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HomeMy WebLinkAboutResolutions - 2021.02.04 - 34130MISCELLANEOUS RESOLUTION #21029 February 4, 2021 BY: Commissioner Kristen Nelson, Chairperson, Legislative Affairs and Government Operations Committee IN RE: HUMAN RESOURCES - FISCAL YEAR 2020 WAGE REOPENER FOR EMPLOYEES REPRESENTED BY THE MICHIGAN NURSES ASSOCIATION (MNA) To the Oakland County Board of Commissioners Chairperson, Ladies and Gentlemen: WHEREAS the County of Oakland, the Oakland County Health Division, and the Michigan Nurses Association (MNA) have negotiated a Collective Bargaining Agreement for the period October 1, 2018 through September 30, 2021; and WHEREAS the Collective Bargaining Agreement in effect has a Wage Reopener only clause for Fiscal Year (FY) 2020; and WHEREAS the parties agreed to negotiate FY 2020 wages following the results of the Compensation and Classification Study recommendations for the general non -represented employees; and WHEREAS the parties have negotiated an approximate 2% wage increase at the maximum salary for the Public Health Nurse I classification and an approximate 4% wage increase at the maximum salary for the Public Health Nurse 11 and Public Health Nurse III classifications. The new wages are outlined below: Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year Public Health Nurse 1 $42,816 $44,957 $47,205 $49,565 $52 043 $55,723 Public Health Nurse II $50,226 $52,737 $55,374 $58,143 $61,050 $63,373 Public Health Nurse III $57,722 $61,185 $64,856 $68,747 $72,872 $75,102 WHEREAS employees will be placed at the next highest step that gives them an increase, plus one more step; and WHEREAS the wages will become effective January 30, 2021; and WHEREAS the annual estimated cost associated with new wages is $341,202, with a $307,699 impact to General Fund/General Purpose operations and $33,503 for Special Revenue (grant) funds; and WHEREAS the budget impact to FY 2021 will be prorated based on the effective date of January 30, 2021; and WHEREAS the funding for the General Fund/General Purpose costs is available from the non -departmental General Fund Salary Adjustment Reserve line item (#740142) and funding for grant funded positions is to come from applicable grant programs; and WHEREAS this agreement has been reviewed by the Legislative Affairs and Government Operations Committee, which recommends approval of the agreement. NOW THEREFORE BE IT RESOLVED that the Oakland County Board of Commissioners approves the proposed Fiscal Year 2020 Wage Reopener with wages effective January 30, 2021, and that the Board Chairperson, on behalf of the County of Oakland, is authorized to execute said agreement. BE IT FURTHER RESOLVED that the FY 2021 - FY 2023 budget be amended as follows: GENERAL FUND (#10100) FY 2021 FY 2022- FY 2023 Expenditures 9090101-196030-740142 Salary Adjustment Reserve ($201,188) ($307,699) 1060201-133020-702010 Salaries -Regular $1,417 $2,167 1060201-133020-722900 Fringe Benefit Adjustments 506 774 1060201-133170-702010 Salaries -Regular 1,195 1,827 1060201-133170-722900 Fringe Benefit Adjustments 426 652 1060234-133990-702010 Salaries -Regular 66,008 100,953 1060234-133990-722900 Fringe Benefit Adjustments 23,560 36,034 1060240-133390-702010 Salaries -Regular 71,143 108,806 1060240-133390-722900 Fringe Benefit Adjustments 25,398 38,844 1060240-134470-702010 Salaries -Regular 8,500 13,001 1060240-134470-722900 Fringe Benefit Adjustments 3,035 4,641 Total Expenditures $ _Q _$0-. Chairperson, on behalf of the Legislative Affairs and Government Operations Committee, I move the adoption of the foregoing resolution. Commissioner Kristen Nelson, District #5 Chairperson, Legislative Affairs and Government Operations Committee LEGISLATIVE AFFAIRS AND GOVERNMENT OPERATIONS COMMITTEE VOTE: Motion carried on a roll call vote with Kochenderfer absent. FINANCE COMMITTEE VOTE: Motion carried on a roll call vote with McGillivray absent. mew ®AKLANDr r COUNTY MICHIGAN OAKLAND COUNTY EXECUTIVE DAVID COULTER HUMAN RESOURCES April Lynch, Deputy County Executive TO: Kristen Nelson, Chairperson Legislative Affairs & Government Operations Committee David T. Woodward Board of Commissioners FROM: Brittani Anthony, Director of Human Resources April M. Lynch, Deputy County Executive DATE: January 13, 2021 RE: Michigan Nurses Association Fiscal Year 2020 Wage Reopener As indicated previously many of our unions had a wage reopener for FYE 2020. Human Resources delayed the wage reopener until there was a resolution with the compensation plan that was approved on December 7, 2020. Many unions had like positions that mirrored that of merit employees as well as other positions with the bargaining unit needed to be reviewed for market comparable. The Michigan Nurses Association represents approximately 80 Public Health Nurses within the Oakland County Health Division. Over the course of the last few years there has been a growing concern on our inability to recruit and retain nurses in a timely manner. In this instance, Oakland County is competing with the private sector as well as identified in reviewing other Health Departments and private market surveys that were obtained through Mercer, ASE, Gallagher, and the Department of Labor's 0*Net database. This coupled with an increase in turn over and small recruiting pools it was agreed the new rates are as follows and will be effective on January 30, 2021: The represented employees will move to the next highest step that gives them an increase, plus one more step. Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year Public Health Nurse 1 $42,816 $44,957 $47,205 $49,565 $52, 043 $55,723 Public Health Nurse II $50,226 $52,737 $55,374 $58,143 $61,050 $63,373 Public Health Nurse III $57,722 $61,185 $64,856 $68,747 $72,872 $75,102 In general, this is a 4% increase over their current wages. Also, negotiated was 1% equity adjustment that was approved by the board on December 7, 2020. Overall, the costs to the General Fund for this unit's Wage Reopener are approximately $307,699, in addition to the 1% equity adjustment of $48,149. We respectfully request approval from the Legislative Affairs and Government Operations Committee and the Board of Commissioners. Thank you. 2100 Pontiac Lake Road I L. Brooks Patterson Building 41W I Waterford, MI 48328 1 Fax (248) 452-91721 OakGov.com LETTER OF AGREEMENT This Agreement is entered into this day of December, 2020, between the County of Oakland, and the Michigan Nurses Association (MINA). The parties have agreed on wages for Fiscal Year 2020 which includes approximately a 2% increase for all Public Health Nurse I positions covered by this bargaining unit; and approximately a 4% increase for all Public Health Nurse II and Public Health Nurse III positions covered by this bargaining agreement effective January 30, 2021. The negotiated wages are in addition to the one time, 1% equity adjustment that was approved by the Board of Commissioners; effective December 5, 2020 Classification Base 1 Year 2 Year 3 Year 4 Year 5 Year Public Health Nurse 1 $42,816 $44,957 $47,205 $49,565 $52,043 $55,723 Public Health Nurse II $50,226 $52,737 $55,374 $58,143 $61,050 $63,373 Public Health Nurse 111 $57,722 $61,185 $64,856 $68,747 $72,872 $75,102 MICHIGAN NURSES ASSOCIATION COUNTY OF OAKLAND David T. Woodward, Chairperson Board of Commissioners David Coulter Oakland County Executive THE COUNTY OF OAKLAND AND MICHIGAN NURSES ASSOCIATION Collective Bargaining Agreement October 1, 2018 -September 30, 2021 TABLE OF CONTENTS AGREEMENT PAGE2 ARTICLE RECOGNITION PAGE2 ARTICLE II MANAGEMENT RESPONSIBILITY PAGE2 ARTICLE III DUES CHECK- OFF PAGE 3 ARTICLE IV GRIEVANCE REPRESENTATIVES PAGES ARTICLE GRIEVANCE PROCEDURES PAGE4 ARTICLE VI SENIORITY PAGE6 ARTICLE VII LAYOFF AND RECALL PAGES ARTICLE VIII PROMOTIONS AND FILLING OF VACANCIES PAGE 7 ARTICLE GENERAL CONDITIONS PAGES ARTICLE X ADOPTION BY REFERENCE OF RELEVANT RESOLUTIONS AND PERSONNEL POLICIES PAGE 12 ARTICLE XI MAINTENANCE OF CONDITIONS PAGE 12 ARTICLE XII ECONOMIC MATTERS PAGE12 ARTICLE XIII NO STRIKE - NO LOCKOUT PAGE 13 ARTICLE XIV DURATION PAGE13 EMERGENCY MANAGER CLAUSE PAGE 14 APPENDIX A WAGES PAGE15 APPENDIX B FRINGE BENEFITS PAGE 16 II MILEAGE PAGE 17 III RETIREMENT BENEFITS PAGE17 IV HEALTH BENEFITS PAGE 17 V EMPLOYEE BENEFITS PAGE 18 APPENDIX C MEDICAL OPTIONS COMPARISON PAGE19 AGREEMENT This agreement is made and entered into on this _ day of October, 2018, by and between the County of Oakland and the Oakland County Health and Human Services Department, hereinafter referred to collectively as the "Employer" and the Michigan Nurses Association, hereinafter referred to as the "Association" and the Association's affiliate the Professional Registered Nurses of Oakland County Health Division, hereinafter referred to as the "Association Council". 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, All references to the feminine In this agreement shall apply equally to the masculine and vice versa. RECOGNITION The Employer recognizes the Association as the exclusive representative of the following employees, 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 Association 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 full-time and regular eligible part-time Registered Public Health Nurses employed in the Health Division. Excluding all other employees, supervisors as defined by the Act, confidential, temporary, part-time non -eligible, and substitute employees, Registered Nurses working In the Jail Facility, and Health Educators. II MANAGEMENT RESPONSIBILITY The right 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 Association 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, III DUES CHECK -OFF autherni eferaam TeflonT urn flues/monfirrees ea, 'Immavbe ne revoke hvthle forded unit ofember aofar illnothm in the Edurni pr tothe Union. fnr dedurtlnn of dues/fees may be revoked by iM1a harnalninn unit member upon written notice in the Emnlnver wldh cnn, to the Union. ' Sectlonl. The amount of dueslees shall be deslopatod by_vnilten notice from the I loco In the I mpinver If them Is a rhannc in the amount of dueslfees such change shall become effective the month followme tranominal of the wrinnn ni to the Forpinvor The Emelever shall deduct the dueslfees care each month from be new of the emncivees that have aothnrvad such members Skein.3 Dedunflnn of dueslfees shsall he remdterl to the Union In the event a refund is due an dmnlnved for env sums recorded from wands and hold to the Union It shall be the resnonsibiiity of such amoinveP In chimp the appropriate refund from the Mall, Section 4 If an authorized cancel inn for an emoloved Is not made the Frooluver chall male the rer em inn from thin cmnll nnvt pav after the error has been called to the Emolover's attention by the recall or Union Semmn9 Th. llm .Al credit aarmhannldaa and lndomnifv the Fmniaver form nnv and all Plamc demnnde u— lawslllts and other forms of liablldv Inc reason of acton taken Iry the Ferrover for the purpose of comoWlea with her, arFrld of the agreement. Section 6. Unless diameter, provided In this article all matters nandinina to a harminnes, unit Pmnlovaa eslahlwh,np or me—lahlmh,ne membership In the union Inductee reminiscent, e,dabllshed by the hand for provIchro paid servirns to aon-union hargalnlnp unit employees. shall he_governed by the Internal conditions mandated by Ins Union pursuant to its auth to v Imder sprllnn in m rime Public Emolovment Relations Act IV GRIEVANCE REPRESENTATIVES There shall be one (1) grievance representative per work site (North, South, and West). Additionally, there shall be one (1) alternate which may rotate among the work sites on an as needed basis. All grievance representatives must work out of the office they represent and only one (1) representative will be released to handle a specific grievance. Grievance representatives 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. Permission for grievance representatives to leave work will not be unreasonably withheld. Grievance representatives will report their time to their supervisor upon returning from a grievance discussion. The privilege 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. BIMIO'M Deleted: X The Employer agrees to deduct the Association membership Initiation fee and most once each month, from the pay of those employees who Individually authorize Ia 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 Association at Its offices located at 2310 dolly Oak Road, Okemos, Michigan 48864.1 #>An employee shall cease to be subject to check -off deductions beginning with the month Immediately following the month he/she Is no longer a member of the bargaining unit. Any employee may voluntarily cancel or revoke the Authorization for Check -off deduction upon written notice to the Employer and the Association. Such voluntary withdrawal from payroll deduction of Association dues may only occur during the period December 16 through 31 of any calendar yeach -µ The Assoclatloa will protect and same 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.11 Formatted: levier. Left. 1" talented: riffer, Laft. 1" Should any grievance representative posiidon become vacant the Association agrees to promptly fill the vacancy and then notify the Employer within five (5) working days. Section 3 Grievance representatives may receive but shall not solicit grievances (this is not to be construed as to prohibit grievance representatives from advising members related to contract interpretation). Section 4. The Association will furnish the Employer with the names of its authorized representatives who are employed within the unit and such changes as may occur from time to time in such personnel so that the Employer may at all times be advised as to the authority of the individual representative of the Association with which it may be dealing. Section 5. The Chairperson of the Nurses Staff Council, Vice Chairperson or Alternate shall be released for up to twelve (12) hours each month to do Union business, Including but not limited to local Union business and slate association business. Release time not used may accumulate from month to month. In the event the Chairperson Is unavailable to attend to Union business due to work commitments or absence, or both the Chairperson and Vice Chair need to attend a meeting, he/she may designate the Vice Chair to take his/her place or go with him/her. The Chairperson, Vice Chairperson or Alternate will be permitted to leave work, after obtaining approval of their respective supervisors and recording their time, for the purpose of doing Union business. Permission to leave work will not be unreasonably withheld. The Chairperson, Vice Chairperson or Alternate will report their time to their supervisor upon returning from doing Unlonwork. V GRIEVANCE PROCEDURES The Employer and the Association support and subscribe to an orderly method of adjusting employee grievances. To this end, the Employer and the Association agree that an employee should first bring her problem or grievance to the attention of her immediate supervisor (or supervisor's designee), with or without her grievance representative within ten (10) working days of the occurrence. The Immediate supervisor shall attempt to resolve the grievance informally. Dismissals, suspensions, demotions and disciplinary actions of any type shall only be subject for the grievance procedure. Step 1. If the grievance is not settled informally, it shall be discussed with the grievance representative and shall be reduced to writing, signed by the grievant and submitted to her immediate supervisor within ten (10) working days of the informal discussion. Step 2 The written grievance may be discussed between the grievance representative and the Immediate supervisor If so desired. If a discussion is held, the grievant may attend If she so desires. The supervisor will attempt to adjust the matter and will give a written decision within ten (10) working days of the receipt of the written grievance. Step Any grievance not settled at Step 2 may be submitted to the next meeting of the Grievance Committee. The Grievance Committee shall consist of two (2) Association Grievance Representatives and at least one Employer representative. This committee may be assisted by a representative of the Michigan Nurses Association. A grievant may be present during all or a portion of a Grievance Committee Meeting by mutual agreement of the parties. Any grievance not submitted to the next grievance meeting, by written notification to the Employer within ten (10) working days of the Immediate supervisor's written decision, shall he considered dropped. The Employer will give a written decision within fifteen (15) working days of such meeting. Stan 4. Any matter not settled in Step 3 of the grievance procedure may be submitted to final and binding arbitration. The request for arbitration must be submitted to the Employer within fifteen (15) working days of the Employer's written response to the Grievance Committee meeting. The grievance upon which arbitration has been demanded shall be referred to one of the following Arbitrators in accordance with the date of the written grievance, the oldest grievance being referredfirst' 1. Doyle O'Connor 2. Mark Glazer 3. Ben Wolkinson A grievance shall be referred to the listed Arbitrators in the order in which they appear. Once a grievance has been referred to an Arbitrator, a subsequent grievance shall be referred to the next Arbitrator on the list. After a grievance has been referred to the last Arbitrator listed, the cycle shall repeat, beginning with the first Arbitrator. The Arbitrator may Interpret and apply the provisions of this Agreement to determine the grievance before the Arbitrator. However, the Arbitrator shall have no power or authority, In any way, to alter, modify, amend, or add to any provisions of this Agreement, or set a wage rate. The Arbitrator shall be bound by the express provisions of this Agreement. Expensed for arbitration shall be borne equally by both parties. Any grievance not appeased, 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 agreement of the parties. In the event that the Employer shall fall to supply the Association- 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. VI SENIORITY New employees may acquire seniority by working six (6) continuous months, in which event the employee's seniority will date back to the date of hire into the division. When the employee acquires seniority, his/her name shall be placed on the seniority list, in the order of his/her seniority date An up-to-date seniority list shall be furnished to the Association every six (6) months. An employee shall lose his/her semonty for the following reasons: (a) If the employee resigns or rehres; (b) If the employee Is discharged, and not reinstated; (c) 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; (a) If the employee does not return to work when recalled from a layoff. VII LAYOFF AND RECALL 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, based on capability of performing available jobs, and shall be recalled in the inverse order. (Refer to Rule #9, Oakland County Merit System Rule Book.) All employees so laid off shall be offered the opportunity of recall for a period equal to their length of service, but not to exceed three (3) years, prior to the hiring of any new employees. An employee being recalled to work shall have at least three (3) working days written notice before the employee must report to work. A certified letter sent to the employee's last known address shall constitute proper notice. VIII PROMOTIONS AND FILLING OF VACANCIES Section 1. (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) The Employer will post on the bulletin board notice of new positions or vacancies In existing positions In or out of the bargaining unit, for a period of ten (10) days, Saturdays, Sundays, and holidays excluded. The posting will include the location and assignment with a written stipulation that the location and assignment may be subject to change. In addition, the posting will list the criteria the Employer will be considering in Oiling the position. The Employer will forward a cop of any Public Health Nurse posting to the Chairperson of the Nurse's Staff Council at the time It is posted. fc) Employees who wish to be considered for the position shall submit a letter of interest to the chief of the appropriate service or his/her designated representative prior to for during the posting period. The letter should state the employee's qualifications and other factors the employee wishes to be considered. (d) Employees who are interested in a specific assignment or location may make such a request by submitting a letter of Interest at any time to the appropriate chief or designee. These requests/letters of interest must be renewed in January of each year and will be considered along with the letters of Interest flied during the posting period. (a) The Employer will determine who is best qualified to fill the position after considering the criteria identified in the posting. If two or more applicants are considered equal, seniority will be the determining factor in making the selection. Upon request, the Employer agrees to meet with the employee to discuss the selection decision. Section 2. A full-time Public Health Nurse It will move into a promotional track after no more than two (2) years of full-time service as a Public Health Nurse It In the Oakland County Health Department unless the nurse exhibits demonstrated deficiencies in his/her performance which prohibits the promotional track from commencing. The Employer will meet with the nurse to discuss those areas in need of improvement. The Public Health Nurse II shall submit a memo to his/her supervisor, Chief of Services and PPHS Administrator, stating the date and name of the supervisor who receive the Public Health Nurse's performance plan final draft. Once the promotional track Is successfully completed and a final draft, mutually agreed on by the supervisor and the Public Health Nurse, Is submitted by the nurse, the supervisor will notify the Chief of Services in writing within thirty {30) days recommending promotion of the nurse. If conflict occurs related to the timely processing of the final draft of the promotional packet, the Public Health Nurse II shall request in writing a three-way conference with the supervisor and the Chief. If conflicts remain unresolved, the Public Health Nurse 11 may request a meeting with the PPHS Administrator. 7 A nurse may request to be accompanied by another member of the staff council during such meetings. The effective date of promotion will be the beginning of the pay period following the official supervisor memo recommending promotion to the Chief, contingent upon final approval of the Health Division Manager, The promotional track from Public Health Nurse It to Public Health Nurse III for those full- time Public Health Nurses shall not exceed three (3) years except by mutual written consent of the Employer and employee. The Employer may decide to promote an employee to a Public Health Nurse III anytime while the employee Is on the promotional track. However, a Public Health Nurse II shall be promoted to a Public Health Nurse III following the satisfactory completion of the promotional track. Failure to be considered for promotion or failure to be promoted, following the completion of the process, shall not be a matter for the grievance procedure. Nurses not considered for promotion or failing to be promoted following the completion of the process may elect to have the decision reviewed by the review committee. The review committee shall consist of the Manager of Health Division, the Chief of Health Division Medical Services, the Director of Human Resources, or designee. Section 3. PPHS staff employed by Oakland County may be transferred out of their district to meet community and program needs, but before such a transfer, the supervisor shall meet with the nurseto discussthe transfer. IX GENERAL CONDITIONS Section 1. The Association Labor Relations Representative and Staff Council Chairperson shall be notified in writing in advance of anticipated permanent major changes in working conditions and discussions shall be held thereon In addition, the Association Labor Relations Representative and Staff Council Chairperson or Vice President, if designated, shall, on a monthly basis, be notified in writing of outside hires, Including their name, date of hire Into the bargaining unit, and work location. Employees elected to any permanent full time Association office or selected by the Association to do work which takes them from their employment with the County, shall at the written request of the Association 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 Association. In the event an employee requiring such leave is determined by the Employer to be involved in work of a specialized nature which cannot be readily interrupted, the leave may be delayed for up to 60 days. Section 3. When any position not listed on the wage schedule is filled or established, the County shall designate a Job classification and the rate structure for the position. In the event that the Association does not agree that the classlfication is proper, it shall have the right to submit the issue as a grievance through the grievance procedure within a three (3) month period. Section 4. Special conferences for important matters may be arranged by a mutually convenient time between the MNA representative and the Employer or Its designated representative upon the request of either party. Such meetings shall be between at least two (2) representatives of the Employer and no more than two (2) Association council representatives of the Association and the MNA representative, if so desired. Arrangements for such special conferences shell be made in advance and an agenda of the matters to be taken up at the meeting shell be presented at the time the conference is requested. A special conference shall be scheduled within ten (10) working days after the request is made to be held at a future date mutually agreed upon. Matters taken up in special conferences shall he confined to those Included in the agenda. The members of the Association shell not lose time or pay for time spent in such special conferences. The Employer shall respond In writing to the Union within fifteen (15) working days following the special conference, Sect an 5. The Employer may in Its sole judgment and discretion decide to permit early merit increases ahead of the schedule provided in this Agreement. Such early merit increases shall he recommended by the department head and be subject to approval by the Employee Relations Division of the Human Resources Department. Approval of an early merit increase in one case shall not create a precedent for granting an early merit Increase in any other. Section fi. When Health Division Administration determines the need to establish committees or similar groups which requires PHN involvement, a notice will be sent to the Nursing Supervisors and Public Health Program Coordinators of vacancies on such committees orgroups. A copy of this notice will also be forwarded to the Association Council Chairperson for information purposes. The Nursing Supervisors and Public Health Program Coordinators will discuss these vacancies with staff and make recommendations regarding participants to Administration. Section 7. When requested In advance, the Employer will allow use of available rooms for Association and/or Association Council meetings during non -working hours. Section 8. The Employer shall assign space on bulletin boards which shall be used by the Association for posting notices bearing the written approval of any elected officer of the Association Council, which shall be restricted to: (a,) Notices of Association meetings (b.) Notices of Association elections (c.) Notices ofresults of Association elections and Association appointments (d.) Notice of Association recreational and socialaffairs (a.) Other notices of bonafide Association affairs, which are not political or libelous in nature. Section g. All Public Health Nurses will be provided with identification (neon green visor tags) to place in their automobiles while on duty. Said Identification will state that they are Oakland County Health Division employees and are on duty. Section 10, 1. Notice to Fmnlover, At least Iwo (2) weeks written notice of termination of employment shall be given to the Employer by an employee. However, if due to extenuating circumstances, the employee Is unable to give two (2) week's notice, the Employer may elect to waive the two (2) week's notice requirement In the payment of termination benefits. If the required notice is not given or there is no waiver thereof by the Employer, then no termination benefits are payable. (To include Annual Leave Reimbursement and/or Sick Leave Reimbursement.) 10 2, Vnhre to Fmnmvca At least two (2) weeks written notice of termination of employment or pay in lieu thereof shall be given to an employee, unless the termination Is a discharge for cause. 3. Return of Employers Property. All employees are required to return to the department any property Issued to them by the County during their term of employment. Failure to return all property will exempt the Employer for responsibility for payment of termination benefits. (To include Annual Leave and/or Sick Leave.) Section 11. Public Health Nurses shall be paid overtime at a rate of time and one half (1-1/2) the regular hourly rate for all hours worked in excess of their normal work day (e.g., 8 hours) and all hours in excess of forty (40) hours in a work week. 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 of work or pay at the time and one half rate. Section 12. The Employer will encourage attendance at professional and occupational meetings sponsored or co -sponsored by the Association of other professional associations or Institutions where attendance Is likely to Increase the competency of a nurse, Preference will be given to those programs which have been approved by the Continuing Education Approval and Recognition Program (CEARP). Nurses desiring to attend such professional meetings shall notify the Chief or his/her designee, who shall respond within one (1) week to advise the nurse if he/she may attend. Section 13. Upon written request, up to four f4) bargaining unit nurses shall each receive b✓enfy-four f24) hours off, using either leave without pay or accrued leave banks, to attend the Asspotation's annual convention provided the nurse obtains supervisory approval. Approval for this leave shall not be unreasonably withheld. The Association shall provide the County with at least thirty (30) days' notice In advance of the convention. m Schedule Changes (a.) Except in exigent circumstances, an employee shall be given fifteen (15) working days' notice prior to changing a start time by thirty (30) minutes or the employee's normal working days. (b.) If notall employees are affected and schedule changes are necessary, the Employer will meet with the potentially affected employees to gel their Input in order to develop a resolution. Example resolutions could include seeking volunteers first, assigning employees on a rotating basis or assigningthe leastsemoremploye s X 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 Merit System Rule Book, except those excluded by this agreement, are incorporated herein by reference and made a part hereof to the same extent as If they were specifically set forth. XI MAINTENANCE OF CONDITIONS Wages, hours and conditions of employment legally In effect at the execution of this agreement shall, except as modified herein, be maintained during the term of this agreement XII ECONOMIC MATTERS The Agreement between the parties on economic matters are set forth in the Appendices attached hereto and are Incorporated Into this Collective Bargaining Agreement, subject to the terms and conditions thereof. 12 XIII NO STRIKE -NO LOCKOUT Under no circumstances will the Association cause or authorize or permit its members to cause, not will any member of the bargaining unit take Partin, 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 Association shall immediately instruct the involved employees In writing, that their conduct is in violation of the contract and that al) such persons shalt immediately cease the offending conduct. The Employer will not lockout any employees of the bargaining unit during the term of this Agreement. XIV 0URATION This Agreement shall remain In full force and effect until midnight, September 30,,2021. The Agreement shall be automatically renewed from year to year thereafter unless either party shall notify the other in writing, sixty (60) days prior to September 30,,2021, 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 data 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 vlolatbn of applicable statutes and ordinances and remain within the jurisdiction of the County of Oakland for continued application, 13 ( Formatted: Highlight ( Formatted: Nlghl,vt EMERGENCY MANAGER CLAUSE An Emergency Manager appointed under the Local Financial Stability and Choice Act, 2012 PA 436, MCL 141.1541 to 141.1675 shall be allowed to reject, modify or terminate the collective bargaining agreement as provided In the Local Financial Stability Choice Act. MICHIGAN NURSES ASSOCIATION OAKLAND COUNTY, a Michigan Constitutional Corporation By: Michael Gingell, Chairperson Board of Commissioners OAKLAND COUNTY EXECUTIVE By: L. Brooks Patterson MICHIGAN NURSES ASSOCIATION APPENDIX A Fiscal Scar 2019 Classification Base 1Year 2Year 3Yea r 4Year 5Year Public Health Nurse 1 1592.79 1678 13 1773.60 1868.88 196435 205995 Public Health Nurse It 1751 24 185n.74 1962.25 2068.00 2173.54 2297.75 Public Health Nurse III 2092.85 2218.79 2344.99 2470.85 2596.90 2722.97 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 MICHIGAN NURSES ASSOCIATION APPENDIX B For the following fringe benefits refer to the Dakland County Motif System Rule Book 1. Injury on the Job 2. Holidays 3. Leave ofAbsence 4. Death Benefits 5. Longevity b. Medical Coverage 7. Sick Leave *A. Retirement 9. Annual Leave 10. Income Continuation Coverage 11. Dental Coverage 12. Tuition Reimbursement * Employees hired on or after January 1, 1989 will not be eligible for County reimbursement of Medicare -Part Bcoverage, * Effective January 1, 1993, employees represented by this bargaining unit will not be entitled to include overtime compensation aspen of FAC for retirement calculations. * Effective September 13, 1993, employees represented by this bargaining unit will be included under the "Retirement Incentive" resolution passed by the Board of CommissionersonAugust26,1993. " Retirement Health Care Benefits for employees hired on or after January 1, 1997, shall be consistent with the provisions of Miscellaneous Resolution #94292 (percentage formula for retiree health care coverage). 16 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. RETIREMENT BENEFITS alendar Year 2019, 2020 and 2021 - - ( Deleted: Hsca Any retirement modifications Implemented on a countywide basis to ( Deleted:I 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, In the event that any other represented unit other than a unit containing employees eligible for Act 312 Police/'ire Compulsory arbitration or employees whose designated Employer is other then the County Executive, negotiates Improvements in their retirement benefits, the same improvements shall automatically be provided employees covered by this agreement. 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 parry 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, (orassoon as administratively practical)employees in this bargaining unit with coverage shall be covered under one of the Medical Careplansasdescribed In AppendixC. (b) Employees in this bargaining unit shall make Medical Care contributions (contributions are bi-weeklyand pre-tax) in accordance with the Medical Care plan they select. 17 (c) Pealthm a 2019, 2020 and 2021: Any benefit modifications Implemented on a County wide basis to general, non -represented employees to take effect during the calendar years2019, 2020 and 2021 shall be applied to employees represented In this bargaining unit at the same time and in the same manner. M IerdarYear 2019, 2020 and 2021 Any benefit modifications implemented on a countywide basis to general, non -represented employees, to take effect during calendar years2019, 2020 and 2021 shall be applied to employees represented by this bargaining unit at the same time and in the same manner. 10 ( Formatted: Highlight ( Formatted: Highlight ( Deleted: Fiscal (Formatted: Hlghllght (Fermetted: Hlghllght APPENDIX C Attached hereto is the Medical Options Comparison chart for illustrative purposes. 19 arson of available beaeRt opdons evd to summarize the pror'nrons and features of each Pig dPlease _ v ofthis document In the e+fort that thefi, in prod ion esnnhaosr does this TAT NCr'I"F.� This dornment is not a contract. It is intended [. 'rovi eeffort baspbeen madefo ensmethe asegt'ge- defines as outlined b the SPD. referrefer m ry�an Dornment ($YD) to conErm coverage detthe Every re""' This document does roc establish or determine eBas ou'l eristiug contract AB coverage ti subjeet to medical necessity S1° from the SYD. the information contained within the SPD rill P a Ph siting be DTedicaBvNecessary document differs _ constitute av amendmev4 modrRcadon or changetothe SPD or to any and allowablelcoveredtharges, unless otherwise speFrfically noted in the SPD' * ID order to be eligible for benefits as specrLed in the SPD, services received by a Covered Person must be administered or order Y for tfie diagnosis and Kealment of an fitness or injury Doty Ay.,tH,A}}LE Tq _ � a • • • • AV ATLARLF TO ALL a .n,vm ALL eVAIj ABLE TOc Lt FhT ,pYEES FTfPLOSEEOL ED BENEFITS Emph,yeeBi-WeetdY Contributions NO COVERAGE Option Networks) Deductibles) Coinsurance CoinsuranceMnaimum pp01 ASR Health Benefits xvv s.asrheal[hhenefitsenm $32 / $65 / $75 pP02 Blue CrossBlve Shield PPO Communib' Blue Plan _._BC.RShLcug $42 ( $70 f $SS PP03 ASR Heahh Benefits pm Health AllianccPlan (HAP) wwe; AAP.°r h�� $16 / $35 / $45 $32 / $65 ($75 Statement for IEarningsl among Refer to the 2019 Your Total Compensation HAP Ailiauce Health &. Li& idealth Alliance Pian Health �q Joe CrossBloe Shield PPO I Pbysic+axs C ICIGNA D10 11AP A.Ili nw PPO I Phyj Cate: CIGNA I`lS / M ISIA NO Deducuble I vlAbplan NoAb 100perP�tl6 �$200 PeC £'250 per PersodS500 Per family Per calendaz Year §200 Par Fef5p1y'�OOperfamdY mlevdar Year family Par ezlendaz Year 20°. after deductible as Vo Coinsurance per ]0°6 aflet l0°,d after dedaevbl voted. 50% after deductible for 0 / for coon senses; dzducvble as noted. voted. 504e for pvv ate duty private duty vurse-9 hcable Not Applicable �yrsiu2. Pcra odS1A00 Per f1.000 per Fe .rrY$1000 per $LOGO Per person/famdy Per family Fer catevdaryeaz tanUyp faovlYP acaleadar Year. calendar Year - SO, a6erdeductible" 'W ' INPATIENT HOSPITAL CRaE g0°orde&-Ile` ___..:' . M000 General CAvdinons t00°r°°' Seas -Private Ikugs Intensive Care Utsst '+Seals oyPpal Equipment — p a Cat vrsing Care �-- �OUTPA'IIENT HOSPITAL ,ARE �$100 wpaY v RO=Care �$109 copay mergevc. accidental Triunes 9 (S100 copaY ��$$100 copay, dednalsoo appIv dad for COiasvc'ance nuv Blue CtossBlue Shield Traditional Plan(BC/BS) BCBSM com $52 / $89 / $94 Blue Cmss)Blue Shield E200 per person/ 5400 per CamdYPeC`jcojary� 10 i° after deducuble as ,led 25°io for pnvate duty ng f Ix.000 per PersovlfamilY per calendaz Year. 100%* 'rIUD ropay EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES V LEMPLOYEESL,V CURRENTLY ENROLLED PPO] PP02 PP03 HMO TRADITIONAL BENEFITS ASR Health Benefits Woe Cross/Blue Shield ASR Health Benefits Health Alliance Plan Blue CronBloe Shield PPO Community Blue (HAP) Traditional Plan(BCBS) Plan •t ivn.asrheat[hbenefits.mm nIBCBCM1Lcom oxx.asrheal[hbeneGts.mm u,,,rf1AP.ore vo'BCRsAlxom Medical Emergencies Cepaywarvedforacciderad �opaywaived for accidental ;Dare services.0 pay waived Copay werved ifadmrned Copoyw cdforacndental �plury orrfadnutted injuryorffadntred For neaderal injury or if marry or if admitted utmitted Physical Therapy 100%* a)% after deductible* 30% after deductible* 100%* )0 % after deductible* Includes Speech Therapy 50 combined visas per calendar and Occupational Thempy 50 combined or comet iirve year. Up m 60 cousecubve visits visits per calendar year. ter berefitpenod. Maybe rendered at home. _ Urgent Carr Visris �S20 cnpaY 1F20 cnP%Y �2U paY 1$"o pay �90%afterde_dutable- PREVEN'1'ATCVECARES aa.na _ _ _ _ Routine Health Mamtenance 100%* 1004'0 100%* _ 100%* Exam —reduces chest x-ray, EEG, cholesterol screemng and other select lab procedures Routine Physical 100°b* t00%* IUU%* 100%* 100%* Routne Gypscological 100%. 100%* t00%* 100%* 100%* Exam Routine Pap Smear 10096* 100%* 1000/0* 100%s 100%* Screening— laboratory and aathology services Well -Baby Child Care 100%* t00%* t00%. 100%. l00%* Visit, Plan covers 8 visits Ibath '4o morrs w number 4 suds Plan avers 8 visits third, * 6 ixshs, birth duougb 12 hrough 12 months), hhough 12 mounts). months * 6 visits, 13 months through 23 months * 6 visits, 24 mouths through 35 months * 2 visits, 36 months through 47 mouths * Visits beyond 47 months are limited to one per member per caletdaryear 10 All PPO1 BENEFITS ASR Health Benefits t.asrhealthbenefiticnm under the health...a-- ..benefit Adult and Childhood to04b* Preventive Services and hmrzwvations. recommended by the USPSTF, ACB', HRSA or other sources as rarogtoad by BCBSM, ASR and HAP that are is compliance vnth the provision of the Patient Rotection and Affordable Care Act Routine Feeal Occult Blood 100%* Screening Routine Flexible 100%* Siamoidoscopv Exam Routine Prostate Specific 100°6* Antigen (PSA) Screenin4 Routine Mammogram and 100°0* Related Reading Calonoscopy—Routne or 100%* Medically Necessary MEN tnl. BC.Alla UA Inpatient Mental Health I100%* -- Outpatient Mental Health $20 copay Visits AVAH 117, TO ALL AVAH.ARLE TO ALI, EMPLOYEES EMPLOYEES PP02 PP03 Blue Cross/Blue Shield ASR Health Benefits FPO Community Blue Plan rvvw.RCRSNIcom .asrheai[hhenefits.mm 100°b* 100°ro* t00%* t00%* 100%* 100%* 100%* 10096* 100%* t00%* NOTE: Subsequent medically NOTE: Medically necessary nee.aaty.00'. mammograms are subject to performed dunvg the same your deducuble and percent calendar year are subject to coinurance. your deducible and pence. cmnoravice. 100%* 100%. NOTE: Subsequent NOTE: Subsequent colanoscopresperformed colonoscopies pedotmed durmg the same calendar year duting the same calendar year no subject to your deducuble are subject to your deductible and patent comsuraace and -percent coinsurance. �900. afafter deductible* 80% after deducible* % after deductible* $20 copay ffice Vrsrss $20 copay 11 EMPLOYEES B MO Health Alliance Plan (HAP) i w .HAP.ore 100%* 100%* 100%, 100%* 100-A* 100%* 00%* 20 cnpay 2N1 Y A VAH,ABI E'1'il EMPLOYEES MIRRENIT V ENROLLED TRADITIONAL Blue Cross/Blue Shield Traditional Plan (BCBS) w,rn.BCRSM... 100%, 100%* NOTE: Subsequent medically oecessaty mammograms performed during the same ,alendar year are subject to your deductible and patent :0iastaaoce t00%* NOTE: Subsequent .-ol000scopies perfumed during the same calendar yea are subject to your deductible �md pemeat coinsurance. 100%: 100% AVAILABLE TO ALL AVAILABLE TO ALL AVAILABLE TO ALL AVAILABLE TO ALL EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES PP01 PP02 PP03 HMO BENEFITS ASR Health Benefits Blue CrossBlue Shield ASH Health Benefits Health Alliance Plan PPO Community Blue (HAP) Plan v.asrhealthbenefitacom vv,.BCBSM.com wmwasrheanhhe fitsmm rwm.HAP.nra Iapauent Substance Abuse 100%* )0°o after deductible* 80%afterdeducfible* t00% Care Chemical Dependency Outpatient Substance Abuse 520 repay )0° o after daluchble* 320 repay $20 copay Care Chemical Dcaendencv Office visit$20 copav SPECIAL HOSPITAL PROGRAMS - - - - ..-_. -- RospiceCare 10TV t00°i* 80%after dedurnblc* overed upto210daysper ifetime Specified Human Orgap 100%. 0°'o to 100%* 90% after deductible* vcred accoMmg to play Transplants overall according to plan idelines euidehnes. MEDICALANDSURGICAILCARE-'- Surgery 100%' )0% after deductible* 90% after deductible' 100%* Voluntary second surgical ,pirto¢ $20 corev. Technical Sursi al Main t00%- )09-° after deductible* 80% after deductble* 100%* Anestbesia 100%* )0% after deductible* 90% after dedumble* IOVA - MffiemttyCare Debvmry 100 1 90% after deductible' 80% after deductible* t00%* Pre -and Post -Natal Care t00%- 100°'o ID0%for some pre -natal v,si6; 100% prenatal vaits* mdierw S0°i° after S20 copay post mind visits dedardblc' Inpatient Modical Care 100°°* 90% after deductible* 80% after deductible* Inpatient Consultations t00%* 90% after dedmvuble* 80% after dtsmcnblc* 100%* Laboratory&Pathology 100°0* 30% after deductible* 80% after deductible* D'agnome Services t00%' 90% after deducible' 80% after deductible* ]OU%* Diagnostic and Therapeutic 10040* 90% after deductible* 80% after deductible* mered* Radiology ADDITIONALBENEFETS - - Office Visits 20 copm 20 Pay $20 copay 20 '-pay Cbimpractic Care 20 -pay 20 coney $'_0 copay of Covered imitedto 38 visits per calendar imitcd to 24 visits per mailed to 38visitsper ear. almdar Year. cal-L year. Allergy Testing 1VV°o' f00%' 0°/natter deductible* 20 copav Allaw Therapy IUU°o* t00%* 0%otter deductible' IOO io* Ambulance Services 0°'° after deductible* 0% after deductible* 0°5 after deductible' 12 EMPLOYEES CITRRENTLY ENROLLED TRADITIONAL Blue Cross/Blue Shield Traditional Plan (BCBS) arn.BCBSM.cam 100%* 100%* to approved facilities many 100% of approved commit I On. m approved facilities 100%* Voluntary second amgical opinion on certain somatic, t00%- 100%* t00%- 100%pre -natal vsits 90%after deductible post- catzlvens* ]UU%* 100%* 90% after deductible* 90% sitter deductible' 90% after deductible* 0% after deductible* 0% after deductible* wilted to 38 visits per cndar yea. 90% otter deducithe' 90°r°after deductible' U%after deductible* AVAILABLE TO ALL_ AVAILABLE 11) ALL AVAILABLE TO ALL AN AILABLE TO ALI, OMY AVAH.ARLF. TO EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES CURRENTLY ENROLLED PPOl PP02 PP03 HMO TRADITIONAL BENEFITS ASR Health Benefits Blue Cross/Blue Shield ASH Health Benefits Health Alliance Plan Blue CrossBlne Shield PPO Community Blue (HAP) Traditional Plan (BCBS) Plan aarhealthbenefitacom .-BCBSM.e-m asrbealthFenef_rts_rn_m .HAP w.ory mcBCBSh1c.m Durable Medical Equipment 30% after deductible' a0% after deductible* _ 30°ro after deductible's 100°6'A )0% after deductible* Drabefto Supplies 40% No Mvual Deductible* 30% after deductible* 90% after deducbble* 100%. 90% after deductible* private Duty Nursine 305bafterdeducdble* 50% after deductible" 0% after deductible* Vot Covered 75% after dclucnble* Skilled Nutsing 100%* 30% after deductible* 0isafterdedurdble* 100°u t00%* Up to 730 days renewable rfter 60 days* Assisted Reproductive Not Coveed Not Covered Not Covered l00°'.* Not Covered Treatment pne attempt of artificial ascounation per lifefime. Voluntary Sterilisation and 100%* 100%' 100, tool- loos'.* FDA Approved Contraceptive Methods - Dut.fNavorkServices to gevesal. Planpays 85% of lanpays 70%of approved gevual, Play pays 65°rs of Not covered except for approved amount less applicable unL alter outoivetwork pproved am.uvt after emereencies eopays. For diabetic supplies, eduedble, less applicable educt ble less applicable durable medical equipment, uvd -pays copup- For private duty private duty nursing, Plan pays I ursing, Plan pays 50% of 75%of approved amoum after approved amount after deductible pfapplicablel deductible. Paymentof Covered P E ral/Nrvvab*�H-smtalr, H,,arelc ;.pays as voted Particinanne HnsniWS Services 100%.fcro,ndbedefits ?v" of covere3 bereGti, after 80%ofroveredbeoefitxless 100% ofcovered benefits Non -Network Hospitals deductible apphuablc deductible Nn..rmhcnw[ vHoxovat: 859 L of appavedpa}meut amoma Noo-Netw-dcH-svrteds: 70°% Norr•NetworA HosviWs: lupatica. in acwe-®re Preform muscokl Phvcicianc- ofapprovocipayirentaccomt 55%ofapprovedpayorevt hospital-$70aday. Wood onerordof-neMrodc smount,a8erdeduchble. lnpadentwemotherhosprtals- 100%after SM am deductbbe Prefened(Nttworkl Ph,aieiays- $ 15 a day. Medicare Noo-ndw.dr Physicue - Refcral(Netwodr)Physicians Dodaadent SmmcaL Owwtient 100% after $^_0 mpsy. IW%after $20 cupay. 100%of13BMvfsappmved 85% of appmvedpayment amount doddrt afler$20 vuPay. 70% of approved payrvent ourradent mrmmt a8er ova-of-nelwodc 35%-fappmedpsymeat deductible and$20 copay. amowt after $20 cop}'. 13 ,14 .. ` e ..O a p•A 'WAS A'$1LLe Crasselan(BCtBS) pY03 Aealth owao) PAa Tndiflo°LLl t�BBs n pY02 �RA�ub Beae;ts M' s— rot lne SLield � s. AP.ory ou y°u W'�'bcaudnaroe dsa� Yglue Comsouod}Blue ne-,, rn oa2e0.°°s'apb d ddrEte isv�Ww, u11931 ASBAeait68enefits PPO Plan .er`was vestaYres`erPudrvS y�andlhEhret bye �c eresl4°°sbty 1diHae� -d _BCB`'�Pvonbc Y°v ce0. ab ice- gm'valEn` vailslile.Y°n c° R 11zd °^� a onsble 4oc �thee ° cep lbe costdto& yow lhbz efi ac youte4t1z`tdnamE d*°° �1ab?m3coPeY -gete¢aalbe atbz coRa`Of ddw80ctP.9ny° �x'+',a^.yP'esctRvdn+S EOd ..thEt�san' Sou ill snil�n +a acrenE lbxu*zm�x dan,ymres4 Y°" �„`urtlribleior+be f- theno=r_ .. enznc w— nsro�= - °n. znnai cone.— om �— '- . R}n er he[le.)°c°nIlbe RsY° tey Pins �gf .s me �.�crzd and coYgY 41»s'�t of cRx dr�¢osto tf � �d r meth. ¢t P7oY. otiM'6diec erwzen Y the Tia 3 caPaYn1eff .10 if enenc &t4' tyov n nble F°=dm ¢n¢ (t5 enxn°dcv= dtbz& es �xiW°Cs 'eSP a� �K OY.COfn bElrtendand the tthetw*4 �wro s31e{rn d'e < nand v+WW. on .°°�dOc%zasPonsble foT �gcoP' ¢S and B¢n¢ft summnri¢Sf W� 'a 3 coY y- toi Certificid NOTE; Forndditia.On nnl in%°R"O r¢J� to the Delto pen i/vision• Oder Medicnti�enta is Resolution #21029 February 4, 2021 Moved by Gingell seconded by Nelson the resolutions on the amended Consent Agenda be adopted. AYES: Cavell, Charles, Gershenson, Gingell, Hoffman, Jackson, Joliat, Kochenderfer, Kowall, Kuhn, Long, Luebs, Markham, McGillivray, Miller, Moss, Nelson, Powell, Spisz, Weipert, Woodward. (21) NAYS: None. (0) A sufficient majority having voted in favor, the resolutions on the amended Consent Agenda were adopted. 1 HEREBY APPROVE THE FOREGOINGRESOLUTION 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 February 4, 2021, 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 Circuit Court at Pontiac, Michigan this 4'h day of February 4, 2021. Lisa Brown, Oakland County