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HomeMy WebLinkAboutResolutions - 2013.10.02 - 21049HUMAN RESOURCES COMMITTEE Motion carried unanimously on a roll call vote with Hatchett absent MISCELLANEOUS RESOLUTION 1113258 October 2,2013 BY: Human Resources Committee, John Scott, Chairperson IN RE: HUMAN RESOURCES DEPARTMENT- FISCAL YEAR 2014- FISCAL YEAR 2016 COLLECTIVE BARGAINING AGREEMENT FOR EMPLOYEES REPRESENTED BY THE COMMAND OFFICER'S ASSOCIATION (C.O.A.) To the Oakland County Board of Commissioners Chairperson, Ladies and Gentlemen: WHEREAS the County of Oakland and the Command Officer's Association (COA) have been negotiating a Collective Bargaining Agreement covering approximately 103 Sheriffs Department employees including Sergeant, Lieutenant and Captain; and WHEREAS a three year Collective Bargaining Agreement has been reached for the period October 1, 2013 through September 30, 2016; and WHEREAS the parties have agreed to a 2% wage increase for Fiscal Year 2014; and WHEREAS the parties have agreed to a 1% wage increase for Fiscal Year 2015 or "Me Too" with the general, non-represented employees if a greater increase were approved; and WHEREAS the parties have agreed to a "Me Too" with the general, non-represented employees if an wage increase were approved for Fiscal Year 2016; and WHEREAS this agreement provides for a $2000 annual bonus to one (1) Lieutenant (approved by the Sheriff) assigned to Corrective Services/Detention Facilities to be paid bi-weekly; and WHEREAS this agreement provides that any benefit modifications implemented on a countywide basis to genera!, non-represented employees that take effect during the duration of this Collective Bargaining Agreement shall be applied to employees represented by this bargaining unit at the same time and in the same manner; and WHEREAS effective with the execution of this agreement, employees in this bargaining unit hired on or after May 27, 1995, in the Defined Contribution Retirement Plan, shall contribute an additionall % of their base wages to the Retirement Plan for a total of 6%; and WHEREAS this agreement has been reviewed by your Human Resources Committee, which recommends approval of the agreement. NOW THEREFORE BE IT RESOLVED that the Board of Commissioners approves the proposed Collective Bargaining Agreement between the County of Oakland and the Command Officer's Association covering the period of October 1, 2013, through September 30, 2016, and that the Board Chairperson, on behalf of the County of Oakland, is authorized to execute said agreement as attached. Chairperson, on behalf of the Human Resources Committee, I move the adoption of the foregoing resolution. THE COUNTY OF OAKLAND AND OAKLAND COUNTY COMMAND OFFICER'S ASSOCIATION SHERIFF'S OFFICE - SERGEANTS, LIEUTENANTS & CAPTAINS COLLECTIVE BARGAINING AGREEMENT OCTOBER 1, 2013- SEPTEMBER 30, 2016 AGREEMENT This agreement is made and entered into on this day of , A.D., 2013, by and between the County of Oakland and the Oakland County Sheriff, hereinafter referred to collectively as the "Employer" and the Command Officers Association of Michigan and its affiliate, the Oakland County Command Officer's Association, hereinafter referred to as the "Union". It is the desire of both parties to this agreement to continue to work harmoniously and to promote and maintain high standards, between the Employer and employees, which will best serve the citizens of Oakland County. RECOGNITION The Employer recognizes the Union as the exclusive representative of the Sergeants, Lieutenants and Captains of the Oakland County Sheriff's Department, for the purposes of collective bargaining with respect to rates of pay, wages, hours of employment and other terms and conditions of employment, in the following bargaining unit for which they have been certified, and in which the Union is recognized as collective bargaining representative, subject to and in accordance with the provisions of Act 336 of the Public Acts of 1947, as amended. All employees classified as Sergeants, Lieutenants and all Captains of the Oakland County Sheriff s Department excluding all others. II MANAGEMENT RESPONSIBILITY The right to hire, promote, discharge or discipline, and to maintain discipline and efficiency of employees, is the sole responsibility of the Employer except that Union members shall not be discriminated against as such. In addition, the work schedules, methods and means of departmental operation are solely and exclusively the responsibility of the Employer, subject, however, to the provisions of this agreement. IH DUES CHECK-OFF (a) The Employer agrees to deduct the union membership initiation fee and dues, once each month, from the pay of those employees who individually authorize in writing that such deductions be made. All authorizations delivered to the Employer prior to the first day of the month shall become effective during that succeeding month. Check-off monies will be deducted from the second paycheck of each month and shall be remitted together with an itemized statement to the local treasurer, within fourteen (14) days after the deductions have been made. (b) An employee shall cease to be subject to check-off deductions beginning with the month immediately following the month in which he is no longer a member of the bargaining unit. Any employee may voluntarily cancel or revoke the Authorization for Check-off deduction upon written 1 notice to the Employer and the Union during the fifteen (15) day period prior to the end of calendar year. (c) The Union will protect and save harmless the Employer from any and all claims, demands, suits, and other forms of liability by reason of action taken by the Employer for the purpose of complying with this section. IV BASIS OF REPRESENTATION Section 1 There shall be one Steward and an alternate Steward. Stewards will be permitted to leave their work, after obtaining approval of their respective supervisors and recording their time, for the purpose of adjusting grievances in accordance with the grievance procedure and for reporting to the grievant a change in status of his/her grievance. Permission for Stewards to leave their work stations will not be unreasonably withheld. Stewards will report their time to their supervisor upon returning from a grievance discussion. The privilege of Stewards to leave their work during working hours, without loss of pay, is extended with the understanding that the time will be devoted to the prompt handling of grievances and will not be abused, and that they will continue to work at their assigned jobs at all times except when permitted to leave their work to handle grievances. Section 2 There shall be a Grievance Committee consisting of the two members of the unit to be selected by the Union and certified in writing to the Employer. The Employer shall meet whenever necessary, at a mutually convenient time, with the union Grievance Committee. The purpose of Grievance Con-in-awe meetings will be to adjust pending grievances, and to discuss procedures for avoiding future grievances. In addition, the committee may discuss with the Employer other issues which would improve the relationship between the parties. V GRIEVANCE PROCEDURE, The Employer and the Union support and subscribe to an orderly method of adjusting employee grievances. To this end, the Employer and the Union agree that an employee should first bring his/her problem or grievance to the attention of the Sheriff or designee with or without his/her Steward within five (5) days of the occurrence, who shall attempt to resolve the grievance informally. Dismissals, suspensions, demotions and disciplinary actions of any type shall not be a subject for the grievance procedure but shall be processed according to the procedures of the Personnel Appeal Board. 2 Step If the grievance is not settled informally, it shall be discussed with the Steward and shall be reduced to writing, signed by the grievant and submitted to the Sheriff or designee. Step 2 The written grievance shall be discussed between the Steward and the Sheriff or designee. The Sheriff or designee will attempt to adjust the matter and will give a written decision within five (5) days (excluding Saturday, Sunday, and holidays) of receipt of the written grievance. Step 3 Any grievance not settled at Step 2 may be submitted to the next meeting of the Grievance Committee. Any grievance not submitted to the next Grievance Committee meeting, by written notification to the Employer within five (5) days of the immediate supervisor's written decision, shall be considered dropped. Any matter not settled in Step 3 of the grievance procedure may be submitted to final and binding arbitration by either of the parties. A request for arbitration must be submitted by written notice to the other party within fifteen (15) days after the Grievance Committee meeting. Expenses for arbitration shall be borne eql lly by both parties. If the parties fail to select an Arbitrator, one will be selected under the rules of the Michigan Employment Relations Commission. The Arbitrator shall have no power or authority to add to, subtract from, alter or modify the terms of this Agreement, or set a wage rate. Any grievance not appealed from a decision in one of the steps of the grievance procedure, to the next step as prescribed, shall be considered dropped and the last decision final and binding, except that time limits may be extended by mutual written agreement of the parties. VI BULLETIN BOARD The Employer shall assign space for a bulletin board which shall be used by the Union for posting notices, bearing the written approval of the President of the Union local, which shall be restricted to: (a) Notices of Union recreational and social affairs; (h) Notices of Union elections; (c) Notices of Union appointments and results of Union elections; (d) Notices of Union meetings; (e) Other notices of bona fide Union affairs which are not political or libelous in nature. 3 VII SENIORITY Employees covered by this Agreement shall acquire seniority by working six (6) continuous months in the unit, in which event the employee's seniority will date back to the date of appointment to his/her current classification. When the employee acquires seniority, his/her name shall be placed on the seniority list, in the order of his/her seniority date. A seniority list shall be furnished to the Union every six (6) months showing the officers' date of appointment to each classification within the unit. An employee shall lose his/her seniority for the following reasons: (a) If the employee resigns or retires; (b) If the employee is discharged, and not reinstated; (0) If the employee is absent from work for three (3) working days, without properly notifying the Employer, unless a satisfactory reason is given; (d) If the employee does not return to work at the end of an approved leave; (e) If the employee does not return to work when recalled from a layoff. VIII LAYOFF, RECALL AND TRANSFERS (a) If and when it becomes necessary for the Employer to reduce the number of employees in the work force, the employees will be laid off in seniority order, provided a Captain shall have the right to use his/her greater seniority to bump a Lieutenant with less seniority, and a Lieutenant the right to use his/her greater seniority to bump a Sergeant with less seniority, based on capability of performing available jobs and shall be recalled in the same order. (b) If and when an employee is permanently transferred to another division within the Department, the President or Chief Steward shall be notified of said transfer by the Employer. (c) If and when an employee is permanently transferred to another assignment within the department the employee shall be provided a minimum of five (5) working days notice. Should exigent circumstances exist, the five (5) working days notice shall be waived. IX PROMOTIONS All promotions within the bargaining unit shall be made on a basis of a Competitive Examination as provided for in the Oakland County Merit System, or the Sheriff may promote the most qualified employee in accordance with his professional judgment. Any new employee seeking or offered lateral entry into the Sergeant, Lieutenant or Captain classifications of the Command Officers Bargaining Unit as a result of a contract or arrangement for provisions of law enforcement services between the County and a municipality/public entity, must have served a minimum of two (2) years with the municipality/public entity immediately prior to the 4 transfer in the rank sought with Oakland County. Prior to the implementation of any agreement for the provision of law enforcement services to a municipality/public entity where lateral entry into the Command Officers Bargaining Unit may occur, qualified members of the Oakland County Command Officers Association will be given the opportunity to apply for any Sergeant, Lieutenant or Captain position(s) being sought by or potentially, offered to any new employees from the municipality/public entity. New employees entering the Command Officers Bargaining Unit shall serve a one year probationary period. New employees to the Command Officers Bargaining Unit will have a date of hire for purposes of layoff/recall that will be the first day of employment with the Oakland County Sheriffs Office. New employees in the Command Officers Bargaining Unit who are not corrections certified, shall become corrections certified as soon as practicable, but not later than one year after their appointment, unless there are extenuating circumstances. This provision applies only to the hiring of new employees in the Command Officers Bargaining Unit as a result of a contract or arrangement for the provision of law enforcement services between the County and a municipality/public entity.. Any practices OT arrangements related to the entry into the Command Officers Bargaining Unit under other circumstances are not affected by this provision. X FALSE ARREST INSURANCE Employees covered by this agreement shall be provided, by the Employer, a policy of false arrest liability insurance. The premiums for such insurance will be paid by the County. XI DEFENSE AND INDEMNIFICATION In accordance with Miscellaneous Resolution 485339, adopted November 21, 1985 by the Board of Commissioners, whenever a claim is made or a civil action is commenced against an officer or employee of the County of Oakland for injuries to persons or property allegedly caused by the officer or employee while acting within the scope of his or her authority„ the County shall pay for all reasonable costs of litigation and engage or furnish the services of an attorney in accordance with County policy to advise the officer or employee as to the claim and to appear for and represent the officer or Employer in the action. The County may compromise, settle and pay the claim before or after the commencement of a civil action. Whenever a judgment for damages is awarded against an officer or employee of the County as a result of a civil action for personal injuries or property damage caused by the officer or employee while in the course of employment and while acting within the scope of his or her authority, the County of Oakland shall indemnify the officer or employee or pay, settle or compromise the judgment. To be eligible for the Defense and Indemnity obligations set forth in this paragraph, officers and employees shall cooperate in all respects with Corporation Counsel or assigned counsel in defending the claim or lawsuit. When a criminal action is commenced against an officer or employee of the County of Oakland based upon the conduct of the officer or employee in the course of employment, if the employee or officer had a reasonable basis for believing that he or she was acting within the scope of 5 his or her authority at the time of the alleged conduct, the County of Oakland shall pay for, engage or furnish the services of an attorney to advise the officer or employee as to the action and to appear for and represent the officer or the employee in the action. To be eligible for payment or reimbursement for counsel, an employee or officer who is charged criminally must immediately provide notice of and a copy of the criminal charges to Oakland County Corporation Counsel. Provided that the officer or employee is otherwise entitled to have the County pay for the services of an attorney pursuant to this policy, the County of Oakland will pay for or reimburse for the attorney's services consistent with Oakland County's Liability Claims Policy and Procedures (as amended by MR#91016) as they pertain to the provisions of and compensation of Counsel in civil matters. Arrangements for an authorization of payment of the services of any attorney must be approved in advance. Attorneys so employed shall be required to provide the County with monthly detailed billings describing the services rendered. Per MISCELLANEOUS RESOLUTION #86124, adopted MAY 8, 1986 by the Board of Commissioners, "Officer(s) and Employee(s) of Oakland County" are defined to include: Elected or Appointed Officers and Officials; Employees; Volunteers; all Committees, Authorities, Commissions, Boards and Councils, including those incorporated by authority of State or Federal Law, and all members thereof. The County may purchase liability insurance to provide the above protection, or may provide a self-insurance program. XII GENERAL CONDITIONS Section 1 The Union shall be notified in advance of anticipated permanent major changes in working conditions and discussions shall be held within reasonable time if requested by the Union. Section 2 The provisions of this agreement shall be applied equally and without favoritism to all employees in the bargaining unit. There shall be no discrimination as to age, sex, marital status, race, color, creed, national origin or political affiliation. The Union shall share equally with the Employer the responsibility for applying this provision of the agreement. Section 3 Employees elected to any permanent fall time Union office or selected by the Union to do work which takes them from their employment with the County, shall at the written request of the Union be granted a leave of absence without pay. The leave of absence shall not exceed two (2) years, but it shall be renewed or extended for a similar period at any time upon the written request of the Union. Section 4 When any position not listed on the wage schedule is filled or established, the County may 6 designate a job classification and rate structure for the position. In the event the Union does not agree that the rate for the classification is proper, the Union shall have the right to submit the issue as a grievance through the grievance procedure within a three (3) month period. Section 5 Any employee who is eligible for overtime compensation and who is required to work overtime which is not contiguous to the employee's regular work schedule shall be entitled to a minimum of two (2) hours work or pay for weekdays and three (3) hours work or pay for weekends at the time-and-one-half rate, and three (3) hours work or pay on holidays at the appropriate holiday rate. (Weekdays are defined as the first five (5) days of work which are part of an employee's regular work schedule.) Court duty appearance pay shall be applied in the following manner: When officers eligible for overtime compensation are required to appear in court, they shall be compensated at the rate of time and one-half for all time spent in court, with a guarantee of a minimum of two hours pay per day. Under•the following conditions: 1. Case must be of a criminal nature or related to traffic enforcement. 2. Officer must be off duty at court time. Section 6 All Sergeants and Lieutenants will be entitled to make a shift preference selection within their division (Corrective Services-Main Jail, Corrective Services-Satellites, Patrol Services) in April and October of each year. This shift preference selection is to be based on seniority within classification (time in grade) and is subject to the approval of the Sheriff. It is understood that approval will not be unreasonably withheld. It is understood that not withstanding any other agreement, regulation or provision to the contrary, employees classified as Sergeants and Lieutenants will not be eligible for shift premium. It is further understood that all provisions of this section related to shift selection in no way effects the Sheriffs right to determine assignments. Section 7 Effective December 1, 2013: 1. The provisions of the Oakland County Merit System in the Oakland County Employees Handbook concerning holidays, holiday pay, premium pay on holidays, and overtime on holidays, shall not apply to members of the bargaining unit with respect to President's Day, Veterans' Day, and the day after Thanksgiving Day. 2. Effective with the execution of this agreement , the provisions of the Oakland County Merit System in the Oakland County Employee's 7 Handbook concerning holidays, holiday pay, premium pay and overtime on holidays shall apply to members of the bargaining unit with respect to: New Year's Day, Martin Luther King, Jr. Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, Christmas Eve, Christmas Day and New Year's Eve. Christmas Eve and New Year's Eve shall be treated as holidays in every year without regard to the day of the week on which they fall. 3. At least 10 days prior to a holiday the Employer shall determine its staffing requirements and affected employees shall be notified at least 10 days prior to the holiday at each work location Section 8 All time, whether worked or compensated through an employee's use of leave time, in excess of a normal eight hour working day in the 24 hour period beginning with the start of the employee's normal working shift that day, shall be considered overtime and credited to the calendar day in which the 24 hour period began. Section 9 Except in exigent circumstances not reasonably expected to exceed 30 days, a minimum of 10% of the bargaining unit employees at a job location per shift shall be permitted to take leave from any available bank. XIII SHERIFF HOLIDAY LEAVE Effective the first pay period following December 1 of each year, bargaining unit members shall receive five (5) days of Sheriff Holiday Leave. Employees hired after Decemberl shall receive one (1) day of Sheriff Holiday Leave for each quarter annual period, or part thereof, between their date of hire and November 30 (e.g., an employee hired on May 1 would receive three (3) days of Sheriff Holiday Leave). Scheduling and use of Sheriff Holiday Leave shall be subject to the following restrictions: (a) Sheriff Holiday Leave shall be used and scheduled in the same manner as an annual leave, except that an employee may only use Sheriff Holiday Leave when his/her annual leave accumulation is less than two-thirds of the maximum accumulation. (b) Employees may not accumulate Sheriff Holiday Leave from one year to the next year. Employees shall be paid for any unused Sheriff Holiday leave for the period December 1 to November 30 on the first payday following the end of the pay period which includes November 30. Payment for unused Sheriff Holiday Leave shall be at the employee's straight time rate of pay on November 30. (e) Employees separating from County service or leaving the bargaining unit for other reasons shall be entitled to one day of Sheriff Holiday Leave for each quarter annual period or part thereof between their date of separation or leaving the bargaining unit and the prior December 1 (e.g., an employee 8 separating or leaving the bargaining unit June 1 would be entitled to three days of Sheriff Holiday Leave for that annual period). Should a separating employee have used more Sheriff Holiday Leave at the time of separation or leaving the bargaining unit than he/she would be entitled in accordance with the above formula, the Employer will subtract from the employees annual leave bank the number of days used in excess of those earned, December 1 — February 28 = 1 st Quarter March 1 — May 31 = 2nd Quarter June 1 — August 31 = 3'1 Quarter September 1 — November 30 = 4th Quarter Employees separated from County service shall be paid at separation for their unused accumulation of Sheriff Holiday Leave at the salary rate the employee is being paid on his/her final day of actual work. (d) The one floating holiday which all employees have enjoyed in the past will not be subject to the above regulations, but will continue to be governed by the provisions of Merit Rule 26.1.2. XIV ADOPTION BY REFERENCE OF RELEVANT RESOLUTIONS AND PERSONNEL POLICIES All Resolutions of the Oakland County Board of Commissioners, as amended or changed, from time to time, relating to the working conditions and compensation of the employees covered by this agreement, and all other benefits and policies provided for in the Oakland County Merit System, which incorporates the Oakland County Employee's Handbook, are incorporated herein by reference and made a part hereof to the same extent as if they were specifically set forth. XV RETIREMENT BENEFITS All Resolutions of the Oakland County Board of Commissioners, as amended and in existence of the date of this Agreement and as modified by prior Collective Bargaining Agreements between the parties, relating to Retirement System benefits, and all retirement system benefits and policies provided for in the Oakland County Employees' Handbook, Oakland County Merit System, except as provided and amended herein, are incorporated herein by reference and made apart hereof to the same extent as if they were specifically set forth, subject to the following: To the extent of any conflict between the provisions below and the Oakland County Employees' Retirement Program, Oakland County Merit System, or the Oakland County Employees' Retirement System Restated Resolution, the following provisions shall be controlling: • 1. Effective January 1, 1978, employees hired after this date will not be eligible to include final sick leave or annual leave cash-in payments as part of their "Final Average Compensation" for the purpose of computing retirement benefits. 2. Effective January 1, 1989, all employees with eight (8) or more years of fall-time County service shall be eligible for the Military Buyback Option as developed by the Oakland County Retirement Commission and approved by the Oakland County 9 Board of Commissioners. Employees who are eligible for the Military Buyback prior to the final ratification of this agreement, and failed to exercise the option, will be allowed to buy back up to two (2) years of military service at the Employer's actual cost as detellnined by the Employer's actuary. 3. Effective June 1, 1994, employees new to the bargaining unit shall not be entitled to use overtime pay as part of "Final Average Compensation" for the calculation of retirement benefits. 4. Effective January 1, 1995, unit employees who have twenty-five (25) years of service with the Sheriffs Department, after compliance with all other requirements, may be eligible for retirement regardless of their age. 5. Any individual, who enters the bargaining unit through promotion or otherwise, who is a participant in the County's Defined Contribution Retirement Plan shall continue to be a participant in the Defined Contribution Retirement Plan and shall not be a participant in the County's Defined Benefit Retirement Plan. 6. Effective March 19, 1998, (i.e., with respect to payroll dates and amounts on and after March 19, 1998), all members of the Defined Benefit Retirement System shall contribute 5% of the amount of compensation used in computing "Final Average Compensation" as member contributions to the Defined Benefit Retirement System which will be used to fund, in part, the retirement benefits provided by the Defined Benefit Retirement System. Effective March 19, 1998, the required employee contributions of 5% of "compensation" (as defined in Section 3(a) of the Restated Resolution of the Rules and Regulations governing the Oakland County Employees' Retirement System as revised May 21, 1992, excluding overtime with respect to employees hired on or after June 1, 1994, and sick leave and annual leave cash in payments for employees hired after January 1, 1978) shall be picked up (i.e., assumed and paid) by the Employer for purposes of Internal Revenue Code Section 414(h)(2) of the Internal Revenue Code. Said Employer contributions will be paid by the Employer to the Defined Benefit Retirement System plan and no employee shall have any option of choosing to receive the amounts directly. This 414(1)(2) arrangement shall not affect determination of final average compensation for pension contribution purposes. 7. Effective March 19, 1998, with respect to all persons who are active employees and members of the Defined Benefit Retirement System on or after March 19, 1998, the percentage factor used to compute applicable benefit amounts will be 2.5%. Provided, however, that in order to be eligible for and to receive the 2.5% factor, an employee is required to be an active member of the Command Officers bargaining unit for two (2) full years. 8. Vested former members must continue to meet the requirements of the Retirement System Restated Resolution in effect at the time said person terminated their employment and terminates their membership in the Retirement System as an active employee. 9. All bargaining unit employees shall have the option to transfer from the Defined Benefit Retirement Program to the Defined Contribution Retirement plan as set forth in Miscellaneous Resolution #94275, and as approved by the Internal Revenue Service, based on a multiplier of 2.2%. 10 Eligible employees must exercise this option between April 1, 2000 and May 31, 2000. The calculations will be based on the status of the participant' s defined benefit retirement account as of December 31, 1999. In lieu of any increase in value in the Defined Benefit Account from continued employment between December 31, 1999 and the date of payment to the Defined Contribution Retirement Plan, each electing participant shall receive interest at the rate of 7.5% per annum on his/her account. Election shall be made by delivering a signed copy of the election form to the County Personnel Department. Once an employee elects to transfer from the Defined Benefit Retirement Program to the Defined Contribution Retirement Plan, that employee shall not be eligible to be a participant in the Defined Benefit Retirement Program at any time thereafter. 10. The Union agrees to fully cooperate and to take any action necessary with the County in obtaining or continuing any necessary Internal Revenue Service rulings or other requirements or any other requirements imposed by any government or other authority concerning the Defined Benefit Retirement Plan or the Defined Contribution Retirement Plan. 11. Employees hired on or after January 1, 1989, who subsequently refire from County service shall not be eligible for County reimbursement of Medicare Part B payments. 12. Effective September 13, 1984, employees retiring with 25 years service in the Department shall be eligible for health care benefits as provided under the Oakland County Retiree's health care plan regardless of their age. 13. The County shall make the following contributions and matchings contributions to the Defined Contribution Retirement Plan for employees hired prior to May 27, 1995: (a) For calendar year 2000 the County shall contribute 11% of base wages to the Defined Contribution Retirement Plan and the employee shall contribute 4% of base wages to the Retirement Plan. (b) For calendar year 2001 the County shall contribute 12% of base wages to the Defined Contribution Retirement Plan and the employee shall contribute 5% of base wages to the Retirement Plan. 14. All bargaining unit employees hired on or after May 27, 1995, shall only be eligible to participate in the Defined Contribution Retirement Plan, as adopted by the Board of Commissioners in Miscellaneous Resolution #94185. The County shall make the following contributions and matching contributions to the Defined Contribution Retirement Plan: (a) For calendar year 2000 the County shall contribute 7% of base wages to the Defined Contribution Retirement Plan and the employee shall contribute 1% of base wages to the Retirement Plan. (b) For calendar year 2001 the County shall contriute 8% of base wages to the Defined Contribution Retirement Plan and the employee shall contribute 2% of base wages to the Retirement Plan. (c) Effective November 28, 2012, the contribution for employees in the Defined Contribution Retirement Plan hired on or after 05/27/95, the County will contribute 10% of base wages and the employee will contribute 5% of base wages to Retirement Plan. (d) Effective with the execution of this agreement employees hired on or after 5/27/95, in the Defined Contribution Plan, shall contribute an additional 1% of base wages to the Retirement Plan for a total of 6%. Should the County contribution increase for the general, non-represented employees during the length of this contract, the increase shall be applied to all employees represented by this bargaining unit, in the Defined Contribution Plan, at the same time and in the same manner. 15. The following employees shall only receive retiree health care benefits pursuant to Miscellaneous Resolution #94292: (a) Any employee hired or non-vested former employee rehired on or after May 27, 1995; (b) Any employee entering the bargaining unit who is already subject to Miscellaneous Resolution #94292. (c) Employees hired after March 5, 2009, will be a part of the Health Savings Account Retirement Program. New employees in this bargaining unit who are promoted from the 0.C.D.S.A. will continue in the same retirement health care plan as they had been in that bargaining unit. Retiree Health Care Except for the members of this bargaining unit who are solely covered by the Retiree Health Savings Account, the Employer and the Union agree that when the Union member retires, he/she shall become a part of the County's general retiree group and as such shall participate in the health care program that the County provides to retirees and eligible dependents. The Employer and the Union acknowledge and agree that the Union and its members have assurance under Oakland County Ordinance #27 that the retiree health care benefits shall be provided through either (a) the County andfor (b) a government program (e.g., Medicare); and that basic retiree health care shall be maintained. The parties also acknowledge and agree that the Employer shall continue to have the right to select cost-effective funding methods, administrators, and to reasonably modify, from time to time, the portion of the total cost to be borne by retirees for receiving such benefits (e.g., co-pays and deductibles). The parties also agree that the Employer can modify its retiree health care programs so that the County and its retirees can participate in any government sponsored program or policy as long as the benefits provided are of comparable coverage as provided in Oakland County Ordinance 427. 12 XVI MAINTENANCE OF CONDITIONS Wages, hours and conditions of employment legally in effect at the execution of the Agreement shall, except as modified herein, be maintained during the term of this agreement. XVII ECONOMIC MATTERS The agreement between the parties on economic matters are set forth in Appendix A and Appendix B attached hereto and are incorporated into this Collective Bargaining Agreement, subject to the terms and conditions thereof. XVIII NO STRIKE - NO LOCKOUT Under no circumstances will the Union cause or authorize or permit its members to cause, nor will any member of the bargaining unit take part in, any strike, sitdown, stay-in or slowdown or any violation of any State law. In the event of a work stoppage or other curtailment, the Union shall immediately instruct the involved employees in writing, that their conduct is in violation of the contract and that all such persons shall immediately cease the offending conduct. The Employer will not lockout any employees of the bargaining unit during the term of this agreement. XIX DURATION This agreement shall remain in full force and effect from October 1, 2013 to midnight, September 30, 2016. The agreement shall be automatically renewed from year to year thereafter unless either party shall notify the other in writing, one hundred twenty (120) days prior to September 30, 2016, that it desires to modify the agreement. In the event that such notice is given, negotiations shall begin within a reasonable period of time. This agreement shall remain in full force and be effective during the period of negotiations and until notice of termination of this agreement is provided to the other party in the manner set forth in the following paragraph. In the event that either party desires to terminate this agreement, written notice must be given to the other party no less than ten (10) days prior to the desired termination date which shall not be before the anniversary date set forth in the preceding paragraph. 13 It is agreed and understood that the provisions contained herein shall remain in full force and effect so long as they are not in violation of applicable statutes and ordinances and remain within the jurisdiction of the County of Oakland. COMMAND OFFICERS ASSOCIATION COUNTY OF OAKLAND OF MICHIGAN By ames Tignanelli, FOAM Michael Bouchard, Sheriff OAKLAND COUNTY COMMAND OFFICERS ASSOCIATION By Michael Gingell, Board Chairperson By L. Brooks Patterson, County Executive 14 Captain FY 2014 Annual Bi-weekly FY 2015* Annual Bi-weekly 85,362 3,283.15 86,215 3,315.98 88,209 3,392.67 89,092 3,426.60 91,064 3,502.47 91,975 3,537.49 APPENDIX A I. WAGES FISCAL YEAR 2014 and FISCAL YEAR 2015: Classification Base 1 Year 2 Year Lieutenant FY 2014 Annual 78,005 80,395 82,786 Bi-weekly 3,000.21 3,092.11 3,184.08 FY 2015* Annual 78,785 81,199 83,614 Bi-weekly 3,030.21 3,123.03 3,215.92 Sergeant FY 2014 Annual 72,197 73,654 75,260 Bi-weekly 2,776.82 2,832.84 2.894.60 FY 2015* Annual 72,919 74,390 76,012 Bi-weekly 2,804.59 2,861.17 2,923.55 *Fiscal Year 2015 — Should a general wage increase greater than 1% be provided to the general, non- represented employee groups then this bargaining unit would be entitled to the same increase at the same time and in the same manner. Fiscal Year 2016 —Should a general wage increase be provided to the general, non- represented employee groups then this bargaining unit would be entitled to the same increase at the same time and in the same manner. CAPTAIN WEEKEND DUTY PAY The one Captain designated to be on-call during a week, including non-office hours on weekdays and on Saturday and Sunday, and who shall be on-call and shall work scheduled or called, shall be compensated $700.00 per week of such schedule. Captains are no longer required to report to the Sheriffs Office on Holidays but will be on-call. 15 HI CLOTHING ALLOWANCE Eligible non-uniformed Sergeants and Lieutenants shall receive a clothing and cleaning allowance at an annual rate of $375.00 payable in installments of $187.50 in June and $187.50 in December. Non-uniformed Sergeants-and non-uniformed Lieutenants required by the Sheriff to wear a suit and tie shall be entitled to an additional $200.00 clothing and cleaning allowance annually. This additional allowance shall be paid in installments of $100.00 and added to the $187.50 paid in June and December of each calendar year. To be eligible for the clothing allowance, non-uniformed officers, as identified by the Sheriff, shall be required to wear suit and tie and/or shirt and tie. Officers assigned plain clothes duty by the Sheriff for 30 consecutive days or more shall be entitled to a pro-rated clothing and cleaning allowance. Should new grants or patrol contracts approved by the Board of Commissioners contain provisions for clothing allowances, officers assigned to the new positions will be eligible for the allowance. IV DIVERS PREMIUM PAY (a) Divers shall receive straight time pay for on-duty hours of work. (b) For all hours on the job other than on-duty hours, the diver shall receive time and one-half pay. *(c) The divers shall receive premium pay of $5.00 per hour over and above the rates set forth in sections (a) and (b) above when performing diving activities. *(d) When diving under the ice, divers shall receive premium pay of $10.00 per hour over and above the rates set forth in sections (a) and (b) above. *Computation of the $5.00 per hour and $10.00 per hour premium pay shall be computed to the nearest one-half (2) how. V LIEUTENANT CORRECTIVE SERVICES/DETENTION FACILITIES BONUS An annual bonus in the amount of $2000 shall be paid to one (1) Lieutenant (approved by the Sheriff) assigned to Corrective Services/Detention Facilities to be paid bi-weekly. 16 APPENDIX B For the following fringe benefits, refer to the Oakland County Employees' Handbook: 1. Injury on the Job 2. Holidays 3, Leave of Absence 4. Death Benefits 5.* Longevity 6. Medical Coverage 7. Sick Leave 8, Annual Leave 9.** Disability Coverage Dental Coverage Tuition Reimbursement The fringe benefits modified in previous Collective Bargaining Agreements shall continue in effect as modified and described in the Oakland County Employee's Handbook. Merit Rule No. 2, Section VII, "Service Increment Pay", shall not apply to any employee hired after March 15, 1984. ** Eligibility for County-provided medical coverage while on LTD shall be as follows: An employee on LTD will be eligible for County-provided medical coverage for up to six (6) months from the date of LTD eligibility provided he/she has applied for and were turned down for Social Security Disability and Medicaid and have no other medical coverage available and providing the employee has not allowed his/her medical coverage to lapse. 14** Dental benefits increased consistent with Miscellaneous Resolution # 99189. **** Tuition Reimbursement increased consistent with the Fiscal Year 2000 budget. 17 HEALTH BENEFITS All Health Care Benefits set forth herein are subject to the employee contribution where applicable and to the terms and conditions of the plan. The Employer has the right to select and change any and all plans/policies, insurance benefits, plan providers or third party administrators provided the benefits stated herein remain substantially the same. All benefits set forth apply to active employees and their dependents only. (a) For the duration of the 2013 calendar year, employees in this bargaining unit will continue the Medical Care coverage currently in effect through December 31, 2013 (subject to paragraph B.) (b) Effective January 1,2014, (or as soon as administratively practical) employees in this bargaining unit with coverage shall be covered under one of the Medical Care plans as described in Appendix C. (c) Employees in this bargaining unit shall make Medical Care contributions (contributions are bi-weekly and pre-tax) in accordance with the Medical Care plan they select. (d) Healthcare 2014 and 2015: Any benefit modifications implemented on a County wide basis to general, non-represented employees to take effect during the calendar years 2014 and 2015 shall be applied to employees represented in this bargaining unit at the same time and in the same manner. (e) Any healthcare changes to take effect after September 30, 2016, shall be negotiated. DENTAL COVERAGE The Employer shall provide a Standard Dental Plan for employees and their dependents. Benefits under the plan shall be 100% for Class I Benefits (Preventative), 85% for Class II (Basic), 50% for Class III (Major) and 50% for Class IV (Orthodontia) subject to a $25 animal deductible for single coverage and $50 annual deductible for two person or family coverage for Class II and Class III services. The maximum per individual per calendar year is $1,000. The maximum for orthodontia per individual is $1,000 Employees have the option of selecting a High Option Plan during open enrollment. Employees selecting the High Option Dental Plan rather than the Standard Dental Plan shall pay, through payroll deduction, the amount established annually by the Employer. Employees have the option of selecting a modified plan during open enrollment or selecting no dental coverage. Employees selecting the modified plan or no coverage rather than the Standard Dental Plan shall have employee earnings added to their paycheck as a result of selecting a reduced benefit. VISION COVERAGE The Employer shall provide a Standard Vision Plan for employees and their dependents. Benefits under the plan shall provide for a vision examination with a $5 co-pay and a $7.50 co-pay on lenses and frames every 24 months from the date of the last examination or prescription for lenses and frames. Employees have the option of selecting a High Option Vision Plan during open enrollment. 18 Employees selecting the High Option Vision Plan rather than the Standard Vision Plan shall pay, through payroll deduction, the amount established annually by the Employer. LIFE INSURANCE AND ACCIDENTAL DEATH AND DISMEMBERMENT COVERAGE (a) LIFE COVERAGE The Employer shall provide a Standard Life Plan for employees. The benefit under the plan shall provide one and one-half times the employee's annual salary, Employees have the option of selecting a Higher Life Plan during open enrollment. Employee selecting the Higher Option Plan rather than the Standard Life Plan shall pay, through payroll deduction, the amount established annually by the Employer. Employees have the option of selecting a Lower Life Plan during open enrollment. Employees selecting the Lower Life Plan rather than the Standard Life Plan shall have employee earnings added to their paychecks as a result of selecting a reduced benefit. (b) ACCIDENTAL DEATH AND DISMEMBERMENT COVERAGE The Employer shall provide a Standard AD & D Plan for employees. The benefits under the plan shall provide one times the employees annual salary. Employees have the option of selecting Higher AD & D Plans during open enrollment. Employees selecting Higher Option Plans rather than the Standard AD & D insurance plan shall pay, through payroll deduction, the amount established annually by the Employer. MILEAGE Employees required to drive their personal vehicle on official County business shall be reimbursed for miles traveled at the rate equivalent to the IRS mileage rate. SHERIFF'S PHYSICAL FITNESS INCENTIVE PROGRAM Two Sheriff Leave Days to be tied into Sheriffs Physical Fitness Incentive Program; one day for meeting the to be established standards and one additional day if standards maintained for all of the following calendar year. Beginning with calendar year 2014 — one day will be provided if fitness standards are met by December 2013. Beginning with calendar year 2015 — two days will be provided if fitness standards are retained after re-testing at the end of calendar year 2014. In order to retain these two additional holidays for future years, re-testing must be done and standards met by the end of each subsequent calendar year. These holidays earned for obtaining and maintaining the Sheriffs physical fitness standards must be used within the calendar year in which they are earned and they may not be accumulated in a "bank" nor shall they be assigned any cash value that will be paid to the employee, unless the 19 bargaining unit has a 50% successful completion rate, then the employees may be paid for the unused days at the end of the calendar year in which they are earned The above program is voluntary. BEREAVEMENT LEAVE In the event of the death of a member of unit employee's immediate family or household, i.e., where the deceased bears the relation of spouse, child, parent, sibling, guardian, grandparent, or grandchild, or is a member of the employee's household (i.e., resides in his or her residence at the time of death), the employee shall be granted a paid leave of three consecutively scheduled work days. In the event of the death of a unit employee's parent-in-law, grandparent-in-law, brother, sister, daughter or son-in-law, the employee may be granted up to three consecutively scheduled work days at the discretion of the employee's Department Head, in consideration of the relationship of the employee to the deceased and the geographic location of the funeral. Covered relations may be natural, adoptive, step or foster in nature. Covered leave shall be paid at the employee's regular hourly rate. Absent extenuating circumstances, an employee must notify the Sheriff/designee of eligibility for said leave by written application on forms provided by the Human Resources Department prior to use of the leave. Such time off shall not be debited from an employee's established leave banks. Should the death of a member of a unit employee's immediate family or household occur while the employee is on a scheduled vacation, he/she shall be eligible for the paid leave provided herein, provided he/she notifies the Sheriff! designee prior to the date of the funeral and attends the funeral. 20 APPENDIX C Attached hereto is the Medical Options Comparison chart for 2014. APPENDIX C MEDICAL OPTIONS COMPARISON Important Note: The information contained on this comparison is intended to be an easy to read summary to help you and your family make choices among the different options available to you. Be sure to carefully study each option before making your choice. This comparison summarizes some of the provisions and certain features of each plan. It cannot modify or affect the coverage or benefits provided in any way. No right will accrue to you and/or your eligible dependents because of any statement, error or omission from this comparison. Its provisions do not constitute amendments, modifications or changes in any existing contract. BENEFITS AVAILABLE TO ALL AVAILABLE TO ALL AVAILABLE TO ALL AVAILABLE TO ALL ONLY AVAILABLE TO EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES PPM ASR www.asrheal e e s.com PPO2 Blue Cross/Blue Shield PPO Community Blue Plan www.BCRSM.corn PPO3 ASR www.asrhealtlibenefits.com HMO Health Alliance Plan (HAP) www.HAP.org CURRENTLY ENROLLED TRAD Blue Cross/Blue Shield Traditional Plan (BC/BS) www.BCBSM.corn _ Employee Bi-Weekly Contributions $32 / $65 / $75 $42 / 570 / $85 $16 / $35 / $45 $32 / $65 / $75 $52 /589 / 94 Network(s) Physicians Care/HAP CIGNA Multiplan Blue Cross/Blue Shield Physicians Care/HAP CIGNA Multiplan •••:•.::::..;:::•••• Health Alliance Plan Blue Cross/Blue Shield NPATIENT HOSPITAL CARE General Conditions * Semi-Private * Drugs * Intensive Care Unit • Meals • Hospital Equipment • Special Diets e Nursing Care 100% 90% after deductible 80% after deductible 100% 100% ••OUTPATIEN1.11.0SPITA LCA RI: •• :...- • Emergency Room Care * Accidental injuries Medical Emergencies $100 co-pay Co-pay waived for accidental injury or if admitted 5100 co-pay Co-pay waived for accidental injury or if admitted $100 co-pay, deductible and coinsurance may also-apply for some services. Co-pay waived for accidental injury or if admitted $100 co-pay Co-pay waived if admitted $100 co-pay Co-pay waived for accidental injury or if admitted Physical Therapy 100% 90% after deductible 80% after deductible 100% 90% after deductible URGENT CARE . . .... ...... 1Jr:ent Care Visits j_ PREVENTATIVE CARE SERVICES. $20 co-pay $20 co-Pay $20 co-pay_ $20 co-pay 90% after deductible - Routine Health Maintenance Exam -- includes chest x-ray, EKG, cholesterol screening and other select lab procedures 100% 0% 100% 100% 00% Routine Ph 'sical 100% 100% 100% 100% 01% Routine Gynecological Exam 100% 100% 100% 100% 100% 22 APPENDIX C BENEFITS AVAILABLE TO ALL AVAILABLE TO ALL AVAILABLE TO ALL AVAILABLE TO ALL ONLY AVAILABLE TO EMPLOYEES EMPLOYEES EMPLOYEES EINIPLOYEES EMPLOYEES PPOI ASR www.asr ealthbenefits,com PPO2 Blue Cross/Blue Shield PPO Community Blue Plan www.BCBSM.com PPO3 ASR www.asrhealthbenefits.com HMO Health Alliance Plan (HAP) www.HAP.org CURRENTLY ENROLLED TRAD Blue Cross/Blue Shield Traditional Plan (13C/BS) www.BCBSM.com Routine Pap Smear Screening.— laboratory and oaths:1w' services 100% 100% 00% 100% 100% Well-Baby Child Caro Visits • 6 visits, birth through 12 months • 6 visits, 13 months through 23 months * 6 visits, 24 months through 35 months • 2 visits,36 months through 47 months • Visits beyond 47 months are limited to one per member per calendar year under the health maintenance exam benefit 100% 100% 100% 100% 100% Adult and Childhood Preventive Services and Immunizations as recommended by the I.ISPSTF, AC1P, HRSA or other sources as recognized by BCBSM, ASR and HAP that are in compliance with the provisions of the Patient Protection and Affordable Care Act 00% 100% 100% 100% 100% Routine Fecal Occult Blood Screening 100% 100% 100% 100% 100% Routine Flexible Si .moidoscapv Exam 100% 100% 100% 100% 100% Routine Prostate Specific Antigen TSAI Screening 100% 100% 100% 100% 100% Routine Mammogram and Related Reading 100% 100% NOTE: Subsequent medically necessary mammograms performed during the same calendar year are subject to your deductible and percent co- 100% NOTE: Subsequent medically necessary mammograms performed during the same. calendar year are subject to your deductible and percent co- 100% 100% NOTE: Subsequent medically necessary mammograms performed during the same calendar year are subject to your deductible and percent 23 APPENDIX C BENEFITS AVAILABLE TO ALL AVAILABLE TO ALL AVAILABLE TO ALL AVAILABLE TO ALL ONLY AVAILABLE TO EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES PPOI ASR www.asrbealthbenelits.corn PP02 Blue Cross/Blue Shield P.P0 Community Blue Plan www. C.BSM corn PPO3 ASR www.asrhealthberiefits.com HMO Health Alliance Plan (HAP) www.BAP.org CURRENTLY ENROLLED TRAD Blue Cross/Blue Shield Traditional Plan (BC/BS) www.BCBSM.eoin insurance, insurance. co-insurance Col onoscopy — Routine or Medically Necessary 100% 100% NOTE: Subsequent colonoscopies performed during the same calendar year are subject to your deductible and percent Co-illsuranCe, 100% NOTE: Subsequent colonoseopies performed during the same calendar year arc subject to your deductible and tercent co-insurance, 100% 100% NOTE: Subsequent colonoscopies performed during the same calendar year are subject to your deductible and percent co-insurance. MENTAL HEALTHCARE _ Inpatient Mental Health Outpatient Mental Health Visits 100% $20 co-pay 90% after deductible 90% after deductible Office Visits $20 co- a 80% after deductible . $20 co-pay 100% 100% $20 co-pay 90% after deductible Inpatient Substance Abuse Care Chemical Dependency 100% 90% after deductible 80% after deductible 100% 120 days (combined 1,vith inpatient care days), 60 day renewal; (no MM benefits). Covered 100% of approved amount, no Master Medical. Outpatient Substance Abuse Care Chemical De i endenc ' $20 co-pay 90% after deductible Office visit $20 co-pay 20 co-pay •• • $20 co-pay •• • •:•• •SPECIALMOSPErAL PROGRAMS .. Hospice Care 100% 100% 80% after deductible Covered up to 210 days per lifetime. 100% of approved amount Specified Human Organ Transplants 100% 90% to 100% Covered according to plan guidelines. 80% after deductible Covered according to plan guidelines. 100% in approved facilities • MEDICAL AND SURGICAL CARE Surgery 4. Technical Surgical Assist. • Anesthesia 100% . 100% 100% 90% after deductible . 90% after deductible 90% after deductible 80% after deductible 80% after deductible 80% after deductible 00% Voluntary second surgical opinion; $20 co-pay. 100% 100% 100% Voluntary second surgical opinion on certain surgeries. 100% 100% Maternity Care • Delivery e Pre- and Post-Natal Care 100% 100% 90% after deductible 100% 80% after deductible 100% 100% 100% prenatal visits $20 co-pay_post natal visits 100% 90% after deductible General — Unlimited Inpatient Medical Care 100% 90% after deductible 80% after deductible 100% 24 APPENDIX C BENEFITS AVAILABLE TO ALL AVAILABLE TO ALL AVAILABLE TO ALL AVAILABLE TO ALL ONLY AVAILABLE TO EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES PPO1 ASR www.asrhealthbenefits.com PPO2 Blue Cross/Blue Shield PPO Community Blue Plan www.BCBSM.com PPO3 ASH www.asrhealthbenefits.com HMO Health Alliance Plan (HAP) www.HAP.org CURRENTLY ENROLLED 'HUD Blue Cross/Blue Shield Traditional Plan (BC/BS) www.BC1391-com Inpatient Consultations 100% 90% after deductible 80% after deductible 100% 100% Laboratory & Pathology 100% 90% after deductible 80% after deductible 100% Covered - $5 or 10 % Co-insurance Diagnostic Services 100% 90% after deductible 80% after deductible 100% Covered - $5 or 10 % Co-insurance Diagnostic and Therapeutic Radiology 100% 90% after deductible 80% after deductible Covered Covered - $5 or 10% Co-insurance ADDITIONAL BENEFITS • .. . Office Visits $20 co-pay $20 co-pay $20 co-pay $20 co-pay * 90% after deductible Chiropractic Care $20 co-pay Limited to 38 visits per calendar year. 100% $20 co-pay Limited to 24 visits per calendar year $20 co-pay Limited to 38 visits per calendar_year_ 80% after deductible 80% after deductible Not Covered $20 co-pay* 100% 90% after deductible 90% after deductible 90% after deductible Aller:, 'Testing 100% Allergy Therapy 0% 100% Ambulance Services 90% after deductible 90% after deductible 80% after deductible 100% 90% after deductible Durable Medical Equipment 90% after deductible 90% after deductible 80% after deductible 100% 90% after deductible Diabetic Supplies 90% No Annual Deductible 90% after deductible 90% after deductible 50% after deductible 80% after deductible 50% after deductible 100% Not Covered 90% after deductible 50% No Annual Deductible Private Duty Nursing Skilled Nursing 00% 90% after deductible 80% after deductible 100% Up to 730 days )-enewab e after 60 da_ys. 100% Assisted Reproductive Treatment Not Covered Not Covered Not Covered 100% One attempt of artificial insemination per lifetime. 100% Not Covered 100% Voluntary Sterilization and FDA Approved Contraceptive Methods for females, 100% 100% 100% Out of Network Services Plan pays 85% of approved amount less applicable co-pays. Plan pays 70% of approved amount, after out-of-network deductible, less applicable co- _Pa§'• Plan pays 65% of approved amount after deductible less applicable co-pays. *AII services performed during one visit will be a one-time $20 co-pay. 25 APPENDIX C AVAILABLE TO ALL EMPLOYEES AVAILABLE TO ALL EMPLOYEES AVAILABLE TO ALL EMPLOYEES AVAILABLE TO ALL EMPLOYEES ONLY AVAILABLE TO EMPLOYEES CURRENTLY ENROLLED PPO2 TRAD BENEFITS PROGRAM PROVISIONS Co-pays, Deductibles, Co-insurance, Annual Out-of-Pocket Maximums and Lifetime Maximum Dollar Limitations www.asrhealhlenelits.com Co-pays: $20 / $100 as note Deductibles: $200 per person / $400 per family/per calendar year where noted. Co-insurance: In general, 0%; 10% after deductible as noted. Out-of-Pocket Coinsurance Maximum: $1,000 per person/family per calendar year. Lifetime Maximum: None. Blue Cross/Blue Shield PPO Community Blue Plan vw,v.BCBSIM-cum Coliavs: $20 $100 as noted. Deductibles: $100 per person/ $200 per fa.mily/per calendar year. Co-insurance: 10% after deductible as noted. 50% for private duty nursing. Out-of-Pocket Coinsurance Maximum: $500 per person, $1,000 per family per calendar year. www.asrhealthbenefits.com Co-pays: $20/ $100 as Doted. Deductibles: $250 per person $500 per family/per calendar year. Co-insurance: 20% after deductible as noted, 50% for private duty nursing. Out-of-Pocket Coinsurance Maximum: $1,000 per person $2,000 per family per calendar year. Health Alliance Plan (HAP) www.HAP.org Co-pays: $20 as noted. Blue Cross/Blue Shield Traditional Plan (BC/BS) www.BCBSM.com Co-pavs: $100 as noted. Deductibles: $200 per person/ $400 per family/per calendar year. Co-insurance 10% after deductible as noted. 50% for private duty nursing. Out-of-Pocket Coinsurance Maximum: $1,000 per family/per calendar year, Lifetime Maximum: None PPM ASR PP(i)3 ASR HMO Lifetime lyktximum: None Lifetime Maximum: None Payment of Covered Services Co-pays as noted. Preferred (Network) Hospitals: 100% of covered benefits. Non-Network Hospitals: 85% of approved payment amount Preferred (Network).PhYsicians - Outpatient: 100% after $20 co-pay. Non-network Physicians - Outpatient: 85% of approved payment amount after $20 co-pay. Preferred (Network) Hospitals: 90% of covered benefits, after deductible. Non-Network Hospitals: 70% of approved payment amount after out-of-network deductible Preferred (Network) Piwsicians: 100% after $20 co-pay. Non-network Physicians: 70% of approved payment amount after out-of-nctwork deductible and $20 co-pay, Preferred (Network) Hospitals: 80% of covered benefits, less applicable deductible, Non-Network Hospitals: 65% of approved payment amount, after deductible. Preferred (Network) Physicians - .Quipptient: 100% after $20 co-pay. Non-network Physicians - Outpatient: 85% of approved payment amount after $20 co-pay. ParticipatinR Hospitals: 100% of covered benefits Non-participatin2 Hospitals: Inpatient care in acute-care hospital -$70 a day. Inpatient care in other hospitals - $15 a day, Medicare Surzical: 100% of DCBSIA's approved amount. 26 FISCAL NOTE (MISC . #13258) October 2, 2013 BY: Finance Committee, Tom Middleton, Chairperson IN RE: HUMAN RESOURCES DEPARTMENT- FISCAL YEAR 2014 — FISCAL YEAR 2016 COLLECTIVE BARGAINING AGREEMENT FOR EMPLOYEES REPRESENTED BY THE COMMAND OFFICER'S ASSOCIATION (C.0,A.) To the Oakland County Board of Commissioners Chairperson, Ladies and Gentlemen: Pursuant to Rule XII-C of this Board, the Finance Committee has reviewed the above referenced resolution and finds: 1. The County of Oakland and the Command Officer's Association (C.O.A.), covering approximately 103 Sheriff's Office employees including Sergeant, Lieutenant and Captain. 2. A three year Collective Bargaining Agreement has been negotiated for the period of October 1, 2013 through September 30, 2016. 3. This agreement provides for a 2% wage increase for Fiscal Year 2014 or "me too" with general non-represented employees if a greater increase is approved; and will be applied at the same time and in the same manner. 4. The parties also agreed to a 1% wage increase for Fiscal Year 2015 which also includes the "me too" provision if a greater increase is approved. 5. The "Me Too" provision also applies to any wage increases approved for FY 2016. 6. Effective January 1, 2014 a $2,000 annual bonus will be paid to one (1) Lieutenant (approved by the Sheriff) assigned to Corrective Services/Detention Facilities; to be paid bi-weekly. 7. This agreement also allows that any other benefit modifications implemented on a countywide basis to general non-represented employees that take effect during the duration of this Collective Bargaining Agreement shall be applied to employees represented by this bargaining unit at the same time and in the same manner. 8. Effective with the execution of this agreement, employees in this bargaining unit hired on or after May 27, 1995 in the Defined Contribution Retirement Plan, shall contribute an additional 1% of their base wages to the Retirement Plan for a total of 6%. 9. These wage increases and benefit changes were anticipated and are included in the FY 2014, 2015, and 2016 Budget, therefore, no budget amendment is recommended. FINANCE COMMITTEE FINANCE COMMITTEE VOTE: Motion carried unanimously on a roll call vote with Crawford absent. Resolution #13258 October 2, 2013 Moved by Hoffman Supported by Zack the resolutions (with fiscal notes attached) on the amended Consent Agenda be adopted (with accompanying reports being accepted). AYES: Dwyer, Gershenson, Gingell, Gosselin, Hatchett, Hoffman, Jackson, Long, Matis, McGillivray, Middleton, Runestad, Scott, Spisz, Taub, Weipert, Woodward, Zack, Bosnic, Crawford. (20) NAYS: None. (0) A sufficient majority having voted in favor, the resolutions (with fiscal notes attached) on the amended Consent Agenda be adopted (with accompanying reports being accepted). 46.A I HERESY APPROVE THIS RESOLUTION CHIEF DEPUTY COUNTY EXECUTIVE ACTING PURSUANT TO IVICL 45.559A (7) STATE OF MICHIGAN) COUNTY OF OAKLAND) I, Lisa Brown, Clerk of the County of Oakland, do hereby certify that the foregoing resolution is a true and accurate copy of a resolution adopted by the Oakland County Board of Commissioners on October 2, 2013, with the original record thereof now remaining in my office. In Testimony Whereof, I have hereunto set my hand and affixed the seal of the County of Oakland at Pontiac, Michigan this 2 nd day of October 2013. Lisa Brown, Oakland County —(3