HomeMy WebLinkAboutResolutions - 2021.10.13 - 34925•
BOARD OF COMMISSIONERS
October 13, 2021
MISCELLANEOUS RESOLUTION #21-399
Sponsored By: Kristen Nelson
1N RE: FY 2022 — 2024 United Auto Workers, Local 889 (UAW), Representing Sheriff's Office
Supervisory Employees of Work Projects Supervisor
Chairperson and Members of the Board:
WHEREAS the County of Oakland and the United Auto Workers, Local 889 (UAW), have negotiated a
Supplemental Agreement covering the Sheriff's Office supervisory employees of Work Projects Supervisor,
and
WHEREAS a three (3) year Supplemental Agreement has been reached for the period of September 29, 2021,
through September 30, 2024; and
WHEREAS the parties have agreed that the County will provide one (1) pair of boots every two years at a cost
not to exceed $150 per pair (FY 2022 — FY 2024 GF/GP financial impact $150.00); and
WHEREAS the parties have agreed that the County will provide four (4) summer and four (4) winter uniforms
(FY 2022 — FY 2024 GF/GP financial impact $556.00); and
WHEREAS the parties agreed to all employees working a 4/10 schedule where the holiday falls on a day on
which they are normally scheduled to work, shall receive ten (10) hours of holiday pay; and
WHEREAS the parties agreed that all employees shall be entitled to a minimum of two (2) 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 (#67800) is $1,550 and $1,050 for FY
2023 - FY 2024, which includes a $50 increase for an incentive to participate in the Voluntary Wellness Health
Screening (From $100 to $150). a $1,000 increase in 457 County Match (From $500 to $1,500), and a one -tune
FY 2022 $500 equity step adjustment that was approved on the UAW Master Agreement (MR #20637).
NOW THEREFORE BE IT RESOLVED that the Board of Commissioners approves the proposed
Supplemental Agreements between the County of Oakland and the United Auto Workers, Local 889, covering -
the period of September 29, 2021, through September 30, 2024, for the supervisory employees of Work Projects
Supervisor and that the Board Chairperson, on behalf of the County of Oakland, is authorized to execute said
supplemental agreements as attached.
BE 1T 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�jd4
Date: October 13, 2021
David Woodward, Commissioner
n�1nabW�d� Date: October 14, 2021
Hilarie Chambers, Deputy County Executive II
Date: October 15, 2021
Lisa Brown, County Clerk / Register of Deeds
COMMITTEE TRACKING
2021-10-05 Legislative Affairs & Government Operations - recommend and forward to Finance
2021-10-06 Finance - recommend to Board
2021-10-13 Full Board
VOTE TRACKING
Motioned by Commissioner Gary McGillivray seconded by Commissioner Christine Long to adopt the attached
Collective Bargaining Agreement: FY 2022 — 2024 United Auto Workers, Local 889 (UAW), Representing
Sheriffs Office Supervisory Employees of Work Projects Supervisor.
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 111, Commissioner Gingell (2)
The Motion Passed.
ATTACHMENTS
1. UAW Sheriffs Office Schedule A updated 9-20 2021
2. UAW WorkProjectsSupv Supplement
3. Original CBA
STATE OF MICHIGAN)
COUNTY OF OAKLAND)
1, Lisa Brown, Clerk of the County of Oakland, do hereby certify that the foregoing resolution is a true and
accurate copy of a resolution adopted by the Oakland County Board of Commissioners on October 13, 2021,
with the original record thereof now remaining in my office.
In Testimony Whereof, I have hereunto set my hand and affixed the seal of the Circuit Court at Pontiac,
Michigan on Friday, October 13, 2021.
Lisa Brown, Oakland County Clerk; Register of Deeds
Oakland County, Michigan
UAW Local 899 Supplemental Agreements
Schedule "A" Shenf( Project Manager
WE
I Fund Name
I Btvision Name
I Fund
Oimslonil
I Fund AiFliate I Pmgremp I
Accounts/
I Account Title
Fringe
Benefit Fund 067800)
E
Fringe Benefit Fund
Non Dept Fringe Benefits
67800
9011501
183190
730499
Defamed Comp -County Pm1s
E
Fringe Benefit Fund
Non Dept Fringe Benefits
67800
9011501
183190
730499
Defamed Comp -County Pmts
E
Fringe Benefit Fund
HR Wellness
67600
1050521
183192
732148
Wellness Screenings
E
Fringe Benefit Fund
Non Dept Fringe Benefits
57800
9011501
163190
796500
Budgeted Equity Adjustment
Total Expenses
General Fund (Fund H10100i
E
General Fund
Non Departmental
10100
9090101
196030
730359
Contingency
E
General Fund
Sheriffs Division
t0ID0
4030401
113361
750581
Unif.ns
E
General Fund
Sheriffs Drvrslon
10100
4030401
113381
750140
Employee Footwear
Total Expenddures
FV 2021 FV 2022 FV 2023-24
Amendment Amendment Amendment
500
1,000 1, 000
50 50
- (1, 560) (1 050)
(706 00) (706 00)
55600 55600
15C 00 15005
Works Project Supervisor
SUPPLEMENTAL AGREEMENT
COUNTY OF OAKLAND
And
THE INTERNATIONAL UNION OF UNITE® AUTOMOBILE,
AEROSPACE AND AGRICULTURAL IMPLEMENT WORKERS OF
AMERICA (UAW) LOCAL 889.
September 29, 2021 through September 30, 2024
This Supplemental Agreement is supplemental to and becomes a part of the UAW Local 889
Master Agreement, hereinafter referred to as the "Master Agreement" for the period
commencing the 291^ day of September 2021.
Recognition:
• Employees with the classification Works Project Supervisor.
Wages and Wage Increment Schedule:
t
x
-:•::r.. .Grade
Work Projects 117
Supervisor
Bulletin Board:
• Pursuant to Article 11.3 of the Master Agreement, the employer shall provide one
additional bulletin board at the Sheriff's Office.
Boot Allowance:
• The County shall provide one pair of boots (from Nye Uniform) every two years at a cost
not to exceed $150 per pair.
• In the event employees represented by the OCDSA — Corrections and Court Services Unit
receive an increase in Boot Allowance above this amount, a "me too' clause shall apply
to employees covered by this agreement.
Uniform Allowance:
• The County will provide 4 summer and 4 winter uniforms. Uniforms will be replaced as
needed. All other items to be laundered will be the responsibility of the employee.
Alternative Work Schedules
• All employees, with approval of their Department Head, shall be eligible to work a 4/10
(four ten-hour days) alternative work schedule.
Holiday Pay and Overtime with Alternative Work Schedules
• All employees working a 4/10 schedule, where the holiday falls on a day in which they
are normally scheduled to work, shall receive ten (10) hours holiday pay.
• All employees, shall be entitled to a minimum of two (2) 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
Oakland County Sheriff
LETTER OF AGREEMENT (LOA)
6
This Letter of Agreement ("Agreement") is entered into on this day of
4,7,s�;+ 2021, between The International Union of United Automobile, Aerospace
and Agricultural Implement Workers of America (UAW) Local 889 and the County of Oakland
(collectively referred to as "County"). This agreement shall take effect upon execution.
This agreement is based on the following facts:
The UAW is increasing its presence on the Oakland County Campus and representing additional
departments and classifications.
During negotiations it was agreed that there would be a Master Agreement and Supplemental
Agreements for additional departments and/or classifications that joined after the Master
Agreement was approved.
The contract reflects its status as a Master Agreement and contemplates Supplemental
Agreements for additional departments and/or classifications.
Therefore, the parties agree as follows:
The cover of the original Master Agreement is modified as attached to this LOA to more clearly
reflect that fact.
This agreement shall be without prejudice or precedent.
UAW LOCAL 889
BY: �V f
ITS: ur-,7 C+✓di C
COUNTY OF OAKLAND
BY:�
ITS:
(I
1►TIeT.� : �T7�►�iT ►i1
COUNTY OF OAKLAND
And the
THE INTERNATIONAL UNION OF UNITED AUTOMOBILE,
AEROSPACE AND AGRICULTURAL IMPLEMENT WORKERS OF
AMERICA (UAW) LOCAL 889.
December 7, 2020 through September 30, 2024
AGREEMENT
Between
COUNTY OF OAKLAND
and
U.A.W. LOCAL 889
Supervisory Unit 00k
Table of Contents
Agreement ----------
Purpose and Intent
Non -Discrimination --------- --------------------------- ---------------------------------------------------------
'
Article 1:
Recognition----------------------------------------------- ------------------------------
4
Article 2:
Employee Defined ----- —------------------------ ------------------------------------------4
Article 3:
Probationary Period-------------------------------------------------------------------4
Article 4:
Representation---------------------------------------------------------------5
Article 5:
Savings Clause----------------------------------- -------- ------------------5
Article 6:
Management Rights --------------------------------------------------------------------------
-------- 6
Article 7:
Maintenance of Conditions ---------------- ------------------------___-----__
6
Article 8:
General Conditions ------------------- --------------------------__------__---6
Article 9:
Strikes and Lockouts Prohibited ---------------------------------------------------------------------
7
Article 10:
Representation and Fees and Dues - ----------------- ___------_---7
Article 11:
Union Bulletin Boards -------------------------------------------------- — ----------------------------
g
Article 12:
Change of Address --- -- --- __------------------------9
Article 13:
Special Conferences--------------------------------------------------------------------9
Article 14:
Seniority--------------------------------------------------------------------1C
Article 15:
Layoff, Recall and Transfers-------------------------------------------
1C
Article 16:
Job Postings-----------------------------------------------------------------------------11
Article 17:
Temporary Assignment ------------------ —---------------------------------------------------------
11
Article 18:
Performance Appraisal-------------------------------------------------------------_-12
Article 19:
Procedure for Individual Compensation Review-------------------------------------------12
Article 20:
Discipline and Discharge--------------------------------------------------_------__---13
Article 21:
Grievance Procedure-------------------------------------------------------_-----------15
Article 22:
Wage Rates for New Classifications-------------------------------------------_19
Article 23:
Wage and Increment Schedule----------------------------------_------------------19
Article 24:
Eligibility for Employee Benefits -------------------- -- __-----_____------20
Article 25:
Adoption by Reference of Relevant Resolutions and Personnel Policies
20
Article 26:
Employee Benefits-----------------------------------------------------------_-21
Article 27:
Hazard Pay--------------------------------------------------------------------------22
Article 28:
Social Security and Medicare----------------------------------------------__-_--_22
Article 29:
Reimbursement for Mileage Expenses ---------------------------------------------23
Article 30:
Retiree Insurance--------------------------------------------------___------_-__-----_23
Article 31:
Emergency, Inclement Weather, Facility Closures ----------------------------23
Article 32:
Training and Certifications -------------------------- ---------------------- ---------------------
24
Article 33:
Casual Days ------------------ —------------------------------------------------------------------------
24
Article 34:
Remote Work Study Group --- —-------------------------------------------------------------------
24
Article 35:
Termination or Modification---------------------------------------__-__----_-_-_---24
Appendix A: Wages and Wage Increment Schedule ------------------------------------------------------27
Appendix B: Current Medical Plan Options Comparison -------------------------------
___-_-29
Appendix C: Current Dental Plan Options Comparison-----------------------------------_--37
Appendix D: Current Vision Plan Options Comparison----------------------------------------—__-40
Appendix E: Current Retiree Health Care Eligibility--------------------------------------------------_--42
1
Appendix F: Current Medical Options Comparison (Non -Medicare) — ---------------------- --- ---45
Appendix G: Current Medical Option (Medicare Supplemental Plan) ----------- —-------------------- 55
Appendix H: Performance Appraisal Form ------------- —------------ —-------------------------------------- 60
Agreement
This Agreement entered into on the 7h, day of December, 2020 between the County of Oakland,
hereinafter referred to asthe Employer, and UAW Local 889, hereinafter referred to as the Union,
on behalf of all regular employees of the duly recognized and clearly defined collective bargaining
units, as set forth in Article 1, Recognition. It is understood and agreed between the Parties that
all Supplemental Agreements are in full force and effect with the individual bargaining units set
forth in the Recognition provision below and the Supplemental Agreements shall be a part of this
Master Agreement as though set forth herein.
Purpose and Intent
The general purpose of this Agreement is to set forth terms and conditions of employment, and
to promote orderly and peaceful labor relations for the mutual interests of the Employer, its
employees and the UAW.
The Parties recognize that the best interests of the community and the job security of the
-employees depend upon the Employer's success in establishing a proper service to the
community.
To these ends, the Employer and the UAW encourage to the fullest degree friendly and
cooperative relations between the respective representatives at all levels and among all the
employees.
Non -Discrimination
The parties recognize that the Employer is legally and morally obligated to guarantee to all
citizens a fair and equal opportunity, and to these ends agree that no person shall be denied
employment or membership in the Union, nor in any way to be discriminated against based on
age, race, color, sex, sexual orientation, gender identity, religion, genetic information, physical
or mental handicap, height, weight, national origin, creed, union affiliation, political affiliation
and any other protected criteria under any federal, state or county law or policy.
3
Article 1
Recognition
1.1 Pursuant to and in accordance with all applicable provisions of 336 of the Public Acts of
1947 and Act 379 of the Public Acts of 1965, as amended, the Employer does hereby
recognize the Union as the sole and exclusive representative for the purpose of collective
bargaining with respect to wages, hours and other terms and conditions of employment
for the term of this Agreement for all employees described below provided it is agreed
and understood that the County of Oakland does not, by entering into this Agreement,
purport to assume control or exercise 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.
Article 4
Representation
4.1 The Union shall notify the Employer in writing of the name(s) of the Officers and Stewards
of its various bargaining units. In the event there is a change in a Unit's Chairperson or
Steward(s), the Union shall inform the Employer forty-eight (48) hours prior to such
Chairperson or Steward(s) taking over his/her duties.
4.2 The Union will have a Unit Chairperson and Steward(s) adequate to represent the
bargaining units. The location and number of additional Steward(s) will be addressed in
the Supplemental Agreements.
4.3 The Unit Chairperson and Steward(s) may, with the approval of their supervisor, be
released from their regular duties forthe purposes of investigating grievances, presenting
grievances to the employer, and other necessary union business. Such authorization shall
not be unreasonably withheld by the supervisor nor shall this privilege be abused by the
Union Representatives.
4.4 If approval is withheld or unreasonably delayed, the Unit Chairperson or Union
Representative shall contact the Human Resources Labor Relations Unit to have the
matter reviewed and approval received by the Labor Relations Unit if necessary.
Article 5
Savings Clause
SA The Union recognizes the right and duty of the County of Oakland to operate and manage
its affairs in accordance with the Michigan Constitution and statutes.
5.2 If any article or section of this agreement or any appendix or supplement thereto should
be held invalid by any constitutional provision or operation of law, the remainder of this
agreement shall not be affected thereby.
5
Article 5
Management Rights
6.1 The Employer retains and shall have the sole and exclusive right and authority to manage
and operate its affairs, including all of its operations and activities; to decide the number
of employees; to establish the overall operations, policies and procedures of the
Employer; to assign employees to shifts in order to adequately staff shifts with
appropriate personnel; to schedule the shifts of all employees; to direct its working force
of employees; to determine the methods, procedures and services to be provided; to
comply with P.A. 390, as amended, known as the State's Emergency Management Act and
the County's Emergency Management resolution as well as all related plans, policies and
procedures covered by these statutes. All of such rights, except as expressly limited by
this agreement, are vested exclusively in the Employer.
Article 7
Maintenance of Conditions
7.1 Unless expressly provided by the terms of this agreement, or by subsequent agreement
between the parties, wages and benefits in effect at the execution of this agreement shall,
except as improved herein, be maintained during the term of this agreement.
7.2 In the event of significant anticipated changes in hours or conditions in employment, the
union shall have the right to seek discussions for mutually agreed upon adjustments in
the compensation or working conditions of employees.
Article 8
General Conditions
8.1 The Union shall be notified fourteen (14) days in advance of anticipated permanent major
changes in working conditions and discussions shall be held thereon. The Union will have
the opportunity to bargain any such changes upon written notice to the County.
8.2 Employees elected to any permanent full-time Union office or selected by the Union to
do work which takes them from their employment with the County, shall at the written
request of the Union be granted a leave of absence without pay. The leave of absence
shall not exceed two (2) years, but it may be renewed or extended for a similar period at
any time upon the written request of the Union.
8.3 Any employee on approved Union leave of absence will continue to accumulate Union
seniority while on leave but will not receive credit toward "Length of County Service" for
fringe benefit purposes under Rule 22, Oakland County Merit System.
8.4 A non-exempt employee called into the office and required to work over-ume which is
not contiguous to the employee's regular work schedule, shall be entitled to a minimum
of two (2) hours work Monday -Friday and three (3) hours on the weekend of pay for at
the time -and -one-half rate.
8.5 When requested in advance with the Human Resources Labor Relations Unit, the County
will allow use of available rooms for union meetings during non -working hours.
Article 9
Strikes and Lockouts Prohibited
9.1 The Parties hereto recognize that it is essential for health, safety and public welfare of the
County that services to the public be without interruption and that the right to strike is
forbidden by the Statutes of the State of Michigan.
9.2 Under no circumstances will the Union cause or authorize its members to take part in any
strike, sit-down, stay -in, or slowdown.
9.3 The Employer agrees that it shall not lock out the employees covered by this agreement
or supplemental agreements.
Article 10
Representation and Fees and Dues
10.1 To the extent that the laws of the State of Michigan permit, it is agreed that:
10.2 Employees will be represented by the bargaining unit and may authorize the Employer,
to deduct appropriate fees or dues to remit to the Union.
10.3 Upon written authorization from an employee, the Employer shall deduct from the
wages, all fees and dues as are prescribed by the Union and/or this Agreement. Such
employee and the Union hereby authorize the Employerto rely upon and to honorwritten
certification by the Treasurer of the Union the amounts to be deducted.
10.4 All authorizations delivered to the Employer prior to the first day of the month shall
become effective during that succeeding month. Monies will be deducted from the
second paycheck of each month and shall be remitted together with an itemized
statement to the Union local treasurer within 14 days after the deductions have been
made.
7
10.5 The written dues authorization shall automatically renew itself for successive yearly
periods thereafter unless the employee gives written notice to the Employer and Union
between December 15 and December 31 each year of the employee's desire to revoke
same and in such event Union dues deductions shall cease. An employee shall also cease
to be subject to dues deductions beginning the month immediately following the month
in which the employee is no longer a member of the bargaining unit. In the event a refund
is due to an employee for any sums deducted from wages paid to the Union, it shall be
the responsibility of such employee to obtain the appropriate refund from the Union.
10.6 If there is an increase or decrease in the Union dues deductions, as determined and
established by the Union, such changes shall become effective upon the second pay
period following notice from the Union to the Employer of the new amount(s).
10.7 The Employer agrees to provide this service without charge to the Union. It is understood
and agreed, that the provision for deduction of the dues is for the benefit of the
employees requesting same, and the Employer is under no obligation to demand or
request that employees authorize such deductions as a condition of employment.
10.8 ,The Employer shall advise the Union of all new hires within forty-five (45) days of the hire
effective date.
10.9 The Employer shall not be liable to the Union by reason of the requirements of this
Agreement for the remittance or payment of any sum other than that constituting actual
deductions made from wages earned by employees.
10.10 The Union will, indemnify and save harmless the Employer from any and all claims,
demands, suits and other liability by reason of action taken or not taken by the Employer
for the purpose of complying with this Article.
10.11 Should there be a conflict between the dues authorization form signed by the employee
and this Article of the labor contract, this Article shall be controlling.
Article 11
Union Bulletin Boards
11.1 The Employer will provide conspicuous locations for secure locking style bulletin boards
in the respective departments and locations, which may be used by the Union for posting
notices bearing written approval of the Unit Chairperson on the following topics:
11.1.1 Notices of Union Meetings.
11.1.2 Notices of Union Elections and results of said Elections.
11.1.3 Notices of recreational, educational and social events.
9
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 upto 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.
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.
143 An employee shall lose his/her seniority for the following reasons:
14.3.1 If the employee resigns or retires;
14.3.2 If the employee is discharged, and not reinstated;
14.3.3 If the employee is absent from work for three (3) working days, without properly
notifying the Employer, unless a satisfactory reason is given;
14.3.4 If the employee does not return to work at the end of an approved leave;
14.3.5 If the employee does not return to work when recalled from a layoff.
Article 15
Layoff, Recall and Transfers
15.1 If and when it becomes necessary for the Employer to reduce the number of employees
in the work force, the employees will be laid off within their classification in reverse order
of their seniority, based on capability of performing available jobs, and shall be recalled
in the order of their seniority within their classification. In order to avoid layoff an
employee may displace lower seniority employees within the bargaining unit in equal or
lower rated classifications provided they have the present ability to satisfactorily perform
the available work within minimal orientation (within two weeks).
15.2 The County agrees to notify the Union when the Employer's decision is made of any
anticipated layoff. Such notification will occur within ten (10) working days of reaching
the layoff decision.
15.3 Employees shall have the right to recall based on their seniority within their classification
if a position becomes available.
10
15.4 If and when an employee is permanently transferred to another division in or out of the
bargaining unit, the Unit Chairperson shall be notified of said transfer by the Employer. If
the employee is thereafter transferred backto the bargaining unit, they shall have as their
seniority date, the seniority date they had at the time of the transfer.
15.5 Superseniority. The Unit Chairperson and Steward(s) for the purpose of layoff and recalls
to work following such layoff only, for the term of their office, shall be considered as
having more seniority than any other employee within their functional unit. They shall
be last to be laid off for lack of work or funds from their unit and the first to be recalled
to work in their unit following such layoff providing they have the then present ability to
satisfactorily perform the available work in such area without additional training.
Article 16
Job Postings
16A Examinations for classifications covered by this contract shall be announced with a
definite announced period for the acceptance of applications.
16.2 The last date for the acceptance of applications shall be clearly stated on the official
examination announcement and in the official newspaper announcement of the
examination. There will be no newspaper announcement for promotional examinations.
16.3 This filing period shall be at least seven calendar days.
16.4 Applications must be received at the County Human Resources Department before 5:00
p.m, on the announced last date for filing applications, be electronically submitted with
confirmation or be postmarked on or before that date in order to be accepted.
Article 17
Temporary Assignment
17.1 Temporary assignments are made at the discretion of the Employer in order to ensure
orderly performance and continuity of services. A regular employee temporarily assigned
to a higherjob classification for a period in excess of fifteen (15) consecutive working days
will receive the minimum rate of the higher classification or one increment added to their
current salary, whichever is greater. The employee temporarily assigned must have the
current abilityto 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:
20.1.1 Conduct or performance on the job which indicates a lack of ability to adequately
perform the duties of the position or classification held by the employee.
20.1.2 Conduct or performance on thejob which indicates a failure to produce the quality
of work the position or classification requires.
20.1.3 Conduct or performance on the job which indicates a failure to produce the
quantity of work the position or classification requires.
20.1.4 Conduct or performance on the job which demonstrates insubordination, which
is defined as a refusal to follow appropriate written or oral procedures,
instructions, or directions from a supervisory employee or department head.
20.1.5 The solicitation or acceptance of money or anything of value to influence the
decisions of an employee in public matters or as a reward for such decisions.
20.1.6 Being under the influence of alcohol, narcotics or any other controlled substance
while on the job.
20.1.7 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.
20.1.1OBeing absent from a scheduled work assignment during working hours without
permission from an authorized supervisory employee or department head.
20.1.11Stealing, misappropriation or conversion of County property or the property of
other employees or inmates, patients or clients of any County institution or
department.
20.1.12The willful violation of any reasonable Departmental or County rule or regulation
which has been adopted in written form and is known, or reasonably should be
known, to the employees involved.
20.1.13Has engaged in political activities restricted under Section VI, Subdivision L of the
Merit System Resolution and Rule 19 of these Merit System Rules.
13
20.1.14 Has willfully failed to pay personal bills to the point that creditors garnishee the
wages or salary of a County employee and cause a burden on the County.
20.1.15 Personal appearance or lack of cleanliness while on the job which exhibits
symptoms of lack of hygiene and bringing unpleasantness to clients of the County
or other County employees.
20.1.16 Reporting for a scheduled work assignment in clothing or other aspects
contributing to appearance, which an authorized supervisory employee or
department head has reasonably advised the employee is not acceptable or
appropriate for the work assignment or duties performed by that employee.
20.1.17 Have been convicted of a felony.
20.1.18 Has been convicted of a misdemeanor involving moral turpitude or casting doubt
on the employee's ability to properly perform his or her job.
20.1.19 Assigning overtime to oneself or to other employees without proper approvals in
accordance with County overtime procedures and/or knowingly working overtime
and incurring costs for the County where such overtime was not assigned or
approved in accordance with County overtime procedures.
20.1.20 Unlawful manufacture, distribution, dispensing, possession or use of a controlled
substance in the workplace.
20.1.21 Failure to notify authorized supervisory employee or department head of any
criminal drug statute conviction for a violation occurring in the workplace within
five days after such conviction.
20.1.22 Engaging in any act of violence or threats or other violations of the Oakland
County Workplace Violence Policy.
20.2 Disciplinary actions or measures may include, but are not limited to, the following: oral
reprimand, written reprimand, suspension or discharge.
20.3 Employees in the bargaining unit shall be entitled to their right to representation at an
interview, meeting or during an investigation that the employee reasonably believes
could result in disciplinary action or discharge.
20.4 If the Employer feels there is just cause for disciplinary action, the employee and his/her
Unit Chairperson will be notified in writing that the employee has been so disciplined.
Such notification shall contain the charge(s) against the employee.
20.4.1 Any disciplinary action or measures imposed upon an employee may be processed
as a grievance through the regular grievance procedure as provided for in this
Agreement. The Union shall have the sole right to take a suspension and/or
discharge as a grievance at the 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 discussthe specific grievance with his/her
immediate Supervisor. A Steward shall be present at this meeting; otherwise, the
complaint shall not be considered a formal grievance, as outlined in this Article.
The immediate Supervisor shall attempt to adjust the matter consistent with the
terms of this Agreement as soon as possible, and shall, within five (5) days give a
verbal answer to the employee.
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.
212.3 A meeting shall be held between the Parties within ten (10) days, unless mutually
waived in writing. Within five (5) days after the completion of the meeting, or the
waiver thereof, the Department Head shall give a written answer to the Unit
Chairperson or designee.
15
21.2.4 STEP 3 — Manager, Labor Relations: If the grievance is not settled in Step 2, such
a grievance may be submitted by the Unit Chairperson or designee to the Director
- Human Resources, with a courtesy copy to the Department Head, within ten (10)
days after the Department Head's written response has been received by the Unit
Chairperson or designee. A grievance number shall be assigned when the
grievance is submitted to Labor Relations.
21.2.5 The Unit Chairperson or designee must make a request in writing to conduct a
Step 3 grievance meeting and the Parties shall conduct a Step 3 meeting within
twenty (20) days of the receipt of the Unit Chairperson's written request. The
Union representatives at said meeting may include, at the Union's discretion, the
Unit Chairperson or designee, the grievant, the Steward and a UAW
Representative. In addition, a witness(es) may be in attendance if deemed
necessary by both Parties.
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 any time.
21.2.13 The Party seeking arbitration shall notify the arbitrator within ten (10) days of
his/her selection and begin to arrange the scheduling of the arbitral hearing.
21.2.14 Upon mutual written agreement of the Parties, an arbitrator may hear more than
one case.
21.2.15 Authority of the Arbitrator: All arbitration hearings shall be governed by the
rules of the Michigan Employment Relations Commission (MERC) to the extent
that those rules are not inconsistent with this agreement.
17
21-2.16 Any arbitrator selected shall have only the functions and authority set forth
herein. The scope and extent of the jurisdiction of the -arbitrator shall be limited
to those grievances arising out of and pertaining to the respective rights of the
Parties within the terms of this Agreement. The arbitrator shall be without power
or authority to make any decision contrary to or inconsistent within any way, the
terms of this Agreement or of applicable laws or rules or regulations having the
force and effect of law. The arbitrator shall be without power to modify or vary in
any way the terms of this Agreement.
21.2.17 The arbitrator shall have no power to establish or modify job classifications, to
establish wage rates, or to change any existing wage rate, work schedule, or
assignment, except for grievances arising out of the Wage Rates for New
Classifications article.
21.2.18 In the event a grievance is submitted to an arbitrator and the arbitratorfinds 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.
212.19 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.
10
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:
Chief Deputy County I 127 83,682 87,744 191,806 95,868 99,931 103,993 108,055 112,117
Clerk
Chief Deputy Register 125 75,902 79,586 83,271 86,955 90,640 94,324 98,009 101,694
of Deeds
DirectorElections127 83,682 87,744 92,306 95,868 99,9311103,993 108,0551112,117
+Elections Specialist I 119 156,639 59,388 162,138 64,887 67,637 70,386 173,136 75,885
(Micrographic 114 144,378 46,532 148,687 50,841 52,995 55,150 57,304 59,458
Equipment Operator
Supervisor
(Office Supervisor 1 I 113 142,265 44,317 146,368 48,420 150,472 52,523 154,575 56,627
(Office Supervisor II I 117 51,373 53,867 56,361 58,855 161,349 163,843 166,336 168,830
IlSupervisor County Clerk l 121 �62,444 65,476 68,507 71,538 74,570� 77,601 80,632 183,664
Supervisor County Clerkl 117 51,373 53,867 56,361 58,855 61,349 163,843 66,336 68,830
Vital Records
Supervisor Register of 121 62,444 65,476 68,507 71,538I74,570 77,601 80,632 83,664
Deeds
2. The foregoing schedule shall be effective the first pay period after ratification and approval of the
Board of Commissioners
3 After ratification, current employees will be moved to the next highest step that gives them an
increase, plus one more step.
a. Exceptions will be the current employees in the following classifications which will be
placed on Step 7:
i Chief Deputy County Clerk
li Chief Deputy of Register of Deeds
iii Director of Elections
iv. Election Specialist
27
Article 24
Eligibility for Employee Benefits
24A Unless otherwise noted below, all employees and their eligible dependents shall become
eligible for employee benefits beginning the first day of the month following their date of
hire. Except that, an employee hire date after the 152h of the month shall become eligible
for benefits on the first day of the second month following their date of hire.
Article 25
Adoption By Reference of Relevant Resolutions and Personnel Policies
25.1 All resolutions which have been passed by the Oakland County Board of Commissioners
on or before the adoption of this agreement, relating to the working conditions and
compensation of the employees covered by this Agreement are incorporated herein by
reference and made a part hereof to the same extent as if they were specifically set forth,
except as provided and amended by this Agreement.
25.2 The Union shall receive notice and an opportunity for discussion before any new policies
adopted by the Board of Commissioners are applied to the members of the bargaining
unit.
25.3 All other benefits and rules provided for in the Oakland County Merit System, which
incorporates the Oakland County Employee Handbook, that are not specifically set forth
in this agreement are made a part hereof to the same extent as if they were specifically
set forth, except as provided and amended by this Agreement. In the event of a conflict
between the Oakland County Merit System Rules and policies and this contract, this
contract shall prevail.
25.4 This shall include but not limited to:
25.4.1 Annual Leave
25.4.2 Death Leave: 5 days of leave will be granted for the death of a spouse and/or
partner, parent or guardian or child. Death Leave for other relatives will be
referenced in the Oakland County Merit Rules.
25.4.3 Family Leave
25.4.4 Hours of Work
25.4.5 Court Appearance/Jury Duty
25.4.6 Legal Holidays/Floating Holiday
25.4.7 Leave with Absence without Pay
25.4.8 Parental Leave
25.4.9 Personal Leave
25.4.10 Political Activities
25.4.11 Sick Leave Reserve
25.4.12 Tuition Reimbursement: Amount determined below
25.4.13 Work Connect Injury or Illness
pro
25.4.14 Length of County Service
25.4.15 Longevity
Article 26
Employee Benefits
26.1 Medical and Insurance Benefits: Except as set forth below there will be no changes to
current benefit levels through September 30, 2024.
26.1.1 The County may change carriers and plans as long as the benefits are comparable.
26.1.2 The County will not make any changes in the insurance programs that will result
in bargaining unit employees having increased costs for employee contribution,
co -pays, co-insurance and deductibles over current levels (as of November 1,
2020) of more than $1,000 total over the term of the agreement. Any agreed
amount changes resulting in an increase in costs will not occur prior to January 1,
2022.
26.2 The Union also agrees to participate in the Employee Benefits Task Force by providing two
employees within the bargaining unit, one will be the primary and another designee. This
task force will begin in January 2021.
26.3 The relevant Benefit Guides are attached (see Appendix) and the Plan Documents are
incorporated herein by reference to the same extent as if they were specifically set forth,
except as provided and amended by this agreement.
26.3.1 Included but not limited to:
26.3.2 Dental Insurance
26.3.3 Employer paid disability
26.3.4 Employee Assistance Program
26.3.5 Flexible Spending Accounts
26.3.6 Health Insurance
26.3.7 Hearing benefit: Please note this is offered through Hartford as an added benefit,
there is no guarantee that this can be offered through another carrier.
26.3.8 Employer Paid Life Insurance
26.3.9 Optional Supplement Life Insurance
26.3.10 Vision Insurance
26.4 Wellness: The County agrees to increase the annual payment for an annual physical from
$100 to $150.
26.5 Annual Leave Buy Back: The County will follow the resolution set by the Board of
Commissioners in August 2020.
21
26.6 Retirement:
26.6.1 The County will raise the match within the 457(b) plan from $500 to $1,500 per
year.
26.6.2 The County agrees that any changes made to retirement benefits with both the
DB and DC for unrepresented County employees and union represented County
employees, but not to include Oakland County Deputy Sheriffs Act 312 or interest
arbitration eligible bargaining units, will also be made for employees in this
bargaining unit.
26.7 Tuition: The current reimbursement maximum shall be $1,400 per semester and $4,200
annually. Should the amount be raised by the Board of Commissioners such increases will
also be made to employees in this bargaining unit. Parameters concerning the tuition
benefit are referenced in the Oakland County Merit Rules.
Article 27
Hazard Pay
27.1 State of Emergency: In the event of a declared State of Emergency where the public is
ordered to remain home by either the Governor, County Executive or County Health
Officer, those employees deemed "essential" and exempted from the provisions of the
"stay home" order may receive Hazard Pay for time spent at their worksite.
27.2 Should the county pay Hazard Pay to its employees, it shall be paid in an amount
determined by the Board of Commissioners.
27.3 Payments shall cease the pay period following the termination of the "stay home" order.
Article 28
Social Security and Medicare
28.1 The Employeragrees to provide Social Security and Medicare coverage to employees who
are subject to mandatory withholding under federal law and to employees whose position
require coverage under a Section 218 agreement between the State and the Social
Security Administration.
22
Article 29
Reimbursement for Mileage Expenses
29.1 Employees shall have the option of using a county pool vehicle when conducting county
business.
29.2 Employees electing not to use a county pool vehicle, shall be reimbursed for mileage
expenses in accordance with the County's established procedures.
29.3 Employees who use their personal vehicle for County business shall be reimbursed at the
IRS federal standard mileage rate for all miles driven in County service.
Article 30
Retiree Insurance
30.1 Bargaining unit employees shall be eligible for the current retiree insurance and
retirement health savings plan as set forth in the current rules. Eligibility for these
programs shall extend beyond the expiration date of this agreement for employees
covered by this agreement provided it is understood between the parties thatthe County
shall have the right to change insurance carriers and plans for retirees so long as the
benefits remain comparable.
Article 31
Emergency, Inclement Weather, Facility Closures
31.1 Weather Emergency
Employees who are unable to report to work on their regularly scheduled shift because
of severe weather or other conditions which interfere with access to their work sites may
use accumulated paid leave to cover their absences. Employees who do not have
sufficient accumulated leave to cover their absences will not be paid for the time absent.
312 Facility Closure
If a situation arises that causes facilities to close, the employee shall be paid for their
regularly scheduled work shift.
23
Article 32
Training and Certifications
32.1 Employees who have attained or are completing professional certifications in their field,
shall be entitled to complete the necessary requirements to maintain those certifications.
32.2 The Employer shall pay for conference registration, session fees and necessary travel to
maintain or acquire the professional certification.
32.3 The Employershall pay for required trainings and related travel that are necessary for the
performance of an employee's job duties.
32.4 Any expenditure set forth in the sections above shall be subject to prior written approval
by the department director or his/her designee before such expenditures are incurred,
but such approval shall not be unreasonably withheld and it is understood that a
maintenance of job related certifications is encouraged and desired by the County.
Article 33
Casual Days
33.1 All employees shall be provided the ability to dress casually with the approval of their
supervisor, but such approval shall not be unreasonably withheld, as long as the Employer
casual dress code is observed. Employees are to be mindful of the activities of the day
and dress appropriately for each activity.
Article 34
Remote Work Study Group
34.1 The County agrees to form an employee task force to study and provide
recommendations on remote work practices to be implemented once the COVID-19
pandemic is no longer deemed a public health crisis. The Union may designate a member
of this bargaining unit as a representative to serve on the task force, along with
representatives of other County bargaining units and non -represented employees.
Article 35
Termination or Modification
35.1 This Agreement, including its appendices, shall remain in full force and effect until
midnight, September 30, 2024.
35.2 If either party wishes to terminate or modify the Agreement, said party shall provide
written notice to the other party to the effect. Said notice shall be made no longer than
one hundred twenty (120) days prior to the termination date in Section 35.1, above. If
neither party gives a notice of termination or modification, or if each party giving notice
24
of termination or modification withdraws said notice prior to the termination date in
Section 35.1, above, this Agreement shall continue in full force and effect from year to
year thereafter, subject to timely notice of termination or modification by either party in
subsequent year(s) of an extended Agreement.
35.3 Notice of termination or modification shall be made in writing and shall be sent by
Certified Mail. If said notice is made to the Union, it shall be sent to UAW Region 1, 27800
George Merrell Drive, Warren, Michigan 48092; if said notice is made to the County, it
shall be sent to Oakland County, Director - Human Resources and Labor Relations, 2100
Pontiac Lake Rd, Waterford, MI 48328; address changes shall be made available to the
other party, where applicable.
35.4 It is agreed and understood that the provisions contained herein shall remain in full force
and effect so long as they are not in violation of applicable Statutes and Ordinances and
remain within the jurisdiction of the County of Oakland.
35.5 Article 30, Retiree Insurance, is not subjectto the termination date in Section 35.1, above.
The termination of this agreement shall not act as a termination of the insurance benefits
of current retirees, who's benefits shall remain subject to the conditions set forth in
Article 30.
25
Signatures
In witness whereof, the County of Oakland and its Office of the County Executive, by its Director,
Human Resources and Labor Relations Department, and representatives, UAW, Local 889, on
behalf of its represented employees, hereby cause this Agreement and Appendices to be
executed.
FOR THE UNION: FOR THE EMPLOYER:
UAW Region I, Interin�naationai s icciinng Rep.
UAW Local 889, 1"Vice-President
/U,'A?Unit Chairpet n
1 F�
County Executive
r,
l� 11
Chairperson, Board of Commissioners
G'
Director, Human Resources
01
4. Employees will continue to receive a merit step increase for the remainder of the EYE 2021 and
future years upon an acceptable review from their supervisor.
5. Should a supervisor fail to provide a review in time for an employee's Merit review date the
employee will automatically move to the next step.
6. Under the sole discretion of the supervisor, employees may move up more than one step with
appropriate justification from the supervisor (this decision shall not be reviewable under the
grievance and arbitration procedures).
7. The County has the authority to place new hires in any step within the classification taking into
consideration job experience and other factors requiring a new hire to start above the base
salary.
8. A 1% equity adjustment will be made to all current members of the bargaining unit upon ratification
of this contract based on current regular annual salary.
9. October 1, 2021: 1% general salary increase and a me too based on non -represented annual
general salary increases.
10. October 1, 2022: 1% general salary increase and a me too based on non -represented annual
general salary increases.
11. October 1, 2023: 1% general salary increase and a me too based on non -represented annual
general salary increases.
28
Appendix B
Current Medical Plan Options
m Comparison
ov
APPENDIX B
JMPCIRTANT NOTE This document is not a contract. It is intended to provide a comparison of available benefit options and to summarize the provisions and features
of each plan. Please refer to the Summary Plan Document (SPD) to confirm coverage details. Every effort has been made to ensure the accuracy of this document.
In the event that the information contained in this document differs from the SPD, the information contained within the SPD will prevail. This document does not
establish or determine eligibility for benefits or procedures, nor does it constitute an amendment, modification or change to the SPD or to any existing contract. All
coverage is subject to medical necessity guidelines as outlined in the SPD.
*In order to be eligible for benefits as specified in the SPO, services received by a Covered Person must be administered or ordered by a Physician, be Medically Necessary
for the diagnosis and treatment of an illness or injury and allowable/covered charges, unless otherwise specifically noted in the SPD.
AV.1rI<ABLETOALL
AVAILABLE TO ALL.
.AVAILABLETOALL
AVAILABLE TO ALL
ONLY AVAILABLE TO
EMPLOYEES
EMPLOYEES
EMPLOYEES
EMPLOYEES
EMPLOYEES
CURRENTLY ENROLLED
PPOI
PP02
PP03
ID40
TRADITIONAL
BENEFITS
ASR Health Benefits
Blue Cross/Blue Shield
ASR Health Benefits
Health Alliance Plan
Blue CrossBloe Shield
PPO Community Blue
(HAP)
Traditional Plan HUBS)
Plan
wex.vsrbultbbenetib.com
ww.v.BC.'BSM,cem
v o--,sncaft ben f.11om
wmv.ILAP.orv,
.vww.BCBS\Crum
Employee Bl-Altaly
S32I$65/S75
$42/$70/$85
S16/S35/$45
S32/$65/S75
S521$99/S94
Contributions
NO COVERAGE
Re,ferto the 2020 Your Total
Compnisation Statement for (Earain s)amount
Onion
Nrovork(s)
HAP Alliance Health &Life
Blue Crott/BIuc Shield
HAP Alliance Health &Uri,
H.Ith Alliance Plan
Blue Croes'Bluc Shield
PPO / Physicians Carer
PPO / Physician' Care /
IIMO
CGNA i Mulddan
CIGNA /Multiplim
Deductible(s)
$200 per persomS400 per family
S 100 per persmt/$200 per
$250 per person/$500 per
NO Deductible
S200 pet pusmvS400 pet
pme.leame,vcar
f tilt' per calead. vs.
family nc,caleada year
famdv per calatdmycar
Coinsurance
0% for most scrvmcs; l0% all
10%a0erdeductibleas
20% after deducdble as
No Cmisumoce
10% after draimbble as
dtalammlcasmved.
noted 50%for pmrate dory
noted 500.a after deducnbla for
noted 254; for private du,
ours o.
➢rivatc time omairm
nuRmq
Coinsurance Maximum
S1,000 per persorvFewly per
S500 per perseN31,000 per
$ 1,000 per pn sar/$2000
Not Applicable
$1,000 per persen,'fdy
calrndaryear.
family per calendar year,
per family per calendar year
per calendar year.
I INPATIENT HOSPITAL C—RE
General Condrtimss
100%,
90% after deductible*
80%af. deduetlblc*
100%'
70090`
Semi -Private Drugs
Banetnc Came, $1 000
It Care Prot
Meats
Hospital Eywpnrc tt
Special Diets
Nmsinu Care
I
I OUTPATIENT HOSPELAL
Emu envy Room Carc
CARE
$100 a,pay
More"
$100 eepay, deductible and
5100 cmpay
{
$100 repay
Accidental Iniwacs
I
( coinsurance may also apply for
,
y
BENEFITS
Med�cil Pnrngcnaea
Pbys(exl Therapy
AVAILABLE TO ALL
EnPLOYEES
PPOI
ASR 11,,Ath RRnefim
,vn,acnc�drbhcndiR.cum
Copay waived for
acadenml injury or rf
adoded
100 —
URGENT CARE -
UrgcntC.Vum
1 $20e.paY
PREVEN'LATIVECARESERVICES
Routine Health Ma,ntenanec
I0o%"
Eva.—ntelude, chest
EKG, dmlesterol urccra,g
and
Other select lab procedures
Routine Physical
1009u"
Routine Gynecological
t0O%d
E,ant
Routine Pap Smear
wc%°
Screailng — laboramp= mid
paltolocy services
Well -Baby Child Care
10001;,*
Viso,
" 6 visits, birth tlo oupb 12
mrodrs
• 6 vists, 13.wnth-,
through 23 months
•6v;si ,24 months
limn"), 35 n amhs
• 2 visits, 36 months
dnough 47 months
• Vrsim bcyood 47
months are limited to
ne per member per
calendarvear
EMPLOYEES
PPO2
Blue Cross/Blue Shield
PPO Community Blue
Plan
,..rcmnd.n.nr
Copay waived for awideroA
injury or Tadmitted
90",6 after deduefible*
60 combired visits per e.l.dm'
yur.
AV'.AI LABLE 1'0.ALI
EMPLOYEES
PP03
ASR Rfcdth Benc6tS
,,.. w. aseheo Ith henefi rs.enm
some services Copay waived
for acadental utjmy or R
admitted
80%after deductible-
1 $20 repay I S20 copay
1009fi" 10090*
EMPLOYEES
HMO
f1c,Ad, Alliance Plan
(HAP)
"I'll P.nre
Copay warved rf admitted
100V
Includes Speech Tlrarapy
atd Occupational Therapy
Up to 60 eoa eatai,e osu.
per benefit period- Mav It,
tendered at home,
$20 copay
10096'
ONLY .AV,AILA RLE TO
ENIPLOVEES
CURRENTLY ENROLLED
TRADITIONAL
Blue Cross/Rlae Shield
Tradifional Plan (BCBS)
'— BCBJnt..o n1
Copay waived for accidental
injury or if admitted
90%aftadeducnble.
60 combined or consecutive
visits per e deader year.
i
� 909'o after deducnbl."
100"/n.
100%
too.W
IOU-1V
100 V
100%*
t00%°
1MV
100%,
lo0x"
100%*
100%.
100%' 1
100%.
lDo%*
t00%-
t00% -
Plan covers 8 visits (Idrdr
No Gouts on number of,ishs
Parr .... ts 8 ours (birth
through 12 months),
through 12 months)
31
WAILABLF. TO ALL
EMPLOYEES
PPOI
BENEFITS ASR Health Benefits
rhenhhbenefi N.a>_
under dla health
maintenance cram benefit
Advltand Childhood
100%°
Prcvenhve st'v and
ImIn11111Ltt10ni x
mcommcnded by the
USPSTF, ACIP, HRSA or
,abrr,.n otS aS fee09n1%Rd
by BC BSM, ASR and HAP
Mat are w rr,o,brooe w,,h
the provisions of Me
Patent Pr,o,rdon and
Aftbtdable
Care Act
Routine Fecal Occult Blood
100%*
stoc,, ine
Rout to Flestblc
100%,
Siummdoswpa Lunt
Rnuto, Prostate SproiE.
100%*
Antr. r.1 PS.A) &Ittoiae
Routine Mammam ogrand
100%'
Related Reading
Celonoscopy—Routine to 100%*
Medically Neec,cuy
MENTAL HEALTH CARE
lnpatcnt Menml Heald, 100°%'
Outpatient D4enml Health S20 copay
Visits
AVAILABLE TO
EMPLOYEES
PP02
Blue CroasBlue Shield
PPO Cnnlmunity Blue
Plan
,.,�„ .RCLrshLenm
100%^
100°6"
100%'
NOTE: Subscquam medmally
nto,a mammograms
perfomoed during the same
Calendar yea art Subject to
your deductible and percent
cmnsmance
100%.
NOTE: Subsequent
eoloaoscapies peafomred
doing 0a sanm calendar yea
are snbjcct to yow deducible
and percent.t.rance.
90 .dta deducible"
90 % after deductible'
Ofiee Vi w $20 copay
AVAI LA RLE TO A Id,
EMPLOYEFS
PP03
ASR Health Beuehts
vhealthlrenefitzuim
Uj0°•ox
100%,
100V
100?s
lop%�
NOTE: Abdically noccssary
moiunogrmns are subject to
your deducible vld peimot
oo111Slaallee.
100n,,"
NOTE: Subsequent
cnlovottopies perfroro d
dorm, die same c:devdm yeas
are subject to your deductible
and parcent wm5vraoco
So%after deduciblo'
S20 wpay
EMPLOYEES
M10
Health Alliance Plan
(HAP)
r.11 AP os
100%'
100%,
S20 copay
EMPLOYEES
CURRENTLY FNROLLED
TRADITIONAL
Blue Cros Blue Shield
Traditional Plan (BOBS)
wnw.BCRSM-rom
100%t
100%*
100%'
t00%'
100%'
NOTE: Subsequent medically
oror,,ar, mammogmms
performed doing 0,e same
calendar year are subject to
vour dednctble.od percent
coursruauce
NOTE: Subsequent
colouoscopics pedorzned
dunny the same calendar year
are subject to your dedoorible
a0dp�ocen[ comstra000
100%'
t00%-
32
AVAILABLE TO ALI
AVAILABLETOALL
AV.AIL.ARLE TOMA,
AVAILARLE TO ALL
ONLY MkILABLE'1'0,
EMPLOYEES
EMPLOYEES
EMPLOYEES
EMPLOYEES
EMPLOYEES
L-L Eo
PPOI
PP02
PF03
ITNIO
TRADITIONAL
BENEFITS
ASR Health Benefits
Blue CrossBlue Shield
A.SR Health Benefits
Health Ail{ance Plan
Blue Croaa/BIue,Shield
PPO CommuniN Blue
(HAP)
Traditional Pian (BC/Id--)
Plan
n.aanc"dthb¢,; Grm'com
w.RC&SRLcnm
rv_wm•.aznc�;dt6beuNi[.eom
m.H VPnw
wasa«.Bf'BSatcnm
hvpadrnt Suhstance Abr¢L
I00%*
90%a tie, deducdblc"
30 fttr dcducvblc'
I00%1w
Care Cben,m l Dem&,,w
Outpadeat Substance Abuse
$20copay
90% afar deductiblz^
S20 copy
S20 copay
100%*
Care ChcmmW Dmendency
Oftia: visit $20 mpav
Innpproved facilibts onto
I SPECHOSPITAL PROGRAMS - LAL
II
Hospice Care
100°a'
l00°0'
8O%after deductible'
Covered up to 2 10 days per
IWl9 of.ppmved amount
femme
SpeuRed Hiuiin 0r8an
100°%' -
90%NI004o`
901$ aher dcducnhlL`
co"doccadingmplal
100°om approvtd tacihoes
Ttamplants
Covered aaoNiny to pl
uddl
�urdd6lcs.
MEDIC\L AND SURGICAL CARE -
_
Surgcty
t00%"
90%aficrdeductibic`
30".'°after dcducublo*
100%"
100%*
Voluntary xrnndswgical
Voluntary scemlds yical
echwcai Sulglral Asslsc
100%*
90% afw deducdblce
30%after de&d,ble
DDIIIIOII $2 LOpa)'.
100%.
OpiniOn On ecrgllt SnrGenet,
100%" �
I Ues(hcsia
10MV
90% after ded,cnblr"
J0°6 aher deductible'
100%`
100%' I
I Maremrry Care D.].,Ly
100%'
90% after dednmblt•
Sit% after deductible`
IOn%"
100%a
Pre -and Voet-Natal Care
100%'
100%'
1110% for some pr,ua'l visit,
10096 pie-narol Vlsres'
100%pte-natal vlsG
odlenvisL 80%after
S20 Spppso-nalel msits
90%atindzduwbleposl-
dbla"
nl xts"
I lnpahenr hledreal Cwr
100°'°'
90%after dadudddz'
8U% U%after tleducuble'
100%,
I00%W°b« - I
Inpatient Consultations
I00°;r
90-A afro deduedblt'
S0%after deductible'
1008'°*
100%"
Labnruop k.l'adlolo8y'
t00°6*
90% it. deductablz'
80% aher dednc¢blz+
100%"
90% after deductible• I
Uragnoshc Servmzs
100%^
90% ohtr deductible'
30% otter de&e"bla"
100°a'
90°,6 ahcrdadu.uble'
Dla lostic and Tltempeuuc
100%'
90% after deductible°
S0%.vfw deductible'
Covered`
90%after deducdblc'
Radiology
.ADDITIONAL BENEFITS
--
OfficeVisits
$30 copay
$20 copay
$20 copay
S20 copay
90% after deductible" J
Chiropractic Care
520 mpay
$'_0 coprsy
S20 spay
Not Covered
90% after drducbblc`
Limped fo 38 Vlsltsperc:dendar
i.Imitcd to 2J vises per
LlmrtedmiB .Isua per
Limited to 38 visits pzr
Veal,
c+lcndm v..
calendarvwr
calendar v�r
I Allelrry Tashnl;
IOU°a"
I00%'
3U"id after deductible'
521) copay
90% aher deducnbiL'
Allnty'EleraD\'
I00°o'^
I00%.
80%afterdcduchble'
100%"
I
90%after dtdumblL°
.AmbW.lr Servmee
90°,o attar deductible"
90%ofi-dtducpbe"
90% after deductible"
11011%.
90% aher deductible'
33
BENEFITS
Durable Medical Egatpmedt
D nituc Supplies
Prrete Duty Nursing
Sloped Nucaay
Assitted Reproducure
T,eatment
Voluntary Stcrilivticn and
FDA Approved
Contr-acepbvo Methods
PROORA➢t PROVISIONS
Our c.fNah ink Servi«e
Paymmrt of rove:ad
Seance,
EMPLOYEES
PPOI
ASR Health Renefits
w'na.:a.rhnhhbenefira.com
90% aft<r deductible*
90%No Ardmal Deductible"
90%afw dedecuble*
100%"
Not Carcrcd
In general, Plan pays 85%of
app,."d eutaunt tens applicable
copays For diabetic supplies,
durable medical equipment, and
private daty nursing, Plan pays
75%ofapp, awed amounr after
deduevbl. 6f applicable)
PrzfI d (Nenvok l H.eal,
100% of coveredbe, l ell .
Nod-Neneork How, dal.
V., 'If approved lv ynrat arr..
Poefecred(N,..i,f Pln smrwn-
Ou�eti
10TI ni, S20 repay
Non-nettvodr Plrv'iaane -
Outrann
85olo of approved pzrymat aennwrt
afer$20.pay,
AVAILABLE TO ALL
E01PLOVEES
PP02
Blue Crie eBlue Shield
PPO Community Blue
Plan
x"'BC'RSNLcom
90%after deductible'
90%atierdedacuble-
50%after deductible"
9o% after deductible`
Not Cc orrd
100%.
Plan pays 70 % of approved
amoaat, aft" out-of=network
deducvble, less apphcable
.Pays.
Prcknedlicetvvnd,) Ho, ..ls;
9096 of mveredbenrids, after
dMaeuble
Non -Network H mhsls,
70% of approval Paynaost
..an after udf. nemodc
deducvble
Hefar ed fNzuvcue) Pnsiciau:
10TI. af"S20 WPay.
Non -network Plrvsiciaru;
70% ofapproned payanenl
amdwrt atta outbf rerwod<
deduntble and S20 coley.
AVAI f.A BLP, TO ALI.
EM1(PL01'FF.B
PP03
ASR Health Benefits
nlvw.asrhnithbenefa c oar
80°6 after deducvble'
80N after deducvble'
50%alter dedecuble'
80%after ticducnble
Not Covered
10m°0
In general, Plan pays 6506 of
approved amount after
deductible less apnhcablc
copays. For pm am duty
nursing, Palm pays 50%of
apprnvea amount a0er
deductible,
Pref udNotaak Hm uals:
30^/0 o£mvz,zd beneEts, kss
appliublededucvble,
Noo-Nctworlc Hosoaak
65%cf*,..,d pi sat
s uourr afterdeducuble
Preferred(N�..k)Phv,aetnu-
Or vere
100%after S20 repay
Noo-rawrnk Plnalcfans'
0u —
85° rifap, o..I prymat
wvoant a%,$20.pay.
AVAI L\BLH TO ALL ONLY AVNLARI.E I'0
EMPLOYEES F,BIPUMIES
CIIRRENTI,Y ENROLLED
HNIO TRADITIONAL
Health Alliance Plan Blue Cross/Blue Shield
MAP) Traditional Pia. (BC/PS)
x IIAP.or
t00%.
Not Covered
100%
Up ro 730 days
ewable after 60 dsys'
100%•
One attempt of anfia.d
insennnaticn per Ufnnne
100%"
Not cdvcrcd sapt for
.uo'g nctes
Copayv :u noted,
wwry IWIi511Lnnn
90%after dedecuble'
90%'fla dedncnbde"
75% after dedecubld
I00%i
Not Coveed
100 a'
Panic mvnc HH�11
100 %of covcrcd benckrs
Nmmisunau�tinu Hamirak
Inpatient care in ncute.,,ve
hospital-$70a day.
Idpa6,:dt arc to Mhct 1:dsPnah-
S15 a day.
Mediorc Swc, W'
I0v' of BCfiSNYsapp.'a'd
anWnnr
34
BENEFITS
EMPLOYEES
PPOI
ASR Health Benefits
4H,ABLE TO ALL
EMPLOYEES
PP02
Blue Cross/Blue Shield
PPO Community Blue
Plan
.4V 41 LABLE TO ALI,
EMPLOYEES
PP03
ASR Health Benefits
EMPLOYEES
HMO
Health ,Alliance Plan
(HAP)
EMPLOYEES
CURRENTLY ENROLLED
TRADITIONAL
Blue Gross/Blue Shield
Traditional Plan (BURS)
www.asrhealdrbenefits.com unIV 13C'BSRt.com wms\:aVhealthbeneOL,Q,. w.IIAP.(.a v.ECBS\Loinr
NOTE; Hearing aids and soneces are not covered under anv Oakland Cauuy medicalplans. 1.
PRESCRIPTIONDROGPBOGR.AhI-
Retail Prescription
Naviwv
Carrier
v,navi'a corn
Mail Order Prescripdon
X,nnxi ;
Carrier
mw\v.noviwe con.
Paefielpatine/Nemork
Pharmacies
Non-Partmpiiun'Nnn-
Nenvork Pharmacies
Maintenance Drugs
covered / Copays,
Tic I: $5 Most Gencncs/Some
Brands;
Tier 2: $20 Preferred
Brands.!Some Generics;
Tier3: S40 Non -Preferred
preduds b ould include both
brand and generic)
Scicct Birth Control pols
covered $0 copay.
Paid at the in-nelwmk cosy has
$5, $20 or S40 cop-y
h1mnteranee drugs taken on a
Ion.. Germ basis can be filled as n
three-month supply for a one-
onth copay duough ether the
Mml Order Ding c o ter m at a
actad pharmacy.
Naa+Ns Navifus
V.rla\I[nS CnnlyvvWna\'llnf Ctlnl
NoviAus NGVX.,
waro ra viznc urn \\nvw ne"'I" in,
Covered / Cop:rys:
Tic, I $5 Most GenencsGoma
fronds;
Tier 2: $20 Preferred
f rerds/Some Generics:
"Pier 3: $40 Non -Preferred
pmduets (could include both
bland and generic)
Select Birth Central pills
covered $0 copay.
Paid at the in-nebvork cost, las
$5, S20 .,SAG copay
Maintenance dnigs taken on a
long term basis cur be filled v
a thou: -month supply for a
one -month repay dough
.0rer the Mad Older Drug
canter .,at a entail pharmacy.
Cov red / Cnpays:
Tier 1. $5 Most Genetics/Some
Boards;
Ti. 2: $20 A efen ed
Brand.Sonie Generic;
Tier 3: S40 Non -Referred
products(could include ball,
brand and generic products)
Select BiGh Control pills
covered $0 repay.
Paid at the in-rehvork cost less
SS. $20 or $40 copay.
Maraciance d(Uga taken on d
long -tern basis can be fillal in,
a due,-mmnlh re,pIy fi, a
ire -month copay throngh
either the Mml Order Dnu
carrier or at a retail phnrnucy.
Helth Alliance Plan
\""14
Pharmac, Advan rage
www Phaamdn' AdvanmoeR
\corn
Covered / Copays
Tml I S5 Most Geocric:
T(cr2 $20 Selat Brand
rev'
Tic, JS40 Non-Prafcned
Select Binli Control pols
covered $0 cnpay.
Not Covered,
hitimmniancc drugs taken on
a Imtg-icier basis — a 30 rr
90-(lay supply, whichever is
greatar, can be obtained for
a one-nionth'rP" atyem
local phanneev
A 90-day apply of
maintenance drugs may be
c oined th.r,h marl order.
Navibi,
I'll, rll'lllli con,
N.iX.a
\\� m mi<ucaim
Covered / Copays
Tier I: $5 Most
Genenus;Sume Beoida,
Tier 2- $20 Preferred
Btan(LSome Gen. ic.
Tier 3: S40 Non -Pa dewed
products (could mcluda brand
and genene)
Select Binh Control pills
covered SO copay
Paid at the in -network cost
Icss $5 $20 or S40 ..opay
htalntenarec dNGa taken on a
long -trim basis can be filled
. a three -marl, supply for a
one -month copay Ihioogh
Other the Mail Order Deg
ca,ie or al a read pharmay.
35
BENEFITS
Alt': W'hde m the 111.17'tt14
dnigr are emrred vnJer
pu:v nied¢al p/an
AILABLE TO ALL
EMPLOYEES
PPOI
ASR il"Ith Benefits
wwss- asrhudthbenefiN.enuu
If on request a przscription be
filled with a brand name drag
and drero is a generic equivalent
avmlablc, you will be
responsible for the Tier 3 copay
plea the differential between die
rant oft[ c brand and the gene is
drag Ifyour doctor rakes the
,quest, you will be responsible
for the Tier 3 copay.
EMPLOYEES
PP02
Blue Cross/Blue Shield
PPO Cummnnity Blue
Plan
svwts. BCDSNI.com
Ifyou,qucst a pr scuptiou
be filled wilt a brand name
drug and there is a generic
equivalent available, you will
be responsible for the Tier 3
copay, plus the differential
between We cost of the brand
and the gene" drug. If you
doctor makes the request, you
will be responsible for the
Tier 3 copay.
AVAILABLE TO ALL
EMPLOYEES
PP03
ASR Health Benefits
wwsv.asrhe:dth benefiN.cum
Ifyourequesta prescription
be 511ed with a brand name
drug and face is a generic
equivalent available, you will
be respites, ble for the Tier 3
copy plus the diffenart
between die cost of the brand
aid the generic dnrg Ifyou,
doctor makes the request you
will be responsible for the Tier
3 copay
ULABLE TO ALL
EMPLOYEES
11A10
Ilealth Alliance Plan
(HAP)
vw.tiA Poirs
Ifyou request is po,.6puan
be 511ed wilt a brand name
drug and there u a genene
available, you w ill be
e,nosible for the fill cost
differential between the eact
afthe board and the copay of
the genetic drug. Ifyou,
doctor makes the request
you will be nsponeib[e for
the Tier 3 copapmart
ONLY AVAILABLE TO
EMPLOYEES
CI I RRENTLY ENROLLED
TRADITIONAL
Blue Cross/Blue Shield
Traditional Plan (BC/BS)
x.BCBSM arm
Ifyvcrequest a prescription
be filled wilt a bind name
drug and there is a geoene
equivalent avm[able, you will
be responsible for the Tier 3
.pay plus the differential
beM-een dte roar of the brand
and the ger ne ding Ifyou'
doctor makes the request you
will be responsble for the
Tier 3 copy
Appendix C
37
APPENDIX C
aVAILAHLE'FU AVAILABLE TO ALL dVAILARLP, TO ALL AVAILABLE TO ALL
RU%l0,k IS FRIPLOYEES EMPLOYEES EMPLOY6..S
High Plus High Standard Modified
BENEFITS
Delta Mental
Delta Dental
Delta Dental
Delta Dental
.vnarAdtadantalmi.wm
w' ,dcltdenralo.i.cmu
aw+vdtlLuicn Ldmi_<um
avaam.ddtadrndlmi.eam
Employee Bi-Weekly
--
Contributions/
SLIS 1$1.73/55
$1.15/SI.73/S5
SO/SO/$0
(SLIS)/(81.73)/(S3.27)
(Enmin")
NO COVFRAGF
-
Option
Refer to the 2020 Your Total Compensation
Statement for (Eacnim)
atuounL
�NeOvork(s)
Delta Drnta(PPO(Ua1LI
I Uelta Dental PPO..'Delta
I Delta Uen4vl PPO/Ualta
Delta Dental PPO;Delm
Dental Premier
Dental Premier
Dental Premier
Dental Pmuuer
l DIAGNOSTICS AND PRE'ENTIVE
- —
DiaywShnandPrcrenucc
100°.�
100".b
100%
100% —�
S.'v res,',ibae and
ew•uns..ileanmgs, fluoride,
and spaee maintainers
Enrargoncy Palliative
100°%
100%
'00%
100%
Trcatrncnt _ In tempmanly
rclmoc vain
Penodental Alaintenvme--
)0(1%
10D°fi
)DOM
JI
100%
d<aningsf llowing
paiodontil [hempv
Dental Scalanls—cfaldren ht
100%
1001/.
100%
I'M%
years and ua&,
Oat Clancnr Brush Binpw
1000•°
100%
100%
1100°i6 -
BASIC SERVICES
Radio• � y.
;,raphs—X-ro ;
35^�°
35"i°
j 8S°io
—_a
SO%
Mine, Restorable Services
85%
85i;
SS%
)
50,
—ccaia." a (whitc ) fillings
and craaan mpeir
Endcdonne Serctees—root
si%
ss%
85n,
50%
[and,
Pcnadnnnc Sonaccs—rn
S59b
85%
85%
50°6
Lea[ g. disease
Oral Surgery Samie.—
85%
85%
85%
50%
et'"YIJn. Snd dcaW
sm 3crY
M.,., RcstaaLvc Senie,s
35%
855o
85g6
—aotvns
38
AVAILABLE TO
AVAILABLE TO ALL
AVAIARLE TO ALL
.AVAILABLE TO ALL
RU 9, M & IS
EMPLOYEES
EMPLOVEFS
EMPLOYEES
High Plus
High
Standard
Modified
BENFFiTS
Delta Dental
Deity Dental
Delta Dental
Delta Dental
+vw.deltndenialmi.eam
v.++e.delrwdenra)mi,<om
w.delmdtnlaLni,om
rw.deltaden tvlmi.cnm
Odatr Basics,a 6e.—
S5%
85 %
85%
50.11
ine.djam,mia SUYIctS
Relines and Repnns—to
8596
8596
85 %
50-1
budges, denture, and
mplarui
➢WORSERVICES
Pm,4bodma.S,bees—
50%
50%
50.1;
Midgts, implant, and
dentwes _
VnLLUV1VtYI It, 3hKvlcib
1
Orthodontic service.—
16%
50%
50%
_
50-A 1
nmor brat umt for tootle
;vidanee, bar banding
treatment, and monthly
ac4VC trCalr+IDnt vtGLt
LMbodona. NLxmum
$1,000 per rli,ble memberper
S1,000 member per
$ 1,000 pa eng+blInnmber par
S750 per elig+blt mcmberpe,
Lmn
hichmt,
Ilfile nrc
lifetime
lifetime
Ortbodontie Ape Limit
Up to age 19
Up to age 19
Up to age 19
Up to eta 19
1 PROGRAM/PROVISIONS
-
Dedmublc.
.$25 per perenn 5S0 per
Sa_S per prnonlsi0 pu
125 per pawp!SSO per
121 perptno 1%S10 per
fmmly/oa edendar vem
Fandvrper eakndw yea.
lenuly;per calend:n year
I:+miWluer wlend.n year
Ma aama Benefir
SI,500 per indi,dnal per ealtndar
S1.500 pp mdividwl peg eaIrndar
S 1,000 per iudivdual pe, cdeadar
S750 per indivdual per ealeadar
vev.
year
Yea,
y�
All benefit, M1 «d on maumwn
All benefin bald m mm<imum
I All Iw+efits based on msbnom
All b_mefin raced mi mavimum
,pp.ovcd fcec
approved f+.+s.
;+ppm¢d fax
appmvadfie,.
NOTE: For additional information, refer to the Delta Dental Certificates and Benefit Summaries found --I, fur, rum/benefits under
Medical/Dental[Vision.
M
40
APPENDIX D
BENEFITS
Employee Bi-Weekly
Contributions
NO COVERAGE
Option
Nerivork(s)
EVE EXAM
Vision Examinations
LENSESANI) FRAMES
AVAILABLE TO ALL AVAILABLE TO ALL
EMPLOYEES EMPLOYEES
High
National Vision
Administrators (NVA)
mvw.e-nva.com
$135 / $2.88 / $3.85
Standard
National Vision
Administrators (NVA)
wwa'.c-nva.conr
$0/$0/$o
No Earning is provided for No Coverage option.
National Vision Administrators I National Vision Administrators
1 $5 copayment
Lenses: Standard Glass or
Plastic / Covered 100% after
$750 copayment
Lenses and Frames
}Tames: $100 retail al lowaree
/ 20%discount off remaining
balance for dames that are not
oro_prietary frame brands.
i CONTACT LENSES
Contact lenses
$50 allowance
PROGRAMMROV1SiONS
Benefit payable every 12 months.
Benefits Payable
Benefit availability will start over
on January 1 (following a 12-
month period).
$5 covavmeni
Lcnscs: Standard Glass or
Plastic / Covered 100%after
$7.50 copayment
Frames: $100 retail alfmance
/ 20% discount off remaining
balance For Karnes that are not
raorrietary frame brands.
S50 allowance
Benefit payable every 24 months.
Benefit availability will start over
on January I (following a 24-
month period).
Additional Discounts I 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
,..A
APPENDIX E
RETIREE HEALTH CARE ELIGIBILITY
Once you have attained the required years of service and age, you are eligible for health coverage
as a retiree from Oakland County. The eligibility is dependent upon your date of hire as an eligible
for benefits employee. The schedule on the following pages applies to non -represented
employees. If you are represented by a bargaining unit, the dates may vary and you are
encouraged to contact the Retirement Unit to determine which schedule applies to you. In all
cases, except as specified differently by some Sheriff bargaining agreements, you must have
met the requirements specified on the following pages and be at least age 60 with 8 years of
service or age 55 with 25 years of service for coverage to commence.
At age 65, Medicare becomes the primary coverage and the coverage available through the County
becomes secondary. Standard dental coverage and standard vision coverage is also available to retirees.
Employees hired prior to September 21, 1985 are eligible for full family health coverage at
retirement. Age 60 with 8 years of service or Age 55 with 25 years of service.
Employees hired on or after September 21, 1985 and before January 1, 1995. Dates may
vary by bargaining unit.
Total Actual Service
Paid Health Coverage
With Oakland County
Direct Retirement
Deferred Retirement
Less than 8 years
None
None
8 — 14 years
One Person*
None
15 — 19 years
Family
One Person*
20 years or more
Family
Family
*Retiree has the option to pay the difference for a family policy.
43
Employees hired on or after January 1, 1995 and before January 1, 2006. Dates may
vary by bargaining unit.
n
At Completion of:
Percentage of Retiree
Paid Health Care"
Up to 15 Years
0% (No Coverage)
15 Years
60%
16 Years
64%
17 Years
68%
18 Years
72%
19 Years
76%
20 years
80%
21 Years
84%
22 Years
88%
23 Years
92%
24 Years
96%
25 Years or more
100%
*"This is the percentage the County would pay
toward a Single person or Family plan, depending on the
plan the employee was enrolled in at the time of retirement. The employee would be responsible for the
difference between this amount and the current
full cost of their
health plan, plus anv deductibles or co -pays.
Employees hired on or after January 1, 2006. Dates may vary by Bargaining Unit.
At Completion of: Vesting Schedule for Employers
Contribution
Up to 6 Years
0% (Not Vested)
6 Years
60%
7 Years
70%
8 Years
80%
9 Years
90%
10 Years or more
100%
44
Appendix F
as
APPENDIX F
MEDICAL OPTIONS COMPARISON (NON -MEDICARE)
Important Note: The information contained on this comparison is intended to be an easy to read summary to help you and your family
make choices among the different options available to you. Be sure to carefully study each option before making your choice. This
comparison summarizes some of the provisions and certain features of each plan. It cannot modify or affect the coverage or benefits
provided in any way. No right will accrue to you and/or your eligible dependents because of any statement, error or omission from this
comparison. Its provisions do not constitute amendments, modifications or changes in any existing contract
- PPOI PP02 - PP03 HMO TRADITIONAL
BENEFITS ASR Health Benefits Blue Cross/Blue Shield ASR Health BenefitsHealth Alliance Plan Blue Cros (Blue Shield
- (HAP) (Available to Retirees
hired prior to 1-1-97)
-v,nw.asnc�dthbcuefils.eom www.RCRShtcom wnw�srbnl[hbenefiscam wuay.HA P.nrz, "www.RCBSDL<om
♦ CIGNA, Multiplan and CIGNA, Multiplan and
♦ Netwurk(s) Physicians Care/HAP glue Crosslglue Shield physicians CuvHAP Health Alliance Plan Blue Croix/Blue Shield
INPATIENT HOSPITAL CARE -
General Conditions
Semi -Private
Drugs
♦ Intensive Care Unit 100% 90°. after deductible 80% after deductible 100% 100%
♦ Hospital Equipment
Special Diets
Nursing Care
OUTPATIENT HOSPITAL CARE - -
Emergency Room Care S100 co -pay $100 co -pay .$100 co -pay, S100 co -pay
Accidental Injunes $100 co -pay
Medical Co -pay waived for Co -pay waived for Co -pay waived for Co -pay waived for
Emergencies accidental injury or if accidental injury orifsecdental injury or if Co -pay vaned iiadmmed accidentalmijury or
admitted admitted admitted admitted
Physical Therapy 100% 90%after deducible 80%after deductible 100% 90%after deductible
URGENT CARE - - -
Urgent Care Visits S20 co -pay $20 co -pay $20 re-pav $20 co -pay 90 %after deducbble
PREVP.NTATIVECARESERVICES - -
46
Routine Health
Maintenance Exam —
includeschestx-ray,
100%
100S.
100%
100%
100%
EKG, cholesterol
screening and other
select lab procedures
Routine Physical
100%
100%
100%
100%
t00%
Routine Gynecologist
Exam
100%
100%
100%
100%
100%
Routine Pap Smear
Screening — laboratory
100%
100%
100%
100%
100%
and pathology
services
47
-
PPOI
PP02
PP03 "'
HMO
TRADITIONAL
-
ASR Health Beuerits
Blue CimssBlue Shield
ASR Health Benefits
Health Alliance Plan
Blue Shield
BENEFITS -
-
_
-
-
(HAP)
H1dCrose tClue
(Availa.ble o Retirees
-
-
- -
hired prior to 1-1-97)
w� .asrticaltbbeucfimcmrt
- w,,1 BCBSMwm
mvmasrhedthbenctda,,mu
wwwALAP.om
a,u.w(BCBSM.com
Well -Baby Child Care
VISITS
6 visits, birth - 12 mos.
6 visits, 13 - 23 mos.
6 visits, 24 - 35 mos.
2 visits, 36 - 47 mos.
10096
100%
l00 %
100%
100%
Visits beyond 47 mos
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, ACiP, HRSA
or other sources as
100%
100%
100%
100%
100° e
recognized by BCBSM,
ASR and FLAP that are in
compliance with the
provisions of the Patient
Protection and
Affordable Care Act
Routine Fecal Occult
100%
100%
100%
100%
100%
Blood Screening
Routine Flexible
100%
100%
100%
100%
100%
Sig imchiscoov Exam
Routine Prostate Specific
Antigen(PSA)
100%
100%
100%
100%
100%
Screening
100%
I00%
100%
"Subsequent medically
"Subsequent medically
"Subsequent medreely
-Routine Mammogram
100%
necessary mammograms
necessary mammograms
neressary mammograms
and Related Reading
performed during die same
peramned durinm g the sae
l00%
performed during the same
calendar year are subject to
calendarytararesubjectm
calendarycararesubjectm
yourdeduaibleaadperceat
m-insurance
your deductible and percent
ce-insurance.
your deductible and percent
en -insurance
48
' Colonoscopy — Routine
or Medically Necessary
BENEFITS
MENTAL HEALTHCARE
100%
100%
*Subsequcn[nolonoswpms
"Subsequent colanoscopies
100%
performcddwwg thee
performed during the szme
year are subject to deductible
year are subject to deductible
and perwnt co-insruance
and percent w-uuvrauce.
PPOI
ASH Health Benefits
aww.asnc�althbenefitscam
Inpatient Mental Health 100%
Outpatient Mental
$20 co -pay
Health Visits
Inpatient Substance
Abuse Care Chemical
100%
Dependency
Outpatient Substance
Abuse Care Chemical
$20 co -pay
Dependency
SPECIAL HOSPITAL PROGRAMS
Hospice Care
100%
Specified Human Organ
100%
Transplants
�-MEDICAL AND SURGICAL CARE
_
Surgery
100%
♦ Technical Surgical
100%
Assist
♦ Anesthesia
100%
Mustily Care
♦ Delivery
100%
♦ Pre and Post -Natal
100%
Care
Inpatient Medical Care
100%
Inpatient Consultations
100%
PP02
Blue Cross/Blue Shield
www.HCHSM.c6m '
90% after deductible
90% after deductible
Office Visits $20 co -pay
90% after deductible
90% after deductible
Office visit $20 co -pay
100%
90% to 100%
Covered according to plan
euidelines.
90% after deductible
90% after deductible
90% after deductible
90% after deductible
100%
90% after deductible
90% after deductible
PP03. -
ASH Health Benefits
www. crheal[hbcncfi cc.cnm
80% after deductible
$20 co -pay,
80% after deductible
100%
HMO
Heiikh Alliance Plan
(HAP)
wew. H.4P.ert�
100°6
$20 co -pay
100%
$20 co -pay $20 co -pay
80% after deductible
80% after deductible
80% after deductible
90% after deductible
80% after deductible
80% after deductible
100%
80% after deductible
80% after deductible
100%
*Snbscqucnt colonoscopies
performed dining the sane
year are subject to deductible
and percant co-insurance.
TRADITIONAL
Blue Cross/Blue Shield
(Available to Retirees
hired prior to 1-1-97)
w '.13CHSMI.-
100 %
90% after deductible
120 days (combined with
inpatient care days), 60 day
renewal; (no MM benefits).
Covered 100% of approved
amount, no Master Medical
Covered up to 210 days 100% of approved amount
tier lifetime.
Covered according to plan 100% in approved facihtie:
guidelines.
100%
Voluntary second amgical
opinion; $20 co -pay.
100%
100%
100 %
100% prenatal visits
$20 co -pay post natal visits
100%
100%
100%
Valuntvy s void surgical
npimon on certain sur,ri.
100%
100%
100%
90% after deductible
General —Unlimited
100%
49
Laboratory & Pathology 100%
Diagnostic Services 100%
Diagnostic and
Therapeutic Radiology 100%
PPOI;
BENEFITS
ASR Health Benefits
- '
www.asrh�l[hbevefiea.com
ADDITIONAL BENEFITS
-
Office Visits
$20 co -pay
$20 co -pay
Chiropractic Care
Limited to 38 visits per
calendar year.
Allergy Testing
100%
Allergy Therapy
100%
Ambulance Services
90% after deductible
Durable Medical
90% after deductible
Equipment
Diabetic Supplies
90% No Annual Deductible
Private Duty Nursing
90% after deductible
.Skilled Nursing
100%
Assisted Reproductive Not Covered
Treatment
Voluntary Stenli7ation
and FDA Approved 100%
Contraceptive Methods
for females
90% after deductible 80% after deductible
90% after deductible 80% after deductible
90% after deductible
80% after deductible
PP02 -
- PP03 - -
Blue CrossBlue Shield
ASRHealth Benefits
www.IICBSM.com
w,',w.asrhalihbcneft coin
$20 co -pay
S20 co -pay
Limited to 24 visits per
calendar year.
100%
100%
90% after deductible
90% after deductible
90% after deductible
50%after deductible
90% after deductible
Not Covered
100%
$20 co -pay
$20 co -pay
Limited to 38 visits per
calendar year.
80% after deductible
80% after deduchble
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)
wwv.HAP.ory
$20 co -pay*
Not Covered
$20 co -pay`
100%
100%
100%
100%
Not Covered
100%
Up to 730 days renewable
after 60 days
100%
One attempt of artificial
insemination per lifehree.
100%
Covered - $5 or 10 % Co-
in
Covered -$5 or 10°o Co-
insurance
Covered -$5 or 10%Co-
insurance
TRADITIONAL
Blue Cross/Blue Shield
(Available to Retirees
hired prior to 1-1-97)
uww.RCRSM.cnm
90% after deductible
90% after deductible
90% after deductible
90% after deductible
90% after deductible
90% after deductible
90% after deductible
50% No Annual Deductible
100%
Not Covered
100%
.30
Plan pays 85% ofapproved Plan pays 70% of approved plan pays 65%of approved
Out of Network Services amount less applicable co- amount, after out -of- amount after deductible less
pays. network deductible, less applicable co -pays
applicable co -pays
*All services performed
during one visit will be a
one-time $20 co -pay.
- PPOI -
PP02 -
PP03
.HMO
- TiiADITIONAL
BENEFITS
', ASRHealth Benefits
Blue CrossBluc Shield
ASRHealth Benefits
-
Health' Alliance Plan
ld
-Blue Croce to RSbiees
to Retirees
-
(HAP)
hire(Avd prioabler
„hued Prior to 1-1-97) '
- _ -
.-arhralthbenefir,.ennr
-
w.w.BCBSM.wm
-
w�.ro.arhealthbevefiReom
wwre.HAP.me
-
m .BCBSM.com
PROGRAM PROVISIONS
Co-pays:$20/$100 as
Co-pays:$20/$100 as
Cc_qros:$20/$100as
noted
noted.
noted
Co-oays $100asnoted
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
person/ $400 per
calendar year wbere noted.
family/percalendwyear.
calendaryezr
family/per calendar year
Co-pays,DeductiblesCo-insurance:
Co-insurance, Annual
In general,
Co-msurwce: 10%aker
Co-insurance. 20%aker
Co-insurances 10%after
Out -um Pocket
0%: 10%after deductible as
deductible as noted. 50%
deductible as noted 50%
Co-oays $^_0 as noted,
deductible as noted 50%
Maximums and Lifetime
noted.
for private duty nwsmg
for private duty nursing.
for private duty nursing.
Maximum Dollar
Limitations
Out -of -Pocket Coinsurance
Out-af-Pocket Coinsurance
Out -of -Pocket Coinsurance
Out -of -Pocket Coinsurance
Maximum: $1,000 per
Maximum. $500 per
Maximum: $1,000 per
Maximum $1,000 per
personlfamily per calendar
person,$ 1,000 per family
person 1 $2,000 per family
family/per catendar year
year
per calendar year.
per calendar year.
Lifetime Maximum None
Lifctlme Maximum None
Lifetime Maximum: None
Lifetime Maximum: None
preferred (Network)
Preferred (Network)
Howls:
Hospitals
Preferred(Netwodl
100%pf covered benefits.
—
after covered benefits,
%oels:
80% of covered benefits, less
80
Partmoahnn Hosodale'
Nan -Network Hospitals
de
after deductible
applicable deductible.
100% of covered benefits
85% of approved payment
Non -Network Hosmtals.
Non -Network Hospitals:
Non-parecipatinS Hospitals:
S1
Payment of Covered
services
amount
Preferred (Network)
Phvsicians-Ouloahent:
100% after $20 co -pay.
Non-netwnrlr Phvsicians -
Ondparent
85%of approved payment
amount after $20 eerpay
70° o of approved payment
amount after out -of -network
deductible
Prefened(Netwarkl
Phvsictans:
100%after $20 em-pay
Non -network Physicians'
70 %of approved payment
amount after out-oFnetwork
deductible and $20 co-W,
65%of approved payment
amount, after deductible,
Preferred (Network)
Physicians-Outoaturn
100%after $20 co -pay
Non -network Phvsicians -
gu�pafient:
85%of approved payment
amount after $20 co -pay.
Co -pays as noted
Inpatient care in acute-eare
hospital - $70 a day
Inpatient care in other
hospitals - $15 a day
Medicare Settled].
100%of BCBSM's
approved amount
52
BENEFITS
PPO1
ASRHealth Benefits
wnx asnc�althbenefits.rnm
PRESCRIPTION DRUG P IOGRAM
NAVITUS
NAVITUS
ParticioalinGNetwork
Pharmacies: Covered, cc -
(Except HAP, which
pays, $5 Most
have their own
Generics/Some Brands; $20
prescription coverage).
Preferred Brands/Some
Generics; $40 Non-
www navihis corn
Preferred Brands. Select
Birth Control pills covered
$0 co -pay.
NoviXus Pharmacy
Services -
Mail Order
vvww.noviauS con,
NoteWIpla in the
hospital, drugs ore
coverednnderyour
health plan.
Non-Particioatine/Nnn-
Network Pharmacies: Paid
at 75 % of allowed cost, less
$5, $20 or 340 co -pay.
NuviXus
Also, available is the mail
order program for drugs
taken on a longterm basis.
A three month supply can
be ordered for a one month
co -pay.
Also, available for
maintenance dries taken on
a long-term basis, a three-
month supply can be
obtained for a one month
co -pay at your local
phamiacy.
PP02
Blue Cross/Blue Shield
wnay.RCRSM.mm-
NAVITUS
Particiremne /Network
Pharmacies: Covered, co -
pays, $5 Most
Generics/Some Brands,
$20 Preferred
Brands/Some Generics;
$40 Non -Preferred Brands
Select Birth Control pills
covered $0 co -pay.
Non-ParticloattnJNon-
Network Pharmacies Paid
at 75 % of allowed cost,
less $5, S20 or $40 co -pay.
NoviXus
Also, available is the mail
order program for drugs
taken on a long tens basis
A three month supply can
he ordered fora one month
co -pay
Also, available for
maintenance drugs taken
on a long-term basis, a
three-month supply can be
obtained for a one month
co -pay at your local
pharmacy.
PP03
ASR Health Benefits
Hsay.urhnith benefic<com
NAVITUS
Particinatme, Network
Pharmacies. Covered, co -
pays, $5 Most
Generics/Some Brands; $20
Preferred Brands/Some
Generics, $40 Non -
Preferred Brands, Select
Birth Control pills covered
$0 co -pay
Non-Parucioatma/Non-
NetworkPharmacies Paid
at 75 % of allowed cost, less
$5, $20 or $40 co -pay
NoviXus
Also, available is the mad
order program for drugs
taken on a long-term basis
A three month supply can
be ordered for a one month
co -pay.
Also, available for
maintenance drugs taken on
a long-term basis, a three-
month supply can be
obtained for a one month
co -pay, at your local
pharmacy.
Health Alliance Plan
(HAP)
..HAP..,
HAP
Particirenine/Network
Pharmacies. *Covered, co -
pays $5 Most Genenc; $20
Select Brand name; $40
Non -Preferred. Select
Birth Control Pills covered
$0 co -pay.
Non-Nctwork Pharmacies
Not Covered
If you request a
prescription he filled with
a brand name drug and
there is a Serene available,
you will be responsible for
the full cost differential
between the cost of the
brand and the co -pay of the
generic drug. Ifyour
doctor makes the request,
you will be responsible for
the tier3 co -payment
Also, avalable for
aintcnanes drugs taken on a
long-term basis. A 35 day
supply or 100 doses,
whichever is greats, cur also
be obtained for a one month
co -pay at your local
phuran.,
A 90 day supply of
mainteancc drugs may be
-TRADITIONAL'
Blue CrossBlue Shield
(Available to Retirees
hired prior to 1-1-97)
vwACBSM.cnm
NAVITUS
Partieioalint, 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
Nnn-Pa rti rinat i n o/Nnn-
Network Phannacics: Paid
at 759'0 of allowed cost, less
$5, $20 or $40 cc -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 -onto basis, a three-
month supply can be
obtained for a one month
co -pay at your local
pharmacy.
53
obhmcd through mail olden
NOT£: Hearing aids and services ore not covered under any Oakland County medical plops. At the time this booklet went to press, the impact of The Patient Protection
and Affordable Care Act is still being evaluated and plan modifications may occur. Please refer to the www.ocbenefrts.cam webote for the most up-to-date information.
54
Appendix G
1
A
1 CURRENT MEDICAL OPTION1
(MEDICARE SUPPLEMENTAL PLAN)
1 1
1 1
ss
Appendix G
OAKLAND COUNTY MEDICARE SUPPLEMENTAL PLAN OVERVIEW OF BENEFITS
The Oakland County Medicare Supplemental/Retiree Plan is designed to provide levels of benefits after
Medicare makes a primary payment. Benefits that are payable are subject to the terms and conditions of
the plan.
Medicare Services and Limits CoreSource/Trustmark Coverage and Limits After
Medicare Deductible Met
hospital -Inpatient
Facility 100% of Medicare approved amount
• Physician 100%
Surgery 100% of Medicare approved amount
Emergency Room
4 Illness/Accidental Injury 100% of Medicare approved amount, subject to $100 co -pay
(co -pay waived if admitted or accidental injury)
Urgent Care Not Covered; Medicare may pay 80%
Allergy Testing and
Injections
100% of Medicare approved amount
Ambulance
100% of Medicare approved amount
Anesthesia
100% of Medicare approved amount
Blood
100% of Medicare approved amount
Cardiac Rehabilitation
100% of Medicare approved amount
Chemotherapy
100% of Medicare approved amount
Chiropractic Care
Office Visits, Spinal
Not Covered; Medicare may pay 80%
Manipulation, and
Adjustments
X-rays and Modalities (hot Not Covered
packs, massage therapy, etc.) unless approved by Medicare
56
Consultations
Inpatient
Outpatient
Dialysis
Home Health Care
(Up to 100 visits per calendar
year)
Medicare Services and Limits
Hospice
Inpatient
(30 days per lifetime)
Outpatient
($5,000 per lifetime)
Laboratory Testing
Medical Equipment and
Supplies
Mental Disorders and/or
Substance Abuse Expenses
+ Inpatient
Outpatient therapy
(excluding office visit)
Occupational Therapy
Office Visits
Orthotics
Physical Therapy
Pregnancy Related Expenses
- Mother
100% of Medicare approved amount Not
Covered; Medicare may pay 80%
100% of Medicare approved amount
100% of Medicare approved amount
For purposes of determining this benefit, a visit by each nurse or therapist
and a visit by a home health aide of up to 4 hours constitutes one visit.
"CoreSource Coverage and Limits
100% of Medicare approved amount
100% of Medicare approved amount
100% of Medicare approved amount
100% of Medicare approved amount
100% of Medicare approved amount
100% of Medicare approved amount
100% of Medicare approved amount
Not Covered; Medicare may pay 80%
100% of Medicare approved amount
100% of Medicare approved amount
100% of Medicare approved amount
57
Prescription Drugs
(Navitus)
Retail 34-dav or 90-dav suouly
Tier 1 $5
Tier II $20
Tier IiI $40
Mail Order 90-dav sunnly
Tier I $5
Tier If $20
Tier III $40
Prosthetic Devices 100% of Medicare approved amount
Radiation Therapy 100% of Medicare approved amount
Skilled Nursing Facility -
Inpatient 100% of Medicare approved amount
(100 days per benefit period)
Medicare Services and Limits CoreSource Coverage and Limits
Speech Therapy 100% of Medicare approved amount
Transplants 100% of Medicare approved amount
Weight Management (Excluding
office visits and weight loss 100% of Medicare approved amount
programs)
X-rays 100% of Medicare approved amount
Preventive Care as defined by PPACA (Patient Protection Affordability Care Act)
• Physical Examination o
(One visit per calendar year) 100/o
• Immunizations (Including 100%
administration)
Influenza
Pneumococcal
Hepatitis B
Zosters
Chickenpox
FX3
• Mammography
(Age 40 and over each year for
breast cancer screening)
• Cervical Cancer or Cervical
Dysplasia Screening
(One per calendar year)
• Prostate Cancer Screening
— Prostate Specific Antigen Test
(PSA)
— Digital Rectal Exam
Colorectal Cancer
Screening
(Age 50 and over)
100%
100%
100%
100%
59
Appendix H
[Si;
PERFORMANCE APPRAISAL OAKLAND COUNTY MERIT SYSTE-M
HUMAN RESOURCES-OAKLAND COUNTY EXECUTIVE
Effective Date
INSTRUCTIONS
Department Head: After discussing evaluation with employee, give emolovee the
original gold coov. make a coov for your records and forward a copy to the
Human Resources Department. If drts is a Merit Perfonnapce Review, the Merit
Increase (Employee Transaction) form most accompany tL
❑ MERIT PERFORMANCE REVIEW
PERIODIC PERFORMANCE
❑ REVIEW
TO THE DEPARTMENT DIRECTOR / DIVISION MANAGER / SUPERVISOR
EMPLOYEE ID NUMBER I EMPLOYEE NAME I CLASSIFICATION
DEPARTMENT
DIVISION
DEPARTMENT#
Step
Year
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 probationarystatus 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 least annually. These reviews are scheduled in order to assist in continuing communication between the
employee and supervisor regarding work performance and other areas of concern to both the supervisor and employee. This evaluation should be discussed with you
by your supervisor and you should have an opportunity to ask questions regarding the ratings, as well as discuss ways to accomplish any performance improvements,
if needed. Other areas of concern you might have should be discussed at this time also. Following the discussion, if you should be dissatisfied or disagree with the
evaluation and wish to have your disagreements recorded, you may do so. Please use a separate sheet of paper on which to relate your comments, and forward it to
the Human Resource Department A copy of this evaluation, and your comments, if any, will be placed in your Human Resources file.
WORK PERFORMANCE APPRAISAL
ABOVE
BELOW
OUTSTANDING
AVERAGE
AVERAGE
AVERAGE
POOR
INITIATIVE, .... - .......... ._.............. ......................
❑ ......... __
._- --- ❑ .... .. ....__...
❑ ...........
._.... ❑ ._... ..........
.. ❑
QUANTITYofWORK............ ........... _._..._..... .. ..
__........ ❑ .... ........ ...__....
❑ ....... .............
❑ ...__._...........
❑ ............___..
❑
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 under "Remarks."
Signature of person initially drafting evaluation
Initials of other Supervisors reviewing evaluation
Signature of Department Head/Division Manager
We have discussed this evaluation
Employee Signature
Human Resources Department's copy reviewed by:
0912003
Date
Date
Date
Too
Date
Supervisor Signame,