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Home My WebLink AboutResolutions - 2009.02.05 - 9757January 22., 2009 MISCELLANEOUS RESOLUTION #09009 BY: Human Resources Committee. Sue Ann Douglas, Chairperson IN RE: HUMAN RESOURCES DEPARTMENT — FISCAL YEAR 2008 - 2010 LABOR AGREEMENT FOR EMPLOYEES REPRESENTED BY THE MICHIGAN NURSES ASSOCIATION (MNA) To the Oakland County Board of Commissioners Chairperson, Ladies and Gentlemen .. WHEREAS the County of Oakland and the Michigan Nurses Association, have been negoti ting a contract covering approximately 111 Public Heath Nurses; and WHEREAS a three year agreement has been reached for tne period October 1, 2007, through September 30, 2010, and said agreement has Peen reduced to writing: and I WHEREAS this agreement orovdes 1% rate increase for Fiscal Year 2008, and a 1% incre lase for Fiscal Year 2009 both to be effective with the pay period beglIning September 27, 2008; and wage re-opener for 2010; and WHEREAS this agreement provides for the health benefit contribution increases for 2 09, provided for in Miscellaneous Resolution At 07210 : a benefit re-opener for 2010; and WHEREAS the agreement has peen reviewed by your Human Resources Committee, w ich 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 the Michigan Nurses Association covering the peri0 of October 1, 2007. through September 30. 2010. and that the Board Chairperson on behalf of the Count/ of Oakland, is authorized to execute said agreement as attached. Chairperson, on behalf of the Human Resources Cornm:ttee, I move the adoption of the foregc ing l resolution. HUMAN RESOURCES COMMITTEE Human Resources Committee Vote. Motion carried unanimously on a roll call vote with Capella and Gcsselin absent Duration years Summary of Agreement Between Oakland County and Michigan Nurses Association (MNA) Wages FY 2008 1 ?,/, Rate increase effective with the pay period beginning September 27, 2008 FY 2009 1% Increase effective with the pay period beginning September 27, 2008 FY 2010 Wage Re-opener Benefits FY 2009 Effective with the execution of this azreement, employees represented by this banzaining unit shall have hi-weekly health care contributions as follows: Employees hired prior to 5/31/03: • Sirmle 2 Person Family PPO $32 SC)5 $75 POS $26 $52 $60 CIVIM S S S20 $32 HAP $52 $89 $94 TRAD $52 $89 $94 (no longer open for new enrollment) Employees hired on or after 5/31/03: PPO -No Change POS No Change CMNI $ 8 $20 $32 FY 2010 Benefit Re-opener Non-economic Contractual Article IV, Grievance Represent.atives Chanue St:CliOr: 5 to add two (2) hours to union release time; and allow time to be used by the Vice Chair. Delete maximum accumulation of release time. Article VIII Promotions and Filling of Vacancies Add to Section 1 b. provision to post vacancies listing criteria for position C. provision to submit annual letters of interest stating. employee's qualifications and other factors to be considered d. provision to submit annual letters of interest for assignments/locations - e. provision that seniority will be decision factor in determining two (2) equaling qualified candidates IX, General Conditions Add Section 14 Schedule Changes a. Except in exigent circumstances, an employee shall be given fifteen (15) working days notice prior to changing a start time by thirty (30) minutes or the employee's normal work day. b. If no: all employees are affected and schedule changes are necessary, the Employer will meet with the potentially affected employees to get their input in order to develop a resolution. Example; resolutions could include seeking volunteers first, assigning employees on a rotating.basis or assigning the least . senior employee, Economic Nun-Contractual Flu Vaccines The Employer will provide flu vaccines 10 employees in the bargaining unit on the same basis and in the same manner as they provide the flu vaccines to other County employees. Should County employees be provided free vaccines, employees in this B.U. will be provided also. Non-economic Non-Contractual Expand flexible scheduling from 7:30AM-6:00PM and provide opporunity te flex more than one time per week, Provide opportunities for working 4-10 hour days, consistent with the Board of Commissioners Resolution. Memorandum of understanding Nurse .Practicf., Committee Nurse Practice Committee charge meeting to quarierly or meet as often as needed. THE COUNTY OF OAKLAND AND MICHIGAN NURSES ASSOCL4TION Colleetive Bargaining Agreement 2007 - 2010 AGREEMENT This azreement is made and entered into on this .day of I IL 2008, by and between the Oakland County Board of Commissioners and the Oakland Cm. ty Executive, hereinafter referred to collectively as the "Employer" and the Michigan Nur es Association, hereinafter referred to as the "Association" and the Association's affiliate qie t Professional Revistered Nurses of Oakland County Health Division, hereinafter refen -ed to as the "Association Council". It is the desire of both parties to this aerecment to continue to wok harmoniously and to promote and maintain high standards, between the employer and employe s, which will best serve the citizens of Oakland County. All references to the feminine in t is agreement shall apply equally to the masculine and vice versa, I. RECOGNITION • . The Employer recounizes the Association as the exclusive representative of the follow4 employees, for the purposes of collective bargaining with respect to rates of pay, wages, hours of employment and other terms and conEions of employment, in the following bargaining unit fs .:)r which they have been certified, and in which the Association is recognized as collective bargaini representative, subject to and in accordance with the provisions of Act 336 of the Public Acts 1947, as amended. All full-time and regular eligible part-time Registered Public Health Nurses employed in die Health Division. Excluding all other employees, supervisors as defined by the Act, confidential, temporary, part-time non-eligible, and substitute employees, Registered NurseL working in the Jail Facility, and Health Educators. II. 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 Assoeiationli members shall not be discriminated against 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 ageement:. ILL DUES CHECK-OFF I (a) The Employer agrees to deduct the Association membership initiation fee and dues, °nee each month, from the pay Of those employees who individually authorize in writing that suL deductions be made. All authorizations delivered to the Employer prior to the first day of the month shall become effective during that succeeding month. Cheek-off monies will be deducted from the second paycheck of each month and shall be remitted together with an itemized statement to ' e Association at its offices located at 2310 Jolly Oak Road, Okemos, Michigan 48864, within fourt n (14) days after the deductions have been made. (b) An employee shall cease to be subject to check-off deductions beginning with the man immediately following the month he/she is no longer a member of the bargaining unit. At employee may voluntarily cancel or revoke the Authorization for Check-off deduction upon written notice to the Employer and the Association. Such voluntary withdrawal from payroll deduction of a. Association dues may only occur during the period December J 6 through 31 of any calendar (c) The Association will protect and save harmless the Employer from any and all claim, 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 employee's eligible for Act 312 Police/Fire Compulsory Arbitration or employees whose designated employer is other than the Oakland County Executive, negotiates a contact with the County of Oakland containing any form of Association security, the same right will automatically be given to the uni lt covered under this agreement. IV. GRIEVA.NCE REPRESENTATIVES Section 1. There shall be one (1) grievance representative per work site (North, South, West) Additionally, there shall be one (1) alternate which may rotate among the work sites on an as neede basis. All grievance representatives must work out of the office they represent and only one (1) representative will be released to handle a specific grievance. Grievance representatives will be permitted to leave their work, after obtaining approval a their respective supervisors and recording their time, for the purpose of adjusting grievances in ' 3 accordance with the grievance procedure. Permission for grievance representatives to leave wile will not be unreasonably withheld. Grievance representatives 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 le abused, and that they will continue to work at their assigned jobs at all times except when perinitte id to leave their work to handle grievances. Section 2. Should any grievance representative position become vacant the Association agrees to promptly fill the vacancy and then notify the Employer within five (5) working days, Section 3. Grievance representatives may receive but shall not solicit grievances (this is not to be construed as to prohibit grievance representatives from advising members related to contract in t erpr etati on) . Section 4. The Association 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 suchl personnel so that the Employer may at all times be advised as to the authority of the individual representative of the Association with which it may be dealing. Section 5. The Chairperson of the Nurses Staff Council or Vice Chairperson shall be released for up t six hours each month to do Union business, including but not limited to local union business an state association business„ Release time not used may accumulate from month to month. In the l event the Chairperson is unavailable to attend to Union business due to work commitments al absence, or both the Chairperson and Vice Chair need to attend a meeting, s/he may designate the Vice Chair to take his/her place or go with him/her. The Chairperson or Vice Chairperson will 1:1J permitted to leave work, after obtaining approval of their respective supervisors and recording their time, for the purpose of doing Union business. Permission to leave work will not be unreasonably withheld, The Chairperson or Vice Chairperson will report their time to their supervisor upon 4 returning from doing Union work. V. GRIEVANCE PROCEDURES I 4 The Employer and the Association support and subscribe to an orderly method of adju ' g 1 employee grievances. To this end, the Employer and the Association agree that an employee sho ld first bring her problem or grievance to the attention of her immediate supervisor (or superviso 's ll designee), with or without her grievance representative within ten (10) working days of t e occurrence. The immediate supervisor shall attempt to resolve the g rievance informally. Dismissa s, suspensions, demotions and disciplinary actions of any type shall only be subject for the grievance procedure. . Step 1. If the grievance is not settled informally, it shall be discussed with the grievan representative and shall be reduced to writing, signed by the grievant and submitted to her immediaie supervisor within ten (10) working days of the informal discussion. Stett 2. The written grievance may be discussed between the grievance representative and ti ll e 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 within ten (10) working days of the receipt of the written grievance. . , tep 3. . Any grievance not settled at Step 2 may be submitted to the next meeting of the grievanCe committee. The grievance committee shall consist of two (2) Association Grievance Representatives and at least one Employer representative. This committee may be assisted by la representative of the Michigan Nurses Association. A grievant may be present during all or a porno?' of a grievance committee meeting by mutual agreement of the parii es. Any grievance not submittel i to the next grievance meeting, by written notification to the Employer within ten (10) working clay of the immediate supervisor's written decision, shall be considered dropped, The Employer will giv a written decision within fifteen (15) working days of such meeting. ;e 1. John Coyle • 2. Barry Brown 3. Ben Wolkinsort A grievance shall he referred to the listed arbitrators in the order in which they appear. 04 a grievance has been referred to an arbitrator, a subsequent grievance shall be referred to the ne it arbitrator on the list. After a orievance 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 ci lf • this Agreement to determine the grievance before the arbitrator. However, the arbin -ator shall -nav'e no power or authority, in any way, to alter, modify, amend, or add to any provisions of this Agreement, or set a wage rate. The arbitrator shall be bound by the express provisions of this Agreement. Expenses for arbitration shall be borne equally by both parties. Any grievance not appealed, from a decision in one of the steps of the grievance procedure, t 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. ID the event that tit Employer shall fail to supply the Association with its answer to the particular step within th specified time limits, the grievance shall be deemed automatically positioned for appeal at the nex step with the time limit for exercising said appeal commencing with the expiration of the grac period for answering. Step 4. Any matter not settled in Step 3 of the grievance procedure may be submitted to final did t binding arbitration, The request for arbitration must be submitted to the Employer within ten (10) • working days of the Employer's written response to the grievance committee meeting; 1 e grievance upon which arbitration has been demanded shall be referred to one of the followi g arbitrators in accordance with the date of the written grievance ; the oldest grievance being referr d first: 6 VI. SENIORITY New employees may acquire seniority by working six (6) continuous months, in which eveni t the employee's Seniority will date back to the date of hire into the division. When the eraploiee acquires seniority, his/her name shall be placed on the seniority list, in the order of his/her seniority date. An up-to-date seniority list shall be furnished to the Association every six (6) months, An employee shall lose his/her 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 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. VII. LAYOFF AND RECALL t if and when it becomes necessary for the Employer to reduce the number of employees in 'e work force, the employees will be laid off in seniority order, based on capability of performil g available jobs, and shall be recalled in the inverse order. (Refer to Rule #9, Oakland County Merit t i System Handbook.) All employees so laid off shall be offered the opportunity of recall for a peri d equal to their length of service, but not to exceed three (3) years. prior to the hiring of any new employees.employees. An employee being recalled to work shall have at least three (3) working days writ -ten notice before the employee must report to work. A certified letter sent to the employee's last knol address shall constitute proper notice. VIII. PROMOTIONS AND FILLING OF VAC ANCIES Section 1. (a) Promotions made within the bargaining unit shall be carried out in a manner consiste t with the provisions of the Oakland County Merit System, , (b) The Employer will post on the bulletin board notice of new positions or vacancies existing positions in or out of the bargaining unit, for a period of ten (10) days, Saturdays, Sunday, and holidays excluded. The posting will include the location and assignment with a written I stipulation that the location and assignment may be subject to change. In addition, the posting 111 list the criteria the Employer will be considering in filling the position. The Employer wilt forw4 .'d a copy of any public health nurse posting to the Chairperson of the Nurse's Staff Council at the title it is posted. (c) Employees who wish to be considered for the position shall make a written application to ill the chief of the appropriate service or his/her designated representative prior to or during the posti , g . I period. The letter should state the employee's qualifications and other factors the employee wishes to be considered. (4) Employees who are interested in a specific assignment or location may make such a request by submitting a letter of interest at any time to the appropriate chief or designee. Thete requests/letters of interest must be renewed in January of each year and will be considered along with the letters of interest filed during the posting period. (e) The Employer vvill determine who is best qualified to fill the position after consid '. g eru- the criteria identified in the posting. If two or more applicants are considered equal, seniority will ke the determining factor in making the selection. Upon request, the Employer agrees to meet with the employee to discuss the selection decision. Section 2, A full-time Public Health Nurse II will move into a promotional track a,fter no more than to (2) years of full-time service as a Public Health Nurse II in the Oakland County Health Departmert unless the nurse exhibits demonstrated deficiencies in his/her performance which prohibits the promotional track from commencing. The Employer wil: meet with the nurse to discuss those areas in need of improvement. The Public Health Nurse II shall submit a memo to hisiner supervisor, Chi of of Services and PPHS Administrator, stating the date and name of the supervisor who received the Public Health Nurse's performance plan final draft. Once the promotional track is successfully completed and k final draft, mutually agreed on by the supervisor and the Public Health Nurse, is submitted by th ie nurse, the supervisor will notify the Chief of Services in writing within thirty (30) dayl I recommending promotion of the nurse. If conflict occurs related to the timely processing of the fini draft of the promotional packet, the Public Health Nurse II shall request in writing a three-lay conference with the supervisor and the Chief. If conflicts remain unresolved, the Public Heelth Nurse II may request a meeting with the PPHS Administrator. A nurse may request to be accompanied by another member of the staff council during such meetings. The effective dal of promotion will be the beginning of the pay period following the official s-upervisory memo recommending promotion to the Chief, contingent upon final approval of the Health Division Manager. The promotional track from Public Health Nurse II to Public Health Nurse III for those full- time Public Health Nurses shall not exceed three (3) years except by mutual written consent of tie Employer and employee, The Employer may decide to promote an employee to a Public Health Nurse III anytime while the employee is on the promotional track. However, a Public Health Nur i se t II shall be promoted to a Public Health Nurse III following the satisfactory completion of the promotional track. Failure to be considered for promotion or failure to be promoted, following the completion of the process, shall not be a matter for the grievance procedure. Nurses not considered for promotion or failing to be promoted following the completion of the process ma,y el ect to have the decision reviewed by the review committee. The review committee shall consist of the Manager of Health Division, the Chief of Health Division Medical Services, t e Director of Personnel, or his designee. • • Section 3. PPHS staff employed by Oakland County may be transferred out of their district. to meet • community and program needs, but before such a transfer, the supervisor shall meet with the nurse to discuss the transfer, IX. GENERAJ., CONDITIONS Section 1. The Association Labor Relations Representative and Staff Council Chairperson shall le notified in writing in advance of anticipated permanent major changes in working conditions ar)d discussions shall be held thereon, in addition the Association Labor Relations Representative ati ld Staff Council Chairperson or Vice Chairperson, if designated, shall, on a monthly basis, be notifie,d 0 is in writing of outside hires, including their name, date of hire into the bargaining unit, and w rk location. Section 2. Employees elected to any permanent full time Association office or selected by the Association to do work which takes them from their employment with the County, shall at the written request of the Association be granted a leave of absence without pay. The leave of absence shall not exceed two (2) years, but it may berenewed or extended for a similar period at any tit upon the written request of the Association. In the event an employee requiring such leave determined by the Employer to be involved in work of a specialized nature which cannot be readily interrupted, the leave may be delayed for up to 60 days. Section 3. When any position not listed on the wage schedule is filled or established, the County sh 11 designate a job classification and rate structure for the position. In the event that the Associati n 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 4. Special conferences for important matters may be arranged at a mutually convenient tine al between the MNA representative and the Employer or its designated representative upon the requ ist of either party. Such meetings shall be between at least two (2) representatives of the Employer d no more than two (2) Association council representatives of the Association and the MN 1 representative, if so desired. Arran nements for such special conferences shall be made in adVari e . and an agenda of 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 's 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 agen4. The members of the Association shall not lose time or pay for time spent in such special conference The Employer shall respond in writing to the Union within fifteen (15) working dayk 1 following the special conference. I Section 5. 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 berecommeaded by the department head and be subject to approval by the Employee Relations Division of ti Personnel Department. Approval of an early merit increase in one case shall not create a precedthit for granting an early merit increase in any other, Section 6, When Health Division Administration determines the need to establish committees or simil lar 1 groups which requires PHN involvement, a notice will be sent to the Nursing Supervisors and Public Health Program Coordinators of vacancies on such committees or groups. A copy of this notice%1rl ll also be forwarded to the Association Council Chairperson for information purposes. The Nursirtg Supervisors and Public Health Program Coordinators will discuss these vacancies with staff a id • make recommendations regarding participants to Administration. Section 7. When requested in advance, the Employer will allow use of available rooms for Association and/or Association Council meetings during non-working hours. Section 8. • The Employer shall assigi space on bulletin boards which shall be used by the Association for posting notices bearing the written approval of any elected officer of the Association Council, which shall be restricted to: a. Notices of Association meetings b. Notices of Association elections c. Notices of results of Association elections and Association appointments d. Notice of Association recreational and social affairs e. Other notices of bonafide Association affairs, Which are not political or libelous in nature. Section 9, All Public Health Nurses will be provided with identification (neon green visor tags) to plac - t3 in their .automobiles while on duty. Said identification will state that they are Oakland Coun Health Division employees and are on duty. ne 1 I Section 10. 1 1, Notice to Employer. At least two (2) weeks written notice of termination of employmnt shall be given to the Employer by an employee. However, if due to extenuati circumstances, the employee is unable to give two (2) weeks notice, the Employer may eltiet 1 to waive the two (2) weeks notice requirement in the payment of termination benefits. If fie required notice is not given or there is no waiver thereof by the Employer, then I o termination benefits arc payable. (To include Annual Leave Reimbursement andior Sii Leave Reimbursement.) . .). Notice to Employee. At least two (2) weeks written notice of termination of employment r _ ..s.. pay in lieu thereof shall be given to an employee, unless the termination is a discharge f r cause. 3. Return of Employers Property. All employees are required to return to the department any property issued to them by the County during their term of employment. .Failure to return ail property will exempt the Employer for responsibility for payment of termination benefit. (To include Annual Leave and/or Sick Leave.) Section 11, Effective the first full pay period following the execution of this Agreement, Public Health Nurses shall be paid overtime at a rate of time and one half (1 1/2) the regular hourly rate for a I hours worked in excess of their normal work day (e.g., 8 hours) and all hours in excess of forty (40,) 1 hours in a work week. • 1 1 Any employee required to work overtime which is not contiguous to the employee's reguia lr work schedule shall be entitled to a minimum of two (2) hours of work or pay at the time and on half rate. Section 12. The Employer will encourage attendance at professional and occupational meeting sponsored or co-sponsored by the Association of other professional associations or institutions where attendance is likely to increase the competency of a nurse. Preference will be given to those programs which have been approved by the Continuiric Education Approval and Recognition Program (CEARP). Nurses desiring to attend such professional meetings shall notify the Chief or his/her designee. who shall respond within one (1) week to advise the nurse if he/she may attend. Section 13. Upon written request, up to four (4) bargaining unit nurses shall each receive twenty-fgur (24) hours off, using either leave without pay or accrued leave banks, to attend the Associatiot's annual convention provided the nurse obtains supervisory approval. Approval for this leave shL not be unreasonably withheld. The Association shall provide the County with at least thirty (30) . days notice in advance of the convention. Section 14. . 1. Schedule Changes. a. -Except in exigent circumstances, an employee shall be give fifteen (15) working dar notice prior to changing a start tirne by thirty (30) minutes or tbc employee's normal working dais, . b. If not all employees are affected and schedule changes are necessary, the Employer will meet with the potentially affected employees to get their input in order to developa resolution. .Example resolutions could include seeking volunteers first, assigning employees on a rotating basis or assigning the least senior employee. X. ADOPTION BY REFERENCE. OF RELEVANT RESOLUTIONS AND PERSONNEll POLICIES 1 MI Resolutions of the Oakland County Board of Commissioners, as amended or chanoe4, ED . from time to time, relating to the working conditions and compensation of the employees covered Ely this agreement, and all other benefits and policies provided for in the Oakland County Merit Systeti, which incorporates the Oakland County Employee's Handbook, except those excluded by 'Is agreement, are incorporated herein by reference and made a part hereof to the same extent as if they were specifically set forth. XL MAINTENANCE OF CONDITIONS Wages, hours and conditions of employment legally in effect at the execution of this agreement shall, except as modified herein, be maintained during the term of this agreement. 13 . XII. ECONOMIC MATTERS 1 4 The Agreement between the parties on economic matters are set forth in the Appendicles attached hereto and are incorporated into this collective bargaining agreement, subject to the terms and conditions thereof. XIII. NO STRIKE - NO LOCKOUT 1 Under no circumstances will the Association cause cr.. authorize or permit -its members to cause, nor will any member of the bargaining unit take part in, any strike ; sitdown, stay-in or I slowdown or any violation of any State law, In the event of a work stoppage or other curtailmer, the Association shall immediately instruct the involved employees in writing, that their conduct is in violation of the contact and that all such persons shall immediately cease the offending Conduct. I The Employer will not lockout any employees of the bargaining unit during the term of ti -lis Agreement. . XIV. DURATION This Agreement shall remain in full force_and effect until midnight, September 30, 2007 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, 2007, that it desires to modit'y the Agreement. In the event that such notice is given, negotiations shall begin within a reasonab e period of time. This Agreement shall remain in full force and be effective during the period negotiations and until notice of termination of this agreement is provided to the other parry in t1 -1.e manner set forth in the following paragraph. In the event that either party desires to terminate this Agreement, written notice must le 1 given to the other party no less then ten (10) days prior to the desired termination date which sha I 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 :he jurisdiction of the County of 0a,kland for continued application. MICHIGAN NURSES ASSOCIATION OAKLAND COUNTY, a Michigan Constitutional Corporation By: Bill Bullard Jr., Chairperson Boa:d of Commissioners OAKLAND COUNTY EXECUTIVE By; E. Brooks Patterson MICHIGAN NURSES ASSOCIATION APPENDIX A Bi-WEEKLY WAGES - FY 2008 The following wage schedule reflects the rate increase between FY 2007, and FY 2008, for illustrative purposes. Wages for FY 2008, shall not be increased commensurate with the rate increase pursuant to the agreement between the parties. Base 1 Year 2 Year 3 Year 4 Year 5 Year PI-LN I 1407,17 1491.95 1576.80 1661.51 1746.41 1831.39 PHN II • - 1556.94 1650.72 1744.54 1838.54 1932.35 2042.84 PHN Hi 1860.63 :972.60 2084.81 2196,70 2308.77 2420.87 BIWEEKLY WAGES - FY 2009 The following rate change is to be effective with the first pay period beginning September 27, 2008, and shall bc retroactive to that date. Base 1 Year 2 Year 3 Year 4 Year 5 Year PI-IN I 1421.24 1506.87 1592.57 1678,13 1763,87 1849.70 PHIN: ri 1572.51 1667.23 1761.99 1856,93 1951.68 2063.26 PHN.11.1. 1879.24 1992,33 2105.66 2218.67 2331.86 2445.08 WAGES - FY 2010 Wage re-opener for FY 2010 no late.: than July 15, 2009. MICHIGAN NURSES ASSOCIATION APPENDIX B • For the following fringe benefits refer to the Oakland County Employee's Handbook: Handbook: 1. Injury on the Job 2. 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 Dental Coverage 12, Tuition Reimbursement Employees hired on or after January 1, 1989 will not be eligible for County reimbursement • f Medicare-Part B coverage. Effective Sanuary 1, 1993, employees represented by this bargaining unit will not be entitl6d to include overtime compensation as part of FA C for retirement calculations. Effective September 13, 1993, employees represented by this bargaining unit will included under the "Retirement Incentive" resolution passed by the Board of Commissioner on August 26, 1993, * Retirement Health Care Benefits for employees hired on or after January 1, 1997, shall Ilk consistent with the provisions of Miscellaneous Resolution #94292 (percentage formula fo l,L retiree health care coverage.). 11. MILEAGE Employees required to drive their personal vehicle on official County business shall e reimbursed for miles traveled at the rate equivalent to the IRS mileage rate. III I In the event that any other represented unit other than a unit containing employees eligible for Act 312 PolieeJFireCompuisory arbitration or employees whose designated employer is other than the County Executive, negotiates improvements in their retirement benefits, the same improvernen its shall automatically be provided employees covered by this agreement. IV Benefits 2009 - Effective with the full ratification of this agreement, hi weekly health care contributions shall he: Employees hired prior to 5/31/03: Sine 2 Person Family PPO Sr $65 $75 POS - $26 $52 $60 CNN S 8 $20 $32 HAP $52 $89 $94 TRAD $52 S89 $94 (no longer open for new enrollment) Employees hired on or after 5/31/03: PPO No Change POS No Change CMI$ 8 $20 $32 Benefits 2010— The parties shall reopen negotiations fbr 20 0 benefits no later than July 15, 2009. County of Oakland: Michigan Nurses Association: Memorandum of Understanding Nurse Practice Committee Nurse Practice Committee 1. A committee consisting of not more than six (61 employee members of the Staff Council shall be established for the purpose of discussing with the Administrator of PPHS and hisither designate nursing staff representatives matters of mutual concern directly ..elated to the quality of nursing practice that have not been satisfactorily addressed at the supervisory or regional level, Nursing practice is defined as the application of nursing skills and knowledge in a clinical or community setting. Some examples of appropriate subjects for the Nursing Practice Council are pron:o#,ion criteria ; staffing, and work load, provided-they are not the subject of forma negotiations. Aggregate workload analysis reports and other appropriate data will be shared as needed. Others may be invited to meetings from time to time by mutual agreement of the parties; provided, however, that the consent of either party to such attendance not be arbitrarily and consistently withheld. A. Meetings shall be held quarterly or more often as needed with the schedule determined by the PPHS Administration. B. A written agenda shall be submitted by the committee to the Administrator of PpHS at least seven (7) days prior to a scheduled meeting. If there are items which the Administrator of PPHS desires to add to the ap.enda the chairperson of the committee shall be notified of the same no less than three (3) days before the meeting. C. Minutes of the meetings will be kept and will be accepted by both parties prior to transmittal of same to others. Summaries of the nursing Practice Committee shall . be transmitted to all work areas. D. The 'members of the Nursing Practice Committee engaged during the work shift in these meetings shall be entitled to release time as needed without loss of pay up to two hours, unless extended by mutual agreement, Memorandum of Agreement Continuing Education This agreement is entered into this day of 203. by and between the County of Oakland and the Michigan NUTSCS Association as follows: I. Although it is the professional nurse's responsibility to obtain Sufficient . • continuing education contact hours to maintain liccr.sure, the Health Division currently sponsors four (4) half day in-service training sessions each year which . simultaneously provide continuing education contact hours to staff members who attend. The Heath Division further agrees to sponsor two (2) additional half day in-service trainings each year which will aiso have continuina education contact hours attached. Althoutth nursing staff will be. encouraged to provide input, the topics of these in-service trainings will be determined a'. the discretion of management and be individualized to meet specifi . unit needs. The two (2) additional half day trainings WEI be designed and or.,_:anized by Health Division Administration. Attendance will be optional, but encouraged, and in-services will be held .during regular work hours at no cost to empkiyees represented by this bargaining unIt. 2. Any additional continuing eduction oppounitie with contact hours) provided by the Health Division during regular hours will be at no cost to employees - represented by this barganing unit. Michiaan Nurses Associaton: County of Oakland: Resolution #09009 January 22, 009 The Chairperson referred the resolution to the Finance Committee. There were no objections. FISCAL NOTE (MR. #09009) February 5, 2009 I BY: FINANCE COMMITTEE, -rom MIDDLETON, CHAIRPERSON IN RE: HUMAN RESOURCES DEPARTMENT — FISCAL YEAR 2008-2010 LABOR AGREEMENT EOR EMPLOYEES REPRESENTED BY THE MICHIGAN NURSES ASSOCIATION (MNA) 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-refererIced resolution and finds: 1. The County of Oakland and the Michigan Nurses Association have reached a three-ear agreement regarding wages and benefits for the period October 1, 2007 through September 30. 2010. 2. The agreement includes a 1% wage increase for FY 2008 and FY 2009, with a wage reopener for FY 2010. 3. For FY 2008 the wage increase equates to $66,871 for salaries and $27,016 for relted fringe benefits. totaling $93,887. 4. The wage increase for FY 2009 equates to $67,540. for salaries and $27,287 for reqted fringe benefits totaling $94,827. 5. The wage increase has been included in the FY 2009 Adopted Budget. Therefore, no amendment is recommended FINANCE COMMITTEE vkj /4z1b- FINANCE COMMITTEE Motion carried unanimously on a roll call vote with Zack absent. Resolution #09009 February 5, 409 Moved by Middleton supported by Jackson the resolutions (with fiscal notes attached) on the Con ent Agenda be adopted (with accompanying reports being accepted) AYES: Burns, Capella. Coleman, Coulter, Douglas, Gershenson, Gingen, Gosseiin, Greirkl, Hatchett, Jackson, Jacobsen, Long, McGillivray, Middleton, Nash, Potter, Potts, Runescad, Schwartz, Scott, Taub, Woodward, Bullard. (24) 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 HBO MOW THE FOREGOING RESOLUTION )P STATE OF MICHIGAN) COUNTY OF OAKLAND) l I, 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 February 5, 2009, with the original record thereof now remaining in my office. In Testimony Whereof, I have hereunto set my nand and affixed the seal of the County of Oakland at Pontiac. Michigan this 5th day of February, 2009. Gat Ruth Johnson, County Clerk