HomeMy WebLinkAboutResolutions - 2009.03.05 - 9834,
February 5, 2009
MISCELLANEOUS RESOLUTION #09022
BY: Human Resources Committee, Sue Ann Douglas, Chairperson
IN RE: HUMAN RESOURCES DEPARTMENT — FISCAL YEAR 2008 - 2010 LABOR AGREEMENT
FOR EMPLOYEES REPRESENTED BY THE GOVERNMENT EMPLOYEES LABOR COUNCIL
To the Oakland County Board of Commissioners
Chairperson-,•Ladies and Gentlemen:
WHEREAS the County of Oakland and the Government Empl6yees' Labor Council, have been
negotiating a contract covering approximately 123 Children's Village 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 a 1% rate increase for Fiscal Year 2008; a 1% increase for
Fiscal Year 2009, effective with the execution of this agreement: and the same increase as the general,
non-represented employees for Fiscal Year 2010, to be provided to this bargaining unit in the same time
and in the same manner as the general non represented employees; and
WHEREAS this agreement provides that the employees covered by the bargaining unit's
health care contributions will be consistent with those set forth in Miscellaneous Resolution # 07216.
Such contributions shall commence upon execution of this agreement. Any benefit modifications
implemented for non-represented employees during 2010 will be applied to this group at the same time
and in the same manner; and
WHEREAS Presidents Day and Veterans' Day shah i no longer be considered holidays for Youth
Specialists, First Cooks, Second Cooks, and General Staff Nurses covered by this bargaining unit; they
shall instead receive three (3) Bargaining Unit #22 days annually to be used or paid off annually, and
WHEREAS the agreement has been reviewed by your Human Resources 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 the Government Employees Labor Council 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 attacheo.
Chairperson, on behalf of the Human Resources Committee. I move tne adoption of the foregoing
resolution.
HUMAN RESOURCES COMMITTEE
Human Resources Committee Voti:
"
Motion carried unanimously on a roll call vote with Coleman absent
Duration:
Wages:
FY 2008
FY 2009 .
FY 2010
Benefits:
FY 2009
SUMMARY OF AGREEMENT .
BETWEEN THE
COUNTY OF OAKLAND
AND THE
GOVERNMENT EMPLOYEES LABOR COUNCIL
(Children's Village Employees)
January 2009
3 years (October 1, 2007 through September 30, 2010)
1% rate increase effective wi eement
1% rate increase effective with the execution of this agreement
Me too, with general non-represented
Effective with the execution of this agreement, employees represented by
this bargaining unit shall have bi-weekly health care contributions as
follows:
Employees hired prior to 5/31/03:
Single 2 Person Family
PPO $32 $65
POS $26 $52
CMIvI $ 8 $20
HAP $52 $89
TRAD $52 $89
$75
$60
832
$94
$94 (no longer open for new enrollment)
FY 2010
Contractual:
Employees hired on or after 5/31/03:
FPO No Change
POS No Change
CMM S S $20- $32
Me too, with general non-represented
Effective 2010, Youth Specialists I and II, First Cooks, Second Cooks,
and General Staff Nurses will no longer receive holiday pay for
Presidents' Day and Veterans' Day. They will receive 3 BU 422 Days to
be used in accordance with Children's Village leave policies. Any BU
422 day not used between December 1 and November 30 will be
compensated at the employee's current rate.
THE COUNTY OF OAKLAND
AND
GOVERNMENTAL EMPLOYEES LABOR COUNCIL
Collective Bargaining Agreement
2007 - 2010
AGREEMENT
This agreement is made and entered into on this day of ,2009
by and between the County of Oakland (hereinafter referred to as the "Employer" ) and the
Governmental Employees Labor Council (hereinafter referred to as the "Union").
I. RECOGNITION
The Employer recognizes the Union as the exclusive representative of the following
employees of the Oakland County Children's Village 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, s -ubjeet to and in accordance with the provisions
of Act 336 of the Public Acts of 1947 and Act 379 of Public Acts of 1965.
All full-time employees of the Oakland County Children's Village, excluding all confidential
and supervisory employees.
IL PURPOSE AND INTENT
The general purpose of this 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, or in any way be discriminated against because of
sex, age, race, color, creed, national origin, political or religious beliefs.
• The masculine pronouns and relative works herein used shall be read as if written in plural
and feminine, if required by the circumstances and individuals involved, and is not intended to be
discriminatory in any fashion. • •
III. MANAGEMENT RIGHTS
The right to hire, promote, discharge or discipline for just cause, and to maintain discipline
and efficiency of employees is the sole responsibility of the Employer except that union members •
shall not be discriminated against as such. In addition, the work schedules, methods and means of
departmental operations are solely and exclusively the responsibility of the Employer, subject,
however, to the provisions of this agreement.
IV. ADOPTION BY REFERENCE OF RELEVANT RESOLUTIONS AND PERSONNEL
POLICIES
All Resolutions of the 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
this agreement, and all other benefits and policies provided for in the Oakland County Merit System,
which incorporates the Oakland County Employees' Handbook, are incorporated herein by reference
and made a part hereof to the same extent as if they were specifically set forth.
V. AID TO 0 1.1iER UNIONS
Section 1
. The Employer agrees and shall cause its designated agents not to aid, promote, or ftnance any
other labor group or organization which purports to engage in collective bargaining or to make any
agreement with any such group or organization for the purpose of undermining the Union.
Section 2
The Union agrees not to make agreements with any other union for the purpose of coercing
the Employer.
VI. DUES CHECK OFT
(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 and 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 which he is no longer a member of the bargaining unit.
(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,
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demands, suits and other forms of liability by reason of action taken by the Employer for the purpose
of complying with this section.
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, 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 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 term of this
• agreement.
VIII. BASIS OF REPRESENTATION
Section 1
There shall be one Steward and an Alternate Steward for each shift. Stewards must come
from the shift they represent.
Stewards will be released from their work, after obtaining approval of their respective
supervisors and recording their time, only for the purpose of adjusting grievances in accordance with
the grievance procedure 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 will
report their time to their supervisor upon returning from a grievance discussion.
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
5
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 Bargaining Unit President or Chief Steward,
or both, upon sufficient notice to the Employer, may substitute for a member or members of the
Grievance Committee. A representative of G.E.L.C. may be included in the Union's grievance
committee should the Union deem it necessary.
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 Employer agrees to recognize one committee representing all employees of the
bargaining unit, such committee shall be composed of not more than two (2) members selected by
the Union and certified in writing to the Employer, The Bargaining Unit President may participate as
an additional member of the bargaining committee. -
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 his problem or grievance to the attention of his immediate supervisor, with or without his
Union Steward, and an attempt will be made to resolve the grievance informally. In the event the
steward is called, he shall be released from his duties as soon as possible, and in any event, no later
than the beginning ofhis shift the next day. The supervisor, the employee and the steward shall meet
simultaneously in an attempt to resolve the matter. Suspensions, demotions, and disciplinary actions
of any type shall not be subject for the grievance prncedim... sncl Rhall be processed in accordance
with the procedures of the Oakland County Personnel Appeal Board Dismissals are to be heard only
by an arbitrator.
Step 1
If the grievance is not settled informally between the employee and his immediate supervisor,
the employee shall have the right to discuss the grievance with his steward. If, in the steward s
opinion, proper cause for the complaint exists, the Union shall have the right to submit a written
grievance on the complaint to the immediate supervisor within ten (10) days of the incident given
rise to the grievance. The written grievance must be signed by the employee and his steward and
• receipt acknowledged by the employee's immediate supervisor.
Step 2
. The department will give its written reply within ten (10) days (excluding Saturday, Sunday
and holidays) of receipt of the written grievance.
Sten 3
Any grievance not settled at Step 2 may be submitted to the Grievance Committee within five
(5) days of the date of the receipt of the written reply. Any grievance not submitted to the Grievance
Committee by written notification to the Employer within ten (10) days shall be considered dropped.
A meeting on the grievance shall be scheduled by the Grievance Committee within ten (10) days
(excluding Saturdays, Sundays 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 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:
• Mario Chisea
William Daniel
• Paul Glendon
George Rommel, Jr.
• Benjamin Wolkinson
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. hi 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 of
answering.
Section 3
All specified time limits herein shall consist only of County workdays Monday through
Friday.
Section 4
Each grievance shall have to be initiated within ten (10) days of each occurrence of the cause
for complaint _or, if neither the aggrieved nor the Union had knowledge of said occurrence at the time
of its happening, then within ten (10) days 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 restrict 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;
Othffr notices of hornm fide Union affairs which are not vulgar, obscene, political or
libelous in nature
XI. SENIORITY
Section 1
New employees may acquire seniority by working six (6) continuous months, in which event
(e)
the employee's seniority will date back to the date of hire into the department. When the employee
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 Union every six (6) months.
An employee shall lose his 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 reason satisfactory to the Employer 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 gives a written notice to the Employer of his 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 an
employee who has given notice but fails to return within the five (5) day period.
Notice of recall shall be by Certified Mail-Return Receipt Requested and mailed to
the employee's last know address.
Section 2
Shift preference will be granted at Children's Village on the basis of seniority, within the
classification, provided the employee meets the qualifications for the vacancy.
Vacancies created by employee separation, promotion, or transfer out of Children's Village
10
shall be subject to seniority bidding. The Employer shall determine assignments based on the needs
of Children's Village.
XII. LAYOFF, RECALL AM) 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 order of their seniority.
(b) The Employer will endeavor to notify the Union at such time as the Employer
anticipates the laying off of employees represented by this bargaining unit.
XIII. TEMPORARY CHANGE OF RATE
In cases 'in which an employee's temporary assignment includes taking over the ultimate
responsibilities inherent in a higher level job and the temporary assignment is for more than thirty
(30) consecutive working days, the base salary rate for the classification assigned will be paid during
the period the employee is required to work in the higher class, retroactive to the day in which the
temporary assignment began. In the event the base rate of the higher class is lower than the
employee's regular rate, the employee will be paid at the next higher step over their regular rate.
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.
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XV, GENERAL CONDITIONS
. Section 1
The Union shall be notified in advance of anticipated permanent major changes in working •
conditions and discussions shall be held thereon.
Section 2
The re-employment rights 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 County shall, at the written request of the
Union, be granted a leave of absence without pay. The leave of absence shall not exceed two (2)
years, but it 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 System
Section 4 •
When any position not listed on the wage schedule is filled or established, the County may
designate a job classification and rate structure for the position. In the event the Union does not
agree that the classification rate or structure are proper, the Union shall have the right to submit the
issue as a grievance through the grievance procedure within a sixty (60) day period.
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 this unit.
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 twenty-four (24)
hours in advance, and the conference shall be scheduled 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 the G.E.L.C. may attend the-speciaLconference.
• • Section 7
Any employee required to work overtime which is not contiguous to the employee's regular
work schedule shall be entitled to a minimum of two (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 8
Once the holiday schedule is posted, employees will not be removed from the schedule
without mutual agreement except under exigent circumstances as determined by the Employer.
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Section 9
All Children's Village Case Coordinator I and U will be paid at the overtime rate when the
total hours worked in their regular work week exceeds 40. They will be excluded from the
provisions of Merit Rule 2.10.1.2.
Section 10
The employer has established a "Quarterly Master" system for the appropriate disbursement
of County recognized uniform items for Children's Village employees. •
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 benefits may be increased or decreased in the process of negotiations between the parties and
made a part of the final agreement.
XVII. HOLIDAY LEAVE
Effective December 1, 2009, the provisions of the Oakland County Merit System in the
Oakland County Employee's handbook concerning holidays, holiday pay, premium pay on holidays,
and overtime on holidays, shall not apply to members of the bargaining unit with respect to
President's Day and Veteran's Day.
Effective the first pay period following December 1 of each year, bargaining unit members
shall receive three (3) days of holiday leave. Employees hired after December 1 shalt receive one (1)
day of holiday leave every four (4) months based on the following schedule:
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December 1 - March 31 = 3 days of holiday leave
April 1 - July 31 = 2 days of holiday leave
August 1 - November 30 = 1 day of holiday leave
EXAMPLE: An employee hired on May 1 would receive two (2) 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 have their holiday leave, or part thereof, paid off b etween their date of separation
or leaving the bargaining unit and the prior December 1 based on the following schedule:
December 1 - March 31 = 1 day of holiday leave
April 1 - July 31 = 2 days of holiday leave
August 1 - November 30 = 3 days of holiday leave
EXAMPLE: An employee separating or leaving the bargaining unit February I would be
entitled to be paid off for one (1) day of holiday leave for that annual period.
Should an 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 formulas, the employer will
subtract from the employee's annual leave bank the number of days used in excess of those earned.
Employees separated from county service or leaving the bargaining unit shall be paid for their
unused accumulation of Holiday Leave at the salary rate the employee is being paid on his or her last
day of actual work in the bargaining unit. This payment shall be at the employees straight time rate.
Scheduling and use of holiday leave shall be subject to the following restrictions:
(1) Holiday leave shall bP. used and scheduled in the same manner as annual leave.
(2) Employees may not accumulate holiday leave from one year to the next year.
15
10
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 which
includes November 30. Payment for unused holiday leave shall be at the employes
straight time rate of pay on November 30.
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.
XVIII. ECONOMIC MATTERS
Wages and fringe benefits are attached hereto as Appendix A and Appendix B.
• XLX. RESOLUTION OF ALL 1VL4TTERS
The provisions of thi s labor aareemcnt include resolution of all matters which remained at the
time of settlement as issues of negotiations and upon which settlement was reached.
XX. SAVINGS CLAUSE
The Union recognizes the right and duty of the County of Oakland and the Children's Village
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 conflict
provisions which might be contained in this Agreement. If any article or section of this agreement 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 he, restrained by such tribunal, the remainder of this Agreement shall
not be affected thereby.
(3)
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•
XXI. DURATION
This agreement shall remain in full force and effect until midnight, September 30, 2010. It
shall be automatically renewed from year to year thereafter unless either party shall notify the other
in writing, sixty (60) 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 firll force and be effective during the period of
negotiations and until notice of termination of this agreement is provided to the other party in the
manner set forth in the following paragraph.
In the event that either party desires to terminate this agreement, written notice must be given
to the other party no less than ten (10) days prior to the desired termination date which shall not be
before the anniversary date set forth in the preceding paragraph.
It is agreed and understood that the provisions contained herein shall remain in full force and
effect so long as they are not in violation of applicable statutes and ordinances and remain within the
jurisdiction of the County of Oakland.
Governmental Employees COUNTY OF OAKLAND, a Michigan
Labor Council Constitutional Corporation
Bill Bullard, Jr., Chairperson
Board of Commissioners
Oakland County Executive
L. Brooks Patterson, County Executive
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CHILDREN'S VILLAGE EMPLOYEES
APPENDIX A
FY 2008 BI-WEEKLY SALARIES
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.
Classification
Account Clerk I
Account Clerk II
Child Village Intake Clerk
Clerk
First Cook
General Clerical
General Staff Nurse
Office Assistant I
Office Assistant II
Second Cook
Secretary I
Children's Village Case Coor. I
Children's Village Case Coor.11
Youth Specialist I
Youth Specialist II
Base 1 Year 2 Year
1102.43 1169.04 1235.75
1222.84 1296.83 1370.81
1160.92 1231.04 1301.33
906.98 963.94 1024.52
1046,70 1110.11 1173.56
896.52
1811.09 1912.24 2013.17
1004.45 1066.43 1128.47
1102.43 1169.04 1235.75
963.94 1024.52 1085.31
1160.92 1231.04 1301.34
1592.84 1688.80 1785.09
1804.10 1912.95 2021.69
1185.00 1256,79 1328.57
1286.34 1364,05 1441.82
3 Year
1302.48
1444.65
1371.53
1085.32
1236.85
2114.37
1190.49
1302.47
1145.99
1371.52
1881.09
2130.76
1400.19
1519.52
4 Year 5 Year 6 Year
1369.17 1435.97
1518.74 1592.53
1441.67 1511.97
1145.99 1206.78 1267.28
1300.26 1363.70
2215,38
1252.66
1369.17
1206.78
1441.67
1977.17
2239.57
1471.81
1597.29
2316.48
1314.74
1435.96
1267.28
1511.97
2073.44
2348.51
1543.64
1674.90
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CHILDREN'S VILLAGE EMPLOYEES
APPENDIX A CON'T
FY 2009 131-WEEKLY SALARIES
The following merit bi-weekly salary schedule shall prevail for the period beginning the first pay period
after the execution of this agreement:
Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year 6 Year
Account Clerk 1 1113.45 1180.73 1248.11 1315.50 1382.86 1450.33
Account Clerk 11 1235.07 1309.80 1384.52 1459.10 1533.93 1608.46
Child Village Intake Clerk 1172.53 1243.35 1314.34 1385.25 1456.09 1527.09
Clerk 916.05 973.58 1034.77 1096.17 1157.45 1218.85 1279.95
First Cook 1057.17 1121.21 1185.30 1249.22 1313.26 1377.34
General Clerical 905.49
General Staff Nurse 1829.20 1931.36 2033.30 2135.52 2237.53 2339.64
OfficeAssistanti 1014.49 1077.09 1139.75 1202.39 1265.19 1327.89
Office Assistant 11 1113.45 1180.73 1248.11 1315.49 1382.86 1450.32
Second Cook 973.58 1034.77 1096.17 1157.45 1218.85 1279.95
Secretary 1 1172.53 1243.35 1314.35 1385.24 1456.09 1527.09
Children's Village Case Coor.I 1608.77 1705.69 1802.94 1899.91 1996.94 2094.17
Children's Village Case Coor.11 1822.14 1932.08 2041.91 2152.07 2261.97 2372.00
Youth Specialist I 1196.85 1269.36 1341.86 1414.19 1486.53 1559.08
Youth Specialistn 1299.20 1377.69 1456.24 1534.72 1613.26 1691.65
FY 2010 BI-WEEKLY SALARIES
Employees represented by this bargaining unit shall receive the same increase -as provided to the general,
non-represented employees during FY2010. Such an increase shall be applied at the same time and in the same
manner as the general, non-represented group.
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CHILDREN'S VILLAGE EMPLOYEES
APPENDIX B
•
For the following fringe benefits, refer to the Oakland County Employee's 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/Personal Leave
8. Retirement
9. Annual Leave
10. Income Continuation Coverage
11. Dental Coverage
12. Tuition Reimbursement
II
(a) Effective with the execution of this agreement, employees required to drive their
personal vehicles on official County business shall receive mileage reimbursement in accordance
with the current IRS rate.
Any previous practice of paying mileage on a "home to home" basis for employees
wOrking overtime is eliminated.
(b)
20
r
(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.
Any improvement in the shift differential bonus applied to non-represented employees during
the. term of the agreement which exceeds the rates currently paid to these represented employees
shall be applied to members of this bargaining unit at the same time and in the same manner as
applied to the non-represented employees.
IV
Furthermore, with the execution of this agreement, employees represented by this
bargaining unit shall have bi-weekly health care contributions, as set forth in Misc. Res.
#07216 as follows:
Employees hired prior to 5/31/03:
Single 2 Person Family
PPO $32 $65 $75
POS $26 $52 $60
CIVIM S 8 $20 $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
CMM $ 8 $20 $32
21
Employees represented by this bargaining unit shall receive the same benefit modifications approved
for the general, non-represented employees during calendar year 2010.
V
Children's Village management continues to be interested in maintaining an overtime policy
that both meet the needs of the Village management and its employees. As such, management agrees
to meet, upon request of the union to discuss any concerns that may arise with the overtime.
22
Resolution #09022 February 5, 2009
The Chairperson referred the resolution to the Finance Committee. There were no objections.
forth with those set consistent
FISCAL NOTE (MR #09022)
BY: FINANCE COMMITTEE, TOM MMDLETON, CHAIRPERSCN
IN RE: HUMAN RESOURCES DEPARTMENT - FISCAL YEAR 2008-2010 LABOR AGREEMENT
FOR EMPLOYEES REPRESENTED BY THE GOVERNMENT EMPLOYEES LABOR COUNCIL
TO THE OAKLAND COUNTY BOARD OF COMMISSIOENRS
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 Government Employees Labor Council
(GELC)(approximately 123 Children's Village Employees) have
negotiated a Wage Reopener beginning October 1, 2007 through
September 30, 2010.
2. This agreement provides for a 1.0% wage increase in FY 2008,
which equates to $53,982 in salaries and $28,610 in related
fringe benefits for a total of $82,592, and a 1% increase in FY
2009, which equates to $54,257 in salaries and $30,709 in related
fringe benefits for a total of $84,966.
3. The agreement also provides that the employees represented by
this bargaining agreement receive any benefit changes provided to
employees in the same time and the general non-represented County
the same manner for FY2010.
4. Health care contributions will be
in MR #07216.
President's Day and Veterans' 5. President's Day and Veterans' Day shall no longer be considered
holidays for Youth Specialists, First Cooks, Second Cooks, and
General Staff Nurses covered by this bargaining unit. Instead
they will receive three (3) Bargaining Unit #22 days annually to
be used or paid off annually.
6. Funding to cover this contract change was
and FY 2009 Adopted Budget. Therefore,
recommended.
included in the FY 2008
no budget amendment is
FINANCE COMMITTEE
FINANCE COMMITTEE
Motion carried unanimously on a roll call vote with Gingell,
Zack and Coulter absent.
Resolution #09022 March 5, 2009
Moved by Capello supported by Burns the resolutions (with fiscal notes attached) on the Consent Agenda
be adopted (with accompanying rept)i b b0 my el Ut,egterd ).
AYES: Burns, Capello, Coulter, Douglas, Gershenson, Gingell, Gosselin, Greirnel, Hatchett,
Jackson, Jacobsen, Long, McGillivray, Middleton, Nash, Potter, Potts, Runestad, Schwartz, Scott,
Woodward, Zack, Bullard. (23)
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).
STATE OF MICHIGAN)
COUNTY OF OAKLAND)
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 March 5,
2009, 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 5th day of March, 2009.
eat
Ruth Johnson, County Clerk