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Commissioners approve $100 logo-wear stipend for noncontract county employees, ask administration to negotiate union opt‑ins
Summary
Grand Traverse County commissioners approved a policy to make up to $100 in county‑paid logo apparel available to noncontract employees and directed administration to negotiate letters of understanding with labor unions so unionized staff can opt in; the vote followed public comment and questions about equity and funding sources.
Grand Traverse County commissioners on Wednesday approved a county logo‑wear policy that would provide up to $100 per noncontract employee to purchase county‑branded apparel and asked administration to work with bargaining units on letters of understanding to allow union employees to opt in.
The policy was discussed after public comment from Sarah Gumb, a county employee, who urged the board not to approve the agenda item allocating funds for logo wear. "Not only is this unfair to employees like myself who will not benefit… but I also believe it's a misuse of taxpayer dollars," she said, adding that facility repairs on the building's first floor should take priority.
Commissioners and staff spent much of the discussion on eligibility and legal limits. Administrator Nate Alger (speaking for administration) described the proposal as a first step to give noncontract employees access to logo apparel and noted that employees represented by bargaining agreements that already include a clothing allowance would not be eligible unless their union agreed. County counsel and human‑resources staff reiterated that any payment to union employees would be treated as compensation and require union sign‑off or a letter of understanding.
Commissioner Walter, who moved approval, said the policy could boost employee morale and that administration would negotiate with the county's 14 bargaining units to seek opt‑in agreements. "I mean, I just I think it would be nice for all employees whether they're in union or nonunion," he said during the discussion.
Several commissioners pressed staff for clarity on budget implications and whether other funds—such as a later agenda item proposing use of marijuana‑tax revenue for facilities—could cover related facility upgrades. Administration said the $100 per employee amount had been budgeted and that any expansion to include union employees would require amending budget or securing a new funding source.
The board approved the motion directing administration to implement the logo‑wear policy and to negotiate with unions; the motion passed by voice vote. The board also asked administration to return with specifics on how a broader, inclusive approach might be implemented and how it would be funded.
The decision is procedural: no union contract changes were implemented today and any participation by unionized employees will depend on subsequent negotiations or written agreements signed by the unions and the board.
The board moved on to other agenda items and directed staff to return with follow‑up information on both the logo program and first‑floor facility needs.
