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HomeMy WebLinkAboutResolutions - 2008.03.06 - 9533February 7, 2008 MISCELLANEOUS RESOLUTION 108028 BY: Personnel Committee. Thomas Middleton. Chairperson IN RE: HUMAN RESOURCES DEPARTMENT —FISCAL YEAR 2008 - 2010 LABOR AGREEMENT FOR EMPLOYEES REPRESENTED BY TEAMSTERS LOCAL 214 To the Oakland County Board of Commissioners Chairperson, Ladies and Gentlemen: WHEREAS the County of Oakland and Teamsters Local 214, have been negotiating a contract covering approximately 18 Sheriffs Office employees; and WHEREAS a three year agreement has been reached for the period October 1, 2007, through September 30, 2010, and said agreement has been reduced to writing; and WHEREAS this agreement provides for a 1% increase for Fiscal Year 2008; and the same increase as the general, non-represented employees for Fiscal Years 2009 and 2010, to be provided to this bargaining unit at the same time and in the same manner as the general non represented employees; and WHEREAS this agreement provides for the healthcare benefit contribution increases for 2008 and 2009. provided for in Miscellaneous Resolution *07216 be applied to this bargaining, unit: and WHEREAS the retention bonus currently provided to eligible employees represented by this bargainimg unit will continue as follows: Si. .000 for 2008, $1,000 for 2009, and $500 for 2010: and WHEREAS the agreement has been reviewed by your Personnel Committee, which recommends approval of' the agreement. NOW THEREFORE BE IT RESOLVED that the Board of Commissioners approves the proposed agreement between the County of Oakland and Teamsters Local 214 covering the period of October 1, 2007, through September .30, 2010, 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 roll call vote with Suarez and Coleman absent Resolution #08028 February 7.2008 The Chairperson referred the resolution to the Finance Committee. There were no objections. SUMMARY OF TENATIVE AGREEMENT BETWEEN THE COUNTY OF OAKLAND AND TEAMSTERS LOCAL 214 (Corrections Health Nurses) Fiscal Year 2008 - 2010 January 30, 2008 Duration: 3 year aareement Wages: FY 2008 - 1% increase FY 2009 — Me with general non-represented FY 2010 — Me too with general non-represented Benefits: Effective with the execution of this agreement: Employees hired prior to 5/31/03, bi-weekly contribution will he: 1 Person 2 Person Family Traditional BC:13S* $33 $57 S63 PPO $20 $42 $50 Point of Service $16 $32 $38 CMM** $ 4 $10 $16 HAP** * $33 $57 $63 Effective. January 1, 2009, Employees hired prior to 5/31/03, bi-weekly contribution will be: Traditional BC/BS* $52 $89 $94 PPO $32 $65 $75 Point of Service $26 $52 $60 CMM** $ 8 $20 $32 HAP*** $52 $89 $94 *No longer open for new enrollment. **C1vIM is also increased for employees hired on or alter 5/31/03 ***Only available for employees hired prior to 5/31/03 2010: Me too with General Non-represented for any benefit modification for 2010 Contractual Economic: Shift differential: Effective with the execution of this agreement, employees covered by this bargaining unit will receive $1 per hour for all hours worked on an eligible shit Retention Bonus: Continue the retention bonus as follows: October 2008 - October 2009 - October 2010 - $1.000 S1,000 $ 500 Employees hired during calendar year 2006 will not be eligible for the 2008 and retention bonus Employees hired during calendar year 2007 will no be eligible for the 2008 and 2009 retention bonus New hires (excluding transfers) in 2008, 2009, 2010 are not eligible for the retention bonus Noncontractual: Employees who are assigned by management to train new hires will be provided one half hour overtime, at the end of the shit to complete a written summary of the training. THE COUNTY OF OAKLAND AND TEAMSTERS, STATE, COUNTY, AND MUNICIPAL WORKERS LOCAL 214 (Corrections Health Nurses) Collective Bargaining Agreernen: 2007 - 2010 AGREEMENT This agreement is made find entered into on this day of , 2008, by and between the Oakland County Board of Commissioners and the Oakland County Executive, hereinafter referred to collectively as the "Employer" and Teamsters, State, County, and Municipal Workers Local 214 affiliated with the International Brotherhood of Teamsters and the union's affiliate the Oakland County Correctional Health Nurses, hereinafter referred to as the "I_Tnion". It is the desire of both parties to this agreement to continue to work harmoniously and to promote and maintain high standards, between the employer and employees, which will best serve the citizens of Oakland County. All references to the feminine in this agreement shall apply equally to the masculine and vice versa. L RECOGNITION The Employer recognizes the Union as the exclusive representative of the following employees, for the purposes of collective bargaining with respect to rates of pay, wages, hours of employment and other terms and conditions of employment, in the following bargaining unit for which they have been certified, and 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, as amended. All regular full-time Registered Nurses and Licensed Practical Nurses of the Oakland County Health Division, Jail Health Program. excluding supervisors and all other employees. MANAGEMENT RESPONSIBILITY The right to hire, promote, discharge or discipline for just cause, and to maintain discipline and efficiency of employees, is the solc responsibility of the Employer except that Union members 2 shall not be. di crn-irrtinateci m .Tlincl as such, In addition, the work schedules, methods and means of departmental operation are solely and exclusively the responsibility of the Employer, subject, however, to the provisions of this agreement. IlL DUES CHECK-OFF (a) The Employer agrees to deduct the Union's 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 the succeeding month. Check-off monies will be deducted from the second paycheck of each month and shall be remitted together with an itemized statement within fourteen (14) days after the deductions have been made. (b) All employee shall cease to be subject to check-off deductions beginning with the month immediately following the month he/she is no longer a member of the bargaining unit. Voluntary withdrawal from payroll deduction of union dues may only o • - iod of December 16 through December 31 of the last year of this agreement. (c) 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. (d) In the event that any other represented unit, other than a unit containing employees eligible for Act 312 Police/Fire Compulsory Arbitration or employees whose designated employer is other than the Oakland County Executive, 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. 3 IV. GRIEVANCE STEWARDS Section 1. There shall be one Union Steward for each shift, one of whom shall be designated Chief Steward. It shall be the function of such individuals to act in a representative capacity for the pnrpnqe of proceuing arid investigating grievances for employees covered by this agreement and to attend special conferences. Union Stewards will be permitted to leave their worl:, after obtaining approval of their respective supervisors and recording their time, for the purpose of adjusting grievances in accordance with the grievance procedure. Permission for Union Stewards to leave their work will not be unreasonably withheld. Union Stewards will report their time to their supervisor upon returning from a grievance discussion. The privilege to leave, 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. Should any Union Steward position become vacant, the Union agrees to fill the vacancy as soon as possible and then notify the Employer within five (5) working days of the position being filled. Section 3. The Union will fiinilsh 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. V. GRIEVANCE PROCEDURES A grievance shall be defined as a written dispute, claim or complaint arising under and during the term of this Agreement or any extensions of this Areement and filed by an authorized representative of or an employee in, the bargaining unit. Grievances are limited to matters of interpretation or application of express provisions of this Agreement. 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 her problem or grievance to the attention of her immediate supervisor, with or without her Union Steward within ten (10) calendar days of the occurrence. The immediate supervisor shall attempt to resolve the grievance informally. Dismissals, suspension, demotions, and disciplinary actions of any type shall only be subject to the grievance procedure herein and shall not be subject to the Personnel Appeal Board. Step I. If the grievance is not settled informally, it shall be discussed with the Union Steward and shall be reduced to writing, signed by the grievant, and submitted to her immediate supervisor within five (5) working days of the informal discussion. Step 2. The written grievance may be discussed between the Union Steward and the immediate supervisor if so desired. If a discussion is held, the grievant may attend if she so desires. The supervisor will attempt to adjust the matter and will give a written decision to the Union Steward with a copy to the employee within ten (10) working days ofl .cceipt of the written grievance. Step 3. Any grievance not settled at Step 2 may be submitted to the next step of the grievance procedure - Step 3. Step 3 shall consist of a grievance committee meeting. There shall only be one Union Steward present at the grievance committee meeting. This representative may be assisted by a representative of the Teamsters. A grievant may be present during all or a portion of a Grievance Committee Meeting by mutual agreement of the parties without loss of pay. Any grievance not submitted to the next grievance committee meeting, by written notification to the Employer within five (5) working days of the immediate supervisor's written decision, shall be considered dropped. The Employer will give a veritten decision to the Union Steward with a copy to the employee within fifteen (15) working days of such meeting. Step 4._ Any matter not settled in Step 3 of the grievance procedure may be submitted to final and binding arbitration. The request for arbitration must be submitted to the Employer within ninety (90) working days of the Employer's written response to the Grievance Committee Meeting- Step 3. 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. John Coyle 2. Richard Kanner 3. Keith Groty A grievance shall be referred to the listed Arbitrators in the order in which theyappear. Once a grievance has been referred to an Arbitrator, a subsequent grievance shall be referred to the next 6 Arbitrator on the list. After a grievance has been referred to the last Arbitrator listed, the cycle shall repeat, beginning with the first Arbitrator. The Arbitrator may interpret and apply the provisions of this Agreement to determine the grievance before the Arbitrator. However, the Arbitrator shall have no power or authority, in any way, to alter, modi, amend, or add to any provisions of this Agreement, or set a wage rate. The Arbitrator shall be bound by the express provisions of this Agreement. Expenses for arbitration shall be borne equally by both 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 particuiar step within specified time limits, the grievance shall be automatically advanced to the next step with the time limit for exercising and appeal commencing with the expiration of the grace period for answering. In computing days under the grievance and arbitration procedures, Saturday. Sunday, and holidays shall be excluded. VI. SENIORITY New employees to the unit may acquire seniority by working six (6) continuous months, in which event the employee's seniority will date back to the C.ate of hire into the Division. When the employee acquires seniority, his/her name shall be placed on the seniority list the order of his/her seniority date. An up-to-date senior'..ty list shall be furnished to the Union Business Agent and the Chief Steward every six (6) months. An employee shall lose his/her senioriw for the following reasons: (a) If the employee resigns or retires; (b) If the employee is discharged, and not reinstated; (c) :f the employee is absent from work for three (3) 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; If the employee does not return to work when recalled from a layoff. VII. LAYOFF AND RECALL Section 1. Nand 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 (least senior first), with the LPN's being laid off before GS.N's and shall be recalled in the inverse order with the LPN's being recalled last (after GSN's have been recalled). All employees so laic off shall be offered the opportunity of recall for a period equal to their length of service, but not to exceed two (2) years, prior to the hiring of any new employees. An employee being recalled to work shall have at least three (3) working days written notice before the employees must report to work. A certified letter sent to the employee's last known address shall constitute proper notice. Section 2. The Chief Steward, for the term of their office, shall be considered as having more seniority than any other bargaining unit enirOyee for the purpose of layoff and recall only. VIII. GENERAL CONDITIONS Section 1. The Union shall be notified in advance of anticipated permanent major changes in working conditions and discussions shall he iie1 thereon. Section 2. When any position not listed on the wage schedule is established, the County shall designate a job classification and rate structure for the position. in the event that the Union does not agree that the classification is proper, it shall have the right to submit the issue as a grievance through the grievance procedure within a three (3) month period. Section 3. Special conferences for important matters may be arranged at a mutually convenient time between the Union representative and the Employer upon the request of either party. Such meetings shall be between at least two (2) representatives of the Employer and no more than two (2) representatives of the Union. Arrangements for such special conferences shall be made in advance and an agenda for the matters to be taken up at the meeting shall be presented at the time the conference is requested. A special conference shall be scheduled within ten (10) working days after the request is made to be held at a future date mutually agreed upon. Matters taken up in special conferences shall be confined to those included in the agenda. The members of the Union shall not lose time or pay for time spent in such special conferences. The Employer shall respond in writing to the Union within fifteen (15) working days following the Special Conference. Section 4. The Employer shall assign space on a bulletin board in the Jail Health Clinic which shall be iised by the Union for posting notices bearing the written approval of any elected officer of the Union, which shall be restricted to: a. Notices of -Union meetings 9 b. Notices of Union elections c. Notices of results of Union elections and Union appointments d. Notices of Union recreational and social affairs e. Other notices of bonafide Union affairs, which are not political or libelous in nature Section 5. The County will guarantee a minimum of two (2) hours work or pay at the employee's applicable rate to an employee who has checked out, gone home and is then called out for additional work. Should an employee be called out on a leave day. he/she shall be entitled to three (3) hours work or pay at the employee's applicable rate. Call-outs must be non-contiguous to the employee's regular shift. Section 6. The Employer shall establish a policy regarding "scheduling". The scheduling policy will address annual leave requests, the posting of holiday assignments and shift preference requests. The Employer will meet and confer with the Union prior to implementing changes to the scheduling policy. Section 7. The Employer will offer overtime to represented employees before offering overtime to part- time, non-eligible employees, IX. ADOPTION BY REFERENCE OF RELEVANT RESOLUTIONS AND PERSONNEL POLICIES All Resolutions of :he. Oakland County Board of Commissioners, as amended or changed, from time to time relating to the working conditions and compensation of the employees covered by 10 this D'RPTrIent, and mil other benefits and policies provided for in the Oakland County Merit System, which incorporates the Oakland County Employee's Handbook, except those excluded by this agreement, are incorporated herein by reference and made a part hereof to the same extent as if they were specifically set forth. X. ECONOMIC MATTERS The Agreement between the parties on economic mat*,ers arc set forth in the Appendices attached hereto and are incorporated into this collective bargaining agreement, subject to the terms and conditions thereof XI. NO STRIICE - 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, sitdown, 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 in Writing that their conduct is in violation of the contract and that such persons shall immediately cease the offending conriiict Individual employees or groups of employees who do instigate, aid, condone, or engage in a work stoppage, slowdown or strike or any conduct specified above may be disciplined or discharged in the sole discretion of the Employer. The Employer will not lockout any employees of the bargaining unit during the term of this Agreement. XII. HOLIDAY LEAVE Effective with the ratification of this agreement, the provisions of the Oakland County Merit System in the Oakland County Employees handbook concerning holidays, holiday pay, premium 11 pay on holidays, and overtime on holidays, shall not apply to members of the bargaining unit with respect to President's Day, Veteran's Day and Memorial Day. Effective the first pay period following December 1 of each year, bargaining unit members shall receive five (5) days of holiday leave. Employees hired after December: shall receive one (1) day of holiday leave each quarter based on the following schedule: December 1 — February 28 — I quarter March 1 - May 31 June 1 — August 31 = 2d quarter 3"' quarter September 1-November 30 = 4 th quarter EXAMPLE: An empoyee hired on May I would receive three (3) days of holiday leave for that annual period. Employees separating from County service or leaving the bargaining unit for other reasons shall be entitled to one (1) day of holiday leave for each quarter annual period or part thereof between their date of separation or leaving the bargaining unit and the prior December 1 (i.e., an employee separating or leaving the bargaining unit June 1 wouid be entitled to three (3) days of holiday leave for that annual period;. Should a separating employee have used more holiday leave at the time of separation or leaving the bargaining unit than they would be entitled in accordance with the above formula, the employer will subtract from the employees annual leave bank the number of days used in excess of those earned. 12 Employees separated from county service or leaving the bargaining unit shall be paid for their unused accumulation of Holiday Lca-ve at the salary rate the employee is being paid on his or her last day of actual work in the bargaining unit This payment shaU he at the employee's straight time rate. Scheduling and use of holiday leave shall be subject ta the following restrictions: (I) Holiday leave shall be ilqe,c1 rind ccheditIncl in the same manner as annual leave. (2) Employees may not accumulate holiday leave from one year to the next year. Employees shall be paid for any unused holiday leave for the period December 1 to November 30 on the first payday following the end of the pay period winch includes November 30. Payment for unused holiday leave shall be at the employee's straight time rate of pay on November 30. (3) The one floating holiday which all employees have enjoyed in the past will not be subject to the above regulations, but will continue to be governed by the provisions of Merit Rule 26.1.2. XIII. DURATION This Agreement shall remain Li ful: force and effect from October I, 2007. to midnight, September 30, 2010. The Agreement shall be automatically renewed from year to year thereafter unless either party shall notify the other in writing, sixty (60) days prior to September 30, 2010, that it desires to modify the Agreement. In the event that such notice is Oven, negotiations shall begin within a reasonable period of time. This Agreement shall remain in full force and he effective during the period of negotiations and until notice of termination of the Agreement is provided to the other party in the mariner 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 thc..' desired termination date which shall not be before the anniversary date set forth in the precrtdinP. parngraph. It is agreed and understood that the provisions contained herein shall remain in full force and effect so long as they are not in violation of applicable statutes and ordinances and remain within the jurisdiction of the County of Oakland for continued application. TEAMSTERS, STATE, COUNTY AND Count)' of Oakland, a Michigan MUNICIPAL WORKERS LOCAL 214 Constitutional Corporation By: Bill BuLard, Jr., Chairperson Michael Bouchard, Sheriff OAKLAND COUNTY EXECUTIVE L. Brooks Patterson 14 Corrections Health Nurses APPENDIX A A. BI-WEEKLY WAGES - FY 2008 The following hi-weekly salary schedule shall become effective September 29, 2007: Base 1 Year 2 Year 3 Year 4 year 5 Year Corrections Health Nurse 1811.39 1912.24 2013.17 2114.37 2215.38 2316.48 Licensed Practical Nurse 1177.69 1248.71 1319.98 1391.17 1462.44 1533.73 BI-WEEKLY WAGES - FY 2009 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 effect during fiscal year 2009 for the general non-represented employees. Aejustments, if any, shall be applied at the same time and in the same manner as applied to the general non-represented group. BI-W EEKLY WAGES - FY 2010 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 effect during fiscal year 2009 for the general non-represented employees. Adjustments, if any, shall be applied at the same time and in the same manner as applied to the general non-represented group. RETENTION BONUS: Retention bonus shaL. be paid to employees eligible for this benefit in accordance with the following schedule; October 2008 - $1.000 October 2009- S1.000 October 2010 - ..S500 15 Employees hired during calendar year 2006 will not be eligible for the 2008 retention bonus. Employees hired during calendar year 2007 will not be eligible for the 2008 and the 2009 retention bonus. New hires (exciuding transfcvs) in 2008, 2009 and 2010 are no* eligible for the retention bonus. B. LAB COATS Bargaining unit employees wil: be provided Lab-Coats in a manner similar to that utilized elsewhere in the Health Division. HEALTH PROGRAM NURSES APPENDIX B For the following fringe benefits, refer to the Oakland County Employee's Handbook: 1. Injury on the Job L. Holidays 3. Leave of Absence 4. Death Benefits 5. Longevity 6. Medical and Master Medical Coverage 7. Sick Leave 8. Retirement 9. Annual Leave 10. Income Continuation Coverage 11. Dental Coverage 12. Tuition Reimbursement 16 BENEFITS 2008: Effective with the execution of this agreement employees hired prior to 05/31/2003, bi-weekly healthcare contributions shah i be: 1 Person 2 Person Family Traditional BC/BS $33 $57 $63 PPO $20 $42 $50 Point of Service $16 $32 $38 CMM** $4 $10 $16 HAP*** $33 $57 $63 BENEFITS 2009: Effective January 1, 2009, employees hired prior to 05/31/2003, hi-weekly healthcare contributions shall be: 1 Person 2 Person Family Traditional BC/BS* $52 $89 $94 PPO $32 $65 $75 Point of Service $26 $52 $60 CMM** $ 8 $20 $32 HAP*** $52 $89 $94 *No longer open for new enrollment. **CMM is also increased for employees hired on or after 5/31'03 ***Only available for employees hired prior to 5/31/03 BENEFITS 2010: Employees represented by this bargaining unit shall be entitled to receive the same general benefits and be subject to the same benefit modifications as approved by the Oakland County Board of Commissioners to take effect during the calendar year 2010 for the general non- represented employees. 17 II Effective with the execution of this agreement, employees required to drive their personal vehicle on official County business shall be reimbed for miles traveled at the rate equivalent to the IRS mileage rate. Shift Differential: Effective with the execution of this agreement, employees covered by this bargaining unit will receive $1.00 (one dollar) per hour for all hours worked on an eligible shift. *ft 18 Resolution #08028 February 7, 2008 The Chairperson referred the resolution to the Finance Committee. There were no objections. FISCAL NOTE (MISC. #08028) March 6, 2008 BY: Finance Committee, Mike Rogers, Chairperson IN RE: HUMAN RESOURCES DEPARTMENT— FISCAL YEAR 2008-2010 LABOR AGREEMENT FOR EMPLOYEES REPRESENTED BY TEAMSTERS LOCAL 214 To the Oakland County Board of Commissioners Chairperson, Ladies and Gentlemen: Pursuant to Rule XII-C of this Board, the Finance Committee has reviewed the above-referenced resolution and finds: 1. The County of Oakland and the Sheriffs Department, Corrective Services Division (Clinic) employees represented by Teamsters Local 214 (approximately 18 Correctional Health Nurses) have reached an agreement regarding wages and benefits for Fiscal Years 2008 — 2010. 2. FY 2008 wage and benefit cost for the 1% general salary increase is $16,949 and is included in the FY 2008 amended budget. 3. Other wage and benefit increases approved by this agreement include a shift premium of $1 per hour for all hours worked on eligible shifts, and is estimated to cost $26,320 per year; currently $19,740 is ricluded in the adopted budget, a budget amendment of $6,580 is recommended. 4. Also, retention bonuses were negotiated as part of this agreement of $1,000 for eligible employees hired prior to 2006; and $1,000 for eligible employees hired prior to 2007; and $600 for eligible employees hired prior to 2008. This amount is not included in the FY 2008 and 2009 amended Budget: a budget amendment of $16,000 for 2008 and $17,000 for 2009 is recommended; based on 16 nurses eligible for $1,000 in 2008; 17 nurses eligible for $1.000 in 2009; and 17 nurses eligible for $500 in 2010. 5. The FY 2008 and 2009 expenditure budgets should be amended as follows to recognize the cost of this negotiated agreement. FY 2008 FY 2009 GENERAL FUND #10100 Expenditures 4030301-112630-702140 Other Misc. Salaries $ 16,000 $ 17,000 4030301-112630-702130 Shift Premium 6,580 6,580 4030301-112630-722900 Fringe Benefit Adjust. 8,874 9,267 9090101-196030-740037 Class & Rate Chg ( 31,454) ( 32,847) Total General Fund $ -0- $ -0: FINANCE COMMITTEE FINANCE COMMITTEE: Motion carried unanimously on a roll call vote with Crawford and Long absent. County Clerk Resolution #08028 March 6, 2008 Moved by Potter supported by Zack the resolutions (with fiscal notes attached) on the amended Consent Agenda, be adopted. AYES: Burns, Coleman. Coulter, Crawford, Douglas, Gershenson, Gingell, Gregory, Greimel, Hatchett, Jacobsen, KowaII, Long, Middleton, Nash, Potter, Rogers, Scott, Spector, Woodward, Zack, Bullard. (22) NAYS: None. (0) A sufficient majority having voted in favor, the resolutions (with fiscal notes attached) on the amended Consent Agenda, were adopted. ,1••••• APPROVE ME FOREGOING 1?E$1111101 II if 'do -3/r4 STATE OF MICHIGAN) COUNTY OF OAKLAND) 1, Ruth Johnson, 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 6, 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 6th day of March, 2008.