HomeMy WebLinkAboutResolutions - 2021.10.13 - 34922Jro'AKLANDY,�!��-
COUNTY MICHIGAN
BOARD OF COMMISSIONERS
October 13, 2021
MISCELLANEOUS RESOLUTION #21-396
Sponsored By: Kristen Nelson
IN RE: FY 2022 — 2024 United Auto Workers, Local 889 (UAW), Representing Chief Animal Control
Officer and Animal Control Supervisor
Chairperson and Members of the Board:
WHEREAS the County of Oakland and the United Auto Workers, Local 889 (UAW) have negotiated
supplemental Agreements for supervisory employees in the Public Services Department, Animal Control
Division; and
WHEREAS the parties agreed the following classifications will be represented by this bargaining unit: Chief
Animal Control and Animal Control Supervisor; and
WHEREAS a three (3) year Supplemental Agreement has been reached for the period September 29, 2021,
through September 30, 2024; and
WHEREAS the parties have agreed to a shift premium for all supervisory employees regularly scheduled or
temporarily assigned to work the second shift by their supervisor will be paid an additional $0.75 per hour or,
$1.00 per hour for those assigned to work third shift; and
WHEREAS the parties have agreed that supervisory employees in the Kennel will be reimbursed up to $150
per calendar year for the purchase of boots/appropriate footwear (FY 2022 — FY 2024 GF/GP financial impact
$300.00); and
WHEREAS the parties have agreed that the County will provide five (5) short sleeved shirts, five (5) long
sleeved shirts and one (1) fleece jacket to all employees that wish to wear a uniform (FY 2022 — FY 2024
GF/GP financial impact $864.00); and
WHEREAS the parties agreed that all employees, with approval of the Department Head, shall be eligible to
work a 4/10 (four ten-hour days) alternative work schedule, and
WHEREAS the parties agreed to all supervisory employees working a 4/10 schedule where the holiday falls on
a day on 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 parties have agreed to on -call pay in the amount of one and one-half (1.5) hours of pay as
compensation for being on call during regularly scheduled workdays; and will receive an additional two (2)
hours of pay as compensation for being on call during a non -regularly scheduled workday and holiday.
Overtime eligible supervisory employees that are on -call and called into work, will receive a minimum of two
(2) hours of overtime pay on a day that is a regularly scheduled workday and three (3) hours of overtime pay on
days that are not a regularly scheduled workday and/or holiday; and
WHEREAS the FY 2022 financial impact for the Fringe Benefit Fund (#67800) is $4,650 and $3,150 for FY
2023 - FY 2024, which includes a $50 increase for an incentive to participate in the Voluntary Wellness Health
Screening (From $100 to $150), a $1,000 increase in 457 County Match (From $500 to $1,500). and a one-time
FY 2022 $500 equity step adjustment that was approved on the (JAW Master Agreement (MR #20637).
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 September 29, 2021, through September 30, 2024, for supervisory employees in the Public
Services/Animal Control Division.
BE IT FURTHER RESOLVED the Board Chairperson, on behalf of the County of Oakland, is authorized to
execute said supplemental agreements as attached.
BE IT FURTHER RESOLVED the FY 2022 — FY 2024 budgets are amended as detailed in the attached
Schedule A.
Chairperson, the following Commissioners are sponsoring the foregoing Resolution: Kristen Nelson.
/ Date: October 13, 2021
David Woodward, Commissioner
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Hilarie Chambers, Deputy County Executive II
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Date: October 15, 2021
Lisa Brown, County Clerk / Register of Deeds
COMMITTEE TRACKING
2021-10-05 Legislative Affairs & Government Operations - recommend and forward to Finance
2021-10-06 Finance - recommend to Board
2021-10-13 Full Board
VOTE TRACKING
Motioned by Commissioner Gary McGillivray seconded by Commissioner Christine Long to adopt the attached
Collective Bargaining Agreement: FY 2022 — 2024 United Auto Workers, Local 889 (UAW), Representing
Chief Animal Control Officer and Animal Control Supervisor.
Yes: David Woodward, Michael Spisz, Karen Joliat, Kristen Nelson, Eileen Kowall, Christine Long, Philip
Weipert, Gwen Markham, Angela Powell, Thomas Kuhn, Charles Moss, Marcia Gershenson, Adam L.
Kochenderfer, Yolanda Smith Charles, Charles Cavell, Penny Luebs, Janet Jackson, Gary McGillivray,
Robert Hoffman (19)
No: None (0)
Abstain: None (0)
Absent: Commissioner Miller III, Commissioner Gingell (2)
The Motion Passed.
ATTACHMENTS
1. UAW Animal Control Schedule A updated 9-20-2021
2. UAW Animal Control Supplement
3. 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 October 13, 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 Friday, October 13, 2021.
Lisa Brown, Oakland County Clerk/Register of Deeds
WE I Fund Name
Fringe Benefit Fund (678001
E Fringe Benefit Fund
E Fringe Benefit Fund
E Fringe Benefit Fund
E Fringe Benefit Fund
General Fund (Funtl#10500)
E General Fund
E General Fund
E Geri Fund
E General Fund
Oakland County, Michigan
UAW Local 889 Supplemental Agreements
Schedule "A" Animal Control
Division Name
Fund Division* Fund Affiliate
Program#
Account#
Account Title
Non Dept Fringe eenef0s
67800 9011501
183190
730499
Defamed Comp -Count, Pints
Non Dent Fnnge laenePos
67800 9011501
163190
730499
Defamed Comp -County Pmts
HR Wellness
67800 1050521
183192
732148
Wellness Screenings
Non Dept Fnnge Benefits
67800 9011501
183190
796500
Budgeted Equity Adjustment
Total Expenses
Non Departmental
10100 9090101
196030
730359
Contingency
Anima CoMml/Kennel
10100 1070805
114090
750581
Unforms
Animal Control/Road
10100 1070810
114100
750581
Uniforms
Animal Control/Kennel
10100 1070805
114090
750140
Employee Footwear
Total Expenditures
FV 2021 FV 2022 FV 2023-24 1
Amendment Amendment Amendment
1,500
3,000 3p00
150 150
of650) A `501i
I
(1,16400) (1,16400)
576,00 57600
- 288 00 288 00
300.00 300.00
I
Chief Animal Control & Animal Control Supervisor
SUPPLEMENTAL AGREEMENT
COUNTY OF OAKLAND
And
THE INTERNATIONAL UNION OF UNITED AUTOMOBILE,
AEROSPACE AND AGRICULTURAL IMPLEMENT WORKERS OF
AMERICA (UAW) LOCAL 889.
September 29, 2021 through September 30, 2024
This Supplemental Agreement is supplemental to and becomes a part of the UAW Local 889
Master Agreement, hereinafter referred to as the "Master Agreement" for the period
commencing the 29' day of September 2021.
Recognition:
• Employees with the classification Chief Animal Control and Animal Control Supervisor.
Wages and Wage Increment Schedule:
-
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(Chief Animal Control 122 65,567 68,750 71,932 75,115 78,298 81,481 84,664 87,847
Animal Control 119 56,639 59,388 62,138 64,887I67,637 70,386 73,136 75,885
Supervisor
Bulletin Board:
• Pursuant to Article 11.3 of the Master Agreement, the employer shall provide one
additional bulletin board at the Animal Control Facility.
Boot Allowance: (Supervisor of the Kennel only)
• Employees will be reimbursed up to $150 for boots/appropriate footwear for their job
(i.e. non slip shoes).
• In the event employees represented by the IBEW receive an increase in Boot Allowance
above this amount, a "me too" clause shall apply to employees covered by this
agreement.
• Employees provided with boot/shoe allowance are required to wear the footwear at all
times during business hours.
Uniform Allowance:
All employees who wish to wear a uniform shall be provided with the following every 12
months: 5 short sleeves shirts, any combination of 5; long sleeve polo shirts,
sweatshirts, hooded sweatshirts, v-neck shirts or other similar shirt offered and 1 fleece
jacket. All items to be laundered will be the responsibility of the employee.
Alternative Work Schedules
• All employees, with approval of their Department Head, shall be eligible to work a 4/10
(four ten-hour days) alternative work schedule.
Holiday Pay and Overtime with Alternative Work Schedules
• All employees working a 4/10 schedule, where the holiday falls on a day in which they
are normally scheduled to work, shall receive ten (10) hours holiday pay.
• All 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.
On -call Pay
• All employees that are assigned to be on call will receive an additional one and one-half
(1.5) hours of pay as compensation for being on call during regularly scheduled
workdays; and will receive an additional two (2) hours of pay as compensation for being
on call during a non -regularly scheduled workday and holiday. Overtime eligible
employees that are on call and called into work, will receive a minimum of two (2) hours
overtime pay on a day that is a regularly scheduled workday and three (3) hours
overtime pay on days that are not a regularly scheduled workday and/or holiday.
• In the event employees represented by the IBEW receive an increase in On -Call Pay
above this amount, a "me too' clause shall apply to employees covered by this
agreement.
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 be executed.
FOR THE UNION:
UAW Region I, International Servicing Rep.
UAW Local 889, V Vice -President
FOR THE EMPLOYER:
County Executive
Chairperson, Board of Commissioners
UAW Unit Chairperson Director, Human Resources
LETTER OF AGREEMENT (LOA)
This Letter of Agreement ("Agreement') is entered into on this day of
2021, between The International Union of United Automobile, Aerospace
and Agricultural Implement Workers of America (UAW) Local 889 and the County of Oakland
(collectively referred to as "County"). This agreement shall take effect upon execution_
This agreement is based on the following facts:
The UAW is increasing its presence on the Oakland County Campus and representing additional
departments and classifications.
During negotiations it was agreed that there would be a Master Agreement and Supplemental
Agreements for additional departments and/or classifications that joined after the Master
Agreement was approved.
The contract reflects its status as a Master Agreement and contemplates Supplemental
Agreements for additional departments and/or classifications.
Therefore, the parties agree as follows:
The cover of the original Master Agreement is modified as attached to this LOA to more clearly
reflect that fact.
This agreement shall be without prejudice or precedent.
UAW LOCAL 889
BY: I -If P�
ITS: u(N tr rW,,diX,
COUNTY OF OAKLAND
BY:
ITS:
L
MASTER AGREEMENT
COUNTY OF OAKLAND
Ar
THE INTERNATIONAL UNION OF UNITED AUTOMOBILE,
AEROSPACE AND AGRICULTURAL IMPLEMENT WORKERS OF
AMERICA (UAW) LOCAL 889.
December 7, 2020 through September 30, 2024
AGREEMENT
Between
COUNTY OF OAKLAND
and
U.A.W. LOCAL 889
Supervisory Unit oc.
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Table of Contents
Agreement--------------------------------------------------------------------------------------------------------3
Purpose and
Intent-----------------------------------------
-- -
3
Non -Discrimination
---------------------------------------------------------------3
Article1:
Recognition--------------------------------
-----------------------------------------------------------4
Article 2:
Employee Defined -------------------------------------------------- —-----------------------------
— --- 4
Article 3:
Probationary Period —-------------------------------- —------------------------------------------------
4
Article4:
Representation-----------------------------------------------------------------------------------------5
Article 5:
Savings Clause --------------------- —--------------------------------------------------------------------
5
Article 6:
Management Rights--------------------------------------------------------------------6
Article 7:
Maintenance of Conditions-------------------------------------------------------------------
----6
Article 8:
General Conditions-------------------------------------------------------------------
----6
Article 9:
Strikes and Lockouts Prohibited------------------------------------------- — ------------------------
7
Article 10:
Representation and Fees and Dues-----------------------------------------7
Article 11:
Union Bulletin Boards------------------------------------------------------------------------------8
Article 12:
Change of Address--------------------------------------------------------------
-------9
Article 13:
Special Conferences ----------------------------------- —----------------------------------------------
9
Article14:
Seniority---------------------------------------------------------------------------------------------10
Article 15:
Layoff, Recall and Transfers---------------------------------------------------------10
Article 16:
Job Postings-----------------------------------------------------------------------
-- ---11
Article 17:
Temporary Assignment ------------------ —---------------------------------- — ---------------------
11
Article 18:
Performance Appraisal------------ -- --------------------------------------------------------------
12
Article 19:
Procedure for Individual Compensation Review ----------------------- —---------------------
12
Article 20:
Discipline and Discharge ----------------------------------------- —---------------------------------
13
Article 21:
Grievance Procedure -------------------------- —------------- ---------------------------
—-------- 15
Article 22:
Wage Rates for New Classifications ---------------------------------------- —------------------
19
Article 23:
Wage and Increment Schedule ------------- -----------------------------------------------------
19
Article 24:
Eligibility for Employee Benefits---------------------------------20
Article 25:
Adoption by Reference of Relevant Resolutions and Personnel Policies---------------20
Article 26:
Employee Benefits ------------------------ —---------------------------------------------------------
21
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
D: Current Vision Plan Options Comparison--------------------------------------------
—------ 40
Appendix
E: Current Retiree Health Care Eligibility --------------------------------------- — ---------------
42
1
Appendix F: Current Medical Options Comparison (Non-Medicare)------------------------------45
Appendix G: Current Medical Option (Medicare Supplemental Plan) -------------- --55
Appendix H: Performance Appraisal Form --------- -------------- --------------------------------60
Agreement
This Agreement entered into on the 71h, day of December, 2020 between the County of Oakland,
hereinafter referred to as the Employer, and UAW Local 889, hereinafter referred to as the Union,
on behalf of all regular employees of the duly recognized and clearly defined collective bargaining
units, as set forth in Article 1, Recognition. It is understood and agreed between the Parties that
all Supplemental Agreements are in full force and effect with the individual bargaining units set
forth in the Recognition provision below and the Supplemental Agreements shall be a part of this
Master Agreement as though set forth herein.
Purpose and Intent
The general purpose of this Agreement is to set forth terms and conditions of employment, and
to promote orderly and peaceful labor relations for the mutual interests of the Employer, its
employees and the UAW.
The Parties recognize that the best interests of the community and the job security of the
employees depend upon the Employer's success in establishing a proper service to the
community.
To these ends, the Employer and the UAW encourage to the fullest degree friendly and
cooperative relations between the respective representatives at all levels and among all the
employees.
Non -Discrimination
The parties recognize that the Employer is legally and morally obligated to guarantee to all
citizens a fair and equal opportunity, and to these ends agree that no person shall be denied
employment or membership in the Union, nor in any way to be discriminated against based on
age, race, color, sex, sexual orientation, gender identity, religion, genetic information, physical
or mental handicap, height, weight, national origin, creed, union affiliation, political affiliation
and any other protected criteria under any federal, state or county law or policy.
I
Article 1
Recognition
1.1 Pursuant to and in accordance with all applicable provisions of 336 of the Public Acts of
1947 and Act 379 of the Public Acts of 1965, as amended, the Employer does hereby
recognize the Union as the sole and exclusive representative for the purpose of collective
bargaining with respect to wages, hours and other terms and conditions of employment
for the term of this Agreement for all employees described below provided it is agreed
and understood that the County of Oakland does not, by entering into this Agreement,
purport to assume control or exercise 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
2A 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.
4
Article 4
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 5
Savings Clause
S.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
7.1 Unless expressly provided by the terms of this agreement, or by subsequent agreement
between the parties, wages and benefits in effect at the execution of this agreement shall,
except as improved herein, be maintained during the term of this agreement.
7.2 In the event of significant anticipated changes in hours or conditions in employment, the
union shall have the right to seek discussions for mutually agreed upon adjustments in
the compensation or working conditions of employees.
Article 8
General Conditions
8.1 The Union shall be notified fourteen (14) days in advance of anticipated permanent major
changes in working conditions and discussions shall be held thereon. The Union will have
the opportunity to bargain any such changes upon written notice to the County.
8.2 Employees elected to any permanent full-time Union office or selected by the Union to
do work which takes them from their employment with the County, shall at the written
request of the Union be granted a leave of absence without pay. The leave of absence
shall not exceed two (2) years, but it may be renewed or extended for a similar period at
any time upon the written request of the Union.
8.3 Any employee on approved Union leave of absence will continue to accumulate Union
seniority while on leave but will not receive credit toward "Length of County Service' for
fringe benefit purposes under Rule 22, Oakland County Merit System.
8.4 A non-exempt employee called into the office and required to work over -time which is
not contiguous to the employee's regular work schedule, shall be entitled to a minimum
of two (2) hours work Monday -Friday and three (3) hours on the weekend of pay for at
the time -and -one-half rate.
8.5 When requested in advance with the Human Resources Labor Relations Unit, the County
will allow use of available rooms for union meetings during non -working hours_
Article 9
Strikes and Lockouts Prohibited
9.1 The Parties hereto recognize that it is essential for health, safety and public welfare of the
County that services to the public be without interruption and that the right to strike is
forbidden by the Statutes of the State of Michigan.
9.2 Under no circumstances will the Union cause or authorize its members to take part in any
strike, sit-down, stay -in, or slowdown.
9.3 The Employer agrees that it shall not lock out the employees covered by this agreement
or supplemental agreements.
Article 10
Representation and Fees and Dues
10.1 To the extent that the laws of the State of Michigan permit, it is agreed that:
10.2 Employees will be represented by the bargaining unit and may authorize the Employer,
to deduct appropriate fees or dues to remit to the Union.
10.3 Upon written authorization from an employee, the Employer shall deduct from the
wages, all fees and dues as are prescribed by the Union and/or this Agreement. Such
employee and the Union hereby authorize the 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 Employershall 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.
E
11.2 The bulletin board shall not be used by the Union for disseminating propaganda and shall
not be used by the Union for posting or distributing materials of a political nature.
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
13A 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.
4
13.3 A special conference shall be scheduled within ten (10) working days after the request is
made to be held at a future date mutually agreed upon. The Employer or Union, as the
case may be, shall respond in writing to the other party within fifteen (15) working days
following the special conference.
13.4 The members of the Union shall not lose pay for time spent in such Special Conferences
Article 14
Seniority
14.1 New employees may acquire seniority by working six (6) continuous months, in which
event the employee's seniority will date back to the date of hire into the department.
14.2 When the employee acquires seniority, his/her name shall be placed on the seniority
list, in the order of his/her seniority date. An up-to-date seniority list shall be furnished
to the Union every six (6) months or an employee is added or removed from the list.
14.3 An employee shall lose his/her seniority for the following reasons:
14.3.1 If the employee resigns or retires;
14.3.2 If the employee is discharged, and not reinstated;
14.3.3 If the employee is absent from work for three (3) working 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.
15.4 If and when an employee is permanently transferred to another division in or out of the
bargaining unit, the Unit Chairperson shall be notified of said transfer by the Employer. If
the employee is thereafter transferred back to the bargaining unit, they shall have as their
seniority date, the seniority date they had at the time of the transfer.
15.5 Superseniority. The Unit Chairperson and Steward(s) for the purpose of layoff and recalls
to work following such layoff only, for the term of their office, shall be considered as
having more seniority than any other employee within their functional unit. They shall
be last to be laid off for lack of work or funds from their unit and the first to be recalled
to work in their unit following such layoff providing they have the then present ability to
satisfactorily perform the available work in such area without additional training.
Article 16
Job Postings
16.1 Examinations for classifications covered by this contract shall be announced with a
definite announced period for the acceptance of applications.
16.2 The last date for the acceptance of applications shall be clearly stated on the official
examination announcement and in the official newspaper announcement of the
examination. There will be no newspaper announcement for promotional examinations.
16.3 This filing period shall be at least seven calendar days.
16.4 Applications must be received at the County Human Resources Department before 5:00
p.m. on the announced last date for filing applications, be electronically submitted with
confirmation or be postmarked on or before that date in order to be accepted.
Article 17
Temporary Assignment
17A Temporary assignments are made at the discretion of the Employer in order to ensure
orderly performance and continuity of services. A regular employee temporarily assigned
to a higher job classification for a period in excess of fifteen (15) consecutive working days
will receive the minimum rate of the higher classification or one increment added to their
current salary, whichever is greater. The employee temporarily assigned must have the
current ability to do the available work and meet the minimum qualifications of the higher
classification.
172 The employee temporarily assigned shall be eligible for increments until the maximum
salary for the temporary assignment is reached. Payment for such temporary assignment
must be authorized in writing by the Department Head and approved by the Director,
Human Resources and Labor Relations before the salary adjustment is made.
11
17.3 The table set forth in Appendix A, Wages and Wage Increments, shall be utilized to
approve or disapprove increments pursuant to this provision.
Article 18
Performance Appraisal
18.1 An employee may receive an annual performance appraisal from their immediate
supervisor. Such appraisal shall be on the form listed in the appendix. No other appraisals
or surveys will take place without an opportunity for review and discussion with the
Union.
Article 19
Procedure for Individual Compensation Review
19.1 If, in the opinion of an employee, the duties and responsibilities of that employee have
evolved to a state that the compensation the employee currently holds is not reflective
of the current job duties, then the employee may apply for an individual compensation
review (ICR) as follows:
19.1.1 The employee shall make a request for an ICR, in writing, to the Human Resources
Department with copies to the Unit Chairperson and to the Department Head.
19.1.2 Contained in the written request must be the following:
19.1.3 The current compensation the employee holds; title, or compensation level, in the
Collective Bargaining Agreement to which the employee feels he/she is entitled;
and, supporting documents and reasons why the employee feels the new change
in compensation is warranted.
19.2 The Human Resources Department shall begin its investigation of any request for
compensation review submitted pursuant to this Article of the Collective Bargaining
Agreement within sixty (60) working days after receipt by the Human Resources
Department. The Human Resources Department will, within sixty (60) working days
following the commencement of the investigation, complete the investigation and
provide a written recommendation.
19.3 The employee requesting the ICR will have the opportunity to respond to the written
recommendation in writing or request a meeting with the Human Resources Department
in order to provide additional information. Present at this meeting, if requested, shall be
the Unit Chairperson, a designee from the local Union, the employee requesting the ICR,
the Department Head and/or designee, and a representative from the Human Resources
Department. Within thirty (30) working days of the aforementioned written
recommendation or meeting date, if applicable, the Director — Human Resources will
state the determination in writing to the employee and to the Unit Chairperson.
12
19.4 Should the Union be dissatisfied with the result of this procedure; the Union may request
a Special Conference under this Agreement. There shall be no appeal to the Grievance
Procedure.
19.5 Upon completion of the ICR process, no request for an ICR shall be processed from the
same employee for a period of one (1) year unless additional duties or responsibilities are
assigned to the employee.
Article 20
Discipline and Discharge
20.1 Discipline:
Should circumstances warrant, a non -probationary employee may be disciplined for just
cause. Examples of offenses for which employees maybe 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 Conductor performance on the job which indicates a failure to produce the quality
of work the position or classification requires.
20.1.3 Conduct or performance on the job which indicates a failure to produce the
quantity of work the position or classification requires.
20.1.4 Conduct or performance on the job which demonstrates insubordination, which
is defined as a refusal to follow appropriate written or oral procedures,
instructions, or directions from a supervisory employee or department head.
20.1.5 The solicitation or acceptance of money or anything of value to influence the
decisions of an employee in public matters or as a reward for such decisions.
20.1.6 Being under the influence of alcohol, narcotics or any other controlled substance
while on the job.
20.1.7 Conduct or performance on the job which demonstrates a deliberate attempt to
cause poor morale or disrespect among County employees by actions or attitude
on the job. Except that, communications relating to the Union amongst
employees covered by this agreement shall not be subject to this provision.
20.1.8 Verbal or physical abuse, or improper treatment of an inmate, employee, patient
or client of any County institution or department.
20.1.9 Habitual or excessive tardiness in reporting for scheduled working hours.
20.1.10Being absent from a scheduled work assignment during working hours without
permission from an authorized supervisory employee or department head.
20.1.11Stealing, misappropriation or conversion of County property or the property of
other employees or inmates, patients or clients of any County institution or
department.
20.1.12The willful violation of any reasonable Departmental or County rule or regulation
which has been adopted in written form and is known, or reasonably should be
known, to the employees involved.
20.1.13Has engaged in political activities restricted under Section VI, Subdivision L of the
Merit System Resolution and Rule 19 of these Merit System Rules.
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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 her job.
20.1.19 Assigning overtime to oneself or to other employees without proper approvals in
accordance with County overtime procedures and/or knowingly working overtime
and incurring costs for the County where such overtime was not assigned or
approved in accordance with County overtime procedures.
20.1.20 Unlawful manufacture, distribution, dispensing, possession or use of a controlled
substance in the workplace.
20.1.21 Failure to notify authorized supervisory employee or department head of any
criminal drug statute conviction for a violation occurring in the workplace within
five days after such conviction.
20.1.22 Engaging in any act of violence or threats or other violations of the Oakland
County Workplace Violence Policy.
20.2 Disciplinary actions or measures may include, but are not limited to, the following: oral
reprimand, written reprimand, suspension or discharge.
20.3 Employees in the bargaining unit shall be entitled to their right to representation at an
interview, meeting or during an investigation that the employee reasonably believes
could result in disciplinary action or discharge.
20.4 If the Employer feels there is just cause for disciplinary action, the employee and his/her
Unit Chairperson will be notified in writing that the employee has been so disciplined.
Such notification shall contain the charge(s) against the employee.
20.4.1 Any disciplinary action or measures imposed upon an employee may be processed
as a grievance through the regular grievance procedure as provided for in this
Agreement. The Union shall have the sole right to take a suspension and/or
discharge as a grievance at the 3rd Step of the Grievance Procedure, and the
matter shall be handled in accordance with this procedure.
20.4.2 If the Employer has reason to reprimand an employee, when possible it shall be
done in a manner that will not embarrass the employee before other employees
or the public.
14
20.4.3 Records of disciplinary action other than suspensions shall remain in the
employee's personnel file for a period of one year, unless, prior to the end of said
one-year period, the employee is disciplined for a similar incident. In such case,
the records of both disciplinary actions shall be maintained in the employee's
personnel file for an additional six months, or a total of one and a half years for
each incident based upon the date of occurrence. Suspensions will remain in the
file indefinitely.
Article 21
Grievance Procedure
21.1 The Parties intend that the grievance procedure as set forth herein shall serve as a means
for a peaceful settlement of all disputes, including use of the Personnel Appeal Board,
that may arise between them concerning the interpretation or operation of this
Agreement without any interruption or disturbance of the normal operation of the
Employers affairs.
21.2 Any employee having a grievance in connection with his/her employment must present
it to the Employer within fifteen (15) days after occurrence of alleged grievance as
follows:
21.2.1 Step 1- Verbal:The employee 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.
15
21.2.4 STEP 3 — Manager, Labor Relations: If the grievance is not settled in Step 2, such
a grievance may be submitted by the Unit Chairperson or designee to the Director
- Human Resources, with a courtesy copy to the Department Head, within ten (10)
days after the Department Head's written response has been received by the Unit
Chairperson or designee. A grievance number shall be assigned when the
grievance is submitted to Labor Relations.
21.2.5 The Unit Chairperson or designee must make a request in writing to conduct a
Step 3 grievance meeting and the Parties shall conduct a Step 3 meeting within
twenty (20) days of the receipt of the Unit Chairperson's written request. The
Union representatives at said meeting may include, at the Union's discretion, the
Unit Chairperson or designee, the grievant, the Steward and a UAW
Representative. In addition, a witness(es) may be in attendance if deemed
necessary by both Parties.
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).
21.23 Personnel Appeal Board: In all matters of discipline, the Union may elect to appeal
a grievance denial in Step 3 to the Oakland County Personnel Appeal Board (PAB).
Notice of an appeal to the PAB must be provided to the Manager of Labor
Relations within ten (10) days after the Union's receipt of Step 3 decision. The
PAB's rules shall apply in such hearing.
21.2.8 In cases of a suspension greater than five (5) days or discharge only, if either the
Union orthe County disagree with the ruling of the Personnel Appeal Board, either
party may appeal the dispute to arbitration pursuant to the procedures set forth
in Step 4 below. Such appeal must be served upon the other party in writing within
five (5) days after the 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.
16
21.2.10 STEP 4: Arbitration: If the grievance is not resolved at Step 3, the Unit
Chairperson or designee has thirty (30) days, (except as stated above for
suspension and discharge cases, appealed from a PAB ruling), from the receipt of
the Step 3 answer to file a Notice of Intent to Arbitrate, by sending a letter to the
Director — Human Resources_ The Notice of Intent to Arbitrate shall identify the
name of the Arbitrator selected by the procedure set forth below. If the Unit
Chairperson or designee fails to request arbitration within this time limit, the
grievance shall be deemed not eligible to go to arbitration.
21.2.11 If the Parties agree to resolve the grievance, its disposition shall be reduced to
writing and signed by both the Union representatives and Employer
representatives.
21.2,12 Selection of the Arbitrator: Within thirty (30) days of the receipt of the written
demand for arbitration, the party seeking arbitration shall notify one of the
arbitrators from the permanent panel of arbitrators who are listed below.
Selection shall be made on a rotation basis with the arbitrator listed first as the
one who will hear the first case. The next arbitrator on the list will 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 any time.
21.2.13 The Party seeking arbitration shall notify the arbitrator within ten (10) days of
his/her selection and begin to arrange the scheduling of the arbitral hearing.
21.2.14 Upon mutual written agreement of the Parties, an arbitrator may hear more than
one case.
21.2.15 Authority of the Arbitrator: All arbitration hearings shall be governed by the
rules of the Michigan Employment Relations Commission (MERC) to the extent
that those rules are not inconsistent with this agreement.
17
21.2.16 Any arbitrator selected shall have only the functions and authority set forth
herein. The scope and extent of the jurisdiction of the arbitrator shall be limited
to those grievances arising out of and pertaining to the respective rights of the
Parties within the terms of this Agreement. The arbitrator shall be without power
or authority to make any decision contrary to or inconsistent within any way, the
terms of this Agreement or of applicable laws or rules or regulations having the
force and effect of law. The arbitrator shall be without power to modify or vary in
any way the terms of this Agreement.
21.2.17 The arbitrator shall have no power to establish or modify job classifications, to
establish wage rates, or to change any existing wage rate, work schedule, or
assignment, except for grievances arising out of the Wage Rates for New
Classifications article.
21.2.18 In the event a grievance is submitted to an arbitrator and the arbitrator finds that
he/she has no jurisdiction to rule on such grievance, it shall be referred back to
the Parties without an answer or recommendation on the merits of the grievance.
21.2.19 To the extent that the laws of the State of Michigan permit, it is agreed that any
arbitrator's decision shall be final and binding on the Union and its members, the
employee or employees involved, and the Employer.
21.2.20 The decision of the arbitrator shall be in writing and due within thirty (30) days of
the close of the hearing. This time limit may be waived by mutual written consent
of the Parties.
21.2.21 The fees and approved expenses of an arbitrator will be split equally by both
parties.
21.3 General Conditions:
21.3.1 Withdrawal of Grievances: A grievance may be withdrawn and, if so withdrawn,
all financial liability shall be cancelled. In the event, however, UAW International
Executive Board reinstates a grievance it is in agreement that the grievance shall be
reinstated. If the grievance is reinstated, the financial responsibility shall date only from
the date of reinstatement. If the grievance is not reinstated within twenty (20) days from
the date of withdrawal, the grievance shall not be reinstated.
21.3.2 Computation of Back Wages: All claims for back wages shall be limited to the
amount of wages that the employee would otherwise have earned less any
unemployment compensation and other interim earnings of compensation received for
employment obtained subsequent to removal from the payroll of the Employer.
18
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.
21.3.6 All references to days as they pertain to the Grievance Procedure shall mean
"working days". They do not include Saturdays, Sundays and designated holidays.
21.3.7 Records, reports and other relevant information pertaining to a grievance which
are requested by the Union shall be made available within five (5) days (if easily
retrievable by the County) for Inspection and copying by the Union, provided the proper
representative of the Union makes a request for the specific document referenced above
and, if applicable, the affected employee has authorized, in writing, the release of said
information.
21.3.9 Nothing in these grievance and arbitration procedures shall limit the rights of
employees to pursue statutory claims for violation of law with private counsel.
Article 22
Wage Rates for New Classifications
22.1 When a new classification is established by the Oakland County Human Resources
Department that is to be placed in the bargaining unit, the Employer shall place the new
classification in the Wage Schedule that is found in the respective Bargaining Unit's
Supplement to this Agreement. If the Union does not agree with the Wage Schedule
that was assigned by the Employer, the Union may submit the assignment of the Wage
Schedule to the Grievance Procedure at the Third Step.
Article 23
Wage and Increment Schedule
23.1 Bargaining Unit Wage and Increment Schedules are attached to their respective
Supplement and are part of this Agreement.
19
Appendix A
Wages and Wage Increment Schedule
WAGE INCREMENTS
1. WAGES:
>ttilasstie.a L x '.lEidl }atei t ,,'te.A,
aauaw PRO,
-6t da
s,Ste _ Steyy" Ste ,
Ste
'Ste
t24.-
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x
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+c ''� r ✓:
.:� RtC{iF VT[lUe P vy��i.�' .Sh �} L'CGY - i' `l✓4C
i.+y c. wW :%"�. 9 Stu-R
a >,r-M. t �...
Y^ Ltd .V'1 �4,{-1,, '} V
- Y
h
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 be the current employees in the following classifications which will be
placed on Step 7:
1. Chief Deputy County Clerk
ii. Chief Deputy of Register of Deeds
H. Director of Elections
iv. Election Specialist
27
Article 24
Eligibility for Employee Benefits
24A Unless otherwise noted below, all employees and their eligible dependents shall become
eligible for employee benefits beginning the first day of the month following their date of
hire. Except that, an employee hire date after the 15t" 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
25A.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
25A.9 Personal Leave
25.4.10 Political Activities
25A.11 Sick Leave Reserve
25.4.12 Tuition Reimbursement: Amount determined below
25.4.13 Work Connect Injury or Illness
izi]
25.4.14 Length of County Service
25.4.15 Longevity
Article 26
Employee Benefits
26.1 Medical and Insurance Benefits: Except as set forth below there will be no changes to
current benefit levels through September 30, 2024.
26.1.1 The County may change carriers and plans as long as the benefits are comparable.
26.1.2 The County will not make any changes in the insurance programs that will result
in bargaining unit employees having increased costs for employee contribution,
co -pays, co-insurance and deductibles over current levels (as of November 1,
2020) of more than $1,000 total over the term of the agreement. Any agreed
amount changes resulting in an increase in costs will not occur prior to January 1,
2022.
26.2 The Union also agrees to participate in the Employee Benefits Task Force by providing two
employees within the bargaining unit, one will be the primary and another designee. This
task force will begin in January 2021.
26.3 The relevant Benefit Guides are attached (see Appendix) and the Plan Documents are
incorporated herein by reference to the same extent as if they were specifically set forth,
except as provided and amended by this agreement.
26.3.1 Included but not limited to:
26.3.2 Dental Insurance
26.3.3 Employer paid disability
26.3.4 Employee Assistance Program
26.3.5 Flexible Spending Accounts
26.3.6 Health Insurance
26.3.7 Hearing benefit: Please note this is offered through Hartford as an added benefit,
there is no guarantee that this can be offered through another carrier.
26.3.8 Employer Paid Life Insurance
26.3.9 Optional Supplement Life Insurance
26.3.10 Vision Insurance
26.4 Wellness: The County agrees to increase the annual payment for an annual physical from
$100 to $150.
26.5 Annual Leave Buy Back: The County will follow the resolution set by the Board of
Commissioners in August 2020.
21
26.6 Retirement:
26.6.1 The County will raise the match within the 457(b) plan from $500 to $1,500 per
year_
26.6.2 The County agrees that any changes made to retirement benefits with both the
DB and DC for unrepresented County employees and union represented County
employees, but not to include Oakland County Deputy Sheriff's Act 312 or interest
arbitration eligible bargaining units, will also be made for employees in this
bargaining unit.
26.7 Tuition: The current reimbursement maximum shall be $1,400 per semester and $4,200
annually. Should the amount be raised by the Board of Commissioners such increases will
also be made to employees in this bargaining unit. Parameters concerning the tuition
benefit are referenced in the Oakland County Merit Rules.
Article 27
Hazard Pay
27.1 State of Emergency: In the event of a declared State of Emergency where the public is
ordered to remain home by either the Governor, County Executive or County Health
Officer, those employees deemed "essential" and exempted from the provisions of the
"stay home" order may receive Hazard Pay for time spent at their worksite.
27.2 Should the county pay Hazard Pay to its employees, it shall be paid in an amount
determined by the Board of Commissioners.
27.3 Payments shall cease the pay period following the termination of the "stay home" order.
Article 28
Social Security and Medicare
28.1 The Employer agrees to provide Social Security and Medicare coverage to employees who
are subjectto mandatory withholding underfederal law and to employees whose position
require coverage under a Section 218 agreement between the State and the Social
Security Administration.
22
Article 29
Reimbursement for Mileage Expenses
29.1 Employees shall have the option of using a county pool vehicle when conducting county
business.
29.2 Employees electing not to use a county pool vehicle, shall be reimbursed for mileage
expenses in accordance with the County's established procedures.
29.3 Employees who use their personal vehicle for County business shall be reimbursed at the
IRS federal standard mileage rate for all miles driven in County service.
Article 30
Retiree Insurance
30.1 Bargaining unit employees shall be eligible for the current retiree insurance and
retirement health savings plan as set forth in the current rules. Eligibility for these
programs shall extend beyond the expiration date of this agreement for employees
covered by this agreement provided it is understood between the parties that the County
shall have the right to change insurance carriers and plans for retirees so long as the
benefits remain comparable.
Article 31
Emergency, Inclement Weather, Facility Closures
31A Weather Emergency
Employees who are unable to report to work on their regularly scheduled shift because
of severe weather or other conditions which interfere with access to their work sites may
use accumulated paid leave to cover their absences. Employees who do not have
sufficient accumulated leave to cover their absences will not be paid for the time absent.
31.2 Facility Closure
If a situation arises that causes facilities to close, the employee shall be paid for their
regularly scheduled work shift.
23
Article 32
Training and Certifications
32.1 Employees who have attained or are completing professional certifications in their field,
shall be entitled to complete the necessary requirements to maintain those certifications.
32.2 The Employer shall pay for conference registration, session fees and necessary travel to
maintain or acquire the professional certification.
32.3 The Employer shall pay for required trainings and related travel that are necessary for the
performance of an employee's job duties.
32.4 Any expenditure set forth in the sections above shall be subject to prior written approval
by the department director or his/her designee before such expenditures are incurred,
but such approval shall not be unreasonably withheld and it is understood that a
maintenance of job related certifications is encouraged and desired by the County.
Article 33
Casual Days
33.1 All employees shall be provided the ability to dress casually with the approval of their
supervisor, but such approval shall not be unreasonably withheld, as long asthe 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
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 EMjPL�OYER:
UAW Region I, International 5 cing Rep. G-oun�,Executive i
/ r
1 ' _ n
UAW Local 889, 1"Vice-President
/UAgUni(Chairpe n
Chairperson, Board of Commissioners
�� ice' ✓�f��;��
Director, Human Resources
Q:�
4. Employees will continue to receive a merit step increase for the remainder of the FYE 2021 and
future years upon an acceptable review from their supervisor.
S. Should a supervisor fad 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.
FM
Appendix B
29
APPENDIX B
fUPORTANT NOTE This document is not a contract. It is intended to provide a comparison of available benefit options and to summarize the provisions and features
of each plan. Please refer to the Summary Plan Document (SPD) to confirm coverage details. Every effort has been made to ensure the accuracy of this document.
In the event that the information contained in this document differs from the SPD, the information contained within the SPD will prevail. This document does not
establish or determine eligibility for benefits or procedures, nor does it constitute an amendment, modification or change to the SPD or to any existing contract. All
coverage is subject to medical necessity guidelines as outimed in the SPD.
* In order to be eligible for benefits as specified to the SPD, services received by a Covered Person must be administered or ordered by a Physician, be Medically Necessary
for the diagnosis and treatment of an illness or injury and allowable/covered charges, unless otherwise specifically noted in the SPD.
EMPLOYEES
PPOI
BENEFITS ASR I halth Benefits
cox u.asrhulthhenel it'.cnm
Employee Bi-Weekly
$32 / $65 / S75
Curb ibutiuns
NO COVERAGE
Option
Nehvork(n)
HAP Alliance Health & Life
PPO / Physicians ceie 7
CIGNA / Mulunlan
Deductible(s)
$200 per pe,evv$400 p. family
9v7 caleudar year
Coinsurance
0°6 for mail services, 1056 efter
deductible m noted
Coinsurance Maximum
$1.000 Per persudfamily per
calendar year
I INPATIENT HOSPITAL C
UZE
General Conditions
Wrote,
Semi -Private Druge
intensive Case Unit
Meals
Hospital Equipment
Special Diets
liusmc Care
I OUTPATIENT HOSPI"CAL
CARE
Firemercy Room Carc
$100 copay
Accidental Immies
AVAILABLE TO .ALL
EMPLOYEES
PP02
Blue Cross/Blue Shield
PPO Community Blue
Plan
wwrv.➢CBSnLcom
$42/$70/$35
AVAILABLE-COALL
AVAILABLE TO ALL
ONLY AVAILABLE TO
EMPLOYEES
EMPLOYEES
EMPLOYEES
CURRENTLY ENROLLED
PP03
HMO
TRADITIONAL
ASR Health Benefits
Health Alliance Plan
Blue Cross/Blue Shield
(HAP)
Traditional Plan (BC/BS)
vnw.asrh�ldibenef sxn'n ' HAP -ore'
S16/S35/$45 S32/$6S/S75
Refer to the 2020 Your Toed Compensation Statement for (Earuin_s) amount
Blue Cro..Dluc Shield
HAP A➢mnce Health &Life
lleilth Alliance Plan
PPO/ Physicians Corti
HbfO
CIGNA / Multipian
$100 per pemm,'Wo0 Per
$250 per person/S500 pa
No Dedocnbla
famllypercalendir year
famdyperc:dendaryear
10%after deductible..
20% after declarable as
No Comsat nee
need 50%for private duty
noted 50%,rfterdcdurnb1efnr
rivemeprivate
duce vursing
Vonp"y's.nSI'000 per
S7000 per pa son/$2,000
Not Apphcabla
family per calendar yea,
per family per calendar yem
,y.y.y.BcssnLenm
S52 / S89 / S94
➢lac Or,, Blue Shield
$200 pa penun/$f00 pei
family per mlerrdeuyeer
10%.,ft>r deducible as
noted. 25%for private dnq,
nursm_,
$1.001 per peaon'fannly
per ealcndar year
90 % after deductihle* 80%afv, deductible* 100%, 100%^
fl,i'm rCnPay:SI000
$IDO copay $100 copay, dcdncmblcand S100 enpay I $100mpny'
ura cmosncc nray also apply Fri
30
BENEFITS
Medic t Emergencies
Physical Therapy
EMPLOYEES
PPOI
lSR Health Benefits
wan•.asnc�bhbenetitecnm
Cupay waived for
accidental injury or if
admitted
100^.6*
URGENT CARE
Urueat Ca'c vrsdts
j S20 copal'
I PREVENTATIVE CARE SERVICES
Routine health Maintenance
100%,
Esand — includes chest �-ray.
EKq elmlesteml sa eening
and
other select lab procedures
I Routine Physical
1009L*
Routine Gynecological
loo-W
Exam
Routine Pap Smear
100%ro
Screemne— laboratory and
,uhploty services
Well -Baby Child Care
IOU36*
Maus
• 6 visits, birth thmuph 12
mundds
• 6 visits, 13 months
though 23 months
• 6 visits, 24 maims
drmagm 35 mantes
• 2 visits, 36 months
through 47 Mondds
• Vufts beyond 47
Mardis are limited to
one pennendb"r, per
ealendareear
.AVAILABLE TO ALI,
EMPLOYEES
PP02
Blue Cross/Blue Shield
PPO Community Blue
Plan
wzvwBCBShf.com
Capay w'aiv, d for aeeidereal
Injury or ifadmrctcd
90%after deductible*
60 eondbmad vkits- per calendar
year
1 $20 copay
4Y:Al LABLE TO ALL
EMPLOYEES
PP03
ASR Ilealth Benefits
»ww.as.h,dthbmmj n.amr
some services. Cnpay \Valved
for aeeidmdal r jmy or if
admitted
8096 after deduedblc"
I S20 copay
100°6`
10f1 io'
100°d
10090"
t00%°
106%.
100%*
t00%*
106%*
Plan covers 3 moui (binh
through 12 months).
EMPLOYEES
HMO
O"Ith Alliance Plan
(BAP)
\v. HAP.or^
Cap, wived Trultotted
100%,
Includes Speech ibcrapy
add Oe,dpabonal'Iberapy
UP to 60 "..eautive visits
per barafit period. M<v be
rendered at home.
$20 copay
100%,
100%•
100%"
100"4'
ONLY AV.SI6ABLE TO
VNIPLOFEES
CURRENTLY ENROLLED
TRADITIONAL
Blue Cress/Blue Shield
Traditional Plan (BCBS)
vn\Y.BCIUTL._um
Cepayvvai,ed for accidental
injury or ifadmittcd
90%after deductible'
60 emobined or ermsecuflve
dnvu per calendaycrr.
1 90%after deductible-
100%*
100%,
100%,
to0%"
100%, 100%'
No bouts on numb", o L' "arts Plan coven 8viota (bud,
through 12 months).
31
AVAILABIJ, TO ALL
.AVAILABLE TO ALL
AVAILABLE TO ALI,
AVAit ARI FTO AT I,
ON LY AV:U LAgLE TO
EMPLOYEES
EmPLOYEE5
EMPLOYER
EMPLOYEES
f61PLOYEES
CURRENTLY ENROLLED
PPO1
PP02
PP03
lof0
TRADITIONAL
BENEFITS
ASR Health Benefits
Blue Cro,sBlue Shield
ASR 11"Ith Benefits
Health Alliance Plan
Blue C1 cesBlue Shield
PPO Community Blue
(NAP)
Tradition.! Plan (BOBS)
Plan
-
+v,
_ w.aa healdrbenefi_t+_cum
xnew.B['BSA1com
w,... rbeelthbenefit+corn
wr w.[14P......
unde, the health
_www.BC_B_1_A_Lcnm
m znmicz cram b""fe
Adultand Childhood
100%.
100%"
100%. _ -
100
100%.
Prevendec Seances and
lunnuni.deras as
recommended by the
LISPSTT,.ACIP, HRSA or
odrer source. er recognised
by BCBSM, ASR sad HAP
9"t are in sco" a,o, und,
the Provisions ofthe
_
Patient Promcdon .end
Affindable
C. ,Act
RouUna Fecal Occult Blood
100%.
t00%T
100%.
100%,
100%*
Screeoin¢
Routine Flexible
100%`
100%.
106%`
1a0
Siommdesence Eoint
Routine Prostate Specific
106%.
t00%`
100".°'
100%'
10046'
Amoco lPSAlSueenmc
Routine Mammogmiu and
Mov.,
100%d
100%'
100%"
100"6^
Related Rending
NOTE: Subsequent medically
NOTE: Medically ucs:essnry
NOTE: Subsequent medically
neecssap• mammograms
mammograms are snblect m
ssary mamnr"en's
peribnned during the same
your deductible it percent
pertbimed during dtesamz
calendar yea am subject to
coina.cea
calendar yzar are subtect to
your deductible and percent
your deductible and peixnt
Celonoscopy— Routine or
100^,6"
conesurnaM
t00%-
100"e
IOU%"
cohrsum"ce
t00%-
&fedicslly Neerssary
NOTE: Subsequrt
NOTE: Subsequent
NOTE: Suhsrgoew
eolonascepies performed
colouoseapiesperforined
colonos nip ee pew used
dining floe rams calendar year
dmmgthesame ealendvy.
doting the same calendaryear
are subject to your dedumtile
are sublcet to your deductible
subject to your deductible
and p
percent cobourance,
and percent coinsarrea.
m
and perccidecinsurane,.
MENTAL HEALTH CARF.
�
brpabent Mental Healdr
I00%,1
90% after dedodibte"
80% after deductible"
100^.'
toff)%.
Ompaui.t Meatul Health
$20 a.,,90%after
deducublz•
S20 copay
S20 copay
100°A'
Office Visits S20 copay
32
AILABIATOALL AVAILABLE TO ALL AVAILABLE TO ALL
EMPLOYFES EMPLOYEES EMPLOYERS
PPOI PP02 PP03
BENEFITS ASR Health Benefits
w.nsnc�J drUene4�.cnm
Inpatient Substance Abuse
l00%*
Cue Chemical Dependency
Outpatient Substance Abuse
$20 copay
Care Chemical Dependency
SPECIAL HOSPITAL PRC
GRANTS
Hospice Care
100%i,
Specified Human Organ
100%'
Transplants
I MEDICAL AND SURGICAL
CARE
Surgery
100V
Blue Cross/Blue Shield
ASR IIealth Benefits
PPO Community Bloc
Plan
wwrv. BCBSM.com
n:asnc�Jthbenef30.cum
90% after deductible'
SO%afterded.61,0
90%after deductible'
S20 wpay
Office visit $20 copay
100%*
90%to 100%
Covcrcd accnrdmg to plait
mddclio.a
90%after d.ductible'
I Technical Stu cal .Assist.
10011.°
90%adadeducfible'
.Aoestbesta
100%%
90',1 after dah,fibW
Alatermty Care Delivery
1009E
90%after deductible`
Pre- and Post -Natal C.
100°%°"
too$;*
lopanern Medical Carc
100"116"
90% after deductibte*
lapaiicat Consultations
100°0
901-.b after deductible'
Labora.,, .&Yadrology
100%*
90%afta&thm,hble•
Doocustie Services
100%'
90% after deductible*
DiaguosUc and Therapeutic
10091*
90% after deductible'
Radicd.gy
I ADDITIONAL BENEFITS
-
Offfrcevisits
$20 copay
$20 copay
Chiropractic Cue
$20 copay
$20 ..pay
Limited to 3.8 Wus per calendar
Limitcd to 24 vetss pet
year
enl md" ye:u
Allergy Te.tmc
100%*
NOW
Allmfy Tbcrapy
100%"
100°.b'
Ambulance Services
90%after deductible*
90%up, d,dueuble'
80%after deductible'
80%afterdeductcdc'
80%aft rdcductfble"
80%after deducnble*
80%b fterdedaebble^
80% after deducbbla'
100%for some pre -Haul visits.
mhenvise 80% after
dcductibla*
80% after deducuble'
80% affair deducuble'
80%alter deductible'
80 % after dedncuble'
80%.dcr dcductibla*
ULABLF, TO ALL ONLYAV:ULABLE"1'0
EMPLOYEES EMPLOYEES
CURRENTLY ENROLLED
HMO TRADITIONAL
Health Allinnce Plan Blue Cross/Blue Shield
(HAP) Traditional Plan (ROBS)
w.D \P,me
100%.
S20 repay
Coveted op to 210 days oer
hfcr me.
Cm¢red accotd(ng to plan
guidelines,
100%,
Volwuary seurd s.gi.l
opinion; $26 a'pav
f00%*
100%*
100%"
100°i1 pre -Hoist visits'
S20 copay post -natal visits
100%
100%r
Covcrcd`
$20 copay 1 $20 wpay
S20 copay
Not Coverod
Limited to 38 vtsts per
calendar
ded
SO rb after Jeductlble`
$20 copay
80% after deduetiblc'
100%'
90% after deductible"
100%.
w.BCBS3C.cnm
100".'o*m
INN
In approved facilities only
100% ufapproved:+me..t l
100% in approved facilities
100%.
Voluntmy second surgical
opinion on certem surgeries.
100%*
00%.
100%'
100%pre-nata1 were
90%afmr deductible pust-
neul visit¢'
100%.
too°ro*
9011 after deductible'
90%after deductible'
90%after deducnble'
90%after deducnble'
90%after deductible -
Limited to 38 visits per
calcndarywr.
90% after deducuble'
90% after deductible*
90%after deductible"
33
BENEFITS
Durable Mcdical Equipment
Dmbeue Suppttes
Pnvatc Duly Nursme
Skilled Nmsu\g
.Assiaed ReprodueUre
Trew.,art
Vohrntaq Slcnlvaean and
FDA Approved
Cuntraeeotivx Ivtethod.
PROCRA67 PROVISION)
Ont ofNehwrk Service
Payment ofCovutd
Services
k[LABLE FO A
FYIPLOYFES
PPOI
ASR Brelth RemefLs
AVAILABLE TO ALL
F.bIPLOVEES
PP02
Blue Ceom/Blue Shield
PPO Community Blue
Plan
AVAILABLE 1'OALL AVAILABLF TO,
EMPLOYE FS BNIPLO}'FF:S
PP03 HMO
ASR He Ith Benefits Bealth Alliance Plan
(HAP)
w'nw+a.rhzalrhbenefi n.eom
.... tSStitmm
...... hmdrhbrwafiea,,na
u HAPree.•
90% ad., deductible"
90%aRa deduchblx'
8096 afzrdtduutblP
10096'—
90°% No .Amwal Deductible*
90%afm deductible*
80% after duincuble'
WOW
90%after deductible"
50%afar dcducebk*
5096 oiler dtductibW
Not Covered
100%"
90%a her, deductrbk"
80%after deductible'
100%
Up to 730 day,
reuew:.blz efter 60 dave"
Not Cm cred
Not C.,M
Not Covered
100Y'o
One attempt ofmti 6641
ms'rrmrticn pm' hfetimo
100%'
100".6*
tU0?o*
100%"
to general, Plan pays 85%of
approrxd a mount less a,11r. de
eapaya. For diabetic supplies,
durable medial equipment, and
private dray nursing, Plan pry.'
75%of appa owed amount after
deductible (if appiicat,16
R efemd INdwmkl Hmmtnl.:
100°6 of cn\ tied bn\efi1s.
Nnn-Nenvn\k Hmnirat.:
85%. f appraccd paynreat amormt
Prcfmol INehvaekl p6vseim, -
Oumai.
100%art, S20 copay.
Nm emmk Plrro6—,-
Our»anem
85%of app,.,m payrneat amount
ata S20 oepay.
Plan pays 70 % of approved
amount, aker ou[-oF' nemmrA
deductible, less a,phc bk
rc,"y .
Preferred NeMndd lloanirak,
90% of covered benefits, after
dedurnblc
Non-Neuvark Hnmitak
70a. o rap proved yxr,roeat
arrow l e111R OeLL-Ofndw'ndt
d,dp,,aW
PR eF ud tNetivmCl Phvaoerty
100%efter S20 eapay
Non-ndwmk Plrvsiciaas
70° o of approved paym ou
amount aftuom-uFnerwodc
dodo:Wk and 91_0 cgwy
In general- Plan pays 65% ,f
approved arvotmt alder
deductible Iesa apphcabk
copxys Forpmntdoo,
nwsmg, Plan pays 50%or
approved amount after
deductible.
Pref ed Neruaikl Hnmitll
80%of covered benefits, Ies.
apptiublededurnble
Non-Navvork Ho ra,is:
65%ofapp,.vedprymrn1
amount, aB.a deductible,
Frei xd tNdwaekl Phveicuno-
Oulpati.1t
100%after S20 enpry.
Non-ndwrnt Ph.aed:ma-
Our, L
85%dfppmvxd prymart
amountaflcr $20 mpay.
Not covered enept for
emtrgenua.
Copaya a road.
ONLY AVAILABLE TO
VNIPLOYRES
CURRENTLY ENROLIX11
TRADITIONAL
Blue CrossBlue Shield
TraditiunaI Plan (BC/BS)
\vww BC BSI1I.auu
90% after deductible'
90d5 otter dxducoble"
75%aft,o deducdblx"
100%'
Not Covered
100°.6'
Par66'rarinc Hncnital.
100%af... cad brnehtc
Nempvti..nat—Hnmh.ly
Inpatient rare in x rtx .
hospital - $70 a d y.
:OpmG a""atodleritOSpeJ'-
S15 a day.
Medicare Swi c
IOM' of BCBSAI's appuned
:mrunnt
34
BENEFITS
AVAii.kSLE TO ALI,
EbIPLMEES
PPOI
ASR Health Benefits
\ILARLE TO ALL
F,NIPLOYEES
PP02
Blue Cos,/Blue Shield
PPO Community Blue
Plan
AVAILABLE TO,
EMPLOYERS
PP03
ASR Health Benefits
AVAILABLE TO ALI,
EMPLOYEES
HMO
Health Alliance Plan
(HAP)
ONLY.AVAILARIA 10
EMPLOYEES
CURRENTLY ENROLLED
TRADITIONAL,
Blue C. ass/Blue Shield
Traditional Plan (RC/RS)
asrheJldahu,efin.com .31CB6M.con, unvu•,a<nc�lltfibenefr.<.a,m x.11AF'.o,*� nw.RCRSNtcum
NOTE: Hearing aids and services are no[ covered under am Oakland Conn" medical plans.
PRESCRIPTION DRUG P tOGRAM
Retail Pre,cripi o t
Navitus
Carrier
evitas cam
Mail Order Pracrlpaon
NoviXoa
Curler
\11-1-r\'l ally_
Psrticipa tinaNetwork
Pharruacics
Nor-PartidpadngNon-
NeMork Pharmaaa
Maintenance Drugs
Coered / Copy,:
Tic, 1: $5 Most Genencs/Some
Broads;
Tier'_. $10 Preferred
Brands/Some Genencs,
Tier 3$40 Non -Preferred
prodncu (could include both
brand and goose)
Soled Bull Conroe pills
covered So coPay
Paid at the r-netwai k cost, less
$5- S20 cr S40 copay
bfmntenanw arras taken on a
Ion, term bases can be filled as a
dueo-:noada supply for a one -
oath copay duough rube' be
Mul Order Drop canier c. at e
mt,nl pharmacy.
Na,itus
Y oa\SWY.eanl
Nov,Xus
ww\,:noviml. com
Covered / Copa,,.
Tier I: $5 Most Geerics/Some
Brands;
Tier 2: S20 M efeaed
IIlands/Some Generics,
Tier 3' S40 Non-Pmfened
product (could include bosh
brand and ganerie)
Select Birth Control pills
cm'ered S0 copay.
Pend n the io-neM,nd, cost, less
$5, S20 or S40 ropy.
Maintenance drugs taken on a
lone term bases cut be filled as
a thmo-mondl supply for a
one -month copay through
cidmr, due Mad Oder Drug
tamer a, at a retail pharmacy.
Navitus
Nav']Xus
may.� nnertns "on
Cmcred / Copays:
Tier 1 $5 Most Generics/Some
Bo rds;
'flea 2: $20 Pi eten ed
Brands/Some Genn,cs;
Tier 3: S40 Non-Prefarred
prodrets(cculd include bath
brand and gcs,ro pradoets)
Select Birth Conuol pills
coverW $0 c.pay
Paid at the ia-nctwork cast, less
IS. $20 or S40 copay
Maintcnancc drugs taken on a
long-temr bast can be fiord a,
a three-month supply for a
rc-month copay thicugh
either the Mai Order Drug
Gamer .,at n retail pharmacy.
Health Alliance Plan
\«ery It 4p.11
Pharmacy Advancaec
a\,w PhaemnevAdv:mueeR
.an
Covered/Copays.
Tier I S5 \lost Generic:
Tier S20 Select Brand
cart;
Tier 3. S4U Non -Preferred.
Select Bnah Control pills
covered $0 copay.
Not Covacd
m.inteaance drags taken on
a leng-te,m bast, -a 30 or
90-d y supply, whichever is
,eater, cm he obtained for
n ale -month copal' at year
local phamraq,
A 90-dsv supply of
maintenance drugs may he
obtained rh,ough rnml order
Navitus
w\�.w , avian; cool
—_ ylos cum
Covered / Copays:
Tier 1 $5 Most
Gcrer csiSome BemaL,;
Tin 2: S20 Preferred
Brvlds%So,nc Genc.n, ,
Tier 3: S40 Non -Preferred
product (eoold indudo brand
and grn ic)
Select With Connor pill,
covered $0 copay.
Paid at the in -network cost
Ic,s $5, $20 or S40 copay.
Maintcnancc drugs tnk. oa a
long -rem\ basi, can be filled
as a thmc-mend, supply for a
one -month copay thiou3h
either d,e \fail Older Drag
carrier or at a Ieta,l pharmacy
35
AVAILABLE TO ALL
AVAILABLE TO ALL
AVAILABLE TO ALL
AVAILABLE TO ALL
ONLY AVAILABLE'10
EMPLOYEES
EMPLOYEES
EMPLOYEES
EMPLOYEES
EMPLOYEES
CURRENTLI'FNROLLED
PPOI
PP02
PP03
HAIO
TRADITIONAL
BENEFITS
ASR Health Benefits
Blue Cross/Blue Shield
ASR Health Benefits
Health Alliance flan
Blue Cross/Blue Shield
PPO Community Blue
JJAP)
Tredifional Plan(RC/RS)
Plan
....... asrbealthbenefs.unu
w'ww.BCBSM.,am
w.....ILICon
.vww.BCBSblram
hbrr. Rode in the ho+pal,
Ifyou request a aere,uuir. be
Ifyou requs, a proscnpuon
Ifyou inquest a prescription
Ifyou rcgoest a prescription
Ifyou request a prsarpnon
'Y"' me cme-red nn✓ar
filled wnh a brand name drug
be filled end, a band name
be Hlled ceh a brand name
be filled wlil, a broad mmae
be filled with a brand name
pmv medlml plan,
and there is a generic egmv;dert
drug and dxrc is a generic
drug and Ihrrc is a gerenc
drug and dnae is a gcnaic
thug and dean is a genetic
avedahle, you will be
equivalent available, you w dl
equvalent available, you will
a,atlable, you vdI be
equivalent available, you will
msponsible fro the T,cr 3 co pay
be responsible for the Tier 3
lu mspoasiblc for the Tie, 3
responsible fro the full cost
be responsible for the Tier
ph. the diaaeutial between the
copy plus the differential
.,ay plus the differential
diffarcatial behveen the cos[
copay plus the differential
wst ofthc brand and the geran,
betw.xn dre cosrofdv, brand
betty. the cost oLdn, brand
fthe band and the c.,ay of
hetwmn the, cost ofthe brand
drug. Ifyou, doctor makes the
and the generic drug. If your
and the generc drug ff your
the genetic dmg. Ifyour
and the generic drug Ifyom-
requect, you willbemspesible
doctor makes the request, you
doctor makes the request, you
dectm makes therequest,
doet.,m&es thm,egnest you
tar dre Tier 3 ropey,
will beresponsiblc for the
will be,uvponsible for the Tiu
yan wdl be rsp..eble for
will be resp.moblc for the
Tier 3 copay
3 copay
d,c Tmr 3 capayment
Tier 3 ropy
Appendix C
37
APPENDIX C
AVAILABLETO
AVAILABLE TO At,].
AVAILABLE TO ALL
WAIT ABLFTO/
RP 9, 10 & IS
EMPLOYEES
EMPLOYEES
EMPLOYEES
High Plus
High
Standard
Modified
BENEFITS
Delta Dental
Delta Dental
Delta Dental
Delta Dental
rvmv.dcl[adentulmi.rnm www.delt denhlmi,com www.ddUden telmi.wm w,,v.dd.,hnGlmi.,mn
Employee Ri-Weekly
Contributions
SLI5/SL73/$5
SI.15/SI.73/S5
$0/50/50
(SLIS)/(SI.73)/(.S3.27)
(Earnin.)
-
NO COVERAGE
Refer to the 2020 Your Total Compensation Statement for ( Earnings) amount. l
Option
Nehvork(s)
Delta Dental PPO / Delta
Delta Mntal PPO I Delta
Delta Dental PPO 1 Delta
Delta Dental PPO / Delta l
Dental Premier
Dental Premier
Dental Premier
I
Dental Prcrnier
I DIAGNOSTICS AND PRE—
ENTIVE
-
I
Uiaynpshcs and ftcventivc
100%
100°/,
100%
100%
Servm{ti—ron6ra oral
acams, cleanings, Ruonde,
and space maintainers
Rmcrgcnry Palliative
100%
100%
100;6
100% l
Treatment — to temporarily
rehevc in
Periodontal %ioatenanc<—
100%
100"14
100'%
100% 1
cleanings fallowing
Periodontal rhempv
Dental Scalants—children 14
100%
100%
100%
100%
years and under
Oral Cancel Brash Biopsy
100%
100" .
100%
100%
BASIC SERVICES
-
1
Radiograplu-a-rays
95%
85%
85°;
50%
Minor Rcstorauv<Scnnces
83%
85",6
35""
50%
— composite(mhitc) filhngt
and crmvn repair
Endpdontic Scrvi<es — roar
85%
85%
35%
50%
ds
Pcripdonnc Services—rn
SS%
85%
85°0
50°o
beat Jana disease
Oral Surgery S.'nee—
35%
85°6
N596
50%
,tracvons and dcnal
smeary
Ma)or Restorative Services
85%
S5%
85%
50%
—nmvns i
38
VAILABLE TO AVAILABLEW ALL AVAILABLE TO ALL AVAILABLE 104
BII 9, 10.&is EMPLOYEES EMPLOYEES FAIPLOYEES
High Plus
High
Standard
Modified
BENEFITS
Dear Dental
Delta Dental
Delta Dental
Ddta Dental
\\'1NV.deItAdPM1falmi.[nm
\V_\\'1V.dPltedCRfalnli.fnm
W. \\"delindeRt'ahni.l.
w N_.deltJdenL lrni. nm
Odle' BamSell..-
85%
95%
85olo
V.".
mrsecllaneous eervma
Reline,, mid Rep.i, a - to
85",.
85%
35
50°.' l
bridges, dentures, and
i nolanus
I MAJOR SERVICES
ProeOrodonue Serviaea-
50%
50%
50°6
5n%
bridges, implant, and
dentures
I ORTIIODONTIC SERVICES
Orthndonhe Services-
50%
50%
50%
50%
tumor treatment for tooth
gaidance,fiill banding
treatment, and mnadtly
active Leahnent Vise
Rrlwdonha Ma\imnm
$1000 per eliEble member per
$1,000 perebgtble member per
SI,001) pereligrble ne.be, per
S750 per elit ble member per l
Limit
bfetime
lifetime.
lifetime
lifetime
Orthodontic Age Lrmn
Up to age 19
Up to age 19
Up to age 19
Up to aye 19 {
1 PROGRAM/PROVISIONS
{
Deductibles I
S25 per person: $>0 par
$'_5 per tetxm / S50 per
$25 per person / $50 per
S25 perpenon / 150 per
fund,'/oerdeodar Year
femiIV e, calendar year
(anrilPbercalendarvcar
Gnilb/per ezlender,ur
T,iximurrt Benefit
S1500 per iodivid.al per dead.
$1.500 per individual per Calendar
S 1,000 prr mdivid.1 per cdadar
S750 per iadMdaalper calendar
Y.
Year.
year.
Y..
All benefits based on maumwt
All barcfits basulon madmmn
All Iwmtds ba>.d on mrodrn.,
All ora its bused on manmum
npnm,ed£c.
anpmved f.'
apprm¢d feeti'
approvedffrs
NOTE., For additional information, refer to the Delta Dental Certificates and Benefit Summaries found vpl",oakoov.com/benefits under
MedicallDental/Vision.
39
m
_�' �IAc
BENEFITS
Employee Bi-Weekly
Contributions
NO COVERAGE
Option
Network(s)
EYE EN AM
Vision Examinations
LENSES AND FRAMES
Lenses and Frames
CONTACT LENSES
AVAILABLE TO ALL
EMPLOYEES
high
National Vision
Administrators (NVA)
aww.c-ma.com
$1.35 / $2.88 / $3,85
AVAILABLE TO ALL
EMPLOYEES
Standard
National Vision
Administrators (NVA)
www.c-mva.com
$0 1$0 / $0
No Earning is provided for No Coverage option.
National Vision Administrators I National Vision Administrators
I $5 copayment
Lenses: Standard Glass or
Plastic/Covered 100%after
$750 copayment
Prairies: $100 retail allowance
/ 2090 discount off remaining
balance for fumes that are not
proprietary frame brands.
f $5 copayment
Lenses: Standard Glass or
Plastic / Covered 100%after
$7.50 copayment
Frames: $100 retaii allowance
/ 20 % discount off remaining
balance far Games that are not
proprietary frame brands.
Contact Lenses $50 allowance $50 allowance
PROGRAM/PROVISIONS _
Benefit payable every I2 months. Benefit payable every 24 months.
Benefits Payable Benefit availability will start over Bznefrt availability will start over
on January l (following a 12- on January I (following a 24-
J month period). month period).
I Additional Discounts See the Benefit Summary tar additional discounts available.
NOTE. For additional information refer to the NVA Benefit Summaries found on
www.oakoov.com/benefits under Medical/Dental/Vision.
41
Appendix E
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 8 years of
service or age 55 with 25 years of service for coverage to commence_
At age 65, Medicare becomes the primary coverage and the coverage available through the County
becomes secondary. Standard dental coverage and standard vision coverage is also available to retirees.
Employees hired prior to September 21, 1985 are eligible for full family health coverage at
retirement. Age 60 with 8 years of service or Age 55 with 25 years of service.
Employees hired on or after September 21, 1985 and before January 1, 1995. Dates may
vary by bargaining unit.
Total Actual Service
Paid Health Coverage
With Oakland County
Direct Retirement
Deferred Retirement
Less than 8 years
None
None
8 — 14 years
One Person*
None
15 — 19 years
Family
One Person*
20 years or more
Family
Family
`Retiree has the option to pay the difference for a family policy.
43
Employees hired on or after January 1, 1995 and before January 1, 2006. Dates may
vary by bargaining unit.
Percentage of Retiree
At Completion of:
p
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
90%
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, alus any deductibles or co -nays.
Employees hired on or after January 1, 2006. Dates may vary by Bargaining Unit.
At Completion of: Vesting Schedule for Employers
Contribution
Up to 6 Years
0% (Not Vested)
6 Years
60%
7 Years
70%
8 Years
80%
9 Years
90%
10 Years or more
100%
44
Appendix F
45
APPENDIX r
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, modifications or changes in any existing contract.
-- PPOI PP02 PP03 - HMO r - TRADITIONAL
BENEFITS ASH Health Benefits
- - wxm.asrhr�lfhbcnefits.com
o Network(s) CIGNA, Multiplan and
o Physicians Care/HAP
INPATIENT HOSPITAL CARE
General Conditions
Semi -Private
Drugs
o Intensive Care Unit 100%
o Hospital Equipment
Special Diets
Nursing Care
OUTPATIENT HOSPITAL CARE
Emergency Room Care $10
Medical co -pay
MediaInjuries Co-o-Pay waived for
call see,
injury or if
Emergencies admitted
Physical Therapy 100%
URGENT CARE
Ureent Care Visits 12C co-oav
PREVENTATIVE CARE SERVICES
Blue Cross/Blue Shield
www.BCBSM.cnm
Blue Cross/Blue Shield
90% after deductible
$100 co -pay
Co-pav waived for
accidental injury or if
admitted
9C.6 after deductible
S20 co -pay
ASR Health Benefits"
wnnv.asrhnhhbenefitscnm
CIGNA, Multiplan and
Physicians CrmvNAP
80% after deductible
.$100 co -pay,
Co -pay waived for
accidental injury or if
admitted
80-6 after deductible
$20 co -pay
Health Alhimee Plan
(HAP)
www 1LAP.ore
Health Alliance Plan
100%
$100 co -pay
Co -pay waived if admitted
100%
S20 co -pay
Blue Cross/Blue Shield
(Available to Refirees
hired prior to 1-1-97)
www.BCBSbl.com
Blue CrossBlue, Shield
100%
SI00 co -pay
Co -pay waived for
accidental injury or if
admitted
90%after deductible
9D% after deductible
46
Routine Health
Maintenance Ex- —
includes chest way,
100%
100%
100%
100%
100%
FKG, cholesterol
screening and other
select lab procedures
Routine Physical
100%
100%
100%
100%
100%
Routine Gynecologtcat
100%
100%
100%
100%
I00%
Exam
Routine Pap Smear
Screening — laboratory
100%
100%
100%
100.
100%
and pathology
semees
47
-
- PPOI
PP02 '.,
- PP03 +'
I-IMO''
TRADITIONAL
ASR Health benefits
Blue CrossBlue Shield
ASR Health Renefits
Health Alliance Plan
Blue Cross/Blue Shield
BENEFITS
-
-
-
(FFAP) -
-(Available to Retirees
- -
-
_
hired prior to 1-1-97)
-
- www.asrhealt6benef ¢cog,
wmv.BCB.SM_wm
wry asncciltbbamfimcom
www-fi.{p.orn'
-
- -
-
www.BCBSM.wm
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.
beyond 47 mos.
100%
100%
100%
100%
100%
are limited to one per
member per calendar
yearunder the wealth
maintenance exam
benefit
Adult and Childhood
Preventive Services and
Immunizations as
recommended by die
USPSTF, ACID, HRSA
orother sources as
recognized by BCBSM,
100%
t009'u
l00%
100%
100%
ASR and HAP that are in
compliance with the
provisions of the Patient
Protection and
Affordable Care Act
Routine Fecal Occult
100%
100%
100%
100%
100%
Blood Screenme
Routine Flexible
Siemoidoscoov Exam
100%
100%
100%
100%
100%
Routine Prostate Specific
Antigen(PSA)
100%
100%
100%
100%
100%
Screenin,
100%
100%
100%
"Subsequentmedieilly
"Subsequeatmedbcally
"Subsequentmedically
'Routine Mammogram
100%
neeessae, ca.mograms
necessary mammogram
necessary mammograms
and Related Reading
performed during die same
performed dialog the same
100%
performed during the same
cilendwyeararcsubjectto
calendarycararesublectm
calendar yea are subject to
yew deductible and percent
you deductible and percent
your deductible and pucent
co-msmance
coinsurance,
co-insurance
48
*Colonoscopy— Routine 100%
or Medically Necessary
PPOt
BENEFITS - ASR
Health Benefits
' - eww. ahcalthbcocfics.<om
MENEALIIEALTH CARE
-
Inpatient Mental Health
100%
Outpatient Mental
$20 co -pay
Health Visits
Inpatient Substance
Abuse Care Chemical
100%
Dependency
Outpatient Substance
Abuse Care Chemical
$20 co -pay
Dependency
SPECIAL HOSPITAL PROGRAMS
-
Hospice Care
100%
Specifizd Human Organ
100%
Transplants
MEDICAL AND SURGICA-L CARE
Surgery
100%
♦ Technical Surgical
100%
Assist
♦ Anesthesia
100%
Matemity Care
♦ Delivery
100%
s Pre and Post -Natal
100%
Care
Inpatient Medical Care
100%
Inpatient Consultations
100%
100%
100%
100%
"Subsequent col000scopics
"Svbsegaen[colonoswpies
'Subsequen[colanaswpies
performed dairy; the same
performed dwmgibe same
100%
perfirmudduringthesaue
year are subj,,t to dedumble
year are subject to deductible
year are subject to deductible
indpuceutco-iusuranm
andperecntco-ms.,,
and percent co-msuranco
PP02
PP03 -
�'Ewo
'- TRADITIONAL
Blue Cross/Blue Shield
ASR Health Benefits
Health Alliance Plan
Blue Cross/Blue Sbield
,(Available in Retirees
(HAP)
hired prior to 1-1-n
..RCRSM.mrrl
www.asrb.IthbcsulnL,.cnm
,,v.I4AP.ore
.W, gt gSRLcnm
90%after deductible
80% after deductible
100%
100%
90% after deductible
$20 co -pay
$20 co -pay
90% after deductible
Office Visits $20 co -pay
120 days (combined with
90% after deductible
80% after deductible
100%
inpatient care days), b0 day
renewal;(no MMbanefi_ j
90% after deductible
$20 co -pay
$0_0 co -pay
Covered 100% of approved
Office visit $20 co -pay
amount, no Master Medical
100%
90% to 100%
Covered according to plan
Ruidelmes
90% after deductible
90% after deductible
90% after deductible
90% after deductible
100%
90% after deductible
90% after deductible
80% after deductible
80% after deductible
RO% after deductible
80% after deductible
80% after deductible
80% after deductible
100%
80% after deductible
80% after deductible
Covered up to 210 days 100% of approved amount
per lifetime.
Covered accordmgto plan 1009/. in approved facilities
gmdelines.
100%
Voluntary second swgical
opinion, $20 w-pay
100%
100%
100%
100% prenatal visits
$20 co -pay post natal visits
100%
100%
100%
Valunlary second eurgmel
opinion on certain sorgedes
100%
100%
100% 1
90% alter deductible
General —Unlimited {�
100% 1
49
Laboratory & Pathology 100%
Diagnostic Services 100%
Diagnostic and
Therapeutic Radiology 10091n
PPOI
BENEFITS
ASR Health Benefits
-
www.unc� lrhhcncfirs.cnm
ADDITIONAL BENEEr, 5 '
Office Visits
$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
Fqwpment
Diabetic Supplies
90% No Annual Deductible
Private Duty Nursing
90% after deductible
Skilled Nursing
100%
Assisted Reproductive Not Covered
Treatment
Voluntary Sterilization
and FDA Approved 100%
Contraceptive Methods
for females.
90% after deductible 80% after deductible
90% after deductible 80% after deductible
90%after deduchble 80% after deductible
PP02 -
PP03 ,
'Blue Cross/Blde Shield
ASR Health Beuefits
www.BCRSM.eom
w�..srhealthbeoeficccom
$20 co -pay
$20 co -pay
$20 co -pay
$20 co -pay
Limited to 24 visits per
Limited to 38 visits per
calendaryear
calendaryear.
t00%
80% after deductible
100%
80% after deductible
90% after deductible
80% after deductible
90% after deductible
30%after deduchble
90% after deductible
80% after deductible
50%after deductible
50%after deductible
90% after deductible
80% after deductible
Not Covered Not Covered
100% 100%
100%
100%
Covered
HMO
Health Alliance Plan
(HAP)
..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 to Retirees
hired prior to 1-1-97)
wxw.BCBShLcnm
90% after deductible
90% after deductible
90% after deductible
90% after deductible
90% after deductible
90% after deductible
90% after deductible
SO %No Annual Deductible
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- plan pays 65er d ofapble led
ss
pays network dole co -pays. applicable auroapplicable co -pays.
applicable co -pays.
`Ail services performed
during one visit will be a
one -rime $20 co -pay.
PPOl _-_ PP02 PP03 ,HMO
TP-kDITTONAL
'BENEFITS ASR Health Benefits Blue CrossBlhe Shield ASR Health Benefits Health Alliance Plan
Blue Cross/Blue Shield
(Available to Retirees
- (HAP)
- - -
hired prior to 1-1-97)
w>.w.asrhralthbenefiLccom ww:RCDSMcom rvnro.ylrhealthbenefitccom ww.HAP.oro
PROGRAM PROVISIONS
Co -nays: $20 / $100 at
Co-mrvs: $20 / $100 as
Co -pays' $20 / $100 as
noted.
noted.
noted
Deductibles$200 per
Deductibles: $100 per
Deductibles. $250 per
person I $400 per familytper
person/ $200 per
person i $500 per family/per
calendar year wbere noted.
family/per calendar year.
calendaryear.
Co -pays, Deductibles,
Co-insurance, Annual
Co-insurance: In general,
Co-insurance: 10%after
Co-insurance. 20%after
Out et
0%: I0%after deductible as
deductible as noted 50%
deductible as noted, 50% Co -Days, $20 as noted.
Maximums an
Maximums and Lifetime
noted.
for private duty nursing.
for private duty nursing.
Maximum Dollar
Limitations
Out -of -Pocket Coinsurance
Out -of -Pocket Coinsurance
Out -of -Pocket Coinsurance
Maximum: $1,000 per
Maximum' $500 per
Maximum' $1,000 per
person/family per calendar
person,$ 1,000 per family
person / $2,000 per family
year
per calendar year
per calendar year.
Lifetime Maximum' None.
Lifetime Maximum' None
Lifetime Maximum: None
Preferred (Network)
Preferred (Network)
Hospitals.
Hos ihels:
Preferred (Network)
100% ofcovered benefits.
90% of covered benefits,
Hos itals.
80% ofcovered benefits, less
after deductible
appiicabledeductible.
Nan -Network Hospitals,
85% of approved payment
Nan -Network Hosoitab,:
Non -Network Hospitals:
Cam' $100 as noted
Deducttbles $200 per
person/$400 per
family/per calendar year
Co-msurance 10%after
deductible as noted, 50%
for private duty nursing.
Out -of -Pocket Coinsurance
Maximum: $1,000 per
family/per calendar year
Lifetime Maximum; None
Particinatin , Hospitals'
100% of covered benefits
Non-oarti,i—tmo rki,nitals:
S1
Payment of Covered
Services
amount
Preferred (Network)
Phvsicians -Outpatient
100% after $20 co -pay.
Non -network Phvslczrars -
Outpadent
85%of approved payment
amount after $20 co -pay
70 %of approved payment
amount after out -of -network
deductible
Preferred (Network)
Physicians;
100% after $20 co -pay.
Non -network Physicians'
70%of approved payment
amount after out -of -network
deductible and $20 co-oay.
65%of approved payment
amount; afterdeduchble.
Preferred (Network)
Physicians -Outpatient.
100% after S20 co -pay.
Non -network Phvsicians-
On atient:
85%of approved payment
amount after $20 co -pay.
Co -pays as noted.
Inpatient care in acutee c
hospital - $70 a day
Inpatient care in other
hospitals - $15 a day.
Medicare Suo6cal:
100% of BCBSM's
approved amount
52
BENEFITS
PPOI
- ASR Health Benefits
wnm.asnceidthbenrli ate corn
PRESCRIPTION DRUG PROGRAM
NAVITUS
NAVITUS
Particioatine Network
PharmaciesCovered, co-
(Except HAP, which
pays, $5 Most
have their own
Generics/Some Brands; $20
prescription coverage),
Preferred Bands/Some
Generics; $40 Non-
www navitus,com
Preferred Brands Select
Birth Control pills covered
$0 co -pay.
PP02
Blue Cron/Blue Shield
wwvsBCRShI.ova
NAVITUS
Particir a inn /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 cc -pay.
PP03
ASRHcahh Benefits
wmw.asrbealNbenefic .corn
NAVITUS
Particioatine /Nismork
Pharmacies: Covered, co -
pays, $5 Most
Genencs/Some Brands; $20
Preferred Bands/Some
Genencs; $40 Non -
Preferred Brands Select
Birth Control pills covered
$0 co -pay
NoviXus Pharmacy Non-Paricioatine/Non- Non-ParticioatinnNon- Non-Particinatmallon-
Siemens- Network Pharmacies Paid Network Pharmacies- Paid Network Pharmacies: Paid
Mail Order at 75% of allowed cost, less at 75% of allowed cost, at 75% ofallmeed cost, less
wwwnovixus con, $5, $20 or $40 co -pay less $5, $20 or $40 co -pay $5, $20 or $40 co -pay
Niue. While in the
hospral, drugs are
covered underyour
health plan.
NoviXus
Also, available is the mad
order program for drugs
taken on a Ion" term 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 three-
month supply can be
obtained for a one month
co -pay at your local
pharmacy.
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,
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.
HMO
Health Alliance Plan
(HAP)
- .14AP.orr
7;A P
Paricinabne/Network
Pharmacies. *Covered, co -
pays $5 Most Generic; $20
Select Brand name; $40
NonPrefeffed, Select
Birth Control Pills covered
$0 co -pay
Non -Network Pharmacies
Not Covered.
If you request a
prescription be filled with
a brand name drug and
there is a generic available,
you will be responsible for
the full cost differential
between the cost of the
brand and the co -pay of the
generic drug. If your
doctor makes the request,
you will be responsible for
the tier 3 co -payment.
Also, .,.liable for
maintenance dross taken on a
long-term bans. A 35 day
supply or 100 doses,
whichever is "cite" was also
be obtained for a one month
co -pay at your local
pharmacy.
A 90 day supply of
maintenance drugs may be
TRADITIONAL
Blue Cross/Blue Shield
-(Available to Retirees
hired prior to I-1-97)
invw.RCRSM.cnm
NAVITUS
Particoatine /Network
Pharmacies: Covered, co-
pays, $5 Most
Generics/Some Brands; $20
Preferred Brands/Some
Generics; $40 Non -
Preferred Brands. Birth
Control pills covered $0 co,
pay
Nan-Particlo itmJNon-
Network Pharmacres Paid
at 75% of allowed cost, less
$5, $20 or S40 co -pay.
NoviXus
Also, available is the mail
order program for drugs
taken on a long-term basis
A three month supply can
be ordered for a one month
co -pay
Also, available for
maintenance drugs taken on
a long-term basis, athree-
month supply can be
obtained for a one month
co -pay at your local
pharmacy.
53
.Im med through mafi order.
NOTE. Hearing aids and services ore not covered underany Oakland County med!c l plops At the bme this booklet went to press, the impact of The Patient Pmtect,on
and Affordable Care Act is still being evaluated and plan modrfcationsmayoccar. Please refer to the vvn acbenefita.com webatefor the most up-to-date information.
54
1
r
1 CURRENT MEDICAL OPTION1
(MEDICARE SUPPLEMENTAL PLAN)
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
Ilospital-Inpatient
• Facility
® Physician
Surgery
CoreSource/Trustmark Coverage and Limits After
Medicare Deductible Met
100% of Medicare approved amount
100%
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
Ambulance
Anesthesia
Blood
Cardiac Rehabilitation
Chemotherapy
Chiropractic Care
• Office Visits, Spinal
Manipulation, and
Adjustments
• X-rays and Modalities (hot
packs, massage therapy, etc.)
100% of Medicare approved amount
100% of Medicare approved amount
100% of Medicare approved amount
100% of Medicare approved ambunt
100% of Medicare approved amount
100% of Medicare approved amount
Not Covered; Medicare may pay 80%
Not Covered
unless approved by Medicare
56
Consultations
• Inpatient
• Outpatient
Dialysis
Home Health Care
(Up to 100 visits per calendar
year)
Medicare Services and',,Limits
Hospice
• Inpatient
(30 days per lifetime)
• Outpatient
($5,000 per lifetime)
Laboratory Testing
Medical Equipment and
Supplies
Mental Disorders and/or
Substance Abuse Expenses
• Inpatient
• Outpatient therapy
(excluding office visit)
Occupational Therapy
Office Visits
Orthotics
Physical Therapy
Pregnancy Related Expenses
- Mother
100% of Medicare approved amount Not
Covered; Medicare may pay 80%
100% of Medicare approved amount
100% of Medicare approved amount
For purposes of determining this benefit, a visit by each nurse or therapist
and a visit by a home health aide of up to 4 hours constitutes one visit.
57
Core5ource 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
Prescription Drugs
(Navitus)
Retail
Tier I
Tier II
Tier III
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
34-dav or 90-dav sun_ my
$5
$20
$40
90-dav suooly
$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
Transplants 100% of Medicare approved amount
Weight Management (Excluding
office visits and weight loss 100% of Medicare approved amount
programs)
X-rays 100% of Medicare approved amount
•
• Preventive Care as defined by PPACA (Patient Protection Affordability Care Act)
Physical Examination
(One visit per calendar year) 100%
•
• Immunizations (Including 100%
administration)
Influenza
Pneumococcal
Hepatitis B
Zosters
Chickenpox
6711
• Mammography
(Age 40 and over each year for
breast cancer screening)
• Cervical Cancer or Cervical
Dysplasia Screening
(One per calendar year)
• Prostate Cancer Screening
- Prostate Specific Antigen Test
(PSA)
- Digital Rectal Exam
• Colorectal Cancer
Screening
(Age 50 and over)
100%
100%
100%
100%
59
Appendix H
e
RM
PFRFORMANCE APPRAISAL.
Effective Date j I ❑
OAKLAND COUNTY MERIT SYSTEM
HUMAN RESOURCES - OAKLAND COUNTY EXECUTIVE.
INSTRUCTIONS
Denartmcw Head: After discusnine evaluation with emolovee. Hive emotovee the
odinte l cold coov. make a coov for vour records and forward a coov to the
Human Resources Department. If this is aMent Performance Review, the Merit
Increase (Employee Transaction) form must accompany it
MERIT PERFORMANCE REVIEW Step
PERIODIC PERFORMANCE
REVIEW Year
TO THE DEPARTMENT DIRECTOR / DIVISION MANAGER / SUPERVISOR
EMPLOYEg ID NUMBER EMPLOYEE NAME I CLASSIFICATION
DEPARTMENT I DIVISION I DEPARTMENT# POSITION NUMBER
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 at
the top of their salary range receive a MERLE 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 Deparment. A copy or this evaluation, and vow comments, if any, will be placed in your Human Resources file.
WORK PERFORMANCE APPRAISAL
ABOVE
BELOW
OUTSTANDING
AVERAGE
AVERAGE
AVERAGE
POOR
INYOATIVE..._.........................._........_...........................
❑ ...._...........
... ❑ ............
....... ❑ ...........
......... ❑ .............
..... _ ❑
QUANTITY of WORK ............ ... ........... ..... ... ................
...
QUALITYof WORK.._ .......... ._............... .... ...............
❑ ................
_...... ❑ ..........
......._ ❑ .......
_. ..._ ❑ .... ... ...........
❑
ADAPTABILITY....... ..... ......... ..... ..... _..........................
❑ ..........................
❑
...... ❑ ...................
❑ _._....... ..........
❑
COOPERATION with FELLOW EMPLOYEES ...........
......... ❑ ..........................
❑ .........._........
❑ ... .... ...
.. __. ❑ ... _..........
..... ❑
COOPERATION with SUPERVISION ..................................
❑ ....................___
❑ ..._.....
_.. .._ ❑ ......... ..
.. ...... ❑ ...........
...._ ❑
ATTENDANCE and PUNCTUALITY ........ . . ...... ...............
. ❑ _...........
..... .. ❑ .---
....... ❑ ..................
❑ ...,.......___._
❑
OTHER TRAITS(Spccity):
_.. ❑ ......_..._....
❑ .... .._......
...... ❑ .......................
❑ .._.......__...
❑
REMARKS (Please note any specific instances of eumtandingly good or poor performance or behavior)
NOTE: If this appraisal is in conjunction with a Merit Increase, and it is being disapproved, please state the next date you wish to review the employee—s
performance on the enclosed employee transaction form under "Remarks."
Signature of person initially drafting evaluation Date
Initials of other Supervisors reviewing evaluation Date
Signature of Department Head/Division Manager Date
Title
We have discussed this evaluation Date
Employs, Sasesmrc
Human Resources Department's copy reviewed by:
oslzoci
Supermsor Sigrowre