HomeMy WebLinkAboutResolutions - 2021.10.13 - 34923r
BOARD OF COMMISSIONERS
October 13, 2021
MISCELLANEOUS RESOLUTION #21-397
Sponsored By: Kristen Nelson
IN RE: FY 2022 — 2024 United Auto Workers, Local 889 (UAW), Representing Non -Supervisory
Employees of Auditor 1, Auditor II, and Auditor III
Chairperson and Members of the Board:
WHEREAS the County of Oakland and the United Auto Workers, Local 889 (UAW), have negotiated a
Supplemental Agreement covering the non -supervisory employees of Auditor I, Auditor 11, and Auditor 111,
within the County Executive/Compliance Office; and
WHEREAS a three (3) year Supplemental Agreement has been reached for the period of September 29, 2021,
through September 30, 2024; and
WHEREAS the parties agreed to all employees working a 4/10 schedule where the holiday falls on a day on
which they are normally scheduled to work, shall receive ten (10) hours of holiday pay; and
WHEREAS the parties agreed that all employees working a 4/10 schedule, shall be entitled to a minimum of
three (3) hours of overtime pay if called into the office and required to work on their regularly scheduled non-
working day; and
WHEREAS the FY 2022 financial impact for the Fringe Benefit Fund (#67800) is $3,100 and $2,100 for FY
2023 - FY 2024, which includes a $50 increase for an incentive in participating 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 UAW 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 the non -supervisory employees classified as
Auditor 1, Auditor 11, and Auditor III and that the Board Chairperson, on behalf of the County of Oakland, is
authorized to execute said supplemental agreements as attached.
BE IT FURTHER RESOLVED the FY 2022 — FY 2024 budgets are amended as detailed in the attached
Schedule A.
Chairperson, the following Commissioners are sponsoring the foregoing Resolution: Kristen Nelson.
"id Date: October 13, 2021
David Woodward, Commissioner
�l f
Lisa Brown, Oakland County Clerk/ Register ofDeerls
Oakland County, Michigan
UAW Local 889 Supplemental Agreements
Schedule "A" Compliance Auditors
FIE
Fund Name
Division Name
Fund I Division# I Fund Affiliate I
Program# I
Account
Account Title
Fringe
Benefit Fund
(67800)
E
Fringe
Benefit Fund
NOR Dept Fringe 6enofts
67800 9011501
183190
730499
Defamed Comp -County Pints
E
Fringe
Benefit Fund
Non Dept Fnnge Benefits
67800 9011501
183190
730499
Deferred Comp -County Pints
E
cringe
Benefit Fund
HF Welines
67800 1050521
183192
732148
Wellness Screenings
E
Fringe
Bereft Fund
Non Dept Fringe Benefits
67800 9011501
183190
796500
Budgeted Equity Adlustment
Total Exoduses
FY 2021 FY 2022 FY 2023-24
Amendment Amendment Amendment -
1,000
2,000 2,000
100 100
(3.100) (2 100)
Between
COUNTY OF OAKLAND
ULM
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 29th day of September 2021.
Recognition:
• Employees with the classification Auditor I, II & III.
Wages and Wage Increment Schedule:
Auditor 1 116 48,927 51,302 53,677
Step
Step Step
Step
Step
r
56,052 58,427 60,802
63,178
65,553
Auditor II 119 56,639 59,388 62,138 64,887 67,637 70,386 73,136 75,885
Auditor III 120 59,471 62,358 65,245 68,132 71,019 73,906 76,793 79,680 1
Alternative Work Schedules
• All employees, with approval of their Department Head, shall be eligible to work a 4/10
(four ten-hour days) alternative work schedule.
Holiday Pay and Overtime with Alternative Work Schedules:
• All employees working a 4/10 schedule, where the holiday falls on a day in which they
are normally scheduled to work, shall receive ten (10) hours holiday pay.
• All employees working a 4/10 schedule, shall be entitled to a minimum of three (3)
hours overtime pay if called into the office and required to work on their regularly
scheduled non -working day.
Signatures
In witness whereof, the County of Oakland through its representatives and UAW Local 889, on
behalf of its represented employees, hereby cause this Supplemental Agreement to be executed.
FOR THE UNION:
UAW Region I, International Servicing Rep.
UAW Local 889, 1't Vice -President
FOR THE EMPLOYER:
County Executive
Chairperson, Board of Commissioners
UAW Unit Chairperson Director, Human Resources
Commissioner Kristen Nelson, District # 5
Chairperson, Legislative Affairs and Government
Operations Committee
LETTER OF AGREEMENT (LOA)
This Letter of Agreement ("Agreement') is entered into on this V, day of
Ao,o+ 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: �V,
ITS: ii/�iT C fP�iF�
COUNTY OF OAKLAND � /�
BY: �Jr�
ITS: � 1
4 LL
MASTER AGREEMENT
COUNTY OF OAKLAND
And the
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�
FIIT--Tkq"-ltl.-
Table of Contents
Agreement----------------------- —------------- ---------------------------------------------------------------3
Purposeand Intent-------------------------------------------------------------------------------------3
Non -Discrimination -------------------------- —---------- —-------------- —-------------------------- —------------
3
Article1: Recognition-----------------------------------------------------------------------------------
—4
Article 2: Employee Defined ----- — -------------------------------------------------------------------------------
4
Article 3: Probationary Period — ----------------- —-------------------- —-----------------------------------------
4
Article 4: Representation -------- —--- —---------- ------------ -------------------------------------- —
------- —5
Article 5: Savings Clause ---------- —--------------------------------------------------------------------------
— ---- 5
Article 6: Management Rights----------------------------------------------------------------------------6
Article 7: Maintenance of Conditions --------------------------------------------------------------- —
---------- 6
Article 8: General Conditions--------------------------------------------------------------------------------6
Article 9: Strikes and Lockouts Prohibited --------------------------------------------------------------7
Article 10: Representation and Fees and Dues-----------------------------------------------------7
Article 11: Union Bulletin Boards-------------------------------------------------------------------------8
Article 12: Change of Address--------------------------------------------------------------
--9
Article 13: Special Conferences -----------------------------------------------------------------------------------
9
Article14: Seniority ------------- —---------------------------------------------------------------------------------
10
Article 15: Layoff, Recall and Transfers------ —--------------------------------------------
-10
Article 16: Job Postings---------------------------------------------------------
-11
Article 17: Temporary Assignment---------------------------------------------------------------------11
Article18: Performance Appraisal ------------------------------------------------------------------------------
12
Article 19: Procedure for Individual Compensation Review ----------------------------------------------
12
Article 20: Discipline and Discharge ----------------- —---------------------------------------------------------
13
Article 21: Grievance Procedure------------------------------------------------------------------------15
Article 22: Wage Rates for New Classifications --------------------------------------------------------------
19
Article 23: Wage and Increment Schedule----------------------------------------------------------19
Article 24: Eligibility for Employee Benefits----------------------------------------------------------20
Article 25: Adoption by Reference of Relevant Resolutions and Personnel Policies-------------20
Article 26: Employee Benefits ----------------------------- —----------------------------------------------------
21
Article 27: Hazard Pa ------------------------------------
-22
Article 28: Social Security and Medicare ------------------------------ ----------------------22
Article 29: Reimbursement for Mileage Expenses ---------------- -----------
-23
Article 30: Retiree Insurance ------------- --------- -----------------------------23
Article 31: Emergency, inclement Weather, Facility Closures ------- ---------
-23
Article 32: Training and Certifications ---------------- -- ------ -----------------24
Article33: Casual Days ------- —-----------------------------------------------------------------------------------
24
Article 34: Remote Work Study Group -------------- ---- -------------------------------24
Article 35: Termination or Modification --- ------------------------------------------------------------------
24
Appendix A: Wages and Wage Increment Schedule-----------------------------------------------27
Appendix B: Current Medical Plan Options Comparison ----------------------------------------------29
Appendix C: Current Dental Plan Options Comparison --------------------------------------------37
Appendix D: Current Vision Plan Options Comparison---------------------------------------------4C
Appendix E: Current Retiree Health Care Eligibility --------------------------------42
1
Appendix F: Current Medical Options Comparison (Non -Medicare) -
Appendix G: Current Medical Option (Medicare Supplemental Plan)
Appendix H: Performance Appraisal Form --------------- —---------- -----
Agreement
This Agreement entered into on the 7th, 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 Employers success in establishing a proper service to the
community.
To these ends, the Employer and the UAW encourage to the fullest degree friendly and
cooperative relations between the respective representatives at all levels and among all the
employees.
Non -Discrimination
The parties recognize that the Employer is legally and morally obligated to guarantee to all
citizens a fair and equal opportunity, and to these ends agree that no person shall be denied
employment or membership in the Union, nor in any way to be discriminated against based on
age, race, color, sex, sexual orientation, gender identity, religion, genetic information, physical
or mental handicap, height, weight, national origin, creed, union affiliation, political affiliation
and any other protected criteria under any federal, state or county law or policy.
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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
2.1 Regular Full -Time Employee: A "Regular Full -Time Employee' is an individual employed
in a full-time budgeted position. Regular full-time employees are entitled to benefits as
specifically outlined in this Labor Agreement.
Article 3
Probationary Period
3.1 Probationary Period for New Employees: All employees newly hired into this bargaining
unit shall be required to successfully complete a probationary period. The length of said
probationary period for a full-time employee, shall be the first six (6) months of
employment from the date of hire. During the probationary period of a new employee,
s/he may be terminated at any time without the right of appeal or a statement of cause.
3.2 Probationary Period for Promotions, Demotions, Reclassifications, Lateral Transfers,
Bump or Recall: Employees promoted to a classification with a higher maximum salary
or reemployed in this bargaining unit shall serve a probationary period of six (6) months
from the date of change in classification. During the probationary period of an employee
who has had a change in classification, the employee may be returned to his/her former
classification at any time without the right of appeal or statement of cause. Such decision
shall he within the sole discretion of the Employer.
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 for the purposes of investigating grievances, presenting
grievances to the employer, and other necessary union business. Such authorization shall
not be unreasonably withheld by the supervisor nor shall this privilege be abused by the
Union Representatives.
4.4 If approval is withheld or unreasonably delayed, the Unit Chairperson or Union
Representative shall contact the Human Resources Labor Relations Unit to have the
matter reviewed and approval received by the Labor Relations Unit if necessary.
Article 5
Savings Clause
5.1 The Union recognizes the right and duty of the County of Oakland to operate and manage
its affairs in accordance with the Michigan Constitution and statutes.
5.2 If any article or section of this agreement or any appendix or supplement thereto should
be held invalid by any constitutional provision or operation of law, the remainder of this
agreement shall not be affected thereby.
G�
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 atthe execution of this agreement shall,
except as improved herein, be maintained during the term of this agreement.
7.2 In the event of significant anticipated changes in hours or conditions in employment, the
union shall have the right to seek discussions for mutually agreed upon adjustments in
the compensation or working conditions of employees.
Article 8
General Conditions
8.1 The Union shall be notified fourteen (14) days in advance of anticipated permanent major
changes in working conditions and discussions shall be held thereon. The Union will have
the opportunity to bargain any such changes upon written notice to the County.
8.2 Employees elected to any permanent full-time Union office or selected by the Union to
do work which takes them from their employment with the County, shall at the written
request of the Union be granted a leave of absence without pay. The leave of absence
shall not exceed two (2) years, but it may be renewed or extended for a similar period at
any time upon the written request of the Union.
8.3 Any employee on approved Union leave of absence will continue to accumulate Union
seniority while on leave but will not receive credit toward "Length of County Service" for
fringe benefit purposes under Rule 22, Oakland County Merit System.
8.4 A non-exempt employee called into the office and required to work over -time which is
not contiguous to the employee's regular work schedule, shall be entitled to a minimum
of two (2) hours work Monday -Friday and three (3) hours on the weekend of pay for at
the time -and -one-half rate.
8.5 When requested in advance with the Human Resources Labor Relations Unit, the County
will allow use of available rooms for union meetings during non -working hours.
Article 9
Strikes and Lockouts Prohibited
9.1 The Parties hereto recognize that it is essential for health, safety and public welfare of the
County that services to the public be without interruption and that the right to strike is
forbidden by the Statutes of the State of Michigan.
9.2 Under no circumstances will the Union cause or authorize its members to take part in any
strike, sit-down, stay -in, or slowdown.
9.3 The Employer agrees that it shall not lock out the employees covered by this agreement
or supplemental agreements.
Article 10
Representation and Fees and Dues
10.1 To the extent that the laws of the State of Michigan permit, it is agreed that:
10.2 Employees will be represented by the bargaining unit and may authorize the Employer,
to deduct appropriate fees or dues to remit to the Union.
10.3 Upon written authorization from an employee, the Employer shall deduct from the
wages, all fees and dues as are prescribed by the Union and/or this Agreement. Such
employee and the Union hereby authorize the Employerto rely upon and to honor written
certification by the Treasurer of the Union the amounts to be deducted.
10.4 All authorizations delivered to the Employer prior to the first day of the month shall
become effective during that succeeding month. Monies will be deducted from the
second paycheck of each month and shall be remitted together with an itemized
statement to the Union local treasurer within 14 days after the deductions have been
made.
7
10.5 The written dues authorization shall automatically renew itself for successive yearly
periods thereafter unless the employee gives written notice to the Employer and Union
between December 15 and December 31 each year of the employee's desire to revoke
same and in such event Union dues deductions shall cease. An employee shall also cease
to be subject to dues deductions beginning the month immediately following the month
in which the employee is no longer a member of the bargaining unit. In the event a refund
is due to an employee for any sums deducted from wages paid to the Union, it shall be
the responsibility of such employee to obtain the appropriate refund from the Union.
10.6 If there is an increase or decrease in the Union dues deductions, as determined and
established by the Union, such changes shall become effective upon the second pay
period following notice from the Union to the Employer of the new amount(s).
10.7 The Employer agrees to provide this service without charge to the Union. It is understood
and agreed, that the provision for deduction of the dues is for the benefit of the
employees requesting same, and the Employer is under no obligation to demand or
request that employees authorize such deductions as a condition of employment.
10.8 The Employer shall advise the Union of all new hires within forty-five (45) days of the hire
effective date.
10A 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.
0
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.
N
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 workforce, 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.
10
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) forthe purpose of layoff and recalls
to work following such layoff only, for the term of their office, shall be considered as
having more seniority than any other employee within their functional unit. They shall
be last to be laid off for lack of work or funds from their unit and the first to be recalled
to work in their unit following such layoff providing they have the then present ability to
satisfactorily perform the available work in such area without additional training.
Article 16
Job Postings
16.1 Examinations for classifications covered by this contract shall be announced with a
definite announced period for the acceptance of applications.
16.2 The last date for the acceptance of applications shall be clearly stated on the official
examination announcement and in the official newspaper announcement of the
examination. There will be no newspaper announcement for promotional examinations.
16.3 This filing period shall be at least seven calendar days.
16.4 Applications must be received at the County Human Resources Department before 5:00
p.m. on the announced last date for filing applications, be electronically submitted with
confirmation or be postmarked on or before that date in order to be accepted.
Article 17
Temporary Assignment
17.1 Temporary assignments are made at the discretion of the Employer in order to ensure
orderly performance and continuity of services. A regular employee temporarily assigned
to a higher job classification for a period in excess of fifteen (15) consecutive working days
will receive the minimum rate of the higher classification or one increment added to their
current salary, whichever is greater. The employee temporarily assigned must have the
current ability to do the available work and meet the minimum qualifications of the higher
classification.
17.2 The employee temporarily assigned shall be eligible for increments until the maximum
salary for the temporary assignment is reached. Payment for such temporary assignment
must be authorized in writing by the Department Head and approved by the Director,
Human Resources and Labor Relations before the salary adjustment is made.
11
17.3 The table set forth in Appendix A, Wages and Wage Increments, shall be utilized to
approve or disapprove increments pursuant to this provision.
Article 18
Performance Appraisal
18.1 An employee may receive an annual performance appraisal from their immediate
supervisor. Such appraisal shall be on the form listed in the appendix. No other appraisals
or surveys will take place without an opportunity for review and discussion with the
Union.
Article 19
Procedure for Individual Compensation Review
19.1 If, in the opinion of an employee, the duties and responsibilities of that employee have
evolved to a state that the compensation the employee currently holds is not reflective
of the current job duties, then the employee may apply for an individual compensation
review (ICR) as follows:
19.1.1 The employee shall make a request for an ICR, in writing, to the Human Resources
Department with copies to the Unit Chairperson and to the Department Head,
19.1.2 Contained in the written request must be the following:
19.1.3 The current compensation the employee holds; title, or compensation level, in the
Collective Bargaining Agreement to which the employee feels he/she is entitled;
and, supporting documents and reasons why the employee feels the new change
in compensation is warranted.
19.2 The Human Resources Department shall begin its investigation of any request for
compensation review submitted pursuant to this Article of the Collective Bargaining
Agreement within sixty (60) working days after receipt by the Human Resources
Department. The Human Resources Department will, within sixty (60) working days
following the commencement of the investigation, complete the investigation and
provide a written recommendation.
19.3 The employee requesting the ICR will have the opportunity to respond to the written
recommendation in writing or request a meeting with the Human Resources Department
in order to provide additional information. Present at this meeting, if requested, shall be
the Unit Chairperson, a designee from the local Union, the employee requesting the ICR,
the Department Head and/or designee, and a representative from the Human Resources
Department. Within thirty (30) working days of the aforementioned written
recommendation or meeting date, if applicable, the Director — Human Resources will
state the determination in writing to the employee and to the Unit Chairperson.
12
19.4 Should the Union be dissatisfied with the result of this procedure; the Union may request
a Special Conference under this Agreement. There shall be no appeal to the Grievance
Procedure.
19.5 Upon completion of the ICR process, no request for an ICR shall be processed from the
same employee for a period of one (1) year unless additional duties or responsibilities are
assigned to the employee.
Article 20
Discipline and Discharge
20.1 Discipline:
Should circumstances warrant, a non -probationary employee may be disciplined for just
cause. Examples of offenses for which employees may be disciplined include but are not
limited to:
20.1.1 Conduct or performance on the job which indicates a lack of ability to adequately
perform the duties of the position or classification held by the employee.
20.1.2 Conductor performance on thejob which indicates a failure to produce the quality
of work the position or classification requires.
20.1.3 Conduct or performance on the job which indicates a failure to produce the
quantity of work the position or classification requires.
20.1.4 Conduct or performance on the job which demonstrates insubordination, which
is defined as a refusal to follow appropriate written or oral procedures,
instructions, or directions from a supervisory employee or department head.
20.1.5 The solicitation or acceptance of money or anything of value to influence the
decisions of an employee in public matters or as a reward for such decisions.
20.1.6 Being under the influence of alcohol, narcotics or any other controlled substance
while on the job.
20.13 Conduct or performance on the job which demonstrates a deliberate attempt to
cause poor morale or disrespect among County employees by actions or attitude
on the job. Except that, communications relating to the Union amongst
employees covered by this agreement shall not be subject to this provision.
20.1.8 Verbal or physical abuse, or improper treatment of an inmate, employee, patient
or client of any County institution or department.
20.1.9 Habitual or excessive tardiness in reporting for scheduled working hours.
20.1.10Being absent from a scheduled work assignment during working hours without
permission from an authorized supervisory employee or department head.
20.1.IlStealing, misappropriation or conversion of County property or the property of
other employees or inmates, patients or clients of any County institution or
department.
20.1.12The willful violation of any reasonable Departmental or County rule or regulation
which has been adopted in written form and is known, or reasonably should be
known, to the employees involved.
20.1.13Has engaged in political activities restricted under Section VI, Subdivision L of the
Merit System Resolution and Rule 19 of these Merit System Rules.
13
20.1-14 Has willfully failed to pay personal bills to the point that creditors garnishee the
wages or salary of a County employee and cause a burden on the County.
20.1.15 Personal appearance or lack of cleanliness while on the job which exhibits
symptoms of lack of hygiene and bringing unpleasantness to clients of the County
or other County employees.
20.1.16 Reporting for a scheduled work assignment in clothing or other aspects
contributing to appearance, which an authorized supervisory employee or
department head has reasonably advised the employee is not acceptable or
appropriate for the work assignment or duties performed by that employee.
20.1.17 Have been convicted of a felony.
20.1.18 Has been convicted of a misdemeanor involving moral turpitude or casting doubt
on the employee's ability to properly perform his or herjob.
20-1.19 Assigning overtime to oneself orto 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 setforth 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 discussthe 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.
212.2 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).
21.2.7 Personnel Appeal Board: In all matters of discipline, the Union may elect to appeal
a grievance denial in Step 3 to the Oakland County Personnel Appeal Board (PAB).
Notice of an appeal to the PAB must be provided to the Manager of Labor
Relations within ten (10) days after the Union's receipt of Step 3 decision. The
PAB's rules shall apply in such hearing.
21.2.8 In cases of a suspension greater than five (5) days or discharge only, if either the
Union orthe County disagree with the ruling of the Personnel Appeal Board, either
party may appeal the dispute to arbitration pursuant to the procedures set forth
in Step 4 below. Such appeal must be served upon the other party in writing within
five (5) days after the 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.
21.2.10 STEP 4: Arbitration: If the grievance is not resolved at Step 3, the Unit
Chairperson or designee has thirty (30) days, (except as stated above for
suspension and discharge cases, appealed from a PAB ruling), from the receipt of
the Step 3 answer to file a Notice of Intent to Arbitrate, by sending a letter to the
Director — Human Resources. The Notice of Intent to Arbitrate shall identify the
name of the Arbitrator selected by the procedure set forth below. If the Unit
Chairperson or designee fails to request arbitration within this time limit, the
grievance shall be deemed not eligible to go to arbitration.
21.2.11 If the Parties agree to resolve the grievance, its disposition shall be reduced to
writing and signed by both the Union representatives and Employer
representatives.
21.2.12 Selection of the Arbitrator: Within thirty (30) days of the receipt of the written
demand for arbitration, the party seeking arbitration shall notify one of the
arbitrators from the permanent panel of arbitrators who are listed below.
Selection shall be made on a rotation basis with the arbitrator listed first as the
one who will hear the first case. The next arbitrator on the list will hearthe second
case and so on until each arbitrator shall have heard a case. Once the list has been
exhausted, the Parties will go back to the beginning of the list and start the
selection process over with the first name on the list. The Arbitrators are as
follows:
1. Paul Glendon
2. Mario Chiesa
3. Mark Glazer
4. Benjamin Wolkinson
21.2.12 An arbitrator may be removed from the list by written consent of both parties
during the life of the Agreement. Upon such removal, no further cases will be
assigned to that arbitrator, but the arbitrator will hear and decide any cases
already assigned to him/her. Within thirty (30) days after such removal, the
Parties shall meet and mutually agree upon another arbitrator to replace the
arbitrator removed. The newly selected arbitrator will be placed on the list in the
numbered position of the arbitrator he/she replaces. An arbitrator may remove
himself/herself from the list at any time.
21.2.13 The Party seeking arbitration shall notify the arbitrator within ten (10) days of
his/her selection and begin to arrange the scheduling of the arbitral hearing.
21.2.14 Upon mutual written agreement of the Parties, an arbitrator may hear more than
one case.
21.2.15 Authority of the Arbitrator: All arbitration hearings shall be governed by the
rules of the Michigan Employment Relations Commission (MERC) to the extent
that those rules are not inconsistent with this agreement.
17
21.2.16 Any arbitrator selected shall have only the functions and authority set forth
herein. The scope and extent of the jurisdiction of the -arbitrator shall be limited
to those grievances arising out of and pertaining to the respective rights of the
Parties within the terms of this Agreement. The arbitrator shall be without power
or authority to make any decision contrary to or inconsistent within any way, the
terms of this Agreement or of applicable laws or rules or regulations having the
force and effect of law. The arbitrator shall be without power to modify or vary in
any way the terms of this Agreement.
21.2.17 The arbitrator shall have no power to establish or modify job classifications, to
establish wage rates, or to change any existing wage rate, work schedule, or
assignment, except for grievances arising out of the Wage Rates for New
Classifications article.
21.2.18 In the event a grievance is submitted to an arbitrator and the arbitrator finds that
he/she has no jurisdiction to rule on such grievance, it shall be referred back to
the Parties without an answer or recommendation on the merits of the grievance.
21.2.19 To the extent that the laws of the State of Michigan permit, it is agreed that any
arbitrator's decision shall be final and binding on the Union and its members, the
employee or employees involved, and the Employer.
21.2.20The 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.
I>0
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.
21.3.8 Nothing in these grievance and arbitration procedures shall limit the rights of
employees to pursue statutory claims for violation of law with private counsel.
Article 22
Wage Rates for New Classifications
22.1 When a new classification is established by the Oakland County Human Resources
Department that is to be placed in the bargaining unit, the Employer shall place the new
classification in the Wage Schedule that is found in the respective Bargaining Unit's
Supplement to this Agreement. If the Union does not agree with the Wage Schedule
that was assigned by the Employer, the Union may submit the assignment of the Wage
Schedule to the Grievance Procedure at the Third Step.
Article 23
Wage and Increment Schedule
23.1 Bargaining Unit Wage and Increment Schedules are attached to their respective
Supplement and are part of this Agreement.
19
Appendix A
1. WAGES:
Chief Deputy County
Clerk
Chief Deputy Register
of Deeds
brector Elections
Elections Specialist
Micrographic
Equipment Operator
Supervisor
Office Supervisor I
Wages and Wage Increment Schedule
WAGE INCREMENTS
Z
127 83,682 87,744 91,806 95,868 99,931 103,993 108,055 112,117
125 75,902 79,586 83,271 86,955 90,640 94,324 98,009 101,694
127 83,682 87,744 91,806 95,868 99,931 103,993 108,055 112,117
119 56,639 59,388 62,138 64,887 67,637 70,386 73,136 75,885
114 44,378 46,532 48,687 50,841 52,995 55,150 57,304 59,458
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
ISupervisor Register of 121 62,444 65,476 68,507 71,538 74,570 77,601 80,632 83,6641
Deeds
2. The foregoing schedule shall be effective the first pay period after ratification and approval of the
Board of Commissioners.
3. After ratification, current employees will be moved to the next highest step that gives them an
increase, plus one more step.
a. Exceptions will be the current employees in the following classifications which will be
placed on Step 7:
i. Chief Deputy County Clerk
J. Chief Deputy of Register of Deeds
iii. Director of Elections
iv. Election Specialist
27
Article 24
Eligibility for Employee Benefits
24.1 Unless otherwise noted below, all employees and their eligible dependents shall become
eligible for employee benefits beginning the first day of the month following their date of
hire. Except that, an employee hire date after the 151h 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
25.4.9 Personal Leave
25.4.10 Political Activities
25.4.11 Sick Leave Reserve
25.4.12 Tuition Reimbursement: Amount determined below
25.4.13 Work Connect Injury or Illness
af
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 providingtwo
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:
26.32 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 he 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 $S00 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 Sheriffs Act 312 or interest
arbitration eligible bargaining units, will also be made for employees in this
bargaining unit.
26.7 Tuition: The current reimbursement maximum shall be $1,400 per semester and $4,200
annually. Should the amount be raised by the Board of Commissioners such increases will
also be made to employees in this bargaining unit. Parameters concerning the tuition
benefit are referenced in the Oakland County Merit Rules.
Article 27
Hazard Pay
27.1 State of Emergency: In the event of a declared State of Emergency where the public is
ordered to remain home by either the Governor, County Executive or County Health
Officer, those employees deemed "essential" and exempted from the provisions of the
"stay home" order may receive Hazard Pay for time spent at their worksite.
27.2 Should the county pay Hazard Pay to its employees, it shall be paid in an amount
determined by the Board of Commissioners.
27.3 Payments shall cease the pay period following the termination of the "stay home" order
Article 28
Social Security and Medicare
28.1 The Employer agrees to provide Social Security and Medicare coverage to employees who
are subject to mandatory withholding 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
31.1 Weather Emergency
Employees who are unable to report to work on their regularly scheduled shift because
of severe weather or other conditions which interfere with access to their work sites may
use accumulated paid leave to cover their absences. Employees who do not have
sufficient accumulated leave to cover their absences will not be paid for the time absent.
31.2 Facility Closure
If a situation arises that causes facilities to close, the employee shall be paid for their
regularly scheduled work shift.
23
Article 32
Training and Certifications
32.1 Employees who have attained or are completing professional certifications in their field,
shall be entitled to complete the necessary requirements to maintain those certifications.
32.2 The Employer shall pay for conference registration, session fees and necessary travel to
maintain or acquire the professional certification.
32.3 The Employer shall pay for required trainings and related travel that are necessary for the
performance of an employee's job duties.
32.4 Any expenditure set forth in the sections above shall be subject to prior written approval
by the department director or his/her designee before such expenditures are incurred,
but such approval shall not be unreasonably withheld and it is understood that a
maintenance of job related certifications is encouraged and desired by the County.
Article 33
Casual Days
33.1 All employees shall be provided the ability to dress casually with the approval of their
supervisor, but such approval shall not be unreasonably withheld, as long as the Employer
casual dress code is observed. Employees are to be mindful of the activities of the day
and dress appropriately for each activity.
Article 34
Remote Work Study Group
34.1 The County agrees to form an employee task force to study and provide
recommendations on remote work practices to be implemented once the COVID-19
pandemic is no longer deemed a public health crisis. The Union may designate a member
of this bargaining unit as a representative to serve on the task force, along with
representatives of other County bargaining units and non -represented employees.
Article 35
Termination or Modification
35.1 This Agreement, including its appendices, shall remain in full force and effect until
midnight, September 30, 2024.
35.2 If either party wishes to terminate or modify the Agreement, said party shall provide
written notice to the other party to the effect. Said notice shall be made no longer than
one hundred twenty (120) days prior to the termination date in Section 35.1, above. If
neither party gives a notice of termination or modification, or if each party giving notice
24
of termination or modification withdraws said notice prior to the termination date in
Section 35.1, above, this Agreement shall continue in full force and effect from year to
year thereafter, subject to timely notice of termination or modification by 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 thejurisdiction of the County of Oakland.
35.5 Article 30, Retiree Insurance, is not subject to the termination date in Section 35.1, above.
The termination of this agreement shall not act as a termination of the insurance benefits
of current retirees, who's benefits shall remain subject to the conditions set forth in
Article 30.
25
Signatures
In witness whereof, the County of Oakland and its Office of the County Executive, by its Director,
Human Resources and Labor Relations Department, and representatives, UAW, Local 889, on
behalf of its represented employees, hereby cause this Agreement and Appendices to be
executed.
FOR THE UNION:: FOR THE EMPLOYER:
UAW Region I, International S icing Rep
UAW Local 889, 1'`Vice-President
UAW Uni(Chairpe s6n
/?
Countt lExecutive
Chairperson, Board of Commissioners
' EI%U�s
Director. Human Resources
26
4. Employees will continue to receive a merit step increase for the remainder of the EYE 2021 and
future years upon an acceptable review from their supervisor.
S. Should a supervisor fail to provide a review in time for an employee's Merit review date the
employee will automatically move to the next step.
6. Under the sole discretion of the supervisor, employees may move up more than one step with
appropriate justification from the supervisor (this decision shall not be reviewable under the
grievance and arbitration procedures).
7. The County has the authority to place new hires in any step within the classification taking into
consideration job experience and other factors requiring a new hire to start above the base
salary.
S. A 1% equity adjustment will he 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.
m
Appendix B
29
APPENDIX 6
jUPORTANT NOTP 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 outlined in the SPD.
` In order to be eligible for benefits as specified in the SPD, services received by a Covered Person must be administered or ordered by a Physician, be medically Necessary
for the diagnosis and treatment of an illness or injury and allowable/covered charges, unless otherwise specifically noted in the SPD.
EMPLOYEES
PPO1
BENEFITS ASRHealth Benefits
caw w.a.rhaltb hmetilsrom
Employee BFWeckly
Contributions
S32 / $65 / S75
NO COVERAGE
Option
Nehvork(s)
HAP Aniaere Health&Life
PPO / Physicians C:uc!
CIGNA / Multiolan
Deductibles)
$200 per persom6400 per fanuty
om cA,udarvexr
Coinsurance
0%r'or mostsmaces; l0%altT
deducible u uomd.
Comsma,nce Maximum S L000 per persomfouly per
uleedaryear.
I INPATIENT HOSPITAL CARE
General Conditions Mo%-
Scml-Pnvdte Drugs
lntensrvc Caro 1Jnit
Meals
HosplW Pquipment
Special Diet,
Iursi r, Cart
I OGTPATICNT UOSPPEAL CARE
Fmcrgenry Room Carc I Sinn copay
Aerid.W Inim te,
EMP-Loy FES
PP02
Blue CrossBlue Shield
PPO Community Blue
Plan
aw.v.IICBSM.<om
S42/$70/S85
.AWVLABLETOALL AVA ILARLE TOALL ONLY A VAILABLE TO
EMPLOYEES ENIPLOYFES EMPLOYEES
CII RRENTLY ENROLLED
PP03 HMO TRADITIONAL
ASR El"Ith Benefits H.Ith Alliance Plan Blue Cross/Blue Shield
(HAP) Traditional Plan (BURS)
��mw.vr>rhultbhenefitccnm -11[AP.o1e
S16 IS335IS45 S32/S6S/$7S
Reform the 2020 Your Tuml Compensation Statement for (Earnir,$) amount
Bice Cma Bha- Shield
HAP Alhance Health k Life
I l.1d, Ali.., Plan
PPO /pli icims Carc/
I
HMO
CIGNA/Nf ldpl an
$100 per personr820U per
$150 per p" r.S500 per
No f)edreuble
femdy per mkndm year
famdv per c:dcndar year
10%after deductible as
20°h mer dedncuble as
No Comsumuce
nomd, 50%for pmate Bury
noted. 50% after deduaiblo for
.he'
private duw n.0 i,
S300 porpe.cr [,000 per
SIp00 perpeaom$2,000
Not Applicable
family per calendar year.
p¢rfarnily paealeudaryear_
."w .BCBSNLcum
S52 / $89 / S94
Blne ( ruse Blue Shudd
S200 per penunr$4n0 pa
family Per cakudayear
10% nftcr dedueohlc as
noted. 25%for private duty,
nursim�
pee' uI Oardaz r ysonlfvntly
r year.
90%eRar&ducuhlec 80%after dulnctiblt• 1001i* 10090' I
Banalria Cnpay: SI,000
$1 00 copay $100 copy, deductible and S100 ropey $100 Cnpay
rotnsurancc puv also auoly for
30
BENEFITS
Medical Pnw.gcnoes
Physical Therapy
AVAIL IBLE TO ALI.
EMPLOYEES
PPO1
ASR Health Benefits
w.asrh,0tbinumfu,cnm
Copay waived for
accidental injury or d
admitted
100%'
I URGENT CARE _
I Urgent Care Visits
$20 Copay
I PREVENTATIVE CARE SERVICES
Rnutinc Hedth Uamtenanca
100%.
Evart - meludes chess,.,
EKG, cbolesteml setcemng
and
other select lab procedures
Routine Physical
100%'
Routine Gynecological
100%'
Us.
Routine Pap Smear
100%
Screening - laboratory and
pathelow services
Well -Baby Child Cate
100%*
visits
• 6 ,its, birth through 12
months
• G v�srts, 13 oonths
through 23 montlu
• 6 visits, 24 months
duong)135 months
• 2 visas, 36 ru rthe
th.ongh 47 mouths
• Visas beyond 47
months are limited to
mx per member peg
.1cnda,year
EMPLOYEES
PP02
Blue Cross/Blue Shield
PPO Community Blue
Plan
wvw.BCBSbLcom
Copay warned for accidental
injury or ifadmitted
90%after dednotible*
60 combined visits per calendar
year.
1 $20 Copay
t00%*
AVAILABLE TO ALL
EMPW40YEES
PP03
ASR Health Benefits
asrhmltbbencf, f,.uun
some seances. Copay waived
for accidettal Injury or if
admitted
8011. an" deductible"
I S20 Copay
l00%*
FIMPLOITES
HMO
II.Ith Alliance Plan
(HAP)
.ervw.HAY.nr-
Copay waived It admitted
100%,
Includes speech Tteiapy
mrd Occupational The. spy
Up to 60 Cgn52Nnve Visits
pa benefit period May be
mndaed st Lome
1 $20 Copay
t00%-
EMPLOVEES
CURRENTLY ENROLLED
TRADITIONAL
Blue Cross/Blue Shield
Traditional Plan (BCBS)
www.BCM,NLcum
Copay waived for acadcnml
injury or if admitted
90% after deductible*
60 combinad m consecudoc
visits per calendar y,,c%
1
90';6 after dcducnbJe* {
{
100
100%*
l00°0
100°16•
100°16'
100%*
100%,
100.16*
100%• 1
100%*
100%*
100's,
100%, 1
100%"
100%.
100^1"
100%*
Plm rovers 3 suits(birth
Na hlrtils onnumbs, ofvisls
Plan wvc. 3v„ics(buth
through 12 mouths)
0,,ea h 12 months).
31
AVAILABLETOALL
AVAILABLE TO ALA
:1VULABLE TO AIJ
AVAILABLE TO ALL
ONLY AV%❑.ABL6w
ENIPIAYEES
EMPLOYEES
EMPLOYEES
EMPLOYEES
EMPLOYEES
('IIRREN'rf,v ENROLLED
PPOI
PP02
PP03
FINIO
TRADITIONAL
BENEFITS
ASRHealth Beoe&s
Blue Crow/lure Shield
ASR Health Benefits
Health Alliance Plan
Blue CrowBlue Shield
PPO Community Blue
(HAP)
Traditional Plan (RCIRS)
Plan
....srhtulrbbenefimu'an
•.TC'BSfd'.,o
xrbealthhenefih coin
wvx[IAtlo�..
w.BC135d Lcnm
amtrnwuc ecant benefit
Adultand Childhood
t00%*
t00%`
DOW
l00%*
t00%*
Proventive Senacesand
_
Immrmizaucns"
recommended by the
USPSTF, ACID, ❑RSA or
otter sources as recnguiztd
by BCSSM, ASR and HAP
ghat are in cmnpllu+cc With
ilrc provisions of the
Patient Protection and
Affadablc
Care Act
Routine Fecal O=dt Blood
100%*
l00%*
100%*
100%+
100%*
Sa"ema
Rvutine Flead>It
IDv^r:*
NOW100%,
100%*
IDO".o*
Routine Prn>tarn Specific
)Iodine Pn,nnit E pee
L00%`
L00%*
10014"
100%'
100%S" 1
Amiecn f PSAI Sele,unnc
Routine Mammogram and
t00%*
100%*
100%*
100%'
IOo%*
Related Rcrdng
NOTE: Subsequent medically
NOTE: Mzdically necessary
NOTE: Subsequent urud,czlly
necessary mammograms
mammograms are sub3ecno
necessary mammograms
perfomred during the same
you' deductible and percent
perfmmed during the same
calendar yearwe subject to
conaurance.
caleadryeararesubjeetro
your deductible and poi cent
yow deducuble and percent
wiusumnce
coinswance
Cnionoccupy—Revfine or
t00%*
t00%*
NOTE: Subsequent
loa%
NO'l'E: Subsequent
100°9*
10O°'o
NOTE: Subsequent
Medically Necescrry
colonnscopics pufomred
col000scopies performed
<olonoscoprts pcf..ad
doing lire same calendar year
during the sac calendar year
doing the same unlendw yaau
are subject to your deducuble
are subject to your deductible
are>uldnet to yewdeductible
and percent wimw..e
and percent coinsurance.___
_
ann�trcent coinsurancz.
MENTA LtIEALTH CARE
hrpahen[Mrneal Healilr
_
I IDO", o"
90°6 a1ta'dtdvctible*
SO%after dedueliblc°
l00%°
l00%' {
O:npanent Mcnlal Health
DO cupdy
90% after deductible*
S20 copny
I S20 <opay
100%*
Viso
I
Office Visits $20 copy
1
32
AVAILABLFTO ALt.
EMPLOYF.E.I-
PPO1
BENEFITS ASR Health Revelitn
«ww.asrhmltbltene6o.atm
btpaGcnt Subranee Abuse
t00%*
Cue Cuemicd Dependeuw
Outpudent Substance .Abase
S20 copay
Care Chemical Dependency
SPECIAL HOSPITAL PRCCRANIS
Hcapice Care
100%.
Specified Human Organ
100%*
l'mnsplunt
I MEDICAL AND SURGICAL CARE
Surgery
100%*
I Toehmcal Swg,cal Assist 100Pb*
.Anesthesia 100%9
Maternity Care Delivery 100%.
Pre -and Puu-NatalCro t00%-
AVAILABLETOALL
F.IVIPLOYEES
PP02
Blue Cross/Blue Shield
PPO Community Blue
Plan
vvvv,BC8SNI,oro
90°,oaherdednetible'
90%.fterdeductible*
Office visit $20 copy
I00°,6`
90%to 100%*
Covered according to plan
90%aftcr deductible'
90%aRerdeducoble'
90%afterdsducuble'
90%afterdeduedble'
100%*
AVAIL
Inpattcnt Medical Care
1009°•
90%after Jeductible*
Inpatient Consultations
10096*
90%nftadeductible'
Laboruor• &Pathology
100-16*
90%,fterdedachble"
Diz•„oostic Services
t00%*
90Y'° attar deductible*
Diagnostic and Tbempeulic
IOOi61
90%afterdeductible*
Radiology
ADDITIONAL BF-NEI'M
- -
-
Office Visits
$20 copay
$20 copay
Chimptachc Cae
$20 eopay
$20 copay
Limited to 38 visits per calendar
Limited to2dvdsitper
Veer,
calvmd. \'ea',
Alle,g:v feting
100%*
100°%`
:%-
Allntry Thet aP)'
t00%'
.AmbWmmeServices
90% after deducoble
90% alle, deductible -
ABLE TO ALL
AVAIi_ABLF, TO ALL
ONLYAVVLABLETO
EMPLOYEES
EMPLOYEES
EMPLOYEES
CURRENTLY ENROLLED
PP03
ITNIO
TRADITIONAL
ASR Health Benefits
Health Alliance Plan
Blue 6'oss/Blue Shield
(HAP)
Traditional Plan (BURS)
w..ae.asrbctbhbenefit<.cmn
,11 \F'.m •�
w BC115bt.oun
SO% after deductible*
100-W
100%"�
S20 copay
120 c.pay
IOU%* 1
In approved facilities only 1
80%af3erdedreuble`
Covaedop ta'_IO days per
100%cfapprovedamount
Irfetime.
80%attar deductible'
Covered nerciding to plat
100% in approved facilities
cmidelines
SO95aftcrdcduetible*
100%,
1
100%*
Volurtary second ewgieal
Voluntary second surgical
ophoon: $20 cause
Op1Non On eemn, surged".
3014afterdednChbte'
100°%.
100-W 1
80% after deductible"
100%.
100°6' 1
311% after deductible*
IUU%*
100%* i
100%for some pre -natal visa,
10096 pre -natal visas*
100%pre-natal visit
eihrnvse 80% after
S20 copay post -natal visits
90%&erdedueublepost-
deductible*
natal visits
80% after deductible'
IOU%'
100%*
80%aftet deductible'
100%*
100%*
80% after dedtmfible`
1001%"
9U% after deducuble'
30% after deductible'
100Y6'
90'i°afterdsduenble' 1
30%after deductible*
Covered
90% after deductible* 1
S20 copay
S20 repay
I
11" after deductible*
S20 copay
Not Conned
90% a her daducGble' 1
Limited to 38 visits per
Limited to 38 visits per
calendarvear.
oaleadary:ar.
SO%afterded.sbble`
$20 Corry
90% after deductible* '
80%after deducible'
100%'
90% after deductible' I
I30%rfterdedueublc*
100%*
90% after deductible"
33
AVAILABLETOALL AVAILABLETOALL AVAILABLY; I'O ALL
E iMP1,0YEES EMPLOYEES EMPI,0I'6F,S
PPO1 PP02 PP03
BENEFITS ASRHealth Benefits
' srhnithbrnefi L..com
I Durable Medical Equipmem 9U".6after deductible*
I Uraber[e Supplies 90% No Annual Deductible*
I Private Duty Norong 90% after dcdumble+
Skilled Nursing IW°8+
Ass!<ted Reproduabvc Not Covered
T:catmeot
Blue CmBlae Shield
ASR Health Benefits
PPO Community Blue
Plan
wenv.BCBSmcom
xlvw.arhulthlrentfils cum
90%aherdeducbbla+
90%afttrdeducuble*
90after deducible*
8090 after dedncbble"
50%afferdedmablt'"
50%afier&ducbW0
90% after deductible*
80.afer deducible^
Not Covered Not Covered
Voluntary Srtnly do and
100'f ^w
!pp°��
FDA Approved
Conha=uve Methods
PROGRAMPROVISION.S
-
-
OutufNehvorkScrvce,
bt geuaal, Plan Pays dS%nf
Plan pays 70%of.ppm,,d
app'nved a mount leas appllcabla
areowl, after out -of -network
copays. Por fabeuc supplies,
deducuble, less ap,lo,.M,
durable medical equiprncnr, and
copays.
pmvie duty aurslag. Plan pays
75°'a of apta Oved arROYII(.I f[Lf
'
ded.fible(:fappluabk).
Payment of Covered
Prcfv:td Nebvn:kl H, t.1,
I4etenedtNehvndrt Ho.�.nalc;
Services
100°b of covtrrAbrnetits,
90% of covered beateute, after
Non-Nehvak l Scy,tat :
deduaMe
85%of appruvW paymenramutmt
Nov-Nerau,&Hom:,I,
Prehned Mewmkl Phvcirian<-
70%ofappmvedpayrrcut
0onahent
amouutaRerooFuF tttwprk
100% aftr S20 repay
&&,bble
Nomncnwdc Plrvsietan-
Ncfencd (Ntbvmkt PFrvvdan.
Beat
l00`;aatiu S20 ropey,
83apaf
°6 opmatd paymat emoura
Non-ntlurotk Plrvslann.
af4T$20 copry
70°oofapprovtd paymtot
amour( after' out of-nawmk
de<lu able and S20 capny
100%*
7n geae td. Plan pays 65%of
approved amount fier
deductible less .ppbablt
copays. For pri,atc dory
nwsmg. Plan pays 505'.of
approved anromrt after
deductible.
Pef MIN—:kl Hnmlhalc,
3G%of covna btnehte, less
appliabledcduabk
Non-N lvork Hmnanlc
65%ofapp:.yeti pry oat
antoor(,aerdcduabk.
Neferred (N..,k) Phvacian<-
Ouneui t
100%after SIG mpay.
Nuo-nrtwmk Phv.ici mc-
�t
85%'of.ppmved pgnawa
arnuunt after $20 mpay
MIAULE MALI, ONLYAV.AILABLE TO
E:}(Pt,O}'EER EMPLOYF,ES
CURRENTLY ENROLLED
I7M0 TRADITIONAL
Health Alliance Plan Blue Cross/Blue Shield
(HAP) Traditional Plan(BC/RS)
_www. BCBSpf.rum
IUO",'°*
90%afia deductible^
S00°6`
90% after dduaubk*
Not Covcrcd
75% aftet deductible`
Op [0 730 days
r uewabte after GO days'
100%*
Not Covered
Onc aftcmpt ofmtifioal
aeenn "rou at, fikdr,e
100°6"
100%* I
Not covc:ed eeccpt for
emergenne,
Copy, as ooled.
praltrioarma Hn<nital.
100%of covered benefits
Nnm[x:ticiomnu Hom rak:
Inpareatmreinacutt+are
hospital - $70 a day.
Lvaliera. at oth,h pcd,
$15 a day.
Motheurc S,aaial.
I00%of BCBSA7's appuncd
an»�rtt
34
BENEFITS
AVAf1.ABLE TO /
EMPLOYEES
PPOI
ASR Health Benefits
11l.ABLE TO ALL
EMPLOYEES
PP02
Blue CroasBli a Shield
PPO Community Blue
Plan
EMPLOYEES
PP03
ASR Health Benefits
AVAILABLE TO ALL
EMPLOYEES
ffNiO
Health Alliance Plan
(HAP)
s+hcilrhbr;nefiro.<om
unvo.RCBSM.com
www:nvhuidd,tr or'n",am
w.ILAP,nrn
_
NOTE; Nearing
adds and senates are mi capered
under am, Oakland Comm+nledical
plans.
PRESCRIPTION DRUG PROGRAM
-
-
RetailPrescripfion
Navims
Navims
Navitns
Health:\Iliance Plan
(arYler
1V lV lV.n1VIWS runs
1VN'1V ne"te lelll
M'\VW e.1Y:Il,S cnlrl
ww`a HAp Vr'
Mail Onlcr Prescription
NovrXus
NoviXu>
Nov,rus
Phanuney Advantage
Carrier
coma novices tom
I'llnovixn. c_
www novrens cons
www Ph®nhm Ad,arrocR
Icons
Parficipafing1Nctwork
Pharmades
Nnn-Par-avpxfing/Non-
Ne4vudcPhinn.nin
Maintenance Drugs
Covered / Copays.
Tier 1: $S Most Geococs/Some
Brands;
9'ier 2: $20 Pretened
B,ands•.r$ome Generics;
'tin 3 $40 Non-Prekrred
products (could h chide both
brand and genic)
Sdcct Birth Control pills
covacd SO copay.
Paid at the m-nehvol k.:ost, less
$5- $20 or S40 copay.
Msiocnanra drags taken cot s
knig term basis co, be filled as a
du"", nth supply fora one-
nmnd, copy through either the
N1m1 Order Ding crane, or at a
rebel pharmacy.
Covered / Copays:
Tier 1, $5 Most Gcnerics/So.e
Brands;
'11cr 2: $20 Preferred
Brande/Some Ccnenes,
Tm, 3: S40 Noo-Preferred
products (could include both
h and and generic)
Select Birth Control pills
vcred SO copay.
Paid at the h1,ietwork cost, Its
$5, $20 or$f0 repay,
Maintenance drugs taken no n
lone t rm basis. be filled as
a three -monde supply for a
-month ccpay through
cithcr, the Mail Order Ding
tamer or st a ,etnd pharmacy
Covered / Copays:
Tmr 1. $5 Most Geneics/Some
Brands;
Tier 2: $20 P,efared
Bra &Smuo Gcaerics;
Tier 3: S40 Non-Profe,rcd
products (could include both
brand and generic products)
Select Birth COnbol pills
annual SO c.pay.
Paid at the m-nchvnrk cost. less
S5, S20 or S40 copay.
Maintenance drugs taken on a
long-term bass can be hood as
a thnc-mcnd:.;upply in, a
ore -month copay though
tidier the Marl Order Drug
cane, or at a rchil pharmacy
Covered/Copay,
Tic, 1: $S Most Game:
Tier 2: $20 Sd<ct Brand
namq
Tier 3 S40 Noa-Pretened.
Select Binh Control pills
wvc,,d SO copy.
Not Covered
Maintenance drugs taken on,
a long-tem bases -a 30 01
90-dap supply, whichever is
greatar, no be ohbrmed for
a noc-month copay etyum
local phxmmcy.
A 90-day supply of
maintcnance drugs may be
obtained through mad order
ONLY AV,AILABLETO
FMPI,OYF,ES
CURRENTLY ENROLLED
TRADITIONAL
Blue Crom/Blue Shield
Traditional Plan (13CBS)
w,,wBCBS4Ccnm
Navims
µ W...nal in" con,
os
N111 u-i_u _cum
Coeer<d / C,,p.rys.
Tic, 1: $5 Me.,C
Gencuc,iscmc Brands,
Tin, 2: S20 Preferred
Branda:Some Generics,
Ti., 3 Sl0 Non-Prate,red
p,oduets (could include brand
and ucnerie)
Select Birth Conuol pills
covc,cd $0 copay,
Paid at the m-nchvork test-
Icss $5. $20 o, $40 ccpay
Maintenance drugs taken on a
long-¢m, basi, ens be tilled
as a three-mordt supply for a
one -mood, copay througb
either the Mail Order Dug
earner or et a I etul pharmary.
35
BENEFITS
Nair: Whole m fire bmwpiml,
Jnexs' ore cm•rred undar
pour meJna/ plan
OLABLE TO ALL
EMPLOYEES
PPOI
ASR Health Benefits
w•ww•.asrhulthbenehL.'.ow
Ifyou request a prescription be
tilled will, a brand name drug
and there is .generic equivalent
available, yen ali be
responsible for the Tire- 3 copay
plus the differential between me
cast of the brand and the generic
drug, Ifymu doctor makes the
request, you will be responsible
for the Tier 3 copy,
EMPLOYEES
PP02
Blue Cross/Blue Shield
FPO Community Blue
Plan
w.w.LpCBgNL,mr
Ifyou inquest a prescnpdm
be filled wid, a brand name
drug aad there is a gencne
equivalent a%adable, you will
be responsible for the Tier 3
copay plus the differential
between the cost of the brand
and den genetic d,ng. Ifyou,
doctor makes the request, you
will be responsible for the
Ticr 3 wpay
AVAILABLE TO ALL
AVAILABLE TO ALL
ONLYAVAILABIA, 1U
EMPLOYEES
EMPLOYEES
EMPLOYEES
CURRENTLY ENROLLED
PP03
HMO
TRADITIONAL
ASRHerhh Benefits
Ninth Alliance Plan
Bhte Cross/Blue Shield
(NAP)
Traditional Plan(BC/RS)
w,r,,,I,althbenefiu,x,aa
w-RAPor.
w.BCBSM,utm
Tfyou request a prescapuon If you rcquesta prescription Ifyou request a prescription
be filledwith a brand aa,na
be filled wid, A brand name
be tailed wnh a broad name
drop aad the,. is a geneoe
drug and then, is a generic
drug and Were is r gcrae ac
equivalent available, you will
,,r[able, you rvil l be
equival cat available, you will
be responsible for the Tier 3
�espoustble for the fill cost
be resp..r,ble for the Tier3
copay plus the differential
differential between the cost
copay plus the diffcrennal
between the cost of the brand
of the brand and den wpay of
between the cost of the broad
and the gencne drug Hymn
the peacee ding Ifyou,
and the generic drug Ifyow'
doctor makes the request, you
doctor makes the mgaest.
doctor makes the request, you
wdl be respmer,ble for the Tier
you will be responsible for
will be rcs,.n,rble for the
3 copay_
the Tter 3 c,rp,ment
Tin 3 copay.
Appendix C
37
APPENDIX C
BENEFITS
AVAILABLE TO
BU 9. 10.&1
High Plus
Delta Dental
wiv,deliadentalmi.cnm
AVAILABLETOALL
AVAILABLE TO ALL
AVAIL ABLE TO ALL
EMPLOYEES
EMPLOYEES
ENI PLOVERS
High
Standard
Modified
Delta Dental
Delta Dental
Delta Dental
w'ww,de(Lad.0h, i.eom
www.MLadcnedmf.com
wnw.ddudentilmi.cam
Employee Bi-Weekly
Contributions/
SI-151 SI.73/$5
SLIS/SL73/SS
SO/0/SO
(51,15)/(SI.73)/(S3.271
(Earnin.)
NO COVERAGE
Refer to the 2020 Your Total Compensation Statement for (Earnin ,$) amount
Option
Networks)
Delta Dental PPO i Delta
Delta Dental PPO / Delta
Delta Dental PI'O / Delta
Delta Dental PPO / Delta
Dental Premier
Dental Premier
I Dental Premier
Dental Premier
DIAGNOSTICS AND PRE
'ENTIVE
I
Diagnostics and Preventive
10056
100-.
100%
100%
Serv,cra.-routine aa1
aemns, elunings, fluoride,
and space maintainers
En,e,.,-y Palliative
100%
100%
100%
100%
Treatment - to or pwanly
reheve pain
Penodontal Winter.,
10056
100%
100%
100%
cleanings following
peiiodomal thernpY
Dental Sealant, — children la
100%
100%
100%
100%
years and under
Oral Cancer Brash Biopsy
100%
100%
t00%
100%
BASIC SERVICES
Radio Raphs-X-rays
135%
35%
85%
10% 1
Mmor Restorative Servmes
85%
85%
85%
50% 1
-composite (white I fillings
and crown repair
Eodndnntm Se,kee —root
85 %
3�%
85"o
50%
mewls
Pedodnntic Services — to
35%
55%
9550
50%
ticat nun disrase
Oral Se',ey Services—
35°6
85%
85%
50%
evtmcoons and dental
sm eery
Mafor Re,twrun eServices
85%
S5%
85%
50%.
—crowns
38
AVAILABLE
AVAIL.ABLETO ALL
AVAILABLE TO ALI
81119, 10, & 15
EMPLOYEES
EMPLOYEES
High Plus
High
Standard
BENEFITS
Delta Dental
Delta Dental
Delta Dental
,m,w-deINdentaW.n,m
+x5v.deltadmmimi.n,m
wp,w.ddladentaln+i.enm
Odizr Basic Szai<zs—
SC%
.95%
85°%
uuseellanecia""ovices
Relines and Rcpai,p-1.
ss%
85%
bridges, denNros, and
I AUL,{JOTOR SER49CES
IPmslhodonha Services—
50%
50%
s0%
bridges, implants. and
de.wm.
1 ORTHODONTIC SERVICES
Ouhad.6i,&,ims—
50"b
50%
50%
minor treatment for tootle
guidance, full banding
«..Mena, and mnmhiy
active Leatmm�t msiU
Ordwdwdt bf.eimum
$1,606 pet e1iptbie membe+per
$1,000 per zUnble mzm6a per
S1000 per chg+ble member pe+
f Limit
It&nm;
lif hme
lifetime
_
Orthodontic Are Lamrt
Llp to age 19
up to age 19- _ — -
Up to age 19
1 PROGRAM/PROVISIONS
Dzducflble,,
$25 per person! $510 pee
$'a per peralrson / S50 per
S25 per person / $50 pee
Family/nef ealendazyear
Eami1V/per endar year
fmndy;'per calendar yea,
Nlarimum Benefit
SI,500 per mdieidu,Jper ulendar
$t.500p"indnidualpei uairndar
$1lJOOpzr iedi,, al" per eakradaz
ycv
year.
Ye.+,
AVAILABLE TO ALL
EMPLOYEES
Modified
Delta Dental
.vww.Jdtmlen talmi,mm
509fi
505.
J
50°0
SO%
S750 per ehgible member pe+
lifetime,
Up to aye 19
S25 per persmi / S50 per
famdv/per rzlendar vw
.S750 perindivid" percdendar
Yea.
All beneEts bawl on manmw+ I All bencfiN bascde. ma<imum All Iunctits 6asW on mawnwn :\II brmetiLs based mi maemium
approved faw an..,ed fee. :+nproecd tent I maroved fees
NOTE, For additional Information, refer to the Delta Dental Certificates and Benefit Summades found vva t oakoov.com/bene as under
Medical/DentalNision.
39
Appendix D
40
U224 51MM
BENEFITS
Employee W-Weekly
Contributions
NO COVERAGE
Option
Network(s)
EYE EXAM
Vision Examinations
LENSES AND M8MES
Lenses acid Frames
CONTACTLENSES
AVAILABLE TO ALL
EMPLOYEES
High
National Vision
Administrators (NVA)
P9{9v.1 nYa,eom
$1351$2.88 / $3,85
AVAILABLE TOALL
EMPLOYEES
Standard
National Vision
Administrators (NVA)
www.e-nva.com
$0/$0/$0
No Earning is provided for No Cover -age option.
National Vision Administrators I National Vision Administrators
$5 copayment
Lenses: Standard Glass or
Plastic / Covered 100% after
$7.50 copayment
Frames: $100 retail allowance
/ 20%discount off remaining
balance for frames that are not
pronrietarv, frame brands.
1 $5 copayment
Lenses: Standard Glass or
Plastic/Covered 100%after
$7.50 copayment
Frames: $100 retail allowance
/ 20% discount off remaining
balance lot frames that are not
proprietary Game brands.
Contact Lenses
$50 allowance
S50 allowance
PROGRAM/PROVISIONS
Benefit payable every I2 months.
Benefit payable every 24 months.
Benefits Payable
Benefit availability will start over
Benefit availability will stag over
on January 1 (billowing a 12-
on January i (following -
month period).
month period).
Additional Discounts
See the Benefit Summary for
additional discounts available.
NOTE: For additional information refer to the NVA Benefit Summaries found on
www.oakoov.com/benefits under Medical/DentalNision.
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 Countv
Direct Retirement
Deferred Retirement
Less than 8 years
None
None
8 — 14 years
One Person*
None
15 — 19 years
Family
One Person*
20 years or more
Family
Family
*Retiree has the option to pay the difference for a family policy.
43
Employees hired on or after January 1, 1995 and before January 1, 2006. Dates may
vary by bargaining unit.
At Completion of:
Percentage of Retiree
Paid Health Care**
Up to 15 Years
0% (No Coverage)
15 Years
60%
16 Years
64%
17 Years
68%
18 Years
72%
19 Years
76%
20 years
80%
21 Years
84%
22 Years
88%
23 Years
92%
24 Years
96%
25 Years or more
100%
**This is the percentage the County would pay
toward a Single person or Family plan, depending on the
plan the employee was enrolled in at the time of retirement. The employee would be responsible for the
difference between this amount and the current full cost of their
health plan, plus anv deductibles or co -pays.
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 F
MEDICAL OPTIONS COMPARISON (NON -MEDICARE)
Important Note: The information contained on this comparison is intended to be an easy to read summary to help you and your family
make choices among the different options available to you. Be sure to carefully study each option before making your choice. This
comparison summarizes some of the provisions and certain features of each plan. It cannot modify or affect the coverage or benefits
provided in any way. No right will accrue to you and/or your eligible dependents because of any statement, error or omission from this
comparison. Its provisions do not constitute amendments, modifications or changes in any existing contract.
TRADITIONAL,
PPOl PP02 _ - PP03p
ASH Health Benefits Blue Cross/Blue Shield ASH Health Benefits Health Alliance Plan (AvaBlue Croce to Shield
BENEFITS - - - (HAP) hired prioabler
tt Retirees
- - � - hired prior to 7-1.97)
' www.a.rhr lfh6cncfiL..com
Network(s) CIGNA, Multiplan and
Physicians Care/HAP
INPATIENT HOSPITAL CARE _
General Conditions
Semi -Private
Drugs
Intensive Care Unit t00%
Hospital Equipment
Special Dies
Nursmg Care
OUCPATIENT HOSPITAL CARE
Emergency RooInmjCare $100 co -pay
Accidental uries Co -pay waived for
Medical accidental injury or if
Emergencies admitted
Physical Therapy 100%
URGENT CARE --
Urgent Carevisds $20 co -pay
I PREVENTATIVE. CARE SERVICES
w»w.HCBS'YLcom www.asnc�+Ivhbcncfics<om www HAP.orn ,
Blue Cross/Blue Shield CIGNA, Multiplan andphysiciansCare/HAP Health Alliance Plan
90% after deductible
80% after deductible
100%
$100 co -pay,
$ l00 co -pay,
$l00 co -pay
Co -pay waived for
Co -pay waived far
accidental injury m if
accidental injury or if
Co -pay waived ifadmitted
admitted
admitted
90% after deductible
80% after deductible
100%
S20 co -pay
$20 cc -pay
$20 co -pay
www.BCBSM.com
Blue CrossBlue Shield
100%
$100 co -pay
Co -pay waived for
accidental injury or if
admitted
90% after deductible
90% after deductible
46
Routine Health
Maintenance Exam —
includes chest x-ray,
100%
100%
IOU%
100%
100%
EKG, cholesterol
screening and other
select lab procedures
Routine Physical
100%
100%
100%
100%
100%
Routine Gynecological
100%
100%
100%
100%
100%
Exam
Routine Pap Smear
Screening — laboratory
100%
100%
100%
100%
100%
and pathology
services
47
BENEFITS
Well -Baby Child Care
Visits
6 visits, birth - 12 mos
6 visits, 13 - 23 mos.
6 visits, 24 - 35 mos.
2 visits, 36 - 47 mos.
Visits beyond 47 mos.
are limited to one per
member per calendar
year under the health
m.untenanee exam
benefit
Adult and Childhood
Preventive Services and
Immunizations as
recommended by the
USPSTF, ACIP, HRSA
or other sources as
recognized by BCBSM,
ASR and HAP that are in
compliance with the
provisions of the Parent
Protection and
Affordable Care Act
Routine Fecal Occult
Blood Screenina
Routine Flexible
S emmdosconv Exam
Routine Prostate Specific
Antigen (PSA)
Sereeniao
-Routine Mammogram
and Related Reading
PPO1
ASR Health Benefits
www.asrhealdibenefi¢cam
100%
100%
PP02
Blue Cross/Blue Sbield
..BCBSbirnm
100%
10096
PP03
ASR Health Benefits
wwrv.asrhealtbbeneGtr.com
100%
100%
100%
100%
100%
100%
100%
100%
100%
100%
100%
"Sub�c,ueat medically
"Subsequcnt medically
100%
necessary mammograms
nemssary mammogams
performed during die same
perfomred it.,., the same
calendar year arc subject to
calendar year are subject to
your deductible and permmt
co-msuramce
your deductible and percent
co-insurance.
M10
TRADITIONAL
Health Alliance Plan
Blue Cross/Blde Shield
(HAP) -
(Available to Retirees
-
hired prior to 1-1-97)
www.liAP.orn
www.BCBSM.com
100% 100%
100% 100%
100%
10045
100%
100%
100%
100%
100%
"Subsequent medically
scary mammograms
100%
pertbmmd dining the soma
calendar year arc ,.blest to
your deductible and percent
co-insurance
48
*00% s100 0 100%
Subsequent colonoscopies Subsequent colonoscopics "Subsequent eolonoscepies
*Colonoseopy- Routine l00% performed durng du same pch rmed dw�ng Ne seme i00% performed during the same
or Medically Necessary year are subject to deductible year are subject to deductible year are subject to deductible
and percent co-insurance. and perceal co-insurance. and pereeut co-mswanee
PPOl - - PP02 -
'BENEFITS -
ASH Health Benefits
Blue Cross/Blue Shield
w-asrhculthbcncfimcau
..BCBSM.com
MENTALIIf'.ALTHCARE-
InpatientMentalHealth
100%
90% after deductible
Outpatient Mental
$20 co -pay
90% after deductible
Health Visits
Office Visits S20 co -pay
Inpatient Substance
Abuse Care Chemical
100%
90% after deductible
Dependency
Outpatient Substance
Abuse Care Chemical
Dependency
SPECIAL HOSPITAL PROGRAMS
Hospice Care
Specified Human Organ
Transplants
MEDICAL AND SURGICAL CARE
Surgery
♦ Technical Surgical
Assist
♦ Anesthesia
Martin Care
♦ DBive y
♦ Pre and Post -Natal
Care
Inpatient Medical Care
Inpatient Consultations
PP03 HMO TRADITIONAL
ASRHealth Benefits Health Alliance Plan Blue CrossBlue Shield,
(HAP) ,(Available to Retirees
- - - _ hired prior to 1-1-97)
..aerhealthbrnefie-surn ..RAP.nrr - :W..;gCeSM1i.cnm
80% after deductible
$20 co -pay
80% after deductible
$20 co -pay
90% after deductible
$20 co -pay,
Office visit $20 co -pay
t00%
100%
80% after deductible
90% to 100%
100%
Covered according to plan
80% after deductible
mrdelines.
100%
90% after deductible.
80% after deductible
100810
90% after deductible
80% after deductible
100%
90% after deductible
30%after deductible
100%
90% after deductible
80%after deductible
100%
100%
100%
100%
90% after deductible
80%after deductible
100%
90% after deductible
80% after deductible
100%
100%
$20 co -pay
90% after deductible
120 days (combined with
100%
inpatient care days), 60 day
renewal; (no MMbenefitsl
$20 co -pay
Covered 100% of approved
amount, no Master Medical
Covered up to 210 days 100% of approved amount
oer bfetime,
Covered accordingmplan 100% in approved facilities
gmdelines.
1
100%
Vohmtery second surgmal
opmion;$20 co -pay
100%
100%
100%
t00% prenatal visits
$20 co -pay post natal visits
100%
100%
100%
Voluntary second surgical
opinion en eertmn surgeries
100 %
100%
100%
90% after deductible
General -Unlimded
100% J
49
Laboratory & Pathology 100%
Diagnostic Services 100%
Diagnostic and
Therapeutic Radiology 100%
PPOI
BENEFITS -
ASR Health Benefit:'
- „'
waw.asrhvhtthbevcficaco�n
ADDMONALBENEFE"S -
Office Visits
$20 co -pay
$20 co -pay
Chiropractic Care
Limited to 38 visits per
calendaryear.
Allergy Testing
100%
Allergy Therapy
100%
Ambulance Servrees
90% after deductible
Durable Medical
90% after deductible
Equipment
Diabetic Supplies
90% No Annual Deductible
Private Duty Nursing
90% after deductible
Stalled Nursing
100%
90% after deductible
90% after deductible
90% after deductible
80% after deductible
80% after deductible
80% after deductible
-- ,PP02 -PP03,
Blue CrossBlne Shield ASR Health Benefits
' wwrv.BCBSM.com 'w� .aerFnitFFcnefiitcom--
$20 co -pay
$20 co -pay
$20 co -pay
$20 co -pay
Limited to 24 visits per
Limited to 38 visits per
calendar year,
calendar -year
100%
80% after deductible
100%
80% after deductible
90% after deductible
80% after deductible
90% after deductible
80% after deductible
90% after deductible
80% after deductible
50%after deductible
50% after deductible
90% after deductible
80% after deductible
Assisted Reproductive Not Covered Not Covered Not Covered
Treatment
Voluntary Sterilization
and FDA Approved 100% 100% 100%
Contraceptive Methods
for females.
100%
100%
Covered
HMO
Health Alliance Plan
(HAP)
www:HAP.or+
$20 cc -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
inseudnation per hretime
100%
Covered - $5 or 10 % Co-
insurance
Covered -$5 or 10%Co-
msurance
Covered -$5 or 10%Co-
insurance
-TRADITIONAL
Blue CrossBlue Shield
(Available4o Retirees
hired prior to 1-1-97)
- .m,..BCBsnteon,
90% after deductible
90% after deductible
90% after deductible jI
90% after deductible
90% after deductible 1
90 % aRer deductible
90% after deductible 1
50%No Annual Deductible 1�
100
Not Covered
100%
50
Plan pays 85% of approved Plan pays 70%of approved Plan pays 65%of approved
Out of Network Services amount less applicable co- amount, after out -of- amount after deductible less
pays, network deductible, less applicable co -pays.
applicable co -pays
- - - PPOI - PP02 PP03
BENEFITS ASR Health Benefits -Blue Cross/Blue Shield ASRHealth Benefits'„
- www.asrhralthbenefincvm w.,BCBSM.cma -' ww atrhdfhbenefitc.com
PROGRAM PROVISIONS - - -
*All servmes performed
during one visit will be a
one-time $20 co -pay.
--' TRADITIONAL
HMO
Health Alliance Plan
BlueCross/Blue Shield
(HAP)
(Available to Retirees
-hired prior to 1-1-97)
aww.HAP.v'ra -
, www.6CB.)'btcvm
Co-ons $20 / $100 as
Co-oays: $20 / $100 az
Co-pays: $20 / $100 as
noted.
noted
noted.
Deductibles' $200 per
Deductibles' $100 per
Deductibles: $250 per
person / $400 per family/per
person/ $206 per
person f $500 per family/per
calendar year where noted,
family/per calendar year.
crfordwyear.
Co -pays,
Co-insurance, Annual
Co-insurance. In general,
Co-insurance10%after
Co-inurance: 20%after
Out-of-pocketmumsadd
0%; 10%after deductible as
deductible as noted. 50 %
deductible as noted 50% Cam: $20 as noted,
Mas an Lifetime
noted.
for private duty nursing.
ur
for private duty nsing.
n
Maxiomum Dollaz
Limitations
Out -of -Pocket Coinsurance
Out -of -Pocket Coinsurance
Out -of -Pocket Coinsurance
Maximum: $1,000 per
Maximum: $500 per
Maxmum: $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.
Ho_sgitals:
Prefened(Nersok)
100% of covered benefits.80%
90% of covered benefits,
Hose
of covered benefits, less
Nan -Network Hospitals
after deductible.
applicable deductible.
85% of approved payment
Non -Network Hospitals:
Nan- Network Hospitals:
Co -pays $100 as noted
Deductibles $200 per
person/ $400 per
family/per calendar year
Co-insurance: 10% after
deductible as noted. 50%
for private duty nursing
Out -of -Pocket Co weence
Maximum. $1,000 per
family/per calendar year,
Lifetime Maramum' None
Parli.mmina Hosortals'
100% of covered benefits
Non-parhamtinu Hospitals.
51
Payment of Covered
Services
amount
Preferred (Network)
Phvsm=s -Outpatient:
100%after $20 co -pay.
Non -network Phvs�ciaos -
Outralicnt:
85%of approved payment
amount after $20 co -pay.
70%of approved payment
amount after cat -of -network
deductible
Preferred (Network)
Phvsiciann:
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, after deductible.
Preferred (Network)
Physicians-OuNabent
100%after $20 co -pay.
Non-netwerk Physicians-
Ou 'enC
85%of approved payment
amount after S20 co -pay
Co -pays as noted.
Inpatient care in acute -care
hospital - $70 a day
Inpatient rare in other
hospitals- $15 a day.
Medicare Srvejcal.
100% of BCBSM's
approved amount
52
-
PPOI
BENEFITS
ASRHealth Benefits
w srhnhhbenefiasxom
PRESCRH'TION DRUG P7OGRAM
NAVITUS
NAVITUS
Particinatinq/Network
Pharmacies: Covered, co -
(Except HAP, which
pays, $5 Most
have their own
Generics/Some Brands; $20
prescription coverage).
Prate red Brands/Some
Generics; $40 Non-
t,Zvw.aavitusxina
Preferred Brands. Select
Birth Control pills covered
$0 co -pay.
NoviXus Pharmacy Non-Particiratina/Non-
Services - Network Pharmacies: Paid
Mail Order at 75% of allowed cost, less
www.novixus will $5, $20 or $40 co -pay.
Noce: While in the
hospild, drugs are
covered under your
health plan.
PP02
Blue Cross/Blue Shield
wwm.RCRSNtcom
NAVITUS
Particinatine !Network
Pharmacies: Covered, co-
pays, $5 Most
Generics/Some Brands;
$20 Preferred
Brands/Some Generics;
$40 Non-Prefered Brands
Select Birth Control pills
covered $0 a -pay
Non-Particinatine Non -
Network Pharmacies: Pmd
at 75% of allowed cost,
less $5, $20 or $40 co -pay.
PP03
ASRHcalth Benefits
wvnv.usrhealMbenefimcom
NAVITUS
Particioatine /Network
Pharmacies: Covered, co -
pays, $5 Most
Generics/Some Brands; $20
Preferred Brands/Some
Generics; $40 Non -
Preferred Brands. Select
Birth Control pills covered
$0 co -pay
Non-ParticioatinJNon-
Network PharmaciesPaid
at 75% of allowed cost, less
$5, $20 or S40 co -pay
NoviXus
NoviXus
NoviXus
Also, available is the mail
Also, available is the mad
Also, available is the mail
order program for drugs
order program for drugs
order program for drugs
taken on a long -teem basis
taken on a long-term basis
taken on a long -tern basis.
A three month supply can
A three month supply can
A three month supply can
be ordered for a one month
be ordered for a one month
be ordered for a one month
co -pay,
co -pay.
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 myour local
pharmacy.
Also, available for
maintenance drags taken
on a long-term basis, a
three-month supply can be
obtained for a one month
co -pay at your local
pharmacy
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)-
.HAP.orc' -
AAP
Particioatine_ /Network
Pharmacies: `Covered, co-
pays $5 Most Generic; $20
Select Brand more, $40
Non-Prefered. Select
Birth Control Pills covered
$0 co -pay
Nan -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, available for
n nmen.a. drags fallen nn a
long -tern bans. A 35 day
supply or 100 doses.
whichever is a eater, can also
be obtained for a one month
co -pay at your local
pharmacy.
A 90 day supply of
manner.. drugs may be
-TRADITIONAL'
Blue CrossBlue Shield
(Available to Retirees
hired prior to 1-1-97)
vw.BCBSM.cnm
NAVITUS
Parlicusuine/Network
Pharmacies: Covered, co -
pays, $5 Most
Genencs/Some Brands; $20
Preferred Brands/Some
Generics; $40 Non-
PreferredBrandsBirth
Control pills covered $0 co -
pay.
Non-Particioaline/Nan-
Network Pharmacies: Paid
at 75% of allowed cost, less
$5, $20 or $40 co -pay.
NoviXus
Also, available is the mail
order program for drugs
taken on a long -tens 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 he
obtained for a one month
co -pay at your local
pharmacy
53
untamed thrangh m;rd order.
NOM, Heonng aids ondservices are not covered under any Oakland County medal plans. At the time this booklet went to press, the impact of The Patient Protection
and Affordable Care Act is still being evaluatedandplon modifications may occur. Please refer to the vu wocbenefite.com webamfor the most up -to -dote information.
54
Appendix C
I
I CURRENT MEDICAL OPTION
(MEDICARE SUPPLEMENTAL PLAN)
I
I I
55
Appendix G
OAKLAND COUNTY MEDICARE SUPPLEMENTAL PLAN OVERVIEW OF BENEFITS
The Oakland County Medicare Supplemental/Retiree Plan is designed to provide levels of benefits after
Medicare makes a primary payment. Benefits that are payable are subject to the terms and conditions of
the plan.
Medicare Services and Limits CoreSource/Trustmark Coverage and Limits After
Medicare Deductible Met _
Hospital -Inpatient
• Facility 100% of Medicare approved amount
Physician 100%
Surgery 100% of Medicare approved amount
Emergency Room
• Illness/Accidental Injury 100% of Medicare approved amount, subject to $100 co -pay
(co -pay waived if admitted or accidental injury)
Urgent Care Not Covered; Medicare may pay 80%
Allergy Testing and 100% of Medicare approved amount
Injections
Ambulance 100% of Medicare approved amount
Anesthesia 100% of Medicare approved amount
Blood 100% of Medicare approved amount
Cardiac Rehabilitation 100% of Medicare approved amount
Chemotherapy 100% of Medicare approved amount
Chiropractic Care
• Office Visits, Spinal Not Covered; Medicare may pay 80%
Manipulation, and
Adjustments
X-rays and Modalities (hot Not Covered
packs, massage therapy, etc.) unless approved by Medicare
56
Consultations
• Inpatient
• Outpatient
Dialysis
Home Health Care
(Up to 100 visits per calendar
year)
Medicare Services and Limits
Hospice
• Inpatient
(30 days per lifetime)
• Outpatient
($5,000 per lifetime)
Laboratory Testing
Medical Equipment and
Supplies
Mental Disorders and/or
Substance Abuse Expenses
• Inpatient
Outpatient therapy
(excluding office visit)
Occupational Therapy
Office Visits
Orthotics
Physical Therapy
Pregnancy Related Expenses
- Mother
100% of Medicare approved amount Not
Covered; Medicare may pay 80%
100% of Medicare approved amount
100% of Medicare approved amount
For purposes of determining this benefit, a visit by each nurse or therapist
and a visit by a home health aide of up to 4 hours constitutes one visit.
57
CoreSouree 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
1
J
Prescription Drugs
(Navitus)
Retail
34-dav or 90-dav sunnly
Tier I
$5
Tier II
$20
Tier III
$40
Mail Order 90-dav sunoly
Tier I $5
Tier H $20
Tier 111 $40
Prosthetic Devices 100% of Medicare approved amount
Radiation Therapy 100% of Medicare approved amount
Skilled Nursing Facility -
Inpatient 100% of Medicare approved amount
(100 days per benefit period)
Medicare Services and Limits - CoreSource Coverage and Limits
Speech Therapy 100% of Medicare approved amount
Transplants 100% of Medicare approved amount
Weight Management (Excluding
office visits and weight loss 100% of Medicare approved amount
programs)
X-rays 100% of Medicare approved amount
• Preventive Care as defined by PPACA (Patient Protection Affordability Care Act)
® • Physical Examination
(One visit per calendar year)
• Immunizations (Including
administration)
Influenza
Pneumococcal
Hepatitis B
Zosters
Chickenpox
100%
100%
M
• Mammography
(Age 40 and over each year for
breast cancer screening)
• Cervical Cancer or Cervical
Dysplasia Screening
(One per calendar year)
• Prostate Cancer Screening
Prostate Specific Antigen Test
(PSA)
Digital Rectal Exam
• Colorectal Cancer
Screening
(Age 50 and over)
59
100%
100%
100%
100%
Appendix H
Rill
OAKLAND COUNTY MERIT SYSTEM
HUMAN RESOURCES-OAKLAND COUNTY EXECUTIVE
Effective Date I ( ❑
1-1
INSTRUCTIONS
Department Head: After discussing evaluation with emolovee. give employee the
oripinal gold coov, make a coov for vour records and forward a coov to the
Human Resources Department. If this is a Merit Performance Review, the Merit
Increase (Employee Transaction) form must accompany it
MERIT PERFORMANCE REVIEW Step
PERIODIC PERFORMANCE
REVIEW Year
TO THE DEPARTMENT DIRECTOR / DIVISION MANAGER / SUPERVISOR
EMPLOYEE ID NUMBER IEMPLOYEE NAME I CLASSIFICATION
DEPARTMENT I DIVISION I DEPARTMENT It I 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 MERIT performance review an this to= at the time of a merit increase review. Those employees at the top of their salary
range receive a periodic performance review on this form at least annually. These reviews are scheduled in order to assist in continuing communication between the
employee and supervisor regarding work performance and other areas of concern to both the supervisor and employee. This evaluation should be discussed with you
by your supervisor and you should have an opportunity to ask questions regarding the ratings, as well as discuss ways to accomplish any performance improvements,
if needed. Other areas of concern you might have should be discussed at this time also. Following the discussion, if you should be dissatisfied or disagree with the
evaluation and wish to have your disagreements recorded, you may do so. Please use a separate sheet of paper on which to relate your comments, and forward it to
the Human Resource Department. A copy of this evaluation, and your comments, if any, will be placed in your Human Resources file.
WORK PERFORMANCE APPRAISAL
ABOVE
BELOW
OUTSTANDING
AVERAGE
AVERAGE
AVERAGE
POOR
INITIATIVE...... .......... .......... ......................._.._....
...... ❑ ......................
❑ ........ ...........
❑ ....._._.
.. _.... ❑ ...............
_.. ❑
QUANTITYof WORK......_...._ .....................................
.. ❑ ..._................._.
❑ ........ .._........
❑ ..........._.......
❑ .... ....._.__.
❑
QUALITYof WORK. .......... ___ ... .......... ......._............
❑ ...._...
........ ❑ ... .........
...... ❑ ..._._.............
❑ .......
_...... ❑
ADAPTABILtCY..... ........... _....... ... ... ..................
❑ .. .......................
❑ ......... .........
_. ❑ .........
.. ❑ _..... .....
......... . ❑
COOPERATION with FFLLOW EMPLOYEES .............
.. ... ❑ ... .........._.._......
❑ ......._......._..
❑ ..__..........
... ❑-.....................
❑
COOPERATION with SUPERVISION ......
_.. ❑ ... ... ....
.._........ ❑ ._...........__..
❑ ...........
...._. ❑ .._..........._....
❑
ATTENDANCE and PUNCTUALITY ..... __..
...... ... ❑ ... .._._._.......
❑ ... ....._.._....
❑ ...............
❑ ....... .......
........ ❑
OTHER TRAITS(Specify):
... ❑ .........._..............
❑ ..._.._............
❑ ..........
...... ❑ ...... ...._.._._...
❑
REMARKS (Please note any specific instances of outstandingly good or poor performance or behavior)
NOTE: If this appraisal is in conjunction with a Merit Increase, and it is being disapproved, please state the next date you wish to review the employee=s
perfumiance on the enclosed employee transaction form under "Remarks."
Signature of person initially drafting evaluation
Initials of other Supervisors reviewing evaluation
Signature of Department Head/Division Manager
We have discussed this evaluation
Human Resources Departmentis copy reviewed by:
0912003
Date
Data
Date
Title
Date
Employee Signatore Supervi.... S,, anac