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Home My WebLink AboutResolutions - 2021.10.13 - 34924• BOARD OF COMMISSIONERS October 13, 2021 MISCELLANEOUS RESOLUTION #21-398 Sponsored By: Kristen Nelson IN RE: FY 2022 — 2024 United Auto Workers, Local 889 (UAW), Representing Supervisory and Non - Supervisory Employees of the Management & Budget Department Chairperson and Members of the Board: WHEREAS the County of Oakland and the United Auto Workers, Local 889 (UAW) have negotiated supplemental Agreements for supervisory and non -supervisory employees in the Management & Budget Department; and WHEREAS the parties have agreed that the supervisory bargaining unit will represent fourteen (14) classifications within the Equalization, Fiscal Services, and Purchasing divisions; and WHEREAS the parties have agreed that the non -supervisory bargaining unit will represent thirty-four (34) classifications within the Equalization, Fiscal Services, and Purchasing divisions, and WHEREAS a three (3) year Supplemental Agreement has been reached for the period September 29, 2021, through September 30, 2024; and WHEREAS the parties have agreed to increase the salary range of Equalization Appraiser III to the followine: Step 01 12 Annual 65,567 68,750 Bi-Weekly 2,521,81 2,644.23 and 24 36 71,932 75,115 2,766.62 2,889.04 48 60 78,298 81,481 3,011.46 3,133.98 72 84 84,664 87,847 3,256.31 3,378.73 WHEREAS the FY 2022 — FY 2024 GF/CiP financial impact for the salary increase and associated fringe benefits for ten (10) Equalization Appraisers 111 positions is $53,525; and WHEREAS the parties have agreed that certain employees of the Equalization Division required to wear a safety/work boot will be reimbursed up to $275 per calendar year for their purchase and be provided field equipment (FY 2022 — FY 2024 GF/GP financial impact $22,325); and WHEREAS the parties have agreed to a uniform allowance every 18 months for certain employees in the Equalization Division (FY 2022 — FY 2024 GF/GP financial impact $7,859); and WHEREAS the parties have agreed that the recruitment and retention incentive programs for Equalization employees as identified in Miscellaneous Resolutions #13097 and #15240 shall be maintained; 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 non-exempt employees working a 4/10 schedule, shall be entitled to a minimum of three (3) hours overtime pay if called into the office and required to work on their regularly scheduled non -working day; and WHEREAS the FY 2022 financial impact for the Fringe Benefit Fund (467800) is $254,200 and $172,200 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 supervisory and non -supervisory employees in the Management & Budget Department, 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. (2�jdU Date: October 13, 2021 David Woodward, Commissioner au y Date: October 14, 2021 Hilarie Chambers, Deputy County Executive II 4Z6� Date: October 15, 2021 Lisa Brown, County Clerk / Register of Deeds COMMITTEE TRACKING 2021-10-05 Legislative Affairs & Gover unent Operations - recommend and forward to Finance 2021-10-06 Finance - recommend to Board 2021-10-13 Full Board VOTE TRACKING Motioned by Commissioner Gary McGillivray seconded by Commissioner Christine Long to adopt the attached Collective Bargaining Agreement: FY 2022 — 2024 United Auto Workers, Local 889 (UAW), Representing Supervisory and Non -Supervisory Employees of the Management & Budget Department. Yes: David Woodward, Michael Spisz, Karen Joliat, Kristen Nelson, Eileen Kowall, Christine Long, Philip Weipert, Gwen Markham, Angela Powell, Thomas Kuhn, Chuck Moss, Marcia Gershenson, Adam L. Kochenderfer, Yolanda Smith Charles, Charles Cavell, Penny Luebs, Janet Jackson, Gary McGillivray, Robert Hoffman (19) No: None (0) Abstain: None (0) Absent: Commissioner Miller III, Commissioner Gin -ell (2) The Motion Passed. ATTACHMENTS UAW M&B Schedule A updated 9-20-2021 UAW Mgmt & Budget Supplement Final Original CBA STATE OF MICHIGAN) COUNTY OF OAKLAND) I, Lisa Brown, Clerk of the County of Oakland, do hereby certify that the foregoing resolution is a true and accurate copy of a resolution adopted by the Oakland County Board of Commissioners on October 13, 2021, with the original record thereof now remaining in my office. In Testimony Whereof, I have hereunto set my hand and affixed the seal of the Circuit Court at Pontiac, Michigan on Friday, October 13, 2021. Lisa Brown, Oakland Counts, Clerk/Register of'Deeds Oakland County, Michigan UAW Local 889 Supplemental Agreements Schedule "A" Management and Budget FY 2021 FY 2022 FY 2023-24 RIE Fund Name Division Name Fund # Division # Fund Affiliate Program Account # Account Title Amendment Amendment Amendment Fringe Benefit Fund (67800) E Fringe Benefit Fund Non Dept Fringe Eon fits 57800 9011501 183190 730499 Deferred Comp -County Pints - 82,000 - E Fringe Benefd Fund Non Dept Fringe Benefits 67800 9011501 183190 730499 Deferred Comp -County Pints - 164,000 164 000 E Fringe Bereft Fund HE Wellness 67800 1050521 183192 732148 Wellness Screenings - 8,200 8200, E Fringe Benefit Fund Non Dept Fringe Benefits 67800 9011501 183190 796500 Budgeted Equity Adjustment - (254,200) 1172 2001 Total Expenses - - General Fund (Fund #10100) E General Fund Non Departmental 10100 9090101 196030 730359 Cpntingency (83,70900) 183,70900) E General Fund Equalization Division 10100 1020501 173020 702010 Salaries Regular - 26,77700 26,77700 E General Fund Equallzahon Division 10100 1020501 173030 702010 Salaries Regular - 4,28900 4,26900 E General Fund Equalization Division 10100 1020501 136000 702010 Salaries Regular - 4,28900 428900 E General Fund Equallzatlon Division 10100 1020501 186020 702010 Salaries Regular - 4,28900 4,28900 E General Fund Equallzatlon Drvisron 10100 1020501 173020 722000 Fringe Benefit Adjustments - 9,37500 9,37500 E General Fund Equalization Dlvlagn 10100 1020501 173030 722900 Fringe BenefitAdjudiments - 150200 1,50200 E General Fund Equalization Dlvlson 10100 1020501 185000 722900 Fringe Benefit Adjustments - 150200 1,50200 E General Fund Equal¢aton Drvmgn 10100 1020501 186020 722900 Fnnge Benefit Adjustments - 1, 50200 1,50200 E General Fund Equalization Division 10100 1020501 186000 750140 Employee Footwear - 12,92500 12,92500 E General Fund Equeodon Dnlcon 10100 1020501 186000 750399 Office Supplies - 9,40000 9,40000 E General Fund Equalization Dlmslon 10100 1020501 186000 750581 Uniforms - 785000 785900 Total Expenditures - . Supervisory and Non -Supervisory Employees SUPPLEMENTAL AGREEMENT COUNTY OF OAKLAND And =1.12Rik 117i F.AlVto] kih11<11►1[#]ki[i]21HIt11:1107_11041►TiTi UETIT4114'r. ..• September 29, 2021 through September 30, 2024 This Supplemental Agreement is supplemental to and becomes a part of the UAW local 889 Master Agreement, hereinafter referred to as the "Master Agreement' for the period commencing the 29' day of September 2021. Recognition: • All supervisory and non -supervisory employees of the Management and Budget Department, excluding all elected and appointed officials. Wages and Wage Increment Schedule: Accountant 1 116 48,927 51,302 53,677 56,052 58,427 60,802 63,178 65,553 Accountant II 118 53,942 56,560 59,179 61,798 64,416 67,035 69,653 72,272 Accountant III 120 59,471 62,358 55,245 68,132 71,019 73,906 76,793 79,680 (Accountant IV 122 65,567 68,750 71,932 75,115 78,298 81,481 84,664 87,847 (Accounting Specialist 113 42,265 44,317 46,368 48,420 50,472 52,523 54,575 56,627 Buyer 120 59,471 62,358 65,245 68,132 71,019 73,906 76,793 79,680 Chief Central Fiscal 129 92,259 96,738 101,216 105,695 110,173 114,652 119,131 123,609 Services (Chief Fiscal Services 127 81,342 87,744 91,806 95,868 99,931 103,993 108,055 112,117 (Chief Equalization 128 87,866 92,131 96,396 100,662 104,927 109,192 113,458 117,723 Employee Records 112 Specialist (Equalization Appraiser 1 116 Equalization Appraiser 11 119 Equalization Appraiser III 122 Equalization Clerk 110 Senior (Equalization Clerk 109 40,252 42,206 44,160 46,114 48,068 50,022 51,976 S3,930 48,927 51,302 53,677 56,052 58,427 60,802 63,178 65,553 56,639 59,388 62,138 64,887 67,637 70,386 73,136 75,885 65,567 68,750 71,932 75,115 78,298 81,481 84,664 87,847 36,510 38,282 40,055 41,827 43,599 45,372 47,144 48,916 34,771 36,459 38,147 39,835 41,523 43,211 44,899 46,587 Equalization Field 125 75,902 79,586 83,271 86,955 90,640 94,324 98,009 101,694 Supervisor JERP Administrator 126 79,697 83,566 87,434 91,303 95,172 99,041 102,910 106,778 Financial Analyst 118 53,942 56,560 59,179 61,798 64,416 67,035 69,653 72,272 Financial Analyst 120 59,471 62,358 65,245 68,132 71,019 73,906 76,793 79,680 Senior Financial Analyst 122 65,567 68,750 71,932 75,115 78,298 81,481 84,664 87,847 Coordinator Financial Services 109 34,771 36,459 38,147 39,835 41,523 43,211 44,899 46,587 Technician I Financial Services 112 40,252 42,206 44,160 46,114 48,068 50,022 51,976 53,930 Technician 11 Financial Services 115 46,597 48,859 51,121 53,383 55,645 57,907 60,169 62,431 Technician III Fiscal Services Grant 123 68,845 72,187 75,529 78,871 82,213 85,555 88,897 92,239 Compliance Administrator Fiscal Services 123 68,845 72,187 75,529 78,871 82,213 85,555 88,897 92,239 Supervisor Fiscal Services 124 72,287 75,796 79,305 82,815 86,324 89,833 93,342 96,851 Supervisor Senior IGIS CAD Technician 119 56,639 59,388 62,138 64,887 67,637 70,386 73,136 75,885 Senior IGIS CAD Technician 116 48,927 51,302 53,677 56,052 58,427 60,802 63,178 65,553 IT Supervisor 130 96,872 101,574 106,277 110,980 115,682 120,385 125,087 129,790 IT Supervisor II 131 101,715 106,653 111,591 116,528 121,466 126,404 131,342 136,279 Office Supervisor 1 113 42,265 44,317 46,368 48,420 50,472 52,523 54,575 56,627 Office Supervisor 11 117 51,373 53,867 56,361 58,855 61,349 63,843 66,336 68,830 Office Support Clerk 107 31,223 32,799 34,375 35,951 37,527 39,103 40,679 42,256 Office Support Clerk 109 34,771 36,459 38,147 39,835 41,523 43,211 44,899 46,587 Senior Payroll Specialist 119 56,639 59,388 62,138 1 64,887 67,637 70,386 73,136 75,885 Senior Payroll Specialist 115 46,597 48,859 51,121 53,383 55,645 57,907 60,169 62,431 Procurement & 112 40,252 42,206 44,160 46,114 48,068 50,022 51,976 53,930 Compliance Specialist Procurement & 110 36,510 38,282 40,055 41,827 43,599 45,372 47,144 48,916 Compliance Technician Real Estate Appraiser 107 31,223 32,799 34,375 35,951 37,527 39,103 40,679 42,256 Trainee I Real Estate Appraiser 110 36,510 38,282 40,055 41,827 43,599 45,372 47,144 48,916 Trainee II Reimbursement 116 48,927 51,302 53,677 56,052 58,427 60,802 63,178 65,553 Accounts Specialist Supervisor 121 62,444 65,476 68,507 71,538 74,570 77,601 80,632 83,664 Equalization Administrative Services Supervisor Purchasing 122 65,567 68,750 71,932 75,115 78,298 81,481 84,664 87,847 Supervisor Land 123 68,845 72,187 75,529 78,871 82,213 85,555 88,897 92,239 Description & Mapping Technical Office 112 40,252 42,206 44,160I46,114 48,068 50,022 51,976 53,930 Specialist Tax Standards 119 56,639 59,388 62,138 64,887 67,637 70,386 73,136 75,885 Specialist User Support 117 51,373 53,867 56,361 58,855 61,349 63,843 66,336 68,830 Specialist I User Support 120 59,471 62,358 65,245 68,132 71,019 73,906 76,793 79,680 Specialist 11 Representation: • Pursuant to Article 4.2 of the Master Agreement, two additional Supervisory Stewards and four additional Non -Supervisory Stewards are recognized. Bulletin Board: • Pursuant to Article 11.3 of the Master Agreement, the employer shall provide one additional bulletin board in the Equalization Division, Fiscal Services Division and Purchasing Division. Boot Allowance/Equipment Resources (Equalization Division Only): • All Equalization employees with the following classifications: Equalization Appraiser I, II & III, Real Estate Appraiser Trainee I & II and Equalization Field Supervisor will be reimbursed up to $275 per calendar year for the purchase of their safety/work boot. • For those receiving the boot allowance, they must have safety boots that meet the ASTM-F2413-05 Standard. • Employees provided with the boot allowance are required to wear boots when working in the field. • In the event employees represented by the IBEW receive an increase in Boot Allowance above this amount, a "me too" clause shall apply to employees covered by this agreement. • All Equalization employees with the following classifications: Equalization Appraiser I, II & III, Real Estate Appraiser Trainee I & II and Equalization Field Supervisor will receive a laptop, cell phone and laser measuring device for their work in the field. • Uniform Allowance (Equalization Division Only): All Equalization employees with the following classifications: Equalization Appraiser I, II & III, Real Estate Appraiser Trainee I & H and Equalization Field Supervisor will be provided with 1 high quality raincoat; 1 high visibility winter jacket; 1 wool winter cap; 1 pair of winter gloves. (Outergear will only be replaced due to damage and requires supervisor approval) • All employees in the above classifications will be required to wear a uniform in the field for scheduled appointments. If a last minute appointment is made and employee was planning an office day, they don't need to be in uniform. A uniform shall be prided with the following every 18 months: 8 Uniform shirts with the following options/combination short/long sleeve, short/long sleeve logo polo shirt, logo sweatshirt. Recruitment and Retention Incentive (Equalization Division Only): • The Recruitment and Retention Incentive Programs outlined in Miscellaneous Resolution #13097 and #15240 shall be maintained. Alternative Work Schedules: • All employees, with approval of their Department Head, shall be eligible to work a 4/10 (four ten-hour days) alternative work schedule. Holiday Pay and Overtime with Alternative Work Schedules: • All employees working a 4/10 schedule, where the holiday falls on a day in which they are normally scheduled to work, shall receive ten (10) hours holiday pay. • All non-exempt employees working a 4/10 schedule, shall be entitled to a minimum of three (3) hours overtime pay if called into the office and required to work on their regularly scheduled non -working day. 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" Vice -President FOR THE EMPLOYER: County Executive Chairperson, Board of Commissioners UAW Unit Chairperson Director, Human Resources LETTER OF AGREEMENT (LOA) e This Letter of Agreement ("Agreement") is entered into on this day of Ao,,,;,+ 2021, between The International Union of United Automobile, Aerospace and Agricultural Implement Workers of America (UAW) Local 889 and the County of Oakland (collectively referred to as "County"). This agreement shall take effect upon execution. This agreement is based on the following facts: The UAW is increasing its presence on the Oakland County Campus and representing additional departments and classifications. During negotiations it was agreed that there would be a Master Agreement and Supplemental Agreements for additional departments and/or classifications that joined after the Master Agreement was approved. The contract reflects its status as a Master Agreement and contemplates Supplemental Agreements for additional departments and/or classifications. Therefore, the parties agree as follows: The cover of the original Master Agreement is modified as attached to this LOA to more clearly reflect that fact. This agreement shall be without prejudice or precedent. UAW LOCAL 889 ITS: utu, rW,,diX, COUNTY OF OAKLAND BY: sJSatL li� _ r ITS: l L / 7.F2RTT-l:1 COUNTY OF OAKLAND And the THE INTERNATIONAL UNION OF UNITED AUTOMOBILE, AEROSPACE AND AGRICULTURAL IMPLEMENT WORKERS OF December 7, 2020 through September 30, 2024 AGREEMENT Between COUNTY OF OAKLAND and U.A.W. LOCAL 889 Supervisory Unit � C)q December 7, 2020 through September 30, 2024 Table of Contents Agreement------------------ —------ —-------------- —---------------------------------------------------------- ------3 Purposeand Intent------------------------------------------- —-------------------------------------------3 Non-Discrimination----------------------------------------------------------------------------------------3 Article 1: Recognition-------------------------------------------------------------------------4 Article 2: Employee Defined ------------------------------- —----------------------------------------------------- 4 Article 3: Probationary Period ---------------------------------------------------- ------------------------------- 4 Article 4: Representation -------- -----------------------------------------------------------5 Article 5: Savings Clause ---------- —-------------------------------------------------------------------------------- 5 Article 6: Management Rights---------------------------------------------------------------------------6 Article 7: Maintenance of Conditions --------------------------------------------------------------------------- 6 Article 8: General Conditions -- ---------------------------------------------------------------------------------- 6 Article 9: Strikes and Lockouts Prohibited------------------------------------------------------7 Article 10: Representation and Fees and Dues------------------------------------------------------------7 Article 11: Union Bulletin Boards----------------------------------------------------------------------------8 Article 12: Change of Address---------------------------------------------------------- —------------------------ 9 Article 13: Special Conferences-----------------------------------------------------------------9 Article 14: Seniority------------------------------------------------------------------------------------10 Article 15: Layoff, Recall and Transfers ------------------------------------------------------------------------ 10 Article16: Job Postings -------------------------------------------------------------------------------------------- 11 Article 17: Temporary Assignment --------------------------------------------------------------------11 Article 18: Performance Appraisal -------------- —------------------------------------------------- — ----------- 12 Article 19: Procedure for Individual Compensation Review------------------------------------------12 Article 20: Discipline and Discharge -------- —------------------------------------------------------------------ 13 Article 21: Grievance Procedure ---------------------------------------------------------------------------15 Article 22: Wage Rates for New Classifications -------------------------------------------------------------- 19 Article 23: Wage and Increment Schedule -------------------------------------------------------------------- 19 Article 24: Eligibility for Employee Benefits------------------------------------------------20 Article 25: Adoption by Reference of Relevant Resolutions and Personnel Policies------------20 Article 26: Employee Benefits ----------------------- ------------------------------21 Article 27: Hazard Pay -------------------------------------------------------------------22 Article 28: Social Security and Medicare ---------------------------------------------------------------------- 22 Article 29: Reimbursement for Mileage Expenses -------------------- ------ -------23 Article 30: Retiree Insurance------------------------------------------------------------------23 Article 31: Emergency, Inclement Weather, Facility Closures----------------------------------23 Article 32: Training and Certifications--------------------------------------------------------24 Article 33: Casual Days ----------------------------------------------------------------------------------24 Article 34: Remote Work Study Group------------------------------------------------------------------24 Article 35: Termination or Modification ----------------------------------------------------------------------- 24 Appendix A: Wages and Wage Increment Schedule------------------------------------------------------ 27 Appendix B: Current Medical Plan Options Comparison -------------------------------------------------- 29 Appendix C: Current Dental Plan Options Comparison----------------------------------------------37 Appendix D: Current Vision Plan Options Comparison---------------------------40 Appendix E: Current Retiree Health Care Eligibility---------------------------------------------------42 Appendix F: Current Medical Options Comparison (Non -Medicare)------------------ ----------- --45 Appendix G: Current Medicat Option (Medicare Supplemental Plan) --- ---------------------55 Appendix H: Performance Appraisal Form ------ --------- -------------------------------------------------- 60 Agreement This Agreement entered into on the 71, day of December, 2020 between the County of Oakland, hereinafter referred to as the Employer, and UAW Local 889, hereinafter referred to as the Union, on behalf of all regular employees of the duly recognized and clearly defined collective bargaining units, as set forth in Article 1, Recognition. It is understood and agreed between the Parties that all Supplemental Agreements are in full force and effect with the individual bargaining units set forth in the Recognition provision below and the Supplemental Agreements shall be a part of this Master Agreement as though set forth herein. Purpose and Intent The general purpose of this Agreement is to set forth terms and conditions of employment, and to promote orderly and peaceful labor relations for the mutual interests of the Employer, its employees and the UAW. The Parties recognize that the best interests of the community and the job security of the employees depend upon the Employer's success in establishing a proper service to the community. To these ends, the Employer and the UAW encourage to the fullest degree friendly and cooperative relations between the respective representatives at all levels and among all the employees. Non -Discrimination The parties recognize that the Employer is legally and morally obligated to guarantee to all citizens a fair and equal opportunity, and to these ends agree that no person shall be denied employment or membership in the Union, nor in any way to be discriminated against based on age, race, color, sex, sexual orientation, gender identity, religion, genetic information, physical or mental handicap, height, weight, national origin, creed, union affiliation, political affiliation and any other protected criteria under any federal, state or county law or policy- 3 Article 1 Recognition 1.1 Pursuant to and in accordance with all applicable provisions of 336 of the Public Acts of 1947 and Act 379 of the Public Acts of 1965, as amended, the Employer does hereby recognize the Union as the sole and exclusive representative forthe purpose of collective bargaining with respect to wages, hours and other terms and conditions of employment for the term of this Agreement for all employees described below provided it is agreed and understood that the County of Oakland does not, by entering into this Agreement, purport to assume control or exercise jurisdiction in those areas where statutory and constitutional powers have been exclusively vested in County or State elected and/or appointed officials. 1.2 All full-time supervisory employees of the Oakland County Clerk/Register of Deeds Office, excluding all elected and appointed officials. Article 2 Employee Defined 2.1 Regular Full -Time Employee: A "Regular Full -Time Employee" is an individual employed in a full-time budgeted position. Regular full-time employees are entitled to benefits as specifically outlined in this Labor Agreement. Article 3 Probationary Period 3.1 Probationary Period for New Employees: All employees newly hired into this bargaining unit shall be required to successfully complete a probationary period. The length of said probationary period for a full-time employee, shall be the first six (6) months of employment from the date of hire. During the probationary period of a new employee, s/he may be terminated at any time without the right of appeal or a statement of cause. 3.2 Probationary Period for Promotions, Demotions, Reclassifications, Lateral Transfers, Bump or Recall: Employees promoted to a classification with a higher maximum salary or reemployed in this bargaining unit shall serve a probationary period of six (6) months from the date of change in classification. During the probationary period of an employee who has had a change in classification, the employee may be returned to his/her former classification at any time without the right of appeal or statement of cause. Such decision shall be within the sole discretion of the Employer. 4 Article 4 Representation 4.1 The Union shall notify the Employer in writing of the names) of the Officers and Stewards of its various bargaining units. In the event there is a change in a Unit's Chairperson or Steward(s), the Union shall inform the Employer forty-eight (48) hours prior to such Chairperson or Steward(s) taking over his/her duties. 4.2 The Union will have a Unit Chairperson and Steward(s) adequate to represent the bargaining units. The location and number of additional Steward(s) will be addressed in the Supplemental Agreements. 4.3 The Unit Chairperson and Steward(s) may, with the approval of their supervisor, be released from their regular duties forthe purposes of investigating grievances, presenting grievances to the employer, and other necessary union business. Such authorization shall not be unreasonably withheld by the supervisor nor shall this privilege be abused by the Union Representatives. 4.4 If approval is withheld or unreasonably delayed, the Unit Chairperson or Union Representative shall contact the Human Resources Labor Relations Unit to have the matter reviewed and approval received by the Labor Relations Unit if necessary. Article 5 Savings Clause S.1 The Union recognizes the right and duty of the County of Oakland to operate and manage its affairs in accordance with the Michigan Constitution and statutes. 5.2 If any article or section of this agreement or any appendix or supplement thereto should be held invalid by any constitutional provision or operation of law, the remainder of this agreement shall not be affected thereby. 0 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 Actand the County's Emergency Management resolution as well as all related plans, policies and procedures covered by these statutes. All of such rights, except as expressly limited by this agreement, are vested exclusively in the Employer. Article 7 Maintenance of Conditions 7.1 Unless expressly provided by the terms of this agreement, or by subsequent agreement between the parties, wages and benefits in effect at the execution of this agreement shall, except as improved herein, be maintained during the term of this agreement. 7.2 In the event of significant anticipated changes in hours or conditions in employment, the union shall have the right to seek discussions for mutually agreed upon adjustments in the compensation or working conditions of employees. Article 8 General Conditions 8.1 The Union shall be notified fourteen (14) days in advance of anticipated permanent major changes in working conditions and discussions shall be held thereon. The Union will have the opportunity to bargain any such changes upon written notice to the County. 8.2 Employees elected to any permanent full-time Union office or selected by the Union to do work which takes them from their employment with the County, shall at the written request of the Union be granted a leave of absence without pay. The leave of absence shall not exceed two (2) years, but it may be renewed or extended for a similar period at any time upon the written request of the Union. 8.3 Any employee on approved Union leave of absence will continue to accumulate Union seniority while on leave but will not receive credit toward "Length of County Service" for fringe benefit purposes under Rule 22, Oakland County Merit System. 9.4 A non-exempt employee called into the office and required to work over -time which is not contiguous to the employee's regular work schedule, shall be entitled to a minimum of two (2) hours work Monday -Friday and three (3) hours on the weekend of pay for at the time -and -one-half rate. 8.5 When requested in advance with the Human Resources labor Relations Unit, the County will allow use of available rooms for union meetings during non -working hours. Article 9 Strikes and lockouts Prohibited 9.1 The Parties hereto recognize that it is essential for health, safety and public welfare of the County that services to the public be without interruption and that the right to strike is forbidden by the Statutes of the State of Michigan. 9.2 Under no circumstances will the Union cause or authorize its members to take part in any strike, sit-down, stay -in, or slowdown. 9.3 The Employer agrees that it shall not lock out the employees covered by this agreement or supplemental agreements. Article 10 Representation and Fees and Dues 10.1 To the extent that the laws of the State of Michigan permit, it is agreed that: 10.2 Employees will be represented by the bargaining unit and may authorize the Employer, to deduct appropriate fees or dues to remit to the Union. 10.3 Upon written authorization from an employee, the Employer shall deduct from the wages, all fees and dues as are prescribed by the Union and/or this Agreement. Such employee and the Union hereby authorize the Employer to rely upon and to honor written certification by the Treasurer of the Union the amounts to be deducted. 10.4 All authorizations delivered to the Employer prior to the first day of the month shall become effective during that succeeding month. Monies will be deducted from the second paycheck of each month and shall he remitted together with an itemized statement to the Union local treasurer within 14 days after the deductions have been made. r 10.5 The written dues authorization shall automatically renew itself for successive yearly periods thereafter unless the employee gives written notice to the Employer and Union between December 15 and December 31 each year of the employee's desire to revoke same and in such event Union dues deductions shall cease. An employee shall also cease to be subject to dues deductions beginning the month immediately following the month in which the employee is no longer a member of the bargaining unit. In the event a refund is due to an employee for any sums deducted from wages paid to the Union, it shall be the responsibility of such employee to obtain the appropriate refund from the Union. 10.6 If there is an increase or decrease in the Union dues deductions, as determined and established by the Union, such changes shall become effective upon the second pay period following notice from the Union to the Employer of the new amount(s). 10.7 The Employer agrees to provide this service without charge to the Union. It is understood and agreed, that the provision for deduction of the dues is for the benefit of the employees requesting same, and the Employer is under no obligation to demand or request that employees authorize such deductions as a condition of employment. 10.8 The Employer shall advise the Union of all new hires within forty-five (45) days of the hire effective date. 10.9 The Employer shall not be liable to the Union by reason of the requirements of this Agreement for the remittance or payment of any sum other than that constituting actual deductions made from wages earned by employees. 10.10 The Union will, indemnify and save harmless the Employer from any and all claims, demands, suits and other liability by reason of action taken or not taken by the Employer for the purpose of complying with this Article. 10.11 Should there be a conflict between the dues authorization form signed by the employee and this Article of the labor contract, this Article shall be controlling. Article 11 Union Bulletin Boards 11.1 The Employer will provide conspicuous locations for secure locking style bulletin boards in the respective departments and locations, which may be used by the Union for posting notices bearing written approval of the Unit Chairperson on the following topics: 11.1.1 Notices of Union Meetings. 11.1.2 Notices of Union Elections and results of said Elections. 11.1.3 Notices of recreational, educational and social events. 01 112 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 13.1 Special Conferences mutually agreed upon will be arranged between the President of Local 889 and the Director, Human Resources and Labor Relations or designated representative, for purposes of discussion of important matters. Such meetings shall be between up to three (3) representatives of the Employer (County Attendees will be identified and given to the Union within 48 hours of the special conference) and up to one (1) representative of the international Union, one (1) representative from the local Union and one (1) employee representative of the Union unless the Parties mutually agree to include additional persons. 13.2 Arrangements for such -Special Conferences shall be made in advance, in writing, and an agenda of the matters to be taken up at the meeting shall be presented at the time the conference is requested and agreed upon. Matters taken up in Special Conferences shall be confined to those included in the Agenda. e 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; 14.3A 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. SJ 1.5.4 If and when an employee is permanently transferred to another division in or out of the bargaining unit, the Unit Chairperson shall be notified of said transfer by the Employer. If the employee is thereafter transferred back to the bargaining unit, they shall have as their seniority date, the seniority date they had at the time of the transfer. 15.5 Superseniority. The Unit Chairperson and Steward(s) for the purpose of layoff and recalls to work following such layoff only, for the term of their office, shall be considered as having more seniority than any other employee within their functional unit. They shall be last to be laid off for lack of work or funds from their unit and the first to be recalled to work in their unit following such layoff providing they have the then present ability to satisfactorily perform the available work in such area without additional training. Article 16 Job Postings 16.1 Examinations for classifications covered by this contract shall be announced with a definite announced period for the acceptance of applications. 16.2 The last date for the acceptance of applications shall be clearly stated on the official examination announcement and in the official newspaper announcement of the examination. There will be no newspaper announcement for promotional examinations. 16.3 This filing period shall be at least seven calendar days. 16.4 Applications must be received at the County Human Resources Department before 5:00 p.m. on the announced last date for filing applications, be electronically submitted with confirmation or be postmarked on or before that date in order to be accepted. Article 17 Temporary Assignment 17A Temporary assignments are made at the discretion of the Employer in order to ensure orderly performance and continuity of services. A regular employee temporarily assigned to a higher job classification for a period in excess of fifteen (15) consecutive working days will receive the minimum rate of the higher classification or one increment added to their current salary, whichever is greater. The employee temporarily assigned must have the current ability to do the available work and meet the minimum qualifications of the higher classification. 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. 19.12 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: 20.1A Conduct or performance on the job which indicates a lack of ability to adequately perform the duties of the position or classification held by the employee. 20.1.2 Conduct or performance on thejob which indicates a failure to produce the quality of work the position or classification requires. 20.1.3 Conduct or performance on the job which indicates a failure to produce the quantity of work the position or classification requires. 20.1.4 Conduct or performance on the job which demonstrates insubordination, which is defined as a refusal to follow appropriate written or oral procedures, instructions, or directions from a supervisory employee or department head. 20.1.5 The solicitation or acceptance of money or anything of value to influence the decisions of an employee in public matters or as a reward for such decisions. 20.1.6 Being under the influence of alcohol, narcotics or any other controlled substance while on the job. 20.1.7 Conduct or performance on the job which demonstrates a deliberate attempt to cause poor morale or disrespect among County employees by actions or attitude on the job. Except that, communications relating to the Union amongst employees covered by this agreement shall not be subject to this provision. 20.1.8 Verbal or physical abuse, or improper treatment of an inmate, employee, patient or client of any County institution or department. 20.1.9 Habitual or excessive tardiness in reporting for scheduled working hours. 20.1.10Being absent from a scheduled work assignment during working hours without permission from an authorized supervisory employee or department head. 20.1.11Stealing, misappropriation or conversion of County property or the property of other employees or inmates, patients or clients of any County institution or department. 20.1.12The willful violation of any reasonable Departmental or County rule or regulation which has been adopted in written form and is known, or reasonably should be known, to the employees involved. 20.1.13Has engaged in political activities restricted under Section VI, Subdivision L of the Merit System Resolution and Rule 19 of these Merit System Rules. 13 20.1..1: Has willfully failed to pay personal bills to the point that creditors garnishee the wages or salary of a County employee and cause a burden on the County. 20.1.15 Personal appearance or lack of cleanliness while on the job which exhibits symptoms of lack of hygiene and bringing unpleasantness to clients of the County or other County employees. 20.1.16 Reporting for a scheduled work assignment in clothing or other aspects contributing to appearance, which an authorized supervisory employee or department head has reasonably advised the employee is not acceptable or appropriate for the work assignment or duties performed by that employee. 20.1.17 Have been convicted of a felony. 20.1.18 Has been convicted of a misdemeanor involving moral turpitude or casting doubt on the employee's ability to properly perform his or her job. 20.1.19 Assigning overtime to oneself or to other employees without proper approvals in accordance with County overtime procedures and/or knowingly working overtime and incurring costs for the County where such overtime was not assigned or approved in accordance with County overtime procedures. 20.1.20 Unlawful manufacture, distribution, dispensing, possession or use of a controlled substance in the workplace. 20.1.21 Failure to notify authorized supervisory employee or department head of any criminal drug statute conviction for a violation occurring in the workplace within five days after such conviction. 20.122 Engaging in any act of violence or threats or other violations of the Oakland County Workplace Violence Policy. 20.2 Disciplinary actions or measures may include, but are not limited to, the following: oral reprimand, written reprimand, suspension or discharge. 20.3 Employees in the bargaining unit shall be entitled to their right to representation at an interview, meeting or during an investigation that the employee reasonably believes could result in disciplinary action or discharge. 20.4 If the Employer feels there is just cause for disciplinary action, the employee and his/her Unit Chairperson will be notified in writing that the employee has been so disciplined. Such notification shall contain the charge(s) against the employee. 20.4.1 Any disciplinary action or measures imposed upon an employee may be processed as a grievance through the regular grievance procedure as provided for in this Agreement. The Union shall have the sole right to take a suspension and/or discharge as a grievance at the 3rd Step of the Grievance Procedure, and the matter shall be handled in accordance with this procedure. 20.4.2 If the Employer has reason to reprimand an employee, when possible it shall be done in a manner that will not embarrass the employee before other employees or the public. 14 20.4.3 Records of disciplinary action other than suspensions shall remain in the employee's personnel file for a period of one year, unless, prior to the end of said one-year period, the employee is disciplined for a similar incident. In such case, the records of both disciplinary actions shall be maintained in the employee's personnel file for an additional six months, or a total of one and a half years for each incident based upon the date of occurrence. Suspensions will remain in the file indefinitely. Article 21 Grievance Procedure 21.1 The Parties intend that the grievance procedure as set forth herein shall serve as a means for a peaceful settlement of all disputes, including use of the Personnel Appeal Board, that may arise between them concerning the interpretation or operation of this Agreement without any interruption or disturbance of the normal operation of the Employers affairs. 21.2 Any employee having a grievance in connection with his/her employment must present it to the Employer within fifteen (15) days after occurrence of alleged grievance as follows: 21.2.1 Step 1 - Verbal:The employee must first discuss the specific grievance with his/her immediate Supervisor. A Steward shall be present at this meeting; otherwise, the complaint shall not be considered a formal grievance, as outlined in this Article. The immediate Supervisor shall attempt to adjust the matter consistent with the terms of this Agreement as soon as possible, and shall, within five (5) days give a verbal answer to the employee. 21.2.2 Step 2 - Written Department Head: If the grievance is not settled at the verbal step, a written grievance may be filed by the Unit Chairperson or designee with the employee's Department Head within ten (10) days after the immediate Supervisor's response at Step 1. When a grievance is reduced to writing, it shall contain the name, position and department of the grievant, a clear and concise statement of the grievance, the issue involved, the relief sought, the date the incident or violation took place, the specific section(s) of the Agreement alleged to have been violated, the signature of the grievant, the signature of the Unit Chairperson or designee and the date the grievance is reduced to writing. Inadvertent omission of minor information will not prejudice the processing of the grievance. 21.2.3 A meeting shall be held between the Parties within ten (10) days, unless mutually waived in writing. Within five (5) days after the completion of the meeting, or the waiver thereof, the Department Head shall give a written answer to the Unit Chairperson or designee. 15 21?.4 STEP 3 — Manager, Labor Relations: If the grievance is not settled in Step 2, such a grievance may be submitted by the Unit Chairperson or designee to the Director - Human Resources, with a courtesy copy to the Department Head, within ten (10) days after the Department Head's written response has been received by the Unit Chairperson or designee. A grievance number shall be assigned when the grievance is submitted to Labor Relations. 21.2.5 The Unit Chairperson or designee must make a request in writing to conduct a Step 3 grievance meeting and the Parties shall conduct a Step 3 meeting within twenty (20) days of the receipt of the Unit Chairperson's written request. The Union representatives at said meeting may include, at the Union's discretion, the Unit Chairperson or designee, the grievant, the Steward and a UAW Representative. In addition, a witness(es) may be in attendance if deemed necessary by both Parties. 21.2.6 The decision of the Manager -Labor Relations or designee shall be given in writing to the Unit Chairperson within ten (10 days of the completion of the Step 3 meeting). 21.2.7 Personnel Appeal Board: In all matters of discipline, the Union may elect to appeal a grievance denial in Step 3 to the Oakland County Personnel Appeal Board (PAB)_ Notice of an appeal to the PAB must be provided to the Manager of Labor Relations within ten (10) days after the Union's receipt of Step 3 decision. The PAB's rules shall apply in such hearing. 21.2.8 In cases of a suspension greater than five (5) days or discharge only, if either the Union or the County disagree with the ruling of the Personnel Appeal Board, either party may appeal the dispute to arbitration pursuant to the procedures set forth in Step 4 below. Such appeal must be served upon the other party in writing within five (5) days after the party's receipt of a written decision of the PAB. 21.2.9 If the employer appeals a discharge ruling of the PAB, the County will not contest unemployment compensation and restore health care from the date of the PAB decision until such time as the Arbitrator issues their decision on the appeal. 16 21.2.10 STEP 4: Arbitration: If the grievance is not resolved at Step 3, the Unit Chairperson or designee has thirty (30) days, (except as stated above for suspension and discharge cases, appealed from a PAB ruling), from the receipt of the Step 3 answer to file a Notice of Intent to Arbitrate, by sending a letter to the Director — Human Resources. The Notice of Intent to Arbitrate shall identify the name of the Arbitrator selected by the procedure set forth below. If the Unit Chairperson or designee fails to request arbitration within this time limit, the grievance shall be deemed not eligible to go to arbitration. 21.2.11 If the Parties agree to resolve the grievance, its disposition shall be reduced to writing and signed by both the Union representatives and Employer representatives. 21.2.12 Selection of the Arbitrator: Within thirty (30) days of the receipt of the written demand for arbitration, the party seeking arbitration shall notify one of the arbitrators from the permanent panel of arbitrators who are listed below. Selection shall be made on a rotation basis with the arbitrator listed first as the one who will hear the first case. The next arbitrator on the list will hear the second case and so on until each arbitrator shall have heard a case. Once the list has been exhausted, the Parties will go back to the beginning of the list and start the selection process over with the first name on the list. The Arbitrators are as follows: 1. Paul Glendon 2. Mario Chiesa 3. Mark Glazer 4. Benjamin Wolkinson 21.2.12 An arbitrator may be removed from the list by written consent of both parties during the life of the Agreement. Upon such removal, no further cases will be assigned to that arbitrator, but the arbitrator will hear and decide any cases already assigned to him/her. Within thirty (30) days after such removal, the Parties shall meet and mutually agree upon another arbitrator to replace the arbitrator removed. The newly selected arbitrator will be placed on the list in the numbered position of the arbitrator he/she replaces. An arbitrator may remove himself/herself from the list at anytime. 21.2.13 The Party seeking arbitration shall notify the arbitrator within ten (10) days of his/her selection and begin to arrange the scheduling of the arbitral hearing. 21.2.14 Upon mutual written agreement of the Parties, an arbitrator may hear more than one case. 21.2.15 Authority of the Arbitrator: All arbitration hearings shall be governed by the rules of the Michigan Employment Relations Commission (MERC) to the extent that those rules are not inconsistent with this agreement. 17 21.2.16 Any arbitrator selected shall have only the functions and authority set forth herein. The scope and extent of the jurisdiction of the arbitrator shall be limited to those grievances arising out of and pertaining to the respective rights of the Parties within the terms of this Agreement. The arbitrator shall be without power or authority to make any decision contrary to or inconsistent within any way, the terms of this Agreement or of applicable laws or rules or regulations having the force and effect of law. The arbitrator shall be without power to modify or vary in any way the terms of this Agreement. 21.2.17 The arbitrator shall have no power to establish or modify job classifications, to establish wage rates, or to change any existing wage rate, work schedule, or assignment, except for grievances arising out of the Wage Rates for New Classifications article. 21.2.18 In the event a grievance is submitted to an arbitrator and the arbitrator finds that he/she has no jurisdiction to rule on such grievance, it shall be referred back to the Parties without an answer or recommendation on the merits of the grievance. 21.2.19 To the extent that the laws of the State of Michigan permit, it is agreed that any arbitrator's decision shall be final and binding on the Union and its members, the employee or employees involved, and the Employer. 21.2.20 The decision of the arbitrator shall be in writing and due within thirty (30) days of the close of the hearing. This time limit may be waived by mutual written consent of the Parties. 21.2.21 The fees and approved expenses of an arbitrator will be split equally by both parties. 21.3 General Conditions: 21.3.1 Withdrawal of Grievances: A grievance may be withdrawn and, if so withdrawn, all financial liability shall be cancelled. In the event, however, UAW International Executive Board reinstates a grievance it is in agreement that the grievance shall be reinstated. If the grievance is reinstated, the financial responsibility shall date only from the date of reinstatement. If the grievance is not reinstated within twenty (20) days from the date of withdrawal, the grievance shall not be reinstated. 21.3.2 Computation of Back Wages: All claims for back wages shall be limited to the amount of wages that the employee would otherwise have earned less any unemployment compensation and other interim earnings of compensation received for employment obtained subsequent to removal from the payroll of the Employer. I. 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 Wages and Wage Increment Schedule WAGE INCREMENTS 1. WAGES: r�A`C1ssTlefc: y{,,�r Chief Deputy County 127 83,682 87,744 91,80E Clerk Chief Deputy Register of Deeds 35,868 99,931 103,993 1 108,055 112,117 125 175,902 179,586 33,271186,955 90,640 Director Elections 127 183,682 87,744 91,806 195,868 199,931 103,993I 108,055 1112,117 Elections Specialist 119 I56,639 S%288 62,138I64,887I67,6371 70,386 73,1361 75,885 Micrographic 114 44,373 46,532 48,687 50,841 52,995 55,150 57,304 59,458 Equipment Operator Supervisor Office Supervisor 1 113 42,265 44,317 46,368 148,420 50,472 52,523 154,575 56,627 Office Supervisor II 117 151,373 153,867 56,361 1 58,855 161,349 1 63,843 1 66,336 1 68,830 Supervisor County Clerk 121 + 162,444 65,476 68,507 171,538 174,570 l 77,601 180,632 183,664 Supervisor County Clerk 117 51,373 53,867 56,361 58,855 161,349 163,843 66,336 168,830 Vital Records Supervisor Register of 121 62,444 165,476 68,507 71,538 1 74,570 1 77,601 80,632 183,664 Deeds IJ 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 ii. Chief Deputy of Register of Deeds w. Director of Elections iv Election Specialist 27 Article 24 Eligibility for Employee Benefits 2 4. 1 Unless otherwise noted below, all employees and their eligible dependents shall become eligible for employee benefits beginning the first day of the month following their date of hire. Except that, an employee hire date after the 15' of the month shall become eligible for benefits on the first day of the second month following their date of hire. Article 25 Adoption By Reference of Relevant Resolutions and Personnel Policies 25.1 All resolutions which have been passed by the Oakland County Board of Commissioners on or before the adoption of this agreement, relating to the working conditions and compensation of the employees covered by this Agreement are incorporated herein by reference and made a part hereof to the same extent as if they were specifically set forth, except as provided and amended by this Agreement. 25.2 The Union shall receive notice and an opportunity for discussion before any new policies adopted by the Board of Commissioners are applied to the members of the bargaining unit. 25.3 All other benefits and rules provided for in the Oakland County Merit System, which incorporates the Oakland County Employee Handbook, that are not specifically set forth in this agreement are made a part hereof to the same extent as if they were specifically set forth, except as provided and amended by this Agreement. In the event of a conflict between the Oakland County Merit System Rules and policies and this contract, this contract shall prevail. 25.4 This shall include but not limited to: 25.4.1 Annual Leave 25.4.2 heath Leave: 5 days of leave will be granted for the death of a spouse and/or partner, parent or guardian or child. Death Leave for other relatives will be referenced in the Oakland County Merit Rules. 25.4.3 Family Leave 25.4.4 Hours of Work 25.4.5 Court Appearance/JuryDuty 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 ff 25.4.14 Length of County'_arvice 25.4.15 Longevity Article 26 Employee Benefits 26.1 Medical and Insurance Benefits: Except as set forth below there will be no changes to current benefit levels through September 30, 2024. 26.1.1 The County may change carriers and plans as long as the benefits are comparable. 26.1.2 The County will not make any changes in the insurance programs that will result in bargaining unit employees having increased costs for employee contribution, co -pays, co-insurance and deductibles over current levels (as of November 1, 2020) of more than $1,000 total over the term of the agreement. Any agreed amount changes resulting in an increase in costs will not occur prior to January 1, 2022. 26.2 The Union also agrees to participate in the Employee Benefits Task Force by providing two employees within the bargaining unit, one will be the primary and another designee. This task force will begin in January 2021. 26.3 The relevant Benefit Guides are attached (see Appendix) and the Plan Documents are incorporated herein by reference to the same extent as if they were specifically set forth, except as provided and amended by this agreement. 26.3.1 Included but not limited to: 26.3.2 Dental Insurance 26.3.3 Employer paid disability 26.3.4 Employee Assistance Program 26.3.5 Flexible Spending Accounts 26.3.6 Health Insurance 26.3.7 Hearing benefit: Please note this is offered through Hartford as an added benefit, there is no guarantee that this can be offered through another carrier. 26.3.8 Employer Paid Life Insurance 26.3.9 Optional Supplement Life Insurance 26.3.10 Vision Insurance 26.4 Wellness: The County agrees to increase the annual payment for an annual physical from $100 to $150. 26.5 Annual Leave Buy Back: The County will follow the resolution set by the Board of Commissioners in August 2020. 21 26.6 Retirement: 26.6.1 The County will raise the match within the 457(b) plan from $500 to $1,500 per year. 26.62 The County agrees that any changes made to retirement benefits with both the DB and DC for unrepresented County employees and union represented County employees, but not to include Oakland County Deputy Sheriff's Act 312 or interest arbitration eligible bargaining units, will also be made for employees in this bargaining unit. 26.7 Tuition: The current reimbursement maximum shall be $1,400 per semester and $4,200 annually. Should the amount be raised by the Board of Commissioners such increases will also be made to employees in this bargaining unit. Parameters concerning the tuition benefit are referenced in the Oakland County Merit Rules. Article 27 Hazard Pay 27.1 State of Emergency: In the event of a declared State of Emergency where the public is ordered to remain home by either the Governor, County Executive or County Health Officer, those employees deemed "essential" and exempted from the provisions of the "stay home" order may receive Hazard Pay for time spent at their worksite. 27.2 Should the county pay Hazard Pay to its employees, it shall be paid in an amount determined by the Board of Commissioners. 27.3 Payments shall cease the pay period following the termination of the "stay home" order Article 28 Social Security and Medicare 28.1 The Employer agrees to provide Social Security and Medicare coverage to employees who are subject to mandatory withholding 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 32A 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 forthe 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, butsuch 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 the jurisdiction of the County of Oakland. 35.5 Article 30, Retiree Insurance, is not subject to the termination date in Section 35.1, above. The termination of this agreement shall not act as a termination of the insurance benefits of current retirees, who's benefits shall remain subject to the conditions set forth in Article 30. 25 In witness whereof, the County of Oakland and its Office of the County Executive, by its Director, Hvroao Resources and Labor Relations Department, and representatives, U/\VV, Local 889, on behalf of its represented employees, hereby cause this Agreement and Appendices to be executed. FOR THE UNION: FOR THE EMPLOYER: '--'_--` PAW ' UAW Kegi], International '/'k6unt�Executive / {. / _ UAW Local 889, 1" Vice -President Chairperson, Board ofCommissioners Director, Human Resources 26 4 Employees wiiI continue to ieceive a merii ;tep increase for the remainder of the FVE 2021 and future years upon an acceptable review from their supervisor- S. Should a supervisor fail to provide a review In time far 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 be made to all current members of the bargaining unit upon ratification of this contract based on current regular annual salary. 9. October 1, 2021: 1% general salary increase and a me too based on non -represented annual general salary increases. 10. October 1, 2022: 1% general salary increase and a me too based on non -represented annual general salary increases. 11. October 1, 2023: 1% general salary increase and a me too based on non -represented annual general salary increases. M. Appendix 29 APPENDIX B IMPORTANT [VOTE: 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, modfication 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 Persian must be administered or ordered by a Physician, be Medically Necessary for the diagnosis and treatment of an illness or injury and allowable/covered charges, unless otherwise specifically noted in the SPD. AVAILABLE TO ALL AVAILABLE TO ALI, AVAILABLE I"O ALL AVAILARLE TO ALL EAIPLOVEES ENiPLOVE,ES EMPLOYEES EMPLOYEES PPOI PP02 PP03 HMO BENEFITS ASR Health Benefits Blue Cross/Blue Shield ASR Health Benefits Health Alliance Plan PPO Community Blue I ITAP) Plan w.....uvhulthbenafiii ww.v.BCBSNicom N __.aerhWthbenefin,ame ..ww.ILU'_ur;; Employee Bi-Weekly S32 / S65 / S75 S42 / $70 / S85 S16 / S35 / $45 S32 / $65 / S75 Contributions NO COVERAGE Refer to the 2020 Your Tonal Compematian Statement for (Furrains) amount. Optign Nebvork(s) HAP Alhance Heald, S LUfe Bluc Cro<..'Hluc Sheld HAP Alliance Hralth & Lk Ilealdr Alhavee Plan PPP / Physicians C:uc / PPO / Physicians Cara / HMO CIGNA / Mulbplau CIGNA / Maidplan Deductible(s) $200 per personr$400 per f ilv S 100 per p"mus2oo per $2 in poi penmtf5500pr No Deducnbk percalendaryear fanuly per calendar year family per <almtd. Veer Coinsurance 0% for most servleas, 10% after 10%after deducribic as 20% after d.ducdble as No Comvmmecc deductible as rind noted. 500E foi pm ate duty noted. 50% after deductblo fb+ uuuhw,private duty nursing Colnsuranue Maximum $1,000 per pafam smuily pr S500 P, pureu,v$1,000 per S1000 perpisnu/$'_,000 Not Applioblc calcndarycar, family pr caked.i year pr fawlypercaleudarycai. INPATIENT HOSPITAL CARE General Conditions 100%' Scmi-Pnvate Drugs Intensave Care i imt Meals Hospital Eympmcnt Spade) Diets Nara Care OUTPATIENT HOSPITAL CARE - Emergency Ronm Care Sion aapay Accidental Iniwics ONLY AVAILABLE TO EMPLOYEES CURRENTLY ENROLLED TRADITIONAL Blue Cruss/Blue Shield Traditional Plan (13015S) nv....BCBSM1Laun S52/S89/S94 Blur C„swBl.a Shicid S200 per person/x400 per CamilY pi, calcnda Y,,r 10% after deduetlbla as rind 2s%for prtvatc duty nuninu. $1000 per Perso if aly per; endaryear 904o after deductible* 80%after deducdbk* 100%, Hariamc Copay $t 000 S 100 cop' ,$100 cop.,, dcducfihlc and SI00 wpay I $100 cop.ry comsarancalso apply may aapply for EMPLOVF,ES PPOI BENEFITS ASR (Icalth F3cncfiv as rhea I rh lrenrt i Is.<n m Wdicel Emapencics Copay oaived to, ac6dcntal injury of if admitted Physical Thcrzpy t00%* —_- --- URGENT CARE I Urgent Care Vitt. $20 copal' I PREVENTATIVE CARESERVICES _ Routine Health Mmntenance l0vs, Exam - recludcs chest \-ray. EKG, cholc teml sneering and odtnr select lab puce,dures I Rearr.Physical 1009" Routine Gyu,a Io,iA 10O%* E<anr Rouunc Pap Smear Sereemne - laborate,y and pathology services Wall -Baby Child Care 1009F* Vr.m • 6 visits, birth thwugh t2 mm�drs • 6 msits, 13 nronthu tluough 23 morn,, • 6 visits, 24 months through 35 moods - 2 visits, 36 mmuths tluough 49 months • Visa hcyond 49 months arc limited to one per member per .lead. vem EMPLOYEES PP02 Blue Cross/Blue Shield PPO Community Blue Plan M,, B('BSALCOm Copay warved for aceiderml injury or If adrmned 90% after deductible` 60 combined visits per celend , yeer 1 $20 capay 100%. Ia0°a* IN 0` I w".1 100°a* Plat rovera 8 vislrs (birth tluough 12 months), AVAILABLE TO ALL EMPLOtFF3 PP03 ASR Ifeelth Beuef , as,hoakhbenefiee.enm '.ore Copy waived for accidaual mlary or if admitted 80%after deductible' I S20 Copay 100%* 10090 t00%- 100%6 t00%` ULARLE TO ALL ONLY ,AVAILARLE TO EMPLOYEES EMPLOI"EFs CURRENTLY ENROLLED HMO TRADITIONAL l(calth Alliance Plan Blue Cross/Blue Shield (ILAP) Tmditinnal Plan(BCBS) m.HAP.nr^ Copay waived ifadmitted 100%` Includes Speech nuaapy and Occupational "Chaapy Up to 60 consecutive v,,its pa benefit enod May be rondcred at home. S20 cnpay 00°' 0 %` war,.°« 10a^r w.B('RSi\Lcom Copay waived for accidental mlmy orrfadmitted 90%after dedumble' 60 combined or eer.erarve visrG per calendar year 90°balicrdeducuble- m%* 100°6' 100%` 100%` too',' 100%. Nolunttsanaumberof,i,as Plan covets 8vi,i.N idr through 12 mon[hs). 31 BENEFITS A\CAILABLE TO ALL EMPLOY PIES PPOI .iSR Health Benefits asrbedlhl..nefim.mm AVAILABLE TO ALL F,h1PLOYERS PP02 Blue Cross/Blue Shield PPO Community Blue Plan avlwv.BCBSNU"m AVAILABLETOALL EMPLOYEES PP03 ASR Health Renefits asrbealthhrro,fh uric AVAILABLE TO ALL EMPLOYEES HMO Health Alliance Plan (HAP) ONLY AVAI LARLE TO EMPLOYEES CURRENTLY ENROLLED TRADITIONAL Blae CrossBlue Shield Traditional Plan (BC/ITS) .,BCIISMLou under the health ah1teranec e,mo beelfit .Adultand Childbootl 100%, 100%" t00%- 100-1�1 100%" Peeventve: Servses and hoommeadons as recommended by the USPSTF, ACID, HRSA or oth. ,emaces as meom,ii ed by BCHSN•L ASR and HAP tlla arc in compliance wilt the provisions of die Pabcnt Protecton and Affordable Care Act Routine Fecal Ocedt Blood IOU.- 100%+ 100-XV 100 -4. It10%r Scmeoiau Reaune Plealble 100%` 1000'a 100%` 100-1V 1001% Si;;mmdascopy Excise R.mine Prostate Specific t00%* 100%* 100Co' 100W IOUW Anti;;mh (PSA) S..rmnme Routine Mamnmgrmn and t00%* 100%' 100%. 100%' 100-XV Related Reading NOTE: Subsequent medically NOTE: Medically necessary NOTE: Subsequew mere. by ecssary..,,rams amomogmms are mb,,,t to cssary eoamacmaants pafomled decog the same your dcduetrble and pe,aem performed durine the same calrndaryaat zrcsubjecttn corlsmslce. calendar year oe,ab at to your deductible and pement your dadu.1ee altd pemcnt comsurama cohtsuauce Colonascepy— Routineor 100^'0 100%. 100% 10u%' 100%* Medically Neceseuy NOTE: Subsequent NOT Ee Subsequent NOTE: Subsequent ealeaoscopms per{mmd eelonoscapiesperformed colomscapirs performed dmmg the sans calendar year dorm, the same calendar yen dunng the same calends year are subject to your deductible are mbjea to you dadua h, m a subject to you dsdocoble and percentemnsumnce, and percent winsmonce and percent ermsaarlce MENTAL HEALTH CARE to bent Mental Health Pa 100%' W',eaftel dednetlble" 50%aRerdeducbble* lu(PW 10n.".: I Ompabent Mental Health S_IP ropey 90%after deductble* S20 vapay $20 copay 100% Visils Ofarr Visds $20 copay 32 AVAILABLE TO ALL AVAILABLE9'0ALL EMPLOYEES EMPLOYEES PPOI PP02 BENEFITS ASR Health Benefits Rine Cross/Blue Shield PPO Cmnmunity Blue Plan waa hcothbcnefirs.u.m w.v.r.RCRSP1.com hrpetienl Sab,arva,kbuse t00%- `JO",o aftn deducdble* Gus Chemical Depeadenm' Outpatient Substance Abrsse S20copay 90% attar deductible" Care Cemrral Dependenw Office resit $20 copay SPECLNL EJOSPITAL PROGRAMS Hospice Care t00%* 100%' Specified Hops. Organ t00%• 90%tu IOOW Transplants Covered arccadnig to plan MEDICAL A ND SURGICA I, CARE - Smgcry 1100y8* 90% attar deductible' Teebaical Sea,kal A.az iW%" 9096efterdrclucable" Aneaihesm 100°16* 90%alta deductible" Matemiry Care Delivery 10OW 90%afterdeduetible^ Pro- and Po>cN'atal Core I00%* l00%* Inpatient Madreal Care loo".6* 90%aeerdednetmle* Inpatient Consultations 100- 90'aaRudeductrble* I,AbnrafO,& Patirology IUO".o* 90%aftvrdcductible" Diatmostic Scrrmea 90% after dadvrttne' Dmgnoatie .,it I hempeuac 100%* 90%after deductible' Radiology ADDITIONAL BENEFITS - Office Visi6 $20 copay S20 vopay Chiropractic Care T '.Pay S20 copay l.rmned to 38 eiaits per cplendm Limited to 24 Is per Yea,. cdcmdaa yam AllaTeaing ,; t00%* too./;- AllcrbyTherapy t00%" Ambulm¢e s",iiee 905g afler declarable* 90%aH,i declarable* NILABLE TO ALL AVAILABLETO ALL ONLYAVAILABLE"TO EMPLOYEES EMPLOYEES EMPLOYEES CIIRRENTLV FNROLLED PP03 HNIO TRADITIONAL ASR Health Benefits Health Alliance Plan Blue Cross/Blue Shield (HAP) Traditional Plan (RUBS) v»".urheallhlrene6¢.com »-w.OAI!oig »ww.6('BS.R F.cmu SO% after deductible' IOo^ao« 10090" S20 repay S20 copay t00%` 1 In approved fadlitia only i 80%,f1,deductible* Cocvreduptp21Oday,pe1 100%ofappravedmneint 1 Llcnmc, 80% after deductible' Covered accmdmg to plan IN% in approved tacilores l gwdelmes. SO% after deducible* 100%, 100%* j Voluntary second amgicd Voluntary second:argical opinion. S20 copay opinion on variant surgeries, 36% after deductible' t00%* 100%* 30% after deductible" I00%* 10MV 80% after deducuble* IUO%* 100-A too? 6 for some pie-pain"mrs, 1009E pre -natal visits* 100%pre-natal msitt e0mr,'ise 80%after $'_O copay post -natal vrsds 90%after deducablepca- deductible" raw vu W 8096.11at deducible' I00%" IOU"m' 80% afler, deducible* IOM/V 100%* 80% alter dM.reble" 100%* 9M° after deductible* sU% aner deductible^ 100"0* YO% after deductible' SO%. It, deductible' Covered' 90% der deduenbl e" 1 i $20 copay S20 repay 90% after dvdnetibte* S20 repay Not Covered 90% after deducuble* Untied to 38 msi tc per Limited to 38 msn pa calendar year calendwveu. + 30o after deductible` $2o copay 90%after deducuble' 8G%.ifterdeducnble" Lou'.* 90% after deduarbie* 10%after deducbble* IVO"m' 90% after deductible', 33 BENEFITS Durable Medical E9utprnebt Drabeuc Supph,s R,Atc Duty Nursag Stalled Nursing Assi..t,d Reproductive ',,store, Voluntary Stanlization and FDA Approved Cr aseentwo Methods PROGRkM PROVISIONS Out of'Net ork S',vocs Paymrnt of Covered Servmes AVAILARLE TO 4LL F,NI PLOT EES PPOI ASR Health Benefits .vcrh,libbe..In,anm 90%after deductible* 90%No Amoral Deducutde' a0 % after deductible* 100",'0 N'ot Cb� nred In general, Plan pays 85 %0f epproved.unbunt less a,,heabl, .,pays. For d.b,lic supplies, durable medmal equipment, and private duty using, Plan pays 73%of approved amount after d,dntable frfoppluol,1 ) R eferred_fNekvorA l Hosoi tal, 100%ufcnvo,db,a,fit Non -Network Hmnals. 85°b of appuurd payment amn er: Pr,fao,d lNetwoikl Phv�i,:vn- t00/ aficr S20arpay Nmm�awork Plr ietam, - nut,en.r — 8S°'a of apom, ed paymrnt amranrt ad,r$20 mpoy, EMPLOYERS PP02 Blue Cross/Blue Shield PPO Community Blue Plan ew ..n deSN9.com 90°°after ducnblC 90% after deductible' 50%after dm.rtfhla* 00°/. after deductible" Not Covered 100%. Plan pays 70%of approved amount, after ont-ofnetwo.k deductible, less appheable copays Pre(rnM Nehvorkl Hozmrals; 909d of covered benefits, after deductible. Non-Nmvork Ho Taal, 70 %of approved payr n nt amoolvfterout-orrn ,rdr deducubl, N efen ed (Nemork) Phase iron: 100%after S20 cop., Nnu.mt,ak Plnsicimcc 7096 ofapproved"o,eat amountaflea out-ofr.ew c dulucublc and S20 w1my .AVAILABLE I'O ALL AVAI LA RLE TO, Eb1PLOYIIES FIMPLOVEES PP03 HINiO ASR Health Benefits asrh oalth hfi ean. u. 80%rfi, deduebbl e' 80%aft, deducbbl," 50Sn slier deducbbl," 80%after dedambl,' Not Covered 100%' In Saneral, Plan pays 65%of approv,d mnoant aft, deductible less appbcablc copays. For pnvxte duty nursing, Plan pay. 50%of- approved.,.o t after deductible. Pr,fe,ed (Nrwb. k) H.,rhals, 90%of covnad benatiL.less a pplicableded.eablc Non-NeuvorkHmwuls' 65%of,,p,0vwd pryment amotm( aft, deductible. Preferred fNctwoix) Fhvacnam - onned.tL 100%aft, S20 capuy NmrnUw0r1; Phvmaarts- Ownot,nL 85%of app, oved paym,¢ amount after $20 mpa, Health Alliance Plan (HAP) u.I I A P orv_ 100%+v 100°'°" Not Cnv,ed 100% Uluto 730 day, ewable aver 60 days' 100%* One attempt of artificial motion per bfndru, 100°'." Not covcmd crept for nn..rpenua Copays .0 notod. EMPLOYEES CURRENTLY ENROLLED TRADITIONAL Blue Cross/Blue Shield Traditional Plan (BURS) wrvrv.RCBSSLcnm 90%after dedncnblO 909'° after deductible' 75%after deducbbl," 10096` Not Covered 100".'0 Particinatina Hnso4lr 100%c fnnered benefits Nnn-Fvun,iodre Hosninls: Inpadentnre in acutearz hospital - $70 a ,6y Ir*antcarc m other h0sprtal.,- S)5aday Mrdtcwc$w�nd- I00°.n n18CBSM11's appmr,d amurmt 34 BENEFITS AVAILABLE TO ALL AVAILABLE TO ALL 1V.AIL.ABI-E TO ALL AVAILABLE TO ALL ONLY 4VAILABLE TO EMPLOYEES EhIPLOYFf9 EMPLOYERS ENIPLOVEF,S fN1PLOYEES CURRENTLY ENROLLED PPOI PP02 PP03 HMO TRADITIONAL ASR Health Benefits Blue Cross/Blne Shield ASR health Benefits Health Alliance Plan Blue Cross/Blue Shield PPO Cointnnnity Blue (HAP) Traditional Plan (BC/BS) Plan w�sa'.asr he:ddihutcFts.com wrote DC'BSM.com w'w'w,:rsrhealthhenefits.cum �+'.111P.om �irvBCBS:\Lmnx NOTE. Hearin¢ aids and services are nut eoneied under onv Oakland Camvv medical pans. PRESCRIPTION DRUG PPOGR.AAi Retail Prescription Nayims Carrier www navitus.com Mail Order Prescri,d.o NoyiXus Carrier wwa novizus u_ ParfidpatiugINctwork Pharmacies Nnn-ParticipadngNon- NeMrirk Pharmudc Maimcnance Divfs Covered / Copays: Tier $51%dost Generics/Some Brands; Tin 2$20 Pare red Brmrda5ome Generics; Tia 3 $40 Non -Preferred products (could include both brand and uoroir) Select Buth Control pills coved So copay. Paid at the m-neMmk cost less $5. S20 or $40 copay. Nfaintcnancc drues taken on i loner lcrm bans can be filled as a duce-ni supply for a onc- month copay, tluough other the Mad Order Dory cam., m at a oetad pharmacy. Nar�tue 11a41tL.4' Ulln_ NovSus wises noviaus umr Covered / Copays Tier 1 $5 Most Geneass/Some Bnde: Tier2 S20 PreRned Brands/Some Geoane, ficr 3: S40 Non -Preferred products (could iudude both bi and and genene) Selou Bvdt Control pills awned $0 copay Paid at the in -network cost, less $5, S20 or $40 copay Maintcnanee drugs taken on a long-0.Tut bac is wi be filled.n a three-ruoudr supply for a paamoath copay tbrouglr a0mr the Mad U der Dory can rer or at a retail pharmacy Navitu> a, if" ennl NovLXus ovi<m nun Covcrcd / Coprys: Tierl S5Ntost Gennlcs/Some Bound, Tic, 2' $20 Piefened ➢rands/Smut Gencnos; Tier I S40 Non -Preferred products (.Wd include both brand and g ucriu products) Select Birth Cornet pills mend $0 copay Paid ac the in-aenvork cost, less S5. S20 or S40 copay Memteoancc druga taken on a long-term basis emu be filled ae a duce -munch wpply for a emo-nth copay through ither die N1.1 Order Drug weer or at a retail pharnucy Health Alliance Plan www.li AP... Pharmacy AdvdnG�c w Phmmam'Adeantau-R rmm Covcrcd/<'opays' Tier l: S5 Moor Gencric, Tier 1 $20 Select Brand mmle, Tier 3: S40 Nnn-Preferred Select Buth Cannot Pills .nyered $0 copay. Not Covered Maintcnunce drugs taken ou a long-term basis — a 30 nr 90-day supply. whichn'er is greater, un be obtained Gar a oucmouth copay, atyour local phamracy. A o0-dav supply of immatenanm drugs may he obtained throuuh mail order. NavBue W\uµ ner i6G COn1 NoviYw Cm'end / Cop.rys. Tier 1: $5 Mnst Godeo,Some Brand., Tier^_: S20 Referred Bran<L i$nmz Gznci ins; Tier $O Non-Prderred products (could include brand and pn ra) Select Birth Conuol pills covcmd $0 copay. Paid at them -roved, cost. Ices S5, 820 or S40 copay Mdintenance drugs taken on a loop -term basic can be tilled as a rhea-mnndr supply for a one -month ..opay tluough either the Mad Or der Div, currier or at a r otml pharmacy. 35 11LABLETO sLL AVAILABLETOALL AVAD—WLETOM.1, EMPLOYEES EMPLOYEES EMPLOYEES PPOI PP02 PP03 BENEFITS ASR Health Benefits Blue Cross/Blue Shield PPO Cohnmunity Blue Pbi wwrr.asnc�althbenefin.enm w•.BCBSM.nim Nam: A'hdemhhe Luspi¢d, Ifyou request a prescription be I fyou request a prcscriptiuu dmgi ore covered vnder filled with a brand nsnto drug be filled with a brand name ywr Hindi./ plan and there is a gencnc egmvalent drug and there is a generic rweilebl{you will be cqurvalent a,iihble, you will responsibl e for the Tier 3 copay be responsible for the Thera plus die differential between the copay plus the dhfferental cost.£We brand aid we gene is betwe,u die cosrofthe brand drug lfyonrdocmi mak,srhe eodrhegenamdiug lfyoui request, you will be responsible doctor, males tie request, you for the Tier 3 copay will be respre sible for ih. Y ier 3 copay ASR Health Benefits www.arrhealtb b,nehe.w m Ifyou inquest a yrescripuon be filled wnh a btaod nun, drug end there is a gencnc wor,edent mwailable, you will be responsible for the Tier 3 copay plus th, differeorial Lower. tie cost of the braid and the germ to du& Ifynui doctor makes the request, you will be responsible for the Tier 3 copay_ EMPLOVEES EMPLOYEES CItRRE1NTLV ENROLLED H11,'I0 TRADITIONAL Health alliance Plan Blue Cross/Blue Shield (HAP) Traditional Plan(BC/HS) wmw.11Al'.nir nnw.lt('BSM.uim Ifyou "ucst a prcserotic. Ifyou inquest a prescnp0ou be filled with a brand name be filled with a bond oame drug.md them is a gencnc drug and there is a genene c,itubk, you will be equhnlent available, you will iisponsihh Fat the full cast be responsible for the Tier3 differential between the cost copay plus the diffrenfizl ofdw Mind and die copay of between dre cost ofthe br d t;o Gene, is ding. Ifyou, and the genenedrig Ifyour doctor makes' therequcst. doctorhnakes the i equesh you you wt l be respons; ble for will be responsibl,(or tic the'I'is, 3 c.P,oc.it Tier3 copay Appendix C 37 APPENDIX C BENEFITS AVAILABLE TO B119 to.& IS High Plus Delta Dental M{'1V.dfl(2112nralnlLCOm A VAI I.AB,E TO ALL EbIPLOYEES High Delta Dental www.deBad ental oo.corn Standard Delta Dental N'WW.del adeae-11nn.,ioo AVAILABLY, TO ALL EMPL04'F.FS Modified Ddtt Dental Mo,wA d tadfn (:IIm1.00 m Employee Bi-I'veekly Contributions S1.15/SI.73/S5 SIAS/SI-73/SS So/So/So (S 1.15) / (SI.73) / (S3.27) (Finning) - Option COVERAGE Refer to the 2020 Your Total Compensation Statemen t for( Eatmines) anmunt 1 Option Nenvork(s) Delta Dental PPO / Deha Delta Dental PPO! Delta Delta Dental PPO / Delta Della Dental FPO / Delta Dental Premier Dental Premier Dental Premier Dental Premier I DIAGNOSTICS AND PRE rENTIVE 11 Dutmosafcs aid Rcvcnnvc loll% 100% 100% Sen'icen—routine oral evnms. c4arrings, fluoride, and space maintainers Enamao"; PalllaBVe t00% 100% 100% 100% 'Treatment—m temporarily relieve Cain Periodontal hlaintenonce— 100% 1001i. 100% I009'o 1 cleamnys following oeriodonal themov r Dental Saal,wc— children 14 100% 100.1. 10o"Gi 100% years and nada, 0rn1 Cancer Bmsh Biopsy 100% 100% 100% 100% BASIC SERVICES Radminanhs—X-rays 3S"o 85% 85°" 50% hLaor RcslomOx Services 85% 85% 35% 50% —composite (white) fillings and anon mpai� 6ndadnntic Services —root 85"0 8590 50^,6 anals Pcriodinta Scrvlces—to SS% 85% 854lo 50% 1 neat lwn disease Oral Surgery Services— U.". 85% 85% 50% ,mia ous and dental acery lid for Rentaative Serv'. 85% 85% 85°1. N)%" --mavens 38 AVAILABLE'1'0 AVALLARSETO AI,L ,AVAILABLE TO ALL AVAILABLE TO ALL RU 9. 10 et 15 EMPLOYEES EMPLOYEES EMPLOYEES High Plus High Standard Modified BENEFITS Delta Dental Uldtt Dental Delta Dental Delta Dental w�.w.delGdent Imi.omt w��w.delradentnlmi.enm t. w.Jdtadentalmi.enm ..wa'ddrmtentalmi.cnm Utlmi 6astc Scn'mn- 3>".'o SS%^ 93 or` 509'0 »SCeIt9[120Uy ;d V ]erg Relines and Repairs 85^e bridges, denNres, and 1955E implants MAJOR SERVICES ProsWodon[Ic Serv¢e;- 50% 50% spya 5040 buidgcs, implants. and i dcn ORTRIlODONTIC SERVICES Orthodontic Scnaccs- 50% SU%d 50':;, 509 _i inor iriatrnent fa tooth gvidwcr, full banding treamiint, .uid monthly actiei L'eamreni eniLt Onl„ufontia l.faY'imixn SI D00 prr eLgiblemember pr+ S7,OD0 per elrpr6lrmcmbrr prr $7,000 prr,;ligib)a mcmbcr pre S750 per clipihte mcmberper Limit hf'timc. lifetimi. lifatimc lifbtimq ON�odontic Agin l,,mn Llp 10 ago 19 rjp to agc 19 1 Up to agc 19 Lrp to ,, 19 l PROGRAM PROVISIONA Uiducdbles $'3 per person: $50 per yarsoil/ $50 par S25 per pn'son / S50 pn (unity/Per Cd2PJal veer family.�Per calendar Yeei (anilylpei calePdrt veer f-em�h'/oer cal<ndavcar Maximmn Bini&t $I �00 p2rinditiduJ per ulmdar 11.560 par individuJ pa'relrnd:v $1,000 pci individual pi ,]ndar $750 pa.&Iidwal per ul�dar vev Y. Y''a'. Yam,. All kut,fib bee cn mavmuin All benefin bzaul on ma<unum All benefit, bscd on ,aninwn All bcmdig!, a,d on mas'nmm a.prntr d£cat approved fuc. :mpmvul f" m=o,ud lieu NOTE: For additional information, refer to the Delta Dental Certificates and Benefit Summaries found w m✓.oaknnv comibenefitc under Medical/DentallVision. 39 Appendix D 40 APPENDIX D BENEFITS Employee Bi-Weekly Contributions NO COVERAGE Option Network(s) EVE EX -A Nt Vision F,xarnmations LENSES AND GR4MES Senses and Frames CONTACT LENSES Contact Lenses PROGRANYPROVISiONS AVAILABLE TO ALL AVAILABLE TO ALL - EMPLOYEES EMPLOYEES High Standard National Vision National Vision Administrators (NVA) Administrators (NVA) erncw.c-nva.eom wwsv.c-nea.com $1.35/$2.88/$3.85 S0150/$0_ No Earning is provided for No Coverage option. 7 11 National Vision Administrators National Vision Administrators $5 copayment I $5 copayment Lenses: Standard Glass or Lenses: Standard Glass or Plastic/Covered 100%after plastic/Covered 100%after S7.50 copayment $7.50 copayment Frames: $100 retail allowance Frame,: V00 retail allowance /20% discount oil remaining / 20% discount off remaining balance for frames that are not balance for dames that are not proprietary frame brands. proprietary frame brands. $50 allowance $50 allowance Benefit payable every 12 months. Benefits Payable Benefit availability will start over on January I (followinga 12- month period). Benefit payable Avery 24 months. Benefit availability mill start over on January I (following a 24- monlh 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 0.. r - 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 180% 21 Years ( 84% 22 Years 88% 23 Years 92% 24 Years 196% 25 Years or more 1100% "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-nays. Employees hired on or after January 1, 2006. Dates may vary by Bargaining Unit. At Completion of Vesting Schedule for Employers Contribution Up to 6 Years 0% (Not Vested) 6 Years 60% 7 Years 70% 8 Years 80% 9 Years 90% 10 Years or more 100% 44 Appendix F 45 APPENDIX F MEDICAL OPTIONS COMPARISON (NON -MEDICARE) Important Note: The information contained on this comparison is intended to bean 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 andlor your eligible dependents because of any statement, error or omission from this comparison. Its provisions do not constitute amendments, modifications or changes in any existing contract. - PPOI PP02 - _ PP03 "- HMO - TRADITIONAL Blue Cross/Blue Shield BENEFITS ASR Health Benefits Blue Cross/Blue Shield ASR Health Benefits Bealth Alliance Plan (Available to Refirees (HAP) hired prior to 1-1-97) - „ - - ..ssrhealthbracfik.com www.BCBS'.1-Lcom www.asrhnlrhhenefies.<om www IA P.ae . .FICBSM.com o Network(s) CIGNA, Muriplan and I Blue Cross/Blue Shield CIGNA, Multiplan and Physicians Care/HAP Health Alliance Plan Blue Cross/Blue Shield o Physicians CandHAP INPATIENT HOSPITAL CARE General Conditions Semi-PnVate Drugs Intensive Care Umt 100% 90% after deductible 80% after deductible 100% 100% y o Hospital Equipment Special Diets Nursing Care OUTPATIENT HOSPITAL CARE - - - - $100 co -pay $100 co -pay $100 co -pay, $100 co -pay Emergency Room Care $100 co -pay Accidental Injuries Co -pay waived to, Co -pay waived for Co -pay waived for Co ay waived for Medical accidental injury or if try accidental injury or if try accidental in or if Co- a waived ofadmitted p y accidental in or if Emergencies admitted admitted admitted admitted admitted Physical Therapy 100% 90% after deductible 80% after deductible 100% 90% after deductible URGENT CARE - - UrgentCareVisds $20 eo-pay $20 co -pay $20 co -pay $220 co -pay 90% after deductible I PREVENTATIVE CARE SERVICES 46 Routine Health Maintenance F. — includeschestx-ray, 100% 100% 100% 100% loo°o EKG, cholesterol screening and other select lab procedures Routine Physical 100% 100% 100% 100% 100% Routine Gvnecologrcal 100% 100% 100% 100% 100% am Routine Pap Smear Screening —laboratory 100%a 100% 10096 100% 100% and pathology services 47 _ PPOI - PP02 - PP03 - MMO TRADITIONAL ASR Health Benefits Blue Cross/Blue Shield ASR Health Benefits Henith Alliance Plan Blue Cross/Blue Shield BENEFITS - - - (HAP) (Available to Retirees - - - - hired prior to 1-I-97) - w.-.w1erlthbenefitseom wrw.RCBSr Lcom mvw.asrhrvlrhbeneGt.rnm ww.7LdP.or tvu,n;gCSSM.enm Well -Baby Child Care Visits 6 visits, birth- 12 mos. 6 visits, 13 - 23 mos. 6 vkits, 24 - 35 mos. 2 visits, 36-47 mos Visas beyond 47 mos 100% 100°0 100% 1009b 100% are limited to one per member per calendar year under the health maintenance exam benefit Adult and Childhood Preventive Services and Immunizations as recommended by the USPSTF, ACID, HRSA or other sources as recognized by BCBSM, 100% 100% 100% 100% ino% ASR and HAP that are in compliance with the provisions of the Patient Protection and Affordable Care Act Routine Fecal Occult Blood Screenine 100% t00% 100% 100% 100% Routine Flexible Siummdoscopy, Exam 100%100% 100% 100% 100% Routine Prostate Specific Antigen(PSA) 100% 100% 100% 100% 100% Screenine 100% 100% 100% `Subsequent medically "Subsequent medically *Subsequent medically *Routine Mammogram 100% necnsary mammograms nmcssary mammograms necessary mammograms and Related Reading performed during the same pcRorra.d during the same 100% perfbumed during the same calendar year are subject to ralcndar year aze snljutto calendaryearamsublectm your deductible and percent m-insurance your deductible and percent co-msurance. yourdeducteleandperetnt co-msuranm 48 100% 100% 100% *Colnnoscopy--Routinec�g Subsequrn[colonoswpies Subsequent colomswpies *Sub or Medically Necessary 100", o the saute pedorme.b performe tit g the 10096 pm£o an ddteolonoscop"es rint the s yar aze sublec[to deductible cat ibj, cti yeu me subjectW deductible n,cubj year are subjmtto deducublc and perecn[ co-msuranee, and prtcent co-msurdnce. and percent co, uuumnca _ PPOI PP02 PP03 HMO - TRADITIONAL EENEFITS ASR Health Benefits Blue Cross/Blue Shield 'ASR Health Benefits Health Alliance Plan _ glue Cross/Blue Shield - (FIA-P) (Available to Retirees _ - hired prior to 1-1-97) wwwasnc�nbbbencfi K.com xwwBCBSM.com wwwasrhuallhbese5 ts.com wxw. H.lP.mn w„A;w, B('BSp rnm MENTAL HEALTHCARE Inpatient Mental Health 100% 90% after deductible 80% after deductible 100% 100% Outpatient Mental Health Visits v $_0 co -pay 00% after deductible Office $20 w-pay $20 co -pay 90% after deductible Visits $20 co -pay f Inpatient Substance 120 days (combined wnh Abuse Care Chemical 100% 90% after deductible 80%after deductible 100% inpatient(art days1, 60 day Dependency renewal; no MM bzneEts . Outpatient Substance Abuse Care Chemical S^_0 co -pay 90% after deductible $20 co -pay $20 co -pay Covered 100%ofapproved Dependency Office visit $20 cc -pay amount, no Master Medcal SPECIAL HOSPITAL PROCRANIS- Hos ice Care P 100"o 100% 80%after deductible Covered upto210 days oer lifetime. 100%ofapproved amount I S ecified Human Or p San Transplants 100% 90 % to 100% Covered according to plan g 80% after deductible Covered according to plan 100%mapproved facilities ;uidtlines Suidelines MEDICAL AND SURGICAL CARE - - 00% 100% Swgery 100°'0 90°'" after deductible. 80% after deductible Vohmtary second surb'ca1 Voluntary second smgmal opmwn, $20 w-pay opinion on .cream surgeries ♦ Technical Surgical ASSISC 100% 9095 after deductible 80% after deductible 100% 100% ♦ Anesthesia 100% 909'" after deductible 80%afterdeductible 100% 100% Matemay Care ♦ Delivery 100% 90% after deductible 90% after deductible 100% 100% ♦ Pre and Post Natal Care 100% 100% 100% t00°'6 prenatal visits 90% after deductible $20 co -pay post natal visits Inpatient Medical Care 100% 90% after deductible 80% after deductible 100% General —Unlimited Inpatient Consultations 100% 90% after deductible 80% after deductible 160% 100% J 49 Laboratory & Pathology 100% Diagnostic Services 100% Diagnostic and 'Therapeutic Radiology 100% PPOI BENEFITS ASRHealth Benefits www.asnc�al%bcocfi tccnm ADDITIONALBENEFITS Office Visits $20 co -pay $20 co -pay, Chiropractic Care Limited to 38 visits per calendaryear. Allergy Testing 100% Allergy Therapy 100% Ambulance Services 90% afterdeductible Durable Medical Fquipmem 90% after deductible Diabetic Supplies 00% No Annual Deductible Private Duty Nursing 90%after deductible Skilled Nursing 100% Assisted Reproductive Not Covered Treatment Voluntary Sterdization and FDA Approved I00%b Contraceptive Methods for females 90% after deductible 90% after deductible 90% after deductible PP02 Blue Cross/Blue Shield www.HCRSM.wm $20 co -pay, $20 co -pay Limited to 24 visits per calendar year. 100% 100% 90% after deductible 90% after deductible 90% after dedoet ble 50%after deductible 90% after deductible Not Covered 100% 80% after deductible 80% after deductible 80% after deductible PP03 ASR11ealth Benefits »�i�a.asrh�althbcncfi cs.com $20 co -pay S20 co -pay Lmuted to 38 visits per calendar year 80% after deductible 80% after deductible 80% after deductible 80% after deductible 80% after deductible 50%after deductible 80% after deductible Not Covered 100% 100% 100% Covered HMO Health Alliance Plan (HAP) »ww.HAP.nry $20 co -pay' Not Covered $20 co -pay` 100% 100% t00% Woo/0 Not Covered 100% Up to 730 days renewable after 60 days. 100% One attempt of artificial insemination per hfetrme, 100% Covered-$5 or 10%Co- insurance Covered - $5 or 10 %Co - test ce Covered - $5 or 10% Co- insu race TRADITIONAL Blue Cross/Blue Shield (Available to Retirees hired prior to 1-1-97) wwn.RCBSi\f.cnm 90% after deductible 90% after deduchble 90% after deductible _ J 90% after deductible o0%after deductible 90% after deductible 90% after deductible 50% No Annual Dcducbble 100% Not Covered 100% 50 Plan pays 85% of approved Plan pays 70% of approved %of approved 65 Out ofNctwmk Services amount less applicable co- amount, after out -of- amount plan Payafter s 65 deductible less pays. network deductible, less applicable co -pays applicable co -pays *AII services performed during one visit will be a one-time $20 co -pay. PPOI PP02 - PP03 MIO TRADITIONAL BENEFITS -ASR Health Benefits Blue Cross/Blue Shield ASR Health Berefirs, Health Alliance Pbm Blue CrossBlue Shield (Available to Retirees (HAP) ' - - hired prior to 1-I-97) - ..."Isenithbenefitvcnm www.BCBSM.com - .,a u beihhhene5tscom wavw.HAP,nr+ PROGRAMPROVISIONS Co -pays: $20/$100 as Co-pays:$20/$100 as Co-pays:$^_0/$100 as noted. noted, noted. Cn-nays: $100 as noted Deductibles: $200 per Deductibles: $100 per Deductibles' $250 per Deductibles: $200 per person; $400 per family/per person/ $200 per person; $500 per family/per parson! $400 per calendar year where noted. family/percalendaryear calendaryear. family/percalendaryear Co -pays, Deductibles, Co-insurance, Annual Co-insurance 1n general, g Co-insurance: 10% after Co-insurance: 20% after dinafter Out-of-pocket 0%; 1045 after deductible as deductible as noted. 50 % deductible as noted 509e Co- o C.-pas, $_0 as noted, de brae as r.tc deductible a, noted 50% Maximums and Lrfetime noted for private duty nursing for private duty nursing for private duty nursing. Masimum Dollar Limitations Out -of -Pocket Coinsuran,e Out-of-pocket Coinsurance Out -of -Pocket Coinsurance Out- f-Pocket Coinsurance Maximum: $1,000 per Maximum S500 per Maximum: $1,000 per Maximum. $1,000 per person/family per calendar person, $1000 per family person1$2,000 per family family/percalendar year year per calendar year per calendar year, Lifetime Maxunuri None Lifztime Maximum. None. Lifetime MaximumNone Lifetime Maximum: None Preferred (Neh orkl Prefened(Netwodd Hospitals. Hospitals Preferred(hletwork) 100% of covered benefits 90%of covered benefits, afterdeductible Ho. 80% of covered benefits, less pamcioatine flosmtals: Non -Network Hn=oitals applicable deductible. 100% of covered benefits 35%ofa roved payment pp p y Non -Network Hosnitals' Non -Network Hospitals: NpfFpartlelpatlnY Hospitals. 51 Payment of Covered Services amount Preferred (Network) Phvsicians-Outna[ient: 100% after $20 co -pay. Non -network Phvsiaans - Outpatient. 85%of approved payment amount after $20 co -pay 70 % of approved payment amount after cart -cif -network deductible Preferred (Network) Phvsicians: 100 % after $20 co -pay. Non -network Physician¢ 70 % of approved payment amount after out -of -network deductible and $20 woav 65% of approved payment amount, after deductible. Preferred (Network) Phvs mums-0ntmnenr 160%after $20 co -pay. Non -network Phvsreians- Outpatient : 85%of approved payment amount after $20 co -pay. Co -pays as noted. Inpatient care in acute -care hospital - $70 a day. Inpatient care in other hospitals - $15 a day_ Medicare Surmcal 100%of BCBSM's approved amount 52 PPOI -- PP02 BENEFITS ASR Health Benefits Rine Cross/Blue Shield wnw.asrhnithbcnefic.con. wnw.RCRSM1Lcom PRF-SCRD TCIN DRUG PROGRAM NAVITUS NAVITUS NAVITUS Participating Network Particioatine/Network Pharmacies Covered, co- Pharmacies: Covered, co- (Except HAP, which pays, $5 Most pays, $5 Most have their own Generics/Some Brands; $20 Genencs/Some Brands, prescription coverage), Prefered Brands/Some $20 Preferred Generics;$40 Non- Brands/Some Generics; www navims com Preferred Brands Select S40 Non -Preferred Brands. Birth Control pills covered Select Birth Control pills $0 co -pay. covered $0 cc -pay. NoviXi s Pharmacy Non-Panccioatina Non- Non-PadmioatinJNon- Services- Network Pharmacies: Paid Network Pharmacies Paid Mail Order at 75% of allowed cost, less at 75% of allowed cost, vww novirus.cem $5, $20 or $40 co -pay less $5, $20 or $40 co -pay. Note. While in the harpo,1,, drugs are covered under your health plan. NoviXus Also, available is the ..it order program for drugs taken on a longterm bans A three month supply can be ordered for a one month co -pay. Also, available for maintenance drugs taken on a longterm basis, a three- month supply can be obtained for a one month co -pay at your local pharmacy. NoviXus Also, available is the mad order program for drugs taken on a longterm basis A three month supply can be ordered fora one month co -pay, Also, available for maintenance drugs taken on a longterm basis, a three-month supply can be claimed for a one month co -pay at your local pharmacy. PP03 ASR Health Benefits waw..urhnl N bcncfics.com NAVITUS Particmabne [Network Pharmacies: Covered, cc - pays, $5 Most Generics/Some Brands; $20 Preferred Brands/Some Generics; $40 Non - Preferred Brands. Select Birth Control pills covered $0 co -pay. Nan-Partici oatinJNon- Network Pharmacies Paid at 75% of allowed cost, less S5, $20 or $40 co -pay. NoviXus Also, available is the mail order program for drugs taken on a long-term basis. A three month supply can be ordered for a one month co -pay. Also, available for maintenance drugs taken on a long-term basis, a three- month supply can be obtained for a one month co -pay at your local Pharmacy. HMO 'Health Alliance Plan (HAP) ..HAP-., 11AP Particinabn2 Network Pharmacies. `Covered, co - pays S5 Most Generic; $20 Select Brand name; $40 Non -Preferred Select Birth Control Pills covered $0 co -pay, Non -Network Pharmacies Not Covered. If you request 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 co -payment Also, available far aintenance drugs taken on a long-term basis A 35 day supply or 100 doses, wldehever is greaten, can also be obtained for a one month co -pay at your local pheonacy A 90 day supply of maintenance doors may be T12ADITIONAL Blue Cross/Blue Shield (Available to Retirees hired prior to 1-1-97) ww+v.eCBSM.cnm NAVITUS Particioatine Network Pharmacies. Covered, co - pays, $5 Most Generics/Some Brands, $20 Preferred Brands/Some Generics $40 Non - Preferred Brands Birth Control pills covered $0 co - Pay Non-PamcioatinmNon- NetworkPhartentias: Paid at 75% of allowed cost, less $5, $20 or $40 co -pay, NoviXus Also, evadable is the mail order program for drugs taken on a long-term basis A three month supply can be ordered for a one month co -pay. Also, avarlable for maintenance drags taken on a bang -term basis, a three- month supply can be obtained for a one month co -pay at your local pharmacy 53 obmmed rhroagh mail alder. NOM Hearing aids andservices are not covered under any Oakland County medical plans At the time this booklet went to press, the impact of The Patient Pratea,ce and Affordable Care Attu still being evaluated and plan modifications may occur. Please refer to the www. xbenejrts. cam website far the most up-ta-date information. 54 Appendix G 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 Servicesand Limits CoreSource/Trostmark Coverage and Limits After Medicare Deductible Met Hospital -Inpatient • Facility 100% of Medicare approved amount Physician 100% Surgery 100% of Medicare approved amount Emergency Room • Illness/Accidental Injury 100% of Medicare approved amount, subject to $100 co -pay (co -pay waived if admitted or accidental injury) Urgent Care Not Covered; Medicare may pay 80% Allergy Testing and Injections 100% of Medicare approved amount Ambulance 100% of Medicare approved amount Anesthesia 100% of Medicare approved amount Blood 100% of Medicare approved amount Cardiac Rehabilitation 100% of Medicare approved amount J 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 packs, massage therapy, etc.) Not Covered unless approved by Medicare 56 Consultations • Inpatient 100% of Medicare approved amount Not • Outpatient Covered; Medicare may pay 80% Dialysis 100% of Medicare approved amount Home Health Care 100% of Medicare approved amount (Up to 100 visits per calendar For purposes of determining this benefit, a visit by each nurse or therapist year) and a visit by a home health aide of up to 4 hours constitutes one visit. Medicare Services and,Limits CoreSource Coverage and Limits Hospice • Inpatient 100% of Medicare approved amount (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 57 100% of Medicare approved amount 100% of Medicare approved amount 100% of Medicare approved amount 100% of Medicare approved amount 100% of Medicare approved amount 100% of Medicare approved amount Not Covered; Medicare may pay 80% 100% of Medicare approved amount 100% of Medicare approved amount 100% of Medicare approved amount Prescription Drugs (Navitus) Retail Tier I Tier 11 Tier 111 Mail Order Tier I Tier it Tier III Prosthetic Devices Radiation Therapy Skilled Nursing Facility - Inpatient (100 days per benefit period) Medicare Services and Limits Speech Therapy 34-dav or 90-dav suuoly $5 $20 $40 90-dav suooly $5 $20 $40 100% of Medicare approved amount 100% of Medicare approved amount 100% of Medicare approved amount CoreSource Coverage and Limits 100% of Medicare approved amount Transplants 100% of Medicare approved amount Weight Management (Excluding office visits and weight loss 100% of Medicare approved amount programs) X-rays 100% of Medicare approved amount Preventive Care as defined by PPACA (Patient Protection Affordability Care Act) . Physical Examination 1000i10 (One visit per calendar year) • Immunizations (Including 100% administration) Influenza Pneumococcal Hepatitis B 7osters Chickenpox Ffl • 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 M ' i )i i A $ S� i.§ i OAKLAND COUNTY b1E R(T SYSTEM HUMAN RESOURCES - OAKL..A ND L'OUNI Y EXECUTIVF INSTRUCTIOIS Dc artmcat Head: After diseussinP evaluation with employee, give employee the original Pold copy, make a copy for your records and forward a copy to the Homan Resources Department. If this is a Merit Performance Review, the Merit Increase (Employee Transaction) Conn mast accompany it Effective Date I ❑ MERIT PERFORMANCE REVIEW Step PERIODIC PERFORMANCE ❑ REVIEW Year TO THE DEPARTMENT DIRECTOR / DIVISION MANAGER / SUPERVISOR EMPLOYEE ID NUMBER I EMPLOYEE NAME I CLASSIFICATTON DEPARTMENT I DNISION I DEPARTMENT[! 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 on this form at the time of a merit increase review. Those employees at the top of their salary range receive a periodic performance review on this form at ]cast 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...__ .... .................... ........... .......... ... ........ ❑ _.._............ ... ❑ ._......... ❑ ........ ...... ❑ .. _..........._.. ❑ QUANTITY of WORK-.. ....... .. .... ... . .......... ❑ ...... .... ... ..... ❑ .........__.._ ❑ ......_... .. ... ❑ .... ._...._ ❑ QUALITYof WORK... ...... .........._..__............... ❑ .... ... .... .... ❑ ............_.. ... ❑ ..._..... .......... ❑ .. ..._. _. ... ❑ ADAPTABILITY......_... _............ . ._..... .. ❑ .._... _.. .... ..._ ❑ ....._ .. ...... ❑ ....... . _... ❑ __......_......... ❑ COOPERATION with FELLOW 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 performance on the enclosed employee transaction form tinder "Remarks." Signature of person initially drafting evaluation Initials of other Supervisors reviewing evaluation Signature of Department Head/Division M.mager We have discussed this evaluation Human Resources Department's copy reviewed by 0912003 Date Date Date Talc Date Empinyee Signature Supervisar Signature