HomeMy WebLinkAboutResolutions - 2021.12.09 - 35095frOAKIANDPW
C 0 U N I Y M I C H 16 AN
BOARD OF COMMISSIONERS
December 9, 2021
MISCELLANEOUS RESOLUTION #21-483
Sponsored By: Kristen Nelson
IN RE: Human Resources - Collective Bargaining Agreement Fiscal Year 2022 — 2024 Supplemental for
Non -Supervisory Employees Represented by the United Auto Workers, Local 889 (ITAIN), of the
Emergency Management & Homeland Security Department
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 covering approximately fourteen (14) Clerk/Register of Deeds supen•isory employees
(M.R. #20637): and
WHEREAS the County of Oakland and the United Auto Workers, Local 889 (UAW) have negotiated a three
(3) year Supplemental Agreement for the period November 10, 2021. through September 30, 2024, for non -
supervisory employees in the Emergency Management & Homeland Security Department, and
WHEREAS the parties agreed the following classifications will be represented by this bargaining unit: Alarm
Technician, Locksmith and Security Systems Specialist, and
WHEREAS the agreement addresses the FY 2022 General Salary Increase, shift premiums, work schedules.
uniform and boot allowances, and fringe benefits for employees represented by LTAW. Local S89,
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 November 10. 2021. through September 30. 2024, for non-supen•isory employees in the
Emergency Management & Homeland Security Department.
BE IT FURTHER RESOLVED the Board Chairperson, on behalf of the County of Oakland, is authorized to
execute said supplemental agreements as attached.
BE IT FURTHER RESOLVED the FY 2022 — FY 2024 budgets are amended as detailed in the attached
Schedule A.
Chairperson, the following Conunissioners are sponsoring the foregoing Resolution: Kristen Nelson.
ad_� Date: December 09. 2021
David Woodward, Commissioner
Date: December 15, 2021
Hilarie Chambers. Deputy County Executive 11
,
f &14�
Date: December 15, 2021
Lisa Brown, County Clerk t Register of Deeds
COMMITTEE TRACKING
2021-11-30 Legislative Affairs & Government Operations - recommend and forward to Finance
2021-12-01 Finance - recommend to Board
2021-12-09 Full Board
VOTE TRACKING
Motioned by Commissioner William Miller III seconded by Commissioner Robert Hoffman to adopt the
attached Collective Bargaining Agreement: Fiscal Year 2022 — 2024 Supplemental for Non -Supervisory
Employees Represented by the United Auto Workers, Local 889 (UAW), of the Emergency Management &
Homeland Security Department.
Yes: David Woodward, Michael Gingell, Michael Spisz, Karen Joliat, Kristen Nelson, Eileen Kowall,
Christine Long, Philip Weipert, Gwen Markham, Angela Powell, Thomas Kuhn, Chuck Moss, Marcia
Gershenson, William Miller III, Yolanda Smith Charles, Charles Cavell, Penny Lue'bs, Janet Jackson, Gary
McGillivray, Robert Hoffinan, Adam Kochenderter (21)
No: None (0)
Abstain: None (0)
Absent: (0)
The Motion Passed..
ATTACHMENTS
L UAW Homeland Sec Non Supv Schedule A
2, Original CBA
3. UAW Homeland Non Sup Supplement
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 December 9, 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 Thursday, December 9, 2021.
Lisa Brown, Oakland County Clerk 1 Register ofDeeds
Oakland County, Michigan
UAW Local 889 Supplemental Agreements -Homeland Sec Non Sups"
Schedule"A"
RIE
I Fund Name
Division Name
Fund#
Division#
Fund Affiliate Program#
Account#
Account Title
Fringe
E
Benefit Fund (67800)
Fringe Benefit fund
Non Dept Fringe Benefits
67800
9011501
183190
730499
Deferred Comp -County Fri
B
Fnnge Benefit fund
HR Wellness
67800
1050521
183192
732148
Wellness Screenings
E
Fnnge Benefit Fund,
Non Dept Fringe Benefits
67800
9011501
183190
796500
Budgeted Equity Adjustment
Total Expenditures
Facilities (63100)
R Facilities MBmt and Operation
FMO Administration
63100
1040701
140010
6fi5082
Planned Use of Balance
Total Revenue
E
Facilities M@mt and Operation
Butldmo Safety Division
63100
1110102
145100
750140
Employee Footwear
E
Facilities Malnt and Operation
Building Safety Division
63100
1110102
145100
750581
Uniforms
Total Expenditures
FV 2022 FV 23-24
Amendment Amendment
10,500 7,000
350 350
00,850) (7.350)
4,893
4,893
4,893
4,893
1,925
1,925
2,968
2.968
4,893
4,893
I FTTFR OF AGRFFMFNT (LOA1
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: / 4 V- l� �"NI -,CI
ITS: iiN e7 r A/ IX,
COL
ITS:
e�
r
December 7, 2020 through September 30, 2024
AGREEMENT
Between
COUNTY OF OAKLAND
and
U.A.W. LOCAL 889
Supervisory Unit C)(�
s- - e . •� .- � 1 fl
Table of Contents
Agreement--------------------------------------------------- ------------------ ---------------
----- 3
Purposeand
Intent ----- —------------------------- —--- —----------------------------- —-----------------------------
3
Non -Discrimination
------------------------ —------------------------------------------------------------------------
3
Article1:
Recognition----------------------------------------- ------------------------------------------------
4
Article 2:
Employee Defined ----- — ------------------------ ---- --
---4
Article 3:
Probationary Period ----------------------------------------- — -----------------------------------------
4
Article 4:
Representation-----------------------------------------------------------------------------5
Article 5:
Savings Clause----------------------------------------------------------- —-------------------
5
Article 6:
Management Rights-----------------------------------------------------------
--------6
Article 7:
Maintenance of Conditions--------------------------------------- —-------------------- —
------------ 6
Article 8:
General Conditions ------------------------------------------------------6
Article 9:
Strikes and Lockouts Prohibited ---------------------------------------------------------------------
7
Article 10:
Representation and Fees and Dues--------------------------------
-----------7
Article 11:
Union Bulletin Boards ----------------------------------- — ---------------------------------------
— —8
Article 12:
Change of Address-----------------------------------------------------------------------9
Article 13:
Special Conferences ------------- —--------------------------------------------------------------------
9
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
Article 33:
Casual Days-----------------------------------------------------------------------=----
24
Article 34:
Remote Work Study Group-------------------------------------------------------------------24
Article 35:
Termination or Modification-----------------------------------------
---------24
Appendix A: Wages and Wage Increment Schedule---------------------------------------------------27
Appendix B: Current Medical Plan Options Comparison----------------------------------29
Appendix C: Current Dental Plan Options Comparison------------------------------37
Appendix D: Current Vision Plan Options Comparison------------------------------------------------40
Appendix E: Current Retiree Health Care EJigibility-------------- -----------------------------------------
42
1
Appendix F: Current Medical Options Comparison (Non-Medicare)-----------------45
n f(MediGa�ent31
Appendix H: Performance Appraisal Form-------------ll--------------------------------60
Agreement
This Agreement entered into on the 71h, day of December, 2020 between the County of Oakland,
hereinafter referred to asthe Employer, and UAW Local 889, hereinafter referred to asthe Union,
on behalf of all regular employees of the duly recognized and clearly defined collective bargaining
units, as set forth in Article 1, Recognition. It is understood and agreed between the Parties that
all Supplemental Agreements are in full force and effect with the individual bargaining units set
forth in the Recognition provision below and the Supplemental Agreements shall be a part of this
Master Agreement as though set forth herein.
Purpose and Intent
The general purpose of this Agreement is to set forth terms and conditions of employment, and
to promote orderly and peaceful labor relations for the mutual interests of the Employer, its
employees and the UAW.
The Parties recognize that the best interests of the community and the job security of the
employees depend upon the Employer's success in establishing a proper service to the
community.
To these ends, the Employer and the UAW encourage to the fullest degree friendly and
cooperative relations between the respective representatives at all levels and among all the
employees.
Non -Discrimination
The parties recognize that the Employer is legally and morally obligated to guarantee to all
citizens a fair and equal opportunity, and to these ends agree that no person shall be denied
employment or membership in the Union, nor in any way to be discriminated against based on
age, race, color, sex, sexual orientation, gender identity, religion, genetic information, physical
or mental handicap, height, weight, national origin, creed, union affiliation, political affiliation
and any other protected criteria under any federal, state or county law or policy.
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Article 1
I�CL.VS,IrLI V��
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, ReclaSSWCations, 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
Rep1e5e4tt8t:G"
4.1 The Union shall notify the Employer in writing of the name(s) of the Officers and Stewards
of its various bargaining units. In the event there is a change in a Unit's Chairperson or
Steward(s), the Union shall inform the Employer forty-eight (48) hours prior to such
Chairperson or Steward(s) taking over his/her duties.
4.2 The Union will have a Unit Chairperson and Steward(s) adequate to represent the
bargaining units. The location and number of additional Steward(s) will he addressed in
the Supplemental Agreements.
4.3 The Unit Chairperson and Steward(s) may, with the approval of their supervisor, be
released from their regular duties forthe purposes of investigating grievances, presenting
grievances to the employer, and other necessary union business. Such authorization shall
not be unreasonably withheld by the supervisor nor shall this privilege be abused by the
Union Representatives.
4.4 If approval is withheld or unreasonably delayed, the Unit Chairperson or Union
Representative shall contact the Human Resources Labor Relations Unit to have the
matter reviewed and approval received by the Labor Relations Unit if necessary.
Article 5
Savings Clause
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.
Article 6
Management Rogl ,-
6.1 The Employer retains and shall have the sole and exclusive right and authority to manage
and operate its affairs, including all of its operations and activities; to decide the number
of employees; to establish the overall operations, policies and procedures of the
Employer; to assign employees to shifts in order to adequately staff shifts with
appropriate personnel; to schedule the shifts of all employees; to direct its working force
of employees; to determine the methods, procedures and services to be provided; to
comply with P.A. 390, as amended, known as the State's Emergency Management Act and
the County's Emergency Management resolution as well as all related plans, policies and
procedures covered by these statutes. All of such rights, except as expressly limited by
this agreement, are vested exclusively in the Employer.
Article 7
Maintenance of Conditions
7.1 Unless expressly provided by the terms of this agreement, or by subsequent agreement
between the parties, wages and benefits in effect at the execution of this agreement shall,
except as improved herein, be maintained during the term of this agreement.
7.2 In the event of significant anticipated changes in hours or conditions in employment, the
union shall have the right to seek discussions for mutually agreed upon adjustments in
the compensation or working conditions of employees.
Article 8
General Conditions
8.1 The Union shall be notified fourteen (14) days in advance of anticipated permanent major
changes in working conditions and discussions shall be held thereon. The Union will have
the opportunity to bargain any such changes upon written notice to the County.
8.2 Employees elected to any permanent full-time Union office or selected by the Union to
do work which takes them from their employment with the County, shall at the written
request of the Union be granted a leave of absence without pay. The leave of absence
shall not exceed two (2) years, but it may be renewed or extended for a similar period at
any time upon the written request of the Union.
8.3 Any employee on approved Union leave of absence will continue to accumulate Union
seniority while on leave but will not receive credit toward "Length of County Service' for
fringe benefit purposes under Rule 22, Oakland County Merit System.
8.4 A non-exempt employee called into the office and required to work over -time which is
nnt rnntignnll� tn thp em.pinyee's regul2r work sched, lie, shall he entitled to ,
of two (2) hours work Monday -Friday and three (3) hours on the weekend of pay for at
the time -and -one-half rate.
8.5 When requested in advance with the Human Resources Labor Relations Unit, the County
will allow use of available rooms for union meetings during non -working hours.
Article 9
Strikes and Lockouts Prohibited
9.1 The Parties hereto recognize that it is essential for health, safety and public welfare of the
County that services to the public be without interruption and that the right to strike is
forbidden by the Statutes of the State of Michigan.
9.2 Under no circumstances will the Union cause or authorize its members to take part in any
strike, sit-down, stay -in, or slowdown.
9.3 The Employer agrees that it shall not lock out the employees covered by this agreement
or supplemental agreements.
Article 10
Representation and Fees and Dues
10.1 To the extent that the laws of the State of Michigan permit, it is agreed that:
10.2 Employees will be represented by the bargaining unit and may authorize the Employer,
to deduct appropriate fees or dues to remit to the Union.
10.3 Upon written authorization from an employee, the Employer shall deduct from the
wages, all fees and dues as are prescribed by the Union and/or this Agreement. Such
employee and the Union hereby authorize the Employerto rely upon and to honor written
certification by the Treasurer of the Union the amounts to be deducted.
10.4 All authorizations delivered to the Employer prior to the first day of the month shall
become effective during that succeeding month. Monies will be deducted from the
second paycheck of each month and shall he remitted together with an itemized
statement to the Union local treasurer within 14 days after the deductions have been
made.
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10.5 The written dues authorization shall automatically renew itself for successive yearly
.�-_-
: n the Fmr1nYzr an,4 1 Ininn
r
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 bythe 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.
B
11.2 The bulletin board shall not be used by the Union for disseminating propaganda and shall
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11.3 The Employer will provide one (1) bulletin board in the Elections Division and one (1) in
Legal/Vital Records. The location and number of additional bulletin boards will be
addressed in Supplemental agreements.
11.4 The Union Representatives shall have use of County office equipment including but not
limited to fax, e-mail and phones to communicate with the UAW Regional offices, UAW
Local offices or other UAW Unit Chairpersons. Communication by e-mail to the
membership is permitted for official Union business only (i.e. notice of membership
meeting or notice of ratification meeting).
Article 12
Change of Address
12.1 Employees shall notify the County of any change of address.
12.2 The County shall furnish to the Local Union, on a quarterly basis, the Names and
Addresses of all Employees covered by this Agreement.
Article 13
Special Conferences
13.1 Special Conferences mutually agreed upon will be arranged between the President of
Local 889 and the Director, Human Resources and Labor Relations or designated
representative, for purposes of discussion of important matters. Such meetings shall be
between up to three (3) representatives of the Employer (County Attendees will be
identified and given to the Union within 48 hours of the special conference) and up to one
(1) representative of the international Union, one (1) representative from the local Union
and one (1) employee representative of the Union unless the Parties mutually agree to
include additional persons.
13.2 Arrangements for such -Special Conferences shall be made in advance, in writing, and an
agenda of the matters to be taken up at the meeting shall be presented at the time the
conference is requested and agreed upon. Matters taken up in Special Conferences shall
be confined to those included in the Agenda.
0
13.3 A special conference shall be scheduled within ten (10) working days after the request is
�=de tn he held at a future data mutually agreed noon. The Emolover 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.
1E.1 I{ ^d hen an employee isperm nantLy t_[ansfprred to another division in or out of the
bargaining unit, the Unit Chairperson shall be notified of said transfer by the Employer. If
the employee is thereafter transferred back to the bargaining unit, they shall have as their
seniority date, the seniority date they had at the time of the transfer.
15.5 Superseniority. The Unit Chairperson and Steward(s) for the purpose of layoff and recalls
to work following such layoff only, for the term of their office, shall be considered as
having more seniority than any other employee within their functional unit. They shall
be last to be laid off for lack of work or funds from their unit and the first to be recalled
to work in their unit following such layoff providing they have the then present ability to
satisfactorily perform the available work in such area without additional training.
Article 16
Job Postings
16.1 Examinations for classifications covered by this contract shall be announced with a
definite announced period for the acceptance of applications.
16.2 The last date for the acceptance of applications shall be clearly stated on the official
examination announcement and in the official newspaper announcement of the
examination. There will be no newspaper announcement for promotional examinations.
16.3 This filing period shall be at least seven calendar days.
16.4 Applications must be received at the County Human Resources Department before 5:00
p.m, on the announced last date for filing applications, be electronically submitted with
confirmation or be postmarked on or before that date in order to be accepted.
Article 17
Temporary Assignment
17A Temporary assignments are made at the discretion of the Employer in order to ensure
orderly performance and continuity of services. A regular employee temporarily assigned
to a 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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17.3 The table set forth in Appendix A, Wages and Wage Increments, shall be utilized to
approve +hie rrnacinn
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.
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19A Should the Union be dissatisfied with the result of this procedure; the Union may request
- Special Conference under this Agreement There shall be no appeal to the Griev2nc-
Procedure.
19.5 Upon completion of the ICR process, no request for an ICR shall be processed from the
same employee for a period of one (1) year unless additional duties or responsibilities are
assigned to the employee.
Article 20
Discipline and Discharge
20.1 Discipline:
Should circumstances warrant, a non -probationary employee may be disciplined for just
cause. Examples of offenses for which employees may be disciplined include but are not
limited to:
20.1.1 Conduct or performance on the job which indicates a lack of ability to adequately
perform the duties of the position or classification held by the employee.
20.1.2 Conductor performance on the job which indicates a failure to produce the quality
of work the position or classification requires.
20.1.3 Conduct or performance on the job which indicates a failure to produce the
quantity of work the position or classification requires.
20.1.4 Conduct or performance on the job which demonstrates insubordination, which
is defined as a refusal to follow appropriate written or oral procedures,
instructions, or directions from a supervisory employee or department head.
20.1.5 The solicitation or acceptance of money or anything of value to influence the
decisions of an employee in public matters or as a reward for such decisions.
20.1.6 Being under the influence of alcohol, narcotics or any other controlled substance
while on the job.
20.1.7 Conduct or performance on the job which demonstrates a deliberate attempt to
cause poor morale or disrespect among County employees by actions or attitude
on the job. Except that, communications relating to the Union amongst
employees covered by this agreement shall not be subject to this provision.
20.1-8 Verbal or physical abuse, or improper treatment of an inmate, employee, patient
or client of any County institution or department.
20.1.9 Habitual or excessive tardiness in reporting for scheduled working hours.
20.1.10Being absent from a scheduled work assignment during working hours without
permission from an authorized supervisory employee or department head.
20.1.11Stealing, misappropriation or conversion of County property or the property of
other employees or inmates, patients or clients of any County institution or
department.
20.1.12The willful violation of any reasonable Departmental or County rule or regulation
which has been adopted in written form and is known, or reasonably should be
known, to the employees involved.
20.1.13Has engaged in political activities restricted under Section VI, Subdivision L of the
Merit System Resolution and Rule 19 of these Merit System Rules.
13
20.1.14 Has willfully failed to pay personal bills to the point that creditors garnishee the
ts-ages or salary of a County @mployee and raitcp a hurdpn on the Cnunty.
20.1.15 Personal appearance or lack of cleanliness while on the job which exhibits
symptoms of lack of hygiene and bringing unpleasantness to clients of the County
or other County employees.
20.1.16 Reporting for a scheduled work assignment in clothing or other aspects
contributing to appearance, which an authorized supervisory employee or
department head has reasonably advised the employee is not acceptable or
appropriate for the work assignment or duties performed by that employee.
20.1.17 Have been convicted of a felony.
20.1.18 Has been convicted of a misdemeanor involving moral turpitude or casting doubt
on the employee's ability to properly perform his or her job.
20.1.19 Assigning overtime to oneself or to other employees without proper approvals in
accordance with County overtime procedures and/or knowingly working overtime
and incurring costs for the County where such overtime was not assigned or
approved in accordance with County overtime procedures.
20.1.20 Unlawful manufacture, distribution, dispensing, possession or use of a controlled
substance in the workplace.
20.1.21 Failure to notify authorized supervisory employee or department head of any
criminal drug statute conviction for a violation occurring in the workplace within
five days after such conviction.
20.1.22 Engaging in any act of violence or threats or other violations of the Oakland
County Workplace Violence Policy.
20.2 Disciplinary actions or measures may include, but are not limited to, the following: oral
reprimand, written reprimand, suspension or discharge.
20.3 Employees in the bargaining unit shall be entitled to their right to representation at an
interview, meeting or during an investigation that the employee reasonably believes
could result in disciplinary action or discharge.
20.4 If the Employer feels there is just cause for disciplinary action, the employee and his/her
Unit Chairperson will be notified in writing that the employee has been so disciplined.
Such notification shall contain the charge(s) against the employee.
20.4.1 Any disciplinary action or measures imposed upon an employee may be processed
as a grievance through the regular grievance procedure as provided for in this
Agreement. The Union shall have the sole right to take a suspension and/or
discharge as a grievance at the 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.
14
20.4.3 Records of disciplinary action other than suspensions shall remain in the
emolovee.'s nersonnel file for a oeriod of one vear. unless. orior to the end of said
one-year period, the employee is disciplined for a similar incident. In such case,
the records of both disciplinary actions shall be maintained in the employee's
personnel file for an additional six months, or a total of one and a half years for
each incident based upon the date of occurrence. Suspensions will remain in the
file indefinitely.
Article 21
Grievance Procedure
21.1 The Parties intend that the grievance procedure as set forth herein shall serve as a means
for a peaceful settlement of all disputes, including use of the Personnel Appeal Board,
that may arise between them concerning the interpretation or operation of this
Agreement without any interruption or disturbance of the normal operation of the
Employers affairs.
21.2 Any employee having a grievance in connection with his/her employment must present
it to the Employer within fifteen (15) days after occurrence of alleged grievance as
follows:
21.2.1 Step 1 -Verbal:The employee mustfirst discuss the specific grievance with his/her
immediate Supervisor. A Steward shall be present at this meeting; otherwise, the
complaint shall not be considered a formal grievance, as outlined in this Article.
The immediate Supervisor shall attempt to adjust the matter consistent with the
terms of this Agreement as soon as possible, and shall, within five (5) days give a
verbal answer to the employee.
21.2.2 Step 2 - Written Department Head: If the grievance is not settled at the verbal
step, a written grievance may be filed by the Unit Chairperson or designee with
the employee's Department Head within ten (10) days after the immediate
Supervisor's response at Step 1. When a grievance is reduced to writing, it shall
contain the name, position and department of the grievant, a clear and concise
statement of the grievance, the issue involved, the relief sought, the date the
incident or violation took place, the specific section(s) of the Agreement alleged
to have been violated, the signature of the grievant, the signature of the Unit
Chairperson or designee and the date the grievance is reduced to writing.
Inadvertent omission of minor information will not prejudice the processing of the
grievance.
21.2.3 A meeting shall be held between the Parties within ten (10) days, unless mutually
waived in writing. Within five (5) days after the completion of the meeting, or the
waiver thereof, the Department Head shall give a written answer to the Unit
Chairperson or designee.
15
21.2.4 STEP 3 — Manager, Labor Relations: If the grievance is not settled in Step 2, such
a ariPvanrp may ha suhmittPd by the Unit Chairoerson or designee to the Director
- Human Resources, with a courtesy copy to the Department Head, within ten (10)
days after the Department Head's written response has been received by the Unit
Chairperson or designee. A grievance number shall be assigned when the
grievance is submitted to Labor Relations.
21.2.5 The Unit Chairperson or designee must make a request in writing to conduct a
Step 3 grievance meeting and the Parties shall conduct a Step 3 meeting within
twenty (20) days of the receipt of the Unit Chairperson's written request. The
Union representatives at said meeting may include, at the Union's discretion, the
Unit Chairperson or designee, the grievant, the Steward and a UAW
Representative. In addition, a witness(es) may be in attendance if deemed
necessary by both Parties.
21.2.6 The decision of the Manager -Labor Relations or designee shall be given in writing
to the Unit Chairperson within ten (10 days of the completion of the Step 3
meeting).
21.2.7 Personnel Appeal Board: In all matters of discipline, the Union may elect to appeal
a grievance denial in Step 3 to the Oakland County Personnel Appeal Board (PAB).
Notice of an appeal to the PAB must be provided to the Manager of Labor
Relations within ten (10) days after the Union's receipt of Step 3 decision. The
PAB's rules shall apply in such hearing.
21.2.8 In cases of a suspension greater than five (5) days or discharge only, if either the
Union or the County disagree with the ruling of the Personnel Appeal Board, either
party may appeal the dispute to arbitration pursuant to the procedures set forth
in Step 4 below. Such appeal must be served upon the other party in writing within
five (5) days after the party's receipt of a written decision of the PAB.
21.2.9 If the employer appeals a discharge ruling of the PAB, the County will not contest
unemployment compensation and restore health care from the date of the PAB
decision until such time as the Arbitrator issues their decision on the appeal.
16
21.2.10 STEP 4: Arbitration: If the grievance is not resolved at Step 3, the Unit
Chairperson or designee has thirty (30) days, (except as stated above for
suspension and discharge cases, appealed from a PAB ruling), from the receipt of
the Step 3 answer to file a Notice of Intent to Arbitrate, by sending a letter to the
Director — Human Resources. The Notice of Intent to Arbitrate shall identify the
name of the Arbitrator selected by the procedure set forth below. If the Unit
Chairperson or designee fails to request arbitration within this time limit, the
grievance shall be deemed not eligible to go to arbitration.
21.2.11 If the Parties agree to resolve the grievance, its disposition shall be reduced to
writing and signed by both the Union representatives and Employer
representatives.
21.2.12 Selection of the Arbitrator: Within thirty (30) days of the receipt of the written
demand for arbitration, the party seeking arbitration shall notify one of the
arbitrators from the permanent panel of arbitrators who are listed below.
Selection shall be made on a rotation basis with the arbitrator listed first as the
one who will hear the first case. The next arbitrator on the list will hearthe second
case and so on until each arbitrator shall have heard a case. Once the list has been
exhausted, the Parties will go back to the beginning of the list and start the
selection process over with the first name on the list. The Arbitrators are as
follows:
1. Paul Glendon
2. Mario Chiesa
3. Mark Glazer
4. Benjamin Wolkinson
21.2.12 An arbitrator may be removed from the list by written consent of both parties
during the life of the Agreement. Upon such removal, no further cases will be
assigned to that arbitrator, but the arbitrator will hear and decide any cases
already assigned to him/her. Within thirty (30) days after such removal, the
Parties shall meet and mutually agree upon another arbitrator to replace the
arbitrator removed. The newly selected arbitrator will be placed on the list in the
numbered position of the arbitrator he/she replaces. An arbitrator may remove
himself/herself from the list at any time.
21.2.13 The Party seeking arbitration shall notify the arbitrator within ten (10) days of
his/her selection and begin to arrange the scheduling of the arbitral hearing.
21.2.14 Upon mutual written agreement of the Parties, an arbitrator may hear more than
one case.
21.2.15 Authority of the Arbitrator: All arbitration hearings shall be governed by the
rules of the Michigan Employment Relations Commission (MERC) to the extent
that those rules are not inconsistent with this agreement.
17
21.2.16 Any arbitrator selected shall have only the functions and authority set forth
� i3ro ^ The scope and extent of the jUrlcrlirtinn of the arhitratnr Shall he 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.
18
21.3.3 Time of Appeals: Any grievance not appealed within the time specified in the step
-r th` GF e Precedure, shall be sid@rRd wttlorl nnrl not ci ihinrt to f Irthpr rp iip\dt
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
23A Bargaining Unit Wage and Increment Schedules are attached to their respective
Supplement and are part of this Agreement.
19
Appendix A
Wages and Wage Increment Schedule
WAGE INCREMENTS
1. WAGES:
Chief Deputy Register 125 175,902 179,586 83,271 86,955 190,640I 94,324 + 98,009 1101,694
of Deeds
Director Elections
I 127
1 83,682
1 87,744
91,806 95,868
199,9311103,993
(Elections Specialist
119
156,639
59,338
62,138
164,887
67,637I
70,386
Micrographic
114
144,378
146,532
48,687
150,841
52,995
1 55,150
Equipment Operator
Supervisor
108,055 1112,117
73,136 75,885
57,3C4 59,458
(Office Supervisor 1 I 113 142,265 144,317 146,368I 48,420 II 50,472 152,523 54,575 56,627
Office Supervisor II 117 151,373 153,867 156,361 58,855 61,349 163,843 166,336 68,830
(Supervisor County Clerkl 121 162,444 165,476 168,507I 71,538 174,570I 77,601 180,632 83,664
ISupervisor County Clerk l 117 151,373153,867156,361158,855161,3491 63,843 ( 66,336 68,830
Vital Records
Supervisor Register of 121 62,444 I
65,476 ( 68,507 71,538 174,570 77,601 80,632 183,664
Deeds IJ
2. The foregoing schedule shall be effective the first pay period after ratification and approval of the
Board of Commissioners.
3. After ratification, current employees will be moved to the next highest step that gives them an
increase, plus one more step.
a. Exceptions will be the current employees in the following classifications which will be
placed on Step 7:
i. Chief Deputy County Clerk
J. Chief Deputy of Register of Deeds
iii. Director of Elections
iv. Election Specialist
27
Article 24
tiigibilii.y fur Etiipluyuc Ecewcfita
24.1 Unless otherwise noted below, all employees and their eligible dependents shall become
eligible for employee benefits beginning the first day of the month following their date of
hire. Except that, an employee hire date after the 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
25.4.5 Court Appearance/Jury Duty
25.4.6 Legal Holidays/Floating Holiday
25A.7 Leave with Absence without Pay
25A.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
25.4.14 Length of County Service
Article 26
Employee Benefits
26.1 Medical and Insurance Benefits: Except as set forth below there will be no changes to
current benefit levels through September 30, 2024.
26.1.1 The County may change carriers and plans as long as the benefits are comparable,
26.1.2 The County will not make any changes in the insurance programs that will result
in bargaining unit employees having increased costs for employee contribution,
co -pays, co-insurance and deductibles over current levels (as of November 1,
2020) of more than $1,000 total over the term of the agreement. Any agreed
amount changes resulting in an increase in costs will not occur prior to January 1,
2022.
26.2 The Union also agrees to participate in the Employee Benefits Task Force by providing two
employees within the bargaining unit, one will be the primary and another designee. This
task force will begin in January 2021.
26.3 The relevant Benefit Guides are attached (see Appendix) and the Plan Documents are
incorporated herein by reference to the same extent as if they were specifically set forth,
except as provided and amended by this agreement.
26.3.1 Included but not limited to:
26.3.2 Dental Insurance
26.3.3 Employer paid disability
26.3.4 Employee Assistance Program
26.3.5 Flexible Spending Accounts
26.3.6 Health Insurance
26.3.7 Hearing benefit: Please note this is offered through Hartford as an added benefit,
there is no guarantee that this can be offered through another carrier.
26.3.8 Employer Paid Life Insurance
26.3.9 Optional Supplement Life Insurance
26.3.10 Vision Insurance
26.4 Wellness: The County agrees to increase the annual payment for an annual physical from
$100 to $150.
26.5 Annual Leave Buy Back: The County will follow the resolution set by the Board of
Commissioners in August 2020.
21
L S.0 RCtfi ClllCfi 1.
26.6.1 The County will raise the match within the 457(b) plan from $500 to $1,500 per
year.
26.6.2 The County agrees that any changes made to retirement benefits with both the
DB and DC for unrepresented County employees and union represented County
employees, but not to include Oakland County DeputySheriffs 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 bythe Board of Commissioners such increases will
also be made to employees in this bargaining unit. Parameters concerning the tuition
benefit are referenced in the Oakland County Merit Rules.
Article 27
Hazard Pay
27.1 State of Emergency: In the event of a declared State of Emergency where the public is
ordered to remain home by either the Governor, County Executive or County Health
Officer, those employees deemed "essential" and exempted from the provisions of the
"stay home' order may receive Hazard Pay for time spent at their worksite.
27.2 Should the county pay Hazard Pay to its employees, it shall be paid in an amount
determined by the Board of Commissioners.
27.3 Payments shall cease the pay period following the termination of the "stay home" order
Article 28
Social Security and Medicare
28.1 The Employer agrees to provide Social Security and Medicare coverage to employees who
are subject to mandatory withholding underfederal law and to employees whose position
require coverage under a Section 218 agreement between the State and the Social
Security Administration.
22
Article 29
Reimbursement for iviiieage 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 Lertiflcations
32.1 Employees who have attained or are completing professional certifications in their field,
shall be entitled to completethe necessary requirements to maintain those certifications.
32.2 The Employer shall pay for conference registration, session fees and necessary travel to
maintain or acquire the professional certification.
32.3 The Employer shall pay for required trainings and related travel that are necessary for the
performance of an employee's job duties.
32.4 Any expenditure set forth in the sections above shall be subject to prior written approval
by the department director or his/her designee before such expenditures are incurred,
but such approval shall not be unreasonably withheld and it is understood that a
maintenance of job related certifications is encouraged and desired by the County.
Article 33
Casual Days
33.1 All employees shall be provided the ability to dress casually with the approval of their
supervisor, but such approval shall not be unreasonably withheld, as long as the Employer
casual dress code is observed. Employees are to be mindful of the activities of the day
and dress appropriately for each activity.
Article 34
Remote Work Study Group
34.1 The County agrees to form an employee task force to study and provide
recommendations on remote work practices to be implemented once the COVID-19
pandemic is no longer deemed a public health crisis. The Union may designate a member
of this bargaining unit as a representative to serve on the task force, along with
representatives of other County bargaining units and non -represented employees.
Article 35
Termination or Modification
35.1 This Agreement, including its appendices, shall remain in full force and effect until
midnight, September 30, 2024.
35.2 If either party wishes to terminate or modify the Agreement, said party shall provide
written notice to the other party to the effect. Said notice shall be made no longer than
one hundred twenty (120) days prior to the termination date in Section 35.1, above. If
neither party gives a notice of termination or modification, or if each party giving notice
24
of termination or modification withdraws said notice prior to the termination date in
Sect4cn 25.1, ek^ve, this Agreement droll rontinua in full force and effect from vear 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 he sent by
Certified Mail. If said notice is made to the Union, it shall be sent to UAW Region 1, 27800.
George Merrell Drive, Warren, Michigan 48092; if said notice is made to the County, it
shall be sent to Oakland County, Director - Human Resources and Labor Relations, 2100
Pontiac Lake Rd, Waterford, MI 48328; address changes shall be made available to the
other party, where applicable.
35.4 It is agreed and understood that the provisions contained herein shall remain in full force
and effect so long as they are not in violation of applicable Statutes and Ordinances and
remain within the jurisdiction of the County of Oakland.
35.5 Article 30, Retiree Insurance, is not subject to the termination date in Section 35.1, above.
The termination of this agreement shall not act as a termination of the insurance benefits
of current retirees, who's benefits shall remain subject to the conditions set forth in
Article 30.
25
Signatures
In witness whereof, the County of Oakland and its Office of the County Executive, by its Director,
Human Resources and Labor Relations Department, and representatives, UAW, Local 889, on
behalf of its represented employees, hereby cause this Agreement and Appendices to be
executed.
FOR THE UNION: / FOR THE EMPLOYER:
UAW Region 1, International Servicing Rep.
UAW Local 889, 1't Vice -President
UAgUnit Chairpe n
/CountExecutive
�
Chairperson, Board of Commissioners
�svtr ;1�1/its/
:J
Director, Human Resources
26 -..
4 Employees will continue to receive a merit step increase for the remainder of the FYE 2021 and
f'v'<'vre ys zrs' r r — a �^tnkIc ru�Aam, frnm their simprvisor.
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 adjustment will be made to all currentmembers of the bargaining unit upon ratification
of this contract based on current regular annual salary.
9. October 1, 2021: 1% general salary increase and a me too based on non -represented annual
general salary increases.
10. October 1, 2022: 1% general salary increase and a me too based on non -represented annual
general salary increases.
11. October 1, 2023: 1% general salary increase and a me too based on non -represented annual
general salary increases,
28
29
APPENDIX B
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 each plan. Please refer to the Summary Plan Document (SPD) to confirm coverage details. Every effort has been made to ensure the accuracy of this document.
In the event that the information contained in this document differs from the SPD, the information contained within the SPD will prevail. This document does not
establish or determine eligibility for benefits or procedures, nor does it constitute an amendment, modification or change to the SPD or to any existing contract. All
coverage is subject to medical necessity guidelines as outlined in the SPD.
` In order to be eligible for benefits as specified in the SPD, services received by a Covered Person must be administered or ordered by a Physician, be medically Necessary
for the diagnosis and treatment of an illness or injury and allowable/covered charges, unless otherwise specifically noted in the SPD.
AVAILABLE TO ALL
EMPLOYEES
PPOI
BENEFITS ASR Hedth Benefits
wwe•.asrhnalth henefiis.com
Employee Ui-A'eekly
Contributions
$321 S65I S75
NO COVERAGE
Option
Ne6Park(s)
HAP Alliance Heald, & Life
PPO / Physicians Care
CIGNA i Whirl.
Deductible(s)
$200 per pasom'$400 per family
0. calendar ve'N
Coinsurance
0% for mast services, l0%after
deducuble as noted.
Coinsurance Maximum S7000 per Per somfamily per
calcndsrve .
I PATIENT HOSPITAL C rRE
General Conditimrs 100%*
Semi -Private Dings
Intensive Care Unit
Meals
Hosp,W EgeiFment
Speaal Dints
Nursmq Care
OUTPA'r IENT HOSPITAL CARD -
E,nergencyRcemCare SIM cnpay
Accidental lni,m>
EMPLOYEES
PP02
Blue Cross/Blue Shield
PPO Community Blue
Plan
www.Bl;BSDLcom
$42/$70/S8S
VLABLETOALL AVAILABLE TO ALL ONLY AVAILABLE TO
EMPLOYEES EMPLOYEES EMPLOYEES
CURRENTLY ENROLLED
PP03 HMO TRADITIONAL
ASR Health Benefit, Health Alliance Plan Blue Cross/Blue Shield
(HAP) Traditional Plan (BC/BS)
esvw.asrheddrhencfits.enm wwn• (L{P.or%
Sl6I S35/$45 $321$65/S75
Refer to the 2020 Your Total Compensation Statement for (Eandnes) amount
Blue Crnw'Blue Shield
HAP Alhama Health&Lfe
Hcaldt Alliance Plm
PPO / PI"iciwu Care /
MID
CIGNA / M,oWPIan
$100 per persow$200 per
$250 per persmdS500 per
No Ded.rWe
Grtilypercaleodarvear
family percdcndaryesr
10 %afterdeduetibleas
20% aRer deductible as
N. Consomnce
noted. 50%for pm.'ate duty
noted. 50%Jte, deductible for
ursine
nmatcdutvnursinp-
S50operperrsom$I,000per
$ 1,006 per pe,s.,32,000
Not Applicable
puolypercalendaryear,
per family per calevdaryear
90%after dedueuhlee
$100 cnpay
m,"RCBSO Lcmv
S52 / $89 / $94
Blue r,osslBluc Shield
S200 per pecseu'3.100 per
family pa calendar,,, _ f
7090 afro deductible as
rated 25% for private duly 1
rersiez
$1,000parpersam'Fdmily—
per eaiendaryear.
80%.ftec deducdble* 100V
Bariatnc Cnpay $1,000
rwearrarc, r"' isbloand SI00 cnpay $100 cnpay --
uansnrance may also anoly for f
M
EMPLOYEES FNWLOYF.ES EMPLO\'EFS EMPLOITES EMPLOVErs
CURRENTLY ENROLLED
PPOI PP02 PP03 HMO TRADITIONAL
BENEFITS
rkSR Health ReneLts
Blue Cross/Blue Shield
ASR ITulth Benefits
PPO Community Blue
Plan
.ra u.avhc�lthbcnafils:rnm
w �a.BCBSblsum
•' ,auheatrhbenefitzcom
Medical Eatergenees
Copaywaivedfe
CeleWl' ivcdfor accidental
someeerviws Copeywemed
accidental injury errf
injury or ifadmitted
fis,..identd igjury i,, if
adrotted
admitted
Physical Therapy
trio%*
WoNe after deduebbler
809fi aQer deductible*
60 corubiued visits per calendar
year.
URGENT CARE
_
-
UrgentCareVisaa
1 $20 copay
1 $20 eopav,
I S20 copay
1 PREVENTATIVE CARE SERVICES
-
Routine Health Mointenanee
100^'0"
I001W
100%*
E,anr — meludes chest s-ray,
EKG, chJlesterol seieerting
and
other sleet lab uroecdrues
Rounrrm Plrysicel
100%*
1005S.
I00%*
Routine Gynecological
loll%'
100",6
t00%"
Eram
Routine Pap Smear
t00%*
Ia0%•
100%.
Screening— Iaberstop• and
pathology services
Well -Baby Child Care
100"1b*
100%'
t00%*
Via.
Plan enures 8 visits (bled,
• 6 visits, birth through 12
tivough 12 months),
'
manors
• 6 visits, 13 mmulu
through 23 months
• 6 v site, 24 months
tlumyh 35 nwnths
• 2 visits, 36 months
dnongh 47 months
• Visic beyond 47
months a re limited to
One par merober per
calendar year
Ilcalth Alliance Plan Blue Cross/Blue Shield
(IT.AP) Traditional Plan (BC/BS)
\\'.NAP.mrry w.BCRS\Leom
Copay rvaieed ifadmrt4d Copay waived far accidental
hfory or if admitted
100%,
90%sifter deducnbic-
Includes Speech Tlrerapy
and Occupational Thr�apy
60 eombincd or comsecnhve
Up to W cotisecid's vista
visas per calendar year,
per benefit period, May be
rendered at home,
1 $20 copay
100%.
100%
100%,
mo^,a.
I WoX, after deductible* {
leave
l
MY
100%^'
MY
Nn hova on onmber Jf,i,oi Plancovera 8 vi,i. (budr
through 12 months),
31
AVAILABLE TO ALL
EMPLOYEES
PPOI
BENEFITS ASR Health Benefits
avww.asrhealthbenefits.cnm
under the health
n huenanco,, and berafit
Adult and Childhood
100%. -
Preveati,c Services and
Immuni>atinns as
mcommended by the
USPSTF, ACID, ❑RSA or
wher,ourees as recognized
by BCBSM, ASR and HAP
d,,st are in compllamc widr
tic provisions of'thc
Patient Protection and
Affordable
Car, ,Act
Pouunc Fecal Occult Blood
100°1,*
Saecoinq
Retinue Fl,,ddo
100o,,..
Si nnnrdosconv Evan,
Rmuine Prostate Speer fic
NOW
Antigen 1 PS Al Sereemina
Runtime Mammoguen and
' IG(J%-
Related Reading
Clonoscopy—Raidnc or 100/*
Medically Ncccssuy
I -MENTAL HEALTH CARP,
I lnpeticnt Mental Heald, 100.,,u"
Outpaucet Menzel Health $20 repay
+ Prsik
AVAILABLETO ALL
4VAILABLE TO ALL
EMPLOYFES
ENIPLOYRFS
PP02
PP03
Blue CroasBlue Shield
ASR Health Benefits
PPO Community Blue
Plan
rnva.BCBSNL,nro
si"... rheafhheo fit,con,
100%* Ul0%*
100%° 100%"
t00%* 100%*
100W 100%*
lap"o*
ton^<*
NOTE: Subscqucntmedicdly
NOTE: Medically necessary
necessary c mograms
ounuan.elocies are subject to
perfommd during the same
your deductible and percent
a,leuds year are subject te
courearance.
your deductible and p ,-cent
coinsurance.
NOTE: Subsequent
NOTE: Subsequent
colonnseapies peffor,ned
eol000scopfes paibrmed
duu.g die salve calendervear
during lhcsamc calendar year
are subject to your deductible
are subject to your deducu be,
and percent ecinsuosece,
add percent coinsurance.
90% after dedrlcdble' SO% after deductible'
90"/°afterdeducnble* S20 on"
Office Visit, 520 capav
EMPLOYEES
HMO
lir lth Alliance Plan
(HAP)
wa.,».n..P.m..
100%,
tool,*
1009�*
100°a*
t00%-
100%r
$20 <np,
ONLV AV AILABLE TO
EMPLOYEES
('URRENrLYENROLLEH
TRADITIONAL
Blue Cross/Blue Shield
Traditional Plan (BURS)
wwwBCBS\Ernm
l00%*
t00%*
100%/
1009fi*
100%*
NOTE: Subscquentmedically
ace,ssary mammngran,e
performed during dlc same
calendaryear arc collect to
yew deductible and peicevt
coinsurance
t00% -
NOTE: Subsegnent
colcnoscopies performed
during the same calends year
e subject to your deductible
and percent couis m,ce.
00%"
32
AVAILABLE TO AW,
AVAR.ABIR TO ALL
AVAILABLE TO ALL
AVAILABLE TO ALL
ONLY AVAILABLE TO
EMPLOYEES
EMPLOYEES
EMPLOYEES
EMPIATEES
EMPLOYEES
CURRENTLY ENROLLED
PPOI
PP02
PP03
HMO
TRADITIONAL
BENEFITS
ASR Health Benefits
Blue Cross/Blue Shield
ASR Health Benefits
Health Alliance Plan
Blue Cross/Blue Shield
PP0 Community Blue
(RAP)
Traditional Plan (BC/BS)
Plan
v.v.asrhriltfibenefin.arm
ww.v. BCBSM.cem
....vw.mnc�althlreneft<.cum
v.0 APm.
w.BCBSYLrnm
Inpatient Substance Abase
100%*
90%afterdednrbbl1'
30%afterdeduaibk*
l0o%*Nan
100",o*N
Cwe Chenucal Dependenry
Outpatient Substance Abide
$26 ropey
90% after deducuble"
$20 copay
S20 copy
100
Care Chemical Depeadeney
Office: visit $20 copay
In approved facdites only
SPECLAL HOSPITAL PROGRAMS
-
HospiceCarc
100%*
100°%*
80%aRcrdeducnble*
Coveted an to 210 days per
100% Of approved amount
ifanuo
Specified Human Organ
100%.
90%to I00%-
30%afterdedu"tible'
Cownadaccwdi, to plant
100"4. in approved facilities
Transplants
Cowed acmrdtng to plan
aidol...
_mrdchues
MEDIA). AND SURGICAL
CARE
-
-
-
Suroety,
100%.
90% after deducuble'
Mahcrdeductiblt*
11109'"'
100%*
VOlwtary second surgical
Voluntary secmrd surgical
opunon,$^_Owpay
opinion on certain surgeries
I Teelureal Swgical Assist.
to o*
90% aier deductible"
30% utter deductible*
100%`
100%'
I Anesthesia
100"/6*
90% after deductible'
30"oafterdeducbble*
1011%"
100%"
h1nemity Care Delivery
100%*
90%utter deducible'
30% after deductible*
l0u%*
100%3
Pm- and Poso-Natal Gee
100"%"
100°10*
100% for some ac-naW're,'m
10096 pre -natal visits*
100% prenatal visits
otherwise Matter
$20 erpay pou-nalal Visits
90% Al. deductible post-
_
dcducnblc*
nata(visitO
Inpatrent h9edmal C.
100"16,
90% after deducublt"
80%afttrdedorct, `
WOW
IOU",.`
Inpatient Conaultotions
100°'v'
90% after deducuble*
8O%after deducuble"
100'A'
loll%'
Laboranory& Pathologv
100"%*
90% alter dedurbbic*
80"/o after deducuble'
ton",'n°
909n after deducuble*
Diagnosuc Scrvmes
t00%"
9096zftcrdeducuble*
80%anerdeducublcf
Bt0°o^
90%afterdeducvble`
Diagrtostur and I bempemfe
100%'
90% after deductible'
80% after deductible*
Covered'
90% after deducbblae
Radml.p,
-
I ADDITIONAL BENEFIT'S
-
Office Visits
$20 copy
$20 copay
$20 enpay
S'_O copay
90% after deductible*
Chrtopractic Cam
$20"opay
S20 repay
$20 copay,
Nut Cotrered
90% after deductible*
Limited to 39 visits per calcnd:u
limited to 24 visits per
Litnrted to 38 via is per
Limited to 38 vrsats per
year,
calendar, year,
oalcndm your.
calendaytar.
I Allergy Testing
100"%*
toll"%*
8O%afterduluctible'
S20 copay
90%after deducuble*
I Allcrty Therapy
loll%"
1001u*
80%aflcrdeductrble*
1 100%"
90% after dcducttble*
I Ambulance Services
90%after deductible*
90% after deducuble*
SO%after deductible'
1100.11*
9O% after deducible*
I
33
EMPLOYEE'S
EMPLOYEES
PPOI
PP02
BENEFITS
ASR Health Benefit}
Blue Cross/Blue Shield
PPO Community Blue
Plan
w.as_rhralthbencfta_c_nm
.aw.BC'f1SRLcom
I Durable Medical EgwDmenf
90°a+after dcductiblz"
90% after deductible*
D.abefic SnppGes
90% No Annoul Deductible"
90%afterdeduchble*
i Private Duty Nursing
90% after deductible*
50% after deduetiblo*
Slelkd Nursing
t00%-
90% after deductible"
Assisted Reproductive Not Coered Not Covered
Tleanuent
Voluntary Skril. 6o. and
100%*
Woua.
FDA Approved
ConUaeeptwe b'f ahQ&
I PROGRA\i PROVISIONS
_
Out of`Nethvnrk S rjrve
In general, Plan pays 85%of
Plan pays 70 % of approved
approved amount less applicable
amount, after out-ofnetwork
copays. For diabetic supplies,
deductible, less applicable
dmabk medical equipment, and
copays,
private duty nursing. Plan pays
75%of approved amomn after
deducuble Of aophr, blel
Payment ofCo,eod
Pretend Mehvodel Hncnitals
R,efemd Mehvorld AomoI,.
Services
100%rfcaveredbtnrfits
90-A a covered benefit, after
Nan.Nchva k Hosnitels;
dedumbla
85%ofapproved paymentamount
No -Network Home+l
Prcfe,ovl Merarnkl Phvsi.ian<-
704o ofapproved palaneot
O�alrcat
ammmtafkrow-of,,elrvo.k
too-3 after S20 copay
dedafble
Nonnehsoak Phvsamm -
Re(nred Mchvodk I Plrvdeiaas.
Outpaiw
100"i°aft" S20 copes.
85% of approved payment amo.an
Non -network Plrvaciaac
aft. $20 eo{ y.
70°. cfa Sowed payment
amoDirt aRa' outoFnctwodc
duluwble:md S20 ropey
kI t..A RLE TO ALL
EMPLOYEES
PP03
ASR health Benefits
.ns.....g nc.dddbr oefih nun
8046 after deductible"
80% aflo'deducuble"
50a'. alter dedu tdam'
80%aRerdedue,iblc"
Not Coeerod
100%.
In general, Plan pays 65°.b of
approved aolount after
deduettblc less appbcable
copays. For plicate dory
.'Arg, Plan pays 50%of
approved .,.aafter
deductible
Przfened ?a—o. kl Hoso uF:
80 % fcovet ed benefit, less
appbrablededu able,
Non-Nehverk I{osoilale
65%cfepploved paynuat
amo.4 afferdeduehbk
Preferred Metumkl Pb,...-
Omano-
100 for S20 rnp.ry.
No.,ovak Ph,,mi..<-
Oa�ti-nL
85%ofapprori paynmrt
amounted,, $20 wpay.
AVAI LA RLE TO ALL ONLY AVAI CABLE TO
F%JPI,OVFES EMPLOYEES
CURRENTLY ENROLLED
LIMO TRADITIONAL
health Alliance Plan Blue Cross/Blue Shield
(R.aP) Trtadidonal Plan(BC/BS)
u.Il AV,,
IUO°P w^+
moss*
Not Covered
1004r°
U, to TO days
renewable after 60 days*
100%*
One ofe.,t of. tfiow
insemination per, hfchns
1DO°4*
Not covered cmcept for
emergencies
C'opaya.0 noted,
wrvrv.B ` IWLemu
90% afer dednctrblN
90%after dedu vble'
75%after d<dueator+
too -,;-
Not Covered
100%*
Particimmnn HmnBat>
100 %ofcevorcd benefit
Nmrp:+mrioaun° Hrnrb�ls;
Inly rtentare in xuttcare
hospRd - $70 a day.
hlpmtntwe m odmd.asphals-
SIS a day
Medinrc Sw rtiW
100",6 of BCGSM's appnncd
,,,000nt
34
BENEFITS
AI LABLE TO ALL
EMPLOYEES
PPOL
ASR Health Benefits
AVAILABLE TO.'
EMPLOYEES
PP02
Blue CrussBlue Shield
PPO Community Blue
Plan
PP03
ASR Health Benefits
AVAILABLE. TO ALI,
EMPLOYEES
HMO
Health Alliance Plan
(HAP)
FMPLOYEES
CURRENTLY ENROLLED
TRADITIONAL.
Blue G'oss/Bhte Shield
Traditional Plan (BC/RS)
.v,.aerhealdhbmafies.cnm aw\r.13C'BSRLcom •:r:rhealthhentins,enm w.11 AR aw.BCBSRLenm
NOTE, Hearing mde and services are nel covered under am, Oakland Co uzgr medical plans,
PimscxwivoN DRUB; FPO6BAM
Retail Prescription Navitus Navitns
Con"ier vv.. p Wini"am v....\:rtY\'illl\CUnI
1Ma11 ()Y(ICr PYCSCrpnOn NOYIXLLS Novaus
Carrier w\\nv.nnviauc "nnv K+\tnovisns com
Parficipstimg/Nonvink
Pharmacies
Nora-Yarticipatng�on-
NenvorkPhnrmadcs
Maintenance Drugs
Covered / Cnpsy
Tier 1$5 Most Genedcs/Some
Brands,
Tier 1$20 Preferred
B.&iSome Genedcs;
Tier 3: $40 Non -Preferred
products (could include boat
brand and gea aic)
Select birth Control pills
covered $0 copay.
Paid at them -network cut, loss
$5,$20 or S40 copay.
Maintenanw drugs taken en a
longtens basis can be filled ns a
three-urardh wpply for a ooe-
munth copay through either 0w
Mail Order Dog tamer or at a
retail pharmacy
Covered / Copays.
Tier I S5 Most Generics/Some
Brands;
Tie, 2- $20 Pi efened
Brands/Same Genetics;
Tier 3- S40 Non-Prekned
products (could include both
brand and generics
Seeet DiNt Control pills
covered $0 copay.
Paid at the in-nctwo, k cost, Iesa
SS- S20 or $40 copay.
Maintenance dings taken on a
long-term hors can be filled as
a three-month supply for a
nc-month copay through
either the Mml Or do, Drug
canto, or at a retail pharmacy.
Nwilne
\V\vK' ndVrtti� cOI_II_
NuviYu
Kww mwivus coin
Covered / Copays:
Tier 1: $5 Most Generles/Soure
Brands;
Tier 2: S20 Prefened
➢randsrSane Generics;
Tier 3: S40 Non-Poefened
products (could include bosh
brand and generic products)
Select➢nth Crnool pills
mvcrcd $0 copay.
Paid atthe in-nehvnrk cost, less
$5, $20 or $40 copay.
Maintenance drugs taken on a
long-term hasis can be f de l c i
a dace -month : upply for a
one -month copay through
either tin Mail Did,, Drug
corner or at a retail ph vrmay.
Health Allianee Plan Navitu'
w..v, HAPure inn it, swm
Pharmacy Advan cage Nm'iYus
o\ w Phmaacv:43vantavml: ._v,*., ucoi.uscom_
s core
Covered / Copays
Tier I: S5 Most Generic:
Tior 2 $20 Select Braid
mmme,
Tier 3. S40 Non-Prefen'ed
Select Birth Control pills
covered $0 copay.
Not Coveted.
Maintenance drugs taken on
a long en -up basis —a 30 or
90-day apply, whichever w
gaaaq cm be obtained for
a erne -month repay at your
local phamacv
A 90-day supply of
onamtenance drugs pray be
.1a ined,hound,oral order
Cove'fed / Copays
Tic, ❑ $5 Most
Gen a esiSemc Brands,
Tier 2: $20 Preferred
Brands'Sumo Geneuas:
Tic, 3 .S40 Non-Prefcned
products (could include bland
and generic)
$elect Binh Control pills
rewind $0 repay.
Patd at the in-nehvork cost
Icss $5 $20 or 540 copay
Maatenanec drugs taken on a
longterm hasi, can be filled
s a three -moth supply for a
one -month copay dnough
rather the Mad Or der Drug
carrier or at., retail phartna y
3S
AVAILABLETOALL
AVAILABLE TO ALI,
AVAILABLETOALL
4VAILABLETO ALI,
ONLY AVAILABLE TO
EMPLOYEES
EMPLOYEES
EMPLOYEES
EMPLOYEES
EMPLOYEES
CURRENTLY ENROLLED
PPO1
PP02
PP03
ffN10
TRADITIONAL
BENEFITS
ASR HuIth Benefits
Blue Cross/Blue Shield
ASR Health Benefits
Health Alliance Plan
Blue Crass/Blue Shield
PPO Community Blue
(HAP)
TratliHonal Plan (RC/BSI
Plan
wwwnavhuithbenefts.nuu
way.BCBSAl.rom
avwaemnc�a(thbeneft..com
w.li3lCont
v..•e.BCBRM1t.atm
Note: IVlu[e in the Ao.+ptml,
Ifyouregnest, prescription be
ifynumquesta peesenpdou
Ifyou request a prescripmu
Ifyrnr request, prescription
lfyouaequestapre,eoption
dngs are covered under
filled with a brand name drug
be filled with a brand name
be filled with a brand name
be filled with a brand n.uue
be filled with a brand name
,. medtwl plan
and the. is a generic equivalent
drug and flair is a generic
drug and there is a genere
drug and (here u a generic
&urg and there is a genet is
available, you wdl be
eq,&,knt available, you wdi
equivalent available, you will
avaiable, you will be
aqun•alem avmlable, you will
responsible fm the Tier 3 eopay
beresponsible for the Tier 3
bem,rnsible for the Tier 3
tesponvble for the full cast
bemsponsible for the Teri
plus the differential between the
eopay plus the differential
eopay plus the differmdal
dlffnential between the cost
repay plus the differenuial
cost of ❑te brand and the gene, ie
between the cost efthe brand
between dte cost fthe brand
ofthe brand and the e.,y of
between the cost ofthe brand
drug Ifyotudoetormakesthe
mrd the gereie drug. Ifyour,
and the geucric drug lfycor
the gcneuc drus. lfyour
and the generic drug Ifyour
request, you will be responsible
doctor makes the rcgaest, you
doctor makes the request, you
doctor makers the request,
doctonrrakes the re quest. you
for the Tier 3 repay.
will beresponsible for die
wrll beresponsMe for the Tier
youwill be respons,ble for
will be msponsible for the
Tier eopay
ocopkv
the Tier 3 copaymart
Tier3 ropy
Appendix C ..
37
APPENDIX C
a, el rtr
AVAILABLE I'OALL
AVAILABLE TO ALL IAVAILARLI:
TO A LT.
BD ➢, 10,&15
ENTPLOYEES
FNIPLOYF.ES
EOIPI,OYEES
High Plus
High
Standard
Modified
BENEFITS
Delta Dental
Delta Dental
Delta Dental
Delta Dental
rvivrv.deladentalmi.cam wxw.delt dentalmi__com xnvx.delladencdmicem wnlv.delradenhilmi.com
Employee Ri-R'cekly
Contributims/ St. IS ISL73/$5 SIAS/SI.73/SS so/SB/S0 (SI,15)/iS(,73)/(S3.27)
(Earning)
NO COVERAGE -
Option
Rel'er to [be 2020 Your Total Compensation Statement for (Earnmus) amount
Networks)
Delta Dental PPO i Della
Delta Dental PPO / Delta
Della Dental PTO / Della
Data Dental PPO / Delta
Dental Premier
I Dental Premier
I Dental Premier
Dental Premier
I DIAGNOSTICS AND PRE"ENTIVE
-
Diatmosn"nod Picvenhcc
1009E
1009n
100%
100%
Surviccs- routine oral
Beams, elcanirrgs, fluonde,
'..
and space mdi.Weleri
Emergen y Palliative
100",/"
100".�"
t00%
100% {�
"1'.a,ew-ta tempomnly
reheve in
Periodontal Maintmmmc-
1thvn
100%
100%
100%
cleanings following
periodontal ihemoy
Dental SealaaU- chrldrenH
10096
100°16
100%
1009E
years and unda
Oral Cancer Rrash Biapry
100%
t00%
100%
106%
BASIC SERVICES
- -i
I Radua aphs-%-rays
s5 %
85%
85%
O%
Minor RastorSen•i
85%85pg
95".i„
Sp% )
componrta (white) fillings
and crown mpmr
End.xinntic Sendces-root
SS"<.
3i^.o
85%
', Cnn,lla
Pniadontic Sere ices - to
35%
85%
35%
u eat gum ,, d,.e
150%
Ctr nl Surgery Senices-
859fi
85%
35%
50%
e�traerions mid dental
sugcry
Major Restorable Services
S5%
95%
85%
50%
39
AVAILABLE TO
AVAILABLE TO ALI.
AVAILABLE TO ALI.
AVAILABLE TOA(i,
nil 9.10.&/5
EMPLOYEES
FNIPLOYEFS
EMPLOYEES
High Plus
High
Standard
Modified
BENEFITS
Delta Dental
Delta Dental
Delta Dental
Delta Dental
u•rv.v.Aelh�dentalmi.mm
ool"A'hadunt'lmi,com
�. w.dehadentalmi cnm
w,deludenralmi,com
Odrer Basic Selvmes—
SS°o
15%
956w
50%
an.olla,eare ae'iros
Relines and Repen s — to
Sa%
s5%
85%
50°15
bridges, demmn,, ,and
implants
➢WORSERVICES
Pfastbodianip SCMCCS—
50%
50%
50%
50%
bridge;, implants. and
dentures
ORTHODONTIC SERVICES
—
OrYhodonticScreicea—
50%
30%
50%
50%
minor a agent fo, tontlr
gnidarre, full banding
treaw"ift, and vrontbl,
acave Leateneal visit,
Orllrodonaa rtiaaimnrn
Sliloll per eligible memberpu
$1,000 per eligible member per
$I,000 per cli¢ible member per
S750 pereliynhlt member per
Limit
lif tirrc
lifetime.
lifttimc.
lifetime.
OeUrodonti I Ago Lied
Lip to ago 19
Up to age 19
Up to age ;9
Up m age 19
PROGRAM/PROVISIONS
Deductibles
S25 ptr person / Si0 p-r
325 per persen / S50 per
S2S per person / San per
I
S25 perptrsou S50 per
fvnlly/ner ealtndaryea'
fanvlyipa calends ytai
fmrrilyper calendar veaz I
fam,hYper ulendazvcu
Maximum HoreGt
S1,500 perardMdual per cilendar
$1.500 p, mdiridaal pn'ralrnda
S1,000 per individual per cal rdar
S750 per individual per erloada,
vern
year
y r,
yur.
All benefits bard oa maximum
All benefia beard on me imam
All bereft, hued ua maximum
Al borefiE b.xd on nr irmea
ana oved fim
approved fee,
,,pprovcd fees
approvedfe,.
NOTE. For additional information, refer to the Delta Dental Certificates and Benefit Summanes found , rt, ✓ oakoov.comlbenefits under
Medical(Dental/Vision.
39
ED]
APPENDIX D
BENEFITS
Employee Ri-Weekly
Contributions
NO COVERAGE
Option
I Network(s)
EYE EXAM
Vision Examinations
LENSESAND FRAMES
AVAILABLE TO ALL
LM[PLOYEES
High
National Vision
Administrators (NVA)
mvvv.e-nva.com
$135 / $2.88 / $3.85
AVAILABLE TO ALL
EMPLOYEES
Standard
National Vision
Administrators (NVA)
vvWa.c-nva.com
$0/$0/$0
No Earning is provided for No Coverage option.
National Vision Administrators I National Vision Administrators
$5 copayment
1 $5 copavment
Lenses: Standard Glass or
Lenses: Standard Glass or
Plastic/Covered 100%after
Plastic/Covered 100%after
$750 copayment
$7.50 copayment
Lenses and Frames
Frames: $100 retail allowance
Frames: $100 retail allowance
/ 200.5 discount off remaining
/20% discount off remaining
balance for dames that ace not
balance for flames that are not
proprietary frame brands.
proprietary frame brands.
CONTACT LENSES
Contact Lenses
$50 allowance
$50 allowance
I PROGRAM/PROWSIONS
Benefit payable every 12 months.
Benefit payable every 24 months.
Benefits Payahle
Benefit availability will start over
Benefit availability willstart over
on January 1 (following a l2-
ou January l (following a 24-
mouth period).
month period).
Additional Discounts
See the Bcncto Summan for
additional discounts available. I
NOTE. For additional information refer to the NVA Benefit Summaries found on
www.oak(iov.com/benefits under Medical/DentalNision.
!E�
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.
C M . • T : • •' ..b
Employees hired on or after September 21, 1985 and before January 1, 1995. Dates may
vary by bargaining unit.
Total Actual Service
Paid Health Coverage
With Oakland Countv
Direct Retirement
Deferred Retirement
Less than 8 years
None
None
8 — 14 years
One Person*
None
15 — 19 years
Family
One Person*
20 years or more
Family
Family
*Retiree has the option to pay the difference for a family policy.
43
Employees hired on or after January 1, 1995 and before January 1, 2006. Dates may
vary by bargaining unit.
At Completion of:
Percentage of Retiree
Paid Health Care**
Up to 15 Years
10% (No Coverage)
15 Years
160%
16 Years
64%
17 Years
68%
18 Years
72%
19 Years
76%
20 years
180%
21 Years
184%
22 Years
188%
23 Years
192%
24 Years
196%
25 Years or more
1100%
**This is the percentage the County would pay
toward a Single person or Family plan, depending on the
plan the employee was enrolled in at the time of retirement. The employee would be responsible for the
difference between this amount and the current full cost of their
health plan, plus anv deductibles or co-nays.
Employees hired on or after January 1, 2006. Dates may vary by Bargaining Unit.
At Completion of: Vesting Schedule for Employers
Contribution
Up to 6 Years
0% (Not Vested)
6 Years
60%
7 Years
70%
8 Years
80%
9 Years
90%
10 Years or more
100%
1
44
Appendix F
45
APPENDIX F
MEDICAL OPTIONS COMPARISON (NON -MEDICARE)
Important Note: The information contained on this comparison is intended to bean easy to read summary to help you and your family
make choices among the different options available to you. Be sure to carefully study each option before making your choice. This
comparison summarizes some of the provisions and certain features of each plan- It cannot modify or affect the coverage or benefits
provided in any way. No right will accrue to you and/or your eligible dependents because of any statement, error or omission from this
comparison. Its provisions do not constitute amendments, modifications or changes in any existing contract.
PPOI PP02 - PP03 - M40 - TRADITIONAL
- BENEFITS - ASR Health Bcnefita Blue CrOWBlne ShieldASR Health Benefits - - Health Alliance Plan Blue Cross/Blue Shield
- (HAP) - (Available to Retirees
- - hired prior to 1-1.97)
- ww�v.ssrhrvlthbenefic.com www.BCBSbtrnm waw.asrheildrbenefics.cnm uww.Fi3P.or¢
www BCBSM eom
o CIGNA, Multi lan and
o Network(s) Physicians Cue/HAP
Blue CrossBlue Shielt
INPATIENT HOSPITAL CARE
-
General Conditions
Semi -Private
Dmgs
o Intensive Care Unit I00%
90% after deductible
o Hospital Equipment
Special Diets
Nursing Care
OUTPATIENT HOSPITAL CARE
-
Emergency Room Care
$100 co -pay
$100 co -pay
Accidental Injuries
Medical
Co -pay waived for
Co -pay waived for
Emergencies
accidental injury or if
accidental injury or
admitted-
admitted
Physical Therapy
100%
90% after deductible
T CARE -
UrgeUotent
ni Care Visits $20 co-pav
�_ $^_0 co -Day
PREVENTATIVE CARE SERVICES
— -- - - -
CIGNA, Muluplan and
Physicians Carc[HAP
90% after deductible
$ l00 co -pay,
Co -pay waived for
accidental injury or if
admitted
80% after deductible
$20 cc -pay
Health Alliance Plan I Blue CrossBlue Shield
100% 100%
$100 co -pay
Co -pay waived ifadmitted
100%
1 $20 cn-pay
$100 co -pay
Co -pay waived for
accidental injury or if
admitted
90% after deductible
90% after deductible
46
J �
3;7E455
-
- YPOI-
PP02'�
-_ PP03 -
M40
TRADITIONAL
-
ASR Health Benefits-
Blue CrossBlue Sbield
ASR Health Benefits
Health Alliance Plan
Blue Cross/Blue Shield
BENEFITS
-
-
(BAP)
(Available to Retirees
-
-
hired prior to 1-1-97)
-
,, w.asncaalthbeneficccom
""vMCBSM-wre
'' wwrvssrhoolthbroeflu.mm
www.iidP.ore
-
'
-,
-
-
www.HCHSM.mm
Well -Baby Child Cue
Visits
6 visits, birth- 12 mos.
6 visits, 13 - 23 mos.
6 visits, 24 - 35 mos.
2 visits, 36-47 mos.
100%
100%
100%
100%
100%
Visits beyond 47 mos.
are limited to one per
member per calendar
year under the health
maintenance exam
benefit
Adult and Childhood
Preventive Services and
Immunizations as
recommended by the
USPSTF, ACIP, HRSA
or other sources as
100%
100%
100%
100%
100%
recognized by BCBSM,
ASR and HAP that are in
compliance vnth the
provisions of the Patient
Protection and
Affordable Care Act
Routine Fecal Occult
100%
100%
100%
100%
100%
Blood S,uecia e
Routine Flexible
10o96
l00%
100%
100%
100%
Simoidoscoov Exam
Routine Prostate Specific
Antigen(PSA)
100%
100%
100%
100%
l00%
Screening
100%
100%
100%
"Subsequent medically
^Subsequent medically
"Subsequcntmedically
tRoutine Mammogram
100%
necessary ru mmobnams
necessary mammograms
accessary mammograms
and Related Reading
performed during dic same
performed during the same
100° o
performed during the some
calendar year aresubject to
calrndaz year are sublecno
calcmdaryeazao,.bjectlo
your deducible and percent
your deductible and percent
yom deductible and percent
co-insuranc,
ec-Insumnm,
co-insurance
48
100% 100% 100%
*Subsequent colanouopies °Subuqucn[colonoscapies *Subsequent cclonosccpoe
�Colonoscopy—Routine 100% performed duong de same pedomied during the same 100% performed during the same
or Medically Necessary year are subject to deductible year on subject to deductible year are subject to deductible
and percent co-insurance. and percent co-insurance indpncentco4usurance.
BENEFITS
PPOI
ASH Health Bents -
v1G1\ 1HL13GHY r R lHavr'.
Inpatient Mental Health
Outpatient Mental
Health Visits
Inpatient Substance
Abuse Care Chemical
Dependency
Outpatient Substance
Abuse Care Chemical
Dependency
SPECIAL HOSPITAL PROGRAMS
Hospice Care
Specified Human Organ
Transplants
MEDICAL AND SURGICt LCA RE
Surgery
♦ Technical Surgical
Assist
♦ Anesthesia
Maternity Care
♦ Delivery
♦ Pre and Post -Natal
Care
Inpatient Medical Care
Inpatient Consultations
PP02 - PP03 -
Blue Cross/Blue Shield ASRH.UhHenefits
wavw.RCBSM.mm" wwa.asrhmlrhbenefifs.com'
100%
90% after deductible
$20 co -pay
90%after deductible
Office Visits $20 co -pay
100%
90% after deductible
$20 co -pay
90% after deductible
Office visit $20 co -pay
100%
NO%
90% to 100%
100%
Covered according to plan
guidelines.
100% 90%after deductible.
100% 90% after deductible
100% 90% after deductible
80%after deductible
$20 co -pay
80% after deductible
$20 co -pay
HN10
Health Alliance Plan
(HAP)
,,14AP.nrc
100%
$20 co -pay
100%
$20 co -pay
TRADITIONAL
-Blue Cross/Blue Shield
(Available to Retirees
hired prior to 1-1-97)
www.HCHSDLmm
100%
90% after deductible
120 days (combined with
inpatient cart days), 60 day
renewal; (no TAM benents)
Covered 100% of approved
amount, no Master Medical
80%afterdeductible
Coverperedup tLo210medays life
100%of approved amount
80%after deductible
Coveaccording to plan
red
gmdelines,
100"/o in approved facilities
100%
100%
80%afterdeductible
Voluntary second surgical
Voluntary second surgical
opinion; $20 co -pay.
opinion on entain aurgaies
80% after deductible
100%
100%
80%afterdeductible
100%
100%
100%
90%afterdeductible
80% after deductible
100%
100%
100%
100%
100%
100% prenatal visits
90% after deductible
$20 co -pay past natal visits
100%
90% after deductible
80% after deductible
100%
Gened—Unlimited
100%
90% after deductible
80%afterdeductible
100%
100%
49
Laboratory & Pathology 100%
Diagnostic Services 100%
Diagnostic and
Therapeutic Radiology t00%
-' PPOI-
BENEFITS
ASR Aealth Benefits -
wxw.urhealthbcncfirs.cnm
ADDITTONALBENEFI"S
Office Visits
$20 co -pay
$20 co -pay
Chiropractic Care
Limited to 38 visits per
calendar year.
Allergy Testing
100%
Allergy Therapy
100%
Ambulance Services
90% after deductible
Durable Medical
90% after deductible
Equipment
Diabetic Supplies
90% No Annual Deductible
Private Duty Nursing
90% after deductible
Skilled Nursing
100%
Assisted Reproductive Not Covered
Treatment
Voluntary Sterilization
and FDA Approved 100%
Contraceptive Methods
for females.
90% after deductible
90% after deductible
90% after deductible
PP02
'Blue Cross/Blue Shield
www.RCRSM.cwn
$20 co -pay
$20 co -pay
Limited to 24 visits per
calendaryear.
100%
100%
90% after deductible
90% after deductible
90% after deductible
50% after deductible
90% after deductible
Not Covered
100%
80% after deductible 100% Covered - $5 or 10 % Co-
insurance
90% after deductible 100% Covered-$5 or 10 % Co-
insurance
Covered - $5 or 10% Co-
80% after deductible Covered insurance
PP03
ASR Health Benefits
wnm'.asrbealthbenefirs.com "-
$20 co -pay
$20 co -pay
Lin ited to 38 visits per
calendaryear.
80 % after deductible
80% after deductible
80% after deductible
80% after deductible
80% after deductible
50% after deductible
80% after deductible
Not Covered
100%
- HMO
TRADITIONAL
Health Alliance Plan
Blue CrbssBluc Shield
(HAP) -
(Available to Retirees
hired prior to 1-1-97 )
Nww.HAP.on
- wxw.RCBSatcom
$20 co -pay*
90% after deductible
Not Covered
90% after deductible
$20 co -pay"
90% after deductible
100%
90% after deductible
100%
90% after deductible
100%
90% after deductible
100°/
90% after deductible
Not Covered
50% No Annual Deductible
100%
Up to 730 days renewable
100%
after 60 days,
100%
One attempt of artifcial
Not Covered
insemination per lifetime
100%
100%
S9
Plan pays 85% of approved Plan pays 70% of approved Plan pays 65%of approved
Out of Network Services amount less applicable co- amount, afterout-of- amount after deductible less
pays network deductible, less applicable co -pays.
applicable co -pays.
'All services performed
during one visit will be a
one-time $20 co -pay.
TRADITIONAL
PPOI
_ PPO2•
PP03"
M40
-
',ASR Health Benefits
Blue Cros":I.e Shield
ASR Health Benefits
Health Alliance Plan
Shield
BlueBENEFITS
(Available
-(Available to Retirees
-
-
-
(HAP)
-
-
-
-hired prior to 1-1-97)
-
w.aarhealthbenefincnm
www-BCBSM.com
www ssncwdthbenefibi.com
- www.HAP.pro
- PROGRAM PROVISIONS - -
-
-
-
Co -pays: $20 / $100 as
Cam: $20 / $100 as
Co -pays $20 / $100 as
noted.
noted.
noted.
Co -pays: $100 as noted.
Deductibles: $200 per
Deduchbles: $100 per
Deductibles: $250 per
Deductibles' $200 per
person /$400 per family/per
persop/S200 per
person /$500 per faintly/per
person/$400 per
calendar year where noted,
family/per calendar year
cslendaryear.
family/per calendar year
Co -pays, Deduchbles,
Co-insurance, Annual
Co-insurance: In general,
g
Co-insurance: 10% after
Co-insurance: 20% after
Co-insurance'10%after
Out -of -Pocket
0%; 10%after deductible as
deductible as noted. 50%
deductible as noted. 50%
Co- o
pays. $_0 as noted.
deductible as noted. 50%
Maximums and Lifetime
noted.
for private duty nursing
for private duty nursing,
for private duty nursing.
Maximum Dollar
Limitations
Out-of-pocket Coinsurance
Out -of -Pocket Coinsurance
Out -of -Pocket Coinsurance
OmW-Pocket Coinsurance
Maximum: $1,000 per
Maximum: $500 per
Maximum: $1,000 per
Maximum' $1,000 per
person/family per calendar
person, $1,000 per family
person! $_ 000 per family
fanuly/per calendar year.
year.
per calendar year
per calendar year.
Lifetime Maximum' None
Lifetime Maximum None,
Lifetime Maximum: None
Lifetime Maximum: None
Preferred(Networki
Preferred (Network)
Hospitals:
Hospitals:
Preferred fNetwork)
100% of covered benefits
90% of covered benefits,
after deductible.
H°H spirals:
80% of covered benefits, less
Panic ratine Hnmitalr
Non -Network Hps'pitals.
applicable deductible.
100% of covered benefits
85% of approved payment
Non -Network Hospitals:
Non -Network Hu ui+als
Nan-namnyains Hospitals:
51
Payment of Covered
Services
amount
Preferred (Network)
Phvsicians-Outoatient.
100% after $20 co -pay.
Non -network Phvsicians -
Ouvaiien:
35%of approved payment
amount afler$20 carpay
70 % of approved payment
amount afier out-ofneboml:
deductible
Preferred (Network)
Physicians:
100° o after $20 co -pay
Non -network Physicians'
705aof approved payment
mount after out f-network
deductible and $20 co-onw.
65% of approved payment
amount, after deductible.
Preferred (Network)
Phvsieians-0utoetient
160% after$26 co -pay.
Noo-n ctwork Physic ions -
Ou atient
35%of approved payment
amount after $20 co -pay.
Co -pays as noted.
Inpatient care in acute-cem
hospital- $70 a day.
Inpatient care in other
hospitals - $15 a day.
Medicare Surgjcal.
100% of BCBSM's
approved amount
52
BENEFITS
ZMVIL R
(Except GAP, which
have their own
prescription coverage).
www.navitus con,
Novixus Pharmacy
Services -
Mail Order
www.novixus.com
Note: While in the
hospital, dngs are
covered underyour
health plan
PPOI- -
ASR Health Benefits
.asrhaahhbencfitwcmn
P :OGRAM -
NAVITUS
Participating/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-Particioatinad,lon-
Network Pharmacies' Paid
at 75% of allowed cost, less
$5, $20 or $40 co -pay
NoviRus
Also, available is the mail
order program for drugs
taken on a long-term basis
A three month supply can
be ordered for a one month
co -pay.
Also, available for
maintenance drugs taken on
a long-term basis, a three-
month supply can be
obtained for a one month
co -pay atyom local
pharmacy.
PP02
Blue Cross/Blue Shield
hww.BCasntenm
NAVITUS
Paxe cioatine /Network
PharmaciesCovered, co -
pays, $5 Most
Generics/Some Brands;
$20 Preferred
Brands/Some Generics;
$40 Non -Preferred Brands.
Select Birth Control pills
covered $0 cc -pay.
Non-ParticioatinJNon-
Network Pharmacies Paid
at 75% of allowed cost,
less $5, $20 or $40 co -pay.
NovLYus
Also, available is the mail
order program for drugs
taken on a long -tern basis.
A three month supply can
he ordered for a one month
co -pay.
Also, available for
maintenance drugs taken
on a long-term basis, a
three-month supply can be
obtained for a one month
co -pay at your local
pharmacy.
PP03
ASR Health Benefits
wmw.asrbnithbcneficccmn
NAVITUS
Particinatine /Network
Pharmacies: Covered, cc -
pays, $5 Most
Generics/Some Brands; $20
Preferred Brands/Somr,
Generics, $40 Non -
Preferred Brands. Select
Birth Control pills covered
$0 co -pay.
Non-Particioat nstNon-
Network Pharmacies: Paid
at 75% of allowed cost, less
$5, $20 or $40 co -pay.
NovLYus
Also, available is the mail
order program for drugs
taken on a long-term basis.
A three month supply can
be ordered for a one month
co -pay.
Also, available for
maintenance drugs taken on
a long-term basis, a three-
month supply can be
obtained for a one month
co -pay at your local
pharmacy
RM1 0 TRADITIONAL
Health Alliance Plan _Blue Cross/Blue Shield
(HAP) (Available to Retirees
- - hired prior to 1-1-97)
..HAP-or
HAP
Particioat nn /Network
Pharmacies `Covered, co -
pays $5 Most Generic; $20
Select Brand name; $40
Non-Prefemcd. Select
Birth Control Pills covered
$0 co -pay.
Non -Network Pharmacies:
Not Covered
If you request a
prescription be filled with
a brand name drug and
there is a generic available,
you will be responsible for
the full cost differential
between the cost of the
brand and the co -pay of the
generic drug. If your
doctor makes the request,
you will he responsible for
the her 3 co -payment.
Also, available for
maintenance dines taken on e
long-term basis A 35 day
supply or 100 doses,
alilebever is greaRq can also
be obtained Car a one month
co -pay atyovr honl
plvmn".
A 90 day supply of
maintennce drugs may, be
www:BCBSM.cnm
NAVITUS
Particinatina /Network
Pharmacies: Covered, co -
pays, $5 Most
Gi nenes/Some Brands; $20
Preferred Brands/Some
Generics; $40 Non -
Preferred Brands Birth
Control pills covered $0 cc -
pay
Non-Particioatine/Non-
Network Pharmacies Paid
at 75% of allowed cost, less
$5, $20 or $40 co -pay.
Nov Xms
Also, available is the mail
order program for drugs
taken on a long-term basis.
A three month supply can
be ordered for a one month
co -pay.
Also, available for
maintenance drugs taken on
a long-term basis, a three-
month supply can be
obtained for a one month
co -pay at your local
pharmacy
53
obWmcd through mad ardor.
NOTE. Hearing aids and services ate not covered under any Oakland Counfy medical plans. At the Dine this booklet went to press, the impact of The Patient Protection
and Affordable Care Act is still being evaluated and plan modifications may occur. Please refer to the www.ocbenefits.com websue for the most up -to -dote information.
54
55
Appendix G
OAKLAND COUNTY MEDICARE SUPPLEMENTAL PLAN OVERVIEW OF BENEFITS
The Oakland County Medicare Supplemental/Retiree Plan is designed to provide levels of benefits after
Medicare makes a primary payment. Benefits that are payable are subject to the terms and conditions of
the plan.
Medicare Services and Limits CoreSource/Trustmark Coverage and Limits After
Medicare Deductible Met
hospital -Inpatient
Facility 100% of Medicare approved amount
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
100% of Medicare approved amount
Injections
Ambulance
100% of Medicare approved amount
Anesthesia
100% of Medicare approved amount
Blood
100% of Medicare approved arribunt
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
io
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/o °
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 °
- Mother 100 /o of Medicare approved amount
57
Prescription Drugs
(Navitus)
Retail 34-dav or 90-dav Bunn_ lv
Tier I $5
Tier iI $20
Tier III $40
Mail Order 90-dav sunnly
Tier 1 $5
Tier 1I $20
Tier 111 $40
Prosthetic Devices 100% of Medicare approved amount
Radiation Therapy 100% of Medicare approved amount
Skilled Nursing Facility -
Inpatient 100% of Medicare approved amount
(100 days per benefit period)
Medicare Services and Limits CoreSource Coverage and Limits
Speech Therapy 100% of Medicare approved amount
Transplants 100% of Medicare approved amount
Weight Management (Excluding
office visits and weight loss 100% of Medicare approved amount
programs)
X-rays 100% of Medicare approved amount
• Preventive Care as defined by PPACA (Patient Protection Affordability Care Act)'
•
Physical Examination 100%
(One visit per calendar year)
Immunizations (Including 100%
administration)
Influenza
Pneumococcal
Hepatitis B
Zosters
Chickenpox
R1.3
® Mammography
(Age 40 and over each year for
breast cancer screening)
Cervical Cancer or Cervical
Dysplasia Screening
(One per calendar year)
Prostate Cancer Screening
— Prostate Specific Antigen Test
(PSA)
— Digital Rectal Exam
® Colorectal Cancer
Screening
(Age 50 and over)
100%
100%
100%
100%
59
Appendix H
m
OAKLAND COUNTY MERIT SYSTEM
HUMAN RESOURCES-OAKLAND COUNTY EXECUTIVE
Effective Date I I ❑
INSTRUCTIONS
Department Head: After discussing evaluation with emalovee, Rive employee the
original gold couv. make a coov for vaur records and forward a coov to the
Human Resources Department. If this is a Merit Performance Review, the Merit
Increase (Employee Transaction) form must accompany it.
MERIT PERFORMANCE REVIEW Step
PERIODIC PERFORMANCE
REVIEW Year
TO THE DEPARTMENT DIRECTOR / DIVISION MANAGER / SUPERVISOR
EMPLOYEE ID NUMBER IEMPLOYEE NAME I CLASSIFICATION
DEPARTMENT I DIVISION I DF.PARTMENTN I POSITIONNUMBER
Performance appraisals are used by most employers in order to communicate performance expectations to all employees and to review past work performance. In
Oakland County, probationary employees receive performance reviews as part of the probationary process on a separate probationary status form. Employees not at
the top of their salary range receive a MERIT performance review on this form at the time of a merit increase review. Those employees at the top of their salary
range receive a periodic performance review on this form at 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 cormnents, 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
OUTSTANDING AVERAGE
INITIATIVE ................................................ ... _....__.......
. ❑
QUANTITY of WORK........ .. ........... ............ .........
.... ... ❑
QUALITY of WORK... ... .................... .......... ................
❑
ADAPTABILITY......._ ._ ..................................... _...... ........
❑
COOPERATION with FELLOW EMPLOYEES..... ...
...... ._ ❑
COOPERATION with SUPERVISION... ...... ....... ...............
.. ❑
ATTENDANCE and PUNCTUALITY. _... _..._......................
❑
OTHER TRAITS (Specify):
... ❑
AVERAGE
.. ❑ ....
BELOW
AVERAGE POOR
....... ❑ .....................
❑ ................ ...
El
...... ❑ ...................
❑ .............. ..._..
....... ❑ ..................
❑ .....................
REMARKS (Please note any specific instances of outstandingly good or poor performance or behavior)
❑ ......................
❑
NOTE: If this appraisal is in conjunction with a Merit Increase, and it is being disapproved, please state the next date you wish to review the employee=s
performance on the enclosed employee transaction to= 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 Srgnaxc,,
Human Resources Department's copy reviewed by:
q 003
Date
Date
Date
Talc
Date
Supervisor Signature
iMERICA (UAW) LOCAL 889.
November 10, 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 10th day of November 2021 for the classifications recognized below.
Recognition:
• All merit system employees with the classification Security Systems Specialist, Alarm
Technician and Locksmith.
Wages and Wage Increment Schedule:
class Rtle ( Final _-Step I-- -Step Step Step: Step I Step Step " -, Step--
Grade 4 5 .. 6 7 8:
Alarm Technician 115 46,597 48,859 51,121 53,383 55,645 57,907 60,169 62,431
Locksmith 115 46,597 48,859 51,121 53,383 55,645 57,907 60,169 62,431
Security Systems 117 51,373 53,867 56,361 58,855 61,349 63,843 66,336 68,830
Specialist
The above wage schedule will be adjusted with the FY2022 1.5% General Salary Increase.
The Alarm Technician classification and Security Systems Specialist classification shall be
permissible equivalents.
Shift Premium:
• All employees regularly scheduled or temporarily assigned to work second shift by their
supervisor will be paid an additional $0.75 per hour.
• All employees regularly scheduled or temporarily assigned to work third shift by their
supervisor will be paid an additional $1.00 per hour.
• In the event employees represented by the International Brotherhood of Electrical
Workers (IBEW) Local 58 receive an increase in shift premium above these amounts, a
"me too" clause shall apply to employees covered by this agreement.
Boot Allowance:
• All employees will be reimbursed up to $275 per calendar year for the purchase of their
safety/work boot.
• For those receiving the boot allowance, they must have safety boots that meet the
ASTM-F2413-05 Standard.
in +I e event employees represpnted by the IRE / rpcpivp an increase in Boot Allowance
above this amount, a "me too" clause shall apply to employees covered by this
agreement.
Uniform Allowance:
• Uniforms will consist of 11 pants and 11 shirts as well as one three-part jacket every 18
months.
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 non-exempt employees working a 4/10 schedule, where the holiday falls on a day in
which they are normally scheduled to work, shall receive ten (10) hours holiday pay.
• All non-exempt employees working a 4/10 schedule, shall be entitled to a minimum of
three (3) hours overtime pay if called into the office and required to work on their
regularly scheduled non -working day.
Signatures
In witness whereof, the County of Oakland through its representatives and UAW Local 889, on
behalf of its represented employees, hereby cause this Supplemental Agreement to be executed.
FOR THE UNION:
UAW Region I, International Servicing Rep.
UAW Local 889, 1't Vice -President
FOR THE EMPLOYER:
County Executive
Chairperson, Board of Commissioners
UAW Unit Chairperson Director, Human Resources