HomeMy WebLinkAboutResolutions - 2021.12.09 - 350961r0'AKLANDF!!-'
C.UUN I Y MIC HIVAN
BOARD OF COMMISSIONERS
December 9, 2021
MISCELLANEOUS RESOLUTION #21-484
Sponsored By: Kristen Nelson
IN RE: Human Resources - Collective Bargaining Agreement Fiscal Year 2022 — 2024 Supplemental for
Supervisory and Non -Supervisory Employees Represented by the United Auto Workers, Local 889
(UAIV), of the Central Services 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 supervisory 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
supervisory and non -supervisory employees in the Central Services Department: and
WHEREAS the parties agreed the following classifications will be represented by this bargaining unit: Airport
Maintenance & Rescue Specialist I, II and III; Airport Maintenance Supervisor; Auction Coordhiator;
Automobile Mechanic I and IL Automobile Mechanic Senior; Chief Airport Maintenance & Operations: Chief
Support Services: Conuuunications Installer I and II; Financial Services Technician I, II and III; Garage
Attendant; Garage Services Coordinator: Garage Supervisor; Mail & Distribution Clerk: Mail & Distribution
Leader. Maintenance Laborer; Office Leader; Office Supervisor, Office Supervisor II: Officer Support Clerk:
Office Support Clerk Senior, and Record Retention Specialist; and
WHEREAS the agreement addresses the FY 2022 General Salary Increase, shift premiums, work schedules,
uniform and boot allowances, tool allowances, and fringe benefits for employees represented by UAW. Local
889,
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 supervisory and non -supervisory
employees in the Central Services 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 Connussioners are sponsoring the foregoing Resolution: Kristen Nelson.
Date: December 09, 2021
David Woodward. Commissioner
Date: December 15, 2021
Hilarie Chambers, Deputy County Executive II
Date: December 15, 2021
Lisa Brown, County Clerk! Register of Deeds
COMMITTEE TRACKING
2021-11-30 Legislative Affairs & Government Operations - recommend and forward to Finance
2021-12-01 Finance Committee - recommend to the Board
2021-12-09 Full Board
VOTE TRACKING
Motioned by Commissioner William Miller III seconded by Commissioner Robert Hoffiiian to adopt the
attached Collective Bargaining Agreement: Fiscal Year 2022 — 2024 Supplemental for Supervisory and Non -
Supervisory Employees Represented by the United Auto Workers, Local 889 (UAW), of the Central Services
Department.
Yes: David Woodward, Michael Gingell, Michael Spisz, Karen Joliat, Kristen Nelson, Eileen Kowall,
Christine Long, Philip Weipert, Gwen Markham, Angela Powell, Thonias Kuhn, Chuck Moss, Marcia
Gershenson, William Miller III, Yolanda Smith Charles, Charles Cavell, Penny Luebs, Janet Jackson, Gary
McGillivray, Robert Hoffman, Adam Kochenderfer (21)
No: None (0)
Abstain: None (0)
Absent: (0)
The Motion Passed.
ATTACHMENTS
1. Sch A All Central Services Final Consolidated
1 UAW Central Services Supplement
3. Original CBA
STATE OF MICHIGAN)
COUNTY OF OAKLAND)
1, Lisa Brown, Clerk of the County of Oakland, do hereby certify that the foregoing resolution is a true and
accurate copy of a resolution adopted by the Oakland County Board of Cormiussioners 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 Broivrr, Oakland Cormo, Clerk %Register oiDeeds
WE l Fund Name
Central Services iMildroom
Fringe Benefit Fund (67800)
E Fnnge Benefit Fund
E Fringe Benefit Fund
E Fringe Benefit Fund
General Fund I1010D)
E GeneralFund
E GeneralFund
E GenelalFund
Central Servicle-Parks and Recreation
Fringe Benefit Fund l67800i
E Fringe Benefit Fund
E Fringe Benefit Fund
E Fringe Benefit Fund
Central Services Airport
Frfnoe Benefit Fund (67800,
E Fringe Benefit Fund
E Fringe Beneft Fund
E Fringe Benefit Fund
Airocrl Fund (56500)
R County Airports
E County Airports
E County A ports
Central Services Motorpoot
Frmoe Benefit Fund (67800)
E Fringe Benefit Fund
E Fringe Benefit Fund
E Fringe Benefit Fund
Motor000l Fund (661001
R Motor Pool
E Motor Pool
E Motor Pool
E Motor Pool
E Motor Pool
E Motor Pool
Oakland
County, Michigan
UAW Local 889
Supplemental
Agreements -Central Service Ali
Consolidated
Schedule "A"
Division Name
I Funtl#
Division# Fund Affiliate
Program
Account#
Account Title
Non Dept Fnnge Benefits
67800
9D11501
183190
730499
Deferred Comp -County Pints
HR Wellness
67800
1050521
183192
732148
Wellness Screenings
Non Dept Fringe Benefits
67800
9011501
183190
796500
Budgeted Equity Adjustment
Total Expenses
Non Departmental
10100
9010101
196030
730359
Contingency
Supp Svc Record Retention Mail
10100
1030803
184020
750581
Uniforms
Supp Svc Record Retention Mail
10100
103CB03
164025
750581
Uniforms
Total Expenditures
Non Dept Flings Benefits
67800
9011501
183190
730499
Deferred Comp -County Pints
HR Wellness
67800
1050$21
183192
732148
Wellness Screenings
Non Dept Fringe Benefits
67800
9011501
183190
796500
Budgeted Equity Adjustment
Total Expenses
Non Dept Fnnge Benefits
HR Wellness
Non Dept Fringe Benefits
Aviation and T-anspon Admin
Aviation and Transport Admin
A,natlon and Transport Admin
Non Dept Fringe Benefits
HR Wellness
Non Dept Fringe Benefits
67800
9011501
183190
730499
Deferred Comp -County Pints
67600
1050521
183192
732146
Wellness Screenings
67800
9011501
183190
796500
Budgeted Equity Adjustment
Total Expenses
56500
1030701
154010
565882
Planned Lad of Balance
Total Revenue
56500
1030701
154010
750140
Employee Footwear
56500
1030701
154010
750119
Dry Goads & Clothing
Total Expenses
67800 9011501
67800 1050521
67800 9011501
Support Services Leased Vehicle 66100 1030811
Support Services
Leased
Vehicle
66100
1030811
Support Services
Leased
Vehicle:
66100
1030811
Support Services
Leased
Vehlcle:
66100
1030811
Support Services
Leased
Vehicle:
66100
10301511
Support Services
Leased
Vehicle,
66100
1030811
183190
730499
Deferred Comp -County Pmts
183192
732148
Wellness Screenings
183190
796500
Budgeted Equity Adjustment
Total Expenses
184010
Planned Use of Balance
Total Revenue
184010
796500
Budgeted Egwly Adjustments
184010
750140
Employee Footwear
184010
750497
Shop Supplies
184010
750119
Dry Goads and Clothing
184010
731920
Tool Allowance
Total Expenses
BY 2022 BY 23-24
Amendment Amendment
18,D00 12,000
600 600
(18,600) (12,600)
(4,920) (4,920)
2,870 2,870
2,050 2050,
1,500
1,000
50
50
11, 550)
(1050)
28,500
19,000
950
950
(29,450)
119'950)
4,000
4,000
4,030
4,000
2,000
2,000
2.000
2000,
4,000
4, 000
25,500
17,000
850
850
(26,350)
(17,850)
(20,500)
3,400
13,000
3,200
900
20,500
20,500
3,400
13,000
3,200
900
20,500
SUPPLEMENTAL AGREEMENT
t • ► • •TMi1►1
And the
THE INTERNATIONAL UNION OF UNITED AUTOMOBILE,
AEROSPACE AND AGRICULTURAL IMPLEMENT WORKERS OF
AMERICA (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 loth day of November 2021 for the classifications recognized below.
Recognition:
• All supervisory and non -supervisory employees of the Central Services Department,
excluding all elected and appointed officials.
Wages and Wage Increment Schedule:
Airport Maintenance
& Rescue Specialist II
Airport Maintenance
& Rescue Specialist I
Airport Maintenance
& Rescue Supervisor
Airport Operations
Specialist
(Auction Coordinator
Automobile Mechanic
I I
Automobile Mechanic
117 52,144 54,675 57,207 59,738 62,269 64,801 67,331 69,863
114 45,044 47,230 49,417 51,604 53,790 55,977 58,164 60,350
120 60,363 63,293 66,224 69,154 72,084 75,015 77,945 80,875
115 47,296 49,592 51,888 54,184 56,480 58,776 61,071 63,367
110 37,058 38,856 40,656 42,454 44,253 46,053 47,851 49,650
116 49,661 52,072 54,482 56,893 59,303 61,714 64,126 66,536
113 42,899 44,982 47,063 49,146 51,229 53,311 55,394 57,476
Automobile Mechanic 118 54,751 57,408 60,067 62,725 65,382 68,040 70,698 73,356
Senior
Chief Airport 124 73,371 76,933 80,494 84,057 87,619 91,181 94,742 98,304
Maintenance &
Operations i
(Chief Support Services 124 73,371 76,933 80,494 84,057 87,619 91,181 94,742 98,304 1
(Communications 113 42,899 44,982 47,063 49,146 51,229 53,311 55,394 57,476 1
Installer 11
ff Communications
111
u8,yiU
4U,/tij
42,
0,243
2,'_3i-i
JInstaller I
I
Services
115
49,592
54,184I
56,480I
58,776
61,071
! 63,367
1Financial
Technician III
147,296
151,888
Services
112
40,856
146,806I
48,789
150,772
152,756
(Financial
Technician II
142,839
144,822
If
I
1
154,739
Services
109
37,006
38,719
42,146
43,859
45,572
47,286
(Financial
Technician I
135,293
(
140,433
(
Garage Attendant
I 108
1 33,613
1 35,244
136,8761
38,507
140,139
41,770
43,402
45,034 i
Services
110
37,058
38,856
40,656
42,454
44,253
46,053
47,851
(Garage
Coordinator
I
(
149,650
Garage Supervisor
I 122
66,551
1 69,781
73,011
76,2421
79,472
82,703
85,934
1 89,165 1
Mail & Distribution
108
33,613
35,244
36,876
38,507
41,770
Clerk
140,139
143,402
145,034
& Distribution
109
35,293
37,006
38,719
40,433
42,146
147,286
(Mail
Leader
143,859
145,572
IJ
1Maintenance Laborer
108
33,613
35,244
36,876 1
38,507
40,139 141,770
1
43,402 1
4S,034
(Office Leader I
110
137,058
1 38,856
140,656 1
42,4541
44,253 1
46,053
1
47,851
49,650
(Office Supervisor II 1
117
52,144 1
54,675
1 57,207 1
59,738 1
62,269 164,801
1
67,331
69,863 1
lOffice Supervisor
113
42,899 1
44,982
1 47,063 1
49,146 151,229
1
53,311 155,394
57,476 1
lOffice Support Clerk
107
1 31,691
33,291 1
34,8911
36,4901
38090 1
39690 1
41289 1
42890 1
Support Oerk
109
37,006
38,7191
40,433
42,1461
43,859
45,5721
47,286
IOffice
Senior
I35,293
1
Retention
112
142,839
44,8221
46,8061
48,7891
50,772
52,756 154,739
(Record
Specialist
140,856
1
Shift Premium (Vehicle Operations, Aviation & Transportation only):
• 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 (vemcle Vperations, AVlaclOn at 11diupul td6U1I v111y).
• All employees will be reimbursed up to $275 per calendar year for the purchase of their
safety/work boots.
• For those receiving the boot allowance, they must have safety boots that meet the
ASTM-F2413-05 Standard.
• Administrative employees of Vehicle Operations and Aviation & Transportation shall not
be entitled to a boot allowance.
• In the event employees represented by the 1BEW receive an increase in Boot Allowance
above this amount, a "me too" clause shall apply to employees covered by this
agreement.
Uniform Allowance:
• Vehicle Operations - Uniforms will consist of 11 pants, 11 shirts, five t-shirts, two
lightweight jackets with zip -in liners and any combination of three long shop coats or
coveralls every 18 months. The employer will provide a Carhartt winter jacket in place
of one lightweight jacket for those employees who request one. Weekly laundry of
Uniform items will be provided at the County's expense.
• Mail Room and Record Retention — Uniforms will consist of 5 pants, 5 shirts, one
lightweight jacket with zip -in liner and one Carhartt winter jacket every 18 months. All
items to be laundered will be the responsibility of the employee.
• Aviation & Transportation —AII employees who wish to wear a uniform shall be
provided the following every 12 months: Any combination of up to 6 pants or shorts,
any combination of up to 6 short/long sleeve logo tee, any combination of up to 3
hooded logo sweatshirts (pullover or zippered front) or 5 non -hooded pullover logo
sweatshirts. Not to exceed 5 sweatshirts in any combination and all sweatshirts will be
of Carhartt quality or better, 1 logo polo style shirt with the approved logo for the
annual airport open house, 1 logo baseball style cap, 1 logo wool cap, 1 pair winter
gloves (Mechanix-style insulated cold weather gloves acceptable), 2 pair Mechanix-style
(non -insulated) work gloves. All items above to be laundered will be the responsibility
of the employee. All employees who wish, will be issued up to 5 cotton coveralls and 2
shop coats. The provided coveralls and shop coats will be laundered weekly at the
County's expense.
All employees who wish to, will be provided with the following every 24 months: 1
Carhartt winter bib overall, 1 Carhartt winter jacket, 1 pair of high -quality rain gear (will
only be replaced due to damage and supervisor approval). All items above to be
laundered will be the responsibility of the employee.
Tool Allowance (vemcie uperavons Ljniyj:
• All employees in the following classifications; Automobile Mechanic I, Automobile
Mechanic II, Automobile Mechanic Senior, shall receive an annual tool allowance of
$500.
• All employees in the following classifications; Communication Installer I and
Communication Installer II, Garage Attendant shall receive an annual tool allowance of
$300.
• The County shall continue to supply the present tools and supplies. In addition, the
County shall provide all rechargeable tools and batteries of the Snap-On brand or
alternative brand as mutually agreed upon by both employees and Oakland County.
• New hires will receive their allowance after completing probation and will be pro -rated.
Bulletin Board:
• Pursuant to Article 11.3 of the Master Agreement, the employer shall provide one
additional bulletin board at the Airport, Vehicle Operations and Mail Room.
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.
On -call Pay (Vehicle Operations, Aviation & Transportation only):
All employees that are assigned to be on call will receive an additional one and one half
(1.5) hours of pay as compensation for being on call during regularly scheduled
workdays; and will receive an additional two (2) hours of pay as compensation for being
on call during a non -regularly scheduled workday and holiday. Overtime eligible
employees that are on call and called into work, will receive a minimum of two (2) hours
overtime pay on a day that is a regularly scheduled workday and three (3) hours
overtime pay on days that are not a regularly scheduled workday and/or holiday.
In the event employees represented by the IBEW receive an increase in On -Call Pay
above this amount, a "me too' clause shall apply to employees covered by this
agreement.
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, 11t Vice -President
FOR THE EMPLOYER:
County Executive
Chairperson, Board of Commissioners
UAW Unit Chairperson Director, Human Resources
This Letter of Agreement ("Agreement") is entered into on this I —A 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 �I
ITS: iifT !' iMl C
COUNTYOFOAKLAND
BY: `\_�_
r
ITS: � �
! "lll
And the
+ • • , • a + �. l • •. + • . . OF
+ +W) LOCAL :89
December 7, 2020 through September 30, 2024
AGREEMENT
Between
COUNTY OF OAKLAND
and
U.A.W. LOCAL 889
Supervisory Unit ? cn
Table of Contents
Agreement----------------------------------------------------------------------------------------- —------------
3
Purposeand
Intent --------------------------------------- —----------------------------------- —---------------------
3
Non -Discrimination
---------------------------- —--------------------------------------------------------------------
3
Article 1:
Recognition
-----------------------------------------------------------------------------4
Article 2:
Employee Defined ----- —------------------------ —-----------------------------------------------------
4
Article 3:
Probationary Period----------------------------------------------------
—4
Article 4:
Representation---------------------------------------------------------------------------
5
Article 5:
Savings Clause-------------------------------------------------------------------
--5
Article 6:
Management Rights-------------------------------------------------------------------------------6
Article 7:
Maintenance of Conditions--------------------------------------------------------------------
6
Article 8:
General Conditions---------------------------------------------------------------------------------6
Article 9:
Strikes and Lockouts Prohibited-----------------------------------------------------------------7
Article 10:
Representation and Fees and Dues -----------------------------------------------------------7
Article 11:
Union Bulletin Boards------------------------------------------------------8
Article 12:
Change of Address ----------------------------------- —-----------------------------------------------
9
Article 13:
Special Conferences -----------------------------------------------------------------------------------
9
Article14:
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
Articte 32:
Training and Certifications ----------------------------------
---24
Article 33:
Casual Days-------------------------------------------------------------------------------------24
Article 34:
Remote Work Study Group----------------------------------------------------------------------24
Article 3S:
Termination or Modification-----------------------------------------------------
. 24
Appendix
A: Wages and Wage Increment Schedule------------------------------------------------------
27
Appendix
B: Current Medical Plan Options Comparison --------------------------------------------------
29
Appendix
C: Current Dental Plan Options Comparison—----------------------------------------------37
Appendix
D: Current Vision Plan Options Comparison-------------------------------------------------4C
Appendix
E: Current Retiree Health Care Eligibility---------------------------------42
1
Appendix F: Current Medical Options Comparison (Non-Medicare)------------------45
Appendix H: Performance Appraisal Form -- ----- —----------------- —-------------------------------------- 60
Agreement
This Agreement entered into on the 7", day of December, 2020 between the County of Oakland,
hereinafter referred to as the Employer, and UAW Local 889, hereinafter referred to as the Union,
on behalf of all regular employees of the duly recognized and clearly defined collective bargaining
units, as set forth in Article 1, Recognition. It is understood and agreed between the Parties that
all Supplemental Agreements are in full force and effect with the individual bargaining units set
forth in the Recognition provision below and the Supplemental Agreements shall be a part of this
Master Agreement as though set forth herein.
Purpose and Intent
The general purpose of this Agreement is to set forth terms and conditions of employment, and
to promote orderly and peaceful labor relations for the mutual interests of the Employer, its
employees and the UAW.
The Parties recognize that the best interests of the community and the job security of the
-employees depend upon the Employer's success in establishing a proper service to the
community.
To these ends, the Employer and the UAW encourage to the fullest degree friendly and
cooperative relations between the respective representatives at all levels and among all the
employees.
Non -Discrimination
The parties recognize that the Employer is legally and morally obligated to guarantee to all
citizens a fair and equal opportunity, and to these ends agree that no person shall be denied
employment or membership in the Union, nor in any way to be discriminated against based on
age, race, color, sex, sexual orientation, gender identity, religion, genetic information, physical
or mental handicap, height, weight, national origin, creed, union affiliation, political affiliation
and any other protected criteria under any federal, state or county law or policy.
2
Article 1
Recognition
1.1 Pursuant to and in accordance with all applicable provisions of 336 of the Public Acts of
1947 and Act 379 of the Public Acts of 1965, as amended, the Employer does hereby
recognize the Union as the sole and exclusive representative for the purpose of collective
bargaining with respect to wages, hours and other terms and conditions of employment
Tor the term of this Agreement for all employees described below provided it is agreed
and understood that the County of Oakland does not, by entering into this Agreement,
purport to assume control or exercise jurisdiction in those areas where statutory and
constitutional powers have been exclusively vested in County or State elected and/or
appointed officials.
1.2 All full-time supervisory employees of the Oakland County Clerk/Register of Deeds Office,
excluding all elected and appointed officials.
Article 2
Employee Defined
2.1 Regular Full -Time Employee: A "Regular Full -Time Employee' is an individual employed
in a full-time budgeted position. Regular full-time employees are entitled to benefits as
specifically outlined in this Labor Agreement.
Article 3
Probationary Period
3.1 Probationary Period for New Employees: All employees newly hired into this bargaining
unit shall be required to successfully complete a probationary period. The length of said
probationary period for a full-time employee, shall be the first six (6) months of
employment from the date of hire. During the probationary period of a new employee,
s/he may be terminated at any time without the right of appeal or a statement of cause.
3.2 Probationary Period for Promotions, Demotions, Reclassifications, Lateral Transfers,
Bump or Recall: Employees promoted to a classification with a higher maximum salary
or reemployed in this bargaining unit shall serve a probationary period of six (6) months
from the date of change in classification. During the probationary period of an employee
who has had a change in classification, the employee may be returned to his/her former
classification at any time without the right of appeal or statement of cause. Such decision
shall be within the sole discretion of the Employer.
Article 4
4.1 The Union shall notify the Employer in writing of the name(s) of the Officers and Stewards
of its various bargaining units. In the event there is a change in a Unit's Chairperson or
Steward(s), the Union shall inform the Employer forty-eight (48) hours prior to such
Chairperson or Steward(s) taking over his/her duties.
4.2 The Union will have a Unit Chairperson and Steward(s) adequate to represent the
bargaining units. The location and number of additional Steward(s) will be addressed in
the Supplemental Agreements.
4.3 The Unit Chairperson and Steward(s) may, with the approval of their supervisor, be
released from their regular duties forthe purposes of investigating grievances, presenting
grievances to the employer, and other necessary union business. Such authorization shall
not be unreasonably withheld by the supervisor nor shall this privilege be abused by the
Union Representatives.
4.4 If approval is withheld or unreasonably delayed, the Unit Chairperson or Union
Representative shall contact the Human Resources Labor Relations Unit to have the
matter reviewed and approval received by the Labor Relations Unit if necessary.
Article 5
Savings Clause
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.
5
Article 6
ivranagement nights
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
not contiguous to the pmnlnypp's rpai lar work schadille. shall be eptitli2d to A ..,..�...�...
of two (2) hours work Monday -Friday and three (3) hours on the weekend of pay for at
the time -and -one-half rate.
8.5 When requested in advance with the Human Resources Labor Relations Unit, the County
will allow use of available rooms for union meetings during non -working hours_
Article 9
Strikes and Lockouts Prohibited
9.1 The Parties hereto recognize that it is essential for health, safety and public welfare of the
County that services to the public be without interruption and that the right to strike is
forbidden by the Statutes of the State of Michigan.
9.2 Under no circumstances will the Union cause or authorize its members to take part in any
strike, sit-down, stay -in, or slowdown.
9.3 The Employer agrees that it shall not lock out the employees covered by this agreement
or supplemental agreements.
Article 10
Representation and Fees and Dues
10.1 To the extent that the laws of the State of Michigan permit, it is agreed that:
10.2 Employees will be represented by the bargaining unit and may authorize the Employer,
to deduct appropriate fees or dues to remit to the Union.
10.3 Upon written authorization from an employee, the Employer shall deduct from the
wages, all fees and dues as are prescribed by the Union and/or this Agreement. Such
employee and the Union hereby authorize the Employerto rely upon and to honorwritten
certification by the Treasurer of the Union the amounts to be deducted.
10.4 All authorizations delivered to the Employer prior to the first day of the month shall
become effective during that succeeding month. Monies will be deducted from the
second paycheck of each month and shall be remitted together with an itemized
statement to the Union local treasurer within 14 days after the deductions have been
made.
7
10.5 The written dues authorization shall automatically renew itself for successive yearly
nprinds thprpaftar unlacc the ampin
between December 15 and December 31 each year of the employee's desire to revoke
same and in such event Union dues deductions shall cease. An employee shall also cease
to be subject to dues deductions beginning the month immediately following the month
in which the employee is no longer a member of the bargaining unit. In the event a refund
is due to an employee for any sums deducted from wages paid to the Union, it shall be
the responsibility of such employee to obtain the appropriate refund from the Union.
10.6 If there is an increase or decrease in the Union dues deductions, as determined and
established by the Union, such changes shall become effective upon the second pay
period following notice from the Union to the Employer of the new amount(s).
10.7 The Employer agrees to provide this service without charge to the Union. It is understood
and agreed, that the provision for deduction of the dues is for the benefit of the
employees requesting same, and the Employer is under no obligation to demand or
request that employees authorize such deductions as a condition of employment.
10.8 The Employer shall advise the Union of all new hires within forty-five (45) days of the hire
effective date.
10.9 The Employer shall not be liable to the Union by reason of the requirements of this
Agreement for the remittance or payment of any sum other than that constituting actual
deductions made from wages earned by employees.
10.10 The Union will, indemnify and save harmless the Employer from any and all claims,
demands, suits and other liability by reason of action taken or not taken by the Employer
for the purpose of complying with this Article.
10.11 Should there be a conflict between the dues authorization form signed by the employee
and this Article of the labor contract, this Article shall be controlling.
Article 11
Union Bulletin Boards
11.1 The Employer will provide conspicuous locations for secure locking style bulletin boards
in the respective departments and locations, which may be used by the Union for posting
notices bearing written approval of the Unit Chairperson on the following topics:
11.1.1 Notices of Union Meetings.
11.1.2 Notices of Union Elections and results of said Elections.
11.1.3 Notices of recreational, educational and social events.
H
11.2 The bulletin board shall not be used by the Union for disseminating propaganda and shall
-ot be used by the i P• 2r f?r pasting ,,this -L.. r-tzriah :f 3
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.
N
13.3 A special conference shall be scheduled within ten (10) working days after the request is
made to be held at a future date mutually agreed 1 pan The Employer or I Inion , as a
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 far time spent in such Special Conferences.
Article 14
Seniority
14.1 New employees may acquire seniority by working six (6) continuous months, in which
event the employee's seniority will date back to the date of hire into the department.
14.2 When the employee acquires seniority, his/her name shall be placed on the seniority
list, in the order of his/her seniority date. An up-to-date seniority list shall be furnished
to the Union every six (6) months or an employee is added or removed from the list.
14.3 An employee shall lose his/her seniority for the following reasons:
14.3.1 If the employee resigns or retires;
14.3.2 If the employee is discharged, and not reinstated;
14.3.3 If the employee is absent from work for three (3) working days, without properly
notifying the Employer, unless a satisfactory reason is given;
14.3.4 If the employee does not return to work at the end of an approved leave;
14.3.5 If the employee does not return to work when recalled from a layoff.
Article 15
Layoff, Recall and Transfers
15.1 If and when it becomes necessary for the Employer to reduce the number of employees
in the work force, the employees will be laid off within their classification in reverse order
of their seniority, based on capability of performing available jobs, and shall be recalled
in the order of their seniority within their classification. In order to avoid layoff an
employee may displace lower seniority employees within the bargaining unit in equal or
lower rated classifications provided they have the present ability to satisfactorily perform
the available work within minimal orientation (within two weeks).
15.2 The County agrees to notify the Union when the Employer's decision is made of any
anticipated layoff. Such notification will occur within ten (10) working days of reaching
the layoff decision.
15.3 Employees shall have the right to recall based on their seniority within their classification
if a position becomes available.
10
15.4 It and when an employee is perrridnentry irons€erne ' to anether di or gut f t A
bargaining unit, the Unit Chairperson shall be notified of said transfer by the Employer. If
the employee is thereafter transferred backto the bargaining unit, they shall have as their
seniority date, the seniority date they had at the time of the transfer.
15,5 Superseniority. The Unit Chairperson and Steward(s) forthe purpose of layoff and recalls
to work following such layoff only, for the term of their office, shall be considered as
having more seniority than any other employee within their functional unit. They shall
be last to be laid off for lack of work or funds from their unit and the first to be recalled
to work in their unit following such layoff providing they have the then present ability to
satisfactorily perform the available work in such area without additional training.
Article 16
Job Postings
16.1 Examinations for classifications covered by this contract shall be announced with a
definite announced period for the acceptance of applications.
16.2 The last date for the acceptance of applications shall be clearly stated on the official
examination announcement and in the official newspaper announcement of the
examination. There will he no newspaper announcement for promotional examinations.
16.3 This filing period shall be at least seven calendar days.
16.4 Applications must be received at the County Human Resources Department before 5:00
p.m. on the announced last date for filing applications, be electronically submitted with
confirmation or be postmarked on or before that date in order to be accepted.
Article 17
Temporary Assignment
17.1 Temporary assignments are made at the discretion of the Employer in order to ensure
orderly performance and continuity of services. A regular employee temporarily assigned
to a higher job classification for a period in excess of fifteen (15) consecutive working days
will receive the minimum rate of the higher classification or one increment added to their
current salary, whichever is greater. The employee temporarily assigned must have the
current ability to do the available work and meet the minimum qualifications of the higher
classification.
17.2 The employee temporarily assigned shall be eligible for increments until the maximum
salary for the temporary assignment is reached. Payment for such temporary assignment
must be authorized in writing by the Department Head and approved by the Director,
Human Resources and Labor Relations before the salary adjustment is made.
11
17.3 The table set forth in Appendix A, Wages and Wage Increments, shall be utilized to
approve or msapprove incrernems puIsudM w ilu> N is
Article 18
Performance Appraisal
18.1 An employee may receive an annual performance appraisal from their immediate
supervisor. Such appraisal shall be on the form listed in the appendix. No other appraisals
or surveys will take place without an opportunity for review and discussion with the
Union.
Article 19
Procedure for Individual Compensation Review
19.1 If, in the opinion of an employee, the duties and responsibilities of that employee have
evolved to a state that the compensation the employee currently holds is not reflective
of the current job duties, then the employee may apply for an individual compensation
review (ICR) as follows:
19.1.1 The employee shall make a request for an ICR, in writing, to the Human Resources
Department with copies to the Unit Chairperson and to the Department Head.
19.1.2 Contained in the written request must be the following:
19.1.3 The current compensation the employee holds; title, or compensation level, in the
Collective Bargaining Agreement to which the employee feels he/she is entitled;
and, supporting documents and reasons why the employee feels the new change
in compensation is warranted.
19,2 The Human Resources Department shall begin its investigation of any request for
compensation review submitted pursuant to this Article of the Collective Bargaining
Agreement within sixty (60) working days after receipt by the Human Resources
Department. The Human Resources Department will, within sixty (60) working days
following the commencement of the investigation, complete the investigation and
provide a written recommendation.
19.3 The employee requesting the ICR will have the opportunity to respond to the written
recommendation in writing or request a meeting with the Human Resources Department
in order to provide additional information. Present at this meeting, if requested, shall be
the Unit Chairperson, a designee from the local Union, the employee requesting the ICR,
the Department Head and/or designee, and a representative from the Human Resources
Department. Within thirty (30) working days of the aforementioned written
recommendation or meeting date, if applicable, the Director — Human Resources will
state the determination in writing to the employee and to the Unit Chairperson.
12
19.4 Should the Union be dissatisfied with the result of this procedure; the Union may request
this gr2ament. Thee shall be , appe@l to the Grie an o
Procedure. c
19.5 Upon completion of the ICR process, no request for an ICR shall be processed from the
same employee for a period of one (1) year unless additional duties or responsibilities are
assigned to the employee.
Article 20
Discipline and Discharge
20.1 Discipline:
Should circumstances warrant, a non -probationary employee may be disciplined for just
cause. Examples of offenses for which employees may be disciplined include but are not
limited to:
20.1.1 Conduct or performance on the job which indicates a lack of ability to adequately
perform the duties of the position or classification held by the employee.
20.1.2 Conduct or performance on thejob which indicates a failure to produce the quality
of work the position or classification requires.
20.1.3 Conduct or performance on the job which indicates a failure to produce the
quantity of work the position or classification requires.
20.1.4 Conduct or performance on the job which demonstrates insubordination, which
is defined as a refusal to follow appropriate written or oral procedures,
instructions, or directions from a supervisory employee or department head.
20.1.5 The solicitation or acceptance of money or anything of value to influence the
decisions of an employee in public matters or as a reward for such decisions.
20.1.6 Being under the influence of alcohol, narcotics or any other controlled substance
while on the job.
20.1.7 Conduct or performance on the job which demonstrates a deliberate attempt to
cause poor morale or disrespect among County employees by actions or attitude
on the job. Except that, communications relating to the Union amongst
employees covered by this agreement shall not be subject to this provision.
20.1.8 Verbal or physical abuse, or improper treatment of an inmate, employee, patient
or client of any County institution or department.
20.1.9 Habitual or excessive tardiness in reporting for scheduled working hours.
20.1.10Being absent from a scheduled work assignment during working hours without
permission from an authorized supervisory employee or department head.
20.1.11Stealing, misappropriation or conversion of County property or the property of
other employees or inmates, patients or clients of any County institution or
department.
20.1.12The willful violation of any reasonable Departmental or County rule or regulation
which has been adopted in written form and is known, or reasonably should be
known, to the employees involved.
20.1.13Has engaged in political activities restricted under Section Vl, Subdivision L of the
Merit System Resolution and Rule 19 of these Merit System Rules.
13
20.1.14 Has willfully failed to pay personal bills to the point that creditors garnishee the
wages or salary or a WUney ernpiuyee and Lauec a L.I J"-. G.l Zf,�
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 Yd 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
omp!o personee file for a period of oneunless, prior to the end of sa; 1
one-year period, the employee is disciplined for a similar incident. In such case,
the records of both disciplinary actions shall be maintained in the employee's
personnel file for an additional six months, or a total of one and a half years for
each incident based upon the date of occurrence. Suspensions will remain in the
file indefinitely.
Article 21
Grievance Procedure
21.1 The Parties intend that the grievance procedure as set forth herein shall serve as a means
for a peaceful settlement of all disputes, including use of the Personnel Appeal Board,
that may arise between them concerning the interpretation or operation of this
Agreement without any interruption or disturbance of the normal operation of the
Employers affairs.
21.2 Any employee having a grievance in connection with his/her employment must present
it to the Employer within fifteen (15) days after occurrence of alleged grievance as
follows:
21.2.1 Step 1 -Verbal:The employee must first discuss the specific grievance with his/her
immediate Supervisor. A Steward shall be present at this meeting; otherwise, the
complaint shall not be considered a formal grievance, as outlined in this Article.
The immediate Supervisor shall attempt to adjust the matter consistent with the
terms of this Agreement as soon as possible, and shall, within five (5) days give a
verbal answer to the employee.
21.2.2 Step 2 - Written Department Head: If the grievance is not settled at the verbal
step, a written grievance may be filed by the Unit Chairperson or designee with
the employee's Department Head within ten (10) days after the immediate
Supervisor's response at Step 1. When a grievance is reduced to writing, it shall
contain the name, position and department of the grievant, a clear and concise
statement of the grievance, the issue involved, the relief sought, the date the
incident or violation took place, the specific section(s) of the Agreement alleged
to have been violated, the signature of the grievant, the signature of the Unit
Chairperson or designee and the date the grievance is reduced to writing.
Inadvertent omission of minor information will not prejudice the processing of the
grievance.
21.2.3 A meeting shall be held between the Parties within ten (10) days, unless mutually
waived in writing. Within five (5) days after the completion of the meeting, or the
waiver thereof, the Department Head shall give a written answer to the Unit
Chairperson or designee.
15
21.2.4 STEP 3 — Manager, Labor Relations: If the grievance is not settled in Step 2, such
o srccaaca ,, uy L --ter
- 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
i.hdupC��uu u� Gcmgncc I�oo tld�ty (30) days, (exeept as st.'.'2i above or
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.
21.113 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
ICI CII I. TIC aUU vc, tkzuof
the aFbitFai]OF shall be limitd
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 powerto 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.
21.3.3 Time of Appeals: Any grievance not appealed within the time specified in the step
3f ,,&--Jie e Procedure, shall be considei:@d sattled and not si lbject to further rnvi ",
In the event that the Employer shall fail to supply the Union with its answer to the
particular step within the specified time limits, the Union may appeal the grievance to the
next step with the time limit for exercising said appeal, commencing with the expiration
date of the Employer's period for answer.
21.3.4 Nothing contained herein shall be deemed to abrogate or limit the rights
guaranteed by existing statutes or court decisions.
21.3.5 Time limits may be extended or shortened by mutual written consent of the
Parties.
21.3.6 All references to days as they pertain to the Grievance Procedure shall mean
"working days'. They do not include Saturdays, Sundays and designated holidays.
21.3.7 Records, reports and other relevant information pertaining to a grievance which
are requested by the Union shall be made available within five (5) days (if easily
retrievable by the County) for Inspection and copying by the Union, provided the proper
representative of the Union makes a request for the specific document referenced above
and, if applicable, the affected employee has authorized, in writing, the release of said
information.
21.3.8 Nothing in these grievance and arbitration procedures shall limit the rights of
employees to pursue statutory claims for violation of law with private counsel.
Article 22
Wage Rates for New Classifications
22.1 When a new classification is established by the Oakland County Human Resources
Department that is to be placed in the bargaining unit, the Employer shall place the new
classification in the Wage Schedule that is found in the respective Bargaining Unit's
Supplement to this Agreement. If the Union does not agree with the Wage Schedule
that was assigned by the Employer, the Union may submit the assignment of the Wage
Schedule to the Grievance Procedure at the Third Step.
Article 23
Wage and Increment Schedule
23.1 Bargaining Unit Wage and Increment Schedules are attached to their respective
Supplement and are part of this Agreement.
19
Appendix A
Wages and Wage Increment Schedule
1. WAGES:
Deputy County
ief Deputy Register
Deeds
jElections Specialist 119 1
Micrographic
Equipment Operator
Supervisor
(Office Supervisor I
(Office Supervisor II
(Supervisor County Clerk
Supervisor County Clerk
Vital Records
Supervisor Register of
Deeds
114
WAGE INCREMENTS
83,682 87,744 91,806
99,931 103,993 108,055 112,117
75,902 79,586 83,271 86,955 190,640
83,682 87,744I91,306 95,868I99,931 103,993 108,0551112,117
56,639 59,388 62,138I 64,887I 67,637 70,386 ( 73,136 75,885
44,378 46,532 48,687 50,841 152,995 55,150 i 57,304 59,458
113 I42,265 44,317 46,368 1 48,420I50,472 52,523 54,575 156,627
117 151,373 153,867 56,361 58,855 161,349 63,843 166,336 168,830
121 162,444 65,476 1 68,507171,538 1 74,570 77,601 180,632 83,664
117 151,373 53,867 1 56,361 1 58,855 161,349 63,843 + 66,336 68,830
121 162,444 165,476 ( 68,507 1 71,538 1 74,570 77,601 1 80,632 1 83,664
2. The foregoing schedule shall be effective the first pay period after ratification and approval of the
Board of Commissioner;.
3. After ratification, current employees will be moved to the next highest step that gives them an
increase, plus one more step.
a. Exceptions will be the current employees in the following classifications which will be
placed on Step 7:
i. Chief Deputy County Clerk
ii. Chief Deputy of Register of Deeds
ii Director of Elections
iv. Election Specialist
27
Article 24
tugimuty for tmpioyee Benefii�
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.
25.4 This shall include but not limited to:
25.4.1 Annual Leave
25.4.2 Death Leave: 5 days of leave will be granted for the death of a spouse and/or
partner, parent or guardian or child. Death Leave for other relatives will be
referenced in the Oakland County Merit Rules.
25.4.3 Family Leave
25.4.4 Hours of Work
25.4.5 Court Appearance/Jury Duty
25.4.6 Legal Holidays/Floating Holiday
25.4.7 Leave with Absence without Pay
25.4.8 Parental Leave
25.4.9 Personal Leave
25.4.10 Political Activities
25.4.11 Sick Leave Reserve
25.4.12 Tuition Reimbursement: Amount determined below
25.4.13 Work Connect Injury or Illness
20
25.4.14 Length of County Service
2<A.1_ Laroeec`y
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
26.33 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
Z6.6 i<erlrernenr:
26.6.1 The County will raise the match within the 457(b) plan from $500 to $1,500 per
year.
26.6.2 The County agrees that any changes made to retirement benefits with both the
DB and DC for unrepresented County employees and union represented County
employees, but not to include Oakland County Deputy Sheriff's Act 312 or interest
arbitration eligible bargaining units, will also be made for employees in this
bargaining unit.
26.7 Tuition: The current reimbursement maximum shall be $1,400 per semester and $4,200
annually. Should the amount be raised by the Board of Commissioners such increases will
also be made to employees in this bargaining unit. Parameters concerning the tuition
benefit are referenced in the Oakland County Merit Rules.
Article 27
Hazard Pay
27.1 State of Emergency: In the event of a declared State of Emergency where the public is
ordered to remain home by either the Governor, County Executive or County Health
Officer, those employees deemed "essential" and exempted from the provisions of the
"stay home" order may receive Hazard Pay for time spent at their worksite.
27.2 Should the county pay Hazard Pay to its employees, it shall be paid in an amount
determined by the Board of Commissioners.
27.3 Payments shall cease the pay period following the termination of the "stay home" order.
Article 28
Social Security and Medicare
28.1 The Employer agrees to provide Social Security and Medicare coverage to employees who
are subjectto mandatory withholding underfederal law and to employees whose position
require coverage under a Section 218 agreement between the State and the Social
Security Administration.
22
Article 29
Reimbursement for Mileage Expenses
29.1 Employees shall have the option of using a county pool vehicle when conducting county
business.
29.2 Employees electing not to use a county pool vehicle, shall be reimbursed for mileage
expenses in accordance with the County's established procedures.
29.3 Employees who use their personal vehicle for County business shall be reimbursed at the
IRS federal standard mileage rate for all miles driven in County service.
Article 30
Retiree Insurance
30.1 Bargaining unit employees shall be eligible for the current retiree insurance and
retirement health savings plan as set forth in the current rules. Eligibility for these
programs shall extend beyond the expiration date of this agreement for employees
covered by this agreement provided it is understood between the parties that the County
shall have the right to change insurance carriers and plans for retirees so long as the
benefits remain comparable.
Article 31
Emergency, Inclement Weather, Facility Closures
31.1 Weather Emergency
Employees who are unable to report to work on their regularly scheduled shift because
of severe weather or other conditions which interfere with access to their work sites may
use accumulated paid leave to cover their absences. Employees who do not have
sufficient accumulated leave to cover their absences will not be paid for the time absent.
31.2 Facility Closure
If a situation arises that causes facilities to close, the employee shall be paid for their
regularly scheduled work shift.
23
Article 32
Training and Certifications
32.1 Employees who have attained or are completing professional certifications in their field,
shall be entitled to complete the necessary requirements to maintain those certifications.
32.2 The Employer shall pay for conference registration, session fees and necessary travel to
maintain or acquire the professional certification.
32.3 The Employer shall pay for required trainings and related travel that are necessary for the
performance of an employee's job duties.
32.4 Any expenditure set forth in the sections above shall be subject to prior written approval
by the department director or his/her designee before such expenditures are incurred,
but such approval shall not be unreasonably withheld and it is understood that a
maintenance of job related certifications is encouraged and desired by the County.
Article 33
Casual Days
33A 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
34A The County agrees to form an employee task force to study and provide
recommendations on remote work practices to be implemented once the COM-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
35A This Agreement, including its appendices, shall remain in full force and effect until
midnight, September 30, 2024.
35.2 If either party wishes to terminate or modify the Agreement, said party shall provide
written notice to the other party to the effect. Said notice shall be made no longer than
one hundred twenty (120) days prior to the termination date in Section 35.1, above. If
neither party gives a notice of termination or modification, or if each party giving notice
24
of termination or modification withdraws said notice prior to the termination date in
Section 35.1, above, this Agreement snau conunue in iuii fufce dnd cffcU� FlUll, year tc
year thereafter, subject to timely notice of termination or modification by either party in
subsequent year(s) of an extended Agreement.
35.3 Notice of termination or modification shall be made in writing and shall be sent by
Certified Mail. If said notice is made to the Union, it shall be sent to UAW Region 1, 27800
George Merrell Drive, Warren, Michigan 48092; if said notice is made to the County, it
shall be sent to Oakland County, Director - Human Resources and Labor Relations, 2100
Pontiac Lake Rd, Waterford, MI 48328; address changes shall be made available to the
other party, where applicable.
35.4 It is agreed and understood that the provisions contained herein shall remain in full force
and effect so long as they are not in violation of applicable Statutes and Ordinances and
remain within the jurisdiction of the County of Oakland.
35.5 Article 30, Retiree Insurance, is not subject to the termination date in Section 35.1, above.
The termination of this agreement shall not act as a termination of the insurance benefits
of current retirees, who's benefits shall remain subject to the conditions set forth in
Article 30.
25
In witness whereof, the County of Oakland and its Office of the County Executive, by its Director,
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:,f 9 FOR THE EMPLOYER:
UAW
Region (International SqViclng Rep.
UAW Local 889, 1"Vice-President
)uAgUni(ChairrpeanZA
V
Eounty Executive
Chairperson, Board of Commissioners
1
Director, Human Resources
4. Employees will continue to receive a merit step increase for the remainder of the EYE 2021 and
NCLre yedrs uplfi d,i di,6tp,dU c icoicvv uaiil Zhcd : p,crns;r.
S. Should a supervisor fail to provide a review in time for an employee's Merit review date the
employee will automatically move to the next step.
6. Under the sole discretion of the supervisor, employees may move up more than one step with
appropriate justification from the supervisor (this decision shall not be reviewable under the
grievance and arbitration procedures).
7. The County has the authority to place new hires in any step within the classification taking into
consideration job experience and other factors requiring a new hire to start above the base
salary.
8. A 1% equity adjustmentwill be made to all current members of the bargaining unit upon ratification
of this contract based on current regular annual salary.
9. October 1, 2021: 1% general salary increase and a me too based on non -represented annual
general salary increases,
10. October 1, 2022: 1% general salary increase and a me too based on non -represented annual
general salary increases.
11. October 1, 2023: 1% general salary increase and a me too based on non -represented annual
general salary increases.
28
29
APPENDIX B
IMPORTANT NOTJ 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 £his 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.
AVUL.ABLETOALL AVAILABLE TO ALL ,AVAILABLE TO ALL AVAL ABLETOALL ONLYAVAILABLE TO
EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES
CURRENTLY ENROLLED
PPOI PP02 PP03 HMO TRADITIONAL
BENEFITS ASR Death Benefits
www.asrhealth henelils,com
Employee Bi-Weekly
$32 / S65 / $75
Contributions
NO COVERAGE
Option
Nebvork(s)
HAP AItiaret Hcaldr&Gfe
PPO / Physicians Care !
CIGNA! Multiolan
Deductihle(s)
$200 per, pcaom5400 per fend,
no, calendar\`Car
Coimurance
6% tSroost serviees,)0%after
deduetiblc as nnmd
Cmnsuranee Maximum
SLOW per pasondanady per
calendar yea.
INPATIENT HOSPITAL C.RE
General Conditions 10O
Semi-Pri"te Drubs
intcusrve Carc Unit
M d,
Hosp¢ai Egrnpmcnl
Spe,ial Diets
Nonso, Care
OLTPkTIFNT HOSPITAL CARP_
Gmcreeney Roam Cara $100 copay
Accidental lniw i<s
Blue Cross/Blue Shield
PPO Community Blue
Plan
www.BCRBMcnm
$42/$70/S85
ASR Health Benefits
w+vw.asrh.hhhrnefi rs.aun
S16 / $35 / $45
Health Alliance Plan Blue Cross/Blue Shield
(IIAP) "traditional Plan (BOBS)
wswr.11AP.ore
$32 / $65 / S75
Refer to the 2020 Your Todd Compensation Statement far (Yearnings) amount.
Rha Crass.Blue Shield
$100 per per,.W$200 per
fannly per c rlend. r Year
l0P0 nfradeducnblc as
noted_ 5056 for pm'ate dmy
$500 Pei pemoN$ L000 per
fannly per calendar year.
90%after deductible*
S 00 copay
HAP Alliance Health & Life
Pro / Physieimu Carc /
CIGNA / Muldplan
S250 per pcnsrre5500 per
fardy percatenda Year
20%after deductible as
nutcd 50 % after dcduchblo for
Private duty uursinp
$1,000 per per soN$2,000
per banly per calendar year.
80% after deductible*
rvrvw.RCBS\Lenin
S52/$89/S94
H earth Alliance Plan
Rl oe Coes"Blne Shield
II1,i0
No Deductible
5200 pu persuN3400 pe,
famd9 per ealendaryear
No Consura,ee
10%after deductible as
noted. 259; for private duty
Not Ap,kble
nnroa r
$1000 per PeIsonYannly
per calendar year,
100%,
t00%"
Ranatric Cepay. SI,n00
$100 oopay, deduetiblc and Stan copay I$100 copay
Comsrrancc may ado anoly For
30
AVAILABLE TO ALL
.AVAILABLE TO.ALI,
AVAILABLE TOALIi
AVAILABLE TO ALL
ONLYAVAIT.ABLETO
EMPLOYEES
FAMIOVEES
EMPLOYEES
EMPLOYFES
EMPLOV-EE9
CURRENTLY ENROLLED
PPOI
PPO2
PPO3
HMO
TRADITIONAL
BENEFITS
151211ealth Benefits
Blue Cross/Blue Shield
ASR health Benefits
ilcalth Alliance Plan
Blue Cross/Blue Shield
PPO Community Blue
(IT. -AP)
Traditional Plan (BURS)
Plan
arn•vv.a>rhr.+I thhanditcrnm
wn'vv.BCBShLcom
xsrhe:+lthbenefi n.mm
ma•a•.HAP.nre
w.BCR4Mam
h7edictd Emergencies
Copny+vaived fn
Copaywaivcd fnr accidental
some sermrzs. Copayn•aived
Copay waived tfadmated
Copay waived for accidcnW
acndenta( injnry or R
injury nr ifadmh[ed
Lv accidental nujnry of if
injury cr if admitted
ndm�tted
admitted
Phvsical Therapy
t00W
90% aRcr deductible*
80°to afro deduchble"
100%.
90% a@ardeduenble'
InduJas Speech Therapy
60 combiurd vrsits per eelendm
and Occupational T e,apy
60 combmed or mnseartive
y�r
Up to 60 consecutive visits
visits per calendm yw'.
per b,o,Et pcded. May be
rcndcrcd at home.
IURGENTC.ARE
Urgent Cmu vtsi8
1 $20 cppay
1 $20 c00av
1 S20 copay
S20 eU ay
p
909'o after deductible
I PREVENTATIVE CARE SERVICES
Rnufine Health Alamlenancc
100"•6"
70090*
100%"
100%* —1
Evans - mdudcs cixst�-my,
FRG, cholcstcml ncreening
and
other select lab procedures
I Routine Physical
100116"
100%*
100%t
Wo%B
100%. j
Routine Gynecological
100%`
100%'
100%"
100%'
100%'
R em
Routine Pap Smear
100%0
I00^,a*
100"•6*
1110"5*-
100%*
Screening- laboratop mW
1
pathology services
Wdl-Baby Child Caw
100"0
100%.
1011%*
10011*
100%*
vnsne
Plan coven 3 visits (bi th
Ne tunas on n.ber of
Plan coven 8 vi1i. (bpth
• 6 visits, birth thwogh 12
tlnouyh 12 months),
through 12 months).
mmndu
• 6 vuu,, 13 months
dnpugh 23 months
• 6 cisil, 24 months
dum,gh 35 months
• 2 visits, 36 months
th on,h 49 months
• Visits bY.,yond 49
months are limited to
one per member pu
calandv'a car
31
BENEFITS
EMPLOYEES
Pro
ASR Health Benefits
www.asnc�shhbencfi N.cnm
under the health
mantenaree ecam benefit
Adult and Childbocd
100%'
Prcvondvc Scrvr e, and
Immonirations as
rcmmmended by the
IISPSTF, ACID. lTRSA ar
other sourus as recngnved
by BCBSNT, ASR and HAP
due are in compliance with
die proviso,14 of the
Patient Pmtec6mr and
Affordable
C. Act
Routiie Fecal 0ccalt Blood
100VO
Sueenuna
Rondnu Flcxiblt
100%'
Sinmoidaecoov Esanr
Ronhnt Prostate Specific
100%^
Art,,., (PS.A) SR,,rc nn
Roulinc Mammogram and
t00%*
Related Rwding
Colonoscopy—Rooto"or i00%0
Nledic:Jly Nccessny
bIFINTAL HEALTH CA RE
bipaticnt Mental Htaldr IOo%,
Ootpedent Mtnml Health S20 copay
Vials
ULARLE TO ALL
EMPLOYEES
PP02
Blue Cross/Blue Shield
PPO Community Blue
Plan
wwa•. PC:BSAI.I
100%
100%%
NOTE: Subsequent medreall�
uaaq•manunoarams
pcdomrad do mg the same
Gllcnd. yea act .Meet to
your ded.crh?a and percent
coinsurance
100%6
NOTE: Subxqutnt
colonoscopne� pert'mmtd
dm'mg ibe sane calendar year
art subject to your deductible
and nercent coinsurance.
90% after dtauctible"
90%after dtdocdhlz'
Office vrsits $20 copay
.AV MLA RLE TO A T.I.
AVA ILA RLE TO ALL
ONLY AV.AI LARLE TO
EMPLOI'EFS
EMPLOYEES
Eh1 PLOYEI;S
CURRENTLY ENROLLED
PP03
HTWO
TRADITIONAL
ASR R"Ith Benefits
Health Alliance Plan
Blue Cross/Blue Shield
(FIAT')
Traditional Plan (RC/RS)
wii+v.a_arhealthbcnef tcurm
_ w.H 4f�m..
rvtywBC7151t.cnm
_I
1U0°'°"
100%.
100%,
100W
t00%c
100°.6` 171
100%1
100%,
100°'o
100%"
IOU%'
100%,
NOTE: NAtdically necessary
NO'PE: Subsequent medrully
manrmogra ns are subdect ro
necessary mamrnnemms
yom' dtducuble and paetnt
pedooned during the sane
r.inSl,o,f i
calendar year art erbjea t0
yom'dedtaible andpmr.ct
w
Ina^o
mu%oF
00% *
loom
NO Tr: Subsequent
NOTE: Subsequent
colonosmples performed
colnnawopies pcdormtd
during rho same calendar year
during the same calendv year
arc sub,aU to yow dednetible
e subject (o yow' deducatiblz
andwmr of counsurenw,
and percent coinsurace.
So°o afW dads Rdk-
100%,
S20 copay
f S20 copy
11009�'
100%" 1�
32
AVAIL.ARLF TO ALL
AVAILABLETOALL
AVkH-ABLE'TO ALL
AVAILANL-E TO ALI.
ONLY4V�VLARI.Rt'O
EMPLOYEES
EMPLOYEES
EMPLOYEFS
EMPLOYEES
EMPLOYEES
CURRENTLY UNROLLED,
PPOI
PP03
PP03
IID'10
TRADITIONAL
BENEFITS
ASR Health Benetits
Blue ClrossBlne Shield
ASR Hcalth Benefim
Health Alliance Plan
Blue Cross/Blue Shield
PPO Comrnunity Blue
(BAP)
Traditional Plan (RC/RS)
Plan
rYww.:nrheilehbenefits.cnm
wrvw. B!'BSMsom
...311nerlthbnrefitacnm
ullAP on^
n',, BMSM ssou
htpatirnt Substance Abuse
I00'/*
90%1fte1deductib1a'
80%afterdeductihla*
MOW,
100%,
Care Chcmtcal Deoendencv
Outpatient Substmrce Abase
$20 copay
1
90%after deductible*
S20 copay
S20 copay
10090+
Care ChemicalDmendency
ORicc ♦i it$20 eonav
In aunroved l'acihtien only
I SPECUL HOSPITAL PROGRAMS
-, —
Hospmc Care
l00%+
f00%*
8o%a9erdcductibla+
Coves ed id to 210 days per
I 100% ofapaovcd amount
{ mc.
Spmifiedl`haxl Organ
tool°0*
90% to 100%*
80%aftcrdeda, blc*
Covacdsccotdmgtoplar
j I60% in app, vcd facilities
Transplants
Covered acwrding to plan
guid,,hnes.
vuidchncs.
I MEDlG41. AND SURGICAL. CARE,
_
Surgery
t00%*
90% aficr&shsstrblc*
g0%after dcductibW*
tool%*
100%*
Voluntary s s d..nrgkal
Voluntary socond surgical
I TechnicalSwfiicat-4ssist
100%.
9090 aNa deauc6bk*
S0°.6a1er&& tibin-
opinion; S10 copay
101,%*
opinion oa ecrwm sel=des.
M.A.
Annth,o.
IOU"b*
90%after deductible"
80% after deducbble*
100%-
00"n 1'
Mat icy Cara Delivery
fool%*
90% cruel dcducoble*
180% attar deducublC
100-le
I00-A
Pr,,-andVou-Natal Gu'c
L00"%°+
100%,
100%for some prcnaul vi.;its;
tool"o pre -meal visits*
100% pre -natal vrvta
-
odmnvtm 90%after
S20 copay post-oahk.v lts
90%atlerdcdu ftblepost-
I Inpalicnt Nlcdmal Care
too'la
90%afterdcducuble'
dcductibl.-*
g0"o afterdcducuble*
I009 a'
aacil visits*
IOo%o
Inpatim[Coaultations
lo0°a
90%afterdcducuble*
80% aftm dcducoble"
IOU"6`
10U%*
I Labo.ua,ry @Padtolo4ry
10096*
90%slier deductible*
80%a11"deducoblc"
1UOY.+'"
9095 after ddu.:ubin*
DragnosUs Snvlws
110a%"
90% after dcducoble"
80% after deductible*
Wo.,
90% attar deductible*
Dlagrms esad Thenpeuuc
tool%*
90% sfkr deductible*
gMafter deductible"
Covered'
909'o aficr deductible* 1
f Radiology
I
ADDITIONAL BENEFITS
- -
Office Visits
"o cop"Y
$20 co a
$e
i $^_0 copay
90%after deduchble+
ChiropracticCaze
$90 copay
S20 copy
Pay
$_20 cnpav
sops,
Not Covered
90% after deduetble+
Limped to 3 S m tits per calendar
Limited to 2d t i,ml Pn
Limited to 38 visits per
Lnmtcd to 38 visits pa
Allergy T,,u q
year,
100%u
aT.d"year.
l00%.
calendar veau
<alrnda yeas.
80%after deductible*
$20 copay
Sol%otter deductible*
A1lslp Them,,
If10%'
l00°.6'
S0%afts,&ductiblc°
IODY;,'
90% after deductible+ J
AmhWmtce Senoces
9046 after deducnblc"
90% aficr dcducoble`
80%after deducbble+
100°/,^
90% after deductible* I
33
BENEFITS
Durable Medical Equipment
Drabette SnppHes
Prate Duty Nmsmp
Skilled Nursmq
Assisted Rzprodwdve
To,atinm[
Voluntary sterol -ration and
FDA Approved
ContraceDnw Methods
PROGRAM PROVISIONS
Out o4Nehvork Scrvmes
Pavmcnt of Covered
Services
A VAII,kHLE TO ALI,_
EMPLOYEES
PPOI
ASR Health Benefits
uhr�lthbr:nefimcnm
90"% after deductible'
90%No .A a rd Deducobfc•
90", o after deducible*
100°0
Not Cmmrcd
100%^
In general, Plw pays 85%6£
approved a,nonnt las�,ppti:able
repays. For diabetic supplies,
durable medical equipment, and
private duty nursing, Plan pays
7596 of approved amaent aftr
deductble lrf arr.k.ble)
Ref rreA /NPnverfa Hnsnitals
100gb of wrudiwgrctits.
Non-Nehve, k Hospitals
85°, of approved paynrentamowt
PrcfWMfNaavo,kl Phvsieimu-
0.4'ao.0
10011. after 520 eopay.
Non-amnor Plrvdn�ne -
Outp--l-
85".b of approvd payment zmornrt
afia$20 cops}.
AVAILABLE TO ALL
AV AILARLE TO ALL
AVA I LABI.E TOMLL
EMPLOW.foi
ENIPL01 PER
EMPLOVUS
PP02
PP03
M10
Blue Cross/Blue Shield
ASR Aealth Benefits
Aealth Alliance Plan
PPO Community Blue
(HAP)
Plan
xanv.BCRSA1cnm
vsvw.,,arhealthbencfih cam
tmtiv.tlAP.o,
90%.fter deductbla'
809oatierdcduenblcs
100%o
90% after deductible*
80"/°after deduentoe"
100%"
50% alter deductible"
50'e after dcducnolc"
Not Covered
90% ft. deductible*
80% after dedmabl"
100%
Up to 730 days
reucwable after 60 Have'
Na Covered
Not Cev,,vd
Io0°.y°"
One attempt of art6cial
insaninarion oar hfeome
10044'
100;6"
fINl%"
Plan pays 70%ofapproecd
amount, after oat-oFpehv.k
drducoble, less apph�abte
.Pay,.
Pr,t redtNenvod: Hosp,da:
9090 ofcoveredbeortio, after
deducible.
Noo-Nenvnrk Hnmiral
70%of approved ,,}anent
amount af[r oubo F-nuwoH<
dedreuble,
Def ,ed l Neh,od,) Phsscimu
100°1° af,,S20 cnpay.
Non-newo�kPlrvdciac-
70%ofappmvad pry+neat
amountafterwa fo'N'od,
deduebble and 820 coley.
In general, Plan pays 65%of
epprayed amount arizr
drducoble Im apohcable
cnpay, Forpnvatedm,
nwsing, Plan pays 50%of
,,Proved mnomnafte,
deductible
90%of o,,ord b:n58, less
,,beable dedncubly
Non-Nehvodc Homite,
65 % of.mo,'d la'armt
amowC aAr dedrrnble
Prrferrd (Nrovad.l Phvact.m.-
Ool vdayh
100 % aR r S20 caper}.
Noo-or,oFPF
O bent
85%.,aapposedpayment
anonot after S20 rutvy
Not covcrcd c,nrpt for
unrrgcnaes
Cn,ay, os anted.
ONLY AVAILABLE TO
EMPLOTF)ES
CUFRFINTLY ENROLLED
TRADITIONAL
Blue CrossBlve Shield
Traditional Plan (BC/RS)
wrvw. FICD5\Lcnor
90%after dzduebble*
90% afterdeductible'+
75%after deductible"
t00%"
Not Covered
100"0.
100%onnne n d beer_:
10090 of ravcred brncfits
Nnn-ter r,inaonu Hnsnn,l,
Iopoientcare in aoute,eare
hospital - S70 a dry
Inpauentca2in drrhosplo4e-
S1S a day.
hlydtv7rc S,n r4
I00°6of BCHSbt'sepprmrd
amount
34
BENEFITS
U LABLE TO ALL
EMPLOYEES
PPOI
ASR Health Benefits
EMPLOYEES
PP02
Blue Crosa/Bhte Shield
PPO Community Blue
Plan
EMPLOYEES
PP03
ASR Health Benefits
AVAILARLE TO,
EMPLOYF-FS
HMO
Health Alliance Plan
(HAP)
.hwrv_\srhealdhbuhef mcom vnw.BC'BSM.com wwrcavhealthhenvfiL.cum zv.S4lFioh.r
NOTE: H eiriug earls und,.mices me not covered under arty Oakland Cangv medi"I plans,
- PRESCRIPTION DRUG PROGRAM -
Retail Prescription
Navitus
('artier
K':IayrWa real
Mail Order Prescription
NoviXus
Carrier
m1 vnm�ixrhs,.mn
Parficip d.—/Nam.rk
Pharmacies
Non-ParHcipatingfNon-
NetMrode Ph.,ra.d a
Maintenance Drai
Covered /Copayc.
Ter 1: $5 Most Generics/Some
Brands;
Tier: $20 Preferred
Brands6ome Generics;
Tier 3$40 Non -Preferred
products (could includc both
brand and gave ie)
Stlwt Birth Control pills
covered SO copay.
Paid at fie in-nemak rest, Icss
$5, $20 er S40 repay,
Afainter ante drugs taken eu a
long men basis can be filled as a
slue. -month supply fora e-e-
month copay duongh citha the
Mad Order Drug comae or at a
retail pharmaeq.
Navhus
\' era, t.,..el
NoviRus
%y,,v novese, cone
Covered i Copays.
Tier 1: $5 Most Generics/Some
Brands,
Tier': S20 Ph'efahtd
Bh ande/Some Gentries,
Pier 3 S40 Non -Prof ed
ploduar (could include both
brand and generic)
Select Birth Control pills
covered $0 repay.
Paid at die l o-nenvohk coal, less
$5, S20 or S40 copay.
M.buenanee drugs takea ou a
long-term basks can be filled as
a dnee-monde supply for a
one -month copay tluough
either the head Oh der Dmg
can ier orate retail pharmacy.
Nevi vs
\t'\V W nil\'Attie can,
Nov'rus
avvw nrnd�nv tom
COve,'A / Copy,:
Tier 1: S5 Most Genetics/Some
Brands;
Tier2: S^_0 Referred
Brands/Serena Generics,
Tier 3: $40 Non -Preferred
prodnots(could include both
lased and generic products)
Select Birth Connol pills
covered $0 copay.
Paid at the i.ataork coal less
S5, $20 or $40 copy
Maintenance drags taken on a
long-term bans can be filled ,u
a duce -month aupply fer a
erne -month copay through
either die Mail Order Ding
came, or at a retail phannary.
Health Alliance Plan
v,w%, J1AP Vn,
Pharmacy Adventage
hV \�K' Yhalmaasiylvgnu•_>=h
s <om
Covered / (,.Pay.
Tier I: S5 %fost Generic:
Tier' $20Sclect Bmud
name;
Tit, 3- S40 Non -Preferred.
Select Bird, Control pills
covered $0 copay.
Not C.... ed
Maintenance drugs edkue ern
a Iong-tem base —a 30 err
90-day empply, Vvhhchcvoi is
e eaten am be obtained for
a ce"o.ath copay at your
meal phamhac,'.
A 90-dery a tpp(, of
raortaaancc dugs shay be
obmined through teal alder.
ONLY 4VAILARLF, TO
EMPLOY'RF,S
CURRENTLY ENROLLED
TRADITIONAL
Blue Cross/Blue Shield
Traditional Plan ()3C/BS)
ay.EtC1fS1/aura
Navitus
rvK14_n,ivinli eOnl
NOVI�nS
_nvms tom
Ce.... d/Cr rys:
Tier I $5 Most
GrarrecSome B,a.da:
De, 2: S20 Preferred
Brands/Sonic Gcnn its,
Tier 3: $40 Non-Proferred
prodar.; (could indudc bland
and gene w)
Select IfAh Ceran l pills
covered $0 copay.
Pmd at the ie-nehwrk cost,
lea $5, $20 or$40 copay.
Maintenance drugs taken era a
longtemh basis can be filled
as a dnco-mnnth supply fir a
one -month repay through
ert e) the;Mail Order Drug
tamer er at a remit pharmacy.
35
BENEFITS
,Nru, Ifhde m the bn.p ul,
dings arc "c""d under
pnrir medrwl plan.
AVAILABLE TO ALL
AVAILABLE TO ALL
AVAILABLE. TO ALL
.AVAILABLE TO ALL
ONLYAVAILd BLE,TO
EMPLOYEES
EMPLOYEES
EMPLOYEES
EMPLOYEES
EMPLOYEES
CIIRRENTLYENROLLED
PPOI
PP02
PP03
HNIO
TRADITIONAL
ASR Health Benefits
Blue Cross/Blue Shield
ASR Health Benefits
Health Alliancel'Ian
Blue Crass/Blue Shield
PPO Community Blue
(RAP)
Traditional Plan (BC/BSI
Plan
.v.e.aaarhulthbenefih.mrm
n•.BCBSM.rom
.vww:aerhealthhenefis,.om
www.l iil'.m..
vw.BCBSM1t.cnm
Ifyou request a proscription be
Ifyou mqustx prescnpooa
I fyoumqucsta prescripdar
Ifyaurcquesta premriplion
Ifyou tequcst a prescription
filled with a brand mare drug
be filled whir is brand name
be)ilkdwitfi a bland name
be filled with a horrid name
be filledwath ibrand name
and there es a generic equivalent
drug and dieters a generic
drug and There is a gencnc
drug and there is a genmie
drug and there is a generic
available, you will be
equivalent availab)e, you will
equivalent available, you wil l
mailable, you will be
equvaleut available, you will
resperwrile for the Tier 3 copay
be responsible for the Tier 3
bcresponsibleforthe Tier 3
rupensible for the Rid cost
be responsible for the Tier 3
plus the differential between dre
copay plus the differential
copay plus the differential
differ enbal between the cost
copay plus the differential
cast ofthc brand mid the Sena is
between the cost fthe brand
bcbviceu the cost ofthe brand
of the brand and dre copay of
between be cost ofihe br and
chug Ifyou, da.tm makes the
and he gnomic rh g. ifyom'
and the generic ding. If).,
thegencucdnrg Ifyour
and the genciic drdo Ifyom
mquesp you will be mspoanble
donor makes the request, you
doctor makes the request, you
doctor males the regneat.
dons-roakea therequest, you
for the Tier 3 copay,
will be respor.ibL, for the
will be responsible for the Tier
you will be responsible for
will be responsible for the
T¢r 3 copay
n copay
the Tier 3 repayment-
Tier 3 copay
Appendix C
37
APPENDIX C
BENEFITS
bVA➢.AntB Tu AVAILABLE']0 A 1 J. AVAILABLE TO At,), AVA➢.ARI.E TO ALL
BIT 9.10.&iS EMPLOYEE$ EMPLOYEES EOIPI,OVEES
High Plus High Standard Modified
Delta Denal Delta Dental Delta Dental Delta Dental
wnm.delradmrolmisnm
xw+v.deltadentalmi.com
ww.dd4 dcnedmi.cum
wo�vAd.dcntaimi.com
Employee Ri-Nveckly
- -
Contrihudoos/
51.15IS1.73/SS
-SUS /S1.73/S5
SO/90/So
(SLIS)/(Si.73)/(53.2')
(Earning)
NO COVER.AGF
Option
Refer to the 2020 Your Total Compensation Statement for (Karnings) amount.
Netnork(O
Delta Dental PP) / DdLz
Delta Dental PPO / Delta
Della Dental PTO / Dcll3
Delta Dent@ PPO / Delta
Dental Premier
Dental Premier
I Dental Premier
Dental Premlor
I DIAGNOSTICS AND PRE
'ENTIVE
— —)
Diabmostics and Preventive
IOJ95
loll"m
10(1%
10096
Services- ooive coal
e`am.cteavings, tioonde,
n d span nlziotainers
Emergency Palliative
100%
1009'°
100°0
100%
"roeotmem-te tanpmarily
relieve pam
Pe,iodontA hiaintnnance—
100%
100%
100%
100%
cleanings fallowing
Pei iodontal therepy
Dantal Seafenis-cWldrrnW
W%
100%
IOd%
100%
years and under
0.1 Caneer Rrosh Biopsy
100%
100%
100/
I00%
BASIC SEI MCES
-
)
Radiographs - X-rays
S5%
85%
85°%
Nlnor R.a muve 5erviccs
35%
85.%
85%
10%
-composite (white) fillings
and croon repair
Endodoatm Service. -root
95%
85%
85%
501
canals
Pcnadomtic Scnicec - to
S5°16
85%
85^16
50%
non lw discaso
Oml Surgery Scteices-
859'°
85%
35%
50% I
"toxtions... d doaWl
J
surgery
htalar Rvstolauve Sewmes
85%
95%
85%
50^°
—CI ulN15
38
OL.ABLE TO ALL AVAILABLE TO ALL AVAILABLE TO ALL
EMPLOYEES EMPLOYEES EAf1'LOYEES
High Plus MIA Standard Modified
BENEFITS
Delta Dental
Delta Dental
Dena Dental
Delta Dental
a.vw.delttAentdmi.cum
mntedrindertreimi.cnm
"I
rv.delcadu,tdmi.cnry
Otbcr Basic Stavmas—
85°'°
85%
95%
50%
nuseellanaoua szrvses
Rehnes and Rcpnirs—to
85",�
3590
35^.5
50°.0
budges, dentures, and
implants
I MAJOR SERVICES
Prosh.daadc Services—
50%
5096
501b
50%
bridges, implants, and
dcntures
OKI IfODONTTC SERVTCES
Orthodontic Soviets—
50%
SO%
50%
5098
minor treatment fur lord,
gvid.mce, f.11 bandm¢
u,calmc.f and monthly
aclrVe peshllinl vra�l3
LuthodonfialNaimpm
11,000 per eligible member per
S 1,000 per eliarbla manbcrper
S I,000 pr, clitble membtt per
S750 per clipblc mzm ber per
Limit
lifefima
lifetime
lifztimc
li Pctimc
10A11M.adc Aga Lmit
I Ip m age 19
Up to agc 19
Up to Ac 19
Up re age 19
1 PROGRAM/PROVISIONS
Deductibles
$25 persctlon r'ffiO per
S25 pzt parse,,' S50 pzr
S25 per pP.".... $30 per I
$25 per peraoa; 150 por
Camdvper
/percndaroem'
f.,11Apcl calendar Poor
Fm7}'ioer taleodif vea
fmilylU<r euleudv'yaar
Maximum Benefit
S1500 per urdivido per cLadm
$1,500pen mdividualperralrndnr
S7000pa'ivdrvidual per calrndar
S750 per mdn4dual per etimdar
Y.
Y.
Yca,
yr.
All bcneGts b.ul ca maximwn
All benefit based oa irrari n
.All lumfitc based oa mmiai.
All bmetits based on ra.aama
approved fee..
apnmvM fc�c
apwo Af',
aavawdfio
NOTE.' For additional information, refer to the Delta Dental Certificates and Benefit Summaries found srmw oakaov comibenefits under
Medical/De ntaWision.
39
40
APPENDIX D
BENEFITS
Employee W-Weekly
Contributions
NO COVERAGE
Option
Network(s)
ENT EXAM
Vision Examinations
LENSES AND MOM ES
Lenses and Frames
EMMO VEES
High
National Vision
Administrators (NVA)
mrw.e-nva.com
$1.35 / $2.88 / $3.85
AVAILABLETOALL -
EMPLOYEES
Standard
National Vision
Administrators (NVA)
lwW W.e-n V 3.com
$o/so/$o
No Earning is provided for No Coverage option.
National Vision Administrators I National Vision Administrators
$5 repayment + $5 copavra of
Lenses: Standard Glass or
Plastic / Covered 100%after
$750 copayment
Frames: $100 retail allowance
/ 200'. discount off remaining
balance for 1iwnvs that we not
proprietary frame brands.
CONTACT LENSES -
Contact Lenses .`S50 allowance $50 allowance
i PROGRAM/PROVISTONS
Benefit payable every 12 months. Benefit payable every 24 months.
Benefits Payable Benefit availability will star' over Benefit availability mill start over
on January 1 (follo«inga 1_ on January I (fo)mlvinga24-
month period). month period).
Additional Discounts See the Benefit Summary for additional discounts available.
Lenses: Standard Glass or
Plastic / Covered 100% after
57.50 copayment
Frames: $100 retail allowance
/ 20% discount off remaining
balance for frames that are not
proprictary frame brands.
NOTE: For additional information refer to the NVA Benefit Summaries found on
www-oakacv.com/benefits under Medical/Dental/Vision.
E51
Appendix E
42-
RETIREE HEALTH CARE ELIGIBILITY
Once you have attained the required years of service and age, you are eligible for health coverage
as a retiree from Oakland County. The eligibility is dependent upon your date of hire as an eligible
for benefits employee. The schedule on the following pages applies to non -represented
employees. If you are represented by a bargaining unit, the dates may vary and you are
encouraged to contact the Retirement Unit to determine which schedule applies to you. In all
cases, except as specified differently by some Sheriff bargaining agreements, you must have
met the requirements specified on the following pages and be at least age 60 with 8 years of
service or age 55 with 25 years of service for coverage to commence.
At age 65, Medicare becomes the primary coverage and the coverage available through the County
becomes secondary. Standard dental coverage and standard vision coverage is also available to retirees.
Employees hired prior to September 21, 1985 are eligible for full family health coverage at
retirement. Age 60 with 8 years of service or Age 55 with 25 years of service.
Employees hired on or after September 21, 1985 and before January 1, 1995. Dates may
vary by bargaining unit.
Total Actual Service
Paid Health Coverage
With Oakland County
Direct Retirement
Deferred Retirement
Less than 8 years
None
None
8 — 14 years
One Person'
None
15 — 19 years
Family
One Person*
20 years or more
Family
Family
*Retiree has the option to pay the difference for a family policy.
43
Employees hired on or after January 1, 1995 and before January 1, 2006. Dates may
vary by bargaining unit.
At Completion of:
Percentage of Retiree
Paid Health Care"
Up to 15 Years
0% (No Coverage)
15 Years
60%
16 Years
64%
17 Years
68%
18 Years
72%
19 Years
76%
20 years
80%
21 Years
84%
22 Years
88%
23 Years
92%
24 Years
96%
25 Years or more
100%
**This is the percentage the County would pay
toward a Single person or Family plan, depending on the
plan the employee was enrolled in at the time of retirement The employee would be responsible for the
difference between this amount and the current
full cost of their
health plan, nlus anv deductibles or co -nays.
Employees hired on or after January 1, 2006. Dates may vary by Bargaining Unit.
At Completion of,,
Up to 6 Years
6 Years
7 Years
8 Years
` 9 Years
10 Years or more
Vesting Schedule for Employ
Contribution
0% (Not Vested)
60%
70%
80%
90%
t00%
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 HMO TRADITIONAL
BENEFITS ASR health Benefits Blue Cross/Blue Shield ASR Health Benefits' Health Alliance Plan Blueilable to Retirees
- - - (�P) (Available to Retirees
- - hired Prior to I_5-97) -_
- _ wwnr.asrhralthbmefic.com www.RCBSN.com wxw-eancualnhbenefirs.cuu wwwRAp..,v www.BCBSM.cam
♦ CIGNA, NfulIUpton and CIGNA, Multiplanand
♦ Network(s) Physicians Care/HAP Blue Cross/Blue Shield Phy,i,,., Care/HAP Health Alliance Plan Blue CrossBlve Shield
INPATIENT HOSPITAL CARE _
General Conditions
Semi -Private
Drugs
♦ Intensive Care Unit 100-1 90% after deductilhe 80% after deductible 100% 100%
♦ Hospital Equipment
Special ➢gets
Nursing Care
OUTPATIENT HOSPITAL CARE. - - -
Emergency Room Care $100 co -pay $100 co -pay $100 co -pay, $100 co -pay
Accidental Injuries $100 co -pay
Medical Co -pay waived for Co -pay waived for Co -pay waived for Co -pay waived for
Emergencies accidental injury or if accidental injury or if accidental injury or it Co -pay waived if admitted accidental injury or if
admitted admitted admitted admitted
Physical Therapy l00% 90% after deductible 80% after deductible 100% 90% after deductible
URGENT CARE
Urgent Care Visits I S20 co -pay I ro co -pay I $20 co -pay $20 co -pay ! 90% after deductible
PREVENTATIVE, CARE SERVICES
46
Routine Health
Maintenance Eiam—
includes chest x-ray,
100%
100%
100%
100%
100%
EKG, cholesterol
screening and other
select lab procedures
Routine Physical
100%
100%
100%
100%
100%
Routine Gynecological
100%
100%
100%
100%
100%
Exam
Routine Pap Smear
Screening —laboratory
100%
100%
100%
100%
100%
and pathology
serve es
47
BENEFITS
Well -Baby Child Care
Visits
6 visits, birth - 12 mos
6 visits, 13 - 23 mos.
6 vans, 24 - 35 mos.
2 visits, 36 - 47 mos.
Visits beyond 47 mos
are limited to one per
member per calendar -
yea under the health
maintenance exam
benefit
Adult and Childhood
Preventive Services and
Immunizations as
recommended by the
USPSTP, ACIP, HRSA
or other sources as
recognized by BCBSM,
ASR and HAP that are in
compliance with the
provisions of the Patient
Protection and
Affordable Care Act
Routine Fees] Occult
Blood Screenina
Routine Flexible
Siemoidoscoov Exam
Routine Prostate Specific
Antigen (PSA)
Screenina
-Routine Mammogram
and Related Reading
PPOI
ASR Health Benefits
www.asrhealthbcnc6ts.com
100%
100%
PP02'
Blue Cross/Blue Shield
o,,o, BCBSXcom
100%
100%
PP03
ASR Health Benefits
' wwrvasrhedthbenefits.cnm
100%
t00%
t00%
100%
100%
100%
100%
100%
100%
t00%
100%
100%
100%
"Subsequeut medically
"Subsequent medically
100%
neee.enymammograms
necessary mammogams
performed during die same
performed during the same
calendar year are subject to
calendar year are subject to
your deductible and percere
ymu deductible aedpeccent
co-insurance
co-insurance.
M10 `
Health All. Plan
(HAP)
www3LlP.ore
100%
100%
100%
100%
100%
100%
TRADITIONAL
Blue C,O&"I.e Shield
(Available to Bothers
hired prior to 1-1-97)
www.BCBSM.mm
100°'a
100%
100%
100%
t00%
100%
*Subsequent medical ly
necessary mammograms
performed dining the same
calendar year are subject to
your dedochblc And percent
co-msu anm
48
100% 100% 100%
*Subsequent colinoicopies *Subsequentcolonosenpks *Subsequent celonoswpies
*Colonoscopy— Routine 100% performed during the same pcctrain during the same 100% peiformed during the scene
or Medically Necessary yaararesubjectwdedactible year are subject to deductible year are subject to deductible
and percent co-insurance. and percent co-insurance. and poment co-insurance.
BENEFITS
PPOI
ASR Health Benefits
wrvw..rsrhrnithbencfik.com
MENTAL HEALTH CARE -
Inpatient Mental Health
Outpatient Mental
Health Visits
Inpatient Substance
Abuse Care Chemical
Dependency
Outpatient Substance
Abuse Care Chemical
Dependency
SPECIAL HOSPITAL PROGRAMS
Hospiee Care
Specified Human Organ
Transplants
MEDICAL AND SURGICAL CARE
Surgery
♦ Technical Surgical
Assist.
♦ Anesthesia
Maternity Care
♦ Delivery
♦ pre and Post -Natal
Care
Inpatient Medicro care
Inpatient Consultations
100
$20 co -pay
100%
PP02
PP,03- -
Blue Cross/Blue Shield
ASRHealth Benefits
- aww.BCRSM.mm"'
www.urh�Itbbencfitc.com
90% after deductible
80% after deductible
90% after deduchble
$20 co -pay
Office Visits $20 co -pay
90% after deductible
80% after deductible
$20 co -pay 90% after deductible
$20 co -pay
Office visit $20 co -pay
100% 100%
80% after deductible
90 % to 100
100% Covered according to plan
80% after deductible
Reach fines
TRADITIONAL
Blue Cross/Blue Shield
(Available to Retirees
hired prior to 1-1-n
.w RCRSM.com
100 j
90% after deductible
120 days (combined with
inpatient care days), 60 dayy
renewal, (no MMbanefitsJ. j
Covered 100% of approved
amount, no Master Medical
1
Covered up to 210 days 100% of approved amount
per lifetime. 1
Covered according to plan 100% in approved facilities 1
guidelines
HMO
Health Alliance Plan
(HAP)
vnvw.HAP.me _ -
100%
$20 co -pay
100%
$20 co -pay
100%
100%
100%
90% after deductible.
80% after deductible
Voluntary second surgical
Voluntary scesudsurgieal
opinion; $20 co -pay
opmlon on certain surodes.
10096
90% after deductible
80% after deductible
100%
100%
100%
90% after deductible
80% after deductible
100%
100%
100%
90% after deductible
80% after deductible
100%
100% 1
100%
100%
100%
100% prenatal visits
90% after deductible
$20 co -pay post natal visits
100%
90% after deductible
80% after deductible
100%
j
General — Unhmded
100%
90% after deductible
80% after deductible
100%
100%
49
Laboratory & Pathology 100%
Diagnostic Services 100%
Diagnostic and
Phempeutic Radiology 100%
PP01,
BENEFITS --
ASRHadihBenefits'
-
www.asnc�althbcvcfits:com
ADDITIONAL BENEMS'
-
Office Visits
$20 co -pay,
$20 co -pay
Chiropractic Care
Limited to 38 visits per
calendaryear
Allergy Testing
100%
Allergy Therapy
100%
Ambulance Services
90% 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 StCril19at10n
and FDA Approved 100%
Contraceptive Methods
for females
90% after deductible
80% after deductible
100%
Covered -$5 or 10%Co-
insurance
Covered -$5 or 10%Co-
90% after deductible
80% after deductible
100%
insurance
Covered - $5 or 10% Co-
90% after deductible
8016 after deductible
Covered
insurance
PP02
Blue Cross/Blue Shield
www.IICRSM.com ,
$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%
PP03 - HMO,-,
TRADITIONAL
ASR Health Benefits Health Alfiance Plan
-
Bloc Cross/Blue Shield
(Available to Believes
- (HAP)
-
- hired prior to 1-1-97)
u��M.asrbcillhFcnefi6.comwww:HAP.nr.
nww.RCBS\R.cnm
$20 w-pay
$20 co -pay
Limited 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%
S20 co -pay'
Not Covered
$20 co -pay
100%
100%
100%
100%
Not Covered
100%
Up to 730 days renewable
after 60 days.
100%
One attempt of artificial
insemination per lifetime.
100%
90% after deductible
90% after deductible
90% after deductible
90% after deductible
90% after deductible
90% after deductible
90% after deductible
50%No Annual Deductible
100%
Not Coveted
100%
F'T
Plan pays 70% of approved
Plan pays % of approved arnount, after out -of- Plan Pays % of approved
Out of Network Services amount lessss am°nt applicable co- network deductible, less uafterer deductible less
pays. applicable co -pays applicable co -pays.
*All services performed
during one visit will be a
one-time S20 co -pay.
PPOI
PP02
PP03 -
HMO -
TRADITIONAL -
BENEFITS -
" ASR Health Benefits
rossue
Blue CBlShield
ASR Health Benefits
Health Alliance Plan ,
_ Blue,CrossBlue Shield
(Available to Retiree
-
-
-
-
(�
-
.,hired prior to 1-1-97)
-
www.:tirhealthbeocfi6-mm
www.BCBSM.com
www.asrhdthbenS.Lccom
uww.H.iP.or>
w,iy,n.,BCBSM.cam
PROGRAM PROVISIONS
Co- a s:$20/$100as
Co -rays. $20 / $100 as
Co-pays.$20 /$100 as
noted.
noted,
noted,
Co-pays$100 as noted.
Deductibles: S200 per
Deductibles: $100 per
Deductibles, S250 per
Deductibles' $200 per
person /$400 per family/per
person/ $200 per
person: $500 per family/per
person/ $400 per
calendar year where noted.
family/per calendar year.
calendar year.
family/per calendar year.
Co -pays, Deductibles,
Co-insurance. In general,
Co-insurance: 10%after
Co-insurance. 20%after
Co-insurance. 10%after
Co-insurance, Annual
0%: 10%after deductible as
deductible as noted. 50%
deductible as noted. 50%
Co -pays' S20 as noted.
deductible as noted. 50%
Oo et
noted.
for private duty nursing.
for private duty nosing
for private duty nursing.
mums and Lifetime
Maximums an
Maximum Dollar
Limitations
Oui-�f P��t�Prf ni�avanre
Out -of -Pocket Coinsurance
Out -of -Pocket Coinsurance
Outof-PocketCoinsurance
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
family/per calendar year
year,
perealendaryear
perealendaryear.
Lifetime Maximum' None
-
Lifetime Maximum: None.
Lifetime Maximum: None
Lifetime Maximum: None
Preferred (Network)
Preferred(Network)
hospitals:
Hospitals
Preferred(Networkl
100%of covered benefits
90% of covered benefits,
Ho5oltaLc
80% of covered benefits, less
Perticioanng Hosoitals:
Non -Network Hosoitals'
alter deductible
applicable deductible.
100% of covered benefits
35% of approved payment
Non -Network Hosoitals:
Non -Network Hosoitals:
Non -participating Hospitals
S1
Payment of Covered
Services
amount
Preferred (Network)
Physicians-Outuatient.
100% after $20 co -pay.
Non -network Phvsmians -
ONeatient
85% of approved payment
amount after $20 co -pay
70% of approved payment 65% of approved payment
amount after out -of -network amount after deductble. Co-mys as noted.
deduoehle
Preferred )Network)
Phvsicians:
100% after $20 co -pay
Non -network Physicians
70%of approved payment
amount after outof-network
deductible and $20 Pay.
Preferred INetwarkl
Phys¢tans-0utotent
100%alter $20 co -pay.
Nan -network Phvsocoms -
Outgaftent
85 % of approved payment
amount afro $20 co -pay.
Inpatient care in aetIIe<am
hospital - $70 a day
Inpatient rare in other
hospitals- $15 a day.
Medicare Surincal:
100%ofBCSSMd
approved amount.
52
PPOI
BENEFITS-ASRHealth Benefits
www.asnc�althbenefih:<orn
PRESCRIPTION DRUG P :OGRAM
NAVITUS
NAVITUS
ParticinatinG/Network
-
Pharmacies Covered, co -
(Except HAP, which
pays, $5 Most
have their own
Generics/Some Brands, $20
prescription coverage).
Preferred Brands/Same
Generics; $40 Non-
www navltus com
Preferred Brands. Select
Birth Control pills covered
$0 co -pay.
NoviXus Pharmacy
Non-ParticioatinJNon-
Services-
Network PharmaciesPaid
Mail Order
at 75% ofallowed cost, less
www.novix¢s.cnm
$5, $20 or $40 co -pay.
Note: Wlu'le in the
hospital, rings are
coveredunderyour
healthiolan,
NoviXus
Also, available is the mail
order program for drugs
taken on a loner 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.
PP02
Blue Cross/Blue Shield'
w»aeRCRShLcom
NAVITUS
Partieiu ubm /Network
Pharmacies: Covered, co -
pays, $5 Most
Generics/Some Brands;
$20 Preferred
Brands/Some Generi cs;
$40 Non -Preferred Brands,
Select Birth Control pills
covered $0 co -pay.
Non-Pariicitedina Nce-
Network Pharmacies: Paid
at 75% of allowed cost,
less $5, $20 or $40 co -pay.
NoviXus
Also, available is the mad
order program for drugs
taken on a long term basis.
A three month supply can
be ordered for a one month
co -pay
Also, available for
maintenance drugs taken
on a long-term basis, a
three-month supply can be
obtained for a one month
co -pay at your local
pharmacy,
PP03-
ASR'Heaith Benefits
wnw.vrbealMbeneficscmn
NAVITUS
Parddriatinu /Network
Pharmacies: Covered, co -
pays, $5 Most
Generics/Some Brands; $20
Preferred Binds/Some
Generics; $40 Non -
Preferred Brands Select
Birth Control pills covered
$0 co -pay
Nnn-Particioatine/Non-
Network Pharmacies Paid
at 75% of allowed cost, less
$5, $20 or $40 co -pay
NoviXus
Also, available is the mail
order program for drugs
taken on a long -tern basis
A three month supply can
be ordered for a one month
co -pay.
Also, available for
maintenance drugs taken on
a long -tern basis, a three-
month supply can be
obtained for a one month
co -pay at your local
pharmacy.
HMO
Health Alli2nce Plan
(HAP)
www.HAP.or�
HAP
Panccioatine Network
Pharmacies' -Covered, co -
pays $5 Most Generic; $20
Select Brand name, S40
hlon-Preferred. Select
Birth Control Pills covered
$0 co -pay
Nnn-Nehvnrk Pharmacies:
Not Covered.
If you request a
prescription be filled with
a brand name drug and
there is a genene available,
you will be responsible for
the full cost differential
between the cost of the
brand and the co -pay of the
generic drug. If your
doctor makes the request,
you will be responsible for
the tier co -payment
Also, available for
ro,emonana drugs taken on a
longterm basis, A 35 day
supply m 100 doses,
whichever �s grcateq can also
ba obtained to, a ono month
co -pay, at your local
phmmany
A 90 day supply of
maintenance <Wgs may bo
,TRADITIONAL
Blue Cross/Blue Shield
(Available to Retirees
.hired priorto 1-1-97)
wwwBCRNM.cnm
NAVITUS
Parucioatine /Network
Pharmacies Covered, co -
pays, $5 Most
Generics/Same Brands; $20
Prefered Brands/Some
Generics; $40 Non -
Preferred Brands Birth
Control pills covered $0 co -
pay.
Non-Paricieatime/Non-
Network Pharmacies' Paid
at 75%of allowed cost, less
$5, $20 or $40 co -pay.
NoviXus
Also, available is the mail
order program for drugs
taken on a long-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
ob.uwd Jun,h mail order
NOTE: Hearing aids and services are not covered under any Oakland County medal plans. At the time this booklet went to press, the impact of The Patient Protection
and Affordable Care Act is still being evaluated and pion modificabans may occur. Please referto the www.ocbbrcfts.com website far the most up-to-date information.
54
ss
OAKLAND COUNTY MEDICARE SUPPLEMENTAL PLAN OVERVIEW OF BENEFITS
The Oakland County Medicare Supplemental/Retiree Plan is designed to provide levels of benefits after
Medicare makes a primary payment. Benefits that are payable are subject to the terms and conditions of
the plan,
Medicare Services and Limits CoreSource/Trustmark Coverage and Limits After
Medicare Deductible Met
Hospital -Inpatient
Facility 100% of Medicare approved amount
® Physician 100%
Surgery 100% of Medicare approved amount
Emergency Room
Illness/Accidental Injury 100% of Medicare approved amount, subject to $100 co -pay
(co -pay waived if admitted or accidental injury)
Urgent Care Not Covered; Medicare may pay 80%
Allergy Testing and
o
100 /o of Medicare approved amount
Injections
Ambulance
100% of Medicare approved amount
Anesthesia
100% of Medicare approved amount
Blood
100% of Medicare approved amount
Cardiac Rehabilitation
100% of Medicare approved amount
Chemotherapy
100% of Medicare approved amount
Chiropractic Care
Office Visits, Spinal
Not Covered; Medicare may pay 80%
Manipulation, and
Adjustments
X-rays and Modalities (hot Not Covered
packs, massage therapy, etc,) unless approved by Medicare
56
Consultations
• inpatient 100% of Medicare approved amount Not
® Outpatient Covered; Medicare may pay 80%
Dialysis 100% of Medicare approved amount
Home Health Care 100% of Medicare approved amount
(Up to 100 visits per calendar For purposes of determining this benefit, a visit by each nurse or therapist
year) and a visit by a home health aide of up to 4 hours constitutes one visit.
Medicare Services and,Limits CoreSource Coverage and Limits
Hospice
• inpatient 100% of Medicare approved amount
(30 days per lifetime)
• Outpatient 100% of Medicare approved amount
($5,000 per lifetime)
Laboratory Testing 100% of Medicare approved amount
Medical Equipment and 100% of Medicare approved amount
Supplies
Mental Disorders and/or
Substance Abuse Expenses
® Inpatient 100% of Medicare approved amount
Outpatient therapy 100% of Medicare approved amount
(excluding office visit)
Occupational Therapy
100% of Medicare approved amount
Office Visits Not Covered; Medicare may pay 80%
Orthotics 100% of Medicare approved amount
Physical Therapy
100% of Medicare approved amount
Pregnancy Related Expenses 100% of Medicare approved amount
- Mother
57
Prescription Drugs
(Navitus)
Retail 34-dav or 90-dav suon_ lv
Tier I $5
Tier II $20
Tier Ul $40
Mail Order 90-dav sunoly
Tier 1 $5
Tier U $20
Tier Iu $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 Fxamination 100%
(One visit per calendar year)
. Immunizations (including 100%
administration)
Influenza
Pneumococcal
Hepatitis B
7osters
Chickenpox
wo
• 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
0313-MEM
IE
Effective Date I I ❑
OAKLAND COUNTY MERIT SYSTEM
HUMAN RESOURCES - OAKLAND COUNTY EXECUTIVE
rNCTRnr`TIONC
Debarhncnt Head: After discussinu evaluation with emalovee. "ive ernolovee the
orwinal cold cobv. make a couv for your records and forward a coev 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 7D NUMBER I EMPLOYEE NAME I CLASSIFICATION
DEPARTMENT I DIVISION I DEPARTMENT# I POSITION NUMBER
Performance appraisals are used by most employers in order to communicate performance expectations to all employees and to review past work performance. [it
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 rocs ive a MERU' 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 fort at least annually. These reviews are scheduled in order to assist in continuing communication between the
employee and supervisor regarding work performance and other areas of concern to both the supervisor and employee. This evaluation should be discussed with you
by your supervisor and you should have an opportunity to ask questions regarding the ratings, as well as discuss ways to accomplish any performance improvements,
if needed. Other areas of concern you might have should be discussed at this time also. Following the discussion, if you should be dissatisfied or disagree with the
evaluation and wish to have your disagreements recorded, you may do so. Please use a separate sheet of paper on which to relate your comments, and forward it to
the Human Resource Department. A copy of this evaluation, and your comments, if any, will be placed in your Human Resources file.
WORK PERFORMANCE APPRAISAL
ABOVE
BELOW
OUTSTANDING
AVERAGE
AVERAGE
AVERAGE
POOR
INITIATIVE.......................... ................ ..............
............ . .........__.....1:1....
.........._.....1:1
..................
...............
.. ...
QUANTITYof WORK............ .._................. ........ ...........
.__. .......__....
......... ❑ ..................
11 .........
...... ._....._......
_...
QUALITYofWORK .................. _.........
..._..... .................._1:1......
.............
....... ...._...............
.... .. ......._..
ADAPTABILITY.................. ...............__............ _..............
...._................._
..... ............_.F1..........
... _.._ .___...............
COOPERATION with FELLOW EMPLOYEES........_.........
..._......................
.... ...............
❑ ..._...... ...
.. .... . _.._..............
❑
COOPERATION with SUPERVISION ....................................
❑ ............ ...
_........ ... ......__....
......................
.........
........El
ATTENDANCE and PUNCTUALITY ....................................
0 ............ .._..
.... .. .. ... ...._...
_. ❑ ...........
.. ....... ❑ ............._...._
❑
OTHER TRAITS (Specify):
..... 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 Corm under "Remarks."
Signature of person initially drafting evaluation
Initials of other Supervisors reviewing evaluation
Signature of Department Head/Di vision Manager
We !rave discussed this evaluation
Employee Soe a ere
iivanan Resources Department's copy reviewed by:
c92ooa
Date
Date
Date
Title
Date
Supe,viwr Sigaraim