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HomeMy WebLinkAboutResolutions - 2018.10.10 - 23823MISCELLANEOUS RESOLUTION #18348 BY: Commissioner Robert Hoffman, Chairperson, Human esources Committee IN RE: HUMAN RESOURCES DEPARTMENT — FISCAL YEARS 2019, 2020 AND 2021 COLLECTIVE BARGAINING AGREEMENT FOR EMPLOYEES REPRESENTED BY THE MICHIGAN AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES, (AFSCME) COUNCIL 25, LOCAL 2437, REPRESENTING CIRCUIT COURT/FAMILY COURT EMPLOYEES To the Oakland County Board of Commissioners Chairperson, Ladies and Gentlemen: WHEREAS the County of Oakland, the Oakland County Circuit Court/Family Court and the Michigan American Federation of State, County and Municipal Employees (AFSCME) Council 25, Local 2437, have negotiated a Collective Bargaining Agreement covering approximately eighty-nine (89) Circuit Court/Family Court employees; and WHEREAS a three year Collective Bargaining Agreement has been reached for the period October 1, 2018 through September 30, 2021; and WHEREAS the parties have agreed to a 2% wage increase for Fiscal Year 2019 or "Me Too" with the general, non-represented employees if a greater increase were approved; and WHEREAS the parties have agreed to a wage reopener only for Fiscal Year 2020 WHEREAS the parties have agreed to a 1% wage increase for Fiscal Year 2021 or "Me Too" with the general, non-represented employees if a greater increase were approved; and WHEREAS this agreement provides that any employee benefit modifications including healthcare and/or retirement 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; 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, the Oakland County Circuit Court/Family Court and the Michigan American Federation of State, County and Municipal Employees, Council 25, Local 2437, covering the period of October 1,2018 through September 30, 2021, 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. Commissioner Robert HoffmgnAistrict #2 Chairperson, Human Reso6rc4s Committee SUMMARY OF AGREEMENT BETWEEN THE COUNTY OF OAKLAND, THE OAKLAND COUNTY CIRCUIT COURT AND THE LOCAL 2437 SEPTEMBER 2018 DURATION: 3 years October 1, 2018 — September 30, 2021 ECONOMIC: Contractual: • Wages: FY 2019 2% increase or "Me Too"; 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 applied at the same time and in the same manner. FY 2020 Wage Reopener only FY 2021 1% or "Me Too"; 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 applied at the same time and in the same manner. • Benefits Healthcare: 2019, 2020 and 2021: Any benefit modifications implemented on a countywide basis to general, non-represented employees, to take effect during calendar years 2019, 2020 and 2021 shall be applied to employees represented by this bargaining unit at the same time and in the same manner. Any health care changes to take effect after 9/30/2018 shall be negotiated between the parties. OAKLAND COUNTY CIRCUIT COURT/FAMILY COURT AND MICHIGAN AMERICAN FEDERATION OF STAIE, COUNTY AND MUNICIPAL EMPLOYEES, COUNCIL 25, LOCAL 2437 COLLECTIVE BARGAINING AGREEMENT October 1, 2018 — September 30, 2021 TABLE OF CONTENTS AGREEMENT RECOGNITION PUPOSE AND INTENT MANAGEMENT RIGHTS ADOPTION BY REFERENCE OF RELEVANT PERSONNEL POLICIES AID TO OTHER UNIONS DUES CHECK-OFF NO STRIKE - NO LOCKOUT BASIS OF REPRESENTATION GRIEVANCE PROCEDURE BULLETIN BOARD SENIORITY LAYOFF, RECALL AND TRANSFERS TEMPORARY CHANGE OF RATE PROMOTIONS GENERAL CONDITIONS MAINTENANCE OF CONDITIONS ECONOMIC MATTERS RESOLUTION OF ALL MATTERS DURATION EMERGENCY MANAGER CLAUSE APPENDIX A WAGES PAGE 3 PAGE 3 PAGE 3 PAGE 4 PAGE 4 PAGE 4 PAGE 4 PAGE 5 PAGE 5 PAGE 6 PAGE 8 PAGE 8 PAGE 9 PAGE 9 PAGE 9 PAGE 10 PAGE 12 PAGE 12 PAGE 12 PAGE 12 PAGE 13 PAGE 14 ARTICLE I ARTICLE II ARTICLE III ARTICLE IV ARTICLE V ARTICLE VI ARTICLE VII ARTICLE VIII ARTICLE IX ARTICLE X ARTICLE XI ARTICLE XII ARTICLE XIII ARTICLE XIV ARTICLE XV ARTICLE XVI ARTICLE XVII ARTICLE XVIII ARTICLE XIX APPENDIX B PAGE 16 APPENDIX C PAGE 19 2 AGREEMENT This Agreement entered into this day of , 2018, by and between the Oakland County Family Court (hereinafter referred to as the "Employer") and MICHIGAN AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES, Council 25, Local 2437 (hereinafter jointly referred to as the "Union" and individually referred to as the Local Union Number). RECOGNITION The Employer recognizes the Union as the exclusive representative of the employees of the Oakland County Family Court 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 and Act 379 of the Public Acts of 1965. All employees of the Oakland County Probate Court who were previously represented by the bargaining unit and who have been transferred to the Family Division of the Circuit Court in the Administrative Merger. II PURPOSE AND INTENT The general purpose of the Agreement is to set forth certain terms and conditions of employment, and to promote orderly and peaceful labor relations for the mutual interest of the Employer, its employees and the Union. The parties recognize that the interest of the community and the job security of the employees depend upon the Employer's success in establishing, and the Union's success in rendering proper services to the public. To these ends, the Employer and the Union encourage to the fullest degree friendly and cooperative relations at all levels and among all employees. The parties recognize that the Employer is legally and morally obligated to guarantee to all citizens a fair and equal opportunity for employment, and to these ends agree that no person shall be denied employment or membership in the Union, nor in any way be discriminated against because of sex, age, race, color, creed, national origin, political or religious beliefs. 3 III MANAGEMENT RIGHTS The rights to hire, promote, discharge or discipline for just cause, 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 department operations are solely and exclusively the responsibility of the Employer, subject, however, to the provisions of this Agreement. IV ADOPTION BY REFERENCE OF RELEVANT PERSONNEL POLICIES All benefits and policies provided for in the Oakland County Merit System, which incorporates the Oakland County Merit System Rule Book, as amended or changed from time to time by resolution of the Oakland County Board of Commissioners, are incorporated herein by reference and made a part hereof to the same extent as if they were specifically set forth, except to the extent that any such benefits and policies are inconsistent with this Agreement. V AID TO OTHER UNIONS Section 1. The Employer agrees and shall cause its designated agents not to aid, promote, or finance any other labor group or organization which purports to engage in collective bargaining or to make any agreement with any such organization or group for the purpose of undeimining the Union. Section 2. The Union agrees not to make agreements with any other union for the purpose of coercing the Employer. VI 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/she is no longer a member of the bargaining unit. However, an employee shall continue to be subject to check-off deductions which are authorized when the employee may be transferred from this bargaining unit to another 4 bargaining unit represented by Local 2437, Council 25, American Federation of State, County and Municipal Employees. (c) Any employee may voluntarily cancel or revoke the Authorization for Check-Off deduction upon written notice to the Employer and the Union. Such voluntary withdrawal from payroll deduction of Union Dues may only Occur during the period December 16 through December 31 of any calendar year. (d) 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. The Employer agrees to deduct from the wages of any employee who is a member of this Union a P.E.O.P.L.E. (Public Employees Organized to Promote Legislative Equality) deduction as provided for in a written authorization, in accordance with a standard form provided that the said form shall be executed by the employee. This deduction may be revoked by the employee at any time by giving written notice to both the Employer and the Union. VII NO STRIKE — NO LOCKOUT Under no circumstances will the Union cause or authorize or pellnit its members to cause, nor will any member of the bargaining unit take part in, any strike, sit down, 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 both verbally and in writing, with copies to the Employer, 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 teini of this Agreement. VIII BASIS OF REPRESENTATION Section 1. There shall be one Steward and an alternate Steward who must come from the unit they represent. Stewards will be released from their work, after obtaining approval of their respective supervisors and recording their time, for the purpose of adjusting grievances in accordance with the grievance procedures and for reporting to the grievant a change in status of his/her grievance. Approval 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. 5 Section 2. There shall also be one Chief Steward and one alternate Chief Steward. Section 3. There shall be a Grievance Committee consisting of three (3) members of the represented group, certified in writing to the Employer. Either the Local President or Chief Steward, or both, upon sufficient notice to the Employer, may substitute for a member or members of the Grievance Committee. The Employer shall meet whenever necessary, at a mutually convenient time, with the Union Grievance Committee. The purpose of Grievance Committee 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. Section 4. — Bargaining Committee The number on the Union Bargaining Committee will be limited to three (3). It is agreed that members of the Bargaining Committee shall be compensated for sixty (60) hours of collective bargaining time, including caucus time of either party, such compensation is to begin when the parties commence negotiating for modification of this agreement pursuant to part XIX. Any time spent on collective bargaining beyond the sixty (60) hours will be on the employee's own time and during normal court hours. Collective Bargaining begins when Management (the Employer) is at the table. IX GRIEVANCE PROCEDURE Section 1. 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 a problem or grievance to the attention of his/her immediate supervisor, with or without the Steward, and an attempt will be made to resolve the grievance informally. In the event the Steward is called, the employee shall be released from his/her job duties as soon as possible, and in any event, no later than the beginning of the employee's shift the next day. The supervisor, the employee and the Steward shall meet simultaneously in an attempt to resolve the matter. Dismissals, suspensions, demotions and disciplinary actions of any type shall be subjects for the grievance procedure and shall not be matters for the Personnel Appeal Board. Step 1 If the grievance is not settled infolutally between the employee and his/her immediate supervisor, the employee shall have the right to discuss the grievance with his/her Steward. If, in the Steward's opinion, proper cause for the complaint exists, the Union shall have the right to submit a written grievance on the complaint to the immediate supervisor within ten (10) days 6 (excluding Saturday, Sunday and holidays). The written grievance must be signed by the employee and his/her Steward and receipt acknowledged by the employee's immediate supervisor. Step 2 The Employer will give its written reply within ten (10) days (excluding Saturday, Sunday and holidays) of receipt of the written grievance. Step 3 A grievance not settled at Step 2 may be submitted to the Grievance Committee within five (5) days (excluding Saturday, Sunday and holidays) of the date of the receipt of the written reply. Any grievance not submitted to the Grievance Committee by written notification to the Employer within five (5) days shall be considered dropped. A meeting on the grievance shall be held by the Grievance Committee within ten (10) days (excluding Saturday, Sunday and holidays) unless the time is extended by mutual agreement of both parties. Step 4 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 (excluding Saturday, Sunday and holidays) after the Grievance Committee meeting Expenses for arbitration shall be borne equally by both parties. An Arbitrator will be utilized from a rotating list agreed to by the parties. 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. Section 2. The time limits specified hereinafter for movement of a grievance through the process shall be strictly adhered to. In the event that a grievance is not appealed within the particular specified time limit, it shall be deemed to be settled on the basis of the Employer's last answer. In the event that the Employer shall fail to supply the Union with its answer to the particular step within the specified time limits, the grievance shall be deemed automatically positioned for appeal at the next step with the time limit for exercising said appeal commencing with the expiration of the grace period for answering. Section 3. All specified time limits herein shall consist only of Family Court work days Monday through Friday. Section 4. Each grievance shall have to be initiated within ten (10) days (excluding Saturday, Sunday and holidays) of each occurrence of the cause of complaint or, if neither the aggrieved nor the Union had knowledge of said occurrence at the time of its happening, then within ten 7 (10) days (excluding Saturday, Sunday and holidays) after the Union or the aggrieved becomes aware of the cause for complaint. X BULLETIN BOARD The Employer shall assign appropriate space on bulletin boards 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; (b) 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 vulgar, obscene, political or libelous in nature. XI SENIORITY New employees may acquire seniority by working six (6) continuous months, in which event the employee's seniority will date back to date of hire into the Court, excluding time worked outside the Court with the exception noted below. When the employee acquires seniority, their name shall be placed on the seniority list, in the order of their seniority date. Exception: For employee S hired or transferred to the Court prior to 1/1/90, seniority for purposes of establishing layoff priority shall include the total time period in which the employee performed work within Probate Court, Children's Village, and Camp Oakland prior to 1/1190. This combined seniority can be utilized during the period of any layoff as described in Article XII (a). An up-to-date seniority list shall be furnished to the Union every six (6) months. An employee shall lose their seniority for the following reasons: (a) If the employee resigns or retires; (b) If the employee is discharged, and not reinstated; (c) If the employee is absent from work for three (3) consecutive 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 except that, an employee shall not lose seniority if within three (3) days of receipt of notice of recall to work, he or she gives a written notice to the Employer of their intent to return to work within five (5) days of the receipt of such notice and does return within the five (5) day period. Consideration may be given by the Employer of reasons given by the employee who has given notice but fails to return within the five (5) day period. 8 XII 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 reverse order of their seniority, based on capability of performing available jobs and shall be recalled in the order of their seniority. (b) The Court agrees to notify the Union and its Council 25 when the Employer's decision is made of any anticipated layoff. Such notification will occur within ten (10) working days of reaching the layoff decision. (c) Right to recall shall be limited to the length of the employee's service, with a minimum of six (6) months and a maximum of three (3) years. (d) If and when an employee is permanently transferred to another division in or out of the bargaining unit, the President or Chief Steward shall be notified of said transfer by the Employer_ If the employee is thereafter transferred back to the bargaining unit, they shall have as their seniority date, the seniority date they had at the time of the transfer. XIII TEMPORARY CHANGE OF RATE When an employee's temporary assignment includes taking over the ultimate responsibilities inherent in a higher level job, the base salary for the classification assigned will be paid to the employee during the period the employee is required to work in the higher classification. In the event the base rate of the higher classification is lower than the employee's regular rate of pay, the employee will be paid the next higher step that provides an increase over his/her regular rate. This provision shall not be applied to a temporary assignment that shall last in excess of 30 days. In such instances, the provisions of Merit Rule 4.10 regarding Temporary Change of Rate shall be followed. XIV PROMOTIONS (a) Promotions made within the bargaining unit shall be carried out in a manner consistent with the provisions of the Oakland County Merit System. (b) Any opportunity for possible promotion within the bargaining unit shall be posted. Notice will be sent to the Local Union President or his/her designee for posting on the Union bulletin board. (c) All employees represented by this bargaining unit who meet the minimum qualifications shall have the opportunity to apply. 9 XV GENERAL CONDITIONS Section 1. The Union shall be notified in advance of anticipated petinanent major changes in working conditions and discussion shall be held thereon. Section 2. The re-employment rights of employees and probationary employees who are veterans will be limited by applicable laws and regulations. Section 3. Employees elected to any permanent full-time Union office or selected by the Union to do work which takes them from their employment with the Family Court, 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 may be renewed or extended for a similar period at any time upon the written request of the Union. Any employee on approved Union leave of absence will continue to accumulate Union seniority while on leave but will not receive credit toward "Length of County Service" for fringe benefit purposes under Rule 22, Oakland County Merit System. Section 4. When any position not listed on the wage schedule is established, the Employer may designate a job classification and rate structure for the position. In the event the Union does not agree that the classification rate or structure are proper, the Union shall have the right to submit the issues as a grievance through the grievance procedure within a sixty (60) day period from the date of the Court's written notification to the President of Local 2437 that the position has been established. Section 5 Special conferences will be arranged between the Local President and the Employer upon the request of either party. Unless otherwise agreed, such meetings shall be between at least two (2) representatives of the Employer and no more than three (3) representatives of the Union. Unless otherwise agreed, arrangements for such special conferences shall be made at least (24) hours in advance, and the conference shall be held within ten (10) working days after the request is made. An agenda of the matters to be taken up at the meeting, together with the names of the conferees representing the requesting party, shall be presented at the time the conference is requested. Matters taken up in special conferences shall be confined to those included in the agenda. Such conferences shall be held during regular working hours. Members of the Union shall not lose time or pay for time spent in such special conferences and no additional compensation will be paid for such employees for time spent in such conferences beyond regular working hours. 10 A representative of Council 25 or a representative of the International Union may attend the special conference. Section 6. If a medical divergence of opinion occurs between the employee's doctor and Employer's doctor with respect to whether the employee is able to return to work from a non-work related illness or injury, the parties may, by mutual agreement, refer the employee to a clinic or physician mutually agreed upon for a decision as to whether or not he/she is able to return to work. The expense of any mutually agreed examination, in accordance with the above provision, shall be paid one-half by the employee and one-half by the Employer_ Employees shall be eligible to request utilization of this provision only upon posting an amount with the Employer sufficient to cover his/her portion of the anticipated expenses, or signing a waiver to provide withholding of said amount from any future earnings or other payments owed to the employee by the Employer. If either of the parties disagrees on the necessity of the third opinion, the disagreeing party will provide a letter of explanation to the party for purposes of communication. Section 7. Any employee 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 or holidays at the time-and-one-half rate. (Weekdays are defined as the first five (5) days of work which are part of an employee's regular work schedule.) Section 8. The Union President shall be eligible for one (1) hour of release time per day for Union business. Such release time shall be granted providing the employee's normal work load is maintained. Release time for the Union President shall not exceed ten (10) hours within any pay period_ Section 9. All supplemental agreements shall be subject to the approval of the Employer and the Council and/or International Union. They shall be approved or rejected within a period of forty- five (45) days following the date of the agreement between the parties. Section 10. Overtime eligibility status for all Youth & Family Caseworker I & II, Youth Assistance Caseworker I & II and Court Service Officer I & II will be non-exempt They shall be excluded from the provisions of Merit Rule 2.10.1.2. 11 XVI MAINTENANCE OF CONDITIONS Wages, hours and conditions of employment in effect at the execution of this agreement shall, except as improved herein, be maintained during the term of this agreement. No employee shall suffer a reduction in such benefits as a consequence of the execution of this agreement except that some benefits may be increased or decreased in the process of negotiations between the parties and made a part of the final agreement. XVII ECONOMIC MATTERS Wages and Fringe Benefits are attached hereto as Appendix A and Appendix B. XVIII RESOLUTION OF ALL MATTERS The provisions of this labor agreement include resolution of all matters which remained at the time of settlement as issues of negotiations and upon which settlement was reached. XIX DURATION This agreement shall remain in full force and effect until midnight, September 30, 2021. It shall be automatically renewed from year to year thereafter unless either party shall notify the other in writing, ninety (90) days prior to the anniversary date, that it desires to modify this agreement. In the event that such notice is given, negotiations shall begin not later than sixty (60) days prior to the anniversary date. 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. 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 Oakland County Family Court. The Union recognizes the right and duty of the Family Court to operate and manage its jurisdiction of the Oakland County Family Court. The Union recognizes the right and duty of the Family Court to operate and manage its affairs in accordance with the State of Michigan Constitutional provisions and statutes and such Constitutional provisions and statutes shall take precedence over any conflicting provisions which might be contained in this Agreement. If any article or section of this agreement or any appendix or supplement thereto should be held invalid by any Constitutional provision, operation of law or by any tribunal of competent jurisdiction, or if compliance with or enforcement of any article or section should be restrained by such tribunal, the remainder of this Agreement shall not be affected. 12 EMERGENCY MANAGER CLAUSE An emergency manager appointed under the Local Financial Stability and Choice Act, 2012 PA 436, MCL 141.1541 to 141.1575 shall be allowed to reject, modify or tenuiriate the collective bargaining agreement as provided in the Local Financial Stability Choice Act. MICHIGAN AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES (AFSCME) COUNCIL 25, LOCAL 2437 OAKLAND COUNTY CIRCUIT COURT Nanci J. Grant, Chief Circuit Court Judge OAKLAND COUNTY BOARD OF COMMISSIONERS Michael J. Gingell, Chairperson 13 CIRCUIT COURT/FAMILY COURT APPENDIX A FY 2019 WAGES Classification Account Clerk I Account Clerk II Business Analyst Case Management Coordinator Cashier Clerk Court Reporter I Court Reporter II Court Service Officer I Court Service Officer II Deputy Register I Deputy Register II General Clerical Office Assistant Office Assistant II Office Leader Personal Protection Order Liaison Secretary I Technical Assistant Base 1 year 2 year 3 year 4 year 5 year 6 year 1240.00 1314.93 1389.97 1465.01 1540.05 1615.16 1375,45 1458.66 1541.89 1624.95 1708.28 1791.28 1512.09 1603_31 1694.77 1786.07 1877.52 1968.83 1662.76 1762.98 1863.48 1963.92 2064.31 2164.62 1240.00 1314.93 1389.97 1465.01 1540.05 1615.16 1020.17 1084.25 1152.40 1220.75 1288.99 135738 1425.41 1710.21 1813.28 1916,86 2019.99 2123.51 2226.52 1880_33 1993.81 2107.18 2220.92 2334.37 2447.66 1375.45 1458.66 1541.89 1624.95 1708.28 1791.28 1512.09 1603.31 1694.77 1786.07 1877.52 1968.83 1305.80 1384.68 1463.75 1542.69 1621.58 1700.66 1403.09 1487.99 1572.88 1657.60 1742.61 1827.29 1008.41 1129.80 1199.51 1269.29 1339.08 1409.00 1478.82 1240.00 1314,93 1389.97 1465.01 1540.05 1615,16 1375.45 1458.66 1541.89 1624.95 1708.28 1791.28 2009.93 2131.10 2252.50 2373.69 2494.87 2616.01 1305.80 1384.68 1463.75 1542.69 1621.58 1700.66 1512.09 1603.31 1694.77 1786.07 1877.52 1968.83 Youth & Family Caseworker I 1791.63 1899.56 2007.85 2115.85 2223.93 2332.20 14 Youth & Family Caseworker II 2069.03 2193.88 2318.56 2443.66 2568.45 2693.40 Youth Assistance Caseworker I 1791.63 1899.56 2007.85 2115.85 2223.93 2332.20 Youth Assistance Caseworker II 2069.03 2193.88 2318.56 2443.66 2568.45 2693.40 Fiscal Year 2019 - 2% wage increase. Should a general wage increase greater than 2% 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 2020 — Wage Reopener only. Fiscal Year 2021 1% wage increase. 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. 15 CIRCUIT CO URT/FAIVIILY COURT EMPLOYEES APPENDIX B For the following fringe benefits, refer to the Oakland County Merit System Rule Book: 1. Injury on the Job 2. Holidays 3. Leave of Absence 4. Death Benefits 5. Longevity 6. Medical Coverage 7. Sick Leave 8. Retirement 9. Aminal Leave 10. Income Continuation Coverage 11. Dental Coverage 12. Tuition Reimbursement The fringe benefits modified in previous Collective Bargaining Agreements shall continue in effect as modified and described in the Oakland County Merit System Rule Book. II (a) Employees required to drive their personal vehicle on official Family Court business shall receive mileage reimbursement in accordance with the current IRS rate. (b) Any previous practice of paying mileage on a "home to home" basis for employees working overtime is eliminated. (c) In the event there is a Federal Tax placed on gasoline for the purpose of energy conservation, the Employer agrees to discuss the matter with the Union. 16 III Employees working less than 1,000 hours in a calendar year shall not be eligible for fringe benefits or Merit System Status and shall be considered "Part-time Non-eligible" employees. Part-time eligible employees represented by Local 2437 as of January 1, 1985 who remain continually employed shall not be affected by this section as long as their employment continues to be for more than 520 hours annually. IV The following positions shall be considered permissible equivalents: (1) Clerk and Office Assistant I and Office Assistant II (2) Youth & Family Caseworker I & Youth & Family Caseworker IT (3) Youth Assistance Caseworker I & Youth Assistance Caseworker II (4) Court Service Officer I and Court Service Officer II (5) Deputy Register I & Deputy Register II (6) Court Reporter I and Court Reporter II No vacancy must exist at the "II" level for the employer to promote an employee who has completed the top of the "I" salary range and who the employer has determined is satisfactorily performing the job. V Effective 1/1/95 the flexible benefit plan, as adopted by the Board of Commissioners and in effect for non-represented employees as of 1/1/95, shall be implemented for employees represented by this bargaining unit. Effective 1/1/95 the Defined Contribution Retirement Plan as adopted by the Board of Commissioners and in effect for non-represented employees as of 1/1/95, shall be implemented for employees represented by this bargaining unit. HEALTH CARE BENEFITS All Health Care Benefits set forth herein are subject to the employee contribution where applicable and to the tellus 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) 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 (b) 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. (c) Healthcare 2019, 2020 and 2021: Any benefit modifications implemented on a Countywide basis to general, non-represented employees to take effect during the calendar years 2019, 2020 and 2021 shall be applied to employees represented in this bargaining unit at the same time and in the same manner. 17 EMPLOYEE BENEFITS Any employee benefit modifications implemented on a countywide basis to general, non- represented employees, to take effect during calendar years 2019, 2020 and 2021 shall be applied to employees represented by this bargaining unit at the same time and in the same manner. RETIREMENT BENEFITS Any retirement modifications implemented on a countywide basis to general, non-represented employees, to take effect during calendar years 2019, 2020 and 2021 shall be applied to employees represented by this bargaining unit at the same time and in the same manner. Deferred Compensation — Increase the 457 Deferred Compensation match for participating represented employees from $300 to $500 effective January 1, 2017. 18 APPENDIX C Attached hereto is the Medical Options Comparison chart for illustrative purposes. 19 al-PORTANT NOTE: This document is not a contract. It is intended to provide a comparison of available benefit options and to summarize the provisions and features of each plan. Please refer to the Summary Plan Document (SPD) to confirm coverage details. Every effort has been made to ensure the accuracy of this document. In the event that the information contained in this document differs from the SPD, the information contained within the SID will prevail. This document does not establish or determine eligibility for benefits or procedures, nor does it constitute an amendment, modification or change to the SPD or to any existing contract. All coverage is subject to medical necessity guidelines as outlined in the SPD. * In order to be eligible for benefits as specified in the SPD, services received by a Covered Person must be administered or ordered by a Physician, be Medically Necessary for the diagnosis and treatment of an illness or injury and allowable/covered charges, unless otherwise specifically noted in the SPD. BENEFITS AVAILABLE TO ALL Medical Plan Options AVAILABLE TO ALL Comparison AVAILABLE TO ALL AVAILABLE TO ALL ONLY AVAILABLE TO EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES PPM ASR Health Benefits www.asrhealthbenefits.com PPO2 Blue Cross/Blue Shield PPO Community Blue Plan www.BCBSM.corn PPO3 ASR Health Benefits www.asrhealthbenefits.com HMO Health Alliance Plan (HAP) www.HAP.org CURRENTLY ENROLLED TRADITIONAL Blue Cross/Blue Shield Traditional Plan (BC/BS) www.BCBSM.com Employee Bi-Weekly Contributions $32 / $65 / $75 $42 /570 /585 $16 /535 / 545 $32 / $65 / $75 $52 / $89 /$94 NO COVERAGE Option Refer to the 2019 Your Total Compensation Statement for (Earnings) amount. Network(s) HAP Alliance Health & Life PPO / Physicians Care / CIGNA / Multiplan Blue Cross/Blue Shield HAP Alliance Health & Life PPO / Physicians Care / CIGNA / IViultiplan Health Alliance Plan HMO Blue Cross/Ellie Shield Deductible(s) $200 per person/$400 per family per calendar year $100 per person/$200 per family per calendar year $250 per person/S50° per family per calendar year No Deductible $200 per person/$400 per family per calendar year Coinsurance 0% for most services; 10% after deductible as noted. 10% after deductible as - noted. 50% for private duty nursing, 20% after deductible as noted. 50% after deductible for private duty nursing_. No Coinsurance 10% after deductible as noted. 25% for private duty nursing. Coinsurance Maximum $1,000 per person/family per calendar year. $500 per person/$1,000 per family per calendar year. INPA.TEENT EIOSPITAL CARE --:: :.----- ..- .:: .. :..- T---.:::: .,: -.' • • ..:-.:= ' --'.. .:. - ::?..: :- $1,000 per person/$2,000 per family per calendar year. Not Applicable $1,000 per person/family per calendar year. General Conditions Semi-Private Drugs Intensive Care Unit Meals Hospital Equipment Special Diets Nursing Care 100%* 90% after deductible* 80% after deductible* . 100%* Bariatric Copar $1,000 100%* OUTPATIENT HOSPITAL CARE Emergency Room Care Accidental Injuries $100 copay $100 copay $100 eopay, deductible and coinsurance may also apply for $100 copay $100 copay 8 BENEFITS ; Medical Plan.Options::Comparison: ONLY AVAILABLE TO AVAILABLE TO ALL AVAILABLE TO ALL AVAILABLE TO ALL AVAILABLE TO ALL EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES PPM ASR Health Benefits www.asrhealthbenetits.com PPO2 Blue Cross/Blue Shield PPO Community Blue Plan www.13CBSNI.com PPO3 ASR Health Benefits www.asrhealthbeneflts.eorn HMO Health Alliance Plan (HAP) www.HAP.org CURRENTLY ENROLLED TRADITIONAL Blue Cross/Blue Shield Traditional Plan (BC/BS) www.BCBSM.com Medical Emergencies Copay waived for accidental injury or if admitted Copay waived for accidental injury or if admitted some services. Copay waived for accidental injury or if admitted Copay waived if admitted Copay waived for accidental injury or if admitted Physical Therapy 1.00%* 90% after deductible* 60 combined visits per calendar year. 80% after deductible* 100%* Includes Speech Therapy and Occupational Therapy Up to 60 consecutive visits per benefit period. May be rendered at home. 90% after deductible* 60 combined or consecutive visits per calendar year. ,.-PRC,ENT CARE :: ,. :.::..-• '.:.' '' ,:::! - :•,,,,: .. Urgent Care Visits $20 eopay $20 copay $20 copay [$20 copay 90% after deductible* :TREVENTATIVECARESERYICES.::::: , • - ?: ],':.•;:::::: ' . , , :::::-.':]:::%:': - ' - , • Routine Health Maintenance Exam — includes chest x-ray, EKG, cholesterol screening and other select lab procedures 100%* 100%* 100%* 100%* 100%* Routine Physical 100%* 100%* 100%* 100%* 100%* Routine Gynecological Exam 100%* 100%* 100%* 100%* 100%* Routine Pap Smear Screening— laboratory and pathology services 100%* l00%* 100%* 100%* 100%* Well-Baby Child Care 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 100%* 100%* Plan covers 8 visits (birth through 12 months). 100%* 100%* No limits on number of visits 100%* Plan covers 8 visits (birth through 12 months). 9 BENEFITS . AVAILABLE TO ALL Medical Plan Options Comparison AVAILABLE TO ALL AVAILABLE TO ALL AVAILABLE TO ALL ONLY AVAILABLE TO EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES PPOI ASR Health Benefits www.asrhealthbenetits.com PPO2 Blue Cross/Blue Shield PPO Community Blue Plan www.BCBSM.com PPO3 ASR Health Benefits www.asrhealthhenefits.co in HMO Health Alliance Plan (HAP) www.HAP.org CURRENTLY ENROLLED TRADITIONAL Blue Cross/Blue Shield Traditional Plan (BC/BS) www.BCBSM.coni under the health maintenance exam benefit Adult and Childhood 100%* Preventive Services and immunizations as recommended by the USPSTF, ACIP, HRSA or other sources as recognized by B CB SM, ASR and HAP that are in compliance with the provisions of the Patient Protection and Affordable Care Act 100%* 100%* 100%* 100%* Routine Fecal Occult Blood 100%* Screening 100%* 100%* 100%* 100%* Routine Flexible 100%* Sigma idoscopy Exam 100%* 100%* 100%* 100%* Routine Prostate Specific 100%* Antigen (PSA) Screening 100%* 100%* 100%* 100%* Routine Mammogram and 100%* Related Reading 100%* NOTE: Subsequent medically necessary mammograms performed during the same calendar year are subject to your deductible and percent coinsurance. 100%* NOTE: Medically necessary mammograms are subject to your deductible and percent coinsurance, 100%* NOTE: Subsequent medically necessary mammograms performed during the same calendar year are subject to your deductible and percent coinsurance Colonoscopy — Routine or I00%* Medically Necessary 100%* NOTE: Subsequent colonoseopies performed during the same calendar year are subject to your deductible and percent coinsurance. 100%* NOTE: Subsequent colonoscopies performed during the same calendar year are subject to your deductible and percent coinsurance, 100%* 100%* NOTE: Subsequent colonoscopies performed during the same calendar year are subject to your deductible and percent coinsurance. MENTAL HEALTH CARE Inpatient Mental Health . 100%* 90% after deductible* 80% after deductible* 100%* 100%* Outpatient Mental Health Visits $20 copay 90% after deductible* Office Visits $20 copay $20 copay $20 copay 100%* 10 BENEFITS Medical Plan Options Comparison ..., AVAILABLE TO ALL ONLY AVAILABLE TO AVAILABLE TO ALL AVAILABLE TO ALL AVAILABLE TO ALL EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES PPO 1 ASR Health Benefits WWW, as rh eil 1 tii b en e II ts. co rn PPO2 Blue Cross/Blue Shield PPO Community Blue Plan www.BCBSM,com PPO3 ASR Health Benefits www.asrhealthbenefits.com HMO Health Alliance Plan (HAP) Avww.HAP.org CURRENTLY ENROLLED TRADITIONAL Blue Cross/Blue Shield Traditional Plan (BC/BS) www.BCBSM.com Inpatient Substance Abuse Care Chemical Dependency 100%* 90% after deductible* 80% after deductible* 100%* Outpatient Substance Abuse Care Chemical Dependency $20 copay 90% after deductible* Office visit $20 copay $20 copay $20 copay 100%* In approved facilities only SPECIAL HOSPITAL PROGRAMS Hospice Care 100%* 100%* 80% alter 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- CA .' - , - - - '-i-'',',':- 2--- : ---- - ' - - - ' 2- Surgery 100%* 90% after deductible* 80% after deductible* 100%* Voluntary second surgical opinion; $20 copay. 100%* Voluntary second surgical opinion on certain surgeries. Technical Surgical Assist. 100%* 90% after deductible* 80% after deductible* 100%* 100%* Anesthesia 100%* 90% after deductible* 80% after deductible* 100%* 100%* Maternity Care Delivery 100%* 90% after deductible* 80% after deductible* I00%* 100%* Pre- and Post-Natal Care 100%* 100%* 100% for some pre-natal visits; otherwise 80% after deductible* 100% pre-natal visits* $20 copay post-natal visits 100% pre-natal visits 90% after deductible post-natal visits* Inpatient Medical Care 100%* 90% after deductible* 80% after deductible* 100%* 100%* Inpatient Consultations 100%* 90% after deductible* 80% after deductible* 100%* 100%* Laboratory & Pathology 100%* 90% after deductible* 80% after deductible* 100%* 90% after deductible* Diagnostic Services 100%* 90% after deductible* 80% after deductible* 100%* 90% after deductible* Diagnostic and Therapeutic Radiology 100%* 90% after deductible* 80% after deductible* Covered* 90% after deductible* ADDITIONAL BENEFITS Office Visits $20 copay $20 copay $20 copay $20 copay 90% after deductible* Chiropractic Care $20 copay Limited to 38 visits per calendar year. $20 copay Limited to 24 visits per calendar year. $20 copy Limited to 38 visits per calendar year. Not Covered 90% after deductible* Limited to 38 visits per calendar year. Allergy Testing 100%* 100%* 80% after deductible* $20 copay 90% after deductible* Allergy Therapy 100%* 100%* 80% after deductible* 100%* 90% after deductible* Ambulance Services 90% after deductible* 90% after deductible* 80% after deductible* 100%* 90% after deductible* 11 BENEFITS AVAILABLE TO ALL Medical Plan Options Comparison AVAILABLE TO ALL ONLY AVAILABLE TO AVAILABLE TO ALL AVAILABLE TO ALL EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES PPOI ASR Health Benefits www.as rhea 1 th b e n efits.com PPO2 Blue Cross/Blue Shield PPO Community Blue Plan www.BCBSM. corn PPO3 ASR Health Benefits www. asrh e a I th b en efits.com HMO Health Alliance Plan (HAP) www.HAP.org CURRENTLY ENROLLED TRADITIONAL Blue Cross/Blue Shield Traditional Plan (BC/BS) www.BCBSNLcom 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* 80% after deductible* 100%* 90% after deductible* Private Duty Nursing 90% after deductible* 50% after deductible* 50% after deductible* Not Covered 75% after deductible* Skilled Nursing 100%* 90% after deductible* 80% after deductible* 100% Up to 730 days renewable after 60 days* I00%* Assisted Reproductive Treatment Not Covered Not Covered Not Covered 100%* One attempt of artificial insemination per lifetime. Not Covered Voluntary Sterilization and FDA Approved Con trace a tive Methods 100%* 100%* 100%* 100%* 100%* PROGRAM PROVISIONS Out of Network Services —:--, :-.: ,. In general, Plan pays 85% of approved amount less applicable copays. For diabetic supplies, durable medical equipment, and private duty nursing, Plan pays 75% of approved amount after deductible (if applicable). - . . , Plan pays 70% of approved amount, after out-of-network deductible, less applicable copays. . --• .... -_.- In general, Plan pays 65% of approved amount after deductible less applicable copays. For private duty nursing, Plan pays 50% of approved amount after deductible. Not covered except for emergencies " Payment of Covered Services Preferred (Network) Hospitals: Preferred (Network) Hospitals: Preferred (Network) Hospitals: Copays as noted. Participating Hospitals: 100% of covered benefits. Non-Network Hospitals: 90% of covered benefits, after deductible. Non-Network Hospitals: 80% of covered benefits, less applicable deductible, Non-Network Hospitals: 100% of covered benefits Non-participating Hospitals: 85% of approved payment amount Preferred (Network) Physicians- Inpatient care in acute-care hospital - $70 a day. Inpatient care in other hospitals - $15 a day. Medicare Surgical: 70% of approved payment amount after out-of-network deductible. Preferred (Network) Physicians: 65% of approved payment amount, after deductible. Preferred (Network) Physicians - Outpatient: 100% after $20 copay. Non-network Physicians- Outpatient: Outpatient: 100% after $20 copay. Non-network Physicians: 100% after $20 copay, Non-network Physicians - 100% of BOISM's approved amount, 85% of approved payment amount after $20 copay. 70% of approved payment amount after out-of-network deductible and $20 copay. Outpatient: 85% of approved payment amount after $20 copay, 12 • . Medical Plan Options Comparison BENEFITS AVAILABLE TO ALL EMPLOYEES PPO1 ASR Health Benefits AVAILABLE TO ALL EMPLOYEES PPO2 Blue Cross/Blue Shield PPO Community Blue Plan AVAILABLE TO ALL EMPLOYEES PPO3 ASR Health Benefits AVAILABLE TO ALL EMPLOYEES HMO Health Alliance Plan (HAP) ONLY AVAILABLE TO EMPLOYEES CURRENTLY ENROLLED TRADITIONAL Blue Cross/Blue Shield Traditional Plan (BC/BS) www.BCBSM.com ws,vw.HAP.or_g www.asrhealth ben efits.com www.BCBSM.com NOTE: Hearing aids and services are not cove ed under any Oakland County medical plans. www,asrhealthbenefits.com PRESCRIPTION DRUG PROGRA Retail Prescription Navitus Carrier WW4V.navitus.com Navitus www.navitus.com Health Alliance Plan www.HAP.org Navitus www.navitus.com Navitus www.navitus.com Mail Order Prescription Carrier NoviXus www.novixus.corn NoviXus www,novixus.corn NoviXus WWW.novixus.corn Pharmacy Advantage www.PharmacvAdvantageR X.00111 NoviXus www.novixus.com Covered / Copays: Tier 1: $5 Most Generic; Tier 2: $20 Select Brand name; Tier 3: $40 Non-Preferred. Select Birth Control pills covered $0 copay. Not Covered. Participating/Network Pharm a ci es Non-Participa ting/Non-Network Pharmacies Covered / Copays: Tier 1: $5 Most Generics/Some Brands; Tier 2: $20 Preferred Brands/Some Generics; Tier 3: $40 Non-Preferred products (could include both brand and generic) Select Birth Control pills covered $0 copay. Paid at the in-network cost, less $5, $20 or $40 copay. Covered / Copays: Tier 1: $5 Most Generics/Some Brands; Tier 2: $20 Preferred Brands/Some Generics; Tier 3: $40 Non-Preferred products (could include both brand and generic) Select Birth Control pills covered $0 copay. Paid at the in-network cost, less $5, $20 or $40 copay. Covered / Copays: Tier 1: $5 Most Generics/Some Brands; Tier 2: $20 Preferred Brands/Some Generics; Tier 3: $40 Non-Preferred products (could include both brand and generic products) Select Birth Control pills covered $0 copay. Paid at the in-network cost, less $5, $20 or $40 copay, Covered / Copays: Tier 1: $5 Most Generics/Some Brands; Tier 2: $20 Preferred Brands/Some Generics; Tier 3: $40 Non-Preferred products (could include brand and generic) Select Birth Control pills covered $0 copay. Paid at the in-network cost, less $5, $20 or $40 copay. Maintenance Drugs Maintenance drugs taken on a long-term basis can be filled as a three-month supply for a one-month copay through either the Mail Order Drug carrier or at a retail pharmacy. Maintenance drugs taken on a long-term basis can be filled as a three-month supply for a one-month copay through either the Mail Order Drug carrier or at a retail pharmacy. Maintenance drugs taken on a long-term basis can be filled as a three-month supply for a one-month copay through either the Mail Order Drug carrier or at a retail pharmacy. Maintenance drugs taken on a long-term basis— a 30 or 90-day supply, whichever is greater, can be obtained for a one-month copay at your local pharmacy. Maintenance drugs taken on a long-term basis can be filled as a three-month supply for a one-month copay through either the Mail Order Drug carrier or at a retail pharmacy. A 90-day supply of maintenance drugs may be obtained through mail order. 13 Medical Plan Options Comparison BENEFITS AVAILABLE TO ALL EMPLOYEES PPM ASR Health Benefits AVAILABLE TO ALL EMPLOYEES PPO2 Blue Cross/Blue Shield PPO Community Blue Plan AVAILABLE TO ALL EMPLOYEES PPO3 ASR Health Benefits AVAILABLE TO ALL EMPLOYEES HMO ONLY AVAILABLE TO EMPLOYEES CURRENTLY ENROLLED TRADITIONAL Health Alliance Plan Blue Cross/Blue Shield (HAP) Traditional Plan (BC/BS) www.asrhealthbenefits.com www.BCBSM.corn www.asrhealthbenefits.com www.IIAP.org www.BCBSM.com Note: While in the hospital, drugs are covered under your medical plan. If you request a prescription be filled with a brand name drug and there is a generic equivalent available, you will be responsible for the Tier 3 copay plus the differential between the cost of the brand and the generic drug. If your doctor makes the request, you will be responsible for the Tier 3 copy, If you request a prescription be filled with a brand name drug and there is a generic equivalent available, you will be responsible for the Tier 3 copay plus the differential between the cost of the brand and the generic drug. If your doctor makes the request, you will be responsible for the Tier 3 copay. If you request a prescription be filled with a brand name drug and there is a generic equivalent available, you will be responsible for the Tier 3 copay plus the differential between the cost of the brand and the generic drug. If your doctor makes the request, you will be responsible for the Tier 3 copay. If you request a prescription be tilled with a brand name drug and there is a generic available, you will be responsible for the full cost differential between the cost of the brand and the copay of the generic drug. If your doctor makes the request, you will be responsible for the Tier 3 eopayment. If you request a prescription be filled with a brand name drug and there is a generic equivalent available, you will be responsible for the Tier 3 copay plus the differential between the cost of the brand and the generic drug. If your doctor makes the request, you will be responsible for the Tier 3 copay. 14 BENEFITS Dental . . Plan Options Comparison AVAILABLE TO ALL AVAILABLE TO ALL AVAILABLE TO ALL EMPLOYEES EMPLOYEES EMPLOYEES High Delta Dental www.deltadentalnacom Standard Delta Dental www.deltadentrilrni.eo m Modified Delta Dental www.deltadentalmi.cont Employee Bi-Weekly Contributions / (En rn log) $1.15 /51.73 / $5 $0 / $0 / $0 ($1.15) / ($1.73) / ($3.27) NO COVERAGE Option Refer to the Your 2019 Your Total Compensation Statement for (Earnings) amount. Network(s) Delta Dental PPO / Delta Dental Premier Delta Dental PPO / Delta Dental Premier Delta Dental PPO / Delta Dental Premier DIAGNOSTICS AND PREVENTIVg;:,, - ' - '.:'' '-•-== '- . ' . - -- . Diagnostics and Preventive Services — routine oral exams, cleanings, fluoride, and space maintainers 190% 100% 100% Emergency Palliative Treatment — to temporarily relieve pain 100% 100% 100% Periodontal Maintenance — cleanings following periodontal therapy 109% 109% 100% BASIC.SE,R.VICFS . - - — -,2, , . - - - • Radiographs — X-rays 85% 85% 50% Minor Restorative Services — fillings and crown repair 85% 85% 50% Endodontie Services — root canals 85% 85% 50% Periodontic Services—to treat gum disease 85% 85% 50% Oral Surgery Services — extractions and dental surgery 85% 85% 50% Major Restorative Services — crowns 85% 85% 50% Other Basic Services — miscellaneous services 85% 85% 50% 15 BENEFITS Dental Plan Options AVAILABLE TO ALL Comparison AVAILABLE TO ALL . AVAILABLE TO ALL EMPLOYEES EMPLOYEES EMPLOYEES High Delta Dental www.d eltadentaim 1. co m Standard Delta Dental www.delta dental rn i.co m Modified Delta Dental www.deltad enta I ini.com Relines and Repairs—to bridges, dentures, and implants 85% 85% 50% MAJOR SERVICES Prosthodontic Services — bridges, implants, and dentures 50% 50% 50% ORTHODONTIC. SERVICES Orthodontic Services — minor treatment for tooth guidance, full banding treatment, and monthly active treatment visits 50% 50% 50% Orthodontia Maximum Limit $1,000 per eligible member per lifetime, $1,000 per eligible member per lifetime. $750 per eligible member per lifetime. Orthodontic Age Limit Up to age 19 Up to age 19 Up to age 19 PROGRAM/PROVISIONS - ' - - • , " - . ' - - : .. Deductibles $25 per person / $50 per family/per calendar year $25 per person / $50 per family/per calendar year $25 per person / $50 per family/per calendar year Maximum Benefit $1,250 per individual per calendar year. All benefits based on maximum approved fees. $1,000 per individual per calendar year All benefits based on maximum approved fees, $750 per individual per calendar year. All benefits based on maximum approved fees. NOTE: For additional information refer to the Delta Dental Certificates and Benefit Summaries found on www.oakgov.com/benefits under Medical/Dental/Vision. 16 Vision BENEFITS Plan Options Comparison AVAILABLE TO ALL AVAILABLE TO ALL EMPLOYEES EMPLOYEES High National Vision Administrators (NVA) www.e-uva.com Standard National Vision Administrators (NVA) WWW, e-rtva.com Employee I3i-Weekly Contributions $1.35 / $2.88 /$3.85 SO / SO / 50 NO COVERAGE Option No Earning is provided for No Coverage option, Network(s) National Vision Administrators National Vision Administrators EYE EXAM Vision Examinations g- $5 copayrnent $5 copayment LENSES AND FRAMES - . Lenses and Frames Lenses: Standard Glass or Plastic / Covered 100% after $7.50 copayment Frames: $67 retail allowance! 20% discount off remaining balance for frames that are not proprietary frame brands. Lenses: Standard Glass or Plastic / Covered 100% after $7.50 co payment Frames: $67 retail allowance / 20% discount off remaining balance for frames that are not proprietary frame brands. cOl.4.ACT.-LkNSES--- Contact Lenses $35 allowance $35 allowance PRO GRMI/PRO VISIONS-' -- , - • . , , . Benefits Payable Benefit payable every 12 months. Benefit availability will Benefit payable every 24 months. Benefit availability will start over on January I (following a 12-month period). start over on January 1 (following a 24-month period). Additional Discounts See the Benefit Summary for additional discounts available. NOTE: For additional information refer to the WA Benefit Summaries found on www.oakgov.com/benefits under Medical/Dental/Vision. 17 Resolution #18348 October 10, 2018 The Chairperson referred the resolution to the Finance Committee. There were no objections.