HomeMy WebLinkAboutResolutions - 2008.04.10 - 9384Resolution #08054 March 20. 2008
March 20, 2008
MISCELLANEOUS RESOLUTION #08054
BY: Personnel Committee. Thomas Middleton. Chairperson
IN RE: HUMAN RESOURCES DEPARTMENT — FISCAL YEAR 2008-2009 LABOR
AGREEMENT FOR EMPLOYEES REPRESENTED BY THE AMERICAN
FEDERATION OF STATE, COUNTY AM) MUNICIPAL EMPLOYEES (AFSCME),
COUNCIL 25, LOCAL 2437
To the Oakland County Board of Commissioners
Chairperson, Ladies and Gentlemen:
WHEREAS the County of Oakland and the Aineriean Federation of State. County and
Municipal Employees have been negotiating a contract covering approximately 112 Family
Court employees; and
WHEREAS a two year agreement has been reached for the period October 1, 2007..
through September 30, 2009, and said agreement has been reduced to writina; and
WHEREAS this agreement provides for a 1% increase for Fiscal Year 2008, and
effective with the execution of this aareement, an additional 1% increase shall be provided to
employees classified as Deputy Register IL and
WHEREAS employees represented by this bargaining unit shall receive the same general
increase as approved by the Board of Commissioners for the general non-represented employees
to take effect during Fiscal Year 2009, with the employees in the Deputy Register II
classification receiving an additiona; 1% increase during Fiscal Year 2009; and
WHEREAS the employees represented by this bargaining unit shall have health care
benefit contributions as provided for in Misc. Resolution 06:14 effective with the execution of
this agreement for 2008, and applied at the same time and in the same manner as the general
non-represented employees for 2009: and
WHEREAS the agreement has been reviewed by your Personnel Committee, which
recommends approval of the agreement.
NOW THEREFORE BE II RESOLVED that the Board of Commissioners approves the
proposed agreement between the County of Oakland and AlaSCME Council 25, Local 2437,
covering the period of October 1, 2007, through September 30. 2009, and that the Board
Chairperson on behalf of the County of Oakland, is authorized to execute said agreement as
attached.
Chairperson, on behalf of the Personnel Committee, I move the adoption of the foregoing
resolution.
PERSONNEL COMMITTEE
Personnel Committee Vote:
Motion carried unanimously on a roil call vote with Suarez and Coleman absent
The Chairperson referred the resoiution to tine Finance Committee. There were no objectons.
SUMMARY OF AGREEMENT
BETWEEN
THE COUNTY OF OAKLAND
AND
AFSCME LOCAL 2437
FISCAL YEAR 2008 - 2009
MARCH 12, 2008
Duration:
Wages:
Benefits:
2 year agreement (October 1, 2007 - September 30, 2009)
FY 2008 - 1% increase effective with the first pay period and an
additional 1% for Deputy Register II position
FY 2009 — Me, too with general non-represented employees and an
additional 1% for Deputy Register II position
Effective with the execution of this contract, the employees in the
bargaining unit shall make the following health care contributions
(contributions are bi-weekly, pre-tax):
Employees Hired Prior to May 31, 2003
1 Person 2 Person Family
PPO $20 $42 $50
POS $16 S32 $38
CMM $ 4 $10 $16
HAP $33 857 $63
Traditional BC/BS* $33 S57 $63
* Traditional BC/BS is no longer an option for open enrollment. Only
available to those with traditional coverage prior to January 1, 1997.
Employees Hired On or After May 31, 2003
1 Person 2 Person Family
PPO $32 $65 $75
POS $26 $52 $60
ClvfM $ 8 $20 $32
NOTE: Health care contributions for employees hired on or after May 31,
2003, remain the same with the exception of the CMM contribution.
Benefits Continued:
Effective January 1, 2009, the employees in the bargaining unit shall
make the following health care contributions (contributions are bi-weekly,
pre-tax):
1 Person 2 Person Family
PPO $32 $65 $75
POS $26 $52 $60
CMM $ 8 $20 $32
HAP* $52 $89 $94
Traditional BC/BS** $52 $89 $94
* HAP is only an option for employees hired prior to May 31, 2003.
** Traditional BC/BS is no longer an option for open enrollment. Only
available to those with traditional coverage prior to January 1, 1997.
OAKLAND COUNTY CIRCUIT COURT/FAMILY COURT
AND
THE AMERICAN FEDERATION OF STATE, COUNTY
AND MUNICIPAL EMPLOYEES, AFL-CIO COUNCIL 25,
LOCAL 2437
COLLECTIVE BARGAINING AGREEMENT
2007 - 2009
AGREEMENT
This Agreement entered into this day of , 2008 by and between Oakland County
Family Court (hereinafter referred to as the "Employer") and Council 25 and its affiliated Local Union,
No. 2437, AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES,
AFL-CIO, (hereinafter jointly referred to as the "Union" and individually referred to as the Local
Union Number).
I. RECOGNITION
The Employer recognizes the Union as the exclusive representative of the employees of the Oakland
County Family Court for the purposes of collective bargaining with respect to rates of pay, wages, hours of
employment and other terms and conditions of employment and other terms and conditions of employment, in
the following bargaining unit for which they have been certified, and in which the Union is recognized as
collective bargaining representative, subject to and in accordance with the provisions of Act 336 of the Public
Acts of 1947 and Act 379 of the Public Acts of 1965.
All employees of the Oakland County Probate Court who were previously represented by the bargaining
Unit and who have been transferred to the Family Division of the Circuit Court in the Administrative Merger.
11. PURPOSE AND INTENT
The general purpose of the Agreement is to set forth certain terms and conditions of employment,
and to promote orderly and peaceful labor relations for the mutual interest of the Employer, its employees and
the Union.
The parties recognize that the interest of the community and the job security of the employees depend
upon the Employer's success in establishing, and the Union's success in rendering proper services to the public.
To these ends, the Employer and the Union encourage to the fullest degree friendly and cooperative
relations at all levels and among all employees.
The parties recognize that the Employer is legally and morally obligated to guarantee to all citizens a
fair and equal opportunity for employment, and to these ends agree that no person shall be denied employment
or membership in the Union, nor in any way be discriminated against because of sex, age, race, color, creed,
national origin, political or religious beliefs.
III, MANAGEMENT RIGHTS
The rights to hire, promote, discharge or discipline for just cause, and to maintain discipline and
efficiency of employees, is the sole responsibility of the Employer except that Union Members shall not
be discriminated against as such. In addition, the work schedules, methods and means of department
operations are solely and exclusively the responsibility of the Employer, subject, however, to the
provisions of this Agreement.
IV. ADOPTION BY REFERENCE OF RELEVANT PERSONNEL POLICIES
All benefits and policies provided for in the Oakland County Merit System, which incorporates the
Oakland County Merit System Rule Book_ as amended or changed from time to time by resolution of the
Oakland County Board of Commissioners, are incorporated herein by reference and made a part hereof
to the same extent as if they were specifically set forth. except to the extent that any such benefits and
policies are inconsistent with this Agreement.
V. AID TO OTHER UNIONS
Section I.
The Employer agrees and shall cause its designated agents not to aid, promote, or finance any other
labor group or organization which purports to engage in collective bargaining or to make any agreement with
any such organization or group for the purpose of undermining the Union.
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Section 2.
The Union agrees not to make agreements with any other union for the purpose of coercing the
Employer.
VI. DUES CHECK-OFF
(a) The Employer agrees to deduct the union membership initiation fee and dues once each
month, from the pay of those employees who individually authorize in writing that such deductions be made.
All authorizations delivered to the Employer prior to the first day of the month shall become effective during
that succeeding month. Check-off monies will be deducted from the second paycheck of each month Emd shall
be remitted together with an itemized statement to the local treasurer, within fourteen (14) days after the
deductions have been made.
(b) An employee shall cease to be subject to check-off deductions beginning with the
month immediately following the month in NNthich he/she is no longer a member of the bargaining unit.
However, an employee shall continue to be subject to check-off deductions which are authorized when the
employee may be transferred from this bargaining unit to another bargaining unit represented by Local 243 7,
Council 25, American Federation of State. County and Municipal Employees.
(c) Any employee may voluntarily cancel or revoke the Authorization for Check-Off deduction
upon written notice to the Employer and the Union. Such Voluntary withdrawal from payroll deduction of
Union Dues may only occur during the period December 16 through December 31 of any calendar year.
(d) The union will protect and save harmless the Employer from any and all
claims, demands, suits and other forms of liability by reason of action taken by the Employer for the purpose of
complying with this section.
e) The Employer agrees to deduct from the wages of any employee who is a member of this Union
a P.E.O.P.L.E. (Public Employees Organized to Promote Legislative Equality) deduction as provided for in a
written authorization, in accordance with a standard form provided that the said form shall be executed by the
employee. This deduction may be revoked by the employee at any time by giving written notice to both the
County and the Union.
VII. NO STRIKE — NO LOCKOUT
Under no circumstances will the Union cause or authorize or permit its members to cause, nor
will any member of the bargaining unit take part in, any strike, sit down, stay-in or slowdown or any violation
of any State law. In the event of a work stoppage or other curtailment, the Union shall immediately instruct the
involved employees both verbally and in writing, with copies to the employer, that their conduct is in violation
of the contract and that all such persons shall immediately cease the offending conduct.
The Employer will not lockout any employees of the bargaining unit during the tenn of this Agreement.
VIII. BASIS OF REPRESENTATION
Section 1.
There shall be one steward and an alternate steward who must come from the unit they represent.
Stewards will be released from their work, after obtaining approval of their respective supervisors and
recording their time, for the purpose of adjusting grievances in accordance with the grievance procedures and
for reporting to the grievant a change in status of his/her grievance. Approval for stewards to leave their work
stations will not be unreasonably withheld. Stewards win report their time to their supervisor upon returning
from a grievance discussion,
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The privilege of stewards to leave their work during working hours, without loss of pay, is extended
with the understanding that the time will be devoted to the prompt handling of grievances and will not be
abused, and that they will continue to work at their assigned jobs at all times except when permitted to leave
their work to handle grievances.
Section 2.
There shall also be one Chief Steward and one alternate Chief Steward.
Section 3.
There shall be a Grievance Committee consisting of three (3) members of the represented group,
certified in writing to the Employer. Either the Local President or Chief Steward, or both, upon sufficient
notice to the Employer, may substitute for a member or members of the Grievance Committee.
The Employer shall meet whenever necessary, at a mutually convenient time, with the union grievance
committee. The purpose of grievance committee meetings will be to adjust pending grievances, and to discuss
procedures for avoiding future grievances. In addition, the committee may discuss with the Employer other
issues which would improve the relationship between the parties.
Section 4. — Bargaining Committee
The number on the Union Bargaining Committee will be limited to three (3). It is agreed that members
of the Bargaining Committee shall be compensated for sixty (60) hours of collective bargaining time, including
caucus time of either party, such compensation to begin when the parties commence negotiating for
modification of this agreement pursuant to part XIX. Any time spent on collective bargaining beyond the sixty
(60) hours will be on the employee's own time and during normal court hours. Collective bargaining begins
when Management (the employer) is at the table.
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LX. GRIEVANCE PROCEDURE
Section 1.
The Employer and the Union support and subscribe to an orderly method of adjusting employee
grievances. To this end, the Employer and the Union agree that an employee should first bring a problem or
grievance to the attention of his/her immediate supervisor, with or without the steward, and an attempt will be
made to resolve the grievance informally. In the event the steward is called, the employee shall be released
from his/her job duties as soon as possible, and in any event, no later than the beginning of the employee's shift
the next day. The supervisor, the employee and the steward shall meet simultaneously in an attempt to resolve
the matter. Dismissals, suspensions, demotions and disciplinary actions of any type shall be subjects for the
grievance procedure and shall not be matters for the Personnel Appeal Board.
Step I
If the grievance is not settled informally between the employee and his/her immediate supervisor, the
employee shall have the right to discuss the grievance with his/bet steward. If, in the steward's opinion, proper
cause for the complaint exists, the Union shah have the right to submit a written grievance on the complaint to
the immediate supervisor within ten (10i days (excluding Saturday, Sunday and holidays). The written
grievance must be signed by the employee and his/her steward arid receipt acknowledged by the employee's
immediate supervisor.
Step 2
The Employer will give its written reply within ten (1 0) days (excluding Saturday, Sunday and holidays)
of receipt of the written grievance.
Step 3
A grievance not settled at Step 2 may be submitted to the Grievance Committee within five days
(excluding Saturday, Sunday and holidays) of the date of the receipt of the written reply. Any grievance not
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submitted to the Grievance Committee by written notification to the Employer within five days shall be
considered dropped. A meeting on the grievance shall be held by the Grievance Committee within ten (10)
days (excluding Saturday, Sunday and holidays) unless the time is extended by mutual agreement of both
parties.
Step 4
Any matter not settled in Step 3 of the grievance procedure may be submitted to final and binding
arbitration by either of the parties. A request for arbitration must be submitted by written notice to the other
party within fifteen (15) days (excluding Saturday, Sunday and holidays) after the Grievance Committee
meeting. Expenses for arbitration shall be borne equally by both parties.
An arbitrator will be utilized from a rotating list agreed to by the parties. The arbitrator shall have no
power or authority to add to, subtract from, alter or modify the terms of this agreement, or set a wage rate.
Section 2.
The time limits specified hereinafter for movement of grievance through the process shall be strictly
adhered to. In the event that a grievance is not appealed within the particular specified time limit, it shall be
deemed to be settled on the basis of the Employer's last answer. In the event that the Employer shall fail to
supply the Union with its answer to the particular step within the specified time limits, the grievance shall be
deemed automatically positioned for appeal at the next step with the time limit for exercising said appeal
commencing with the expiration of the grace period for answering.
Section 3.
All specified time limits herein shall consist only of Family Court work days Monday through Friday.
Section 4.
Each grievance shall have to be initiated within ten (10) days (excluding Saturday, Sunday and holidays)
of each occurrence of the cause of complaint or. if neither the aggrieved nor the Union had knowledge of said
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occurrence at the time of its happening, then within ten (10) days (excluding Saturday, Sunday and holidays)
after the Union or the aggrieved becomes aware of the cause for complaint.
X. BULLETIN BOARD
The employer shall assign appropriate space on bulletin boards which shall be
used by the Union for posting notices, bearing the written approval of the president of the Union local, which
shall be restricted to:
(a) Notices of Union recreational and social affairs;
(b) Notices of Union elections;
(c) Notices of Union appointments and results of Union elections;
(d) Notices of Union meetings
( e) Other notices of bona fide Union affairs which are not vulgar, obscene, political or libelous in
nature.
XI. SENIORITY
New employees may acquire seniority by working six (6) continuous months, in
which event the employee's seniority will date back to date of hire into the Court, excluding time worked
outside the Court with the exception noted below. When the employee acquires seniority, their name shall be
placed on the seniority list, in the order of their seniority date.
Exception. For employees hired or transferred to the Court prior to 1/1/90, seniority for purposes of
establishing layoff priority shall include the total time period in which the employee performed work within
Probate Court, Children's Village, and Camp Oakland prior to 1/1)90. This combined seniority can be utilized
during the period of any layoff as described in Article XII (a).
An up-to-date seniority list shall be furnished to the Union every six (6) months.
0
An employee shall lose their seniority for the following reasons:
(a) If the employee resigns or retires;
(b) If the employee is discharged, and not reinstated:
(c) If the employee is absent from work for three (3) consecutive working days, without properly
notifying the Employer, unless a satisfactory reason is given;
(d) If the employee does not return to work at the end of an approved leave;
(e) If the employee does not return to work when recalled from a layoff except that, an employee
shall not lose seniority if within three (3) days of receipt of notice of recall to work, he or she
gives a written notice to the Employer of their intent to return to work within five (5) days of the
receipt of such notice and does return within the five (5) day period. Consideration may be given
by the Employer of reasons given by the employee who has given notice but fails to return
within the five (5) day period.
XII. LAYOFF. RECALL. AND TRANSFERS
(a) If and when it becomes necessary for the Employer to reduce the number of employees in the
work force, the employees will be laid off in reverse order of their seniority, based on capability
of performing available jobs and shall be recalled in the order of their seniority,
(b) The Court agrees to notify the Union and its Council 25 when the employer's decision is made of
any anticipated layoff. Such notification will occur within ten (10) working days of reaching the
layoff decision.
(c) Right to recall shall be limited to the length of the employee's service, with a minimum of six (6)
months and a maximum of three (3) years.
(d) If and when an employer is permanently transferred to another division in or out of the
bargaining unit, the President or Chief Steward shall be notified of said transfer by the Employer,
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If the employee is thereafter transferred back to the bargaining unit they shall have as their
seniority date the seniority date they had at the time of the transfer.
XIII. TEMPORARY CHANGE OF RATE
When an employee's temporary assignment includes taking over the ultimate responsibilities inherent in
a higher level job, the base salary for the classification assigned will be paid to the employee during the period
the employee is required to work in the higher classification. In the event the base rate of the higher
classification is lower than the employee's regular rate of pay, the employee will be paid the next higher step
that provides an increase over his/her regular rate.
This provision shall not be applied to a temporary assignment that shall last in excess of 30 days. In
such instances, the provisions of Merit Rule 4.10 regarding Temporary Change of Rate shall be followed.
XIV. PROMOTIONS
(a) Promotions made within the bargaining unit shall be carried out in a manner consistent with the
provisions of the Oakland County Merit System.
(b) Any opportunity for possible promotion within the bargaining unit shall be posted. Notice will
be sent to the Local Union President or his/her designee for posting on the Union bulletin board.
(c) All employees represented by this bargaining unit who meet the minimum qualifications shall
have the opportunity to apply.
XV. GENERAL CONDITIONS
Section 1.
The Union shall be notified in advance of anticipated permanent m ajor changes in working conditions
and discussion shall be held thereon.
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Section 2.
The re-employment tights of employees and probationary employees who are veterans will be limited by
applicable laws and regulations.
Section 3.
Employees elected to any permanent full-time union office or selected by the Union to do work which
takes them from their employment with the Family Court, shall at the written request of the Union be granted a
leave of absence without pay. The leave of absence shall not exceed two (2) years, but it may be renewed or
extended for a similar period at any time upon the written request of the Union.
Any employee on approved Union leave of absence will continue to accumulate Union seniority while
on leave but will not receive credit toward "Length of County Service" for fringe benefit purposes under Rule
22, Oakland County Merit Systems.
Section 4.
When any position not listed on the wage schedule is established. the Employer may designate a job
classification and rate structure for the position. In the event the Union does not agree that the classification
rate or structure are proper, the Union shall have the right to submit the issues as a grievance through the
grievance procedure within a sixty (60) day period from the date of the Court's written notification to the
President of Local 2437 that the position has been established.
Section 5.
In the event that any other represented unit other than a unit containing employees eligible for Act 312
Police/Fire Compulsory Arbitration, negotiates a contract with the County of Oakland containing any form of
union security, the same right will automatically be given to the unit covered under this agreement.
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Section 6.
Special conferences will be arranged between the Local President and the Employer upon the request of
either party. Unless otherwise agreed, such meetings shall be between at least two (2) representatives of the
Employer and no more than three (3) representatives of the Union. Unless otherwise agreed, arrangements for
such special conferences shall be made at least (24) hours in advance, and the conference shall be held within
ten (10) working days after the request is made. An agenda of the matters to be taken up at the meeting, together
with the names of the conferees representing the requesting party. shall be presented at the time the conference
is requested. Matters taken up in special conferences shall be confined to those included in the agenda. Such
conferences shall be held during regular working hours. Members of the Union shall not lose time or pay for
time spent in such special conferences and no additional compensation will be paid for such employees for time
spent in such conferences beyond regular working hours.
A representative of Council 25 or a representative of the International Union may attend the special
conference.
Section 7.
If a medical divergence of opinion occurs between the employee's doctor and Management's doctor
with respect to whether the employee is able to return to work from a non-work related illness or injury, the
parties may, by mutual agreement, refer the employee to a clinic or physician mutually agreed upon for a
decision as to whether or not he or she is able to return to work.
The expense of any mutually agreed examination, in accordance with the above provision, shall be paid
one-half by the employee and one-half be the Employer. Employees shall be eligible to request utilization of
this provision only upon posting an amount with the Employer sufficient to cover his or her portion of the
anticipated expenses, or signing a waiver to provide withholding of said amount from any future earnings or
other payments owed to the employee by the Employer.
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If either of the parties disagree on the necessity of the third opinion, the disagreeing party will provide a
letter of explanation to the party for purposes of communication.
Section 8,
Any employee required to work overtime which is not contiguous to the employee's regular work
schedule shall be entitled to a minimum of (2) hours work or pay for weekdays and three (3) hours work or pay
for weekends or holidays at the time-and-one-half rate. (Weekdays are defined as the first five (5) days of work
which are part of an employee's regular work schedule.)
Section 9.
The union president shall be eligible for one (1) hour of release time per day for union business. Such
release time shall be granted providing the employee's normal work load is maintained. Release time for the
union president shall not exceed ten (10) hours within any pay period.
Section 10.
All supplemental agreements shall be subject to the approval of the Employer and the Council and/or
International Union. They shall be approved or rejected within a period of forty-five (45) days following the
date of the agreement between the parties.
Section 11,
Overtime eligibility status for all Youth & Family Caseworker I & IL Youth Assistant Caseworker I & II
and Court Service Officer I & II will be non-exempt. They shall be excluded from the provisions of Merit Rule
2.10.1.2.
XVI. MAINTENANCE OF CONDITIONS
Wages, hours and conditions of employment in effect at the execution of this
agreement shall, except as improved herein, be maintained during the term of this agreement. No employee
shall suffer a reduction in such benefits as a consequence of the execution of this agreement except that some
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benefits may be increased or decreased in the process of negotiations between the parties and made a part of the
final agreement.
XVII. ECONOMIC MATTERS
Wages and Fringe Benefits are attached hereto as Appendix A and Appendix B.
XVIII. RESOLUTION OF ALL MATTERS
The provisions of this labor agreement include resolution of all matters
which remained at the time of settlement as issues of negotiations and upon which settlement was reached.
XIX. DURATION
This agreement shall remain in full force and effect until midnight. September 30, 2009. It shall be
automatically renewed from year to year thereafter unless either party shall notify the other in writing, ninety
(90) days prior to the anniversary date, that it desires to modify this agreement. In the event that such notice is
given, negotiations shall begin not later than sixty (60) days prior to the anniversary date. This Agreement shall
remain in full force and be effective during the period of negotiations and until notice of termination of this
agreement is provided to the other party in the manner set forth in the following paragraph.
In the event that either party desires to terminate, this agreement. written notice must be given to the
other party no less than ten (10) days prior to the desired termination date which shall not be before the
anniversary date set forth in the preceding paragraph.
It is agreed and understood that the provisions contained herein shall remain in full force and effect so
long as they are not in violation of applicable statutes and ordinances and remain within the jurisdiction of the
Oakland County Family Court.
The Union recognizes the right and duty of the Family Court to operate and manage its jurisdiction of
the Oakland County Family Court.
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The Union recognizes the right and duty of the Family Court to operate and manage its affairs in
accordance with the State of Michigan Constitutional provisions and statutes and such Constitutional provisions
and statutes shall take precedence over any conflicting provisions which might be contained in this Agreement.
If any article or section of this agyeement or any appendix or supplement thereto should be held invalid by any
Constitutional provision, operation of law or by any tribunal of competent jurisdiction, or if compliance with or
enforcement of any article or section should be restrained by such tribunal, the remainder of this Agreernent
shall not be affected.
COUNTY AND MUNICIPAL EMPLOYEES
METROPOLITAN COUNCIL NO. 25
AFL-CIO, LOCAL 243
OAKLAND COUNTY CIRCUIT COURT
Wendy Potts, Chief Circuit Court Judge
OAKLAND COUNTY BOARD OF COMMISSIONERS
Bill Bullard, Jr.. Chairperson
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CIRCUIT COURT/FAMILY COURT
APPENDIX A
BI-WEEKLY SALARIES -FY 2008
The following merit bi-weekly salary schedule shall prevail for the pay period beginning September 29, 2007:
. A csirr ir A T1 I1N
Account Clerk I
Account Clerk II
Case Management Coord
Cashier
Clerk
Court Service Officer I
Court Service Officer II
Deputy Register I
Deputy Register II
General Clerical
Office Assistant
Office Assistant 11
Office Leader
Court Reporter I
Court Reporter II
Secretary I
Youth & Fam Caswkr I
Youth & Farn Caswkr
Youth Asst Casework I
Youth Asst Casework 11
BASE WEAR 2YEAR 3YEAR 4YEAR YEAR 6YEAR
1102.43 1169.04 1235,75 1302,47 136917 1435.96
1222,84 1296.82 1370.81 1444.65 1518.74 1592,53
1478.29 1567.38 1656,72 1746,03 1835.27 1924.47
1102.43 1169.04 1235.75 1302.47 1369.17 1435.96
906.98 963.95 1024.52 1085.31 1145.99 1206.78 1267.28
1222.84 1296.82 1370.81 1444.65 1518.74 1592.53
1344.32 1425.43 1506.75 1587.91 1669.23 1750.40
1160.92 1234.01 1301.34 1371.52 1441,67 1511,97
1235.07 1309.79 1384.52 1459.10 1533.93 1608.46
896.52
1004.45 1066.43 1128.47 1190.49 1252.66 1314.74
1102.43 1169.04 1235.75 1302.47 1369.17 1435.96
1222.84 1296.82 1370.81 1444.65 1518.74 1592.53
1520.46 1612.11 3704.17 1795.87 1887.90 1979.50
1671.70 1772.60 1873.39 1974,51 2075.37 2176.09
1160.92 1231.01 1301.34 1371,52 1441.67 1511.97
1592.84 1688.80 1785.09 1881.10 1977.17 2073.44
1839.47 1950.46 2061.32 2172.52 2.283.48 2394.56
1592.84 1688.80 1785.09 1881.10 1977.17 2073.44
1839.47 1950.46 2061.32 2172.52 2283.48 2394.56
CIRCUIT COURT/FAMILY COURT
APPENDIX A
BI-WEEKLY SALARIES FY2009
Employees represented by this bargaining unit shall be entitled to receive the same general salary increase as
approved by the Oakland County Board of Commissioners to take effective in Fiscal Year 2009 for non-represented
employees. Adjustments, if any, shall be applied at the same time and in the same manner as applied to the
non-represented group.
Deputy Register II shall receive an additional I% effective with the first pay period of Fiscal Year 2009.
CIRCUIT COURT/FAMILY COURT EMPLOYEES
APPENDIX B
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.
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IL
(a) Employees required to drive their personal vehicle on official Family Court business shall receive
mileage reimbursement in accordance with the current IRS rate.
(b) Any previous practice of paying mileage on a "home to home" basis fcir employees working overtime
is eliminated,
(c) In the event there is a Federal Tax placed on gasoline for the purpose of energy conservation, the
employer agrees to discuss the matter with the Union.
HI
Employees working less than 1,000 hours in a calendar year shall not be eligible for fringe benefits or Merit
System Status and shall be considered "Part-time Non-eligible" employees. Part-time eligible employees represented
by Local 2437 as of January 1, 1985 who remain continually employed shall not be affected by this Section as long
as their employment continues to be for more than 520 hours annually.
Iv
The following positions shall be considered permissible equivalents:
(1) Clerk and Office Assistant I and Office Assistant If
(2) Youth & Family Caseworker I & Youth & Family Caseworker II
(3) Youth Assistance Caseworker I & Youth Assistance Caseworker II
(4) Court Service Officer I and Court Service Officer II
(5) Deputy Register I & Deputy Register II
(6) Court Reporter I and Court Reporter H
No vacancy must exist at the "II" level for the employer to promote an employee
who has completed the top of the "I- salary range and who the employer has determined is satisfactorily performing
the job.
20
V
Effective 1/1/95 the flexible benefit plan, as adopted by the Board of Commissioners and in effect for
non-represented employees as of 1/1/95, shall be implemented for employees represented by this bargaining unit.
Effective 1/1/95 the Preferred Provider Prescription Drug Plan as adopted by the Board of Commissioners
and in effect for non-represented employees as of 1/1/95, shall be implemented for employees represented by this
bargaining unit.
Effective 1/1/95 the Defined Contribution Retirement Plan as adopted by the Board of Commissioners
and in effect for non-represented employees as of 1/1/95, shall be implemented for employees represented by
this bargaining unit.
FRINGE BENEFITS: 2008- 2009
The employees represented by this bargaining unit shall have health care benefit contributions as provided
for in Misc. Resolution # 06114 effective with the execution of this nreement for 2008. For calendar year 2009,
these employees shall have the same health care contribution increases as the general non-represented employees,
applied at the same time and in the same manner.
21
Page 1 of 1
Helen Hanger
From: LaVerne Smith Ismithia@co.oakland.rri.us ]
Sent: Tuesday, March 11, 2008 10:09 AM
To: Helen Hanger; weddelh@oakgov.com
Cc: Soave, Tim; Nancy Falardeau
Subject: FVV: Hello
Please note, the resolution below is to delete the MEO positions associated with the Genesee Contract
recently terminated. The resolution need only delete the positions. as the funding has already been deleted
with the Budget Process. The one (1) Toxicologist position that remains is funded by contracts with the
Counties of Bay, Jackson, Lapeer, Saginaw and Tuscola. We've adjusted the budget for this with the FY
2008 1st Quarter Forecast. Therefore, the resolution deleting six (6) MEO Genesee Contract positions and
keeping the one (1) Toxicologist position will not need to be referred to the Finance Committee for further
action.
Any questions, let me know.
Thanks,
LaVerne
Original Message
From: Nancy Falardeau [mailto:falardeaun@oakgov,com]
Sent: Monday, March 10, 2008 2:59 PM
To: Laverne R Smith; Tim Soave
Subject: FW: Hello
FYI.
Original Message
From: Kelly Siddiqui imailto:siddiquik@oakgov.com]
Sent: Monday, March 10, 2008 2:47 PM
To: 'Nancy Falardeau'
Subject: Hello
Hi Nancy,
I just received word that we will be taking a resolution to the Board to delete the Genesee positions at MEO. One of the seven
positions we ended up keeping but changed the funding source.
I'll e-mail you a copy of everything. We are looking to go to Personnel on 4/02. Can you let Laverne and Tim know too?
Thanks,
Kelly E. Siddiqui o FIR Analyst
Oakland County Michigan
siddiquik*algov.CQM
248-975-9648 (Phone)
248-452-9893 (Fax)
3/11/2008
Resolution #08054 March 20, 2908
The Chairperson referred the resolution to the Finance Committee. There were no objections.
d
FISCAL NOTE (MISC. #08054
BY: Finance Committee, Mike Rogers, Chairperson
IN RE: HUMAN RESOURCES DEPARTMENT - FISCAL YEAR
EMPLOYEES REPRESENTED BY THE AMERICAN FEDERATION OF STATE,
EMPLOYEES (AFSCME), COUNCIL 25, LOCAL 2437
To the Oakland County Board of Commissioners
Chairperson, Ladies and Gentlemen:
Pursuant to Rule XII-C of tnis Boara,
referenced resolution and finds:
1. The County of Oakland and the Circuit Court Family Division employees
represented by America Tedcration of aate. County and Municipal Employee
(AFSCME), Council 25, Local 2437 (approximately 112 Family Court
Employees; have reached a 2 year agreement regarding wages and benefits
for Fiscal Years 2008 and 2039. (October 1, 233. - September 30, 2009)
2. FY 2008 wage and benetit cost for the qeneral salary increase is
$82,888 which $59 503. s salaries and 23,38 is related fringe benefits.
The cost is already included in the FY 2005 amended budget.
3. The cost of the FY 2009 general salary increase will be included in the
FY 2009/2010 County Executive Recommended Budget
4. Negotiated additional wage and benefit costs increases for Deputy
Register II classification for FY 2008 totaling $5,664 which $4,066 is
salaries and $1,..7:98 is related fringe tenetits. Funding is available in
the Non-Departmental Rate and Class cnange account.
5. Negotiated additional wage and benefit cof.ts increases for Deputy
Register II classification for FY 2009 totaling $5,720 of which $4,106
salaries and $1,6i4 is related fringe benefits. Funding is available in
the Non-Departmental Rate and Class change account.
6. The affect of the FY 208 and FY 2309 Health Insurance contribution is
included. In the FY 2005 and FY 2009 amended bucLI.ets.
• The FY 2008 and FY 2039 expenditure budget should be amended as follows
to cover the additional cc 5,': of the salary differential.
April 10, 2008
2008-2009 LABOR AGREEMENT FOR
COUNTY AND MUNICIPAL
the Finance Co7mittee has reviewed the above
is
General Fund #10103
Expenditures
9090101-196030-740037 Non-
3010403-121240-7020:0 CC -
3010403-121240-722743 CC -
3010403-135080-702010 CC -
3010403-135080-722743 CC -
Total
Depart -Class and Rate Change
Salaries - Juvenile Support
FrLndes - juvenile Support
Salaries - Adoptions
ringes - Adoptions
FY 2008 FY 2009
$(5,664; $(5,720)
3,196 3,228
1,256 1,269
870 878
342 345
-0- $ -C-
FINI\NCE COMMITTEE
FINANCE COMMITTEE:
Motion carried unanimously on a roll call vote with Greimel absent.
WIN
Resolution #08054 April 10, 2008
Moved by Middleton supported by Spector the resolutions (witi fiscal notes attached) on the Consent
Agenda be adopted (with accompanying reports being accepted).
AYES: Burns, Coulter, Crawford, Douglas, Gershenson, Gingen, Gosselin, Gregory, Greimel,
Hatchett, Kowa°, Long, Middleton. Potter, Potts, Rogers. Scott, Spector, Woodward, Zack.
Bullard. (21)
NAYS: None. (0)
A sufficient majority having voted in favor, the resolutions (with fiscal notes attached) on the Consent
Agenda were adopted (with accompanying reports being accepted).
I HEREBY APPROVE THE FOREGOING RESOLUTION
ACTING PURSUANT TO 1973 PA 14
STATE OF MICHIGAN)
COUNTY OF OAKLAND)
I, Ruth Johnson, Clerk of the County of Oakland, do hereby certify tnat tne foregoing resolution is a true
and accurate copy of a resolution adopted by the Oakland County Board of Commissioners on April
10, 2008, 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 County of Oakland at
Pontiac, Michigan this 10th day of April, 2008.
Gat
Ruth Johnson, County Clerk