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HomeMy WebLinkAbout1307th CSC Meeting (April 17, 2013)13W REGULAR MEETING OF THE CIVIL SERVICE COMMISSION The 1307' Regular Meeting of the Civil Service Commission was held on Wednesday, April 17, 2013. The meeting was called to order at 4:32 p.m. Members Present: Also Present: Robert Domenzain, President, LLFU Kevin Maillard, Director of Public Works Brian Wilson, Superintendent of Public Service Ken Grzembski, President, AFSCME Union Local 192 Shadd Whitehead, Fire Chief Richard Frizzell, Firefighter Michael Persha, Firefighter Ken M. Widmer, Chief Roads Steward James Sturgill, Roads Foreman Brian Buda, Equipment Operator II Thomas Stadler, Sewer Maintenance Worker II Andrew Toth, Custodian William Kuchera, Equipment Operator II Harry C. Tatigian, Chairman Brian Meakin Charlotte S. Mahoney Jeremy Schaeffer, Equipment Operator II Roy Harris, Equipment Operator III Jason Ryan, Custodian Audrey Young, Equipment Operator II Todd Zilincik, P.E., City Engineer Lindsay Szwejkowski, Equipment Operator II Timothy Fairgrieve, Equipment Operator II Dennis Pluff, Equipment Operator III Darrell Shewcraft, Equipment Operator II Alex Bishop, Director of Inspection Robert F. Biga, Human Resources Director Jan Patterson, Personnel Clerk Vickie Wuerth, Personnel Clerk Upon a motion by Ms. Mahoney, seconded by Mr. Meakin and unanimously adopted, it was 13-36 RESOLVED, that the Minutes of the 1306th Regular Meeting held Wednesday, March 13, 2013, be approved as submitted. Upon a motion by Ms. Mahoney, seconded by Mr. Meakin and unanimously adopted, it was 13-37 RESOLVED, That having reviewed the memorandum of March 13, 2013, from Derrick L. Washington, Personnel Analyst 11, to Robert F. Biga, Human Resources Director, regarding the passing point for the written test for Police Officer (958 o.c.), the Civil Service Commission does hereby affirm the administrative approval of the passing point of 70% out of a maximum raw score of 100 in the written test, or a raw score of 70. Upon a motion by Ms. Mahoney, seconded by Mr. Meakin and unanimously adopted, it was 13-38 RESOLVED, That having reviewed the memorandum of March 21, 2013, from Robert Martin, Personnel Analyst I, to Robert F. Biga, Human Resources Director, regarding the passing point for the written and performance lest for Teller 1 (961 o.c.), the Civil Service Commission does hereby affirm the administrative approval of the passing point of 22 or 63% out of a maximum raw score of 35 in the excel performance test, approval of the passing point of 29 or Page 2 1307" Regular Meeting Aptll 17, 2013 70% out of a maximum raw score of 42 in the bank teller written test, and approval of the passing point of 86 or 50.58% out of a maximum raw score of 170 in the combined SET written lest. Upon a motion by Ms. Mahoney, seconded by Mr. Meakin and unanimously adopted, it was 13-39 RESOLVED, That having reviewed the memorandum of April 15, 2013, from Derrick L. Washington, Personnel Analyst 11, to Robert F. Biga, Human Resources Director, regarding the passing point for the written test for Police Service Aide (964 o.c.), the Civil Service Commission does hereby affirm the administrative approval of the passing point of 70% out of a maximum raw score of 100 in the written test, or a raw score of 70. Upon a motion by Ms. Mahoney, seconded by Mr. Meakin and unanimously adopted, it was 13-40 RESOLVED, That having reviewed the memorandum of April 2, 2013, from Derrick L. Washington, Personnel Analyst 11, to Robert F. Biga, Human Resources Director, regarding the passing point for the written test for Firefighter (960 o.c.), the Civil Service Commission does hereby affirm the administrative approval of the passing point of 70% out of a maximum raw score of 100 in the written lest, or a raw score of 70. Upon a motion by Ms. Mahoney, seconded by Mr. Meakin and unanimously adopted, it was 13-41 RESOLVED, that the Civil Service Commission does hereby affirm the administrative approval of the eligible list for Police Sergeant (1341 p.). Upon a motion by Ms. Mahoney, seconded by Mr. Meakin and unanimously adopted, it was 13-42 RESOLVED, that the Civil Service Commission does hereby affirm the administrative approval of the eligible list for Senior Fire Equipment Mechanic (1345 p.). Upon a motion by Ms. Mahoney, seconded by Mr. Meakin and unanimously adopted, it was 13-43 RESOLVED, that the Civil Service Commission does hereby affirm the administrative approval of the eligible list for Water Meter Repairer II (956 o.c.). Upon a motion by Ms. Mahoney, seconded by Mr. Meakin and unanimously adopted, it was 13-44 RESOLVED, that the Civil Service Commission does hereby affirm the administrative approval of the eligible list for Police Officer (958 o.c.). Upon a motion by Ms. Mahoney, seconded by Mr. Meakin and unanimously adopted, it was 13-45 RESOLVED, that the Civil Service Commission does hereby affirm the administrative approval of the eligible list for Teller 1 (961 o.c.). Page 1307" Regular Meeting Apnll7,2D13 Upon a motion by Ms. Mahoney, seconded by Mr. Meakin and unanimously adopted, it was 13-46 RESOLVED, that the Civil Service Commission does hereby affirm the administrative approval of the eligible list for Firefighter (960 o.c.). Upon a motion by Ms. Mahoney, seconded by Mr. Meakin and unanimously adopted, it was 13-47 RESOLVED, that the Civil Service Commission does hereby affirm the administrative approval of the eligible list for Police Officer (1332 p.). The Commission received and fled the following: a. Status of Temporary Employees Report for March 2013. b. Non -Resident Report as of April 1, 2013. C. Current Open -Competitive and Promotional Eligible Lists as of April 1, 2013. d. Affirmative Action Report for March 2013. e. Removal of names from active eligible list report for the month of March 2013. f. Expiring eligible lists for the month of May 2013 — Firefighter (940 o.c.). g. Approval of the Request to Exceed the Maximum Vacation Accrual for Michael Reilly, Sr. Police Officer, in Anticipation of Retirement. h. Approval of the Request to Exceed the Maximum Vacation Accrual for David Parrinello, Sr. Police Officer, in Anticipation of Retirement. Shadd Whitehead, Fire Chief, was present to discuss the step increase for Michael Persha, Firefighter. Chief Whitehead stated we are fortunate to hire some really good people whose experience, at times, well exceeds the minimum qualifications. Ms. Mahoney inquired if everything was in order with this request. Robert F. Biga, Human Resources Director, confirmed everything was in order. Upon a motion by Ms. Mahoney, seconded by Mr. Meakin and unanimously adopted, it was 13-46 RESOLVED, That having reviewed the letter of March 5, 2013, from Shadd Whitehead, Fire Chief, requesting a step increase for Michael Persha, Firefighter, and having discussion with Robert F. Biga, Human Resources Director, the Civil Service Commission does hereby approve a step increase for Michael Persha, Firefighter. Mr. Tatigian stated Robert Biga, Human Resources Director, was recommending denial of the request for a step increase for Richard Frizzell, Firefighter. Mr. Biga advised that based on the information provided, Mr. Frizzell does not have the required 2912 hours, he has 2576.53 hours. Shadd Whitehead, Fire Chief, advised that this individual has played different job roles, not as an actual medic, but as a licensed provider. In the past we looked at the job qualifications for us as being medics, previously EMTs, now paramedics, for a higher level of care. But whether it is an EMT, medic and even a previous firefighter, it all contributes to their ability and skills in Page 4 1307" Regular Meeting Apnl 17, 2013 what they bring to us as a veteran in terms of care. He understood the qualifications of 2,912 hours and that Mr. Frizzel is somewhat short, but coupled with some other previous experience, maybe in a lower classification, he feels this individual has been an asset to this organization over the last year. As the department head, I need to support this individual since the job he has been doing for us has been outstanding. Mr. Meakin requested Robert Domenzain, President, LFFU, to come forward. Mr. Meakin advised Mr. Domenzain that the last time the Commission had a similar request, the Union fled a grievance because the Commission permitted an exception to a requirement. Mr. Meakin asked whether the Union has any conditions or concerns about this request. Mr. Domenzain confirmed that the Union did not have any concerns. Mr. Meakin asked if the Commission approved the request whether we would get a grievance the following week. Mr. Domenzain replied, no. Mr. Meakin advised he was going to offer a resolution. Mr. Tatigian asked if that resolution was supported. Ms. Mahoney asked if it was regarding Mr. Biga's decision. Mr. Tatigian slated it was for the step increase. Ms. Mahoney said before she supported this she wanted to know if this was for this instance only because of the Chiefs comments about his behavior and experience, and whether the new number is now going to be 2500 hours. Ms. Mahoney stated if the motion is to approve, because of the related experience as explained by the Chief, she would support it. Mr. Biga advised the Commission that once they make an exception, the Commission can say anything it wants as far as it being in a specific situation only, and that it is not precedent setting, but once an exception is made, you have no control over this. Mr. Biga reminded the Commission that two meetings ago the Commission denied a request from the Police department for a situation where someone had extensive experience and that he would hope that the Commission considers not starting exceptions anywhere else. Mr. Meakin stated he appreciates the Director's concern, but that each case is heard on an individual basis and did not think the two cases are related. Mr. Biga stated that he could go back even further where the firefighters presented a grievance to arbitration on this matter, and the arbitrator upheld the position of the required number of hours the Commission has. Mr. Biga stated that he would not want to start any kind of a change, and that it is also easier to say we are following our standard. Mr. Biga said he knows the Commission from time to time makes exceptions, but once exceptions to requirements are started there is really no stopping. Mr. Domenzain stated he believes Mr. Frizzel has the number of experienced hours and that it exceeds the 2912 hours. Mr. Biga disagreed with Mr. Domenzain. Ms. Mahoney advised he had 2576.53 hours. Mr. Tatigian said he was a little over 300 hours short. Mr. Domenzain asked Mr. Frizzel if he had other related experience. Mr. Frizzel stated that he thought he was over the number of hours, so he didn't get the experience from Concord where he worked. Chief Whitehead stated there were multiple experiences. Mr. Domenzain said it was not presented. Mr. Biga advised if Mr. Frizzel provides that documentation for the next meeting that he would reconsider. Pages 1307" Regular Meeting Apn117, 2013 Mr. Tatigian asked if there were any objections if we put this over to the next meeting. Chief Whitehead said he did not have an objection. Ms. Mahoney stated as long as they bring additional information so we can make a sounder decision. Ms. Mahoney withdrew her support based on additional information that can help make a better decision. Mr. Tatigian said that by the direction of the Chair we will put this on the next meeting, and hopefully they will have a happy result at that point. Kevin Maillard, Director of Public Works, was present to discuss the request for the Civil Engineer II open competitive examination. Mr. Maillard stated the Assistant City Engineer position was eliminated from the budget this year. In response to that he put an Engineer II in the budget for Engineering. He is requesting an open competitive examination with seven years' experience and a P.E. for this position. There are quite a few engineers in the job market right now looking for work and the City should be able to get a lot of good candidates for the position. The City is looking for a person to be hired and be up and running with very little training. Todd Zilincik, P.E., City Engineer said that assistance would be helpful in the department. He advised that he has a lot of people with over twenty five (25) years of experience, and (2) two people that can walk out the door within the next three (3) years. He also stated that he only has one P.E. other than himself and the Director of Public Works. Mr. Meakin asked why they needed another P.E. when they already have three (3). Mr. Zilincik advised he only had one (1) P.E. other than himself and this employee could possibly retire within three (3) years. Mr. Zilincik advised that he is asking for somebody to be a P.E. for the Civil Engineer II position. He said that most of our employees have over twenty five (25) years of experience. Mr. Zilincik said he had thirteen (13) people when he started and is now down to nine (9). He advised that he is looking for assistance to help in the operational needs of the department and in the succession plan of the department. Mr. Zilincik asked the Commission for their support. Upon a motion by Mr. Meakin, seconded by Ms. Mahoney and unanimously adopted, it was 13-49 RESOLVED, having reviewed the memorandum of April 4, 2013, from Kevin L. Maillard, P.E., Director of Public Works and Todd Zilincik, P.E., City Engineer, requesting an open -competitive examination for Civil Engineer II and proposed qualifications and parts of examination and weights, the Civil Service Commission does hereby approve the following qualifications and parts of examination and weights: QUALIFICATIONS By the closing date of the announcement, applicants must: 1. Be a citizen of the United States, or a resident alien with the right to work in the United States; and 2. Have graduated from an accredited college or university with a Bachelors Degree or higher in Civil Engineering or Construction Engineering; and 3. Possess a valid State of Michigan Engineer License; and Page 130]]" Regular Meeting Apn117, 2013 4. Have at least three (3) years of full -lime work experience as a Civil Engineer while in possession of a Slate of Michigan Professional Engineer License; and 5. Possess a valid Slate of Michigan Driver's License and an acceptable driving record. NOTE: Candidates are required to submit an ORIGINAL DEGREE OR OFFICIAL TRANSCRIPTS and Professional Engineers License at the time of Interview. PARTS OF EXAMINATION AND WEIGHTS Interview -100% Background Investigation — Pass/Fail Brian Wilson, Superintendent of Public Service, advised that the department is requesting the examination for Water Meter Repairer I be open competitive. Mr. Wilson advised that they just went through a promotional examination in house for this position. Mr. Wilson stated that five individuals were placed on the eligible list. Mr. Wilson said one failed probation, number 2, 3 and 4 declined a position and number 5 is currently on probation in the position and is still trying to learn the work. Mr. Wilson stated that positions in the meter section perform work for residents with water meter repair needs, routine meter reading, final readings and meter change outs. Mr. Wilson advised that with the cutbacks in recent years the Department is now down to four (4) Water Meter Repairer I positions. Two of which are mostly dedicated to meter reading, the other two positions — one has a learner employee in it and the other has just become vacant due to an employee's resignation. Mr. Wilson explained that residents need to make appointments for services and due to lack of trained personnel the department is not serving the public adequately. Mr. Wilson said that appointments are being delayed to unacceptable levels. Mr. Wilson further staled that in order to meet the public's needs and expectations we need someone at this point who can go right into the position and have the ability to perform immediately. Mr. Wilson said that the Union representatives are going to speak to this request, regarding their concerns of this examination not being done in house, even though the City just went through an in-house examination process for the position. Mr. Wilson stated it is within the departments' prerogative to go open competitive. Mr. Wilson further stated that if they repeated a promotional examination over again there is no way of knowing or being assured that someone may take the position this time. Mr. Wilson said someone might make the eligible list that didn't pass previously, or someone might sign up this time that previously didn't, but there was no way of knowing any of these things. Mr. Wilson advised that approximately four (4) years ago we had a similar situation where we had two (2) openings for Water Meter Repairer II and needed to bring in some immediate expertise from the outside. Mr. Wilson advised that at the Commission meeting four (4) years ago, because they had one (1) Water Meter Repairer I in house that was expressing an interest in the position, the Commission determined to run Page] 1307" Regular Meeting April 17, 2013 simultaneous exams, one open competitive and one promotional to fill those two (2) openings. Mr. Wilson suggested if it is deemed feasible by the Civil Service department that we run concurrent examinations for the one (1) position. Mr. Wilson said that the eligible list from the open competitive examination would be used to fill the current opening and the next opening would be filled from the promotional examination eligible list. Mr. Wilson said this will accomplish a couple of things. It will provide a promotional opportunity for a current employee and we will have more time to work with a learning curve. Mr. Wilson said if we go through the promotional examination process again, the same situation could happen where we run right through the eligible list. Mr. Wilson said that we have a backup eligible list from the open competitive exam to go to if we failed to get anyone from a promotional eligible list. Mr. Grzembski, AFSCME Local 192 President, stated that the Union has an objection to this. Mr. Grzembski said that in the past this has been filled on a promotional basis. There are many people who do a good job and that it is a pretty quick job to learn. Mr. Grzembski said it takes someone with a mechanical ability. Mr. Grzembski said he believed that the person who is being replaced was actually one of our female employees who came from a Clerk position. Mr. Grzembski said normally he believes you get people from the custodial department who go from part time to full time and look forward to these opportunities. He said they have performed well over the years, they look forward to this, have a good mechanical aptitude and catch on very fast. Mr. Grzembski said he didn't know if the Commissioners had a copy of the previous test that was announced June 15, 2012, but it is a lot different than the qualifications being asked for in the open competitive test. Mr. Grzembski said the Department is asking for two years' experience in this field. He continued to say that even with that experience, if it was open competitive, there is a Teaming curve there too because they have to learn our system. Mr. Grzembski said someone doesn't walk in and is able to adapt and do it at full speed. Mr. Grzembski reiterated that this position has always been filled from within and they would like to keep it that way. He also stated the Union is against the Department changing the qualifications. Mr. Grzembski explained that by changing qualifications the people that would have been able to take the test will not be able to take it again. He said he was not sure how many people took the test last time, but thought it was close to ten. He said Mr. Biga would know better on that. Mr. Grzembski stated there were some failures. Mr. Biga stated yes, on the written test. Mr. Grzembski said there were some people that declined, a person failed probation and that the Union didn't give the department a hard time, the Union let it slide. Mr. Grzembski stated that they would like to keep it the same as last time. He said there are employees who have expressed an interest, even people who failed it before. Mr. Grzembski said this Union has been suffering lately and the people really would appreciate the opportunity. Mr. Grzembski reiterated that one of the last Water Meter Repairer I employees was a female that came from a Clerk II position. Mr. Grzembski said the employee working there now was promoted from custodian. The Union has had one of its members who was cut to part time and ended up quitting. Page 1307" Regular Meeting April 17, 2013 Mr. Grzembski further stated that they have had a staff reduction approximately two (2) years ago and a position was cut in the water and sewer department. He further stated that earlier this year, it was real close to one person being laid off which would have been an Equipment Operator II. Mr. Grzembski staled that this person expressed an interest in laking the test and the job. Mr. Grzembski said times have changed and that he did not believe this person took the test last time. Mr. Grzembski stated that in our contract it makes mention that the City will try to fill positions on a promotional basis. Mr. Tatigian replied that is a City Charter provision. Mr. Grzembski agreed and said that the Union feels these are qualified individuals that served well, take pride in their work, look forward to promotions, and will get on the ground and be running fast. Mr. Grzembski said he wished it would go back to the old way, but if the Commission chooses to take Mr. Wilson's option, the Union would appreciate if first hired from the promotional list, if both tests are given. Mr. Grzembski stated that there is one individual, Darryl, whose job was eliminated in the water department, and that he would be very interested in the job. He also said there was another individual, Andy Toth, who has been in a temporary upgrade position for over a year. Mr. Grzembski advised the Mr. Toth works for the sewer department, but works in the water department. Mr. Grzembski said Mr. Toth failed the test, but would love the opportunity to take it again. Mr. Grzembski said there are other people interested and would be a good employee. Mr. Tatigian asked Mr. Wilson what was wrong with the suggestion of having both lists and hiring from the promotional list first. Mr. Tatigian said, it is in the City Charter, and that is what we are supposed to do. Mr. Wilson advised the Department takes in excess of three (3) weeks to schedule an appointment for this kind of work, and is looking for someone who has the experience right away. Mr. Wilson reiterated that we just went through a promotional exam, and it is not as if he is coming to the Commission and saying the Department wants to go open competitive. Mr. Tatigian advised that they are not going to be able to hire anyone now, they will have to go through the process. Mr. Wilson stated in any event, in any process, we would have to go through an examination. Mr. Tatigian said we can go through both examinations, open competitive and promotional, and hire first as suggested from the promotional list. Mr. Tatigian further stated if that does not satisfy the Department's needs, then hire from the open competitive list. Mr. Wilson reiterated that they had already gone through the promotional process which took many months and they need someone with experience right away. Mr. Wilson stated we are offering a happy medium here. Mr. Tatigian asked Mr. Wilson what makes him think they are going to find someone like that. Mr. Wilson said because there are a lot of neighboring DPWs who had staff reductions, so there are certainly qualified people that have installed meters. Ms. Mahoney asked how many openings there were now. Mr. Wilson said there is one (1) due to a resignation last week. Ms. Mahoney clarified that there is one (1) opening and one (1) person on probation. Ms. Mahoney asked if the position that is going to be filled is the one that is open. Mr. Wilson said yes. Ms. Mahoney said if the probationary Page 1307" Regular Meeting Apnll7,2013 person makes it, the employee will maintain the position, and then there will be no more hiring's. Mr. Wilson said yes, at this time. Ms. Mahoney inquired whether anyone from within would have the experience. Mr. Wilson stated they would not have the experience that someone with two (2) years' experience would have, as they are asking for in the open competitive exam. Mr. Grzembski said he suggested to Mr. Wilson that they fill the position on a temporary basis. He asked for it to be posted, and was sure someone would sign up for it. Right now it is being posted where you have to have status. The suggestion is to fill it as a temporary promotion with a 192 member until the test takes place. Mr. Grzembski said that Mr. Wilson should be proud of himself because he started out as a DPW worker and through the promotional opportunities he has risen to the very top. Mr. Grzembski said that he believes the promotional opportunities had a lot to do with it, and he would like the same opportunities for 192 members. Ms. Mahoney inquired as to why the Union thinks that if there were five on the list one (1) failed probation, three (3) declined, and one (1) was on probation, what would make them now any more interested than two weeks ago when they declined. Mr. Grzembski said there were interested ones that failed. Mr. Grzembski said that he believed one of them passed the test previously, and the last one posted in June of last year was still working in a temporary position, but that the temporary upgrade could return to part-time custodian at any time. Mr. Grzembski said this individual is very interested. The other thing that came up is there are more individuals interested because there was talk of a layoff. It was almost going to be a certainty at the beginning of the year then things changed, positions were juggled, and he doesn't know if it is still a certainty or if it is just a postponement now. Mr. Grzembski said that there are a lot more interested people that are in positions with lower seniority, even regular positions, that are interested now that would not have been before. Mr. Grzembski said that currently our layoff language reads if someone was laid off, correct me if I am wrong Mr. Biga, if they are able to meet qualifications of another classification if they were laid off, they could bump into that classification. Mr. Biga said the contract language changed, employees have to have status. Mr. Grzembski said "or meets the minimum qualifications" and approved by the Civil Service Commission to take that job. Mr. Grzembski said potentially if someone was laid off in the roads sections where they would have a possibility to bump into this job, by changing the qualifications, they would not be able to do that. Mr. Grzembski said we honor seniority here and give it a great deal of credibility. Ms. Mahoney asked why there was no bold in the qualifications. Mr. Biga said this is the first time this has ever been announced as an open competitive, and this is all new so the whole thing could be bolded. Mr. Wilson said understand Commissioners running this examination concurrent employees would not fail to meet the qualifications, they could sign up for the promotional exam for Water Meter Repairer I. Ms. Mahoney said the promotional exam would not have the same qualifications. Mr. Wilson replied no, but said they would have the qualifications of the previous exam. Mr. Tatigian asked Mr. Biga would they have to have #7 on the memo that was added. Mr. Biga said no. Mr. Page 10 1307" Regular Meeting April 17, 2013 Grzembski said two years' experience. Mr. Biga said you could add it but for an in-house person they won't necessarily have an S1 licensure, but could obtain one. Mr. Biga said we would add that to the promotional. Mr. Wilson stated that in regards to a potential lay off, it is not anticipated. In fact, we have a Water Operations Mechanic II position that is going to be filled and will ripple through the organization and create another opening. We have retirements that are going to be occurring this year so the City is not anticipating a layoff. Mr. Grzembski said it's on record. Mr. Tatigian asked what would be the harm of having two (2) lists and then of course management has the right to select from one or the other or both. Mr. Tatigian said the department is looking to hire two (2) people. Ms. Mahoney said no, only if the one in the position failed probation. Mr. Tatigian said even then you can hire the person that you think is best qualified. Ms. Mahoney said that once someone is in probation on the job, once they pass probation it is their job. Mr. Biga agreed. Mr. Grzembski said we don't have a problem running two exams concurrent, however, he wants the City to select from the promotional list first. Mr. Grzembski said that one of the objections that Mr. Wilson brought up was that we just had this test and we ran through it and no one wanted it. Mr. Grzembski said, I guess if that happened again it would prove him right and if no one took the job he would have no problem with the City hiring from the open competitive list. Mr. Wilson said the problem is that it took us months to get to this point and we don't have the time to run through another promotional examination. Mr. Tatigian stated it is going to take months to go open competitive anyways. Mr. Wilson said he understood that, but we don't have the time to first run a promotional examination, hope we gel someone in the position and then failing that come back and conduct an open competitive. Mr. Tatigian said not consecutively, concurrently. Mr. Wilson stated he understood that and it is just his suggestion that the City have the ability to hire someone with experience that can be placed in the position. Ms. Mahoney asked Mr. Biga if we run side by side promotional and open competitive, do we have to decide tonight which list management chooses to select an individual from or is it management's prerogative to take a look at both of those lists and decide at that point in time which list they want to use first. Mr. Biga said that could be done. Ms. Mahoney said it seems to her if in fact on the open competitive examination there arose to the top an individual that had significant experience and appeared to be the best for that particular situation then management hire from that list. Ms. Mahoney asked why we have to decide tonight which list is going first. Mr. Wilson said he would agree with the Commissioners, and that there could even be an in house candidate that might have a lot of mechanical background, who is now choosing to take the examination. Mr. Wilson said the Department just doesn't want to get back into the situation we are in now. Ms. Mahoney said she would suggest that the Commission approve the open competitive examination joined by a promotional with management's prerogative at the end to determine who gets hired. Mr. Tatigian asked Mr. Biga if we need a separate resolution on this, Mr. Biga said yes. Mr. Tatigian asked if we can approve this examination and also the promotional examination. Ms. Mahoney said the Commission does not have the promotional on our agenda, but can we add it. Mr. Tatigian said that is just proforma. Mr. Biga said yes, we can do that. Mr. Biga suggested since we don't have the information here that we use the prior qualifications for Meter Repairer I plus the #7 qualification. Mr. Tatigian said he Page 11 1307" Regular Meeting Apn117, 2013 concurred on that and asked if there was any objection with what the department is recommending. Mr. Wilson said this isn't that what the department is recommending. Ms. Mahoney said it came without the promotional examination option in it, and was an offer the department made sitting here tonight. Mr. Grzembski asked what the #7 was. Ms. Mahoney said have or obtain and maintain a Michigan Department of Environment Quality S4 Water Distribution Certificate within the first year of employment. Mr. Grzembski said ok, I have a different copy and it doesn't say #7. Mr. Biga said it was included in the jab description. You don't put qualifications in the job description. James Sturgill, Roads Foreman, said I thought in the Charter if you have people from the outside and somebody is working for the City and is in the top three (3) the advantage is given to the employee. Is that not cored? Mr. Biga said that is not correct, the collective bargaining agreement says in the event you have an open competitive examination and we have in house person laking the examination, if their earned scare is among the top three (3) then the examination becomes a promotional examination. Mr. Tatigian is referring to the City Charter provision that says you promote from within, however for the good of the service, the department head may request to fill a vacancy from an open competitive examination in lieu of a promotion, the Charter permits that. Mr. Biga said this is a compromise and be aware there will be different qualifications for the promotional exam than the open competitive. If someone from within the City meets the qualifications for the open competitive exam and they come in the top three (3) of earned score, then that examination becomes promotional. That is entirely different from a promotional examination. The promotional examination would not have the same qualifications, would not have the experience required, it would just say you would have to have status as a City employee and that is entirely different. Mr. Biga said the open competitive requires two (2) years of experience; he doesn't think anyone in the City has that and so the possibility of what Mr. Sturgill is talking about would not happen. Mr. Biga said if we conduct concurrent exams then the next question would be what qualifications we would have. Mr. Biga said we would have the same as before plus the requirement of the S4. The parts of examination would be different because on the promotional there was no interview, the promotional is 70 %written, 30% departmental rating. The outside applicants would not have experience in the City, so we use an interview panel in lieu of the departments rating. Ms. Mahoney asked if an employee can apply through the open competitive exam. Mr. Biga said yes, if they are qualified. Mr. Tatigian replied that he would support Ms. Mahoney's motion. Mr. Grzembski said seeing that we are suffering and the citizens need this quick, we know that it is going to take well over a month to do this. He would like to see a posting for a temporary promotion or temporary job filling to get it going. Ms. Mahoney said that is not up to the Commission. Mr. Wilson stated that is not an item for the Commission. Upon a motion by Ms. Mahoney, seconded by Mr. Meakin and unanimously adopted, it was 13-50 RESOLVED, having reviewed the memorandum of April 12, 2013, from Brian Wilson, Superintendent of Public Service and Kevin Maillard, Director of Public Works, requesting an open -competitive examination for Water Meter Repairer I and proposed qualifications and parts of examination and weights, the Civil Service Commission does hereby approve the following qualifications and parts of examination and weights: Page 12 1307x" Regular Meeting Apn111,2D13 QUALIFICATIONS By the closing date of this announcement, applicants must: Be a citizen of the United States or resident alien with the right to work in the United States; and Have a high school diploma or its equivalent; and Have two (2) years experience in the maintenance and repair of water meters; and Have an acceptable driving record; and Be eligible for or possess, and maintain a valid Group "A" Commercial Drivers License with Air Brake; and Be eligible for or possess, and maintain a valid Industrial Truck Driving Permit for the operation of a forklift. Have or obtain and maintain a Michigan Department of Environmental Quality S4 Water Distribution Certificate within the first year of employment. NOTE: An employee in this classification is subject to all requirements of the Federal Omnibus Transportation Employee Testing Act of 1991, as amended. PARTS OF EXAMINATION AND WEIGHTS Written Test -50% Interview -50% Background Investigation — Pass/Fail NOTE: The twelve (12) candidates with the highest passing score on the written test will be invited to the interview portion of the examination. Mr. Taligian stated there is an additional motion in order. Ms. Mahoney stated that an additional motion would be to concurrently run a promotional exam using the requirements of the most immediate past promotional exam for Water Meter Repairer I plus the S4 requirement. Mr. Biga asked if an interview should be added to the parts and weights. Mr. Wilson said that since we are already convening an outside interview board for the open competitive examination, we could simultaneously have the promotional go in front of the interview board. Ms. Mahoney reiterated that using the Water Meter Repairer I with the change of adding S4 and adding an interview process to the parts and weights. Mr. Wilson agreed and stated that the parts and weights would be 35% written, 35% interview and 30% departmental rating. Upon a motion by Ms. Mahoney, seconded by Mr. Meakin and unanimously adopted, it was 13-51 RESOLVED, having discussion with Brian Wilson, Superintendent of Public Service, and Robert F. Biga, Human Resources Director regarding a promotional examination for Water Meter Repairer I and the proposed qualifications and parts of examination and weights, the Civil Service Commission does hereby approve the following qualifications and parts of examination and weights: Page 13 1307" Regular Meeting Apnll7,2D13 QUALIFICATIONS By the closing date of this announcement, applicants: 1. Are employed in the Department of Public Works; and 2. Have regular status; and 3. Are eligible for a Temporary Instruction Permit (TIP) or have a Group "A" Commercial Driver's License with Air Brake. Must have or be eligible for an Industrial Truck Driving Permit for operation of a forklift. An employee in this classification is subject to all requirements of the Federal Omnibus Transportation Employee Testing Act of 1991, as amended; and 4. Have or obtain and maintain a Michigan Department of Environmental Quality S4 Water Distribution Certificate within the first year of employment. PARTS OF EXAMINATION AND WEIGHTS Written Test— 35% Interview 35% Departmental Rating — 30% Candidates must pass the Written Test and Interview in order to be placed on the eligible list. Pursuant to AFSCME Local 192, Promotions 20.B. in competitive examinations which include Departmental Ratings, the Departmental Rating from 0 to 100 will count as 30% of the examination, but a score under 70 will not disqualify the candidate from continuing in the process. Alex Bishop, CBO, Director of Inspection, was present to discuss his request for a Senior Plumbing Inspector examination. Mr. Bishop stated he is anticipating a retirement of a Senior Plumbing Inspector and is requesting that a list be created even though he does not have approval to hire. Mr. Bishop said he would like to create a list so that he will not have down time of four (4) to six (6) months, and will not have to hire part time people or subcontract the work out. Mr. Meakin asked if Mr. Bishop is aware that number seven (7) under qualifications was changed to be a note which stales preference will be given to applicants with additional Act 54 certification in mechanical, plumbing and/or electrical classifications. Ms. Mahoney said it should be a note rather than a qualification. Mr. Bishop said that is fine, because it really isn't a qualification, it's just that candidates who are dual certified are more valuable to the City. Ms. Mahoney slated this is just to let applicants know. Mr. Biga replied yes and that it will be taken into consideration during the interview process. Upon a motion by Mr. Meakin, seconded by Ms. Mahoney and unanimously adopted, it was 13-52 RESOLVED, having reviewed the memorandum of April 5, 2013, from Alex Bishop, CBO. Director of Inspection, requesting an open -competitive examination for Senior Plumbing Inspector and proposed qualifications and parts of examination and weights, the Civil Service Commission does hereby approve the following qualifications and parts of examination and weights: Page 14 1307" Regular Meeting Apnl l7, 2D13 QUALIFICATIONS By the closing date of this announcement, applicants must: 1. Be a citizen of the United States or resident alien with the right to work in the United States; and 2. Possess a high school diploma or valid equivalency certificate; and 3. Have either Journeyman or Master Plumbers License from the State of Michigan, or have ACT 54 State registration as Plumbing Inspector and Plan Reviewer or be able to become registered within six (6) months or hire. If not ACT 54 State certified as Plumbing Inspector and Plan Reviewer, must have the credentials and experience needed to obtain State certification. Failure to obtain and maintain registration will be cause for dismissal; and 4. Obtain International Code Council (ICC) certification for Residential Plumbing Inspector, Commercial Plumbing Inspector and Plan Reviewer within one (1) year of hire. This certification will be at applicants own time and expense and the renewals will be at applicants own time and expense. Failure to obtain and maintain registration will be cause for dismissal; and 5. Have at least six (6) years of responsible full -lime experience in the field of plumbing; and; 6. Possess and maintain a valid Michigan driver's license and have an acceptable driving record; and Note: Preference will be given to applicants with additional Act 54 certification in mechanical, plumbing and/or electrical classifications. Interview -100%' Background Investigation — Pass/Fail 'In the event the number of qualified applicants exceeds fifteen (15), an evaluation will be made of the applicants and the fifteen applicants with the most appropriate and responsible combination of experience and training will be invited to the interview. Candidates must pass the interview in order to be placed on the eligible list. Mr. Bishop spoke regarding his second request and advised we will have to change number seven (7) to a note, Mr. Biga replied yes. Mr. Bishop said he is requesting both Senior Plumbing and Plumbing Inspector so if he gets a plumbing inspector with basic qualifications, he would hire a Plumbing Inspector, if approved. If he has someone that comes in and has dual certification, and has much experience then he would be able to offer them the Senior Plumbing Inspector position. Ms. Mahoney summarized that he has one (1) position to fill at one level. The level hired will depend upon who ends up on the list. Mr. Bishop concurred. Upon a motion by Mr. Meakin, seconded by Ms. Mahoney and unanimously adopted, it was 13-53 RESOLVED, having reviewed the memorandum of April 5, 2013, from Alex Bishop, CBO. Director of Inspection, requesting an open -competitive examination for Plumbing Inspector and proposed qualifications and parts of Page 15 1307" Regular Meeting Apn117, 2013 examination and weights, the Civil Service Commission does hereby approve the following qualifications and parts of examination and weights: QUALIFICATIONS By the closing date of this announcement, applicants must: 1. Be a citizen of the United States or resident alien with the right to work in the United States; and 2. Possess a high school diploma or valid equivalency certificate; and 3. Have either Journeyman or Master Plumber's License from the State of Michigan, or have ACT 54 State registration as Plumbing Inspector and Plan Reviewer or be able to become registered within six (6) months or hire. If not ACT 54 State certified as Plumbing Inspector and Plan Reviewer, must have the credentials and experience needed to obtain State certification. Failure to obtain and maintain registration will be cause for dismissal; and 4. Obtain International Code Council (ICC) certification for Residential Plumbing Inspector, Commercial Plumbing Inspector and Plan Reviewer within one (1) year of hire. This certification will be at applicants own time and expense and the renewals will be at applicants own time and expense. Failure to obtain and maintain registration will be cause for dismissal; and 5. Have at least three (3) years of responsible full-time experience in the field of plumbing; and; 6. Possess and maintain a valid Michigan driver's license and have an acceptable driving record; and Note: Preference may be given to applicants with dual Act 54 certification as either a plumbing/mechanical, plumbing/electrical, or plumbing/building inspector; the plumbing/mechanical combination is the most desirable for this position. Interview -100%' Background Investigation — Pass/Fail 'In the event the number of qualified applicants exceeds fifteen (15), an evaluation will be made of the applicants and the fifteen applicants with the most appropriate and responsible combination of experience and training will be invited to the interview. Candidates must pass the interview in order to be placed on the eligible list. Mr. Bishop spoke regarding his third request advising that there is no list for Building Inspector. He anticipates retirements, he has nothing official, but again it is a six (6) month process. He believes number eight (8) should be a note and not a qualification. Mr. Biga concurred. Upon a motion by Mr. Meakin, seconded by Ms. Mahoney and unanimously adopted, it was 13-54 RESOLVED, having reviewed the memorandum of April 5, 2013, from Alex Bishop, CBO. Director of Inspection, requesting an open -competitive Page 16 1307" Regular Meeting Apn117, 2013 examination for Building Inspector and proposed qualifications and parts of examination and weights, the Civil Service Commission does hereby approve the following qualifications and parts of examination and weights: QUALIFICATIONS By the closing date of this announcement, applicants must: Be a citizen of the United States or resident alien with the right to work in the United States; and Possess a high school diploma or valid equivalency certificate; and Be familiar with local, state and national building codes, have thorough knowledge of construction methods and techniques and have some knowledge of electrical, plumbing and heating codes; and Have either: a. At least five (5) years of full-time paid experience in responsible residential and/or commercial building construction work, four (4) years of which have been within the past twelve (12) years; OR b. At least three (3) years of full-time paid experience in responsible residential and/or commercial building construction work within the past twelve (12) years, PLUS either: i. An Associate's degree related to a building construction program from an accredited college or university; OR ii. One (1) year of full-time paid experience as building inspector (Registered in accordance with P.A. 54 within the past five (5) years; OR C. An equivalent combination of the above experience and education; and Have Act 54 State Certification as Building Inspector and Plan Reviewer or be able to become certified within six (6) months or hire. If not Act 54 State certified as Building Inspector and Plan Reviewer, must have the credentials and experience needed to obtain state certification as defined in the State of Michigan Construction Code Commission General Rules for Building Officials, Plan Reviewers and Inspectors. Failure to obtain and maintain registration will be cause for dismissal; and Obtain International Code Council (ICC) certification as a Residential Building Inspector, Commercial Building Inspector and Plan Reviewer within one (1) year of hire. This certification and renewals will be at the applicant's own time and expense. Failure to obtain and maintain registration will be cause for dismissal; and Possess and maintain a valid Michigan Drivers license and have an acceptable driving record; and NOTE: Preference will be given to applicants with additional Act 54 certification in mechanical, plumbing and/or electrical classifications. NOTE: ORIGINAL LICENSES, CERTIFICATIONS, COLLEGE TRANSCRIPTS, HIGH SCHOOL DIPLOMA OR GED MUST BE SUBMITTED AT TIME OF INTERVIEW. Page 17 1307" Regular Meeting Apnl i], 2D13 NOTE: THE APPLICANT MUST PASS THE STATE CERTIFICATION FOR BUILDING INSPECTOR AND PLAN REVIEWER WITHIN SIX (6) MONTHS FROM DATE OF HIRE. FAILURE TO DO SO SHALL BE CAUSE FOR DISMISSAL. PARTS OF EXAMINATION AND WEIGHTS 100% Interview` Background Investigation — Pass/Fail 'In the event the number of qualified applicants exceeds fifteen (15), an evaluation will be made of the applicants and the fifteen (15) applicants with the most appropriate and responsible combination of experience and training will be invited to the interview. Candidates must pass the Interview in order to be placed on the eligible list. Robert Biga, Human Resources Director, advised that the memorandum of April 15, 2013, from Derrick L. Washington, Personnel Analyst II, documents the verbal request from Police Chief Curtis Caid to amend the qualifications for the open -competitive examination for Computer Administrator II. Ms. Mahoney inquired as to whether this position is in the Police department. Mr. Biga advised the position is in the Police department. Mr. Biga further staled we advertised with the initial qualifications, but the Civil Service department fell that the qualifications were a little excessive and that we probably wouldn't find anyone, which is what happened. We then reviewed the qualifications with the Police department and made some adjustments. Mr. Tatigian asked if there was anyone here on this item. Mr. Biga stated, no. Upon a motion by Ms. Mahoney, seconded by Mr. Meakin and unanimously adopted, it was 13-55 RESOLVED, having reviewed the memorandum of April 15, 2013, from Derrick L. Washington, Personnel Analyst II, requesting to amend the qualifications for the open -competitive examination for Computer Administrator II, the Civil Service Commission does hereby approve the following qualifications and parts of examination and weights: QUALIFICATIONS By the closing date of the announcement, applicants must: 1. Be a citizen of the United States or resident alien with the right to work in the United States; and 2. Possess an Associate's Degree in a Computer Science curriculum, and at least two (2) years full-time paid work experience in the last five (5) years in a computer-related field; or 3. Possess a Bachelor's Degree in any discipline, and three (3) years of full time computer-related work experience in the past five (5) years, or an equivalent level of education and experience; and 4. Possess Camp Tia A+ Certification or six (6) months full time paid work experience as first line Help Desk support; and Page 18 1307" Regular Meeting Apnll7,2D13 5. Possess a thorough knowledge of Microsoft Office 2010 including Outlook, Word, Excel and Access. PARTS OF EXAMINATION AND WEIGHTS Performance Test -25% Interview -75% Background Investigation - Pass/Fail Note: Applicants must pass each phase of the process to be placed on the eligible list. The process will include; performance test, interview, and at time of hire, a background investigation. The Commission reviewed a letter dated April 15, 2013, from Dawn Borregard, Assistant City Assessor, requesting an open competitive examination for Property Appraiser I and a memorandum of April 16, 2013 from Derrick L. Washington, Personnel Analyst II. Mr. Biga stated the only change from the prior qualification is the certification as an "Assessor' is now called Michigan Certified Assessing Official (MCAD). Upon a motion by Mr. Meakin, seconded by Ms. Mahoney and unanimously adopted, it was 13-56 RESOLVED, having reviewed the correspondence dated April 15, 2013, from Dawn Borregard, Assistant City Assessor, requesting an open - competitive examination for Property Appraiser I and proposed qualifications and parts of examination and weights, the Civil Service Commission does hereby approve the following qualifications and parts of examination and weights: QUALIFICATIONS By the closing date of this announcement, applicants must: Be a citizen of the United States or resident alien with the right to work in the United States; and Have a high school diploma or a valid equivalency certificate; and Possess a valid Michigan driver's license and have an acceptable driving record; and Possess a Michigan Certified Assessing Official (MCAO) certification from the State of Michigan; and Have two (2) years full-time paid work experience relating to assessment principles and methods, and the appraisal of real and personal property. A full understanding of State of Michigan Homestead and Transfer Affidavits and Rescission forms is necessary; and Possess computer skills including BS &A Equalizer and Apex; and Have excellent communications skills and the ability to deal with the public. Page 19 1307" Regular Meeting April 17, 2013 PARTS OF EXAMINATION AND WEIGHTS 100% Interview` Background Investigation — Pass/Fail 'NOTE: In the event the number of qualified applicants exceed fifteen (15), an evaluation will be made of the applications and the fifteen (15) applicants with the most appropriate and responsible combination of experience and training will be invited to the interview. Candidates must pass the interview in order to be placed on the eligible list. Robert Biga advised departmental correspondence dated April 16, 2013, from Daniel Horning, Police Service Aide as approved by Captain Taig requesting a military leave of absence. Mr. Biga stated this is procedural and a requirement by Civil Service Rules. When someone is asking for Military Leave the employer is obligated by law to grant the leave. Upon a motion by Mr. Meakin, seconded by Ms. Mahoney and unanimously adopted, it was 13-57 RESOLVED, having reviewed the correspondence dated April 16, 2013, from Daniel Horning, Police Service Aide as approved by Captain Ronald Taig requesting a military leave of absence the Civil Service Commission does hereby approve the request. Mr. Tatigian asked that we hear from the Union regarding the AFSCME Local 192 Grievance. Ken Widmer, Chief Roads Steward, advised that we have two (2) individuals in the water department that were denied their fatigue time. Current fatigue time policy, or that if employees are on the clock for sixteen (16) hours in a twenty four (24) hour period, they are to be sent home with eight (8) hours off for fatigue time. These two (2) individuals' worked for twenty-six (26) hours straight and they were denied. They were told because of emergency situations that they could not be relieved. Mr. Widmer said he believed that after twenty six (26) hours on the clock, it is an excessive amount of time to be at work. Mr. Widmer further stated that by keeping those employees on the clock after that amount of time, the City is causing more of an emergency later on. Mr. Widmer said the idea is to send those employees home so that they can get some sleep, and later if there is an emergency situation going on those employees can be called back to the job. He said that the City will actually have employees working around the clock, instead of working everyone until they are dropping and then not having anybody to do the work when an emergency situation occurs. Mr. Wilson advised that in the interest of time he would not go through the whole Step 2 answer to this grievance and would just reiterate the points. Mr. Wilson advised that the Commission has already ruled on this subject in Grievance #10-10. Clear contract language exists in the contract regarding release and fatigue time. At two separate Civil Service Commission meetings the Union acknowledged the right of management not to release employees. Mr. Wilson said problems do exist with the current methodology of fatigue time and with the operational and financial issues. The subject is going to be addressed in the upcoming contract negotiations. Mr. Wilson said that contract negotiations, is the proper forum to make contract changes. Page 20 1307" Regular Meeting April 17, 2013 Ken Widmer continued to say that basically what the Union is asking for is the employees that were on the clock for twenty six (26) hours were told that they could not be released for fatigue time due to an emergency situation, but that they were allowed to leave on their own time if they needed to sleep and fell they could no longer perform the job duties. Mr. Tatigian inquired as to how many people continued to work. Mr. Widmer said there were four (4) people on the clock, two (2) people left and two (2) people continued to work. Mr. Tatigian asked what we do about the two (2) people that continued to work. Does he think it is fair that we compensate somebody for not working while the other two (2) employees continued to work? Ken Widmer said the problem that happens with that is that after twenty-six (26) hours on the clock, the right way to handle it would have been to go to the employees and say we still have some water breaks going on, we can use some extra hands and if you feel that you are no longer able to maintain and handle the equipment, because they are handling heavy duty equipment tractors, dump trucks and are in charge of the safety of the other people on the crew. Mr. Widmer said give the crew members the opportunity to decide whether they can continue. If they don't feel they can continue, then go home and enjoy your fatigue time. The City may call you back later. This way you give the employee the option. It also works out in case of liability. Mr. Tatigian stated that if you know you are going to continue to get compensated, then why would you continue to work? Mr. Grzembski and Mr. Widmer stated if you continue to work you are paid double time. Mr. Wilson staled that not in every scenario does that happen, quite often employees revert to straight time. Mr. Grzembski said in this case though, he believed it would have been all double time. Mr. Wilson stated that was irrelevant in regards to what the contract says in this maker. Mr. Biga stated there was a mischamcterization by Mr. Widmer of what the contract provides. The contract says that management has the right to determine whether or not someone can continue to work. What Mr. Widmer is saying is, release of employees is automatic. That is not the case. Mr. Biga said that management still has the prerogative whether to release or not release. In this case the department chose not to release. They permitted the employees who wanted to go home the opportunity to go home and employees charged time to an appropriate leave bank. Mr. Biga stated there is a fine line here. Management chose not to release. It is management's decision whether or not someone is going to receive fatigue time or not. It is not the Union's decision. Mr. Wilson stated to the Commissioners that is exactly what happened in Grievance #10-10 that they ruled on. Mr. Widmer stated the difference with that grievance was all of those employees were released after twelve (12) hours. This is a case where the employees were on the clock for twenty six (26) hours straight. Mr. Grzembski said every case and every scenario is different. Mr. Wilson stated that what is not different is the contract. Mr. Grzembski stated that he truly believes that the intent was to keep the employees fresh so they could respond to the next emergency safely. Mr. Grzembski stated that Mr. Wilson said it will be addressed next contract. Ms. Mahoney stated to Mr. Biga that what she is hearing is it is management's prerogative to determine whether an employee is suitable to continue working after twenty six (26) hours. Ms. Mahoney stated she doesn't know that she necessarily agrees with that, because I may look awake, but I might be ready to fall over. However, the contract is what we live by, and that is why we have contracts. The contract says that it is management's decision to decide to do that, so she thinks it is a good point for discussion in future negotiations, because intent is unknown unless it is in writing, and she would move to deny this request. Mr. Tatigian asked if there was anyone else that would like to speak on this. Mr. Sturgill said that everyone "blows" off working twenty six (26) hours. Would you have firefighters fighting a Page 21 1307" Regular Meeting April 17, 2013 fire for twenty six (26) hours straight or would you have police officers out there directing traffic for 26 hours straight? Everyone takes that with a grain of salt but when you are here for twenty six (26) hours, it is a long time. There have been guys that have worked thirty eight (38) hours. Mr. Wilson interjected stating that no one is diminishing these employees in any way shape or form. That is not the case at all. The situation is that you just can't have some employees go home and get paid and some don't. Ms. Mahoney stated that none of us are diminishing twenty six (26) hours, he has to realize she worked for an electric utility. Linemen are working under the same circumstances when it is snowing and raining and lines are down. It is management's prerogative. If management makes a mistake it is on management's shoulders and that would be a real shame, but it is in the contract. Mr. Wilson further stated, just to be clear this is a rare occasion. This is not a normal occasion. Ms. Mahoney further stated that employees were given the opportunity to leave; it's just that the time released wasn't going to be designated as fatigue time. Upon a motion by Ms. Mahoney, seconded by Mr. Meakin and unanimously adopted, it was 13-58 RESOLVED, having reviewed the AFSCME Union Local 192 Grievance #13-03, dated March 15, 2013, from Phil Sheridan, Water Operations Mechanic I, and Brian Molnar, Water Meter Repairer I, regarding fatigue time; and Robert Biga, Human Resources Director, the Civil Service Commission does hereby deny this request. Ms. Mahoney stated that before the meeting was adjourned there were a couple of quick items, one Mr. Meakin would address, and the other item is Ms. Mahoney would not be available for Civil Service Commission meeting dates of June 19 2013, and August 21, 2013. After discussion with Robert F. Biga and the Civil Service Commission regarding rescheduling of the meeting date, the Civil Service Commission meeting dates were rescheduled. Upon a motion by Ms. Mahoney, seconded by Mr. Meakin and unanimously adopted, it was 1359 RESOLVED, after discussion with Robert F. Biga, Human Resources Director and the Civil Service Commissioners the Civil Service Commission meeting date of Wednesday, June 19, 2013, and rescheduled for Tuesday, June, 18, 2013, at 5:30 p.m., and the Civil Service Commission meeting dale of Wednesday, August 21, 2013, and rescheduled for Wednesday, August 28, 2013, at 5:30 p.m. Mr. Meakin advised that as of 4:00 p.m. this afternoon he gave the Mayor his resignation to this Commission in complying with the City Ordinance, because he is running for Council. Mr. Tatigian and Ms. Mahoney thanked Mr. Meakin for his service on the Commission and as the Commission representative on the Board of Trustees of the Livonia Employees Retirement System. Page 22 1307" Regular Meeting Apn117, 2013 Upon a motion by Ms. Mahoney, seconded by Mr. Meakin, and unanimously adopted, it was RESOLVED, that the meeting be adjourned at 5:30 p.m. Vickie Wuerth, Personnel Clerk Harry C. Tatigian, Chairman Brian Meakin, Commissioner Charlotte Mahoney, Commissioner