Expenditures 191,770.00 $ THE COUNTY OF OAKLAND AND GOVERNMENTAL EMPLOYEES LABOR COUNCIL COLLECTIVE BARGAINING AGREEMENT October 1, 2018 — September 30, 2021 TABLE OF CONTENTS AGREEMENT PAGE1 ARTICLE I RECOGNITION PAGE 1 ARTICLE II PURPOSE AND INTENT PAGE 1 ARTICLE III MANAGEMENT RIGHTS PAGE 2 ARTICLE IV ADOPTION BY REFERENCE OF RELEVANT RESOLUTIONS AND PERSONNEL POLICIES PAGE 2 ARTICLE V AID TO OTHER UNIONS PAGE 2 ARTICLE VI DUES CHECK -OFF PAGE 2 ARTICLE VII NO STRIKE - NO LOCKOUT PAGE 3 ARTICLE VIII BASIS OF REPRESENTATION PAGE 3 ARTICLE IX GRIEVANCE PROCEDURE PAGE 4 ARTICLE X BULLETIN BOARD PAGE 5 ARTICLE XI SENIORITY PAGE 5 ARTICLE XII LAYOFF, RECALL AND TRANSFERS PAGE 6 ARTICLE XIII TEMPORARY CHANGE OF RATE PAGE 6 ARTICLE XIV PROMOTIONS PAGE 6 ARTICLE XV GENERAL CONDITIONS PAGE 7 ARTICLE XVI MAINTENANCE OF CONDITIONS PAGE 8 ARTICLE XVII HOLIDAY LEAVE PAGE 8 ARTICLE XVIII ECONOMIC MATTERS PAGE 9 ARTICLE XIX RESOLUTION OF ALL MATTERS PAGE 9 ARTICLE XX SAVINGS CLAUSE PAGE 9 ARTICLE XXI DURATION PAGE 9 EMERGENCY MANAGER CLAUSE PAGE 10 I_ aaakl1l71I:1 WAGES PAGE 11 APPENDIX B FRINGE BENEFITS PAGE 13 MILEAGE PAGE 13 SHIFT DIFFERENTIAL BONUS PAGE 13 BENEFITS EMPLOYEE, HEALTH, RETIREMENT PAGE 13 OVERTIME PAGE 14 OVERTIME CANCELLATION PAGE 14 APPENDIX C MEDICAL OPTIONS COMPARISON PAGE 15 AGREEMENT This Agreement is made and entered into on this day of , 2018, by and between the County of Oakland, the Oakland County Children's Village (hereinafter referred to as the "Employer") and the Governmental Employees Labor Council (hereinafter referred to as the "Union"). RECOGNITION The Employer recognizes the Union as the exclusive representative of the following employees of the Oakland County Children's Village for the purposes of collective bargaining with respect to rates of pay, wages, hours of employment and other terms and conditions of employment, in the following bargaining unit for which they have been certified, and in which the Union is recognized as collective bargaining representative, subject to and in accordance with the provisions of Act 336 of the Public Acts of 1947 and Act 379 of Public Acts of 1965. All full-time employees of the Oakland County Children's Village, excluding all confidential and supervisory employees. PURPOSE AND INTENT The general purpose of this Agreement is to set forth certain terms and conditions of employment, and to promote orderly and peaceful labor relations forthe mutual interest of the Employer, its employees and the Union. The parties recognize that the interest of the community and the job security of the employees depend upon the Employer's success in establishing, and the Union's success in rendering proper services to the public. To these ends, the Employer and the Union encourage to the fullest degree friendly and cooperative relations at all levels and among all employees. The parties recognize that the Employer is legally and morally obligated to guarantee to all citizens a fair and equal opportunity for employment, and to these ends agree that no person shall be denied employment or membership in the Union, or in any way be discriminated against because of sex, age, race, color, creed, national origin, political or religious beliefs. The masculine pronouns and relative works herein used shall be read as if written in plural and feminine, if required by the circumstances and individuals involved, and is not intended to be discriminatory in any fashion. MANAGEMENT RIGHTS The right to hire, promote, discharge or discipline forjust cause, and to maintain discipline and efficiency of employees is the sole responsibility of the Employer except that Union members shall not be discriminated against as such. In addition, the work schedules, methods and means of departmental operations are solely and exclusivelythe responsibility of the Employer, subject however, tothe provisions of this agreement. IV ADOPTION BY REFERENCE OF RELEVANT RESOLUTIONS AND PERSONNEL POLICIES All Resolutions of the Oakland County Board of Commissioners, as amended or changed, from time to time, relating to the working conditions and compensation of the employees covered by this agreement, and all other benefits and policies provided for in the Oakland County Merit System, which incorporates the Oakland County Merit System Rule Book, are incorporated herein by reference and made a part hereof to the same extent as if they were specifically set forth. V AID TO OTHER UNIONS Section 1 The Employer agrees and shall cause its designated agents not to aid, promote, or finance any other labor group or organization which purports to engage in collective bargaining or to make any agreement with any such group or organization for the purpose of undermining the Union. Section 2 The Union agrees not to make agreements with any other Union for the purpose of coercing the Employer. VI DUES CHECK OFF 1. The Employer agrees to deduct the Union membership initiation fee and dues, once each month, from the pay of those employees who individually authorize in writing that such deductions be made. All authorizations delivered to the Employer prior to the first day of the month shall become effective during that succeeding month. Check -off monies will be deducted from the second paycheck of each month and shall be remitted togetherwith an itemized statement to the Local Treasurerof the Union or his/her designee in writing within fourteen (14) days after the deductions have been made. 2. Each employee who signs the Union's Application for Union Membership and Authorized Dues Deduction Card shall have Union dues deducted from their paychecks as set forth in paragraph one. Such authorization and assignment is voluntary and not conditioned upon present orfuture membership in the Union. The dues authorization and assignment shall automatically renew itself for successive yearly periods thereafter unless the employee gives written notice to the Employer and the Union between December 1 and December 31 each year of the employee's desire to revoke same and in such event Union dues deduction shall cease. An employee shall also cease to be subject to check -off deductions beginning with the month immediately following the month in which the employee is no longer a member of the bargaining unit. 3. Employees may resign their Union membership at anytime by notifying the Union but may still be responsible for payroll deductions as set forth in Subsection 2. 4. Deductions for any calendar month shall be remitted to the Local Treasurer of the Union asset forth in paragraph one. In the event that a refund is due to any 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. 5. The Employer shall not be liable for the remittance or payment of any sums other than those constituting actual deduction made. If the Employer fails to make a deduction for any employee as provided, it shall make that deduction from the employee's next pay period in which such deduction is normally deducted after the error has been called to its attention by the employee or the Union. 6. If there is an increase or decrease in Union payroll deductions, as determined and established by the Union, such changes shall become effective upon the second pay period following notice from the Union to the Employer of the new amount(s). 7. The Union will protect, save harmless and indemnify the Employer from any and all claims, demands, lawsuits, attorneyfees, and all otherforms of liability by reason of action taken bythe Employer for the purpose of complying with this Article. 8. Should there be a conflict between the dues authorization form signed by the employee and this Article of the labor contract, this Article shall be controlling. VII NO STRIKE - NO LOCKOUT Under no circumstances will the Union cause or authorize or permit its members to cause, nor will any member of the bargaining unit take part in, any strike, sit-down, stay -in or slowdown or any violation of any State law. In the event of a work stoppage or other curtailment, the Union shall immediately instruct the involved employees both verbally and in writing, with copies to the Employer, that their conduct is in violation of the contract and that all such persons shall immediately cease the offending conduct. The Employer will not lockout any employees of the bargaining unit during the term of this agreement. VIII BASIS OF REPRESENTATION Section 1 There shall be one Steward and an Alternate Steward for each shift. Stewards must come from the shift they represent. Stewards will be released from their work, after obtaining approval of their respective supervisors and recording their time, only for the purpose of adjusting grievances in accordance with the grievance procedure and for reporting to the grievant a change in status of his/her grievance. Approval for Stewards to leave their work stations will not be unreasonably withheld. Stewards will report their time to their supervisor upon returning from a grievance discussion. The privilege of Stewards to leave their work during working hours, without loss of pay, is extended with the understanding that the time will be devoted to the prompt handling of grievances and will not be abused, and that they will continue to work at their assigned jobs at all times except when permitted to leave their work to handle grievances. Section 2 There shall also be on Chief Steward and one Alternate Chief Steward. Section 3 There shall be a Grievance Committee consisting of three (3) members of the represented group, certified in writing to the Employer. Either the Bargaining Unit President or Chief Steward, or both, upon sufficient notice to the employer, may substitute for a member or members of the Grievance Committee. A representative of G.E.L.C. may be included in the Union's Grievance Committee should the union deem it necessary. The Employer shall meet whenever necessary, at a mutually convenient time, with the Union/Employer Grievance Committee. The purpose of Union/Employer Grievance Committee meetings will be to adjust pending grievances, and to discuss procedures for avoiding future grievance. In addition, the committee may discuss with the Employer other issues which would improve the relationship between the parties. Section 4 — Bargaining Committee The Employer agrees to recognize one committee representing all employees of the bargaining unit, such committee shall be composed of not more than two (2) members selected by the Union and certified in writing to the Employer. The bargaining union President may participate as an additional member of the bargaining committee. IX GREIVANCE PROCEDURE Section 1 The Employer and the Union support and subscribe to an orderly method of adjusting employee grievances. To this end, the Employer and the Union agree that an employee should first bring his problem or grievance to the attention of his immediate supervisor, with or without his Union Steward, and an attempt will be made to resolve the grievance informally. In the event the Steward is called, he shall be released from his duties as soon as possible, and in any event, no later than the beginning of his shift the next day. The supervisor, the employee and the Steward shall meet simultaneously in an attempt to resolve the matter. Suspensions, demotions, and disciplinary actions of any type shall not be subject for the grievance procedure and shall be processed in accordance with the procedures of the Oakland County Personnel Appeal Board. Dismissals are to be heard only by an Arbitrator. Step 1 If the grievance is not settled informally between the employee and his immediate supervisor, the employee shall have the right to discuss the grievance with his Steward. If, in the Steward's opinion, proper cause for the complaint exists, the Union shall have the right to submit a written grievance on the complaint to the immediate supervisor within ten (10) days of the incident given rise to the grievance. The written grievance must be signed by the employee and his Steward and receipt acknowledged by the employee's immediate supervisor. Step 2 The department will give its written reply within ten (10) days (excluding Saturday, Sunday and holidays) of receipt of the written grievance. Step 3 Any grievance not settled at Step 2 may be submitted to the Grievance Committee within five (5) day of the date of the receipt of the written reply. Any grievance not submitted to the Grievance Committee by written notification to the Employer within (10) day shall be considered dropped. A meeting on the grievance shall be scheduled by the Grievance Committee within ten (10) days (excluding Saturday, Sunday and Holidays) unless the time is extended by mutual agreement of both parties. Step 4 Any matter not settled in Step 3 of the grievance procedure may be submitted to final and binding arbitration by either of the parties. A request for arbitration must be submitted by written notice to the other party within fifteen (15) days after the Grievance Committee meeting. Expenses for arbitration shall be borne equally by both parties. An Arbitrator will be utilized from a rotating list agreed to by the parties: Mario Chisea Paul Glendon George Roumel, Jr. Benjamin Wolkinson The Arbitrator shall have no power or authority to add to, subtract from, alter or modify the terms of this agreement, or set a wage rate. Section 2 The time limits specified hereinafter for movement of grievance through the process shall be strictly adhered to. In the event that a grievance is not appealed within the particular specified time limit, it shall be deemed to be settled on the basis of the Employer's last answer. In the event that the Employer shall fail to supply the Union with its answer to the particular step within the specified time limits, the grievance shall be deemed automatically positioned for appeal at the next step with the time limit for exercising said appeal commencing with the expiration of the grace period of answering. Section 3 All specified time limits herein shall consist only of County workdays Monday through Friday. Section 4 Each grievance shall have to be initiated within ten (10) days of each occurrence of the cause for complaint or, if neither the aggrieved nor the Union had knowledge of said occurrence at the time of its happening, then within ten (10) day after the Union or the aggrieved becomes aware of the cause for complaint. X BULLETIN BOARD The Employer shall assign appropriate space on bulletin boards which shall be used by the Union for posting notices, bearing the written approval of the President of the Union local, which shall be restrict to: (a) Notices of Union recreational and social affairs; (b) Notices of Union elections; (c) Notices of Union appointment and results of Union elections; (d) Notices of Union meetings; (e) Other notices of bona fide Union affairs which are not vulgar, obscene, political or libelous in nature. XI SENIORITY Section 1 New employees may acquire seniority by working six (6) continuous months, in which event the employee's seniority will date back to the date of hire into the department. When the employee acquires seniority, his/her name shall be placed on the seniority list, in the order of his/her seniority date. An up-to-date seniority list shall be furnished to the Union every six (6) months. An employee shall lose his seniority for the following reasons: (a) If the employee resigns or retires; (b) If the employee is discharged and not reinstated; (c) If the employee is absent from work for three (3) consecutive working days without properly notifying the Employer, unless a reason satisfactory to the Employer is given; (d) If the employee does not return to work at the end of an approved leave; (e) If the employee does not return to work when recalled from a layoff except that, an employee shall not lose seniority if within three (3) days of receipt of notice of recall to work, he gives a written notice to the Employer of his intent to return to work within five (5) day of the receipt of such notice and does return within the five (5) day period. Consideration may be given by the Employer of reasons given by an employee who has given notice but fails to return within the five (5) day period. Notice of recall shall be by Certified Mail -Return Receipt Requested and mailed to the employee's last known address. (f) Employees shall not acquire seniority during periods of Leave of Absence for educational leave for bidding process and days off. Section 2 Shift preference will be granted at Children's Village on the basis of seniority, within the classification, provided the employee meets the qualifications for the vacancy. Vacancies created by employee separation, promotion, or transfer out of Children's Village shall be subject to seniority bidding. The Employer shall determine assignments based on the needs of Children's Village. XII LAYOFF, RECALL AND TRANSFERS (a) If and when it becomes necessary for the Employer to reduce the number of employees in the work force, the employees will be laid off in reverse order of their seniority, based on capability of performing available jobs and shall be recalled in order of their seniority. (b) The Employer will endeavor to notify the Union at such time as the Employer anticipates the laying off of employees represented by this bargaining unit. XIII TEMPORARY CHANGE OF RATE In cases in which an employee's temporary assignment includes taking over the ultimate responsibilities inherent in a higher level job and the temporary assignment is for more than thirty (30) consecutive working days, the base salary rate forthe classification assigned will be paid during the period the employee is required to work in the higher class, retroactive to the day in which the temporary assignment began. In the event the base rate of the higher class is lower than the employee's regular rate, the employee will be paid at the next higher step over their regular rate. XIV PROMOTIONS (a) Promotions made within the bargaining unit shall be carried out in a manner consistent with the provisions of the Oakland County Merit System. (b) Any opportunity for possible promotion within the bargaining unit shall be posted. Notice will be sent to the Local Union President or his/her designee for posting on the Union bulletin board. (c) All employees represented by this bargaining unit who meet the minimum qualifications, shall have the opportunity to apply. 6 XV GENERAL CONDITIONS Section 1 The Union shall be notified in advance of anticipated permanent major changes in working conditions and discussions shall be held thereon. Section 2 The re-employment rights of employees and probationary employees who are veterans will be limited by applicable laws and regulations. Section 3 Employees elected to any permanent full-time Union office or selected by the Union to do work which takes them from their employment with the County shall, at the Written request of the Union, be granted a leave of absence without pay. The leave of absence shall not exceed two (2) years, but it may be renewed or extended for a similar period at any time upon the written request of the Union. Any employee on approved Union leave of absence will continue to accumulate Union seniority while on leave but will not receive credit toward "Length of County Service" for fringe benefit purposes under Rule 22 of the Oakland County Merit System. Section 4 When any position not listed on the wage schedule is filled or established, the Employer may designate a job classification and rate structure for the position. In the event the Union does not agree that the Classification rate or structure are proper, the Union shall have the right to submit the issue as a grievance though the grievance procedure within a sixty (60) day period. Section 5 Special conferences will be arranged between the Local President and the Employer upon the request of either party. Unless otherwise agreed, such meetings shall be between at least two (2) representatives of the Employer and no more than three (3) representatives of the Union. Unless otherwise agreed, arrangements for such special conferences shall be made at least twenty-four (24) hours in advance, and the conference shall be scheduled within ten (10) working days after the request is made. An agenda of the matters to be taken up at the meeting, together with the names of the conferees representing the requesting party, shall be presented at the time the conference is requested. Matters taken up in special conferences shall be confined to those included in the agenda. Such conferences shall be held during regular working hours. Members of the Union shall not lose time or pay for time spent in such special conferences and no additional compensation will be paid for such employees for time spent in such conferences beyond regular working hours. A representative of the G.E.L.C. may attend the special conference. Section 6 Any employee required to work overtime which is not contiguous to the employee's regular work schedule shall be entitled to a minimum of two (2) hours work or pay for weekdays and three (3) hours work or pay for weekends or holidays at the time -and -one-half rate. (Weekdays are defined as the first five (5) days of work which are part of an employee's regular work schedule.) Section 7 Once the holiday schedule is posted, employees will not be removed from the schedule without mutual agreement except under exigent circumstances as determined by the Employer. Section 8 All Children's Village Case Coordinator I and II will be paid at the overtime rate when the total hours worked in their regular work week exceeds 40. They will be excluded from the provisions of Merit Rule 2.10.1.2. Section 9 The Employer has established a "Quarterly Master" system for the appropriate disbursement of County recognized uniform items for Children's Village employees. Section 10 Shelter Care shall be a separate assignment and will be determined by the Employer as vacancies occur. Selections may be made from those employees providing notice of interest. Vacancies may also be filled with new hires and /or PTNE. If an employee is denied vacancy bid to Shelter Care he/she may request to meet with Management in a special conference. XV 1 MAINTENANCE OF CONDITIONS Wages, hours and conditions of employment in effect at the execution of this agreement shall, except as improved herein, be maintained during the term of this agreement. No employee shall suffer a reduction in such benefits as a consequence of the execution of this agreement except that some benefits may be increased or decreased in the process of negotiations between the parties and made a part of the final agreement. XVII HOLIDAY LEAVE Effective December 1, 2010, the provisions of the Oakland County Merit System in the Oakland County Merit System Rule Book concerning holidays, holiday pay, premium pay on holidays, and overtime on holidays, shall not applyto Youth Specialist I and 11, First Cooks, Second Cooks, and General Staff nurses with respect to President's Day and Veteran's Day. Effective the first pay period following December 1 of each year, bargaining unit members shall receive three (3) days of holiday leave. Employees hired after December 1 shall receive one (1) day of holiday leave every four (4) months based on the following schedule: December 1—March 31 = 3 days of holiday leave April 1—July 31 = 2 days of holiday leave August 1— November 30= 1 day of holiday leave Example: An employee hired on May 1 would receive two (2) days of holiday leave for that annual period. Employees separating from County service or leaving the bargaining unit for other reasons shall be entitled to have their holiday leave, or part thereof, paid off between their date of separation or leaving the bargaining unit and the prior December 1 based on the following schedule: December 1— March 31= 1 day of holiday leave April 1—July 31 = 2 days of holiday leave August 1— November 30 = 3 days of holiday leave Example: An employee separating or leaving the bargaining unit February 1 would be entitled to be paid off for one (1) day of holiday leave for the annual period. Should an employee have used more holiday leave at the time of separation or leaving the bargaining unit than they would be entitled in accordance with the above formulas, the Employer will subtract from the employee's annual leave bank the number of days used in excess of those earned. Employees separated from County service or leaving the bargaining unit shall be paid for their unused accumulation of holiday leave at the salary rate the employee is being paid on his or her last day of actual work in the bargaining unit. This payment shall be at the employee's straight time rate. Scheduling and use of holiday leave shall be subject to the following restrictions: (1) Holiday leave shall be used and scheduled in the same manner as annual leave. (2) Employees may not accumulate holiday leave from one year to the next year. Employees shall be paid for any unused holiday leave for the period December 1 to November 30 on the first payday following the end of the pay period which includes November 30. Payment for unused holiday leave shall be at the employee's straight time rate of pay on November 30. (3) The one floating holiday which all employees have enjoyed in the past will not be subject to the above regulations, but will continue to be governed by the provisions of Merit Rule 26.1.2. XVIII ECONOMIC MATTERS Wages and fringe benefits are attached hereto as Appendix A and Appendix B. XIX RESOLUTION OF ALL MATTERS The provisions of this labor agreement include resolution of all matters which remained at the time of settlement as issues of negotiations and upon which settlement was reached. XX SAVINGS CLAUSE The Union recognizes the right and duty of the County of Oakland and the Oakland County Children's Village to operate and Manage its affairs in accordance with the State of Michigan Constitutional provisions and statutes and such Constitutional provisions and statutes shall take precedence over any conflict provisions which might be contained in the Agreement. If any article or section of this agreement or any appendix or supplement thereto should be held invalid by any Constitutional provision, operation of law or by any tribunal of competent jurisdiction, or if compliance with or enforcement of any article or section should be restrained by such tribunal, the remainder of this agreement shall not be affected thereby. XXI DURATION This agreement shall remain in full force and effect until midnight, September 30, 2021. It shall be automatically renewed from year to year thereafter unless either party shall notify the other in writing, sixty (60) days prior to the anniversary date, that it desires to modify this agreement. In the event that such notice is given, negotiations shall begin not later than sixty (60) days prior to the anniversary date. This agreement shall remain in full force and be effective during the period of negotiations and until notice of termination of this agreement is provided to the other party in the manner set forth in the following paragraph. In the event that either party desires to terminate this agreement, written notice must be given to the other party no less than ten (10) days prior to the desired termination date which shall not be before the anniversary date set forth in the preceding paragraph. 9 It is agreed and understood that the provisions contained herein shall remain in full force and effect so long as they are not in violation of applicable statutes and ordinances and remain within the jurisdiction of the County of Oakland. EMERGENCY MANAGER CLAUSE An emergency manager appointed under the Local Financial Stability and Choice Act, 2012 PA 436, MCL 141.1541 to 141.1575 Shall be allowed to reject, modify or terminate the collective bargaining agreement as provided in the Local Financial Stability Choice Act. Governmental Employees County of Oakland, a Michigan Labor Council Constitutional Corporation Michael J. Gingell, Chairperson Board of Commissioners Oakland County Executive L. Brooks Patterson, County Executive 10 CHILDREN'S VILLAGE EMPLOYEES APPENDIX A FISCAL YEAR 2019 Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year 6 Year Account Clerk 1 1240.00 1314.93 1389.97 1465.01 1540.05 1615.16 Account Clerk II 1375.45 1458.66 1541.89 1624.95 1708.28 1791.28 Children's Village Case Coordinator 1 1791.63 1899.56 2007.86 2115.85 2223.93 2332.20 Children's Village Case Coordinator11 2069.03 2193.88 2318.56 2443.65 2568.45 2693.40 Children's Village Intake Clerk 1305.80 1384.68 1463.75 1542.69 1621.58 1700.66 Clerk 1020.17 1084.25 1152.40 1220.75 1288.99 1357.38 1425.41 First Cook 1177.35 1248.65 1320.02 1391.20 1462.52 1533.92 General Clerical 1008.41 General Helper 1008.41 General Staff Nurse 2037.11 2150.88 2264.40 2378.25 2491.87 2605.57 Office Assistant 1 1129.80 1199.51 1269.29 1339.08 1409.00 1478.82 Office Assistant II 1240.00 1314.93 1389.97 1465.01 1540.05 1615.16 Second Cook 1084.24 1152.40 1220.75 1288.99 1357.38 1425.41 Secretary I 1305.80 1384.68 1463.75 1542.69 1621.58 1700.66 Youth Specialist 1 1413.63 1494.35 1574.93 1655.50 1736.32 1844.42 Youth Specialist II 1534.27 1621.73 1709.12 1796.65 1883.93 1996.95 Fiscal Year 2019 - 2%wage increase. Should a general wage increase greater than 2% be provided to the general, non -represented employee groups, then this bargaining unit would be entitled to the same increase applied at the same time and in the same manner. Fiscal Year 2020 - Wage Reopener Only 11 Fiscal Year 2021-1%wage increase. Should a general wage increase greater than 1% 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. 12 Children's Village Employees Appendix B For the following fringe benefits, refer to the Oakland Countv Merit Svstem Rule Book: 1. Injury on the Job 2. Holidays 3. Leave of Absence 4. Death Benefits 5. Longevity 6. Medical Coverage 7. Sick Leave/Personal Leave 8. Retirement 9. Annual Leave 10. Income Continuation Coverage 11. Dental Coverage 12. Tuition Reimbursement (a) Effective with the execution of this agreement, employees required to drive their personal vehicles on official County business shall receive mileage reimbursement in accordance with the current IRS rate. (b) Any previous practice of paying mileage on a "home to home" basis for employees working overtime is eliminated. (c) In the event there is a Federal Tax placed on gasoline for the purpose of energy conservation, the Employer agrees to discuss the matter with the Union. Any improvement in the shift differential bonus applied to non -represented employees during the term of the agreement which exceeds the rates currently paid to these represented employees shall be applied to members of this bargaining unit at the same time and in the same manner as applied to the non -represented employees. IV Benefits Employee Benefits 2019, 2020 and 2021 Any benefit modifications implemented on a county wide basis to general, non - represented employees, to take effect during calendar years 2019, 2020 and 2021 shall be applied to employees represented by this bargaining unit at the same time and in the same manner. Healthcare 2019, 2020 and 2021 Any healthcare benefits modifications implemented on a countywide basis to general, non -represented employees, to take effect during calendar years 2019, 2020 and 2021 shall be applied to employees represented by this bargaining unit at the same time and in the same manner. 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 13 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. Retirement 2019, 2020 and 2021 Any retirement modifications implemented on a countywide basis to general, non -represented employees, to take effect during calendar years 2019, 2020 and 2021shall be applied to employees represented by this bargaining unit at the same time and in the same manner. Deferred Compensation Increase the 457 Deferred Compensation match for participating represented employees from $300 to $500 effective January 1, 2017. V Children's Village management continues to be interested in maintaining an overtime policy that both meet the needs of the Village management and its employees. As such, management agrees to meet, upon request of the Union to discuss any concerns that may arise with the overtime. VI An employee who has been confirmed through Telestaff or a Supervisor (with a designated assignment), to work an overtime shift which is contiguous to the end of the employee's regularly scheduled shift and is subsequently cancelled two (2) hours or less prior to the start of that overtime shift, will be dropped on the mandatory overtime list as if the cancelled shift had been worked. 14 CHILDREN'S VILLAGE EMPLOYEES Appendix C Attached hereto is the Medical Options Comparison chart. 15 Resolution #21068 March 11, 2021 Moved by Gingell seconded by Gershenson the resolutions on the Consent Agenda be adopted. Discussion followed. Vote on Consent Agenda: AYES: Charles, Gershenson, Gingell, Hoffman, Jackson, Joliat, Kowall, Kuhn, Long, Luebs, Markham, McGillivray, Miller, Moss, Nelson, Powell, Spisz, Weipert, Woodward, Cavell. (20) NAYS: None. (0) A sufficient majority having voted in favor, the resolutions on the Consent Agenda were adopted. Moved by Spisz seconded by Weipert to amend MR #21064, MR #21065, MR #21066 and MR #21067 as follows: Add all Commissioners as cosponsors of these resolutions. A sufficient majority having voted in favor the amendment carried. HEREBY PPRO';: iI;L IuNEG01NG MOIOTION 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 11, 2021, 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 Circuit Court at Pontiac, Michigan this 111h day of March, 2021. ,� �� Lisa Brown, Oakland County