AGREEMENT

Between

MANISTFE COUNTY 911 CENTRAl DISPATCH

AND

GOVERNMENTAL EMPLOYEES LABOR COUNCIL (GELC)

AND

THF MANISTEF COLNTY 911 CENTRAL DISPATCH ASSOCIATION,A GFLC AFFILIATE

Effective October 1 St 2008 - September 30th 2011

AUi’iihML

2

AGREEMENT

This Aureement entered into on the 2 day of Januar 2009 effectie Otober I2008. hetneen MANIS ILL COUNTY 911 CENTR \l [)ISP&T( 11, a MiLhiafl\Iunicipal Corporation (hereinafter referred to as the EmpioyerTh and theGOVERNMFNTAI EMPLOYEES LABOR COT NU1L. (hereinatter referred toas the l nion”)

ARTICLE I

PURPOSE AND INTENT

Section Li: It is the purpose and intent of the parties to this Agreement to promote the mutualbenefit of the Employer and the members of the Union and to establish wages,hours and conditions of employment. to provide for the disposition of allgrie ances arid to prox ide for the improved efficiency of the Manistee County 9T 1F)ispatch Center in rendering serr ices to the citizens of the Couiit.

ARTICLE 2RECOGNITION

Section 2A: Pursuant to and in accordance with applicable provisions of Act 379 of the PublicActs of 1965. as amended, the Employer does hereby recognize the Union as theexciusixe representathe of all members of the Bargaining Unit as describedherein:

All fulUtirne and regular part time employees of the ManisteeCounty 911 Dispatch Center for the purposes of collectiveBargaining ith respect to rates of pas. hours, \ages. grievancesand other conditions of employment. Such recognition specificallyexcludes Super isors, Executi es and Confidential F mploy ees.

ARTICLE 3

ACENC\ SHOP

Section 1,1:A. Ml members of the Bargaining Unit shall as a eonditio of

emplosment. become members of the I nion within thirt (30)das of einploment or entering or reentering the Bargaining

nit or pas serr ice Fee equal to dues unifornth required ofmembers of the Union.

5B lhr I riploycr upm reei t ti a iii u notice horn 1k 1 nior

that an employee is no longer a nember an good standing oh the1. mon for the sok reason that the mployLe has not paid the duesuf swtviww few. 5hal awnralnaLw thw wmpluytnwHt uf sdld iiipluyewirithin thirt (30) da s from the date of said notice unless saidempk yee presents a letter from the 1. mon stating that he she hasbc i rtaurnd k u d me r buship stitu pri r h 1h pirati nfah ab’ ntniiord thin) (0) day period

Section 32. the F mployer will &duct, upon receipt of signwd authorization by andi idualriembers so long as said authorization remains in effect dues in the amnu it as

certified by th I nion and forward the same to the (iovernrnental I mployeeslabor Council (GFLC) on a mrnthly basis after such deductions hne been madeSuch sums shall be accompanied by a schedule showir g for which deductionshas e been made

Section 3 3: 1 he F’mpk yer hall not be liable to the 1. non by reason ol the requirements ohthis Agreement for the remittance of payments of any sums other than thatconstituting actual dcduetion made from wages earned by employces.

Section 4: Ihe Union agrees to indemnify and hold the Fmployer harmless for any and allclaims arising under this Article 3

ARTiCLE 4RFPRESENTATION

Section 4.1 \ll employees who are covered by this Agreement shall he represented by theUnion and by representatives and the bargaining committee to be chosen by themcmbus of the Union.

Sction 4.2: Ihe Bargaining C ommittee may be composed of the same number of employeeswith seniority as the number of members of the I mployer’ s BargainingCommittee.

Scction 4.3: -l he 1. nn n shall be represented in the (grievance Procedure by one localrepresentatis e the gries ant and a OFF C’ representative if requested.

Section 3 4: It is understood that the effie lent operation of the Manistee County 911 (entralDispatch C enter is foremost and accordinfiy no mc mber of the committee orrepresentatise, ir the performance of any Association related business willdisregard any of thc rules nd procedures rcoarding such operatlo s and effickncspn sided. howes er, the Dire tot or his her & agnee will cooperatc n granting ofpermission t ins esti3ate griev ince during regular working how

ISe tot 4 I Ct o ILU a ibe: itheical \s at r

[(11(111 I lou n’

•\. P1t’ce’sing and ins esiniUnc rcportcd mcntr’, tTicdI!CeN

13 Di1itreme’ emecm tic i incur and JpPI!Cat;& fl id th- nni’. isit ;n t dii S

AiCiflci I

( Repr ‘crI icnh a Fcarirg t rocecdi i-’ aft tirg right ant oro reIns rr stied hr t is Aree ne it

Section 4.6: During the tarm of rht Agreement. the Union shall inform the Emplorcr. inwriting, oft names c f Cit Grits imc ft unittec, and the Baqahung ( in once

I u this lot ii \ssociatlon.

Section 4,7: Aathoriaed repre-entatu es of the OF I 0’ shall he permitted to sisit the opcrationof the Employer durinE uoiking hours to talk uith the Union stevtard eomerningmatters cur cred by this Agreement. as long as it does nut interfere ssrh 91 ibusiness.

Sectior 4,8: \ oal officer of tie sscciati n ss 11 h al or ed to attend ( IC nee igs ‘fscheduled to work on meeting dates, ‘isso (9) pdid days per year for one or twooffleers.

Section 4,9: Ihe Employer will, when possibl inform tie local Association officers tuenty(20) Ia’ in advance of an’ changes in xistinE i ales or regulations or thee stabli shme it of ne s rules and rc gulations he fore such changes are madeeffcctise.

Section 4,10: \ns IntelTogallon of c’vplo’ces must be conducted at reasonable times and unlessotherwise agreed will take place the 9-li Center in Manisite ( ounty.

Section 4.11: \ i employee hall no he subjict t reprisal or diserimir ation hr he F nipoyerfor esereising hts her right Lu ct’m:i:enee cull Iitieatinn agin.t any person againstwhom he she clams to hare a caos’- of’ action.

R1I(It SM N GF Mt NT RIGHIS

Scctk ii 5J: k Th Fmploy n Is wn bcb h and ehi . of he public it

s r s heret clams d r en t ci ciii d p s ri Pu to ‘cif arid t de gn t d rcpr sentati e hen sc tel gated by ii, all p vi er

i his I ti rid e p. i [Ii fe cedep a I d ni h ti bri s rid(nsti ution of thi. State of M ehigan and the I nited States Among he rights fmariag ment nclu Iin on’ b a f llu trati and ci I vi y rif Iimtati ri

1. Lh ight to ride nine all matte s pertal ii g to tce ser ices t he Pu netted andt] meth Is p d i e n an. pm t rid m el e ti ci to p desuen sen icc tc de ennme the si e of th vi ork forc and to incre& e and decreaset e numlrr femplo cc r tamed, to hr new em I yr to determine tie nati eand numbe of tac line and epartment and their ocation t adopt, modilyci ape or alter the budgd t e t bh h clas ifiction fw k to con binc orrecogni e any part or all of it operations, to main am order and efficiency, tot c ly and use improv d m tho is and “quipment and outside s istanc either in

o out f the Imployer s facmh es Ic direct the wrk fore tì assign work andI ten ne the 1 ca ion oft ork as ig vie t and reLted to k t be p rformed tode ermine the numb r of employees te be assigned to operatu ns, to stabhshor tanda I to select mplo ecs for promotion, r to di. crc inc the nu nber

and qualmfcations aol. competency of employecs to estabi sh trainingr quirements for purposes of mai taimng or impr c ing profe ion I skill5 ofemployees for adt neemer t I he F mploy e r snail also havi. the right to liseiplineemploy ecs suhj ‘ct t he terms of this Agreement, for jus c use transfer layoffan I recall p rs nnel to establish easonable t ork rules and to fix and determin -,

p naltie s for iolation of such rules o establi h and chant. work chedi les andhaurs, Ic continue and mat itain it operations Ss in the p& t p v ded howeverthat th se P ghts hall not be exercised mt iolation of any p cfi’ provi ion of this‘. ement.

I It is further agri.d by th pa ties that the nucnerat on ofmanag merit prero ‘ati es set forth abo’ shall n t be deemed toexelud c th ‘r prerogatnes not enumerate I and except asspe ifie lit aori Ised or mc dified bt this Acireement all of therights power and au honty pos e d by the hmpk y r prior toth gum of his \g e mnenc are ret med by the Fmplc er andem in r i hin tar ‘igh s f the F mpk ye r, reg irdles of whetherr h rht ha c or h net b n cxc c ed in the past

Section 5 2: lb s Agreement cmh dies all the oh igat rims betw en the parties etoltmg II inhe colk Pt e bcrgai ing proce s md super les all p ior cxl k nc.hps and or pa tprcti s

f

ARH( I I 6

NO STRJKF

Section 6 1 Nature of Sen ices I he Parties hereto mutualN recognize that the sen ices‘h nd h) tr v plo s rd h tNs The’ment are essential o th public

hcaltfl sarety and cHar I an I mon re ogn ice mat me neect i r carc annse ice t( the bent ar of par tin in impo I n a d tl a ther hu Id hnterference ith such purilic safety for any causet I atsoet e . by the entployet s

it repre ents nor shall there I e any concerted falur b the e npk vees it

repreents, nor shall t&r be an c nc rt d failure by them to report for d ir • n r

hall thc ‘ he ab ent themselves from w irk t p wo k or ab am in nol orpart fn m the fill faithful and p oper perth manc e of the dut e of the rmplo mnt lb Union furthcr mc flues that a trike b the en p1 ye s would

be ill gal pu sunlit I Mchigan law as cml d at M( 1 423 202

Section 6.2: bo Strike Pleg The f mon and employeu agree not to engage n ‘trikes workstr ppaat s work lowd win or actions to thert ise intc rfere t ith the effici ntoperations of the 911 Central Dispatch and that neither its repre entati es nor itmembers will intimidat cm r e or discriminate c gainst an emplo cc in ammannr at ant time

Section 6.3 Dispiinc and I) seharge I he Lmployer shall have the right to disc ipi nc anddi s’ barge any employee parti ipating in such work interferences

Section 64 Nc cmplo3ee, r ion member or otheragent of the Union si II b empowered to call or cause am strike work stoppages

r cessation of employment prohib ted i. nckr 4ct 379 P A I96, nor shall thFmplo)erprot oke strike acton by th Itrnon or its members Any mdiv du I cmploy e or

rot p whc wilfully tiolat r fsreard the arbitration and Ci ieyancc Procedi reset for I in this Abrmcnt may be summariy discharged by the I mployert ithout th FabTtc on the part of the Fmploter r the Union.

ARTICLE 7

DEFINITION OF EMPI OYFFS

Section ,1: Definitons Tht terms emp oyee and cmplo, ees when usd in thisgreem hall refer tr and inch d on’y lb se full Ime and r ul rI) scheduledparttime emnployces Nho are mployed h the Fmp1o)er in the collece eBargainin’ I nit dc ebbed in Artielc 2 For puroos s f hi A re ment thfollowin, cc i Ii s shall be applicable “A pay period when used in th sag em itt c it isrt of f urteen (1 3) con c utite c linda days A 4 ho hk ckwhen I in tU (3 e ncnt will mean a be period of 7 11 11 3 or 7.

\. I u1l-l imc I mployee(s): Employees scheduled on a regular basis to workSo or more hours in a pa period shall he considered as fill-timeernplo ees.

B. Part-time lmploes: Ernphiees rcgulark scheduled to workle than 48 hoors in a pa: period haIl he considered as part-limeempIo ecs.

C. Management shall designate at the time of hire hill-time and part-timestatus.

D. Relief Full-time employee(s): Employees scheduled to work eighty (80) ormore hours in a 14 day pa period, but whose schedule is subject tochange due to shift vacancies, shall be considered relief full-timeemployees.

ARTICLE 8

GRIEVANCE PROCEDURE

Section 8.1: Exclusive Method. The Employer and Union support and subscribe to an orderlymethod of adjusting grievances. To this end, the parties agree that the grie anceand arbitration procedures set tbrth herein shall he the exclusive method utilizedby them to resolve grie ance disputes between them.

Section 8.2: Definition of Grievance. For purposes of this Agreement. a grievance shall bedefined as a complaint by an employee or the F nion concerning the applicationand interpretation of a specific provision or provisions of this Agreement aswritten.

Section 83: Grievance Procedure. All grievances shall be processed in the followingmanner:

Step I. Oral Step Within five (5) calendar days of the occurrence of theincident-giving rise to a grievance, the employee affected shall first discuss thematter with the l)irector with the obeet of settling the matter informally. Ifrequested by the ernploee. the Union president or other Union officer may hepresent. It is expressh understood that if a discussion with the Director isintended to he the initiation of the Grievance Procedure at the oral step. theernploee shall also adise the Director of this fact at the time of the discussion. Ifthe Director is not ad ised of this fact. the discussion shall not he considered aninitiation of the Grievance Procedure at the oral step.

8Wen Ste . If the complaint is not satisfactonlv resolved by the oral

procedure. the 1. nion employee(s) alfeeted shall reduce the complaint to a writtengrievance and submit it to the Director. I he written grie ance shall name theemployee(s) inohed’ state the facts giving rise to the grievance; identify allproisions of this Agreement alleged to hae been violated by appropriatereference, state the contention of the emplo cc with respect to those provisions,indicate the relief requested md be signed by the Union eniplovee(s) affectedI he written grievance shall be submitted to the Director within five (5) days alterthe Employer’s answer in the verbal procedure Within five (5) days after thegrievance is filed. a meeting shall be held between the named members of thegrieance committee and the Employer. If the meeting cannot occur within a five(5) day period, it shall be scheduled for a date mutually convenient to the parties.The Director shall give the employee a written answer to the grievance within fie(5) days following the Step 2 meeting

Step 3. lIthe response received in Step 2 is not satisfactory to the aggrievedemployee(s), the employee(s) may appeal the decision to the PersonnelCommittee of the Manistee County 911 Board by submitting a written notice ofappeal within five (5) days after receipt of the Director’s written response Thisappeal must be signed by both the Union representative and the employee. FhePersonnel Committee shall meet and discuss the grievance at its next regularlyschedule committee meeting, provided that the written notice of appeal is recei edby the Director at least five (5) days prior to the next regularly scheduled meeting.the Director shall notify the F nion and the aggrieved employee, in writing, atleast five (5) days prior to the meeting. At this meeting, the Personnel Committeeshall review the facts and each of the parties involved shall have the right topresent whate er evidence and witnesses they deem necessary. Within five (5)days following the meeting. the Personnel Committee shall submit to theaggrieved employee(s) and the Union its decision in writing.

Section 8.4: Arbitration.

A. gti Rguest. I he l nion may request arbitration of anyunresolved grie ance by giving written notice to the Director and the(hairperson of the Personnel Committee of its intent to arbitrate withinfifteen (15) calendar days following the date the Personnel Committee’swritten response at Step 3 of the Grievance Procedure. I he time limits fora request for arbitration may be extended by written mutuai agreement. Ifarbitration is not so requested within the said fifteen (15) day period, thematter shall be considered settled on the basis of the Employ er’s lastdisposition.

B. Selection of \rhitrator I pon receiving a request for arbitration.the parties shall jointly obtain a list of five (5) arbitrators prcn ided by theFederal Mediation and (onciliation Service (I MCS). If no agreement canbe reached, he she shall be selected by the parties alternately striking a

9n ne mm the list \ i administrati fcrs or o her thar ad thrarbitrator s charges for his her ser’4oees and expenses shall lx borneequalh btstn the parties. hach party shall pay th fes cxrncswages and 010cr compensation br their own witnesses representathesaid legal c unsd

Sechin 85: itrator loaers. The arburatu s powers shalt be limit ito the applicaoorand interpretation of his Are. rxnt rs ss t rn aix’ shall lx oe ned at all thurwh ly by the Ic us of thi greement I he arbitrator sF 11 ha e io power to addto ubt act from or modify any f the t rms of hw &greement nor shall he shehavc the power to change any classification wage rate to rule on any claimarising froir drr i ion of the insura ice irrier or the retirc ment system inadministering their plans, or to issue a ruling modifying any matter coered by aStatut r Ordinar cr I urther thr arbitra or shall not hr cmpoviered or consick rany question or matter outside of this Agreement or to rule upon which personsthe Dircctor shall empi y If the issue of arbitrability is raised, the arbitrator shillonly decide the merits of the grieranee if arbitrability is affirmaeri’ely decidedThe rrbitrator’s decision shall be finn and binding upon the Union, the F mployerand employees of the Bargaining I nit. Any award of the arbitrator shall not ber1roactive any carliLr than the time tlx grieance was first submitted in writingI h arbitrat r is herby expressly empowered to determine w hethrr just causeexisted for th issuance of discipline against an employee I he arbitrator isxpresIy c. mpowered to determine whether just cause exists as to guilt of the

offcnse(s) charged and separatdy rrheth r thcre is just can for the severty ofpunishment imposed I he arbitrator isexpressly empowered to mitigate anr discipline imposed by dctermination thatjust cause for guilt cf some or all of the offense(s) charged does not exist and orist c ruse for s me x all of the severity of the punishment does not cxist

Section 86 S1atyry aims

Whcn remedies are arailable for any complaint md or grievanceof any cmployee through any administrative or statutory procedure.except the Michigan Employment Relations Commission. such asbut not limited to a Veteran’s Preference hearing pursuant to Act,05 of the Public ets of 1897 et seq. or any F ederal Iape taning thcrcto. andlor CIvil Rights matter pi rsuant to Act 453of the Public \cts oi 1976, or any Erderal law pertaining thereto,in addition t) the (irien arice Procedure pr n ided under thicontract and the employee cleets to utilii. the statutok oradministrati e rcmcdy the f nion and affected employee shall notprocess the complaint through any Grievance Procedure proxodedfor in this c ntraet

i3. If an employc elects to us the (nieance Procedure prnidedundrr this contract and sibsequently elects to utdiz any statutoryremedies then the gr evance shall be deemed to ha’e beenwithdrawn and the Cries ance Procedure provided for herr underhall not he applieahk and any relifsha I be fbrieitcd

Section 7: lime limitsA. Time limits pros ided in this (Jrieance Procedure shall be trict1s

obsers ed. [he parties recognize that ii is in the best interests of theFrnploer, the Union, and the emphnees to rcsoise gresances as soon aspossihk. E er’ efthrt shall he made to e\pedite the preess howes er timelimits may he waived by mutual written consent hetsseen the I mon andth Empi b r.

B If the Fmployer does not answer he gnesance within the timelimits specified in the above Gries ance Procedure, the gries anceshall automatically progress to tne next step.

C. An griexance not appealed by the Union sithin the time limitsshall be deemed settled on the basis of the Fmploer’s last anssser.

D. For the purpose of this Article, the term “days” shall he delined as“calendar days”. and shall not include the day in shich thegrievance is presented or appealed bs the Union or is answered bythe Fmploer.

Section 8S: Kaes. All claims for hack wages shall he limited to the amount of wagesthat the employee would otherwise have earned. less any compensationlwagesthat he’she may has e receied from any source during the period of the hack pay.

Section 8,9: Other Cases. No decision in any one case shall require a retroactive wageadjustment ol’ the hack pay in an’ other case.

ARTICLE 9DIS( IPLINE PROCFDITRE

Section 9 I: uc. The Director shall not discharge or discipline a nonprobationaryemployee except tor lust cause. Progressive discipline for minor offenses shall heemployed. The Union acknowledges that progressis e di cipline need not beutilized for maj or infr ictions.

Section 9.2: (‘ounselin Memorandums. I he Union acknowledges that counselingmemorandums may he utilized by the Employer. Counseling inemorandunis shallnot he construed as disciplinary action and shall not he subject to the Grie ance

I h Dneror shil r . - at Pius LI 1JflUUy ,d Uflt dflt sfltli

remo t trom tics said CktiustIlflg nieniorandurns trial are a mnmom 01 one cC:r t:ld nd ha!I duo -aid mctr0randn1s

Section 9,3, Prcdctermination Dispjjnary IftannE. Ehe Director or hi ‘her designee stillmtetx ith iii mplo e molt d nd h’s he 1 n i err t’se to p sil tireqC thapp vtkcfith oil nir fic maki5a

mal a on re,a in0 he em I diae pEn

Section 9.4: ice”tDisLhafgftgySusnnsico. The Empiorel agrees, prt-mpth upon thdiseharac 0r sicpesi’ai of an empk-yec. te notits ui stritirig. the employee andhis her -tex4ard of the disnargc or suspension Said nritren notice shall containthe speedie reacn— Dr the W charge or sospcnsion.

Section 9,5: appeal of Di çggg,,gr Sgypgpsion Should the discharged or suspendedemp oyec and or the ste a ard eon ide the di eha g or susp sto to be imp oper.t shall he si bmitted to the second ftp of the C es ance Proc e lure

Section 9.o: i!seot Past Record. In tmposing any discipline or discharge on a current charge.the FmpIoer will nor take into account any minor prior infractions. whichoccurred more than two (2; years presiously.

Section 9. Noof Disejpijnary Action &t the time of the disciplinary etion c fa nonprobationer’ emplo cc he mployer will notify tht employee in writmg of thereason therefore and svill cause a copy to he issued to the local I nionrepresentative.

Section 9.8: Lcajjgg Premises. \\ henever possible. the discharged or suspended employeewill he allowed to discuss his’hcr discharge or suspension with a Unionreprescmati c before an employee is requircu to lease the propen 01 theifmplor r

ARTI( I.E 10SE N IORTY

Section 10.1: Seniority is dcfincd to mean the lcnah of connnuons serxiuc ofan empioree withthe Manistee County 911 Central Di patch (‘cn er sncc the day and year of themph yee’s Ia t date of hirc and ‘n the escnt tw ) or more emplo, cc’s are hirud onthe Sc mc I sent ntv p et rence hail h de em ned h’ I tt rs d awing

Section 10,2: fhe Employ r shall pos a senionty I t which pros ides the names, classificationsand seniority dales of a11 cniplosees in the Bargaining Unit annoally.

12Section 10.3 1 here shall he no limit regarding the amount of times an employee shall have

access to his her personnel file.

Section 10.4: Probation: The employee shall be on at-will probation during the first twehe(12 months of continuous active employment, There shall be no responsibility tore-employ any at-will probationary employee who is discharged. or otherwiseterminated during the probationary period. An at-will probationary employee maybe terminated for any reason or no reason at the sole discretion of the Lmployer.Upon satisfactory completion of the probationary period, the employee’s nameshall be placed on the seniority list with seniority dating from the original date ofhire.

Section 10.5: Probationan Evaluations. Probationary employees will be evaluated by TrainingOfficers and Director at one (1) month, three (3) months, six (6) months, and one(1) year during their probationary period. All employees will receive an annualevaluation.

Section 10.6: Grounds for Loss of Seniority. Seniority shall accumulate untilterminated for one of the following reasons:

A. In the event an employee separates from employment.

B. In the event the employee is discharged and the discharge is notreversed.

C. In the event the employee is absent for three (3) consecutiveworking days without properly notifying the Employer, unless anacceptable explanation to the Employer is received regarding boththe absence and failure to notify. Employees will notify theEmployer promptly and before the start of the shift when necessityfor absence becomes apparent and failure to so notify shall resultin discipline, up to and including discharge.

D. In the event an employee, upon proper notification of recall fromlayoff, fails to respond within five (5) days of the recall noticeregarding his/her desire to return to work or fails to report to workwithin fourteen (14) calendar days following notification.Notification to employees by firstclass mail addressed to the lastknow address appearing on the employee’s record shall beconsidered proper notice. Each employee shall be responsible forhaving his/her proper address on record with the Employer.Nothing in this item (D) shall be deemed to preclude the Employerfrom filling any vacancy, caused by the failure of an employee toreport promptly after notification, in such manner as the Employershall determine until such employee reports for work or has losthis/her seniority under this provision.

Ii

in the c em tlk e1npioce Iou any reason other than sick leave orleae of absence granted h the Emphner is off the ac1i’e pa rollbr a period of one (1) year. In cases of worker’s compensationleave, this pen d shall be twents -four (24) months

F’ In the eent an cmploee wok for arsither riipiur hde oiilease ofihence unles- prehusk vrrccd to the Empiosur in it”

appr’ival t the leak c t absence.

(. In the event an employee fails to report for work at the expirationof a 1cm e of absence unles an explanation cceptahk to theEmploer ls gisen.

II. In the ex cut the employee is absent due to illness for a period oftime equal to his ‘her seniority at the commencement of the lea eor two (2) years whichever is less.

Section 10,7: Ihe seniorit and reemployment rights of any emploee who i enlisted in the\i-med Forcec of the United States shall he in accordance with all applicable laws.

Section 108: Employees who transfer from the Bargaining t ‘nit to excluded classifications andthereafter return to the Bargaining 1 nit shall not retain and1or accumulateseniority while working in the excluded classification Such employees shall haeno rights under this Agreement while employed in the excluded classification.

ARTICLF 11

LAYOFF AND RECALL

Section 1 11: Seniority shall apply to layoff arid recall as follows:

A, When a reduction in work force occurs, probationary employees shall be lai Ioff first and then non-probationary emploees with the least seniority will belaid off,

B. I mpioyees shall he recalled in the re ers’ order of their layoff. Ina classification, probationary employ res shall not be recalled ornew hires made until all emploec.s with seniority have beenrecalled.

14ARTI(1E 12

TRAINING

Section 12.1:A. The Employer shall pay the tuition. expenses. and provide proper

transportation for training when assigned by the Employer.

13. An employee assigned by the Employer to attend training vill reporthours spent in active training as hours worked consistent with the FairLabor Standards Act.

C. Employees will receive mileage reimbursement when they are required touse their personal i chicle at the rate established by the 91 1 Board wherethe training is held outside of Manistee County.

I). Employees who have been assigned to attend training shall receive creditfor time spent in travel to and from the training consistent with the FairLabor Standards Act.

E. Employees shall be eligible for Meal and Travel Policy reimbursementwhen they are assigned to training off the premises of the 911 facilities.

ARTICLE 13WORK SCHEDULE

Section 13.1: Shift Schedules. Seniority employees shall have the right to select shiftpreference by seniority, provided the Director shall have the discretion to assignshifts or deny shift choices to assure efficient operations of Central Dispatch or toprevent a shift from becoming too heavy with low senior employees, provided,however, the Director’s decision shall not be arbitrary or capricious. If it’sdetermined that a displacement is needed, the employee with less seniority shallbe the one displaced.

Section 13.2: Posting.A. Shift schedules will be posted at least 14 days prior to the effective date for

regular and relief full time employees.

B. Mandatory shift schedule changes may be made up to two days (48 hours>prior to the effective date for relief full time employees.

Section 13.3: Changes. Changes will be made with as much advance notice as feasible.Schedule changes will he limited to two (2) times a year unless it is anemergency. Affected Employees will have the option of picking vacations again ifschedules change.

Seti n 13-l. !IWorhssInment. \ i anplo cc s rc,u1ar o k sc eduic hail con 1st

oi i14 hour’, ii piv pia’i ;d lb uornwl hifi n tvl . I ‘)

i00 ccun hour commenci ig horn the start I c en ph K S egul nys hr Ii d I if and a p r od of no in s than h (8) , irs’ ft r 11 be a ted rr r nc IfL5 C 1kss th I r p’ r i cd ncr sI i s to

em c situation I c c dcl i tio i ‘tall nc n ii at uu a t F nI nlovcr nf any number of hours pcr aorkla wr ft ur of hit. r alimitation of the Employer’s right to schedule or require work in excess of thetori al rr rkdav or normal v ork period.

Section 1 i5: jf1Irin I rades shag not cause or erume to be paint to any c uployce I nempl c reque ti ig th trade mast doer ment ‘it nritir t Ii Due br thc datesof the trade request at the time of the trade. Employees need not seek priorappror al for such track from tic Dircet r Ifcmploy es fail to comply with trackp hey pro rain will end ‘at sole i’sereton of’ Di ‘edo

Section I16’ Stiffl,g A minmum c f rrc (2) dis1 atchcrs will b c n luty at all times

Section 1 ,7. Shift Premium, Employ c es vs c rking on shifts betss en the hours of / 00 p.mand 7 00 am sri i h sri I be onsidercd as thc exc’ii ‘ig shift, sh’ 11 receive i shiftpremium of twentyfir c (25) cents per hour in addition to their regular hourly rateor ill strait hi tin c hours worked I here shall he no pyramid r g of premiums

ARTICI F 14

(OI RT TIME

Section 14,1: In the event an employee is subpoenaed for work related court appearances, attimes ihey ‘arc 01 sehedulcd for york. shall receive a minimum of two hours’ payor time and one4 aif at their normal hourly rate. whichever is greater, for in c urttim worked i r court time shall be computed from the time thc employee ari5r esat the Director s office until such time as he sic returns, but shall exclude lunchor dmn hour e,a’sses of the (ourt.

ARJI(IE 15

JURY DU [V

Setion 151 En the cvcntof Jury Daly aneriployec stall signovcrt’ic( owl chLekPdgetpaid for the straight tw Ire (12) hou shift provide I thc employce v scheduledft work during such (owl nmc. In the event the ci iploy c s s rv icc s were notnecessary thc full shift the employc will be expected t rctum to duty

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ARTICLF 16OVF RTIME

Section 1(,J:A. A regular work Schedule is Eighty four (84) Hours during a fourteen (14)

consecutive work day period.B. Time and onc4ialf the employee’s regular rate of pay shall be paid for all

hours worked in excess of Twelve (12) hours in one (1) work day orEighty-four (84) Hours in one (1) payroll period

C All overtime hour must be authori ed by the Director or his/her designee.

Section 162: &sertime Procedure When a vacancy occurs in the work schedule the ReliefPosition can be assigned to fill the x acancy when possible and not incur overtime.When Overtime is neces ary or is appros d by the I mployer, the following stepsshall be utilized. Management reserves the right to offer to adjust the overtimehours to accommodate shift coverage.

Step 1. Parttime people who have not worked 40 hours that week shall hecalled first.

Step 2. Persons who are on pass will be offered by ‘enioritySenior PersonJunior Person

Step 3: Omduty persons shall be offered by seniority.Senior personJunior person

Step 4’ \vailable persons coming in shall be offered by senioritySenior personJunior person

Step 5’ Mandatory order of overtime shall be made to:

Junior person on dutyJunior person coming inJunior person on pass

Section 163: Qall4n Pay When employees are cilled in to work by the Director not incidentalto their shift, they shall be guaranteed a minimum of two (2) hours pay at timeand one/half (1 1 2) their regular rate of pay. F xcept when immediately befor. orafte his/her shift, then pay will be for actual time worked.

Srthon 16 ijfl I unit L Uf vee hail o1i ita reqE (v - n v eh xc d tno(2) consecutrse dais of 16 hours 01 continuous Iutv I hi t all mdud recular\clwduled hours am1 o ertime hours combind No employee ssill work an 18how shift unless it is an Lmelgency it thin employee is not scheduled to w rk therextd y

4RII(1I 17/}L1

Section 17 1. All iJuries to employ ecs during employrKnt it d e rmage to private or theF mployer’s properts shall he immediately reportrd and shown to the I mploycr assoon as su h damage is asertained Private 1cn’s dami’gcd by accident and in tnegligeure will be repi iced at the discre iofl 01 the Fmploycr based on w ittenr placeir ent c f natcs.

4R11(IF 18t NI FORMS

Section 18.1: 1 Tnifom, pfj[qpjppygpt. \t such timc a an employee who is required to wear auniform is hired, the Employer shall furnish the employee with uniforms and sin hadditional equipment as the Lmploycr deems necessary for performance of theemployee’s work.

Section 18.2. 1. niform 11owance The Employer shall pay, separate from payroll, two hundreddollars ($200 00) per calendar year for uniform maintenance to each employeerequired to wear a uniform Uniform allowances shall be paid in the month ofJanuary each year. In the event an employee is terminated, the uniform allowancewill be prorated and paid back to the Employer

ARII(LE 19

HOLIDAYS

Section 19.1: All employees covered by this Agreement who qualify, as defined in the mxtsection shall receie eight (8) hours of holiday pay at their straighhtimc hourlyrate for each of the designated holidays in this Article

Section 19 2: ln order tt quahfv for holiday pay, the employee must have worked hi herscheduled v orkday prior to, day of and day following the holiday. Failure tocon ply will result in loss of h lidas pay

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Section 19.3. 1 he following shall be holidays under this Agreement

Ne Years Day President’s Day£ aster Memorial DaIndependence Day Labor l)ayI hanksgi’ing Day Friday after I hanksgiving DayChristmas I)ay Day before (hristmaslHmployee’s Birthday F ag DaVeteran’s Day

(When an employee’s birthday and a holiday fall on the same day, the employee shall he grantedanother day off during the same pay period,

Section 19.4: F mployees sho work on any of the above named holidays shall receie theholiday pay proided in the first section of this rtic1e plus time and one half theregular hourly rate for all hours worked on the holiday, and two (2) times theregular hourly rate for all oertime hours.

Section 19.5: Compensatory Time

A, If desired an employee may request to recei e compensatory time in lieu ofHoliday pay for a maximum of 104 hours of compensatory time This timewill not be available to be taken on holidays or at any time that will causeovertime. The maximum amount of Compensatory time that may he rolledover to the next consecutive year is twenty four (24) hours.

B. Compensatory Time Use Employees will announce, by seniority, the amountof holidays they wish to claim as compensatory time, between December land 3I of each year, provided a one (1) year schedule has been posted andmaintained. At this time, in order of seniority, employees may choose thespecific days in hich they wish to use compensatory time. The unusedcompensatory time will be awar&d on first-come, first-serve basis and shallbe scheduled by gi ing the Director at least five (5) days advance writtennotice, Employees may change or cancel compensatory time by giving theDirector at least fifteen (15) days ad ance written notice,

C. Compensatory Lime may be taken in increments of eight (8). or twelve (12)hours.

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ARTICLE 20

MEDICAL-DENTAL-LIFE-LIABILITY INSURANCE

Section 20.1:I he Fmployer has the discretion to change insurance carriers plan design, thirdparty administrator, or to self-insure so long as the coverage is not reduced as aresult. I he Fmployer will not, however, be responsible for changes made by thecarrier that may reduce coverage.

B. Manistee County Central Dispatch 911 will provide for eligible full-timeemployees and their eligible dependents, the Blue Cross Blue Shield CommunityBlue PPO option III plan, with Prescription Drug coverage Co-pay of $10(ieneric’$40 I egend and $15 00 office Co-pay. Fhe following riders have beenattached to the Community Blue PPt) Option III Plan:

1. Rider CBMH5O%, Mental Health Co-pay,2. Rider CBPCM. Preventative Care Maximum.3. Rider PCD, Prescription Contraceptive Devices4. Rider PD-CM, Prescription Contraceptive Medications,5 Rider MOPI)-2X, 90-Day Mail Order Prescription Drugs.6 Vision Service Plan (VSP)

C. For those employees who enroll in the health insurance coverage, the employershall fund an BRA (health Reimbursement Account). Unused IIRA funds willroll over from year to year.

1. The annual deposit amount for each employee shall be as follows:

a. $1250.00 effective October l> 2008.b. $1,250.00 effective October 1t 2009.c. $900.00 effective October 1” 2010.

2, The plan year shall he October lt thru September 30t1.

3. Termination of Employment. In the event an employee terminatesemployment, no additional deposits will be made into their BRA. Claimsfor valid HRA expenses incurred during the plan year prior to terminationof employment can be submitted until the end of the plan’s runoff period(March 31 I he employee will only be reimbursed for those medicalexpenses incurred from October 1 of the current plan year through theemployce’s termination date. Any fund balance remaining after March 31’will revert to Manistee County 9-1-1.

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3. Retirement

(a) In the eent an mployer retires under sixtvfive (65) years of age thefund balance remaining in their HRA may he used for health insurancepremi mis and or medical related xpenss until exhausted, The retiruu ill be resp nsihle fr piving ihc ii oz thiy adnunistratit i fcassoci ted h their HKA (cur enti $450 month).

b Administratu n tee payments are due in achance on the last day ofeach month prcedang the month of coerage Non payment ordelinquency of the administration fee will re’ult in termination of theI IRA and any fund balance will rei cii to ( ounly

5 Deaths t ‘pon the death of an mployee former employee or retiree, dnimsfrom vahd HRA expenses met rred during the plan year may be submitted bythe pouse or coiered family member until the end of the plan’s runoff period(March 31 t) Reimhursemc nt will only be allow d for those medical expen esincurred from Oc ober 1 the current plan year through the date of themployee etire’s death Any fund balance after March 3 1g will revert to

Manistu County 911.

I)

1. jjrade: n employee may enroll as an option in a higherbenefit level plan than the PPO 3 and/or in a family continuation rider bypaying the premium differential by payroll withholding

(a) The Fmployer’s cost for the PPO 3 Plan shall be the benchmark for

determining the diffcrential.

2. Family Continuation.

\). Fmployees who were employed prior to January 1 2003 shall payfiy perc ‘it ‘SO°0 of the cost associated with Family (‘antinutiinn

B) Fmployees who were employed after January 1St 2003 shall payI000o of the cost associated with Family (ontinuation.

,Qilion. The Fmployer shall proi ide an annual waiver opt outoption for employccs who present evidence that they are co%ered by otherinsu ance paid in i separate check on th first pay period in the months ofMa ch and Sc pt mber prorated on a calendar ‘ear basis and paid at an

annu I 1ate based on 2°o of the ptemium cost for the heal’h insurancecoveragc for which thc cmployee would othcrwise be cltgibk. lIie opt ottwai e dental insurance

The I mpior arces to pn the lull prenuin for hspitai zanonmedical coverage br the emploxee and their eligible dependents during anemployee’s absence on paid sick leave.

U. The Employer agrees to pay full premium for the employee and theireligible dependents for the co-parnent prescription drug programEffietie March l 006. the prescription co-pay 1i hcSlO Generic S-luI egend A maintenance drug program is aaiIahle under the BlueCross Blue Shield MOPD-2X Rider. Mail Order Prescription Drugs, andthe co-pay is to times (2) the regular co-pa cost.

H. Effective September 25, 1998. Manistee County commenced a cancerinsurance plan through the American I amily Life Assurance Company(AFLAC) for all County employees enrolled under its Blue Cross BlueShield Option I health insurance Plan. A permanent rate of $9.50 will bepaid to current and future employees for the purchase of cancer insurancethrough AFLAC. Effecti e Januarx’ 1, 2000. this amount can be appliedtow ard the continuation of AFLAC cancer insurance coverage, anycafeteria benefit or taken in cash. The employee may choose to includetheir spouse/family on that cancer plan through payroll deduction. If theemployee has an AFI AC cancer benefit already in effect. the employeemay choose to keep that plan in effect and Manistee County will pay thatemployee $950 per month.

Employees who are scheduled to work Forty Eight (48) hours or less perpay period shall not he entitled to health insurance or fringe benefits asdefined in this contract. Fringe benefits are to mean health. life, dentalinsurances and paid prescription programs.

J. Manistee County 911 will provide all eligible active employees and theireligible dependents a dental Care Coverage Plan (50/-50/-50/ $800).

K. All insurance coeragc agreed to by the parties for newemployees shall begin on the first (1st) day of the following monthif there employment date began prior to the 15th day of theprevious month. If employment began after the 15th. the newernplo ce’s coverage begins on the first (I st) day following thenext full month. The employee must be actively at work duringthis waiting period to remain eligible. In the case of an extendedperiod of sickness. an employee will remain on the County’sinsurance plans pursuant to the Family Medical Leave Actprovisions in Manistee County 911 Policy Book. In the case oflayoff, all insurance coverage will he terminated at the end of themonth in which the employee was laid off. In the case of resignation.termination or discharge from employ ment, all insurance shall be

terminated on the effeetie date of ueh resignanon. termination ordischarge. Insurance coverage for employees on vorkefs compensationshall continue for one (1) yeas trorn the last day of actual work.Employees returning to work in any of the cases listed above must cornplwith the minimum hours per week proision. regardless of hire date. asset forth in Section 20.1(F) to retain and/or regain fringe benefits. All parttime employees that have in excess of thirty (30) days of continuou,employment shall be eligible for fulltime fringe benefits on the day theybecome full4ime employees.

Section 20.2: It shall he the responsibility of the employee to notify the Employer of allchanges in their personal status, such as births, marriages. etc. which maYaffect their coverage. Such changes in status must be reported in writing tothe County Administrative Assistant within thirty (30) days of the event.

Section 20.3: Legal Representation For Employees and Police Professional LiabilityInsurance. The 911 Board shall provide, at its own expense, such legalassistance as shall be required or needed by an employee as result of actsoccurring when and while said employee was in good faith performance ofhis/her duties and responsibilities.

The 911 Board shall further keep in effect and maintain a liability policyinsuring each employee in the amount of not less than is presently beingcarried for any claim, suits, and/or judgments against the employee andoccasioned by the employee’s employment. h the event the 911 Boardshall fail to maintain such a policy, the 911 Board shall agree to assumeand pay any claims. suits, or judgments rendered against the employee.which arise out of his/her employment.

Section 20.4: Life Insurance. The Employer agrees to pay the full premium of a termlife insurance plan for each employee, face value of $15,000, whileemployed.

ARTICLE 21VACATIONS

Section 21.1:A. All employees during their first year of employment while on

probation shall earn vacation using their date of hire. but the employeeshall not he entitled to take such vacation until they successfully completethe probationary’ period. Employees who do not successfully complete theprobationary period shall not be entitled to pay for the vacation timeearned during their probationary period. After completing one (1) year, allemployees shall, during each calendar year, accrue vacation benefits.which shall he used for vacation during the next succeeding calendar year.

23hieh sh II lx ii d for vacation I th iet suu din ealcnd it

yar. \ll employees who, in the calendar year progrcss to the iicxtsaeation accrual kel (i e complete five (5)‘,ears or un (lOj years of continuous scr1cc), shall receie nit ndditiu tal48 hours of vacation time on January 1 of the empioyecs anniversaryear II empl( yment is terminated prior to the actual a rniersars d ite theiiicreasd acation tim ill be &dtxxd fr m 1h final pay due themployee at termination.Holidays paid sick kasc aention time, a id apprved time off hail bedeemed days worked for purp ses of this sectionVacation benefits will be prorated hnsd upon the actual hours worked inthe cakdar year in which such benefits accrued

B. Subcct to subparagraph A hereof employees shall receive I ihty Four(84) Hours paid vacation after one (1) year of continuous employment,One hundred Twenty (120) hours paid vacation after fi’e (5) years ofcontinuous employment and One hundred Sixty Eight (168) hours paidacation after ten (10) years of continuous employment One hundredeighty (180) hours paid vacation after fifteen (15) years of continuousemployment, One hundred ninety two (192) hours paid vacation aftertwenty (20) years of continuous employment and two hundred four (204)hours paid vacation after twenty five (25) years of continuousemployment. Forty four (44) hours of the remainder of the vacation timemay be taken in Four (4) hour blocks if the employee chooses to do so andis approved by the Director.One vacation day’s pay shall equal the product of the employeesregularly scheduled hours of work and the employee’s straight4ime hourlyrate.

C Frnployees must take vacation time during the calendar year succeedingthe calendar year in which such vacation accrued. Vacation time not takenshall not accumulate. In the event an employee is unable to schedule allvacation days, time may be paid or carried over from one calendar year tothe next with 9 1 1 Board approval, but must be used by March 31 of thatyear,

D. L mployees will select their regularly scheduled vacations by senioritybetween Dec ember 1t to 31 of each ear, pros ided a One (1) year schedulehas been posted and maintained, The unused vacation time will heawarded on firstcomc firstsene basis and shall he scheduled by givingthe l)ircctor at least five (5) days advance written notice. l- mployees maychange or cancel vacations by giving the I)ireetor at least fifteen (15) daysad ance written notice. Only one (1) employee will be allowed off at atime in a twenty four (24) hour period, unless other arrangements can bemade and approved by the Director.

L. Employees ho retires or ho quit shall be entitled to payment at theirstraight-time hourly rate for accrued hut unused vacation time. If anemployee dies, the Employer shall pay to the spouse or that person orpersons the employee designates as the next of kin, accrued but unusedvacation pa’. This section shall also apply to employees who are laid off.

I. An employee shall not be mandated or otherise made to ork any oftheir scheduled pass days during a vacation period which is to include anyother approved time off unless deemed an emergency situation by theDirector. provided that the vacation is scheduled and approved bvthel)irector, and a minimum of two (2) days of vacation are scheduled.

Section 21.2: Vacation Period.

A. When a holiday is observed by the Employee during a scheduledvacation, the vacationing employee will receive an extra day’s pay,or the vacation will be extended one day, at the employee’s choice.

B. A vacation may not be waived by an employee and extra payreceived for work during that period. Vacation time not taken shallnot accumulate.

C. If an employee becomes ill and is under the care of a duly licensedphysician during his/her vacation, his/her unused vacation time will berescheduled at a later date, or the employee may choose to be paid forunused time.

ARTICLE 22SICK LEAVE

Section 22.1: Sick Leave

A. The Employer will provide a short-term disability policy for non-dutyillness and injury. All full-time employees shall be eligible for sicknessand accident insurance coverage in an amount equal to seventy percent(70%) of their normal gross weekly wage. based upon eighty four (84)hours in a pay period at straight time. These benefits shall he payable fromthe first day of disability due to accidental bodily injury or hospitalization.or the seventh day of Physician approved disability due to sickness, for aperiod not to exceed twenty-six (26) weeks per occurrence.

B. In all cases of absence due to illness, the employee shall notil theDirector, or in his absence, the on duty dispatcher at least two (2) hoursbefore the start of his/her scheduled shifts. In the event the absence is three(3) days or more, the immediate supervisor may require a doctor’scertificate before the employee returns to work. The immediate supervisormay also require a doctor’s release to return to work.

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C. l)uring the period an employee is off wrk on compensated sicklease, the Employer i1l continue to pay the employee’s cost ofhospitalization insurance, benefits will continue to accrueaccording to contract provisions.

D. Sick leave benefits vdll not be payable for a period during whichthe employee is receiving benefits under the Michigan WorkersCompensation Act.

F. Paid Personal Leave. It is agreed that employees shall be granted paidpersonal leave under the following conditions and guidelines.

1. On January 1 st of each year. employees shall be creditedwith 48 hours paid personal time per year.

2. Each day of personal leave credit shall equal one shift ofpay at the employee’s straight time wage, when personalleave is taken in the minimum of four (4) hours.

3. One employee per day, on first-come, first-serve basis, will beentitled to utilize personal leave. Employees will endeavor to givethe Employer as much advance notice of use as possible, but notless than 48 hours unless sick or an emergency. A minimum of two(2) hour notice shall be given if sick or an emergency. Once paidpersonal time off is taken by an Employee by calling in lastminute, or within the time period of 48 hours, said time off maynot be cancelled by the employee.Personal time may be taken in the minimum of four (4) hourblocks. Only one (1) employee will be allowed off at a time in atwenty four (24) hour period, unless other arrangements can bemade and approved by the Director.

4. On the first pay in January, the Employer will pay 100% of unusedpersonal leave, not banked, at the most current December 3 1st basepay rate. a maximum of 48 unused personal hours.

5. An Employee may accumulate personal leave time ina hank to a maximum of 84 hours.

ARTICLE 23FUNERAL LEAVE

Section 23.1: A. Upon the death of any member of the immediate family, ashereinafter defined, of any employee, such employee shall beentitled to three (3) days off with pay, provided, that such three (3)days shall be consecutive and include the day of the funeral. If theFuneral is outside the State of Michigan, the employee shall beentitled to five (5) days off with pay, provided that the five (5)

26days shall he consecuti’e and shall include ihe da of the fi.ineral.Immediate fami1 is defined as spouse. child, and father. mother.brother. sister. rnother-in-la. father-in-la. member of theemployees houeho1d. grandchild or grandparents. or stepchild,Or brother-in-law or sister-in-law. and stepparents.

ARTICLE 24WAGES

Section 24.1: Employees shall he paid bi-4eekk.

Section 24.2: The following schedule of wages rates shall be paid based on 2184 hours of workper year. Any ‘age increases shall he paid retroactiely to those einploesactively employed on the date of ratification of this Agreement.

A. 1-12 MonthsB. After one (1) yearC. After to (2) yearsD. After three (3) yearsE. After four (4) yearsF. After five (5) years

$1 2.54/hr$1 3.63/hr$14.94/hr$1 5.72/hr$16.07/hr$16.45/hr

Pursuant to Article 24. Wages. the wage increase for Octobersteps. The salary scheduled shall he as follows:

1, 2009 shall he 2.5% across all

A. 1-12 MonthsB. After one (1) yearC. After two (2) yearsI). After three (3) yearsF. After four (4) yearsF. After five (5) years

$12. 85/hr$1 3.97/hr$1 5.31 ‘hr$16.11/hr$16.47 ‘hr$16.86/hr

Pursuant to Article 24. Wages. the wage increase for Octobersteps. The salar scheduled shall he as follos:

1. 2010 shall be 2.5% across all

A. 1-12 MonthsB. After one (1) yearC. After to (2) years1). After three (3) yearsE. After four (4) yearsF. After five (5) years

$13.1 7/hr$14.32/hr$15.69/hr$16.51 hr$16.88/hr$1 7.28/hr

Pursuant to Article 24, Wages, the wage increase for October 1St 2008 shall be 2.5% across allsteps. The salary schedule shall be as follows:

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4RTICLE 25PENSION

Section 25,1: A. I he pension provisions now in effect for employees covered by thisgreemLnt shall he continued. Fffective January 1. 1984, the employer viIl assume all of theemployee contributions to the peasion program F ffectivc January 1. 1992 an eight (8) yearvestmg period shall be added to the Nan (V8). Effective as soon as can he implemented. theF mployer will provide all eligible Fmployees the annual MI RS Benefit B4 (2 5°o). FAQ 5(final average compensation, which is the highest five consecutive years of ful1time service), V8 (vested in eight years). Employee to pay increase in cost from B-2 to B4 of 152% of payrolL

B. For the purpose of this Article, the employee must work at least ten(10) four (4) hour days per calendar month to qualify for pensionbenefits.

C, A participating municipality may exclude temporary employees frommembership in the retirement system

ARTICLE 26DURATION

fhis Agreement shall be effective on the first day of October l20O8 and shall remain infull force and effect until the thirtieth(30th) day of September 2011. It shall automatically berenewed from year to year thereafter unless either party shall on or before, ninety (90) days priorto the expiration date notifies the other, in writing, that it desires to modify, alter, negotiate,change or amend this Agreement.

GOVERNMENTAL EMPLOYEES MANISTFE COUNFY 911 AUTHORITYLABOR COUNCIL

- * ±Kenneth J. Nash, Labor Representailve Wayne Beldo 911 Board Chairman

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Mirdnda Nelson, Pre4ident GELC Carl Rutske 911 Personnel Committee Chair

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in Iischly17P John Dunlap 911 Personnel Committee

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I eb Anderson Treasurer (ELC Sheriff Kowalkowski 911 Personnel Committee

4taFC