HomeMy WebLinkAboutResolutions - 2023.03.02 - 38026
AGENDA ITEM: FY2023-FY2025 Collective Bargaining Agreement for Employees Represented by
the Oakland County Employees Union IBEW Local 58, for Non-Supervisory Employees in the Animal
Shelter & Pet Adoption Center, Emergency Management & Homeland Security, Facilities
Maintenance & Operations, Sheriff's Office, and Parks & Recreation
DEPARTMENT: Human Resources
MEETING: Board of Commissioners
DATE: Thursday, March 2, 2023 6:00 PM - Click to View Agenda
ITEM SUMMARY SHEET
COMMITTEE REPORT TO BOARD
Resolution #2023-2609 _ 23-40
Motion to adopt the attached suggested resolution.
ITEM CATEGORY SPONSORED BY
Collective Bargaining Agreement Gary McGillivray
INTRODUCTION AND BACKGROUND
The Oakland County Employees Union (OCEU), affiliated with the International Brotherhood of
Electrical Workers (IBEW) Local 58, represents approximately 178 full-time eligible non-supervisory
employees within the departments of Public Services/Animal Control, Facilities Management/FM&O,
Emergency Management & Homeland Security, the Oakland County Sheriff's Office, and Parks &
Recreation. The Human Resources Department, on behalf of the County of Oakland, has negotiated
a three (3) year collective bargaining agreement with this group for the period of October 1, 2022
through September 30, 2025. This agreement addresses the following matters:
• Salaries and Wage Increases: FY23 - 3%, FY24 - 3% or "Me Too", FY25 - 2% or "Me Too"
• County match and contribution to 457
• Commercial Driver's License bonus
• Death Leave
• Health care benefits
• Recognition of PTNE staff for purposes of wages
• Lunch periods, comp time, and work schedules
• Uniforms
POLICY ANALYSIS
This agreement has been ratified by the union.
BUDGET AMENDMENT REQUIRED: Yes
Committee members can contact Michael Andrews, Policy and Fiscal Analysis Supervisor at
248.425.5572 or andrewsmb@oakgov.com, or the department contact persons listed for additional
information.
CONTACT
Dan Klemptner
April Lynch, Deputy County Executive I
ITEM REVIEW TRACKING
Gary McGillivray, Created/Initiated - 3/2/2023
David Woodward, Board of Commissioners Approved - 3/2/2023
Hilarie Chambers, Executive's Office Approved - 3/6/2023
Lisa Brown, Clerk/Register of Deeds Final Approval - 3/6/2023
AGENDA DEADLINE: 03/02/2023 6:00 PM
ATTACHMENTS
1. IBEW 2023-25 SCHEDULE A - Budget Amendment
2. OCEU IBEW NonWRC Summary 2022-2025
3. OCEU CBA 2022 - 2025
4. IBEW Salary Schedule
COMMITTEE TRACKING
2023-02-21 Legislative Affairs & Government Operations - Recommend and Forward to Finance
2023-02-22 Finance - Recommend to Board
2023-03-02 Full Board - Adopt
Motioned by: Commissioner Penny Luebs
Seconded by: Commissioner Karen Joliat
Yes: David Woodward, Michael Spisz, Michael Gingell, Penny Luebs, Karen Joliat, Christine
Long, Robert Hoffman, Philip Weipert, Gwen Markham, Angela Powell, Janet Jackson, Gary
McGillivray, William Miller III, Charles Cavell, Brendan Johnson, Ajay Raman (16)
No: None (0)
Abstain: None (0)
Absent: Marcia Gershenson, Kristen Nelson, Yolanda Smith Charles (3)
Passed
March 2, 2023
RESOLUTION #2023-2609 _ 23-40
Sponsored By: Gary McGillivray
Human Resources - FY2023-FY2025 Collective Bargaining Agreement for Employees
Represented by the Oakland County Employees Union IBEW Local 58, for Non-Supervisory
Employees in the Animal Shelter & Pet Adoption Center, Emergency Management & Homeland
Security, Facilities Maintenance & Operations, Sheriff's Office, and Parks & Recreation
Chair and Members of the Board:
WHEREAS the County of Oakland and the Oakland County Employees Union, Affiliated with IBEW
Local 58, AFL-CIO (OCEU/IBEW) have negotiated a three (3) year Collective Bargaining Agreement
for the period October 1, 2022, through September 30, 2025, for various non-supervisory employees
in the Animal Shelter and Pet Adoption Center, Homeland Security, Facilities Maintenance and
Operations, Sheriff’s Office, and Parks & Recreation; and
WHEREAS the parties have agreed to a 3% wage increase effective 9/24/22 for all classifications
represented in this group.
NOW THEREFORE BE IT RESOLVED that the Oakland County Board of Commissioners approves
the proposed Collective Bargaining Agreement between the County of Oakland and the Oakland
County Employees Union, affiliated with the IBEW Local 58, covering the period of October 1, 2022,
through September 30, 2025, for various non-supervisory employees in the Animal Shelter and Pet
Adoption Center, Homeland Security, Facilities Maintenance and Operations, Sheriff’s Office, and
Parks & Recreation.
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 the FY 2023 – FY 2025 budgets are amended as detailed in the
attached Schedule A – Budget Amendment.
Chair, the following Commissioners are sponsoring the foregoing Resolution: Gary McGillivray.
Date: March 02, 2023
David Woodward, Commissioner
Date: March 06, 2023
Hilarie Chambers, Deputy County Executive II
Date: March 06, 2023
Lisa Brown, County Clerk / Register of Deeds
COMMITTEE TRACKING
2023-02-21 Legislative Affairs & Government Operations - Recommend and Forward to Finance
2023-02-22 Finance - Recommend to Board
2023-03-02 Full Board - Adopt
Motioned by Commissioner Penny Luebs seconded by Commissioner Karen Joliat to adopt the
attached Collective Bargaining Agreement: FY2023-FY2025 Collective Bargaining Agreement for
Employees Represented by the Oakland County Employees Union IBEW Local 58, for Non-
Supervisory Employees in the Animal Shelter & Pet Adoption Center, Emergency Management &
Homeland Security, Facilities Maintenance & Operations, Sheriff's Office, and Parks & Recreation.
Yes: David Woodward, Michael Spisz, Michael Gingell, Penny Luebs, Karen Joliat, Christine Long,
Robert Hoffman, Philip Weipert, Gwen Markham, Angela Powell, Janet Jackson, Gary McGillivray,
William Miller III, Charles Cavell, Brendan Johnson, Ajay Raman (16)
No: None (0)
Abstain: None (0)
Absent: Marcia Gershenson, Kristen Nelson, Yolanda Smith Charles (3)
Passed
ATTACHMENTS
1. IBEW 2023-25 SCHEDULE A - Budget Amendment
2. OCEU IBEW NonWRC Summary 2022-2025
3. OCEU CBA 2022 - 2025
4. IBEW Salary Schedule
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 March
2, 2023, 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, March 2, 2023.
Lisa Brown, Oakland County Clerk / Register of Deeds
Oakland County, Michigan
PUBLIC SERVICES/ANIMAL SHELTER /FMO and PARKS IBEW 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 2023
Amendment
FY 2024
Amendment
FY 2025
Amendment
R General Fund Non Departmental FND10100 CCN9010101 RC665882 PRG196030 665882 Planned Use of Balance $(33,327)$5,000 $5,000
Total Revenue $(33,327)$5,000 $5,000
E General Fund Animal Control FND10100 CCN1070801 SC702010 PRG114000 702000 Salaries Regular $(6,169)$-$-
E General Fund Animal Control FND10100 CCN1070801 SC722900 PRG114000 722000 Fringe Benefit Adjustment (2,160)--
E General Fund Animal Control FND10100 CCN1070805 SC702010 PRG114090 702000 Salaries Regular (8,759)--
E General Fund Animal Control FND10100 CCN1070805 SC722900 PRG114090 722000 Fringe Benefit Adjustment (3,066)--
E General Fund Animal Control FND10100 CCN1070810 SC702010 PRG114100 702000 Salaries Regular (16,779)--
E General Fund Animal Control FND10100 CCN1070810 SC722900 PRG114100 722000 Fringe Benefit Adjustment (5,874)--
E General Fund Animal Control FND10100 CCN1070810 SC750581 PRG114100 750000 Uniforms 33,000 --
E General Fund Animal Control FND10100 CCN1070805 SC750581 PRG114090 750000 Uniforms 2,500 2,500 2,500
E General Fund Animal Control FND10100 CCN1070805 SC750140 PRG114090 750000 Employee Footware 2,500 2,500 2,500
E General Fund Administrative Services FND10100 CCN4030201 SC702010 PRG112580 702000 Salaries (3,891)--
E General Fund Administrative Services FND10100 CCN4030201 SC722900 PRG112580 722000 Fringe Benefit Adjustment (1,381)--
E General Fund Corrective Services FND10100 CCN4030301 SC702010 PRG112650 702000 Salaries (1,876)--
E General Fund Corrective Services FND10100 CCN4030301 SC722900 PRG112650 722000 Fringe Benefit Adjustment (666)--
E General Fund Corrective Services Satellite FND10100 CCN4030401 SC702010 PRG116245 702000 Salaries (2,755)--
E General Fund Corrective Services Satellite FND10100 CCN4030401 SC722900 PRG116245 722000 Fringe Benefit Adjustment (977)--
E General Fund Corrective Services Satellite FND10100 CCN4030401 SC702010 PRG121280 702000 Salaries (759)--
E General Fund Corrective Services Satellite FND10100 CCN4030401 SC722900 PRG121280 722000 Fringe Benefit Adjustment (269)--
E General Fund Emergency Resp & Prep FND10100 CCN4030501 SC702010 PRG110045 702000 Salaries (1,111)--
E General Fund Emergency Resp & Prep FND10100 CCN4030501 SC722900 PRG110045 722000 Fringe Benefit Adjustment (394)--
E General Fund Technology Info & Innovation FND10100 CCN4030801 SC702010 PRG112680 702000 Salaries (6,617)--
E General Fund Technology Info & Innovation FND10100 CCN4030801 SC722900 PRG112680 722000 Fringe Benefit Adjustment (2,348)--
E General Fund Patrol Services FND10100 CCN4030601 SC702010 PRG110000 702000 Salaries (960)--
E General Fund Patrol Services FND10100 CCN4030601 SC722900 PRG110000 722000 Fringe Benefit Adjustment (341)--
E General Fund Emergency Communications FND10100 CCN4030701 SC702010 PRG116230 702000 Salaries (2,093)--
E General Fund Emergency Communications FND10100 CCN4030701 SC722900 PRG116230 722000 Fringe Benefit Adjustment (743)--
E General Fund Inv. & Forensic Services FND10100 CCN4030901 SC702010 PRG116240 702000 Salaries (988)--
E General Fund Inv. & Forensic Services FND10100 CCN4030901 SC722900 PRG116240 722000 Fringe Benefit Adjustment (351)--
Total Expenditures $(33,327)$5,000 $5,000
R Facilities Maint and Operation FMO Administration FND63100 CCN1040701 RC665882 PRG140010 665882 Planned Use of Balance $(144,255)$21,950 $21,950
$(144,255)$21,950 $21,950
E Facilities Maint and Operation FMO Building Custodial FND63100 CCN1040718 SC702010 PRG140299 702000 Salaries Regular $(27,737)$-$-
E Facilities Maint and Operation FMO Building Custodial FND63100 CCN1040718 SC722900 PRG140299 722000 Fringe Benefit Adjustment (16,555)--
E Facilities Maint and Operation FMO Building Custodial FND63100 CCN1040718 SC750140 PRG140299 750000 Employee Footwear 7,950 7,950 7,950
E Facilities Maint and Operation FMO Building Maintenance FND63100 CCN1040719 SC702010 PRG140399 702000 Salaries Regular (53,537)--
E Facilities Maint and Operation FMO Building Maintenance FND63100 CCN1040719 SC722900 PRG140399 722000 Fringe Benefit Adjustment (30,875)--
E Facilities Maint and Operation FMO Building Maintenance FND63100 CCN1040719 SC731115 PRG140399 730000 Licenses and Permits 1,000 1,000 1,000
E Facilities Maint and Operation Building Safety Division FND63100 CCN1110102 SC702010 PRG145100 702000 Salaries Regular (8,058)--
E Facilities Maint and Operation Building Safety Division FND63100 CCN1110102 SC722900 PRG145100 722000 Fringe Benefit Adjustment (4,404)--
E Facilities Maint and Operation FMO Grounds Maintenance FND63100 CCN1040725 SC702010 PRG140599 702000 Salaries Regular (15,479)--
E Facilities Maint and Operation FMO Grounds Maintenance FND63100 CCN1040725 SC722900 PRG140599 722000 Fringe Benefit Adjustment (9,560)--
E Facilities Maint and Operation FMO Grounds Maintenance FND63100 CCN1040725 SC731115 PRG140599 730000 Licenses and Permits 13,000 13,000 13,000
$(144,255)$21,950 $21,950
E Parks and Recreation Fund PR Natural Resources FND50800 CCN5060103 SC702010 PRG160431 702000 Salaries Regular $(1,110)$(1,110)$(3,170)
E Parks and Recreation Fund PR Recreation Programs & Community ServicesFND50800CCN5060110 SC702010 PRG160700 702000 Salaries Regular 250 250 (130)
E Parks and Recreation Fund PR Facilities Maintenance FND50800 CCN5060146 SC702010 PRG160700 702000 Salaries Regular (1,130)(1,130)(3,210)
E Parks and Recreation Fund PR Addison Oaks FND50800 CCN5060150 SC702010 PRG160720 702000 Salaries Regular (1,360)(1,360)(2,540)
E Parks and Recreation Fund PR Groveland Oaks FND50800 CCN5060152 SC702010 PRG160710 702000 Salaries Regular (360)(360)(1,540)
E Parks and Recreation Fund PR Independence Oaks FND50800 CCN5060160 SC702010 PRG160700 702000 Salaries Regular (260)(260)(890)
E Parks and Recreation Fund PR Glen Oaks FND50800 CCN5060172 SC702010 PRG160720 702000 Salaries Regular (70)(70)(1,610)
E Parks and Recreation Fund PR Lyon Oaks FND50800 CCN5060174 SC702010 PRG160700 702000 Salaries Regular (90)(90)(630)
E Parks and Recreation Fund PR Red Oaks FND50800 CCN5060176 SC702010 PRG160700 702000 Salaries Regular (260)(260)(1,400)
E Parks and Recreation Fund PR Springfield Oaks FND50800 CCN5060178 SC702010 PRG160010 702000 Salaries Regular 30 30 (960)
E Parks and Recreation Fund PR White Lake Oaks FND50800 CCN5060180 SC702010 PRG160720 702000 Salaries Regular 180 180 (230)
E Parks and Recreation Fund PR Natural Resources FND50800 CCN5060103 SC722900 PRG160431 722000 Fringe Benefit Adjustments (1,644)(1,644)(1,268)
E Parks and Recreation Fund PR Recreation Programs & Community ServicesFND50800CCN5060110 SC722900 PRG160700 722000 Fringe Benefit Adjustments (300)(300)(52)
E Parks and Recreation Fund PR Facilities Maintenance FND50800 CCN5060146 SC722900 PRG160700 722000 Fringe Benefit Adjustments (1,652)(1,652)(1,284)
E Parks and Recreation Fund PR Addison Oaks FND50800 CCN5060150 SC722900 PRG160720 722000 Fringe Benefit Adjustments (944)(944)(1,016)
E Parks and Recreation Fund PR Groveland Oaks FND50800 CCN5060152 SC722900 PRG160710 722000 Fringe Benefit Adjustments (944)(944)(616)
E Parks and Recreation Fund PR Independence Oaks FND50800 CCN5060160 SC722900 PRG160700 722000 Fringe Benefit Adjustments (504)(504)(356)
E Parks and Recreation Fund PR Glen Oaks FND50800 CCN5060172 SC722900 PRG160720 722000 Fringe Benefit Adjustments (1,228)(1,228)(644)
E Parks and Recreation Fund PR Lyon Oaks FND50800 CCN5060174 SC722900 PRG160700 722000 Fringe Benefit Adjustments (436)(436)(252)
E Parks and Recreation Fund PR Red Oaks FND50800 CCN5060176 SC722900 PRG160700 722000 Fringe Benefit Adjustments (904)(904)(560)
E Parks and Recreation Fund PR Springfield Oaks FND50800 CCN5060178 SC722900 PRG160010 722000 Fringe Benefit Adjustments (788)(788)(384)
E Parks and Recreation Fund PR White Lake Oaks FND50800 CCN5060180 SC722900 PRG160720 722000 Fringe Benefit Adjustments (328)(328)(92)
E Parks and Recreation Fund Planned Use of Balance FND50800 CCN5060666 SC796500 PRG160666 796500 Budgeted Equity Adjustments 13,852 13,852 22,834
Total Expenses $-$-$-
E Fringe Benefit Non Dept Fringe Benefits FND67800 CCN9011501 SC730499 PRG183190 730000 Deferred Comp-County Pmts $546,000 $364,000 $364,000
E Fringe Benefit Non Dept Fringe Benefits FND67800 CCN9011501 SC796500 PRG183190 796500 Budgeted Equity Adjustment (546,000)(364,000)(364,000)
$-$-$-
OCEU/IBEW SUMMARY OF AGREEMENT
Animal Control, FM&O, Homeland Security, Sheriff’s Office
Clerical/Custodial, Parks & Recreation
•3% Wage increase for FY 2023, effective 10/1/22; Retro is on wages only
•3% Wage increase for FY 2024; or Me Too with non-represented
•2% Wage increase for FY 2025; or Me Too with non-represented
•Additional $1.00 per hour for Mobile Custodial Workers
•County to increase 457 match from $500 to $1500 for participating members
•County to provide one-time $500 contribution to participating 457 members; Non-participating
members will have 90 days from ratification to open a 457 account and will receive the one-time
$500 County contribution
•$500 annual bonus for those members who obtain/maintain a CDL
•Five (5) days paid death leave for death of spouse/partner, parent/guardian or child
•Health Care benefits – FY 2023 Increase employee bi-weekly contributions by $10; FY 2024 – No
changes; FY 2025 – Increase prescription co-pays to $10/$30/$50
•Update to Labor Mgmt Cooperation to include monthly meetings
•Recognition of PTNE staff for purposes of wages; added new classifications: Animal Control
Officer Trainee, Natural Resources Program Coordinator and Natural Resources Specialist
•Update to Grievance Procedures
•Added Discipline Procedure Article
•Updated Promotions Article to include all applicants that are currently represented by the
OCEU/IBEW union will be interviewed
•Established work schedules
•Updated 16 hour language to reflect employees will not have to utilize leave banks or unpaid
leave if mandatory rest period occurs during their regularly scheduled shift
•Clarified that on-call time begins when the phone call is received; employees will be entitled to
receive full minimum compensation of pay even if the time overlaps into their regular start time
•Better defined Overtime Equalization; Voluntary, Forced, On-Call
•Added an Article regarding Discrimination and Coercion
•Added an Article regarding Employee Safety
•Comp Time for most classifications up to 40 hours per calendar year
•Ability for Field staff to limit lunch to ½ hour paid and forego the ½ hour unpaid portion
•Ability for Individual Compensation Review
•Added Article allowing members to vote on contract related issues during working hours
•Added language addressing if Right to Work is repealed
•Ability to participate in Annual Leave Buy-Back twice per calendar year
•$150 annual reimbursement for approved no-slip shoes for Vet Techs and Custodians
•All new uniforms for the Animal Control Officers
•Gloves for Animal Control Officers
•Update to FM&O Snow Removal Duty language
•Added language establishing a P&R Study Committee to determine if the current job duties are
consistent with the current job descriptions
•Apprenticeship Program – Commitment to continue partnering in this endeavor
1
THE COUNTY OF OAKLAND
AND
OAKLAND COUNTY EMPLOYEES UNION
Affiliated with IBEW Local 58, AFL-CIO
COLLECTIVE BARGAINING AGREEMENT
October 1, 2022 – September 30, 2025
2
TABLE OF CONTENTS
AGREEMENT PAGE 4
ARTICLE I LABOR MANAGEMENT COOPERATION PAGE 4
ARTICLE II RECOGNITION PAGE 5
ARTICLE III MANAGEMENT RESPONSIBILITY PAGE 5
ARTICLE IV DUES CHECK-OFF PAGE 6
ARTICLE V STEWARDS AND ALTERNATE PAGE 6
ARTICLE VI ACCESS TO EMPLOYEES AND FACILITIES PAGE 7
ARTICLE VII GRIEVANCE PROCEDURE PAGE 8
ARTICLE VIII DISCIPLINARY ACTION PAGE 9
ARTICLE IX BULLETIN BOARDS AND
ELECTRONIC COMMUNICATION PAGE 9
ARTICLE X SENIORITY PAGE 10
ARTICLE XI LAYOFF AND RECALL PAGE 11
ARTICLE XII PROMOTIONS PAGE 11
ARTICLE XIII TEMPORARY CHANGE OF RATE PAGE 12
ARTICLE XIV WORK SCHEDULE PAGE 12
ARTICLE XV AFTER HOURS WORK PAGE 13
ARTICLE XVI OVERTIME EQUALIZATION PAGE 13
ARTICLE XVII DISCRIMINATION AND COERCION PAGE 14
ARTICLE XVIII SAFETY PAGE 14
ARTICLE XIX COMPENSATORY TIME PAGE 14
ARTICLE XX INDIVIDUAL COMPENSATION REVIEW PAGE 15
ARTICLE XXI GENERAL CONDITIONS PAGE 16
ARTICLE XXII CERTIFICATION AND LICENSE EXPENSES PAGE 17
ARTICLE XXIII ADOPTION BY REFERENCE OF RELEVANT
RESOLUTIONS AND PERSONNEL POLICIES PAGE 17
ARTICLE XXIV MAINTENANCE OF CONDITIONS PAGE 17
ARTICLE XXV ECONOMIC MATTERS PAGE 18
ARTICLE XXVI NO STRIKE – NO LOCKOUT PAGE 18
ARTICLE XXVII DURATION PAGE 18
APPENDIX A BENEFITS PAGE 20
APPENDIX B ANIMAL SHELTER AND PET ADOPTION CENTER PAGE 22
APPENDIX C MAINTENANCE, CUSTODIAL AND GROUNDS PAGE 26
APPENDIX D SHERIFF’S OFFICE CLERICAL AND MAINTENANCE PAGE 31
3
APPENDIX E PARKS & RECREATION PAGE 35
APPENDIX F HOMELAND SECURITY PAGE 39
APPENDIX G PARKS & RECREATION STUDY COMMITTEE PAGE 41
APPENDIX H SUBCONTRACTING STUDY GROUP PAGE 42
4
AGREEMENT
This Agreement is made and entered into on this _____ day of ________________, A.D. 2023, by and
between the Oakland County Board of Commissioners and the Oakland County Executive, hereinafter
referred to collectively as the “Employer”, and the Oakland County Employees Union, affiliated with
International Brotherhood of Electrical Workers (IBEW) Local 58, AFL-CIO, hereinafter referred to as the
“Union”. It is the desire of both parties to this agreement to continue to work harmoniously and to
promote and maintain high standards, between the employer and employees, which will best serve the
citizens of Oakland County.
ARTICLE I. LABOR MANAGEMENT COOPERATION
We mutually agree that:
•Employees want to be involved in the decisions that affect them
•Employees take pride in their jobs
•Employees strive to deliver effective services to the citizens of Oakland County
•Employees, management and the citizens of Oakland County benefit from adherence to
the spirit and intent of this Agreement
In recognition of the foregoing, parties agree to meet monthly, to discuss employee suggestions,
problems, methods of improving morale and other similar subjects, and concerns either party may have,
including service issues, including regulated and unregulated changes impacting each department.
Ongoing communication at all levels is essential for this optimal labor-management relationship.
To foster an environment of mutual respect and open communication the parties may engage in joint
training programs for all OCEU/IBEW represented employees and all levels of management. Labor
Management training is provided at no cost by Michigan Employment Relations Commission and the
Federal Mediation and Conciliation Service.
Special Conferences for important matters may be arranged at a mutually convenient time between the
Union and the Employer or its designated representative upon the request of either party. Such meetings
shall be between at least two representatives of the Employer and no more than two employee
representatives of the Union and the Business Agent, if so desired. Arrangements for such special
conferences shall be made in advance and an agenda of the matters to be taken up at the meeting shall
be presented at the time the conference is requested. Matters taken up on special conferences shall be
confined to those included in the agenda. The members of the Union shall not lose time or pay for time
spent in such Special Conferences.
Labor Management Committee will meet monthly at a time agreed to by both parties in January of each
year. Each side shall select no more than three (3) representatives, however, there will be no limit to how
many visitors or special guests to resolve any matters brought before the Committee.
Safety Committee will meet monthly at a time agreed to by both parties in January of each year. Each
side shall select no more than three (3) representatives, however, there will be no limit to how many
visitors or special guests to resolve any matters brought before the Committee.
5
ARTICLE II. RECOGNITION
The Employer recognizes the Union as the exclusive representative of the following full-time employees,
part-time employees for the purposes of wages only, excluding temporary and seasonal, for the purposes
of collective bargaining with respect to rates of pay, wages, hours of employment and other terms and
conditions of employment in the following bargaining unit for which they have been certified, and which
the Union is recognized as the collective bargaining representative, subject to and in accordance with the
provisions of Act 336 of the Public Acts of 1947, as amended.
All Animal Control Officers, Animal Control Officer Trainee, Animal Control Shelter Leader, Animal Shelter
Attendants, Financial Services Tech I and II, General Clerical, General Helper, Office Support Clerk, Office
Support Clerk Senior, Office Leader and Veterinarian Technician and EXCLUDING supervision.
All Automobile Mechanic I and II, Central Stock Attendant, Custodial Worker, Custodial Worker Senior,
General Helper, General Maintenance Mechanic, Grounds Equipment Mechanic, Groundskeeper Crew
Chief, Groundskeeper I, Groundskeeper II, Groundskeeper Specialist, Groundskeeper Specialist –
Irrigation, Maintenance Laborer, Mobile Unit Custodial Worker, Painter, Skilled Maintenance Mechanic I,
Skilled Maintenance Mechanic II, Skilled Maintenance Mechanic – Carpenter, Skilled Maintenance
Mechanic – Electrician, Skilled Maintenance Mechanic – HVAC, Skilled Maintenance Mechanic – Plumber
of the Custodial, Maintenance and Grounds units of the Department of Facilities Management EXCLUDING
all supervisors as defined in the Act.
All Automobile Mechanic I and II, General Helper, General Maintenance Mechanics – Parks and
Recreation, Grounds Equipment Mechanics, Groundskeeper I, Groundskeeper II, Groundskeeper
Specialist, Maintenance Laborer, Natural Resources Program Coordinator, Natural Resources Specialist,
Parks Crew Chief, Parks Maintenance Aides, Skilled Maintenance Mechanic I, Skilled Maintenance
Mechanic II, Skilled Maintenance Mechanic – Carpenter, Skilled Maintenance Mechanic – Electrician,
Skilled Maintenance Mechanic – HVAC, and Skilled Maintenance Mechanic – Plumber, employed by the
Oakland County Parks and Recreation Commission EXCLUDING supervisor and all other employees.
All Clerk II/Deliveryperson, Employee Records Specialist, Financial Services Tech I, Financial Services Tech
II, General Clerical, General Helper, General Maintenance Mechanic, Materials Management Clerk, Office
Leader, Office Support Clerk, Office Support Clerk Senior, Storekeeper I, Storekeeper II, Warrants Clerk
and Works Project Coordinator of the Oakland County Sheriff’s Office EXCLUDING all other employees,
supervisors and confidential employees as determined by the Board.
All Safety Dispatchers of the Homeland Security Department EXCLUDING all other employees, supervisors
and confidential employees.
ARTICLE III. MANAGEMENT RESPONSIBILITY
The right to hire, promote, discharge or discipline for just cause, and to maintain discipline and efficiency
of employees, is the sole responsibility of the Employer except that Union members shall not be
discriminated against as such. In addition, the work schedules, methods and means of departmental
operations are solely and exclusively the responsibility of the Employer, subject, however, to the
provisions of this agreement.
6
ARTICLE IV. DUES CHECK-OFF
The Employer agrees to deduct the union membership initiation fee and dues, once each month, from the
pay of those employees who individually authorize in writing that such deductions be made. All
authorizations delivered to the Employer prior to the first day of the month shall become effective during
that succeeding month.
Check-off monies will be deducted from the second paycheck of each month and shall be remitted
together with an itemized statement to the local treasurer, within fourteen (14) days after the deductions
have been made.
An employee shall cease to be subject to check-off deductions beginning with the month immediately
following the month in which they are no longer a member of the bargaining unit. Any employee may
voluntarily cancel or revoke the authorization for check-off deduction upon written notice to the Employer
and the Union during the following time periods: December 15 to December 31 each year; and the fifteen
(15) day period prior to the expiration of the collective bargaining agreement.
The Employer shall send written or other approved electronic communication confirmation of all new
hires, transfers out of the bargaining unit, short and long term disability and terminations every month to
the IBEW and OCEU President.
The Union will protect and save harmless the Employer from any and all claims, demands, suits and other
forms of liability by reason of action taken by the Employer for the purpose of complying with this Article.
If Right to Work is appealed, the Union and Employer will execute an agreement to address payment of
dues.
ARTICLE V. STEWARDS AND ALTERNATE
There shall be one Chief Steward and one Alternate Chief Steward for the bargaining group and additional
stewards and alternates as provided in the appendices for the individual functional units. All stewards
and alternate stewards must come from the unit they represent.
Stewards will be permitted to leave their work after notifying their respective supervisors and recording
their time, for the purpose of adjusting grievances in accordance with the grievance procedure and for
reporting to the grievant a change in status of their grievance. Permission for stewards to leave their
workstations will not be unreasonably withheld. Stewards will report their time to their supervisor upon
returning from a grievance discussion.
The privilege to leave their work during working hours, without loss of pay, is extended with the
understanding that the time will be devoted to the prompt handling of grievances and will not be abused,
and that they will continue to work at their assigned jobs at all times except when permitted to leave their
work and handle grievances.
The Union President shall be released from work for four (4) hours on each regularly scheduled straight
time workday for union business (20 straight time hours per week). If the Union President is assigned a 4
day 10 hours per day straight time work schedule, then they shall have five (5) hours on each regularly
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scheduled straight time workday for union business (20 straight time hours per week). Union time only
includes regular straight time hours. Union business hours missed because of illness, vacation, or other
time off shall not be rescheduled or utilized later.
Release time must be scheduled with the employer during the second half of the workday while the Union
President is assigned to the Water Resources Commissioner. If the Union President is assigned to work in
another department or work area other than Water Resources, the parties will negotiate when during the
President’s workday they will have union release time.
The Chief Steward or Alternate Chief Steward must notify their supervisor before leaving their work. The
Chief Steward or Alternate Chief Steward shall be permitted to leave their work to handle grievances
below the grievance committee level only when the functional unit Steward or Alternate Steward is
unavailable. Should any Steward position become vacant the union agrees to fill the vacancy and notify
the employer within ten (10) working days. The Chief Steward and the Alternate Chief Steward will not
come from the same functional unit.
Stewards may receive but shall not solicit grievances (this is not to be construed as to prohibit Stewards
from advising members related to contract interpretation).
The Union will furnish the Employer with the names of its authorized representatives who are employed
within the Unit and such changes as may occur from time to time in such personnel so that the Employer
may at all times be advised as to the authority of the individual representative of the Union with which it
may be dealing.
All new employees who have been hired into classifications covered by this Agreement shall be required
to attend the County’s new hire orientation during which the Union will have the opportunity to provide
a separate twenty (20) minute presentation. In this presentation, by way of description and not limitation,
the Union may introduce representatives, describe the Union’s office location, explain the benefits and
conditions of union membership, provide a copy of the collective bargaining agreement, describe the
membership’s roles in union activities, and discuss other union-related matters. County representatives
shall not interfere with this opportunity or the Union’s presentation.
ARTICLE VI. ACCESS TO EMPLOYEES AND FACILITIES
Union representatives, officers and or stewards shall have access to interview and or meet with a
bargaining unit member or see a work area as related to a grievance and or labor contract-related matter.
Union representatives, officers and or stewards shall observe all of the Employer’s security and access
procedures and may need to be accompanied to and from meeting locations within a building when
required by such procedures for employees.
Union representatives and the union president (during their daily release time) may host meetings in
Employer facilities with bargaining unit members. Upon arrival, the Union representative will notify
management of their presence. The Union representative may, at their discretion, pre-arrange with Labor
Relations, a date and time in which the Union would like to host a meeting in an Oakland County facility
with bargaining unit employees.
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The Union may request Labor Relations to coordinate with the department a specific location or
conference room for such meetings. The Union shall follow applicable facility security and access
procedures generally applicable to employees. The meeting shall not interfere with the employee’s daily
work assignments.
ARTICLE VII.GRIEVANCE PROCEDURES
The Employer and the Union support and subscribe to an orderly method of adjusting employee
grievances. To this end, the following steps must be followed in the event of a complaint or issue that
needs to be addressed on behalf of an employee.
Step 1: The Employer and the Union agree that an employee should first bring their problem or grievance
to the attention of their immediate supervisor, with or without a steward, within fourteen (14) days of
the occurrence. If the problem or grievance is about the immediate supervisor, the employee must then
bring it to the attention of the next highest supervisor in command. The supervisor must attempt to
resolve the grievance informally.
Step 2: If the grievance is not settled informally, it must be discussed with the steward and shall be
reduced to writing, signed by the grievant and submitted to their immediate supervisor within ten (10)
days of the informal discussion (excluding weekends and holidays).
Step 3: The written grievance may be discussed between the steward and the immediate supervisor if so
desired. The supervisor will attempt to adjust the matter and will give their written decision within ten
(10) days (excluding weekends and holidays) of receipt of the written grievance. The Union will be
provided a copy of the Employer’s response and any grievance filed by members of the unit.
Step 4: Any grievance not settled at Step 3 may be submitted to the next meeting of the grievance
committee. The union grievance committee will consist of the Chief Steward and one other member of
the bargaining unit. Any grievance not submitted to the next grievance committee meeting, by written
notification to the Employer within ten (10) days (excluding weekends and holidays) of the immediate
supervisor’s written decision, shall be considered dropped.
Step 5: Any matter not settled in Step 4 of the grievance procedure may be submitted to final and binding
arbitration by either of the parties. A request for arbitration must be submitted by written notice to the
other party within fifteen (15) days of the Employer’s written response following the grievance committee
meeting.
The grievance upon which Arbitration has been demanded shall be referred to one of the following
Arbitrators in accordance with the date of the written grievance, the oldest grievance being referred first:
1. Michael Falvo
2. John Obee
3. Paul Glendon
4. Pat MacDonald
5. Mark Glazer
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A grievance shall be referred to the listed Arbitrators in the order in which they appear. Once a grievance
has been referred to an Arbitrator, a subsequent grievance shall be referred to the next Arbitrator on the
list. After a grievance has been referred to the last Arbitrator listed, the cycle shall repeat, beginning with
the first Arbitrator. The Arbitrator may interpret and apply the provisions of this Agreement to determine
the grievance before the Arbitrator. However, the Arbitrator shall have no power or authority, in any way,
to alter, modify, amend, or add to any provisions of this Agreement or set a wage rate. The Arbitrator
shall be bound by the express provisions of this Agreement. Expenses for arbitration shall be borne
equally by both sides, or parties.
Any grievance not appealed, from a decision in one of the steps of the grievance procedure, to the next
step as prescribed, shall be considered dropped and the last decision final and binding, except that time
limits may be extended by mutual agreement of the parties. In the event that the Employer shall fail to
supply the Union with its answer to the particular step within the specified time limits, the grievance shall
be deemed automatically positioned for appeal at the next step with the time limit for exercising said
appeal commencing with the expiration of the grace period for answering.
ARTICLE VIII. DISCIPLINARY PROCEDURE
All disciplinary actions as outlined in Merit Rule 8 shall be subject to the grievance procedure or processed
according to the procedures of the Personnel Appeals Board as outlined in Merit Rule 11, at the election
of the employee.
The Employer and the Union must follow all policies, procedures, and rules of the Personnel Appeals Board
if election to said body is made for an appeal. All appeals must be submitted in writing using the
appropriate form from the Oakland County Human Resources Department. The appeal must be
submitted to Human Resources within fourteen (14) calendar days of the effective date of the action
taken.
The Employer will endeavor to hold disciplinary and corrective action discussions in a private area
between the supervisor and the employee.
Records of disciplinary action other than suspensions shall remain in the employee’s personnel file for a
period of one year, unless, prior to the end of said one-year period, the employee is disciplined for a
similar incident. In such case, the records of both disciplinary actions will be maintained in the employee’s
personnel file for an additional six months, or a total of one and a half years for each incident based upon
the date of occurrence. Suspensions will remain in the file indefinitely.
Copies of all disciplinary actions related to members of this bargaining unit shall be provided to the Union.
ARTICLE IX. BULLETIN BOARD AND ELECTRONIC COMMUNICATION
The Employer shall assign space in a conspicuous location for a secure locking style bulletin board at each
unit which shall be provided and used by the Union for posting notices, bearing the written approval of
the Chief Steward of the Union local, which shall be restricted to:
(a) Notices of Union recreational and social affairs;
(b) Notices of Union elections;
(c) Notices of Union appointments and results of Union elections;
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(d) Notices of Union Meetings;
(e) Other notices of bona fide Union affairs which are not political or libelous in nature
Facilities Maintenance and Operations staff shall install union bulletin boards in designated locations that
have been mutually agreed upon by management within the following departments.
A bulletin board shall be placed in every work location where two or more bargaining unit members work
on a regular basis. The Union shall provide the bulletin boards, which shall be approved by the County.
Approval shall not be unreasonably withheld.
This list is not exhaustive; and shall be evaluated annually by the parties.
Animal Shelter and Pet Adoption Center
Facilities Maintenance and Operations
1. Downstairs near supervisor offices where job assignments are given to Maintenance and
Custodial
2. Courthouse: Downstairs near supervisors’ offices and timeclock
3. L. Brooks Patterson Building: Basement area near custodial office
4. North Oakland Health Center: Maintenance area
5. Paint Shop
6. Public Works Building: FM0-Painters and workshop area/grounds area (total of 2)
Homeland Security
Parks and Recreation
1. Main office - Watkins Lake Road
2. Lyon Oaks
3. Springfield Oaks
4. Addison Oaks
5. Groveland Oaks
6. Glen Oaks
7. Red Oaks
Sheriff’s Office
1. Sheriff’s Administration Building – Custodial
2. Jail – Location TBD
3. Records unit
Email addresses of bargaining unit members will be provided to the Union so that the Union may
communicate electronically with its members on the topics listed within this Article.
ARTICLE X. SENIORITY
New employees may acquire seniority by working six (6) continuous months, in which event the
employee’s seniority will date back to the date of hire into the department. An employee shall be credited
with seniority for the time employed in the functional unit that they are currently employed which
previously fell under a different department.
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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. An
employee shall lose their seniority for the following reasons:
(a) If the employee resigns or retires;
(b) If the employee is discharged, and not reinstated;
(c) If the employee is absent from work for three (3) working days, without properly notifying the
Employer, unless satisfactory reason is given;
(d) If the employee does not return to work at the end of an approved leave;
(e) If the employee does not return to work when recalled from a layoff.
ARTICLE XI. LAYOFF AND RECALL
If and when it becomes necessary for the Employer to reduce the number of employees in the work force,
the employees will be laid off in seniority order within the functional units. For layoff and recall purposes,
Maintenance, Custodial and Grounds units in the Department of Facilities Management, Facilities
Maintenance and Operations Division are to be considered separate units. The order of layoff in each
functional unit shall be determined based on seniority and capability of performing available jobs and
shall be recalled in the inverse order (refer to Rule 9 – Oakland County Merit System). All employees so
laid off shall be offered the opportunity to recall prior to the hiring of any new employees.
Entitlement to recall shall not extend beyond the following specified periods; employees with less than
one year seniority entitled to recall for one year; employees with one but less than two years seniority
entitled to recall for two years; employees with two or more years of seniority entitled to recall for three
years.
Superseniority. The President, Vice President and elected stewards for the purpose of layoff and recalls
to work following such layoff, only for the term of their office, shall be considered as having more seniority
than any other employee within their functional unit. They shall be last to be laid off for lack of work or
funds from their unit and the first to be recalled to work in their unit following such layoff providing they
have the then present ability to satisfactorily perform the available work in such area without additional
training.
ARTICLE XII.PROMOTIONS
Promotions made within the bargaining unit shall be carried out in a manner consistent with the
provisions of the Oakland County Merit System.
All applicants for the promotional opportunity that are currently represented by the Union will be
interviewed.
Promotional decisions within the bargaining unit will be made by an interview panel by majority vote. The
interview panel will consist of three members, one management employee of the department, one
representative of Oakland County Human Resources, and the OCEU President or their designee.
The Employer will determine who is best qualified to fill the position after considering the criteria
identified in the job posting. If two or more applicants are equally qualified, seniority will be taken into
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consideration. Whenever a less senior employee is selected over a more senior employee, Human
Resources shall review the qualifications and criteria for the selection to ensure improper favoritism or
bias was not a factor. Any more senior employee-applicant that was not selected may request the reasons
why they were not selected.
A Union representative will be permitted to attend all interviews where any bargaining unit member is a
candidate for employment.
All Union representatives who will be participating in the interview process must complete the “Required
Training for Interviewers” Bias training. The training is available online via Workday/Learning App.
The Union should utilize the following link to subscribe and receive notifications of job openings and
opportunities: https://www.oakgov.com/subscribe/Pages/default.aspx
ARTICLE XIII. TEMPORARY CHANGE OF RATE
In cases where, after it has been determined by the Employer that the employee meets the minimum
qualifications of the higher-level job, the temporary assignment includes taking over the ultimate
responsibility inherent in the higher-level job and in which the temporary assignment is for at least one
full shift, the base salary rate will be paid to the employee in the temporary assignment for the time
actually worked in the higher classification. The increased earnings will not count toward the basis on
which service increment pay is determined.
ARTICLE XIV. WORK SCHEDULE
Established shift hours are set forth as follows. The start time of these shifts may be altered by no more
than two (2) hours without the agreement of the Employer and the Union.
First Shift will be 7:00 a.m. to 3:00 p.m.
Second Shift will be 3:00 p.m. to 11:00 p.m.
Third Shift will be 11:00 p.m. to 7:00 a.m.
Bargaining unit members assigned out in the field will receive a half hour (30 minutes) paid lunch and may
waive the second half of the hour lunch period, which is unpaid, thus shortening the First Shift to those
hours specified above. Due to the coverage needed in the Custodial unit, the Animal Shelter, and clerical
positions, the half hour total lunch does not apply to operations staff unless otherwise negotiated.
All employees, with approval of their Department Head, shall be eligible to work a 4/10 (four, ten hour
days) alternative work schedule.
Employees working a 4/10 schedule, where a holiday falls on a day in which they are normally scheduled
to work, shall receive ten (10) hours holiday pay.
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ARTICLE XV. AFTER-HOURS WORK
Employees who are on call will receive an additional one and a half (1.5) hours of pay as compensation
for being on call during regularly scheduled workdays; and will receive an additional two (2) hours of pay
as compensation for being on call during non-regularly scheduled workdays and holidays. Employees that
are on call and called into work will receive a minimum of two (2) hours of pay on a day that is a regularly
scheduled workday and three (3) hours of pay on days that are not a regularly scheduled workday or
holiday.
The employee’s overtime pay starts when the phone call is received. When an employee is called into
work during non-working hours, the employee will be entitled to the full minimum compensation of pay
even if the time overlaps into their regular start time.
Employees working sixteen (16) or more hours in any twenty-four (24) hour period, shall be entitled to an
eight (8) hour rest period. If the employee misses all or a portion of their regular shift because of the rest
period, the employee will be paid as if the employee was present and not made to use their personal
leave banks or take time unpaid.
Employees who suffer work related injuries or illness while on the job that requires medical attention as
described in the Workers’ Compensation Incident form shall be compensated. Medical visits during an
employees regular scheduled shift shall be compensated at straight time and medical visits that extend
beyond the employee’s regularly scheduled shift shall be compensated at the employee’s overtime rate
but not to exceed two hours.
ARTICLE XVI. OVERTIME EQUALIZATION
Volunteer Overtime. A record of the overtime worked will be maintained for each unit based on the
latest overtime report from Oakland County Payroll. One copy of the payroll report will be posted in a
conspicuous place, and another provided to the steward by no later than the beginning of the first pay
period of the new month for use in distributing voluntary overtime.
In each unit, the employee with the qualifications to perform the work with the lowest number of
overtime hours recorded will be offered overtime first. Employees who work overtime or who turn down
overtime when it has been offered or assigned to them, whether excused or not, will be charged the
amount of overtime worked for purposes of overtime equalization.
If the Employer requires that a particular employee remain on a job out of necessity for the continuity
and efficiency of a project or work assignment, that particular employee will remain on the job.
Volunteer overtime opportunities should be asked forty-eight (48) hours in advance of the job.
Scheduled Overtime and On-Call. Employees returning from worker’s compensation leave, short-term
or long-term disability, or other leave that have lower overtime hours worked due to being on leave, will
have their hours adjusted up to match the lowest hour worked employee on the most up-to-date overtime
list.
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Employees cannot have consecutive on-call days forced on them unless agreed to by the employee. The
employee needs to be notified twenty-four (24) hours in advance to make arrangements to be available
to cover on-call responsibilities.
Forced or Mandatory Overtime. After going through the overtime record and none of the qualified
employees volunteer to accept the overtime work, only then is the qualified employee with the lowest
overtime hours worked to be forced to work the overtime. Any qualified employee who is forced to work
overtime cannot be forced again until all other qualified employees on the list have been forced to work
at one point. An exception to the foregoing is if the employee already has pre-approved vacation time
scheduled off or proof of a prior scheduled medical appointment.
ARTICLE XVII. DISCRIMINATION AND COERCION
The Employer and the Union agree that the provisions of this Agreement shall be applied equally to all
employees without discrimination as to age, sexual orientation, marital status, race, color, creed, national
origin, religion, political affiliation, disability, and/or any other present or future protected classes as
established by State, Federal, and/or County law or policy.
The Employer will not interfere with the right of the employees to become members of the Union and
shall not discriminate against any employee because of membership in the Union.
Per County of Oakland Non-Discrimination Policy, all county employees are protected from coercion,
intimidation, harassment, retaliation, or discrimination in performing their duties or exercising their rights
under federal and state laws. There shall be no retaliation taken against individuals reporting their
concerns under this policy to the county.
ARTICLE XVIII. SAFETY
The Employer agrees to maintain sanitary, safe, and healthful working conditions in accordance with the
Michigan Department of Labor.
The Employer will maintain monthly adequate and suitable first aid facilities in accordance with the
Michigan Department of Labor.
Employees covered hereby, in performance of their jobs, shall at all times use safety devices and
protective equipment which shall be furnished to them and will comply with the safety, sanitary, or fire
regulations issued by Oakland County, per the Michigan Department of Labor.
ARTICLE XIX. COMPENSATORY TIME
Compensatory time off will be allowed in lieu of pay for overtime hours worked if desired. Comp time
shall be computed at the straight time rate. The maximum number of comp time hours is forty (40) hours
per calendar year.
Comp time shall be requested in the same manner as leave bank requests and must be pre-approved.
Comp time will be denied where it is known that overtime will result. Comp time shall be used in
increments of whole hours, and may be used, with pre-approval, for full days and/or short periods of leave
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such as leaving early from or coming in late for a shift, provided that a work unit shall not be understaffed
in the opinion of the unit supervisor for the time period in question.
The balance of comp time hours is to be used or paid, at the overtime rate, by the end of each fiscal year
(September 30). Any unused hours will be liquidated and paid to the employee within two payroll periods
of the new fiscal year.
Employees who separate from County service and have a Comp time balance, will be paid out for those
hours at their current overtime rate.
ARTICLE XX. INDIVIDUAL COMPENSATION REVIEW
If, in the opinion of the Union/employee, the duties and responsibilities of that employee have evolved
to a state that the compensation the employee currently holds is not reflective of the current job duties,
then the Union/employee may apply for an individual compensation review (ICR).
The Union/employee shall make a written request to the Human Resources Department with copies to
their supervisor and the Department Head.
The request shall contain the current compensation the employee holds; title or compensation level in
the Collective Bargaining Agreement to which the employee feels they are entitled; and supporting
documents and reasons why the Union/employee feels the new change in compensation is warranted.
The Human Resources Department shall begin its investigation of any request for compensation review
submitted pursuant to this Article of the Collective Bargaining Agreement within sixty (60) working days
after receipt by the Human Resources Department. The Human Resources Department will, within sixty
(60) working days following the commencement of the investigation, complete the investigation and
provide a written recommendation with a copy to the Department Head.
The Union/employee requesting the ICR will have the opportunity to respond to the written
recommendation in writing or request a meeting with the Human Resources Department in order to
provide additional information. Present at this meeting, if requested, shall be the union representative,
a designee from the local union, the employee requesting the ICR, the Department Head and/or designee,
and a representative from HR. Within thirty (30) working days of the aforementioned written
recommendation or meeting date, if applicable, the Director of Human Resources will state the
determination in writing to the employee and to the union representative.
Should the Union be dissatisfied with the result of this procedure, the Union may request a Special
Conference under tis Agreement. There shall be not appeal to the grievance procedure.
Upon completion of the ICR process, no request for an ICR from the same employee shall be processed
for a period of one (1) year, unless additional duties and responsibilities are assigned to the employee.
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ARTICLE XXI. GENERAL CONDITIONS
Section 1.
The Union shall be notified fourteen (14) calendar days in advance of anticipated permanent major
changes in working conditions and discussions shall be held thereon. The Union will have the opportunity
to bargain any such changes upon written notice to the County.
Section 2.
Except in exigent circumstances, an employee shall be given ten (10) working days notice prior to a
permanent change in shift.
Section 3.
Employees elected to any permanent full time Union office or selected by the Union to do work which
takes them from their employment with the County, shall at the written request of the Union be granted
a leave of absence without pay. The leave of absence shall not exceed two (2) years, but it shall be
renewed or extended for a similar period at any time upon the written request of the Union.
Due to a leave of absence as described above, the Union may submit payment for an employee’s group
health, dental and vision premiums falling due during any month in which the employee has not worked
at least one day. Payment not made by the employee and/or the union will result in cancellation of these
benefits (in accordance with Merit Rule 13).
Section 4.
When any position not listed on the wage schedule is filled or established, the County may designate a
job classification and rate structure for the position. The County shall notify the Union at such time as the
new classification is established. In the event the Union does not agree that the classification, rate or
structure are proper, the Union shall have the right to submit the issue as a grievance through the
grievance procedure within a three (3) month period following notification.
Section 5.
County vehicles operated by employees represented by this bargaining unit will be given safety
inspections annually by the Oakland County department of Central Services, Support Services Division.
Section 6.
The Employer will provide the Union with a roster of bargaining unit employees in January and July of
each contract year. Said roster shall include the following information: name of employee, classification,
date of hire, step in salary range, and current salary rate.
Section 7.
Part-time, non-eligible employees may be utilized for up to 1,000 hours of employment per year as
provided in the Oakland County Merit Rules published February, 1986.
Section 8.
The Employer may in its sole judgement and discretion decide to permit early merit increases ahead of
the schedule provided in this Agreement. Such early merit increases shall be recommended by the
Department Head and be subject to approval by the Employee Relations Division of the Human Resources
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Department. Approval of an early merit increase in one case shall not create a precedent for granting
early merit increase in any other.
Section 9.
The Employer will notify the union of changes in bargaining unit job descriptions and if requested by the
Union, the Employer will meet and confer prior to finalization of the job description. Exception to this
policy may occur under exigent circumstances with discussions being held within a reasonable time
thereafter.
Section 10.
Both parties agree to allow bargaining unit members to vote on contract-related issues when such matters
occur, during their scheduled work hours. Management will not unreasonably withhold time for members
to vote. The Union agrees to work with each Department to schedule voting so as not to cause an
interruption to day-to-day operations.
ARTICLE XXII. CERTIFICATION AND LICENSE EXPENSES
The Employer will pay for the expense of obtaining a CDL that is utilized for department needs and will
reimburse the difference in cost between a standard driver’s license and a CDL, as well as the cost of
required endorsements.
Employees who obtain and maintain a CDL for purposes of their job duties will be compensated five
hundred ($500) dollars annually.
The Employer will reimburse employees for the fees for licenses and certifications, including examination
fees, that are required for current positions and for promotional opportunities. The reimbursement
request must include a receipt matching the amount requested for reimbursement as well as proof of the
license or certification received as a result of the expense. Failed examination fees will not be reimbursed.
The Employer will permit employees to use paid Regular-Present time to take the first instance and one
subsequent retake of the same exam if needed. An employee must use leave bank time for further
attempts of the same exam.
ARTICLE XXIII. ADOPTION BY REFERENCE OF RELEVANT RESOLUTIONS AND
PERSONNEL POLICIES
All Resolutions which have been passed by the Oakland County Board of Commissioners on or before the
date of this Agreement, relating to the working conditions and compensation of the employees covered
by this Agreement, and all other benefits and policies provided for in the Oakland County Merit System,
which incorporates the Oakland County Employee’s Handbook, are incorporated herein by reference and
made a part hereof to the same extent as if they were specifically set forth, except as provided and
amended by this Agreement.
ARTICLE XXIV. MAINTENANCE OF CONDITIONS
Wages, hours and conditions of employment legally in effect at the execution of this Agreement shall,
except as improved herein, be maintained during the term of this Agreement. No employee shall suffer
a reduction in such benefits as a consequence of the execution of this Agreement.
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ARTICLE XXV. ECONOMIC MATTERS
The Agreement between the parties on economic matters are set forth in the Appendices attached hereto
and are incorporated in this Collective Bargaining Agreement, subject to the terms and conditions thereof.
ARTICLE XXVI. NO STRIKE – NO LOCKOUT
Under no circumstances will the Union cause or authorize or permit its members to cause nor will any
member of the bargaining unit take part in, any strike, sit-down, stay-in, or slowdown or any violation of
any State Law.
The Employer will not lockout any employees of the bargaining unit during the term of this Agreement.
ARTICLE XXVII. DURATION
This Agreement shall remain in full force and effect from October 31, 2022, to midnight, September 30,
2025. The Agreement shall be automatically renewed from year to year thereafter unless either party
shall notify the other in writing, sixty (60) days prior to September 30, 2025, that it desires to modify the
Agreement. In the event that such notice is given, negotiations shall begin within a reasonable period of
time. This Agreement shall remain in full force and be effective during the period of negotiations and until
notice of termination of this Agreement is provided to the other party in the manner set forth in the
following paragraph.
In the event that either party desires to terminate this Agreement, written notice must be given to the
other party no less than ten (10) days prior to the desired termination date which shall not be before the
anniversary date set forth in the preceding paragraph.
It is agreed and understood that the provisions contained herein shall remain in full force and effect so
long as they are not in violation of applicable statutes and ordinances and remain within the jurisdiction
of the County of Oakland for continued application.
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OAKLAND COUNTY EMPLOYEES UNION
AFFILIATED WITH THE IBEW Local 58, AFL-CIO
____________________________________ _______________
Dave Schlak, OCEU President Date
____________________________________ _______________
Paul Van Oss, IBEW LU 58, Business Manager Date
____________________________________ ________________
Ric Preuss, IBEW LU 58, Business Manager Date
COUNTY OF OAKLAND
_____________________________________ _______________
David Coulter, County Executive Date
COUNTY OF OAKLAND, a Michigan
Constitutional Corporation
_______________________________________ _________________
David T. Woodward, Chairperson Date
Oakland County Board of Commissioners
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Oakland County Employees Union
Affiliated with the IBEW Local 58, AFL-CIO
APPENDIX A
For the following fringe benefits refer to the Oakland County Merit System Rule Book:
1. Injury on the Job
2. Holidays
3. Leave of Absence
4. Death Benefits
5. Longevity
6. Master Medical Coverage
7. Sick Leave
8. Retirement
9. Annual Leave
10. Income Continuation Coverage
11. Dental Coverage
12. Tuition Reimbursement
The fringe benefits modified in previous collective bargaining agreements shall continue in effect as
modified and described in the Oakland County Merit System Rule Book.
Effective with the execution of this Agreement, the General Travel Regulation’s mileage reimbursement
rate shall be equivalent to the IRS mileage rate.
SHIFT PREMIUM
All employees scheduled to work second shift will be paid an additional $.75 cents per hour. All
employees scheduled to work third shift will be paid an additional $1.00 per hour.
Benefit Modifications Effective 2016
For members of this bargaining unit, health care changes shall be consistent with Misc. Resolution
#06114 and shall be effective with ratification of the agreement.
Effective January 1, 2016, the County will increase its contribution from $50 to $75 per pay period for
those eligible for the Retirement Health Savings Plan.
21
Employees hired on or after April 1, 2007, shall be subject to Misc. Resolution #05258 (Retirement
Health Savings Plan) that was implemented during FY 2006, for non-represented employees.
LONGEVITY
The County will explore potential 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 MAPE 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.
Employee/Healthcare/Retirement Benefits
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 Rules.
ANNUAL LEAVE BUYBACK
Employees represented by this bargaining unit shall be eligible to participate in the vacation buyback
incentive twice per year. April and November.
457 DEFERRED COMPENSATION
The County will increase the current County match from $500 to $1500.
The County will make a one-time $500 contribution to participating members 457 account. Non-
participating members will have 90 days from ratification to open a 457 account and will receive the
one-time $500 County contribution.
HEALTH CARE BENEFITS
FY 2023 – Increase $10 employee bi-weekly contributions
FY 2024 – No changes
FY 2025 – Increase prescription co-pays to $10/$30/$50
22
ANIMAL SHELTER AND PET ADOPTION CENTER
APPENDIX B
BI-WEEKLY SALARIES – FY 2023 3% Wage Increase
Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year
Animal Control Officer 45,307 48,025 50,906 53,961 57,198 58,985
1742.56 1847.11 1957.91 2075.41 2199.92 2268.65
21.7820 23.0888 24.4739 25.9426 27.4990 28.3582
Animal Control Officer 42,081
Trainee 1618.51
20.2314
Animal Control Shelter Ldr 46,425 49,211 52,164 55,293 58,611 60,451
1785.58 1892.74 2006.32 2126.67 2254.27 2325.03
22.3198 23.6593 25.0790 26.5834 28.1784 29.0628
Animal Shelter Attendant 35,812 38,318 41,001 43,871 46,942 48,333
1377.39 1473.77 1576.97 1687.34 1805.47 1858.95
17.2173 18.4221 19.7121 21.0917 22.5684 23.2369
Financial Services Tech I 36,882 39,096 41,441 43,927 46,563 49,415
1418.55 1503.68 1593.89 1689.52 1790.89 1900.59
17.7318 18.7960 19.9236 21.1190 22.3862 23.7573
Financial Services Tech II 42,697 45,258 47,973 50,852 53,903 57,204
1642.18 1740.70 1845.13 1955.85 2073.19 2200.16
20.5272 21.7588 23.0641 24.4481 25.9149 27.5020
General Clerical 33,446
1286.39
16.0799
General Helper 33,446
1286.39
16.0799
Office Support Clerk 34,123 36,511 39,067 41,802 44,728 45,719
1312.42 1404.29 1502.57 1607.75 1720.30 1758.41
16.4052 17.5536 18.7821 20.0969 21.5037 21.9801
Office Support Clerk Senior 37,993 40,271 42,688 45,250 47,965 50,903
1461.25 1548.88 1641.86 1740.38 1844.81 1957.79
18.2657 19.3610 20.5232 21.7548 23.0601 24.4724
23
Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year
Office Leader 39,502 41,872 44,384 47,047 49,870 52,923
1519.29 1610.44 1707.07 1809.51 1918.06 2035.52
18.9911 20.1306 21.3383 22.6189 23.9757 25.4440
Veterinarian Technician 39,714 42,495 45,468 48,652 52,057 53,988
1527.45 1634.41 1748.78 1871.23 2002.20 2076.48
19.0931 20.4301 21.8598 23.3904 25.0275 25.9560
Fiscal Year 2024 – 3% wage increase. Should a general salary wage increase greater than 3% be
provided to the general, non-represented employee group for FY 2024, then this bargaining unit would
be entitled to the same increase, at the same time and in the same manner.
Fiscal Year 2025 – 2% wage increase. Should a general salary wage increase greater than 2% be
provided to the general, non-represented employee group for FY 2024, then this bargaining unit would
be entitled to the same increase, at the same time and in the same manner.
24
ANIMAL SHELTER AND PET ADOPTION CENTER
APPENDIX B (CONTINUED)
REPRESENTATION
There shall be one (1) steward and one (1) alternate steward. In matters which require the presence of
a union steward it shall be the responsibility of the employer to arrange for the steward’s attendance.
UNIFORMS
Employees shall be provided with the following uniforms as identified. Dry cleaning will be provided at
the County’s expense for scrubs and the ACO’s uniform shirts/pants. All other items to be laundered will
be the responsibility of the employee.
Animal Control Officers
Complete set of new uniforms to be issued in 2023
5 short sleeve shirts
5 long sleeve shirts
5 pairs of pants
1 Gortex winter jacket
1 Soft shell jacket
1 Raincoat
1 Duty belt
1 Holster
1 Pant belt
4 Belt Keepers
1 Armor Express Vortex Level II vest
1 Cool performance fitted cap
1 5-panel twill cap
1 Ball cap
2 Point Blank Guardian outer carrier vest
1 molle radio holder
1 molle handcuff holder
1 molle flashlight holder
1 molle pepper spray holder
Up to $275 safety/work boot and Glove reimbursement will be provided per calendar year
Front Desk/Office Staff
3 Short sleeve shirts per year
3 Long sleeve shirts per year
3 Sweatshirts
1 Fleece jacket
25
ANIMAL SHELTER AND PET ADOPTION CENTER
APPENDIX B (CONTINUED)
Veterinarian Technicians
Access to clean set of scrubs, daily
Up to a maximum of $150 per calendar year for the approved no slip shoes listed below
1) New Balance MID626K2 Slip Resistant Lace-Up Shoe
2) Skechers Cottonwood Elks Slip Resistant Shoe
3) Keen Utility PTC Dress Oxford-M Industrial Shoe
4) Timberland PRO Powertrain Sport Sd+ Industrial Shoe
5) Skechers 76759 Soft Stride Galley Shoe
6) Skechers – Elite SR
7) New Balance – WX608V5 SR
8) Comfort Wear – Non-Slip Healthcare Ortho
9) Avia – Anchor SR
10) Timberland PRO Drivetrain Sport and Industrial
Shelter Attendants and Shelter Leaders
Carhartt jacket, or comparable quality if Carhartt is not available
Up to a maximum of $150 per calendar year for the approved no slip shoes listed below
1) New Balance MID626K2 Slip Resistant Lace-Up Shoe
2) Skechers Cottonwood Elks Slip Resistant Shoe
3) Keen Utility PTC Dress Oxford-M Industrial Shoe
4) Timberland PRO Powertrain Sport Sd+ Industrial Shoe
5) Skechers 76759 Soft Stride Galley Shoe
6) Skechers – Elite SR
7) New Balance – WX608V5 SR
8) Comfort Wear – Non-Slip Healthcare Ortho
9) Avia – Anchor SR
10) Timberland PRO Drivetrain Sport and Industrial
If an employee selects a work shoe that is not listed, they must obtain approval from management prior
to purchasing.
Replacement of items. All items, except for boots, can be replaced due to damage, with supervisor
approval. Any of these items that are lost will be replaced at the expense of the employee. Any damage
due to wear and tear or sanitary concerns to the item can be replaced by the department with
supervisor approval. Any appeals of a supervisor’s denial should be made to a Union representative.
26
MAINTENANCE, CUSTODIAL AND GROUNDS
APPENDIX C
BI-WEEKLY SALARIES – FY 2023 3% Wage Increase
Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year
Automobile Mechanic I 45,728 48,472 51,379 54,462 57,730 61,265
1758.76 1864.30 1976.13 2094.70 2220.40 2356.36
21.9846 23.3038 24.7017 26.1838 27.7550 29.4545
Automobile Mechanic II 52,935 56,111 59,477 63,046 66,829 70,923
2035.95 2158.13 2287.59 2424.86 2570.37 2727.80
25.4494 26.9766 28.5949 30.3107 32.1296 34.0975
Central Stock Attendant 43,385 45,988 48,748 51,672 54,772 56,491
1668.64 1768.79 1874.92 1987.39 2106.63 2172.75
20.8580 22.1098 23.4365 24.8423 26.3328 27.1593
Custodial Worker 34,116 36,181 38,249 40,312 42,378 44,448
1312.14 1391.57 1471.12 1550.47 1629.94 1709.52
16.4018 17.3946 18.3890 19.3808 20.3742 21.3690
Custodial Worker Senior 37,774 36,861 39,072 41,416 43,902 45,307
1337.46 1417.72 1502.77 1592.93 1688.53 1742.56
16.7182 17.7214 18.7846 19.9117 21.1066 21.7820
General Helper 33,446
1286.39
16.0799
General Maintenance Mech 42,364 44,906 47,600 50,457 53,484 55,166
1629.38 1727.15 1830.79 1940.64 2057.07 2121.76
20.3673 21.5894 22.8848 24.2580 25.7134 26.5220
Grounds Equip Mechanic 42,727 45,291 48,008 50,889 53,942 55,627
1643.37 1741.97 1846.47 1957.28 2074.70 2139.51
20.5421 21.7746 23.0809 24.4660 25.9337 26.7439
Groundskeeper Crew Chief 50,359 53,380 56,583 59,978 63,577 65,571
1936.88 2053.07 2176.27 2306.84 2445.26 2521.96
24.2109 25.6633 27.2034 28.8355 30.5657 31.5244
Groundskeeper I 36,639 38,837 41,167 43,638 46,255 47,733
1409.20 1493.74 1583.35 1678.39 1779.05 1835.90
17.6150 18.6717 19.7918 20.9798 22.2381 22.9487
27
MAINTENANCE, CUSTODIAL AND GROUNDS
APPENDIX C (CONTINUED)
Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year
Groundskeeper II 39,708 42,089 44,614 47,291 50,129 51,724
1527.21 1618.80 1715.94 1818.9 1928.04 1989.37
19.0902 20.2350 21.4493 22.7363 24.1005 24.8671
Groundskeeper Specialist 45,619 48,355 51,257 54,333 57,592 59,392
1754.57 1859.82 1971.42 2089.71 2215.09 2284.30
21.9321 23.2478 24.6428 26.1214 27.6887 28.5538
Groundskeeper Spec – Irrig 46,832 49,642 52,620 55,778 59,124 60,973
1801.23 1909.3 2023.83 2145.29 2274.00 2345.11
22.5154 23.8663 25.2979 26.8161 28.4250 29.3139
Maintenance Laborer 34,784 36,871 39,083 41,429 43,914 45,319
1337.85 1418.11 1503.21 1593.41 1689.00 1743.04
16.7231 17.7264 18.7901 19.9176 21.1125 21.7880
Mobile Unit Custodial Wkr 37,199 39,306 41,539 43,907 46,416 47,835
1430.73 1511.78 1597.66 1688.74 1785.25 1839.79
+$1/ph 17.8841 18.8972 19.9708 21.1093 22.3156 22.9974
Painter 49,231 52,185 55,316 58,636 62,153 64,067
1893.50 2007.11 2127.54 2255.22 2390.51 2464.12
23.6687 25.0889 26.5943 28.1903 29.8814 30.8015
Skilled Maint Mech I 46,900 49,714 52,697 55,858 59,210 61,066
1803.85 1912.08 2026.80 2148.38 2277.29 2348.68
22.5481 23.9010 25.3350 26.8548 28.4661 29.3585
Skilled Maint Mech II 49,738 52,723 55,886 59,238 62,793 64,727
1912.99 2027.79 2149.45 2278.40 2415.11 2489.51
23.9123 25.3474 26.8681 28.4800 30.1889 31.1189
Skilled Maint Mechanic 60,706 64,348 68,210 72,302 76,640 79,885
Carpenter 2334.85 2474.93 2623.45 2780.84 2947.70 3072.49
29.1856 30.9366 32.7931 34.7605 36.8463 38.4061
Skilled Maint Mechanic 68,003 72,082 76,407 80,992 85,852 89,487
Electrician 2615.49 2772.40 2938.75 3115.08 3301.98 3441.82
32.6936 34.6550 36.7344 38.9385 41.2748 43.0228
28
MAINTENANCE, CUSTODIAL AND GROUNDS
APPENDIX C (CONTINUED)
Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year
Skilled Maint Mechanic 60,660 64,300 68,158 72,247 76,583 79,825
HVAC 2333.07 2473.07 2621.47 2778.74 2945.48 3070.19
29.1634 30.9134 32.7684 34.7343 36.8185 38.3774
Skilled Maint Mechanic 68,469 72,578 76,933 81,548 86,442 90,101
Plumber 2633.43 2791.45 2958.95 3136.47 3324.69 3465.44
32.9179 34.8932 36.9869 39.2059 41.5586 43.3179
Fiscal Year 2024 – 3% wage increase. Should a general salary wage increase greater than 3% be
provided to the general, non-represented employee group for FY 2024, then this bargaining unit would
be entitled to the same increase, at the same time and in the same manner.
Fiscal Year 2025 – 2% wage increase. Should a general salary wage increase greater than 2% be
provided to the general, non-represented employee group for FY 2024, then this bargaining unit would
be entitled to the same increase, at the same time and in the same manner.
29
MAINTENANCE, CUSTODIAL AND GROUNDS
APPENDIX C (CONTINUED)
REPRESENTATION
There shall be stewards and alternate stewards in accordance with the following formula:
(a) The Maintenance employees shall be represented by one (1) steward and one (1) alternate steward;
(b) The Grounds employees shall be represented by one (1) steward and one (1) alternate steward;
(c) The Custodial employees shall be represented by one (1) steward and one (1) alternate steward for
the afternoon shift – North County (employees working in buildings located north of Birmingham);
One (1) steward and one (1) alternate steward for the afternoon shift – South County (employees
working in buildings located south of Birmingham).
In matters which require the presence of a union steward it shall be the responsibility of the employer
to arrange for the steward’s attendance.
GROUNDSKEEPERS
Movement from the Level I to the Level II in the Groundskeeper series may occur without the need for a
vacancy in the higher classification after completion of/obtaining required MDARD Pesticide
Certification in categories 3A, 3B and 6, and/or a Commercial Driver’s License “A” with no air brake
restriction. An employee will be reclassified from Groundskeeper I to Groundskeeper II when, in the
sole judgement and discretion of the employer, their work performance warrants such reclassification.
CUSTODIAL EMPLOYEES
Custodial employees hired after January 1, 1984, will be appointed as Custodial Worker I and will move
from Custodial Worker I to Custodial Worker II after completing each step of the Custodial Worker I
salary range. Such movement shall be in accordance with Merit System Rules and applied to other
classes treated as a series (such as Typist I and II). All employees hired after January 1, 1984, must be
able and willing to perform all current Custodial Worker I and II assignments from their date of hire
including buffing.
When a permanent vacancy occurs within the custodial department, the position (facility, location and
work schedule) shall be posted to all custodial personnel. The custodial employees interested in the
lateral position will have 5 business days to respond in writing to the Chief of Custodial Services that
they are interested in the vacant job assignment’s location and shift. The position will be filled within 5
business days. The employee with the highest seniority that is minimally qualified for the position will
be considered for the position. Any vacancy created through the filling of the original vacancy shall be
limited to no more than two “domino effect” moves. If the Employer selects an employee other than
the employee with the most seniority, the Employer shall provide the reasons in writing for selecting the
less senior employee to the Union. Once the most senior qualified candidate(s) is/are selected, there
will be a thirty (30) day trial period to determine if the change in assignment benefits both parties.
SNOW REMOVAL DUTY
Refer to Letter of Agreement dated June 2022.
30
MAINTENANCE, CUSTODIAL AND GROUNDS
APPENDIX C (CONTINUED)
UNIFORMS
Employees shall be provided with the following uniforms as identified. Weekly laundry of Uni-First
items will be provided at the County’s expense. All other items to be laundered will be the responsibility
of the employee.
Facilities Maintenance Building Management and Natural Resources Management
11 Uni-First pants
11 Uni-First short/long sleeve shirts (their choice)
2 Uni-First light coveralls
1 Uni-First light coat
5 Cotton t-shirts
1 Winter coat
1 Raincoat
1 Winter bibs
1 Summer hat
1 Winter hat
Winter gloves
Summer gloves
Eligible represented employees will be reimbursed up to $275 per calendar year for the
purchase of their safety/work boot.
Custodial Employees
Up to a maximum of $150 per calendar year for approved No-slip shoes
1) New Balance MID626K2 Slip Resistant Lace-Up Shoe
2) Skechers Cottonwood Elks Slip Resistant Shoe
3) Keen Utility PTC Dress Oxford-M Industrial Shoe
4) Timberland PRO Powertrain Sport Sd+ Industrial Shoe
5) Skechers 76759 Soft Stride Galley Shoe
6) Skechers – Elite SR
7) New Balance – WX608V5 SR
8) Comfort Wear – Non-Slip Healthcare Ortho
9) Avia – Anchor SR
10) Timberland PRO Drivetrain Sport and Industrial
If an employee selects a work shoe that is not listed, they must obtain approval from the Chief of
Custodial Services prior to purchasing.
Replacement of items. All items, except for boots, can be replaced due to damage, with supervisor
approval. Any of these items that are lost will be replaced at the expense of the employee. Any damage
due to wear and tear or sanitary concerns to the item can be replaced by the department with
supervisor approval. Any appeals of a supervisor’s denial should be made to a Union representative.
31
SHERIFF’S OFFICE CLERICAL & MAINTENANCE EMPLOYEES
APPENDIX D
BI-WEEKLY SALARIES – FY 2023 3% Wage Increase
Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year
Clerk II/Deliveryperson 33,446 35,472 37,499 39,521 41,547 43,576
1286.39 1364.31 1442.28 1520.04 1597.97 1676.01
16.0799 17.0539 18.0285 19.0005 19.9746 20.9501
Employee Records Specialist 43,119 45,706 48,449 51,356 54,438 57,770
1658.42 11757.93 1863.43 1975.22 2093.75 2221.91
20.7302 21.9742 23.2929 24.6903 26.1719 27.7739
Financial Services Tech I 36,882 39,096 41,441 43,927 46,563 49,415
1418.55 1503.68 1593.89 1689.52 1790.89 1900.59
17.7318 18.7960 19.9236 21.1190 22.3862 23.7573
Financial Services Tech II 42,697 45,258 47,973 50,852 53,903 57,204
1642.18 1740.70 1845.13 1955.85 2073.19 2200.16
20.5272 21.7588 23.0641 24.4481 25.9149 27.5020
General Clerical 33,446
1286.39
16.0799
General Helper 33,446
1286.39
16.0799
General Maint Mechanic 41,130 43,598 46,214 48,987 51,925 53,559
1581.92 1676.84 1777.46 1884.11 1997.13 2059.96
19.7740 20.9605 22.2183 23.5513 24.9641 25.7495
Materials Mgmt. Clerk 35,226 37,340 39,580 41,955 44,472 45,883
1354.85 1436.14 1522.30 1613.65 1710.47 1764.75
16.9356 17.9517 19.0288 20.1707 21.3809 22.0593
Office Leader 39,502 41,872 44,384 47,047 49,870 52,923
1519.29 1610.44 1707.07 1809.51 1918.06 2035.52
18.9911 20.1306 21.3383 22.6189 23.9757 25.4440
Office Support Clerk 34,123 36,511 39,067 41,802 44,728 45,719
1312.42 1404.29 1502.57 1607.75 1720.30 1758.41
16.4052 17.5536 18.7821 20.0969 21.5037 21.9801
32
SHERIFF’S OFFICE CLERICAL & MAINTENANCE EMPLOYEES
APPENDIX D (CONTINUED)
Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year
Office Support Clerk Senior 37,993 40,271 42,688 45,250 47,965 50,903
1461.25 1548.88 1641.86 1740.38 1844.81 1957.79
18.2657 19.3610 20.5232 21.7548 23.0601 24.4724
Storekeeper I 33,446 35,472 37,499 39,521 41,547 43,576
1286.39 1364.31 1442.28 1520.04 1597.97 1676.01
16.0799 17.0539 18.0285 19.0005 19.9746 20.9501
Storekeeper II 34,784 36,871 39,083 41,428 43,914 45,319
1337.85 1418.11 1503.21 1593.37 1689.00 1743.04
16.7231 17.7264 18.7901 19.9171 21.1125 21.7880
Warrants Clerk 40,228 42,641 45,199 47,911 50,786 53,896
1547.22 1640.04 1738.44 1842.75 1953.32 2072.91
19.3402 20.5005 21.7305 23.0344 24.4164 25.9114
Work Projects Coord. 43,386 45,990 48,748 51,673 54,773 56,489
1668.68 1768.83 1874.92 1987.42 2106.67 2172.67
20.8585 22.1103 23.4365 24.8428 26.3333 27.1583
Fiscal Year 2024 – 3% wage increase. Should a general salary wage increase greater than 3% be
provided to the general, non-represented employee group for FY 2024, then this bargaining unit would
be entitled to the same increase, at the same time and in the same manner.
Fiscal Year 2025 – 2% wage increase. Should a general salary wage increase greater than 2% be
provided to the general, non-represented employee group for FY 2024, then this bargaining unit would
be entitled to the same increase, at the same time and in the same manner.
33
SHERIFF’S OFFICE CLERICAL & MAINTENANCE EMPLOYEES
APPENDIX D (CONTINUED)
REPRESENTATION
There shall be one (1) steward and one (1) alternate steward.
In matters which require the presence of a union steward it shall be the responsibility of the employer
to arrange for the steward’s attendance.
SHIFT PREFERENCE
All represented employees within this functional unit will be entitled to make a shift preference
selection in April and October of each year. This shift preference selection is to be based on seniority
within the unit and is subject to the final approval of the Sheriff. It is understood that approval will not
be unreasonably withheld.
It is further understood that provisions of this section related to shift selection in no way effects the
Sheriff’s right to determine assignments.
UNIFORMS
Employees shall be provided with the following uniforms as identified. Dry cleaning will be provided at
the County’s expense for Class A’s and Fatigue shirts/pants. All other items to be laundered will be the
responsibility of the employee. Further, uniforms will be issued after they successfully complete their 6
month probationary period for the Office Support Clerks, Technical Assistants and those assigned to the
Records unit.
Office Support Clerk/Senior and Technical Assistants
4 Shirt, Winter Class A – Silver Tan w/Admin Patches
4 Shirt, Summer Class A – Silver Tan w/Admin Patches
4 Trousers, Fatigue
1 Zip sweater w/Admin Patches (if requested)
Records Unit
3 Shirt, Winter Class A – Silver Tan w/Admin Patches
3 Shirt, Summer Class A – Silver Tan w/Admin Patches
3 Trousers, Fatigue
2 Shirt, Winter Polo – Black w/Records logo
2 Shirt, Summer Polo – Black w/Records logo
1 Zip Sweater w/Admin Patches (if requested)
Works Project Coordinator
4 Shirt, Winter Class A
4 Shirt, Summer Class A
4 Trousers, Class A
4 Shirt, Winter Fatigue – Green
4 Shirt, Summer Fatigue – Green
4 Trousers, Fatigue – Green
34
SHERIFF’S OFFICE CLERICAL & MAINTENANCE EMPLOYEES
APPENDIX D (CONTINUED)
Replacement of items. All items, except for boots, can be replaced due to damage, with supervisor
approval. Any of these items that are lost will be replaced at the expense of the employee. Any damage
due to wear and tear or sanitary concerns to the item can be replaced by the department with
supervisor approval. Any appeals of a supervisor’s denial should be made to a Union representative.
35
PARKS & RECREATION
APPENDIX E
BI-WEEKLY SALARIES – FY 2023 3% Wage Increase
Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year
Automobile Mechanic I 45,728 48,472 51,379 54,462 57,730 61,265
1758.76 1864.30 1976.13 2094.70 2220.40 2356.36
21.9846 23.3038 24.7017 26.1838 27.7550 29.4545
Automobile Mechanic II 52,935 56,111 59,477 63,046 66,829 70,923
2035.95 2158.13 2287.59 2424.86 2570.37 2727.80
25.4494 26.9766 28.5949 30.3107 32.1296 34.0975
General Helper 33,446
1286.39
16.0799
General Maint Mechanic 42,364 44,906 47,600 50,457 53,484 55,166
1629.38 1727.15 1830.79 1940.64 2057.07 2121.76
20.3673 21.5894 22.8848 24.2580 25.7134 26.5220
Grounds Equip. Mechanic 43,581 46,197 48,969 51,907 55,022 56,741
1676.21 1776.79 1883.43 1996.42 2116.21 2182.33
20.9526 22.2099 23.5429 24.9552 26.4527 27.2792
Groundskeeper I 36,639 38,837 41,167 43,638 46,255 47,733
1409.20 1493.74 1583.35 1678.39 1779.05 1835.90
17.6150 18.6717 19.7918 20.9798 22.2381 22.9487
Groundskeeper II 39,708 42,089 44,614 47,291 50,129 51,724
1527.21 1618.80 1715.94 1818.90 1928.04 1989.37
19.0902 20.2350 21.4493 22.7363 24.1005 24.8671
Groundskeeper Specialist 45,619 48,355 51,257 54,333 57,592 59,392
1754.57 1859.82 1971.42 2089.71 2215.09 2284.30
21.9321 23.2478 24.6428 26.1214 27.6887 28.5538
Maintenance Laborer 34,784 36,871 39,083 41,429 43,914 45,319
1337.85 1418.11 1503.21 1593.41 1689.00 1743.04
16.7231 17.7264 18.7901 19.9176 21.1125 21.7880
Natural Resources Program 63,381 67,691 72,294 77,210 82,460 84,919
Coordinator 2437.74 2603.51 2780.54 2969.62 3171.56 3266.11
30.4718 32.5438 34.7568 37.1203 39.6445 40.8264
36
PARKS & RECREATION
APPENDIX E
Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year
Natural Resources Specialist 54,751 58,474 62,450 66,697 71,232 73,356
2105.80 2248.99 2401.93 2565.26 2739.69 2821.37
26.3225 28.1124 30.0241 32.0657 34.2462 35.2671
Parks Crew Chief 49,865 52,857 56,028 59,390 62,954 64,927
1917.90 2032.94 2154.92 2284.22 2421.29 2497.20
23.9737 25.4118 26.9365 28.5528 30.2662 31.2149
Parks Maintenance Aide 38,837 41,167 43,637 46,256 49,031 50,587
1493.74 1583.35 1678.35 1779.09 1885.81 1945.67
18.6717 19.7918 20.9793 22.2386 23.5726 24.3209
Skilled Maint Mechanic I 46,900 49,714 52,697 55,858 59,210 61,066
1803.85 1912.08 2026.8 2148.38 2277.29 2348.68
22.5481 23.9010 25.3350 26.8548 28.4661 29.3585
Skilled Maint Mechanic II 49,738 52,723 55,886 59,238 62,793 64,727
1912.99 2027.79 2149.45 2278.40 2415.11 2489.51
23.9123 25.3474 26.8681 28.4800 30.1889 31.1189
Skilled Maint Mechanic 60,706 64,348 68,210 72,302 76,640 79,885
Carpenter 2334.85 2474.93 2623.45 2780.84 2947.70 3072.49
29.1856 30.9366 32.7931 34.7605 36.8463 38.4061
Skilled Maint Mechanic 68,003 72,082 76,407 80,992 85,852 89,487
Electrician 2615.49 2772.40 2938.75 3115.08 3301.98 3441.82
32.6936 34.6550 36.7344 38.9385 41.2748 43.0228
Skilled Maint Mechanic 60,660 64,300 68,158 72,247 76,583 79,825
HVAC 2333.07 2473.07 2621.47 2778.74 2945.48 3070.19
29.1634 30.9134 32.7684 34.7343 36.8185 38.3774
Skilled Maint Mechanic 68,469 72,578 76,933 81,548 86,442 90,101
Plumber 2633.43 2791.45 2958.95 3136.47 3324.69 3465.44
32.9179 34.8932 36.9869 39.0259 41.5586 43.3179
37
PARKS & RECREATION
APPENDIX E (CONTINUED)
Fiscal Year 2024 – 3% wage increase. Should a general salary wage increase greater than 3% be
provided to the general, non-represented employee group for FY 2024, then this bargaining unit would
be entitled to the same increase, at the same time and in the same manner.
Fiscal Year 2025 – 2% wage increase. Should a general salary wage increase greater than 2% be
provided to the general, non-represented employee group for FY 2024, then this bargaining unit would
be entitled to the same increase, at the same time and in the same manner.
38
PARKS & RECREATION
APPENDIX E (CONTINUED)
REPRESENTATION
There shall be a steward and an alternate steward.
In matters which require the presence of a union steward, it shall be the responsibility of the employer
to arrange for the steward’s attendance.
GROUNDSKEEPERS
Movement from Level I to Level II in the Groundskeeper series may occur without the need for a
vacancy in the higher classification, after completion of each step in the Groundskeeper I salary range.
An employee will be reclassified from Groundskeeper I to Groundskeeper II when in the sole judgement
and discretion of the employer, his work performance warrants such reclassification.
SKILLED MAINTENANCE MECHANIC III/WEEKEND ON-CALL
Weekend on-call pay shall be provided for the Skilled Maintenance Mechanic III classification.
UNIFORMS
Employees shall be provided with the following uniforms as identified. Weekly laundry of Uni-First
items will be provided at the County’s expense. All other items to be laundered will be the responsibility
of the employee.
Parks Staff
11 Uni-First pants
11 Uni-First shirts – combination of their choice
1 Uni-First Mechanic Coat
1 Winter bibs, Carhartt if available
1 Winter coat, Carhartt if available
1 Hat – knit and/or ball cap
3 Long sleeve staff t-shirts – grey with blue print
3 Short sleeve staff t-shirts – grey with blue print
Eligible represented employees will be reimbursed up to $275 per calendar year for the
purchase of their safety/work boot.
Replacement of items. All items, except for boots, can be replaced due to damage, with supervisor
approval. Any of these items that are lost will be replaced at the expense of the employee. Any damage
due to wear and tear or sanitary concerns to the item can be replaced by the department with
supervisor approval. Any appeals of a supervisor’s denial should be made to a Union representative.
39
HOMELAND SECURITY
APPENDIX F
BI-WEEKLY SALARIES – FY 2023 3% Wage Increase
Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year
Safety Dispatcher 41,791 44,817 48,063 51,544 55,278 59,281
1607.35 1723.74 1848.57 1982.47 2126.08 2280.02
20.0919 21.7746 23.0809 24.4660 25.9337 26.7439
Fiscal Year 2024 – 3% wage increase. Should a general salary wage increase greater than 3% be
provided to the general, non-represented employee group for FY 2024, then this bargaining unit would
be entitled to the same increase, at the same time and in the same manner.
Fiscal Year 2025 – 2% wage increase. Should a general salary wage increase greater than 2% be
provided to the general, non-represented employee group for FY 2024, then this bargaining unit would
be entitled to the same increase, at the same time and in the same manner.
40
HOMELAND SECURITY
APPENDIX F (CONTINUED)
REPRESENTATION
There shall be one (1) steward and one (1) alternate steward. In matters which require the presence of
a union steward it shall be the responsibility of the employer to arrange for the steward’s attendance.
UNIFORMS
Replacement of items. All items, except for boots, can be replaced due to damage, with supervisor
approval. Any of these items that are lost will be replaced at the expense of the employee. Any damage
due to wear and tear or sanitary concerns to the item can be replaced by the department with
supervisor approval. Any appeals of a supervisor’s denial should be made to a Union representative.
41
PARKS & RECREATION STUDY COMMITTEE
The parties shall form a study committee to study the units within Parks & Recreation to evaluate and
determine if the current job duties are consistent with the current job descriptions. The committee will
consist of three representatives from the Employer and three representatives from the Union.
However, additional department specific people may be called in to assist the committee.
42
SUBCONTRACTING STUDY GROUP
APPENDIX H
The parties shall form a study committee to study the use of non-bargaining unit employees and
subcontractors performing bargaining unit work. The goal of this committee shall be to perform the
necessary due diligence to understand the scope and value of the subcontracting and non-bargaining
unit employees performing bargaining unit work and to ultimately develop a memorandum of
understanding regarding subcontracting and non-bargaining unit employees performing bargaining unit
work. The committee will consist of three representatives from the Employer and three representatives
of the Union. However, additional department specific people may be called in to assist the committee.
43
Agreement Governing Recognition Procedure
This Agreement Governing Card Recognition Procedure is entered on this ____ day of _______________,
20____, between Oakland County (“County”) and the Oakland County Employees Union affiliated with
the International Brotherhood of Electrical Workers Local 58 (hereinafter collectively “OCEU”). The OCEU
and the County are desirous of entering into an agreement governing card recognition procedures.
Now therefore the parties agree as follows:
1. Appropriate Unit. The appropriate unit (“Unit”) for card recognition shall be as follows:
a) Included in the Unit shall be: all non-represented regular full-time eligible employees
working in one or more of the following County Departments or all non-represented
full-time eligible employees in a group/job family of similar/related classifications
(e.g. all Office Assistant I and Office Assistant II) [County Executive; Sheriff’s Office;
Clerk Register of Deeds; Treasurer’s Office; Water Resources Commissioner; Parks
and Recreation]; Facilities Management & Operations; Management and Budget;
Economic Development; Human Resources; Health and Human Services; Information
Technology; Central Services; and Public Services.
b) Excluded from any Unit shall be: all managers, supervisors, guards, professional
employees, confidential employees, part-time non-eligible employees, volunteers
including but not limited to volunteers from any charity or nonprofit entity; contract,
lease or temporary employees; independent contractors; prisoners from the Oakland
County Jail or work release; and all other persons not set forth in Section 1a.
2. Recognition. If pursuant to the procedures set forth in Section 3 hereof, the OCEU has
valid authorization cards from a majority (50%+1) of the employees working in a
Department as set forth in Section 1a, the County shall recognize OCEU as the collective
bargaining representative of those employees and they shall be added to the OCEU
Bargaining Unit. Within 14 days of recognition, the parties shall meet to bargain any
additional or changed language concerning the inclusion of the newly added
department employees in the bargaining unit and in the labor contract.
3. Card Verification Procedures. In order to determine whether OCEU has obtained valid
authorization cards from a majority of the employees working in a Department, as set
forth in Section 1a the following procedures shall apply:
a) OCEU shall initiate the recognition/verification process by delivering to the Director of
Human Resources at Oakland County a written Demand for Recognition.
b) Within 5 business days after receipt of the Demand for Recognition by the Director of
Human Resources the parties will contact the Federal Mediation and Conciliation
Service (“FMCS”) for an appointment of a Mediator who can most expeditiously
check the authorization cards as set forth herein.
c) Within 5 business days of receipt of the Demand for Recognition, Oakland County
shall send to the OCEU a list of names of all employees working in the classification(s)
as of the date the Demand of Recognition was delivered to the Director of Human
Resources. This list shall serve as the eligibility list.
44
d) At a time and date mutually agreed upon by the parties or absent agreement, a time
and date determined by the Mediator, the Mediator and parties shall meet at the
County and the Mediator shall compare the original authorization cards obtained by
the OCEU against the original handwritten exemplars of the employees furnished by
the County.
e) The Mediator shall examine the authorization cards and determine whether the
majority of the employees employed by the County in the classification(s) on the date
the Demand for Recognition was delivered to the Director of Human Resources have
executed and dated valid authorization cards. In order to be counted as a valid
authorization card toward majority status for OCEU the authorization card shall:
a. State that the employee designates the OCEU as his/her exclusive
bargaining representative for purposes of collective bargaining.
b. Be signed and dated by the employee.
c. The date that the authorization card was signed shall be within
one (1) year of the date that the Demand for Recognition was delivered
to the Director of Human Resources.
d. The employee must be employed by the County on the date the
Demand for Recognition was delivered to the Director of Human
Resources.
f) The Mediator shall certify the results of the card check on the “Statement of Results
of Card Check” attached hereto.
4. If any dispute shall arise between the parties over this Agreement, the Unit, the card
check or the authorization cards, it shall be resolved by arbitration under the grievance
arbitration procedures set forth in the Labor Contract between the parties. The original
authorization cards shall remain confidential, but the Arbitrator may review the cards in
an on camera review.
5. This Agreement shall have the same duration as the labor contract between the parties.
__________________________________ ________________________________
OCEU OAKLAND COUNTY
2
45
STATEMENT OF RESULTS OF CARD CHECK
__________________________, having been appointed as the Arbitrator pursuant to an Agreement
Governing Card Recognition Procedure between Oakland County (“County”) and the Oakland County
Employees Union/IBEW Local 58 (“Union”) to conduct a card check in order to determine whether OCEU
is the representative of the employees in the Unit set forth in paragraph 1a of that Agreement, states as
follows:
1. I work exclusively as a neutral party and have no financial or other interest in, or affiliation
with, either the County or the OCEU.
2. I have received from the County a list dated _________________, containing the names
of those employees in the Unit that the County and the OCEU agree comprise eligible
employees employed by the County in the unit set forth in paragraph 1a. This list consists
of _______ names.
3. The OCEU has provided me with the original authorization cards. The signatures on the
authorization cards have been compared (under my direction and supervision) with those
on the documents known to have been signed by employees to determine the
authenticity of said cards.
Based upon the examination referred to above, I hereby certify that the OCEU presented cards from a
majority of employees in the Unit and that a majority of the employees whose names appear on the
eligibility list, have / have not (circle one) authorized the OCEU to be its exclusive representative for
the purpose of collective bargaining with the County concerning wages, rates of pay, hours and other
terms and conditions of employment.
_________________________________________
Signature
_________________________________________
Print Name Date
SCHEDULE B - OCEU SALARY RANGE INCREASES
Class Job Code Sal Plan % Inc 1 12 24 36 48 60 % Inc 1 12 24 36 48 60 % Inc 1 12 24 36 48 60
Animal Control Officer-011 J000729 011/A 3 annual 45,307 48,025 50,906 53,961 57,198 58,985 3 46,666 49,466 52,433 55,579 58,914 60,755 2 47,599 50,455 53,482 56,691 60,092 61,970
biweek 1742.56 1847.11 1957.91 2075.41 2199.92 2268.65 1794.84 1902.52 2016.65 2137.67 2265.92 2336.71 1830.74 1940.57 2056.98 2180.43 2311.24 2383.45
hrly 21.7820 23.0888 24.4739 25.9426 27.4990 28.3582 22.4355 23.7815 25.2081 26.7209 28.324 29.2089 22.8842 24.2571 25.7123 27.2553 28.8905 29.7931
Animal Control Officer Trainee NEW 011/42,081 3 43,344 2 44,211
1618.51 1667.07 1700.41
20.2314 20.8383 21.2551
General Clerical-011 J001115 011/D 3 33,446 3 34,450 2 35,139
1286.39 1324.98 1351.48
16.0799 16.5623 16.8935
General Helper-011 J000731 011/D 3 33,446 3 34,450 2 35,139
1286.39 1324.98 1351.48
16.0799 16.5623 16.8935
Financial Services Tech I-011 J001516 011/F 3 36,882 39,096 41,441 43,927 46,563 49,415 3 37,989 40,269 42,684 45,245 47,960 50,898 2 38,748 41,074 43,538 46,150 48,919 51,916
1418.55 1503.68 1593.89 1689.52 1790.89 1900.59 1461.10 1548.79 1641.70 1740.20 1844.62 1957.61 1490.33 1579.77 1674.54 1775.01 1881.51 1996.76
17.7318 18.7960 19.9236 21.1190 22.3862 23.7573 18.2638 19.3599 20.5213 21.7525 23.0577 24.4701 18.6291 19.7471 20.9317 22.1876 23.5189 24.9595
Financial Services Tech II-011 J001517 011/G 3 42,697 45,258 47,973 50,852 53,903 57,204 3 43,977 46,616 49,412 52,378 55,520 58,920 2 44,857 47,548 50,401 53,425 56,630 60,099
1642.18 1740.70 1845.13 1955.85 2073.19 2200.16 1691.44 1792.92 1900.48 2014.53 2135.39 2266.16 1725.27 1828.78 1938.49 2054.82 2178.10 2311.49
20.5272 21.7588 23.0641 24.4481 25.9149 27.5020 21.143 22.4115 23.756 25.1816 26.6923 28.3271 21.5659 22.8597 24.2311 25.6852 27.2262 28.8936
Office Support Clerk-011 J001518 011/H 3 34,123 36,511 39,067 41,802 44,728 45,719 3 35,147 37,607 40,239 43,056 46,070 47,090 2 35,849 38,359 41,044 43,917 46,991 48,032
1312.42 1404.29 1502.57 1607.75 1720.30 1758.41 1351.79 1446.41 1547.65 1655.98 1771.91 1811.16 1378.83 1475.34 1578.60 1689.10 1807.35 1847.38
16.4052 17.5536 18.7821 20.0969 21.5037 21.9801 16.8974 18.0802 19.3456 20.6998 22.1488 22.6395 17.2353 18.4418 19.7325 21.1138 22.5918 23.0923
Office Support Clerk Senior-011 J001519 011/I 3 37,993 40,271 42,688 45,250 47,965 50,903 3 39,132 41,479 43,969 46,607 49,404 52,430 2 39,915 42,309 44,848 47,540 50,392 53,478
1461.25 1548.88 1641.86 1740.38 1844.81 1957.79 1505.09 1595.35 1691.12 1792.59 1900.15 2016.53 1535.19 1627.26 1724.94 1828.45 1938.16 2056.86
18.2657 19.3610 20.5232 21.7548 23.0601 24.4724 18.8136 19.9419 21.1389 22.4074 23.7519 25.2066 19.1899 20.3407 21.5617 22.8556 24.227 25.7107
Animal Control Shelter Leader-011 J001357 011/J
3 46,425 49,211 52,164 55,293 58,611 60,451 3 47,818 50,688 53,729 56,952 60,369 62,264 2 48,774 51,701 54,804 58,091 61,577 63,510
1785.58 1892.74 2006.32 2126.67 2254.27 2325.03 1839.15 1949.53 2066.51 2190.47 2321.90 2394.78 1875.93 1988.52 2107.84 2234.28 2368.34 2442.67
22.3198 23.6593 25.0790 26.5834 28.1784 29.0628 22.9894 24.3691 25.8314 27.3809 29.0238 29.9347 23.4492 24.8565 26.348 27.9285 29.6043 30.5334
Animal Shelter Attendant-011 J000730 011/K 3 35,812 38,318 41,001 43,871 46,942 48,333 3 36,886 39,468 42,231 45,187 48,351 49,783 2 37,624 40,257 43,076 46,091 49,318 50,778
1377.39 1473.77 1576.97 1687.34 1805.47 1858.95 1418.71 1517.98 1624.28 1737.96 1859.64 1914.72 1447.08 1548.34 1656.76 1772.72 1896.83 1953.01
17.2173 18.4221 19.7121 21.0917 22.5684 23.2369 17.7339 18.9748 20.3035 21.7245 23.2454 23.934 18.0885 19.3543 20.7096 22.159 23.7103 24.4127
Office Leader-011 J001205 011/L 3 39,502 41,872 44,384 47,047 49,870 52,923 3 40,687 43,128 45,715 48,459 51,366 54,511 2 41,500 43,990 46,630 49,428 52,393 55,601
1519.29 1610.44 1707.07 1809.51 1918.06 2035.52 1564.87 1658.76 1758.28 1863.80 1975.60 2096.58 1596.17 1691.93 1793.44 1901.07 2015.11 2138.51
18.9911 20.1306 21.3383 22.6189 23.9757 25.4440 19.5609 20.7345 21.9785 23.2975 24.695 26.2073 19.9521 21.1492 22.4181 23.7634 25.1889 26.7314
Veterinarian Technician-011 J001140 011/M 3 39,714 42,495 45,468 48,652 52,057 53,988 3 40,905 43,770 46,832 50,112 53,619 55,608 2 41,723 44,645 47,769 51,114 54,691 56,720
1527.45 1634.41 1748.78 1871.23 2002.20 2076.48 1573.27 1683.44 1801.24 1927.37 2062.27 2138.77 1604.74 1717.11 1837.27 1965.92 2103.51 2181.55
19.0931 20.4301 21.8598 23.3904 25.0275 25.9560 19.6659 21.0431 22.5156 24.0921 25.7783 26.7347 20.0592 21.4639 22.9659 24.574 26.2939 27.2694
FY2025FY2024FY2023
SCHEDULE B - OCEU SALARY RANGE INCREASES
General Maintenance Mechanic -
018
J000617 018/A
3 41,130 43,598 46,214 48,987 51,925 53,559 3 42,364 44,906 47,600 50,456 53,483 55,166 2 43,211 45,804 48,552 51,466 54,553 56,269
1581.92 1676.84 1777.46 1884.11 1997.13 2059.96 1629.38 1727.15 1830.79 1940.63 2057.04 2121.76 1661.97 1761.69 1867.40 1979.44 2098.19 2164.19
19.7740 20.9605 22.2183 23.5513 24.9641 25.7495 20.3672 21.5893 22.8848 24.2579 25.7131 26.522 20.7746 22.0211 23.3425 24.743 26.2273 27.0524
General Clerical-018 J000615 018/C 3 33,446 3 34,450 2 35,139
1286.39 1324.98 1351.48
16.0799 16.5623 16.8935
General Helper-018 J000616 018/D 3 33,446 3 34,450 2 35,139
1286.39 1324.98 1351.48
16.0799 16.5623 16.8935
Financial Services Technician I-018 J001520 018/H
3 36,882 39,096 41,441 43,927 46,563 49,415 3 37,989 40,269 42,684 45,245 47,960 50,898 2 38,748 41,074 43,538 46,150 48,919 51,916
1418.55 1503.68 1593.89 1689.52 1790.89 1900.59 1461.10 1548.79 1641.70 1740.20 1844.62 1957.61 1490.33 1579.77 1674.54 1775.01 1881.51 1996.76
17.7318 18.7960 19.9236 21.1190 22.3862 23.7573 18.2638 19.3599 20.5213 21.7525 23.0577 24.4701 18.6291 19.7471 20.9317 22.1876 23.5189 24.9595
Financial Services Technician II-
018
J001521 018/I
3 42,697 45,258 47,973 50,852 53,903 57,204 3 43,977 46,616 49,412 52,378 55,520 58,920 2 44,857 47,548 50,401 53,425 56,630 60,099
1642.18 1740.70 1845.13 1955.85 2073.19 2200.16 1691.44 1792.92 1900.48 2014.53 2135.39 2266.16 1725.27 1828.78 1938.49 2054.82 2178.10 2311.49
20.5272 21.7588 23.0641 24.4481 25.9149 27.5020 21.143 22.4115 23.756 25.1816 26.6923 28.3271 21.5659 22.8597 24.2311 25.6852 27.2262 28.8936
Office Support Clerk-018 J001522 018/J 3 34,123 36,511 39,067 41,802 44,728 45,719 3 35,147 37,607 40,239 43,056 46,070 47,090 2 35,849 38,359 41,044 43,917 46,991 48,032
1312.42 1404.29 1502.57 1607.75 1720.30 1758.41 1351.79 1446.41 1547.65 1655.98 1771.91 1811.16 1378.83 1475.34 1578.60 1689.10 1807.35 1847.38
16.4052 17.5536 18.7821 20.0969 21.5037 21.9801 16.8974 18.0802 19.3456 20.6998 22.1488 22.6395 17.2353 18.4418 19.7325 21.1138 22.5918 23.0923
Office Support Clerk Senior-018 J001523 018/K 3 37,993 40,271 42,688 45,250 47,965 50,903 3 39,132 41,479 43,969 46,607 49,404 52,430 2 39,915 42,309 44,848 47,540 50,392 53,478
1461.25 1548.88 1641.86 1740.38 1844.81 1957.79 1505.09 1595.35 1691.12 1792.59 1900.15 2016.53 1535.19 1627.26 1724.94 1828.45 1938.16 2056.86
18.2657 19.3610 20.5232 21.7548 23.0601 24.4724 18.8136 19.9419 21.1389 22.4074 23.7519 25.2066 19.1899 20.3407 21.5617 22.8556 24.227 25.7107
Clerk II Delivery Person-018 J000612 018/L 3 33,446 35,472 37,499 39,521 41,547 43,576 3 34,450 36,536 38,624 40,707 42,794 44,883 2 35,139 37,267 39,397 41,521 43,649 45,781
1286.39 1364.31 1442.28 1520.04 1597.97 1676.01 1324.98 1405.24 1485.55 1565.64 1645.90 1726.29 1351.48 1433.35 1515.26 1596.96 1678.82 1760.81
16.0799 17.0539 18.0285 19.0005 19.9746 20.9501 16.5623 17.5655 18.5693 19.5705 20.5738 21.5786 16.8935 17.9169 18.9407 19.962 20.9853 22.0102
Storekeeper I-018 J000623 018/L 3 33,446 35,472 37,499 39,521 41,547 43,576 3 34,450 36,536 38,624 40,707 42,794 44,883 2 35,139 37,267 39,397 41,521 43,649 45,781
1286.39 1364.31 1442.28 1520.04 1597.97 1676.01 1324.98 1405.24 1485.55 1565.64 1645.90 1726.29 1351.48 1433.35 1515.26 1596.96 1678.82 1760.81
16.0799 17.0539 18.0285 19.0005 19.9746 20.9501 16.5623 17.5655 18.5693 19.5705 20.5738 21.5786 16.8935 17.9169 18.9407 19.962 20.9853 22.0102
Employee Records Specialist-018 J001211 018/M 3 43,119 45,706 48,449 51,356 54,438 57,770 3 44,412 47,077 49,903 52,896 56,071 59,503 2 45,301 48,019 50,901 53,954 57,192 60,693
1658.42 1757.93 1863.43 1975.22 2093.75 2221.91 1708.17 1810.67 1919.33 2034.48 2156.56 2288.57 1742.33 1846.88 1957.72 2075.17 2199.70 2334.34
20.7302 21.9742 23.2929 24.6903 26.1719 27.7739 21.3521 22.6334 23.9916 25.431 26.9571 28.6071 21.7792 23.0861 24.4715 25.9396 27.4962 29.1792
Materials Management Clerk-018 J000619 018/N 3 35,226 37,340 39,580 41,955 44,472 45,883 3 36,283 38,460 40,767 43,214 45,806 47,260 2 37,008 39,229 41,583 44,078 46,723 48,205
1354.85 1436.14 1522.30 1613.65 1710.47 1764.75 1395.49 1479.22 1567.97 1662.06 1761.79 1817.69 1423.40 1508.81 1599.33 1695.30 1797.02 1854.04
16.9356 17.9517 19.0288 20.1707 21.3809 22.0593 17.4436 18.4903 19.5996 20.7758 22.0223 22.7211 17.7925 18.8601 19.9916 21.1913 22.4628 23.1755
SCHEDULE B - OCEU SALARY RANGE INCREASES
Office Leader-018 J000620 018/O 3 39,502 41,872 44,384 47,047 49,870 52,923 3 40,687 43,128 45,715 48,459 51,366 54,511 2 41,500 43,990 46,630 49,428 52,393 55,601
1519.29 1610.44 1707.07 1809.51 1918.06 2035.52 1564.87 1658.76 1758.28 1863.80 1975.60 2096.58 1596.17 1691.93 1793.44 1901.07 2015.11 2138.51
18.9911 20.1306 21.3383 22.6189 23.9757 25.4440 19.5609 20.7345 21.9785 23.2975 24.695 26.2073 19.9521 21.1492 22.4181 23.7634 25.1889 26.7314
Warrants Clerk-018 J000942 018/P 3 40,228 42,641 45,199 47,911 50,786 53,896 3 41,435 43,920 46,555 49,349 52,310 55,513 2 42,263 44,799 47,487 50,336 53,356 56,623
1547.22 1640.04 1738.44 1842.75 1953.32 2072.91 1593.64 1689.24 1790.60 1898.03 2011.92 2135.10 1625.51 1723.02 1826.41 1935.99 2052.15 2177.80
19.3402 20.5005 21.7305 23.0344 24.4164 25.9114 19.9204 21.1155 22.3824 23.7254 25.1489 26.6888 20.3188 21.5378 22.8301 24.1999 25.6519 27.2226
Storekeeper II-018 J000624 018/Q 3 34,784 36,871 39,083 41,428 43,914 45,319 3 35,828 37,977 40,256 42,670 45,231 46,679 2 36,544 38,737 41,061 43,524 46,136 47,612
1337.85 1418.11 1503.21 1593.37 1689.00 1743.04 1377.99 1460.66 1548.30 1641.17 1739.67 1795.33 1405.55 1489.87 1579.27 1673.99 1774.47 1831.23
16.7231 17.7264 18.7901 19.9171 21.1125 21.7880 17.2248 18.2582 19.3538 20.5146 21.7459 22.4416 17.5693 18.6234 19.7408 20.9249 22.1808 22.8904
Work Projects Coordinator-018 J000529 018/R 3 43,386 45,990 48,748 51,673 54,773 56,489 3 44,687 47,369 50,210 53,223 56,417 58,184 2 45,581 48,317 51,214 54,288 57,545 59,348
1668.68 1768.83 1874.92 1987.42 2106.67 2172.67 1718.74 1821.89 1931.16 2047.05 2169.87 2237.85 1753.11 1858.33 1969.79 2087.99 2213.26 2282.60
20.8585 22.1103 23.4365 24.8428 26.3333 27.1583 21.4842 22.7736 24.1396 25.5881 27.1233 27.9731 21.9139 23.2291 24.6223 26.0999 27.6658 28.5325
General Helper-020 J000630 020/D 3 33,446 3 34,450 2 35,139
1286.39 1324.98 1351.48
16.0799 16.5623 16.8935
Custodial Worker-020 J001524 020/E 3 34,116 36,181 38,249 40,312 42,378 44,448 3 35,139 37,266 39,397 41,522 43,650 45,781 2 35,842 38,012 40,184 42,352 44,523 46,697
1312.14 1391.57 1471.12 1550.47 1629.94 1709.52 1351.50 1433.32 1515.25 1596.98 1678.83 1760.81 1378.54 1461.98 1545.56 1628.92 1712.41 1796.02
16.4018 17.3946 18.3890 19.3808 20.3742 21.3690 16.8938 17.9165 18.9406 19.9623 20.9854 22.0101 17.2317 18.2748 19.3194 20.3615 21.4051 22.4503
Custodial Worker Senior-020 J001525 020/F 3 34,774 36,861 39,072 41,416 43,902 45,307 3 35,817 37,966 40,244 42,659 45,219 46,666 2 36,533 38,726 41,049 43,512 46,123 47,599
1337.46 1417.72 1502.77 1592.93 1688.53 1742.56 1377.58 1460.25 1547.85 1640.72 1739.18 1794.84 1405.13 1489.45 1578.81 1673.54 1773.97 1830.74
16.7182 17.7214 18.7846 19.9117 21.1066 21.7820 17.2197 18.2531 19.3482 20.509 21.7398 22.4355 17.5641 18.6182 19.7351 20.9192 22.1746 22.8842
Mobile Unit Custodial Worker-020 J000631 020/G 3 37,199 39,306 41,539 43,907 46,416 47,835 3 38,315 40,485 42,785 45,225 47,809 49,270 2 39,081 41,295 43,641 46,129 48,765 50,255
+ $1/hr 1430.73 1511.78 1597.66 1688.74 1785.25 1839.79 1473.65 1557.13 1645.59 1739.41 1838.81 1894.99 1503.12 1588.27 1678.51 1774.19 1875.58 1932.89
17.8841 18.8972 19.9708 21.1093 22.3156 22.9974 18.4206 19.4641 20.5699 21.7426 22.9851 23.6873 18.789 19.8534 20.9813 22.1774 23.4448 24.1611
General Maintenance Mechanic-
023
J000674 023/A
3 42,364 44,906 47,600 50,457 53,484 55,166 3 43,635 46,253 49,028 51,970 55,088 56,821 2 44,508 47,178 50,009 53,010 56,190 57,957
1629.38 1727.15 1830.79 1940.64 2057.07 2121.76 1678.26 1778.97 1885.71 1998.86 2118.78 2185.41 1711.83 1814.55 1923.42 2038.84 2161.16 2229.12
20.3673 21.5894 22.8848 24.2580 25.7134 26.5220 20.9783 22.2371 23.5714 24.9857 26.4848 27.3177 21.3978 22.6818 24.0428 25.4854 27.0145 27.864
Skilled Maintenance Mechanic II-
023
J000678 023/C
3 49,260 52,216 55,348 58,669 62,189 64,105 3 50,738 53,782 57,009 60,429 64,055 66,028 2 51,752 54,858 58,149 61,637 65,336 67,349
1894.61 2008.30 2128.77 2256.49 2391.90 2465.58 1951.44 2068.55 2192.64 2324.19 2463.65 2539.55 1990.47 2109.92 2236.49 2370.67 2512.93 2590.34
23.6826 25.1038 26.6097 28.2062 29.8987 30.8198 24.393 25.8569 27.4079 29.0523 30.7957 31.7444 24.8809 26.374 27.9561 29.6334 31.4116 32.3793
General Helper-023 J000673 023/D 3 33,446 3 34,450 2 35,139
1286.39 1324.98 1351.48
16.0799 16.5623 16.8935
SCHEDULE B - OCEU SALARY RANGE INCREASES
Painter-023 J001526 023/F 3 49,231 52,185 55,316 58,636 62,153 64,067 3 50,708 53,750 56,976 60,395 64,018 65,989 2 51,722 54,826 58,115 61,603 65,298 67,309
1893.50 2007.11 2127.54 2255.22 2390.51 2464.12 1950.30 2067.33 2191.37 2322.88 2462.23 2538.04 1989.31 2108.67 2235.20 2369.34 2511.47 2588.80
23.6687 25.0889 26.5943 28.1903 29.8814 30.8015 24.3788 25.8416 27.3921 29.036 30.7778 31.7255 24.8663 26.3584 27.94 29.6167 31.3934 32.36
Skilled Maintenance Mechanic
Carpenter-023
J001527 023/G
3 60,706 64,348 68,210 72,302 76,640 79,885 3 62,527 66,279 70,256 74,471 78,939 82,281 2 63,778 67,604 71,661 75,960 80,518 83,927
2334.85 2474.93 2623.45 2780.84 2947.70 3072.49 2404.90 2549.18 2702.15 2864.27 3036.13 3164.66 2453.00 2600.16 2756.20 2921.55 3096.86 3227.96
29.1856 30.9366 32.7931 34.7605 36.8463 38.4061 30.0612 31.8647 33.7769 35.8033 37.9517 39.5583 30.6624 32.502 34.4525 36.5194 38.7107 40.3495
Skilled Maintenance Mechanic
Electrician-023
J001528 023/H
3 68,003 72,082 76,407 80,992 85,852 89,487 3 70,043 74,245 78,700 83,422 88,427 92,172 2 71,444 75,730 80,274 85,090 90,196 94,015
2615.49 2772.40 2938.75 3115.08 3301.98 3441.82 2693.95 2855.58 3026.91 3208.53 3401.04 3545.08 2747.83 2912.69 3087.45 3272.70 3469.06 3615.98
32.6936 34.6550 36.7344 38.9385 41.2748 43.0228 33.6744 35.6947 37.8364 40.1066 42.513 44.3135 34.3479 36.4086 38.5931 40.9087 43.3633 45.1998
Skilled Maintenance Mech HVAC-
023
J001529 023/I
3 60,660 64,300 68,158 72,247 76,583 79,825 3 62,480 66,229 70,203 74,415 78,880 82,220 2 63,729 67,553 71,607 75,903 80,458 83,864
2333.07 2473.07 2621.47 2778.74 2945.48 3070.19 2403.06 2547.26 2700.11 2862.10 3033.85 3162.30 2451.12 2598.21 2754.12 2919.35 3094.52 3225.54
29.1634 30.9134 32.7684 34.7343 36.8185 38.3774 30.0383 31.8408 33.7514 35.7763 37.9231 39.5287 30.639 32.4776 34.4264 36.4918 38.6816 40.3193
Skilled Maintenance Mechanic
Plumber-023
J001530 023/J
3 68,469 72,578 76,933 81,548 86,442 90,101 3 70,523 74,755 79,241 83,995 89,035 92,804 2 71,934 76,250 80,826 85,675 90,816 94,660
2633.43 2791.46 2958.95 3136.47 3324.68 3465.44 2712.44 2875.20 3047.72 3230.56 3424.42 3569.40 2766.68 2932.71 3108.68 3295.17 3492.91 3640.79
32.9179 34.8932 36.9869 39.2059 41.5585 43.3179 33.9054 35.94 38.0965 40.382 42.8053 44.6175 34.5836 36.6588 38.8584 41.1897 43.6614 45.5098
Central Stock Attendant-023 J000672 023/K 3 43,385 45,988 48,748 51,672 54,772 56,491 3 44,686 47,368 50,210 53,222 56,415 58,186 2 45,580 48,315 51,214 54,287 57,544 59,350
1668.64 1768.79 1874.92 1987.39 2106.63 2172.75 1718.70 1821.85 1931.16 2047.01 2169.83 2237.93 1753.07 1858.29 1969.79 2087.95 2213.22 2282.69
20.8580 22.1098 23.4365 24.8423 26.3328 27.1593 21.4837 22.7731 24.1396 25.5876 27.1228 27.9741 21.9134 23.2286 24.6223 26.0993 27.6653 28.5336
Maintenance Laborer-023 J000675 023/L 3 34,784 36,871 39,083 41,429 43,914 45,319 3 35,828 37,977 40,256 42,672 45,231 46,679 2 36,544 38,737 41,061 43,525 46,136 47,612
1337.85 1418.11 1503.21 1593.41 1689.00 1743.04 1377.99 1460.66 1548.30 1641.21 1739.67 1795.33 1405.55 1489.87 1579.27 1674.04 1774.47 1831.23
16.7231 17.7264 18.7901 19.9176 21.1125 21.7880 17.2248 18.2582 19.3538 20.5152 21.7459 22.4416 17.5693 18.6234 19.7408 20.9255 22.1808 22.8904
Skilled Maintenance Mechanic I-
023
J000676 023/M
3 46,900 49,714 52,697 55,858 59,210 61,066 3 48,307 51,205 54,278 57,534 60,986 62,898 2 49,273 52,230 55,363 58,684 62,206 64,156
1803.85 1912.08 2026.80 2148.38 2277.29 2348.68 1857.96 1969.44 2087.61 2212.83 2345.61 2419.14 1895.12 2008.83 2129.36 2257.09 2392.52 2467.52
22.5481 23.9010 25.3350 26.8548 28.4661 29.3585 23.2245 24.618 26.0951 27.6604 29.3201 30.2392 23.689 25.1103 26.617 28.2136 29.9065 30.844
Safety Dispatcher-023 J000736 023/N 3 41,791 44,817 48,063 51,544 55,278 59,281 3 43,045 46,162 49,505 53,091 56,936 61,059 2 43,906 47,085 50,495 54,152 58,075 62,280
1607.35 1723.74 1848.57 1982.47 2126.08 2280.02 1655.58 1775.46 1904.03 2041.95 2189.86 2348.42 1688.69 1810.97 1942.11 2082.79 2233.66 2395.39
20.0919 21.5468 23.1072 24.7809 26.5760 28.5003 20.6947 22.1932 23.8004 25.5243 27.3733 29.3553 21.1086 22.6371 24.2764 26.0348 27.9207 29.9424
Grounds Equipment Mechanic-024 J000681 024/A
3 42,727 45,291 48,008 50,889 53,942 55,627 3 44,009 46,650 49,449 52,416 55,560 57,296 2 44,890 47,583 50,438 53,464 56,672 58,442
1643.37 1741.97 1846.47 1957.28 2074.70 2139.51 1692.67 1794.23 1901.87 2016.00 2136.94 2203.69 1726.52 1830.11 1939.90 2056.32 2179.68 2247.77
20.5421 21.7746 23.0809 24.4660 25.9337 26.7439 21.1583 22.4278 23.7733 25.1999 26.7117 27.5462 21.5815 22.8764 24.2488 25.7039 27.246 28.0971
General Helper-024 J000680 024/D 3 33,446 3 34,450 2 35,139
1286.39 1324.98 1351.48
16.0799 16.5623 16.8935
SCHEDULE B - OCEU SALARY RANGE INCREASES
Groundskeeper Crew Chief-024 J000682 024/E 3 50,359 53,380 56,583 59,978 63,577 65,571 3 51,870 54,981 58,281 61,777 65,484 67,538 2 52,907 56,081 59,446 63,013 66,794 68,889
1936.88 2053.07 2176.27 2306.84 2445.26 2521.96 1994.98 2114.66 2241.56 2376.05 2518.62 2597.61 2034.88 2156.95 2286.39 2423.57 2568.99 2649.57
24.2109 25.6633 27.2034 28.8355 30.5657 31.5244 24.9373 26.4332 28.0195 29.7006 31.4827 32.4702 25.436 26.9619 28.5799 30.2946 32.1124 33.1196
Groundskeeper Specialist Irrigation-
024
J001011 024/F
3 46,832 49,642 52,620 55,778 59,124 60,973 3 48,237 51,131 54,198 57,451 60,898 62,802 2 49,202 52,154 55,282 58,600 62,116 64,058
1801.23 1909.30 2023.83 2145.29 2274.00 2345.11 1855.27 1966.58 2084.55 2209.65 2342.22 2415.47 1892.37 2005.91 2126.24 2253.84 2389.07 2463.77
22.5154 23.8663 25.2979 26.8161 28.4250 29.3139 23.1909 24.5823 26.0568 27.6206 29.2778 30.1933 23.6547 25.0739 26.578 28.173 29.8633 30.7972
Automobile Mechanic I-024 J001539 024/G 3 45,728 48,472 51,379 54,462 57,730 61,265 3 47,100 49,926 52,921 56,096 59,462 63,103 2 48,042 50,924 53,979 57,218 60,652 64,365
1758.76 1864.30 1976.13 2094.70 2220.40 2356.36 1811.53 1920.23 2035.42 2157.54 2287.01 2427.05 1847.76 1958.63 2076.13 2200.70 2332.76 2475.59
21.9846 23.3038 24.7017 26.1838 27.7550 29.4545 22.6441 24.0029 25.4427 26.9693 28.5877 30.3382 23.097 24.4829 25.9516 27.5087 29.1594 30.9449
Automobile Mechanic II-024 J001348 024/H 3 52,935 56,111 59,477 63,046 66,829 70,923 3 54,523 57,795 61,262 64,938 68,834 73,050 2 55,613 58,951 62,487 66,236 70,211 74,511
2035.95 2158.13 2287.59 2424.86 2570.37 2727.80 2097.03 2222.87 2356.22 2497.60 2647.48 2809.63 2138.97 2267.33 2403.34 2547.56 2700.43 2865.82
25.4494 26.9766 28.5949 30.3107 32.1296 34.0975 26.2129 27.7859 29.4527 31.22 33.0934 35.1204 26.7372 28.3416 30.0418 31.8444 33.7553 35.8228
Groundskeeper I-024 J000683 024/I 3 36,639 38,837 41,167 43,638 46,255 47,733 3 37,738 40,002 42,402 44,947 47,643 49,165 2 38,493 40,802 43,250 45,846 48,596 50,149
1409.20 1493.74 1583.35 1678.39 1779.05 1835.90 1451.47 1538.55 1630.85 1728.74 1832.42 1890.97 1480.50 1569.32 1663.47 1763.31 1869.07 1928.79
17.6150 18.6717 19.7918 20.9798 22.2381 22.9487 18.1434 19.2319 20.3856 21.6092 22.9052 23.6372 18.5063 19.6165 20.7933 22.0414 23.3633 24.1099
Groundskeeper II-024 J000684 024/J 3 39,708 42,089 44,614 47,291 50,129 51,724 3 40,899 43,352 45,953 48,710 51,633 53,275 2 41,717 44,219 46,872 49,684 52,666 54,341
1527.21 1618.80 1715.94 1818.90 1928.04 1989.37 1573.03 1667.37 1767.42 1873.47 1985.88 2049.05 1604.49 1700.71 1802.77 1910.94 2025.60 2090.03
19.0902 20.2350 21.4493 22.7363 24.1005 24.8671 19.6629 20.8421 22.0927 23.4183 24.8235 25.6131 20.0561 21.2589 22.5346 23.8867 25.32 26.1253
Groundskeeper Specialist-024 J000685 024/K 3 45,619 48,355 51,257 54,333 57,592 59,392 3 46,987 49,806 52,795 55,962 59,320 61,174 2 47,927 50,802 53,851 57,082 60,507 62,397
1754.57 1859.82 1971.42 2089.71 2215.09 2284.30 1807.20 1915.62 2030.56 2152.40 2281.55 2352.83 1843.35 1953.93 2071.17 2195.45 2327.18 2399.89
21.9321 23.2478 24.6428 26.1214 27.6887 28.5538 22.59 23.9452 25.382 26.905 28.5193 29.4104 23.0418 24.4241 25.8897 27.4431 29.0897 29.9986
Grounds Equipment Mechanic-050 J000777 050/A
3 43,581 46,197 48,969 51,907 55,022 56,741 3 44,889 47,582 50,438 53,464 56,672 58,443 2 45,787 48,534 51,447 54,533 57,806 59,612
1676.21 1776.79 1883.43 1996.42 2116.21 2182.33 1726.49 1830.09 1939.94 2056.31 2179.70 2247.80 1761.02 1866.70 1978.74 2097.44 2223.29 2292.76
20.9526 22.2099 23.5429 24.9552 26.4527 27.2792 21.5812 22.8762 24.2492 25.7039 27.2463 28.0975 22.0128 23.3337 24.7342 26.218 27.7912 28.6595
General Maintenance Mechanic-
050
J000776 050/B
3 42,364 44,906 47,600 50,457 53,484 55,166 3 43,635 46,253 49,028 51,970 55,088 56,821 2 44,508 47,178 50,009 53,010 56,190 57,957
1629.38 1727.15 1830.79 1940.64 2057.07 2121.76 1678.26 1778.97 1885.71 1998.86 2118.78 2185.41 1711.83 1814.55 1923.42 2038.84 2161.16 2229.12
20.3673 21.5894 22.8848 24.2580 25.7134 26.5220 20.9783 22.2371 23.5714 24.9857 26.4848 27.3177 21.3978 22.6818 24.0428 25.4854 27.0145 27.864
Skilled Maintenance Mechanic II-
050
J000785 050/C
3 49,738 52,723 55,886 59,238 62,793 64,727 3 51,230 54,304 57,562 61,016 64,677 66,669 2 52,254 55,390 58,714 62,236 65,970 68,002
1912.99 2027.79 2149.45 2278.40 2415.11 2489.51 1970.38 2088.63 2213.94 2346.75 2487.57 2564.20 2009.78 2130.40 2258.21 2393.69 2537.32 2615.48
23.9123 25.3474 26.8681 28.4800 30.1889 31.1189 24.6297 26.1078 27.6742 29.3344 31.0946 32.0524 25.1223 26.63 28.2277 29.9211 31.7165 32.6935
General Helper-050 J000775 050/D 3 33,446 3 34,450 2 35,139
1286.39 1324.98 1351.48
16.0799 16.5623 16.8935
SCHEDULE B - OCEU SALARY RANGE INCREASES
Skilled Maintenance Mech
Carpenter-050
J001531 050/F
3 60,706 64,348 68,210 72,302 76,640 79,885 3 62,527 66,279 70,256 74,471 78,939 82,281 2 63,778 67,604 71,661 75,960 80,518 83,927
2334.85 2474.93 2623.45 2780.84 2947.70 3072.49 2404.90 2549.18 2702.15 2864.27 3036.13 3164.66 2453.00 2600.16 2756.20 2921.55 3096.86 3227.96
29.1856 30.9366 32.7931 34.7605 36.8463 38.4061 30.0612 31.8647 33.7769 35.8033 37.9517 39.5583 30.6624 32.502 34.4525 36.5194 38.7107 40.3495
Skilled Maintenance Mech
Electrician-050
J001532 050/G
3 68,003 72,082 76,407 80,992 85,852 89,487 3 70,043 74,245 78,700 83,422 88,427 92,172 2 71,444 75,730 80,274 85,090 90,196 94,015
2615.49 2772.40 2938.75 3115.08 3301.98 3441.82 2693.95 2855.58 3026.91 3208.53 3401.04 3545.08 2747.83 2912.69 3087.45 3272.70 3469.06 3615.98
32.6936 34.6550 36.7344 38.9385 41.2748 43.0228 33.6744 35.6947 37.8364 40.1066 42.513 44.3135 34.3479 36.4086 38.5931 40.9087 43.3633 45.1998
Skilled Maintenance Mechanic
HVAC-050
J001533 050/H
3 60,660 64,300 68,158 72,247 76,583 79,825 3 62,480 66,229 70,203 74,415 78,880 82,220 2 63,729 67,553 71,607 75,903 80,458 83,864
2333.07 2473.07 2621.47 2778.74 2945.48 3070.19 2403.06 2547.26 2700.11 2862.10 3033.85 3162.30 2451.12 2598.21 2754.12 2919.35 3094.52 3225.54
29.1634 30.9134 32.7684 34.7343 36.8185 38.3774 30.0383 31.8408 33.7514 35.7763 37.9231 39.5287 30.639 32.4776 34.4264 36.4918 38.6816 40.3193
Skilled Maintenance Mech Plumber-
050
J001534 050/I
3 68,469 72,578 76,933 81,548 86,442 90,101 3 70,523 74,755 79,241 83,995 89,035 92,804 2 71,934 76,250 80,826 85,675 90,816 94,660
2633.43 2791.45 2958.95 3136.47 3324.69 3465.44 2712.43 2875.20 3047.72 3230.57 3424.43 3569.40 2766.68 2932.70 3108.68 3295.18 3492.91 3640.79
32.9179 34.8932 36.9869 39.2059 41.5586 43.3179 33.9054 35.94 38.0965 40.3821 42.8053 44.6175 34.5835 36.6588 38.8585 41.1897 43.6614 45.5098
Groundskeeper I-050 J000779 050/J 3 36,639 38,837 41,167 43,638 46,255 47,733 3 37,738 40,002 42,402 44,947 47,643 49,165 2 38,493 40,802 43,250 45,846 48,596 50,149
1409.20 1493.74 1583.35 1678.39 1779.05 1835.90 1451.47 1538.55 1630.85 1728.74 1832.42 1890.97 1480.50 1569.32 1663.47 1763.31 1869.07 1928.79
17.6150 18.6717 19.7918 20.9798 22.2381 22.9487 18.1434 19.2319 20.3856 21.6092 22.9052 23.6372 18.5063 19.6165 20.7933 22.0414 23.3633 24.1099
Groundskeeper II-050 J000780 050/K 3 39,708 42,089 44,614 47,291 50,129 51,724 3 40,899 43,352 45,953 48,710 51,633 53,275 2 41,717 44,219 46,872 49,684 52,666 54,341
1527.21 1618.80 1715.94 1818.90 1928.04 1989.37 1573.03 1667.37 1767.42 1873.47 1985.88 2049.05 1604.49 1700.71 1802.77 1910.94 2025.60 2090.03
19.0902 20.2350 21.4493 22.7363 24.1005 24.8671 19.6629 20.8421 22.0927 23.4183 24.8235 25.6131 20.0561 21.2589 22.5346 23.8867 25.32 26.1253
Groundskeeper Specialist-050 J000781 050/L 3 45,619 48,355 51,257 54,333 57,592 59,392 3 46,987 49,806 52,795 55,962 59,320 61,174 2 47,927 50,802 53,851 57,082 60,507 62,397
1754.57 1859.82 1971.42 2089.71 2215.09 2284.30 1807.20 1915.62 2030.56 2152.40 2281.55 2352.83 1843.35 1953.93 2071.17 2195.45 2327.18 2399.89
21.9321 23.2478 24.6428 26.1214 27.6887 28.5538 22.59 23.9452 25.382 26.905 28.5193 29.4104 23.0418 24.4241 25.8897 27.4431 29.0897 29.9986
Maintenance Laborer-050 J000782 050/M 3 34,784 36,871 39,083 41,429 43,914 45,319 3 35,828 37,977 40,256 42,672 45,231 46,679 2 36,544 38,737 41,061 43,525 46,136 47,612
1337.85 1418.11 1503.21 1593.41 1689.00 1743.04 1377.99 1460.66 1548.30 1641.21 1739.67 1795.33 1405.55 1489.87 1579.27 1674.04 1774.47 1831.23
16.7231 17.7264 18.7901 19.9176 21.1125 21.7880 17.2248 18.2582 19.3538 20.5152 21.7459 22.4416 17.5693 18.6234 19.7408 20.9255 22.1808 22.8904
Parks Crew Chief-050 J000778 050/N 3 49,865 52,857 56,028 59,390 62,954 64,927 3 51,361 54,442 57,709 61,171 64,842 66,875 2 52,389 55,531 58,863 62,395 66,139 68,212
1917.90 2032.94 2154.92 2284.22 2421.29 2497.20 1975.44 2093.93 2219.57 2352.75 2493.93 2572.11 2014.95 2135.81 2263.96 2399.80 2543.81 2623.55
23.9737 25.4118 26.9365 28.5528 30.2662 31.2149 24.693 26.1741 27.7446 29.4094 31.1741 32.1514 25.1868 26.6976 28.2995 29.9976 31.7976 32.7944
Parks Maintenance Aide-050 J000783 050/O 3 38,837 41,167 43,637 46,256 49,031 50,587 3 40,002 42,402 44,946 47,644 50,502 52,105 2 40,802 43,250 45,845 48,597 51,512 53,147
1493.74 1583.35 1678.35 1779.09 1885.81 1945.67 1538.55 1630.85 1728.70 1832.46 1942.39 2004.04 1569.32 1663.47 1763.27 1869.11 1981.23 2044.12
18.6717 19.7918 20.9793 22.2386 23.5726 24.3209 19.2319 20.3856 21.6087 22.9057 24.2798 25.0505 19.6165 20.7933 22.0409 23.3639 24.7654 25.5515
Skilled Maintenance Mech I-050 J000784 050/P 3 46,900 49,714 52,697 55,858 59,210 61,066 3 48,307 51,205 54,278 57,534 60,986 62,898 2 49,273 52,230 55,363 58,684 62,206 64,156
1803.85 1912.08 2026.80 2148.38 2277.29 2348.68 1857.96 1969.44 2087.61 2212.83 2345.61 2419.14 1895.12 2008.83 2129.36 2257.09 2392.52 2467.52
22.5481 23.9010 25.3350 26.8548 28.4661 29.3585 23.2245 24.618 26.0951 27.6604 29.3201 30.2392 23.689 25.1103 26.617 28.2136 29.9065 30.844
Natural Resources Program
Coordinator J001897 050/120 63,381 67,691 72,294 77,210 82,460 84,919 3 65,283 69,722 74,463 79,526 84,934 87,466 2 66,588 71,116 75,952 81,117 86,633 89,216
2437.74 2603.51 2780.54 2969.62 3171.56 3266.11 2510.87 2681.61 2863.96 3058.71 3266.70 3364.09 2561.09 2735.24 2921.24 3119.88 3332.04 3431.38
30.4718 32.5438 34.7568 37.1203 39.6445 40.8264 31.3859 33.5201 35.7995 38.2339 40.8338 42.0512 32.0136 34.1905 36.5155 38.9986 41.6505 42.8922
Natural Resources Specialist J001898 050/117 54,751 58,474 62,450 66,697 71,232 73,356 3 56,393 60,228 64,324 68,698 73,369 75,556 2 57,521 61,433 65,610 70,072 74,836 77,067
2105.80 2248.99 2401.93 2565.26 2739.69 2616.95 2168.97 2316.46 2473.98 2642.21 2821.89 2906.00 2212.35 2362.79 2523.46 2695.06 2878.32 2964.12
26.3225 28.1124 30.0241 32.0657 34.2462 32.7119 27.1122 28.9558 30.9248 33.0277 35.2736 36.3250 27.6544 29.5349 31.5433 33.6882 35.979 37.0515