HomeMy WebLinkAboutResolutions - 2021.11.10 - 34996q01AKLANUFL-
CO U N T Y M I CHI G AN
BOARD OF COMMISSIONERS
November 10, 2021
AHSCELLANEOIIS RESOLUTION #21-451
Sponsored By: Kristen Nelson
IN BE: Fiscal Years 2022. 2023, 2024, and 2025 Collective Bargaining Agreement for Employees
Represented by the Michigan American Federation of State, County and Municipal Employees
(AFSCNIE), Council 25, Local 2437, Representing Circuit Court/Family Court Employees
Chairperson and Members of the Board:
WHEREAS the County of Oakland. the Oakland County Circuit C'ourtTamily Court and the iv'lichigan
American Federation of State, County and Municipal Employees (AFSCME) Council 25, Local 2437. have
negotiated a four-year Collective Bargaining Agreement covering approximately eighty-nine (89) Circuit
Court/Family Court employees for the period of October 1, 2021 through September 30, 2025: and
WHEREAS this agreement addresses general wage increases for Fiscal Years 2022, 2023, 2024, and 2025,
creates one (1) new classification, changes the salary range of two (2) classifications. and accepts changes to
fringe benefits impacting Fiscal Years 2022, 2023. and 2025; and
WHEREAS this agreement provides that any other employee benefit modifications and/or other retirement
benefit modifications (with the exception of an increase in the 457 match) implemented on a countywide basis
to general, non -represented employees that take effect during the duration of this Collective Bargaining
Agreement shall be applied to employees represented by this bargaining unit at the same time and in the same
manner: and
WHEREAS the total estimated cost for the increase for represented positions by the American Federation of
State, County and Municipal Employees is S 162,874 for FY 2022 — 2024: and
WHEREAS the FY 2022 — FY 2024 financial impact to the Fringe Benefit Fund (#67800) is S4.450 for the
annual Wellness Incentive increase, which will be offset entirely by the Non -Departmental Fringe Benefits
Fund Budgeted Equity Adjustment Line Item: and
WHEREAS FY 2022 finding for a portion of the salary increase, $136,008. will be offset by the Non -
Departmental General Fluid Planned Use of Balance and for FY 2023 — FY 2024 will be offset by Non -
Departmental General Fund Contingency Line Item (Account i4730359): and
WHEREAS FY 2022 funding for the Child Care Fund. totaling $21416. in which the salary increase of
$11,208 will be partially (50%) provided by the Non -Departmental General Fund Planned Use of Balance and
the other half (50%) from the Child Care Subsidy revenue line: also. for FY 2023 — FY 2024 a portion of the
funding. totaling S 11,208, will be partially provided by the lion -Departmental General Fund Contingency Line
Item (Account #730359) and the other half (50° o) from the Child Care Subsidv revenue line item.
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 Circuit
Court/Family Court and the Michigan American Federation of State. County and Municipal Employees,
Council 25. Local 2437, 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 that the FY 2022 — 201_4 budgets are amended as detailed in the attached
Schedule "A".
Chairperson, the folloNving Commissioners are sponsoring the foregoing Resolution: Kristen Nelson.
(Wl�� d Date: November 16, 2021
David Woodward, Commissioner
tuA
^^� Date: November 16, 2021
Hilarie Chambers. Deputy County Executive II
Date: November 17. 2021
Lisa Brown, County Clerk t Register of Deeds
COMMITTEE TRACKING
2021-11-02 Legislative Affairs & Government Operations - recommend and forward to Finance
2021-11-03 Finance - recommend to Board
2021-11-10 Full Board
VOTE TRACKING
Motioned by Commissioner Christine Long seconded by Commissioner Kristen Nelson to adopt the attached
Collective Bargaining Agreement: Fiscal Years 2022, 2023, 2024, and 2025 Collective Bargaining Agreement
for Employees Represented by the Michigan American Federation of State. County and Municipal Employees
(AFSCME). Council 25, Local 2437, Representing Circuit Court,'Farnily Court Employees.
Yes: David Woodward, Michael Gingell, Michael Spisz. Karen Joliat, Kristen Nielson. Eileen Koivall,
Christine Long, Philip Weipert, Gwen Markham. Angela Powell, Chuck Moss, Marcia Gershenson, Yolanda
Smith Charles, Charles Cavell, Penny Luebs, Janet Jackson. Robert Hoffman. Adam Kochenderfer t 18)
No: None (0)
Abstain: None (0)
Absent: (0)
The Motion Passed.
ATTACHMENTS
L Schedule A - HR Dept AFSCME 2021-2025 Employee Costing
2. HR Dept AFSCME 2021-2025.Sunnnary
3. HR Dept AFSCME 2021-2025.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 November 10. 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, November 10, 2021.
Lisa Brown, Oaklarrd Corruh' Clerk,, Register of Leeds
Schedule "A" Wage/Fringe Benefit Salary and Fringe Benefit increase for employees represented by AFSCME
Account
Fund
Fund
Dept#
Program
Number
I Affiliate
Cost Center
Fringe Benefits Fund (67800)
Expenditures
67800
1050521
183192
732148 HR Wellness
67800
9011501
183190
796500 Non Dept Fringe Beneftc
General Fund (#10100)
Revenues
10100 9010101 196030 665882
Expenditures
10100
3010402
135060
702010
10100
3010402
135060
722900
10100
3010402
111000
702010
10100
3010402
111000
722900
10100
3010403
121240
702010
10100
3010403
121240
722900
10100
3010403
135080
702010
10100
3010403
135080
722900
10100
9090101
196030
730359
General Fund (#10100)
Revenues
10100 9010101 196030 665882
General Fund (#101 DO)
Expenditures
Non Departmental
Account Description I FY 2022 FY 2023-2024
Wellness Screenings
Budgeted Equity Adjustment
Total Revenues
Planned Use of Balance
Total Revenues
Circuit Court Family Division Court Services
Salaries
Circuit Court Family Division Court Services
Fringe Benefit Adjustment
Circuit Court Family Division Court Services
Salaries
Circuit Court Family Division Court Services
Fringe Benefit Adjustment
Circuit Court Family Division Judicial Support
Salaries
Circuit Court Family Division Judicial Support
Fringe Benefit Adjustment
Circuit Court Family Division Judicial Support
Salaries
Circuit Court Family Division Judicial Support
Fringe Benefit Adjustment
Non Departmental
Contingency
Total Expenditures
Non Departmental
10100
9090101
196030
730359
Non
Departmental
10100
9010101
112700
788001
20293 Non
Departmental
Child Care Fund (#20293)
Revenues
20293
9090101
112700
695500
10100 Non
Departmental
20293
9010101
112700
615359
Non
Departmental
Expenditures
20293 3010402 113310 702010
20293 3010402 113310 722900
20293 3010402 121200 702010
20293 3010402 121200 722900
Planned Use of Balance
Total Revenues
Contingency
Transfer Out-CCF #20293
Total Expenditures
Transfers In -General Fund
Child Care Revenue Subsidy
Total Revenues
Circuit Court Family Division Court Services
Salares
Circuit Court Family Division Court Services
Fringe Benefit Adjustment
Circuit Court Family Division Court Services
Salaries
Circuit Court Family Division Court Services
Fringe Bell Adjustment
Total Expenditures
4,450.00 4.450.00
(4,45000) (4,450.00)
136,008.00. -
136,008.00 -
34,463.00
17,875 00
44,365.00
23,013.00
5,013.00
3,053.00
5,23700
2,98900
136,008.00
11,208 00
11,208.00
34,463.00
17,875.00
44,365.00
23,013 00
5,013.00
3,053.00
5,237.00
2,989.00
(136,008.00)
t 1,208.00, 71,208.00
11,208.00 -
11.208.00 11,208.00
11 208.00 17 208.00
22,416.00 22,416.00
12,349 00
5,88900
2,971 00
1,207.00
22,416.00
12,349 00
5,889.00
2,971 00
1,207.00
22,416.00
DURATION:
ECONOMIC:
Contractual:
Wages:
SUMMARY OF AGREEMENT
BETWEEN
THE COUNTY OF OAKLAND,
THE OAKLAND COUNTY CIRCUIT COURT
AND THE
A.F.S.C.M.E., LOCAL 2437
OCTOBER 2021
4 years October 1, 2021 — September 30, 2025
FY 2022 2% wage increase.
Deputy Register II classification will be increased to a grade 112
Youth Assistance Caseworker II classification will be increased to
a grade 119.
Youth & Family Caseworker II classification will be increased to a
grade 119.
Create a Juvenile Court Support Specialist classification
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 AFSCME
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.
FY 2023 2% wage increase or "Me Too"; Should a general wage increase
greater than 2% be provided to the general, non -represented
employee groups, then this bargaining unit would be entitled to the
same increase applied at the same time and in the same manner.
FY 2024 2% wage increase or "Me Tod'; Should a general wage increase
greater than 2% be provided to the general, non -represented
employee groups, then this bargaining unit would be entitled to the
same increase applied at the same time and in the same manner.
Benefits
FY 2025 1 % or "Me Too"; 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.
Healthcare:
2022, 2023, 2024 and 2025:
FY 2022
Internal Control changes to healthcare as presented in
negotiations.
FY 2023
Increase employee bi-weekly contributions by $10
FY 2024
No changes
FY 2025
Increase employee prescription co -pays to $10/$30/$50
Emplovee Benefits:
Any employee 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.
County to increase annual Wellness Incentive from $100 to $150
Retirement Benefits:
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.
Deferred Compensation — Members of the bargaining unit will not
be eligible for an increase in the 457 County match for the life of
this collective bargaining agreement.
OAKLAND COUNTY CIRCUIT COURT/FAMILY COURT
m
MICHIGAN AMERICAN FEDERATION OF STATE, COUNTY
AND MUNICIPAL EMPLOYEES, COUNCIL 25,
LOCAL 2437
COLLECTIVE BARGAINING AGREEMENT
October 1, 2021— September 30, 2025
TABLE OF CONTENTS
AGREEMENT
PAGE
3
ARTICLE I
RECOGNITION
PAGE
3
ARTICLE iI
PUPOSE AND INTENT
PAGE
3
ARTICLE III
MANAGEMENT RIGHTS
PAGE
4
ARTICLE IV
ADOPTION BY REFERENCE OF RELEVANT
PERSONNEL POLICIES
PAGE
4
ARTICLE V
AID TO OTHER UNIONS
PAGE
4
ARTICLE VI
DUES CHECK -OFF
PAGE
4
ARTICLE VII
NO STRIKE -NO LOCKOUT
PAGE
5
ARTICLE VIII
BASIS OF REPRESENTATION
PAGE
5
ARTICLE IX
GRIEVANCE PROCEDURE
PAGE
6
ARTICLE X
BULLETIN BOARD
PAGE
8
ARTICLE XI
SENIORITY
PAGE
8
ARTICLE XIl
LAYOFF, RECALL AND TRANSFERS
PAGE
9
ARTICLE XIII
TEMPORARY CHANGE OF RATE
PAGE
9
ARTICLE XIV
PROMOTIONS
PAGE
9
ARTICLE XV
GENERAL CONDITIONS
PAGE
10
ARTICLE XVI
MAINTENANCE OF CONDITIONS
PAGE
12
ARTICLE XVII
ECONOMIC MATTERS
PAGE
12
ARTICLE XVIII
RESOLUTION OF ALL MATTERS
PAGE
12
ARTICLE XIX
DURATION
PAGE
12
EMERGENCY MANAGER CLAUSE
PAGE
13
APPENDIX A
WAGES
PAGE
14
APPENDIX B
PAGE
16
APPENDIX C
PAGE
19
AGREEMENT
This Agreement entered into this day of , 2021, by and between the
Oakland County Family Court (hereinafter referred to as the "Employer") and MICHIGAN
AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES,
Council 25, Local 2437 (hereinafter jointly referred to as the "Union" and individually referred
to as the Local Union Number).
I
RECOGNITION
The Employer recognizes the Union as the exclusive representative of the employees of
the Oakland County Family Court for the purposes of collective bargaining with respect to rates
of pay, wages, hours of employment and other terms and conditions of employment, in the
following bargaining unit for which they have been certified, and in which the Union is
recognized as collective bargaining representative, subject to and in accordance with the
provisions of Act 336 of the Public Acts of 1947 and Act 379 of the Public Acts of 1965.
All employees of the Oakland County Probate Court who were previously represented by
the bargaining unit and who have been transferred to the Family Division of the Circuit Court in
the Administrative Merger.
II
PURPOSE AND INTENT
The general purpose of the Agreement is to set forth certain terms and conditions of
employment, and to promote orderly and peaceful labor relations for the mutual interest of the
Employer, its employees and the Union.
The parties recognize that the interest of the community and the job security of the
employees depend upon the Employer's success in establishing, and the Union's success in
rendering proper services to the public.
To these ends, the Employer and the Union encourage to the fullest degree friendly and
cooperative relations at all levels and among all employees.
The parties recognize that the Employer is legally and morally obligated to guarantee to
all citizens a fair and equal opportunity for employment, and to these ends agree that no person
shall be denied employment or membership in the Union, nor in any way be discriminated
against because of sex, age, race, color, creed, national origin, political or religious beliefs.
3
III
MANAGEMENT RIGHTS
The rights 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 department operations are solely and exclusively the responsibility of
the Employer, subject, however, to the provisions of this Agreement.
IV
ADOPTION BY REFERENCE OF RELEVANT PERSONNEL POLICIES
All benefits and policies provided for in the Oakland County Merit System, which
incorporates the Oakland County Merit System Rule Book, as amended or changed from time
to time by resolution of the Oakland County Board of Commissioners, are incorporated herein
by reference and made a part hereof to the same extent as if they were specifically set forth,
except to the extent that any such benefits and policies are inconsistent with this Agreement.
V
AID TO OTHER UNIONS
Section 1.
The Employer agrees and shall cause its designated agents not to aid, promote, or finance
any other labor group or organization which purports to engage in collective bargaining or to
make any agreement with any such organization or group for the purpose of undermining the
Union.
Section 2.
The Union agrees not to make agreements with any other union for the purpose of
coercing the Employer.
VI
DUES CHECK -OFF
(a) The Employer agrees to deduct the Union membership initiation fee and dues once
each month, from the pay of those employees who individually authorize in writing that such
deductions be made. All authorizations delivered to the Employer prior to the first day of the
month shall become effective during that succeeding month. Check -off monies will be deducted
from the second paycheck of each month and shall be remitted together with an itemized statement
to the local treasurer, within fourteen (14) days after the deductions have been made.
(b) An employee shall cease to be subject to check -off deductions beginning with the
month immediately following the month in which he/she is no longer a member of the
bargaining unit. However, an employee shall continue to be subject to check -off deductions
which are authorized when the employee may be transferred from this bargaining unit to another
0
bargaining unit represented by Local 2437, Council 25, American Federation of State, County
and Municipal Employees.
(c) Any employee may voluntarily cancel or revoke the Authorization for Check -Off
deduction upon written notice to the Employer and the Union. Such voluntary withdrawal from
payroll deduction of Union Dues may only occur during the period December 16 through
December 31 of any calendar year.
(d) 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.
(e) The Employer agrees to deduct from the wages of any employee who is a member
of this Union a P.E.O.P.L.E. (Public Employees Organized to Promote Legislative Equality)
deduction as provided for in a written authorization, in accordance with a standard form provided
that the said form shall be executed by the employee. This deduction may be revoked by the
employee at any time by giving written notice to both the Employer and the Union.
VII
NO STRIKE — NO LOCKOUT
Under no circumstances will the Union cause or authorize or permit its members to
cause, nor will any member of the bargaining unit take part in, any strike, sit down, stay -in or
slowdown or any violation of any State law. In the event of a work stoppage or other
curtailment, the Union shall immediately instruct the involved employees both verbally and in
writing, with copies to the Employer, that their conduct is in violation of the contract and that all
such persons shall immediately cease the offending conduct.
The Employer will not lockout any employees of the bargaining unit during the term of
this Agreement.
VIII
BASIS OF REPRESENTATION
Section 1.
There shall be one Steward and an alternate Steward who must come from the unit they
represent.
Stewards will be released from their work, after obtaining approval of their respective
supervisors and recording their time, for the purpose of adjusting grievances in accordance with
the grievance procedures and for reporting to the grievant a change in status of his/her grievance.
Approval 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 of Stewards to leave their work during working hours, without loss of pay,
is extended with the understanding that the time will be devoted to the prompt handling of
grievances and will not be abused, and that they will continue to work at their assigned jobs at all
times except when permitted to leave their work to handle grievances.
Section 2.
There shall also be one Chief Steward and one alternate Chief Steward.
Section 3.
There shall be a Grievance Committee consisting of three (3) members of the represented
group, certified in writing to the Employer. Either the Local President or Chief Steward, or both,
upon sufficient notice to the Employer, may substitute for a member or members of the
Grievance Committee.
The Employer shall meet whenever necessary, at a mutually convenient time, with the
Union Grievance Committee. The purpose of Grievance Committee meetings will be to adjust
pending grievances, and to discuss procedures for avoiding future grievances. In addition, the
committee may discuss with the Employer other issues which would improve the relationship
between the parties.
Section 4. — Bargaining Committee
The number on the Union Bargaining Committee will be limited to three (3). It is agreed
that members of the Bargaining Committee shall be compensated for sixty (60) hours of
collective bargaining time, including caucus time of either party, such compensation is to begin
when the parties commence negotiating for modification of this agreement pursuant to part XIX.
Any time spent on collective bargaining beyond the sixty (60) hours will be on the employee's
own time and during normal court hours. Collective Bargaining begins when Management (the
Employer) is at the table.
IX
GRIEVANCE PROCEDURE
Section 1.
The Employer and the Union support and subscribe to an orderly method of adjusting
employee grievances. To this end, the Employer and the Union agree that an employee should
first bring a problem or grievance to the attention of his/her immediate supervisor, with or
without the Steward, and an attempt will be made to resolve the grievance informally. In the
event the Steward is called, the employee shall be released from his/her job duties as soon as
possible, and in any event, no later than the beginning of the employee's shift the next day. The
supervisor, the employee and the Steward shall meet simultaneously in an attempt to resolve the
matter. Dismissals, suspensions, demotions, and disciplinary actions of any type shall be
subjects for the grievance procedure and shall not be matters for the Personnel Appeal Board.
Step —I
If the grievance is not settled informally between the employee and his/her immediate
supervisor, the employee shall have the right to discuss the grievance with his/her Steward. If, in
the Steward's opinion, proper cause for the complaint exists, the Union shall have the right to
submit a written grievance on the complaint to the immediate supervisor within ten (10) days
0
(excluding Saturday, Sunday and holidays). The written grievance must be signed by the
employee and his/her Steward and receipt acknowledged by the employee's immediate
supervisor.
Step 2
The Employer will give its written reply within ten (10) days (excluding Saturday,
Sunday and holidays) of receipt of the written grievance.
Step 3
A grievance not settled at Step 2 may be submitted to the Grievance Committee within
five (5) days (excluding Saturday, Sunday, and holidays) of the date of the receipt of the written
reply. Any grievance not submitted to the Grievance Committee by written notification to the
Employer within five (5) days shall be considered dropped. A meeting on the grievance shall be
held by the Grievance Committee within ten (10) days (excluding Saturday, Sunday and
holidays) unless the time is extended by mutual agreement of both parties.
Step 4
Any matter not settled in Step 3 of the grievance procedure may be submitted to final and
binding arbitration by either of the parties. A request for arbitration must be submitted by
written notice to the other party within fifteen (15) days (excluding Saturday, Sunday and
holidays) after the Grievance Committee meeting. Expenses for arbitration shall be borne
equally by both parties.
An Arbitrator will be utilized from a rotating list agreed to by the parties. The Arbitrator
shall have no power or authority to add to, subtract from, alter, or modify the terms of this
agreement, or set a wage rate.
Section 2.
The time limits specified hereinafter for movement of a grievance through the process
shall be strictly adhered to. In the event that a grievance is not appealed within the particular
specified time limit, it shall be deemed to be settled on the basis of the Employer's last answer.
hi 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.
Section 3.
All specified time limits herein shall consist only of Family Court workdays Monday
through Friday.
Section 4.
Each grievance shall have to be initiated within ten (10) days (excluding Saturday,
Sunday, and holidays) of each occurrence of the cause of complaint or, if neither the aggrieved
nor the Union had knowledge of said occurrence at the time of its happening, then within ten
(10) days (excluding Saturday, Sunday and holidays) after the Union or the aggrieved becomes
aware of the cause for complaint.
X
BULLETIN BOARD
The Employer shall assign appropriate space on bulletin boards which shall be used by
the Union for posting notices, bearing the written approval of the President of the Union local,
which shall be 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 vulgar, obscene, political
or libelous in nature.
XI
SENIORITY
New employees may acquire seniority by working six (6) continuous months, in
which event the employee's seniority will date back to date of hire into the Court, excluding time
worked outside the Court with the exception noted below. When the employee acquires
seniority, their name shall be placed on the seniority list, in the order of their seniority date.
Exception: For employees hired or transferred to the Court prior to I/1/90, seniority for
purposes of establishing layoff priority shall include the total time period in which the employee
performed work within Probate Court, Children's Village, and Camp Oakland prior to I/l/90.
This combined seniority can be utilized during the period of any layoff as described in Article
XII (a).
An up-to-date seniority list shall be furnished to the Union every six (6) months.
An employee shall lose their seniority for the following reasons:
(a) If the employee resigns or retires;
(b) If the employee is discharged, and not reinstated;
(c) If the employee is absent from work for three (3) consecutive working days,
without properly notifying the Employer, unless a 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 except that,
an employee shall not lose seniority if within three (3) days of receipt of notice of
recall to work, he or she gives a written notice to the Employer of their intent to
return to work within five (5) days of the receipt of such notice and does return
within the five (5) day period. Consideration may be given by the Employer of
reasons given by the employee who has given notice but fails to return within the
five (5) day period.
XII
LAYOFF, RECALL, AND TRANSFERS
(a) If and when it becomes necessary for the Employer to reduce the number of
employees in the work force, the employees will be laid off in reverse order of
their seniority, based on capability of performing available jobs and shall be
recalled in the order of their seniority.
(b) The Court agrees to notify the Union and its Council 25 when the Employer's
decision is made of any anticipated layoff. Such notification will occur within ten
(10) working days of reaching the layoff decision.
(c) Right to recall shall be limited to the length of the employee's service, with a
minimum of six (6) months and a maximum of three (3) years.
(d) If and when an employee is permanently transferred to another division in or out
of the bargaining unit, the President or Chief Steward shall be notified of said
transfer by the Employer. If the employee is thereafter transferred back to the
bargaining unit, they shall have as their seniority date, the seniority date they had
at the time of the transfer.
XIII
TEMPORARY CHANGE OF RATE
When an employee's temporary assignment includes taking over the ultimate
responsibilities inherent in a higher -level job, the base salary for the classification assigned will
be paid to the employee during the period the employee is required to work in the higher
classification. In the event the base rate of the higher classification is lower than the employee's
regular rate of pay, the employee will be paid the next higher step that provides an increase over
his/her regular rate.
This provision shall not be applied to a temporary assignment that shall last in excess of
30 days. In such instances, the provisions of Merit Rule 4.10 regarding Temporary Change of
Rate shall be followed.
XIV
PROMOTIONS
(a) Promotions made within the bargaining unit shall be carried out in a manner
consistent with the provisions of the Oakland County Merit System.
(b) Any opportunity for possible promotion within the bargaining unit shall be
posted. Notice will be sent to the Local Union President or his/her designee for
posting on the Union bulletin board.
(c) All employees represented by this bargaining unit who meet the minimum
qualifications shall have the opportunity to apply.
XV
GENERAL CONDITIONS
Section 1.
The Union shall be notified in advance of anticipated permanent major changes in
working conditions and discussion shall be held thereon.
Section 2.
The re-employment rights of employees and probationary employees who are veterans
will be limited by applicable laws and regulations.
Section 3.
Employees elected to any permanent full-time Union office or selected by the Union to
do work which takes them from their employment with the Family Court, shall at the written
request of the Union be granted a leave of absence without pay. The leave of absence shall not
exceed two (2) years, but it may be renewed or extended for a similar period at any time upon the
written request of the Union.
Any employee on approved Union leave of absence will continue to accumulate Union
seniority while on leave but will not receive credit toward "Length of County Service" for fringe
benefit purposes under Rule 22, Oakland County Merit System.
Section 4.
When any position not listed on the wage schedule is established, the Employer may
designate a job classification and rate structure for the position. In the event the Union does not
agree that the classification rate or structure are proper, the Union shall have the right to submit
the issues as a grievance through the grievance procedure within a sixty (60) day period from the
date of the Court's written notification to the President of Local 2437 that the position has been
established.
Section 5
Special conferences will be arranged between the Local President and the Employer upon
the request of either party. Unless otherwise agreed, such meetings shall be between at least two
(2) representatives of the Employer and no more than three (3) representatives of the Union.
Unless otherwise agreed, arrangements for such special conferences shall be made at least (24)
hours in advance, and the conference shall be held within ten (10) working days after the request
is made. An agenda of the matters to be taken up at the meeting, together with the names of the
conferees representing the requesting party, shall be presented at the time the conference is
requested. Matters taken up in special conferences shall be confined to those included in the
agenda. Such conferences shall be held during regular working hours. Members of the Union
shall not lose time or pay for time spent in such special conferences and no additional
compensation will be paid for such employees for time spent in such conferences beyond regular
working hours.
10
A representative of Council 25 or a representative of the International Union may attend
the special conference.
Section 6.
If a medical divergence of opinion occurs between the employee's doctor and Employer's
doctor with respect to whether the employee is able to return to work from a non -work -related
illness or injury, the parties may, by mutual agreement, refer the employee to a clinic or
physician mutually agreed upon for a decision as to whether or not he/she is able to return to
work.
The expense of any mutually agreed examination, in accordance with the above
provision, shall be paid one-half by the employee and one-half by the Employer. Employees
shall be eligible to request utilization of this provision only upon posting an amount with the
Employer sufficient to cover his/her portion of the anticipated expenses or signing a waiver to
provide withholding of said amount from any future earnings or other payments owed to the
employee by the Employer.
If either of the parties disagrees on the necessity of the third opinion, the disagreeing
party will provide a letter of explanation to the party for purposes of communication.
Section 7.
Any employee required to work overtime which is not contiguous to the employee's
regular work schedule shall be entitled to a minimum of two (2) hours work or pay for weekdays
and three (3) hours work or pay for weekends or holidays at the time -and -one-half rate.
(Weekdays are defined as the first five (5) days of work which are part of an employee's regular
work schedule.)
Section 8.
The Union President shall be eligible for one (1) hour of release time per day for Union
business. Such release time shall be granted providing the employee's normal workload is
maintained. Release time for the Union President shall not exceed ten (10) hours within any pay
period.
Section 9.
All supplemental agreements shall be subject to the approval of the Employer and the
Council and/or International Union. They shall be approved or rejected within a period of forty-
five (45) days following the date of the agreement between the parties.
Section 10.
Overtime eligibility status for all Youth & Family Caseworker I & 11, Youth Assistance
Caseworker I & I1 and Court Service Officer I & 11 will be non-exempt. They shall be excluded
from the provisions of Merit Rule 2.10.1.2.
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XVI
MAINTENANCE OF CONDITIONS
Wages, hours and conditions of employment in effect at the execution of this agreement
shall, except as improved herein, be maintained during the term of this agreement. No employee
shall suffer a reduction in such benefits as a consequence of the execution of this agreement
except that some benefits may be increased or decreased in the process of negotiations between
the parties and made a part of the final agreement.
XVII
ECONOMIC MATTERS
Wages and Fringe Benefits are attached hereto as Appendix A and Appendix B.
XVIII
RESOLUTION OF ALL MATTERS
The provisions of this labor agreement include resolution of all matters which remained
at the time of settlement as issues of negotiations and upon which settlement was reached.
XIX
DURATION
This agreement shall remain in full force and effect until midnight, September 30, 2025.
It shall be automatically renewed from year to year thereafter unless either party shall notify the
other in writing, ninety (90) days prior to the anniversary date, that it desires to modify this
agreement. In the event that such notice is given, negotiations shall begin not later than sixty
(60) days prior to the anniversary date. This Agreement shall remain in full force and be
effective during the period of negotiations and until notice of termination of this agreement is
provided to the other party in the manner set forth in the following paragraph.
In the event that either parry 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 Oakland County Family Court.
The Union recognizes the right and duty of the Family Court to operate and manage its
jurisdiction of the Oakland County Family Court.
The Union recognizes the right and duty of the Family Court to operate and manage its
affairs in accordance with the State of Michigan Constitutional provisions and statutes and such
Constitutional provisions and statutes shall take precedence over any conflicting provisions
which might be contained in this Agreement. If any article or section of this agreement or any
appendix or supplement thereto should be held invalid by any Constitutional provision, operation
of law or by any tribunal of competent jurisdiction, or if compliance with or enforcement of any
article or section should be restrained by such tribunal, the remainder of this Agreement shall not
be affected.
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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 AMERICAN FEDERATION OF OAKLAND COUNTY CIRCUIT COURT
STATE, COUNTY AND MUNICIPAL
EMPLOYEES (AFSCME)
COUNCIL 25. LOCAL 2437
Shalina Kumar, Chief Circuit Court Judge
OAKLAND COUNTY BOARD OF
COMMISSIONERS
David T. Woodward, Chairperson
13
FY 2022 WAGES
Classification
Business Analyst
Case Management
Coordinator
Court Reporter
Court Service Officer
Deputy Register I
Deputy Register II
Financial Services Tech I
Financial Services Tech II
General Clerical
Office Leader
Office Support Clerk
Office Support Clerk Senior
Personal Protection
CIRCUIT COURT/FAMILY COURT
APPENDIX A
Base 1 year 2 year 3 year 4 year 5 year 6 year
45,266 47,529 49,906 52,400 55,021 57,772 60,647
49,906
52,400
55,021
57,772
60,660
63,694
66,864
55,021
57,772
60,660
63,694
66,878
70,222
73,717
41,057
43,110
45,266
47,529
49,906
52,400
55,009
37,240
39,103
41,057
43,110
45,266
47,529
49,894
42,899
45,044
47,296
49,661
51,647
54,230
57,476
35,466
37,240
39,102
41,057
43,109
45,266
47,519
41,057
43,110
45,266
47,529
49,906
52,400
55,009
15.3162
15.8615
16,4063
16.9516
17.4969
18,0418
37,240
39,103
41,057
43,110
45,266
47,529
49,894
31,847
33,440
35,111
36,868
38,711
40,646
43,101
35,466
37,240
39,102
41,057
43,109
45,266
47,519
Order Liaison
55,456
Secretary
41,057
Technical Office Specialist
41,057
Youth & Family Caseworker I
55,080
Youth & Family Caseworker II
57,489
Youth Assistance
Caseworker I
55,080
Youth Assistance
Caseworker II
57,489
57,675
59,992
62,381
65,500
68,775
72,180
43,110
45,266
47,529
49,906
52,400
55,009
43,110
45,266
47,529
49,906
52,400
55,009
57,008
58,718
60,480
62,899
63,718
64,992
60,363
63,382
66,551
69,878
73,722
77,023
57,008
58,718
60,480
62,899
63,718
64,992
60,363
63,382
66,551
69,878
73,722
77,023
14
Fiscal Year 2022 - 2% wage increase.
Deputy Register II classification will be increased to a grade 112
Youth Assistance Case Worker II classification will be increased to a grade 119
Youth & Family Case Worker II classification will be increased to a grade 119
Create a classification — Juvenile Court Support Specialist.
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
AFSCME 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.
Fiscal Year 2023 — 2% wage increase. Should a general wage increase greater than 2% be provided to the
general, non -represented employee groups then this bargaining unit would be entitled to
the same increase at the same time and in the same manner.
Fiscal Year 2024 - 2% wage increase. Should a general wage increase greater than 2% be provided to the
general, non- represented employee groups then this bargaining unit would be entitled
to the same increase at the same time and in the same manner.
Fiscal Year 2025 1% wage increase. Should a general wage increase greater than 1% be provided to
general non -represented employee groups then this bargaining unit would be entitled to
the same increase at the same time and in the same manner.
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CIRCUIT COURT/FAMILY COURT EMPLOYEES
APPENDIX B
For the following fringe benefits, refer to the Oakland County Merit System Rule Book:
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
The fringe benefits modified in previous Collective Bargaining Agreements shall continue in effect as modified
and described in the Oakland County Merit System Rule Book.
II
(a) Employees required to drive their personal vehicle on official Family Court business shall receive
mileage reimbursement in accordance with the current IRS rate.
(b) Any previous practice of paying mileage on a "home to home" basis for employees working overtime
is eliminated.
(c) In the event there is a Federal Tax placed on gasoline for the purpose of energy conservation, the
Employer agrees to discuss the matter with the Union.
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III
Employees working less than 1,000 hours in a calendar year shall not be eligible for fringe benefits or Merit
System Status and shall be considered "Part-time Non -eligible" employees. Part-time eligible employees represented
by Local 2437 as of January 1, 1985 who remain continually employed shall not be affected by this section as long
as their employment continues to be for more than 520 hours annually.
IV
The following positions shall be considered permissible equivalents:
(1) Clerk and Office Assistant I and Office Assistant II
(2) Youth & Family Caseworker I & Youth & Family Caseworker II
(3) Youth Assistance Caseworker I & Youth Assistance Caseworker II
(4) Court Service Officer I and Court Service Officer II
(5) Deputy Register I & Deputy Register II
(6) Court Reporter I and Court Reporter II
No vacancy must exist at the "II" level for the employer to promote an employee who has completed the top
of the "F' salary range and who the employer has determined is satisfactorily performing the job.
V
Effective 1/1 /95 the flexible benefit plan, as adopted by the Board of Commissioners and in effect for
non -represented employees as of 1/1/95, shall be implemented for employees represented by this bargaining unit.
Effective 1/l/95 the Defined Contribution Retirement Plan as adopted by the Board of Commissioners
and in effect for non -represented employees as of 1/l/95, shall be implemented for employees represented by
this bargaining unit.
HEALTH CARE BENEFITS
All Health Care Benefits set forth herein are subject to the employee contribution where
applicable and to the terms and conditions of the plan. The Employer has the right to select and
change any and all plans/policies, insurance benefits, plan providers or third -party administrators
provided the benefits stated herein remain substantially the same. All benefits set forth apply to active
employees and their dependents only.
(a) Effective January 1, 2014, (or as soon as administratively practical) employees in
this bargaining unit with coverage shall be covered under one of the Medical Care
plans as described in Appendix C .
(b) Employees in this bargaining unit shall make Medical Care contributions
(contributions are bi-weekly and pre-tax) in accordance with the Medical Care
plan they select.
Healthcare:
FY 2022 Internal Control changes to healthcare as presented in negotiations
FY 2023 Increase employee bi-weekly contributions by $10
FY 2024 No changes
FY 2025 Increase employee prescription co -pays to 10/$30/$50
17
EMPLOYEE BENEFITS
Any employee 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 incentive from $100 to $150 for eligible participating members.
RETIREMENT BENEFITS
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.
Deferred Compensation — Declined increasing the 457 Deferred Compensation match for
participating represented employees from $500 to $1500 for the life of this contract.
is
APPENDIX C
Attached hereto is the Medical Options Comparison chart for illustrative purposes.
19