HomeMy WebLinkAboutResolutions - 2021.11.10 - 3499740A X LA N D F
COUNTY MICHIGAN
BOARD OF COMMISSIONERS
November 10, 2021
MISCELLANEOUS RESOLUTION #21-452
Sponsored By: Kristen Nelson
IN RE: Fiscal Year 2022 — 2024 Supplemental Collective Bargaining Agreement for Supervisory and
Non -Supervisory Employees Represented by the United Auto Workers, Local 889 (UAW), of the Probate
Court
Chairperson and Members of the Board:
WHEREAS the County of Oakland and the United Auto Workers, Local 889 (UAW), entered into a Collective
Bargaining Agreement with the adoption of M.R. 420637; and
WHEREAS the County of Oakland and the United Auto Workers, Local 889 (UAW) have negotiated a three
(3) year supplemental Agreement for thirteen (13) supervisory and non -supervisory classifications covering 32
employees in the Probate Court for the period of October 28, 2021, to September 30, 2024; and
WHEREAS this agreement addresses general wage increases for Fiscal Years 2022, 2023, and 2024, changes
the salary range of four (4) classifications, and accepts changes to fringe benefits impacting Fiscal Years 2021,
2022, 2023, and 2024; and
WHEREAS the FY 2022 — FY 2024 General Fund impact for the increase in salary grade classifications is
$13,995, which will be offset using Planned Use of Balance for FY 2022 and Non -Departmental General Fund
Contingency (Account 4730359) for FY 2023-FY 2024; and
WHEREAS FY 2022 — FY 2024 impact to the Fringe Benefit Fund (#67800) is $38,850, which includes a $50
increase for an incentive in participating in the Voluntary Wellness Health Screening (from $100 to $150) and a
$1,000 increase in 457 County Match (from $500 to $1,500).
NOW THEREFORE BE IT RESOLVED that the Oakland County Board of Commissioners approves the
proposed Supplemental Agreement between the County of Oakland and the United Auto Workers, Local 889,
covering the period of October 28, 2021, through September 30, 2024, for supervisory and non -supervisory
employees in the Probate Court.
BE IT FURTHER RESOLVED the FY 2022 — FY 2024 budgets are amended as detailed in the attached
"Schedule A".
Chairperson, the following Commissioners are sponsoring the foregoing Resolution: Kristen Nelson.
64 d Date: November 16, 2021
David Woodward, Commissioner
i
Hilarie Chambers, Deputy County Executive II
Lisa Brown, County Clerk / Register of Deeds
COMMITTEE TRACKING
Date: November 16, 2021
Date: November 16, 2021
2021-11-02 Legislative Affairs & Government Operations - recommend and forward to Finance
2021-11-03 Finance - recommend to Board
2021-11-10 Full Board
VOTE TRACKING
Motioned by Commissioner Christine Long seconded by Commissioner Kristen Nelson to adopt the attached
Collective Bargaining Agreement: Fiscal Year 2022 — 2024 Supplemental Collective Bargaining Agreement for
Supervisory and Non -Supervisory Employees Represented by the United Auto Workers, Local 889 (UAW), of
the Probate Court.
Yes: David Woodward, Michael Gingell, Michael Spisz, Karen Joliat, Kristen Nelson, Eileen Kowall,
Christine Long, Philip Weipert, Gwen Markham, Angela Powell, Chuck Moss, Marcia Gershenson, Yolanda
Smith Charles, Charles Cavell, Penny Luebs, Janet Jackson, Robert Hoffman, Adam Kochenderfer (18)
No: None (0)
Abstain: None (0)
Absent: (0)
The Motion Passed.
ATTACHMENTS
1. UAW Probate Court Schedule A
2. UAW Probate 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 November 10, 2021,
with the original record thereof now remaining in my office.
In Testimony Whereof, I have hereunto set my hand and affixed the seal of the Circuit Court at Pontiac,
Michigan on Wednesday, November 10, 2021.
Lisa Brown, Oakland County Clerk/Register of Deeds
Schedule "A" Wage/Fringe Benefit Salary and Fringe Benefit increase for employees represented by UAW
Account
Fund
Fund
Dept #
Program
I Number I
Affiliate
Cost Center
Fringe Benefits Fund (67800)
Expenditures
67800
9011501
183190
730499
Non Dept Fringe Benefits
67800
1050521
183192
732148
HR Wellness
67800
9011501
183190
796500
Non Dept Fringe Benefits
General Fund (#10100)
Revenues
10100 9010101
Expenditures
10100 3040403
10100 3040403
10100 3040403
10100 3040403
10100 9090101
196030 665882
Non Departmental
Account Description I FY 2022 FY 2023-2024
Deferred Comp -County Pints 37,000.00 37,000.00
Wellness Screenings 1,850.00 1,850.00
Budgeted Egwry Adjustment (38,850.00) (38,850.00)
Total Revenues - -
Planned Use of Balance 13,995.00
Total Revenues 13,995.00
121080
702010
Probate Estates
and
Mental Hth
Salaries
988.00
988.00
121080
722900
Probate Estates
and
Mental Hth
Fringe Benefit Adjustment
567.00
567.00
124015
702010
Probate Estates
and
Mental Hth
Salaries
7,918.00
7,91800
124015
722900
Probate Estates
and
Mental Hth
Fringe Benefit Adjustment
4,522,00
4,522.00
196030
730359
Non Departmental
Contingency
-
(13,995,00)
Total Expenditures
13,995.00
-
••. :f•
Supervisory and Non -Supervisory Employees
Between
October 28, 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 28'h day of October 2021.
Recognition:
All merit system employees (both supervisory and non -supervisory) of the Probate
Court excluding elected and appointed officials.
Wages and Wage Increment Schedule:
_," Flasst4e 1 Fnal Step
Step Step Step Stag.,;Step
�, Step Step
�- .Grade 1 2 3- 4- S
6 7 S.
Case Management 116 48,927 51,302 53,677 56,052 58,427
60,802 63,178 65,553
Coordinator
Deputy Probate 110 36,510 38,282 40,055 41,827 43,599 45,372 47,144 48,916
Register I
Deputy Probate
112
40,252
42,206
44,160
46,114
48,068
50,022
51,976
53,930
Register II
Financial Services
109
34,771
36,459
38,147
39,835
41,523
43,211
44,899
46,587
Technician I
Financial Services
112
40,252
42,206
44,160
46,114
48,068
50,022
51,976
53,930
Technician II
Financial Services
115
46,597
48,859
51,121
53,383
55,645
57,907
60,169
62,431
Technician III
(Office Support Clerk
107
31,223
32,799
34,375
35,951
37,527
39,103
40,679
42,256
Office Support Clerk
109
34,771
36,459
38,147
39,835
41,523
43,211
44,899
46,587
Se_rioi
(Probate Specialist
113
42,265
44,317
46,368
48,420
50,472
52,523
54,575
56,627
Office Leader
110
36,510
38,282
40,055
41,827
43,599
45,372
47,144
48,916
Court
119
56,639
59,388
62,138
64,887
67,637
70,386
73,136
75,885
(Probate
Supervisor
Supervisor Probate
124
72,287
75,796
79,305
82,815
86,324
89,833
93,342
96,851
Court Operations
Probate Register
128
87,866
92,131
96,396
100,662
104,927
109,192
113,458
117,723
The above wage schedule will be adjusted with the FY2022 1.5% General Salary Increase.
Representation:
• Pursuant to Article 4.2 of the Master Agreement, two non -supervisory Stewards are
recognized.
Bulletin Board:
• Pursuant to Article 11.3 of the Master Agreement, the employer shall provide one
additional bulletin board in the Probate Court.
Alternative Work Schedules
• All employees, with approval of their Department Head, shall be eligible to work a 4/10
(four ten-hour days) alternative work schedule.
Holiday Pay and Overtime with Alternative Work Schedules
• All employees working a 4/10 schedule, where the holiday falls on a day in which they
are normally scheduled to work, shall receive ten (10) hours holiday pay.
• All non-exempt employees working a 4/10 schedule, shall be entitled to a minimum of
three (3) hours overtime pay if called into the office and required to work on their
regularly scheduled non -working day.
Signatures
In witness whereof, the County of Oakland through its representatives and UAW Local 889, on
behalf of its represented employees, hereby cause this Supplemental Agreement to be executed.
FOR THE UNION:
UAW Region I, International Servicing Rep.
UAW Local 889, V Vice -President
FOR THE EMPLOYER:
County Executive
Chairperson, Board of Commissioners
UAW Unit Chairperson Director, Human Resources
LETTER OF AGREEMENT (LOA)
This Letter of Agreement ("Agreement") is entered into on this � day of
2021, between The International Union of United Automobile, Aerospace
and Agricultural Implement Workers of America (UAW) Local 889 and the County of Oakland
(collectively referred to as "County"). This agreement shall take effect upon execution.
This agreement is based on the following facts:
The UAW is increasing its presence on the Oakland County Campus and representing additional
departments and classifications.
During negotiations it was agreed that there would be a Master Agreement and Supplemental
Agreements for additional departments and/or classifications that joined after the Master
Agreement was approved.
The contract reflects its status as a Master Agreement and contemplates Supplemental
Agreements for additional departments and/or classifications.
Therefore, the parties agree as follows:
The cover of the original Master Agreement is modified as attached to this LOA to more clearly
reflect that fact.
This agreement shall be without prejudice or precedent.
UAW LOCAL 889
BY:
ITS: i/N 7 r iidiF�
OF
MIN
ITS: 1/�l �
CC•l1]vf"Ol9•7aCI4a MI
rimralm-
December 7, 2020 through September 30, 2024
AGREEMENT
Between
COUNTY OF OAKLAND
and
U.A.W. LOCAL 889
Supervisory Unit C)q
Table of Contents
Agreement------------------------- — ---------------------
3
Purposeand Intent-----------------------------------------------------------------------3
Non-Discrimination-----------------------------------------------------
---3
Article 1: Recognition----------------------------------------------------------------4
Article 2: Employee Defined -----------------------------------------------------------------------4
Article 3: Probationary Period — --------------------------------------- —----------------------------------4
Article 4: Representation-----------------------------------------------------------------5
Article 5: Savings Clause--------------------------------------------------------------------------------5
Article 6: Management Rights ---------------- —----------------------------------------------------6
Article 7: Maintenance of Conditions---------------------------------------------------------------6
Article 8: General Conditions--------------------------------------------------- -__--
--6
Article 9: Strikes and Lockouts Prohibited --------------------------------------------------7
Article 10: Representation and Fees and Dues ---------------------------------------
---7
Article 11: Union Bulletin Boards-----------------------------------------------------------------------
--8
Article 12: Change of Address -------------------------------- ---------------- —------------9
Article 13: Special Conferences---------------------------------------------------- ----------------9
Article 14: Seniority ------------------
--10
Article 15: Layoff, Recall and Transfers-----------------------------------------------------------10
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
Article33: Casual Days---------------------------------------------------------------------------------24
Article 34: Remote Work Study Group -----------------------------------------------------------24
Article 35: Termination or Modification-----------------------------------------------------_------24
Appendix A: Wages and Wage Increment Schedule ----------------------------------------------------
27
Appendix B: Current Medical Plan Options Comparison --------- -----------------------29
Appendix C: Current Dental Plan Options Comparison ------- -----------------------
--37
Appendix D: Current Vision Plan Options Comparison -------------- ---------- --
-40
Appendix E: Current Retiree Health Care Eligibility ------------ -----
--42
1
Appendix F: Cuuent Medical Options Comparison (Non -Medicare) ----------------------------------- 45
Appendix G: Current Medica[ Option (Medicare Supplemental Plan) 55
Appendix H: Performance Appraisal Form --------------- —---------------------------------------------- --60
Agreement
This Agreement entered into on the 71h, day of December, 2020 between the County of Oakland,
hereinafter referred to as the Employer, and UAW Local 889, hereinafter referred to as the Union,
on behalf of all regular employees of the duly recognized and clearly defined collective bargaining
units, asset forth in Article 1, Recognition- It is understood and agreed between the Parties that
all Supplemental Agreements are in full force and effect with the individual bargaining units set
forth in the Recognition provision below and the Supplemental Agreements shall be a part of this
Master Agreement as though set forth herein.
Purpose and Intent
The general purpose of this Agreement is to set forth terms and conditions of employment, and
to promote orderly and peaceful labor relations for the mutual interests of the Employer, its
employees and the UAW.
The Parties recognize that the best interests of the community and the job security of the
-employees depend upon the 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 then am e(s) of the Officers and Stewards
of its various bargaining units. In the event there is a change in a Unit's Chairperson or
Steward(s), the Union shall inform the Employer forty-eight (48) hours prior to such
Chairperson or Steward(s) taking over his/her duties.
4.2 The Union will have a Unit Chairperson and Steward(s) adequate to represent the
bargaining units. The location and number of additional Steward(s) will be addressed in
the Supplemental Agreements.
4.3 The Unit Chairperson and Steward(s) may, with the approval of their supervisor, be
released from their regular duties for the purposes of investigating grievances, presenting
grievances to the employer, and other necessary union business. Such authorization shall
not be unreasonably withheld by the supervisor nor shall this privilege be abused by the
Union Representatives.
4.4 If approval is withheld or unreasonably delayed, the Unit Chairperson or Union
Representative shall contact the Human Resources Labor Relations Unit to have the
matter reviewed and approval received by the Labor Relations Unit if necessary.
Article 5
Savings Clause
5.1 The Union recognizes the right and duty of the County of Oakland to operate and manage
its affairs in accordance with the Michigan Constitution and statutes.
5.2 If any article or section of this agreement or any appendix or supplement thereto should
be held invalid by any constitutional provision or operation of law, the remainder of this
agreement shall not be affected thereby.
L'
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.
9.4 A non-exempt employee called into the office and required to work over -time which is
not contiguous to the employee's regular work schedule, shall be entitled to a minimum
of two (2) hours work Monday -Friday and three (3) hours on the weekend of pay for at
the time -and -one-half rate.
8.5 When requested in advance with the Human Resources Labor Relations Unit, the County
will allow use of available rooms for union meetings during non -working hours.
Article 9
Strikes and Lockouts Prohibited
9.1 The Parties hereto recognize that it is essential for health, safety and public welfare of the
County that services to the public be without interruption and that the right to strike is
forbidden by the Statutes of the State of Michigan.
9.2 Under no circumstances will the Union cause or authorize its members to take part in any
strike, sit-down, stay -in, or slowdown.
9.3 The Employer agrees that it shall not lock out the employees covered by this agreement
or supplemental agreements.
Article 10
Representation and Fees and Dues
10.1 To the extent that the laws of the State of Michigan permit, it is agreed that:
10.2 Employees will be represented by the bargaining unit and may authorize the Employer,
to deduct appropriate fees or dues to remit to the Union.
10.3 Upon written authorization from an employee, the Employer shall deduct from the
wages, all fees and dues as are prescribed by the Union and/or this Agreement. Such
employee and the Union hereby authorize the 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
10S 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.
RJ
11.2 The bulletin board shall not be used by the Union for disseminating propaganda and shall
not be used by the Union for posting or distributing materials of a political nature.
11.3 The Employer will provide one (1) bulletin board in the Elections Division and one (1) in
Legal/Vital Records. The location and number of additional bulletin boards will he
addressed in Supplemental agreements.
11.4 The Union Representatives shall have use of County office equipment including but not
limited to fax, e-mail and phones to communicate with the UAW Regional offices, UAW
Local offices or other UAW Unit Chairpersons. Communication by e-mail to the
membership is permitted for official Union business only (i.e. notice of membership
meeting or notice of ratification meeting).
Article 12
Change of Address
12.1 Employees shall notify the County of any change of address.
12.2 The County shall furnish to the Local Union, on a quarterly basis, the Names and
Addresses of all Employees covered by this Agreement.
Article 13
Special Conferences
13.1 Special Conferences mutually agreed upon will be arranged between the President of
Local 889 and the Director, Human Resources and Labor Relations or designated
representative, for purposes of discussion of important matters. Such meetings shall be
between up to three (3) representatives of the Employer (County Attendees will be
identified and given to the Union within 48 hours of the special conference) and up to one
(1) representative of the international Union, one (1) representative from the local Union
and one (1) employee representative of the Union unless the Parties mutually agree to
include additional persons.
13.2 Arrangements for such -Special Conferences shall be made in advance, in writing, and an
agenda of the matters to be taken up at the meeting shall be presented at the time the
conference is requested and agreed upon. Matters taken up in Special Conferences shall
be confined to those included in the Agenda.
A special conference shall be scheduled within ten (10) working days after the request is
made to be held at a future date mutually agreed upon. The Employer or Union, as the
case may be, shall respond in writing to the other party within fifteen (15) working days
following the special conference.
13.4 The members of the Union shall not lose pay for time spent in such Special Conferences_
Article 14
Seniority
14.1 New employees may acquire seniority by working six (6) continuous months, in which
event the employee's seniority will date back to the date of hire into the department.
14.2 When the employee acquires seniority, his/her name shall be placed on the seniority
list, in the order of his/her seniority date. An up-to-date seniority list shall be furnished
to the Union every six (6) months or an employee is added or removed from the list.
14.3 An employee shall lose his/her seniority for the following reasons:
14.3.1 If the employee resigns or retires;
14.3.2 If the employee is discharged, and not reinstated;
14.3.3 If the employee is absent from work for three (3) working days, without properly
notifying the Employer, unless a satisfactory reason is given;
14.3.4 If the employee does not return to work at the end of an approved leave;
14.3.5 If the employee does not return to work when recalled from a layoff.
Article 15
Layoff, Recall and Transfers
15.1 If and when it becomes necessary for the Employer to reduce the number of employees
in the work force, the employees will be laid off within their classification in reverse order
of their seniority, based on capability of performing available jobs, and shall be recalled
in the order of their seniority within their classification. In order to avoid layoff an
employee may displace lower seniority employees within the bargaining unit in equal or
lower rated classifications provided they have the present ability to satisfactorily perform
the available work within minimal orientation (within two weeks).
15.2 The County agrees to notify the Union when the Employer's decision is made of any
anticipated layoff. Such notification will occur within ten (10) working days of reaching
the layoff decision.
15.3 Employees shall have the right to recall based on their seniority within their classification
if a position becomes available.
10
15A If and when an employee is permanently transferred to another division in or out of the
bargaining unit, the Unit Chairperson shall be notified of said transfer by the Employer. If
the employee is thereafter transferred back to the bargaining unit, they shall have as their
seniority date, the seniority date they had at the time of the transfer.
15.5 Superseniority. The Unit Chairperson and Steward(s) for the purpose of layoff and recalls
to work following such layoff only, for the term of their office, shall be considered as
having more seniority than any other employee within their functional unit. They shall
be last to be laid off for lack of work or funds from their unit and the first to be recalled
to work in their unit following such layoff providing they have the then present ability to
satisfactorily perform the available work in such area without additional training.
Article 16
Job Postings
16.1 Examinations for classifications covered by this contract shall be announced with a
definite announced period for the acceptance of applications.
16.2 The last date for the acceptance of applications shall be clearly stated on the official
examination announcement and in the official newspaper announcement of the
examination. There will be no newspaper announcement for promotional examinations.
16.3 This filing period shall be at least seven calendar days.
16.4 Applications must be received at the County Human Resources Department before 5:00
p.m. on the announced last date for filing applications, be electronically submitted with
confirmation or be postmarked on or before that date in order to be accepted.
Article 17
Temporary Assignment
17.1 Temporary assignments are made at the discretion of the Employer in order to ensure
orderly performance and continuity of services. A regular employee temporarily assigned
to a higherjob classification for a period in excess of fifteen (15) consecutive working days
will receive the minimum rate of the higher classification or one increment added to their
current salary, whichever is greater. The employee temporarily assigned must have the
current ability to do the available work and meet the minimum qualifications of the higher
classification.
17.2 The employee temporarily assigned shall be eligible for increments until the maximum
salary for the temporary assignment is reached. Payment for such temporary assignment
must be authorized in writing by the Department Head and approved by the Director,
Human Resources and Labor Relations before the salary adjustment is made.
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i7.3 The table set forth in Appendix A, Wages and Wage Increments, shall be utilized to
approve or disapprove increments pursuant to this provision.
Article 18
Performance Appraisal
18.1 An employee may receive an annual performance appraisal from their immediate
supervisor. Such appraisal shall be on the form listed in the appendix. No other appraisals
or surveys will take place without an opportunity for review and discussion with the
Union.
Article 19
Procedure for Individual Compensation Review
19.1 If, in the opinion of an employee, the duties and responsibilities of that employee have
evolved to a state that the compensation the employee currently holds is not reflective
of the current job duties, then the employee may apply for an individual compensation
review (ICR) as follows:
19.1.1 The employee shall make a request for an ICR, in writing, to the Human Resources
Department with copies to the Unit Chairperson and to the Department Head.
19.1.2 Contained in the written request must be the following:
19.1.3 The current compensation the employee holds; title, or compensation level, in the
Collective Bargaining Agreement to which the employee feels he/she is entitled;
and, supporting documents and reasons why the employee feels the new change
in compensation is warranted.
19.2 The Human Resources Department shall begin its investigation of any request for
compensation review submitted pursuant to this Article of the Collective Bargaining
Agreement within sixty (60) working days after receipt by the Human Resources
Department. The Human Resources Department will, within sixty (60) working days
following the commencement of the investigation, complete the investigation and
provide a written recommendation.
19.3 The employee requesting the ICR will have the opportunity to respond to the written
recommendation in writing or request a meeting with the Human Resources Department
In order to provide additional information. Present at this meeting, if requested, shall be
the Unit Chairperson, a designee from the local Union, the employee requesting the ICR,
the Department Head and/or designee, and a representative from the Human Resources
Department. Within thirty (30) working days of the aforementioned written
recommendation or meeting date, if applicable, the Director — Human Resources will
state the determination in writing to the employee and to the Unit Chairperson.
12
19.4 Should the Union be dissatisfied with the result of this procedure; the Union may request
a Special Conference under this Agreement_ There shall be no appeal to the Grievance
Procedure.
19.5 Upon completion of the ICR process, no request for an ICR shall be processed from the
same employee for a period of one (1) year unless additional duties or responsibilities are
assigned to the employee.
Article 20
Discipline and Discharge
20.1 Discipline:
Should circumstances warrant, a non -probationary employee may be disciplined for just
cause. Examples of offenses for which employees may be disciplined include but are not
limited to:
20.1.1 Conduct or performance on the job which indicates a lack of ability to adequately
perform the duties of the position or classification held by the employee.
20.1.2 Conduct or performance on thejob which indicates a failure to produce the quality
of work the position or classification requires.
20.1.3 Conduct or performance on the job which indicates a failure to produce the
quantity of work the position or classification requires.
20.1.4 Conduct or performance on the job which demonstrates insubordination, which
is defined as a refusal to follow appropriate written or oral procedures,
instructions, or directions from a supervisory employee or department head.
20.1.5 The solicitation or acceptance of money or anything of value to influence the
decisions of an employee in public matters or as a reward for such decisions.
20.1.6 Being under the influence of alcohol, narcotics or any other controlled substance
while on the job.
20.1.7 Conduct or performance on the job which demonstrates a deliberate attempt to
cause poor morale or disrespect among County employees by actions or attitude
on the job. Except that, communications relating to the Union amongst
employees covered by this agreement shall not be subject to this provision.
20.1.8 Verbal or physical abuse, or improper treatment of an inmate, employee, patient
or client of any County institution or department.
20.1.9 Habitual or excessive tardiness in reporting for scheduled working hours.
20.1.10Being absent from a scheduled work assignment during working hours without
permission from an authorized supervisory employee or department head.
20.1.11Stealing, misappropriation or conversion of County property or the property of
other employees or inmates, patients or clients of any County institution or
department.
20.1.12The willful violation of any reasonable Departmental or County rule or regulation
which has been adopted in written form and is known, or reasonably should be
known, to the employees involved.
20.1.13Has engaged in political activities restricted under Section VI, Subdivision t of the
Merit System Resolution and Rule 19 of these Merit System Rules.
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20.1 L4 Has willfully faded 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.
20.115 Personal appearance or lack of cleanliness while on the job which exhibits
symptoms of lack of hygiene and bringing unpleasantness to clients of the County
or other County employees.
20.1.16 Reporting for a scheduled work assignment in clothing or other aspects
contributing to appearance, which an authorized supervisory employee or
department head has reasonably advised the employee is not acceptable or
appropriate for the work assignment or duties performed by that employee.
20.1.17 Have been convicted of a felony.
20.1.18 Has been convicted of a misdemeanor involving moral turpitude or casting doubt
on the employee's ability to properly perform his or herjob.
20.1.19 Assigning overtime to oneself or to other employees without proper approvals in
accordance with County overtime procedures and/or knowingly working overtime
and incurring costs for the County where such overtime was not assigned or
approved in accordance with County overtime procedures.
20.1.20 Unlawful manufacture, distribution, dispensing, possession or use of a controlled
substance in the workplace.
20.1.21 Failure to notify authorized supervisory employee or department head of any
criminal drug statute conviction for a violation occurring in the workplace within
five days after such conviction.
20.1.22 Engaging in any act of violence or threats or other violations of the Oakland
County Workplace Violence Policy.
20.2 Disciplinary actions or measures may include, but are not limited to, the following: oral
reprimand, written reprimand, suspension or discharge.
20.3 Employees in the bargaining unit shall be entitled to their right to representation at an
interview, meeting or during an investigation that the employee reasonably believes
could result in disciplinary action or discharge.
20.4 If the Employer feels there is just cause for disciplinary action, the employee and his/her
Unit Chairperson will be notified in writing that the employee has been so disciplined.
Such notification shall contain the charge(s) against the employee.
20.4.1 Any disciplinary action or measures imposed upon an employee maybe processed
as a grievance through the regular grievance procedure as provided for in this
Agreement. The Union shall have the sole right to take a suspension and/or
discharge as a grievance at the 3,d Step of the Grievance Procedure, and the
matter shall be handled in accordance with this procedure.
20.4.2 If the Employer has reason to reprimand an employee, when possible it shall be
done in a manner that will not embarrass the employee before other employees
or the public.
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20.4.3 Records of disciplinary action other than suspensions shall remain in the
employee's personnel file for a period of one year, unless, prior to the end of said
one-year period, the employee is disciplined for a similar incident. In such case,
the records of both disciplinary actions shall be maintained in the employee's
personnel file for an additional six months, or a total of one and a half years for
each incident based upon the date of occurrence. Suspensions will remain in the
file indefinitely.
Article 21
Grievance Procedure
21.1 The Parties intend that the grievance procedure as set forth herein shall serve as a means
for a peaceful settlement of all disputes, including use of the Personnel Appeal Board,
that may arise between them concerning the interpretation or operation of this
Agreement without any interruption or disturbance of the normal operation of the
Employers affairs.
21.2 Any employee having a grievance in connection with his/her employment must present
it to the Employer within fifteen (15) days after occurrence of alleged grievance as
follows:
21.2.1 Step 1 - Verbal:The employee mustfirst discuss the specific grievance with his/her
immediate Supervisor. A Steward shall be present at this meeting; otherwise, the
complaint shall not be considered a formal grievance, as outlined in this Article.
The immediate Supervisor shall attempt to adjust the matter consistent with the
terms of this Agreement as soon as possible, and shall, within five (5) days give a
verbal answer to the employee.
21.2.2 Step 2 - Written Department Head: If the grievance is not settled at the verbal
step, a written grievance may be filed by the Unit Chairperson or designee with
the employee's Department Head within ten (10) days after the immediate
Supervisor's response at Step 1. When a grievance is reduced to writing, it shall
contain the name, position and department of the grievant, a clear and concise
statement of the grievance, the issue involved, the relief sought, the date the
incident or violation took place, the specific section(s) of the Agreement alleged
to have been violated, the signature of the grievant, the signature of the Unit
Chairperson or designee and the date the grievance is reduced to writing.
Inadvertent omission of minor information will not prejudice the processing of the
grievance.
21.2.3 A meeting shall be held between the Parties within ten (10) days, unless mutually
waived in writing. Within five (5) days after the completion of the meeting, or the
waiver thereof, the Department Head shall give a written answer to the Unit
Chairperson or designee.
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ij1.2.4 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).
21.23 Personnel Appeal Board: In all matters of discipline, the Union may elect to appeal
a grievance denial in Step 3 to the Oakland County Personnel Appeal Board (PAB)_
Notice of an appeal to the PAB must be provided to the Manager of Labor
Relations within ten (10) days after the Union's receipt of Step 3 decision. The
PAB's rules shall apply in such hearing.
21.2.8 In cases of a suspension greater than five (5) days or discharge only, if either the
Union 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 writingwithin
five (5) days after the party's receipt of a written decision of the PAB.
21.2.9 If the employer appeals a discharge ruling of the PAB, the County will not contest
unemployment compensation and restore health care from the date of the PAB
decision until such time as the Arbitrator issues their decision on the appeal.
16
.1.2.10 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
2i-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.
21.2.19 To the extent that the laws of the State of Michigan permit, it is agreed that any
arbitrator's decision shall be final and binding on the Union and its members, the
employee or employees involved, and the Employer.
21.2.20 The decision of the arbitrator shall be in writing and due within thirty (30) days of
the close of the hearing. This time limit may be waived by mutual written consent
of the Parties.
21.2.21 The fees and approved expenses of an arbitrator will be split equally by both
parties.
21.3 General Conditions:
21.3.1 Withdrawal of Grievances: A grievance may be withdrawn and, if so withdrawn,
all financial liability shall be cancelled. In the event, however, UAW International
Executive Board reinstates a grievance it is in agreement that the grievance shall be
reinstated. If the grievance is reinstated, the financial responsibility shall date only from
the date of reinstatement. If the grievance is not reinstated within twenty (20) days from
the date of withdrawal, the grievance shall not be reinstated.
21.3.2 Computation of Back Wages: All claims for back wages shall be limited to the
amount of wages that the employee would otherwise have earned less any
unemployment compensation and other interim earnings of compensation received for
employment obtained subsequent to removal from the payroll of the Employer.
m
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
1. WAGES:
Deputy County
Wages and Wage Increment Schedule
WAGE INCREMENTS
`SYepx
Step Step'
Step' SYer +, SYep Step
Step
A,2
3
¢; S T b
7
8
83,682 87,744 91,806 95,868 99,931 103,993 108,055 1112,117
ef Deputy Register 125
iDee
75,902
79,586
83,271 86,955 90,640
94,324
98,009
101,694
�of
I
(Director Elections 1127
83,682
87,744
91,806 95,868 199,931
1103,993
1108,055
1112,117
(Elections Specialist 1119
56,639
59,388
162,1381 64,887 Ij 67,637
70,386
173,136
75,885
(Micrographic 114 144,378
146,532
148,687 J 50,841 152,995 155,150
157,304
! 59,458
Equipment Operator
Supervisor
(Office Supervisor 1 113 142,265 144,317 146,368 48,420 150,472 152,523 154,575 1 56,627
Office Supervisor II I 117 151,373 53,867 156,361 58,855 161,349 163,843 166,336 168,830
(Supervisor County Clerk 121 162,444 65,476 68,507 71,538 (74,570 177,601 80,632 83,664
(Supervisor County Clerk 117 51,373 153,867 56,361 58,855 161,349 ( 63,843 66,336 68,830
Vital Records
Supervisor Register of I 121 62,444 165,476 68,507 71,538 74,570 177,601 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
ii Chief Deputy of Register of Deeds
iii. Director of Elections
iv. Election Specialist
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Article 24
Eligibility for Employee Benefits
24.1 Unless otherwise noted below, all employees and their eligible dependents shall become
eligible for employee benefits beginning the first day of the month following their date of
hire. Exceptthat, an employee hire date after the 15th 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.
25A 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
25A.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
20
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 he offered through another carrier.
26.3.8 Employer Paid Life Insurance
26.3.9 Optional Supplement Life Insurance
26.3.10 Vision Insurance
26.4 Wellness: The County agrees to increase the annual payment for an annual physical from
$100 to $150.
26.5 Annual Leave Buy Back: The County will follow the resolution set by the Board of
Commissioners in August 2020.
21
26.6 Retirement:
26.6.1 The County will raise the match within the 457(b) plan from $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 notto 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
27A State of Emergency: In the event of a declared State of Emergency where the public is
ordered to remain home by either the Governor, County Executive or County Health
Officer, those employees deemed "essential" and exempted from the provisions of the
"stay home" order may receive Hazard Pay for time spent at their worksite.
27.2 Should the county pay Hazard Pay to its employees, it shall be paid in an amount
determined by the Board of Commissioners.
27.3 Payments shall cease the pay period following the termination of the "stay home" order.
Article 28
Social Security and Medicare
28.1 The Employer agrees to provide Social Security and Medicare coverage to employees who
are subject to mandatory withholding underfederal law and to employees whose position
require coverage under a Section 218 agreement between the State and the Social
Security Administration.
22
Article 29
Reimbursement for Mileage Expenses
29.1 Employees shall have the option of using a county pool vehicle when conducting county
business.
29.2 Employees electing not to use a county pool vehicle, shall be reimbursed for mileage
expenses in accordance with the County's established procedures.
29.3 Employees who use their personal vehicle for County business shall be reimbursed at the
IRS federal standard mileage rate for all miles driven in County service.
Article 30
Retiree Insurance
30.1 Bargaining unit employees shall be eligible for the current retiree insurance and
retirement health savings plan as set forth in the current rules. Eligibility for these
programs shall extend beyond the expiration date of this agreement for employees
covered by this agreement provided it is understood between the parties that the County
shall have the right to change insurance carriers and plans for retirees so long as the
benefits remain comparable.
Article 31
Emergency, Inclement Weather, Facility Closures
31.1 Weather Emergency
Employees who are unable to report to work on their regularly scheduled shift because
of severe weather or other conditions which interfere with access to their work sites may
use accumulated paid leave to cover their absences. Employees who do not have
sufficient accumulated leave to cover their absences will not be paid for the time absent.
31.2 Facility Closure
If a situation arises that causes facilities to close, the employee shall be paid for their
regularly scheduled work shift.
23
Article 32
Training and Certifications
32.1 Employees who have attained or are completing professional certifications in their field,
shall be entitled to complete the necessary requirements to maintain those certifications.
32.2 The Employer shall pay for conference registration, session fees and necessary travel to
maintain or acquire the professional certification.
32.3 The Employer shall pay for required trainings and related travel that are necessary forthe
performance of an employee's job duties.
32A 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
of termination or modification •,withdraws said notice prior to the termination date in
Section 35.1, above, this Agreement shall continue in full force and effect from year to
year thereafter, subject to timely notice of termination or modification by either party in
subsequent year(s) of an extended Agreement.
35.3 Notice of termination or modification shall be made in writing and shall be sent by
Certified Mail. If said notice is made to the Union, it shall be sent to UAW Region 1, 27800
George Merrell Drive, Warren, Michigan 48092; if said notice is made to the County, it
shall be sent to Oakland County, Director - Human Resources and Labor Relations, 2100
Pontiac Lake Rd, Waterford, MI 48328; address changes shall be made available to the
other party, where applicable.
35.4 It is agreed and understood that the provisions contained herein shall remain in full force
and effect so long as they are not in violation of applicable Statutes and Ordinances and
remain within the jurisdiction of the County of Oakland.
35.5 Article 30, Retiree Insurance, is not subject to thetermination 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:
Oro
UAW Region !, International Rep.
UAW Local 889, 1" Vice -President
f v
/ UAWQ Uni{% Chairpe4jn
County, Executive
Chairperson, Board of Commissioners
Director, Human Resources
26
4. Employees will continue to receive a ment step increase for the remainder of the r!E 2021 and
future years upon an acceptable review from their supervisor.
S. Should a supervisor fail to provide a review in time for an employee's Merit review date The
employee will automatically move to the next step.
6. Under the sole discretion of the supervisor, employees may move up more than one step with
appropriate justification from the supervisor (this decision shall not be reviewable under the
grievance and arbitration procedures).
7. The County has the authority to place new hires in any step within the classification taking into
consideration job experience and other factors requiring a new hire to start above the base
salary.
8. A 1% equity adjustmentwill 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.
NJ
Appendix 5
29
I_1d7tliw•I�llil
IMPORTANT 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 eacn plan. Please refer to the Summary Plan Document (SPD) to confirm coverage details. Every effort has been made to ensure the accuracy of this document.
In the event that the information contained in this document differs from the SPD, the information contained within the SPD will prevail. This document does not
establish or determine eligibility for benefits or procedures, nor does it constitute an amendment, modification or change to the SPD or to any existing contract. All
coverage is subject to medical necessity guidelines as outlined in the SPD.
In order to be eligible for benefits as specified in the SPD, services received by a Covered Person must be administered or ordered by a Physician, be Medically Necessary
for the diagnosis and treatment of an illness or injury and allowable/covered charges, unless otherwise specifically noted in the SPD.
AVA fLABLE TOAI,L AVAiLABLETO.ALI. AVAILABLE TO ALI, AVAILABLETOALL ONLY AVAILABLE TO
EMPLOYEES EATPLOVEES EMPLOYEES E:AIPLOVEFS EMPLOYEES
CURRENTLY ENROLLED
PPOI PP02 PP03 HMO TRADITIONAL
BENEFITS ASR Health Benefits
a rhcalth hono6h.c pm
Employee Bi-Weekly
$32 / $65 / S75
ConbSbmums
NO COVERAGE
OOtinn
Nehvork(e)
HAPAlhanec Heald, &Life
Pilo / Phyu.i.ms C.e /
CIGNA / Melhplan
1)educfihlc(s)
$200 per personr$400 pa family
um calendar vear
Coinaomar,,
0% for most servicc" 1096 a( ter
deductible as noted.
Coinsurance Maeimum
S 1,000 per persmvfcaudy per
calcnJar year.
BVPATIENT HOSPITAL CARE
General Conditions 100%,
semi-Pri' ate Drugs
Toter," Can; I tort
Met,
Ii.,,til Eympmrnt
Special Diets
Nuriana Cve
OLTP.A'I'If Nf HOSPITAL CARE
Hmcrgen.y Room Crc I $ (Go .opay
Ae6d=ntu Iii,ia s
Blue CrossMm, Shield
ASR Health Benefits
Health Alliance Fla.
Blue Cross/Blue Shield
PPO Community Blue
(HAP)
Traditional Plan (BOBS)
Plan
w_w.v.BCBSM.eom
—'µ r. r_hcJlhbenefittcnm
..ww.ILlP.or.,r
wwrv.RCRSELaun
$42/$70/SSS
S16/S35/$45
S32/$65/S75
S52/S89/$94
Refer m the 2020 YourTotal
Compensation Statement for (Earnings) amount.
1
Blue Cmo•Bluc Shield
HAPAIImnce Health &L&
N=aldt Nliaace Plan
Bluc CmsUBlue Shied
PPO/ Plryaivans Care/
IIMO
CIGNA / IIMul tiplan
S 100 per penon'$200 per
$250 per pc.c,VS500 per
No Deductible
5200per permn/S400 pn
fairly per eelcndei yes
fatuity nee calcuar Year
Family po cafcndarYe+r
10% aft, deductibicas
20% after d=dncoble as
No Comsaaccc
10% ufer deductibleu
noted 5046 for private duty
noted. 50%,iftcr deducible for
noted. 254E for private duty
private dury nursutg
nuramu
$500 per penoNS l,000 per
SI000 per pason/$2000
Not Applicable
$1000 per perscolfamdT. 1
family per calrndar year.
per Groily per calcudaryear.
peraalcndar year
I
90% after deduct] bve
80%after Ednctble'
I00%der
f00
aanatoecopay $1000
S 100 copay s100 cop,, dcduchblc and 5100 copay $100 copay
cou"urance nl.ty a1s0 apply FOr
30
BFNFFt'CS
blcd,eil Emngencies
Physical Therapy
AI [ABLE TO ALL
ENIPLOIT.ES
PPOI
ASB l(calth Bcncfits
um v..aarhea l tb bend i lscnm
GJ.A)' \,lived fa-
acM,ntal injury or if
admitted
l00%
URGENT CAKE
Rent Quc Visits
1 $20 conav
PREVENT mvE CARE, SE2VICES
Routine f 1.1th Maintenance
100",5'
E, — ncludcs chest -uy,
EKG, 6,,I,,tcnl na«ning
and
orber select lab Vro,adures
Ro,mne Physical
100%'
Rautiaa GyaecJlnp,ial
100-W
htam
aouon, Pap smear
l00%
Screening— labJ,atory and
pa,hJlagy services
W filuby Child Car,
Visirs
• 6 visits, hirth through I'_
unrlva
•6vis,m 13t mths
th,a,h 23 month,
• 6 ,wits, 24 months
tbru,rgh 35 months
•2,,Sits, 36,u i,tha
through 49 months
• Visicsb,nnd47
months arc limited to
ne per member per
calenda, v<a,
EMPLOYEES
PP02
Blue Cross/Blue Shield
PPO Community Blue
Plan
w""J Cmnhcam
CJp,iy waived far accidental
i,pury o, if admitted
90%after dcducbblt-
60 mh,n d visits per calendar
S20 cop,
100°fi"
10096*
I00%o
100". "
100"io`
Plan wr<rs 8 visits (birth
through 12umaths)
MLABLE TO.ALL
EMPLOYEES
PP03
ASR flealth Benefits
somens,huHNhenefirs,cn,n
erv,ers. Copry waived
for accidental tejuty o, if
admitted
80% after deductible"
1 S20 copay
100%.
I00°d
100%,
100%,
l00%
EMPLOYEES EMPLOYEES
CURRENTLY ENROLLED
HMO TRADITIONAL
ifeaRh Alliance Plan Blue Cross/Blue Shield
(IIAP) Traditional Plan (BCBS)
wa•a.fiAP.,,r^
Copay waived ifadnutted
100%`
Includes Spaech The,apy
mid Occupational Therapy
Up to 00 acat"cibi" visia
per benefit period Maybe
r<ndered atlmme.
1 $20 copay
Ion^h^
UU",
100%1
I bm'. --
ay.BCl{SM.aom
Copay rvaired far accidental
injury or if admitted
90%afterdcductible'
60 combn,ed or cents dle
cinu per ealendar yay.
� 90".5 utter deducbble`
I00%"
I UU'S6T I
l00%ro I
100%` 1
100%, 100%'
Nn lnnd, Jn aumberofasLLs Phu, cavcrs 8 visi. (bi,th
thraugb 12 months)
31
BENEFITS
AVA II.A BLF TO ALL
FAIPLO YE ES
PPOI
ASR Health Benefits
.,, ,h,,I hbenefimcnm
dca tie hcald,
mnu tenm,ce team bm,e it
Adult and Childhood
t00%.
P,c,c,mve Scn ices and
nnnumrauons as
ecommrnded by the
USPSTP, ACID, HRSA e,
r,r]"r,our", as ICCOfrn,%ClI
by 9CBSM4, ASR nad HAP
duu ,V In cnnlpllanie Kull
the provieipna ofd,r
Patient Protection and
+.ff,,,&blc
Care Act
Routine Feral Occult Blood
100"6"
Sacening
Rrndnc Flevblc
100-N.,
Siutnoidoscrm Esam
Ro,ame Prnstatn Specific
l00%"
Andean tPS A l Scrcunnu
Rowiae Mammogrmn and
100Pn
Rclnted Rc ebag
Cdcr,,,eopy--Routine ur 100%,
Nledlwl ly NeCurrary
MENTAL HEALTH CARS
b,paua,t Marital Health IOo"a'
Outpatient Mental Health j,'0 erPaY
Vrsils
AVAILABLETOALL
MUL.ABLETOALL
EMPLOYEES
EMPLOYF.F,S
PPO2
PPO3
Bluc Cro.sBlue Shield
ASR Health Benefit,
PPO Cmn n..ity Blue
Plan
.neBCBsnLenn,
„.a,.aa6canbhencrt.cn,o
l00%u t00%-
100%` Iov"
l00%" 100"1fig
t00%+ 100%,
NOTE: Subsequent medically NO'l E: Medically nce,,ay
neeessary,n uograms manunogrmus arc s,,bVa I.
p,leru,ed during the same your dednetible and patent
.lead. yem are subject u, eo'vsm7nce
your, dedaetrble and patent
coinsurance
NOTE: Subsequent NO'IT: Subsequenr
<olonoscopicsperfonucd .olnnnscopies perfonncd
dwtny fhc smnc calendar yur denng 0,, aame calenbaryear
a, e subject to your deductible are iubjeet to yow deductible
and percent consurancw and perxnt coinsurance.
90%aHa deductible' ISOiaaRzr deductible'
n0%afte, dcducubW S20 ropey
OlHce Vistls S20 capay
AVAILABLE TO ALL
EMPLOYEES
HMO
Health Alliance Plan
(HAP)
w.H AP.o,e
100°%,
100
100°%"
100%,
loll%,,•
$20 npay
ONLY AV At LABLE TO
EMPLOYEES
CURRENTLY ENROLLED
TRADITIONAL
Blue Cros Blue Shield
Traditional Plan (BOBS)
.ww.BC65\Lenin
1 t00",I-
10051."
100%°
NOTE: Subsequent medically
necessary ma,mnrcrams
per(mmed during Ow same
calendar year are subject to
yam' deductible and peieeat
comsmauce
100",'"`
NOTE: Subsequtat
colmmsarpics perl'nrmcd
during the same calendar yur
are ,ubject to your deductible
and percent cunsurance.
l00%' I
l00%' 1
32
AVAIL-METO ALL
EMPLOYEES
PPOI
BENEFITS ASR Health Beuefin
vYw srhrdrbbennFicccom
ttrSuhstanee Abuse
100%'
Gve Ch Cbevvcal Ucpevdevav
C
Outpatient Substance .Above
$20 copay
Care Chemical Uependency
SPECLAL IIOSPITAL, PROGRAMS
Hospice Care
100°e'
Sp,edied H,mtan Organ 100%'
Transplants
MEDIC:AI. AND SURGICAL. CARE
Surgery 100%r
Techareal Swgtaal Assist.
100%.
Anesthesia
L00%a
NWernity Care Daivery
100%"
pre -and Post -Natal C.
tO0'4"
lnpabent lvlcdtmL Cue
100°0
innattem Cou"oft bons
100%
Laboratory &.P flmlo4ry
100ia
Dutmostm Setmces
100%.
Uia_^sosde and Therapeutic
100°d
fON:1L ltENEFITS
ADDITIONAL
_
A VA I L4BLE TO At,[,
EMPLOYEES
PP02
Blue Cross/Blue Shield
PPO Community Blue
Plan
BCIi5alcmn
90°,b abet' dcductiblc'
9096 aker deductible*
Oflicc visit$2U c.pay
100.0'
90% to 100%'
Covered nrc.ohra, Io plwr
cutdchn..>.
90% afterdcductrble'
90%alto deductible"
W?t after ddpcttble1
90% aft" dedomble'
100°
90'Fd after deducbble
90% after dcduchble^
90%attct deducbble'
90". aft,,dcduchble"
90%.,fter deductible'
Office Visits 1
$20 copay $'_0 copay
Chirapracdc Cwe vo copay $20.'x'y
ISmttcd to 38,iatts per calcnd,
Ltmitcdm 24vtsds pet
vc.u,
onlendal vrw'
Meg, Testnnq
100%.
100%ro
A llel, 11,1apy
t00%"
Ilia%.
Ambul.utx Services
90% aft. deducbble"
9095 after dedueuble'
A V MLANI.h; TO ALL
Ea1PLOYF 1,S
PP03
ASR Health Benefits
AVAILABLE. TOP
Eat P 1,0YBES
HMO
Health Alb:tnce Plan
(HAP)
v asnc,althbevefit,com
30% after deducbble' 100°16^vm
S20 copay
9046 aver deductible`
x0%after deducbble'
SO -A s r" dcductiblc"
40% afrer deductible*
90%after deductible"
SB% after deducbble"
hw-": for some pte'.tsl
alhenmsa 90% 'Re'
dedttcnbte"
SO% fter deducdble`
.SO%after dedueuble'
x0':b aver dmpcnble'
80"° auu deductible'
90%a6ter deductible^
S20 copay
S20 copay
L noted to 38 msus per
.1trodw year
x0% after d duchble`
SO% otter deducbble`
S0% after deductible'
SIO copal'
Coveied up to 210 days per
Ideurn,
Covered accwdmg to plan
gr deINCS.
100%
Vol weary second sw gicxl
opinion. S20 cppav
I0119�"
I LID%*
11109a pre -natal Visits*
S20 copay post ortat visits
100%
I t10IV
IU0°,6'
100Y o'
Cavn cd"
S10 c,,pay
Npt Covewd
S20 c.pay
OU%'
100%^
EMPLOYEES
CURREN TLY ENROLLED
TRADITIONAL
Blue Crass/Blue Shield
Traditional Plan (BURS)
w.BC Olyt-cum
1noo��m
In approved
In approved facilities only
100%of approved auatrnt
WON in applovcd far,ditus 1
I
100%
Voluntary second surgical
opinion on ccrtau+'luoe.aa
100%,
100%"
IOO-A'
IUII°o pr,natal visits
90%alter dcductiblc post-
nateLresits'
IO()%"
100%,
90'; h after dedueuble'
9U% aft, daduvbblc`
90%afier dedueuble"
90%after deductible'
90% after deducbble*
Lurded to 38 Visits pa
Qalendor nd,
a0%enor eprnnlr
90%n1vt doducuMc`
90%efte, deductible'
33
BENEFITS
I Durable Mchtal Equioment
.1 DlaOcrtc SePPllea
j Private Duty Nmerm,
Skilled Nursing
EMPLOYEES
PPO1
ASR Health Benefits
w:asrhealthbcncfi te.cn m
90°<�afrcr deductible"
90"1. N..Ammal Daducnble"
90% after deductbla*
100°0
Assisted Reproductive Not C.vered
Treatment
Volnntmy Stenlneoon and
FDAApptmved
Conlrateptive Methods
PROGRAM PROVISIONS
I Out of Network S"mes
Peym"o.fCovered
Services
In general, Plan pays 85%of
approved amount less applicable
wpays F.rdiabctiesupplis,
durable medical equipment, and
private duty nursing, Plan pa} s
75°,b.f.pptovcd am9unt aRer
dcducnblc(Ifappliceble)
Retemr5 (i lehv_nrla Hnmihls_
100% cfmveredbeuefit
Nan-Nehve,k Hospitals
8504,of approved payment amount
Rcfared Network) Phvocaan-
Puro liens —_
100%afler S20 cup,
Nbv-nahwrk Awtici,nv -
Ompaleot
85%.f appuoad paym ent amount
aRer $20 c.Pay,
A VAILABLE TO ALL
EMPLOYEES
PP02
1V.AIL.ARLE10 ALL AVAH ABLE I'OY
EMPLOYERS BAIPLOVF.PLS
PP03 HMO
ONIA' AV.AILABIT, 10
EI'ArU YF.ES
CURRENTLY ENROLLED
TRADITIONAL
Blue Cross/Rluc Shield ASR Health Benefits H"Rh Alliance Plan Blue Cross/Blue Shield
PPO Community Blue (IIAP) Traditiu nd Plan (BC/BS)
Plan
va.a RCRSALaom
90% Flit, dedrebbW
90% after deductible"
50%after deduetble-
90%01cr de fettible°
Not Covered
Plan pays 70%ofapproved
count, after oat -of nemmrk
dedueuble, less appl,,L1.
copays.
Re emu] (Nehvmk) H.,tanala:
9V. of covered buaefiL, aRer
deducnble
Non-Femork He >,1A,
70%uf,IPp.,nd pn reaL
amuw:t aRercm, fremcn,
deducible
Rereted INchvoakl Physician.:
100".6 after S20 ru,a,,
\.n-new-oat Plnsiuy n
7094, fNppm ed payment
wounatafter outof-ndwmk
dud uwble and S20 ,olwy
.......asrhe dthbentliL.,nm
u1L1P one
v. Yp'MV tout
8096 alterdcdUctible'- _
100%' — -
90% after deductible"
80%after deducnble'
10a".
90% after deducnble"
50%atterdedrfl Nr`
Not Covered
75% alter deducuhlc'
80% after dcdocnble'
100°
IOU96'
11p In 730 days
enable after60 days"
Not Covered
10000"
Nat Cnvemd
One aHempt ofarvficlal
insemmauen per lifetime
100%
I011°m"
Ios?
In geneal, Plan pay. 65%of
approved amount after
deductible less apnbcabk
copays For piiv ate duty
norem , Plan p"" 50%nf
vpprnved wnount aRer
deductible
1'raf raiNmv.tkl Hospital.
80°a of wvnxd hcnafits, Ifs,
appliable deducnble
Non-Nehvork lio.nl145.
65%of app.e ed p,fumol
.mcwta8ard,ducob1c.
PnFeted (Nd t,k)Phvan;m.-
Or:I=f9L
100%aRer S20 up,
N.o-nehvoik I'Ipn�uaaa-
Our�c
85 % of approval µryme+rt
atuo9maftor 920 mryay.
Net cnvcmd. wept for
nn p n,ma
(:.pays as ruled.
Particin_am, Hnif�.
100%nf<ovocd bcncflts
N.o-,m, menu fi.snnal.,
Inpatient care it,a'rt ,.uc
hospital - 570, day,
Inpatient eaaa In tan a hospital -
SlSadey.
Median Sun-nal
1005'. of BCBS 61's appmvd
amount
34
BENEFITS
AVAILABLE TO ALL AVAIL\RLETO ALL WkIL.ARLETOALL AVAILABLE, TO ALL ONLYAVAILA BILE TO
FAfPLOYECS EMPLOYEES EMPLOYEES EMPLOYEES EMPLON FES
CURRENTLY ENROLLED
PPOI PP02 PP03 HNIO TRADITIONAL
ASH Nealth Benefits Blue Cross/Blue Shield ASR liealth Benefits Bcalth Alliance Plan Btu, (Toss/Blue Shield
PPO Community Blue (HAP) Traditional Plan (BC/RS)
Plan
ax w.aznc�Jthh,nef ts.uu.. wnnv.BCBSNl.enm a snva.aailo,dthbcieti0,,.cum
NOTE: Hearing aids and seances are no[ capered under am' Oakland Cwmry ruedicu! p/mzs.
PRESCRIPTION DRUG PROGRAM
Retail Prescription
Navitns
('airier
w++•+v navruccnm
Mail Order Prescription
NoviXus
Czrrwe
nv�nnv novisus.com
Partici,o ting/Ntor.d,
Pharmadcs
Nun-P,,ddpafing/N'on-
Nervork Pharmaelee
Maintenance Dings
Cm"ucd / Copays'
Tier 1: $5 Most Gener,s/Somc
Brands;
Ttcr^_: $20 Preferred
Brands/Somc Gcneocs;
T,cr3- $40 Non-Prefisned
products (could include both
bread and generic)
Select Birth Contact pills
covered So coPay.
Paid at dire m-netwok east, less
$5, $20 or S40 copay
Mentenan. drugs taken on a
Ion, term basis can be tilled us a
three-month supply fr" si,
Luanda copay through either the
Mail O,da Drug carnet or at a
retail pharmacy.
Novi.,
+P+aw'-- coin
Novaus
www novixnc.com
Covered / Copays
Tier L $5 Most Gnerics/So ne
Bounds;
Tiu2: $20 P,cf,,al
Brands/Srme Genencs,
Tier 3: S40 Non -Preferred
products (could include bath
brand and generic)
Select Birth Control pills
Bred $0 copy.
Paid at the m-network cost, less
$5, S20 or S40 array.
Maintenance dings lAcu can a
long-term basis can be filled as
athrcc-mondn supply for a
nc-month copy thmngh
either the Mail O,da Drag
copier or at a retail pb.ucy
N.Aur;
µ'W W reaus coin
No+iXus
nnvw.no,"o,conh
Covered / Copays:
Tier 1: $5 Most Genetics/Some
D'acau;
'Pier 2: $'-0 Przferi
Breads/Some Genetic:
'Pier 3: $40 Nan-Prefcn,d
products (could include bath
brand and Germ, products)
Select Buth Conhol pills
covered $0 onpay.
Paid at the iu-network cost, less
S5. S20 or $40 copay.
Maintenance drugs taken on a
long-term bays can be fillul as
a three -moot, sound, fro n
,e-month cup, through
citurthc Mind Order Doug
tuna or at a rcoad phzmvcy.
Health Alliance Plan
W"I'HaP,y
Phanu:my Advante-u
rvnn Phaiaucc.4dv:mtacd2
I coon
Covered / ('apays:
Tier I' S9 h(rst Generic:
Tier 2. $20 Select Brand
unma
Tiers S 10 Nun -Pretend
Select Bud, Control pills
cc's"d $0 copay.
Not Covered.
Maintenance drugs taken nn
a long-teon basis -a 30 nr
90-day supply, Whichcvci is
,, enter, can be obtained for
a one-n.onth rupee atyouo
local phamnace
A 90-day supply of
maintenance drugs may he
obtained dnauah mail order.
a+. W, RC11a,Lcnt
Navims
+vR W n leiu ,1?Jm
Nov,Yus
Covered / Cnprys:
Tier I: S5 Most
GmmcsrSomc Brands,
Tier'_ S20 Preferred
Brands5mue Gca,, tes:
l7or3 SWNon-Piettotcd
products (cnald mdodc brand
.mil
Select B,th Conrol alh
covcmd $0 copnv
Paid at the in -network cost.
des+ $5. S20 or S 10 ropey
Nfaman:mec drugs taken nn a
long-term kask con he filled
a thmc-mn,ru supply for a
one -month crprythiough
either the Mail in de, Drug
evrico or,t a,ettd phnr e,cy.
35
AVAILABLETO ALL
AVAILISLETOALL
AVAILABLM, TO ALL
MAILABLE TO A LL
ON LY&VAILABLF, TO
EMPLOYEES
EMPLOYEES
EMPLOYEES
EMPLOYEES
EMPLOYEES
CURRENTLYENROLLEO
PPOI
PP02
PP03
HMO
TRADITIONAI,
BENEFITS
ASR Health Benefits
Blue Cross/Blue Shield
ASR Health Benefits
Health Alliance Plan
Blue Cross/Blue Shield
PPO C•nnnutinity Blue
(RAP)
Traditional Plan (BC/BS)
Plan
n.mv.acrhwlthbenefim ou
\vr\Y\'.BCBSNI.eom
www.asrhulthhenefitt.com
nv11AICerr,
e,.R(')lShtuim
NineWhile in thelm plml,
if you request a prescription be
prescriptiar
If you iequcvt i fe"crlptien
If you requasr a presa,ption
ifyeurequest n presciption
dugs' ore cm•ered unJ"
fi lled with a brand cane drug
be filladwirh a bcend name
be filled with a brand name
be filled,, oh a le.d,wmc
be filledwith a brand rune
your nied/eal plan.
and there is a generic equivalent
drug and Ihcre is a Senene
drug and diem ie a generie
drug and there is a gene,ie
drug and them u, it geneuc
available, you red be
egtdvalentavulable, you will
equvel,re avalable, you will
mailable, you will be
equivalent available, you wdl
responsible for the Tier 3 repay
be responsible for the Tier 3
be respoosible for the T,er3
respoasible for die find cost
be responsible for lie Too
plus die cinfererudd bebveca the
copay plus the diffemntiA
copy plus the differential
diHerentml between the cost
ropey phis the differential
cast of die bread and the goderm
between die cost of the brand
between die cost of the brand
of the band and die copay of
bbr,en dre cost of the band
ding. Ifyonr do,mr makes the
are the gone, is dnig. Ifyow
and the generic drug If your
die gene,m drug. Ifyour
and the genanc drug. Ifyom'
request, you will be e,porsflac
doctor makes the regncst, you
dodo, makes die ttquest, you
doctor makes the request.
doctor makes the rcgnest, you
ferrite Tier 3 copay
will berespomdle for die
will br,cponsible forth, Tier
you will bcrc,pomiblc for
edl be iespons,ble frn die
Tier 3 copay. -
3 copay
die 'ISer 1
Tin 3 copay.
Appendix C
37
APPENDIX C
BENEFITS
High Plus
Delta Dental
High
Delta Dental
7-7
Comparison I r ,a,
wwuedeIIadmt�lmi-°nm wuw.delLldenlalmi<om
Employee Ri-Weekly
Contributions/ SI-15/$1.73/SS SIAS J $1.73 /SS
(E:inning)
NO COVERAGE
Standard
Delta Dental
.,va.ddiadcn mhnf.eum
so/So/So
Modified
Delta Dental
'a",'klmAentdmi.rnm
($LI S) / (SL73) / (9.27)
Refer tothe ?02U Your Total Compensation Statement for (!?arninY,S)nmount.
Option
Nehvm k(s)
Delta Dental PPO / Ddta
Delta Dental PPO / Delta
Delta Dental PPO 1 Delta
Delta Dental PPO / Delta
Dental Premier
Dental Premier
I Dental Premier
Dental Yrctruct
DIAGNOSTICS AND PRU
TNTIV E
I
IDaymosncs and Rcecntive
100"5
100-A
100%
100%
Services - iouhac 01A
<ams, cle.mmgs, fluoride,
and apace mmnt on.
Emc"'c "r Palhabve
100%
100%
100%
100%
reatmenl—to temporanly
tcheve pain
Pcnodonfal blainananw—
10091.
10114E
100°16
1004'0
cleanmga fallowmg
pe, nelw'l rherapv
Dental S,,eants- efuldren 14
100%
IOU%
100-4.
100%
yens and under
Oral Cancer Brash Bmpsy
100%
100%
100",c
100%
BASIC SERVICLtr
Radm>mephs—X-rays
85",°
S54:.
859"
1 50%
Minor Res(c,ob, Serskes
8.5%
35%
353'"
50116
composite hvhitc) fillings
and crown mpen
E dodomm Scry ices -root
a5^,%
Si%"
85"10
50%
Js
I'mvedoou, Services - to
Si%
8515
8586
SO%
treat ,an disease
O'al Surgery so'ne,s-
RS°o
R54°
RS°r"
SOYA"
e�haermns:md dental
m ncry
_ _
— _- -__ _..
- _
Nrdmvm'totatrve Scnvmcs
_
8S6/6
1
33
AVAILABLE TO
AVAILkBLETO 4LL
AV.AIL4BLETOALL
AVAII:XELE TO ALL
RU 9. 10. & 15
EMPLOYEES
ENIPLOI US
EMPLOYEES
Hioh Plus
High
Standard
Modified
BENEFITS
Delta Dental
Delta Dental
COO DenLd
Delta Dental
s+wn.delhndrnGlmi cnm
+ywiv.drltadenta)_mi.cum
r. 'AdJn tndeoeelncnm
.v w.drlmAun GlnAicnn
OUttt Basic Se:cmrs—
85°'°
85%
859'°++
50"on
miscellaneous servma
Relines and Repai:e—to
85i".
8596
3i".t
50%
bridges, dentures, and
iAJOA.roRSExvICEs
I nm
Pmsthodontie Szrv,ces—
50%
50%
50'f°
5c% 1
bddces, Implants. and
den res
I ORTHODONTIC SERVICES
Onhodontic Screies—
5091,
50%'1
5090
minor treatment fe tooUi
bvid.ee, full banAnu
tnaananp and mm+rhly
acme Leam+ent visi�
ONiodootia Mxyimum
_
SI000 Pei elig:hle member per
I- perobbbla m<mberpe:
S1,000 pu die ble mmnher per
S 1000 pa ebmble m.:mha pzr
Limit
hfe6me
lifc6me.
lifetime.
lifetime.
Ortbodoonc Age Limit
Up to ace 19
1 Ifp to age 19
Up to age 19
Up to age 19 I
PROGRAM/PROVISIONS
- - -1
Deductibles
$25 Per pcnon'$50 per
$_'Spey peso,I( S 5 0 per
S25 per petson l$50 per
S25 per person/S50 per
Camily/oar cilrndu vein
Fannlyrpercalendaryear
fndypn calendarvc+r
lamihdper caleixl�,ar
bla>imum Benefit
S1,5M per indnnda+) per calmdm
$1,500per mdmdoed,, almdv
S 1,000 pc, lnd+vidu,d rcr ralendt,
$750 per individeal per cd du
veer
Year
Y..
Al l h:nefile htued on m:uimun+
All6enefin baud on madmmn
All lunetiv based to, uetioo t
All hcnehts baud on ma +mum
ann�ovcd fcus
approved fac
approccdf,
opmved firs
NOTE. For additional information, refer to the Delta Dental Certificates and Benefit Summaries farad war ..cakuov comrhenefits under
MedlcallDe ntalMsion.
39
40
•FAMIL"I_4C
Nis�cn i?fan Options Corrpansa .';fw
EAMPLOYEES EMPLOYEES
BENEFITS
Employee Bi-Weekly
Contributions
NO COVERAGE
Option
I Nebvork(s)
Elm EXAtAI
Vision Examinations
LENSES AND BRANS ES
High
National Vision
Administrators (NVA)
mvw.o-m-a.com
$1.35 / $2.88 / $3.85
Standard
National Vision
Administrators (NVA)
wwwV.c-nvmcoci
so/so/so
No Earning is provided fm- No Coverage option.
National Vision Administrators I National Vision Administrators l
1 $5 copaymcnt
Lenses Standard Glass or
Plastic / Covered 100% after
$750 copaymcnt
Lenses and Frames
Frames: $100 retail allowance
/ 20%discount off remaining,
balance for frames that are not
nrocrictary frame brands.
I CONTACTLENSES
Contact Lenses
$50 allowance
PROGRAM/PROVISIONS
Benefit payable every 12 months,
Benefits Payable
Benefit availability Nvill start over
on January I (following, 12-
rnonth period).
Additional Discounts
I $5 conavment
Lenses: Standard Glass or
Plastic/Covered 100%after
$7.50 copaymcnt
Frames: $100 retail allowance
/ 20%discount off remaining
balance for frames that me not
nroorietary frame brands.
I
$50 allowance
Benefit payable even,,24 nontbs.
Benett availability will start over
on Iamaty 1 (ti�llnwing a 3i-
month Period).
See the Benefit Summary for additional discounts available l
NOTE: For additional information refer to the NVA Benefit Summaries found on
www.oakoov.com/benefits under Medical/DentatiVision.
41
Appendix E
42
RETIREE HEALTH CARE ELIGIBILITY
Once you have attained the required years of service and age, you are eligible for health coverage
as a retiree from Oakland County. The eligibility is dependent upon your date of hire as an eligible
for benefits employee. The schedule on the following pages applies to non -represented
employees. If you are represented by a bargaining unit, the dates may vary and you are
encouraged to contact the Retirement Unit to determine which schedule applies to you. In all
cases, except as specified differently by some Sheriff bargaining agreements, you must have
met the requirements specified on the following pages and be at least age 60 with 8 years of
service or age 55 with 25 years of service for coverage to commence.
At age 65, Medicare becomes the primary coverage and the coverage available through the County
becomes secondary. Standard dental coverage and standard vision coverage is also available to retirees.
Employees hired prior to September 21, 1985 are eligible for full family health coverage at
retirement. Age 60 with 8 years of service or Age 55 with 25 years of service.
Employees hired on or after September 21, 1985 and before January 1, 1995. Dates may
vary by bargaining unit.
Total Actual Service
Paid Health Coverage
With Oakland Countv
Direct Retirement
Deferred Retirement
Less than 8 years
None
None
8 — 14 years
One Person*
None
15 — 19 years
Family
One Person*
20 years or more
Family
Family
'Retiree has the option to pay the difference for a family policy.
43
Employees hired on or after January 1, 1995 and before January 1, 2006. Dates may
vary by bargaining unit,
At Completion of:
p
Percentage of Retiree
Paid Health Care"
Up to 15 Yeats
10% (No Coverage)
15 Years
60%
16 Years
164%
17 Years
168%
18 Years
172%
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-uays.
Employees hired on or after January 1, 2006- Dates may vary by Bargaining Unit.
At Completion of:
Up to 6 Years
6 Years
7 Years
8 Years
9 Years
10 Years or more
Vesting Schedule for Employers
Contribution
0% (Not Vested)
60%
70%
80%
90%
100%
Wj
Appendix F
45
APPENDIX P
MEDICAL OPTIONS COMPARISON (NON -MEDICARE)
Important Note; The information contained on this comparison is intended to bean easy to read summary to help you and your family
make choices among the different options available to you. Be sure to carefully study each option before making your choice. This
comparison summarizes some of the provisions and certain features of each plan. It cannot modify or affect the coverage or benefits
provided in any way. No right will accrue to you and/or your eligible dependents because of any statement, error or omission from this
comparison. Its provisions do not constitute amendments, modr6cahons or changes in any existing contract.
PPOI PP02 - PF03 HMO TRADITIONAL
BENEFITS ASR health Benefits Blue Cross/Blue Sbiefd ASR Tlcalth Benefits Health Alliance Plan Blue Cross/Blue Shield
- - (HAP) (Available to Redrew
- - - hired prior to 1-1-97)
- - warw.a>rhrnldbcoefik.corn w»w.BCBSV.com www."'luuuhbcnefiracom www.fiAP.o�z M2� 13CBSAI ern
s CIGNA, Nlul0plan and CIGNA, kfultiplan and
Netwark(s) Physmczms Care/I-IAP glue Crocsll3lue Shield Physmoms; Care/HAP I Icalth Alliance Plan Blue Cross(Btue Shield
NPATEENT HOSPITAL CARE - -
General Conditions
Semi -Private
Drugs
y Intensive Care Unit 100% 90% after deductible 80% after deductible 100% 100%
s Hospital Equipment
Special Diets
Nursing Care
OUPPATIENT AOSPCrAL CARE -
Emergency Room Care $100 co -pay $100 co -pay 5100 co -pay, $100 co -pay
Accidental Injuries $100 co -pay
Medmal Co -pay wmved foi Co -pay waived for Co -pay, waived for Co -pay warved far
Emergencies undercut rude, ar it accidcn6rl injury or if accidental injury or of Co -pay ivaioed �F admitted scmdenta) mdury or if
admitted admitted admitted admitted
Physical Therapy loom 90%afterdedubW 80%afterdeductible 100% 90% after deductible
URGENT CAREUrgent Cue Visits S2o co -pay S20 co -pay $20 co -pay $20 cu-pay 90% after deductible
PREVENTATIVE CARE SERVICES -
46
Routine Health
Maintenance Esam—
includes chest x-ray,
100%
100%
100%
100%
100%
EKG, cholesterol
screening and other
select lab procedures
Routine Physical
100%
100%
10091a
100%
tom/.
Routine Gynecological
100%
100%
100%
100%
t00%
Exam
Routine Pap Smear
Screening —laboratory
100%
100%
100%
100%
10096
and pathology
semces
47
rrol
-
ASR Health Benefits
BENEFITS
'
www.asrhrallLbencfifscom,
Well-Baby Child Care
Visits
6 visits, birth - 12 mos
6 visits, 13 - 23 mos.
6 visits, 24 - 39 mos.
2 visits, 36-47 mos
100%
Visits beyond 47 mos
are limited to one per
member per calendar
year under the health
mamtenanec exam
benefit
Adult and Childhood
Preventive Services and
Imm nimions as
recommended by the
USPSTF, ACID, HRSA
or other sources as
100%
recognized by BCBSM,
ASR and HAP that are to
compliance with the
provisions of the Patient
Protection and
Affordable Care Act
Routine Fecal Occult
100%
Blood Screening
Routine Flexible
100%
Shemoidoseopv Exam
Routine Prostate Specific
Antigen(PSA)
100%
Screening
*Routine Mammogram 100%
and Related Reading
' PP02
,PP03
Blue Cross/Blue Sbield
ASR Health Benefits
n+nv.BCBSial,ina
www.asrhv ilthhenefitecnm
100% 100%
100% 100%
100%
100°0
100%
100%
100%
100%
100%
100%
"Subsequentme&cally
"Subsequeatmcduadly
necessary mammograms
nteessary mammognins
performed dummy thesame
performed dime, the same
.1laidar,wa are mbtcct to
calendaryear ac mbject to
your dedumble and percent
cv-msmrance
yow deductible and pecent
co-msurana.
M40
TRADITIONAL
Health Alliance Plan
Blue Cross/Blue Shield
(HAP)
(Available to Retirees
hired prior to 1-1-97)
vw.i LAI'.orr
w•ww.BCRSNLcom
100% 100%
100% 100%
100%
10096
100%
100%
100%
100%
100%
"Sub.equrnt medically
necessary owrmr. ran,
100%
pertam,,d dwmg theoame
calendar yea arc subj,t to
yaw deducoblc and pemcm
co-insemecr
48
00%
t00%
00%
*Subsequent colonoscopics
"Subsequent cofonescapms
*Subsequent colannscopics
*Col onoscopy-Routine
10090
p<rfnnned Dunn, Ju same
performed Dunn, the same
100%
performed dam, the saner
or Medically Necessary
year are subject to deductible
year are subjectto deductible
yea are subject to detectable
and percent eo-insurance.
and percent co-insurance
and percent co-msuraner.
- -
PPOl
PP02 -
PP03 -
HMO
- TRADITIONAL
- BENEFITS ASR
Aealth Benefits
Blue CrossBlue Shield
'ASRHealth lb nefits
Health Alliance Plan
Blue Crose le
to Rettireeess
- -
(HAP)
-
,(Available to
hired prior to 1-1-97)
aww.zvhcaltbbencfilvcom
_
vvav BCBSM...
www.asrhraltbbeaefi rccom
- ..RAP.nrr
-
www.BCRS�Lcom
MENTAL HEALTH CARE
-
-
- -
InpatientMentalHealth
100%
90%after deductible
80% after deductible
100%
100%
Outpatient Mental
$20 co -pay
90% after deductible
$20 co -pay
$20 co -pay
90% after deductible
Health Visits
Office Visits $20 co -pay
Inpatient Substance
120 days (combined with
Abuse Care Chemcal
100%
90% after deductible
80% after deductible
100%
inpatien[carz daysl, b0 day
DependencyOutpa
renewal; (no MM baneEts)
Abuse Cnt ue
Abuse Care Chemical
$^_0 co -pay
90% after deductible
$20 co -pay
S^_0 co -pay
Covered 100% of approved
Dependency
Office visit $20 co- a
P Y
amount, no Master Medical
SPECIAL HOSPITAL PROGRAMS
-
-
- -
HospiceCare
lo0%'
100%
80% after deductible
Cooeredup ta210 days
oer lifetimz
100% ofapproved amount
SpeHuman Organ
100%
90% to 100
Covered accordingelorto plan
80% after deductible
Covazd accor&ng to plan
100% m approved facihhes
Transplants
Transplants
ewdebnes.
gmdeline5
MEDICAL AND AND SURGICAL CARE-
-
100%
100%
Surgery
100%
90% after deductible.
80% after deductible
Voluntry second surgical
Voluntary second sw,ical
opmlen, $20 co -pay.
opinion en certain suryede,
♦ Technical Surgical
100%
9045 after deductible
80% after deductible
100%
100%
ASSISL
♦ Anesthesia
100%
90% after deductible
80% after deductible
100%
100%
Maternity Care
♦ Delivery
100%
90%after deductible
80% after deductible
100%
100%
♦ Pre and Post -Natal
100%
t00%
100%
100% prenatal visits
90% after deductible
Care
$20 cu-pay Post natal VISILS
Inpatient Medical Care
100%
90% after deductible
80% after deductible
100%
General —Unlimited
Inpatient Consultations
100%
90% after deductible
80% after deductible
100%
100%
49
Laboatmy & Pathology 100%
D"goc eie Servi¢s 1001.
Diagnostic and
"I berapeuoc Radiology 100%
PPOI,
BENEFITS ASR Hrrlih Benefits
umw.ashcelthbcncf rcrnm
ADDITIONAL BENEFI" S
Office Visits
$20 ca-pay
S20 co -pay
Chiropractor Care
Limited to 38 visits per
calendar year
Allergy Fethng
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 Rceoductive
Not Covered
Treatment
Voluntary Sterilization
and FDA Approved
100%
Contraceptive Methods
for females
90% after deductible
90% after deductible
90% after deductible
PP02
'Blue Cross/Blue Shield
wi'vw.BCBSM.com
$20 co -pay
$20 co -pay
Limited to 24 visits per
calendar year.
100%
100%
90° o after deductible
90% after deductible
90% after deductible
50% after deductible
90%after deductible
Not Covered
100%
90% after deductible
80% after deductible
80% after deductible
PP03
ASR Health Benefits
www.acrhealt66mcf h.cnm
$20 cc -pay
$20 co -pay
Limited to 38 visits per
calendar year.
80% after deductible
80% after deductible
90% after deductible
80% after deductible
80% after deductible
50% after deductible
80% after deductible
Not Covered
100%
100%
100%
Covered
HMO
Realth Alliance Plan
(HAP)
uwn•.HA P.or�
$20 co -pay*
Not Covered
$20 co -pay'
100%
100%
100%
l00%
Not Covered
100%
Up to 730 days renewable
after 60 days.
100%
One attempt of artificial
insemination per lifetime.
100%
Covered - $5 or 10 % Co-
insurance
Covered - $5 or 10 % Co-
insurance
Covered - $5 or 10%Co-
insurance
'TRADITIONAL,
Blue Cross/Blue Shield
(AvailabWf i Retirees
hired prior tb 1-1-97)
au'w.RCRtihLcom
1
90% after deductible l
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 %
SO
Out of Nehvork Service,
BENEFITS
Plan pays 85%of approved Plan pays 70%of approved Plan pays 65%of approved
amount less applicable co- amount, after out -of- account after deductible less
pplicable co -pays
pays network deductible, less applicable co-paye.
a
PPO1
ASR Health Benefits
wvw.asr he:d thbenefiucnm
PROGRAM PROVISIONS
Co -pays, Deductibles,
Co-insurance, Annual
Out -of -Pocket
Maximums and Lifetime
Maxim. Dollar
Limitations
PP02
Blue CrossBlue Shield
w.r .Rcssmi.onm
PP03
ASR Health Benefits
w.vw.asrhealthbene£h.com
Co -pays: $20 / $100 as
Cam: $20 / $100 as
Co-pays$20 / $100 as
noted
noted.
noted
Deductibles- $200 per
Deductibles: $100 per
Deductibles. $250 per
person : $400 per family/per
person/ $200$200 per
person 1$500 per family/per
calendar year where noted
family/par calendaryeur.
calendaryear.
Co-insurance. In general,
Co-insurance: 10%after
Co-insurance: 20%after
0%; 10%after deductible as
deductible as noted. 50%
deductible as noted 50%
noted.
for private duty nursing.
for private duty nursing
Out -of -Pocket Coinsurmtce
Ow -of -Pock -et Coin,manae
Out -of -Pocket Comsmance
Maximum: $1,000 per
Maxmum $500 per
Maximum: $1 000 per
person/family per calendar
person,$ 1,000 per family
person 1 S2,000 per family
year.
per calendar year,
per calendar year
Lifetime Maximum. None Lifetime Maximum' None Lifetime Maximum: None
Preferred(Network)
Prefened(Network)
Hospitals,
Hospnals'
Deferrad(Networkl
100% of covered benefits.
90% of covered benefits,
HOtatals'
80% of covered benefits, less
after deductible
applimable deductible,
Non -Network Hospitals,
85% of approved payment
Non-NehvorkHosoiers
Non -Network Hosmtals:
*All services performed
during one yrSit will be a
one-time $20 co -pay
M40
Health Alliance Plan'
(RAP)
.-HAP.nr�
Cam' $20 as noted.
TRADITIONAL
Blue Coss/Blue Shield
(Available to Retirees
hired prior to 1-1-97)
Co -pays $100 as noted.
Deductibles $200 per
person/ $400 per
family/per calendar year
Co-insurance 10% after
deductible as noted. 50%
for private duty nursing.
Out-of-Ppeket Coinsurance
Maximum: $t,000 per
family/per calendar year
Lifetime Maximum. None
Panic patine Hospitals,
100% of courted benefits
Nan -oar icinatine Hosptals.
51
Payment of Covered
Services
amount
Preferred (Network)
Phvsicuoas-Outoat,ent
100% after $20 co -pay
Non -network Phvsnciaru -
Cum afient.
85%of approved payment
amount after $20 co -pay
709,b of approved payment
amount after out-upunc nvork
deductible
Preferred Network
Physicians:
100% after $20 co -pay
Nan -network Phvscians
70% of approved payment
amount after out-of-netwom
deductible and $20 co-oay.
659% of approved payment
amount, after deductible
Preferred (Network)
Physcians-0�a4ent
100% after S20 wpoy.
Non -network Phvvaans-
Outpatient
85%of approved payment
amount after $^_0 co -pay.
Co -pays as noted.
Inpatient care in acute -eve
hospital - $70 a day.
fopabeut care in other
hospitals - $15 a day_
Medream Sur2ical:
100% of BCBSM's
approved amount
52
PPOI
BENEFITS - ASR Health Ideen fits
avtmvysnc�dthhenefia.<mu
PRESCRWTION DRUG Pl tOGRANI
PP02
flue Cross/Rlue Shield
www.RCRShicom
NAVITUS
NAVITUS
NAVfrUs
Particmatine/Network
Pamcinatine/Network
PharmaciesCovered, co-
Pharmacies: Covered, co-
(Except HAP, which
pays, $5 Most
pays, $5 Most
have their own
Generics/Some Brands, $20
Generics/Some Brands,
prescription coverage).
Preferred Brands/Some
$20 Preferred
Generics: $40 Non-
Brands/Some Gencucs;
wRvw ..Virus com
Preferred Brands. Select
S40 Non -Preferred Brands
Birth Control pills covered
Select Birth Control pills
$0 co -pay.
covered $0 co -pay
NoviXus Pharmacy
Non-ParticioatinJNon-
Non-Partmmatma/Non-
Services -
Network Pharmacies: Paid
Network Pharmacies Pmd
Mail Order
at 75% of allowed cost, less
at 75% of allowed cost,
wnvw.novixus.com
$5, $20 or $40 co -pay,
less $5, $20 or $40 co -pay.
Note: Wlu'7e in the
hasptlal, drags are
covered under your
health plan.
NoviXos
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 longterm basis, a three-
month supply can be
obtained for a one month
co -pay at your local
pharmacy
NoviXns
Also, available is the mad
order program for drugs
taken on a lone term basis.
A three month supply can
be ordered for a one month
co -pay.
Also, available for
maintenance drugs taken
on along -term bass, a
three-month supply can he
obtained for a one month
co -pay at your local
pharmacy,
PP03
ASR Herlth Benefits
Ha�a:ssrhnimb... firs.conr'
NAVITUS
Particmatme /Network
Pharmacies: Covered, co -
pays, $5 Most
Generics/Some Brands, $20
Preferred Brands/Some
Generics, $40 Non -
Preferred Brands. Select
Birth Control pills covered
$0 co -pay
Non-Partici cating/Non-
Network Pharmacies; Paid
at 75% of allowed cast, less
$5, S20 or $40 co -pay.
Nuvixus
Also, available is the marl
order program for drugs
taken on a long-term basis.
A three month supply can
he ordered for a one month
co -pay
Also, available for
maintenance drugs taken on
a long -teen basis, a three-
month supply can be
obtained for a one month
co -pay at your local
pharmacy.
HMO
'Health Alliance Plan
(HAY)
.:HAP..
HAP
Pa tudisabne [Network
Pharmacies" Covered, co-
pays $5 Most Generic, $20
Select Bland name; S40
Non -Preferred. Select
Birth Control Pills covered
$0 co -pay
Non -Network Pharmacies
Not Covered.
If you request a
prescription be filled with
a brand name drug and
there is a generic available,
you will he responsible for
the full cost differential
between the cost of the
brand and the co -pay ofthe
generic drug. If your
doctor makes the request,
you will he responsible tot
the tier 3 co -payment
Also, av lsile for
aintenanee drugs taken on a
long -teen basis. A 35 day
wpply or t0U doses,
whichever is greaten can al.n
be obtained Poi a one moth
co -pay at your total
pharmacy
A 90 day supply of
mmmmnance drugs may be
-TRADITIONAL
Blue CrinooRlne Shield -
(Available to Retirees
hired prior to 1-1-97)
www.RCeShc.cnm
NAVITUS
Particioannv /Vetwork
Pharmacies Covered, co-
pays, $5 Most
Generics/Some Brands; S20
Preferred Brands/Some
Generics; $40 Non-
Prcfcrred Brands Birth
Control pills covered $0 co -
pay
Nan-Particinaline/Non-
Network Pharmacies Paid
at 75% of allowed cost, less
$5, $20 or $40 cgs -pay.
NovLX.,
Also, available is the mail
order program for drugs
Laken on along -term basis.
A three month supply can
be ordered for a one month
co -pay.
Also available but
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
53
obm�md through mail order
NOM Hearing aids andservices are not covered under any OaAlantl County medical plans. At the time this booklet went to press, the impact of The Patient Protection
and Affordable Care Art is #ill being evaluated and pion modifications may occur, Please refer to the www.m benefits.com webeite far the most pp -to -date infarnmtion,
54
55
MIME "a -My
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
o Physician 100%
Surgery 100% of Medicare approved amount
Emergency Room
Illness/Accidental Injury 100% of Medicare approved amount, subject to $100 co -pay
(co -pay waived if admitted or accidental injury)
Urgent Care Not Covered; Medicare may pay 80%
Allergy Testing and
o
100% of Medicare approved amount
Injections
Ambulance
100% of Medicare approved amount
Anesthesia
100% of Medicare approved amount
Blood
100% of Medicare approved amount
Cardiac Rehabilitation
100% of Medicare approved amount
Chemotherapy
100% of Medicare approved amount
Chiropractic Care
a 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
02,
Consultations
Inpatient 100% of Medicare approved amount Not
® Outpatient Covered; Medicare may pay 80%
Dialysis 100% of Medicare approved amount
Home Health Care 100% of Medicare approved amount
(Up to 100 visits per calendar For purposes of determining this benefit, a visit by each nurse or therapist
year) and a visit by a home health aide of up to 4 hours constitutes one visit.
Medicare Services and, Limits CoreSource Coverage and Limits
Hospice
Inpatient 100% of Medicare approved amount
(30 days per lifetime)
• Outpatient 100% of Medicare approved amount
($5,000 per lifetime)
Laboratory Testing 100% of Medicare approved amount
Medical Equipment and 100% of Medicare approved amount
Supplies
Mental Disorders and/or
Substance Abuse Expenses
inpatient 100% of Medicare approved amount
Outpatient therapy 100% of Medicare approved amount
(excluding office visit)
Occupational Therapy
100% of Medicare approved amount
Office Visits Not Covered; Medicare may pay 80%
Orthotics 100% of Medicare approved amount
Physical Therapy
100% of Medicare approved amount
Pregnancy Related Expenses 100% of Medicare approved amount
- Mother
61FA
Prescription I)rugs
(Navitus)
Retail 34-dav or 90-dav su_nnly
— ,Yier 1 $5
Tier II $20
Tier 111 $40
Mail Order 90-dav suonly
Tier 1 $5
Tier it $70
Tier 111 $40
Prosthetic Devices 100% of Medicare approved amount
Radiation Therapy 100% of Medicare approved amount
Skilled Nursing Facility -
Inpatient 100% of Medicare approved amount
(100 days per benefit period)
Medicare Services and Limits CoreSource Coverage and Limits
Speech Therapy 100% of Medicare approved amount
Transplants 100% of Medicare approved amount
Weight Management (Excluding
office visits and weight loss 100% of Medicare approved amount
programs)
X-rays 100% of Medicare approved amount
Preventive Care as defined by PPACA (Patient Protection Affordability Care Act)
Physical Examination o
(One visit per calendar year) 100/o
• Immunizations (Including 100%
administration)
Influenza
Pneumococcat
Hepatitis B
Zosters
Chickenpox
0.1
• 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
® Colorectat Cancer
Screening
(Age 50 and over)
59
I o 0 %
100%
100%
t00%
.E
PERFORMANCE APPRAISAL
OAKLAND C OUN"I'1 :'a! iiTT Sl'S I EVl
IIUMA+RESOURCES - OAKLA?1DCOUPff'i EXhCUU%I
Effective Date I I ❑
tNSTRIX NO!NS
Department HeadAfter discussioe evzluat o, with employee, Live empla"e the
original Lold copy, make a copy for your records and forward a copv to the,
Human Resources Department, If this rs n Mcnt Performance Review, fqc Mcrit
Increase (Employee Tmnsacdon) form mint amompany 11
MERIT PERFORMANCE REVIEW Step
PERIODIC PERFORMANCE
REVIEW Year
TO THE DEPARTMENT DIRECTOR / DIVISION MANAGER / SUPERVISOR
EMPLOYEE M NUMBER I EMPLOYEE NAME I CLASSIFICATION
DEPARTMENT I DIVISION I DEPARTMENT# I POSITIONNUMBER
Performance appraisals are used by most employers in order to communicate performance expectations to all employees and to review put work performance. In
Oakland County, probationary employees receive performance reviews as part of the probationary process on a separate probationary status form. Employees not at
the top of their salary range receive a MERIT performance review on this form at the time of a merit increase review. Those employees at the top o r their salary
range receive a periodic performance review an this forth at least annually, These reviews are scheduled in order to assist in continuing communication between the
employee and supervisor regarding work performance and other areas of concern to both the supervisor and employee This evaluation should be discussed with you
by your supervisor and you should have an opportunity to ask questions regarding the ratings, as well as discuss ways to accomplish any performance improvements,
if needed. Other areas of concern you might have should be discussed at this time also. Following the discussion, if you should be dissatisfied or disagree with the
evaluation and wish to have your disagreements recorded, you may do so. Please use a separate sheet of paper on which to relate your comments, and forward it to
the Human Resource Department. A copy of this evaluation, and your comments, if any, will be placed in your Human Resources file.
WORK PERFORMANCE APPRAISAL
ABOVE
BELOW
OUTSTANDING
AVERAGE
AVERAGE
AVERAGE
POOR
INITIATIVE................. .......... .___....._...._..__.._.
........ ❑ ................._...
❑ ........_....
❑ ..........
_.... ❑ _. ... ........
❑
QUANTITYof WORK ............. .................. .. .. .................
❑ ..... ......._......
.. ❑ ........._..........
❑ .._.__...
.. ❑ ..................
❑
QUALITYofWORK.......... ....._..............._.............__..
❑ _..._...._.........
❑ ...... ..
.. ....... ❑ ........
..... .... ❑ .............
_ ❑
ADAPTABILITY.................. ... ............. ..... _._....
... ❑ ._.. ............
..__ ❑ .._.. ...........
❑ ... ..
... __.. ❑ ...... ...
..... ❑
COOPERATION with FELLOW EMPLOYEES.......
_.. .... ❑ ... .. .........
....... ❑ .... ................
❑ .........
._ __ ❑ .._....
...... ❑
COOPERATION with SUPERVISION ......... ___ ... .......
..... .
ATTENDANCE and PUNCTUALITY ..............................
❑ ............
._. .... ❑ ...........
.... ❑ ..... ...
........ ❑ ._....... ......
❑
OTHER TRAITS (Specify):
... ❑ ..... ......
....._.. ❑ .... .. ........
_. ❑ ...._.....
.._..... ❑ "__..._.......
❑
REMARKS (Please note any sprcific 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 Signanac
Human Resources Department's copy reviewed by:
0912 03
Date
Date
Date
Talc
Date
supemsor s"r ure