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HomeMy WebLinkAboutResolutions - 2021.09.29 - 34881BOARD OF COMMISS)ONERS September 29, 2021 MISCELLANEOUS RESOLUTION #21-367 Sponsored By: Kristen Nelson IN RE: Fiscal Years 2021, 2022, 2023 and 2024 United Auto Workers, Local 889 (UAW), Representing Facilities, Maintenance and Operations, Homeland Security, Human Resources and Water Resources Commissioner, Supervisory Employees (Supplemental) Chairperson and Members of the Board: WHEREAS the County of Oakland and the United Auto Workers, Local 889 (UAW), previously entered into a Collective Bargaining Agreement covering approximately fourteen (14) Clerk/Register of Deeds supervisory employees (MR. #20637); and WHEREAS the County of Oakland and the United Auto Workers, Local 889 (UAW) have negotiated supplemental Agreements for supervisory employees in Facilities, Maintenance and Operations, Homeland Security, Human Resources, and the Water Resource Commissioner's Office; and WHEREAS the parties agreed the following classifications will be represented by this bargaining unit: Chief Facilities Maintenance & Operations, Chief Custodial Services, Chief Landscape Services, Chief Heating Plant, Custodial Work Supervisor, Grounds Maintenance Supervisor, Maintenance Supervisor I and II, Supervisor Facilities, Maintenance & Operations Administrative Services; Security Systems Supervisor; Supervisor Human Resources, ERP Administrator, Administrator Human Resources; Supervisor Soil Erosion, Systems Control Supervisor I and II, Sewer Maintenance Supervisor I and II, Supervisor Inspection Services, Supervisor Construction Support & Drain Maintenance; and WHEREAS a four (4) year Supplemental Agreement has been reached for the period August 18, 2021, through September 30, 2024; and WHEREAS the parties have agreed to a shift premium for all supervisory employees regularly scheduled or temporarily assigned to work second shift by their supervisor will be paid an additional $0.75 per hour or, $L00 per hour for those assigned to work third shift; and WHEREAS the parties have agreed all supervisory employees required to wear a safety/work boot will be reimbursed up to $275 per calendar year for their purchase; and WHEREAS for those supervisors who do not require safety boots, they will be reimbursed up to $150 for boots/appropriate footwear for their job; and WHEREAS the parties have agreed to a uniform allowance every 18 months for supervisory employees in Facilities, Maintenance & Operations, Homeland Security, and the Water Resource Commissioner; and WHEREAS the parties agreed to all supervisory employees working a 4/10 schedule where the holiday falls on a day in which they are normally scheduled to work, shall receive ten (10) hours holiday pay; and WHEREAS the parties agreed that all non-exempt supervisory employees working a 4/10 schedule, shalt be entitled to a minimum of three (3) hours overtime pay if called into die office and required to work on their regularly scheduled non -working day; and WHEREAS per the Supplemental Agreement, the FY 2021 impact for the Drain Equipment fiord (#63900) is $10,170 and FY 2022- FY 2024 is $88,138. The FY 2022- FY 2024 impact for the Facilities Maintenance & Operations fund (#63100) is $9,710 and the FY 2022 impact for the Fringe Benefit fund (#67800) is $75,950 and FY 2023- FY 2024 is $51,450; and WHEREAS the parties have agreed to on -call pay in the amount of one and one-half (1.5) hours of pay as compensation for being on call during regularly scheduled workdays; and will receive an additional two (2) hours of pay as compensation for being on call during a non -regularly scheduled workday and holiday. Overtime eligible supervisory employees that are on -call and called into work, will receive a minimum of two (2) hours overtime pay on a day that is a regularly scheduled workday and three (3) hours overtime pay on days that arc not a regularly scheduled workday and/or holiday. NOW THEREFORE BE IT RESOLVED that the Board of Commissioners approves the proposed Supplemental Agreements between the County of Oakland and the United Auto Workers, Local 889, covering the period of August 18, 2021, through September 30, 2024, for supervisory employees in Facilities, Maintenance and Operations, Homeland Security, Human Resources, and the Water Resource Commissioner's Office. BE IT FURTHER RESOLVED the Board Chairperson, on behalf of the County of Oakland, is authorized to execute said supplemental agreements as attached. BE IT FURTHER RESOLVED the FY 2021 -- FY 2024 budgets are amended as detailed in the attached Schedule A. Chairperson, the following Commissioners are sponsoring the foregoing Resolution: Kristen Nelson. Date. October 05, 2021 Hilarie Chambers, Deputy County Executive II Y&�� Date: October 07, 2021 Lisa Brown, County Clerk / Register of Deeds COMMITTEE TRACKING 2021-09-14 Legislative Affairs & Government Operations - Recommend and forward to Finance 2021-09-15 Finance - Recommend to Board 2021-09-29 Full Board VOTE TRACKING Motioned by Commissioner Yolanda Smith Charles seconded by Commissioner Penny Luebs to adopt the attached Collective Bargaining Agreement: Fiscal Years 2021, 2022, 2023 and 2024 United Auto Workers, Local 889 (UAW), Representing Facilities, Maintenance and Operations, Homeland Security, Human Resources and Water Resources Commissioner, Supervisory Employees (Supplemental). Yes: David Woodward, Michael Gingell, Michael Spisz, Karen Joliat, Kristen Nelson, Filcen Kowall, Christine Long, Philip Weipert, Gwen Markham, Angela Powell, Thomas Kuhn, Charles Moss, Marcia Gershenson, William Miller III, Yolanda Smith Charles, Charles Cavell, Penny Luebs, Janet Jackson, Gary McGillivray, Robert Hoffman (20) No: None (0) Abstain: None (0) Absent: (0) The Motion Passed. ATTACHMENTS 1. UAW - Schedule A 8-13-2021 Supervisory FINAL 2. FM&O Supervisors 3. Homeland Security Supervisor 4. I R Supervisors 5. WRC Supervisors 6. Original CBA STATE OF MICHIGAN) COUNTY OF OAK -LAND) 1, 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 September 29, 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 on Wednesday, September 29, 2021. Lisa Brown, Oakland County Clerk /Register of Deeds UFW Lcral: Fs Scr"plenc'o: w9aemests �WE li Donfiro' AccountA unmendment Fide FY 2021 For 2022 A Amendment P7 2023- 24 Amendment Funme o Na Division Name Fund O,vision# Fund Amain, V ..ccot III Fringe E Benefp Fund (6]80fi, Fringe eeneft Fund Nan Dept Fnnge Berens 67500 9011501 183190 730499 Deferred CgmµCou0a Parts - 24,500 _ E Fringe Benefit Fund Non Dept Fnnge Sene8ls 67800 9011501 183190 131)499 Deterred Come -County Parts - 49,000 49000 E Fnnge Series, Fund rift Wanness 67800 1050521 183192 732148 Wellness Screenings - 2,450 2,45O Fringe Beneft Fmd Non Dept Fnnge e.m. 67800 90t 1501 i83190 796500 Budgeted Equity Adjustment - 75.950) (51 p501 _ Total Expenses - - - -, Famlhes(63100) e F Fruits, Nlmnl and Coati FMO Admmisheton 63100 1040701 14CL16 665882 Planned Use of Balance - 9.710 9.71E T9fal Revenue _ 9,]10 9710 E FeArbas Mali and Operation FMO Admms4anon 63100 1040701 140101 750140 Employee Footwear - - - FooknesMmnland 0,andsn FMO Gmuntls fommenance 63100 1040725 14C599 750140 Employee Footwear - 275 275 E FaatiOes Saint and Operator F.. swore HeaLng 63100 1040740 148499 750140 Employee Foohvear - 275 2]5 E Feelings Major and Operation ROD Suldn9 Cusictlml 63100 1040718 140299 750140 Employee Footwear - 600 60, E Facilities Man! and Operation FMO Budding Ma:ntenenre 63100 1040719 140399 750140 Employee Fraser - 2200, 2,200 Equalities Mom. an] Cperatc9 FMO Admu,lstrahon 63100 1040701 140101 7.0581 Unrfonns - 424 424 F Faalmes Maml and Opefation FARO Gmuntls Maintenance 631DD 1040725 140599 750581 Uniforms - 424 424 E FaaAtes Malnt and Operating FMO Studio, HeatnH 63100 1MO740 148499 750581 i,mfonns - 424 424 E FaciBtes Mart and Operation END Building C ng slodml 63100 1040716 140299 750581 JndOrtns - 139 i 69, E Faufitles Malnt and 0perston FMO Building Maintenance 63100 1040719 140399 750551 Ua,fom,s - 3,392 3,392 921 Total Expenses 9,710 _ 9,710 Dam R Equipment (63900) Dram Equipment Dram Commissioner Adnnn 63900 6010101 149760 631369 Reimbursement Salaries 10,140 8],880 B],830 R Drzm Equipment Dram Commssmner Atlmin 6390D 6010101 169]E0 665882 Planned Use Of Balance 30 258 258 Total Revenue 10,170 88,138 _88,138 E Dram Equipment Omm Commissioner Aamm 63900 6010101 149760 702010 Salaries Regular 7,511 65,096 65,096 E Orion Equipment Orion Commissioner Adman 63900 6010101 149760 722900 Fnnge Benefit AdjusimenLs 2,629 22,]84 22,]84 E Drain Equipment Drain Commissioner Atlmin 63900 6010101 149760 776651 Motor Pool 30 258 258 Total Expenses 10,170 88,138 88J38 Evergreen Farmington Sewage Disposal System (58410) 1160t it 601 R Evergreen Farmington SOS One, Commissioner Adm,n 58410 5010101 149030 632086 Sewage 0lsposcl $ervme 1338 Total Revenue _ 1,338 _ 11,601 11,601 E Evergreen Farmington SOS Dmm Comm,esoner Admm 58410 6010101 149030 771638 Drain Equipment Labor 1.336 i16D1 11601 Total Expenses 1,338 - 11,601 11,801 Tvwlve Towns Orion (58510) 149030 63208E Sewage Disposal Senice 1.884 16,322 , d322 P Twelve Towns Orar, Drain Commissioner Adman 5353D 6010101 Total Revenue 1,084 16,322 _ T6'v-.2 = Twelve Towns Dran Oman Comanss:over Atlmin 58530 60,0101 149030 771638 Dram Equipment Labor 1,866 16,169 161E3 E Twiv^Towns Drain Drain Con,nussoner Agana 53530 6010101 149030 750581 Uniforms 18 I53 Total Expenses 1.884 16,322 22 t6 322 Clinton Cidand Sewage Disposal System (58600) Drain Commllear" AJmm 583DO 6u10101 149030 632056 Sewage Disposal S.'eia ]]i E,W9 E579 R Clint., Cakland SOS Total Revenue ]!1 66]9 6,679 E m •on 0akJa0d SOS D-a,n Comman.ror Aamm 58600 00,011, Wool- 771638 Dram Equipment Labor 7]t E67S Total Expenses ]>i -__ I s,6>t 6,679 _- _ .679 Huron Roc,= is:4a, D.,a.1 S/stem 15al 01 A3 70d e - .{u.a pours RDS Gam Cumri Auslar Artmm 58i LO SOIL 101 i�Oc3O E32006 Sewage Disposal Service Tcal Revenue 01 F- T _ '03 d H.� Roage 6I'S Or,s. Cammr�i"vwr Aamm 5570E rolcir,1 14-°G :71ra[ D'an Equn,mart Lzbor 611 703 703 1112_ Tgtai E*pemcs in; 1 733 .tic D,=Peal `xr��a rgr-mrsmot, A..n: Loi:._ _ o. of al^.' 1�.a+a i'. _ - LC _ m -- a l"•: a .... r_ � 1 : 1'„�,e. aria S=.o..'::r:. is...., •'=„Ccrtm'dui .. A..n:• :_Ld -:'U10� - .C":!J :, _ _ ___ _ ____ i _ __ ____ j yJpLq� 4J 1 /y l at qq Facilities, Maintenance and Operations Department •- • • • ... M AMERICA (UAW) LOCAL 889. August 18, 2021 through September 30, 2024 -I his Supplernental Agreement is supplemental to and becomes a part of the UAW Local 889 Master Agreement, hereinafter referred to as the "Master Agreement' for the period commencing the 18th day of August 2021 for the classifications recognized below. Recognition: All full-time supervisory employees of Facilities, Maintenance and Operations, excluding all elected and appointed officials and Manager Facilities Maintenance & Operations. Wages and Wage Increment Schedule: Chief Facilities Maintenance & it �perat;ons i lch7af Custodial I Services Chief Landscape Services Chief Heating Plant Custodial Work Supervisor Grounds Maintenance Supervisor M8intenance Supervisor I Nrainter,ance Supeivisor II Supervisor Facilities, Maintenance & Operations Administrative Services 87,744 91,806 95,868 99,931 103,993 108,055 112,117 124 72,287 75,796 79,305 82,815 86,324 89,833 93,342 96,851 124 72,287 75,796 79,305 82,815 86,324 89,833 93,342 ' 96,851 124� 72,2.87 75,796 79,305 82,815 86,324 89,833 93,342 i 96,851 115 46,597 48,859 51,121 53,383 55,645 57,907 60,169 62,431. 117 51,373 53,867 56,361 58,855 61,349 63,843 66,336 68,830 121 62,444 65,476 68,507 71,538 74,570 77,601 80,632 183,664 123 68,845 72,187 75,529 78,871 82,213 85,555 88,897 92,239 120 59,471 62,358 65,245 68,132 71,019 73,906 76,793 79,680 Shift Premium: • All employees regularly scheduled or temporarily assigned to work second shift by their supervisor will be paid an • additional $.075 per hour. • All employees regularly scheduled or temporarily assigned to work third shift by their supervisor will be paid an additional $1.00 per hour. • In the event employees represented by the IBEW receive an increase in shift premium above these amounts, a "me too" clause shall apply to employees covered by this agreement. Representation: • Pursuant to Article 4.2 of the Master Agreement, one additional Supervisory Steward is recognized. "ulletin Board: u Pursuant to Article 11.3 of the Master Agreement, the employer shall provide one additional bulletin board at Facilities, Maintenance and Operations. Boot Allowance: • All employees will be reimbursed up to $275 per calendar year for the purchase of their safety/work boot. All employees receiving a boot allowance must have safety boots that meet the ASTM-F2413-05 Standard. • For those Supervisors who do not require safety boots, they will be reimbursed up to $150 for boots/appropriate footwear for their job (i.e. non slip shoes) • In the event employees represented by the IBEW receive an increase in Boot Allowance above this amount, a "me too" clause shall apply to employees covered by this agreement. • The Supervisor FM&O Administrative Services is not entitled to the Boot Allowance benefit. Uniform Allowance: • Uniforms will consist of 11 pants and 11 shirts as well as one three-part jacket every 18 months. Alternative Work Schedules: All employees, with approval of their Department Head, shall be eligible to work a 4/10 (four ten-hour days) alternative work schedule. Holiday Pay and Overtime with Alternative Work Schedules: All employees working a 4/10 schedule, where the holiday falls on a day in which they are normally scheduled to work, shall receive ten (10) hours holiday pay. All employees working a 4/10 schedule, shall be entitled to a minimum of three (3) hours overtime pay if called into the office and required to work on their regularly scheduled non -working day. On -call Pay: All employees that are assigned to be on call will receive an additional one and one half (1..5) hours of pay as compensation for being on call during regularly scheduled workdays; and will receive an additional two (2) hours of pay as compensation for being or. call during a non -regularly scheduled workday and holiday. Overtime eligible empioyees that are on call and called into work, will receive a minimum cf two (2) hours overtime pay on a day that is a regularly scheduled workday and three (3) hours overtime pay on days that are not a regularly scheduled workday and/or holiday. In the event employees represented by the IBEW receive an increase in On -Call Pay above this amount, a "me too" clause shall apply to employees covered by this agreement. I_. August 18, 2021 through September 30, 2024 This Supplemental Agreement is supplemental to and becomes a part of the UAW Local 889 Masker Agreement, hereinafter referred to as the "Master Agreement" for the period commencing the 18°d day or' August 2021 for the classifications recognized below. Recognition: • All supervisory employees of Homeland Security, excluding all elected and appointed officials, with the following classifications: Security Systems Supervisor. Wages and Wage Increment Schedule: Shift Premium: • All employees regularly scheduled or temporarily assigned to work second shift by their supervisor will be paid an additional $0.75 per hour. • All employees regularly scheduled or temporarily assigned to work third shift by their supervisor will be paid an additional $1.00 per hour. • In the event employees represented by the International Brotherhood of Electrical Workers (IBEW) Local 58 receive an increase in shift premium above these amounts, a "me too" clause shall apply to employees covered by this agreement. Boot Allowance: • All employees will be reimbursed up to $275 per calendar year for the purchase of their safety/work boot. • For those receiving the boot allowance, they must have safety boots that meet the ASTM-F2413-05 Standard. • For those Supervisors who do not require safety boots, they will be reimbursed up to $150 for boots/appropriate footwear for their job (i.e. non slip shoes). • In the event employees represented by the IBEW receive an increase in Boot Allowance above this amount, a "me too' clause shall apply to employees covered by this agreement. Uniform Allowance: • Uniforms will consist of 11 pants and 11 shirts as well as one three-part jacket every 18 months. Bulletin Board: ® Pursuant to Article 11.3 of the Master Agreement, the employer shall provide one additional bulletin board in the Homeland Security Department. Alternative Work Schedules: ® All employees, with approval of their Department Head, shall be eligible to work a 4/10 (four ten-hour days) alternative work schedule. Holiday Pay and Overtime with Alternative Work Schedules: All employees working a 4/10 schedule, where the holiday falls on a day in which they are normally scheduled to work, shall receive ten (10) hours holiday pay. All employees working a 4/10 schedule, shall be entitled to a minimum of three (3) hours overtime pay if called into the office and required to work on their regularly scheduled non -working day. On -call Pay: ® All employees that are assigned to be on call will receive an additional one and one half (1.5) hours of pay as compensation for being on call during regularly scheduled workdays; and will receive an additional two (2) hours of pay as compensation for being on call during a non -regularly scheduled workday and holiday. Overtime eligible employees that are on call and called into work, will receive a minimum of two (2) hours overtime pay on a day that is a regularly scheduled workday and three (3) hours overtime pay on days that are not a regularly scheduled workday and/or holiday. w In the event employees represented by the IBEW receive an increase in On -Call Pay above this amount, a "me too" clause shall apply to employees covered by this agreement. , a. . , AMERICA xLOCAL 889. August 18, 2021 through September 30, 2024 This Supplemental Agreement is supplemental to and becomes a part of the UAW Local 889 Master Agreement, hereinafter referred to as the "Master Agreement" for the period commencing the 181h day of August 2021. Recognition: ® All supervisory and non -supervisory employees of the Human Resources Department, excluding all elected Officials, appointed officials and labor relations unit employees. Wages and Wage Increment Schedule: ,ERP Administrator 126 79,697 83,566 87,434 91,303 95,172 99,041 102,910 106,778 I Administrator Human 127 81,342 87,744 91,806 95,868 99,931 1 103,993 108,055 .112,11.7 Resources Human Resources Analyst Senior Human Resources Analyst Employee Records Specialist Absence Management Administrator Benefits & Retirement Specialist (Benefits & Retirement Specialist - .Senior Wellness Coordinator Central Employee Records Coordinator 120 59,471 62,358 65,245 68,132 71,019 73,906 76,793 79,680 118 53,942 56,560 59,179 61798 64416 67035 69653 72272 112 40252 42206 44160 46114 48068 50022 51976 53930 120 59,471 62,358 65,245 68,132 71,019 73,906 76,793 79,680 115 46,597 48,859 51,121 53,383 55,645 57,907 60,169 62,431 117 51,373 53,867 56,361 58,855 61,349 63,843 66,336 68,830 118 53,942 56,560 59,179 61,798 64,416 67,035 69,653 72, 272 115 46,597 48,859 51,121 53,383 55,645I 57,907 60,169 62,431 User Support 120 59,471 62,358 65,245 68,132 71,019 73,906 76,793 79,680 Specialist II IUserSupport 117 51,373 53,867 56,361 58,855 61,349 63,843 66,336 68,830 Specialist I (Office Support Clerk 107 31,223 32,799 34,375 35,951 37,527 39,103 40,679 42,256 (Office Support Clerk 109 34,771 36,459 38,147 39,835 41,523 43,211 44,899 46,587 Senior Representation: • Pursuant to Article 4.2 of the Master Agreement, one non -supervisory Unit Chairperson and one additional Supervisory and two Non -Supervisory Stewards are recognized. Bulletin Board: • Pursuant to Article 11.3 of the Master Agreement, the employer shall provide one additional bulletin board in the Human Resources Department. Alternative Work Schedules • All employees, with approval of their Department Head, shall be eligible to work a 4/10 (four ten-hour days) alternative work schedule. Holiday Pay and Overtime with Alternative Work Schedules • All employees working a 4/10 schedule, where the holiday falls on a day in which they are normally scheduled to work, shall receive ten (10) hours holiday pay. • All employees working a 4/10 schedule, shall be entitled to a minimum of three (3) hours overtime pay if called into the office and required to work on their regularly scheduled non -working day. Water Resource Commissioner's Office i r AEROSPACE AND AGRICULTURAL IMPLEMENT WORKERS OF August 18, 2021 through September 30, 2024 This Supplemental Agreement is supplemental to and becomes a part of the UAW Local 889 Master Agreement, hereinafter referred to as the "Master Agreement" for the period commencing the 18th day of August 2021. Recognition: • All supervisory employees of the Water Resource Commissioner's Office, excluding all elected and appointed officials, with the following classifications: Supervisor Soil Erosion, Supervisor Construction Support and Drain Maintenance, Systems Control Supervisor I, Systems Control Supervisor It, Sewer Maintenance Supervisor I, Sewer Maintenance Supervisor II, Supervisor Inspection Services. Wages and Wage Increment Schedule: Supervisor Soil Erosion 62,358 65,245 68,132 71,019 73,906 I I Systems Control 122 65,567 68,750 71,932 75,115 78,298 81,481 ' 84,664 87,847 Supervisor I Systems Control Supervisor II Sewer Maintenance Supervisor I Sewer Maintenance Supervisor II (Supervisor Inspection Services Supervisor Construction Support & Drain Maintenance 123 68,845 72,187 75,529 78,871 82,213 85,555 1 88,897 92,239 120 59,471 62,358 65,245 68,132 71,019 73,9061 76,793 79,680 122 65,567 68,750 71,932 75,115 78,298 81,481 84,664 87,847 121 62,444 65,476 68,507 71,538 74,570 77,601 80,632 83,664 122 65,567 68,750 71,932 75,115 78,298 81,481 84,664 87,847 Shift Premium: • All employees regularly scheduled or temporarily assigned to work second shift by their supervisor will be paid an additional $0.75 per hour. • All employees regularly scheduled or temporarily assigned to work third shift by their supervisor will be paid an additional $1.00 per hour. • In the event employees represented by the International Brotherhood of Electrical Workers (IBEW) Local 58 receive an increase in shift premium above these amounts, a "me too" clause shall apply to employees covered by this agreement. Representation: • Pursuant to Article 4.2 of the Master Agreement, one additional Supervisory Steward is recognized. Builetin Board; m Pursuant to Article 11.3 of the Master Agreement, the employer shall provide one additionai bulletin board in the Water Resource Commissioner's Office. Boot Allowance: • All employees will be reimbursed up to $275 per calendar year for the purchase of their safety/work boot. For those receiving the boot allowance, they must have safety boots that meet the ASTM-F2413-05 Standard. • For those Supervisors who do not require safety boots, they will be reimbursed up to $150 for boots/appropriate footwear for their job (i.e. non slip shoes). • In the event employees represented by the IBEW receive an increase in Boot Allowance above this amount, a "me too" clause shall apply to employees covered by this agreement. Uniform Allowance: • All employees who wish to wear a uniform shall be provided with the following every 18 months: 11 Uniform pants, 11 Uniform shirts with the following options/combination short/long sleeve, short/long sleeve logo tee, logo sweatshirt, 11 cotton coveralls, or any combination of uniform pants/shirts/coveralls up to 11 sets total, 1 woo! cap, 1 three -season jacket, 1 Carhartt winter bib overall, 1 high visibility winter coat, 1 high quality rain coat (will only be replaced due to damage and supervisor approval), 1 pair winter gloves, 1 pair summer gloves. The employer will provide a Carhartt winter jacket in place of the three -season jacket for those employees who request one. Weekly laundry of uniform items will be provided at the County's expense. All other items to be laundered will be the responsibility of the employee. Alternative Work Schedules • All employees, with approval of their Department Head, shall be eligible to work a 4/10 (four ten-hour days) alternative work schedule. Holiday Pay and Overtime with Alternative Work Schedules • All employees working a 4/10 schedule, where the holiday falls on a day in which they are normally scheduled to work, shall receive ten (10) hours holiday pay. • All employees working a 4/10 schedule, shall be entitled to a minimum of three (3) hours overtime pay if called into the office and required to work on their regularly scheduled non -working day. On -call Pay • All employees that are assigned to be on call will receive an additional one and one-half (1.5) hours of pay as compensation for being on call during regularly scheduled workdays; and will receive an additional two (2) hours of pay as compensation for being on call during a non -regularly scheduled workday and holiday. Overtime eligible employees that are on call and called into work, will receive a minimum of two (2) hours overtime pay on a day that is a regularly scheduled workday and three (3) hours overtime pay on days that are not a regularly scheduled workday and/or holiday. • In the event employees represented by the IBEW receive an increase in On -Call Pay above this amount, a "me too" clause shall apply to employees covered by this agreement. Vehicle Use Employees who are scheduled to be on -call shall have the option of utilizing their county vehicle for travel to/from work each day during the scheduled on -call time frame. The vehicle may not be used for personal (non -county related use) by the employee during this time period. For those not using a County Vehicle during the scheduled on -call days, employees will be allowed to request roundtrip mileage reimbursement from home to the office. Article 29 of the Master Agreement shall govern the Reimbursement for Mileage Expenses. LETTER OF AGREEMENT (LOA) This Letter of Agreement ("Agreement') is entered into on this f .. day of t;,,.>+ 2021, between The International Union of United Automobile, Aerospace and Agricultural Implement Workers of America (UAW) Local 889 and the County of Oakland (collectively referred to as "County"). This agreement shall take effect upon execution. This agreement is based on the following facts: The UAW is increasing its presence on the Oakland County Campus and representing additional departments and classifications. During negotiations it was agreed that there would be a Master Agreement and Supplemental Agreements for additional departments and/or classifications that joined after the Master Agreement was approved. The contract reflects its status as a Master Agreement and contemplates Supplemental Agreements for additional departments and/or classifications. Therefore, the parties agree as follows: The cover of the original Master Agreement is modified as attached to this LOA to more clearly reflect that fact. This agreement shall be without prejudice or precedent. UAW LOCAL 889 BY: ITS: COUNTY OF OAKLAND Fu ITS: Ili P4 (11Myy,� Aodtlo � o SOI_1C1W_1I1III7 r •: �- •• 1 1 •ugm=�' AGREEMENT" Between COUNTY OF OAKLAND and U.A.W. LOCAL 889 Supervisory Unit December 7, 2020 through September 30, 2024 Table of Contents Agreement----------------------------------------------------------------------------------------------- 3 Purposeand Intent --------------------------------------------------------------------------------------------------- 3 Non -Discrimination ---------------------------- —-------------------------------------------------------------------- 3 Article1: Recognition-------------------------------------------------------------- --------------------4 Article 2: Employee Defined--------------------------------------------------------------------------------------4 Article 3: Probationary Period—---------------------------------------------------------------------------------- 4 Article4: Representation-----------------------------------------------------------------------------------------5 Article 5: Savings Clause ---------------------- — -------------------------------------------------------------------- 5 Article 6: Management Rights ------------------------------------------------------------------------------------ 6 Article 7: Maintenance of Conditions --------------------------------------------------------------------------- 6 Article 8: General Conditions-----------------------------------------------------------------------------------6 Article 9: Strikes and Lockouts Prohibited --------------------------------------------------------------------- 7 Article 10: Representation and Fees and Dues --------------------------------------------------------------- 7 Article 11: Union Bulletin Boards--------------------------------------------------------------------------------8 Article 12: Change of Address-------------------------------------------------------------------------------9 Article 13: Special Conferences ----------------------------------------------------------------------------------- 9 Article 14: Seniority------------------------------------------------------------------------------------------------10 Article 15: Layoff, Recall and Transfers ------------------------------------------------------------------------- 10 Article 16: Job Postings -------------------------------------------------------------------------------------------- 11 Article 17: Temporary Assignment:----------------------------------------------------------------------------11 Article 18: Performance Appraisal ------------------------------------------------------------------------------ 12 Article 19: Procedure for Individual Compensation Review ---------------------------------------------- 12 Article 20: Discipline and Discharge ---------------------------------------------------------------------------- 13 Article 21: Grievance Procedure --------------------------------- ------------------------------------------------ 15 Article 22: Wage Rates for New Classifications --------------------------------------------------------------- 19 Article 23: Wage and Increment Schedule ----------------------------------------------------- --------------- 19 Article 24: Eligibility for Employee Benefits------------------------------------------------------------------20 Article 25: Adoption by Reference of Relevant Resolutions and Personnel Policies---------------20 Article 26: Employee Benefits-----------------------------------------------------------------------------------21 Article 27: Hazard Pay---------------------------------------------------------------------------------------------22 Article 28: Social Security and Medicare ---------------------------------------------------------------------- 22 Article 29: Reimbursement for Mileage Expenses ---------------------------------------------------------- 23 Article 30: Retiree Insurance -------------------------------------------- ---------------------------------------- 23 Article 31: Emergency, Inclement Weather, Facility Closures-------------------------------------------23 Article 32: Training and Certifications-------------------------------------------------------------------------24 Article33: Casual Days-------------------------------------------------------------------------------------------24 Article 34: Remote Work Study Group------------------------------------------------------------------------24 Article 35: Termination or Modification ----------------------------------------------------------------------- 24 Appendix A: Wages and Wage Increment Schedule-------------------------------------------------------27 Appendix B: Current Medical Plan Options Comparison -------------------------------------------------- 29 Appendix C: Current Dental Plan Options Comparison ---------------------------------------------------- 37 Appendix D: Current Vision Plan Options Comparison----------------------------------------------------40 Appendix E: Current Retiree Health Care Eligibility--------------------------------------------------------42 1 Appendix F: Current Medical Options Comparison (Non -Medicare) - Appendix G: Current Medicak Option (Medicare Supplemental Plan) Appendix H: Performance Appraisal Form--------------------------------- Agreement This Agreement entered into on the 7', day of December, 2020 between the County of Oakland, hereinafter referred to asthe Employer, and UAW Local 889, hereinafter referred to as the Union, on behalf of all regular employees of the duly recognized and clearly defined collective bargaining units, as set forth in Article 1, Recognition. It is understood and agreed between the Parties that all Supplemental Agreements are in full force and effect with the individual bargaining units set forth in the Recognition provision below and the Supplemental Agreements shall be a part of this Master Agreement as though set forth herein. Purpose and Intent The general purpose of this Agreement is to set forth terms and conditions of employment, and to promote orderly and peaceful labor relations for the mutual interests of the Employer, its employees and the UAW. The Parties recognize that the best interests of the community and the job security of the employees depend upon the Employer's success in establishing a proper service to the community. To these ends, the Employer and the UAW encourage to the fullest degree friendly and cooperative relations between the respective representatives at all levels and among all the employees. Non -Discrimination The parties recognize that the Employer is legally and morally obligated to guarantee to all citizens a fair and equal opportunity, and to these ends agree that no person shall be denied employment or membership in the Union, nor in any way to be discriminated against based on age, race, color, sex, sexual orientation, gender identity, religion, genetic information, physical or mental handicap, height, weight, national origin, creed, union affiliation, political affiliation and any other protected criteria under any federal, state or county law or policy. 3 Article 1 Recognition 1.1 Pursuant to and in accordance with all applicable provisions of 336 of the Public Acts of 1947 and Act 379 of the Public Acts of 1965, as amended, the Employer does hereby recognize the Union as the sole and exclusive representative for the purpose of collective bargaining with respect to wages, hours and other terms and conditions of employment for the term of this Agreement for all employees described below provided it is agreed and understood that the County of Oakland does not, by entering into this Agreement, purport to assume control or exercise jurisdictions in those areas where statutory and constitutional powers have been exclusively vested in County or State elected and/or appointed officials. 1.2 All full-time supervisory employees of the Oakland County Clerk/Register of Deeds Office, excluding all elected and appointed officials. Article 2 Employee Defined 2.1. Regular Full -Time Employee: A "Regular Full -Time Employee" is an individual employed in a full-time budgeted position. Regular full-time employees are entitled to benefits as specifically outlined in this Labor Agreement. Article 3 Probationary Period 3.1 Probationary Period for New Employees: All employees newly hired into this bargaining unit shall be required to successfully complete a probationary period. The length of said probationary period for a full-time employee, shall be the first six (6) months of employment from the date of hire. During the probationary period of a new employee, s/he may be terminated at any time without the right of appeal or a statement of cause. 3.2 Probationary Period for Promotions, Demotions, Reclassifications, Lateral Transfers, Bump or Recall: Employees promoted to a classification with a higher maximum salary or reemployed in this bargaining unit shall serve a probationary period of six (6) months from the date of change in classification. During the probationary period of an employee who has had a change in classification, the employee may be returned to his/her former classification at any time without the right of appeal or statement of cause. Such decision shall be within the sole discretion of the Employer. Article 4 Representation 4A The Union shall notify the Employer in writing of the name(s) of the Officers and Stewards of its various bargaining units. In the event there is a change in a Unit's Chairperson or Steward(s), the Union shall inform the Employer forty-eight (48) hours prior to such Chairperson or Steward(s) taking over his/her duties. 4.2 The Union will have a Unit Chairperson and Steward(s) adequate to represent the bargaining units. The location and number of additional Steward(s) will be addressed in the Supplemental Agreements. 4.3 The Unit Chairperson and Steward(s) may, with the approval of their supervisor, be released from their regular duties for the purposes of investigating grievances, presenting grievances to the employer, and other necessary union business. Such authorization shall not be unreasonably withheld by the supervisor nor shall this privilege be abused by the Union Representatives. 4.4 If approval is withheld or unreasonably delayed, the Unit: Chairperson or Union Representative shall contact the Human Resources Labor Relations Unit to have the matter reviewed and approval received by the Labor Relations Unit if necessary. Article 5 Savings Clause 5.1 The Union recognizes the right and duty of the County of Oakland to operate and manage its affairs in accordance with the Michigan Constitution and statutes. 5.2 If any article or section of this agreement or any appendix or supplement thereto should be held invalid by any constitutional provision or operation of law, the remainder of this agreement shall not be affected thereby. Article 6 Management Rights 6.1 The Employer retains and shall have the sole and exclusive right and authority to manage and operate its affairs, including all of its operations and activities; to decide the number of employees; to establish the overall operations, policies and procedures of the Employer; to assign employees to shifts in order to adequately staff shifts with appropriate personnel; to schedule the shifts of all employees; to direct its working force of employees; to determine the methods, procedures and services to be provided; to comply with P.A. 390, as amended, known as the State's Emergency Management Act and the County's Emergency Management resolution as well as all related plans, policies and procedures covered by these statutes. All of such rights, except as expressly limited by this agreement, are vested exclusively in the Employer. Article 7 Maintenance of Conditions 7.1 Unless expressly provided by the terms of this agreement, or by subsequent agreement between the parties, wages and benefits in effect at the execution of this agreement shall, except as improved herein, be maintained during the term of this agreement. 7.2 in the event of significant anticipated changes in hours or conditions in employment, the union shall have the right to seek discussions for mutually agreed upon adjustments in the compensation or working conditions of employees. Article 8 General Conditions 8.1 The Union shall be notified fourteen (14) days in advance of anticipated permanent major changes in working conditions and discussions shall be held thereon. The Union will have the opportunity to bargain any such changes upon written notice to the County. 8.2 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 County, shall at the written request of the Union be granted a leave of absence without pay. The leave of absence shall not exceed two (2) years, but it may be renewed or extended for a similar period at any time upon the written request of the Union. 8.3 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. 8.4 A non-exempt employee called into the office and required to work over -time which is not contiguous to the employee's regular work schedule, shall be entitled to a minimum of two (2) hours work Monday -Friday and three (3) hours on the weekend of pay for at the time -and -one-half rate. 8.5 When requested in advance with the Human Resources Labor Relations Unit, the County will allow use of available rooms for union meetings during non working hours. Article 9 Strikes and Lockouts Prohibited 9.1 The Parties hereto recognize that it is essential for health, safety and public welfare of the County that services to the public be without interruption and that the right to strike is forbidden by the Statutes of the State of Michigan. 9.2 Under no circumstances will the Union cause or authorize its members to take part in any strike, sit-down, stay -in, or slowdown. 9.3 The Employer agrees that it shall not lock out the employees covered by this agreement or supplemental agreements. Article 10 Representation and Fees and Dues 10.1 To the extent that the laws of the State of Michigan permit, it is agreed that: 10.2 Employees will be represented by the bargaining unit and may authorize the Employer, to deduct appropriate fees or dues to remit to the Union. 10.3 Upon written authorization from an employee, the Employer shall deduct from the wages, all fees and dues as are prescribed by the Union and/or this Agreement. Such employee and the Union hereby authorize the Employerto rely upon and to honor written certification by the Treasurer of the Union the amounts to be deducted. 10.4 All authorizations delivered to the Employer prior to the first day of the month shall become effective during that succeeding month. Monies will be deducted from the second paycheck of each month and shall be remitted together with an itemized statement to the Union local treasurer within 14 days after the deductions have been made. 7 10.5The written dues authorization shall automatically renew itself for successive yearly periods thereafter unless the employee gives written notice to the Employer and Union between December 15 and December 31 each year of the employee's desire to revoke same and in such event Union dues deductions shall cease. An employee shall also cease to be subject to dues deductions beginning the month immediately following the month in which the employee is no longer a member of the bargaining unit. In the event a refund is due to an employee for any sums deducted from wages paid to the Union, it shall be the responsibility of such employee to obtain the appropriate refund from the Union. 10.6 If there is an increase or decrease in the Union dues deductions, as determined and established by the Union, such changes shall become effective upon the second pay period following notice from the Union to the Employer of the new amount(s). 10.7 The Employer agrees to provide this service without charge to the Union. It is understood and agreed, that the provision for deduction of the dues is for the benefit of the employees requesting same, and the Employer is under no obligation to demand or request that employees authorize such deductions as a condition of employment. 10.8 ,The Employer shall advise the Union of all new hires within forty-five (45) days of the hire effective date. 1.0.9 The Employer shall not be liable to the Union by reason of the requirements of this Agreement for the remittance or payment of any sum other than that constituting actual deductions made from wages earned by employees. 10.10 The Union will, indemnify and save harmless the Employer from any and all claims, demands, suits and other liability by reason of action taken or not taken by the Employer for the purpose of complying with this Article. 10.11 Should there be a conflict between the dues authorization form signed by the employee and this Article of the labor contract, this Article shall be controlling. Article 11 Union Bulletin Boards 11.1 The Employer will provide conspicuous locations for secure locking style bulletin boards in the respective departments and locations, which may be used by the Union for posting notices bearing written approval of the Unit Chairperson on the following topics: 11.1.1 Notices of Union Meetings. 11.1.2 Notices of Union Elections and results of said Elections. 11.1.3 Notices of recreational, educational and social events. 11.2 The bulletin board shall not be used by the Union for disseminating propaganda and shall not be used by the Union for posting or distributing materials of a political nature. 1.1.3 The Employer will provide one (1) bulletin board in the Elections Division and one (1) in Legal/Vital Records., The location and number of additional bulletin boards will be addressed in Supplemental agreements. 11.4 The Union Representatives shall have use of County office equipment including but not limited to fax, e-mail and phones to communicate with the UAW Regional offices, UAW Local offices or other UAW Unit Chairpersons. Communication by e-mail to the membership is permitted for official Union business only (i.e. notice of membership meeting or notice of ratification meeting). Article 1.2 Change of Address 12.1 Employees shall notify the County of any change of address, 12.2 The County shall Furnish to the Local Union, on a quarterly basis, the Names and Addresses of all Employees covered by this Agreement. Article 13 Special Conferences 13.1 Special Conferences mutually agreed upon will be arranged between the President of Local 889 and the Director, Human Resources and Labor Relations or designated representative, for purposes of discussion of important matters. Such meetings shall be between up to three (3) representatives of the Employer (County Attendees will be identified and given to the Union within 48 hours of the special conference) and up to one (1) representative of the international Union, one (1) representative from the local Union and one (1) employee representative of the Union unless the Parties mutually agree to include additional persons. 13.2 Arrangements for such -Special Conferences shall be made in advance, in writing, and an agenda of the matters to be taken up at the meeting shall be presented at the time the conference is requested and agreed upon. Matters taken up in Special Conferences shall be confined to those included in the Agenda. W 13.3 A special corverence shall be scheduled within ten (10) working days after the request is made to be held at a future date mutually agreed upon. The Employer or Union, as the case may be, shall respond in writing to the other party within fifteen (15) working days following the special conference. 13.4 The members of the Union shall not lose pay for time spent in such Special Conferences. Article 14 Seniority 14.1 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 department. 14.2 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 Union every six (6) months or an employee is added or removed from the list. 14.3 An employee shall lose his/her seniority for the Following reasons: 14.3.1 If the employee resigns or retires; 14.3.2. If the employee is discharged, and not reinstated; 14.3.3 If the employee is absent from work for three (3) working clays, without properly notifying the Employer, unless a satisfactory reason is given; 14.3.4 If the employee does not return to work at the end of an approved leave; 14.3.5 If the employee does not return to work when recalled from a layoff. Article 15 Layoff, Recall and Transfers 15.1 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 within their classification in reverse order of their seniority, based on capability of performing available jobs, and shall be recalled in the order of their seniority within their classification. In order to avoid layoff an employee may displace lower seniority employees within the bargaining unit in equal or lower rated classifications provided they have the present ability to satisfactorily perform the available work within minimal orientation (within two weeks). 15.2 The County agrees to notify the Union 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. 1.5.3 Employees shall have the i ight to recall based on their seniority within their cldssification if a position becomes available. fi�7 15.4 If and when an employee is permanently transferred to another division in or out of the bargaining unit, the Unit Chairperson 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. 15.5 Superseniority. The Unit Chairperson and Steward(s) for the purpose of layoff and recalls to work following such layoff only, for the term of their office, shall be considered as having more seniority than any other employee within their functional unit. They shall be last to be laid off for lack of work or funds from their unit and the first to be recalled to work in their unit following such layoff providing they have the then present ability to satisfactorily perform the available work in such area without additional training. Article 16 Job Postings 16.1 Examinations for classifications covered by this contract shall be announced with a definite announced period for the acceptance of applications. 16.2 The last date for the acceptance of applications shall be clearly stated on the official examination announcement and in the official newspaper announcement of the examination. There will be no newspaper announcement for promotional examinations. 16.3 This filing period shall be at least seven calendar days. 16.4 Applications must be received at the County Human Resources Department before 5:00 p.m, on the announced last date for filing applications, be electronically submitted with confirmation or be postmarked on or before that date in order to be accepted. Article 17 Temporary Assignment 17.1 Temporary assignments are made at the discretion of the Employer in order to ensure orderly performance and continuity of services. A regular employee temporarily assigned to a higher job classification for a period in excess of fifteen (15) consecutive working days will receive the minimum rate of the higher classification or one increment added to their current salary, whichever is greater. The employee temporarily assigned must have the current ability to do the available work and meet the minimum qualifications of the higher classification. 17.2 The employee temporarily assigned shall be eligible for increments until the maximum salary for the temporary assignment is reached. Payment for such temporary assignment must be authorized in writing by the Department Head and approved by the Director, Human Resources and Labor Relations before the salary adjustment is made. 11 17.3 The table set forth in Appendix A, Wages and Wage Increments_, shall be utilized to approve or disapprove increments pursuant to this provision. Article 18 Performance Appraisal 18.1 An employee may receive an annual performance appraisal from their immediate supervisor. Such appraisal shall be on the form listed in the appendix. No other appraisals or surveys will take place without an opportunity for review and discussion with the Union. Article 19 Procedure for Individual Compensation Review 19.1 If, in the opinion of an employee, the duties and responsibilities of that employee have evolved to a state that the compensation the employee currently holds is not reflective of the current job duties, then the employee may apply for an individual compensation review (ICR) as follows: 19.1.1 The employee shall make a request for an ICR, in writing, to the Human Resources Department with copies to the Unit Chairperson and to the Department Head. 19.1.2 Contained in the written request must be the following: 19.1.3 The current compensation the employee holds; title, or compensation level, in the Collective Bargaining Agreement to which the employee feels he/she is entitled; and, supporting documents and reasons why the employee feels the new change in compensation is warranted. 19.2 The Human Resources Department shall begin its investigation of any request for compensation review submitted pursuant to this Article of the Collective Bargaining Agreement within sixty (60) working days after receipt by the Human Resources Department. The Human Resources Department will, within sixty (60) working days following the commencement of the investigation, complete the investigation and provide a written recommendation. 19.3 The employee requesting the ICR will have the opportunity to respond to the written recommendation in writing or request a meeting with the Human Resources Department in order to provide additional information. Present at this meeting, if requested, shall be the Unit Chairperson, a designee from the local Union, the employee requesting the ICR, the Department Head and/or designee, and a representative from the Human Resources Department. Within thirty (30) working days of the aforementioned written recommendation or meeting date, if applicable, the Director — Human Resources will state the determination in writing to the employee and to the Unit Chairperson. 12 19.4 Should the Union be dissatisfied with the result of this procedure; the Union may request a Special Conference under this Agreement. There shall be no appeal to the Grievance Procedure. 19.5 Upon completion of the ICR process, no request for an ICR shall be processed from the same employee for a period of one (1) year unless additional duties or responsibilities are assigned to the employee. Article 20 Discipline and Discharge 20.1 Discipline: Should circumstances warrant, a non -probationary employee may be disciplined for just cause. Examples of offenses for which employees may be disciplined include but are not limited to: 20.1.1 Conduct or performance on the job which indicates a lack of ability to adequately perform the duties of the position or classification held by the employee. 2.0.1.2 Conduct or performance on thejob which indicates a failure to produce the quality of work the position or classification requires. 20.1.3 Conduct or performance on the job which indicates a failure to produce the quantity of work the position or classification requires. 20,1.4 Conduct or performance on the job which demonstrates insubordination, which is defined as a refusal to follow appropriate written or oral procedures, instructions, or directions from a supervisory employee or department head. 20.1.5 The solicitation or acceptance of money or anything of value to influence the decisions of an employee in public matters or as a reward for such decisions. 20.1.6 Being under the influence of alcohol, narcotics or any other controlled substance while on the job. 20.1.7 Conduct or performance on the job which demonstrates a deliberate attempt to cause poor morale or disrespect among County employees by actions or attitude on the job. Except that, communications relating to the Union amongst employees covered by this agreement shall not be subject to this provision. 20.1.8 Verbal or physical abuse, or improper treatment of an inmate, employee, patient or client of any County institution or department. 20.1.9 Habitual or excessive tardiness in reporting for scheduled working hours. 20.1.10Being absent from a scheduled work assignment during working hours without permission from an authorized supervisory employee or department head. 20.1.11Stealing, misappropriation or conversion of County property or the property of other employees or inmates, patients or clients of any County institution or department. 20.1.12The willful violation of any reasonable Departmental or County rule or regulation which has been adopted in written form and is known, or reasonably should be known, to the employees involved. 20.1.13Has engaged in political activities restricted under Section VI, Subdivision L of the Merit System Resolution and Rule 19 of these Merit System Rules. 13 20.1.14 Has willfully failed to pay personal bills to the point that creditors garnishee the wages or salary of a County employee and cause a burden on the County. 20.1,15 Personal appearance or lack of cleanliness while on the job which exhibits symptoms of lack of hygiene and bringing unpleasantness to clients of the County or other County employees. 20.1.16 Reporting for a scheduled work assignment in clothing or other aspects contributing to appearance, which an authorized supervisory employee or department head has reasonably advised the employee is not acceptable or appropriate for the work assignment or duties performed by that employee. 20.1.17 Have been convicted of a felony. 20.1.18 Has been convicted of a misdemeanor involving moral turpitude or casting doubt on the employee's ability to properly perform his or her job. 20.1.19 Assigning overtime to oneself or to other employees without proper approvals in accordance with County overtime procedures and/or knowingly working overtime and incurring costs for the County where .such overtime was not assigned or approved in accordance with County overtime procedures. 20.1.20 Unlawful manufacture, distribution, dispensing, possession or use of a controlled substance in the workplace, 20.1.21 Failure to notify authorized supervisory employee or department head of any criminal drug statute conviction for a violation occurring in the workplace within five days after such conviction. 20.1.22 Engaging in any act of violence or threats or other violations of the Oakland County Workplace Violence Policy. 20.2 Disciplinary actions or measures may include, but are not limited to, the following: oral reprimand, written reprimand, suspension or discharge. 20.3 Employees in the bargaining unit shall be entitled to their right to representation at an interview, meeting or during an investigation that the employee reasonably believes could result in disciplinary action or discharge. 20.4 If the Employer feels there is just cause for disciplinary action, the employee and his/her Unit Chairperson will be notified in writing that the employee has been so disciplined. Such notification shall contain the charge(s) against the employee. 20.4.1 Any disciplinary action or measures imposed upon an employee may be processed as a grievance through the regular grievance procedure as provided for in this Agreement. The Union shall have the sole right to take a suspension and/or discharge as a grievance at the 3'd Step of the Grievance Procedure, and the matter shall be handled in accordance with this procedure. 20.4.2 If the Employer has reason to reprimand an employee, when possible it shall be done in a manner that will not embarrass the employee before other employees or the public. 14 20.4.3 Records of disciplinary action other than suspensions shall remain in the employee's personnel file for a period of one year, unless, prior to the end of said one-year period, the employee is disciplined for a similar incident. In such case, the records of both disciplinary actions shall be maintained in the employee's personnel file for an additional six months, or a total of one and a half years for each incident based upon the date of occurrence. Suspensions will remain in the file indefinitely. Article 21 Grievance Procedure 21.1 The Parties intend that the grievance procedure as set forth herein shall serve as a means for a peaceful settlement of all disputes, including use of the Personnel Appeal Board, that may arise between them concerning the interpretation or operation of this Agreement without any interruption or disturbance of the normal operation of the Employers affairs. 21.2 Any employee having a grievance in connection with his/her employment must present it to the Employer within fifteen (15) days after occurrence of alleged grievance as follows: 21.2.1 Step 1 •verbal:The employee must first discuss the specific. grievance with his/her immediate Supervisor. A Steward shall be present at this meeting.,; otherwise, the complaint shall not be considered a formal grievance, as outlined in this Article. The immediate Supervisor shall attempt to adjust the matter consistent with the terms of this Agreement as soon as possible, and shall, within five (5) days give a verbal answer to the employee. 21.2..2 Step 2 - Written Department Head: If the grievance is not settled at the verbal step, a written grievance may be filed by the Unit Chairperson or designee with the employee's Department Head within ten (10) days after the immediate Supervisor's response at Step 1. When a grievance is reduced to writing, it shall contain the name, position and department of the grievant, a clear and concise statement of the grievance, the issue involved, the relief sought, the date the incident or violation took place, the specific section(s) of the Agreement alleged to have been violated, the signature of the grievant, the signature of the Unit Chairperson or designee and the date the grievance is reduced to writing. Inadvertent omission of minor information will not prejudice the processing of the grievance. 21.2.3 A meeting shall be held between the Parties within ten (10) days, unless mutually waived in writing. Within five (5) days after the completion of the meeting, or the waiver thereof, the Department Head shall give a written answer to the Unit Chairperson or designee. 15 2.1.2.4 STEP 3 — Manager, Labor Relations: If the grievance is not settled in Step 2, such a grievance may be submitted by the Unit Chairperson or designee to the Director - Human Resources, with a courtesy copy to the Department Head, within ten (10) days after the Department Head's written response has been received by the Unit Chairperson or designee. A grievance number shall be assigned when the grievance is submitted to Labor Relations. 21.2.5 The Unit Chairperson or designee must make a request in writing to conduct a Step 3 grievance meeting and the Parties shall conduct a Step 3 meeting within twenty (20) days of the receipt of the Unit Chairperson's written request. The Union representatives at said meeting may include, at the Union's discretion, the Unit Chairperson or designee, the grievant, the Steward and a UAW Representative. In addition, a witness(es) may be in attendance if deemed necessary by both Parties. 21.2.6 The decision of the Manager -Labor Relations or designee shall be given in writing to the Unit Chairperson within ten (10 days of the completion of the Step 3 meeting). 21.2.7 Personnel Appeal Board: In all matters of discipline, the Union may elect to appeal a grievance denial in Step 3 to the Oakland County Personnel Appeal Board (PAB). Notice of an appeal to the PAB must be provided to the Manager of Labor Relations within ten (10) days after the Union's receipt of Step 3 decision. The PAB's rules shall apply in such hearing. 21.2.8 In cases of a suspension greater than five (5) days or discharge only, if either the Union orthe County disagree with the ruling of the Personnel Appeal Board, either party may appeal the dispute to arbitration pursuant to the procedures set forth in Step 4 below. Such appeal must be served upon the other party in writing within five (5) days after the parry's receipt of a written decision of the PAB. 21.2.9 If the employer appeals a discharge ruling of the PAB, the County will not contest unemployment compensation and restore health care from the date of the PAB decision until such time as the Arbitrator issues their decision on the appeal. 16 21.2.10 STEP 4: Arbitration: If the grievance is not resolved at Step 3, the Unit Chairperson or designee has thirty (30) days, (except as stated above for suspension and discharge cases, appealed from a PAB ruling), from the receipt of the Step 3 answer to file a Notice of Intent to Arbitrate, by sending a letter to the Director — Human Resources. The Notice of Intent to Arbitrate shall identify the name of the Arbitrator selected by the procedure set forth below. If the Unit Chairperson or designee fails to request arbitration within this time limit, the grievance shall be deemed not eligible to go to arbitration. 21.2.11 if the Parties agree to resolve the grievance, its disposition shall be reduced to writing and signed by both the Union representatives and Employer representatives. 21.2.12 Selection of the Arbitrator: Within thirty (30) days of the receipt of the written demand for arbitration, the party seeking arbitration shall notify one of the arbitrators from the permanent panel of arbitrators who are listed below. Selection shall be made on a rotation basis with the arbitrator listed first as the one who will hear the first case. The next arbitrator on the list will hearthe second case and so on until each arbitrator shall have heard a case, Once the list has been exhausted, the Parties will go back to the beginning of the list and start the selection process over with the first name on the list. The Arbitrators are as follows: 1. Paul Glendon 2. Mario Chiesa 3. Mark Glazer 4. Benjamin Wolkinson 21.2.12 An arbitrator may be removed from the list by written consent of both parties during the life of the Agreement. Upon such removal, no further cases will be assigned to that arbitrator, but the arbitrator will hear and decide any cases already assigned to him/her. Within thirty (30) days after such removal, the Parties shall meet and mutually agree upon another arbitrator to replace the arbitrator removed. The newly selected arbitrator will be placed on the list in the numbered position of the arbitrator he/she replaces. An arbitrator may remove himself/herself from the list at any time. 21.2.13 The Party seeking arbitration shall notify the arbitrator within ten (10) days of his/her selection and begin to arrange the scheduling of the arbitral hearing. 21.2.14 Upon mutual written agreement of the Parties, an arbitrator may hear more than one case. 21.2.15 Authority of the Arbitrator: All arbitration hearings shall be governed by the rules of the Michigan Employment Relations Commission (MERC) to the extent that those rules are not inconsistent with this agreement. 17 21.2.16 Any arbitrator selected shall have only the functions and authority set forth herein. The scope and extent of the jurisdiction of the arbitrator shall be limited to those grievances arising out of and pertaining to the respective rights of the Parties within the terms of this Agreement. The arbitrator shall be without power or authority to make any decision contrary to or inconsistent within any way, the terms of this Agreement or of applicable laws or rules or regulations having the force and effect of law. The arbitrator shall be without power to modify or vary in any way the terms of this Agreement. 21.2.17 The arbitrator shall have no power to establish or modify job classifications, to establish wage rates, or to change any existing wage rate, work schedule, or assignment, except for grievances arising out of the Wage Rates for New Classifications article. 21.2.18 In the event a grievance is submitted to an arbitrator and the arbitrator finds that he/she has no jurisdiction to rule on such grievance, it shall be referred back to the Parties without an answer or recommendation on the merits of the grievance. 21.2.19 To the extent that the laws of the State of Michigan permit, it is agreed that any arbitrator's decision shall be final and binding on the Union and its members, the employee or employees involved, and the Employer. 21.2.20 The decision of the arbitrator shall be in writing and due within thirty (30) days of the close of the hearing. This time limit may be waived by mutual written consent of the Parties. 21.2.21 The fees and approved expenses of an arbitrator will be split equally by both parties. 21.3 General Conditions: 21.3.1 Withdrawal of Grievances: A grievance may be withdrawn and, if so withdrawn, all financial liability shall be cancelled. In the event, however, UAW International Executive Board reinstates a grievance it is in agreement that the grievance shall be reinstated. If the grievance is reinstated, the financial responsibility shall date only from the date of reinstatement. If the grievance is not reinstated within twenty (20) days from the date of withdrawal, the grievance shall not be reinstated. 21.3.2 Computation of Back Wages: All claims for back wages shall be limited to the amount of wages that the employee would otherwise have earned less any unemployment compensation and other interim earnings of compensation received for employment obtained subsequent to removal from the payroll of the Employer. 21.3.3 Time of Appeals: Any grievance not appealed within the time specified in the step of the Grievance Procedure, shall be considered settled and not subject to further review. 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 Union may appeal the grievance to the next step with the time limit for exercising said appeal, commencing with the expiration date of the Employer's period for answer. 21.3.4 Nothing contained herein shall be deemed to abrogate or limit the rights guaranteed by existing statutes or court decisions. 21.3.S Time limits may be extended or shortened by mutual written consent of the Parties. 21.3.6 All references to days as they pertain to the Grievance Procedure shall mean "working days". They do not include Saturdays, Sundays and designated holidays. 21.3.7 Records, reports and other relevant information pertaining to a grievance which are requested by the Union shall be made available within five (5) days (if easily retrievable by the County) for Inspection and copying by the Union, provided the proper representative of the Union makes a request for the specific document referenced above and, if applicable, the affected employee has authorized, in writing, the release of said information. 21.3.8 Nothing in these grievance and arbitration procedures shall limit the rights of employees to pursue statutory claims for violation of law with private counsel. Article 22 Wage Rates for New Classifications 22.1 When a new classification is established by the Oakland County Human Resources Department that is to be placed in the bargaining unit, the Employer shall place the new classification in the Wage Schedule that is found in the respective Bargaining Unit's Supplement to this Agreement. If the Union does not agree with the Wage Schedule that was assigned by the Employer, the Union may submit the assignment of the Wage Schedule to the Grievance Procedure at the Third Step. Article 23 Wage and Increment Schedule 23.1 Bargaining Unit Wage and Increment Schedules are attached to their respective Supplement and are part of this Agreement. 19 Wages and Wage Increment Schedule 1. WAGES: Chief Deputy County Clerk Chief Deputy Register 125 Iof Deeds I�Director Elections 127 {Elections Specialist 11J (!'Micrographic Equipment Operator Supervisor WAGE INCREMENTS 39,931 103,993 108,055 112,117 75,902 1 79,586 83,271 86,955 190,640 94,324 98,009 101,694 83,682 87,744 91,806 95,868 99,931 103,993 108,O55 112,117 56,639 59,388 62,138 64,887 67,637 70,386 73,136 75,885 114 44,378 46,532 48,687 50,841 52.995 55,150 57,304 59,458 Office Supervisor 1 113 42,265 144,317 46,368 48,420 50,472 52,523 .54,575 56,627 Office Supervisor II 11.7 51,373 53,867 56,361 58,855 61,349 63,843 66,336 68,830 (Supervisor County Clerk 121 62,444 65,476 68,507 71,538 74,570 77,601 80,632 83,664 Supervisor County Clerk 117 51,373 53,867 56,361 58,855 61,349 63,843 66,336 68,830 Vital Records lSupervisor Register of 121 62,444 65,476 68,507 71,538 74,570 77,601 80,632 83,664 (Deeds 2. The foregoing schedule shall be effective the first pay period after ratification and approval of the Board of Commissioners. 3. After ratification, current employees will be moved to the next highest step that gives them an increase, plus one more step. a. Exceptions will be the current employees in the following classifications which will be placed on Step 7: i. Chief Deputy County Clerk il. Chief Deputy of Register of Deeds iii Director of Elections Iv. Election Specialist 27 Article 24 Eligibility for Employee Benefits 24.1 Unless otherwise noted below, all employees and their eligible dependents shall become eligible for employee benefits beginning the first day of the month following their date of hire. Except that, an employee hire date after the 15' of the month shall become eligible for benefits on the first day of the second month following their date of hire. Article 25 Adoption By Reference of Relevant Resolutions and Personnel Policies 25.1 All resolutions which have been passed by the Oakland County Board of Commissioners on or before the adoption of this agreement, relating to the working conditions and compensation of the employees covered by this Agreement are incorporated herein by reference and made a part hereof to the same extent as if they were specifically set forth, except as provided and amended by this Agreement. 25.2 The Union shall receive notice and an opportunity for discussion before any new policies adopted by the Board of Commissioners are applied to the members of the bargaining unit. 25.3 All other benefits and rules provided for in the Oakland County Merit System, which incorporates the Oakland County Employee Handbook, that are not specifically set forth in this agreement are made a part hereof to the same extent as if they were specifically set forth, except as provided and amended by this Agreement. In the event of a conflict between the Oakland County Merit System Rules and policies and this contract, this contract shall prevail. 25.4 This shall include but not limited to: 25.4.1 Annual Leave 25.4.2 Death Leave: 5 days of leave will be granted for the death of a spouse and/or partner, parent or guardian or child. Death Leave for other relatives will be referenced in the Oakland County Merit Rules. 25.4.3 Family Leave 25.4.4 Hours of Work 25.4.5 Court Appearance/Jury Duty 25.4.6 Legal Holidays/Floating Holiday 25.4.7 Leave with Absence without Pay 25.4.8 Parental Leave 25.4.9 Personal Leave 25.4.10 Political Activities 25.4.11 Sick Leave Reserve 25.4.12 Tuition Reimbursement: Amount determined below 25.4.13 Work Connect Injury or Illness 20 25.4.14 Length of County Service 25.4.15 Longevity Article 26 Employee Benefits 26.1 Medical and Insurance Benefits: Except as set forth below there will be no changes to current benefit levels through September 30, 2024. 26.1.1 The County may change carriers and plans as long as the benefits are comparable. 26.1.2 The County will not make any changes in the insurance programs that will result in bargaining unit employees having increased costs for employee contribution, co -pays, co-insurance and deductibles over current levels (as of November 1, 2020) of more than $1,000 total over the term of the agreement. Any agreed amount changes resulting in an increase in costs will not occur prior to January 1, 2022, 26.2 The Union also agrees to participate in the Employee Benefits Task Force by providing two employees within the bargaining unit, one will be the primary and another designee. This task force will begin in January 2021. 26.3 The relevant Benefit Guides are attached (see Appendix) and the Plan Documents are incorporated herein by reference to the same extent as if they were specifically set forth, except as provided and amended by this agreement. 26.3.1 Included but not limited to: 26.3.2 Dental Insurance 26.3.3 Employer paid disability 26.3.4 Employee Assistance Program 26.3.5 Flexible Spending Accounts 26.3.6 Health Insurance 26.3.7 Hearing benefit: Please note this is offered through Hartford as an added benefit, there is no guarantee that this can be offered through another carrier. 26.3.8 Employer Paid Life Insurance 26.3.9 Optional Supplement Life Insurance 26.3.10 Vision Insurance 26.4 Wellness: The County agrees to increase the annual payment for an annual physical from $100 to $150. 26.5 Annual Leave Buy Back: The County will follow the resolution set by the Board of Commissioners in August 2020. 21 26.6 Retirement: 26.6.1 The County will raise the match within the 457(b) plan from $500 to $1,500 per year. 26.6.2 The County agrees that any changes made to retirement benefits with both the DB and DC for unrepresented County employees and union represented County employees, but not to include Oakland County Deputy Sheriff's Act 312 or interest arbitration eligible bargaining units, will also be made for employees in this bargaining unit, 26.7 Tuition: The current reimbursement maximum shall be $1,400 per semester and $4,200 annually. Should the amount be raised by the Board of Commissioners such increases will also be made to employees in this bargaining unit. Parameters concerning the tuition benefit are referenced in the Oakland County Merit Rules. Article 27 Hazard Pay 27.1 State of Emergency; In the event of a declared State of Emergency where the public is ordered to remain home by either the Governor, County Executive or County Health Officer, those employees deemed "essential" and exempted from the provisions of the "stay home" order may receive Hazard Pay for time spent at their worksite. 27.2 Should the county pay Hazard Pay to its employees, it shall be paid in an amount determined by the Board of Commissioners. 27.3 Payments shall cease the pay period following the termination of the "stay home" order. Article 28 Social Security and Medicare 28.1 The Employeragrees to provide Social Security and Medicare coverage to employees who are subject to mandatory withholding under federal law and to employees whose position require coverage under a Section 218 agreement between the State and the Social Security Administration. 22 Article 29 Reimbursement for Mileage Expenses 29.1 Employees shall have the option of using a county pool vehicle when conducting county business. 29.2 Employees electing not to use a county pool vehicle, shall be reimbursed for mileage expenses in accordance with the County's established procedures. 29.3 Employees who use their personal vehicle for County business shall be reimbursed at the IRS federal standard mileage rate for all miles driven in County service. Article 30 Retiree Insurance 30.1. Bargaining unit employees shall be eligible for the current retiree insurance and retirement health savings plan as set forth in the current rules. Eligibility for these programs shall extend beyond the expiration date of this agreement for employees covered by this agreement provided it is understood between the parties that the County shall have the right to change insurance carriers and plans for retirees so long as the benefits remain comparable. Article 31 Emergency, Inclement Weather, Facility Closures 31.1 Weather Emergency Employees who are unable to report to work on their regularly scheduled shift because of severe weather or other conditions which interfere with access to their work sites may use accumulated paid leave to cover their absences. Employees who do not have sufficient accumulated leave to cover their absences will not be paid for the time absent. 31.2 Facility Closure If a situation arises that causes facilities to close, the employee shall be paid for their regularly scheduled work shift. 23 Article 32 Training and Certifications 32.1 Employees who have attained or are completing professional certifications in their field, shall be entitled to complete the necessary requirements to maintain those certifications. 32.2 The Employer shall pay for conference registration, session fees and necessary travel to maintain or acquire the professional certification. 32.3 The Employer shall pay for required trainings and related travel that are necessary for the performance of an employee's job duties. 32.4 Any expenditure set forth in the sections above shall be subject to prior written approval by the department director or his/her designee before such expenditures are incurred, but such approval shall not be unreasonably withheld and it is understood that a maintenance of job related certifications is encouraged and desired by the County. Article 33 Casual Days 33.1 All employees shall be provided the ability to dress casually with the approval of their supervisor, but such approval shall not be unreasonably withheld, as long as the Employer casual dress code is observed. Employees are to be mindful of the activities of the day and dress appropriately for each activity. Article 34 Remote Work Study Group 34.1 The County agrees to form an employee task force to study and provide recommendations on remote work practices to be implemented once the COVID-19 pandemic is no longer deemed a public health crisis. The Union may designate a member of this bargaining unit as a representative to serve on the task force, along with representatives of other County bargaining units and non -represented employees. Article 35 Termination or Modification 35.1 This Agreement, including its appendices, shall remain in full force and effect until midnight, September 30, 2024. 35.2 If either party wishes to terminate or modify the Agreement, said party shall provide written notice to the other party to the effect. Said notice shall be made no longer than one hundred twenty (120) days prior to the termination date in Section 35.1, above. If neither party gives a notice of termination or modification, or if each party giving notice 24 of termination or modification withdraws said notice prior to the termination date in Section 35.1, above, this Agreement shall continue in full force and effect from year to year thereafter, subject to timely notice of termination or modification by eizher party in subsequent year(s) of an extended Agreement. 35.3 Notice of termination or modification shall be made in writing and shall be sent by Certified Mail. If said notice is made to the Union, it shall be sent to UAW Region 1, 27800 George Merrell Drive, Warren, Michigan 48092; if said notice is made to the County, it shall be sent to Oakland County, Director - Human Resources and Labor Relations, 2100 Pontiac Lake Rd, Waterford, MI 48328; address changes shall be made available to the other party, where applicable. 35.4 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 thejurisdiction of the County of Oakland. 35.5 Article 30, Retiree Insurance, is not subject to the termination date in Section 35.1, above. The termination of this agreement shall not act as a termination of the insurance benefits of current retirees, who's benefits shall remain subject to the conditions set forth in Article 30. 25 Signatures In witness whereof, the County of Oakland and its Office of the County Executive, by its Director, Human Resources and Labor Relations Department, and representatives, UAW, Local 889/ on behalf of its represented employees, hereby cause this Agreement and Appendices to be executed. FOR THE UNION: FOR THE EMPLOYER: J��~,_� VAvvRegion�| /|oze ~ / ' � /��./~ \.- ~ UAW Local 889, T"Wce-PresWent IUAel Unit i Chairperson, Board of Commissioners Director, Human Resources 26 4. Employees will continue to receive a merit step increase for the remainder of the FYE 2021 and future years upon an acceptable review from their supervisor. S. Should a supervisor fail to provide a review in time for an Employee's Merit review date the employee will automatically move to the next step. 6. Under the sole discretion of the supervisor, employees may move up more than one step with appropriate justification from the supervisor (this decision shall not be reviewable under the grievance and arbitration procedures). 7. The County has the authority to place new hires in any step within the classification taking into consideration job experience and other factors requiring a new hire to start above the base salary. 8. A 1% equity adjustmentwill be madeto all current members of the bargaining unit upon ratification of this contract based on current regular annual salary. 9. October 1, 2021: 1% general salary increase and a me too based on non -represented annual general salary increases. 10. October 1, 2022: 1% general salary increase and a me too based on non -represented annual general salary increases. 11. October 1, 2023: 1% general salary increase and a me too based on non -represented annual general salary increases. 28 Appendix B 29 APPENDIX B IMPORTANT NOTE Th)s 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. Everyeffort 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 SPD 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 henefits 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. AVAILABLE TO ALL AVAILABLE TO ALL ,AVAILABLE TO ALL AVAILABLE TO ALL ONLY AVAILABLETO EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES CURRENTLY ENROLLED PPOI PP02 PP03 HMO TRADITIONAL BENEFPCs ASR Health Benefits Blue Cross/Blue Shield ASR Health Benefits Health Alliance Plan Blue Gross/Blue Shield PRO Community Blue (HAP) Traditional Plan (BOBS) Plan wwa'.vcrkealtbhenctii.epm W..BCBSTLcmn sww.asrhealibberodhs.nr www.11AP-ore nwa'.B(33"Login Employee Bi-IVeekly Contributions $32 / S65 / $75 S42 / $70 / $85 $16 / S35 / $45 $32 / $65 / $75 S52 / $89 / S94 NO COVERAGE Option Refer to the 2020 Your Tout Compensation Statement far(Ea mmes) amount. Nebvork(s) HAP Alliance Health &Life Blue Cross/Blne Shield HAP Alliance Health &Lfe Ilcaldt Alkaoce PI. Bloc Cross/Blue Shield FPO/ Physicians Cote/ PPO i Phyxlciaus Co. mmo CIGNA / Multiplan CIGNA / Muldolan Deductible(s) $200 per petsoni$400 per family $ 100 per, porsoN$200 per $250 per persuNS500 per No Deductible S200pe, puxon/$460par per caaxll)'.r fyttily pet. cdlCnd'dl'car family percaleiddryear f<mdy m, calcndary'Car Coinsurance 0% for most 6enitea; IO%after 10% after deductible as 20% after dedoodble as No Comsuraec 10% after deductible as deduedbleasaoted. noted. 50%far private dury Doted, 5096 after deduviblo far noted. 25% for private duty oarsu+a private data nursing oursue, Coinsurance Maximum S1,000 Per pemoNfaouly per S500perpvn;.$I,000 per $1,000 perpersmil$2,000 Not Applicable $1,000 per penoNfamlly caleodaryear, frvilyperealeadaryear. per family per calendar year per calendar year, I LNP.ATIENT HOSPITAL CARE GeneralComitions 100%. 90% after deductible- 80%after dednctibW 100%, f00°4' Se.b.pri'm. DNg. lntcncive Care la Bariatrie Copay: $1,000 Meals H,epital EqW rum rh Speaal Dicta Nurslnn Care OUTPATIENT HOSPITAL CARE Pncfgency Room Care $100 Copay j$100 cepay I$100 copal'. dcAuctiblc and mpay $I00 Copay Accidental Inimiec coinsurance may also anuly for IS100 30 BENEFITS h4edicnl Emng,nnics I PhysiaA Therapy EMPLOYEES PPOI ASR Health Benefits wwu• asrhealtbi- efib ti m Copay waived for accidental injury 0r if admitted 10096° .AV.AILABLE TO ALL EMPLOYEES PP02 Blue Cross/Blue Shield PTO Community Blue Plan www,BCBS➢I V.-I Copay waived for aooidental injury or if admitted 90%after deduotlble" 60 combined visits per calendar Year. I URGENT CARE Urgent Cmv Vtsot 1 $20 ..pay I S20 Copay I PREY ENTATIV E CARE SERV IC ES - RouhncHealthTImmonanee MIN.- t00%- Eemo - includes chest,mv, EKG, cholesterol soccning and other select lab procedures I Routine Physical 100°1." 100%" Routing Gyaecologioal lot)%* 10W Exam Routiuc Pap Smear Wov,;- t00%` Sereenmg - laboratory and pathol00%y services Nall -Baby Child Cam 100%. t00%- Visirs Ploncovers 8 visits(binh • 6 visits, birth through 12 through 12 months). monde • 6 visits, 13 months through 23 months • 6 visits, 24 months ducugh 35 months • 2 visits, 36 months duongh 47 months • Visits beyond 47 months are flirted to one per member per calandarvcar tihIPLOY_EES PP03 ASR Health Benefits wow.xsrhealdthenefi[s,c�m soma seances. Copay waived for accide oal btjvry m if admitted 80"36 of tr deav<tiblg" I S20 Copay NOW (00%, t00%'• 100W 1000/6* EMPLOYEES TIMO Health Alliance Plan (IIAP) wmw,HAPtgr Copay waived it .domed tosil Includes Speech Therapy aid Occupational Theapy Up to 60 consecutive visits per benefit poriod May bo ,endured at Lame. $20 anpav t00%- 1OW IOOPo' 1f10".6• ONLY.AV.AILABLE TO EMPLOVE.ES CURRENTLY ENROLLED TRADITIONAL Blue Cross/Blue Shield Traditional Plan (BC/BS) wmv. E.C'RShi.com Copay waived toracetdsmt o injury or if.chrr=d 90% after deduchble" 60 combmad or consecutive visits per calendar year 190%after deduchblo" ; 100°/n' I t00%" 100%' 100 %° lGo%* t00%" No hnuts on number oFvlsits Plan covem 8 visits(birtt through 12 months). 31, AVAILABLE TOALL AVAILABLE TO ALL - AVAILABLE TO ALL AVAILABLE TO ALI, ONLY kVAII.ABLC'fll EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES CURRENTLY ENROLLED PPOI PP02 PP03 M40 TRADITIONAL BENEFITS ASR Health Benefits Blue Cross/Blue Shield ASR Health BeeeRt< Health Alliance Plan Blue Cross/Blue Shield PPO Community Blue (HAP) Traditional Plan (BCBS) Plan nnv_o•a.rhenhhbenufirz.ce>_n wenc.BC'BSM.com - - n•wev.asrhea!thbenefit coin --- - _ay.DAftote www.B('BSM.com tder thenealdi m min ltenmffe eea", benefit ndultand C uld'nocd 100%* 100%" 100%. 100% 100%* Pn:vumtive Scrvics and Innnnu.damsas teeommemded by the UEPSTC, ACIR HRSA or cthersourees ac iecoguiaed by BCBSbI, ASR and l iAP Jew are m cmnplu tee with dea provisions of l e Patient Pyotuedon and Affardable Care Act Rmnine Feel OcnJ[Blood 100°6* 100%* ]00%' 100%' 100%* RoutineFleuble If0%+ I00°.d° IUO4b* 100%. 100%* Sipmoidamcpv Fs:ms Il patine Prostate Specific 100%" 100%* 10096* 100%, 10096* Anticen (MA) Sorocninq Routine Mammognun and W.A. WOW 100%* It10%* Related Rending NOTE: Subsequent medically NOTE: Muiically necessary NOTE: Subsequeotmed,.dly necessary mwumograms uumuougrvus we subject w necessary mamueonrwas performed daring the same your deducttble and pecent performed during the same calendar yemwe subject to coinwaaue, calendar year are subject to your deductible and pet cent vow deductible and pet cent coinsurance cmesmnacc Colonoscopy— Routine or 100%* 100%* 100W 1110%* 300%* Nceesswy NOTE: Subsequent NOTE: Subsequent NOTE: Subsequent .Med,,w1y colonoscoptes perfmmud oolanownpiesperformed colonascopies performed dating the smue calendar year during the same calcndw ycae dwmg the same caendw year we subject to your deductible arc subja;t to your dednotible are subject to your deductible and percent coinsurance, and percent coursurancc. and percent coinsurance. MENYA1.HEALTHCARE 7npabent Mental Health 1 100%. 90% they deducbble* SO% after deductible* t00V 100%* Out anent Mental Health $20ro paY 9o% after d<ductible* Re. S20 copay S20 cup, t00%* Its Visits $20 racy 32 AVAILAHWa TO ALI, AVAILAHLD1OALL .AV.AI LAHLK 10 ALI_ AVAII.AHLETOAI.L ONLY AVAILARLETO EMPLOYEES EMPLOYEES FMPLOYEES F11PI,OYEES EMPLOYEES CURRENTLY ENROLLED PPO1 PP02 PP03 HMO TRADITIONAL BENEPITS ASR Health Benefits BlueCross/Blue Shield ASR Health Benefits health Alliance Plan Blue Cross/Blue Shield PPO Community Blue (I1AP) Traditional Plan(BC/BS) Plan wwa.asrh Nthbenefts,... rvww.RCBSM.com w.atv.asrha:dthbenefim min, to w.RAP.oi� vww.BCIISAI.onu Inpatient Subsunce Abuse l00%* 90:o after deducnblz SO%afterdedudible* IOU°oa 100-ll" Gore Chemical Dependency Outpatient Subsrmce Abruz $20 copay 90%rubo deductible" S20,.pay 520 copay 100%b Care Chemical Dependency Office visit 520 cop, In approved facilaizs only I SPECLAL HOSPITAL PRCGRAMS _ Hospice Care 100%` 100%* 86% after deductible' C vocdup to 210 days per I 100%ofappo.>od amount hfenmc Specified Hwnan Organ 100°As 90%te t00%* 80%aftordeduetible" Coyered accmrimg to plao in approved fanhbes Transplants Covzred according to plant mudelmes. 1100°% euidelincs. MEDICAL AND SURGICAL CARE- Smgery 100911` 90%afterdeducuble* 80%afterdeductiblo* 100%, 100%'* Voluntary,-cood*wgical Voluntary scaond swgiaa! opinion, $20 eouav, opinion on certain se eerias. Technical Smgsal Assist 100%* 905'° aftx deducnble* 80%after deductible* ld0%* 100%* Anesthesia t00%* 908o after deductible' 80% after deductiblO 100%* 1001%' I Malernty Cue Delivery 100%* 90% after deovodble° 80% altu deductible" 100%° 100%r pru-and pest -Natal Cara 100%. 100°%* 100%face-0 pre -natal visits. 100%p""nal visits+ 100%pm-natal vu¢s otLe"isc 80%after $20 opay post -natal visits 90%after deductible posl- dednedble* natal visits( I Inpatient MMmal Care (UO"i°' 90% after deductible" 80% diardeducuble- 100%" M%* I Inpattmt Consultations 10U°a 90% after deductible" 80%after deductible* 100%+ 100%* I Laboratory &Pathology I 0%' 90% alter deductible" 80'% alter deduct, ble* 100%" 90% after deducnble* Ragnoshe Services IOU°o* 90% after deducible* 80% after deductible* 10096* 90%after deducuble* Diagnostic and Thempeutle 100%o 90% after deductible' 80%after deductible" Cova ev 90% after deductible* ADDIADDI I I TIONAL BENEFITS - Office visits 120 mpny $20 copay S20 copay 1 $20 copay 90%after deductible* Cleropmcnc( $20 copay $20 copay S20 copay Nnt Colelad 90% after deducuble* Limited to 38 visits per calendar Limited to 24 visits per Unnitedto 38 visits per Limited to 38 visits not War. ,Jeodm'vear calendarvear calendm'veu. Allergy Tenn, I00%` t00%• 80%.fterdoducuble` $20 calury 90% after deducuble' Alleiby Tberepy 100%" 100°/0* 80% afterdeduchble` l00°io* 90% after deducUble` Ambelanee Sersaces 909�afo, deducnble' 90%afto deducuble* 80% after deducible' Intro„+ 90%after deducnble" 33 BENEFITS Durable Mhbcal £ouipment Dmbouc Supphes f Rcvat"Duo, Nursing Skilled Nursing Assisted Reprodocdve Tmaco ont Voluntmy Srertlixation and FDA Approved Conuacopfive Methods I PROGRAMI PROVISIONS Our ofNehvort, Se vicce Payment of Covered Services AVAILABLE TO iNIPLOYE.ES PPOI ASR Health Benefits rrnxva<rlefmhhlg:neFrN.umr 90%after deductible" 90%No Arerual Deductible" 90'!'° after`dedocdblee 100%, Not Covered In general, plan Pays 85%of approved amount less applicable copays. For dialrefic supplies, dwable medical equipment, and private duty nursing, Plan pays 75% ofapproved amount after dedncuble(d applicable). $efrnrl (Netw d, Hosnibft, 100% of cov000dbenefits. Nnn-Nehvork Hasnitalr. 85%6 of appmted pay..tamnrart Prefer dCNeOomi,sPhvsione,- coftod C 100%after S20 repay. Nun -network Plrvcicnne- 0-11P tz 85 % of approved payment tornmat offer $20 copay. EMPLOYEES PP02 Blue Cross/Blue Shield PPO Community Blue Plan noon BL'RSALv o, 90% after dMucnble` 90% after deductible" 50%stkr dedueuble" 90%after deductible" Not Covered 100%" EMPLONTES PP03 ASR Health Benefits AI I A3LE TO ALL E11 PI OYF,E5 IINIO Httilth Alliance Plan (HAP) xm•»•.avhealrbbenNihcom ...Il Aknnr 80go after dtdnrtible' IW9%12` 80"6 after deductible' ❑10°6` __ 50^'i6afardedue[rbfe' Not Covered 80% after ded,noble" IW% Up to 730 day, rem•wable aRer 60 days' Not Covered 10091.` One ahempv nfmbfiuel insemination nor lifetime. 100°0` 100%. Plan pays 70%of approved nnwunt, after m*cf-aehvork dedooGble, la,, applmahlc copays. Preferred INehverlrl HocniH, 90% of mvered benefits, after dedueuble Abe -Network Hoeoirelr 70% of approved paymeol ..not eflerout-of-network dedueuble. P,,ftoHl(Network) Phvsidan.: 100%after S20 or pay. Nomnetwork Phvsimanr 70%oFsppm ed payment amomnaR,e cutrof-nenvwk daW bbleand $20 coley. In general, Plan pays 65%of approved amount crier deductible Iccc apulicab)e copays. For private dny nursing, Plan psys 50% of approved amount after' Mo.tible. Prefned Menvmkl ff, ,tads SNI6 of covued bz cfifs, less applicat,lededuosHe Npa NMuorkfi-11 L075: 65% of approved p,,,,nt amountafterdod,mble. Preferrad Wetwork)Phvsiciam'- O ad-L 100%after $20 cosy. Nnn-nelwgk Pbvuuaue- ann4 85%of approvod{ery0nent .noun, afer$20 copay, Not cn,s,ed except for emergencies Copays as noted. ONLY AVAILABLE TO LNPIIf) YEES CURRENTLS ENROLLED TRADITIONAL Blue Cross/Blue, Shield Traditional Plan (BC/!CS) m RCBSM 1-nu 90% afte,dedncdble" 90Y6 after deducublov 75 %afimdeductible. 100% Not Covered I110-le partioiore.v Hn<nit;d: I00%of covered benefits Noreen, cnndnu Hnanrals: Inpatient cue in acute-.1• hospital - $70 a day, I.P. ientcar'e in other hosprtais- S15 a day. Malian Smd eri 100%of BCBS M's apprmed noon It 34 ABLE TO ALL AVAILARLETOALL AVAILABLE TO ALL AVAILABLE. TO ALL ONLY.AVAILARLETO IPLOY'EES EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYERS CURRENTLY ENROLLED PPOI PP02 PP03 HMO TRADITIONAL BENEFITS ASR Health Benefits Blue Cross/Blue Shield ASR Health Benefits Health Alliance Plan Blue Cross/Blue Shield PPO Community Blue (HAP) Traditional Plan (BC/BS) Plan wwwmsrltealthbenafid.com wwsaRCBSM.com \va. asrhealthbeneft,,rum "".HAP.or2 wnw.BCBSALcuin NO TB: Hearing aids and services are nm corcred under any Oakland Cmmry rnedicol plans. PRESCRIPTION DRUG PROGRAM Retail Prescription NAvitns Carrier wa•w uAN, s cool Mail Urdcr Prescription NoviXus Carrier v\\ vanavixus cp_m Ps ticipstina/Networlr Pharmacies Non-ParEeipatingf,Yon- Netw.rhPharra.uns Maintenance Drugs Cnva,d / Copays: Tier I : $5 Most Generics/Some Brands; Tier 2$20 Preferred 13rands/Some Genetics; Tier 3: $40 Noa-Prefened products (could include bad, tuand and gancnc) Select Birth Control pills covered $0 copay. Paid at the in -network cost, less $5. $20 or $40 copay. Maintenen. drugs taken on a long-term basis can be filled as a tltreorronth supply for a cne- moadr copay ourough either the Msul Order D..g carrion or at a retail phamtacy. Naadtus l\•l\'\\' I13411uti e. 11 NovLX.a yv� \y v n[rvixuycnp} Covered /Copays: Tier I: $5 Most Generics/Some Breads, Tier 2: S20 Prekned Stands/Some Generics, Tier 3� S40 Nan-Prefened products (could include both brand and generic) Select Birth Control pills covered $0 copay. Paid at the ki rctwmk cost, less $5, $20 or $40 copay. Winton... drags taken on a long farm basis can he filled as a threo-mond, supply for e one -month copay Onough a0rer the Mail Was Drag carrier or at a retail pharmacy. Navitus wWw navitus cam No,iX.s wavw.mwtmv cant Concord/Copays: Tier 1: S5 Most Genetics/Some Boards; Ti. 2: S20 Prefened Brands/Sonde Geneucs; Tier 3: $40 Non-Pralamd products (could include both brand and generic products) Select Birth Control pills covacd $0 copay. Paid at the in -network cost less SS, $20 or $40 copay. Maintenance drugs taken on a longterm basis can be killed as a tlrrec-month supply for a arm -month copay through either the Mail Order Drug carrier or at a retail pharmacy. Health Alliance Plan ww.v PI AP erg Pharmacy Ad ..isge o_aw I?hmmnos•Adv uttaveR com Covered / Copaysi Tier 1: $5 Most Gamrlc. Tier $20 Select Head name, Tnn 3: S40 Non-Prefened Select H1r i Controt pills covered $0 coop,, Not Covarvl. Maintenance drugs taken an along -term basis — a 30 or 90-day supply, whichever is greater, esu be.banned for a one -month cupay at'out local pharmacy. A 90-day supply of ma nailanm drugs may be abmlrc,l through mail order Navies WW\V ndv 1015 coin Nm{Xus __F., m_uus_uim, Coered / Copy,: Tier 1 • $5 Most Crenedcs5ome Brands; Ti. 2 S20 Preferred Br:mdsNo1ne Gonaics: Teri S40 Von-Prefened products (could include brand and cencria) Select Burn Control pills covered $0 copay Paid at the in-nehy a), cost less $5. $20 or $40 copay. Maintenance, drugs taken nn e long-term basis eon be filled as a thrc ,rrfi supply for a one -month copay drrough oidter the Mail Order Ding .u,r or at a retail pharmacy 35 BENEFITS A"ne, Ib'/vle in hpe hncpitnl, d"r ' are cmrred vnJer lwr medical p/or. AVAILABLETOALL AVAILABLE TO ALL ,AVAILABLE TO ALL AV.+.ILABhE'IO ALL ONLY AVAILABLE TO EMPLOYEES EMP OYEES EMPLOYEES E�MPLOVEEq EMPLOYEES CI1RRFNTLV FNROLLED PPOI PP02 PPO3 IID'IO TRADITIONAL ASR Health Benefits Blue Cross/Blue Shield ASR Health Benefits I:enith Alliance flan Blue Cros"lue Shield PPO CommunityBlue IHAP) Traditional Plan(BC/BS) Plan wwva.asnc�al[hbvnnfin.enm wv�wMCBSAtdon www.o"b'althben.Su.com www.BAlwn^ vw,BCBSM.eum If yeniequest a ptescnption be Ifyou request a prescription Ifyou request apascription It you request a presmipnon If}'un raquceta prescnption Rot ... J2 a brand nanw ding ba filled with a brand name be filled with a nom it nvno be filled frith a bland name bo filled with a brand name and thorn is a generic eauw kat drug and tore is a generic drug and there is a generic drug and there is a genceia cling and there is a goo , to avmleble, you will be equivalent available, you will equivalent available, you will available, ymrwilt be equivakntavailable, yen will responsible for the Tier 3 repay be responsible for the Tier 3 be respoosible far the Tier 3 hesponeible for do, full cull be asponslble far fha Tie,3 plus the differential between the copay plus the differential copay plus the differenbal differ antial bomtm, the cost repay plus the differeatal wst of tie bland and the Some, is between the cost of the brand between the cost of the brand of the brand and the copay of between die cost of the brand drag- Ifyoue doctormakes the mid the genetic drop. If your and the genceic drug lfy our the genetic dnrg Ifyaur and the generic drug, Ifyom' request, you will be responsible doctor makes the request, you doctor makes therequest, you dorm, nia§es the, egeest. doaturmakes the request, you for the Tlcr 3 rapsy, will be responsible for tho will be, csponsible far the Tier Yon will be rmponable for will be responsible for the Tier 3 copay. 3 cnpay the Tier 3 copay win Tnr 3 copay, Appendix C 37 APPENDIX C AVAILABLETO AVAILABLE TO ALL AVAILABLE TO ALI, AVAILARLETOALL BII91 10,&IS EMPLOYEES EMPLOYEES EMPLOVEF,S High Plus High Standard Modified BENEFITS Delta Dental Delta Dental Delta Dental Delta Dental tvavv.doltadrnmlmisnm www-sidmd.011oi.epm wuw.dclmdentalmi.cum rvwtv.deludenGlmi.eam Employee Ri-Weekly Cmtribvtiarw/ SLIS/SL73/S5 SLIS / $1.73 / S5 So/so/SO ($7, 15)/ M.73)/(S3.27) ('Tim'ning) NO COVERAGE Option Refer to the 2620 Your Total Compensation Statement for (Earain ol) amount Network(s) Delta Dental PPO/Delta I Delta Dental PPO/Delta I Delta DismaIPPO/tlelm I Delta Dental PPO/Delta Dental Premier Dental Prenmer Dental Premier Dental Premier I DIAGNOSTICS AND PRE 'ENTIVE Diagnostics and Pievenhve I00% 1006 100% 1001, Services -routine opal tevn5, eldowngs, fluodde, and space maintainers Epmrgancy pellion,c 100% 100% 100% 100% Trahnent- to mirpoo my mlteve pant Periodontal Maimmaxi e- 100% 100 100% 100% cleanings fallowing Pei iedomal therapy Dental Sealmis-children lJ 100% 100°1° 100% 100% year, anti under Oral Cancer Brush Biopsy 100% 100% 100% 100% BASIC SERVICES Radi ,,iphs-X-rays SS^i° 85% 85% _0% 7 MvorR annitivo b.rness 85% 85% 85% 50% - composite (white) fillings and crmvn repair Endodnnnc Services -root 85% SS% MI. SU° canals PcriedonUc Secviccs-to SS% 85% 8591, 50% Nuatbvta discsse Oml Surgery Sen'iees- 85°b 85% 85% 50% a<haetions and dental Sm'Fery Maio,Reswom,,a Services 85% 85% 8511. 50% -a'owns 38 AVAILABLE TO AVAIL46I.E TO ALL AVAILABLE TO ALL AVAILABLE TO ALL all 9, t0, & IS EMPLOYEES EMPLOYEES EMPLOYEES High Plus High Standard Modified BENEFITS Delta Dental Delta Dental Delta Dental Delta Dental wM•w.delbu(entalmi.com wrtw.deltadentalmi.cnm r,,• .dJt.derwInii.emn ww.ddtpd.aaalmi.cnm Odter B.slc$e,ieo — 85% 85% 85% 50% n�seellaneops services Reines mid kcpahs — to 85% a5% + 85% 50% bndgea, denNres, and inmlants M.A.IOR SERVICES Pnosfitodontic Services— 50-,o 50% 50% bndgea, Implants. and I50"15 dentures OR I'HODONTII SERVICES Orthodontic Services— 50% 50% 50'16 50% nunor treatment for tooth gnid.ane , fall bamting treatment, and numbly .6vn teptnrenl Clslls Orthodontia bwsemum $1,000 per eligible member per $1,000 per ehgible member per $1,000pn ehgiblemcmbcrper $750 per eliole memberper Limit h£efivre, lifetime, lifetime lifetime Orhodontie Ape Limd IT, to age 19 UP to age 19 Up to age 19 UP to age 19 PROGRAM/PROVISIONS Dedueables S?5 per person / $50 per $^_5 per ponon 1$50 per $25 per person / S50 per $25 per peaon i $50 per fanily/Der rare.dary= family/per calendar Year far.. Wrcr calendar Near family/net calendarvear Maximum Benefit $1,500per utdMdual per raleodar $1.500 per indiridwd per calerda $1,000 per iudividaalper calendar $750 perwdividualperealenda, vem, Y. }'eaz. year All txnrefiu limed on maximum All benefits based on ma'mum All benefits based en mm imlmt Al brn6tr, baud on nitnorn n approved fees anpmvedfev approved fi.y appmved£ees. NOTE,, For additional information, refer to the Delta Dental Certificates and Benefit Summaries found wt w oakoov comlbenefits under Medical/Dental/Vision. Pit 6 . If ..: �... � 'Current Vision Plan Options' Comparison ® MEMO=_®® APPENDIX D BENEFITS ill,li I I I' lonllp161t hutlii YII'41l i il' ,<n:1���1:'lr�l�•,�,c� �.,Y�ler. 'r�.-�•iY .�.� AVAILABLE TO ALL AVAILABLE TO ALL EMPLOYEES EMPLOYEES Employee Bi-Weekly Contributions NO COVERAGE Option I Network(s) I EYE EXAM Vision Examinations LENSES AND FRAMES High National Vision Administrators (NVA) www.e-nva.com $1.35 / $2.88 / $3.85 Standard National Vision Administrators (NVA) www.c-nva.com $0/$0/$0 No Earning is provided for No Coverage option. National Vision Administrators I National Vision Aamhriatrztors $5 copayment j $5 copayment Lenses: Standard Glass or Lenses: Standard Glass or Plastic / Covered 100% after Plastic / Covered 100% after S7.50 copayment S7.50 copayment Lenses and Frames Frames: $100 retail allowance Frames: $100 retail allowance /20% discount off remaining / 20% discount off remaining balance for frames that are not balance for frames that are not proprietary frame brands. proprietary frame brands. �CONTACTLENSES Contact Leases $50 allowance $50 allowance PROGR9M/PROVISIONS - Benefit payable every 12 months. Benefit payable every 24 months. Benefits Payable Benefit availability will stet over Benefit availability will start over on January 1 (following a 1& on January l (following a 24- month period). month period). Additional Discounts See the Benefit Summary for additional discounts available. NOTE: For additional information refer to the NVA Benefit Summaries found on www,oakoov.com/benefits under Medical/DentabVision. 41 CURRENT RETIREE HEALTH ELIGIBILITY L_.___ _ 42 RETIREE HEALTH CARE ELIGIBILITY Once you have attained the required years of service and age, you are eligible for health coverage as a retiree from Oakland County. The eligibility is dependent upon your date of hire as an eligible for benefits employee. The schedule on the following pages applies to non -represented employees. If you are represented by a bargaining unit, the dates may vary and you are encouraged to contact the Retirement Unit to determine which schedule applies to you. In all cases, except as specified differently by some Sheriff bargaining agreements, you must have met the requirements specified on the following pages and be at least age 60 with 8 years of service or age 55 with 25 years of service for coverage to commence. At age 65, Medicare becomes the primary coverage and the coverage available through the County becomes secondary. Standard dental coverage and standard vision coverage is also available to retirees. Employees hired prior to September 21, 1985 are eligible for full family health coverage at retirement. Age 60 with 8 years of service or Age 55 with 25 years of service. Employees hired on or after September 21, 1985 and before January 1, 1995. Dates may vary by bargaining unit. Total Actual Service Paid Health Coverage With Oakland County Direct Retirement Deferred Retirement Less than 8 years None None 8 — 14 years One Person* None 15 — 19 years Family One Person* 20 years or more Family Family *Retiree has the option to pay the difference for a family policy. 43 Employees hired on or after January 1, 1995 and before January 1, 2006. Dates may vary by bargaining unit. Percentage of Retiree At Completion of: Paid Health Care Up to 15 Years 0% (No Coverage) 15 Years 60% 16 Years 64% 17 Years 68% 18 Years 72% 19 Years 176% 20 years 80% 21 Years 84% 22 Years 88% 23 Years 92% 24 Years 96% 25 Years or more 100% **This is the percentage the County would pay toward a Single person or Family plan, depending on the . plan the employee was enrolled in at the time of retirement. The employee would be responsible for the difference between this amount and the current full cost of their health plan, plus an deductibles or co-nays. Employees hired on or after January 1, 2006. Dates may vary by Bargaining Unit. f At Completion of: Vesting Schedule for Employers Contribution Up to 6 Years 0% (Not Vested) 6 Years 60% 7 Years 70% 8 Years 80% 9 Years 90% 10 Years or more 100% M, Appendix F 45 APPENDIX F MEDICAL OPTIONS COMPARISON (NON -MEDICARE) Important Note: The information contained on this comparison is intended to be an easy to read summary to help you and your family make choices among the different options available to you. Be sure to carefully study each option before making your choice. This comparison summarizes some of the provisions and certain features of each plan. It cannot modify or affect the coverage or benefits provided in any way. No tight will accrue to you and/or your eligible dependents because of any statement, error or omission from this comparison, its provisions do not constitute amendments, modifications or changes in any existing contract. -' PPOI PP02 PP03 HMOTRADITIONAL BENEFITS ASR Health Benefits Blue Craeo Blue Shield ASR Health Benefits Health Alliance Plan Blue Cross/Blue Shield (HAP) - (Available to Redress hired prior to 1-1-97) - wwwsasrhealthbenefitr.com w ,BCBSM.<om w .asrhe+ithbeocfiheum w 'HAPom ♦ CIGNA, Multiplan and CIGNA, Mu uplan and ♦ Network(s) Physicians Care/HAP Blue Cross/Blue Shield Physicians Care/HAY Health Alliance Plan Blue CrossBlue Shield INPATIENT HOSMAL CARE - General Conditions Semi -Private, Drugs ♦ Intensive Care Umt 1 100% 9090 after deductible 80% after deductible 100% 100% ♦ Hospital Equipment Special Diets Nursing Care i OUTPATIENT HOSPITAL CARE Emergen�yRoomCue $100 co -pay $100 co -pay $100 co -pay, $100 co -pay Accidental Injuries $100 cc -pay Medical Co -pay waivedCo-pay wai ved for Co -pay waived for Emergencies accidental injury or if accidental injury or if accidental injury or if Co -pay waived if admitted accidental injury or if admitted admitted admitted admitted Physical Therapy 100% 90% after deductible 80% after deductible 100% 90% after deductible URGENT CARE - - - Urgent Care Visits S20 co -pay �, $20 cc -pay $20 co -pay S20 cc -pay 90% after deductible I PREVENTATIVE CARE SERVICES ` - - 46 §\ G , } ,{ � q� \ \ � ° - a�\ /)}ifs q � G a a: as;! PP01 PP02 _ PP03 - MIO, TRADITIONAL Blue Cross Blue Shield ASR Health Benefits - Blue CrossBlue Sbield ASR Health Benefits Health Alliance Plan (Available to Retirees BENEFITS - (HAP) hired prior to 1-1-97) ,, w.asrhealtbbeueGts.com Mn. 14P.ore a. .BCBSM.com Well -Baby Child Care Visits 6 visits, birth - 12 mos 6 visits, 13 - 23 mos. 6 visits, 24 - 35 mos, 2 visits, 36-47 mos. 100% 100% l00% 100% 10096 Visits beyond 47 mos. are limited to one per member per calendar year under the health maintenance exact benefit Adult and Childhood Preventive Services and Immunizations as recommended by the USPSTF, ACID, HRSA or other sources as 100% 100% 100% 100% 100% recognized by BCBSM, ASR and HL P that are in compliance vndt the provisions of the Patient Protection and Affordable Care Act Routine Fecal Occult 100% 100% 100% 100% 100% Blood Scoandrie Routine Flexible 100% 100% 100% 100% 100% Siemotdoscoov Exam Routine Prostate Specific Antigen(PSA) 100% t00% 100% 100% l00% Screen ns 100% 100% 100% +Subsequeiurnedically °Subsequentmedieally "Subscquentmedlcally -Routine Mammogram 100% necessary mammograms performeddwinS dresame ogras necessary mammograms pcdbmred dmmg the same 100% nemssary mmnmogranrs performed during the same and Related Reading calendar year are subject to calendzrycararesubjeetta cal endar year me subject to your deductible and percent year deductible and pemenl yeurdeducnbleaadpement ec-Ineumuce co-insurance. co-msurance 48 100% 100% 100% *Subsequent colonoscvpies ^Subsequent colonascepies "Subsequtnl colonocopies r Colonoscopy— Routine 100% mn perforated during the sae performed during the sameom 100% perfoed during this., or Medically Necessary year are subject to deductible year are subject to deductible m year asubject to deductible and percent co-insurance and percent co-insurance, and P., at co-insurance PPOI PPO2 PP03 HMO TRADITIONAL BENEFITS ASR Health Benefits Blue CrossBlue Shield ASRHralth Benefits - Health Alliance Plan Blue Cross/Blue Shield to Retirees - (BAR)(Available hired prior to 1-1-97) .,asahenithbenefimcion wvw-BCBSM.con" v+ww.aarbeafhbar&fbi..ora vnvw.HAP.m'e �,8('RSbLcnm MENTAL HEALTH CARF- - InpatientMentelHealth 100% 90% after deductible 80% after deductible 100% 100% 1 Outpatient Mental $20 co -pay 90% after deductible $20 co -pay $20 co -pay 90% after deductible Health Visits Office Visits $20 co -pay Inpatient Substance 120 days (combined with Abuse Care Chemical 100% 90% after deductible 80% after deductible 100% inpatient care days), 60 da Dependency renewal; (no MM beneEtsT Outpatient Substance Abuse Care Chemical $20 co -pay 90% after deductible Office visit $20 co -pay $20 co -pay $20 co -pay Covered 100%of approved amount, no Master Medical Dependency SPECIAL HOSPITAL PROGRAMS Hospice Care 100% 100% 80%after deductible Covered up to 210 days per lifetime 100% of approved amount 1 Specified Human Organ 100% 90% to 100% Covered according to plan 80°o after deductible Covered according to plan l00°o in approved facilities Transplants - ¢sidelines. gmdelines MEDICAL AND SURGICAL CARE, - - - 100% 100% Surgery 100% 90% after deductible. 80% after deductible Voluntary second surgical Voluntary second surgical opinion;$20co-pay, opinion on entain surgenes ♦ Technical Surgical 100% 90% after deductible 80% after deductible 100% 100% Assisi < Anesthesia 100% 90% after deductible 80% after deductible 100% 100% Maternity Care ♦ Delivery 100% 90% after deductible 80% after deductible 100% 100% ♦ Pre and Post -Natal 100% 100% 100% l00°o prenatal visits 90 %after deductible Care $20 co -pay post natal visits Inpatient Medical Care 10090 90% after deductible 80% after deductible 100% General —Unlimited Inpatient Consultations 100% 90% after deductible 80% after deductible 100% 100% 49 Laboratory & Pathology Diagnostic Services Diagnostic and Therapeutic Radiology 100% 90% after deductible 80% after deductible 100% 90% after deductible 80% after deductible t00% 1 90% after deductible 80% after deductible PPOI, BENEFITS - ASR Health Benefits wxw.as, bealthba6afitt.cum ADDITIONAL BENEff s 100% Covered -$S or 10 % Co- insurance 100% Covered - $5 or 10 % Co- insurance Covered -$5 or 10%Co- Covered insurance PP02 - PP03 HMO TRADITIONAL Blue Cross/Blue Shield- ASR$ealth Benefits Health Alliance Plan Blueilable to RShield (Available to Retirees (HAP) hired prior to 1-1-97) Lwm.IICIISM.eam wmm.asrliealthbcocdrs.<om .,,HAP." min- .BCBSbicom Office Visits $20 co -pay $20 co -pay $20 co -pay $20 co -pay Chiropractic Care Limited to 38 visits per Limited to 24 visits per calendar yew. calendar year. Allergy Testing 100% 10090 Allergy Therapy 100% 100% Ambulance Services 90% after deductible 90% after deductible Durable Medical 90% after deductible 90% after deductible Equipment Diabetic Supplies 90%No Annual Deductible 90% after deductible Private Duty Nursing 90% after deductible 50% after deductible Skilled Nursing 100% 90% after deductible Assisted Reproductive Not Covered Not Covered Treatment Voluntary Sterilization and FDA Approved 100% 100% Contraceptive Methods for females. $20 co -pay $20 co -pay Limited to 38 visits per calendar year. 80% after deductible 80% after deductible 80% after deductible 80% after deductible 80% after deductible 50%after deductible 80% after deductible Not Covered 100% $20 ^o-pay' Not Covered $20 co -pay* 100% 100% 100% 100% Not Covered 100% Up to 730 days renewable after 60 days, 100% One attempt of artificial insemination per lifetime. 100% 90% after deductible 90° o after deductible 90% after deductible 90% after deductible 90% after deductible 90% after deductible 90% after deductible 50%No Annual Deductible. 100% Not Covered 100% 50 Plan pays 70% of approved Planpaysssa of approved Plan pays65%terd of approved Out of Network Services amount less applicable co- amount, after out, le amount after deductible less pays. network deductible, Less applicable co -pays applicable co -pays. -All services performed during one visit will be a one-time $20 cc -pay PPOI EP02_ 'BENEFITS ASR Health Benefits Blue Cross/Blue Shield xxw.asrhealihhenefis.com wWWMCBSM.eom PROGRAM PROVISIONS PP03 IiMO ASR Health Benefits Health Alliance Plan CHAP) ' wxx'.�asrhealfhhevefi�som ».fG1P�ro Co -pays: $20 / $100 as Co- a st $20 / $100 as Co -pays! $20 / $100 as noted noted. noted, Deductibles: $200 per Deductibles: $100 per Deductibles: $250 per person '/ $400 per family/per person/ $200 per person / $500 per farruly/per calendar year where noted, family/per calendar yew. calendaryear. Co -pays, Deductibles, Annual Co-insurance, Co=insurance: In general, Co-insurance: 10%after Co-insurance: 20%after deductible 50% Out Oaf, t0%after deductible as noted, deductible as noted, 50% far private duty nursing. as noted. nur for private duty sing. Maximums and Lifetime m Maximum Dollar Limitations Out -of -Pocket Coinsurance Out -of -Pocket Coinsurance Out -of -Pocket Coinsurance Maximum: $1,000 per Maximum: $500 per Maximum: $1,000 per person/family per calendar person, $1,000 per family person / $2,000 per family year. per calendar yew per calendar year. Lifetime Maximum: None. Lifetime Maximum: None Lifetime Maximum: None Preferred (Network) Hospitals: 100% of covered benefits Non -Network Hosnitals, 85%of approved payment Preferred (Network) Hospttals: 90%of covered benefits, after deductible. Nan -Network Hosnitals Preferred (Network) Hospitals: 80% of covered benefits, less applicable deductible. Non -Network Hosoitals: TRADITIONAL Blue Cross/Blue Shield (Available to Retirees hired prior to 14-9.7) www.BCBSM.com Co -Days: $100 as noted Deductibles: $200 per person/ $400 per family/per calendar year, Co-insurance: 10%after Co -nays: S20 as noted, deductible as noted 50% for private duty nursing. Out -of -Pocket Coinsurance Maximum: $1,000 per family/per calendar year Lifetime Maximum- None Particioatinr! Hosnitals 100% of covered benefits Non-oarticinatine Hosnitals: 51 Payment of Covered Services amount Preferred (Network) Fhysicians -Outnatient: 100% after $20 co -pay. Non -network Phvsicians - Outp emt 85%of approved payment amount after $20 eh -pay. 70 %of approved payment amount after out -of -network deductible Preferred (Network) Phvsicians: 100%after $20 cc -pay Non -network Physicians 70%of approved payment amount after outof-network deductible and $20 co-oay 65 %of approved payment amount, after deductible. Preferred (Network) Physicians-Outnanent. 100%after $26 copay. Non -network Phvsicians - Outpatient : S5%of approved paymert amount after $20 co -pay Co -pays as noted. Inpatient care in acute -care hospital - $70 a day. Inpatient care in other hospitals- $15 a day. Medicare Surgical. 100% of BCBSM's approved amount 52 PPO1 - BENEFITS -ASRHealthBeuefits- -' wwsv.asrhealthbenefrtr.com PRMSCRIPTION DRUG P WGRAM - NAVITUS NAVITUS Particioamm Network Pharmacies: Covered, co - (Except HAP, which pays, $5 Most have their own Generics/Some Bmnds;$20 prescription coverage). Preferred Brands/Some Generics; $40 Non- www.navitus com Preferred Brands, Select Birth Control pills covered $0 co -pay. NoviXus Pharmacy Non-Particioatinn/Non- Services - Network Pharmacies: Paid Mail Order at 75% of allowed cost, less ivww.novixus.com $5, $20 or $40 co -pay Note: While in the hospital, drugs are covered under your health plan, NoviXus Also, available is the mail order program for drugs taken on a long-term basis A three month supply can be ordered for a one month co -pay. Also, available for maintenance drugs taken on a long-term basis, a three- month supply can be obtained for a one month co -pay at your local pharmacy. PP02 PP03 Blue Cross/Blue Shield ASP, Health Benefits www.BCRSM.eom NAVITUS Partleioatine Network PharmaciesCovered, to, pays, $5 Most Generics/Some Brands, $20 Preferred Brands/Some Generics; $40 Non -Preferred Brands. Select Birth Control pills covered $0 co -pay Nan-Particinatini/b�on- Network Pharmacies Paid at 75% of allowed cost, less $5, $20 or $40 co -pay NoviXus Also, available is the mail order program for drugs taken on a long-term basis. A three month supply can be ordered for a one month co -pay. Also, available for maintenance drugs taken on a long -tens basis, a three-month supply can be obtained for a one month co -pay at your local pharmacy. arwwasrheal thbenefirs.cmn NAVITUS Participation Network Pharmacies: Covered,co- pays, $5 Most Generics/Some Brands; $20 Preferred Bmads/Some Generics; $40 Non- PreferredBrands Select Birth Control pills covered $0 co -pay Non-Particioa nurblon- NetworkPharmacies Paid at 75%of allowed cast, less $5, $20 or S40 co -pay NoviXus Also, available is the mail order program for drugs taken on a long-term basis, A three month supply can be ordered for a one month co -pay. Also, available for maintenance drugs taken on a Iong-term basis, a three- month supply can be obtained for a one month co -pay at your local pharmacy. HMO 'Health Alliance Plan (HAP) wwnr�AAP.ore HAP Particioahnn Network Pharmacies "Covered, co - pays $5 Most Generic; S20 Select Brand name; $40 Non -Preferred. Select Birth Control Pills covered $0 co -pay Non Network Pharmacies. Not Covered. If you request a prescription be filled 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 co -pay of the generic drug. If your doctor makes the request, you will be responsible for the net 3 co -payment. Also, avadabh, for maintenanm drugs taken on a long-term bans. A 35 day supply or 100 doses. whichever is greater, can also be obtained for a one mood, co -pay at your local pharmacy A 90 day supply of nuumsuance drugs may be TRADITIONAL Blue Cross/Blue Shield (Available to Retirees hired prior to 14-97) www.BCBSM.cnm NAVITUS Particioatme /Network Phartnactes: Covered, co - pays, $5 Most Generics/Some Brands; $20 Preferred Brands/Some Generics; $40 Non - Preferred Brands Birth Control pills covered $0 co - pay Non-ParrematineNon- Network Pharmacies: Paid at 75% of allowed cost, less $5, $20 or S40 co -pay. NoviXus Also, available is the mail order program for drugs taken on a long-term basis. A three month supply can be ordered for a one month co -pay Also, available for maintenance drugs taken on a long-term basis, a three- month supply can be obtained for a one month co -pay at your local pharmacy. 53 obtzmad dvough mml aid.. NOTE. Hearing aids and services are not covered under any Oakland County medical plans. At the time this booklet went to press, the Impact of The Portent Protection and Affardoble Care Act is still being evaluated and pion modifications may occur. Please refer to the www ocbenefits.com websrte for the most up -to date information. 54 Appendix G 1 CURRENT MEDICAL OPTION (MEDICARE SUPPLEMENTAL PLAID) East .. mmm _ MENEM= _ 55 Appendix G OAKLAND COUNTY MEDICARE SUPPLEMENTAL PLAN OVERVIEW OF BENEFITS The Oakland County Medicare Supplemental/Retiree Plan is designed to provide levels of benefits after Medicare makes a primary payment. Benefits that are payable are subject to the terms and conditions of the plan. Medicare Services and Limits CoreSource/Trustmark Coverage and Limits After Medicare Deductible Met Hospital -Inpatient ® Facility 100% of Medicare approved amount Physician 100% Surgery 100% of Medicare approved amount Emergency Room IN Illness/Accidental Injury 100% of Medicare approved amount, subject to $100 co -pay (co -pay waived if admitted or accidental injury) Urgent Care Not. Covered; Medicare may pay 80% IIdJ11,. I'll III 111.161C.ih Ill. I I.11111]111 Ili ub J �r ull Jllil 11 I4I u�a ul it 111111l l lI uw I1111IIIJI114 it, tll Rill„101p111 NOW all 4111,kil11!INIUMAIJ.LI! YlhluLWiAMIIpILL. AIu IINW8ltYikV� Allergy Testing and 100% of Medicare approved amount Injections Ambulance Anesthesia Blood Cardiac Rehabilitation Chemotherapy Chiropractic Care • Office Visits, Spinal Manipulation, and Adjustments • X-rays and Modalities (hot packs, massage therapy, etc.) 100% of Medicare approved amount 100% of Medicare approved amount 100% of Medicare approved arrtbunt 100% of Medicare approved amount 100% of Medicare approved amount Not Covered; Medicare may pay 80% Not Covered unless approved by Medicare 56 Consultations • Inpatient • Outpatient Dialysis Home Health Care (Up to 100 visits per calendar year) Medicare Services and Limits;, Hospice • Inpatient (30 days per lifetime) • Outpatient ($5,000 per lifetime) Laboratory Testing Medical Equipment and Supplies Mental Disorders and/or Substance Abuse Expenses • Inpatient • Outpatient therapy (excluding office visit) Occupational Therapy Office Visits Orthotics Physical Therapy Pregnancy Related Expenses - Mother 100% of Medicare approved amount Not Covered; Medicare may pay 80% 100% of Medicare approved amount 100% of Medicare approved amount For purposes of determining this benefit, a visit by each nurse or therapist and a visit by a home health aide of up to 4 hours constitutes one visit. 57 CoreSource Coverage and Limits 100% of Medicare approved amount 100% of Medicare approved amount 100% of Medicare approved amount 100% of Medicare approved amount 100% of Medicare approved amount 1001/0 of Medicare approved amount 100% of Medicare approved amount Not Covered; Medicare may pay 80% 100% of Medicare approved amount 100% of Medicare approved amount 100% of Medicare approved amount Prescription Drugs (Navitus) Retail 34-dav or 90-dav suooly Tier I $5 Tier II $20 Tier Ill $40 Mail Order 90-day sunnly Tier I $5 Tier II $20 Tier III $40 Prosthetic Devices 100% of Medicare approved amount Radiation Therapy 100% of Medicare approved amount Skilled Nursing Facility - Inpatient 100% of Medicare approved amount (100 days per benefit period) Medicare Services and Limits CoreSource Coverage and Limits Speech Therapy 100% of Medicare approved amount Transplants 100% of Medicare approved amount Weight Management (Excluding office visits and weight loss 100% of Medicare approved amount programs) X-rays 100% of Medicare approved amount Preventive Care as defined by PPACA (Patient Protection Affordability Care Act) Physical Examination 100% (One visit per calendar year) • Immunizations (Including 100% administration) Influenza Pneumococcal Hepatitis B Zosters Chickenpox GM • Mammography (Age 40 and over each year for breast cancer screening) • Cervical Cancer or Cervical Dysplasia Screening (One per calendar year) • Prostate Cancer Screening — Prostate Specific Antigen Test (PSA) — Digital Rectal Exam • Colorectal Cancer Screening (Age 50 and over) 59 100% 100% 100% 100% Appendix H f A PERFORMANCE APPRAISAL FORM m Effective Date I ! ❑ 1 ❑ OAKLAND COUNTY MERIT SYSTEM HUMAN RESOURCES - OAKLAND COUNTY EXMCUTIVE INSTRUCTIONS Department Head: After discussine evaluation with emolovee, give emolovec the orivinal gold cobv. make a coot/ for your records and forward a coov to the Human Resources Department. If this is a Merit Performance Review, the Merit Increase (Employee Transaction) form must accompany it. MERIT PERFORMANCE REVIEW Step PERIODIC PERFORMANCE REVIEW Year TO THE DEPARTMENT DIRECTOR / DIVISION MANAGER / SUPERVISOR EMPLOYEE ID NUMBER I EMPLOYEE NAME I CLASSIFICATION DEPARTMENT I DMSION I DEPARTMENT I POSITION MIMBER Performance appraisals are used by most employers in order to communicate performance expectations to all employees and to review past work performance. In Oakland County, probationary employees receive performance reviews as part of the probationary process on a separate probationary status Farm. Employees not at the top of their salary range receive a MERIT performance review on this form at the time of a merit increase review. Those employees at the top of their salary range receive a periodic performance review on this form at least annually. These reviews are scheduled in order to assist in continuing communication between the employee and supervisor regarding work performance and other areas of concern to both the supervisor and employee. This evaluation should be discussed with you by your supervisor and you should have an opportunity to ask questions regarding the ratings, as well as discuss ways to accomplish any performance improvements, if needed. Other areas of concern you might have should be discussed at this time also. Following the discussion, if you should be dissatisfied or disagree with the evaluation and wish to have your disagreements recorded, you may do so. Please use a separate sheet of paper on which to relate your comments, and forward it to the Human Resource Department. A copy of this evaluation, and your comments, if any, will be placed in your Human Resources file. WORK PERFORMANCE APPRAISAL OUTSTANDING INITIATIVE...................................................................... ❑ ........ QUANTITY of WORK................... .................................. ....... ❑ ......... QUALITY of WORK......... .... ................. .......... ............. ........ ❑ ......... ADAPTABILITY.................... ................................ ............... ❑ ......... COOPERATION with FELLOW EMPLOYEES ....................... ❑ ....... . COOPERATION with SUPERVISION ..................................... ❑ ........ ATTENDANCE and PUNCTUALITY............. ........... .............. ❑ ......... OTHER TRAITS(Specify): ..... ❑ ABOVE BELOW AVERAGE AVERAGE AVERAGE POOR El 0 El El .... ❑ ..................... ❑ ......... ... ... ....... ❑ .................... ❑ ..... ❑ ..................... ❑ .................... ❑ ..................... ❑ El REMARKS (Please note any specific instances of outstandingly good or poor performance or behavior) NOTE: if this appraisal is in conjunction with a Merit Increase, and it is being disapproved, please state the next date you wish to review the employee=s performance on the enclosed employee transaction form under "Remarks." Signature of person initially drafting evaluation Date Initials of other Supervisors reviewing evaluation Date Signature of Department Head/Division Manager Date Tole We have discussed this evaluation Date Employee Signature Supervisor Signature Human Resources DepartmenPs copy reviewed by: 0912003