HomeMy WebLinkAboutResolutions - 2023.03.02 - 38027
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 Water
Resources Commissioner's Office
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 #2023-2611 _ 23-41
Motion to adopt the attached suggested resolution.
ITEM CATEGORY SPONSORED BY
Collective Bargaining Agreement Gary McGillivray
INTRODUCTION AND BACKGROUND
The Oakland County Employees Union, Affiliated with IBEW Local 58, AFL-CIO
(OCEU/IBEW)represents approximately 135 full-time eligible, non-supervisory employees within the
Water Resources Commissioner. The Human Resources Department, on behalf of the County of
Oakland, has negotiated a three (3) year contract with this group for the period of October 1, 2022,
through September 20, 2025. This agreement addresses the following matters:
• Wage Increases: FY23 - 3%, FY24 - 3% or "Me Too", FY25 - 2% or "Me Too"
• Market adjustments to salaries of seven (7) classifications
• County match and contribution to 457
• Health Care Benefits
• Death Leave
• Commercial Driver's License bonus
• Work schedules, on-call, comp time
• Annual Leave Buy-Back
POLICY ANALYSIS
The agreement was voted on by the union on Wednesday, January 4.
These classifications were identified as being under market through a wage study conducted by HR
and analysis by WRC. The wage adjustment was specifically negotiated between the union and the
county.
The WRC agreement was negotiated separately from the rest of the represented members of
OCEU-IBEW at Oakland County with permission from April Lynch and approval by the union and
WRC. WRC has many different units with very nuanced operations and particularities that required
significantly more time to negotiate. The department advises that this approach produced the most
efficient and productive results for all parties.
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. WRC_Schedule A - Budget Amendment
2. OCEU IBEW WRC CBA 2022-2025
3. OCEU IBEW WRC Summary 2022-2025
4. OCEU IBEW WRC Appendix A - Salaries 2022-2025
5. Attachment to Appendix A - IBEW New Wages 2022
6. OCEU IBEW WRC Appendix B - Benefits 2022-2025
7. OCEU IBEW WRC Appendix C - Uniforms 2022-2025
8. IBEW Salary ScheduleWRC
COMMITTEE TRACKING
2023-02-21 Legislative Affairs and 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 #2023-2611 _ 23-41
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 Water Resources Commissioner's Office
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 of October 1, 2022, through September 30, 2025, for non-supervisory employees in the
Water Resources Commissioner's Office; and
WHEREAS the parties have agreed to a 3% wage increase effective 9/24/2022, 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 non-supervisory employees in the Water Resources
Commissioner's Office.
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 and 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 Water Resources Commissioner's Office.
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. WRC_Schedule A - Budget Amendment
2. OCEU IBEW WRC CBA 2022-2025
3. OCEU IBEW WRC Summary 2022-2025
4. OCEU IBEW WRC Appendix A - Salaries 2022-2025
5. Attachment to Appendix A - IBEW New Wages 2022
6. OCEU IBEW WRC Appendix B - Benefits 2022-2025
7. OCEU IBEW WRC Appendix C - Uniforms 2022-2025
8. IBEW Salary ScheduleWRC
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
Water Resources Commissioner - Fiscal Year 2023 Wage Reopener For Employees Represented By The Oakland County Employees Union, Affiliated With International Brotherhood Of Electrical Workers Local 58, AFL-CIO (OCEU)
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
Drain Equipment (63900) BU 055
R Drain Equipment Drain Commissioner Admin FND63900 CCN6010101 RC631876 PRG149760 630000 Reimbursement Salaries Constr Admin $(222,830)$29,000 $29,000
Total Revenues $(222,830)$29,000 $29,000
E Drain Equipment Drain Commissioner Admin FND63900 CCN6010101 SC702010 PRG149760 702000 Salaries Regular $(156,839)$29,000 $29,000
E Drain Equipment Drain Commissioner Admin FND63900 CCN6010101 SC722900 PRG149760 722000 Fringe Benefit Adjustments $(65,991)$-$-
Total Expenditures $(222,830)$29,000 $29,000
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THE COUNTY OF OAKLAND,
THE OAKLAND COUNTY WATER RESOURCES COMMISIONER
AND
OAKLAND COUNTY EMPLOYEES UNION
Affiliated with IBEW Local 58, AFL-CIO
COLLECTIVE BARGAINING AGREEMENT
October 1, 2022 – September 30, 2025
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AGREEMENT
This Agreement is made and entered into on October 1, 2022, by and between Oakland County,
hereinafter referred to as the “Employer” and the Oakland County Employees Union, affiliated
with IBEW Local 58, AFL-CIO, hereafter 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 the Union, which will best serve the citizens of Oakland County.
The office of the Water Resources Commissioner is referred to as the “department” and the various
units within the department including Water Maintenance North (WMU-N), Water Maintenance
South (WMU-S), Cross Connection (CCU), Systems Control (SCU), Pump Maintenance (PMU),
Sewer Maintenance (SMU), Construction Drain Maintenance (CDM), Retention Treatment Basins
(RTB), Clinton River Water Resource Recovery (CRWRRF), Commerce Township Water
Resource Recovery (CTWRRF), and Walled Lake-Novi Water Resource Recovery (WLNWRRF),
are referred to as the “WRC units.” All employees of the department who are in classifications
represented by the Union are considered the “bargaining unit.”
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, both parties agree to meet at regular intervals at the department
level, at the request of either party, 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 the 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 must be presented at the time the conference is requested. Matters taken up on Special
Conferences must be confined to those included in the agenda. The members of the Union will not
lose time or pay for time spent in such Special Conferences.
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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, or as otherwise agreed to by the parties, at a time agreed to
by both parties in January of each year. Each side shall select no more than three (3) representatives
unless otherwise agreed to by the parties, however, there will be no limit to how many visitors or
special guests to resolve any matters brought before the Committee.
ARTICLE II.RECOGNITION
The Employer recognizes the Union as the exclusive representative of the following listed
classifications for employees employed by the Oakland County Water Resources Commissioner,
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 bargaining unit for which they have been
certified and which the Union is recognized as collective bargaining representative, subject to and
in accordance with the provisions of Act 336 of the Public Acts of 1947, as amended.
Automobile Mechanic I
Automobile Mechanic II
Boiler Mechanic
Chemist
Electrical Systems Coordinator
Electronics Technician I
Electronics Technician II
Electronics Technician III
General Helper
Lake Level Technician
Lead Chemist
Maintenance Laborer – WRC
Maintenance Mechanic I
Maintenance Mechanic II
Meter Mechanic
Pump Maintenance Mechanic I
Pump Maintenance Mechanic II
Skilled Maintenance Mechanic – Plumber
Skilled Maintenance Mechanic – Electrician
Skilled Maintenance Mechanic – HVAC
Water Resource Recovery Crew Leader
Water Resource Recovery Crew Leader – CRWRRF
Water Resource Recovery Operator I
Water Resource Recovery Operator I – CRWRRF
Water Resource Recovery Operator II
Water Resource Recovery Operator II – CRWRRF
Water Resource Recovery Operator Trainee
Water Resource Recovery Operator Trainee – CRWRRF
WRC Crew Leader Pump Maintenance
WRC Crew Leader Sewage Treatment
WRC Crew Leader Water & Sewer
Skilled Maintenance Mechanic – Carpenter
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 the Union members
shall not be discriminated against as such. In addition, 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.
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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 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 will be one Chief Steward and one Alternate Steward for the bargaining group and additional
stewards and alternates for the individual WRC units. All stewards and alternate stewards must
come from the department they represent.
Stewards will be permitted to leave their work after notifying their respective supervisor 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)
5
hours on each regularly 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 the 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 WRC 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
Alternate Chief Steward will not come from the same functional unit.
Stewards may receive but will 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 will 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 membership roles in union activities, and discuss other
union-related matters. County representatives will not interfere with this opportunity or the
Union’s presentation.
ARTICLE VI. 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.
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Step 2: If the grievance is not settled informally, it must then 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
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
the 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 provision of this
Agreement or set a wage rate. The arbitrator shall be bound by the express provisions of this
Agreement. Expenses for arbitration will 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 grade period for answering.
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ARTICLE VII. 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.
Copies of all disciplinary actions related to members of this bargaining unit shall be provided to
the Union.
The Employer will endeavor to hold disciplinary and corrective action discussions in a private area
between the supervisor and the employee.
ARTICLE VIII. BULLETIN BOARD AND ELECTRONIC COMMUNICATION
The Employer must 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 local Union, which shall be restricted to:
a) Notices of Union recreational and social affairs
b) Notices of Union elections
c) Notices of Union appointments and results of Union elections
d) Notices of Union meetings
e) Other notices of bona fide Union affairs which are not political or libelous in nature
Union bulletin boards shall be installed in designated locations that have been mutually agreed
upon by management within the department. A bulletin board shall be placed in every work
location where two or more bargaining members work on a regular basis. The Union shall provide
the bulletin boards, which may be approved by the County. Approval shall not be unreasonably
withheld. The following list is not exhaustive and shall be evaluated as needed annually by the
parties.
a) Public Works (95 West)
b) Pump Maintenance: Pontiac Lake Road, Waterford
c) Water Maintenance South: Eight Mile, Southfield
d) Commerce Water Resource Recovery Facility
e) Walled Lake-Novi Water Resource Recovery Facility
f) Clinton River Water Resource Recovery Facility: N. Opdyke, Pontiac
g) Water Maintenance North and Systems Control Unit: S. Opdyke, Pontiac
h) George W. Kuhn Retention Treatment Basin Facility: Madison Heights
i) WRC Billing Services Office: Dixie Highway, Waterford
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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 IX. 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 department that they are currently employed,
which previously fell under a different county department.
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 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 X. LAYOFF AND RECALL
If any 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 department. The order of layoff
in the department shall be determined based on seniority and capability of performing available
jobs and shall be recalled in the inverse order (refer to Merit Rule 9 – Oakland County Merit
System Handbook). All employees so laid off must 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 are entitled to recall for one year; employees with one but less than two
years seniority are entitled to recall for two years; employees with two or more years of seniority
are entitled to recall for three years.
The Chief Steward, Alternate Steward, and elected stewards for the purpose of layoff and recall to
work following such layoff, only for the term of their office, shall be considered as having more
seniority than any other employee within the bargaining unit. They shall be last to be laid off for
lack of work or funds from the bargaining unit and the first to be recalled to work in the bargaining
unit following such layoff providing they have the then present ability to satisfactorily perform the
available work in such area without additional training.
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
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following such layoff providing they have the then present ability to satisfactorily perform the
available work in such area without additional training.
ARTICLE XI. PROMOTIONS
The Employer will email the Union any bargaining unit positions for which the Employer is taking
applications. The Union may refer applicants for the positions, if available.
Promotions made within the bargaining unit must be carried out in a manner consistent with the
provisions of the Oakland County Merit System.
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 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.
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.
A union representative will be permitted to attend all interviews where any bargaining unit member
is a candidate for employment.
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 XII. 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 XIII. WORK SCHEDULE
In January of each year, the bargaining unit members in all WRC units except for the CRWRRF,
may elect by majority vote, their desire to work a 4/10 schedule versus a 5/8 schedule during or
near the last full pay period in March through or near the last full pay period in September. Any
disagreement regarding the outcome of this vote may be appealed to the Water Resources
Commissioner for their final determination.
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Voting will take place at a location to be determined by the Union and during work hours of the
Tuesday, Wednesday, and Thursday of the second week of January in a staggered schedule to be
presented by the Union so as not to cause an interruption to the critical operations of the
department.
Established shift hours are set forth as follows. The start time of these shifts may be altered by no
more than one (1) hour 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 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 at the water resource recovery facilities, the half hour
total lunch period does not apply to operations staff unless otherwise negotiated.
Employees assigned to work a 4/10 schedule where the holiday falls on a day in which they are
normally scheduled to work shall receive ten (10) hours of holiday pay.
ARTICLE XIV. 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 a non-regularly scheduled
workday and holiday. 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.
When an employee receives a complaint with an associated address and checks a print or uses a
computer to verify the address and that the County maintains structures or services in that area,
and then does not have to respond in person due to that information discovered, the employee will
be compensated a minimum of thirty (30) minutes of overtime pay for working.
In lieu of a minimum call-out pay, employees will be paid one (1) hour of overtime for responding
to calls that only require monitoring of the Sentry Advisor website and do not require dispatching
from their home. If there are multiple Sentry Advisor calls in a night that require monitoring, then
the employee shall be paid one hour per alarm received until the minimum call-out threshold is
achieved. After the minimum call-out is achieved, the employee will be paid for the actual time
worked. This applies to any other remote monitoring sites that do not require dispatching from
home.
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Employees may exchange on-call shifts with another qualified employee with notice to the
supervisors, safety dispatch, or any other notice that may be required to properly and timely
document the upcoming schedule.
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 employee’s 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. Medical visits during an employee’s
overtime shift shall be compensated at the employee’s overtime rate but not to exceed two hours.
Lake Level Technicians are not expected to be available to work unscheduled overtime unless they
are on-call and paid the on-call compensation.
ARTICLE XV. 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 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.
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.
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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 XVI. 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 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.
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 XVII. 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 are required to and do 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.
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ARTICLE XVIII. 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 sex, marital status, race, color, creed, national origin,
religion, political affiliation, or disability.
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 XIX. SAFETY
The Employer agrees to maintain sanitary, safe, and healthful working conditions in accordance
with the Michigan Department of Labor.
The Employer will maintain 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 XX. 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 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 increments of whole hours, and may be used, with pre-approval, for full days and/or short
periods of leave 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.
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ARTICLE XXI. 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 unit chairperson.
Should the Union be dissatisfied with the result of this procedure, the Union may request a Special
Conference under this Agreement. There shall be no 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.
ARTICLE XXII. GENERAL CONDITIONS
The Union must 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.
Except in exigent circumstances, an employee must be given fourteen (14) calendar days’ notice
prior to a permanent change in shift.
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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 ruing 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.
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.
When any position not listed on the wage schedule is filled or established, the Employer may
designate a job classification and rate structure for the position. The Employer shall notify the
Union at such time as the new classification is established. In the even 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.
The Employer will provide the Union with the number of budgeted OCEU/IBEW positions each
fiscal year.
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 System Rules.
The Employer will not use part-time non-eligible employees to displace full-time bargaining unit
employees.
The Employer may in its sole judgment 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 Oakland County Human Resources. Approval
of an early merit increase in one case shall not create a precedent for granting an early merit
increase in any other.
The Employer will notify the Union of changes in bargaining unit job descriptions and if requested
by the Union, the Employer will meet to 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.
County vehicles operated by employees represented by the bargaining unit will be given safety
inspections annually by the Oakland County Department of Central Services, Support Services
Division.
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No inspector of Oakland County shall perform work that bargaining unit employees normally
perform without the express written consent of the Union, however, the inspectors assigned to the
Construction Drain Maintenance Unit and Sewer Maintenance Unit may perform drain
inspections. The Union will be notified in advance of this occurring. If any issues occur, they may
be brought directly to HR/Labor Relations for proper resolution of the issue.
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 the department to schedule voting so as
not to cause an interruption to day-to-day operations.
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.
ARTICLE XXV. ECONOMIC MATTERS
The agreement between the parties on economic matters are set forth in the appendix attached
hereto and is incorporated in this Collective Bargaining Agreement, subject to the terms and
conditions thereof.
ARTICLE XXVI. NO STRIKE – NO LOCK-OUT
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 lock-out 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 1, 2022, to midnight on
September 30, 2025. The Agreement shall be automatically renewed from year to year thereafter
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unless either party notifies 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 Oakland County for continued operation.
OAKLAND COUNTY EMPLOYEES UNION COUNTY OF OAKLAND, a Michigan
Affiliated with the IBEW LOCAL 58, AFL-CIO Constitutional Corporation
Dave Schlak, OCEU President David T. Woodward, Chairperson
Oakland County Board of Commissioners
Paul Van Oss, IBEW LU 58 Business Manager
____________________________________
Ric Preuss, IBEW LU 58 Business Agent
THE OFFICE OF THE OAKLAND COUNTY
WATER RESOURCES COMMISSIONER
Jim Nash, Water Resources Commissioner
OCEU/IBEW SUMMARY OF AGREEMENT
WATER RESOURCES COMMISSIONER
•3% Wage increase FY 2023, effective 10/1/2022 – Retro is on wages only
•3% wage increase FY 2024; or Me Too with non-represented
•2% Wage increase FY 2025; or Me Too with non-represented
•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 are required to obtain/maintain a CDL utilized for
department needs
•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; add Skilled Maintenance Mechanic Carpenter
classification
•Updated Dues Check-off language to include agreement if Right to Work is repealed
•Update to Grievance Procedures
•Added Discipline Procedure Article
•Updated Bulletin Board Article to include Electronic Communications language
•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 Access to Employees and Facilities
•Added an Article regarding Certifications and License Expenses
•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; with the exception of
employees at the Clinton River Water Resource Recovery Facility
•Ability for Individual Compensation Review
•Ability for filed staff to limit lunch to ½ hour paid and forego the ½ hour unpaid portion
•Added Article allowing members to vote on contract related issues during working hours
•Ability to participate in Annual Leave Buy-Back twice per calendar year
•Apprenticeship Program – Commitment to continue partnering in this endeavor
APPENDIX A – SALARY SCHEDULE
WATER RESOURCES COMMISSIONER
For FY2023, all bargaining unit members shall receive a 3% wage increase.
The following classifications also receive a market adjustment across all steps up to the Year 6
salary. This wage schedule is included on the next two pages.
•Maintenance Laborer – WRC
•Maintenance Mechanic I
•Maintenance Mechanic II
•WRC Crew Leader – Water & Sewer
•Pump Maintenance Mechanic I
•Pump Maintenance Mechanic II
•WRC Crew Leader – Pump Maintenance
For FY2024, all bargaining unit members shall receive a 3% wage increase. Should a general wage
increase greater than 3% be provided to the general, non-represented employee group for FY2024,
then this bargaining unit would be entitled to the same increase, at the same time and in the same
manner.
For FY2025, all bargaining unit members shall receive a 2% wage increase. Should a general wage
increase greater than 2% be provided to the general, non-represented employee group for FY2025,
then this bargaining unit would be entitled to the same increase, at the same time and in the same
manner.
Classification Year 1 (01)Year 2 (12)Year 3 (24)Year 4 (36)Year 5 (48)Year 6 (60)
Automobile Mech. I 1,758.76$ 1,864.30$ 1,976.13$ 2,094.70$ 2,220.40$ 2,356.36$
Automobile Mech. II 2,035.95$ 2,158.13$ 2,287.59$ 2,424.86$ 2,570.37$ 2,727.80$
Boiler Mech.-WRC 2,474.69$ 2,615.76$ 2,764.88$ 2,922.47$ 3,089.01$ 3,315.65$
Chemist 2,064.32$ 2,188.71$ 2,313.54$ 2,438.21$ 2,562.84$ 2,687.39$
Electrical Systems Coord.2,644.76$ 2,800.14$ 2,968.18$ 3,146.26$ 3,335.02$ 3,476.21$
Electronics Technician I 1,735.43$ 1,839.58$ 1,949.91$ 2,066.93$ 2,190.93$ 2,259.62$
Electronics Technician II 1,908.35$ 2,022.88$ 2,144.22$ 2,272.89$ 2,471.05$ 2,484.32$
Electronics Technician III 2,098.07$ 2,223.97$ 2,357.39$ 2,498.86$ 2,648.80$ 2,731.09$
General Helper 1,286.39$
Lake Level Technician 1,877.89$ 1,990.56$ 2,110.00$ 2,236.60$ 2,370.78$ 2,475.37$
Lead Chemist 2,270.76$ 2,407.58$ 2,544.89$ 2,682.00$ 2,819.15$ 2,956.14$
Maint. Laborer-WRC 1,570.66$ 1,655.75$ 1,740.84$ 1,825.92$ 1,911.01$ 1,996.10$
Maint. Mech. I 1,778.71$ 1,860.83$ 1,942.96$ 2,025.09$ 2,107.22$ 2,189.34$
Maint. Mech. II 2,011.00$ 2,084.83$ 2,158.67$ 2,232.50$ 2,306.34$ 2,380.17$
Meter Mech. 1,645.58$ 1,744.31$ 1,848.97$ 1,959.89$ 2,077.47$ 2,141.29$
Pump Maint. Mech. I 1,836.33$ 1,921.01$ 2,005.66$ 2,090.31$ 2,174.97$ 2,259.62$
Pump Maint. Mech. II 2,013.57$ 2,107.35$ 2,201.13$ 2,294.90$ 2,388.68$ 2,482.46$
Skilled Maint. Mech.-Electrician 2,615.49$ 2,772.40$ 2,938.74$ 3,115.08$ 3,301.98$ 3,441.83$
Skilled Maint. Mech.-HVAC 2,333.07$ 2,473.07$ 2,621.47$ 2,778.74$ 2,945.48$ 3,070.19$
Skilled Maint. Mech.-Plumber 2,633.43$ 2,791.45$ 2,958.95$ 3,136.47$ 3,324.69$ 3,465.44$
Water Res Rec Crew Leader 2,088.37$ 2,213.71$ 2,346.49$ 2,487.30$ 2,327.52$ 2,718.60$
Water Res Rec Crew Leader-CRWRRF 2,088.37$ 2,213.71$ 2,346.49$ 2,487.30$ 2,327.52$ 2,718.60$
Water Res Rec Oper I 1,737.18$ 1,841.40$ 1,951.89$ 2,068.99$ 2,193.15$ 2,262.40$
Water Res Rec Oper I-CRWRRF 1,737.18$ 1,841.40$ 1,951.89$ 2,068.99$ 2,193.15$ 2,262.40$
Water Res Rec Oper II 2,000.11$ 2,120.13$ 2,247.34$ 2,382.15$ 2,525.09$ 2,603.80$
Water Res Rec Oper II-CRWRRF 2,000.11$ 2,120.13$ 2,247.34$ 2,382.15$ 2,525.09$ 2,603.80$
Classification Year 1 (01)Year 2 (12)Year 3 (24)Year 4 (36)Year 5 (48)Year 6 (60)
Water Res Rec Oper Trainee 1,500.63$ 1,591.55$ 1,682.46$
Water Res Rec Oper Trainee-CRWRRF 1,500.63$ 1,591.55$ 1,682.46$
WRC Crew Leader-Pump Maint.2,151.70$ 2,270.08$ 2,388.46$ 2,506.84$ 2,625.22$ 2,743.60$
WRC Crew Leader-Water & Sewer 2,085.91$ 2,170.51$ 2,255.12$ 2,339.72$ 2,424.32$ 2,508.92$
APPENDIX B – FRINGE BENEFITS
WATER RESOURCES COMMISSIONER
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 Regulations 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 $0.75 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.
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.
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 Buy-Back – Employees represented by this bargaining unit shall be eligible to
participate in the vacation buy-back incentive twice per year, April and November.
457 Deferred Compensation – The County will make a one-time $500 contribution to
participating members’ 457 account. Non-participating members will have ninety (90) days from
the contract passing the Board of Commissioners to sign up for a 457 account and will receive
the one-time $500 County contribution.
County to increase 457 match from $500 to $1,500 for participating members.
Health Care Benefits –
FY 2023: increase $10 employee by-weekly contributions
FY 2024: no changes
FY 2025: increase prescription copays to $10/$30/$50
APPENDIX C – UNIFORM BENEFITS
WATER RESOURCES COMMISSIONER
Employees shall be provided with the following WRC uniforms. Weekly laundry of Uniform items
(excluding logo items) will be provided at Employer expense. All other items to be laundered will
be the responsibility of the employee.
Employees will be provided with eleven (11) sets of uniform shirts and pants. Cotton coveralls can
be substituted for any number of a set of shirt and pants. The following options are available for
shirts:
a) Short sleeve
b) Long sleeve
c) Logo short sleeve
d) Logo long sleeve
e) Logo sweatshirt
Employees will also be provided with the following:
a) One wool cap
b) One Carhartt, or comparable quality brand if Carhartt is unavailable, winter bib overalls
c) Three pairs of logo shorts (as permitted by unit)
d) Winter gloves, as needed
e) One high-quality raincoat provided upon request
Employees will be provided with the following coat options.
a) High-visibility winter coat; and
b) Carhartt (or comparable quality brand if Carhartt is unavailable); and
c) Three-season jacket or a zip-up hooded sweatshirt
Safety/Work Boots. All employees must have safety boots that meet the ASTM-F2413-18
standard. They are to be purchased by the employee who will be reimbursed up to $275 per
calendar year.
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. Orders are placed twice per year, in spring and in fall and timeliness of receipt of
orders is subject to availability.
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