In a recent meeting of the Legislative Affairs and Government Operations Committee in Oakland County, Michigan, significant changes to employee benefits and compensation were discussed, reflecting the county's commitment to enhancing workplace conditions and supporting its workforce.

One of the key highlights was the decision to increase personal leave from five to ten days, with a cap of 15 days. This adjustment aims to provide employees with greater flexibility and support for their personal needs. Additionally, the committee adopted a healthy workplace policy, reinforcing the county's focus on employee well-being.

The meeting also addressed the provision of two additional vehicles for employees involved in sensitive tasks such as death investigations. This move is designed to facilitate quicker responses to job sites, eliminating the need for employees to use their personal vehicles for work-related duties, which can be both inconvenient and uncomfortable.

In terms of financial incentives, employees who achieve a fellow level certification from the American Board of Medicolegal Death Investigators (ABMDI) will receive a one-time payment of $1,000. Furthermore, an annual equipment and clothing allowance of up to $500 was approved, ensuring that employees have the necessary resources to perform their duties effectively.

The committee also reviewed wage increases for prosecutors' investigators, who have been working without a contract since October 2024. The new four-year contract includes retroactive pay, ensuring that employees are compensated fairly for their work during the contract lapse. Wage increases will be 9% in the first year and 12% in the final year, along with similar healthcare concessions as other employee groups.

For non-represented employees, a general salary increase of 4% was recommended, alongside the creation of seven new full-time eligible classifications. The committee emphasized the importance of maintaining competitive compensation packages, noting that the county's benefits are designed to be equitable compared to both market standards and collectively bargained groups.

As the meeting concluded, the committee's discussions underscored a commitment to improving employee satisfaction and retention through enhanced benefits and fair compensation practices. These changes not only reflect the county's dedication to its workforce but also set a precedent for future negotiations and policies aimed at fostering a supportive work environment.