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HomeMy WebLinkAboutResolutions - 2022.04.14 - 35462a f � BOARD OF COMMISSIONERS April 14, 2022 MISCELLANEOUS RESOLUTION #22-133 Sponsored By: Kristen Nelson Human Resources - Collective Bargaining Agreement Fiscal Years 2022, 2023, 2024, and 2025 with the International Union of Operating Engineers, Local 324, for Representing Non -Supervisory Employees in the Facilities, Maintenance and Operations/Heating Plant Chairperson and Members of the Board: WHEREAS the County of Oakland and the International Union of Operating Engineers, Local 324 (OE 324), entered into and negotiated a Collective Bargaining Agreement covering approximately eight (8) non - supervisory employees in the Facilities, Maintenance and Operations/Heating Plant; and WHEREAS the parties agreed to a four (4) year Collective Bargaining Agreement for the period April 23, 2022 through September 30, 2025; and WHEREAS the parties have agreed to maintain the 1.5% wage increase provided on September 25, 2021. Should a general wage increase greater than 1.5% be provided to the general, non -represented employee group, then this bargaining unit would be entitled to the same increase applied at the same thne and in the same manner; and WHEREAS the parties have agreed to ternis pertaining to general wage increases for Fiscal Years 2023, 2024, and 2025, shift premiums, classification changes, salary step placements, Compensatory Time, on -call pay, healthcare and retirement benefits, death leave, professional license reimbursement, boot and uniform allowance. NOW THEREFORE BE IT RESOLVED that the Oakland County Board of Commissioners approves the proposed Agreement between the County of Oakland and the International Union of Operating Engineers, Local 324, covering the period of April 23, 2022 through September 30, 2025, for non -supervisory employees in Facilities, Maintenance and Operations/Heating Plant. BE IT FURTHER RESOLVED the Board Chairperson, on behalf of the County of Oakland, is authorized to execute said supplemental agreements as attached. BE IT FURTHER RESOLVED the FY 2022 — FY 2025 budgets are amended as detailed in the attached Schedule A - Budget Amendment. Chairperson, the following Commissioners are sponsoring the foregoing Resolution: Kristen Nelson. 62duDate: April 14, 2022 David Woodward, Commissioner ��Ap � ^""r au Date: April 22, 2022 Hilarie Chambers, Deputy County Executive II �r Date: April 28, 2022 Lisa Brown, County Clerk / Register of Deeds �•r��rraareWT•t:4iti 2022-04-05 Legislative Affairs & Government Operations - postponed 2022-04-14 Legislative Affairs & Government Operations - recommend to Board 2022-04-14 Full Board Motioned by Commissioner Kristen Nelson seconded by Commissioner William Miller III to adopt the attached Collective Bargaining Agreement: Fiscal Years 2022, 2023, 2024, and 2025 with the International Union of Operating Engineers, Local 324, for Representing Non -Supervisory Employees in the Facilities, Maintenance and Operations/Heating Plant. Yes: David Woodward, Karen Joliat, Kristen Nelson, Gwen Markham, Angela Powell, Marcia Gershenson, William Miller III, Yolanda Smith Charles, Charles Cavell, Penny Luebs, Janet Jackson, Gary McGillivray, Adam Kochenderfer (13) No: Michael Gingell, Michael Spisz, Eileen Kowall, Christine Long, Philip Weipert, Thomas Kuhn, Charles Moss, Robert Hoffman (8) Abstain: None (0) Absent: (0) Passed ATTACHMENTS 1. Schedule A - Budget Amendment 2. OPER ENGINEERS SUMMARY OF AGREEMENT FY 2022-2025 3. Op Engineers CBA Boiler Operators 4. Job Description- Boiler Mechanic I 5. Job Description- Boiler Mechanic lI 6. Job Description- Boiler Mechanic III 7. Job Description- Boiler Operator I 8. Job Description- Boiler Operator II 9. Job Description- Boiler Operator III 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 April 14, 2022, 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, April 14, 2022. Xwv Lisa Brown, Oakland County Clerk /Register of Deeds Oakland County, Michigan International Union of Operating Engineers, Local 324 Supplemental Agreement Schedule "A" I I Operating Funtl Budget I Project Trtle rr « Amendment r. �.,-... Amendment iR/EI Fund Name Division Name Fund#Division#P m rogra#Account# Unit Affiliate Reference Unit Prole of # Activity Analysis Account E Fringe Benefit Fund Non Dept Fnnge Benefits 67800 9011501 183190 730499 Deferred Comp -County Pmts 6,000 6,000 E Fringe Benefit Fund Non Dept Fringe Benefits 67800 9011501 183190 796500 Budgeted Equity Adjustment (6,000) (6,000) Total Expenditures - - R Facilities Maint and Operation FMO Admirnstra6on 63100 1040701 140010 665882 Planned Use of Balance 23,179 23.179 Total Revenue 23,179 23,179 E Facilities Maint and Operation FMO Building Heating 63100 1040740 148499 702010 Salaries Fringe Benefit Adjustment 11,696 6,413 11,696 6,413 E Facilhes Maint and Operation FMO Building Hearing 63100 1040740 148499 722900 Uniforms ? 544 2,644 E Faci ihes Maint and Operation FMO Building Heating 63100 1040740 148499 750581 Employee Footwear 1,650 1,650 E Facilities Maint and Operation FMO Building Heating 63100 1040740 148499 750140 Permits 876 876 E Findlifies Maint and Operation FMO Building Heating 63100 1040740 148499 731115 Licenses and Total Expenditures 23,179 23,179 SUMMARY OF AGREEMENT BETWEEN THE COUNTY OF OAKLAND, OAKLAND COUNTY FACILITIES, MAINTENANCE & OPERATIONS AND THE INTERNATIONAL OPERATING ENGINEERS 324 DURATION: MARCH 2O22 4 years April 23, 2022 — September 30, 2025 • Wages: FY 2022 Maintain the 1.5% provided on 9/25/2021 "Me Too" should a general wage increase be provided to the general, non -represented employee group, then this bargaining unit would be entitled to the same increase applied at the same time and in the same manner. FY 2023 2% wage increase; Should a general wage increase greater than 2% be provided to the general, non -represented employee group, 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; Should a general wage increase greater than 2% be provided to the general, non -represented employee group, then this bargaining unit would be entitled to the same increase applied at the same time and in the same manner. FY 2025 1 % wage increase; Should a general wage increase greater than 1% be provided to the general, non -represented employee group, then this bargaining unit would be entitled to the same increase applied at the same time and in the same manner. • Classification Structure: Create the following classifications: Boiler Operator I, II and III; Boiler Mechanic I, II and III. Employees will be eligible to progress upwardly in classification upon obtaining and submitting a copy of the license required for the next level. Benefits Longevity The County will explore equity adjustments for 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 members of this bargaining unit will receive the same incentive and will follow the same parameters in conformance with the rules set forth in the equity adjustment program. 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 forty (40) hours. The balance of Comp time hours is to be used/paid by the end of Fiscal Year (September 30) of each year. Shift Premium All employees scheduled to work second shift will be paid an additional $0.75 cents per hour. All employees scheduled to work third shift will be paid an additional $1.00 per hour. Healthcare: FY 2022 — Internal Control changes to healthcare as presented during 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. Retirement: Any retirement 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. Retiree Health The IUOE members currently enrolled in the "C" plan (employees Care Eligibility hired on or after January 1, 1995, and before January 1, 2006) will maintain this plan. Deferred Comp: Increase the 457 Deferred Compensation match for participating represented employees from $500 to $1500 effective January 1, 2022. Employee: Any employee benefit modifications implemented on a countywide basis to the general, non -represented employees, to take effect during calendar years 2022, 2023, 2024 and 2025 shall be applied to the employees represented by this bargaining unit at the same time and in the same manner. 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. Training/Certification/Licensing: The Employer agrees t pay for employees to attend all courses/sessions to complete a 3rd class stationary training program (up to 4 hours per week) one time per year. Uniforms — The County will provide uniforms (shirts/pants/coveralls) to employees. Boots — The County will reimburse employees up to $275 per year for appropriate safety boots. AGREEMENT between OAKLAND COUNTY and HEATING PLANT EMPLOYEES represented by INTERNATIONAL UNION OF OPERATING ENGINEERS, LOCAL 324 April 23, 2022 through September 30, 2025 *Be it further understood that the Union reserves the right to add to, subtract from or otherwise modify these proposals in any way during the course of negotiations. TABLE OF CONTENTS ARTICLE 1 - PURPOSE & INTENT.................................................................................4 ARTICLE 2 - RECOGNITION OF UNION......................................................................4 ARTICLE 3 - REPRESENTATION AND FEES AND DUES..........................................5 ARTICLE4 - STEWARDS................................................................................................6 ARTICLE 5 - JOB POSTINGS...........................................................................................6 ARTICLE 6 - RATES FOR NEW JOBS............................................................................7 ARTICLE 7 - GRIEVANCE PROCEDURE......................................................................7 ARTICLE 8 - EMPLOYEE DEFINED............................................................................10 ARTICLE 9 - PROBATIONARY PERIOD..................................................................... I I ARTICLE 10 -INCREMENT SCHEDULE....................................................................11 ARTICLE 11 - HOLIDAY BENEFITS............................................................................I I ARTICLE 12 - OVERTIME PAY....................................................................................12 ARTICLE 13 - UNION BULLETIN BOARDS...............................................12 ARTICLE 14 - MANAGEMENT RIGHTS...................................................13 ARTICLE 15 - EMERGENCY MANAGER...................................................13 ARTICLE 16 - DISCIPLINE & DISCHARGE................................................................13 ARTICLE 17 - SENIORITY/LOSS OF SENIORITY.....................................................14 ARTICLE 18 - LAYOFF, RECALL AND TRANSFERS...............................................14 ARTICLE 19 - SPECIAL CONFERENCES....................................................................15 ARTICLE 20 - TRAINING/CERTIFICATIONS/LICENSES.........................................15 ARTICLE21 - UNIFORMS.............................................................................................15 ARTICLE 22 - CHANGE OF NAME/ADDRESS...........................................................16 ARTICLE 23 - TERMINATION OR MODIFICATION.................................................16 APPENDIX A WAGES..............................................................I.....................18 LONGEVITY....................................... ... ............... I.... I ...............18 z APPENDIX B FRINGE BENEFITS ................................................... .................19 RETIREMENT BENEFITS............................................................20 HEALTH CARE BENEFITS............................................................20 EMPLOYEE BENEFITS.............................................I...................21 SHIFTPREMIUM........................................................................21 PAYROLL ISSUES....................................................I..................21 DEATH LEAVE...........................................................................21 WORKERS COMPENSATION........................................................21 ON-CALL...................................................................................21 APPENDIX C MEDICAL, DENTAL AND VISION CHARTS....................................22 AGREEMENT THIS AGREEMENT, made and entered into on the day of , 2022 by and between the County of Oakland and the Facilities, Maintenance and Operations Department herein referred to as the "Employer or the County", and the INTERNATIONAL UNION OF OPERATING ENGINEERS LOCAL 324, 500 Hulet Dr, Bloomfield Township, Michigan 48302 (hereinafter referred to as the "Union"), on behalf of all Heating Plant employees within the Facilities, Maintenance and Operations Division, a recognized bargaining unit (herein referred to as "Union" and "Employees"). The provisions of this Agreement shall apply to all employees regardless of age, race, color, sex, national origin, or creed. The Parties recognize that the Employer is legally and morally obligated to guarantee to all citizens a fair and equal opportunity, and to these ends agreed that no person shall be denied employment or membership in the Union, nor in any way to be discriminated against based on age, race, color, sex, sexual orientation, gender identity, religion, genetic information, physical or mental handicap, height, weight, national origin, creed, union affiliation, political affiliation and any other protected criteria under any Federal, State or county law or policy. ARTICLE 1 — PURPOSE & INTENT The general purpose of this Agreement is to set forth ternis 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 a proper service to the community. To these ends, the Employer and the Union encourage to the fullest degree, friendly and cooperative relations between the respective representatives at all levels and among all the employees. The parties hereto also recognize that it is essential for the health, safety, and public welfare of the County that services to the public be without interruption, that the right to strike is forbidden by the Statues of the State of Michigan. Any employee guilty of engaging in a slowdown, work stoppage, or strike, shall be subject to disciplinary action up to and including termination. ARTICLE 2 — RECOGNITION OF UNION Pursuant to and in accordance with all applicable provisions of 336 or Public Acts of 1947 and Act 379 of the Public Acts of 1965, as amended, the Employer does hereby recognize the Union as the exclusive representative for the purpose of collective bargaining in respect to rates of pay, wages, hours of employment, and other terms and conditions of employment for the term of this Agreement for all employees described below, provided it is agreed and understood that the County of Oakland does not, by entering into this Agreement, purportto assume control or exercise jurisdiction in those areas where statutory and constitutional powers have been exclusively vested in County or State elected and/or appointed officials. All full-time Boiler Operator I, II and III and Boiler Mechanic I, II and III employees of the Oakland County Facilities, Maintenance and Operations Department. ARTICLE 3 — REPRESENTATION AND FEES AND DUES To the extent that the laws of the State of Michigan permit, it is agreed that: A. Employees will be represented by the bargaining unit and may authorize the Employer to deduct appropriate fees or dues to remit to the Union. B. Upon written authorization from an employee, the Employer shall deduct from the wages, all fees, and dues, as are prescribed by the Union and/or this Agreement. Such employee and the Union hereby authorize the Employer to rely upon and to honor written certification by the Treasurer of the Union the amounts to be deducted. All authorizations delivered to the Employer prior to the first day of the month shall become effective during that succeeding month. The Employer shall make such deductions the second (2"d) paycheck of each month. The Employer shall transmit monies together with an itemized statement to the Financial Secretary of International Union of Operating Engineers Local 324 within fourteen (14) days after the deductions have been made. Dues payments and inquiries shall be sent to: Operating Engineers 324 Stationary Dues Dept. 500 Hulet Dr. Ste. 115 Bloomfield Twp., MI 48302 Phone: (248) 451-0324 C. The written dues authorization shall automatically renew itself for successive yearly periods thereafter unless the employee gives written notice to the Employer and Union between December 15 and December 31 each year of the employee's desire to revoke same and in such event Union dues deductions shall cease. An employee shall also cease to be subject to dues deductions beginning the month immediately following the month in which the employee is no longer a member of the bargaining unit. In the event a refund is due to an employee for any sums deducted from wages paid to the Union, it shall be the responsibility of such employee to obtain the appropriate refund from the Union. D. If there is an increase or decrease in the Union dues deductions, as determined and established by the Union, such changes shall become effective upon the second pay period following notice from the Union to the Employer of the new amount(s) E. The Employer agrees to provide this service without charge to the Union. It is understood and agreed, that the provision for deduction of the dues is for the benefit of the employees requesting same, and the Employer is under no obligation to demand or request that employees authorize such deductions as a condition of employment. F. The Employer shall advise the Union of all new hires, within forty-five (45) days of the hire effective date. G. The Employer shall not be liable to the Union by reason of the requirement of this Agreement for the remittance or payment of any sum other than those constituting actual deductions made from wages earned by employees. H. The Union will, indemnify and save harmless the Employer from any and all claims, demands, suits and other liability by reason of action taken or not taken by the Employer for the purpose of complying with this Article. I. Should there be a conflict between the dues authorization form signed by the employee and this Article of the labor contract, this Article shall be controlling. ARTICLE 4 — STEWARDS A. Employees covered by this Agreement shall be represented by a Steward who shall be chosen or selected from among the employees in a manner determined by the Union. In the absence of the Steward, the Alternate may be appointed by the Union. B. Stewards may, with the approval of their supervisor, be released from their regular duties for the purposes of investigating grievances, presenting grievances to the Employer and other necessary Union business. Such authorization shall not be unreasonably withheld by the supervisor, nor shall this privilege be abused by the Union representatives. C. If approval is withheld or unreasonably delayed, the Unit Chairperson or Union Representative shall contact the Human Resources Employee and Labor Relations Unit to have the matter reviewed and approval received by the Employee and Labor Relations Unit if necessary. ARTICLE 5 - JOB POSTINGS A. Examinations for classifications covered by this Agreement shall be announced with a definite announced period for the acceptance of applications. B. The last date for the acceptance of applications shall be clearly stated on the official examination announcement and in the official newspaper announcement of the examination. There will be no newspaper announcement for promotional examinations. C. This filing period shall be at least seven (7) calendar days. D. Applications must be received at the County's Human Resources Department before 5:00 PM on the announced last date for filing applications, be electronically submitted with confirmation or be postmarked on or before that date in order to be accepted. E. Employees may subscribe to httus://www.oakeov.com/subscribe/oaues/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" F. If necessary, a temporary appointment may be made by the Department Head without prejudice to employees seeking the position. ARTICLE 6 — RATES FOR NEW JOBS When a new job is created in a unit and cannot be properly placed in an existing classification, the Employer will establish a classification and rate structure to apply. In the event the Union does not agree that the description and/or rate are proper, the Union shall have the right to submit the matter into the Grievance Procedure at the Second Step. ARTICLE 7 — GRIEVANCE PROCEDURE A. 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 the normal operation of the Employer's affairs. B. Any employee having a grievance in connection with his/her employment MUST present it to the Employer within fifteen (15) days after occurrence of alleged grievance as follows: 1. STEP 1: VERBAL a. The employee or one (1) member of a group of employees must first (1") discuss the specific grievance with the immediate Supervisor. At the request of the employee, the Steward may be present during the discussion. Reasonable time will be granted the employee for the purpose of appraising the Steward of the alleged grievance. 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) days give a verbal answer to the employee. 2. STEP 2: WRITTEN a. If the grievance is not settled at the verbal step, a written grievance may be filed by the Steward with the employee's Immediate Supervisor within ten (10) days after the Immediate Supervisor's response at Step 1. When a grievance is reduced to writing, it shall contain the name, address, 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 tools place, the specific Section(s) of the Agreement alleged to have been violated, the signature of the grievant, the signature of the Steward and the date the grievance is reduced to writing. Inadvertent omission of minor information will not prejudice the processing of the grievance. b. A meeting shall be held between the Parties within ten (10) days, unless mutually waived in writing, within five (5) days after the completion of the meeting, or the waiver thereof, the Department Head or designee shall give a written answer to the Steward. 3. STEP 3: DIRECTOR: HUMAN RESOURCES AND LABOR RELATIONS a. If the grievance is not settled in Step 2, such grievance may be submitted by the Steward to the Director, Human Resources and Labor Relations, with a courtesy copy to the Department Head, within ten (10) days after the Department Head's written response has been received by the Steward. A grievance number shall be mutually assigned by the Parties when the grievance is submitted to the Human Resources and Labor Relations Department. b. The Steward or designee must make a request in writing to conduct a Step 3 grievance meeting and the Parties shall conduct a Step 3 meeting within twenty (20) days of the receipt of the Steward's written request. The Union representatives at said meeting may include, at the Union's discretion, the Steward or designee, the grievant and a Business Representative of the Union. In addition, a witness(es) may be in attendance if deemed necessary by both Parties. c. The decision of the Director, Human Resources and Labor Relations, or designee, shall be given in writing to the Steward within ten (10) days of the completion of the Step 3 meeting. 4. STEP 4: MEDIATION a. If the grievance is not resolved through Step 3, then the parties shall within ten (10) days of the Unions receipt of Managements Step 3 answer, request the assistance of a Michigan Employment Relations Commission (MERC) mediator. Such mediation will commence as soon as possible. In the event a MERC mediator is not available in a reasonable time a Federal Mediation and Conciliation Service (FMCS) mediator may be used. The Company and the Union may mutually agree to waive mediation. If the mediation results in a satisfactory settlement, then the parties shall reduce it to writing. If no settlement is reached, the grievance shall proceed to the next step in the procedure. 5. STEP 5: ARBITRATION a. If the grievance is not satisfactorily settled in Step 4, the Business Representative has thirty (30) days from the final answer to file for 8 arbitration, by sending a letter to the Director, Human Resources and Labor Relations. If the Business Representative fails to request arbitration within the time limit the grievance shall be deemed not eligible to go to arbitration. The Union shall prepare a record which shall consist of the written grievance, all written answers to the grievance, and all other such written records, that may be appropriate. These shall be sent to the Director, Human Resources and Labor Relations at the same time as the Appeal in Step 5 is submitted. b. If the Parties agree to resolve the grievance, its disposition shall be reduced to writing and signed by both the Union Representatives and Employer Representatives. C. SELECTION OF THE ARBITRATOR 1. Within thirty (30) days of the written notice of Intent to arbitrate, the County and the Union shall attempt to mutually select an Arbitrator. In the event that the parties cannot agree upon an Arbitrator to hear the unresolved grievance within that thirty (30) days, the Union will have an additional ten (10) days to request the Federal Mediation and Conciliation Service provide a list of impartial arbitrators in accordance with its applicable rules and regulations. Any grievance not scheduled in accordance with this procedure is considered settled and not subject to further review. 2. All arbitration hearings shall be governed by the rules of the Federal Mediation and Conciliation Service, to the extent that those rules are not inconsistent with this Agreement. 3. Upon mutual written agreement of the Parties, an arbitrator may hear more than one case. D. AUTHORITY OF THE ARBITRATOR 1. The Arbitrator selected shall have only the functions and authority set forth herein. The scope and extent of the jurisdiction of the Arbitrator shall only extend and be limited to those grievances arising out of and pertaining to the respective rights of the parties within the four corners of this Agreement and pertaining to the interpretation thereof. The Arbitrator shall be without power or authority to make any decision contrary to, or inconsistent with or modifying or varying in any way, the terms of this Agreement or of applicable laws or rules or regulations having the force and effect of law. 2. The fees and expenses of the arbitrator shall be split equally by both parties. 3. The Arbitrator shall have no power to establish or modify job classifications, to establish wage rates, or to change any existing wage rate, work schedule, or assignment, except for grievances arising out of the wage rates for new classifications article. 4. In the event a grievance is submitted to an Arbitrator and the Arbitrator finds that he/she has no jurisdiction to rule on such grievance, it shall be referred back to the Parties without an answer or recommendation on the merits of the 0 grievance. 5. To the extent that the laws of the State of Michigan permit, it is agreed that any Arbitrator's decision shall be final and binding on the Union and its members, the employee or employees involved, and the Employer. 6, The Steward and Grievant involved with a grievance that requires arbitration, will be compensated for normally scheduled working hours that are required in connection with the actual arbitration hearing. 7. The decision of the Arbitrator shall be in writing. E. GENERAL CONDITIONS: Withdrawal of Grievances: A grievance may be withdrawn and if so withdrawn, all financial liability shall be cancelled. In the event, however, the grievance is reinstated by the International Union, the financial responsibility shall date only from the date of reinstatement. If the grievance is not reinstated within twenty (20) days from the date of withdrawal, the grievance shall not be reinstated. Commutation of Back Waees: All claims for back wages shall be limited to the amount of wages that the employee would otherwise have earned less any unemployment compensation and other interim earnings of compensation received for employment obtained subsequent to removal from the payroll of the Employer. Time of Amneals: Any answer not appealed from within the time specified in the particular steps of the Grievance Procedure shall be considered settled on the basis of the Employer's last answer and not subject to further review. In the event that the Employer shall fail to supply the Union with its answer in writing to the particular Step within the specified time limits, the grievance shall be automatically positioned at the next Step with the time limit for exercising said Appeal commencing with the expiration date of the Employer's grace period for answering. Nothing contained herein shall be deemed to abrogate or limit the rights guaranteed by existing statutes. 4. Time Limits: Time limits may be extended at any Step of the Grievance Procedure by written mutual consent by the Parties. 5. All references to days as they pertain to the Grievance Procedure shall mean "working days". They do not include Saturdays, Sundays, and designated holidays. 6. ARTICLE 8 — EMPLOYEE DEFINED A. Regular Full Time Emmlovee: A regular full-time employee is an individual employed in a full-time budgeted position. Regular full-time employees are entitled to benefits as specifically outlined in this Labor Agreement. 10 ARTICLE 9 — PROBATIONARY PERIOD A. Probationary Period for New Full-time Emnlovees: All full-time employees newly hired into this bargaining unit shall be required to successfully complete a probationary period. The length of said probationary period for a full-time employee shall be the first six (6) months of employment from the date of hire. During the probationary period of a new employee, the Employer may dismiss the employee at any time without recourse or a statement of cause. B. Probationary Period for Promotions, Demotions, Reclassifications, Lateral Transfers. Bumn or Recall: Employees promoted to a classification with a higher maximum salary or reemployed in this bargaining unit shall serve a probationary period of six (6) months from the date of change in classification. During the probationary period of an employee who has had a change in classification, the employee may be returned to his/her former classification at any time without the right of appeal or statement of cause. Such decision shall be within the sole discretion of the Employer. ARTICLE 10 — INCREMENT SCHEDULE A. 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 Human Resources Department. Approval of an early merit increase in one case shall not create a precedent for granting early merit increases in any other. B. Should a supervisor fail to provide a review in time for an employee's Merit review date, the employee will automatically move to the next step. C. The County has the authority to place new hires in any step within the classification taking into consideration job experience and other factors requiring a new hire to start above the base salary. ARTICLE 11 —HOLIDAY BENEFITS A. Effective with the execution of this Agreement, the provisions of the Oakland County Merit System in the Oakland County Merit System Rule book concerning holidays, holiday pay, premium pay and overtime on holidays shall apply to members of the bargaining unit with respect to: New Year's Day, Martin Luther King, Jr. Day, President's Day, Memorial Day, Independence Day, Labor Day, Election Day, Veterans' Day, Thanksgiving Day, the day after Thanksgiving Day, Christmas Eve, Christmas Day, New Year's Eve. B. Employees of this bargaining unit will also enjoy one (1) Floating Holiday per calendar year. Refer to Merit Rule 26.1.2. 11 ARTICLE 12 — OVERTIME PAY A. To be considered as overtime, the work and the time of doing it must have been assigned by the employee's department head or another supervisory employee given this authority by the department head in accordance with County overtime procedures. B. All such time, in excess of a normal eight hour working day, worked in the 24-hour period beginning with the start of the employee's normal working shift that day, shall be considered as overtime and credited to the calendar day on which the 24- hour period began; including emergency call -ins. C. In the instance of an employee using leave time and working overtime within the same 24-hour period of their shift, the employee would not receive overtime pay until the employee physically worked eight (8) hours; anything physically present over eight (8) hours would be paid overtime. D. All working days in excess of five in the employee's seven-day work week shall likewise be considered overtime. E. Overtime shall be compensated at the rate of one and one-half times (1-1/2X) the employee's regular hourly rate. F. 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 (1-1/2X). The maximum number of Comp time hours is forty (40) hours. The balance of Comp time hours is to be used/paid by the end of Fiscal Year (September 30) of each year. G. All overtime shall be attempted to equalized as to the best of the Employers ability. At the request of the Steward or the Union, an overtime balance report will be furnished by the Employer within five (5) working days of such a request. ARTICLE 13 — UNION BULLETIN BOARDS A. The Employer will provide a conspicuous location for a secure, locking style bulletin board in the respective location which may be used by the Union for posting notices bearing written approval of the Union on the following topics: Notices of Union Meetings. 2. Notices of Union Elections and results of said elections. Notices of recreation, educational and social events. B. The bulletin board shall not be used by the Union for disseminating propaganda and shall not be used by the Union for posting or distributing materials of a political nature. C. The Employer will provide one (1) bulletin board. D. The Union representatives shall have the use of County office equipment including but not limited to fax, email, and phones to communicate with the International 12 Union of Operating Engineers, Local 324 Regional offices, local offices or other IUOE Unit Chairpersons. Communication by email to the membership is permitted for official Union business only (i.e., notice of membership meeting or notice of ratification meeting). ARTICLE 14 — MANAGEMENT RIGHTS The Employer retains and shall have the sole and exclusive right and authority to manage and operate its affairs, including all of its operations and activities; to decide the number of employees; to establish the overall operations, policies and procedures of the Employer; to assign employees to shifts in order to adequately staff shifts with appropriate personnel; to schedule the shifts of all employees; to direct its working force of employees; to determine the methods, procedures and services to be provided; to comply with P.A. 390, as amended, known as the State's Emergency Manager Act and the County's Emergency Management resolution as well as all related plans, policies and procedures covered by these statutes. All such rights, except as expressly limited by this Agreement, are vested exclusively in the Employer. ARTICLE 15 — EMERGENCY MANAGER 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. ARTICLE 16 — DISCIPLINE & DISCHARGE A. Should circumstances warrant, a non -probationary employee may be disciplined for just cause. Examples of offenses for which employees may be disciplined are outlined in the Oakland County Merit System Rule Book, Rule 8. B. Disciplinary actions or measures may include but are not limited to, the following: Oral Reprimand, Written Reprimand, Denied Merit Increase, Suspension Without Pay, Demotion or Discharge. C. Employees in the bargaining unit shall be entitled to their right to representation at an interview, meeting or during an investigation that the employee reasonably believes could result in disciplinary action or discharge. D. If the Employer feels there is just cause for disciplinary action, the employee and their Union Representative will be notified in writing that the employee has been so disciplined. Such notification shall contain the charge(s) against the employee. a. Any disciplinary action or measures imposed upon an employee may be processed as a grievance through the regular grievance procedure as provided for in the Agreement. The Union shall have the sole right to take a suspension and/or discharge as a grievance at the 3`d Step of the Grievance 13 Procedure, and the matter shall be handled in accordance with this procedure. b. If the Employer has reason to reprimand an employee, when possible, it shall be done in a manner that will not embarrass the employee before other employees or the public. c. Records of disciplinary action other than suspensions shall remain in the employee's personnel file for a period of one (1) year, unless, prior to the end of said one (1) year period, the employee is disciplined for a similar incident. In such case, the records of both disciplinary actions shall be maintained in the employee's personnel file for an additional six (6) months, or a total of one and one-half (1-1/2) years for each incident based upon the date of occurrence. Suspensions will remain in the file indefinitely. ARTICLE 17 — SENIORITY/LOSS OF SENIORITY A. New employees may acquire seniority by working six (6) continuous months, in which event the employee's seniority will date back to the date of hire into the department. B. When the employee acquires seniority, their name shall be placed on the seniority list, in the order of their seniority date. An up-to-date seniority list shall be furnished to the Union every six (6) months. Such list shall contain name, address, date of hire, classification, seniority date and the employee's current rate of pay. C. An employee shall lose their seniority for the following reasons: 1. If the employee resigns or retires. 2. If the employee is discharged; and not reinstated. 3. If the employee is absent from work for three (3) working days without properly notifying the Employer unless a satisfactory reason is given. 4. If the employee does not return to work at the end of an approved leave. 5. If the employee does not return to work when recalled from a layoff. ARTICLE 18 — LAYOFF, RECALL AND TRANSFERS A. If and when it becomes necessary for the Employer to reduce the number of employees in the workforce, the employees will be laid off within their classification in reverse order of their seniority, based on capability of performing available jobs, and shall be recalled in the order of their seniority within their classification. In order to avoid layoff, an employee may displace lower seniority employees within the bargaining unit in equal or lower rated classifications provided they have the present ability to satisfactorily perform the available work with minimal orientation (within two [2] weeks). B. The Employer agrees to notify the Union when the Employer's decision is made of 14 any anticipated layoff. Such notification will occur within ten (10) working days of reaching the layoff decision. C. Employees shall have the right to recall based on their seniority within their classification if a position becomes available. If and when an employee is permanently transferred to another division in or out of the bargaining unit, the Union Chairperson 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. ARTICLE 19 — SPECIAL CONFERENCES Special Conferences mutually agreed upon, will be arranged between the Union Steward or designee, and the Director, Human Resources and Labor Relations or designee, for purposes of discussion of important matters. Written 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 and agreed upon. Matters taken up in Special Conference 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 20 — TRAINING/CERTIFICATION/LICENSING A. The Employer agrees to pay for employees to attend, all courses/sessions to complete a 3rd class stationary training program ( up to four [4] hours per week) one (1) time per year. B. The Employer agrees to reimburse bargaining unit members for total costs incurred for the maintenance of all applicable licensing and certification. ARTICLE 21 —UNIFORM/EQUIPMENT A. Uniforms: The County shall provide, to each employee, eleven (11) shirts, eleven (11) pairs of trousers and three (3) coveralls on an annual basis. Employees will receive their uniform on or before March 1 st of every year. B. Boots: The County will reimburse employees up to $275 per year, for appropriate safety boots. Upon request, the equipment and work attire will be provided as follows: C. Eve Protection Eauinment: The Employer will provide eye protection in the form of welding hoods, safety glasses and/or goggles, which shall be worn by employees covered by this Agreement while performing tasks in any area that could possibly cause sparks, material chips, airborne debris and/or foreign matter that might result in eye damage. 15 ARTICLE 22 — CHANGE OF NAME/ADDRESS It is the Employee's responsibility to notify the County and Union of any change of name/address. ARTICLE 23 — TERMINATION OR MODIFICATION A. This Agreement shall continue in full force and effect until September 30, 2025. B. If either party desires to terminate or modify this Agreement, said party shall provide written notice to the other parry to that effect. Said notice shall be made no later than one hundred twenty (120) days prior to the termination date above. If neither Party gives notice of termination or modification, or if each party giving notice of termination or modification withdraws said notice prior to the termination date above, this Agreement shall continue in full force and effect from year to year thereafter, subject to timely notice of termination or modification by either party in subsequent year(s) of an extended Agreement. C. Notice of termination or modification shall be made in writing and shall be sent by Certified Mail. If said notice is made to the Union, it shall be sent to 500 Hulet Drive, Bloomfield Township, MI 48302; if said notice is made to the County, it shall be sent to Oakland County — Director of Human Resources, 2100 Pontiac Lake Road — Bldg. 41 W, Waterford MI 48328; address changes shall be made available to the other party, where applicable. D. 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. 16 International Union of Operating Engineers Local 324 AFL-CIO 500 Hulet Dr., Bloomfield Twp., MI 48302 248.451.0324 Douglas Stockwell, Ken Dombrow, Business Manager President Date: Date: Jeff McCarthy, Recording -Corresponding Secretary Date: OAKLAND COUNTY, a Michigan Constitutional Corporation David T. Woodward, Chairperson Date: Board of Commissioners OAKLAND COUNTY EXECUTIVE David Coulter Date 17 IUOE, LOCAL 324 APPENDIX A Fiscal Year 2022 - Maintain 1.5% that was implemented October 1, 2021 Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year Boiler Operator I 54,751 58,036 61,518 65,209 69,122 73,356 Boiler Operator II 56,120 60,048 63,952 67,789 71,856 75,190 Boiler Operator III 57,520 61,259 65,241 69,481 73,998 77,550 Boiler Mechanic I 60,363 63,985 67,824 71,893 76,207 80,875 Boiler Mechanic II 61,872 66,203 70,506 74,737 79,221 82,897 Boiler Mechanic III 63,381 67,501 71,888 76,561 81,538 85,000 Fiscal Year 2023 - 2% wage increase. Should a general wage increase greater than 2% be provided to the general, non -represented employee group, then this bargaining unit would be entitled to the same increase applied 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 group, then this bargaining unit would be entitled to the same increase applied 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 the general, non -represented employee group, then this bargaining unit would be entitled to the same increase applied at the same time and in the same manner. Employees will be eligible to progress upwardly in classification upon obtaining and submitting a copy of the license required for the next level. 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 IUOE 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. 18 IUOE, LOCAL 324 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 994292 (percentage formula for retiree health care coverage). 19 11 RETIREMENT BENEFITS Calendar Years 2022, 2023, 2024 and 2025 Any retirement modifications implemented on a countywide basis to general, non -represented employees, to take affect 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. If there are substantial changes, the parties agree to meet to discuss. Deferred Compensation hicrease the 457 Deferred Compensation match for participating represented employees from $500 to $1500 effective January 1, 2022, Retiree Health Care Eligibility HEALTH CARE BENEFITS The IUOE members currently enrolled in the "C" plan (employees hired on or after January 1, 1995 and before January 1, 2006) will maintain this plan. III 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. 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/$50 20 IV EMPLOYEE BENEFITS Calendar Years 2022, 2023, 2024 and 2025 Any employee benefit modifications implemented on a countrywide basis to general, non -represented employees, to take effect during calendar years 2022, 2023, 2024, and 2025, shall be applied to employees represented by this bargaining unit at the same time and in the same manner. If there are substantial changes, the Parties agree to meet to discuss. SHIFT PREMIUM All employees scheduled to work second (2nd) shift will be paid an additional seventy- five cents ($.75) per hour. All employees scheduled to work third (3`d) shift will be paid an additional one dollar ($1.00) per hour. PAYROLL ISSUES The County will make every effort to resolve payroll issues within two business days. 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. WORKERS COMPENSATION The County will take no more than what is allowable by law. All other provisions of this benefit are referenced in the Oakland County Merit System Rules. ON -CALL On -Call pay will be provided when an employee is assigned to be on -call by supervision. 21 APPENDIX C See attached Medical Comparison Charts 22 DRAFT 01/20/22 OAKLAND COUNTY MICHIGAN Class Title: BOILER MECHANIC 1 Division: Facilities Maintenance & Operations Reports To: Chief - Heating Plant FLSA: Non -Exempt Salary Plan: GENERAL SUMMARY Maintains and repairs high pressure oil and gas fired boilers and auxiliary equipment in the County heating plant. Inspects, repairs, and performs preventive maintenance on equipment and parts such as valves, pumps, water columns, air compressors, boilertubes, fire bricks, motors, dampers, pneumatic and electrical controls, main electrical panels, and other related equipment. Calibrates boiler controls, and tests water samples for chemical and physical content. SUPERVISION EXERCISED May function as a leader over heating plant employees. Assigns, checks work of, and assists employees in performing their duties. ESSENTIAL JOB FUNCTIONS Inspects heating plant equipment, including opened and non -operating boilers, to check for malfunctions and needed repairs. Repairs and performs preventive maintenance work on boilers such as cleaning and repairing boilerdrums, water columns, tubes, dampers, soot blowers, sight glass, low water cutout switch, bricks, pressure release valves, main ignitor wire, burner throat, expansion joints and blow down valves. Scrapes and cleans out inside walls of water drums. Repairs and performs preventive maintenance work on auxiliary boiler equipment such as air compressors, feed water heaters, receiving tanks, feed water pumps, fuel oil pumps and air fans. Replaces bearings and seals on motors for pumps and air fans. Performs tests on boiler water samples to check for hardness, oxygen, pH, phosphates, and chlorides. CLASS TITLE: BOILER MECHANIC I ADDITIONAL DUTIES AND RESPONSIBILITIES Maintains and repairs steam and condensate lines by cleaning strainers and traps, replacing and adding line, packing valves, and covering pipes. Calibrates, maintains, and repairs pneumatic and electrical boiler controls. ESSENTIAL MENTAL & PHYSICAL REQUIREMENTS Ability to communicate, and to use tools necessary to repair and maintain boilers. WORKING CONDITIONS Work is performed in variable weather conditions, confined spaces, and areas of loud noises. May be exposed to machinery and equipment that could affect health conditions. May participate in activities that require driving or being a passenger in an automobile or bus. IMPORTANT NOTE: The primary purpose of this job description is to set a fair and equitable salary range for this job classification. Generally, only those key duties necessary for proper job evaluation and/or labor market analysis have been included. Other duties and responsibilities will be assigned by the supervisor. EXPERIENCE, TRAINING, KNOWLEDGES, SKILLS & ABILITIES A. REQUIRED MINIMUM QUALIFICATIONS 1. Be a high school graduate or have a certificate of successful completion of the General Educational Development Test. 2. Have had at least four (4) years of full-time experience in the operation and maintenance and repair of high-pressure gas and/or oil -fired boilers and auxiliary equipment. 3. Pass the complete examination, including the employment medical, established for this classification. 4. Successfully complete the six month probationary period. B. ADDITIONAL DESIRABLE QUALIFICATIONS 1. High school or college training in a mechanical field. 2. Considerable knowledge of the tools, methods, and practices used in maintaining boilers and auxiliary equipment. z CLASS TITLE: BOILER MECHANIC I 3. Considerable knowledge of the operation of pressure boilers and equipment. 4. Considerable knowledge of the hazards and safety precautions of boiler operations. 5. Reasonable ability to understand and follow written and oral instructions. 6. Some ability to assimilate and apply technical data regarding new equipment, methods, and procedures. 7. Some ability to maintain records. 8. Physical condition that will permit standing and walking for extended periods. DRAFT 01/20/22 OAKLAND COUNTY MICHIGAN Class Title: BOILER MECHANIC II Division: Facilities Maintenance & Operations Reports To: Chief - Heating Plant FLSA: Non -Exempt Salary Plan: GENERAL SUMMARY Maintains and repairs high pressure oil and gas fired boilers and auxiliary equipment in the County heating plant. Inspects, repairs, and performs preventive maintenance on equipment and parts such as valves, pumps, water columns, air compressors, boiler tubes, fire bricks, motors, dampers, pneumatic and electrical controls, main electrical panels, and other related equipment. Calibrates boiler controls, and tests water samples for chemical and physical content. SUPERVISION EXERCISED May function as a leader over heating plant employees. Assigns, checks work of, and assists employees in performing their duties. ESSENTIAL JOB FUNCTIONS Inspects heating plant equipment, including opened and non -operating boilers, to check for malfunctions and needed repairs. Repairs and performs preventive maintenance work on boilers such as cleaning and repairing boilerdrums, water columns, tubes, dampers, soot blowers, sightglass, low water cutout switch, bricks, pressure release valves, main ignitor wire, burner throat, expansion joints and blow down valves. Scrapes and cleans out inside walls of water drums. Repairs and performs preventive maintenance work on auxiliary boiler equipment such as air compressors, feed water heaters, receiving tanks, feed water pumps, fuel oil pumps and air fans. Replaces bearings and seals on motors for pumps and air fans. Performs tests on boiler water samples to check for hardness, oxygen, pH, phosphates, and chlorides. CLASS TITLE: BOILER MECHANIC II ADDITIONAL DUTIES AND RESPONSIBILITIES Maintains and repairs steam and condensate lines by cleaning strainers and traps, replacing and adding line, packing valves, and covering pipes. Calibrates, maintains, and repairs pneumatic and electrical boiler controls. ESSENTIAL MENTAL & PHYSICAL REQUIREMENTS Ability to communicate, and to use tools necessary to repair and maintain boilers. WORKING CONDITIONS Work is performed in variable weather conditions, confined spaces, and areas of loud noises. May be exposed to machinery and equipment that could affect health conditions. May participate in activities that require driving or being a passenger in an automobile or bus, IMPORTANT NOTE: The primary purpose of this job description is to set a fair and equitable salary range for this job classification. Generally, only those key duties necessary for properjob evaluation and/or labor market analysis have been included. Other duties and responsibilities will be assigned by the supervisor. EXPERIENCE. TRAINING, KNOWLEDGES. SKILLS & ABILITIES A. REQUIRED MINIMUM QUALIFICATIONS 1. Be a high school graduate or have a certificate of successful completion of the General Educational Development Test. 2. Have had at least four (4) years of full-time experience in the operation and maintenance and repair of high-pressure gas and/or oil -fired boilers and auxiliary equipment. 3. Possess a city 3rd Class Stationary Engineer license. 4. Pass the complete examination, including the employment medical, established for this classification. S. Successfully complete the six month probationary period. B. ADDITIONAL DESIRABLE QUALIFICATIONS 1. High school or college training in a mechanical field. z CLASS TITLE: BOILER MECHANIC II 2. Considerable knowledge of the tools, methods, and practices used in maintaining boilers and auxiliary equipment. 3. Considerable knowledge of the operation of pressure boilers and equipment. 4. Considerable knowledge of the hazards and safety precautions of boiler operations. 5. Reasonable ability to understand and follow written and oral instructions. 6. Some ability to assimilate and apply technical data regarding new equipment, methods, and procedures. 7. Some ability to maintain records. 8. Physical condition that will permit standing and walking for extended periods. C. SPECIAL REQUIREMENTS 1. Must maintain a city 31d Class Stationary Engineer license. DRAFT 01/20/22 OAKLAND COUNTY MICHIGAN Class Title: BOILER MECHANIC III Division: Facilities Maintenance & Operations Reports To: Chief - Heating Plant FLSA: Non -Exempt Salary Plan: GENERAL SUMMARY Maintains and repairs high pressure oil and gas fired boilers and auxiliary equipment in the County heating plant. Inspects, repairs, and performs preventive maintenance on equipment and parts such as valves, pumps, water columns, air compressors, boiler tubes, fire bricks, motors, dampers, pneumatic and electrical controls, main electrical panels, and other related equipment. Calibrates boiler controls, and tests water samples for chemical and physical content. SUPERVISION EXERCISED May function as a leader over heating plant employees. Assigns, checks work of, and assists employees in performing their duties. ESSENTIAL JOB FUNCTIONS Inspects heating plant equipment, including opened and non -operating boilers, to check for malfunctions and needed repairs. Repairs and performs preventive maintenance work on boilers such as cleaning and repairing boiler drums, water columns, tubes, dampers, soot blowers, sight glass, low water cutout switch, bricks, pressure release valves, main ignitor wire, burner throat, expansion joints and blow down valves. Scrapes and cleans out inside walls of water drums. Repairs and performs preventive maintenance work on auxiliary boiler equipment such as air compressors, feed water heaters, receiving tanks, feed water pumps, fuel oil pumps and air fans. Replaces bearings and seals on motors for pumps and air fans. Performs tests on boiler water samples to check for hardness, oxygen, pH, phosphates, and chlorides. CLASS TITLE: BOILER MECHANIC III ADDITIONAL DUTIES AND RESPONSIBILITIES Maintains and repairs steam and condensate lines by cleaning strainers and traps, replacing and adding line, packing valves, and covering pipes. Calibrates, maintains, and repairs pneumatic and electrical boiler controls. ESSENTIAL MENTAL & PHYSICAL REQUIREMENTS Ability to communicate, and to use tools necessary to repair and maintain boilers. WORKING CONDITIONS Work is performed in variable weather conditions, confined spaces, and areas of loud noises. May be exposed to machinery and equipment that could affect health conditions. May participate in activities that require driving or being a passenger in an automobile or bus. IMPORTANT NOTE: The primary purpose of this job description is to set a fair and equitable salary range for this job classification. Generally, only those key duties necessary for proper job evaluation and/or labor market analysis have been included. Other duties and responsibilities will be assigned by the supervisor. EXPERIENCE. TRAINING. KNOWLEDGES. SKILLS & ABILITIES A. REQUIRED MINIMUM QUALIFICATIONS 1. Be a high school graduate or have a certificate of successful completion of the General Educational Development Test. 2. Have had at least four (4) years of full-time experience in the operation and maintenance and repair of high-pressure gas and/or oil -fired boilers and auxiliary equipment. 3. Possess a city 2n0 Class Stationary Engineer license. 3. Pass the complete examination, including the employment medical, established for this classification. 4. Successfully complete the six month probationary period. B. ADDITIONAL DESIRABLE QUALIFICATIONS 1. High school or college training in a mechanical field. z CLASS TITLE: BOILER MECHANIC III 2. Considerable knowledge of the tools, methods, and practices used in maintaining boilers and auxiliary equipment. 3. Considerable knowledge of the operation of pressure boilers and equipment. 4. Considerable knowledge of the hazards and safety precautions of boiler operations. 5. Reasonable ability to understand and follow written and oral instructions. 6. Some ability to assimilate and apply technical data regarding new equipment, methods, and procedures. 7. Some ability to maintain records. 8. Physical condition that will permit standing and walking for extended periods. C. SPECIAL REQUIREMENTS 1. Must maintain a city god Class Stationary Engineer license. OAKLAND COUNTY MICHIGAN Class Title: BOILER OPERATOR I Division: Facilities Maintenance & Operations Reports To: Chief - Heating Plant FLSA Status: Non -Exempt Salary Plan: GENERAL SUMMARY Responsible for independently maintaining the operation of high-pressure oil and gas fired boilers and related auxiliary equipment in the Oakland County central steam plant. Monitors and maintains water and pressure levels and performs "blow down" of boilers. Fills chemical tanks, takes water samples, installs meter charts, and changes and cleans burners. Operates feed water pumps, air compressors and maintains the heating plant in a clean and orderly condition. May be assigned to day, afternoon or midnight shift, including weekends and holidays to meet staffing requirements and perform duties assigned. SUPERVISION EXERCISED None. ESSENTIAL JOB FUNCTIONS Independently operates and maintains proper steam pressure and water level in gas and oil -fired boilers by monitoring pressure and water level gauges and by controlling feed water pumps, heaters, and auxiliary equipment. Takes samples from boiler water columns and performs chemical tests on water to determine softness and other qualities. Operates and maintains fuel oil pumps, strainers, preheaters, pressure regulators and temperature controllers to ensure the continuous, efficient combustion of fuel oil supplied to the burners. Changes chemical feed tanks by starting timer and adding salt as needed to maintain the quality of boiler water. Checks log sheet of the previous shift and maintains the log by recording water test results, meter readings, equipment status and abnormalities such as changes in temperature, pressure, or water level. Notifies the supervisor on the following shift of any problems according to operating procedure. CLASS TITLE: BOILER OPERATOR I Periodically changes and cleans burners, performs "blow down" operation to clean out sediments in boilers, mud drums and operates soot blowers. Checks air compressor for oil level, adding oil as needed, and checks and drains compressor tanks of condensed water as needed. Climbs stairs to check pumping equipment, meters, alarms and gauges. Listens for noises such as boilers, machinery, blowers, alarms, and whistles to ensure equipment is working properly. Reads boiler pressures, temperatures, and air input on gauges. Climbs ladder to check boilers, opens and closes valves, and checks malfunctions. Monitors meters, removes, and installs meter charts daily for each recording meter and adds ink to meter as needed to ensure efficient operation. Inspects steam distribution, condensate pipes, and electrical outlets and lighting in steam distribution tunnel. Repairs and performs preventative maintenance work on equipment such as steam and condensation lines, valves, traps, strainers, sump pumps, air compressors, expansion joints, motors, and air fans. Replaces 10" 300# main valves. Participates in making repairs on boilers and auxiliary equipment. Performs water tests on boilers, feed water and condensation samples. ADDITIONAL DUTIES AND RESPONSIBILITIES Assists in the repair of heating plant equipment and lubricates pumps, bearings, valves, motors, and other moving parts of equipment. Maintains the heating plant and equipment in a clean and orderly condition by painting, mopping, washing walls, changing light bulbs, and cleaning and polishing equipment. Assists outside contractors and contracted work crews with safety procedures and reading of blueprints. ESSENTIAL MENTAL & PHYSICAL REQUIREMENTS Ability to communicate and use basic motor skills required in the operation of boilers. Ability to maintain and repair boilers and associated equipment. WORKING CONDITIONS Work is performed in variable weather conditions, confined spaces, and areas of loud noises. CLASS TITLE: BOILER OPERATOR I May be exposed to machinery and equipment that could affect health conditions. May participate in activities that require driving or being a passenger in an automobile or bus. IMPORTANT NOTE: The primary purpose of this job description is to set a fair and equitable salary range for this job classification. Generally, only those key duties necessary for proper job evaluation and/or labor market analysis have been included. Other duties and responsibilities will be assigned by the supervisor. EXPERIENCE, TRAINING. KNOWLEDGE, SKILLS & ABILITIES A. REQUIRED MINIMUM QUALIFICATIONS 1. High school graduate or have completed the state requirements for a G.E.D. certificate; OR be an emancipated minor; OR have passed their 18th birthday. 2. Have one (1) year of full-time work experience in the operation of high-pressure steam boilers and related auxiliary equipment. 3. Pass the complete examination, including the employment medical, established for this classification. 4. Successfully complete the six month probationary period. ADDITIONAL DESIRABLE QUALIFICATIONS 1. Have completed coursework in mathematics, chemistry, and physics. 2. Training and/or experience in a mechanical field. 3. Reasonable ability to understand and follow written and oral instructions. 4. Some knowledge of the tools, methods and practices used in maintaining boilers and auxiliary equipment. 5. Some ability to assimilate and apply technical data regarding new equipment, methods, and procedures. 6. Some ability to maintain records and perform calculations. 7. Physical condition that will permit standing and walking for extended periods; negotiating ladders, catwalks, and manholes; working in confined spaces and uncomfortably hot environment. CLASS TITLE: BOILER OPERATOR I Possess a valid United States motor vehicle operator's or chauffeurs license. OAKLAND COUNTY MICHIGAN Class Title: BOILER OPERATOR II Division: Facilities Maintenance & Operations Reports To: Chief - Heating Plant FLSA Status: Non -Exempt Salary Plan: GENERAL SUMMARY Responsible for independently maintaining the operation of high-pressure oil and gas fired boilers and related auxiliary equipment in the Oakland County central steam plant. Monitors and maintains water and pressure levels and performs "blow down" of boilers. Fills chemical tanks, takes water samples, installs meter charts, and changes and cleans burners. Operates feed water pumps, air compressors and maintains the heating plant in a clean and orderly condition. May be assigned to day, afternoon or midnight shift, including weekends and holidays to meet staffing requirements and perform duties assigned. SUPERVISION EXERCISED None, ESSENTIAL JOB FUNCTIONS Independently operates and maintains proper steam pressure and water level in gas and oil -fired boilers by monitoring pressure and water level gauges and by controlling feed water pumps, heaters, and auxiliary equipment. Takes samples from boiler water columns and performs chemical tests on water to determine softness and other qualities. Operates and maintains fuel oil pumps, strainers, preheaters, pressure regulators and temperature controllers to ensure the continuous, efficient combustion of fuel oil supplied to the burners. Changes chemical feed tanks by starting timer and adding salt as needed to maintain the quality of boiler water. Checks log sheet of the previous shift and maintains the log by recording water test results, meter readings, equipment status and abnormalities such as changes in temperature, pressure, or water level. Notifies the supervisor on the following shift of any problems according to operating procedure. CLASS TITLE: BOILER OPERATOR II Periodically changes and cleans burners, performs "blow down" operation to clean out sediments in boilers, mud drums and operates soot blowers. Checks air compressor for oil level, adding oil as needed, and checks and drains compressor tanks of condensed water as needed. Climbs stairs to check pumping equipment, meters, alarms and gauges. Listens for noises such as boilers, machinery, blowers, alarms, and whistles to ensure equipment is working properly. Reads boiler pressures, temperatures, and air input on gauges. Climbs ladder to check boilers, opens and closes valves, and checks malfunctions. Monitors meters, removes, and installs meter charts daily for each recording meter and adds ink to meter as needed to ensure efficient operation. Inspects steam distribution, condensate pipes, and electrical outlets and lighting in steam distribution tunnel. Repairs and performs preventative maintenance work on equipment such as steam and condensation lines, valves, traps, strainers, sump pumps, air compressors, expansion joints, motors, and air fans. Replaces 10" 300# main valves. Participates in making repairs on boilers and auxiliary equipment. Performs water tests on boilers, feed water and condensation samples. ADDITIONAL DUTIES AND RESPONSIBILITIES Assists in the repair of heating plant equipment and lubricates pumps, bearings, valves, motors, and other moving parts of equipment. Maintains the heating plant and equipment in a clean and orderly condition by painting, mopping, washing walls, changing light bulbs, and cleaning and polishing equipment. Assists outside contractors and contracted work crews with safety procedures and reading of blueprints. ESSENTIAL MENTAL & PHYSICAL REQUIREMENTS Ability to communicate and use basic motor skills required in the operation of boilers. Ability to maintain and repair boilers and associated equipment. WORKING CONDITIONS Work is performed in variable weather conditions, confined spaces, and areas of loud noises. CLASS TITLE: BOILER OPERATOR II May be exposed to machinery and equipment that could affect health conditions. May participate in activities that require driving or being a passenger in an automobile or bus. IMPORTANT NOTE: The primary purpose of this job description is to set a fair and equitable salary range for this job classification. Generally, only those key duties necessary for proper job evaluation and/or labor market analysis have been included. Other duties and responsibilities will be assigned by the supervisor. EXPERIENCE, TRAINING. KNOWLEDGE, SKILLS & ABILITIES A. REQUIRED MINIMUM QUALIFICATIONS 1. Be a high school graduate or have completed the state requirements for a G.E.D. certificate; OR be an emancipated minor; OR have passed their 18th birthday. 2. Have one (1) year of full-time work experience in the operation of high-pressure steam boilers and related auxiliary equipment. 3. Possess a city Level 2 High Pressure Boiler Operator license. 4. Pass the complete examination, including the employment medical, established for this classification. 5. Successfully complete the six month probationary period. B. ADDITIONAL DESIRABLE QUALIFICATIONS 1. Have completed coursework in mathematics, chemistry, and physics. 2. Training and/or experience in a mechanical field. 3. Reasonable ability to understand and follow written and oral instructions. 4. Some knowledge of the tools, methods and practices used in maintaining boilers and auxiliary equipment. 5. Some ability to assimilate and apply technical data regarding new equipment, methods, and procedures. 6. Some ability to maintain records and perform calculations. 3 10 W_Vf lk I Y 14 :11 *01I R 4 A1019 4 t7301 11I Physical condition that will permit standing and walking for extended periods; negotiating ladders, catwalks, and manholes; working in confined spaces and uncomfortably hot environment. 8. Possess a valid United States motor vehicle operator's or chauffeurs license. C. SPECIAL REQUIREMENTS 1. Must maintain a city Level 2 High Pressure Boiler Operator license. OAKLAND COUNTY MICHIGAN Class Title: BOILER OPERATOR III Division: Facilities Maintenance & Operations Reports To: Chief - Heating Plant FLSA Status: Non -Exempt Salary Plan: GENERAL SUMMARY Responsible for independently maintaining the operation of high-pressure oil and gas fired boilers and related auxiliary equipment in the Oakland County central steam plant. Monitors and maintains water and pressure levels and performs "blow down" of boilers. Fills chemical tanks, takes water samples, installs meter charts, and changes and cleans burners. Operates feed water pumps, air compressors and maintains the heating plant in a clean and orderly condition. May be assigned to day, afternoon or midnight shift, including weekends and holidays to meet staffing requirements and perform duties assigned. SUPERVISION EXERCISED None. ESSENTIAL JOB FUNCTIONS Independently operates and maintains proper steam pressure and water level in gas and oil -fired boilers by monitoring pressure and water level gauges and by controlling feed water pumps, heaters, and auxiliary equipment. Takes samples from boiler water columns and performs chemical tests on water to determine softness and other qualities. Operates and maintains fuel oil pumps, strainers, preheaters, pressure regulators and temperature controllers to ensure the continuous, efficient combustion of fuel oil supplied to the burners. Changes chemical feed tanks by starting timer and adding salt as needed to maintain the quality of boiler water. Checks log sheet of the previous shift and maintains the log by recording water test results, meter readings, equipment status and abnormalities such as changes in temperature, pressure, or water level. Notifies the supervisor on the following shift of any problems according to operating procedure. CLASS TITLE: BOILER OPERATOR III Periodically changes and cleans burners, performs "blow down" operation to clean out sediments in boilers, mud drums and operates soot blowers. Checks air compressor for oil level, adding oil as needed, and checks and drains compressor tanks of condensed water as needed. Climbs stairs to check pumping equipment, meters, alarms and gauges. Listens for noises such as boilers, machinery, blowers, alarms, and whistles to ensure equipment is working properly. Reads boiler pressures, temperatures, and air input on gauges. Climbs ladder to check boilers, opens and closes valves, and checks malfunctions. Monitors meters, removes, and installs meter charts daily for each recording meter and adds ink to meter as needed to ensure efficient operation. Inspects steam distribution, condensate pipes, and electrical outlets and lighting in steam distribution tunnel. Repairs and performs preventative maintenance work on equipment such as steam and condensation lines, valves, traps, strainers, sump pumps, air compressors, expansion joints, motors, and air fans. Replaces 10" 300# main valves. Participates in making repairs on boilers and auxiliary equipment. Performs water tests on boilers, feed water and condensation samples. ADDITIONAL DUTIES AND RESPONSIBILITIES Assists in the repair of heating plant equipment and lubricates pumps, bearings, valves, motors, and other moving parts of equipment. Maintains the heating plantand equipment in a clean and orderly condition by painting, mopping, washing walls, changing light bulbs, and cleaning and polishing equipment. Assists outside contractors and contracted work crews with safety procedures and reading of blueprints. ESSENTIAL MENTAL & PHYSICAL REQUIREMENTS Ability to communicate and use basic motor skills required in the operation of boilers. Ability to maintain and repair boilers and associated equipment. WORKING CONDITIONS Work is performed in variable weather conditions, confined spaces, and areas of loud noises. CLASS TITLE: BOILER OPERATOR III May be exposed to machinery and equipment that could affect health conditions. May participate in activities that require driving or being a passenger in an automobile or bus. IMPORTANT NOTE: The primary purpose of this job description is to set a fair and equitable salary range for this job classification. Generally, only those key duties necessary for proper job evaluation and/or labor market analysis have been included. Other duties and responsibilities will be assigned by the supervisor. EXPERIENCE. TRAINING. KNOWLEDGE. SKILLS & ABILITIES A. REQUIRED MINIMUM QUALIFICATIONS 1. Be a high school graduate or have completed the state requirements for a G.E.D. certificate; OR be an emancipated minor; OR have passed their 18th birthday. 2. Have one (1) year of full-time work experience in the operation of high-pressure steam boilers and related auxiliary equipment. 3. Possess a city P Class Stationary Engineer license. 4. Pass the complete examination, including the employment medical, established for this classification. 5. Successfully complete the six month probationary period. B. ADDITIONAL DESIRABLE QUALIFICATIONS 1. Have completed coursework in mathematics, chemistry, and physics. 2. Training and/or experience in a mechanical field. 3. Reasonable ability to understand and follow written and oral instructions. 4. Some knowledge of the tools, methods and practices used in maintaining boilers and auxiliary equipment. 5. Some ability to assimilate and apply technical data regarding new equipment, methods, and procedures. 6. Some ability to maintain records and perform calculations. 3 CLASS TITLE: BOILER OPERATOR III Physical condition that will permit standing and walking for extended periods; negotiating ladders, catwalks, and manholes; working in confined spaces and uncomfortably hot environment. 8. Possess a valid United States motor vehicle operator's or chauffeurs license. C. SPECIAL REQUIREMENTS 1. Must maintain a a city 3`d Class Stationary Engineer license.