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HomeMy WebLinkAboutResolutions - 2022.09.01 - 37588 AGENDA ITEM: Collective Bargaining Agreement Fiscal Years 2022, 2023, 2024, 2025 and 2026 for Employees Represented by the Oakland County Deputy Sheriff’s Association (OCDSA), Representing the Corrections and Court Services Unit and Law Enforcement Unit 22-304 COMMITTEE MEETING: Board of Commissioners DATE: Thursday, September 1, 2022 6:00 PM - Click to View Agenda ITEM SUMMARY SHEET DEPARTMENT SPONSORED BY Human Resources Kristen Nelson INTRODUCTION AND BACKGROUND The Oakland County Human Resources Department and the Oakland County Deputy Sheriff's Association (OCDSA) have reached a contract agreement for Fiscal Years 2022 through 2026, covering approximately 762 Sheriff's Office employees. This agreement provides for the following general wage increases for covered employees: Fiscal Year % Increase Additional Compensation 2022 5% $1,625 retention bonus payable in September 2022 to all members except those that received a hiring bonus. 2023 4% $1,625 retention bonus payable in October 2022 to all members except those that received a hiring bonus. 2024 3% 2025 2% or Me Too 2026 2% or Me Too The agreement merges the Corrections & Court Services bargaining unit with the Law Enforcement bargaining unit, to become one collective bargaining unit. This merger will occur over the life of the contract, as retirement agreements adjust each year. To facilitate the merger, all Corrections Deputy I employees will be reclassified to Deputy I, on the Corrections Deputy I wage scale. All Corrections Deputy II employees will be reclassified to Deputy II and placed on the Deputy II wage scale. The classifications of Corrections Deputy I and Corrections Deputy II will be deleted. The agreement accepts the health care and legal holiday changes that have been negotiated with other Oakland County collective bargaining agreements, as well as increasing the death leave benefit to 5 days for a spouse/partner, parent or guardian, or child. The agreement also increases the bonuses and/or premium pay for aviation and divers. POLICY ANALYSIS This is a request to approve a 5-year Collective Bargaining Agreement (CBA) with the Oakland County Deputy Sheriff’s Association (OCDSA), representing the Corrections and Court Services Unit and Law Enforcement Unit, for the period October 1, 2021 through September 30, 2026 (FY 22-26). The following conditions have been agreed to under the terms of this agreement:    Merge the Corrections and Court Services Unit with the Law Enforcement Unit, to become one collective bargaining unit  Delete the Corrections Deputy I and II classifications and replace with a singular classification of Deputy I and Deputy II  Salary increases  Changes to health care and retirement benefits  Physical Fitness Incentive Program  Death Leave  Diver’s Premium Pay  Compensatory Time  FTO/CTO (overtime pay)  Aviation Bonus  Legal Holidays  Create a Bill of Rights addressing the investigation/discipline process  Line of Duty Disability  Overtime  Testing  State of Emergency  Clothing Allowance  Language changes to various policies and sections BUDGET AMENDMENT REQUIRED: Yes Committee members can contact Michael Andrews, Policy and Fiscal Analysis Supervisor at 248.858.5115 (office) or andrewsmb@oakgov.com, or the department contact persons listed for additional information. CONTACT Daniel Klemptner April Lynch, Deputy County Executive I lynchap@oakgov.com ITEM REVIEW TRACKING Kristen Nelson, Created/Initiated - 9/9/2022 David Woodward, Board of Commissioners Approved - 9/9/2022 David Coulter, Executive's Office Approved - 9/10/2022 Lisa Brown, Clerk/Register of Deeds Final Approval - 9/14/2022 AGENDA DEADLINE: 09/01/2022 6:00 PM COMMITTEE TRACKING 2022-08-23 Legislative Affairs & Government Operations - Recommend and Forward to Finance 2022-08-24 Finance - Recommend to Board 2022-09-01 Full Board ATTACHMENTS 1. OCDSA FY22-26 Summary 2. FY22 OCDSA BU 009 & 010 Sheriff's Office - Schedule A 3. OCDSA FY22-26 CBA - Schedule B 4. OCDSA Physical Fitness Chart September 1, 2022 MISCELLANEOUS RESOLUTION #22-304 Sponsored By: Kristen Nelson Human Resources - Collective Bargaining Agreement Fiscal Years 2022, 2023, 2024, 2025 and 2026 for Employees Represented by the Oakland County Deputy Sheriff’s Association (OCDSA), Representing the Corrections and Court Services Unit and Law Enforcement Unit Chairperson and Members of the Board: WHEREAS the County of Oakland and the Oakland County Deputy Sheriff’s Association, (OCDSA), entered into a five (5) year Collective Bargaining Agreement for the period October 1, 2021, through September 30, 2026; and WHEREAS the parties have agreed to merge the Corrections and Court Services Unit with the Law Enforcement Unit, to become one collective bargaining unit, and a singular classification of Deputy I and Deputy II; and WHEREAS the parties have agreed to terms pertaining to general wage increases for Fiscal Years 2022, 2023, 2024, 2025, and 2026, retention bonus, special assignment premiums, compensatory time, physical fitness incentive, healthcare and retirement benefits, bereavement leave, clothing and uniform allowance, and line of duty disability benefits; and WHEREAS the County agreed to 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; and WHEREAS the terms and conditions of this agreement are detailed in the attached Collective Bargaining Agreement (Schedule B). NOW THEREFORE BE IT RESOLVED that the Board of Commissioners approves the proposed Collective Bargaining Agreement between the County of Oakland and the Oakland County Deputy Sheriff’s Association, covering the period of October 1, 2021, through September 30, 2026, for employees in the Sheriff’s Office as detailed in the attached Schedule B. BE IT FURTHER RESOLVED the Board Chairperson, on behalf of the County of Oakland, is authorized to execute said collective bargaining agreement as attached. BE IT FURTHER RESOLVED funds totaling $5,271,670 (FY 2022 $4,005,795 and FY 2023 $1,265,875) are available for transfer from the General Fund Assigned Fund Balance Strategic Investment Plan (G/L Account #383554) to partially offset the one time cost under OCDSA bargaining unit agreement. BE IT FURTHER RESOLVED funds totaling $2,949,975 (FY 2023 $983,325, FY 2024 $983,325, FY 2025 $983,325) are available in Revenue Sharing (Account #620534) to partially offset the OCDSA bargaining unit agreement. BE IT FURTHER RESOLVED funds totaling $1,500,000 are available from Non-Departmental Transfer (9090101) Salary Adjustment Reserve to partially offset the OCDSA bargaining unit agreement for FY 2023, FY 2024, and FY 2025. Additionally, the remaining balance totaling ($2,155,160) is available from Budgeted Equity Adjustment. BE IT FURTHER RESOLVED funds totaling $146,030 are available for transfer from Non-Departmental Transfer (9090101) Contingency to partially offset the OCDSA bargaining unit agreement for FY 2023. BE IT FURTHER RESOLVED the FY 2022 – FY 2025 budgets are amended as detailed in the attached Schedule A. Chairperson, the following Commissioners are sponsoring the foregoing Resolution: Kristen Nelson. Date: September 09, 2022 David Woodward, Commissioner Date: September 10, 2022 David Coulter, Oakland County Executive Date: September 14, 2022 Lisa Brown, County Clerk / Register of Deeds COMMITTEE TRACKING 2022-08-23 Legislative Affairs & Government Operations - Recommend and Forward to Finance 2022-08-24 Finance - Recommend to Board 2022-09-01 Full Board VOTE TRACKING Motioned by Commissioner William Miller III seconded by Commissioner Angela Powell to adopt the attached Collective Bargaining Agreement: Fiscal Years 2022, 2023, 2024, 2025 and 2026 for Employees Represented by the Oakland County Deputy Sheriff’s Association (OCDSA), Representing the Corrections and Court Services Unit and Law Enforcement Unit. Yes: David Woodward, Michael Spisz, Karen Joliat, Kristen Nelson, Eileen Kowall, Christine Long, Philip Weipert, Angela Powell, Thomas Kuhn, Chuck Moss, Marcia Gershenson, William Miller III, Yolanda Smith Charles, Charles Cavell, Penny Luebs, Janet Jackson, Gary McGillivray, Adam Kochenderfer (18) No: None (0) Abstain: None (0) Absent: (0) Passed ATTACHMENTS 1. OCDSA FY22-26 Summary 2. FY22 OCDSA BU 009 & 010 Sheriff's Office - Schedule A 3. OCDSA FY22-26 CBA - Schedule B 4. OCDSA Physical Fitness Chart STATE OF MICHIGAN) COUNTY OF OAKLAND) I, Lisa Brown, Clerk of the County of Oakland, do hereby certify that the foregoing resolution is a true and accurate copy of a resolution adopted by the Oakland County Board of Commissioners on September 1, 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, September 1, 2022. Lisa Brown, Oakland County Clerk / Register of Deeds SUMMARY OF AGREEMENT BETWEEN THE COUNTY OF OAKLAND, AND THE OAKAND COUNTY SHERIFF AND THE OAKLAND COUNTY DEPUTY SHERIFF’S ASSOCIATION CORRECTIONS AND COURT SERVICES AND LAW ENFORCEMENT MAY 2022 DURATION: 5 years October 1, 2021 – September 30, 2026 ECONOMIC: Contractual: • Wages: FY 2022 5% increase effective 10/1/21; $3250 retention bonus of which $1625 will be payable in September 2022 to all members with the exception of those members who received a hiring bonus. Reclassify the following: Corrections Deputy I to Deputy I Corrections Deputy II to Deputy II Delete the following classifications: Corrections Deputy I Corrections Deputy II Deputy I wage scale will be that of the current CDI. Eliminate the current DI wage scale. Corrections Deputy IIs that are reclassified to Deputy II will be placed on the current Deputy II wage scale. Eliminate the Corrections Deputy II wage scale. Double Time on Saturday and/or Sunday for deputies forced to work. Must have a 30% true vacancy (Not WC/STD/PAR/etc) to be eligible for double time. FY 2023 4% increase; Remainder of Retention bonus ($1625) to be paid in October 2022 to all members with the exception of those who received a hiring bonus. FY 2024 3% increase. FY 2025 2% increase or Me Too with the general non- represented employees should the general non- represented group receive an increase greater than 2%. FY 2026 2% increase or Me Too with the general non- represented employees should the general non- represented group receive a greater than 2% increase. • Benefits HEALTH CARE FY 2022 Internal control changes to health care 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 FY 2026 Increase employee bi-weekly contributions by $10 RETIREMENT – 401 DEFINED CONTRIBUTION FY 2022 No changes FY 2023 Pre May 27, 1995 BU 09/10 12% / 5% Post May 27, 1995 BU 09 10% / 3% Post May 27, 1995 BU 10 10% / 3% FY 2024 Pre May 27, 1995 BU 09/10 13% / 6% Post May 27, 1995 BU 09 11% / 4% Post May 27, 1995 BU 10 11% / 4% FY 2025 Pre May 27, 1995 BU 09/10 13% / 6% Post May 27, 1995 BU 09 13% / 6% Post May 27, 1995 BU 10 13% / 6% FY 2026 Pre May 27, 1995 BU 09/10 14% / 6% Post May 27, 1995 BU 09 14% / 6% Post May 27, 1995 BU 10 14% / 6% • Physical Fitness Incentive Program Voluntary program; Deputies who meet the established fitness standards will be granted Physical Fitness Leave Days for successful participation, and additional leave days if the bargaining unit should have a 50% successful completion rate in any given year. • Death Leave Five (5) days of DTH 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 OC Merit Rules. • Diver’s Premium Pay Increase from $4 to $8 and $8 to $16 specific instances set forth in CBA • Compensatory Time Fifty-six (56) hours of comp time will be provided to represented employees in BU 09. Bargaining Unit 10 remains status quo at 56 hours. Payout in September of each year. • FTO/CTO Shall receive 2 hours of pay at the overtime rate • Aviation Bonus Increase yearly bonus to $750 • Legal Holidays If any holidays that are currently unrecognized become county holidays in the future, the OCDSA shall receive the same benefit NON-ECONOMIC Contractual: Merge the Corrections and Court Services Collective Bargaining Agreement with Law Enforcement Services to become a singular Collective Bargaining Agreement. Created a Bill of Rights addressing the investigation/discipline process. Line of Duty Disability – If the injured deputy is deemed to be permanently disabled by an injury sustained while in the performance of their duties, then the deputy will have the option to have the county continue to pay medical benefits until the injured deputy would have reached their 25th year of service or becomes eligible for Medicare whichever is sooner; or cash out their retirement savings account. If the deputy chooses to have the county paid medical benefits, then that deputy shall forfeit all monies in their retirement medical savings account back to the county for this benefit. The medical benefits contemplated by this section apply exclusively to work-related injuries that result in Total and Permanent Disability from any form of employment including but not limited to those identified by MCL 418.361 (3) (a-f) only. The effect and/or availability of any internal joint replacement surgery, internal implant, prosthesis, or other similar medical procedure shall be considered in determining whether a specific loss has occurred resulting in Total and Permanent Disability from any form of employment. Incorporate in the Overtime Article the current MOU regarding no employee shall be forced more than two (2) consecutive times. This does not prohibit an employee from voluntarily accepting a third force however. An employee working his/her scheduled leave day shall not be considered forcible but may elect to accept a second shift and receive a force credit. Allow Letter of Interest for Special Teams as allowed by the Sheriff’s Office. Path for DII’s in Corrections to test for Sergeant. State of Emergency: In the event of a declared SOE where the public is ordered to remain home by either the Governor, County Executive or County Health Officer, those employees deemed “essential” and exempted from the provisions of the “stay home” order may receive Hazard Pay for time spent at their worksites. Should the County pay Hazard Pay to its employees, it shall be paid in an amount determined by the BOC. Payments shall cease the pay period following the termination of the “stay home” order. Pay rates will be retroactive to the beginning of the emergency as approved by the BOC. The Association President and Vice-President regardless of their seniority during their term of office at their request during the annual shift bid procedure shall be assigned to a work shift of their preference. Clothing Allowance: The number of non-uniformed Deputies qualifying for this allowance will be determined and prorated by dates of assignment and does not include school resource officers or similar positions that are issued uniforms and/or alternate clothing. Should new grants or patrol contracts approved by the BOC contain provisions for clothing allowance, the officers assigned to the new positions will be reviewed for eligibility for the allowance. $250 payout in June; $250 payout in December Language changes to Drug Testing Policy Language changes to General Conditions, subsection H (Road) and J (Corrections) as well as new language regarding Last Chance Agreements Language update to the Promotions and Filling Vacancies article Oakland County, Michigan SHERIFF'S OFFICE - FY2022 - FY2026 OCDSA BARGAINING UNIT AGREEMENT Schedule "A" DETAIL R/E Fund Name Division Name Fund # (FND)Cost Center (CCN) # Account # (RC/SC) Program # (PRG)Grant ID (GRN) # Project ID # (PROJ) Region (REG) Budget Fund Affiliate (BFA) Ledger Account Summary Account Title FY 2022 Amendment FY 2023 Amendment FY 2024 Amendment FY 2025 Amendment R General Fund Non Departmental FND10100 CCN9010101 RC620534 PRG196030 620000 Revenue Sharing $983,325 $983,325 $983,325 R General Fund Non Departmental FND10100 CCN9010101 RC665882 PRG196030 665882 Planned Use of Balance $4,005,793 $1,265,875 $-$- Total Revenues $4,005,793 $2,249,200 $983,325 $983,325 E General Fund Non Departmental FND10100 CCN9010101 SC796500 PRG196030 796500 Budgeted Equity Adjustment $(1,077,580)$(1,077,580) E General Fund Non Departmental FND10100 CCN9090101 SC730359 PRG196030 730000 Contingency -(146,030)-- E General Fund Non Departmental FND10100 CCN9090101 SC740142 PRG196030 740000 Salary Adjustment Reserve -(2,500,000)2,000,000 2,000,000 E General Fund Corrective Services FND10100 CCN4030301 SC702010 PRG112620 702000 Salaries Regular 806,666 985,112 -- E General Fund Corrective Services FND10100 CCN4030301 SC722900 PRG112620 722000 Fringe Benefit Adjustment 282,414 349,518 -- E General Fund Corrective Services FND10100 CCN4030301 SC702010 PRG112650 702000 Salaries Regular 103,970 126,970 -- E General Fund Corrective Services FND10100 CCN4030301 SC722900 PRG112650 722000 Fringe Benefit Adjustment 36,400 45,049 -- E General Fund Corrective Services Satellite FND10100 CCN4030401 SC702010 PRG112670 702000 Salaries Regular 175,674 214,536 -- E General Fund Corrective Services Satellite FND10100 CCN4030401 SC722900 PRG112670 722000 Fringe Benefit Adjustment 61,503 76,117 -- E General Fund Corrective Services Satellite FND10100 CCN4030401 SC702010 PRG113381 702000 Salaries Regular 64,533 78,809 -- E General Fund Corrective Services Satellite FND10100 CCN4030401 SC722900 PRG113381 722000 Fringe Benefit Adjustment 22,593 27,961 -- E General Fund Corrective Services Satellite FND10100 CCN4030401 SC702010 PRG121280 702000 Salaries Regular 71,704 87,566 -- E General Fund Corrective Services Satellite FND10100 CCN4030401 SC722900 PRG121280 722000 Fringe Benefit Adjustment 25,103 31,068 -- E General Fund Emergency Response & Prep FND10100 CCN4030501 SC702010 PRG110110 702000 Salaries Regular 14,341 17,513 -- E General Fund Emergency Response & Prep FND10100 CCN4030501 SC722900 PRG110110 722000 Fringe Benefit Adjustment 5,021 6,214 -- E General Fund Emergency Response & Prep FND10100 CCN4030501 SC702010 PRG110005 702000 Salaries Regular 3,585 4,378 -- E General Fund Emergency Response & Prep FND10100 CCN4030501 SC722900 PRG110005 722000 Fringe Benefit Adjustment 1,255 1,553 -- E General Fund Patrol Services FND10100 CCN4030601 SC702010 PRG110010 702000 Salaries Regular 21,511 26,270 -- E General Fund Patrol Services FND10100 CCN4030601 SC722900 PRG110010 722000 Fringe Benefit Adjustment 7,531 9,320 -- E General Fund Patrol Services FND10100 CCN4030601 SC702010 PRG110020 702000 Salaries Regular 17,926 21,891 -- E General Fund Patrol Services FND10100 CCN4030601 SC722900 PRG110020 722000 Fringe Benefit Adjustment 6,276 7,767 -- E General Fund Patrol Services FND10100 CCN4030601 SC702010 PRG110030 702000 Salaries Regular 64,533 78,809 -- E General Fund Patrol Services FND10100 CCN4030601 SC722900 PRG110030 722000 Fringe Benefit Adjustment 22,593 27,961 -- E General Fund Patrol Services FND10100 CCN4030601 SC702010 PRG110000 702000 Salaries Regular 1,143,673 1,396,670 -- E General Fund Patrol Services FND10100 CCN4030601 SC722900 PRG110000 722000 Fringe Benefit Adjustment 400,400 495,539 -- E General Fund Patrol Services FND10100 CCN4030601 SC702010 PRG116181 702000 Salaries Regular 7,170 8,757 -- E General Fund Patrol Services FND10100 CCN4030601 SC722900 PRG116181 722000 Fringe Benefit Adjustment 2,510 3,107 -- E General Fund Patrol Services FND10100 CCN4030601 SC702010 PRG116210 702000 Salaries Regular 10,756 13,135 -- E General Fund Patrol Services FND10100 CCN4030601 SC722900 PRG116210 722000 Fringe Benefit Adjustment 3,766 4,660 -- E General Fund Emergency Communications Ops FND10100 CCN4030701 SC702010 PRG116230 702000 Salaries Regular 272,474 332,749 -- E General Fund Emergency Communications Ops FND10100 CCN4030701 SC722900 PRG116230 722000 Fringe Benefit Adjustment 95,393 118,059 -- E General Fund Investigative & Forensic Svcs FND10100 CCN4030901 SC702010 PRG110050 702000 Salaries Regular 28,681 35,026 -- E General Fund Investigative & Forensic Svcs FND10100 CCN4030901 SC722900 PRG110050 722000 Fringe Benefit Adjustment 10,041 12,427 -- E General Fund Investigative & Forensic Svcs FND10100 CCN4030901 SC702010 PRG110090 702000 Salaries Regular 17,926 21,891 -- E General Fund Investigative & Forensic Svcs FND10100 CCN4030901 SC722900 PRG110090 722000 Fringe Benefit Adjustment 6,276 7,767 -- E General Fund Investigative & Forensic Svcs FND10100 CCN4030901 SC702010 PRG110100 702000 Salaries Regular 7,170 8,757 -- E General Fund Investigative & Forensic Svcs FND10100 CCN4030901 SC722900 PRG110100 722000 Fringe Benefit Adjustment 2,510 3,107 -- E General Fund Investigative & Forensic Svcs FND10100 CCN4030901 SC702010 PRG116240 702000 Salaries Regular 10,756 13,135 -- E General Fund Investigative & Forensic Svcs FND10100 CCN4030901 SC722900 PRG116240 722000 Fringe Benefit Adjustment 3,766 4,660 -- E General Fund Investigative & Forensic Svcs FND10100 CCN4030901 SC702010 PRG116250 702000 Salaries Regular 21,511 26,270 -- E General Fund Investigative & Forensic Svcs FND10100 CCN4030901 SC722900 PRG116250 722000 Fringe Benefit Adjustment 7,531 9,320 -- E General Fund Investigative & Forensic Svcs FND10100 CCN4030901 SC702010 PRG116260 702000 Salaries Regular 14,341 17,513 -- E General Fund Investigative & Forensic Svcs FND10100 CCN4030901 SC722900 PRG116260 722000 Fringe Benefit Adjustment 5,021 6,214 -- E General Fund Investigative & Forensic Svcs FND10100 CCN4030901 SC702010 PRG116270 702000 Salaries Regular 21,511 26,270 -- E General Fund Investigative & Forensic Svcs FND10100 CCN4030901 SC722900 PRG116270 722000 Fringe Benefit Adjustment 7,531 9,320 -- E General Fund Investigative & Forensic Svcs FND10100 CCN4030901 SC702010 PRG110070 702000 Salaries Regular 21,511 26,270 -- E General Fund Investigative & Forensic Svcs FND10100 CCN4030901 SC722900 PRG110070 722000 Fringe Benefit Adjustment 7,531 9,320 -- E General Fund Emergency Prep & Response FND10100 CCN4030501 SC731024 PRG116215 730000 K-9 Therapy 50,000 50,000 50,000 50,000 E General Fund Patrol Services FND10100 CCN4030601 SC730303 PRG110030 730000 Clothing Allowance 29,400 29,400 29,400 29,400 E General Fund Patrol Services FND10100 CCN4030601 SC730303 PRG116180 REG40440 730000 Clothing Allowance (15,825)(15,825)(15,825)(15,825) E General Fund Investigative & Forensic Svcs FND10100 CCN4030901 SC730303 PRG110040 730000 Clothing Allowance 11,500 11,500 11,500 11,500 E General Fund Investigative & Forensic Svcs FND10100 CCN4030901 SC730303 PRG110060 730000 Clothing Allowance (6,045)(6,045)(6,045)(6,045) E General Fund Investigative & Forensic Svcs FND10100 CCN4030901 SC730303 PRG110090 730000 Clothing Allowance (1,875)(1,875)(1,875)(1,875) E General Fund Investigative & Forensic Svcs FND10100 CCN4030901 SC730303 PRG110100 730000 Clothing Allowance (2,500)(2,500)(2,500)(2,500) E General Fund Investigative & Forensic Svcs FND10100 CCN4030901 SC730303 PRG116260 730000 Clothing Allowance (3,000)(3,000)(3,000)(3,000) E General Fund Investigative & Forensic Svcs FND10100 CCN4030901 SC730303 PRG116270 730000 Clothing Allowance (750)(750)(750)(750) Total Expenditures $4,005,793 $2,249,200 $983,325 $983,325 $- Sheriff’s Physical Fitness Incentive Program The Sheriff’s Office Physical Fitness Program is a voluntary program for all OCDSA covered employees. The Sheriff’s Office will select and conduct at least three physical fitness testing times before September 1st of each calendar year. OCDSA covered employees who meet the established physical fitness standards will be granted the following Physical Fitness Leave Days under the conditions set forth: Physical Fitness testing completed by: Number of Physical Fitness Leave Days granted: Physical Fitness Leave Day(s) added to leave bank: Physical Fitness Leave Day(s) to be used by: FY 22 09/01/2022 1 or 2 days depending on the employee’s prior participation in the program 10/22/2022 09/22/2023 FY 23 09/01/2023 10/21/2023 09/20/2024 FY 24 09/01/2024 10/19/2024 09/19/2025 FY 25 09/01/2025 10/18/2025 09/18/2026 FY 26 09/01/2026 10/17/2026 09/17/2027  After the first year of successful participation in the program, an employee will receive a total of 2 Physical Fitness Leave Days for consecutive years of successful participation. If 60% of the bargaining unit meets the physical fitness standards by September 1st then two additional physical fitness leave days will be added to each employee’s physical fitness leave day bank during the second pay period of the new fiscal year FY 22 09/01/2022 3 or 4 days depending on employee’s prior participation in the program 10/22/2022 09/22/2023 FY 23 09/01/2023 10/21/2023 09/20/2024 FY 24 09/01/2024 10/19/2024 09/19/2025 FY 25 09/01/2025 10/18/2025 09/18/2026 FY 26 09/01/2026 10/17/2026 09/17/2027 Should the bargaining unit have a 50% successful completion rate in any given year, the employee may be paid for 2 of the 3 Physical Fitness Days or 3 of the 4 unused Physical Fitness Days as of the last pay period in the fiscal year. Payment will occur in the first pay period of the new fiscal year.  The third or fourth physical fitness leave day granted must be used and cannot be paid out under any circumstances. Should an employee leave this bargaining unit, the employee shall be paid off their unused Sheriff’s Physical Fitness Days (that are eligible for payoff) at their current pay rate. The County shall note this payoff on the separation form and the payoff will appear on the employee’s last paycheck.