HomeMy WebLinkAboutResolutions - 2021.09.29 - 34883BOARD OF COMMISSIONERS
September 29, 2021
MISCELLANEOUS RESOLUTION #21-369
Sponsored By: Kristen Nelson
IN RE: Fiscal Year 2021 Oakland County Employees Union Affiliated with international Brotherhood of
Electrical Workers Local 58, AFL-CIO (OCEU) (Wage Reopener)
Chairperson and Members of the Board:
WHEREAS the County of Oakland, and the Oakland County Employees Union affiliated with IBFW Local 58,
AFL-CIO (OCEU), have negotiated a Collective Bargaining Agreement for the period October 31, 2019
through September 30, 2022; and
WHEREAS the Collective Bargaining Agreement in effect has a Wage Reopener clause for Fiscal Year 2021;
and
WHEREAS the parties have negotiated wage increases for Fiscal Year 2021, specifically pertaining to
represented employees in the Water Resource Commissioner (WRC) as outlined in Exhibit "B' ; and
WHEREAS the wages will become effective October 1, 2020; and
WHEREAS the annualized cost of $156,858 for this wage reopener will impact the Water Resource
Commissioner's operating funds (mostly proprietary operating funds).
NOW THEREFORE BE IT RESOLVED that the Board of Commissioners approves the proposed Fiscal
Year 2021 WRC Wage Reopener with wages effective October 1, 2020, 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, the following Commissioners are sponsoring the foregoing Resolution: Kristen Nelson.
Date: October 05, 2021
Hilarie Chambers, Deputy County Executive II
Date: October 07, 2021
Lisa Brown, County Clerk I Register of Deeds
COMMITTEE TRACKING
2021-09-14 Legislative Affairs & Government Operations - Recommend and forward to Finance
2021-09- l5 Finance - Recommend to Board
202 1 -09-29 Full Board
VOTE TRACKING
Motioned by Commissioner Yolanda Smith Charles seconded by Commissioner Penny Luebs to adopt the
attached Collective Bargaining Agreement: Fiscal Year 2021 Oakland County Employees Union Affiliated with
International Brotherhood of Electrical Workers Local 58, AFL-CIO (OCEU) (Wage Reopeuer).
Yes: David Woodward, Michael Gingell, Michael Spisz, Karen Joliat, Kristen Nelson, Eileen Kowall,
Christine Long, Philip Weipert, Gwen Markham, Angela Powell, Thomas Kuhn, Charles Moss, Marcia
Gershenson, William Miller 111, Yolanda Smith Charles, Charles Cavell, Penny Luebs, Janet Jackson, Gary
McGillivray, Robert Hoffman (20)
No: None (0)
Abstain: None (0)
Absent: (0)
The Motion Passed.
ATTACHMENTS
1. WRC Union Bargaining Changes Schedule A
2. OCEU WRC FY21 Salaries - Schedule B
3. OCEU CBA 2019 - 2022
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 September 29, 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 on Wednesday, September 29, 2021.
Lisa Brown, Oakland County Clerk/Register of Deeds
R/E I mound Name
Drain Equipment (63900) BU 055
R Dram Equipment
E Dram Equipment
E Dram Equpment
Oakland County, Michigan
CCEU (Drain ED 056 } - Updated Salary Increase and Associated Fringe Benefits
Schedule "A"
Division Name Fund # I Division # I Fund Affiliate'Program # I Account# ( Account Title
Drain Commissioner Admin 63900 6010101 149760 631869 Reimbursement Salaries
Total Revenue
Dram Commissioner Admen 63900 6010101
Dram CommBsioner Admm 63900 6010101
Evergreen Farmington Sewage Disposal System (68410)
R Evergreen Farmmaton SDS
Drain Commissioner Admin
E Evergreen Farmington SDS
i
Orem Commissioner Admm
Twelve Towns Drain (58630)
R Twelve Towns Drain
Drain Commissioner Admm
E Twelve Towns Drain
i
Drain Commissioner Admm
Clinton Oakland Sewage Disposal System
(68600)
R Clinton Oakland SDS
Drain Commissioner Admin
E Clinton Oakland SDS
Dram Commissioner Admin
r
Huron Rouge Sewage Disposal System (58700)
R Huron Rouge SDS
Drain Commissioner Admin
E Huron Rouge SDS
i
Draw, Commissioner Admin
Water and Sewer General Admin (57010)
R Water and Sewer General Admm
Drain Commissioner Admin
R Water and Sewer General Admin
Dram Commissioner Admm
149760 702010 Salaries Regular
149760 722900 Fringe Benefit Adjustments
Total Expenses
58410
6010101
149030
6320B6
Sewage Disposal Service
Total Revenue
58410
6010101
149030
771638
Drain Equipment Labor
Total Expenses
58530
6010101
149030
632086
Sewage Disposal Service
Total Revenue
$8530
6010101
149030
771638
Drain Equipment Labor
Total Expenses
58600
6010101
149030
632086
Sewage Disposal Service
Total Revenue
58600
6010101
149030
771638
Drain Equipment Labor
Total Expenses
S8700
6010101
149030
632086
Sewage Disposal Service
Total Revenue
S8700
6010101
149030
771638
Drain Equipment Labor
Total Expenses
57010 6010101
57010 6010101
E Water and Sewer General Admin Drain Commissioner Admm $7010 6010101
149030
632086
Sewage Disposal Service
149030
632450
Water Sales General
Total Revenue
149030
771638
Drain Equipment Labor
Total Expenses
SCHEDULE
FY 2021 Fy 2022 - FY 2024
Amendment I Amendment
I
156,858 I 156,858
156,858 156,868
1140,671
116,185
40,673
1_
156,858
20,705
(
1
221051
20,705 1
20,705 1
20,705
20,705I
20,705
20 706
28,862
28,862 I
28,862
f
28,862
28,862
28,86�
28,862
28,8621
11,921
11,921
11,921 1
11,921
11.9 -1
11,927
11,921
11,921
1,255
t 2S5
1,256
1,255
255
1 255
1,266
1,256
47,057
47,OS7
47,058
47,0S8
94,115
94,115
94,115
94.115
94,115
94,116
Within Water Resources Commissioner
IClassitiratio'n T10e,
base
1 Year Step 2 Year Step l
IAutorriobile Mechanic I
FY21
$
1,641.86 I
$
1,740.37
$
1,844.80
055/R
1%
$
20.5233
$
21.7547
$
23.0599
$
42,688
$
45,250
$
47,965
Automobile Mechanic II
FY21
$
1,900,64
$
2,014.68
$
2,135.56
1055/S
1%
$
23.7580
$
25.1835
$
26.6945 {{
$
49,417
$
52,382
$
55,5251
Boiler Mechanic - WRC
FY21
$
2,310.22
$
2,441.91
$
2,581.10
1055/AH
1%
$
28.8778
$
30.5238
$
32.2637
I
I
$
60,066
$
63,490
$
67,108
Chemist
FY21
$
1,927.12
$
2,043.24 I
$
2,159.75
1055/T
1%
$
24.0890
$
25.5405
$
26.9969
I
$
50,105
$
53,124
$
56,153
1
I
IElectrical Systems Coordinator
FY21
$
2,466.07
$
2,614.03
$
2,770.88
1055/AE
1%
$
30.8259
$
32.6754
$
34.6360I
I
$
64,118
$
67,965
$
72,043
1
I
IElectronics Technician I
FY21
$
1,620.08
$
1,717.29
$
1,820.32
1055/1-1
1%
$
20.2510
$
21.4661
$
22.7540
$
42,122
$
44,649 I
$
47,328
IElectronicsTechnician ll
FY21
$
1,781.52
$
1,888.41
$
2,001.71I
I055/V
1%
$
22.27
$
23.61
$
25.02
$
46,319
$
49,099
$
52,045I
l
I
klectronics Technician 111
FY21
$
1,958.63
$
2,076.15
$
2,200.72
O55/W
1%
$
24.4829
$
25.9519
$
27.5090I
$
50,924
$
53,980
$
57,219
�
�
General Helper
FY21
$
1,200.90
I
I
I055/D
0.00%
I
I Lake Level Technician
FY21
$
1,753.08
$
1,858.26
$
1
1,969,76�
1%
$
21.9135
$
23.2283
$
24.6220
I055/X
$
45,580
$
48,315
$
51,214
I
(Lead Chemist
FY21
$
2,119.83
$
2,247.55
$
2,375.75 I
1055/Y
1%
$
26.4979
$
28.0944
$
29.6968I
I
$
55,116
$
58,436
$
61,769
I
(Maintenance Laborer- WRC
FY21
$
1,403.27
$
1,473.43
$
I
1,547.11
1055/F
4%
$
17,5409 I
$
18.4179
$
19.3388
$
36,485 -
$
38,309
$
40,225
Maintenance Mechanic I
FY21
$
1,569.23
$
1,663.39 $
1,763.191
1055/G
1%
$
19.6153
$
20.7924 I $
22.0398
$
40,800
$
43,248
$
45,843 I
Maintenance Mechanic II
FY21
$
1,685.65
$
1,786.81
$
1,893.981
1055/A
1%
$
21.0706
$
22.3351
$
23.6748
$
43,827
$
46,457
$
49,244 j
i
meter Mechanic
FY21
$
1,536.19
$
1,628.36 ,
$
1,726.061
055/N
1%
$
19.2023
$
20.3545 I $
21.5757
$
39,941
$
42,337 I $
44,878
I
1pump Maintenance Mechanic I
FY21
$
1,620.08
$
1,717,29
$
1,820.32
1055/Z
1%
$
20.2510
$
21.4661
$
22.7540
$
42,122
$
44,649 I I
$
47,3281
Pump Maintenance Mechanic II
FY21
$
1,780.16
$
1,886.97
$
2,000,19
1055/AA
1%
$
22.2520
$
23.5871
i $
25.0024
I $
46,284
$
49,061
I $
52,005 I
Skilled Maintenance Mechanic - Electrician
FY21
$
2,417.70
$
2,562.76 $
2,716.53
1%
$
30.2212
$
32.0345 $
33.9566
1055/0
$
62,860
$
66,632 $
70,630
�
�
Skilled Maintenance Mechanic - HVAC
I
FY21
$
2,075.28
$
2,199.79 $
2,331.78
1055/P
1%
$
25.9410
$
27.4974 $
29.1473
$
53,957
$
57,195 . $
60,626
15killed Maintenance Mechanic- Plumber
FY21
$
2,434.30
$
2,580.36 I $
2,735.18
1055/Q
1%
$
30.4288
$
32.2545 $
34.1898 d
$
63,292
$
67,089 $
71,1151�
Skilled Maintenance Mechanic I
FY21
$
1,667.58
$
1,767.64 $
1,873.70
1055/AF
2%
$
20.8448
$
22.0955 $
23.4212
$
43,357
$
45,959 $
48,716
Skilled Maintenance Mechanic II
FY21
$
1,751.50
$
1,856.59
$
1,967.99
2%
$
21.8938
$
23.2074
$
24.59991
�055/C
$
45,539
$
48,271
$
51,168
f Water Resource Recovery Crew Leader
FY21
$
1,949.57
$
2,066.55
$
2,190.54
1055/J
1%
$
24.3696
I $
25.8318
$
27.3817
$ 50,689 $ 53,730 $ 56,954
I
l Water Resource Recovery Crew Leader - CRWRF FY21
1 055/J 1%
l Water Resource Recovery Operator I FY21
1055/H 1%
Water Resource Recovery Operator I - CRWRRF FY21
1055/H 1%
0 Water Resource Recovery Operator II FY21
1055/AB 1%
Water Resource Recovery Operator 11 - CRWRRF FY21
'055/AB 1%
{Water Resource Recovery Operator Trainee FY21
1 055/E 1%
Water Resource Recovery Operator Trainee - CR FY21
1055/E 1%
IWRC Crew Leader Pump Maintenance FY21
1055/AC 1%
1WRC Crew Leader Water and Sewer FY21
'055/AD 1%
I
$ 1,949.57 $ 2,066.55 $ 2,190.54
$ 24.3696 $ 25.8318 $ 27.3817
$ 50,689 $ 53,730 $ 56,954
$ 1,621.71 $ 1,719.01 $ 1,822.15
$ 20.2714 $ 21.4877 $ 22.7769
$ 42,164 $ 44,694 $ 47,376
$ 1,621.71 $ 1,719.01 $ 1,822.15
$ 20.2714 $ 21.4877 $ 22.7769
$ 42,164 $ 44,694 $ 47,376
$ 1,867.17 $ 1,979.20 $ 2,097.95
$ 23.3396 $ 24.7400 $ 26.2244
$ 48,546 $ 51,459 $ 54,547
$ 1,867.17 $ 1,979.20 $ 2,097.95
$ 23.3396 $ 24.7400 $ 26.2244
$ 48,546 $ 51,459 $ 54,547
$ 1,400.89 $ 1,485.75 $ 1,570.65
$ 17.5111 $ 18.5719 $ 19.6332
$ 36,423 $ 38,629 $ 40,837
$ 1,400.89 $ 1,485.75 $ 1,570.65
$ 17.5111 $ 18.5719 $ 19.6332
$ 36,423 $ 38,629 $ 40,837
$ 1,967.41 $ 2,085.45 $ 2,210.58
$ 24.5926 $ 26.0682 $ 27.6323
$ 51,153 $ 54,222 $ 57,475
1
$ 1,799.78 $ 1,907.76 $ 2,022.23
$ 22.4972 $ 23.8470 $ 25.2779
$ 46,794 $ 49,602 $ 52,578
13 Year Strip. 48iOStep: 5 year Step
1 $
1,955.48 1 $
2,072.81 $
2,199.74
J $
24.4435 I $
25,9102 $
27.4968
1 $
I
50,843 $
53,893 $
57,193
! $
2,263.69 $
2,399.51 $
�
I
2,546.48 !
$
28.2962 I $
2%9939 1 $
31.8310 1
$
58,856 1 $
62,387 I $
66,209
$
2,728.20 1 $
Ii
2,883.70 I $
I
3,095.27 1
$
34.1025 1 $
36,0463 I $
38.6908 !
$
70,933 $
74,976 $
80,477
1 $
2,276.13 $
2,392.51 I $
2,508.75
$
28.4516 $
I
29.9063 I $
31.3594
59,179 I $
62,205 I $
65,228 I
$
I
2,937.13 1 $
I
3,113.36 1 $
I
3,245.17
! $
36.7141 $
38.9170 $
40.5646 !
$
76,365 $
80,947 $
84,374
I $
1,929.54 $
2,045.31 $
2,109.42
$
24.1193 1 $
25.5664 I $
26.3678 !
$
50,168 $
53,178 1 $
54,845 1
(
$
2,121.82 $
2,249.13
I
2,319.29
1 $
26.52 1 $
+$
28.11 I $
28.99 1
`$
!
55,167 $
58,477 ! $
60,299 !
I $
2,332.76 $
I
2,472.73 I $
!
2,549.55 1
1 $
29.1595 $
30.9091 $
31.8694 1
$
I
I
60,652 $
I
!
64,291 $
I
I
66,288
!
1
!
1 $
I
2,087.94 I $
I
2,213.22 1 $
I
2,310.84 1
$
26.0993 I $
27.6652 I $
28.8855 1
$
54,287 $
57,544 $
60,082 I
I
1 $
2,503.72 $
2,631.75 $
2,759.64
1 $
31.2965 $
32.8969 I $
34.4955
I $
65,097 ! $
68,425 I $
71,751
1 $ 1,624.46 1 $ 1,705.68 1 $ 1,828.25 1
$ 20.3058 $ 21.3210 i $ 22.8531
i $ 42,236 $ 44,348 i $ 47,534 i
$ 1,869.01 $ 1,981.16 $ 2,043.82 i
$ 23.3626 $ 24.7644 $ 25.5477 i
$ 48,594 $ 51,510 $ 53,139 i
i $ 2,007.65 $ 2,128.11 $ 2,221.96 i
i $ 25.0956 $ 26.6014 $ 27.7745 i
i $ 52,199 $ 55,331 $ 57,7711
A I
i $ 1,829.62 $ 1,939.40 I $ 1,998.98
i $ 22.8703 $ 24.2425 j $ 24.9873
i $ 47,570 $ 50,424 I $ 51,974
i $ 1,929.54 $ 2,045.31 $ 2,109.42
i $ 24.1193 $ 25.5664 $ 26.3678
i $ 50,168 $ 53,178 $ 54,845
i
i $ 2,120.20 $ 2,247.41 $ 2,317.45 i
$ 26.5025 $ 28.0926 $ 28.9681
i $ 55,125 $ 58,433 $ 60,254
$ 2,879.52 $ 3,052.29 $ 3,181.541
$ 35.9940 $ 38.1536 $ 39.7692
$ 74,867 $ 79,360 $ 82,720.01
i $ 2,471.69 $ 2,619.99 $ 2,730.92
i $ 30,9961 $ 32.7499 $ 34.1365
$ 64,264 $ 68,120 $ 71,004
i $ 2,899.29 $ 3,073.25 $ 3,203.37
i $ 36.2411 $ 38.4156 $ 40.0421 i
i $ 75,382 $ 79,904 $ 83,288 i
i $ 1,986.12 $ 2,105.29 $ 2,171.27
i $ 24.8265 $ 26.3161 $ 27.1408
i $ 51,639 $ 54,737 $ 56,453
i
i $ 2,086.07 $ 2,211.23 $ 2,279.35 i
i $ 26.0758 $ 27.6404 $ 28.4918
i $ 54,238 $ 57,492 $ 59,263 i
i $ 2,321.97 $ 2,461.29 $ 2,537.90 i
i $ 29.0246 $ 30.7661 $ 31.7237
i $ 60,371 $ 63,994 $ 65,985
i
2,321.97 I $
2,461.29 I $
29.0246 + $
30.7661 I $
60,371 i $
63,994 i $
i
1,931.48 $
2,047.37 $
24.1435 $
25.5921 $
50,219 i $
53,232 $
1,931.48 $
I�
2,047.37 ! $
24.1435 $
25,5921 I $
50,219 i $
53,232 $
2,223.83 $ 2,357.26 $
27.7978 $ 29.4657 $
57,820 $ 61,289 $
2,223.83 $
27.7978 $
57,820 $
2,357.26 $
29.4657 $
61,289 i $
i
2,343.22 $ 2,483.81 $
29.2902 $ 31.0476 i $
60,924 ( $ 64,579 i $
2,143.56 $
26.7945 f $
55,733 I $
2,272.18 $
28.4022 i $
59,077 $
2,537.90 i
31.7237 i
65,985 i
i
2,112.03 i
26.4003 i
54,913 i
2,112.03 i
26.4003 i
54,913 i
i
2,430.72 i
30.3840
63,199 i
i
2,430.72 i
30.3840 i
63,199 i
i
i
i
i
i
i
2,561.24 i
32.0155 i
66,592
2,342.16 i
29.2770 i
60,896 i
THE COUNTY OF OAKLAND
OAKLAND COUNTY EMPLOYEES UNION
Affiliated with IBEW Local 58, AFL-CIO
COLLECTIVE BARGAINING AGREEMENT
October 31, 2019 — September 30, 2022
AGREEMENT
PAGE 1
ARTICLE I
LABOR MANAGEMENT COOPERATION
PAGE 1
ARTICLE II
RECOGNITION
PAGE 1
ARTICLE III
MANAGEMENT RESPONSIBILITY
PAGE 2
ARTICLE IV
DUES CHECK -OFF
PAGE 2
ARTICLE V
STEWARDS AND ALTERNATE
PAGE 3
ARTICLE VI
GRIEVANCE PROCEDURES
PAGE 4
ARTICLE VII
BULLETIN BOARD
PAGE 6
ARTICLE VIII
SENIORITY
PAGE 7
ARTICLE IX
LAYOFF AND RECALL
PAGE 7
ARTICLE X
PROMOTIONS
PAGE 8
ARTICLE XI
GENERAL CONDITIONS
PAGE 8
ARTICLE XII
ADOPTION BY REFERENCE OF RELEVANT
RESOLUTIONS AND PERSONNEL ISSUES
PAGE 10
ARTICLE XIII
MAINTENANCE OF CONDITIONS
PAGE 10
ARTICLE XIV
ECONOMIC MATTERS
PAGE 10
ARTICLE XV
NO STRIKE - NO LOCKOUT
PAGE 11
ARTICLE XVI
DURATION
PAGE 11
APPENDIX A
BENEFITS
PAGE 12
APPENDIX B
ANIMAL SHELTER AND PET ADOPTION CENTER
PAGE 17
APPENDIX C
MAINTENANCE, CUSTODIAL AND GROUNDS
PAGE 20
APPENDIX D
SHERIFF'S OFFICE CLERICAL AND MAINTENANCE
PAGE 26
APPENDIX E
PARKS & RECREATION
PAGE 29
APPENDIX F
WATER RESOURCES COMMISSIONER
PAGE 34
APPENDIX G
ANIMAL CONTROL OFFICER STUDY GROUP
PAGE 40
APPENDIX H
SUBCONTRACTING STUDY GROUP
PAGE 41
ITcT:t����il�►��
This Agreement is made and entered into on this day of . A.D. 2019, by and
between the Oakland County Board of Commissioners and the Oakland County Executive, hereinafter
referred to collectively as the "Employer", and the Oakland County Employees Union, affiliated with IBEW
Local 58, AFL-CIO, hereinafter referred to as the "Union". It is the desire of both parties to this agreement
to continue to work harmoniously and to promote and maintain high standards, between the employer
and employees, which will best serve the citizens of Oakland County.
ARTICLE I. LABOR MANAGEMENT COOPERATION
1.1 We mutually agree that:
• Employees want to be involved in the decisions that affect them
• Employees take pride in their jobs
• Employees strive to deliver effective services to the citizens of Oakland County
• Employees, Management and the Citizens of Oakland County benefit from adherence to
the spirit and intent of this agreement
1.2 In recognition of the foregoing, both parties agree to meet at regular intervals at the individual unit
level, at the request of either party, to discuss employee suggestions, problems, methods of improving
morale and other similar subjects, and concerns either party may have, including service issues, including
regulated and unregulated changes impacting each department. Ongoing communication at all levels is
essential for this optimal labor-management relationship.
1.3 To foster an environment of mutual respect and open communication the parties may engage in joint
training programs for all OCEU/IBEW represented employees and all levels of management. Labor
Management training is provided at no cost by Michigan Employment Relations Commission and the
Federal Mediation and Conciliation Service.
1.4 Special Conferences for important matters may be arranged at a mutually convenient time between
the Union and the Employer or its designated representative upon the request of either party. Such
meetings shall be between at least two representatives of the Employer and no more than two employee
representatives of the Union and the Business Agent, if so desired. Arrangements for such special
conferences shall be made in advance and an agenda of the matters to be taken up at the meeting shall
be presented at the time the conference is requested. Matters taken up or) special conferences shall be
confined to those included in the agenda. The members of the Union shall not lose time or pay for time
spent in such special conferences.
ARTICLE II. RECOGNITION
The Employer recognizes the Union as the exclusive representative of the following employees, for the
purposes of collective bargaining with respect to rates of pay, wages, hours of employment and other
terms and conditions of employment in the following bargaining unit for which they have been certified,
and which the Union is recognized as collective bargaining representative, subject to and in accordance
with the provisions of Act 336 of the Public Acts of 1947, as amended.
All Animal Control Officers, and Animal Shelter Attendants and clerical and EXCLUDING supervision
All employees of Building Custodial units of the Department of Facilities Management EXCLUDING all
supervisors as defined in the Act.
All employees of the Maintenance and Grounds units of the Department of Facilities Management
EXCLUDING all supervisors as defined in the Act.
All Automobile Mechanic I, Automobile Mechanic II, Chemist, Electrical Systems Coordinator, Electronics
Technician I, Electronics Technician II, Electronics Technician III, General Helper, Lake Level Technician,
Lead Chemist, Maintenance Laborer— WRC, Maintenance Mechanic I, Maintenance Mechanic 11, Meter
Mechanic, Pump Maintenance Mechanic I, Pump Maintenance Mechanic 11, Skilled Maintenance
Mechanic I, Skilled Maintenance Mechanic II, Skilled Maintenance Mechanic — Plumber, Skilled
Maintenance Mechanic — Electrician, Skilled Maintenance Mechanic — HVAC, Water Resources Recovery
Crew Leader, Water Resources Recovery Crew Leader — CRWRRF, Water Resource Recovery Operator I,
Water Resources Recovery Operator I —CRWRRF, Water Resources Recovery Operator 11, Water Resources
Recovery Operator II —CRWRRF, Water Resources Recovery Operator Trainee, Water Resources Recovery
Operator Trainee — CRWRRF, WRC Crew Leader -Pump Maintenance, WRC Crew Leader -Sewage
Treatment, WRC Crew Leader -Water & Sewer employed by the Oakland County Water Resources
Commissioner EXCLUDING Construction Inspectors 1, II and III, supervisors and all engineering, clerical,
administrative, professional and other office employees.
All General Maintenance Mechanics — Parks and Recreation, Grounds Equipment Mechanics,
Groundskeeper I, Groundskeeper 11, Groundskeeper Specialist, Parks Maintenance Aides, Skilled
Maintenance Mechanic 1, Skilled Maintenance Mechanic II, Skilled Maintenance Mechanic — Carpenter,
Skilled Maintenance Mechanic — Electrician, Skilled Maintenance Mechanic — HVAC, and Skilled
Maintenance Mechanic — Plumber, employed by the Oakland County Parks and Recreation Commission
EXCLUDING supervisor and all other employees.
All clerical employees, and maintenance employees of the Oakland County Sheriff's Office EXCLUDING all
other employees, supervisors and confidential employees as determined by the Board.
ARTICLE III. MANAGEMENT RESPONSIBILITY
The right to hire, promote, discharge or discipline for just cause, and to maintain discipline and efficiency
of employees, is the sole responsibility of the Employer except that Union members shall not be
discriminated against as such. In addition, the work schedules, methods and means of departmental
operations are solely and exclusively the responsibility of the Employer, subject, however, to the
provisions of this agreement.
ARTICLE IV. DUES CHECK -OFF
The Employer agrees to deduct the union membership initiation fee and dues, once each month, from the
pay of those employees who individually authorize in writing that such deductions be made. All
authorizations delivered to the Employer prior to the first day of the month shall become effective during
that succeeding month.
2
Check -off monies will be deducted from the second paycheck of each month and shall be remitted
together with an itemized statement to the local treasurer, within fourteen (14) days after the deductions
have been made.
(a) An employee shall cease to be subject to check -off deductions beginning with the month immediately
following the month in which he is no longer a member of the bargaining unit. Any employee may
voluntarily cancel or revoke the Authorization for check -off deduction upon written notice to the
Employer and the Union during the following time periods: December 15 to December 31 each year; and
fifteen (15) day period prior to the expiration of the contract.
(b) The Union will protect and save harmless the Employer from any and all claims, demands, suits and
other forms of liability by reason of action taken by the Employer for the purpose of complying with this
section.
ARTICLE V. STEWARDS AND ALTERNATE
Section 1.
There shall be one Chief Steward and one Alternate Chief Steward forth bargaining group and additional
stewards and alternates as provided in the appendices for the individual functional units. All stewards
and alternate stewards must come from the unit they represent.
Stewards will be permitted to leave their work, after obtaining approval of their respective supervisors
and recording their time, for the purpose of adjusting grievances in accordance with the grievance
procedure and for reporting to the grievant a change in status of his grievance. Permission for stewards
to leave their workstations will not be unreasonably withheld. Stewards will report their time to their
supervisor upon returning from a grievance discussion.
The privilege to leave their work during working hours, without loss of pay, is extended with the
understanding that the time will be devoted to the prompt handling of grievances and will not be abused,
and that they will continue to work at their assigned jobs at all times except when permitted to leave their
work and handle grievances.
Section 2.
The Union President shall be released from work for four (4) hours on each regularly scheduled straight
time workday for union business (20 straight time hours per week). If the Union President is assigned a 4
day 10 hours per day straight time work schedule, then he/she shall have five (5) hours on each regularly
scheduled straight time workday for union business (20 straight time hours per week). Union time only
includes regular straight time hours. Union business hours missed because of illness, vacation, or other
time off shall not be rescheduled or utilized later.
Release time must be scheduled with the employer during the second half of the workday while the Union
President is assigned to the Water Resources Commissioner. If the Union President is assigned to work in
another department or work area other than Water Resources, the parties will negotiate when during the
President's workday he/she will have union release time.
Cl
Section 3.
The Chief Steward or Alternate Chief Steward must obtain written permission before leaving their work.
The Chief Steward or Alternate Chief Steward shall be permitted to leave their work to handle grievances
below the grievance committee level only when the functional unit Steward or Alternate Steward is
unavailable. Should any Steward position become vacant the union agrees to fill the vacancy and notify
the employer within ten (10) working days. The Chief Steward and the Alternate Chief Steward will not
come from the same functional unit.
Section 4.
Stewards may receive but shall not solicit grievances (this is not to be construed as to prohibit Stewards
from advising members related to contract interpretation).
Section S.
The Union will furnish the Employer with the names of its authorized representatives who are employed
within the Unit and such changes as may occur from time to time in such personnel so that the Employer
may at all times be advised as to the authority of the individual representative of the Union with which it
may be dealing.
Section 6.
All new employees who have been hired into classifications covered by this Agreement shall be required
to attend the County's new hire orientation during which the Union will have the opportunity to provide
a separate twenty (20) minute presentation. In this presentation, by way of description and not limitation,
the Union may introduce representatives, describe the Union's office location, explain the benefits and
conditions of Union membership, provide a copy of the collective bargaining agreement, describe the
membership's roles in Union activities, and discuss other Union -related matters. County representatives
shall not interfere with this opportunity or the Union's presentation.
ARTICLE VI. GRIEVANCE PROCEDURES
The Employer and the Union support and subscribe to an orderly method of adjusting employee
grievances. To this end, the Employer and the Union agree that an employee should first bring their
problem or grievance to the attention of their immediate supervisor, with or without a steward within
fourteen (14) days of the occurrence. The immediate supervisor shall attempt to resolve the grievance
informally. All disciplinary actions as outlined in Merit Rule 8 (Oral and Written Reprimands, Suspensions
Without Pay of two (2) days or less, denied merit increases) shall not be subject to the grievance procedure
but shall be processed according to the procedures of the Personnel Appeal Board as outlined in Merit
Rule 11. All appeals shall be submitted in writing using the appropriate form from the Human Resources
Department. The Appeal shall be submitted to HR within 14 calendar days of the effective date of the
action taken.
An employee that is subject to a Suspension Without Pay of three (3) days or greater, Demotion and/or
Termination may choose within fourteen (14) calendar days of the effective date to pursue appeal of this
action through the grievance procedures (as outlined above) OR through the Personnel Appeal Board
procedures (as outlined above).
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Step 1.
If the grievance is not settled informally, it shall be discussed with the shift steward and shall be reduced
to writing, signed by the grievant and submitted to his immediate supervisor within ten (10) days of the
informal discussion (excluding Saturday, Sunday and Holidays).
Step 2.
The written grievance may be discussed between the shift steward and the immediate supervisor if so
desired. The supervisor will attempt to adjust the matter and will give his written decision within ten (10)
days (excluding Saturday, Sunday and Holidays) of receipt of the written grievance. The Union will be
provided a copy of the Employer's response and any grievance filed by members of this unit.
Step 3.
Any grievance not settled at Step 2 may be submitted to the next meeting of the grievance committee.
The union grievance committee shall consist of the Chief Steward and one other member of the bargaining
unit.
Any grievance not submitted to the next grievance committee meeting, by written notification to the
Employer within ten (10) days (excluding Saturday, Sunday and Holidays) of the immediate supervisor's
written decision, shall be considered dropped.
Any matter not settled in Step 3 of the grievance procedure may be submitted to final and binding
arbitration by either of the parties. A request for arbitration must be submitted by written notice to the
other party within fifteen (15) days of the Employer's written response followingthe grievance committee
meeting.
The grievance upon which Arbitration has been demanded shall be referred to one of the following
Arbitrators in accordance with the date of the written grievance, the oldest grievance being referred first:
1. Mario Chiesa
2. George Roumell
3. Mark Glazer
4. Benjamin Wolkinson
5. Anne Patton
A grievance shall be referred to the listed Arbitrators in the order in which they appear. Once a grievance
has been referred to an Arbitrator, a subsequent grievance shall be referred to the next Arbitrator on the
list. After a grievance has been referred to the third Arbitrator listed, the cycle shall repeat, beginning
with the first Arbitrator. The Arbitrator may interpret and apply the provisions of this Agreement to
determine the grievance before the Arbitrator. However, the Arbitrator shall have no power or authority,
in any way, to alter, modify, amend, or add to any provisions of this Agreement or set a wage rate. The
Arbitrator shall be bound by the express provisions of this Agreement. Expenses for arbitration shall be
borne equally by both sides.
Any grievance not appealed, from a decision in one of the steps of the grievance procedure, to the next
step as prescribed, shall be considered dropped and the last decision final and binding, except that time
limits may be extended by mutual agreement of the parties. In the event that the Employer shall fail to
supply the Union with its answer to the particular step within the specified time limits, the grievance shall
be deemed automatically positioned for appeal at the next step with the time limit for exercising said
appeal commencing with the expiration of the grace period for answering.
ARTICLE VII. BULLETIN BOARD
The Employer shall assign space in a conspicuous location for a secure locking style bulletin board at each
unit which shall be provided and used by the Union for posting notices, bearing the written approval of
the Chief Steward of the Union local, which shall be restricted to:
(a) Notices of Union recreational and social affairs;
(b) Notices of Union elections;
(c) Notices of Union appointments and results of Union elections;
(d) Notices of Union Meetings;
(e) Other notices of bona fide Union affairs which are not political or libelous in nature
Facilities Maintenance and Operations staff shall install union bulletin boards in designated locations that
have been mutually agreed upon by management within the following departments.
A bulletin board shall be placed in every work location where two or more bargaining unit members work
on a regular basis. The Union shall provide the bulletin boards, which shall be approved by the County.
Approval shall not be unreasonably withheld.
This list is not exhaustive; and shall be evaluated annually by the parties
The parties have agreed upon the following locations.
Animal Shelter and Pet Adoption Center
Facilities Maintenance and Operations
1. Downstairs near supervisor offices where job assignments are given to Maintenance and
Custodial
2. Courthouse: Downstairs near supervisors' offices and timeclock
3. L. Brooks Patterson Building: Basement area near custodial office
4. North Oakland Health Center: Maintenance area
5. Paint Shop
6, Public Works Building: FMO-Painters and workshop area/grounds area (total of 2)
Parks and Recreation
1. Main office -Watkins Lake Road
2. Lyon Oaks
3. Springfield Oaks
4. Addison Oaks
S. Groveland Oaks
6. Glen Oaks
7. Red Oaks
Sheriff's Office
1. Sheriffs Administration Building —Custodial
2. Jail — Location TBD
3. Records unit
Water Resources Commissioner:
1. Public Works (95 West)
2. Pump Maintenance: 4860 Pontiac Lake Road
3. Eight Mile Building: Southfield
4. Commerce Sewer Treatment
5. Walled Lake Sewer Treatment
6. Pontiac Sewer Treatment: 155 N. Opdyke
7. Pontiac Water Department: 522 S. Opdyke
8. George Kuhn Drain: Madison Heights
9. Billing Department: Dixie Hwy, Waterford
ARTICLE VIII. SENIORITY
New employees may acquire seniority by working six (6) continuous months, in which event the
employee's senioritywill date backto the date of hire into the department. An employee shall be credited
with seniority for the time employed in the functional unit that he/she is currently employed which
previously fell under a different department.
When the employee acquires seniority, his/her name shall be placed on the seniority list, in the order of
his/her seniority date.
An up-to-date seniority list shall be furnished to the union every six (6) months. An employee shall lose
his/her seniority for the following reasons:
(a) If the employee resigns or retires;
(b) if the employee is discharged, and not reinstated;
(c) If the employee is absent from work for three (3) working days, without properly notifying the
Employer, unless satisfactory reason is given;
(d) If the employee does not return to work at the end of an approved leave;
(e) If the employee does not return to work when recalled from a layoff.
The Employer will email the Union Business Agent any bargaining unit positionsthat the Employer istaking
applications. The Union Business Agent may refer applicants for the positions, if available.
ARTICLE IX. LAYOFF AND RECALL
Section 1.
If and when it becomes necessary forth Employer to reduce the number of employees in the workforce,
the employees will be laid off in seniority order within the functional units. For layoff and recall purposes,
Maintenance, Custodial and Grounds units in the Department of Facilities Management, Facilities
Maintenance and Operations Division are to be considered separate units. The order of layoff in each
functional unit shall be determined based on seniority and capability of performing available jobs and
shall be recalled in the inverse order (refer to Rule 9 — Oakland County Merit System Handbook). All
employees so laid off shall be offered the opportunity to recall prior to the hiring of any new employees.
Entitlement to recall shall not extend beyond the following specified periods; employees with less than
one year seniority entitled to recall for one year; employees with one but less than two years seniority
entitled to recall for two years; employees with two or more years of seniority entitled to recall for three
years.
Section 2.
Suoersenioritv. The President, Vice President and elected stewards for the purpose of layoff and recalls
to work following such layoff only, for the term of their office, shall be considered as having more seniority
than any other employee within their functional unit. They shall be last to be laid off for lack of work or
funds from their unit and the first to be recalled to work in their unit following such layoff providing they
have the then present ability to satisfactorily perform the available work in such area without additional
training.
ARTICLE X. PROMOTIONS
(a) Promotions made within the bargaining unit shall be carried out in a manner consistent with the
provisions of the Oakland County Merit System.
(b) The Employer will determine who is best qualified to fill the position after considering the criteria
identified in the job posting. If two or more applicants are equally qualified, seniority will be taken into
consideration.
(c) Whenever a less senior employee is selected over a more senior employee, Human Resources shall
review the qualifications and criteria for the selection to ensure improper Favoritism or bias was not a
factor. Any more senior employee -applicant that was not selected may request the reasons why he/she
was not selected.
(d) A Union observer will be permitted to attend Merit System promotional interviews for promotions
within the bargaining unit.
ARTICLE XI. GENERAL CONDITIONS
Section 1.
The Union shall be notified fourteen (14) days in advance of anticipated permanent major changes in
working conditions and discussions shall be held thereon. The Union will have the opportunity to bargain
any such changes upon written notice to the County.
Section 2.
Employees elected to any permanent full time Union office or selected by the Union to do work which
takes them from their employment with the County, shall at the written request of the Union be granted
a leave of absence without pay. The leave of absence shall not exceed two (2) years, but it shall be
renewed or extended for a similar period at any time upon the written request of the Union.
e
Due to a leave of absence as described above, the Union may submit payment for an employee's group
health, dental and vision premiums falling due during any month in which the employee has not worked
at least one day. Payment not made by the employee and/orthe union will result in cancellation of these
benefits (in accordance with Merit Rule 13).
Section 3.
When any position not listed on the wage schedule is filled or established, the County may designate a
job classification and rate structure for the position. The County shall notify the Union at such time as the
new classification is established. In the event the Union does not agree that the classification, rate or
structure are proper, the Union shall have the right to submit the issue as a grievance through the
grievance procedure within a three (3) month period following notification.
Section 4.
County vehicles operated by employees represented by this bargaining unit will be given safety
inspections annually by the Oakland County department of Central Services, Support Services Division.
Section S.
The Employer will provide the Union with a roster of bargaining unit employees in January and July of
each contract year. Said roster shall include the following information: name of employee, classification,
date of hire, step in salary range, and current salary rate.
Section 6.
Part-time, non -eligible employees may be utilized for up to 1,000 hours of employment per year as
provided in the Oakland County Merit Rules published February, 1986.
Section 7.
The Employer may in its sole judgement and discretion decide to permit early merit increases ahead of
the schedule provided in this Agreement. Such early merit increases shall be recommended by the
Department Head and be subject to approval by the Employee Relations Division of the Human Resources
Department. Approval of an early merit increase in one case shall not create a precedent for granting
early merit increase in any other.
Section 8.
Copies of all disciplinary actions related to members of this bargaining unit shall be provided to the Union.
Section 9.
The Employer will notify the union of changes in bargaining unit job descriptions and if requested by the
Union, the Employer will meet and confer prior to finalization of the job description. Exception to this
policy may occur under exigent circumstances with discussions being held within a reasonable time
thereafter.
Section 10.
Except in exigent circumstances, an employee shall be given ten (10) working days notice prior to a
permanent change in shift.
E
Section 11.
The Employer will endeavor to hold disciplinary and corrective discussions in a private area between
supervision and the employee.
Section 12.
Union representatives, officers and/or stewards shall have access to interview and/or meet with a
bargaining unit member(s) or see a work area as related to grievance(s) and/or labor contract related
matters. The interview shall not interfere with the employee's daily work assignments.
Union Representatives, officers and stewards shall observe all County security and access procedures and
may need to be accompanied to and from meeting locations within a building when required by such
procedures for employees.
Union representative(s) and the union president (during his/her daily release time) may host meetings in
county facilities with bargaining unit members. Upon arrival, the union representative or union president
will notify management of their presence. The union representative or union president may, at their
discretion, pre -arrange with Labor Relations a date/time in which the union would like to host a meeting
in a county facility with bargaining unit employees.
The Union may request Labor Relations to coordinate with the department a specific location/conference
room for such meetings. The Union representative(s) and union president shall follow applicable facility
security and access procedures generally applicable to employees. The meeting time shall not interfere
with the employee's daily work assignments.
ARTICLE XII. 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, 2019, relating to the working conditions and compensation of the employees covered by
this Agreement, and all other benefits and policies provided for in the Oakland County Merit System,
which incorporates the Oakland County Employee's Handbook, are incorporated herein by reference and
made a part hereof to the same extent as if they were specifically set forth, except as provided and
amended by this Agreement.
ARTICLE XIII. MAINTENANCE OF CONDITIONS
Wages, hours and conditions of employment legally in effect at the execution of this Agreement shall,
except as improved herein, be maintained during the term of this Agreement. No employee shall suffer
a reduction in such benefits as a consequence of the execution of this Agreement.
ARTICLE XIV. ECONOMIC MATTERS
The Agreement between the parties on economic matters are set forth in the Appendices attached hereto
and are incorporated in this Collective Bargaining Agreement, subject to the terms and conditions thereof.
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ARTICLE XV. NO STRIKE -NO LOCKOUT
Under no circumstances will the Union cause or authorize or permit its members to cause nor will any
member of the bargaining unit take part in, any strike, sit-down, stay -in, or slowdown or any violation of
any State Law.
The Employer will not lockout any employees of the bargaining unit during the term of this Agreement.
ARTICLE XVI. DURATION
This Agreement shall remain in full force and effect from October 31, 2019, to midnight, September 30,
2022. The Agreement shall be automatically renewed from year to year thereafter unless either party
shall notify the other in writing, sixty (60) days prior to September 30, 2022, that it desires to modify the
Agreement. In the event that such notice is given, negotiations shall begin within a reasonable period of
time. This Agreement shall remain in full force and be effective during the period of negotiations and until
notice of termination of this Agreement is provided to the other party in the manner set forth in the
following paragraph.
In the event that either party desires to terminate this Agreement, written notice must be given to the
other party no less than ten (10) days prior to the desired termination date which shall not be before the
anniversary date set forth in the preceding paragraph.
It is agreed and understood that the provisions contained herein shall remain in full force and effect so
long as they are not in violation of applicable statutes and ordinances and remain within the jurisdiction
of the County of Oakland for continued application.
OAKLAND COUNTY EMPLOYEES UNION
Affiliated with the IBEW Local 58, AFL-CIO
OCEU/IBEW Union President
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COUNTY OF OAKLAND, a Michigan
Constitutional Corporation
David T. Woodward, Chairperson
Oakland County Board of Commissioners
OAKLAND COUNTY EXECUTIVE
David Coulter
OAKLAND COUNTY EMPLOYEES UNION
APPENDIX A
For the following fringe benefits refer to the Oakland Countv Employee's Handbook:
1. Injury on the Job
2. Holidays
3. Leave of Absence
4. Death Benefits
5. Longevity
6. Master Medical Coverage
7. Sick Leave
8. Retirement
9. Annual Leave
10. Income Continuation Coverage
11. Dental Coverage
12. Tuition Reimbursement
The fringe benefits modified in previous collective bargaining agreements shall continue in effect as
modified and described in the Oakland Countv Emplovee's Handbook.
Effective with the execution of this Agreement, the General Travel Regulation's mileage reimbursement
rate shall be equivalent to the IRS mileage rate.
SHIFT PREMIUM
All employees scheduled to work second shift will be paid an additional $.75 cents per hour. All
employees scheduled to work third shift will be paid an additional $1.00 per hour.
Benefit Modifications Effective 2016
For members of this bargaining unit, health care changes shall be consistent with Misc. Resolution
#t06114 and shall be effective with ratification of the agreement.
Effective January 1, 2016, the County will increase its contribution from $50 to $75 per pay period for
those eligible for the Retirement Health Savings Plan.
12
Employees hired on or after April 1, 2007, shall be subject to Misc. Resolution #05258 (Retirement
Health Savings Plan) that was implemented during FY 2006, for non -represented employees.
Employee/Healthcare/Retirement Benefits
Calendar Year 2020
Dental Enhancements
• Annual maximum for High Dental option increases from $1,250 to $1,500
• Composite (white) fillings covered by Standard and High Dental at 85%, Modified at 50%
• Dental sealants for children up to age 14 covered by Modified, Standard and High Dental
at 100%
• Brush biopsies to detect oral cancer covered by Modified, Standard and High Dental at
100%
Vision Enhancements
• Frame Allowance increases from $67 to $100 for Standard and High Vision
• Contact Lens allowance increases from $35 to $50 for Standard and High Vision
Calendar Years 2021 and 2022
Any employee, retirement or healthcare benefit modifications implemented on a countywide basis to
general, non -represented employees to take effect during 2021 and 2022 shall be applied to employees
represented by this bargaining unit at the same time and in the same manner.
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Insert Dental comparison chart
Insert Dental Comparison chart
Insert Vision Comparison chart
ANIMAL SHELTER AND PET ADOPTION CENTER
APPENDIX B
BI-WEEKLY SALARIES - FY 2020
Classification
Base
1 Year
2 Year
3 Year
4 Year
5 Year
Financial Services Tech 1
1311.15
1389.82
1473.21
1561.61
1655.30
1756.69
Financial Services Tech II
1517.85
1608.92
1705.45
1807.78
1916.25
2033.58
Animal Control Officer
1534.64
1626.72
1724.32
1827.78
1937.45
1998.00
Animal Control Shelter Ldr
1572.56
1666.91
1766.93
1972.94
1985.32
2047.62
Animal Shelter Attendant
1213.04
1297.95
1388.81
1486.02
1590.05
1637.15
General Clerical
1200.90
General Helper
1200.90
Office Support Clerk
1213.04
1297.95
1388.81
1486.02
1590.05
1625.27
Office Support Clerk Senior
1337.38
1417.63
1502.69
1592.85
1688.42
1791.81
Office Leader
1404.27
1488.52
1577.83
1672.50
1772.85
1881.42
Veterinarian Technician
1358.04
1453.10
1554.82
1663.66
1780.11
1846.15
Fiscal Year 2020 - All bargaining unit members shall receive a 2% across the board wage increase; plus
negotiated wage increases. Further, the parties have agreed to the $15 minimum wage enhancement
for the following classifications: Animal Shelter Attendant, General Clerical, General Helper and Office
Support Clerk.
Fiscal Year 2021- The County will increase the Employer contribution to the Defined Contribution
Retirement Plan by 1%for eligible employees; and Wage Reopener.
Fiscal Year 2022 - Wage Reopener
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ANIMAL SHELTER AND PET ADOPTION CENTER
APPENDIX B (CONTINUED)
REPRESENTATION
There shall be one (1) steward and one (1) alternate steward. In matters which require the presence of
a union steward it shall be the responsibility of the employer to arrange for the steward's attendance.
ON -CALL PAY
Employees that are on call will receive an additional 1.5 hours of pay as compensation for being on call
during regularly scheduled work days; and will receive an additional 2 hours of pay as compensation for
being on call during a non -regularly scheduled work day and holiday. Employees that are on call and
called into work will receive a minimum of 2 hours pay on a day that is a regularly scheduled work day
and 3 hours pay on days that are not a regularly scheduled work day and/or holiday.
DELAYED START TIME AFTER 16 HOUR SHIFT
Employees working 16 hours or more, shall not be scheduled to work until he/she has had at least an
eight hour rest period. If the employee misses all or a portion of his/her regular shift, as a result of their
8 hour rest period, he/she will have the option of using vacation time to compensate for time off or take
the time unpaid. If the employee choses to take the time unpaid, it will not reduce the overtime pay
earned in preceding shift.
INJURY ON THE JOB
Employees who suffer work related injuries or illness while on duty that requires medical attention as
described in the Worker's Compensation Incident form (by Risk Management) shall be compensated.
Medical visits during an employee's regular scheduled shift shall be compensated at straight time; and
medical visits that extend beyond the employee's regularly scheduled shift shall be compensated at the
employee's overtime rate — not to exceed two hours.
OVERTIME EQUALIZATION
A record of the overtime worked will be maintained for each overtime unit of distribution, based on the
latest overtime report from Oakland County Payroll. One copy of the payroll report will be posted in a
conspicuous place and another provided to the steward by no later than the beginning of the first pay
period of the new month for use in distributing voluntary overtime.
In each unit, the employee with the qualifications to perform the work with the lowest number of
overtime hours recorded will be offered overtime first. Employees who work overtime or who do not
work overtime when it has been offered or assigned to them, whether excused or not, will be charged
the amount of overtime hours worked.
If supervision requires that a particular employee remain on a job out of necessity for the continuity and
efficiency of a project/work assignment, that particular employee will remain on the job,
For the purposes of this article, "unit" above means Road Patrol, Kennel and Administration.
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ANIMAL SHELTER AND PET ADOPTION CENTER
APPENDIX B (CONTINUED)
CERTIFICATIONS AND LICENSES
The County will reimburse eligible employees within the Animal Shelter and Pet Adoption Center for the
following licenses/certifications:
Animal Control Officer—CPL
Veterinarian Technician —Vet Tech License
If other licenses and/or certifications are, or become required, the parties will meet and discuss their
inclusion to the list.
UNIFORMS
Employees shall be provided with the following uniforms as identified. Dry cleaning will be provided at
the County's expense for scrubs and the ACO's uniform shirts/pants. All other items to be laundered will
be the responsibility of the employee.
Animal Control Officers
5 short sleeve shirts
5 long sleeve shirts
5 pairs of pants
1 Gortex winter jacket
Soft shell jacket
1 Raincoat
1 Duty belt
1 Holster
1 Pant belt
4 Belt Keepers
1 Armor Express Vortex Level II vest
1 Cool performance fitted cap
1 5-panel twill cap
1 Ball cap
Up to $275 safety/work boot reimbursement will be provided per calendar year
Front Desk/Office Staff
3 Short sleeve shirts per year
3 Long sleeve shirts per year
3 Sweatshirts
1 Fleece jacket
Veterinarian Technicians
Access to clean set of scrubs, daily
19
MAINTENANCE, CUSTODIAL AND GROUNDS
APPENDIX C
BI-WEEKLY SALARIES - FY 2020
Classification
Base
1 Year
2 Year
3 Year
4 Year
5 Year
Automobile Mechanic 1
1625.61
1723.14
1826.53
1936.12
2052.29
2177.96
Automobile Mechanic 11
1881.82
1994.73
2114.41
2241.28
2375.76
2521.27
Central Stock Attendant
1542.32
1634.86
1732.95
1836.93
1947.14
2008.23
Custodial Worker
1200.90
1273.62
1346.42
1419.02
1491.77
1564.60
Custodial Worker Senior
1236.21
1310.39
1389.01
1472.35
1560.69
1610.62
General Helper
1200.90
General Maintenance Mech
1476.78
1565.39
1659.31
1758.87
1864.40
1923.04
Grounds Equip Mechanic
1534.13
1626.18
1723.75
1827.18
1936.81
1997.31
Groundskeeper Crew Chief
1772.68
1879.04
1991.78
2111.29
2237.97
2308.15
Groundskeeper I
1277.20
1353.83
1435.06
1521.17
1612.44
1663.94
Groundskeeper II
1345.00
1425.68
1511.22
1601.89
1698.01
1752.00
Groundskeeper Specialist
1605.82
1702.17
1804.30
1912.56
2027.31
2090.65
Groundskeeper Spec - Irrig
1664.85
1764.74
1870.62
1982.86
2101.83
2167.54
Maintenance Laborer
1248.92
1323.86
1403.29
1487.49
1576.74
1627,19
Mobile Unit Custodial Wkr
1236.21
1310.39
1389.01
1472.35
1560.69
1610.62
Painter
1683.48
1784.49
1891.56
2005.06
2125.36
2190.81
Skilled Maint Mech 1
1634.89
1732.98
1836.96
1947.18
2064.01
2128.69
Skilled Maint Mech II
1717.16
1820.19
1929.40
2045.16
2167.87
2234.65
Skilled Maint Mechanic
Carpenter
2136.92
2265.14
2401.04
2545.11
2697.81
2812.04
RON
Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year
Skilled Maint Mechanic
Electrician 2393.76 2537.39 2689.63 2851.01 3022.07 31.50.04
Skilled Maint Mechanic
HVAC 2054.73 2178.01 2308.70 2447.22 2594.05 2703.88
Skilled Maint Mechanic
Plumber 2410.20 2554.81 2708.10 2870.59 3042.82 3171.65
Fiscal Year 2020 - All bargaining unit members shall receive a 2% across the board wage increase; plus
negotiated wage increases. In addition, the parties have agreed to the $15 minimum wage
enhancement for the following classifications: Custodial Worker, and General Helper.
Fiscal Year 2021- The County will increase the Employer contribution to the Defined Contribution
Retirement Plan by 1%for eligible employees; and Wage Reopener.
Fiscal Year 2022 — Wage Reopener
21
MAINTENANCE, CUSTODIAL AND GROUNDS
APPENDIX C (CONTINUED)
REPRESENTATION
There shall be stewards and alternate stewards in accordance with the following formula:
(a) The Maintenance employees shall be represented by one (1) steward and one (1) alternate
steward;
(b) The Grounds employees shall be represented by one (1) steward and one (1) alternate steward;
(c) The Custodial employees shall be represented by one (1) steward and one (1) alternate steward
for the afternoon shift— North County (employees working in buildings located north of Birmingham);
One (1) steward and one (1) alternate steward for the afternoon shift — South County (employees
working in buildings located south of Birmingham).
In matters which require the presence of a union steward it shall be the responsibility of the employer
to arrange for the steward's attendance.
GROUNDSKEEPERS
Movement from the Level I to the Level II in the Groundskeeper series may occur without the need for a
vacancy in the higher classification after completion of each step in the Groundskeeper I salary range.
An employee will be reclassified from Groundskeeper I to Groundskeeper II when in the sole judgement
and discretion of the employer, his work performance warrants such reclassification.
CUSTODIAL EMPLOYEES
Custodial employees hired after January 1, 1984, will be appointed as Custodial Worker I and will move
from Custodial Worker I to Custodial Worker II after completing each step of the Custodial Worker I
salary range. Such movement shall be in accordance with Merit System Rules and applied to other
classes treated as a series (such as Typist I and II). All employees hired after January 1, 1984, must be
able and willing to perform all current Custodial Worker I and 11 assignments from their date of hire
including buffing.
When a permanent vacancy occurs within the custodial department, the position (facility, location and
work schedule) shall be posted to all custodial personnel. The custodial employees interested in the
lateral position will have 5 business days to respond in writing to the Chief of Custodial Services that
they are interested in the vacant job assignment's location and shift. The position will be filled within 5
business days. The employee with the highest seniority that is minimally qualified for the position will
be considered for the position. Any vacancy created through the filling of the original vacancy shall be
limited to no more than two "domino effect" moves. If the Employer selects an employee other than
the employee with the most seniority, the Employer shall provide the reasons in writing for selecting the
less senior employee to the Union. Once the most senior qualified candidate(s) is/are selected, there
will be a thirty (30) day trial period to determine if the change in assignment benefits both parties.
TEMPORARY CHANGE OF RATE
In those cases in which the temporary assignment includes taking over the ultimate responsibility
inherent in the higher level job and in which the temporary assignment is for at least one full shift, the
base salary rate will be paid to the employee in the temporary assignment for the time actually worked
22
MAINTENANCE, CUSTODIAL AND GROUNDS
APPENDIX C (CONTINUED)
in the higher classification but the increased earnings will not count toward the basis in which service
increment pay is determined.
SNOW REMOVAL DUTY
Effective January 1, 1995, employees in the Grounds Maintenance Unit assigned to Snow Removal duty
and who work more than 4 hours between 6 p.m. and 6 a.m. shall receive a differential equal to the
current shift differential for all hours worked at this assignment between 6 p.m. and 6 a.m. With the
exception described above, these employees shall be ineligible for any other form of shift differential.
ON -CALL PAY
Employees that are on call will receive an additional 1.5 hours of pay as compensation for being on call
during regularly scheduled workdays; and will receive an additional 2 hours of pay as compensation for
being on call during a non -regularly scheduled workday and holiday. Employees that are on call and
called into work will receive a minimum of 2 hours pay on a day that is a regularly scheduled workday
and 3 hours pay on days that are not regularly scheduled workday and/or holiday.
DELAYED START TIME AFTER 16 HOUR SHIFT
Employees working 16 hours or more, shall not be scheduled to work until he/she has had at least an
eight hour rest period. If the employee misses all or a portion of his/her regular shift, as a result of their
8 hour rest period, he/she will have the option of using vacation time to compensate for time off or take
the time unpaid. If the employee choses to take the time unpaid, it will not reduce the overtime pay
earned in preceding shift.
INJURY ON THE JOB
Employees who suffer work related injuries or illness while on duty that requires medical attention as
described in the Worker's Compensation Incident form (by Risk Management) shall be compensated.
Medical visits during an employee's regular scheduled shift shall be compensated at straight time; and
medical visits that extend beyond the employee's regularly scheduled shift shall be compensated at the
employee's overtime rate — not to exceed two hours.
HOLIDAY PAY ON ALTERNATIVE SCHEDULES
Employees assigned to work a 4/10 schedule where the holiday falls on a day in which they are normally
scheduled to work, the employee shall receive 10 hours holiday pay.
PROMOTIONS — INTERVIEW PANEL
Promotional decisions within the unit will be made by an interview panel by majority vote. The
interview panel shall consist of three members, one managerial employee of the department, one
representative of Human Resources, and the OCEU President or his or her designee.
23
MAINTENANCE, CUSTODIAL AND GROUNDS
APPENDIX C (CONTINUED)
OVERTIME EQUALIZATION
A record of the overtime worked will be maintained for each overtime unit of distribution, based on the
latest overtime report from Oakland County Payroll. One copy of the payroll report will be posted in a
conspicuous place and another provided to the steward by no later than the beginning of the first pay
period of the new month for use in distributing voluntary overtime.
In each unit, the employee with the qualifications to perform the work with the lowest number of
overtime hours recorded will be offered overtime first. Employees who work overtime or who do not
work overtime when it has been offered or assigned to them, whether excused or not, will be charged
the amount of overtime hours worked.
If supervision requires that a particular employee remain on a job out of necessity for the continuity and
efficiency of a project/work assignment, that particular employee will remain on the job.
For the purposes of this article "unit" above means custodial, grounds and maintenance.
CERTIFICATIONS AND LICENSES
The following classifications within Facilities, Maintenance and Operations are required to have and
maintain a valid Commercial Driver's License (CDL) and are required to possess additional endorsements
when specified. The County will reimburse the difference between the cost of a standard driver's
license and CDL, and, required endorsements. Employees must submit a valid receipt from the
Secretary of State to their supervisor for reimbursement.
Automobile Mechanic II
Grounds Equipment Mechanic
Groundskeeper I and 11
Asbestos Certification/License
High Pressure Boiler License
Journeyman/Master Electrician
Journeyman/Master Plumber
Pesticide Certification
Underground Storage Tank Operator A
Underground Storage Tank Operator B
If other licenses and/or certifications are, or become required, the parties will meet and discuss their
inclusion to the list.
r
MAINTENANCE, CUSTODIAL AND GROUNDS
APPENDIX C (CONTINUED)
UNIFORMS
Employees shall be provided with the following uniforms as identified. Weekly laundry of Uni-First
items will be provided at the County's expense. All other items to be laundered will be the responsibility
of the employee.
Facilities Maintenance Building Management and Natural Resources Management
11 Uni-First pants
11 Uni-First short/long sleeve shirts (their choice)
2 Uni-First light coveralls
1. Uni-First light coat
3-5 Cotton t-shirts
1 Winter coat
1 Winter bibs
1 Summer hat
1 Winter hat
Winter gloves
Summer gloves
Eligible represented employees will be reimbursed up to $275 per calendar year for the
purchase of their safety/work boot.
25
SHERIFF'S OFFICE CLERICAL & MAINTENANCE EMPLOYEES
APPENDIX D
BI-WEEKLY SALARIES - FY 2020
Classification
Base
1 Year
2 Year
3 Year
4 Year
5 Year
Clerk II/Deliveryperson
1200.90
1273.62
1346.42
1419.02
1491.77
1564.60
Employee Records Specialist 1548.20 1641.10 1739.56 1843.93 1954.57 2074.23
Financial Services Tech 1 1311.15 1389.82 1473.21 1561.61 1655.30 17S6.69
Financial Services Tech II 1517.85 1608.92 1705.45 1807.78 1916.25 2033.58
General Clerical 1200.90
General Helper 1200.90
General Maint Mechanic 1476.78 1565.39 1659.31 1758.87 1864.40 1923.04
Materials Mgmt. Clerk 1264.80 1340.69 1421.13 1S06.40 1596.78 1647.46
Office Leader 1404.27 1488.52 1577.83 1672.50 1772.85 1881.42
Office Support Clerk 1213.04 1297.95 1388.81 1486.02 1590.05 1625.27
Office Support Clerk Senior 1337.38 1417.63 1502.69 1,592.85 1688.42 1791.83.
Storekeeper 1 1200.90 1273,62 1346.42 1419.02 1491.77 1564.60
Storekeeper II 1248.92 1323.86 1403.29 1487.48 1576.73 1627.19
Warrants Clerk 1337.38 1417.63 1502.69 1592.85 1688.42 1791.81
Work Projects Coord. 1557.77 1651.24 1750.31 1855.33 1966.65 2028.27
Fiscal Year 2020 - All bargaining unit members shall receive a 2% across the board wage increase; plus
negotiated wage increases. In addition, the parties have agreed to the $15 minimum wage
enhancement for the following classifications: General Clerical, General Helper, Office Support Clerk,
Storekeeper I and Storekeeper II.
Fiscal Year 2021 - The County will increase the Employer contribution to the Defined Contribution
Retirement Plan by 1%for eligible employees; and Wage Reopener.
Fiscal Year 2022 -- Wage Reopener
tz-
SHERIFF'S OFFICE CLERICAL & MAINTENANCE EMPLOYEES
APPENDIX D (CONTINUED)
REPRESENTATION
There shall be one (1) steward and one (1) alternate steward.
In matters which require the presence of a union steward it shall be the responsibility of the employer
to arrange for the steward's attendance.
SHIFT PREFERENCE
Ali represented employees within this functional unit will be entitled to make a shift preference
selection in April and October of each year. This shift preference selection is to be based on seniority
within the unit and is subject to the final approval of the Sheriff. It is understood that approval will not
be unreasonably withheld.
It is further understood that provisions of this section related to shift selection in no way effects the
Sheriff's right to determine assignments.
DELAYED START TIME AFTER 16 HOUR SHIFT
Employees working 16 hours or more, shall not be scheduled to work until he/she has had at least an
eight hour rest period. If the employee misses all or a portion of his/her regular shift, as a result of their
8 hour rest period, he/she will have the option of using vacation time to compensate for time off or take
the time unpaid. If the employee choses to take the time unpaid, it will not reduce the overtime pay
earned in preceding shift.
INJURY ON THE JOB
Employees who suffer work related injuries or illness while on duty that requires medical attention as
described in the Worker's Compensation incident form (by Risk Management) shall be compensated.
Medical visits during an employee's regular scheduled shift shall be compensated at straight time; and
medical, visits that extend beyond the employee's regularly scheduled shift shall be compensated at the
employee's overtime rate — not to exceed two hours.
OVERTIME EQUALIZATION
A record of the overtime worked will be maintained for each overtime unit of distribution, based on the
latest overtime report from Oakland County Payroll. One copy of the payroll report will be posted in a
conspicuous place and another provided to the steward by no later than the beginning of the first pay
period of the new month for use in distributing voluntary overtime.
In each unit, the employee with the qualifications to perform the work with the lowest number of
overtime hours recorded will be offered overtime first. Employees who work overtime or who do not
work overtime when it has been offered or assigned to them, whether excused or not, will be charged
the amount of overtime hours worked.
If supervision requires that a particular employee remain on a job out of necessity for the continuity and
efficiency of a project/work assignment, that particular employee will remain on the job.
27
SHERIFF'S OFFICE CLERICAL & MAINTENANCE EMPLOYEES
APPENDIX D (CONTINUED)
For the purposes of this article, "unit" above means Forensic Science & DNA lab, Civil unit, Rochester
Hills substation, Corrective Services — Library, Corrective Services — Works Project Coordinator,
Accounting unit, Corrections Program Services, Administrative Services, Records unit, RESULTS program,
Warrants unit and Corrective Services Satellites — Captain's Office.
UNIFORMS
Employees shall be provided with the following uniforms as identified. Dry cleaning will be provided at
the County's expense for Class A's and Fatigue shirts/pants. All other items to be laundered will be the
responsibility of the employee. Further, uniforms will be issued after they successfully complete their 6
month probationary period for the Office Support Clerks, Technical Assistants and those assigned to the
Records unit.
Office Su000rt Clerk/Senior and Technical Assistants
4 Shirt, Winter Class A — Silver Tan w/Admin Patches
4 Shirt, Summer Class A —Silver Tan w/Admin Patches
4 Trousers, Fatigue
1 Zip sweater w/Admin Patches (if requested)
Records Unit
3 Shirt, Winter Class A -- Silver Tan w/Admin, Patches
3 Shirt, Summer Class A — Silver Tan w/Admin Patches
3 Trousers, Fatigue
2 Shirt, Winter Polo — Black w/Records logo
2 Shirt, Summer Polo — Black w/Records logo
1 Zip Sweater w/Admin Patches (if requested)
Works Project Coordinator
4 Shirt, Winter Class A
4 Shirt, Summer Class A
4 Trousers, Class A
4 Shirt, Winter Fatigue — Green
4 Shirt, Summer Fatigue — Green
4 Trousers, Fatigue — Green
m
BI-WEEKLY SALARIES - FY 2020
Classification
Base
1 Year
2 Year
3 Year
4 Year
5 Year
General Helper
1200.90
General Maint Mechanic
1476.78
1565.39
1659.31
1758.87
1864.40
1923.04
Grounds Equip. Mechanic
1534.13
1626.18
1723.75
1827.18
1936.81
1997.31
Groundskeeper1
1277.20
1353.83
1435.06
1521.17
1612.44
1663.94
Groundskeeper II
1345.00
1425.68
1511.22
1601.89
1698.01
1752.00
Groundskeeper Specialist
1605.82
1702.17
1804.30
1912.56
2027.31
2090.65
Maintenance Laborer
1248.92
1323.86
1403.29
1487.49
1576.74
1627.19
Parks Crew Chief
1772.68
1879.04
1991.78
2111.29
2237.97
2308.15
Parks Maintenance Aide
1328.05
1407.73
1492.19
1581.73
1676.63
1729.85
Skilled Maint Mechanic 1
1634.89
1732.98
1836.96
1947.18
2064.01
2128.69
Skilled Maint Mechanic II 1717.16 1820.19 1929.40 2045.16 2167.87 2234.65
Skilled Maint Mechanic
Carpenter 2136.92 2265.14 2401.04 2545.11 2697.81 2812.04
Skilled Maint Mechanic
Electrician 2393.76 2537.39 2689.63 2851.01 3022.07 3150.04
Skilled Maint Mechanic
HVAC 2054.73 2178.01 2308.70 2447.22 2594.05 2703.88
Skilled Maint Mechanic
Plumber 2410.20 2554.81 2708.10 2870.59 3042.82 3171.65
Fiscal Year 2020 - All bargaining unit members shall receive a 2% across the board wage increase; plus
negotiated wage increases. In addition, the parties have agreed to the $15 minimum wage
enhancement for the following classification: General Helper.
P41
PARKS & RECREATION
APPENDIX E (CONTINUED)
Fiscal Year 2021 - The County will increase the Employer contribution to the Defined Contribution
Retirement Plan by 1%for eligible employees; and Wage Reopener.
Fiscal Year 2022 —Wage Reopener
9161
PARKS & RECREATION
APPENDIX E (CONTINUED)
REPRESENTATION
There shall be a steward and an alternate steward, one of which shall be frorn Addison Oaks Park.
During the term of this agreement and due to the fact that Addison Oaks Park is geographically distant
from the other County parks, the alternate steward shall perform all the duties and functions of a
steward.
In matters which require the presence of a union steward, it shall be the responsibility of the employer
to arrange for the steward's attendance.
TEMPORARY CHANGE OF RATE
In those cases in which the temporary assignment includes taking over the ultimate responsibility
inherent in the higher level job and in which the temporary assignment is for at least one full shift, the
base salary rate will be paid to the employee in the temporary assignment for the time actually worked
in the higher classification but the increased earnings will not count toward the basis on which service
increment pay is determined.
GROUNDSKEEPERS
Movement from Level I to Level II in the Groundskeeper series may occur without the need for a
vacancy in the higher classification, after completion of each step in the Groundskeeper I salary range.
An employee will be reclassified from Groundskeeper I to Groundskeeper II when in the sole judgement
and discretion of the employer, his work performance warrants such reclassification.
SKILLED MAINTENANCE MECHANIC III/WEEKEND ON -CALL
Weekend on -call pay shall be provided for the Skilled Maintenance Mechanic III classification.
ON -CALL PAY
Employees that are on call will receive an additional 1.5 hours of pay as compensation for being on call
during regularly scheduled work days; and will receive an additional 2 hours of pay as compensation for
being on call during a non -regularly scheduled work day and holiday. Employees that are on call and
called into work will receive a minimum of 2 hours pay on a day that is a regularly scheduled work day
and 3 hours pay on days that are not a regularly scheduled work day and/or holiday.
DELAYED START TIME AFTER 16 HOUR SHIFT
Employees working 16 hours or more, shall not be scheduled to work until he/she has had at least an
eight hour rest period. If the employee misses all or a portion of his/her regular shift, as a result of their
8 hour rest period, he/she will have the option of using vacation time to compensate for time off or take
the time unpaid. If the employee chosen to take the time unpaid, it will not reduce the overtime pay
earned in preceding shift.
31
PARKS & RECREATION
APPENDIX E (CONTINUED)
INJURY ON THE JOB
Employees who suffer work related injuries or illness while on duty that requires medical attention as
described in the Worker's Compensation Incident form (by Risk Management) shall be compensated.
Medical visits during an employee's regular scheduled shift shall be compensated at straight time; and
medical visits that extend beyond the employee's regularly scheduled shift shall be compensated at the
employee's overtime rate — not to exceed two hours.
OVERTIME EQUALIZATION
A record of the overtime worked will be maintained for each overtime unit of distribution, based on the
latest overtime report from Oakland County Payroll. One copy of the payroll report will be posted in a
conspicuous place and another provided to the steward by no later than the beginning of the first pay
period of the new month for use in distributing voluntary overtime.
In each unit, the employee with the qualifications to perform the work with the lowest number of
overtime hours recorded will be offered overtime first. Employees who work overtime or who do not
work overtime when it has been offered or assigned to them, whether excused or not, will be charged
the amount of overtime hours worked.
If supervision requires that a particular employee remain on a job out of necessity for the continuity and
efficiency of a project/work assignment, that particular employee will remain on the job.
For the purposes of this article, "unit" above means Parks & Rec main office/Waterford, Independence
Oaks, Lyon Oaks, Springfield Oaks, Addison Oaks, Groveland Oaks, Glen Oaks and Red Oaks.
CERTIFICATIONS AND LICENSES
The following classifications within Parks & Recreation are required to have and maintain a valid
Commercial Driver's License (CDL) and are required to possess additional endorsements when specified.
The County will reimburse the difference between the cost of a standard driver's license and CDL, and,
required endorsements. Employees must submit a valid receipt from the Secretary of State to their
supervisor for reimbursement.
Automobile Mechanic II
Grounds Equipment Mechanic
Groundskeeper Crew Chief
Groundskeeper Iand ll
Groundskeeper Specialist
Parks Maintenance Aide
Aerial Lift
Auto Electrical Systems
Boiler Operator License
Certified Playground Safety Inspector
Certified Pool & Spa Operator
Commercial Pesticide Applicator
Confined Space Refresher
32
PARKS & RECREATION
APPENDIX E (CONTINUED)
Driver's License — Chauffeurs
Journeyman/Master Electrician
Sery Safe Certificate
Underground Storage Tank Operator A
Underground Storage Tank Operator B
If other licenses and/or certifications are, or become required, the parties will meet and discuss their
inclusion to the list.
UNIFORMS
Employees shall be provided with the following uniforms as identified. Weekly laundry of Uni-First
items will be provided at the County's expense, All other items to be laundered will be the responsibility
of the employee.
Parks Staff
11 Uni-First pants
11 Uni-First shirts — combination of their choice
1 Uni-First [Vlechanir_ Coat
1 Winter bibs, Carhartt if available
1 Winter coat, Carhartt if available
1 Hat — knit and/or ball cap
3 Long sleeve staff t-shirts — grey with blue print
3 Short sleeve staff t-shirts—grey with blue print
Eligible represented employees will be reimbursed up to $275 per calendar year for the
purchase of their safety/work boot.
33
WATER RESOURCES COMMISSIONER
APPENDIX F
BI-WEEKLY SALARIES - fY 2020
Classification
Base
1 Year
2 Year
3 Year
4 Year
5 Year
Automobile Mechanic 1
1625.61
1723.14
1826.53
1936.12
2052.29
2177.96
Automobile Mechanic II
1881.82
1994.73
2114.41
2241.28
2375.76
2521.27
Chemist
1908.04
2023.01
2138.37
2253.59
2368.82
2483.91
Electrical Systems Coord.
2441.65
2588.15
2743.44
2908.05
3082.53
3213.04
Electronics Technician 1
1604.04
1700.28
1802.30
1910.44
2025.06
2088.54
Electronics Technician li
1763.88
1869.71
1981.90
2100.81
2226.86
2296.23
Electronics Technician III
1939.24
2055.59
2178.93
2309.67
2448.25
2524.31
General Helper
1200.90
Lake Level Technician
1735.72
1839.86
1950.25
2067.27
2191.31
2287.96
Lead Chemist
2098.84
2225.30
2352.22
2478.93
2605.69
2732.32
Maintenance Laborer-WRC
1349.30
1416.76
1487.60
1561.98
1640.08
1757.93
Maintenance Mech 1
1553.69
1646.92
1745.73
1850.50
1961.54
2023.58
Maintenance Mech II
1668.96
1769.12
1875.23
1987.77
2,107.04
2,199.96
Meter Mechanic
1520.98
1612.24
1708.97
1811.51
1920.20
1979.19
Pump Maint Mech. 1
1604.04
1700.28
1802.30
1910.44
2025.06
2088.54
Pump Maint Mach. 11
1762.54
1868.29
1980.38
2099.21
2225.16
2294.50
Skilled Maint Mach 1
1634.89
1732.98
1836.96
1947.18
2064.01
2128.69
Skilled Maint Mech II
1717.16
1820.19
1929.40
2045.16
2167.87
2234.65
34
Classification
Base
1 Year
2 Year
3 Year
4 Year
5 Year
Skilled Maint Mechanic
Electrician
2393.76
2537.39
2689.63
2851.01
3022.07
3150.04
Skilled Maint Mechanic
HVAC
2054.73
2178.01
2308.70
2447.22
2594.05
2703.88
Skilled Maint Mechanic
Plumber
2410.20
2554.81
2708.10
2870.59
3042.82
3171.65
Water Res Rec Crew Ldr
1930.27
2046.09
2168.85
2298.98
2436.92
2512.77
Water Res Crew
Leader-CRWRRF
1930.27
2046.09
2168.85
2298.98
2436.92
2512.77
Water Res Rec Oper 1
1605.65
1701.99
1804.11
1912.36
2027.10
2091.12
Water Res Rec
OperI- CRWRRF
1605.65
1701.99
1804.11
1912.36
2027.10
2091.12
Water Res Rec Oper II 1848.68 1959.60 2077.18 2201.81 2333.92 2406.65
Water Res Rec
Oper II - CRWRRF 1848.68 1959.60 2077.18 2201.81 2333.92 2406.65
WRC Crew Leader -
Pump Maintenance 1947.93 2064.81 2188.70 2320.02 2459.22 2535.88
WRC Crew Leader -
Water & Sewer 1781.96 1888.88 2002.21 2122.34 2249.68 2318.97
Base 6 Mos 1 Year
Water Res Rec Oper Trainee 1387.02 1471.04 1555.10
Water Res Rec Oper
Trainee-CRWRRF 1387.02 1471.04 1555.10
Fiscal Year 2020 - All bargaining unit members shall receive a 2% across the board wage increase; plus
negotiated wage increases. In addition, the parties have agreed to the $15 minimum wage
enhancement for the following classification: General Helper.
Fiscal Year 2021- The County will increase the Employer contribution to the Defined Contribution
Retirement Plan by 1%for eligible employees; and Wage Reopener.
Fiscal Year 2022 - Wage Reopener
0.1
WATER RESOURCES COMMISSIONER
APPENDIX F (CONTINUED)
REPRESENTATION
There shall be stewards and alternate stewards in accordance with the following formula:
The Sewer and Water Operations Unit employees shall be represented by one (1) steward and one (1)
alternate steward.
In matters which require the presence of a union steward it shall be the responsibility of the employer
to arrange for the steward's attendance.
TEMPORARY CHANGE OF RATE
In those cases in which the temporary assignment includes taking over the ultimate responsibility
inherent in the higher level job and in which the temporary assignment is for at least one full shift, the
base salary rate will be paid to the employee in the temporary assignment for the time actually worked
in the higher classification but the increased earnings will not count toward the basis on which service
increment pay is determined.
ON -CALL PAY
Employees that are on call will receive an additional 1.S hours of pay as compensation for being on call
during regularly scheduled work days; and will receive an additional 2 hours of pay as compensation for
being on call during a non -regularly scheduled work day and holiday. Employees that are on call and
called into work will receive a minimum of 2 hours pay on a day that is a regularly scheduled work day
and 3 hours pay on days that are not a regularly scheduled work day and/or holiday.
ON -CALL SHIFT EXCHANGE
Employees may exchange on call shifts with another eligible employee with at least one week's advance
notice and the appropriate sign-off/approval from supervision.
DELAYED START TIME AFTER 16 HOUR SHIFT
Employees working 16 hours or more, shall not be scheduled to work until he/she has had at least an
eight hour rest period. If the employee misses all or a portion of his/her regular shift, as a result of their
8 hour rest period, he/she will have the option of using vacation time to compensate for time off or take
the time unpaid. If the employee chores to take the time unpaid, it will not reduce the overtime pay
earned in preceding shift.
INJURY ON THE JOB
Employees who suffer work related injuries or illness while on duty that requires medical attention as
described in the Worker's Compensation Incident form (by Risk Management) shall be compensated.
Medical visits during an employee's regular scheduled shift shall be compensated at straight time; and
medical visits that extend beyond the employee's regularly scheduled shift shall be compensated at the
employee's overtime rate — not to exceed two hours.
36
WATER RESOURCES COMMISSIONER
APPENDIX F (CONTINUED)
MANDATORY 4/10s
In January of each year, the bargaining unit members in the Construction Drain Maintenance, Cross
Connection Pump Maintenance, Retention Treatment Basins, Sewer Maintenance, Systems Control, and
Water Maintenance field operation units, that are mandated through Miscellaneous Resolution #10094
to work a 10 hour, four -day work schedule beginning on or near the last full pay period in March
through or near the last full pay period in September, may elect, by majority vote, their desire to work a
4/10 schedule vs. a 5/8 schedule, during the mandated time frame. Any disagreement regarding the
outcome of this vote may be appealed to the Water Resources Commissioner for his final
determination.
HOLIDAY PAY ON ALTERNATIVE SCHEDULES
Employees assigned to work a 4/10 schedule where the holiday falls on a day it which they are normally
scheduled to work, the employee shall receive 3.0 hours holiday pay.
OVERTIME EQUALIZATION
A record of the overtime worked will be maintained for each overtime unit of distribution, based on the
latest overtime report from Oakland County Payroll. One copy of the payroll report will be posted in a
conspicuous place and another provided to the steward by no later than the beginning of the first pay
period of the new month for use in distributing voluntary overtime.
In each unit, the employee with the qualifications to perform the work with the lowest number of
overtime hours recorded will be offered overtime first. Employees who work overtime or who do not
work overtime when it has been offered or assigned to them, whether excused or not, will be charged
the amount of overtime hours worked.
If supervision requires that a particular employee remain on a job out of necessity for the continuity and
efficiency of a project/work assignment, that particular employee will remain on the job.
For the purposes of this article "unit" above means WRC Sewer, WRC CDM, WRC Water, WRC Pump
Maintenance, WRC Cross Connection, WRC Systems Control, WRC Retention Basin Unit and WRC's
individual wastewater treatment plants.
LAKE LEVEL TECHNICIANS
Lake Level Technicians are not expected to be available to work unscheduled overtime unless they are
on -call and paid the appropriate on -call compensation.
PROMOTIONS
Promotional decisions within the unit will be made by an interview panel by majority vote. The
interview panel shall consist of three members, one managerial employee of the department, one
representative of Human Resources, and the OCEU President or his or her designee.
37
WATER RESOURCES COMMISSIONER
APPENDIX F (CONTINUED)
BARGAINING UNIT WORK/INSPECTORS
No Inspector of Oakland County shall perform work that bargaining unit employees normally perform
without the express written consent of the Union, however, the Inspectors assigned to the Construction
Drain Maintenance Unit and Sewer Maintenance Unit may perform drain inspections. The Union will be
notified in advance of this occurring.
If any issues occur, they may be brought directly to HR/Labor Relations for proper resolution of the
issue.
CERTIFICATIONS AND LICENSES
The following classifications within the Water Resources Commissioner are required to have and
maintain a valid Commercial Driver's License (CDL) and are required to possess additional endorsements
when specified. The County will reimburse the difference between the cost of a standard driver's
license and CDL, and, required endorsements. Employees must submit a valid receipt from the
Secretary of State to their supervisor for reimbursement.
Automobile Mechanic I
Automobile Mechanic II
Maintenance Laborer
Maintenance Mechanic I
Maintenance Mechanic II
Pump Maintenance Mechanic II
Lake Level Technician
WRC Crew Leader— Water & Sewer
Boiler Operator License
Journeyman/Master Electrician
Journeyman/Master Plumber
State of MI C-2a Water Disinfection certificate
State of MI A -lb Plain Water certification
State of MI A-Jd Impoundment certificate
Storrn Water License
Wastewater Operator Class A
Wastewater Operator Class B
Wastewater Operator Class C
Wastewater Operator Class D
Water Treatment License D-4, S-4
Water Operator License
Limited Treatment License
If other licenses and/or certifications are, or become required, the parties will meet and discuss their
inclusion to the list.
M.
WATER RESOURCES COMMISSIONER
APPENDIX F (CONTINUED)
UNIFORMS
Employees shall be provided with the following uniforms as identified. Weekly laundry of Uniform items
(excluding logo items) will be provided at the County's expense. All other items to be laundered will be
the responsibility of the employee.
11 Uniform pants
11 Uniform shirts with the following options/any combination
Short sleeve
Long sleeve
Logo short sleeve tee
Logo long sleeve tee
Logo sweatshirt
11 Cotton Coveralls
OR any combination of Uniform pants/shirts/coveralls— up to 11 sets total
1 Wool cap
13 Season jacket (with or without a hood)
1 Carhartt winter bib overalls
1. Hi -Visibility winter coat
3 Pairs logo shorts (as permitted by unit)
Summer and Winter gloves will be provided as needed
Rain Gear
1 High quality raincoat will be provided to those employees who request one; and will only be
replaced due to damage, with supervisor approval.
Winter Jacket
The Employer will provide a Carhartt winter jacket in place of the 3-season jacket for those
employees who request one.
Safetv/Work Boots
All employees must have safety boots that meet the ASTM-F2413-05 standard. They are to be
purchased by the employee who will be reimbursed up to $275 per calendar year.
All of these items (with the exception of boots) can be replaced due to damage, with supervisor
approval. Orders are placed twice per year— in Spring and Fall.
39
APPENDIX G
The parties shall form a committee to discuss the concerns brought forth by the Animal Control Officers.
The parties will start meeting in January 2020. The intent is to develop a Memorandum of
Understanding.
,N
c •: " WWMCI
APPENDIX H
The parties shall form a study committee to study the use of non -bargaining unit employees and
subcontractors performing bargaining unit work. The goal of this committee shall be to perform the
necessary due diligence to understand the scope and value of the subcontracting and non -bargaining
unit employees performing bargaining unit work and to ultimately develop a memorandum of
understanding regarding subcontracting and non -bargaining unit employees performing bargaining unit
work. The committee will consist of three representatives from the Employer and three representatives
of the Union. However, additional department specific people may be called in to assist the committee.
41
Agreement Governing Recognition Procedure
This Agreement Governing Card Recognition Procedure is entered on this day of
20_, between Oakland County ("County") and the Oakland County Employees Union affiliated with
the International Brotherhood of Electrical Workers Local 58 (hereinafter collectively "OCEU"). The OCEU
and the County are desirous of entering into an agreement governing card recognition procedures.
Now therefore the parties agree as follows:
1. Aoorooriate Unit. The appropriate unit ("Unit") for card recognition shall be as follows:
a) Included in the Unit shall be: all non -represented regular full-time eligible employees
working in one or more of the following County Departments or all non -represented
full-time eligible employees in a group/job family of similar/related classifications
(e.g. all Office Assistant I and Office Assistant II) [County Executive; Sheriff's Office;
Clerk Register of Deeds; Treasurer's Office; Water Resources Commissioner; Parks
and Recreation]; Facilities Management & Operations; Management and Budget;
Economic Development; Human Resources; Health and Human Services; Information
Technology; Central Services; and Public Services.
b) Excluded from any Unit shall be: all managers, supervisors, guards, professional
employees, confidential employees, part-time non -eligible employees, volunteers
including but not limited to volunteers from any charity or nonprofit entity; contract,
lease or temporary employees; independent contractors; prisoners from the Oakland
County Jail or work release; and all other persons not set forth in Section la.
2. Recognition. If pursuant to the procedures set forth in Section 3 hereof, the OCEU has
valid authorization cards from a majority (50%+1) of the employees working in a
Department as set forth in Section la, the County shall recognize OCEU as the collective
bargaining representative of those employees and they shall be added to the OCEU
Bargaining Unit. Within 14 days of recognition, the parties shall meet to bargain any
additional or changed language concerning the inclusion of the newly added
department employees in the bargaining unit and in the labor contract.
3. Card Verification Procedures. In order to determine whether OCEU has obtained valid
authorization cards from a majority of the employees working in a Department, as set
forth in Section 1a the following procedures shall apply:
a) OCEU shall initiate the recognition/verification process by delivering to the Director of
Human Resources at Oakland County a written Demand for Recognition.
b) Within 5 business days after receipt of the Demand for Recognition by the Director of
Human Resources the parties will contact the Federal Mediation and Conciliation
Service ("FMCS") for an appointment of a Mediator who can most expeditiously
check the authorization cards as set forth herein.
c) Within 5 business days of receipt of the Demand for Recognition, Oakland County
shall send to the OCEU a list of names of all employees working in the classification(s)
as of the date the Demand of Recognition was delivered to the Director of Human
Resources. This list shall serve as the eligibility list.
d) At a time and date mutually agreed upon by the parties or absent agreement, a time
and date determined by the Mediator, the Mediator and parties shall meet at the
County and the Mediator shall compare the original authorization cards obtained by
the OCEU against the original handwritten exemplars of the employees furnished by
the County
e) The Mediator shall examine the authorization cards and determine whether the
majority of the employees employed by the County in the classification(s) on the date
the Demand for Recognition was delivered to the Director of Human Resources have
executed and dated valid authorization cards. In order to be counted as a valid
authorization card toward majority status for OCEU the authorization card shall:
a. State that the employee designates the OCEU as his/her exclusive
bargaining representative for purposes of collective bargaining.
b. Be signed and dated by the employee.
c. The date that the authorization card was signed shall be within
one (1) year of the date that the Demand for Recognition was delivered
to the Director of Human Resources.
d. The employee must be employed by the County on the date the
Demand for Recognition was delivered to the Director of Human
Resources.
f) The Mediator shall certify the results of the card check on the "Statement of Results
of Card Check" attached hereto.
4. If any dispute shall arise between the parties over this Agreement, the Unit, the card
check or the authorization cards, it shall be resolved by arbitration under the grievance
arbitration procedures set forth in the Labor Contract between the parties. The original
authorization cards shall remain confidential, but the Arbitrator may review the cards in
an on camera review.
5. This Agreement shall have the same duration as the labor contract between the parties.
OCEU OAKLAND COUNTY
STATEMENT OF RESULTS OF CARD CHECK
, having been appointed as the Arbitrator pursuant to an Agreement
Governing Card Recognition Procedure between Oakland County ("County') and the Oakland County
Employees Union/IBEW Local 58 ("Union") to conduct a card check in order to determine whether OCEU
is the representative of the employees in the Unit set forth in paragraph 1a of that Agreement, states as
follows:
1. 1 work exclusively as a neutral party and have no financial or other interest in, or affiliation
with, either the County or the OCEU.
2. 1 have received from the County a list dated , containing the names
of those employees in the Unit that the County and the OCEU agree comprise eligible
employees employed by the County in the unit set forth in paragraph 1a. This list consists
of names.
3. The OCEU has provided me with the original authorization cards. The signatures on the
authorization cards have been compared (under my direction and supervision) with those
on the documents known to have been signed by employees to determine the
authenticity of said cards.
Based upon the examination referred to above, I hereby certify that the OCEU presented cards from a
majority of employees in the Unit and that a majority of the employees whose names appear on the
eligibility list, have / have not (circle one) authorized the OCEU to be its exclusive representative for
the purpose of collective bargaining with the County concerning wages, rates of pay, hours and other
terms and conditions of employment.
Signature
Print Name Date