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Home My WebLink AboutResolutions - 2021.10.28 - 34962COAKLANDF COUNTY MICHIGAN BOARD OF COMMISSIONERS October 28, 2021 MISCELLANEOUS RESOLUTION #21-424 Sponsored By: Kristen Nelson IN RE: Fiscal Year 2022 - Fiscal Year 2025 Collective Bargaining Agreement with the Michigan Nurses Association (NINA) for Public Health Nurses Chairperson and Members of the Board: WHEREAS the County of Oakland, the Oakland County Health and Human Services Department, and the Michigan Nurses Association (MNA) have negotiated a four (4) year Collective Bargaining Agreement for the period of October 1, 2021, through September 30, 2025; and WHEREAS the FY 2022 - FY 2025 Collective Bargaining Agreement addresses general salary increases. benefits, schedules, and reimbursement for expenses; and WHEREAS this agreement covers approximately 90 Public Health Nurses; and WHEREAS the General Fund/General Purpose cost associated with this agreement will require a budget amendment of $77,171, NOW THEREFORE BE IT RESOLVED that the Oakland County Board of Commissioners approves the proposed Collective Bargaining Agreement between the County of Oakland, the Oakland County Health and Human Services Department and the Michigan Nurses Association covering the period of October 1, 2021, through September 30, 2025, and that the Board Chairperson, on behalf of the County of Oakland, is authorized to execute said agreement as attached. BE IT FURTHER RESOLVED the FY 2022 — FY 2024 budgets are amended as detailed in the attached Schedule A. Chairperson, the following Commissioners are sponsoring the foregoing Resolution: Kristen Nelson. 1�d Date: October 29, 2021 David Woodward, Commissioner Date: November 02, 2021 Hilarie Chambers, Deputy County Executive II Date: November 02 2021 Lisa Brown, County Clerk / Register of Deeds COMMITTEE TRACKING 2021-10-19 Legislative Affairs R Government Operations - Recommend and forward to Finance 2021-10-20 Finance - Recommend to Board 2021-10-28 Full Board VOTE TRACKING :Motioned by Conunissioner Michael Gingell seconded by Conm7issioner Gwen Markham to adopt the attached Collective Bargaining Agreement: Fiscal Year 2022 - Fiscal Year 2025 Collective Bargaining Agreement with the Michigan Nurses Association (MNA) for Public Health Nurses. Yes: David Woodward, Michael Gingell, Michael Spisz, Karen Joliat, Kristen Nelson, Eileen Kmvall, Philip Weipert. Gcven Markham, Angela Powell, Thomas Kuhn, Charles Moss, Marcia Gershenson, William Miller III, Charles Cavell, Penny Luebs, Janet Jackson, Gary McGillivray. Robert Hoffrnan. Adam Kochenderfer (19) No: None (0) Abstain: None (0 ) Absent: (0) The Motion Passed. ATTACHMENTS 1. MNA CBA 2022-2025 Schedule A 1 MNA 2022-2025 Summary 3, MNA 2022-2025 CBA 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 October 28, 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 Thursday, October 28, 2021. Lisa Brown, Oaklarul Cow?t.v Clerk %Register of Deeds Oakland County, Michigan Michingan Nurses Association (MNA) BU# 48 Public Health Nurses Supplemental Agreements Schedule "A" Michigan Nurses Association FY 2022 FY 2023-24 R/E I Fund Name Division Name Fund #I Division #I Fund Affiliate I Program # Account # Account Title Amendment Amendment Fringe Benefit Fund (67800) E Fringe Benefit Fund Non Dept Fringe Benefits 67800 9011501 183190 730499 Deferred Comp -County Putts 49,500 66,000 E Fringe Benefit Fund HR Wellness 67800 1050521 183192 732148 Wellness Screenings 2,475 3,300 E Fringe Benefit Fund Non Department Operations 67800 9011501 183190 796500 Budgeted Equity Adjustment (51,975) (69,300) Total Expenses - - General Fund (10100) R General Fund Non Department Operations 10100 9010101 196030 665882 Planned Use of Balance 77,171 - Total Revenue 77,171 - E General Fund Community Nursing 10100 1060240 133390 730585 Employee License -Certification 4,241 4,241 E General Fund Community Nursing 10100 1060240 133390 732060 Uniform Cleaning 72,930 72,930 E General Fund Non Department Transfers 10100 9090101 196030 730359 Contingency - (77,171) Total Expenditures 77,171 - I 1) Uniform cleaning budgeted at an average cost of $4.25 per lab coat. Based on current Oakland County lab coat cleaning contracts 2) Licensing is budgeted at a cost of $64.25 per employee, per year. BETWEEN THE COUNTY OF OAKLAND, THE OAKLAND COUNTY HEALTH DIVISION MICHIGAN NURSES ASSOCIATION DURATION: 4 years October 1, 2021 — September 30, 2025 ECONOMIC: Contractual: i Wages FY 2022 1.5% increase FY 2023 2% increase FY 2024 2% increase FY 2025 1% increase. Should a general wage increase greater than 1% be provided to the general, non -represented employee groups, then this bargaining unit would be entitled to the same increase applied at the same time and in the same manner. • Longevity The County will explore additional potential equity adjustments for those employees who "max out in their classification". Should the general non -represented employee group receive an equity adjustment due to a "max out in their classification" the MINA represented employees will receive the same incentive and will follow the same parameters in conformance with the rules set forth in the equity adjustment program. • Benefits Employee Benefits Healthcare FY 2022 FY 2023 2022, 2023, 2024 and 2025 Any benefit modifications implemented on a countywide basis to general, non -represented employees, to take effect during calendar years 2022, 2023, 2024 and 2025 shall be applied to employees represented by this bargaining unit at the same time and in the same manner. Increase annual wellness payment to $150 for eligible participating employees. County will make internal control changes as presented during negotiations. Examples include the following: • Implement narrow pharmacy network • Implement copay assistance program for specialty drugs • Conduct medical and prescription audits • Conduct eligibility audits Increase employee bi-weekly contribution by $10 FY 2024 No changes FY 2025 Increase prescription drug co -pays to $10/$30/$50 Retirement Should the County provide a future VESIP program, employees hired before December 31, 2020, part-time years of service will receive .5 year credited service for each full calendar year worked. 457 Plan The County agrees to increase/match of 457 from $500 to $1500, effective January 2021. Comp Time Compensatory time off will be allowed in lieu of pay for overtime hours worked, if desired. Comp time shall be computed at the rate of time and one-half. The maximum number of Comp time hours is 40 hours. The balance of Comp time hours is to be used/paid by the end of Fiscal Year (September 30) of each year. Licenses The County agrees to reimburse eligible MNA employees for the costs associated with maintaining their license required for their job classification, including the actual cost to renew the license and any mandatory CEU requirements to maintain nursing license, administer vaccines, and perform HIV testing. Uniforms Nurses who wear lab coats as part of their daily work attire shall be issued enough lab coats to wear a clean lab coat daily for one week (4/5 depending on shift). Nurses will have the choice to launder their lab coats themselves or submit their coats for laundering provided by the County vendor and at the County's expense. Death Leave Five (5) days of death leave will be granted for the death of a spouse and/or partner, parent or guardian, or child. Death Leave for other relatives will be referenced in the Oakland County Merit System Rules. Holidays 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 of Holiday pay. Lunches/Breaks Employees are provided with up to a 1 hour lunch (thirty minutes paid/thirty minutes unpaid); Full shift employees are provided two (2) 15 minute paid relief breaks (one before lunch break, one after lunch); if any lunch and/or relief break are withheld by management, employees will be paid one and one-half times for the lunch and/or relief break(s) that were withheld. Non -Economic Shift Exchange Nurses working 4/10s may trade working days with other nurses work 4/10s; with sufficient notice to supervisor. Mileage Effective October 1, 2021, mileage will be calculated starting from home UNLESS the first stop is the office. Parking/tolls/fees incurred during the performance of job duties will be reimbursed. Promotions and Employees may subscribe to receive the Oakland Filling of Vacancies County job flyer for notification of open positions. Layoff and Recall Language updated to notify an employee of being recalled to work shall have at least ten (10) working days written notice before the employee must report to work. A certified letter, return receipt requested, sent to the employee's last know address shall constitute proper notice. Grievance Procedure Updated and added language Adoption by Reference Updated and added language Of Relevant Resolutions And Personnel Policies Representation Updated Language and added: Should more than twelve (12) hours be needed in any given month, permission to leave work will not be unreasonable withheld. Dues Check -off Updated with language referenced in the MNA Dues Deduction Authorization Card. THE COUNTY OF OAKLAND � �` MICHIGAN NURSES ASSOCIATION Collective Bargaining Agreement October 1, 2021— September 30, 2025 TABLE OF CONTENTS AGREEMENT PAGE 1 ARTICLE I RECOGNITION PAGE 1 ARTICLE II MANAGEMENT RESPONSIBILITY PAGE 1 ARTICLE III DUES CHECK -OFF PAGE 2 ARTICLE IV REPRESENTATION PAGE 2 ARTICLE V GRIEVANCE PROCEDURES PAGE 3 ARTICLE VI SENIORITY PAGE 5 ARTICLE VII LAYOFF AND RECALL PAGE 5 ARTICLE VIII PROMOTIONS AND FILLING OF VACANCIES PAGE 5 ARTICLE IX GENERAL CONDITIONS PAGE 7 ARTICLE X ADOPTION BY REFERENCE OF RELEVANT RESOLUTIONS AND PERSONNEL POLICIES PAGE 11 ARTICLE XI MAINTENANCE OF CONDITIONS PAGE 11 ARTICLE XII ECONOMIC MATTERS PAGE 11 ARTICLE XIII NO STRIKE - NO LOCKOUT PAGE 11 ARTICLE XIV DURATION PAGE 12 EMERGENCY MANAGER CLAUSE PAGE 12 APPENDIX A WAGES PAGE 13 LONGEVITY PAGE 13 APPENDIX B I FRINGE BENEFITS PAGE 14 II MILEAGE PAGE 15 III RETIREMENT BENEFITS PAGE 15 IV HEALTH BENEFITS PAGE 15 V EMPLOYEE BENEFITS PAGE 16 VI LICENSES PAGE 16 VII UNIFORMS PAGE 16 VIII DEATH LEAVE PAGE 17 IX HOLIDAY PAY PAGE 17 APPENDIX C MEDICAL OPTIONS COMPARISON PAGE 18 AGREEMENT This agreement is made and entered into on this day of . A.D., 2021, by and between the County of Oakland and the Oakland County Health and Human Services Department, hereinafter referred to collectively as the "Employer" and the Michigan Nurses Association, hereinafter referred to as the "Association" and the Association's affiliate the Professional Registered Nurses of Oakland County Health Division, hereinafter referred to as the "Association Council". 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. All references to the feminine in this agreement shall apply equally to the masculine and vice versa. RECOGNITION The Employer recognizes the Association as the exclusive representative of the following employees, for the purposes of collective bargaining with respect to rates of pay, wages, hours of employment and other terms and conditions of employment, in the following bargaining unit for which they have been certified, and in which the Association 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 full-time and regular eligible part-time Registered Public Health Nurses employed in the Health Division. Excluding all other employees, supervisors as defined by the Act, confidential, temporary, part-time non -eligible, and substitute employees, Registered Nurses working in the Jail Facility, and Health Educators. 11 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 Association members shall not be discriminated against as such. In addition, the work schedules, methods and means of departmental operation are solely and exclusively the responsibility of the Employer, subject, however, to the provisions of this agreement. 1 III DUES CHECK -OFF The Employer agrees to deduct the Association membership dues once each month, from the pay of those employees who individually authorize in writing that such deductions be made. All authorizations delivered to the Employer prior to the first day of the month shall become effective during that succeeding month. Check -off monies will be deducted from the second paycheck of each month and shall be remitted together with an itemized statement to the Association at its offices located at 2310 Jolly Oak Road, Okemos, Michigan 48864. An employee shall cease to be subject to check -off deductions beginning with the month immediately following the month they are no longer a member of the bargaining unit. Dues check -off may be revoked pursuant to the terms of the Authorization Form. The Association will protect and save harmless the Employer from any and all claims, demands, suits and other forms of liability by reason of action taken by the Employer for the purpose of complying with this section. IV REPRESENTATION Section 1. The Association will furnish the Employer with the names of its authorized representatives who are employed within the unit. The representatives shall be made up of an Association Council Chairperson, Vice -Chairperson or alternate and two (2) Grievance Representatives, one (1) from each work site (North, South). Additionally, there shall be one (1) alternate which may rotate among the work sites on an as needed basis. Changes may occur from time to time in such personnel. The Association shall furnish the Employer with the names of its authorized representatives so that the Employer may at all times be advised as to the authority of the individual representative of the Association with which it may be dealing. Section 2. Grievance representatives will be permitted to leave their work, after obtaining approval of their respective supervisors and recording their time, for the purpose of investigating grievances, presenting grievances to the Employer and other necessary Union business. Permission for grievance representatives to leave work will not be unreasonably withheld nor shall this privilege be abused by the grievance representatives. If approval is withheld or unreasonably delayed, the Unit Chairperson or Association Representative shall contact the Human Resources Labor Relations Unit to have the matter reviewed and approval received by the Labor Relations Unit if necessary. 2 Section 3. Should any grievance representative position become vacant the Association agrees to promptly fill the vacancy and then notify the Employer within five (5) working days. Section 4. The Association Council Chairperson, Vice -Chairperson or Alternate shall be released for up to twelve (12) hours each month for union business, including but not limited to local union business and state association business. Should more than twelve (12) hours be needed in any given month, permission to leave work will not be unreasonably withheld. In the event the Chairperson is unavailable to attend to union business due to work commitments, absence or both the Chairperson and Vice -Chairperson need to attend a meeting, they may designate the Vice -Chairperson to take their place or go with them. The Chairperson, Vice -Chairperson or Alternate will be permitted to leave work, after obtaining approval of their respective supervisors and recording their time, for the purpose of doing union business. Permission to leave work will not be unreasonably withheld. The Chairperson, Vice -Chairperson or Alternate will report their time to their supervisor upon returning from attending union business. V GRIEVANCE PROCEDURES The parties intend that the grievance procedure as set forth herein shall serve as a means for a peaceful settlement of all disputes that may arise between them concerning the interpretation or operation of this agreement without any interruption or disturbance of normal operations. Any employee having a grievance in connection with their employment must present it to the employer within ten (10) working days (excluding Saturday, Sunday and/or Holiday) of the occurrence of the alleged grievance as follows: Step 1 - Verbal The employee must first discuss the specific grievance with their immediate supervisor. A grievance representative shall be present at this meeting; otherwise, the complaint shall not be considered a formal grievance, as outlined in this article. The immediate supervisor shall attempt to adjust the matter consistent with the terms of this agreement as soon as possible, and shall, within five (5) calendar days give a verbal answer to the employee. Step 2 - Written If the grievance is not settled at Step 1, a written grievance may be filed by the grievance representative or designee with the employee's department head within ten (10) calendar days after the immediate supervisor's response at Step 1. When a grievance is reduced to writing, it shall contain the name, position, and department of the grievant, a clear and concise statement of the grievance, the issue involved, the relief sought, the date the incident or violation took place a specific section(s) of the agreement alleged to have been violated, the signature of the grievant, the signature of the grievance representative or designee and the date on which the grievance is reduced to writing. Inadvertent omission of minor information will not prejudice the processing of the grievance. A meeting shall be held between the parties within ten (10) calendar days, unless mutually waved in writing. The department head shall attempt to adjust the matter and will give a written decision within five (5) calendar days of the receipt of the written grievance or the mutual agreement to waive the meeting. The decision of the department head shall be given to the grievance representative or designee. Step 3 — Grievance Committee Any grievance not settled at Step 2 may be submitted to the next meeting of the Grievance Committee. The Grievance Committee shall consist of two (2) Association Council Grievance Representatives and at least one Employer representative. This committee may be assisted by a representative of the Michigan Nurses Association. A grievant may be present during all or a portion of a Grievance Committee Meeting by mutual agreement of the parties. Any grievance not submitted to the next Grievance Committee meeting, by written notification to the Employer within fourteen (14) calendar days of the department head's written decision, shall be considered dropped. The Employer will give a written decision within twenty-one (21) calendar days of such meeting. Step 4 - Arbitration Any matter not settled in Step 3 of the grievance procedure may be submitted to final and binding arbitration. The request for arbitration must be submitted to the Employer within twenty-one (21) calendar days of the Employer's written response to the Grievance Committee meeting. The grievance upon which arbitration has been demanded shall be referred to one of the following Arbitrators in accordance with the date of the written grievance, the oldest grievance being referred first: 1. Doyle O'Connor 2. Mark Glazer 3. Ben Wolkinson A grievance shall be referred to the listed Arbitrators in the order in which they appear. Once a grievance has been referred to an Arbitrator, a subsequent grievance shall be referred to the next Arbitrator on the list. After a grievance has been referred to the last Arbitrator listed, the cycle shall repeat, beginning with the first Arbitrator. The Arbitrator may interpret and apply the provisions of this Agreement to determine the grievance before the Arbitrator. However, the Arbitrator shall have no power or authority, in any way, to alter, modify, amend, or add to any provisions of this Agreement, or set a wage rate. The Arbitrator shall be bound by the express provisions of this Agreement. Expenses for arbitration shall be borne equally by both parties. 4 Any grievance not appeased, 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 Association with its answer to the particular step within the specified time limits, the grievance shall be deemed automatically positioned for appeal at the next step with the time limit for exercising said appeal commencing with the expiration of the grace period for answering. VI SENIORITY New employees may acquire seniority by working six (6) continuous months, in which event the employee's seniority will date back to the date of hire into the division. 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 Association every six (6) months. An employee shall lose his/her seniority for the following reasons: (a) If the employee resigns or retires; (b) If the employee is discharged, and not reinstated; (c) If the employee is absent from work for three (3) working days, without properly notifying the Employer, unless a satisfactory reason is given; (d) If the employee does not return to work at the end of an approved leave; (e) If the employee does not return to work when recalled from a layoff. VII LAYOFF AND RECALL If and when it becomes necessary for the Employer to reduce the number of employees in the work force, the employees will be laid off in seniority order, based on capability of performing available jobs, and shall be recalled in the inverse order. (Refer to Rule #9, Oakland County Merit System Rule Book.) All employees so laid off shall be offered the opportunity of recall for a period equal to their length of service, but not to exceed three (3) years, prior to the hiring of any new employees. An employee being recalled to work shall have at least ten (10) working days written notice before the employee must report to work. A certified letter, return receipt requested, sent to the employee's last known address shall constitute proper notice. VIII PROMOTIONS AND FILLING OF VACANCIES (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 post on the bulletin board notice of new positions or vacancies in existing positions in the bargaining unit, for a period of ten (10) days, Saturdays, Sundays, and holidays excluded. The posting will include the location and assignment with a written stipulation that the location and assignment may be subject to change. In addition, the positing will list the criteria the Employer will be considering in filling the position. The Employer will forward a copy of any Public Health Nurse positing to the Chairperson of the Nurse's Staff Council at the time it is posted. Employees may subscribe to httDs://www,oakeov.com/subscribe/Panes/default.asox enter their email address where requested to sign up for email updates and select go. To receive the job flyer, look for "Jobs, Internships & Volunteering" and select "Oakland County Jobs: Open Positions" (c) Employees who wish to be considered for the position shall submit a letter of interest to the chief of the appropriate service or their designated representative prior to or during the posting period. The letter should state the employee's qualifications and other factors the employee wishes to be considered. (d) Employees who are interested in a specific assignment or location may make such a request by submitting a letter of interest at any time to the appropriate chief or designee. These requests/letters of interest must be renewed in January of each year and will be considered along with the letters of interest filed during the posting period. (e) The Employer will determine who is best qualified to fill the position after considering the criteria identified in the posting. If two or more applicants are considered equal, seniority will be the determining factor in making the selection. Upon request, the Employer agrees to meet with the employee to discuss the selection decision. Section 2. A full-time Public Health Nurse II will move into a promotional track after no more than two (2) years of full-time service as a Public Health Nurse II in the Oakland County Health Department unless the nurse exhibits demonstrated deficiencies in their performance which prohibits the promotional track from commencing. The Employer will meet with the nurse to discuss those areas in need of improvement. The Public Health Nurse II shall submit a memo to their supervisor, Chief of Services and PPHS Administrator, stating the date and name of the supervisor who received the Public Health Nurse II's performance plan final draft. Once the promotional track is successfully completed and a final draft, mutually agreed on by the supervisor and the Public Health Nurse II, is submitted, the supervisor will notify the Chief of Services in writing within thirty (30) days recommending promotion of the Public Health Nurse Il. If conflict occurs related to the timely processing of the final draft of the promotional packet, the Public Health Nurse II shall request in writing a three-way conference with the supervisor and the Chief. If conflicts remain unresolved, the Public Health Nurse II may request a meeting with the PPHS Administrator. A Public Health Nurse II may request to be accompanied by another member of the Association Council during such meetings. The effective date of promotion will be the beginning of the pay period following the official supervisor memo recommending promotion to the Chief, contingent upon final approval of the Health Division Manager. The promotional track from Public Health Nurse II to Public Health Nurse III for those full- time Public Health Nurses shall not exceed three (3) years except by mutual written consent of the Employer and employee. The Employer may decide to promote an employee to a Public 0 Health Nurse III anytime while the employee is on the promotional track. However, a Public Health Nurse II shall be promoted to a Public Health Nurse III following the satisfactory completion of the promotional track. Nurses not considered for promotion or failing to be promoted following the completion of the process may elect to have the decision reviewed by the review committee. The review committee shall consist of the Manger of Health Division, the Chief of Health Division Medical Services, and the Director of Human Resources, or designee. Section 3. PPHS staff employed by Oakland County may be transferred out of their district to meet community and program needs, but before such a transfer, the supervisor shall meet with the nurse to discuss the transfer. If the transfer would cause undue hardship to the nurse, the supervisor and nurse involved will discuss possible accommodations, including incorporating remote work. Ultimately however the final decision rests with management. IX GENERAL CONDITIONS Section 1. The Association Labor Relations Representative and Association Council Chairperson shall be notified in writing in advance of anticipated permanent major changes in working conditions and discussions shall be held thereon. In addition, the Association Labor Relations Representative and Association Council Chairperson or Vice -Chairperson, if designated, shall, on a monthly basis, be notified in writing of outside hires, including their name, date of hire into the bargaining unit, and work location. A representative of the Association Council shall be included at new hire orientation to familiarize any/all new hires to the union. Section 2 Employees elected to any permanent full time Association office or selected by the Association to do work which takes them from their employment with the County, shall at the written request of the Association be granted a leave of absence without pay. The leave of absence shall not exceed two (2) years, but it may be renewed or extended for a similar period at anytime upon the written request of the Association. In the event an employee requiring such leave is determined by the Employer to be involved in work of a specialized nature which cannot be readily interrupted, the leave may be delayed for up to 60 days. Section 3 When any position not listed on the wage schedule is filled or established, the County shall designate a job classification and the rate structure for the position. In the event that the 7 Association does not agree that the classification is proper, it shall have the right to submit the issue as a grievance through the grievance procedure within a three (3) month period. Section 4 Special conferences for important matters may be arranged by a mutually convenient time between the MNA representative and the Employer or its designated representative upon the request of either party. Such meetings shall be between at least two (2) representatives of the Employer and no more than two (2) Association Council representatives and an MINA representative, if so desired. Arrangements for such special conferences shall be made in advance and an agenda of the matters to be taken up at the meeting shall be presented at the time the conference is requested. A special conference shall be scheduled within ten (10) working days after the request is made to be held at a future date mutually agreed upon. Matters taken up in special conferences shall be confined to those included in the agenda. The members of the Association Council shall not lose time or pay for time spent in such special conferences. The Employer shall respond in writing to the Union within fifteen (15) working days following the special conference. Section 5 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 Relation Division of the Human Resources Department. Approval of an early merit increase in one case shall not create a precedent for granting an early merit increase in any other. Section 6 When Health Division Administration determines the need to establish committees or similar groups which requires PHN involvement, a notice will be sent to the Nursing Supervisors and Public Health Program Coordinators of vacancies on such committees or groups. A copy of this notice will also be forwarded to the Association Council Chairperson. The Nursing Supervisors, Public Health Program Coordinators, and Association Council Chairperson will discuss these vacancies with staff and make recommendations regarding participants to Administration. Section 7 When requested in advance, the Employer will allow use of available rooms for Association and/or Association Council meetings. n Section 8 The Employer shall assign space on bulletin boards which shall be used by the Association for posting notices bearing the written approval of any elected officer of the Association Council. Section 9 All Public Health Nurses will be provided with identification (neon green visor tags) to place in their automobiles while on duty. Said identification will state that they are Oakland County Health Division employees and are on duty. Section 10 Notice to Emplover. At least two (2) weeks written notice of termination of employment shall be given to the Employer by an employee. However, if due to extenuating circumstances, the employee is unable to give two (2) weeks' notice, the Employer may elect to waive the two (2) weeks' notice requirement in the payment of termination benefits. If the required notice is not given or there is no waiver thereof by the Employer, then no termination benefits are payable. (To include Annual Leave Reimbursement and /or Sick Leave Reimbursement.) Notice to Emolovee. At least two (2) weeks written notice of termination of employment or pay in lieu thereof shall be given to an employee, unless the termination is a discharge for cause. Return of Emolovers Propertv. All employees are required to return to the department any property issued to them by the County during their term of employment. Failure to return all property will exempt the Employer for responsibility for payment of termination benefits. (To include Annual Leave and/or Sick Leave.) Section 11 Public Health Nurses shall be paid overtime at a rate of time and one half (1-1/2) the regular hourly rate for all hours worked in excess of their normal workday (e.g., 8 hours) and all hours in excess of forty (40) hours in a work week. Any employee required to work overtime which is not contiguous to the employee's regular work schedule shall be entitled to a minimum of two (2) hours of work or pay at the time and on half rate. Compensatory time off will be allowed in lieu of pay for overtime hours worked if desired. Comp time shall be computed at the rate of time and one-half. The maximum number of Comp time hours is 40 hours. The balance of Comp time hours is to be used/paid by the end of Fiscal Year (September 30) of each year. 0 Section 12 The Employer will encourage attendance at professional and occupational meetings sponsored or co -sponsored by the Association of other professional associations or institutions where attendance is likely to increase the competency of a nurse. Preference will be given to those programs which have been approved by the Continuing Education Approval and Recognition Program (CEARP). Nurses desiring to attend such professional meetings shall notify the Chief or their designee, who shall respond within one (1) week to advise the nurse if they may attend. Section 13 Upon written request, up to four (4) bargaining unit nurses shall each receive twenty-four (24) hours off, using either leave without pay or accrued leave banks, to attend the Association's annual convention provided the nurse obtains supervisory approval. Approval for this leave shall not be unreasonably withheld. The Association shall provide the County with at least thirty (30) days' notice in advance of the convention. Section 14 Schedule Changes (a) Except in exigent circumstances, an employee shall be given fifteen (15) working days' notice prior to changing a start time by thirty (30) minutes or the employee's normal working days. (b) If not all employees are affected and schedule changes are necessary, the Employer will meet with the potentially affected employees to get their input in order to develop a resolution. Example resolutions could include seeking volunteers first, assigning employees on a rotating basis or assigning the least senior employee. Regular Schedule of PHNs Full-time PHNs within the Health Department will have a regular shift length of either eight (8) or ten (10) hours. Schedule of Part -Time PHNs Part -Time PHNs may work regular shifts shorter than eight (8) hours. A PHNs shift length in place at the time of this agreement will not be modified without discussion between the parties. Nurses working 4/10s may trade working days with other nursing working 4/10s; with sufficient notice to supervisor. 10 Section 15 Employees are provided with up to a one (1) hour lunch period (thirty minutes paid/thirty minutes unpaid); Full shift employees are provided two (2) 15-minute paid relief breaks (one before lunch break, one after lunch); if any lunch and/or relief break are withheld by management, employees will be paid one and one-half times for the lunch and/or relief break(s) that were withheld. X ADOPTION BY REFERENCE OF RELEVANT RESOLUTIONS AND PERSONNEL POLICIES All Resolutions of the Oakland County Board of Commissioners, as amended or changed, from time to time, relating to the working conditions and compensation of the employees covered by this agreement, and all other benefits and policies provided for in the Oakland County Merit System, which incorporates the Oakland County Merit System Rule Book, except those excluded by this agreement, are incorporated herein by reference and made a part hereof to the same extent as if they were specifically set forth. The Association will be notified via email of any and all Resolutions by the Oakland County Board of Commissioners that relate to working conditions and compensation of the employees covered by this agreement. XI MAINTENANCE OF CONDITIONS Wages, hours and conditions of employment legally in effect at the execution of this agreement shall, except as modified herein, be maintained during the term of this agreement. XII ECONOMIC MATTERS The Agreement between the parties on economic matters are set forth in the Appendices attached hereto and are incorporated into this Collective Bargaining Agreement, subject to the terms and conditions thereof. XIII NO STRIKE —NO LOCKOUT Under no circumstances will the Association cause or authorize or permit its members to cause, nor will any member of the bargaining unit take part in, any strike, sit-down, stay -in or slowdown or any violation of any State law. In the event of a work stoppage or other curtailment, the Association shall immediately instruct the involved employees in writing, that their conduct is in violation of the contract and that all such persons shall immediately cease the offending conduct. 11 The Employer will not lockout any employees of the bargaining unit during the term of this Agreement. XIV DURATION This Agreement shall remain in full force and effect until midnight, September 30, 2025. This Agreement shall be automatically renewed form year to year thereafter unless either party shall notify the other in writing, sixty (60) days prior to September 30, 2025, 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. EMERGENCY MANAGER CLAUSE An Emergency Manager appointed under the Local Financial Stability and Choice Act, 2012 PA 436, MCL 141.1541 to 141.1575 shall be allowed to reject, modify or terminate the collective bargaining agreement as provided in the Local Financial Stability Choice Act. MICHIGAN NURSES ASSOCIATION OAKLAND COUNTY, a Michigan Constitutional Corporation By: David T. Woodward, Chairperson Board of Commissioners OAKLAND COUNTY EXEUCTIVE By: David Coulter 12 MICHIGAN NURSES ASSOCIATION APPENDIXA Fiscal Year 2022 - 1.5% Wage Increase Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year Public Health Nurse 1 1671.47 1755.06 1842.91 1934.95 2031.67 2175.34 Public Health Nurse 11 1980.36 2079.36 2183.34 2292.51 2407.13 2498.73 Public Health Nurse 111 2275.91 2412.45 2557.20 2710.62 2873.26 2961.18 Fiscal Year 2023 - 2% wage increase Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year Public Health Nurse 1 1704.90 1790.16 1879.67 1973.64 2072.31 2218.84 Public Health Nurse 11 2019.96 2120.95 2227.00 2338.36 2455.28 2548.70 Public Health Nurse Ili 2321.43 2460.70 2608.35 2764.83 2930.73 3020.40 Fiscal Year 2024- 2%wage increase Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year Public Health Nurse 1 1739.00 1825.96 1917.26 2013.12 2113.75 2263.22 Public Health Nurse II 2060.36 2163.37 2271.54 2385.13 2504.38 2599.68 Public Health Nurse III 2367.86 2509.92 2660.51 2820.13 2989.34 3080.81 Fiscal Year 2025 - 1% wage increase. Should a general wage increase greater than 1% be provided to the general, non -represented employee groups, then this bargaining unit would be entitled to the same increase applied at the same time and in the same manner. Longevity: The County will explore additional potential equity adjustments for those employees who "max out in their classification". Should the general non -represented employee groups receive an equity adjustment due to a "max out in their classification" the MNA represented employees will receive the same incentive and will follow the same parameters in conformance with the rules set forth in the equity adjustment program. 13 MICHIGAN NURSES ASSOCIATION APPENDIX B I For the following fringe benefits refer to the Oakland Countv Merit Svstem Rule Book: 1. Injury on the job 2. Holidays 3. Leave of Absence 4. Death Benefits 5. Longevity 6. Medical Coverage 7. Sick Leave *8. Retirement 9. Annual Leave 10. Income Continuation Coverage 11. Dental Coverage 12. Tuition Reimbursement * Employees hired on or after January 1, 1989, will not be eligible for County reimbursement of Medicare -Part B coverage. * Effective January 1, 1993, employees represented by this bargaining unit will not be entitled to include overtime compensation as part of FAC for retirement calculations. * Effective September 13, 1993, employees represented by this bargaining unit will be included under the "Retirement Incentive" resolution passed by the Board of Commissioners on August 26, 1993. * Retirement Health Care Benefits for employees hired on or after January 1, 1997, shall be consistent with the provisions of Miscellaneous Resolution #94292 (percentage formula for retiree health care coverage). 14 MILEAGE Employees required to drive their personal vehicle on official County business shall be reimbursed for miles traveled at the same rate equivalent to the IRS mileage rate. Effective October 1, 2021, mileage will be calculated starting from home unless the first stop is the office. Parking/tolls/fees incurred during the performance of job duties will be reimbursed. RETIREMENT BENEFITS Calendar Years 2022, 2023, 2024 and 2025 Any retirement modifications implemented on a countywide basis to general, non -represented employees, to take effect during calendar years 2022, 2023, 2024 and 2025 shall be applied to employees represented by this bargaining unit at the same time and in the same manner. Should the County provide a future VESIP program, employees hired before December 31, 2020: part-time years of service will receive .5 year credited service for each full calendar year worked. Deferred Compensation Increase the 457 Deferred Compensation match for participating represented employees from $500 to $1500 effective January 1, 2021. In the event that any other represented unit other than a unit containing employees eligible for Act 312 Police/Fire Compulsory Arbitration or employees whose designated Employer is other than the County Executive, negotiates improvements in their retirement benefits, the same improvements shall automatically be provided to employees covered by this agreement. IV HEALTH BENEFITS All Health Care Benefits set forth herein are subject to the employee contribution where applicable and to the terms and conditions of the plan. The Employer has the right to select and change any and all plans/policies, insurance benefits, plan providers or third party administrators provided the benefits stated herein remain substantially the same. All benefits set forth apply to active employees and their dependents only. 15 Calendar Years 2022, 2023, 2024 and 2025 FY 2022 County will make internal control changes as presented during negotiations. FY 2023 Increase employee bi-weekly contribution by $10. FY 2024 No changes FY 2025 Increase prescription drug co -pays to $10/$30/$50. V EMPLOYEE BENEFITS Calendar Years 2022, 2023, 2024 and 2025 Any benefit modifications implemented on a county wide basis to general, non -represented employees, to take effect during calendar years 2022, 2023, 2024 and 2025 shall be applied to employees represented by this bargaining unit at the same time and in the same manner. Increase annual wellness incentive to $150 for eligible participating employees. VI LICENSES The County agrees to reimburse eligible MNA employees for the costs associated with maintaining their license required for their job classification, including the actual cost to renew the license and any mandatory CEU requirements to maintain nursing license, administer vaccines, and perform HIV testing. at UNIFORMS Nurses who wear lab coats as part of their daily work attire shall be issued enough lab coats to wear a clean lab coat daily for one week (4/5 depending on shift). Nurses will have the choice to launder their lab coats themselves or submit their coats for laundering provided by the County vendor and at the County's expense. Vill DEATH LEAVE 16 Five (5) days of death leave will be granted for the death of a spouse and/or partner, parent or guardian, or child. Death Leave for other relatives will be referenced in the Oakland County Merit System Rules. B HOLIDAY PAY 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 of Holiday pay. OVA MICHIGAN NURSES ASSOCIATION APPENDIX C Attached hereto is the Medical Options Comparison chart. 1E