HomeMy WebLinkAboutResolutions - 2021.09.29 - 34882ems,
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BOARD OF COMMISSIONERS
September 29, 2021
MISCELLANEOUS RESOLUTION #21-368
Sponsored By: Kristen Nelson
IN RE: Fiscal Years 2021, 2022, 2023 and 2024 United Auto Workers, Local 889 (UAW), Representing
Non -Supervisory Employees of Human Resources and Financial Analyst, Senior Financial Analyst and
Financial Analyst Coordinator (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 (M.R. #20637); and
WHEREAS the County of Oakland and the United Auto Workers, Local 889 (UAW), have negotiated a
Supplemental Agreement covering the non -supervisory employees of Human Resources, Financial Analysts,
Senior Financial Analysts, and the Financial Analyst Coordinators; and
WHEREAS the parties agreed the following classifications will be represented by this bargaining unit:
Financial Analyst, Senior Financial Analyst, Financial Analyst Coordinator, 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, User Support Specialist I and ll, Office Support Clerk, and Office Support Clerk Senior;
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 agreed to 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; and
WHEREAS the parties agreed that all non-exempt 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; and
WHEREAS the FY 2022 impact to the Fringe Benefit fund (#67800) is $62,000 and FY 2023- FY 2024 is
$42,000.
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 the non -supervisory employees of Human
Resources, Financial Analysts, Senior Financial Analysts, and the Financial Analyst Coordinators and that 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 2022 — FY 2024 budgets are amended as detailed in the attached
Schedule A.
Chairperson, the following Commissioners are sponsoring the foregoing RCSOIU6011: Kristen Nelson.
Owt
Date. October 05, 2021
Hilarie Chambers, Deputy County Executive II
,f1
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 Non -Supervisory Employees of Human Resources and Financial Analyst,
Senior Financial Analyst and Financial Analyst Coordinator (Supplemental).
Yes: David Woodward, Michael Gingell, Michael Spisz, Karen Joliat, Kristen Nelson, Eileen Kowall,
Christine Long, Philip Weipert, Gwen Markham, Angela Powell, Thomas Kuhn, Charles Moss, Marcia
Gershenson, William Miller 111, Yolanda Smith Charles, Charles Cavell, Pemry 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 NonSupervisory
2. Financial Analysts
3. Human Resources
4. Original CBA
STATE OF MICHIGAN)
COUNTY OF OAKLAND)
I, Lisa Brown, Clerk of the County of Oakland, do hereby certify that the foregoing resolution is a true and
accurate copy of a resolution adopted by the Oakland County Board of Commissioners on 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 Countv Clerk/Register of Deeds
Oakland County, Michigan
UAW Local 889 Supplemental Agreements
Schedule "A" - Non Supervisory
FY 2021 FY 2022
FY 2023-24
WE
Fund Name
Division Name
Funtl# DrvtsionIf Fund Affiliate
Program#
Account#
Account Title
Amendment Amendment
Amendment
Fri
Benefit Fund E7B001
E
Fnnae Benefit Fund
Non Dept Fnnae amal s
67800 9011501
183190
730499
Deferred Comp -County Prra
- 20,000
-
E
Fnnae Benefit Fund
Non Dept Farce Benefits
67800 9011501
183190
730499
Deferred Comp -County Fine
- 40 000
40,000
E
Fringe Benefit Fund
HR Wellness
67800 1050521
183192
732148
Wellness Screenings
- 2,000
2,00C
E
Frinae Beneft Funtl
Non Dept Force Benefits
67800 9011501
183190
796500
Budgeted Equity Admstmerd
- 162, 0001
42 000,
Total Expenses
- -
•F:.• m
Me
♦ 1 �. -• •- 1 1 r
phis Supplemental Agreement is supp!-rr^nz;l -u =rd beCOmes a part of the UAW 1-0-cal 889
Master Agreement, hereinafter referred to as the "Master Agreement' mr the period
commencing the 181h day of August 2021.
Recognition:
• All non -supervisory employees of the Department of Management and Budget,
excluding all elected and appointed officials, with the following classifications: Financial
Analyst, Senior Financial Analyst and Financial Analyst Coordinator.
Wages and Wage Increment Schedule:
Financial Analyst
Financial Analyst 120 59,471 62,358 65,245 68,132 71,019 73,906 76,793 79,680
Senior
Financial Analyst 122 65,567 68,750 71,932 75,115 78,298 81,481 84,664 87,847
Coordinator
Bulletin Board:
• Pursuant to Article 11.3 of the Master Agreement, the employer shall provide one
additional bulletin board in the Management and Budget Department, Fiscal Services
Division.
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.
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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 and non -supervisory employees of the Human Resources Department,
excluding all elected officials, appointed officials and labor relations unit employees.
wagpc and Wage Increment Schedule:
Supervisor Human
124
72,287
75,796
79,305
82,815
86,324
89,833
93,342
96,851
Resources
ERP Administrator
126
79,697
83,566
87,434
91,303
95,172
99,041
102,910
106,778
Administrator Human
127
81,342
87,744
91,806
95,868
99,931
103,993
108,055
112,117
Resources
Human Resources
120
59,471
62,358
65,245
68,132
71,019
73,906
76,793
79,680
Analyst Senior
Human Resources
118
53,942
56,560
59,179
61798
64416
67035
69653
72272
Analyst
Employee Records
112
40252
42206
44160
48068
50022
51976
S3930
Specialist
146114
Absence Management
120
59,471
62,358
65,245
68,132
71,019
73,906
76,793
79,680
Administrator
Benefits & Retirement
115
46,597
48,859
51,121
53,383
55,645
57,907
60,169
62,431
Specialist
Benefits & Retirement
117
51,373
53,867
56,361
58,855
61,349
53,843
66,336
68,830
Specialist - Senior
Wellness Coordinator
118
53,942
56,560
59,179
61,798
64,416
67,035
69,653
72,272
Central Employee
115
46,597
48,859
51,121
1 53,383
55,645
57,907
60,169
62,431
Records Coordinator
User Support
Specialist II
User Support
Specialist I
(Office Support Clerk
(Office Support Clerk
Senior
Representation:
120
I59,471
62,358161,._45
68,132
71,019
73,906
7b,793
79,630
117
51,373
53,867 56,361
58,855
61,349
63,843
66,336
68,830
107
31,223
32,799 34,375
35,951
37,527
39,103
40,679
42,256
109 34,771 36,459 138,147 39,835 41,523 43,211 44,899 46,587
® 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.
Signatures
In witness whereof, the County of Oakland through its representatives and UAW Local 889, on
behalf of its represented employees, hereby cause this Supplemental Agreement to he executed.
FOR THE UNION:
UAW Region I, International Servicing Rep.
UAW Local 889, 1' Vice -President
FOR THE EMPLOYER:
County Executive
Chairperson, Board of Commissioners
UAW Unit Chairperson Director, Human Resources
LETTER OF A&EEIVIENT (LOA)
This Letter of Agreement ("Agreement") is entered into on this , day of
&,s >+ 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
ITS: iiry r �I �i G
COUNTY OF OAKLANNDD
BY: X�
ITS: 1 1.tfu�—s
December 7, 2020 through September 30, 2024
AGREEMENT
Between
COUNTY OF OAKLAND
and
U.A.W. LOCAL 889
Supervisory Unit � oc�
Table of Contents
Agreement----------------------------------------- ---------------------------------------------------
--------------
Purpose and Intent---------------------------------- ------------------------- --------------------------'
Non -Discrimination ---------------------------- ------------------------------------------------------'
Article 1:
Recognition------------------------------------------------------ --
— --------------4
Article 2:
Employee Defined---------------------------------------------------------------------4
Article 3:
Probationary Period -- -----------------------------------------------4
Article 4:
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
Article14:
Seniority---------------------------------------------------------------------------------1C
Article 15:
Layoff, Recall and Transfers----------------------------------------------------------
1C
Article16:
Job Postings---------------------------------------------------------------
--------11
Article17:
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
Article27:
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
Article 33:
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
O: Current Vision Plan Options Comparison -------- —-------
------_40
Appendix
E Current Retiree Health Care Eligibility-----------------------------------------------42
9
A.opendir F: Current Medical Options Comparison (Non -Medicare) ----------- 45
Appendix u: Current Medical Option (Medicare Supplemental Plan)---------------------------55
Appendix H: Performance Appraisal Form-------------------------------------60
Agreement
This Agreement entered into on the 7h, day of December, 2020 between the County of Oakland,
hereinafter referred to as the Employer, and UAW Local 889, hereinafter referred to asthe Union,
on behalf of all regular employees of the duly recognized and clearly defined collective bargaining
units, asset 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 Employers 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
Recognitic)n
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 forthe 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 jurisdiction 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 anytime without the right of appeal or statement of cause. Such decision
shall be within the sole discretion of the Employer.
Article t
Representation
4.1 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 forthe 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 S
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.
5
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
7A 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.
3.4 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 Employer to 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
10.5 The 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.
10.9 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.
H
1_1.2 he 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.
11.3 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 12
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.
I7
13.3 A special confe, enre mall be scheduled within t.°n (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.
13A 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 days, 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.
15.3 Employees shall have the right to recall based on their seniority within their classification
if a position becomes available.
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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 backto 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
16A 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 higherjob 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.
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17.3 The table set forth in Appendix A, 'gages 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.
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19.4 Should the Union be dissatisfied with the resuit 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 fora 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.
20.1.2 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.
20.13 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.IlSteating, 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 I of the
Merit System Resolution and Rule 19 of these Merit System Rules.
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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 herjob.
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.
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20.43 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 StepI-Verbal: The employee mustfirst 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.
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21 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.
212.6 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 writingwithin
five (5) days after the party'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.
W;
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 hear the 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 anytime.
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.
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212.16 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.
O
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.
21.3.5 Time limits may be extended or shortened by mutual written consent of the
Parties.
213.6 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.
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Appendix A
Wages and Wage Increment Schedule
WAGE INCREMENTS
1. WAGES:
Chief Deputy County 127 83,682 87,744 91,806 95,868 99,931 103,993 108,055 112,117
Clerk
Chief Deputy Register 125 75,902 79,586 83,271 86,955 90,640 94,324 98,009 101,694
of Deeds
(Director Elections
127
83,682
87,744
91,806
95,868
99,931
103,993
108,055
112,117
ElectionsSpecialist119
56,639
59,388
62,138
64,887
67,637
70,386
73,136
75,885
Micrographic
114
44,378
46,532
48,687
50,841
52,995
55,150
57,304
59,458
Equipment Operator
Supervisor
(Office Supervisor 1
113
42,265
44,317
46,368
48,420
50,472
52,523
54,575
56,627
(Office Supervisor II
117
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
(Supervisor 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 he the current employees in the following classifications which will be
placed on Step 7:
i. Chief Deputy County Clerk
ii. Chief Deputy of Register of Deeds
J. Director of Elections
iv. Election Specialist
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Article 24
Eligibility for Employee Benefits
24.1 Unless otherwise noted below, all employees and their eligible dependents shall become
eligible foremployee benefits beginning the first day of the month following their date of
hire. Except that, an employee hire date after the 1511 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
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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
26A 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.
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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 Employer agrees 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.
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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 thatthe 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.
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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
33A 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
911
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 either 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 the jurisdiction 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:
UAW Region I, International S icing Rep.
UAW Local 889, 1" Vice -President
/UAgUnit
�11F� Chairpe n
Count Executive f
f
T t F
Chairperson, Board of Commissioners
F91A, Q �t` stop
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.
5. 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 adjustment will be made to 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.
Im
Appendix €i
1
Current Medical Plan ions
� s
Comparison
4
29
APPENDIX B
jLdPORTANT NOTF: This document is not a contract. It is intended to provide a comparison of available benefit options and to summarize the provisions and features
of each plan. Please refer to the Summary Plan Document (SPD) to confirm coverage details. Every effort has been made to ensure the accuracy of this document,
In the event that the information contained in this document differs from the SPD, the information contained within the SPD will prevail. This document does not
establish or determine eligibility for benefits or procedures, nor does it consffiute 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 eligiblefor benefits as spec -died 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 allowablelcovered charges, unless otherwise specifically noted in the SPD.
BENEFITS
Employee Bi-Weekly
Contributions
NO COVERAGE
Option
Nenvork(s)
Deductible(s)
Coinsurance
EMPLOYEES
PPOI
ASR Health Benefits
www.ssrbulth benefitr.aim
$32 / $65 / S75
HAP Alli,wce Health & Life
PPO i Physicians Ciao
CIGNA / Multiolan
$200 per persom•3400 perftraly
per calendar year
0% for most smic ci; 10%a1der
deductible as ooted
Coinsurance Maximum SLOW per pcumvfamily per
calendaryrw.
I INPATIENT HOSPITAL CARE
Genetal Conditions 100Y111"
Scmt-Pnvate Drugs
Intensive Care Unit
Meals
Hnspual Equipment
S,Lual Dicts
Nurslnn Care
OUTPATIENT HOSPITAL CARE
Emergency Room Cart IS100 copay
Accidental lmwac<
AVAILABLE TO ,ALL
AVAILABLE TO ALL
AVAILABLE TO ALL
ONLY AVAILABLE TO
F'.hIPLOVEES
EMPLOYEES
EMPLOYEES
EMPLOYEES
CURRENTLY ENROLLED
PP02
PP03
HMO
TRADITIONAL
Blue Cros"lue Shield
ASR Health Benefits
Health Alliance Plan
Blue Cross/Blue Shield
PPO Community Blue
(HAP)
Traditional Plan (BC/BS)
Plan
www.BCBSALcnm
»mwa�rhulthb,nefits.cnm
+v+v+a.IL1P.nrv�
mvwR('BS6Lcom
$42/$70/$85
S16/$35/$45
S32/$651 S75
S52/$89/$94
Refer to the 2020 Your Total
Compensation Statement for (Earnings) amount.
Blue Crov/BInc SI➢cId
HAP All wince Health&Life
Wald, Alliance Plan
Blue 6ussBluc Shield
PPO 1 Phyalcmns Car, /
I
HMO
CIGNA /Multiplan
$100 per personf$200 per
$250 per persoo/$500 per
No Deductible
S200 per persun/$400 Per
fanrilvnercal,ndar Vear
family per calendar year
dandy-prrcalendaryczr
10%after deductible as
2090 after dMAcuble v
No Coinsumocc
10%.fter deductible As
noted 50%for private duty
muted. 50% after deductblo for
noted. 25%f0r Pnwte duty
nrsinu,
private dvrvnoreinp
nunim.
$500 per P"aorv'$I 000 per
S1000 pi, pmson/$2,000
Not Applicable
$1,000 per orcoft/riamlly
Gntily per etuendre year.
per family per calendar year
per calendar year
dedu ublc+
80%age, deductible'
100,
f00°o'
190%:diet
Ban'tnc Copay $1000
S100 copay $100 copay, dcductibe and SI00 copay I $100 ropey
cmnwrancc era, also apply for
30
EMPLOYEES
EMPLOYEES
PPO1
PP02
BENEFITS
ASR IT"Ith Benefits
Blue Cross/Blue Shield
PPO Community Blue
Plan
vw.asrfir Ithhenefi[s.enm
w. hornSALeom
Medical Fntergasies
Copay waived flu
Copay warved for accidental
.ec demal injury or if
aGmy or if admitted
admitted
Physical Therapy
t00%*
909'o after deductible*
60 cambered visits per calendar
year.
I URGENT CARE -
I Urgent Cme Visits
1 $20 Copay
I PREVENTATIVE CARE SERVICES -
Rnu@ne Hmlth Malnfenance
]00%*
Ex, —includes chest, -a,,
EKG?cholesterol scrterdng
and
other seleetlab u.eedmes
Routine Physical
100
Routine Gynecological
to()-,?
Elam
Routine Pap Smear
100%'
Screening—hborato, and
pathology services
Wdl-Baby Child Cam
10096*
Viaira
* 6 visits, hirrh through 12
mood,
* 6 visits, 13 month,
through 23 months
* 6 visits, 24 months
dnmrgh 35 months
* 2 vi,ita, 36 months
though 47 months
* Visits beyond 47
momlrs are Oro u'd to
w per member per
cateadm a ear
I S20 mp
1009b*
AV.4ILABLETO.tLI.
AVATIABLE TO ALL
ONLY AVAILARLE TO
EMPL04'EES
EMPTOYEES
EMPLOYEES
CURRENTLY ENROLLED
PP03
HMO
TRADITIONAL
ASRllcalth Benefits
health Allixncc Plan
Blue Cross/Blue Shield
(FLAP)
Tntlifioted Plan (BOBS)
waw.ai'ueealrhbenefir..eem
waived
some �ervtees. Copay waived
ifachni
Copay waived ifadntittad
for accidental injury or If
admitted
80% after deductible*
t00%r
hu,mdes Speech Therapy
and Occupational Therapy
Up to 60 con4certive visits
P. r brnefit panod May he
rendered at home.
I S20 Copay
$20 Copay
WOW
100%.
10090* 100%,
100%* -- — 100%,
W%- l00%6
Plan covers8 uui.(butt
through 12 months)
0a96*
100 4.
r vw.RCBSdLeam
Copay waived for acevha d
injury or ifadromed
90%afterdeductible+
60 combined or coweeutive
visits per calendar year.
1909'o after deductible* �
I00%*
t00%' —
100 a'
ma^m* ma%f
No hunts oa numberofvisM1s Plan wvers 8 vrciu (built
through 12 months),
31
EMPLOYEES
PPOI
BENEFITS ASR Health Benefits
vo•.acrheahhbencFts.cnm
order the healdu
maintenaua clam benefit
Adult and Childhood
100V
Prevcndve Services and
Immunizzvcns us
recommended by the
USPSTP, ACIP, HRSA or
odmr braces as rcc.gci,ed
by BCBSNI, ASR and HAP
that see in emnpllwtoe wida
Ore provisions ofdae
Patient Protection and
Affordable
Care Act
Routine Fecal Occult Blood
100%*
Sctecniaa
Routine Flexible
100%'
Siamoidoscopy Es.
Routine Prostate Specific
t00%*
Anfleen IPSAI Screenma
Routine Mammogram and
100%*
Related Reading
Cal ono stony —Routine or 100%,
Medically Necessny
I MENTAL HEALTH CARE
I Inpatient Mental Healdt 100%*
Outpohent Mrntnl Health Wcnpay
gulls
AVAILABLE TO ALL
EMPLOYEES
PP02
Blue Cross/Blue Shield
PPO Corurnunily Blue
Plan
.,,,.BCBSN1.lon1
100°L*
100"0'
NOTE: Subsequent medically
nccessaq• mammograms
perfomted dumrg the same
calendar year are subject to
your deductibleand pcment
coinsurance
WON,*
NOTE: Subsequent
eolonoseep-spet{omred
d.g We sere calendar ve:u
are sirblcct to your dcdum ble
and percent coinsurance
90%after deducible'
911%after deductible*
Office Visits $20 copay
EMPLOYERS
PP03
ASR Health Benefits
wwot.2srheiddshenefit.r.cem
100%*
100°0*
100".'0
100%'
NOTLz Medically ncee.soy
msmnogrems :tie subject to
your deductible and pemcct
aoinsearce.
100T6"
NOTE: Subsequent
ealonoscopms pedouned
during the same caleoda� zm
are subject to your deductible
and pcecnt wensuraocc.
SO i. after dedncubic'
S20 copay
AVAILABLE TO ALL
EMPLOYEES
HMO
Health Alliance Plan
(HAP)
vww.lLVicrn
100%.
S20 opay
EMPLOYEES
CURRENTLY ENROLLED
TRADITIONAL
Blue Cross/Blue Shield
Traditional Plan (BURS)
wuw.6('BS•1Lrnm j
I
100%*
100%*
NOTE: Subsequent medically
cessary maumrograres
performed during the sanw
ealendar year are subject to
you, deductible and percent
cohrsurence
100%.
NOTE: Subsequent
calovouopis perfbrmcd
dnnng the wne calends year
arc subject to your deducible
and percent cobtsurarca
100%'
100".0*
32
AILABLE TO ALL
EMPLOYEES
PPO1
BENEFITS ASR Health Benefits
www.n<rhrnlrfibeaefiu,mm
Ltpatirnl Substance Abuse
100°7°-
Care Clremncal Depepdeucv
Outpatient Substance Abtse
$20 copay
Care Chemical Dependent'
SPECIAL HOSPITAL PROGRAMS
-
Hespicc Care
l00%*
Speufied Human Organ
WOW
Tmnspl:mts
MEDICAL AND SURGiCALCARE
Surgery
WOW
I Technical Smuical Assist 100%*
I Anesthesia 100°4"
ldatern ty Care Ddivery 100%*
Pre -and Pust-Natd Care 100°%o
I Inpatient brkdicei Care
100:o"
I Inpatient Consultations
100°-1V
I Laboratory$ PaOrologv
100.*
I Diabmosbc Snvmes
t00%'
Diaznostic and lherapemie
100%'
Raderd.,
ADDITIONAL BENEFITS
Office vasits
$20 copay
Chuopracdc Care
$'_0 "ply
Limited to 38 stets per calendar
yeti
Allergyleamg
100%*
Alletby Therapy
t00%-
knarb."e$ervtces
9O%after deducuble*
AVAILABLE TO ALL
AVAILABLE TO ALL
AVAILABLE TO ALL
ONLY AVAILABLE TO
EMPLOYEES
EMPLOYEES
EMPLOYEES
EMPLOYEES
CURRENTLV ENROLLED
PP02
PP03
HMO
TRADITIONAL
Blue Cross/Blue Shield
ASR Health Benefits
Health Alliance Plan
Blue Cross/Blue Shield
PPO Community Blue
(HAP)
Traditional Plan (BURS)
Plan
www•.BCBSNLcom
w.vw.asrbeolthhenefics.cpm
..DAP.m.-
m'RCIISM.."or
0%find 9zeducubla*
80%afterdeductible*
IOU%"
10094*u
90% after deducbble"
$20 copay
S20 copay
100%*
Officemsit $20 copav
In approvad facilities only {
l00°b*
80%afterdeductible*
C'ovemd up to 210 days per.
100% of approved amount
lifetime.
90% in 100%*
80%after deducble`
Coveredac
100%on approved facilities
Covered are o..I ng to plan
gurdelmes'
guidebncs.
{
90% after dcducbble*
30%aftcrdcducuble"
100%"
Volmrtary secondsurgiral
Voluntary sceond surgical
opinion, $20 copay.
opinion oa return surgeries.
90%afterdeductible"
30%afterdeductible"
Ibo%*
100%" {
90% after deducuble"
80 afterdeductible"
100%*
100%* {
90%after dedvetlble*
80%after deductible*
100%*
100%'
100%.
100%for some pre-natal'rate,
100%pre-nutal visits*
100%pre-aazal Visas
other\vtse 80%afta
S20 copay poSCnatal visits
90%afardedraubleposL-
deductible"
naml visits*
90%afterdeductible"
80% a8er deductible'
t00%^
100%' 1
90%.fterdeducUbte"
80%afterdeductible'
NOW
100%*
90%afterdedaebble"
80%afterdaluctible*
t00%-
90%atterdedueub1c'
9091a after deductible•
30%atiu deductible*
IUO°o
90% Ater dada tilde.
90% after deducuble*
80% after deducuble"
Covered`
90% utty deductible"
$20 copay
$20 copay
S20 copay
90% after deduetible"
$20 copay
$20 copav
Not Coveted
90%aFerdeductib1e'
Lnnacd to 24 visit per
hunted to 38 sns per
Limded to 38 vi,itl pa
ulend.0 par
I.Mar vear
crlenda, stir.
1011"0
80% after dedocbble*
$20... ay
90% after deducuble'
1001W
80% after deducbble*
100%*
909'. arias deducuble'
190% ap,, dedocbble"
ISO% after deducuble*
100%.
90% aficr deducbbla'
33
BENEFITS
I Durable Medical Equipment
I D.ln,ttc Supphes
I Private Duty Nmsr.g
Skilled Nmsnrg
Assisted Rcproducfiee
Treumeot
l'oludmy St.:nlizaapn and
FDA Approved
Cpnbaecptiva Methods
PROGRAM PROVISIONS
Out ufNenaork Services
Pavmaat nfC.,eos!
Services
AVAILABLE TO F
EMPLOYEES
PPOI
ASR Health Benefits
ww-asnc�uhhhcnc 6mcnm
90%after deduetible*
90%No Around Deductible*
90% after deductible*
t00%-
NotC.e,rd
100%*
In gen"al, Plan pays 85%n£
approved amount less aFplre-bla
e.poys For diabzhc supplies,
durable medrul equipment, and
private duty nursing, flan pays
75%of approved amount after
deduchble (if appllcnble).
Prefmmd (NehvoM Hospitals:
100%of.veredbenefits.
Nan-Nctwo,k Hospitals
35°o of approval paymseitamoiud
Prcfened (Ne,,.,1d Ph,.ianre-
l0 ..hone
100%afro $20 copny
Non -network Plw. ie anc-
0'aroyene
85%ofappm.ed prynrnt amount
all.. $20 copny.
AVAILABLE TO ALL
EMPLOYEES
PF02
Blue Cross/Blue Shield
PPO Community Blue
Plan
wmnv. BC'BSM.com
90%after dedu,61,le
90%after deductible"
50% after deductible"
90%after deductible"
Not Cmrorcd
IN"
Plan pays 70%ofapproved
amount, after out -of -network
deductible, less applicahle
copays.
prefencd lNeuvod<) llosnind,
90°5 of intend benefits, after
dedr.ble
Nnn-Ncowork Hosniuds'
7W,. of approved payment
amount after.ol,frab,odr
deducublc
Preened Mmepik) Pll k1arc
t00"m ata'S20 q.,.
Nna iatwmk Plrvsu.am
70%of approved pa)anent
emeuntaft,untof-neovode
duoids, vrd S20 vcpay.
AV AILA BLE TO ALL
EMPLOYEES
PP03
ASR Health Benefits
..........heal th benefih.<om
8W,—a rdeducuble"
80% after drducuble"
50% after deductible°
80%afh-r deductible"
Net Covered
100°e
In general, Plan pays 65 %af
approved amount aftej
deductible less applicable
.pays For min ste dnry
an, sins, Plan pay, 50%of
approved amount after
deductible.
Prafen,,[ fN.,k) Named
30 %,F.,,ned [emits, less
appbeablededuchble
NmmNu\ ed, Hmnitalr
65%ofappovadpymst
amount after deducublc
PrefenedfNeModclPbvacr:w-
Oi burl
100`A after $_0 eupay,
Npn-netwu,kPhvsnieua-
0_ OTn
85°6 o£appmvni paDuoa
amount after $20 cppay.
EMPLOYEES
HMO
Health Alliance Plan
(HAP)
x.IlABnry
100%" a
1009'0"
Net Covered
100%
Op to 730 days
reuewable alter 60 day.*
100%"
One attempt ofatitunal
resemipanon per lifctimo
100°0'
Not covered cmcept for
emergencies
Copays as tinted.
ONLY AVAILABLE TO
EMPLOYEES
CURRENTLY ENROLLED
TRADITIONAL
Blue Cross/Blue Shield
Traditional Plan (BC/BS)
www.BCBSALcunr
90%after deducublc'
90%after deducuble"
75% after deductible"
100%°
Not Oovercd
100-Ile
Pmticinatine Hospiudr
100 % ofcovered benehrs
Nnmivti, iintiw H�...md.
Inpatient ear, in xuuvim
hospital - $70 a day
l.pauent tale tit ed"'J 'Poals-
S 15 a day.
Medicare Swv rz1_
100%of HCBSNI" appwai
mmmt
34
BENEFITS
A VAI( ABLE TO /
ERIPLOYRES
PPOI
ASR Health Benefits
EMPLOYEES
PP02
Blue Cross/Blue Shield
PPO Community Blue
Plan
AVAILABLE TO ALI:
EMPLOYEES
PP03
ASB Health Benefes
AVAILABLE TO ALL
EMPLOYEES
IB4f0
Health Alliance Plan
(HAP)
EMPLOYEES
CURRENTLY ENROLLED
TRADITIONAL
Blue Cross/Blue Shield
Ttadifonal Plan (BC/BS)
xww.a�rhnlrhlu:neftt.com evvw.BC65Ricom wvvyesrhealthhenefits,u'm �n.[lAPo,+. »ww.BCBS]Lmm
MOTH: Hearing aids and services rve oat catered under mN Oakland ComrN medical plans.
I PRESCRIPTION DRUG P-10GRAM
Retail Prescription NavHus
Carrier x' ou"it."on,
Mail Order Preserlpfion NoviXus
Carrier wwwnovk s.cola
P3rt1riPA tlq^JNCM'm'It
Pharmacies
Non-Pard6petingr4on-
NcnvorkPharmaz,es
Maintenance D.,
Covred /Copays:
Tin 1: $5 Most Geactes/Some
Brands;
T,er 2: S20 Preferred
Brands/Some Gcncncs;
T,e 3: $40 Nov -Preferred
products (could incude bon,
brand and generic)
Selce, But], Conhol pills
covered $0 copay.
Paid ut the m-network cost, less
$5, S20 or $40 copay.
Maintenance drues taken on a
Inner term has,s cal, be f Iltd to a
tlnto-month supply for a one-
nwnd, copay duongh either the
Mal Order Dmg ern rei or at a
"tail pham,acy'
Navims
wwo. naritus.con,
NoviXus
x»w'.novizns con,
Covered /Copays
Trer C $5 Most Genetics/Some
Brands,
*Ur,2: S20 Referred
Brands/Some Gcncncs,
Trer 3: S40 Non-P,d cd
products (could include bar,
brand and gnostic)
Select Birth Control pills
covered $0 copay.
Pad at the In-ncmode cost, less
$5, 920 or S40 copay.
Mainterse ec drugs taken one
long-term basis can be filled as
a three -mouth supply f,r a
one -month copay through
e'O,er rho plait Order Drug
can's' m at a "tail pluonacy
Navhus
w r"dus corn
NoviXus
nwx' noviruv.unn
Covered / Copays:
Tier 1$5 Most GcncacsiSoaa
Brands,
Tier 2; $20 Rcf 'red
BrandsrSome G... ncs:
Tire 3: $40 Nan-Pta lboed
products (could include both
brand and gc.cd. pord„,m)
Select Bhdr Control pills
covered $0 copay.
Paid st the in -network cost less
S5- S20 err S40 copay.
Mamtenanec drugs token ou a
long -tea, basis can be filled as
a the, maoth supply far, a
one -month copay dn.ugh
either Ore Mail Order Drug
carver or at a retail pha,,acy.
Health Alliance Plan
wow H AP cm
Pharmag Advantage
xaw PhmmacvAdr:atseeR
<can
Covered/Copays:
Tic, 1: $5 Mast Geuen<.
Trer 2: $20 Select Bmnd
namt;
Let 3: S40 Non -Preferred.
Select Birth Control pills
.cued SO copay.
Not Cavcred.
Rlantenanee dogs taken ern
along-trrm be,,, —s 30 or
90-day supply, whrahevcns
greater, ern be obtained for
�uc-u,rrnh copay at war
local phammry.
A 90-day supply of
mmnttnance dings may be
obtained th,ouRh rnml'ad".
Naviws
I'll, r"un, eon,
NoslYLs
v.nnviurs c<�m
Covercd / Copays.
Tier b $5 blast
GenencsiSome Bvmds:
Tier 2: $20 Pre Cured
B,ands,Some Geneuns:
Tier 3: $40 Non-Prcfened
products (could include brand
and geacue)
Select Birth Corral pills
covered $0 copay.
Pa,d at the in -network cost
less S5. S20 or S40 copay
Meintcn:mcc drugs Cd,c. on a
Ieng-tam basis can be filled
as a three-mnn0, supply for a
one -morn, .pay du oagh
either O,c Mail Order Drug
caoia or at a renal pha,macy
35
AV.AILABLETOALL
AVAILABLE TO ALL
AVAFUIRLE TO ALL
AVAILABLE TO ALL
ONLY AVAI4IBLETO
EMPLOYEES
EMPLOYEES
EMPLOYEES
EMPLOYEES
EMPLOYEES
CDRRE.NTLY ENROLLED
PPOI
PP02
PP03
Hh'IO
TRADITIONAL
BENEFITS
ASR Health Benefits
Blue Cross/Blue Shied
ASR Health Benefits
Health Alliance Plan
Blue Cross/Blue Shield
PPO Community Blue
(HAP)
Traditional Plan(BC/BS)
Plan
www•.asrhnalthhenefih.eomewn.13CBSMUorn
wway.os,henfthbenefic,,,u,
www.HAP a
vw.RCBSM1Lcom
t\'o1m While inlhe hospital.
Ifyourequertnprescrip4on1be
Ifyou request a presenpuon
I fyou:equest a prescripton
If you rsqueua prescription
Ifyou request a prescription
Jnrys are em•ereJ vn✓ar
filled with a brand nano drug
be filled with a brand name
be filled with a brand none
be filled with a brand name
be filled with o brand name
yvrvr meduml plan
and them is a 6enene equivalent
drug and there is a genene
drug and there is s generic
drug and there is a genero
ding, and there is o genene
available, you will be
equivaltnt available, you will
equivalent available, you will
o zilable. you will be
equivalent available, you will
responsible for the Tier 3 copay
be responsible for the Tier 3
be responsible for the Tiet 3
responsible for the full cost
be responsible for the Tier3
plus the differential between the
copay plus the diffn ential
copay plus the differential
differential between the cost
copay plus the differential
cost oftle brand „rd the genetic
between the cost of the brand
berwuu the cost of the brand
of the brurd and the cops, of
between the cost oftbe brand
drug Ifyoredoctor makes the
and the Sines Ic dnrg. Ifyou
and the generic drop If your
the eeoena drug. Ifyou,
and the genene drug. Ify,nu
request, you wdl be responsible
doctor makce the rigrt t•von
docua .Aco the fegneat, you
doctor inike$ the request.
doctorinakes the request. you
for the Ter 3 copay,
will be responsible for the
will be i esponsrble for the Tier
you will berespomrblc for
will be response blc for the
Tier eopay.
3cepay.
tle'l ier 3 wp,rnent
Tic-3 cop,
Appendix C
Current Dental Plan Options
Comparison
37
APPENDIX C
AVARABLETO
AVAILABLE TO AIJ,
AVAILABLE TO ALI,
BU9, 10, & 15
E.htPLOYEES
EMPLOYEES
High Plus
High
Standard
BENEFITS
Delta Dental
Delta Dental
Delta Dental
wxwAelfadenulmi,cam
wuv.delt dentabui.eom
wway.delladen edmi-ium
Employee Bi-Weekly
Contributions/
SI.15/$1.73/SS
S1.15/$1.731 S5
SOISO/$0
(Earning)
r
AVAILABLE TO ALL
EMPLOYEES
Modified
Delta Dental
wmv.dehad,ruArri.com
($1.15)/(S1.73)/(S3.27)
NO COV r,,,. c
Refer to the 2020 Your Total Compensation Statement for (lia Hangs) amount
Option
Nehvorl,0
Delta Dental PPO / Delta
Delta Dental PPO / Della
Delta Dental PPO / Delta
Delta Dental PPO / Delta
Dental Premier
Dental Premier
Dental Premier
Dental Premier
DIAGNOSTICS AND PRE:
ENTIVE
Diagnostics mid Prcvcnflce
10096
100%
100%
lo0",'°
Se"cea-rnutine mal
'»inn, cleanings, tlunode,
mrd space netirwlners
Enmrgeny Palliahve
100%
100"6
100%
100%
Treatment - to temporemly
rdieea vain
Penodanml Maiatenmme-
100%
100"4
100%
100%
cleaningsfDllnwing
Dcriodontal theranv
Dental Sealants-ch0dren lJ
100%
100%
100%
100%
yeah and under
Oral Caneer Brush Biopsy
lo0",'o
100ffi
106%
100%
BASIC SERVICES
1 Radmlmnphs— X-rays
Sc%
S]%
35%
5096
Minor Rcstorime Services
35%
351.
330.E
5046
— composite (white) fillings
and odorsti repair
_
Endndanhc Services — roar
85"'o
Si%
S5%
Sfl%
pals
Nriodrruc ices—m
35%
85%
.95"6
50o1.
9catl diaease
Ohl Surgery Services—
8591.
R546
359'0
50"1.
o�hacrions and deaul
Sin eery
Major Rcstarafrve Secvrcce
—amens
85%
SS%
95%
50010
38
AVAILABLE TO
AVAILABLE TO ALI,
AVAILABLE TO ALL
AVAILABLE TO ALL
BD 9, 10, & 1S
EMPLOYEES
EMPLOYEES
EMPLOYEES
High Plus
High
Standard
Modified
BENEFITS
Delta Dental
Delta Dental
Delta Dental
Delta Dental
w�aw.AdWdenfalmiam,
wx.deltedentelmi.com
wwwddhndentalmixon,
ww.JelWtlenfami.cnm
Other Basic Sen'ices-
SS°ga
85%v
85%
50°S
niiseellaneous services
Raiines and Repei,e-to
85-e - - -
85% - -
85"1.
5040
bridges, d a,ranee, and
mrplants
I SERVICES
_MOOR
YrosUrodonm Services-
50%
50%
50%
50% —�
bidges, rmplanh. and
Jemures
I ORl HODONTIC SERVICES
Oahadonhc Serviccs-
50%
501
SU%
50% {
minor a atmeat l'm'tooth
guidance, full banding
ntnerent, and manthly
aCtWChealmcutvisila
O¢Imdentia Mscimwn
SI000 per eligible member per
$1,000 percligible mcmherper
SI,000 pa',)"ible mcmberpm
$i 50 per eligrNevemlaz pur
Limit
lifetime
lifetime.
lifeeima.
lifetime.
Orthodontic Age Lrmlt
Up to age 19
Up to age 19
Up to age 19
U to 19 I
p ere
PROGRAWPROVISIONS
i
Deduurbles I$25
per person 1$50 per
S?i per persmr/S50 per
S25 per pnsan! SSO pn
S'S p<r person S50 per {
_
Euny/ipa ealendaryea
fannlyrpa calenJaryeai
fm mlv;per calends, Year
tOm�hv cr Wendaz' w
itbr_um Benefit
51,500 per indi.,drul per eleei
$1.500 po individual per raladar
SI p00 pn' iod"ridual per ralrndhr
S750 per inditodualperulmde,
Year
year
vuu
Y.
All bencfie basal on mavmrmt
All benefit, Uiscdou masimwn
Mllierefns basal m, mnhrea
llllini etim baud on m.naen
auprovtifeos
awmved fear
approved fe4w'_
:ma,ocuffm
NOTE For additional information, refer to the Delta Dental Certificates and Benefit Summaries farad anane, oaknov com1benefts under
Medical/Dental/Vision.
39
.. 1 1 1, �'. �
m
APPENDIX D
BENEFITS
Employee Bi-Weekly
Contributions
NO COVERAGE
Option
Network(s)
EYE EXAM
Vision Examinations
LENSES AND FRAMES
e.n a w
AVAILABLE TO ALL AVAILABLE TO ALL
EMPLOYEES EMPLOYEES
High
National Vision
Administrators (NVA)
ttme'.c-nva.com
$135 / $2.88 / $3.85
Standard
National Vision
Administrators (NVA)
www.c-nra.com
S0/$0/$0
No Earning is provided for No Covet -age option.
National Vision Administrators I National Vision Administrators
1 $5 copayment
Lenses: Standard Glass or
Plastic / Covered 100% after
$750 repayment
Lenses and Frames
}Tames: $100 retail allowance
/ 20%discount off remaining
balance for Frames that are not
proprietary frame brands.
CONTACT LENSES
Contact Lenses
$50 allowance
PROGRAM/PROVISIONS
BenelR payable every 12 months.
Benefit availability will start over
Benefits Payable
on January I (following a 12-
month period).
( $5 copayment
Lenses: Standard Glass or
Plastic / Covered 100%after
$750 copayment
Frames: $100 retail allowance
/ 20%discount off remaining
balance for Crames that ate not
proprietary frame brands.
I $50 allowance
Benefit payable every 24 months.
Benefit availability will start over
on January l (following a 24-
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,oak(iov.com/benefits under Medical/Dental/Vision.
41
Appendix E
CURRENT RETIREE HEALTH CARE,
11 9 N
42
APPENDIX E
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 S 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 Countv
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
76%
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 anv deductibles or co-oays.
Employees hired on or after January 1, 2006. Dates may vary by Bargaining Unit.
At Completion of --
Up to 6 Years
6 Years
7 Years
8 Years
9 Years
10 Years or more
Vesting Schedule for Employers
Contribution
0% (Not Vested)
60%
70%
80%
90%
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 right will accrue to you and/or your eligible dependents because of any statement, error or omission from this
comparison. Its provisions do not constitute amendments, modificafions or changes in any existing contract.
PPOI
BENEFITS - ASR11.1th Benefts
'
wq�v.ssrbalthbeocfils.com
s —
e Network(s)
CIGNA, iMultipian and
e
Physicians Care/HAP
INPATIENT HOSPITAL
CARE.
General Conditions
Semi -Private
Drugs
e Intensive Care Unit
100%
e Hospital Equipment
Special Diets
Nursing Care
OVPPATIENT ROSPITAL CARE
Emergency Room Care
$100 co -pay
Accidental Injuries
Medical
Co -pay waived for
Emergencies
accidental injury or if
admitted
Physical Therapy
100%
URGENT CARE
-
Urgent Care Visits
$20 co-pav
I PREVEN"fATIVF CARE SERVTCES
PP02 - - PP03 -
Blue Cross/Blue ShielA ASRHealth Benefits'
www.BCBSNf.com wnw�srbniahbrncficsaim
Blue Cross/Blue Shield CIGNA, Multiplan and
Physicians Care/HAP
HMO
Health Alliance Plan
(RAP)
wVlvo .1P.orn
Health Alhance Plan
90% after deductible 80%after deductible 100%
$100 co -pay
Co -pay waived for
accidental injury or if
admitted
90% after deductible
S20 co -pay
$100 co -pay,
Co -pay waived for
accidental injury or iI
admitted
80% after deductible
$20 co -pay I
$100 co -pay
Co -pay waived if admitted
100%
$20 co -pay
TRADITIONAL
Blue Cross/Blue Shield
(AvaiLble to Refire
hired prior to 1-1-97)
www.BCBSNt.com
Blue Cross/Blue Shield
100%
$100 co-pav
Cc -pay waived for
accidental injury or if
admitted
90% after deductible
1 90% after deductible
46
Routine Health
Maintenance Exam —
includes chest x-ray,
100%
100%
100%
100%
100%
EKG, cholcsteml
screening and other
select lab procedures
Routine Physical
100%
100%
100%
100%
100%
Routine Gynecological
100%
100%
100%
100%
100%
Exam
Routine Pap Smear
Screening —laboratory
100%
100%
100%
100%
100%
and pathology
services
47
'PPOI
PP02
PP03 +'
wqO',
TRADITIONAL
ASR Health Benefits -
Blue crass/Blue Shield
- ASR Health Benefits
Health Alliance Plan
Blue Cross/Blue Shield
BENEFITS
- - -,
-, - - -
(HAP)
ark to Retire)
-
-
�
hired(Avai
h
hired prior to 1-1-97)
-
nww.asrhralthbenefitrmm
navw.BCBSM.mm
-www,asnc�ihM1beneftccnm
wwwdi4P.or�
www BCBSNLcom
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.
Visits beyond 47 mos.
100%
100%
100%
100%
100%
are limited to one per
member per calendar
year under the health
maintenance exam
benefit
Adult and Childhood
Preventive Services and
Immunizations as
recommended by the
HSPSTF, ACID, HRSA
or ther sources as
recognized by BCBSM,
1009d
100%
100%
100%
100%
ASR and HAP that ace in
compliance with the
provisions of the Patient
Protection and
Affordable Care Act
Routine Fecal Occult
100%
100%
100%
100%
100%
Blood Screening,
Routine Flexible
100%
100%
10095
100%
100%
Sigrrioidoseo iv Exam
Routine Prostate Specific
Anngen(PSA)
loft.
100%
100%
100%
100%
Screemme
100%
t00%
100%
*Subsequent medically
"Subsequent medically
"Submquementdically
*Routine Mammogram
100%
necessary memmobnams
necessary mammograms
necessary mammograms
and Related Reading
performed during die same
perfomced during the same
100 %
amennud during the ,,are
calendar year are subject to
calendar year are subject to
calendar year are subject to
your deductible and percent
co-insurance
your deductible and percent
co-insurance,
your deductible and pement
co-insurance
48
100%
100%
100%
*Subseq.nteolonoscapics
"Subsequent colonescopies
*Subsequenteoleroserpies
*Colonoseapy—Routine
100%
perfmmcd during me same
performed during the same
100%
pedbrmed during the scene
or Medically Necessary
year are subject to deductible
year are subject to deductible
year are subject to deductible
and percrnt co-insurance
and,ureentco-msurrnce.
and pn cant co-insurance.
- -
PPOI
PP02
PP03 -
gM0
TRADITIONAL
BENEFITS ASH
Hrvlth Benefits
Blue Cross/Biue Shield
'ASR Health Benefits
Health Alliance Plan
Blue Croce Shield _
to R
(Available to efirees
-
-
(HAP)
hired prior to 1-1-97)
nww.aznc��lthbemefitt.com
www.6CBSM.com
www.asrhealthbenefins.eom
- vw."AP.are
www.BCBSM.mm
MENTALREALTHCARE
- -
InpatientMentalHealth
100%
90% after deductible
80% after deductible
100%
100%
Outpatient Mental
$20 co -pay
90% afler 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 dayy
Dependency
renewal, (no MM benefits).
Outpatient Substance
Abuse Care Chemical
S20 co -pay
90% after deductible
$20 co -pay
S20 co -pay
Covered 100% of approved
Dependency
Office v�srt $20 co -pay
amount, no Master Medical
SPECIAL HOSPITAL PROGRAMS
-
Hospice Cue
100%
100%
80-A after deductible
Covered up to 210 days
➢er lifetime
100%ofapprr,ed amount
Specifed Human Organ
Transplants -
100%
90% to I o0° c
Covered according to plan
80% after deductible
Covered according to plan
100"i° in approved facilities
guidelines,
gwdelinzs
MEDICAL AND SURGICAL CARE
100%
t00%
Surgery
100%
90% after deductible
90% after deductible
Voluntary second swgicl
Volurauy second surgical
opmimn, S20 ca-p.vy
catain'urgeric,
o Technical Surgical
10096
90% after deductible
80%after deductible
100%
100%
Assist.
e Anesthesia
100%
90% after deductible
80°6 after deductible
100%
100%
Maternity Care
e Delivery
100%
90% after deductible
80% alter deductible
100%
100%
e Pre and Post -Natal
100 %
100 %
100 %
100 % prenatal visits
90% after deductible
Cure
$20 co -pay post natal visits
Inpatient Medical Cue
100%
90% after deductible
80% after deductible
100%
General — Unlimited j
Inpatient Consultations
100%
90% after deductible
80% after deductible
100%
100%
49
Laboratory & Pathology 100%
Diagnostic Services 100%
Diagnostic and
Therapeutic Radiology 100%
PPO1
BENEFITS
ASR ReAth Benefits
xmrv.esnc�dthbencfi rscmn
ADDITIONALRENEFP`S -
officevisits
$20 co -pay
$20 co -pay
Chiropractic Care
Limited to 38 visits per
calendar year
Allergy Testing
100%
Allergy "therapy
100%
Ambulance Services
90% after deductible
Durable Medical
90% after deductible
Equipment
Diabetic Supplies
90% No Annual Deductible
Private Duty Nursing
90% ,fur deductible
Skilled Nursing
100%
Assisted Reproductive
Not Covered
Treatment
Voluntary Sterdlzation
and FDA Approved
100%
Contraceptive Methods
for females
90% after deductible 80% after deductible
90% after deduetible 80%after deductible
90% after deductible 8090 after deductible
PP02 PP03
'Blue CroWBloe Shield- _' ASR Health Benefits
,w .RCRSM.com ..asrhealtbbun<fics.com
$20 co -pay
$20 co -pay
$20 co -pay
S20 co -pay
Limited to 24 visits per
Limited to 38 visits per
calendar year.
calendaryear.
100%
80% after deductible
100%
90% after deductible
90% after deductible
80% after deductible
90% after deductible
80% after deductible
90".o after deductible
80% after deductible
50% after deductible
50% after deductible
90% after deductible
80% after deductible
Not Covered Not Covered
100% 1 100%
100%
100%
Covered
HMO
health Alliance Plan
(RAP)
..HAP-.,
$20 co -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%
Covered - $5 or 10 %Co-
insurance
Covered -$5 or 10 % Co-
insurance
Covered -$5 or 10%Co-
insurance
TRADITIONAL
Blue Cross/Blue Shield
(Available'lto Retirees
hired prior to 1-1-97)
msw.RCBSaf.rnm
90% after deduchble
90% after deductible
90% after deductible
90% after deductible
90% after deductible
90%aftei deductible
90% after deductible
50% No Annual Dedrmhbic
100%
Not Covered
100%
50
Plan pays 85%of approved Plan pays 70% of approved plan pays 65%of approved
Out of Network Services amount less applicable co- amount, after out -of- amount after deductible less
applicable co -pays
pays. network deductible, less applicable co -pays.
PPOI
BENEFITS ASR Health Benefits
xuw.urhealthbenefi�.<om
PROGRAM PROVISIONS
PP02
Blue CrossBlue Shield
www.BCBSM.com
PP03
ASR Health Benefits
x'xx': crhealrhhen.fih.cnm
CCU: $20 / $100 as
Co -pays. $20 / $100 as
Co-oays. S20 / 11100 as
noted.
noted
noted.
Deductibles: $200 per
Deductibles $100 per
Deductibles" $250 per
person / $400 per family/per
person/ $200 per
person i $500 per family/per
calendar year where noted,
family/per calendar year.
calendaryear
Co-pductibles,
Co-insurance, Annual
Co-insurance' to general,
Co-insurance: l0%after
Co-insurance: 20%after
Out-of-pocketirmarsan
0%, 10%after deductible as
deductible as noted. 50%
deductible as noted. 50%
Maximums and Lifetime
noted.
for private du ii.in
P duty g'
for private duty nursing
Maximum Dollar
Limitations
Out -of -Pocket Coinsurance
Out -of -Pocket Coinsurance
Out -of -Pocket Coinsurance
Maximum. S1,000 per
Maximum: $500 per
Maximum: $1,000 per
person/famnly per calendar
person, $I,000 per family
person! $2,000 per family
year.
per calendar year
per calendar year
Lifetime MaximumNone
Lifetime Maximum' None
Lifetime Maximum: None
preferred (Network)
Pre@ned (Network)
Hospitals:
Ho_ spitals'
Preferred(Network)
100% of covered bcnetlts.
90% of covered benefits,
Ihnprals.
10% of covered benefits, less
Non -Network Hos'o,tals:
after deductible
applicable deductible.
85% of approved payment
Non-NelWork Hosoitak'
NOri-Network Hospitals.
'All services performed
during one visit will be a
one-time $20 co -pay.
M10
TRADITIONAL
Health Alliance Plan
Blue'CmssBlue Shield
(HAP)
(Available to Retirees
hired prior to 1-1-97)
xmu'AAP.uro -
mvw.HCIICM rnm
Co-nays' $100 as nuled.
Deductibles: $200 per
person/S400 per
family/per calendar year
Co-insurance: 10%after
Co -pay,: S20 as noted,
deductible as noted 50%
for private duty nursing
Out-uf-Pocket Coinsurance
Maxmum. $1,000 per
family/par calendar year,
Lifetime Maximum None
PaIIicmanno Hnsninils
100% of covered benefits
Non-oa,ticioatins Hospitals,
51
Payment of Covered
Services
amount
Preferred (Network)
Physicians-Outoati ent.
100% after $20 co -pay.
Non -network Phvst clans -
Ompatent
85%of approved payment
amount after $20 co -pay.
70 % of approved payment
amount after out -of -network
deductible
Preferred (Network)
Phvsiciar6:
100% after $20 co -pay
Non -network Physicians:
70%of approved payment
amount after omof-network
deductible and $20 co-nav
65%of approved payment
amount, after deductible.
Preferred (Network)
PhVSIrJ nS-0uhtahent
100%after $20 co -pay
Non -network Phvsiciarts -
Outpatient
85%of approved payment
amount after $20 co -pay.
Co-paya as noted,
Inpatient care in acvte-rare
hospital - $70 a day.
Inpabent care to other
hospitals- SI5 a day_
Medicare Sun4cal.
100% of BCBSM's
approved amount
52
BENEFITS ASR Health Benefits
w„w.iisrheulthbenefiarnrn
PRESCRIPTION DRUGPROGRAM
NAVITUS
NAVITUS
Particioafine Network
Phamonnes: Covered, co -
(Except HAP, which
pays, $5 Most
have their own
Generics/Some Brands; $20
prescription coverage).
Preferred Brands/Some
Gcncncs; $40 Non.
www.mwitus cam
Preferred Brands. Select
Birth Control pills covered
$0 co -pay.
NoviXus Pharmacy
Services -
Mal Order
www nmiisns cum
Note: Whrle in the
hasptla{ drugs are
covered nnderyn,
health plan.
Non-Partichada e/Non-
Network Pharmacies- Paid
at 75%ofa][owed cost, less
$5, $20 or $40 re -pay.
NoviXus
Also, available is the mad
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 longterm bans, athree-
month supply can be
obtained far a one month
co -pay at your local
pharmacy.
PP02
Rlne CrossBlueshield
w,vw.RCBSM.com
NAVITUS
Partieioatme Network
PharmaciesCovered, co -
pays, $5 Most
Generics/Some Brands;
$20 Preferred
Brands/Some Generics;
$40 Non-Profened Brands.
Select Birth Control pills
covered $0 co -pay.
Non-Partuntertmo Non -
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-term basis, a
three-month supply can be
obtained for a one month
co -pay at your local
pharmacy.
PP03
ASRIlealth Benefits
NA'W.2'rhP Ilhtl¢nCfi CC. COnI
NAVITUS
Particinatine Network
Pharmacies: Covered, co -
pays, $5 Most
Generics/Some Brands; $20
Preferred Brands/Some
Generics; $40 Non -
Preferred Brands. Select
Birth Control pills covered
$0 co -pay
Non-Partici nati nP/Non-
Network Pharmacies- Paid
at 75% of allowed cost, less
$5, $20 or $40 co -pay.
NoviXus
Also, available is the oral
order program for drugs
taken on a long -tern basis.
A three month supply can
be ordered for a one mouth
co -pay
Also, available for
maintenance drugs taken on
a longterm basis, a three -
mouth supply can be
obtained for a one month
co -pay at your local
pharmacy.
HMO
Health Alliance Plan
www.HAP.nr_
HAP
ParucioahngNetwork
Pharmacies' *Covered, co-
pays $5 Most Generic; $20
Select Brand name; $40
Non -Preferred. Select
Birth Control Pills covered
$0 co -pay
Non -Network Pharmacies:
Not Covered.
If you request
prescription be filled with
a brand name dmg and
there is a generic available,
you will be responsible for
the full cost dt ferenfial
between the cost of the
brand and the co -pay of the
generic drug Ifyour
doctor makes the requesC
you will be responsible for
the tier 3 co -payment
Also, .+v,d.ble for
maintenance drugs taken on a
long-term bans. A 35 day
supply of 100 doses,
,whichever is greater, can also
be abonned foi a one mouth
co -pay at your local
phance,
A 90 day supply of
maintenance drugs may be
.TRADITIONAL''
Blue Cross/Blue Shield
(Available to Retirees
hired prior to 1-1-97)
www.BCBSM.cnm
NAVITUS
Particioatine Network
Pharmacies: Covered, cu-
pays, $5 Most
Generics/Some Brands, $20
Preferred Brands/Some
Generics, $40 Non-
PreferredBrandsBirth
Control pills covered $0 co -
pay
Non-PartmmahncNon-
Network Pharmacies Paid
at 75% of allowed cost, Icss
$5, S20 or $40 co -pay.
NuviXus
Also, available is the mail
order program for digs
taken on a longterm basis
A three month supply can
be ordered for a one month
co -pay
Also, available for
maintenance drugs taken on
a long -tern basis, a thre,
month supply can be
offered for a one month
co -pay at your local
pharmacy
53
obtained dvongh mail order.
NOTE: Hearing aids andservices are not covered under any Oakland County medical plans. Atthe time this booklet went im ent to press, thepact of The Patient Protection J
and Affordable Care Act &still being evaluated and plan modifications mayaccur. Please feferto the w oclgmv4Hs.com websdefarthe most up -to -dote information
54
Appendix G
1
1 CURRENT MEDICAL OPTION 1
(MEDICARE SUPPLEMENTAL PLAN)
1 1
1 1
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
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%
Allergy Testing and
Injections
100% of Medicare approved amount
Ambulance
100% of Medicare approved amount
Anesthesia
100% of Medicare approved amount
Blood
100% of Medicare approved amount
Cardiac Rehabilitation
100% of Medicare approved amount
Chemotherapy
100% of Medicare approved amount
Chiropractic Care
4 Office Visits, Spinal
Not Covered; Medicare may pay 80%
Manipulation, and
Adjustments
X-rays and Modalities (hot Not Covered
packs, massage therapy, etc.) 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.
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
100% 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
J
57
Prescription Drugs
(Navitus)
Retail
Tier I
Tier If
Tier Ili
Mail Order
Tier I
Tier II
Tier III
Prosthetic Devices
Radiation Therapy
Skilled Nursing Facility -
Inpatient
(100 days per benefit period)
Medicare Services and Limits
Speech Therapy
Transplants
Weigbt Management (Excluding
office visits and weight loss
programs)
X-rays
34-dav or90-dav suuoly
$5
$20
$40
90-dav sunnly
$5
$20
$40
100% of Medicare approved amount
100% of Medicare approved amount
100% of Medicare approved amount
CoreSource Coverage and Limits-
100% of Medicare approved amount
100% of Medicare approved amount
100% of Medicare approved amount
100% of Medicare approved amount
PreventiveCare as defined by PPACA,(Patient Protection Affordability Care Act)
• Physical Examination
(One visit per calendar year)
• Immunizations (Including
administration)
Influenza
Pneumococcal
Hepatitis B
Zosters
Chickenpox
100%
100%
W.V
• N(ammography
( 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%
10000
Appendix H
a
e
m
M
OAKLANI) COUN Y MERIT SYSTEM
HU W.:!RESOURCES- OAKLAND r;OU�N LY ESECI Ir,JE
Effective Date I I ❑
11
INSTRUCTIONS
Department Head: After discussi no evaluinion with emaloyee, Pive un hp tvee the
oriainat Pold cnov, make a coov for Your records and forty and a coov to the
Human Resources Department [f this is a Ment Perfnnnance Kenew,the Ment
Increase (Emplo)ee Transaction) form must accompa+ry it
MERIT PERFORMANCE REVIEW Step
PERIODIC PERFORMANCE
REVIEW Year
TO TIC. DEPARTMENT DIRECTOR / DMSION MANAGER / SUPERVISOR
EMPLOYEE ID NUMBER EMPLOYEF NAME I CLASSIFICATION
DEPARTMENT I DIVISION I DEPARTMENT# I POSITIONNUMBER
I I I
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 form. Employees not dt
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
ABOVE
BELOW
OUTSTANDING
AVERAGE
AVERAGE
AVERAGE
POOR
INITIATIVE............................. .......... ......................
........ ❑ ...._----- _.........
❑ .............__..
❑-......._..
..... .. ❑ ._......
...... ❑
QUANTITYof WORK ......................... ... _.........._
._. ... ❑ ..... ............_..
... ❑ ..................
❑ ...... .....
....... ❑ .. .... ........
.. .. ❑
QUALITYofWORK............ .._............. __....... ...__._...
❑ ... ....._._....
.. .... ❑ ..............
...... ❑ ..._ ...
..._._. ❑ ........ ......
_. ❑
ADAPTABILITY........._ ................._.. .... .._..........
.... ... ❑ ._......
.. _.. ❑-....... ..
... ._. ❑ .... _......
.._.._ ❑ _....._.
.. ...... ❑
COOPERATION with FELLOW EMPLOYEES._....
_...... .. ❑ _....._....
.. . El. .._. ..... ...........
❑ .. ..
.......... ❑ ... .......
- ....... ❑
COOPERATION with SUPERVISION .... ..._.... _.....
............ ❑ ...... ..........._........
❑ ._............
... ❑ ....... .....
.... .._ ❑ __ _.._......
❑
ATTENDANCEand PUNCTUALITY .... ..._...........
......-.... ❑ .._ ..........
.......... ❑ ...............
.... ❑ ..........
.......... ❑ .............
... .... ❑
OTHER TRAITS (Specify):
.... ❑ ..... ...... .......
..._.. ❑ ..— ........
..... ❑ ..... .. ...........
.. ❑ .....................
❑
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
Initials of other Supervisors reviewing evaluation
Signature of Department Head/Division Manager
We have discussed this evaluation
Human Resources Department's copy reviewed by:
0912003
Date
Date
Date
Tile
Date
Employee Signature Sapervisor Signature