HomeMy WebLinkAboutResolutions - 2021.12.09 - 35097MOAKLAN
C 0 U N I Y M I( H I U A N
BOARD OF COMMISSIONERS
December 9, 2021
MISCELLANEOUS RESOLUTION #21- 485
Sponsored By: Kristen Nelson
IN RE: Human Resources - Collective Bargaining Agreement Fiscal Year 2022 — 2024 Supplemental for
Non -Supervisory Employees Represented by the United Auto Workers, Local 889 (UAW% of the
Facilities Management Department, Facilities, maintenance & Operations Division
Chairperson and Members of the Board:
WHEREAS the County of Oakland and the United Auto Workers, Local 889 (LAW), entered into a Collective
Bargaining Agreement covering approximately fourteen (14) Clerk,Register of Deeds supervisory employees
(MR. #20637). and
WHEREAS the County of Oakland and the United Auto Workers. Local 889 (1-A'W) have negotiated a three
(3) year Supplemental Agreement for the period November 10, 2021, through September 30. 2024. for non -
supervisory employees in the Facilities Management Department. Facilities Maintenance <C Operations
Division; and
WHEREAS the parties agreed that the following classifications will be represented by this bargaining unit;
Employee Records Specialist; Maintenance Planner; Office Support Clerk: Office Support Clerk Senior;
Procurement Technician; Project Manager Engineer; and Technical Office Specialist; and
WHEREAS the agreement addresses the FY 2022 General Salary Increase, shift premiums, work schedules.
uniform and boot allowances, and fringe benefits for employees represented by the UANy', 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 non -supervisory employees in the
Homeland Security Department.
BE IT FURTHER RESOLVED the Board Chairperson, on behalf of the County of Oakland, is authorized to
execute said supplemental agreements as attached.
BE IT FURTHER RESOLVED the FY 2022 - FY 2024 budgets be amended as noted in the attached
Schedule A.
Chairperson, the following Corrmussioners are sponsoring the foregoing Resolution: Kristen Nelson.
2,d Date: December 09. 2021
David Woodward, Commissioner
Date: December 15, 2021
Hilarie Chambers; Deputy County Executive 11
t
646� 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 - recommend to the Board
2021-12-09 Full Board
VOTE TRACKING
Motioned by Conunissioner William Miller IH seconded by Corrairissioner Robert Hoffman to adopt the
attached Collective Bargaining Agreement: Fiscal Year 2022 — 2024 Supplemental for Non -Supervisory
Employees Represented by the United Auto Workers, Local 889 (UAW), of the Facilities Management
Department, Facilities, Maintenance & Operations Division.
Yes: David Woodward, Michael Gingell, Michael Spisz, Karen Joliat, Kristen Nelson, Eileen Kowall,
Christine Long, Philip Weipert, Gwen Markham, Angela Powell, Thomas Kuhn, Chuck Moss, Marcia
Gershenson, William Miller IN, Yolanda Smith Charles, Charles Cavell, Penny Luebs, Janet Jackson, Gary
McGillivray, Robert Hoffinan, Adam Kochenderfer (21)
No: None (0)
Abstain: None (0)
Absent: (0)
The Motion Passed.
ATTACHMENTS
1. SCH A FMO Non Sup Final
2, UAW FMO Admin Supplement
3. Original CBA
STATE OF MICHIGAN)
COUNTY OF OAKLAND)
I, Lisa Brown, Clerk of the County of Oakland, do hereby certify that the foregoing resolution is a true and
accurate copy of a resolution adopted by the Oakland County Board of Commissioners on December 9, 2021,
with the original record thereof now remaining in my office.
In Testimony Whereof, I have hereunto set my hand and affixed the seal of the Circuit Court at Pontiac,
Michigan on Thursday, December 9, 2021.
Lisa Brown, Oakland Count;, Clerk /Register of Deeds
Oakland
County, Michigan
UAW Local 889 Supplemental
Agreements Facilities Maintenance &
Operations (FMO) Nan -Supervisory
Schedule "A"
FV 2022
FV 23-24
1 R/E
Fund Name
Division Name
Fund#
Division# Fund
Affiliate (Program#
Account#
Acccu nt Title
Amendment
Amendment
Frnge
E
Benefit Fund (67800)
Frnge Benefit Fund
Non Dept Frnge Benefits
67300
9011501
183190
730499
Deferred Comp -County Pints
7,500
5,000
E
Frinefe benefit Fund
HR wellness
67800
1050521
183192
732148
Wellness Screenings
250
250
E
Fringe Benefit Fund
Non Dept Fringe Benefits
67800
9011501
183190
796500
Budgeted Equity Adjustment
(7, 75M
(5,250)
Total Expenses
-
Facilities (63100)
R Facilities Mamt and Operation
BMO Administration
63100
1040701
140010
665882
Planned Use of Balance
699
699
Total Revenue
699
699
E
Fafl,fios Mint and Operation
FMO Building Maintenance
63100
1040719
140399
750140
Employee Footwear
275
275
E
Facilities M®mt and Operation
FMO Budding Maintenance
63100
1040719
140399
750581
Uniforms
424
424
Total Expenses
699
699
Facilities Maintenance and Operations Department
And
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 101h day of November 2021.
Recognition:
• All non -supervisory merit system employees of the Facilities Maintenance and
Operations Department not presently covered by a union.
Wages and Wage Increment Schedule:
Glass Title Final Step Step Step- Step. f Step Step Step Step
t
Grade 1 2_ 3 5 6
EPee Records 112 40 to I
,252 42,20 Employee 6 44,160 46,114 48,068 50,022 51,976 53,930 Specialist
Maintenance Planner 119 56,639
Office Support Clerk 107 31,223
(Office Support Clerk 109 34,771
Senior
Procurement 110
Technician
Project Manager 125 75,902
Engineer
Technical Office 112
Specialist
59,388 62,138 64,887 67,637 70,386 73,136 75,885
32,799 34,375 35,951 37,527 39,103 40,679 42,256
36,459 38,147 39,835 41,523 43,211 44,899 46,587
36,510 38,282 40,055 41,827 43,599 45,372 47,144 48,916
79,586 83,271 86,955 90,640 94,324 98,009 101,694
40,252 42,206 44,160 46,114 48,068 50,022 51,976 53,930
The above wage schedule will be adjusted with the FY2022 1.5% General Salary Increase.
Shift Premium:
• All employees regularly scheduled or temporarily assigned to work second shift by their
supervisor will be paid an additional $.075 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 IBEW receive an increase in shift premium
above these amounts, a "me too" clause shall apply to employees covered by this
agreement.
Boot Allowance (Maintenance Planner Classification only):
• All employees in the Maintenance Planner Classification will be reimbursed up to $275
per calendar year for the purchase of their safety/work boot.
• All employees receiving a boot allowance must have safety boots that meet the ASTM-
F2413-05 Standard.
• In the event employees represented by the IBEW receive an increase in Boot Allowance
above this amount, a "me too' clause shall apply to employees covered by this
agreement.
Uniform Allowance (Maintenance Planner Classification only):
• Uniforms will consist of 11 pants and 11 shirts as well as one three-part jacket every 18
months.
Alternative Work Schedules
• All employees, with approval of their Department Head, shall be eligible to work a 4/10
(four ten-hour days) alternative work schedule.
Holiday Pay and Overtime with Alternative Work Schedules
• All non-exempt employees working a 4/10 schedule, where the holiday falls on a day in
which they are normally scheduled to work, shall receive ten (10) hours holiday pay.
• All non-exempt employees working a 4/10 schedule, shall be entitled to a minimum of
three (3) hours overtime pay if called into the office and required to work on their
regularly scheduled non -working day.
Signatures
In witness whereof, the County of Oakland through its representatives and UAW Local 889, on
behalf of its represented employees, hereby cause this Supplemental Agreement to be executed.
FOR THE UNION:
UAW Region I, International Servicing Rep.
UAW Local 889, 1" Vice -President
FOR THE EMPLOYER:
County Executive
Chairperson, Board of Commissioners
UAW Unit Chairperson Director, Human Resources
LETTER OF AGREEMENT (LOA)
This Letter of Agreement ("Agreement") is entered into on this f .. day of
Ade-,>i 2021, between The International Union of United Automobile, Aerospace
and Agricultural Implement Workers of America (UAW) Local 889 and the County of Oakland
(collectively referred to as "County"). This agreement shall take effect upon execution.
This agreement is based on the following facts:
The UAW is increasing its presence on the Oakland County Campus and representing additional
departments and classifications.
During negotiations it was agreed that there would be a Master Agreement and Supplemental
Agreements for additional departments and/or classifications that joined after the Master
Agreement was approved.
The contract reflects its status as a Master Agreement and contemplates Supplemental
Agreements for additional departments and/or classifications.
Therefore, the parties agree as follows:
The cover of the original Master Agreement is modified as attached to this LOA to more clearly
reflect that fact.
This agreement shall be without prejudice or precedent.
UAW LOCAL
889
BY: � If �P�
ITS: iiN,7 r A44/,<
COUNTY OF OAKLAND
BY: sJ 6i�t�
ITS: 4l� 1 <l�lJ -�
1 5�
December 7, 2020 through September 30, 2024
AGREEMENT
Between
COUNTY OF OAKLAND
and
U.A.W. LOCAL 889
Supervisory Unit � ��4
Table of Contents
Agreement--—--------—---------------------------—------------ -- --------------------
3
Purpose and
Intent ---------------------------------------------------------------------3
Non-Discrimination
---------------—--------------------------------------------------------------------
3
Article 1:
Recognition--------------------------------------------------------------
4
Article 2:
Employee Defined-------------------------------------------------------------------------------------4
Article 3:
Probationary Period---------------------------------------------------------------4
Article 4:
Representation---------------------------------------------------------------------
5
Article 5:
Savings Clause-- ------------------------------------------------------5
Article 6:
Management Rights ------------------------------------------------------------------6
Article 7:
Maintenance of Conditions---------------------------------------------------
-----------6
Article 8:
General Conditions---------------------------------------------------- —-------------------------------
6
Article 9:
Strikes and Lockouts Prohibited--------------------------------------------------------7
Article 10:
Representation and Fees and Dues-----------------------------------------7
Article 11:
Union Bulletin Boards -------------------------------- —------------------------------------------
--8
Article 12:
Change of Address---------------------------------------------------------------------------------9
Article 13:
Special Conferences----------------------------------------------------------------9
Article 14:
Seniority -------------------------------------------- ----- ------------------------10
Article 15:
Layoff, Recall and Transfers ------------------------------------------------------------------------
10
Article 16:
Job Postings-------------------------------------------------------
--11
Article 17:
Temporary Assignment---------------------------------------------------11
Article 18:
Performance Appraisal ------------------------------------------------------------------------------
12
Article 19:
Procedure for Individual Compensation Review ----------------------------------------------
12
Article 20:
Discipline and Discharge ------------------------------------------------------13
Article 21:
Grievance Procedure-----------------------------------------------------------------------------15
Article 22:
Wage Rates for New Classifications----------------------------19
Article 23:
Wage and Increment Schedule----- -----------------------------
19
Article 24:
Eligibility for Employee Benefits -------------------------------------------
--20
Article 25:
Adoption by Reference of Relevant Resolutions and Personnel Policies --
20
Article 26:
Employee Benefits ---------- -------------------------------------------------------------------21
Article27:
Hazard Pay-----------------------------------------------------------------------------------------22
Article 28:
Social Security and Medicare ----------------------------------------------------------------------
22
Article 29:
Reimbursement for Mileage Expenses-------------------------------------23
Article30:
Retiree Insurance ----------------------- —------------------------------------------------------------
23
Article 31:
Emergency, Inclement Weather, Facility Closures -—--------------
23
Article 32:
Training and Certifications ---- —-------------------------------------------------------------------
24
Article 33:
Casual Days-----------------------------------------------24
Article 34:
Remote Work Study Group--------------------------------------------------------------------24
Article 35:
Termination or Modification ---------------------------24
Appendix A: Wages and Wage Increment Schedule -----------------------------------------------------27
Appendix
B: Current Medical Plan Options Comparison -------------------------29
Appendix C: Current Dental Plan Options Comparison ----------------------------37
Appendix D: Current Vision Plan Options Comparison-------------------------------40
Appendix E: Current Retiree Health Care Eligibility-----------------------------------------------------42
i
Appendix F: Current Medical Options Comparison (Non -Medicare)-
Appendix G: Current Medicaf Option (Medicare Supplemental Plan)
Appendix H: Performance Appraisal Form --------------- —---------- -----
Agreement
This Agreement entered into on the 7th, day of December, 2020 between the County of Oakland,
hereinafter referred to asthe Employer, and UAW Local 889, hereinafter referred to as the Union,
on behalf of all regular employees of the duly recognized and clearly defined collective bargaining
units, as set forth in Article 1, Recognition. It is understood and agreed between the Parties that
all Supplemental Agreements are in full force and effect with the individual bargaining units set
forth in the Recognition provision below and the Supplemental Agreements shall be a part of this
Master Agreement as though set forth herein.
Purpose and Intent
The general purpose of this Agreement is to set forth terms and conditions of employment, and
to promote orderly and peaceful labor relations for the mutual interests of the Employer, its
employees and the UAW.
The Parties recognize that the best interests of the community and the job security of the
employees depend upon the Employer's success in establishing a proper service to the
community.
To these ends, the Employer and the UAW encourage to the fullest degree friendly and
cooperative relations between the respective representatives at all levels and among all the
employees.
Non -Discrimination
The parties recognize that the Employer is legally and morally obligated to guarantee to all
citizens a fair and equal opportunity, and to these ends agree that no person shall be denied
employment or membership in the Union, nor in any way to be discriminated against based on
age, race, color, sex, sexual orientation, gender identity, religion, genetic information, physical
or mental handicap, height, weight, national origin, creed, union affiliation, political affiliation
and any other protected criteria under any federal, state or county law or policy.
3
Article 1
Rann ani4inn
s'
1.1 Pursuant to and in accordance with all applicable provisions of 336 of the Public Acts of
1947 and Act 379 of the Public Acts of 1965, as amended, the Employer does hereby
recognize the Union as the sole and exclusive representative for the purpose of collective
bargaining with respect to wages, hours and other terms and conditions of employment
for the term of this Agreement for all employees described below provided it is agreed
and understood that the County of Oakland does not, by entering into this Agreement,
purport to assume control or exercise jurisdiction in those areas where statutory and
constitutional powers have been exclusively vested in County or State elected and/or
appointed officials.
1.2 All full-time supervisory employees of the Oakland County Clerk/Register of Deeds Office,
excluding all elected and appointed officials.
Article 2
Employee Defined
2.1 Regular Full -Time Employee: A "Regular Full -Time Employee" is an individual employed
in a full-time budgeted position. Regular full-time employees are entitled to benefits as
specifically outlined in this Labor Agreement.
Article 3
Probationary Period
3.1 Probationary Period for New Employees: All employees newly hired into this bargaining
unit shall be required to successfully complete a probationary period. The length of said
probationary period for a full-time employee, shall be the first six (6) months of
employment from the date of hire. During the probationary period of a new employee,
s/he may he terminated at any time without the right of appeal or a statement of cause.
3.2 Probationary Period for Promotions, Demotions, Reclassifications, Lateral Transfers,
Bump or Recall: Employees promoted to a classification with a higher maximum salary
or reemployed in this bargaining unit shall serve a probationary period of six (6) months
from the date of change in classification. During the probationary period of an employee
who has had a change in classification, the employee may be returned to his/her former
classification at any time without the right of appeal or statement of cause. Such decision
shall be within the sole discretion of the Employer.
4
Article 4
DApresentaticr:
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 for the purposes of investigating grievances, presenting
grievances to the employer, and other necessary union business. Such authorization shall
not be unreasonably withheld by the supervisor nor shall this privilege be abused by the
Union Representatives.
4.4 If approval is withheld or unreasonably delayed, the Unit Chairperson or Union
Representative shall contact the Human Resources Labor Relations Unit to have the
matter reviewed and approval received by the Labor Relations Unit if necessary.
Article 5
Savings Clause
5.1 The Union recognizes the right and duty of the County of Oakland to operate and manage
its affairs in accordance with the Michigan Constitution and statutes.
5.2 If any article or section of this agreement or any appendix or supplement thereto should
be held invalid by any constitutional provision or operation of law, the remainder of this
agreement shall not be affected thereby.
5
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.
8A A non-exempt employee called into the office and required to work over -time which is
not contiguous to the employee's regular work schedule, shall be entitled to a minimum
of two (2) hours work Monday -Friday and three (3) hours on the weekend of pay for at
the time -and -one-half rate.
8.5 When requested in advance with the Human Resources Labor Relations Unit, the County
will allow use of available rooms for union meetings during non -working hours.
Article 9
Strikes and Lockouts Prohibited
9.1 The Parties hereto recognize that it is essential for health, safety and public welfare of the
County that services to the public be without interruption and that the right to strike is
forbidden by the Statutes of the State of Michigan.
9.2 Under no circumstances will the Union cause or authorize its members to take part in any
strike, sit-down, stay -in, or slowdown.
9.3 The Employer agrees that it shall not lock out the employees covered by this agreement
or supplemental agreements.
Article 10
Representation and Fees and Dues
10A To the extent that the laws of the State of Michigan permit, it is agreed that:
10.2 Employees will be represented by the bargaining unit and may authorize the Employer,
to deduct appropriate fees or dues to remit to the Union.
10.3 Upon written authorization from an employee, the Employer shall deduct from the
wages, all fees and dues as are prescribed by the Union and/or this Agreement. Such
employee and the Union hereby authorize the Employerto rely upon and to honor written
certification by the Treasurer of the Union the amounts to be deducted.
10.4 All authorizations delivered to the Employer prior to the first day of the month shall
become effective during that succeeding month. Monies will be deducted from the
second paycheck of each month and shall be remitted together with an itemized
statement to the Union local treasurer within 14 days after the deductions have been
made.
7
10.5 The written dues authorization shall automatically renew itself for successive yearly
periods thereafter unless the employee gives written notice to the Employer and Union
between December 15 and December 31 each year of the employee's desire to revoke
same and in such event Union dues deductions shall cease. An employee shall also cease
to be subject to dues deductions beginning the month immediately following the month
in which the employee is no longer a member of the bargaining unit. In the event a refund
is due to an employee for any sums deducted from wages paid to the Union, it shall be
the responsibility of such employee to obtain the appropriate refund from the Union.
10.6 If there is an increase or decrease in the Union dues deductions, as determined and
established by the Union, such changes shall become effective upon the second pay
period following notice from the Union to the Employer of the new amount(s).
10.7 The Employer agrees to provide this service without charge to the Union. It is understood
and agreed, that the provision for deduction of the dues is for the benefit of the
employees requesting same, and the Employer is under no obligation to demand or
request that employees authorize such deductions as a condition of employment.
10.8 The Employer shall advise the Union of all new hires within forty-five (45) days of the hire
effective date.
10.9 The Employer shall not be liable to the Union by reason of the requirements of this
Agreement for the remittance or payment of any sum other than that constituting actual
deductions made from wages earned by employees.
10.10 The Union will, indemnify and save harmless the Employer from any and all claims,
demands, suits and other liability by reason of action taken or not taken by the Employer
for the purpose of complying with this Article.
10.11 Should there be a conflict between the dues authorization form signed by the employee
and this Article of the labor contract, this Article shall be controlling.
Article 11
Union Bulletin Boards
11.1 The Employer will provide conspicuous locations for secure locking style bulletin boards
in the respective departments and locations, which may be used by the Union for posting
notices bearing written approval of the Unit Chairperson on the following topics:
11.1.1 Notices of Union Meetings.
11.1.2 Notices of Union Elections and results of said Elections.
11.1.3 Notices of recreational, educational and social events.
E
112 The bulletin board shall not be used by the Union for disseminating propaganda and shall
not be used by the Union for postiniz or distributive materials of a ❑olitiral natwp
11.3 The Employer will provide one (1) bulletin board in the Elections Division and one (1) in
Legal/Vital Records. The location and number of additional bulletin boards will be
addressed in Supplemental agreements.
11.4 The Union Representatives shall have use of County office equipment including but not
limited to fax, e-mail and phones to communicate with the UAW Regional offices, UAW
Local offices or other UAW Unit Chairpersons. Communication by e-mail to the
membership is permitted for official Union business only (i.e. notice of membership
meeting or notice of ratification meeting).
Article 12
Change of Address
12.1 Employees shall notify the County of any change of address.
12.2 The County shall furnish to the Local Union, on a quarterly basis, the Names and
Addresses of all Employees covered by this Agreement.
Article 13
Special Conferences
13.1 Special Conferences mutually agreed upon will be arranged between the President of
Local 889 and the Director, Human Resources and Labor Relations or designated
representative, for purposes of discussion of important matters. Such meetings shall be
between up to three (3) representatives of the Employer (County Attendees will be
identified and given to the Union within 48 hours of the special conference) and up to one
(1) representative of the international Union, one (1) representative from the local Union
and one (1) employee representative of the Union unless the Parties mutually agree to
include additional persons.
13.2 Arrangements for such -Special Conferences shall be made in advance, in writing, and an
agenda of the matters to be taken up at the meeting shall be presented at the time the
conference is requested and agreed upon. Matters taken up in Special Conferences shall
be confined to those included in the Agenda.
0
13.3 A special conference shall be scheduled within ten (10) working days after the request is
made to hP hPld at a futures date mutually aerppd unnn. Thp FmnlnvPr nr I Ininn_ as the
case may be, shall respond in writing to the other party within fifteen (15) working days
following the special conference.
13.4 The members of the Union shall not lose pay for time spent in such Special Conferences.
Article 14
Seniority
14.1 New employees may acquire seniority by working six (6) continuous months, in which
event the employee's seniority will date back to the date of hire into the department.
14.2 When the employee acquires seniority, his/her name shall be placed on the seniority
list, in the order of his/her seniority date. An up-to-date seniority list shall be furnished
to the Union every six (6) months or an employee is added or removed from the list.
14.3 An employee shall lose his/her seniority for the following reasons:
14.3.1 If the employee resigns or retires;
14.3.2 If the employee is discharged, and not reinstated;
14.3.3 If the employee is absent from work for three (3) working days, without properly
notifying the Employer, unless a satisfactory reason is given;
14.3.4 If the employee does not return to work at the end of an approved leave;
14.3.5 If the employee does not return to work when recalled from a layoff.
Article 15
Layoff, Recall and Transfers
15.1 If and when it becomes necessary for the Employer to reduce the number of employees
in the workforce, the employees will be laid off within their classification in reverse order
of their seniority, based on capability of performing available jobs, and shall be recalled
in the order of their seniority within their classification. In order to avoid layoff an
employee may displace lower seniority employees within the bargaining unit in equal or
lower rated classifications provided they have the present ability to satisfactorily perform
the available work within minimal orientation (within two weeks).
15.2 The County agrees to notify the Union when the Employer's decision is made of any
anticipated layoff. Such notification will occur within ten (10) working days of reaching
the layoff decision.
15.3 Employees shall have the right to recall based on their seniority within their classification
if a position becomes available.
15.4 If and when an employee is permanently transferred to another division in or out of the
bargaining unit, the Unit Chairperson shall be notified of said transfer by the Employer. If
the employee is thereafter transferred backto the bargaining unit, they shall have astheir
seniority date, the seniority date they had at the time of the transfer.
15.5 Superseniority. The Unit Chairperson and Steward(s) for the purpose of layoff and recalls
to work following such layoff only, for the term of their office, shall be considered as
having more seniority than any other employee within their functional unit. They shall
be last to be laid off for lack of work or funds from their unit and the first to be recalled
to work in their unit following such layoff providing they have the then present ability to
satisfactorily perform the available work in such area without additional training.
Article 16
Job Postings
16.1 Examinations for classifications covered by this contract shall be announced with a
definite announced period for the acceptance of applications.
16.2 The last date for the acceptance of applications shall be clearly stated on the official
examination announcement and in the official newspaper announcement of the
examination. There will be no newspaper announcement for promotional examinations.
16.3 This filing period shall be at least seven calendar days.
16.4 Applications must be received at the County Human Resources Department before 5:00
p.m. on the announced last date for filing applications, be electronically submitted with
confirmation or be postmarked on or before that date in order to be accepted.
Article 17
Temporary Assignment
17.1 Temporary assignments are made at the discretion of the Employer in order to ensure
orderly performance and continuity of services. A regular employee temporarily assigned
to a 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
aoorove or disaunrove increments pursuant to this provision.
Article 18
Performance Appraisal
18.1 An employee may receive an annual performance appraisal from their immediate
supervisor. Such appraisal shall be on the form listed in the appendix. No other appraisals
or surveys will take place without an opportunity for review and discussion with the
Union.
Article 19
Procedure for Individual Compensation Review
19.1 If, in the opinion of an employee, the duties and responsibilities of that employee have
evolved to a state that the compensation the employee currently holds is not reflective
of the current job duties, then the employee may apply for an individual compensation
review (ICR) as follows:
19.1.1 The employee shall make a request for an ICR, in writing, to the Human Resources
Department with copies to the Unit Chairperson and to the Department Head.
19.1.2 Contained in the written request must be the following:
19.1.3 The current compensation the employee holds; title, or compensation level, in the
Collective Bargaining Agreement to which the employee feels he/she is entitled;
and, supporting documents and reasons why the employee feels the new change
in compensation is warranted.
19.2 The Human Resources Department shall begin its investigation of any request for
compensation review submitted pursuant to this Article of the Collective Bargaining
Agreement within sixty (60) working days after receipt by the Human Resources
Department. The Human Resources Department will, within sixty (60) working days
following the commencement of the investigation, complete the investigation and
provide a written recommendation.
19.3 The employee requesting the ICR will have the opportunity to respond to the written
recommendation in writing or request a meeting with the Human Resources Department
in order to provide additional information. Present at this meeting, if requested, shall be
the Unit Chairperson, a designee from the local Union, the employee requesting the ICR,
the Department Head and/or designee, and a representative from the Human Resources
Department. Within thirty (30) working days of the aforementioned written
recommendation or meeting date, if applicable, the Director — Human Resources will
state the determination in writing to the employee and to the Unit Chairperson.
12
19.4 Should the Union be dissatisfied with the result of this procedure; the Union may request
a Soecial Conference under this Agreement. There shall be no aooeal to the Grievance
Procedure.
19.5 Upon completion of the ICR process, no request for an ICR shall be processed from the
same employee fora period of one (1) year unless additional duties or responsibilities are
assigned to the employee.
Article 20
Discipline and Discharge
20.1 Discipline:
Should circumstances warrant, a non -probationary employee may be disciplined for just
cause. Examples of offenses for which employees may be disciplined include but are not
limited to:
20.1.1 Conduct or performance on the job which indicates a lack of ability to adequately
perform the duties of the position or classification held by the employee.
20.1.2 Conduct or performance on thejob which indicates a failure to produce the quality
of work the position or classification requires.
20.1.3 Conduct or performance on the job which indicates a failure to produce the
quantity of work the position or classification requires.
20.1.4 Conduct or performance on the job which demonstrates insubordination, which
is defined as a refusal to follow appropriate written or oral procedures,
instructions, or directions from a supervisory employee or department head.
20.1.5 The solicitation or acceptance of money or anything of value to influence the
decisions of an employee in public matters or as a reward for such decisions.
20.1.6 Being under the influence of alcohol, narcotics or any other controlled substance
while on the job.
20.1.7 Conduct or performance on the job which demonstrates a deliberate attempt to
cause poor morale or disrespect among County employees by actions or attitude
on the job. Except that, communications relating to the Union amongst
employees covered by this agreement shall not be subject to this provision.
20.1.8 Verbal or physical abuse, or improper treatment of an inmate, employee, patient
or client of any County institution or department.
20.1.9 Habitual or excessive tardiness in reporting for scheduled working hours.
20.1.10Being absent from a scheduled work assignment during working hours without
permission from an authorized supervisory employee or department head.
20.1.11Stealing, misappropriation or conversion of County property or the property of
other employees or inmates, patients or clients of any County institution or
department.
20.1.12The willful violation of any reasonable Departmental or County rule or regulation
which has been adopted in written form and is known, or reasonably should be
known, to the employees involved.
20.1.13Has engaged in political activities restricted under Section VI, Subdivision E 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
waees or salary of a County employee and cause a burden on the County.
20.1.15 Personal appearance or lack of cleanliness while on the job which exhibits
symptoms of lack of hygiene and bringing unpleasantness to clients of the County
or other County employees.
20.1.16 Reporting for a scheduled work assignment in clothing or other aspects
contributing to appearance, which an authorized supervisory employee or
department head has reasonably advised the employee is not acceptable or
appropriate for the work assignment or duties performed by that employee.
20.1.17 Have been convicted of a felony.
20.1.18 Has been convicted of a misdemeanor involving moral turpitude or casting doubt
on the employee's ability to properly perform his or her job.
20.1.19 Assigning overtime to oneself or to other employees without proper approvals in
accordance with County overtime procedures and/or knowingly working overtime
and incurring costs for the County where such overtime was not assigned or
approved in accordance with County overtime procedures.
20.1.20 Unlawful manufacture, distribution, dispensing, possession or use of a controlled
substance in the workplace.
20.1.21 Failure to notify authorized supervisory employee or department head of any
criminal drug statute conviction for a violation occurring in the workplace within
five days after such conviction.
20.1.22 Engaging in any act of violence or threats or other violations of the Oakland
County Workplace Violence Policy.
20.2 Disciplinary actions or measures may include, but are not limited to, the following: oral
reprimand, written reprimand, suspension or discharge.
20.3 Employees in the bargaining unit shall be entitled to their right to representation at an
interview, meeting or during an investigation that the employee reasonably believes
could result in disciplinary action or discharge.
20.4 If the Employer feels there is just cause for disciplinary action, the employee and his/her
Unit Chairperson will be notified in writing that the employee has been so disciplined.
Such notification shall contain the charge(s) against the employee.
20.4.1 Any disciplinary action or measures imposed upon an employee may be processed
as a grievance through the regular grievance procedure as provided for in this
Agreement. The Union shall have the sole right to take a suspension and/or
discharge as a grievance at the 31d Step of the Grievance Procedure, and the
matter shall be handled in accordance with this procedure.
20.4.2 If the Employer has reason to reprimand an employee, when possible it shall be
done in a manner that will not embarrass the employee before other employees
or the public.
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20.4.3 Records of disciplinary action other than suspensions shall remain in the
employee's personnel file for a period of one year, unless, prior to the end of said
one-year period, the employee is disciplined for a similar incident. In such case,
the records of both disciplinary actions shall be maintained in the employee's
personnel file for an additional six months, or a total of one and a half years for
each incident based upon the date of occurrence. Suspensions will remain in the
file indefinitely.
Article 21
Grievance Procedure
21.1 The Parties intend that the grievance procedure as set forth herein shall serve as a means
for a peaceful settlement of all disputes, including use of the Personnel Appeal Board,
that may arise between them concerning the interpretation or operation of this
Agreement without any interruption or disturbance of the normal operation of the
Employers affairs.
21.2 Any employee having a grievance in connection with his/her employment must present
it to the Employer within fifteen (15) days after occurrence of alleged grievance as
follows:
21.2.1 Step 1-Verbal: The employee mustfirst discuss the specific grievance with his/her
immediate Supervisor. A Steward shall be present at this meeting; otherwise, the
complaint shall not be considered a formal grievance, as outlined in this Article.
The immediate Supervisor shall attempt to adjust the matter consistent with the
terms of this Agreement as soon as possible, and shall, within five (5) days give a
verbal answer to the employee.
21.2.2 Step 2 - Written Department Head: If the grievance is not settled at the verbal
step, a written grievance may be filed by the Unit Chairperson or designee with
the employee's Department Head within ten (10) days after the immediate
Supervisor's response at Step 1. When a grievance is reduced to writing, it shall
contain the name, position and department of the grievant, a clear and concise
statement of the grievance, the issue involved, the relief sought, the date the
incident or violation took place, the specific section(s) of the Agreement alleged
to have been violated, the signature of the grievant, the signature of the Unit
Chairperson or designee and the date the grievance is reduced to writing.
Inadvertent omission of minor information will not prejudice the processing of the
grievance,
21.2.3 A meeting shall be held between the Parties within ten (10) days, unless mutually
waived in writing. Within five (5) days after the completion of the meeting, or the
waiver thereof, the Department Head shall give a written answer to the Unit
Chairperson or designee.
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21.2.4 STEP 3 — Manager, Labor Relations: If the grievance is not settled in Step 2, such
a grievance may be submitted by the Unit Chairnerson or designee to the Director
- Human Resources, with a courtesy copy to the Department Head, within ten (10)
days after the Department Head's written response has been received by the Unit
Chairperson or designee. A grievance number shall be assigned when the
grievance is submitted to Labor Relations.
21.2.5 The Unit Chairperson or designee must make a request in writing to conduct a
Step 3 grievance meeting and the Parties shall conduct a Step 3 meeting within
twenty (20) days of the receipt of the Unit Chairperson's written request. The
Union representatives at said meeting may include, at the Union's discretion, the
Unit Chairperson or designee, the grievant, the Steward and a UAW
Representative. In addition, a witness(es) may be in attendance if deemed
necessary by both Parties.
21.2.6 The decision of the Manager -Labor Relations or designee shall be given in writing
to the Unit Chairperson within ten (10 days of the completion of the Step 3
meeting).
21.2.7 Personnel Appeal Board: In all matters of discipline, the Union may elect to appeal
a grievance denial in Step 3 to the Oakland County Personnel Appeal Board (PAB).
Notice of an appeal to the PAB must be provided to the Manager of Labor
Relations within ten (10) days after the Union's receipt of Step 3 decision. The
PAB's rules shall apply in such hearing.
21.2.8 In cases of a suspension greater than five (5) days or discharge only, if either the
Union or the County disagree with the ruling of the Personnel Appeal Board, either
party may appeal the dispute to arbitration pursuant to the procedures set forth
in Step 4 below. Such appeal must be served upon the other party in writing within
five (5) days after the party's receipt of a written decision of the PAB.
21.2.9 If the employer appeals a discharge ruling of the PAB, the County will not contest
unemployment compensation and restore health care from the date of the PAB
decision until such time as the Arbitrator issues their decision on the appeal.
16
21.2.10 STEP 4: Arbitration: If the grievance is not resolved at Step 3, the Unit
Chairperson or designee has thirty (30) days, (except as stated above for
suspension and discharge cases, appealed from a PAB ruling), from the receipt of
the Step 3 answer to file a Notice of Intent to Arbitrate, by sending a letter to the
Director — Human Resources. The Notice of Intent to Arbitrate shall identify the
name of the Arbitrator selected by the procedure set forth below. If the Unit
Chairperson or designee fails to request arbitration within this time limit, the
grievance shall be deemed not eligible to go to arbitration.
21.2.11 If the Parties agree to resolve the grievance, its disposition shall be reduced to
writing and signed by both the Union representatives and Employer
representatives.
21.2.12 Selection of the Arbitrator: Within thirty (30) days of the receipt of the written
demand for arbitration, the party seeking arbitration shall notify one of the
arbitrators from the permanent panel of arbitrators who are listed below.
Selection shall be made on a rotation basis with the arbitrator listed first as the
one who will hear the first case. The next arbitrator on the list will hear the second
case and so on until each arbitrator shall have heard a case. Once the list has been
exhausted, the Parties will go back to the beginning of the list and start the
selection process over with the first name on the list. The Arbitrators are as
follows:
1. Paul Glendon
2. Mario Chiesa
3. Mark Glazer
4. Benjamin Wolkinson
21.2.12 An arbitrator may be removed from the list by written consent of both parties
during the life of the Agreement. Upon such removal, no further cases will be
assigned to that arbitrator, but the arbitrator will hear and decide any cases
already assigned to him/her. Within thirty (30) days after such removal, the
Parties shall meet and mutually agree upon another arbitrator to replace the
arbitrator removed. The newly selected arbitrator will be placed on the list in the
numbered position of the arbitrator he/she replaces. An arbitrator may remove
himself/herself from the list at any time.
21.2.13 The Party seeking arbitration shall notify the arbitrator within ten (10) days of
his/her selection and begin to arrange the scheduling of the arbitral hearing.
21.2.14 Upon mutual written agreement of the Parties, an arbitrator may hear more than
one case.
21.2.15 Authority of the Arbitrator: All arbitration hearings shall be governed by the
rules of the Michigan Employment Relations Commission (MERC) to the extent
that those rules are not inconsistent with this agreement.
17
21.2.16 Any arbitrator selected shall have only the functions and authority set forth
herein. The scope and extent of the jurisdiction of the arbitrator shall be limited
to those grievances arising out of and pertaining to the respective rights of the
Parties within the terms of this Agreement. The arbitrator shall be without power
or authority to make any decision contrary to or inconsistent within any way, the
terms of this Agreement or of applicable laws or rules or regulations having the
force and effect of law. The arbitrator shall be without power to modify or vary in
any way the terms of this Agreement.
21.2.17 The arbitrator shall have no power to establish or modify job classifications, to
establish wage rates, or to change any existing wage rate, work schedule, or
assignment, except for grievances arising out of the Wage Rates for New
Classifications article.
21.2.18 In the event a grievance is submitted to an arbitrator and the arbitratorfinds that
he/she has no jurisdiction to rule on such grievance, it shall be referred back to
the Parties without an answer or recommendation on the merits of the grievance.
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.
IN
21.3.3 Time of Appeals: Any grievance not appealed within the time specified in the step
of the Grievance Procedure, shall be considered settled and not subject to further review.
In the event that the Employer shall fail to supply the Union with its answer to the
particular step within the specified time limits, the Union may appeal the grievance to the
next step with the time limit for exercising said appeal, commencing with the expiration
date of the Employer's period for answer.
21.3.4 Nothing contained herein shall be deemed to abrogate or limit the rights
guaranteed by existing statutes or court decisions.
21.3.5 Time limits may be extended or shortened by mutual written consent of the
Parties.
21.3.6 All references to days as they pertain to the Grievance Procedure shall mean
"working days". They do not include Saturdays, Sundays and designated holidays.
21.3.7 Records, reports and other relevant information pertaining to a grievance which
are requested by the Union shall he 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.
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1. WAGES:
Chief Deputy County
Clerk
Wages and Wage Increment Schedule
WAGE INCREMENTS
�7FJE�d�i
�Gratle
127 83,682 87,744 91,806 95,868 99,931 103,993 108,055 112,117
Chief Deputy Register 125 75,902 79,586 83,271 86,955 90,640 94,324 98,009 101,694
of Deeds
(Director Elections 127 83,682 87,744 91,806 95,868 99,931 103,993 108,055 112,117
ElectionsSpecialist119 56,639 59,388 62,138 64,887 67,637 70,386 73,136 75,885
Micrographic 114 44,378 46,532 48,687 50,841 52,995 55,150 57,304 59,458
Equipment Operator
Supervisor
(Office Supervisor 1 113 42,265 44,317 46,368 48,420 50,472 52,523 54,575 56,627
(Office Supervisor II 117 51,373 53,867 56,361 58,855 61,349 63,843 66,336 68,830
(Supervisor County Clerk 121 62,444 65,476 68,507 71,538 74,570 77,601 80,632 83,664
Supervisor County Clerk 117 51,373 53,867 56,361 58,855 61,349 63,843 66,336 68,830
Vital Records
(Supervisor Register of 121 62,444 65,476 68,507 71,538 74,570 77,601 80,632 83,664
Deeds
2. The foregoing schedule shall be effective the first pay period after ratification and approval of the
Board of Commissioners
3. After ratification, current employees will be moved to the next highest step that gives them an
increase, plus one more step.
a. Exceptions will be the current employees in the following classifications which will be
placed on Step 7:
i. Chief Deputy County Clerk
ii. Chief Deputy of Register of Deeds
iii. Director of Elections
iv. Election Specialist
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Article 24
El-gi il;ty For Employee R---fitc
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
?S A 1 S 1 nnuavity
Article 26
Employee Benefits
26.1 Medical and Insurance Benefits: Except as set forth below there will be no changes to
current benefit levels through September 30, 2024.
26.1.1 The County may change carriers and plans as long as the benefits are comparable.
26.1.2 The County will not make any changes in the insurance programs that will result
in bargaining unit employees having increased costs for employee contribution,
co -pays, co-insurance and deductibles over current levels (as of November 1,
2020) of more than $1,000 total over the term of the agreement. Any agreed
amount changes resulting in an increase in costs will not occur prior to January 1,
2022.
26.2 The Union also agrees to participate in the Employee Benefits Task Force by providing two
employees within the bargaining unit, one will be the primary and another designee. This
task force will begin in January 2021.
26.3 The relevant Benefit Guides are attached (see Appendix) and the Plan Documents are
incorporated herein by reference to the same extent as if they were specifically set forth,
except as provided and amended by this agreement.
26.3.1 Included but not limited to:
26.3.2 Dental Insurance
26.3.3 Employer paid disability
26.3.4 Employee Assistance Program
26.3.5 Flexible Spending Accounts
26.3.6 Health Insurance
26.3.7 Hearing benefit: Please note this is offered through Hartford as an added benefit,
there is no guarantee that this can be offered through another carrier.
26.3.8 Employer Paid Life Insurance
26.3.9 Optional Supplement Life Insurance
26.3.10 Vision Insurance
26.4 Wellness: The County agrees to increase the annual payment for an annual physical from
$100 to $150.
26.5 Annual Leave Buy Back: The County will follow the resolution set by the Board of
Commissioners in August 2020.
21
7r C, Rptirpmpnt:
26.6.1 The County will raise the match within the 457(b) plan from $500 to $1,500 per
year.
26.6.2 The County agrees that any changes made to retirement benefits with both the
DB and DC for unrepresented County employees and union represented County
employees, but not to include Oakland County Deputy Sheriffs Act 312 or interest
arbitration eligible bargaining units, will also be made for employees in this
bargaining unit.
26.7 Tuition: The current reimbursement maximum shall be $1,400 per semester and $4,200
annually. Should the amount be raised by the Board of Commissioners such increases will
also be made to employees in this bargaining unit. Parameters concerning the tuition
benefit are referenced in the Oakland County Merit Rules.
Article 27
Hazard Pay
27.1 State of Emergency: In the event of a declared State of Emergency where the public is
ordered to remain home by either the Governor, County Executive or County Health
Officer, those employees deemed "essential" and exempted from the provisions of the
"stay home" order may receive Hazard Pay for time spent at their worksite.
27.2 Should the county pay Hazard Pay to its employees, it shall be paid in an amount
determined by the Board of Commissioners.
27.3 Payments shall cease the pay period following the termination of the "stay home' order.
Article 28
Social Security and Medicare
28.1 The Employer agrees to provide Social Security and Medicare coverage to employees who
are subject to mandatory withholding underfederal law and to employees whose position
require coverage under a Section 218 agreement between the State and the Social
Security Administration.
22
Article 29
s,... nn:l., c....e��o
iZ., slwu� 5cm.c rn: s -
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
Trz`,ning and CertifirVI;
32.1 Employees who have attained or are completing professional certifications in their field,
shall be entitled to complete the necessary requirements to maintain those certifications.
32.2 The Employer shall pay for conference registration, session fees and necessary travel to
maintain or acquire the professional certification.
32.3 The Employer shall pay for required trainings and related travel that are necessary forthe
performance of an employee's job duties.
32A Any expenditure set forth in the sections above shall be subject to prior written approval
by the department director or his/her designee before such expenditures are incurred,
but such approval shall not be unreasonably withheld and it is understood that a
maintenance of job related certifications is encouraged and desired by the County.
Article 33
Casual Days
33.1 All employees shall be provided the ability to dress casually with the approval of their
supervisor, but such approval shall not be unreasonably withheld, as long as the Employer
casual dress code is observed. Employees are to be mindful of the activities of the day
and dress appropriately for each activity.
Article 34
Remote Work Study Group
34.1 The County agrees to form an employee task force to study and provide
recommendations on remote work practices to be implemented once the COVID-19
pandemic is no longer deemed a public health crisis. The Union may designate a member
of this bargaining unit as a representative to serve on the task force, along with
representatives of other County bargaining units and non -represented employees.
Article 35
Termination or Modification
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
Cprtinn 3S 1 ahnvp_ this Agreement shall continue in full force and effect from year to
year thereafter, subject to timely notice of termination or modification by either party in
subsequent year(s) of an extended Agreement.
35.3 Notice of termination or modification shall be made in writing and shall be sent by
Certified Mail. If said notice is made to the Union, it shall be sent to UAW Region 1, 27800
George Merrell Drive, Warren, Michigan 48092; if said notice is made to the County, it
shall be sent to Oakland County, Director - Human Resources and Labor Relations, 2100
Pontiac Lake Rd, Waterford, MI 48328; address changes shall be made available to the
other party, where applicable.
35.4 It is agreed and understood that the provisions contained herein shall remain in full force
and effect so long as they are not in violation of applicable Statutes and Ordinances and
remain within the jurisdiction of the County of Oakland.
35.5 Article 30, Retiree Insurance, is not subject to the termination date in Section 35.1, above.
The termination of this agreement shall not act as a termination of the insurance benefits
of current retirees, who's benefits shall remain subject to the conditions set forth in
Article 30.
25
Signatures
In witness whereof, the County of Oakland and its Office of the County Executive, by its Director,
Human Resources and Labor Relations Department, and representatives, UAW, Local 889, on
behalf of its represented employees, hereby cause this Agreement and Appendices to be
executed.
FOR THE UNION: FOR THE EMPLOYER:
Koo
UAW Region I, International S icing Rep. ,CountNExecutive
d wc ti... Ilk
L 1
UAW Local 889, 11 Vice -President
O UAWUnitChairpeis6n
Chairperson, Board of Commissioners
r bI
.J
Director, Human Resources
26
4. Employees will continue to receive a merit step increase for the remainder of the EYE 2021 and
future years upon an acceptable review from their supervisor-
S. Should a supervisor fail to provide a review in time for an employee's Merit review date the
employee will automatically move to the next step.
6. Under the sole discretion of the supervisor, employees may move up more than one step with
appropriate justification from the supervisor (this decision shall not be reviewable under the
grievance and arbitration procedures).
7. The County has the authority to place new hires in any step within the classification taking into
consideration job experience and other factors requiring a new hire to start above the base
salary.
8. A 1% equity adjustment will be made to all 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.
9.1
"M
APPENDIX B
IMPORTANT_ NOTE: This document is not a contract. It is intended to provide a comparison of available benefit options and to summarize the provisions and features
of each plan. Please refer to the Summary Plan Document (SPD) to confirm coverage details. Every effort has been made to ensure the accuracy of this document.
In the event that the information contained in this document differs from the SPD, the information contained within the SPD will prevail. This document does not
establish or determine eligibility for benefits or procedures, nor does it constitute an amendment, modification or change to the SPD or to any existing contract. All
coverage is subject to medical necessity guidelines as outlined in the SPD.
*In order to be eligible for benefits as specified in the SPD, services received by a Covered Person must be administered or ordered by a Physician, be Medically Necessary
for the diagnosis and treatment of an illness or injury and allowable/covered charges, unless otherwise specifically noted in the SPD.
AVAIIJ,BLETOALL_
AVAILABLE TO ALL
AVAILABLETOALL
AVAILABLE TO ALL
ONLY AVAIABL6l0
EMPLOYEES
EMPLOYERS
EMPLOYEES
EMPLOYEES
LNIPLOYTIES
CURRENTLY ENROLLED
PPOI
PP02
PP03
HMO
TRADITIONAL
BENEFITS
ASR Health Benefits
Blue Cross/Blue Shield
ASR Health Benefits
HeAlb Alliance Plan
Blue Cross/Blue Shield
FPO Community Blue
-
(HAP)
Traditional Plan (BC/BS)
Plan
aww.ucrhulthhenefrt'.enm
ww,BCUSM<om
www.IIAP.pr;;
ewrv.BCBSALcom
Employee Bi-Weekly
$32 / $65 / $75
$42 / $7
$
/394
Contributions
NO COVERAGE
Refer to the 2020 Your Tout Compensation Statement for (P:11111mgs) amount -
Option
Network(s)
HAP Alliance Heald,& Life
Blue C.t,,Bue Shield
HAP Alliance Health&Life
Healtb.Vlianro Plan
Bluc C.xe,Blue, Shield
PPO/ Physicians Care:
PPO/ Physicians Care/
IIMO
CIGNA / Mulhplan
CIGNA I'Meniplan
Deductible(s)
$200 perperson''S400 per f ,ily
$100 per person/$200 per
$250perpersm✓S500per
No Deductible
S200par peason/S400pa-
percalendaryear
family perealendm year
family per alcrilm year
family per calende, year,
Coinsurance
0% for most services, 10%after
10%afterdeductiWas
20% after deductible as
No Coineumuce
10% after deductible as
deduetibleasnoted.
noted 50%for pmale duty
noted 50% after deduehbl e for
noted. 25%for private ran,
nurebi•
pdvale duwnureing
nmsmq
Coinsurance Maximum
SL000 per persorvf wily per
$500 per Pie rsun/$1,000per
$1000 per pe, son/$2,000
Not Applicable
$1,000 per person,lnly
calcndaryear.
familypercalendaryear.
per family per calendar year.
peralendaryear
{
I INPATIENT HOSPITAL CIRE'
-
-
-
-
GenemlCnnditipns
1000*'
90-A after deductible-
80% after deductible'
100-le
Scmi-Privet, Drues
Ba riatric CoPay: S] n00
Gtcnsrve Care Code
Meals
Hospital Bgmpment
Special Diets
Nmsinc Care
1
I OLTPA"fLENT HOSPI CAL
Bnurgency Rm>m Care
CARE
$100 copay
sloo cap,
$100 copay, dMuctble and
$100 <npay
I $100 repay'
Accidental Inlul"t45
r0aiturance ntaV also apply f r
i
30
BENEFITS
Medical Emergencies
physteal Therapy
EMPLOYEES
PPOI
ASR Health Benefits
w\vir•.asnc�e Itb4enetils.m m
Copay waived for
accidental injury or f
admitted
t00%'
URGENT CARE-
-
Urgcnt Coro Vera
1 $20 copy
PREVENTATIVE CARE SERVICES -
R0.6neHealth Matnfenance
100-W
Eva. — melades chest, -ray,
EKG, chelvaeml seoe aia,
and
other select lab pmcadvrzs
bourne Physical
100%.
Routine Gynecologieat
100%.
Es.
RouNre Pap smear
t00 0'
Scream,, — laboratory and
pathology services
Wall -Baby Cbild('ace
100%«
Vi'us
• 6 visits, bind, thtoag), 12
months
• 6 visits, 13 months
dvough 23 months
• 6 visba, 24 months
dmn,h 35 months
• 2 visits, 36,baths
ttuough 41 months
• Visirs bcyand45
,numbs are limited to
one per member per
eafendarveat
EMPLOYEES
PP02
Blue Cross/Blue Shield
PPO Community Blue
Plan
µ li'.QC1tiM1I.Conr
Copay waived for accidental
injury or ifadmrtted
90%after dzducubie•
60 combined visits per ed.dm
Year
1 $20 copay
10096,
F,MPLOYEES
PP03
ASR Ilealth Benefits
wivw.aa fimtrhReneri ri,mm
some services. Copay waived
for accidental boar, or if
admitted
80%after deduedbie"
I S20 copay
1W9fi
10096*
100%*
toaee*
lao%*
100°oR
IOp o"
t00%-
t00%-
Pia. ravers 3 visits (birth
through 12 months).
d V A ILAHLE'EO ALL
EMPLOYEES
HMO
ITealth Alliance Plan
(DAP)
wo," I(AP..'
Copay'veacved iNdmitted
t00'i6*
Iaeludes Speech Therapy
and Occapational'fherapy
Up to ti0 consecutive vi its
per benefit penod. May be
rendered at home.
$20 copay
10095*
100'6+
100%1•
Wert -
ONLY .AV.AILABLE TO
EMPLOYEES
CURRENTLVENROLLEO
TRADITIONAL
Blue CrOWBI.e Shield
Traditional Plan (BOBS)
Copay waived for armdered
injury or ifadmrtted ill
90% after deductible+
60 combined or consecutive
visits per calendar year
i
1903'oatderdedwdbh,* {
10016.
IOMW
too %,
100%`
IOU-,' t00% -
No hn,t, an oumbe,vf,isrs Plan coven 8 visirs (bird,
thmeah 12 months),
31
EMPLOYEES
PPO1
BENEFITS ASR Health Benefits
mw.asi hellthbencfts.cnm
under the hulth
matnteaaocu a\fall benefit
Adult and Childhood
WOW
&evendve Services and
hrnoor ttians as
lccammendcd by the
USPSTF, ACIP. IiRSA or
other sawces as mcagnized
by BC BSM, ASR and HAP
d,w are in emnpllawL 'id,
the provisions efthe
Patient Protettion and
Affordable
Care Act
Routine Fecal Orr,Jt Blood
10MV
Screewnc
Routine Flestble
100%,
Siumoidoseoov Evmi
Routne&estate Speeifk
L00%"
Anhaen(PSA) Sereeam¢
Rontioe Mammoaraa and
100%'
Related Reading
Colonoscopy-1ZLutine ar 100°'0
Medically Nceess.uy
MENTAL HEALTH CARE
Inpaucnt Mental Heald, _ _ _ 100%^
Outpah,rt L\IerW Health $20 copay
Vrstls
EMPLOYEES
PP02
Blue Cross/Blue Shield
PPO Community Blue
Plan
wrvw BCBSbi.eom
AVAILABLE TO ALL
AVAILABLE TO ALI,
ONLYAV.AILABLETO
EMPLOYEES
EMPLOYEES
EMPLOYEES
CURRENTLY ENROLLED
PP03
HMO
TRADITIONAL
ASRHealth Benefits
Health Alliance Plan
Blue Cross/Blue Shield
(11AP)
Traditional Plan (BURS)
wvm•.asrhealthbenedit.eotn vwwJIAIUu,,
100%. 100961
L00^L°
100%"
t00%*
t00%e
I00%' 100%"
NOTE: Subsequentmedmally NOTE: Medically necessary
rLecsarym mogrzms
mw,uro,.fa are subject to
perfom,ed during the samc
yow' dedatfide and percent
caleudayeararesubjeclto
coinsmnnw.
your deducdble and percent
coinsurance
100%.
100%"
NOTE: Subsequent
NOTE: Subsequent
ruhur,eopms performed
coloaos'coples perfomled
during Utc samL ealeadar your
door, the sfane calead.,,u,
are subject to your dedt¢ublc
are subject to your deductible
and percent celasurarm
and pereent coinsurance.
90% after deducuble"
80% after deducttble'
90%after deducuble'
S20 repav
Olhce Visits $20 copay
100%'
100%.
100%"
100%'
100%'
100%'
100%,
S20 copal.
vowBCBSM.cnm
100%'
100?
100%'
DOW
100%,
NOTE: Subsequent ,e&.Uy
cssary ra'.grams
performed dw ing the stare
rAendaryear are subject to
your deductible and p,r'ee.t
catnsuratlee
NOTE: Subsequent
coloaoscaplu perlbrmed
dunr, the same calendar year
arc subject to your deductible
and percent coirs.n..
I
100%•
100%"
32
AVAILABLETO ALL
AVAILABLETOALL
AVAILABLE TO ALL
AVAILABLE TO ALI,
UNIX AVAILABLE TO
EMPLOYEES
EMPLOYEES
EMPLOYEES
EMPLOYEES
EMPLOYEES
CURRENTLY ENROLLED
PPOI
PP02
PP03
HMO
TRADITIONAL
BENEFITS
ASR Health Benefits
Blue CrossBlue Shield
ASR Health Benefits
Health Alliance Plan
Blue Cross/Blue Shield
PPO Co nmunity Blue
(HAP)
Traditional Plan (RC/BS)
Plan
i w.usrhailrhhenefira.enm
www. BCBSNicom
v.aw::tsrhadlhlrereGtc.e,,m
..BCBSM1Lennr
lopafient SubspaceAbuse
100%*
90% after deductible*
80%after dedutibk'
100ojov
100%*
Care Chemical Dependency
Outpatient Substance Abuse
$20copay
90% idler deductible*
S20 eopay
S20copay
t00%*
Care Cheeriest Depeadenw
Office visit S20 eopay
In approved facilities only
I SPECLAL HOSPITAL PRGGRAMS
-
HospiceCare
100°e*
I00%*
80% after deductible'
C'pve,vdu,tv210daysper
100%ofapprovedamount
ifedmc.
Human Organ
100%*
90%m 10% 0*
30% after deductible"
Covered according to plan
100% inapproved facilities
(Spemfiud
Transplants
Covered according to plvr
guldehnae.
guidelines
I MEDICAL AND SURGICAL
CARE -, -
-
Surgery
100%.
90% after deductible'
80%afterdeducthle*
IM/6'
1a0"A.
Voluntary second surgical
Voluntary second surgreat
opinion; S20 wpay,
opinion on ceMie surgenes.
I Teelarical SmAical Assist.
100%*
90% after deduetible"
30%after deductible'
100%.
100%*
I Anesthesia
100%*
9095 after deduetible*
30%afterdeduebble'
I00%'
100%,
I lvlaternlry Care Delivery
lomar'
90% after deductible"
80%ufe,deducblik'
100%*
100%°
Pre- and Post-NaL1 Care
100%.
100°1fi*
100% for some pre-nspl visits-
10096 pre -naval visits*
100%pre-reaakuos
oahenvise 80% after
S20 copay postnatal visits
90%aft, deducublepest-
_
dedanible*
fatal visits*
I Inpatient N'Icdlcal Cs'c
100%^
90% after deductible'
80% after deducuble*
100%"
100%"
i Inpatient Consultations
100°0*
90%after deductible'
80% after deductible*
10D%*
t009a°
Laboratory S P,flod. y
100°1u*
90%,fte, deducible*
80% after deductible*
IUOG"
90'8 after deductible`
Dowsoshe Se,uces
100%'
90% after deduchble*
80% aiim deducbble`
lomi.
90%after deducuble"
Diagnostic and Thempeutic
100%^
9a%into, deductible*
80% after deductible*
Covered'
90% after deductible*
Radodoge,
I AD DITIONAL BEN E FITS
- -
- -
-
OfficeVifzt
$20 copay
$20 copy
S20 copay
S20 copay
90% after deduetible*
Chiropractic Care
S20 May
S20 copay
$20 copay
Nut Coveed
90%after deduebble*
16mued m 38 isits per calendar
Limited to 24 visits per
Limitedto 38 msits per
United to 38 y,,its pn'
Y"Iq
..calm year,
calendar year.
calendarycar.
Allergy Testing
t00%,
f00%'
80%afterdeducabl e"
$20 copay
90% after deductible'
Alhay Therapy
t00%`
t0098"
80% after deductible'
90%afterdcductibie*
Ambulance Senaces
90% after deductible*
90%afler deductible'
SO%after deduebbk'
100"I'v
90% after deductible"
33
BENEFITS
Durable Medical Equi➢meat
I Drabetic Sopolies
I Private Duty NeenaP,
Skilled Nearing
Assorted Reproductive
Treatmrnt
f V.Iaratary Stcnlintticrr and
FDA Approved
Contracoouvc Methads
I PROGRAM PROVISIONS
Out ofNehvork Services
Paymen trCnvered
Services
U IARLETO ALL
EMPLOYEES
PPOI
ASR Health Benefits
AVARABLE TO ALL
EMPLOYERS
PP02
Blue Cross/Blue Shield
PPO Cmumnnity Blue
Plan
srheahbbr;nefi n.aun „va.RC'BittLrnm
90% no, deductible* 90% after deductible*
90% No Amnal Deductible" 90%afterdeduchble*
90% after deduetible* 50% after deductible*
100%" 90% after deductible"
Not Coccred
t00%*
In yen n d, Plan pays 85%o£
approved amount less appheable
copays For diabetic supplies,
dwable medical equipment, and
private duty rt in_v. Plan pays
75%of appmved amount after
dednet ble(if applieablcI
Ftefi,nrd Nan m,t-1 HmT.MIa-
I00%of cnceredbenefits.
Non-Nehvo,k Ho.a.1c;
85%of appmved paynwntamount
Prefmrrl M.-hvr d,l PFvc�riaoc-
Oumetienc
100%aft<r S20 <opay.
Nun-nctwod,Plrvdcianc-
Orntr ati<nr
85° e cf approved payment amowt
after $20 cupay.
Net Covered
100^6"
Plan pays 70 % of.pProvcd
anroont, after ocPof=rrenvmk
deductible, less applicable
repays
Beted rNehvndc) Hasnicils.
90% of coveredbeiefies, after
deductible.
Non -Network Hacnmis
70%cfappmvedpaymtnnt
.vnounl afteroukaf-nUwadr
dednctible
P,creoed f N,Nnd,1 PhvS;iaav
I00%,fta'S20copa,
Non-netwrnk Plmddin,
70% of approved payaneut
amountaft" Dotal-nctvork
deductible and S20 capay
F,MPLO!F,ES EMPLOYEES
PP03 HN10
ASR Health Benefits
,ce•waasrbeahhhenefi(¢.com
80% after deductible+
80',S after declarable*
50%after deductible*
80% after dedoctible*
Not Covered
too^s*
In g<neral, Plan pays 65%' of
approved amount after
deductible less applicable
copays. For pd,atc duty
nwsmg, Plan Pays 50%of
appmved amount after
deductible
I'rpfreM lNzMsrk)�> t.
80 % of.,nol benefits, less
appli.blededreable
Non-Nmvork HosmuLs:
65%ofappu>ed payment
Pmnunt,afterdedoPI'v
rcf ed tNuwiko oPbvsiccm<-
O1mPe—U-L
lon%a8u52ocopuy.
Namoetwork Phvsuiana-
O.nrTornl
c5%di appmved prymari
amoun1.&r320.,ay.
Health .Alliance Plan
(14AX)
t00%
Net Covered
100%
Up w 730 day,
rene,vabie tiller 60 days*
100%
0. aVr.p, oravnfmial
msemi nation Per lifchme
100%.
Not covered except for
emeryencics
Cepay., as acted
ON LV .AV.A I(ABLE TO
EMPLOVEP.S
CURRENTLY ENROLLED
TRADITIONAL
Blue Gruxs/Blue Shield
Traditional Plan (RCIRS)
lvn,v. r,('UShf.cnm
90%after dedoe8blO
90%. after deductiblc'
75°a nR vaeductible'
too;;*
Not Covered
t00%
Particmannc Hasn_als:
100%ofcm•ered benefits
Nnmparcmimn�n Hmm�.l
Inp:uient. in acute-.
hospital - S70 a dry,
lepaOeat care in the, hosp1L4s-
S15 a day.
hleda rc Smm'ral.
i ao"6 0l BCA.ShPsa+;pro, ud
aroo"mt
34
BENEFITS
EMPLOYEES
PPOI
ASR Health Benefits
AVAILABLETO?
EMPLOYEES
PP02
Blue Crms/Blue Shield
PPO Community Blue
Plan
UL,ABLE TO ALI
EMPLOYEES
PP03
ASR Health Benefits
M ARLE TO ALL
EMPLOYEES
HMO
Health Alliance Plan
(HAP)
ONLY AV.AI LA RLF TO
F AIPLOY'EES
CURRENTLY ENROLLED
TRADITIONAL
Blue Crpss/Blue Shield
Traditional Plan (BC/BS)
w w.asrhealthhcnefiis.com u"11CRSNl.com \vww.a"lucalthbenefita cum w.BAPurx• wrvw.BCBS'.Crum
NOTE.- Hear..g aids and services are am carved under am' Oakland ('a...N medrea7 plans
PRESCRIPTION DRUG PROGRAM
Retail Presaipuon
lYavft s
Carrier
\V\V\\naVltus coal
Mail Order Prescription
NoviXus
Corner
\V\V\V,nn Iul Loul
ParicipafinglNemork
Pharmacies
Noo-Parrrip:rtingNon-
NetrrnrkPlrarr iea
Maintenance Drugs
Cm'crcd / Copayn:
Tier 1: $5 Most Generics ...I
Blonds,
Tier 2: $20 Preferred
Brands/Some Generics;
Tier 3: $40 Non -Preferred
products (could include both
brand and generic)
Select Birth Control pills
cnvcan! $0 capaY.
Paid at the in-rom..'k cast, less
$5, $20 or $40 capaY.
Nfaintcnance drags taken on a
Ion, tern basis can be filled as a
duce-mmnuh supply for a one-
mandl copay iluouglr either the
Mail Order Ding cam, rest a
retail pharmacy.
Nardtus
lcnV 1ti4ltua.corn
NOViXua
vv.novinls cam
Covered / Copays
Tier 1. $5 Most Generics/Same
Brands;
Tier P S20 F cferred
➢rends/Somc Generics:
rier 3 $40 Non -Preferred
product. (could include both
brand and genede)
Select Birth Control pills
corned $0 copay.
Paid ut the m-network cost, less
$5, $20 or S40 coney.
Maintenance drugs taken nn a
long-term basis can be filled as
e thmc-month supply for a
one -month copay through
either the Mail Orda Drug
comer in at a retail pharmacy.
Navitus
w -- lna\'tlul cO n
Nov'rus
.w ,nooieu_cum
Covered / Copays:
Tier l: $5 Most GennicsiSome
Brands;
Tin 2' $20 P.k.od
Bmnds/Smne Gcncuos:
Tier 3: S40 Nan-Prcfened
products (could include both
brand and ncncrc products)
Select Birth Conuel pills
cm'crcd $0 copay
Paid at the in -artwork cosk less
SS- S20 or $40 copay.
Maintenance drugs taken an a
tong -tern basis can be filled as
a three-month supply for a
one -month mpay thramgh
either the Mail Order Drug
carrier or at a rawil phamlag..
Health Alliance Plan
'," Ii AP Ur+
Pharrnncy Advantage
Kew ph.'e"Ad"crimucR
v c_om
Covered/Copays:
Tier 1: S5 %lost Generic,
Tier 2 $20 Select Bland
nomc,
Tier 3. S40 Non-Pu l'en cd
Select Birth Control pills
. coed $0 repay.
Not Covraad
Maintenance dmgs taken on
a long-tcnl hams — a 30 or
90-day oTply, whichcrer is
eater. can be obtained for
a one -month copay atyopr
laeal phamlaey
A 90-day supply of
maiaticure drugs may he
abminedrhrouuh mail order
Navdus
\V'K\4 nal'Ihu rant
NoviXus
n'i'us corn
Covered / Copays:
Tier 1- $5 Most
Gcoerics5ame Brands:
'ricr 2: S20 Preferred
BrandsiSane Gcna ics:
Tier 3' $40 Non-Ncfcar d
products (could include brand
and crncnc)
Select Buth C aunt p 11'
covered SO copay.
Paid st the in-nebeork cost
less $5, $20 or $40 copay.
Mdmtcn:mcc drugs taken on a
Inng-term basis can be tilled
as a duco-mantllsupply for n
ono -month copay duough
either the Mail Order Drug
camel or at a retail phanna y
35
BENEFITS
A te: Whalen, he hospital,
d", are ."•reed under
pom medical pion.
AVAILA13LE TO ALL
EMPLOYEES
PPOI
ASR Health Benefits
ww•w.asrhea Ith benefit.cam
Ifyou request a prescription be
9lled with a brand name drug
and there Is a gauaic equivalent
available, you will be
nesp,a stile for the Tier 3 eopay
plus the differential between the
cost oftte brand and dw generic
ding i£your doctor makesthe
request, you will be responsible
for she Tier 3 .,ay.
EMPLOYEES
PP02
Blue Cross/Blue Shield
PPO Continually Blue
Plan
vewn•.BCBSNLrom
Ifyou request a prescription
be filled with a br rid name
drug and there is a generic
equivalent available, you will
be responsible for the Tier 3
eopay plus this differential
bctweea the cost of the brand
and the geneic ding. If your
doctor makes the request, you
will be responsible to, the
Tier 3 copay.
ULABLE TO ALL WAILABLETO ALL ONLY AVAILABLE TO
EMPLOYEES EMPLOYEES EMPLOYEES
CURRENTLY ENROLIXI)
PP03 M10 TRADITIONAL
ASH Health Benefits Health Alliance flan Blue Cross/Blue Shield
(H.AP) 'Traditional Plan(BC/BS)
wwheasncctlthhenefin.enm ..wrv.l HAPon, w.W feim cum
Ifyou teque.t a prescription Ifyourequests prescription lfyoutegcat a presoiption
be filled with a brand name
be filled with a band name
be filled with a Mast name
drug and there is a gene..
drug and there is a Etneric
drug and there is a gerej is
equivalent avalable, you will
available, youwill be
equivalent avadable, you will
be.ponsblefor the Tier 3
responsible far din full cast
be responsible for the Tie,3
repay plus the diffata6al
differential between the cost
eopay plus the differential
between the ..at oftbe brand
of the brand and the copay of
between the cost of the brand
and the generic drug Ifyou
the genct is drug. Ifycon
and the gentric drug lfyour
doetot makes the rtqucct, you
doctor makes the i squcst
doctor makes the request, yen
will be ocspousible forth. Tier
you will be responsible for
wi l l be respor, do for the
3 eopay.
din Tier 3 c.p,rawit
Tier 3 copuy.
Appendix C
37
APPENDIX C
BENEFITS
A VAII.ABLE TO
BI7 9. 10, & 15
}sigh Plus
Delta Dental
mray.dclraden ralmi.mm
EMiPLOVEES
High
Delta Dental
wuw.del radon talmi.cnm
EMPLOYEES
Standard
Delta Dental
nm'w.delL den ralmi.eum
GVAILABLE TO ALL
EMPLOYEES
Modified
Delta Dental
wnm•.dclradcntelmi.com
Employee Ri-Weekly
Contributions/
51.15 / SL73 1 $5
S1.15/51,731$5
S0/$o/$0
(S1.15)/ lS1.73)/(S3.27)
(Earning)
(NO COVERAGE
Rel'er to
the 2020 Your Total Compensation Statement for (EaMines) amount
Option
Nehvork(s)
Delta DemaIPPO/Delta
Delta DenUPPO/Delta
Delta Dental PPO/Delta
Delta Dental PPO/Delta
Dental Premier
( Dental Premier
I Dental Premier
Dental Premier
I DIAGNOMCS AND PRE
'ENTIVE
)
Diagnosncs and Pieventivc
1005,
100°A
100%
100% 1
Scrvmc}—routine ornl
eemns. cicaaings, fluoride,
and space maintainer
Emergency Pauiative
100%
100%
100%
100% 1
Treatment — in temporanly
relieve pain
Periodontal hlaiatenanec—
10095
I00°18
100%
100% 1
cleanings fallowing
pmiodomnl[harapY
Dental SrA.mts—chddren Ib
100%
I00°i6
100%
100%
ycaa and under
0.1 CMCef Brush Biopsy
100%
t0096
100%
100% 1
BASIC SERVICES
1
Radiographs —X-rays
8i%
85%
85%
50% 1
Minor Resromove$ervicce
85%
85%
35%
50%
— composm (whi[eI fillings
and cmwn rcpxo
Endodnntic Scni<cs—root
85%
8590
50".0
canals
Pcnodontic Scrvicet—to
8590
65°io
85".0
50%
bet1, d15v`35V'
0.1 Surgery Services—
85%
8595
85%
50%
a<haetions ,it dental
m'quy
Major RC W,.lve Senaces
85%
8590
85%
50°11 1
CI JwnS
38
AWVLABLETO
.AVAR,ABLETO ALL
AVAILABLE TO ALL
AVAILABLE TO ALL
BD 91 10. & 15
ENiPLOVEES
EMPLOYEES
EMPLOYEES
High Plus
High
Standard
Modified
BENEFITS
Delta Dental
Data Dental
Delta Dental
Delta Dental
w�,w.dnlladenGlmi.cnm
ww.v.di,l"denmlmtr..
w'.vw.ddmdenPnlmi.cnm
.vwa.delmden ta4nicnm
Omar Baste Sernces—
35%
35%
85°0
50%
miscellaneous services
Reho,e and ReNo, — to
35%
359E
35",'0
50%
bridges, depmres.:md
plant,
I MAJOR SERVICES
Prostbodonde Services—
50%
50%
50%
50% {
badges, implore -and
dentures
I ORTHODONTIC SERVICES _
J+
Orthodontic Stromcs—
50%
509E
50%
50%
minor treatment for loodr
y a rein ee, firll banding
trumren; and monthly
active lltatmenh'isi15
-
OrdoedunfiaMamimum
$1,000 per eligible member per
S1,000 per eligible member per
S1,000per eligiblemember per
S750 per eligible mtmberpet
Limit
bfehnw.
lifetime.
lifetime
btetime.
Ool,odoort, Age Umrt
Up to age 19
Up to age 19
Up to age ; 9
Up to age 19 - —�
PROt:RAAVPRO11lS1ONS'
Deductibles
$25 per person/$50 per
S25 per person 1 S50 per
S25 perpetson /$50 per
$25 perperson l S-5
faznily/per cllepdar Year
fannlv!pet rdevdarvear
farrnly/p¢calcpdarvem
lama,/per calendaz ,ear
blaximnm Ben,&t
S1,500 perurdoidualper ealerdar
$1.500 pn mdrvrdual pe, calendar
$1000 par mdividrwl per deodar
!I
$750 perindividoalper,%d rIr
year.
Y...
year.
Yw.
All b,nefits ba<ed on mavmum
All trnmfih bastion maximum
All beneff bued on maumrmr
.All berefia baud ao ma 'mum
appmcd fees
"Per"d fie,
ePxe,d fees
app.",d fees
NOTE, For additional information, refer to the Della Dental Certificates and Benefit Summanes found w vvv oakunv cnm/henPfirc under
M edicallDentalMsion.
39
., 1 1 ' 1 1 �
APPENDIX D
vision PlamOptionsConarisonAVAILABLE TO ALL AVAILABLETOALY,
BENEFITS
Employee Bi-Weekly
Contributions
NO COVERAGE
Option
Network(s)
ENT EXAM
Vision Examinations
LENSES AND FRAMES
Lenses and Frames
High
National Vision
Administrators (NVA)
emMe-nvaXom
$1.35 / $2.88 / $3.85
Standard
National Vision
Administrators (NVA)
WWw.e-nva.eom
$0 / $o / $0
No Earning is provided for No Coverage option.
National Vision Administrators I National Vision Administrators
1 $5 copayment
Lenses: Standard Glass or
Plastic / Covered 100% after
S750 copayment
Prames:.S 100 retail allowance
/ 20%discount off remaining
balance for frames that are not
rantaietary frump brands.
CONTACTLENSES
Contact Lenses $50 allowance
I PROGRAM/PROVISIONS
I $5 copavrrent
Lenses: Standard Glass or
Plastic / Covered 100% after
$750 copayment
Frames: $100 retail allowance
/ 20% discount off remaining
balance for frames that are not
nroorietary fame brands.
$50 allowance
Benefit payable every 12 months.
I Benefit payable every 24 months.
Benefits Payable Benefit availability will start over
Benefit availability will start over
on January 1 (following a 12-
on January L (following a 24-
III(
month period).
month period).
Additional Discounts See the Benefit Summary for additional discounts available.
NOTE. For additional information refer to the NVA Benefit Summaries found on
www.oakciov.com/benefits under Medical/Dental/Vision.
41
42
RETIREE HEALTH CARE ELIGIBILITY
Once you have attained the required years of service and age, you are eligible for health coverage
as a retiree from Oakland County. The eligibility is dependent upon your date of hire as an eligible
for benefits employee. The schedule on the following pages applies to non -represented
employees. If you are represented by a bargaining unit, the dates may vary and you are
encouraged to contact the Retirement Unit to determine which schedule applies to you. In all
cases, except as specified differently by some Sheriff bargaining agreements, you must have
met the requirements specified on the following pages and be at least age 60 with 8 years of
service or age 55 with 25 years of service for coverage to commence.
At age 65, Medicare becomes the primary coverage and the coverage available through the County
becomes secondary. Standard dental coverage and standard vision coverage is also available to retirees.
Employees hired prior to September 21, 1985 are eligible for full family health coverage at
retirement. Age 60 with 8 years of service or Age 55 with 25 years of service.
Employees hired on or after September 21, 1985 and before January 1, 1995. Dates may
vary by bargaining unit.
Total Actual Service Paid Health Coverage
With Oakland Countv Direct Retirement Deferred Retirement
Less than 8 years None None
8 — 14 years One Person* None
15 — 19 years Family One Person*
20 years or more Family Family
*Retiree has the option to pay the difference for a family policy.
43
Employees hired on or after January 1, 1995 and before January 1, 2006. Dates may
vary by bargaining unit.
Percentage of Retiree
At Completion of:
p
Paid Health Care**
Up to 15 Years
0% (No Coverage)
15 Years
60%
16 Years
64%
17 Years
68%
18 Years
72%
19 Years
76%
20 years
80%
21 Years
84%
22 Years
88%
23 Years
92%
24 Years
96%
25 Years or more
100%
. **This is the percentage the County would pay
toward a Single person or Family plan, depending on the
plan the employee was enrolled in at the time of retirement. The employee would be responsible for the
difference between this amount and the current full cost of their -
health plan, plus anv deductibles or co-oays.
1
Employees hired on or after January 1, 2006. Dates may vary by Bargaining Unit.
Vesting Schedule for Employers
At Completion of:
Contribution
Up to 6 Years
0% (Not Vested)
6 Years
60%
7 Years
70%
8 Years
80%
9 Years
90%
10 Yeats or more
100%
44
Appendix F
45
APPENDIX F
MEDICAL OPTIONS COMPARISON (NON -MEDICARE)
Important Note: The information contained on this comparison is intended to be an easy to read summary to help you and your family
make choices among the different options available to you. Be sure to carefully study each option before making your choice. This
comparison summarizes some of the provisions and certain features of each plan. It cannot modify or affect the coverage or benefits
provided in any way. No rightwill 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
BENEFITS ASR Health Rereftss
. -
x�r�•.vrhralfM1bencfif,.coi
e Nelwork(s)
CIGNA, Mohiplan and
s
Physicians Care/HAP
INPATIENT HOSPITAL
CARE
General Conditions
Semi -Private
Drugs
s Intensive Care Unit
100E
s Hospital Equipment
Specral Diets
Nursing Care
OUTPATIENT HOSPITAL: CARE
Emergency Roam Care
$100 co -pay
to Pay
Accidental Injuries
Medical
Co -pay for
Emergencies
accidental injury or if
admitted
Physical Therapy
100%
URGENT CARE
-
Urgent Care Visits
120 co -pay
PREVENTATIVE CARE SERVICES
-- PP02
- PP03 -
HMO -
TRADITIONAL
Blue Cross/Blue Shield
ASR Health Benefits
Health Alliance Plan
Blue Cross/Blue Shield
(HAP)
(Available to Retirees _
-
_
hired prior to 1-1-97)
www.BCBSM.com
--rmw.asrhnlchheneflrscom
www Ti4P.orZ, i
Wµ,w,gCBSM.com
Blue Cross/Blue Shield
CIGNA, Multiplan and
Physicians Care/HAP
Health Alliance Plan
Blue Cross/Blue Shield
90% after deductible
80% after deductible
100%
100%
$100 co -pay
100 co -pay,
....Co-pay,-
"'0 co -pay
$100 co -pay
Co -pay waived for
Co -pay waived for
Co-pay waived for
accidental injury or if
accidental injury, or if
Co -pay warved if admitted
accidental injury or if
admitted
admitted
admitted
90% after deductible
80% after deductible
100%
90% after deductible
$20 co -pay
$20 co-pay
$20 co -pay
909'o after deduchbk
46
Routine Health
Maintenance FCam —
includes chest x-ray,
100%
100%
100%
100%
100%
EKG, cholesterol
screaming 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
services
47
-
- PPOI
PP02
_ PP03 �1
M1 O ''
TRADITIONAL -
AS Health Beaetits
Blue Cross/Blue Shield
ASR Health Benefits
Health Alliance Plan
Blue CrossMuc Shield
_
BENEFITS
-
-
(HAP)
(Available to Retirees
-
hired prior to 1-1-97)
www.asrhealWbeneffscom,
mvw.BCHSA1.com
wrmasrhrrltbbeneGtccom
w _HAP.ore
H,tyw,gCRShLcam
Well -Baby Child Care
Visits
6 visits, birth- 12 mos.
-
6 visits, 13 - 23 mos.
6 visits, 24 - 35 mos.
2 visits, 36-47 mos.
Visits beyond 47 mos.
100%
100%
100%
100%
100%
are limited to one per
member per calendar
year under the health
maintenance exam
benefit
Adult and Childhood
Preventive Services and
Immunizations as
recommended by the
USPSTF, ACIP, HRSA
or other sources as
recognized by BCBSM,
100%
100%
100%
100%
100%
ASR and HAP that are in
compliance vnth the
provisions of the Patient
Protection and
Affordable Care Act
Routine Fecal Occult
Blood Serccumv
100%
100%
100%
100%
100%
Routine Flexible
Siemoidoscopv Exam
100%
100%
100%
100%
100%
Routine Prostate Specific
- -
Antigen(PSA)
100%
100%
100%
100%
100%
Screening
100%
100%
100%
^Subsequent medically
"Subsequentmcdicolly
'Subsequcntmedicaliy
*Routine Mammogram
100%
necessary mammograms
necessary mammogmms
necessary mammograms
and Related Reading
-
performed during dre same
perforned during the same
100%
ptrfmmed during the same
caleudaryeararesubjtctto
calemdarycarareeubjcetto
calendar ytar are subject to
your deductible and percent
your deductible and percent
your deductible and perccnt
cn-msutance.
co-inmmnct
co-insurance
48
"Colonoscopy—Ronun
e 100%
or Medically Necessary
- - -
PPOI
- $ENFFITS 'ASR Realth Benefits
- - ..asrhealtbbenefitscom
MENTAL HEALTH CARE
-
Inpatient Mental Health
100%
Outpatient Mental
$20 co -pay,
Health Visits
Inpatient Substance
Abuse Care Chemical
100%
Dependency
Outpatient Substance
Abuse Cue Chemical
$20 co -pay
Dependency
SPECIAL HOSPITAL PROGRAMS,
-
Hospice Care
100%
Specified Human Organ
100%
Transplants
MEDICAL AND SURGICAL
CARE
Surgery
100%
• Technical Surgical
100%
Assist
• Anesthesia
100%
Maternity Cue
• Delivery
100%
• Pre and Post -Natal
100
Care
Inpatient Medical Care
100%
Inpatient Consultations
100%
00%
"0%
*Subsequent col000scopies
^Subsequent rnlonosenplee
performed during the same
performed during the same
year are subject to deductible
year are subject to deductible
and percent co-insurance.
and percent eo-msuranee
PP02
PP03 - -
Blue Cross/Blue Shield
ASR Health Benefits
aww.BCBSM.mm ''
www.asrheal[hbe¢efits.enm
90% after deductible
80% after deductible
90% after deductible
$20 co -pay
Office Visits $20 co -pay
90% after deductible
80% after deductible
90% after deductible
$20 co -pay
Office visit S20 co -pay
100%
80% after deductible
90% to 100%
Covered according to plan
80% after deductible
ruidelines.
90% after deductible.
80% after deductible
90% after deductible
80% after deductible
90% after deductible
80% after deductible
90% after deductible
80% after deductible
100%
100%
90% after deductible
80%atter deductible
90% after deductible
80% after deductible
100%
*Subsequent colanoscopias
100%
performed during the sane
year are subject to deductible
and pcment co-insurance.
IIMO
- TRADITIONAL
Health Alliance Plan
Blue CrossiBhte Shield,
(Available to Retirees
hired prior to 1-1-97) -
wws.HAP.m"`
www,HCHSM.cnm
100%
100%
$20 co -pay
90% after deductible
120 days (combined with
100%
inpatientcare days), 60 dayy
renewal, (no MM benefitsl.
$20 co -pay
Covered 100% of approved
amount, no Master Medical
Covered up to 210 days
100% of approved amount
Der lifetime.
Covered according to plan
100% in approved facilities
gmdebnes
100%
100%
Voluntary second emgmul
Vohmtary second swgial
opinion; $20 co -pay
opimononcertain,urgcdt,s
100%
100%
100%
100%
100%
10096
IN'% prenatal visits
90% after deductible
$20 co -pay post real visits
100%
General —Unlimited
100%
100%
49
Laboratory & Pathology
100%
90% after deductible
80% after deductible
100%
Covered -$5 or 10%Co-
insurance
Diagnostic Services
100%
90% after deductible
80% after deductible
100%
Covered -$5 or 10 % Co-
insurance
Diagnostic and
Covered - $5 or 10% Co-
*therapeuticRadiology
100%
90% after deductible
80% after deductible
Covered
insurance
-
PPOl',-,PP02
_ `' PP03O
TRADITIONAL
Blue Cross/Blue Shield
BENEFITS
ASR Health Benefits
'Blue Cross/Blue Shield-
ASRHealth Benefits
-
Health Alliance Plan -
-
(Available to Retirees
(RAP)
'prior
-
-
-
� -
hired t61-I-97)
-
www.asrbcalthbcncfittcnm -
ervw.IICRSM.com
www.asrbralthbencfits.com
..HAP.oro
- -
-
_ -
wwrv.RCRSM1iicnm
ADDMONAL BENEFITS
Office Visits
$20 co -pay
$20 co -pay
$20 co -pay
$20 co -pay'
90% after deductible
$20 co -pay
$20 co -pay,
$20 co -pay
Chiropractic Care
Limited to 38 visits per
Limited to 24 visits per
Limited to 38 visits per
Not Covered
90% after deductible
calendar year.
calendaryear,
calendaryear.
Allergy Testing
100%
100%
80% after deductible
$20 co -pay*
90% after deductible
Allergy Therapy
100%
t00%
80% after deductible
100%
90% after deductible
Ambulance Services
90% after deductible
90% after deductible
80% after deductible
100%
90% after deductible
Durable Medical
90% after deductible
90% after deductible
80% after deductible
100%
90% after deductible
Equipment
Diabetic Supplies
90% No Annual Deductible
90% after deductible
8096 after deductible
100%
90% after deductible
Private Duty Nursing
90% after deductible
50% after deductible
50% after deductible
Not Covered
50% No Annual Deductible
100%
Slulled Nursing
100%
90% after deductible
80% after deductible
Up to 730 days renewable
100%
after 60 days.
Assisted Reproductive
Not Covered
Not Covered
Not Covered
100%
One attempt of artificial
Not Covered
Treatment
insemination per lifetime.
Voluntary Sterilization
and FDA Approved
100%
100%
100%
100%
100%
Contraceptive Methods
for females.
50
Plan pays 85%of approved Plan pays 70%of approved plan pays 65%of approved
Out of Network Services amount less applicable co- anaun; after out -of-
pays. network deductiamount after deductible less
ble, less applicable co -pays
applicable co -pays.
- - -
PPOl'
- PP02 -
PP03
'BENEFITS -
ASR Health Benefits
Blue CrossBlue Shield
"' ASR Health Benefits
- ',
www.asrhealfhbenefinrnm
www.BCBSM.<nm '
ww'w:asrhealthbenefiiicom
PROGRAM PROVISIONS
Co -nays: $20 / $100 as
Cam: $20 / $100 as
Co -rays! $20 / $100 as
noted.
noted,
noted.
Deductibles: $200 per
Deductibles: $100 per
Deductibles$250 per
person / $400 per family/per
person/ $200 per
person: $500 per family/per
calendar year where noted,
family/per calendar year.
calendar year,
Co-pays,DeductiblesCo-insurance:
Co-insurance, Annual
In general,
Co-insurance. 10%after
Co-insurance: 20%after
Out
0%;10%after deductible as
deductible as noted. 50%
deductible as noted 50%
imunisk n
Maximums and Lifetime
noted.
for private du nursin
p duty g'
for private du nursing.
p duty
Maximum Dollar
Limitations
Out-of-pocket Coinsurance
Out -of -Pocket Coinsurance
Out -of -Pocket Coinsurance
Maximum $1,000 per
Maximum: $500 per
Maximum: $1,000 per
person/family percalendar
person, $1,000 per family
person/$2,000 per family
ycar.
per calendar year.
per calendar year.
Lifetime Maximum: None
Lifetime Maximum' None
Lifetime Maximum: None
Preferred (Network)
Hospitals:
100% of covered benefits
Non -Network Hospitals;
35% of approved payment
Preferred (Network)
How.
90% of covered benefits,
after deductible
Non -Network Hospitals'
Prefened(Networkl
Hospitals:
80% of covered benefits, less
applicable deductible
Non -Network Hosnnals:
-All services performed
during one visit will be a
one-time $20 co -pay
HMO
Health' Alliance Plan',
(HAP)
www.HAP.or�
Co -pays: $20. noted,
TRADITIONAL
Blue' Cross/Blue Shield
-(Available to Retirees
,hired prior to 1-1-97)
www.BCBSMrom'
Cam: $100 as noted
Deductibles' $200 per
person/ $400 per
family/per calendar year
Co-lnsuro a ce: 10% after
deductible as noted. 50%
for private duty nursing.
Out -of -Packet Coinsurance
Maximum: $1,000 per
family/per calendaryear
Lifetime Maximum: None
Particinatins Hnmitala
100% of covered benefits
Non-oarticitiamm, Hospitals:
51
Payment of Covered
Services
amount
Preferred (Network)
Phvsiciaos -Outpatient
100% after $20 co -pay.
Non -network Phvsm�ans -
Oumatent.
85%of approved payment
amount after $20 co -pay.
70 % of approved payment
amount after outoC-network
deductible
Preferred (Network)
Phvsicians:
100% after $20 ca-pay
Non -network Physicians:
70%of approved payment
amount after outof-network
deductible and $20 co-rrev.
65% of approved payment
amount after deductible.
Preferred (Network)
Physicians-Outothent:
160%after $20 co -pay.
Non -network Phvsi clans -
Ou atient
85% of approved payment
amount after $20 co -pay.
Co -pays as noted.
Inpatient care in acute -care
hospital - $70 a day.
Inpatient care in other
hospitals- $15 a day.
Medicare Surgical:
100% of BCBSM's
approved amount
52
PPOI
BENEFITS ASRHealthBenefits
µ li
www.aYrhealMFenefin:coin
PRESCRIPTION DRUG P-cOCRAM
NAVITUS
NAVITUS
Parthaire ine Network
Pharmacies: Covered, co -
(Except HAP, which
pays, $5 Most
have their own
Geneneg/Some Brands; $20
prescription coverage).
Preferred Brands/Some
Genencs; $40 Non-
www navitus com
Preferred Brands, Select
Birth Control pills covered
$0 co -pay.
NoviXus Pbrrmacy
Non-Particioatinrmon-
Services-
Network Pharmacies' Paid
Mail Order
at 75%ofallowed cost, less
www.noviaus.cnm
$5, $20 or $40 co -pay
Note: While in the
hospital, drugs are
covered anderyonr
health plan,
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 loner term basis, a three-
month supply can be
obtained for a one month
co -pay at your local
pharrnxcy.
PP02
Blue Cross/Blue Shield
wN+s.BCRSNt.com
NAVITUS
Particinatine Network
Pharmacies: Covered, co -
pays, $5 Most
Generics/Some Brands,
$20 Preferred
Brands/Some Generics;
$40 Non -Preferred Brands.
Select Birth Control pills
covered $0 co -pay.
Non-ParticlnanngNon-
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 along tern 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
ASRHealth Benefits
N'N' W.1iYhblfhll¢nCfl¢cnn�
NAVITUS
Participating Network
Pharmacies. Covered, co -
pays, $5 Most
GenericslSome Brands; $20
Preferred Brands/Some
Generics; $40 Non -
Preferred Brands. Select
Birth Control pills covered
$0 co -pay.
Non-Particioatine/Non-
NetworkPharmacies 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 longterm basis, a three-
month supply can be
obtained for a one month
co -pay at your local
pharmacy
HMO
'Health Alliance Plan
(HAP)
o,,vHAP.or--
HAP
Partici erting./Network
Pharmacies: *Covered, cu-
pays $5 Most Generic; $20
Select Brand name, $40
Non -Preferred. Select
Birth Control Pills covered
$0 co -pay.
Non -Network Pharmacies:
Not Covered.
Ifyou request a
prescription be filled with
a brand name drug and
there is a generic available,
you will be responsible for
the full cost differential
between the cost of the
brand and the co -pay of the
generic drug If your
doctor makes the request,
you will be responsible for
the her 3 co -payment.
Also, available for
maintenance drugs taken on a
long-term basis. A 35 day
.,ply., 106 doses.
whichever is greater, can also
be obtained for a one month
co -pay st your loeal
phamacy.
A 90 day supply of
mantenance cbruy may be
-TRADITIONAL
Blue Cross/Blue Shield
(Available to Retirees
hired prior to 1-1-97)'
wYvw:BCBSM.cnm
NAVITUS
Participating Network
Pharmacies: Covered, co-
pays, S5 Most
Generics/Some Brands; $20
Preferred Brands/Some
Generics; $40 Non -
Preferred Brands. Birth
Control pills covered $0 co -
pay
Non-Paricinatine/Non-
Network Pharmacies. Paid
at 75 % of allowed cost, less
$5, $10 or $40 co -pay,
NoviXus
Also, available is the mail
order program for drugs
taken on a longterm basis
A three month supply can
be ordered for a one month
co -pay.
Also, available for
maintenance drugs taken on
a longterm basis, a three-
month supply can be
obtained for a one month
co -pay at your local
Pharmacy
53
obtained through mail order.
NOTE Hearing aids and services are not covered underony Oakland County medical plans. At the time this booklet went to press, the Impact of The Patient Protection
and Affordable Core Act is still being evaluated andplon modifications may occur. Please refer to the www.ocbenefitr. cam webs Re for the most up-to-date information.
54
55
Appendix G
OAKLAND COUNTY MEDICARE SUPPLEMENTAL PLAN OVERVIEW OF BENEFITS
The Oakland County Medicare Supplemental/Retiree Plan is designed to provide levels of benefits after
Medicare makes a primary payment. Benefits that are payable are subject to the terms and conditions of
the plan.
Medicare Services' and Limits CoreSource/Trustmark Coverage and Limits After
Medicare Deductible Met
Hospital -Inpatient
• Facility 100% of Medicare approved amount
® Physician 100%
Surgery 100% of Medicare approved amount
Emergency Room
• Illness/Accidental Injury 100% of Medicare approved amount, subject to $100 co -pay
(co -pay waived if admitted or accidental injury)
Urgent Care Not Covered; Medicare may pay 80%
Allergy Testing and
Injections
100% of Medicare approved amount
Ambulance
100% of Medicare approved amount
Anesthesia
100% of Medicare approved amount
Blood
100% of Medicare approved amount
Cardiac Rehabilitation
100% of Medicare approved amount
Chemotherapy
100% of Medicare approved amount
Chiropractic Care
• Office Visits, Spinal
Not Covered,- Medicare may pay 80%
Manipulation, and
Adjustments
• X-rays and Modalities (hot Not Covered
packs, massage therapy, etc_) unless approved by Medicare
56
Consultations
• Inpatient
• Outpatient
Dialysis
Home Health Care
(Up to 100 visits per calendar
year)
Medicare, Services and, Limits
Hospice
• Inpatient
(30 days per lifetime)
Outpatient
($5,000 per lifetime)
Laboratory Testing
Medical Equipment and
Supplies
Mental Disorders and/or
Substance Abuse Expenses
• Inpatient
• Outpatient therapy
(excluding office visit)
Occupational Therapy
Office Visits
Orthotics
Physical Therapy
Pregnancy Related Expenses
- Mother
100% of Medicare approved amount Not
Covered; Medicare may pay 80%
100% of Medicare approved amount
100% of Medicare approved amount
For purposes of determining this benefit, a visit by each nurse or therapist
and a visit by a home health aide of up to 4 hours constitutes one visit.
CoreSource Coverage and Limits
100% of Medicare approved amount
100% of Medicare approved amount
100% of Medicare approved amount
100% of Medicare approved amount
100% of Medicare approved amount
100% of Medicare approved amount
100% of Medicare approved amount
Not Covered; Medicare may pay 80%
100% of Medicare approved amount
100% of Medicare approved amount
100% of Medicare approved amount
57
Prescription Drugs
(Navitus)
Retail 34-dav or 90-dav suno_ iv_
Tier I $5
Tier II $20
Tier III $40
Mail Order 90-dav suon_ lv
Tier I $5
Tier II $20
Tier III $40
Prosthetic Devices 100% of Medicare approved amount
Radiation Therapy 100% of Medicare approved amount
Skilled Nursing Facility -
Inpatient 100% of Medicare approved amount
(100 days per benefit period)
Medicare Services and Limits CoreSource Coverage and Limits -
Speech Therapy 100% of Medicare approved amount
Transplants 100% of Medicare approved amount
Weight Management (Excluding
office visits and weight loss 100% of Medicare approved amount
programs)
X-rays 100% of Medicare approved amount
® Preventive Care as defined by PPACA (Patient Protection Affordability Care Act)
. Physical Examination 100%
(One visit per calendar year)
• Immunizations (Including 100%
administration)
Influenza
Pneumococcal
Hepatitis B
zosters
Chickenpox
M-
• Mammography
(Age 40 and over each year for
breast cancer screening)
• Cervical Cancer or Cervical
Dysplasia Screening
(One per calendar year)
• Prostate Cancer Screening
— Prostate Specific Antigen Test
(PSA)
— Digital Rectal Exam
• Colorectal Cancer
Screening
(Age 50 and over)
59
100%
100%
100%
100%
Appendix H
8
M.
r .. s i• x F r r
OAKLAND COUNTY MERIT SYSTEM
HUMAN RESOURCES - OAKLAND COUNTY EXECUTIVE
Effective Date I I ❑
11
INSTRUCTIONS
Department Head: After discussing evaruaum: wnn =m000vc=. rirc curv�o. cc d.=
orieimd Bold coot/. make a coot/ for your records and forward a coot/ to the
Human Resources Deuartment. If this is a Merit Performance Review, the Merit
Increase (Employee Transaction) Corm must accompany it
MERIT PERFORMANCE REVIEW Step
PERIODIC PERFORMANCE
REVIEW Year
TO THE DEPARTMENT DIRECTOR / DIVISION MANAGER / SUPERVISOR
EMPLOYEE ID NUMBER IEMPLOYEE NAME ICIASSIFICAUON
DEPARTMENT I DMSION I DEPARTMENT9 I POSITION NUMBER
Performance appraisals are used by most employers in order to communicate performance expectations to all employees and to review past work performance. In
Oakland County, probationary employees receive performance reviews as part of the probationary process on a separate probationary status form. Employees not at
the top of their salary range receive a MERIT performance review on this form at the time of a merit increase review. Those employees at the top of their salary
range receive a periodic performance review on this form at 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
QUANTITY of WORK.. ... ....... ...............................................
QUALITY of WORK.................. _......................... ...... ....... .
ADAPTABILITY............ .............................. ......._.............. .
COOPERATION with FELLOW EMPLOYEES .....................
COOPERATION with SUPERVISION........... ................. ......
ATTENDANCE and PUNCTUALITY— ..... . ---- ..............
OTHER TRAITS (Specify): .....
❑ ......................
❑ ...... ...........
❑ ...........
........... ❑ ...... ........
..... ❑
❑..........................
❑.....................
❑...................
❑......... ...........❑
❑ .........................
❑ ...................
❑ ..................
❑ .....................
❑
❑ ........................
❑..........
........ .. ❑ ..................
❑ ....... ............El
El
D
❑ .........................
❑ ..................
❑ ....................
❑ .................
❑
❑ ..............
.... ... .. ❑ .................
❑ ......_._...
.... .... ❑ ........_..........
❑
REMARKS (Please note any specific instances of outstandingly good or poor performance or behavior)
NOTE: If this appraisal is in conjunction with a Merit Increase, and it is being disapproved, please state the next date you wish to review the employee-s
performance on the enclosed employee transaction form under "Remarks."
Signature of person initially drafting evaluation
Initials of other Supervisors reviewing evaluation
Signature of Department Head/Division Manager
We have discussed this evaluation
Human Resources Department's copy reviewed by:
0gmoa
Date
Date
Date
Title
Date
Employee Signature Superviwr Signature