HomeMy WebLinkAboutResolutions - 2022.06.23 - 37423BOARD OF COMMISSIONERS
June 23, 2022
MISCELLANEOUS RESOLUTION #22 226
Sponsored By: Kristen Nelson
Human Resources - Collective Bargaining agreement Fiscal Years 2022, 2023, and 2024 Supplemental
with the United Auto Workers, Local 889 (UAW), Representing Corporation Counsel and Risk
Management Supervisory and Non -Supervisory Employees
Chairperson and Members of the Board:
WHEREAS the County of Oakland and the United Auto Workers, Local 889 (UAW) have negotiated a
supplemental Collective Bargaining Agreement for supeivisory and non -supervisory employees in the
Corporation Counsel/Risk Management Department for the period of May 12, 2022, through September 30,
2024: and
WHEREAS the parties have agreed that all Supervisory and Von -Supervisory classifications will be
represented by this bargaining unit, excluding Litigator, Senior Corporation Counsel-HR%LR, Field Claims
Investigator and Field Claims Investigator Senior; and
WHEREAS the parties have agreed to tenns pertaining to general wage increases for Fiscal Years 2023, 2024,
4/10 work schedules and workspaces, overrinhc, healthcare and retirement benefits, Bar Association dues, filling
of vacancies, and the use of outside counsel,
NOW THEREFORE BE IT RESOLVED that the Oakland Comity Board of Commissioners approves the
attached proposed Supplemental Agreement between the County of Oakland and the United Auto Workers,
Local 889, covering the period of May 12, 2022, through September 30, 2024, for supervisory and non -
supervisory employees in the Corporation Counsel and Risk Management Divisions.
BE IT FURTHER RESOLVED the Board Chairperson, on behalf of the County of Oakland, is authorized to
execute said supplemental agreements as attached.
BE IT FURTHER RESOLVED the FY 2022 — FY 2024 budgets are amended as detailed in the attached
Schedule A.
Chairperson, the following Commissioners are sponsoring the foregoing Resolution: Kristen Nelson.
Date: June 23, 2022
David Woodward, Commissioner
Y�ri��i4r
Date: June 24, 2022
Hilarie Chambers, Deputy County Executive 11
r/
P
Date: June 30, 2022
Lisa Brown, County Clerk / Register of Deeds
COMMITTEE TRACKING
2022-06-14 Legislative Affairs K Govermnent Operations - recommend and forward to Finance
2022-06-15 Finance - recommend to Board
2022-06-23 Full Board
VOTE TRACKING
Motioned by Commissioner Charles Cavell seconded by Commissioner Michael Gingell to adopt the attached
Collective Bargaining Agreement: Fiscal Years 2022, 2023, and 2024 Supplemental with the United Auto
'workers, Local 889 (UAW), Representing Corporation Counsel and Risk Management Supervisory and Non -
Supervisory Employees.
Yes: David Woodward, Nliehael Gingell. Karen Joliat. Kristen Nelson, Eileen Ko-,vall, Angela Powell.
Thomas Kuhn, Chuck Moss, Marcia Gershenson, William Miller III, Yolanda Smith Charles, Charles
Cavell, Penny Luebs, Janet Jackson, Gary McGillivray, Robert Hoffman, Adam Kochenderfer (17)
No: Christine Long, Philip Weipert (2)
Abstain: None (0)
Absent: (0)
Passed
ATTACHMENTS
1. UAW Corp Counsel Risk Mgmt Supplement
2. Corp Counsel Risk Mgmt UAW - Schedule A_updated 6-9-2022
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 June 23.2022, 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, Tune 23, 2022,
Lisa Brown, Oakland C'amn Clerk / Register of Deeds
Supervisory and Non -Supervisory Employees
•
AMERICA (UAW) LOCAL 889.
May 12, 2022 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 12th day of May for the classifications recognized below.
Recognition:
• All supervisory and non -supervisory classifications of the Corporation Counsel/Risk
Management Department, excluding those classifications referenced in the Letter of
Agreement dated October 21, 2021 as well as Litigator, Senior Corporation Counsel -
HR/LR, Field Claims Investigator and Field Claims Investigator Senior.
Wages and Wage Increment Schedule:
127 84,937 89,060 93,183 97,306 101,430 105,553 109,676 113,799
Corporation
Counsel
Assistant
128
89,184
93,513
97,842
102,172
106,501
110,830
115,160
119,489
Corporation
Counsel Senior
Insurance Risk
126
80,893
84,820
88,746
92,672
96,600
100,527
104,454
108,380
;Administrator
(Legal Secretary
110
37,058
38,856
40,656,
42,454
44,253
46,053
47,851
49,650
(Paralegal
116
49,661
52,072
54,482
56,893
59,303
61,714
64,126
66,536
Risk
119
57,489
60,279
63,070
65,860
68,651
71,442
74,233
77,023
Management
Claims Analyst
Supervisor
119
57,489
60,279
63,070
65,860
68,651
71,442
74,233
77,023
Administrative
Services
TechnicalOffice112
40,856
42,839
44,822
46,806
48,789
50,772
52,756
54,739
Specialist
'Transactional
130
98,325
103,098
107,871
112,645
117,417
122,191
126,963
131,737
4ttorney
Corporation
Counsel
Support
117
52,144
54,675
57,207
59,738
62,269
64,801
67,331
69,863
(User
Specialist I
UserSupport120
60,363
63,293
66,224
69,154
72,084
75,015
77,945
80,875
Specialist 11
i
dletin Board:
Pursuant to Article 11.3 of the Master Agreement, the employer shall provide one
additional bulletin board at Corporation Counsel as well as one at Risk Management.
ternative 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. Approval for an employee to work a
4/10 schedule shall not be unreasonably withheld by the Department Head.
Holiday Pay and Overtime with Alternative Work Schedules:
• All employees working a 4/10 schedule, where the holiday falls on a day in which they
are normally scheduled to work, shall receive ten (10) hours holiday pay.
• All overtime eligible 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.
Memberships and Dues:
• The Employer shall pay dues to the State Bar of Michigan (including one sectional dues
amount) and the Oakland County Bar Association for employees covered by this
agreement.
Michigan Rules of Professional Conduct (MRPC):
The Employer recognizes that employees covered by this agreement must adhere to the
MRPC. Employees cannot be requested or required to provide an opinion, advice,
recommendation, ortake any action that is contrary to law or the MRPC.
Shared Workspace:
The Employer and Union recognize the confidential nature of the work performed by
employees covered by this agreement. Therefore, employees may continue to work in
individual offices and workstations. Employees shall not be required to "hotel" or share
a workspace.
County Provided Phones:
Employer shall provide fully functioning smartphones to employees with the following
Class Titles: Assistant Corporation Counsel, Assistant Corporation Counsel Senior, and
Transactional Attorney Corporation Counsel. Classifications provided with county
smartphones agree to be covered by the county electronic communications policy.
Use of Outside Contractors:
® The basis for reduction in force shall not be for the purpose of increasing the
engagement of outside counsel services.
The County agrees to use best efforts to fill a vacant attorney position within 180 days
of the position vacancy, but for just cause may request an extension of time for filling
the vacancy, which shall not be unreasonably withheld.
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, President
UAW Unit Chairperson—SupervisoryEmployees
UAW Unit Chairperson — Non -Supervisory Employees
FOR THE EMPLOYER:
County Executive
Chairperson, Board of Commissioners
Director, Human Resources
Oakland County, Michigan
UAW Local 889 Supplemental Agreements
Schedule "A" Corporation Counsel Supervisory & Non -Supervisory
R/E
I Fund Name
Division Name
Fund # I
Division # I
Fund Affiliate I Program # I
Account #
Account Title
Fringe
Benefit Fund (67800)
E
Fringe Benefit Fund
Non Dept Fnnge Benefits
FND67800
GGN9011501
PRG183190
SC730499
Deferred Comp -County Pmis
E
Fringe Benefit Fund
HR Weliness
FND67800
CCNIO50521
PRG183192
SC732148
Wellness Screenings
E
Fringe Benefit Fund
Non Dept Fnnge Benefits
FND67800
CCN9011501
PRG183190
SC796500
Budgeted Equity Adjustment
Total Expenses
General Funtl (10100)
E
General Fund
Non -Departmental
FND10100
CCN9090101
PRG196030
SC730359
Contingency
E
General Fund
Corporation Counsel
FND10100
CCN1010501
PRG140101
SC731213
Membership Dues
Total Expenditures
FY 2022 FY 2023-26
Amendment Amendment
$ 8,000 $ 24,000
400 1,200
(6,400) (25,200)
$ (1,445) $ (5,780)
1,445 5,780
LETTER OF AGREEMENT (LOA)
This Letter of Agreement ("Agreement") is entered into on this I day of
.A03"52021, 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:
U
ITS: wi n- 'Wdi.<
OF
M
ITS: t -VIL I ll i� V/?
1 L
1
I.a a a L 1.,li
MERICA (UAW) LOCAL 889.
December 7, 2020 through September 30, 2024
AGREEMENT
Between
COUNTY OF OAKLAND
and
U.A.W. LOCAL 889
Supervisory Unit � C)(A
December 7, 2020 through September 30, 2024
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
Article14:
Seniority ------------- —---------------------------------------------------------------------------------
10
Article 15:
Layoff, Recall and Transfers ------------------------------------------------------------------------
10
Article16:
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
Article 30:
Retiree Insurance ---------------------------------------- —-------------------------------------------
23
Article 31:
Emergency, Inclement Weather, Facility Closures --------------------------- —--------------
23
Article 32:
Training and Certifications-------------------------------------------------------------------------24
Article 33:
Casual Days-------------------------------------------------------------------------------24
Article 34:
Remote Work Study Group -------------- —--------------------------------------------------------
24
Article 35:
Termination or Modification ------------ —---------------------------------------------------------
24
Appendix A: Wages and Wage Increment Schedule------------------------------------------------------
27
Appendix B: Current Medical Plan Options Comparison --------------------------------------------------
29
Appendix C: Current Dental Plan Options Comparison ----------------------------------------------------
37
Appendix D: Current Vision Plan Options Comparison----------------------------------------------------40
Appendix E: Current Retiree Health Care Eligibility--------------------------------------------------------42
1
Appendix F: Current Medical Options Comparison (Non -Medicare) -
Appendix G`: Current Medical Option (Medicare Supplemental Plan)
Appendix H: Performance Appraisal Form --------------------------- -----
Agreement
This Agreement entered into on the 711, day of December, 2020 between the County of Oakland,
hereinafter referred to asthe Employer, and UAW Local 889, hereinafter referred to as the Union,
on behalf of all regular employees of the duly recognized and clearly defined collective bargaining
units, as set forth in Article 1, Recognition. It is understood and agreed between the Parties that
all Supplemental Agreements are in full force and effect with the individual bargaining units set
forth in the Recognition provision below and the Supplemental Agreements shall be a part of this
Master Agreement as though set forth herein.
Purpose and intent
The general purpose of this Agreement is to set forth terms and conditions of employment, and
to promote orderly and peaceful labor relations for the mutual interests of the Employer, its
employees and the UAW.
The Parties recognize that the best interests of the community and the job security of the
-employees depend upon the Employer's success in establishing a proper service to the
community.
To these ends, the Employer and the UAW encourage to the fullest degree friendly and
cooperative relations between the respective representatives at all levels and among all the
employees.
Non -Discrimination
The parties recognize that the Employer is legally and morally obligated to guarantee to all
citizens a fair and equal opportunity, and to these ends agree that no person shall be denied
employment or membership in the Union, nor in any way to be discriminated against based on
age, race, color, sex, sexual orientation, gender identity, religion, genetic information, physical
or mental handicap, height, weight, national origin, creed, union affiliation, political affiliation
and any other protected criteria under any federal, state or county law or policy.
3
Article 1
Recognition
1.1 Pursuant to and in accordance with all applicable provisions of 336 of the Public Acts of
1947 and Act 379 of the Public Acts of 1965, as amended, the Employer does hereby
recognize the Union as the sole and exclusive representative forthe purpose of collective
bargaining with respect to wages, hours and other terms and conditions of employment
for the term of this Agreement for all employees described below provided it is agreed
and understood that the County of Oakland does not, by entering into this Agreement,
purport to assume control or exercise jurisdiction in those areas where statutory and
constitutional powers have been exclusively vested in County or State elected and/or
appointed officials.
1.2 All full-time supervisory employees of the Oakland County Clerk/Register of Deeds Office,
excluding all elected and appointed officials.
Article 2
Employee Defined
2.1 Regular Full -Time Employee: A "Regular Full -Time Employee" is an individual employed
in a full-time budgeted position. Regular full-time employees are entitled to benefits as
specifically outlined in this Labor Agreement.
Article 3
Probationary Period
3.1 Probationary Period for New Employees: All employees newly hired into this bargaining
unit shall be required to successfully complete a probationary period. The length of said
probationary period for a full-time employee, shall be the first six (6) months of
employment from the date of hire. During the probationary period of a new employee,
s/he may be terminated at any time without the right of appeal or a statement of cause.
3.2 Probationary Period for Promotions, Demotions, Reclassifications, Lateral Transfers,
Bump or Recall: Employees promoted to a classification with a higher maximum salary
or reemployed in this bargaining unit shall serve a probationary period of six (6) months
from the date of change in classification. During the probationary period of an employee
who has had a change in classification, the employee may be returned to his/her former
classification at anytime without the right of appeal or statement of cause. Such decision
shall be within the sole discretion of the Employer.
4
Article 4
Representation
4.1 The Union shall notify the Employer in writing of the names) 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.
S
Article 6
Management Rights
6.1 The Employer retains and shall have the sole and exclusive right and authority to manage
and operate its affairs, including all of its operations and activities; to decide the number
of employees; to establish the overall operations, policies and procedures of the
Employer; to assign employees to shifts in order to adequately staff shifts with
appropriate personnel; to schedule the shifts of all employees; to direct its working force
of employees; to determine the methods, procedures and services to be provided; to
comply with P.A. 390, as amended, known as the State's Emergency Management Act and
the County's Emergency Management resolution as well as all related plans, policies and
procedures covered by these statutes. All of such rights, except as expressly limited by
this agreement, are vested exclusively in the Employer.
Article 7
Maintenance of Conditions
7.1 Unless expressly provided by the terms of this agreement, or by subsequent agreement
between the parties, wages and benefits in effect at the execution of this agreement shall,
except as improved herein, be maintained during the term of this agreement.
7.2 In the event of significant anticipated changes in hours or conditions in employment, the
union shall have the right to seek discussions for mutually agreed upon adjustments in
the compensation or working conditions of employees.
Article 8
General Conditions
8.1 The Union shall be notified fourteen (14) days in advance of anticipated permanent major
changes in working conditions and discussions shall be held thereon. The Union will have
the opportunity to bargain any such changes upon written notice to the County.
8.2 Employees elected to any permanent full-time Union office or selected by the Union to
do work which takes them from their employment with the County, shall at the written
request of the Union be granted a leave of absence without pay. The leave of absence
shall not exceed two (2) years, but it may be renewed or extended for a similar period at
any time upon the written request of the Union.
8.3 Any employee on approved Union leave of absence will continue to accumulate Union
seniority while on leave but will not receive credit toward "Length of County Service" for
fringe benefit purposes under Rule 22, Oakland County Merit System.
8.4 A non-exempt employee called into the office and required to work over -time which is
not contiguous to the employee's regular work schedule, shall be entitled to a minimum
of two (2) hours work Monday -Friday and three (3) hours on the weekend of pay for at
the time -and -one-half rate.
8.5 When requested in advance with the Human Resources Labor Relations Unit, the County
will allow use of available rooms for union meetings during non -working hours.
Article 9
Strikes and Lockouts Prohibited
9.1 The Parties hereto recognize that it is essential for health, safety and public welfare of the
County that services to the public be without interruption and that the right to strike is
forbidden by the Statutes of the State of Michigan.
9.2 Under no circumstances will the Union cause or authorize its members to take part in any
strike, sit-down, stay -in, or slowdown.
9.3 The Employer agrees that it shall not lock out the employees covered by this agreement
or supplemental agreements.
Article 10
Representation and Fees and Dues
10.1 To the extent that the laws of the State of Michigan permit, it is agreed that:
10.2 Employees will be represented by the bargaining unit and may authorize the Employer,
to deduct appropriate fees or dues to remit to the Union.
10.3 Upon written authorization from an employee, the Employer shall deduct from the
wages, all fees and dues as are prescribed by the Union and/or this Agreement. Such
employee and the Union hereby authorize the Employerto rely upon and to honorwritten
certification by the Treasurer of the Union the amounts to be deducted.
10.4 All authorizations delivered to the Employer prior to the first day of the month shall
become effective during that succeeding month. Monies will be deducted from the
second paycheck of each month and shall be remitted together with an itemized
statement to the Union local treasurer within 14 days after the deductions have been
made.
7
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 forthe remittance or payment of any sum other than that constituting actual
deductions made from wages earned by employees.
10.10 The Union will, indemnify and save harmless the Employer from any and all claims,
demands, suits and other liability by reason of action taken or not taken by the Employer
for the purpose of complying with this Article.
10.11 Should there be a conflict between the dues authorization form signed by the employee
and this Article of the labor contract, this Article shall be controlling.
Article 11
Union Bulletin Boards
11.1 The Employer will provide conspicuous locations for secure locking style bulletin boards
in the respective departments and locations, which may be used by the Union for posting
notices bearing written approval of the Unit Chairperson on the following topics:
11.1.1 Notices of Union Meetings.
11.1.2 Notices of Union Elections and results of said Elections.
11.1.3 Notices of recreational, educational and social events.
9
11.2 The bulletin board shall not be used by the Union for disseminating propaganda and shall
not be used by the Union for posting or distributing materials of a political nature.
11.3 The Employer will provide one (1) bulletin board in the Elections Division and one (1) in
Legal/Vital Records. The location and number of additional bulletin boards will be
addressed in Supplemental agreements.
11.4 The Union Representatives shall have use of County office equipment including but not
limited to fax, e-mail and phones to communicate with the UAW Regional offices, UAW
Local offices or other UAW Unit Chairpersons. Communication by e-mail to the
membership is permitted for official Union business only (i.e. notice of membership
meeting or notice of ratification meeting).
Article 12
Change of Address
12.1 Employees shall notify the County of any change of address.
12.2 The County shall furnish to the Local Union, on a quarterly basis, the Names and
Addresses of all Employees covered by this Agreement.
Article 13
Special Conferences
13.1 Special Conferences mutually agreed upon will be arranged between the President of
Local 889 and the Director, Human Resources and Labor Relations or designated
representative, for purposes of discussion of important matters. Such meetings shall be
between up to three (3) representatives of the Employer (County Attendees will be
identified and given to the Union within 48 hours of the special conference) and up to one
(1) representative of the international Union, one (1) representative from the local Union
and one (1) employee representative of the Union unless the Parties mutually agree to
include additional persons.
13.2 Arrangements for such -Special Conferences shall be made in advance, in writing, and an
agenda of the matters to be taken up at the meeting shall be presented at the time the
conference is requested and agreed upon. Matters taken up in Special Conferences shall
be confined to those included in the Agenda.
N
13.3 A special conference shall be scheduled within ten (10) working days after the request is
made to be held at a future date mutually agreed upon. The Employer or Union, as the
case may be, shall respond in writing to the other party within fifteen (15) working days
following the special conference.
13.4 The members of the Union shall not lose pay for time spent in such Special Conferences
Article 14
Seniority
14.1 New employees may acquire seniority by working six (6) continuous months, in which
event the employee's seniority will date back to the date of hire into the department.
14.2 When the employee acquires seniority, his/her name shall be placed on the seniority
list, in the order of his/her seniority date. An up-to-date seniority list shall be furnished
to the Union every six (6) months or an employee is added or removed from the list.
14.3 An employee shall lose his/her seniority for the following reasons:
14.3.1 If the employee resigns or retires;
14.3.2 If the employee is discharged, and not reinstated;
14.3.3 If the employee is absent from work for three (3) working days, without properly
notifying the Employer, unless a satisfactory reason is given;
14.3.4 If the employee does not return to work at the end of an approved leave;
14.3.5 If the employee does not return to work when recalled from a layoff.
Article 15
Layoff, Recall and Transfers
15.1 If and when it becomes necessary for the Employer to reduce the number of employees
in the work force, the employees will be laid off within their classification in reverse order
of their seniority, based on capability of performing available jobs, and shall be recalled
in the order of their seniority within their classification. In order to avoid layoff an
employee may displace lower seniority employees within the bargaining unit in equal or
lower rated classifications provided they have the present ability to satisfactorily perform
the available work within minimal orientation (within two weeks).
15.2 The County agrees to notify the Union when the Employer's decision is made of any
anticipated layoff. Such notification will occur within ten (10) working days of reaching
the layoff decision.
15.3 Employees shall have the right to recall based on their seniority within their classification
if a position becomes available.
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 back to the bargaining unit, they shall have as their
seniority date, the seniority date they had at the time of the transfer.
15.5 Superseniority. The Unit Chairperson and Steward(s) forthe purpose of layoff and recalls
to work following such layoff only, for the term of their office, shall be considered as
having more seniority than any other employee within their functional unit. They shall
be last to be laid off for lack of work or funds from their unit and the first to be recalled
to work in their unit following such layoff providing they have the then present ability to
satisfactorily perform the available work in such area without additional training.
Article 16
Job Postings
16.1 Examinations for classifications covered by this contract shall be announced with a
definite announced period for the acceptance of applications.
16.2 The last date for the acceptance of applications shall be clearly stated on the official
examination announcement and in the official newspaper announcement of the
examination. There will be no newspaper announcement for promotional examinations.
16.3 This filing period shall be at least seven calendar days.
16.4 Applications must be received at the County Human Resources Department before 5:00
p.m, on the announced last date for filing applications, be electronically submitted with
confirmation or be postmarked on or before that date in order to be accepted.
Article 17
Temporary Assignment
17.1 Temporary assignments are made at the discretion of the Employer in order to ensure
orderly performance and continuity of services. A regular employee temporarily assigned
to a higherjob classification for a period in excess of fifteen (15) consecutive working days
will receive the minimum rate of the higher classification or one increment added to their
current salary, whichever is greater. The employee temporarily assigned must have the
current ability to do the available work and meet the minimum qualifications of the higher
classification,
17.2 The employee temporarily assigned shall be eligible for increments until the maximum
salary for the temporary assignment is reached. Payment for such temporary assignment
must be authorized in writing by the Department Head and approved by the Director,
Human Resources and Labor Relations before the salary adjustment is made.
11
17.3 The table set forth in Appendix A, Wages and Wage Increments, shall be utilized to
approve or disapprove increments pursuant to this provision.
Article 18
Performance Appraisal
18.1 An employee may receive an annual performance appraisal from their immediate
supervisor. Such appraisal shall be on the form listed in the appendix. No other appraisals
or surveys will take place without an opportunity for review and discussion with the
Union.
Article 19
Procedure for Individual Compensation Review
19.1 If, in the opinion of an employee, the duties and responsibilities of that employee have
evolved to a state that the compensation the employee currently holds is not reflective
of the current job duties, then the employee may apply for an individual compensation
review (ICR) as follows:
19.1.1 The employee shall make a request for an ICR, in writing, to the Human Resources
Department with copies to the Unit Chairperson and to the Department Head.
19.1.2 Contained in the written request must be the following:
19.1.3 The current compensation the employee holds; title, or compensation level, in the
Collective Bargaining Agreement to which the employee feels he/she is entitled;
and, supporting documents and reasons why the employee feels the new change
in compensation is warranted.
19.2 The Human Resources Department shall begin its investigation of any request for
compensation review submitted pursuant to this Article of the Collective Bargaining
Agreement within sixty (60) working days after receipt by the Human Resources
Department. The Human Resources Department will, within sixty (60) working days
following the commencement of the investigation, complete the investigation and
provide a written recommendation.
19.3 The employee requesting the ICR will have the opportunity to respond to the written
recommendation in writing or request a meeting with the Human Resources Department
in order to provide additional information. Present at this meeting, if requested, shall be
the Unit Chairperson, a designee from the local Union, the employee requesting the ICR,
the Department Head and/or designee, and a representative from the Human Resources
Department. Within thirty (30) working days of the aforementioned written
recommendation or meeting date, if applicable, the Director — Human Resources will
state the determination in writing to the employee and to the Unit Chairperson.
12
19.4 Should the Union be dissatisfied with the result of this procedure; the Union may request
a Special Conference under this Agreement. There shall be no appeal to the Grievance
Procedure.
19.5 Upon completion of the ICR process, no request for an ICR shall be processed from the
same employee for a period of one (1) year unless additional duties or responsibilities are
assigned to the employee.
Article 20
Discipline and Discharge
20.1 Discipline:
Should circumstances warrant, a non -probationary employee may be disciplined for just
cause. Examples of offenses for which employees may be disciplined include but are not
limited to:
20.1.1 Conduct or performance on the job which indicates a lack of ability to adequately
perform the duties of the position or classification held by the employee.
20.1.2 Conductor performance on the job which indicates a failure to produce the quality
of work the position or classification requires.
20.1.3 Conduct or performance on the job which indicates a failure to produce the
quantity of work the position or classification requires.
20.1.4 Conduct or performance on the job which demonstrates insubordination, which
is defined as a refusal to follow appropriate written or oral procedures,
instructions, or directions from a supervisory employee or department head.
20.1.5 The solicitation or acceptance of money or anything of value to influence the
decisions of an employee in public matters or as a reward for such decisions.
20.1.6 Being under the influence of alcohol, narcotics or any other controlled substance
while on the job.
20.13 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. 115tea ling, misappropriation or conversion of County property or the property of
other employees or inmates, patients or clients of any County institution or
department.
20.1.12The willful violation of any reasonable Departmental or County rule or regulation
which has been adopted in written form and is known, or reasonably should be
known, to the employees involved.
20.1.13Has engaged in political activities restricted under Section VI, Subdivision L of the
Merit System Resolution and Rule 19 of these Merit System Rules.
13
20.1.14 Has willfully failed to pay personal bills to the point that creditors garnishee the
wages or salary of a County employee and cause a burden on the County.
20.1.15 Personal appearance or lack of cleanliness while on the job which exhibits
symptoms of lack of hygiene and bringing unpleasantness to clients of the County
or other County employees.
20.1.16 Reporting for a scheduled work assignment in clothing or other aspects
contributing to appearance, which an authorized supervisory employee or
department head has reasonably advised the employee is not acceptable or
appropriate for the work assignment or duties performed by that employee.
20.1.17 Have been convicted of a felony.
20.1.18 Has been convicted of a misdemeanor involving moral turpitude or casting doubt
on the employee's ability to properly perform his or herjob.
20.1.19 Assigning overtime to oneself orto other employees without proper approvals in
accordance with County overtime procedures and/or knowingly working overtime
and incurring costs for the County where such overtime was not assigned or
approved in accordance with County overtime procedures.
20.1.20 Unlawful manufacture, distribution, dispensing, possession or use of a controlled
substance in the workplace.
20.1.21 Failure to notify authorized supervisory employee or department head of any
criminal drug statute conviction for a violation occurring in the workplace within
five days after such conviction.
20.1.22 Engaging in any act of violence or threats or other violations of the Oakland
County Workplace Violence Policy.
20.2 Disciplinary actions or measures may include, but are not limited to, the following: oral
reprimand, written reprimand, suspension or discharge.
20.3 Employees in the bargaining unit shall be entitled to their right to representation at an
interview, meeting or during an investigation that the employee reasonably believes
could result in disciplinary action or discharge.
20.4 If the Employer feels there is just cause for disciplinary action, the employee and his/her
Unit Chairperson will be notified in writing that the employee has been so disciplined.
Such notification shall contain the charge(s) against the employee.
20.4.1 Any disciplinary action or measures imposed upon an employee may be processed
as a grievance through the regular grievance procedure as provided for in this
Agreement. The Union shall have the sole right to take a suspension and/or
discharge as a grievance at the 3rd Step of the Grievance Procedure, and the
matter shall be handled in accordance with this procedure.
20.4.2 If the Employer has reason to reprimand an employee, when possible it shall be
done in a manner that will not embarrass the employee before other employees
or the public.
14
20.4.3 Records of disciplinary action other than suspensions shall remain in the
employee's personnel file for a period of one year, unless, prior to the end of said
one-year period, the employee is disciplined for a similar incident. In such case,
the records of both disciplinary actions shall be maintained in the employee's
personnel file for an additional six months, or a total of one and a half years for
each incident based upon the date of occurrence. Suspensions will remain in the
file indefinitely.
Article 21
Grievance Procedure
21.1 The Parties intend that the grievance procedure as set forth herein shall serve as a means
for a peaceful settlement of all disputes, including use of the Personnel Appeal Board,
that may arise between them concerning the interpretation or operation of this
Agreement without any interruption or disturbance of the normal operation of the
Employers affairs.
21.2 Any employee having a grievance in connection with his/her employment must present
it to the Employer within fifteen (15) days after occurrence of alleged grievance as
follows:
21.2.1 Step 1 -Verbal: The employee must first discuss the specific grievance with his/her
immediate Supervisor. A Steward shall be present at this meeting; otherwise, the
complaint shall not be considered a formal grievance, as outlined in this Article.
The immediate Supervisor shall attempt to adjust the matter consistent with the
terms of this Agreement as soon as possible, and shall, within five (5) days give a
verbal answer to the employee.
21.2.2 Step 2 - Written Department Head: If the grievance is not settled at the verbal
step, a written grievance may be filed by the Unit Chairperson or designee with
the employee's Department Head within ten (10) days after the immediate
Supervisor's response at Step 1. When a grievance is reduced to writing, it shall
contain the name, position and department of the grievant, a clear and concise
statement of the grievance, the issue involved, the relief sought, the date the
incident or violation took place, the specific section(s) of the Agreement alleged
to have been violated, the signature of the grievant, the signature of the Unit
Chairperson or designee and the date the grievance is reduced to writing.
Inadvertent omission of minor information will not prejudice the processing of the
grievance.
21.2.3 A meeting shall be held between the Parties within ten (10) days, unless mutually
waived in writing. Within five (5) days after the completion of the meeting, or the
waiver thereof, the Department Head shall give a written answer to the Unit
Chairperson or designee.
15
21.2.4 STEP 3 — Manager, Labor Relations: If the grievance is not settled in Step 2, such
a grievance may be submitted by the Unit Chairperson or designee to the Director
- Human Resources, with a courtesy copy to the Department Head, within ten (10)
days after the Department Head's written response has been received by the Unit
Chairperson or designee. A grievance number shall be assigned when the
grievance is submitted to Labor Relations.
21.2.5 The Unit Chairperson or designee must make a request in writing to conduct a
Step 3 grievance meeting and the Parties shall conduct a Step 3 meeting within
twenty (20) days of the receipt of the Unit Chairperson's written request. The
Union representatives at said meeting may include, at the Union's discretion, the
Unit Chairperson or designee, the grievant, the Steward and a UAW
Representative. In addition, a witness(es) may be in attendance if deemed
necessary by both Parties.
21.2.6 The decision of the Manager -Labor Relations or designee shall be given in writing
to the Unit Chairperson within ten (10 days of the completion of the Step 3
meeting).
21.2.7 Personnel Appeal Board: In all matters of discipline, the Union may elect to appeal
a grievance denial in Step 3 to the Oakland County Personnel Appeal Board (PAB).
Notice of an appeal to the PAB must be provided to the Manager of Labor
Relations within ten (10) days after the Union's receipt of Step 3 decision. The
PAB's rules shall apply in such hearing.
21.2.8 In cases of a suspension greater than five (5) days or discharge only, if either the
Union or the County disagree with the ruling of the Personnel Appeal Board, either
party may appeal the dispute to arbitration pursuant to the procedures set forth
in Step 4 below. Such appeal must be served upon the other party in writing within
five (5) days after the party's receipt of a written decision of the PAB.
21.2.9 If the employer appeals a discharge ruling of the PAB, the County will not contest
unemployment compensation and restore health care from the date of the PAB
decision until such time as the Arbitrator issues their decision on the appeal.
16
21.2.10 STEP 4: Arbitration: If the grievance is not resolved at Step 3, the Unit
Chairperson or designee has thirty (30) days, (except as stated above for
suspension and discharge cases, appealed from a PAB ruling), from the receipt of
the Step 3 answer to file a Notice of Intent to Arbitrate, by sending a letter to the
Director — Human Resources. The Notice of Intent to Arbitrate shall identify the
name of the Arbitrator selected by the procedure set forth below. If the Unit
Chairperson or designee fails to request arbitration within this time limit, the
grievance shall be deemed not eligible to go to arbitration.
21.2.11 If the Parties agree to resolve the grievance, its disposition shall be reduced to
writing and signed by both the Union representatives and Employer
representatives.
21.2.12 Selection of the Arbitrator: Within thirty (30) days of the receipt of the written
demand for arbitration, the party seeking arbitration shall notify one of the
arbitrators from the permanent panel of arbitrators who are listed below.
Selection shall be made on a rotation basis with the arbitrator listed first as the
one who will hear the first case. The next arbitrator on the list will hear the second
case and so on until each arbitrator shall have heard a case. Once the list has been
exhausted, the Parties will go back to the beginning of the list and start the
selection process over with the first name on the list. The Arbitrators are as
follows:
1. Paul Glendon
2. Mario Chiesa
3. Mark Glazer
4. Benjamin Wolkinson
21.2.12 An arbitrator may be removed from the list by written consent of both parties
during the life of the Agreement. Upon such removal, no further cases will be
assigned to that arbitrator, but the arbitrator will hear and decide any cases
already assigned to him/her. Within thirty (30) days after such removal, the
Parties shall meet and mutually agree upon another arbitrator to replace the
arbitrator removed. The newly selected arbitrator will be placed on the list in the
numbered position of the arbitrator he/she replaces. An arbitrator may remove
himself/herself from the list at any time.
21.2.13 The Party seeking arbitration shall notify the arbitrator within ten (10) days of
his/her selection and begin to arrange the scheduling of the arbitral hearing.
21.2.14 Upon mutual written agreement of the Parties, an arbitrator may hear more than
one case.
21.2.15 Authority of the Arbitrator: All arbitration hearings shall be governed by the
rules of the Michigan Employment Relations Commission (MERC) to the extent
that those rules are not inconsistent with this agreement.
17
21.2.16 Any arbitrator selected shall have only the functions and authority set forth
herein. The scope and extent of the jurisdiction of the arbitrator shall be limited
to those grievances arising out of and pertaining to the respective rights of the
Parties within the terms of this Agreement. The arbitrator shall be without power
or authority to make any decision contrary to or inconsistent within any way, the
terms of this Agreement or of applicable laws or rules or regulations having the
force and effect of law. The arbitrator shall be without power to modify or vary in
any way the terms of this Agreement.
21.2.17 The arbitrator shall have no power to establish or modify job classifications, to
establish wage rates, or to change any existing wage rate, work schedule, or
assignment, except for grievances arising out of the Wage Rates for New
Classifications article.
21.2.18 In the event a grievance is submitted to an arbitrator and the arbitrator finds that
he/she has no jurisdiction to rule on such grievance, it shall be referred back to
the Parties without an answer or recommendation on the merits of the grievance.
21.2.19 To the extent that the laws of the State of Michigan permit, it is agreed that any
arbitrator's decision shall be final and binding on the Union and its members, the
employee or employees involved, and the Employer.
21.2.20 The decision of the arbitrator shall be in writing and due within thirty (30) days of
the close of the hearing. This time limit may be waived by mutual written consent
of the Parties.
21.2.21 The fees and approved expenses of an arbitrator will be split equally by both
parties.
21.3 General Conditions:
21.3.1 Withdrawal of Grievances: A grievance may be withdrawn and, if so withdrawn,
all financial liability shall be cancelled. In the event, however, UAW International
Executive Board reinstates a grievance it is in agreement that the grievance shall be
reinstated. If the grievance is reinstated, the financial responsibility shall date only from
the date of reinstatement. If the grievance is not reinstated within twenty (20) days from
the date of withdrawal, the grievance shall not be reinstated.
21.3.2 Computation of Back Wages: All claims for back wages shall be limited to the
amount of wages that the employee would otherwise have earned less any
unemployment compensation and other interim earnings of compensation received for
employment obtained subsequent to removal from the payroll of the Employer.
18
21.3.3 Time of Appeals: Any grievance not appealed within the time specified in the step
of the Grievance Procedure, shall be considered settled and not subject to further review.
In the event that the Employer shall fail to supply the Union with its answer to the
particular step within the specified time limits, the Union may appeal the grievance to the
next step with the time limit for exercising said appeal, commencing with the expiration
date of the Employer's period for answer.
21.3.4 Nothing contained herein shall be deemed to abrogate or limit the rights
guaranteed by existing statutes or court decisions.
21.3.5 Time limits may be extended or shortened by mutual written consent of the
Parties.
21.3.6 All references to days as they pertain to the Grievance Procedure shall mean
"working days". They do not include Saturdays, Sundays and designated holidays.
21.3.7 Records, reports and other relevant information pertaining to a grievance which
are requested by the Union shall be made available within five (5) days (if easily
retrievable by the County) for Inspection and copying by the Union, provided the proper
representative of the Union makes a request for the specific document referenced above
and, if applicable, the affected employee has authorized, in writing, the release of said
information.
21.3.8 Nothing in these grievance and arbitration procedures shall limit the rights of
employees to pursue statutory claims for violation of law with private counsel.
Article 22
Wage Rates for New Classifications
22.1 When a new classification is established by the Oakland County Human Resources
Department that is to be placed in the bargaining unit, the Employer shall place the new
classification in the Wage Schedule that is found in the respective Bargaining Unit's
Supplement to this Agreement. If the Union does not agree with the Wage Schedule
that was assigned by the Employer, the Union may submit the assignment of the Wage
Schedule to the Grievance Procedure at the Third Step.
Article 23
Wage and Increment Schedule
23.1 Bargaining Unit Wage and Increment Schedules are attached to their respective
Supplement and are part of this Agreement.
19
Appendix A
Wages and Wage Increment Schedule
WAGE INCREMENTS
1. WAGES:
Deputy County
127
83,682
87,744
91,906
95,868
99,931
103,993
108,055
112,117
(Chief
Clerk
Deputy Register
12S
75,902
79,586
83,271
86,955
90,640
94,324
98,009
101,694
lChief
of Deeds
DirectorElections127
83,682
87,744
91,806
95,868
99,931
103,993
108,055
112,117
(Elections Specialist
119
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 58,8SS 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
ii. Director of Elections
iv. Election Specialist
27
Article 24
Eligibility for Employee Benefits
24.1 Unless otherwise noted below, all employees and their eligible dependents shall become
eligible for employee benefits beginning the first day of the month following their date of
hire. Except that, an employee hire date after the 15' 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:
25A.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
25.4.15 Longevity
Article 26
Employee Benefits
26.1 Medical and Insurance Benefits: Except as set forth below there will be no changes to
current benefit levels through September 30, 2024.
26.1.1 The County may change carriers and plans as long as the benefits are comparable.
26.1.2 The County will not make any changes in the insurance programs that will result
in bargaining unit employees having increased costs for employee contribution,
co -pays, co-insurance and deductibles over current levels (as of November 1,
2020) of more than $1,000 total over the term of the agreement. Any agreed
amount changes resulting in an increase in costs will not occur prior to January 1,
2022.
26.2 The Union also agrees to participate in the Employee Benefits Task Force by providing two
employees within the bargaining unit, one will be the primary and another designee. This
task force will begin in January 2021.
26.3 The relevant Benefit Guides are attached (see Appendix) and the Plan Documents are
incorporated herein by reference to the same extent as if they were specifically set forth,
except as provided and amended by this agreement.
26.3.1 Included but not limited to:
26.3.2 Dental Insurance
26.3.3 Employer paid disability
26.3.4 Employee Assistance Program
26.3.5 Flexible Spending Accounts
26.3.6 Health Insurance
26.3.7 Hearing benefit: Please note this is offered through Hartford as an added benefit,
there is no guarantee that this can be offered through another carrier.
26.3.8 Employer Paid Life Insurance
26.3.9 Optional Supplement Life Insurance
26.3.10 Vision Insurance
26.4 Wellness: The County agrees to increase the annual payment for an annual physical from
$100 to $150.
26.5 Annual Leave Buy Back: The County will follow the resolution set by the Board of
Commissioners in August 2020.
21
26.6 Retirement:
26.6.1 The County will raise the match within the 457(b) plan from $500 to $1,500 per
year.
26.6.2 The County agrees that any changes made to retirement benefits with both the
DB and DC for unrepresented County employees and union represented County
employees, but not to include Oakland County Deputy Sherifrs Act 312 or interest
arbitration eligible bargaining units, will also be made for employees in this
bargaining unit.
26.7 Tuition: The current reimbursement maximum shall be $1,400 per semester and $4,200
annually. Should the amount be raised by the Board of Commissioners such increases will
also be made to employees in this bargaining unit. Parameters concerning the tuition
benefit are referenced in the Oakland County Merit Rules.
Article 27
Hazard Pay
27.1 State of Emergency: In the event of a declared State of Emergency where the public is
ordered to remain home by either the Governor, County Executive or County Health
Officer, those employees deemed "essential" and exempted from the provisions of the
"stay home" order may receive Hazard Pay for time spent at their worksite.
27.2 Should the county pay Hazard Pay to its employees, it shall be paid in an amount
determined by the Board of Commissioners.
27.3 Payments shall cease the pay period following the termination of the "stay home" order
Article 28
Social Security and Medicare
28.1 The Employeragrees to provide Social Security and Medicare coverage to employees who
are subjectto mandatory withholding underfederal law and to employeeswhose position
require coverage under a Section 218 agreement between the State and the Social
Security Administration.
22
Article 29
Reimbursement for Mileage Expenses
29.1 Employees shall have the option of using a county pool vehicle when conducting county
business.
29.2 Employees electing not to use a county pool vehicle, shall be reimbursed for mileage
expenses in accordance with the County's established procedures.
29.3 Employees who use their personal vehicle for County business shall be reimbursed at the
IRS federal standard mileage rate for all miles driven in County service.
Article 30
Retiree Insurance
30.1 Bargaining unit employees shall be eligible for the current retiree insurance and
retirement health savings plan as set forth in the current rules. Eligibility for these
programs shall extend beyond the expiration date of this agreement for employees
covered by this agreement provided it is understood between the parties that the County
shall have the right to change insurance carriers and plans for retirees so long as the
benefits remain comparable.
Article 31
Emergency, Inclement Weather, Facility Closures
31.1 Weather Emergency
Employees who are unable to report to work on their regularly scheduled shift because
of severe weather or other conditions which interfere with access to their work sites may
use accumulated paid leave to cover their absences. Employees who do not have
sufficient accumulated leave to cover their absences will not be paid for the time absent.
31.2 Facility Closure
If a situation arises that causes facilities to close, the employee shall be paid for their
regularly scheduled work shift.
23
Article 32
Training and Certifications
32.1 Employees who have attained or are completing professional certifications in their field,
shall be entitled to complete the necessary requirements to maintain those certifications.
32.2 The Employer shall pay for conference registration, session fees and necessary travel to
maintain or acquire the professional certification.
32.3 The Employer shall pay for required trainings and related travel that are necessary for the
performance of an employee's job duties.
32.4 Any expenditure set forth in the sections above shall be subject to prior written approval
by the department director or his/her designee before such expenditures are incurred,
but such approval shall not be unreasonably withheld and it is understood that a
maintenance of job related certifications is encouraged and desired by the County.
Article 33
Casual Days
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 asthe Employer
casual dress code is observed. Employees are to be mindful of the activities of the day
and dress appropriately for each activity.
Article 34
Remote Work Study Group
34.1 The County agrees to form an employee task force to study and provide
recommendations on remote work practices to be implemented once the COVID-19
pandemic is no longer deemed a public health crisis. The Union may designate a member
of this bargaining unit as a representative to serve on the task force, along with
representatives of other County bargaining units and non -represented employees.
Article 35
Termination or Modification
35.1 This Agreement, including its appendices, shall remain in full force and effect until
midnight, September 30, 2024.
35.2 If either party wishes to terminate or modify the Agreement, said party shall provide
written notice to the other party to the effect. Said notice shall be made no longer than
one hundred twenty (120) days prior to the termination date in Section 35.1, above. If
neither party gives a notice of termination or modification, or if each party giving notice
24
of termination or modification withdraws said notice prior to the termination date in
Section 35.1, above, this Agreement shall continue in full force and effect from year to
year thereafter, subject to timely notice of termination or modification by either party in
subsequent year(s) of an extended Agreement.
35.3 Notice of termination or modification shall be made in writing and shall be sent by
Certified Mail. If said notice is made to the Union, it shall be sent to UAW Region 1, 27800
George Merrell Drive, Warren, Michigan 48092; if said notice is made to the County, it
shall be sent to Oakland County, Director - Human Resources and Labor Relations, 2100
Pontiac Lake Rd, Waterford, MI 48328; address changes shall be made available to the
other party, where applicable.
35.4 It is agreed and understood that the provisions contained herein shall remain in full force
and effect so long as they are not in violation of applicable Statutes and Ordinances and
remain within the jurisdiction of the County of Oakland.
35.5 Article 30, Retiree Insurance, is not subject to the termination date in Section 35.1, above.
The termination of this agreement shall not act as a termination of the insurance benefits
of current retirees, who's benefits shall remain subject to the conditions set forth in
Article 30.
25
Signatures
In witness whereof, the County of Oakland and its Office of the County Executive, by its Director,
Human Resources and Labor Relations Department, and representatives, UAW, Local 889, on
behalf of its represented employees, hereby cause this Agreement and Appendices to be
executed.
FOR THE UNION: FOR THE EMPLOYER:
UAW Region I, International Servicing Rep. fount Executive /
1 /
UAW Local 889, 1't Vice -President
oei/1 � rpe25n
UAgUni�Chai
Chairperson, Board of Commissioners
✓r^ lm
Director, Human Resources
26
4. Employees will continue to receive a merit step increase for the remainder of the FYE 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. Al%equity adjustment will be made to a I I current me m be rs of the bargain ingu nit upon ratification
of this contract based on current regular annual salary.
9. October 1, 2021: 1% general salary increase and a me too based on non -represented annual
general salary increases.
10. October 1, 2022: 1% general salary increase and a me too based on non -represented annual
general salary increases.
11. October 1, 2023: 1% general salary increase and a me too based on non -represented annual
general salary increases.
28
Appendix B
1 1
Current Medical Plan Options
B
Comparison
29
APPENDIX B
IMPORTANT NOTE, This document is not a contract It is intended to provide a comparison of available benefit options and to summarize the provisions and features
of each plan. Please refer to the Summary Plan Document (SPD) to confirm coverage details. Every effort has been made to ensure the accuracy of this document.
In the event that the information contained in this document differs from the SPD, the information contained within the SPD will prevail. This document does not
establish or determine eligibility for benefits or procedures, nor does it constitute an amendment, modification or change to the SPD or to any existing contract. All
coverage is subject to medical necessity guidelines as outlined in the SPD.
-In order to be eligible for benefits as specified in the SPD, sendces received by a Covered Person must bead ministered 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.
"'w' 14 of li' 'm ll ei �9 .I It II '11WJ Nll'uII
AVAHLABLE TO ALL AVAILABLE TO ALL .AVAILABLETOALL AVAIL.A BLE TO ALL ONLY.AVAMABLETO
FNIPLONIEES EMPLOYEES EMPLOYEES EMPLOYEES EMPLOYEES
CURRENTLY ENROLLED
PPOI PP02 PP03 HMO TRADITIONAL
BENEFITS ASR Health Benefits
www,asrbeallh henefit<xom
Employee Bi-Weekly
S32 / $65 / $75
Contributions
NO COVERAGE
Option
Nenvork(s)
HAP Alliance Haaltb&Life
PPO / Physicians Cue /
CIGNA / Mult4d.
Deductible(s)
$200 per persom'5400 per family
oe-cale.dary.+.
Coinsurance
0% far most services, 10%after
deductible as noted.
Coinsurance Maximum
S 1,000 per Peuaavfamily per
calenderyea
I INPATIENT HOSPITAL C..RE
General Conditions 100%*
Semi -Private Drugs
Intensive Care Unit
Meals
HospiUl Equipment
Spee,al Diets
Nursmn Care
I OUTPATIENT HOSPITAL CARE
Emergency Room Car. $100 copay
Acoidenhal Inimies
Blue Cross/Blue Shield
ASR Health Benefits
Health Alliance Plan
PPO Community Blue
(HAP)
Plan
www.IICISNLcom
..asrheolthbenefimcam
v_w_,,� IIAP..,
$42/$70/S85
S161$35/$45
$321$65/S75
Refer to the 2020 Your Total Compensation Statement for (Earnings) amount.
Won Cross/Blue Shield
$100 per persoN$200 per
fancily ne, calendarvcar
10%afier deductible as
noted 50% far private duty
$500 per pemorv$1,000 per
family per calendar year.
1 90% after deductible*
$100 copay
HAP Allionce Health & Life
PPO/PhysicimtsCare
/
CIGNA/Mt,160 n
$250 per penon/S500 per
family net caleadayear
20%afte, deductible as
noted. 50%after deductible for
vnvate dv nursurg.
SI AM per peison/52,000
per family per ealeodaryear.
80% afler dedu.dble*
Ilealdr Aniaoce Plan
HMO
No Deductible
No Counamuce
Not Apphcable
Blue Crass/Blue Shield
Traditional Plan (BCfBS)
www.B(BSNLcnm
S52 / $89 / S94
Blue Cres W.e Shield
S200 per peraun/$400 per
family per calendar year
10% after deductible as
noted 25%for private duty
nursimi
$1,000 per persoo/farady
per calendar year.
100%* 100-W
Banatnc Copay: $1,000
$100 wpay, deductible and $100 eolmy $100 repay
coinsurance nray also apply for
30
BENEFITS
Medical Emergencies
Physical Therapy
EMPLOYEES
PPO1
ASR Health Benefits
swseauhcN@benefits.rnm
Copay waived for
accidental injury or if
,admitted
106%.
I URGENT _CARE
I Urgent Cue Visrt.
j $20 Copay
I PREVENTATIVE CARE SERVICES-
- Routine Health Maintenance
100°eo*
Eevm — includes chest,' -my,
EKG, ebolerteroi scmareng
and
other select lab llmredmas
I Rouune Physical
100%*
Routine Gynecological
100-
B am
RouNno Pap Smear
100%
Screening— laboramry and
pathology services
Well -Baby Child Care
100%*
Vts,m
* 6 visits, birth through 12
mondrs
• 6 visits, 13 mmrdu
through 23 months
• 6 visits, 24 months
trrou4t 35 months
• 2 vths, 36 months
tbrongh 47 months
* Visimb yeod47
mondrs are limited on
one per member per
ealendarvear
EMPLOYEES
PP02
Blue Cross/Blue Shield
PPO Community Blue
Plan
www BCRSM.com
Copay waived for awidoma]
injury or if admitted
9016 after deducdble*
60 combined visits per calendar
year.
AVAILABLE TO ALL
EMPLOYEES
PP03
ASR Ifealth Renefits
www.ast
some services. Copay waived
far accidental mjury or if
admitted
80at afterdeductible*
1 $20 Copay
100%*
EMPLOYEES
HMO
11"Ith Alliance Plan
(HAP)
wwvv.HAP.or�
Copay waived ifadmitted
100%*
beludes Speech Therapy
and Occupational Therapy
Up to 60 consecutive visits
per benefit period May be
rendered at home.
f S20 Copay
100%*
ONLY.AVAILABLE TO
EMPLOYEES
CURRENTLY ENROLLED
TRADITIONAL
Blue Cross/Blue Shield
Traditional Plan (BC/BS)
www.BCMNtcanr
Copay waived for accidentA
injury or if admitted
90%after deductible-
60 combined or consecutive
visits per calendar year.
I
I 9096 after duducublc* t
100%*
100%*
100%*
100%,
100%*
100%*
100%*
10W
100%*
100%*
100%*
100%* 1
100"%*
100%.
100%*
100%*
Plan covers S visit (birth
No hunts a. ..her of visits
Plan covers 8 visit (birth
0rrough 12 months).
through 12 months),
31
BENEFITS
EMPLOYEES
PPOI
ASR Health Benefits
www.asrhealrhbenefirn.cnm
ender the beald,
malntenm,ae exam benefit
Adult and Childhood
100%•
Preventive Services and
bnmunizauons as
rccommcoded by the
IISPSTF, ACIP, HRSA or
other sources as recognized
by BCBSM, ASR and HAP
that arz in complimw with
ire provaions of the
Paticut Protection and
Affordable
Care Act
Routine Fecal Ocadt Blood
100%*
se.coin¢
Rnutine Flcxiblc
100 ,
Sia roidrompy Exam
Routine Prostate Specific
100%*
Antieen (PSA) Screenmu
Routine Mamn,ogron, and
100%4
Related Rading
Coloaoscopy— Routine or lWV
1edically Necessary
MENTA L H EALTH CARE
lnpauent Mental Heald, 100%*
Outpaurnt Menal Health $20 copay
Visils
AVAILABLE TO ALL
AVAILABLE TO ALL
AVAILABLE TO ALL,
ONLY AVAILABLE To
EMPLOYEES
EMPLOYEES
EMPLOYEES
EMPLOYEES
CURRENTLY ENROLLED
PP02
PP03
HMO
TRADITIONAL
Blue Cross/Blue Shield
ASR Health Benefits
Health Alliance Plan
Blue Cross/Blue Shield
PPO Community Blue
(HAP)
Traditional Plan(BCIRS)
Plan
".RCBSA1eom
ihwm•.asrbalthhenefih.u�m
www.HAP.o�y
www.BCBSrILcnm
t00%4
100%'
100%*
100%'
100%"
100%.
100%"
100%*
100%t
10o%-
100%'
100%e
100%.
100%*
100%*
100%"
100%
100%•
100%*
100%.
NOTE: Subsequeataoa ieally
NOTE: Medically necessary
NOTE: Subsequent medieally
accessary rearumograms
mazumognuus are subject to
necessary mammograms
perfom,cd during the same
your deductible and percent
performed during die same
calendar ye a are subjett to
couhsumuce
calendar year are subject to
your dedueuble and pcmmn
your deduedble and perxnt
comsuance.
cohracauce
100%+
100%.
100%*
NOW
NOTE: Subsequent
NOTE: Subsequent
NOTE: Subsequeut
wlonoscopies performed
ooleneseopiesperforood
colomoscopica performed
dnnmg We Same calendar year
during the same calendar year
during the same calendaryear
are subject to your deductible
are subject to your deductible
are subjact to your dedueuble
and percent counwanee
and Percent coinsurance.
and percent coinsurance.
90% after deductible"
80% after dedueuble'
100%.
90%afterdeducdble-
I $20 wPay
$20 copay
I
Office Visits $20 copay
32
AVAIL.ABLETOALL
AVAILABLE TO ALI,
AVAILABLE TO ALL
AVAILABLETOALL
ONLY.AVAILABLETO
EMPLOYEES
EMPLOYEES
EMPLOYEES
EMPLOYEES
EMPLOYEES
CURRENTLY ENROLLED
PPOI
PP02
PP03
HNIO
TRADITIONAL
BENEFITS
ASR Health Benefits
Blue CrosOBlne Shield
ASR Health Benefits
Health Alliance Plan
Blue Cross/Blue Shield
PPO Community Blue
(HAP)
Traditional Plan (BURS)
Plan
wasrhealthbunefin.cnm
www. BCBSM.eom
wwnv.asrhealthhenefits ant.
w.1l,AP.av
wwwXMISM-avan
nt lnpatieSubstance Abuse
t00%'
90%aeerdeductible*
80%aRerdeduc0ble*
100°aeww
100°6'
Care Chenncal Denea laaaw
Outpatient Substance .Abuse
$20 copay
90%afterdeductible*
$20 wpay
$20 copay
10o%` 1
Care Chemical Dependency
OR. visit $20 copay
In approved £acuities only
I SPECIAL HOSPITAL PROGRAMS
I-
-
I
Hospice Care
t00°%'
L00%'
80%after dcehso ibla"
Covewd up to 210 days per
100 % of.ppruved amount
ilot.
Spzcified Htunan Organ
100°0'
90% to 100%
80%afkrdeductiblc"
Covered according to plea
100% in approved facilities l
Transplants
Covered amordmg to plan
guidelines.
I MEDICAL AND SURGICAL
CARF,
Surgery
100%*
90%aRerdeduebble'
80%aftordeductible*
160%'
100W
Voluntary sccondsmgical
Voluntary second surgical
opinion;$20 copay.
opinion on certain swaeries.
Technical Surgtcat Assist
t00%'
90%aRerdeducnble'
30%afterdeductible"
t00%'
100%*
Anesthesia
100%'
90% after deductible"
80% after deductible"
t00%'
1000W
1 Maternity Care Dolivery
t00%*
90% utter deductible"
80%a her deductible"
I00%0
100%' 1
Pre -and Pax -Natal Care
t00%-
100°0*
100%for some pre .col vises;
100%pre-natal visits'
100%pre-natal visits
otherwise 80%after
S20 copay poso-notal visits
90%after deductible post-
deductible+'
natal visits'
I Inpatient Medical Care
1009b'
90% after deducible*
80%after deductible'
100%*
t00%* i
I Inpatient Consultations
100°°'
90% after deducubte'
80% after dedocruble'
t00%*
t00%' 1
Laboratory K Pathology
I00%*
99%.ttardedaebblc*
80% alter deduetiblo'
t00%*
90% after deductible* 1
I Daagnoabe Sevrees
t00%'
90% after deductible'
80% after deductible*
100%*
90% alter deductible* 1
Diagnostic and Therapeutic
100%'
90%after deducubk'
80% after deductible"
Covered'
90% after deductible* 1
Radiology
I ADDITIONAL BENEFITS
Office Visits
$20 copay
$20 copay
S20 copay
S20 copay
90% after deductible'
Chiropractic Care
$20 copay
$20 copay
$20 copay
Not Covcmd
90% after deductible*
Limited to 38 visits per cacndar
Limited In 24 visits per
Limited to 38 visits per
Limited to 38 visits par
year,
a." year.
calerlaryear.
calendar year.
I Allergy TastmS
t00%'
100"m*
30% after deductible'
$20 copay
90% after deducuble*
Allergy Therapy
t00%`
t00%-
80% afterdeducfible*
100"0"
90%after deductible'
Ambulance Services
90% after deductible*
90% after deducuble*
30% after deductible*
toD%*
90% after deducubte*
33
AVAI"HLE104LL
AVAILABLE TO ALL
AVAITABLE TO ALL
WAIf_kHLV, TO ALL
ONLY AV.AILAM.E TO
EMPLOYEES
EMPLOYEES
EMPLOYEES
EMPLOYEES
EMPLOYEES
CURRENTLY ENROLLED
PPOI
PP02
PP03
HMO
TRADITIONAL
BENEFITS
ASR Health Benefits
Blue CmssBlue Shield
ASR Health Benefits
Health Alliance Plan
Blue Cross/Blue Shield
PPO Community Blue
(HAP)
Traditions) Plan (BCBS)
Plan
""..srfteafthbenefits.cont
wxov.RCBSM1icom
xmm ssrhuilthbenefCs.com
u-uw.Ii4N.n�
wnw.8(.'Bti ALcnm
Durable Medical Equrpmcut
90%afterdeducbble"
90%after deductible"
80%afterded..614 *
100%-
Drabetie Supplies
90% No Amoral Dcducubie'
90%afterdeduenbler
80%rderdtdtwble*
100%,
190%aftcrdeducdble"
90% after deductible*
private Duty Nursing
90%afurdeduebble•
50%aftecdeduenble•
50% after deduenble"
Not Covered
75% after deduenble' J
Skilled Nosing
100%e
90%.flerdeducrible'
80°oafterdeductdde"
100%
100%*
Up to730 day.,
renewable after 60 days -
Assisted Reproductive
Not Covered
Not Covered
Not Covered
100%.
ill
Not Covered
Treatment
One attempt ofartificial
im,mu um. per lifetime.
Volnnfmy Stenlianioa and
100%.
100%`
t00%*
t00%"
t00%ns
FDA Approved
Contraceptive Methods
PROGRAMPROWSSONS
Out ofNet mk Services
In general, Plan pays 85%of
Plan pays 70% cfappmved
In general, Plan pays 65%of
Not covered except for
approved amount less applicable
amount, after outof-mm mrk
approved amount after
em rgrori.
copays. For diabetic supplies,
dedocnbfe, less applicable
deductible less applicable
durable medial equipment, and
capays,
copays. For ptivata duty
private duty nursing, Plan pays
nosing, Plan pays 50%of
75 %ofapproved amount after
approved amount after
deductible (if aPpyr.ble).
deductible.
PaymentofCovered
Prcfared Nenvori:) Hrmirala,
Pm&md Ncr, A-)Hcs ua)
Prafarat INc valet Hnmoal"
Copaye as noted.
POic' tin H usis:
Services
100°ooEmvrdba,efi%.
90%ofa vvred benefits, after
80% of covered b.6u, lus
100% of crvemd benefits
Non-Nclwork Hosninls:
deduc661a
applirablededuedid,
Non-prtiduarm, Hnmitelz
85%of2pproval payment amotmt
Na Network Harm..
Nop-NAwodr Hosoimis;
inprten[mre in acute arc
P,efen1(Nchvekl Phvsltiau-
70%of approvadpaymmt
65% of approved paymwvt
hospital-$70a
OuroazirnC
aoram ee out-ccnetwode
a mountafferdedacrble.
Inpliemcareoro erhospitals-
WON.afterS20mpay,
deductible
Prefined(N.rk)PhwinTM-
Sly a day.
Nan -network Plrvciclav-
Acfated Nchvmkl Plovinaa.
Onand
Medieue Smt7al:
Owe
100%akerS20aopa3.
100%aRcrS20cepay.
100%ofBCR3M,sapprmed
85% of approval payment ammaa
Nnn-netwmk Pl,ciri:tnn;
amuunt
aftcr$20 eopay.
70%of approvodpaymeol
Do®r me
amount aftaoutroF-netwodc
M. of approved Payma4
daluemble and $20 cepay,
anount after $20 eapay.
34
BENEFITS
EMPLOYEES
PPO1
ASR Health Benefits
www.asrheml
I PRESCRIPTION DRUG PP.OGRAM
Retail Prescription Navihvs
Carrier w.navius or.
Mail Order Prescription NoviXtts
Carrier vvw\v,nnvi..scom
AVAILABLE TO ALL
EMPLOYEES
PP02
Blue Cross/Blue Shield
PPO Community Blue
Plan
EMPLOYEES
PP03
EMPLOYEES
HMO
ONLY AVAI LA RLE TO
EMPLOYEES
CURRENTLYENROLLE➢
TRADITIONAL
ASR Health Benefits Health Alliance Plan Blue Cross/Blue, Shield
(HAP) Traditional Plan (BCBS)
thbenefiet.com rvoov-RCRSM.com y+vw,.xrhealthbenefies.<arn u+ow.HAP.or'�
NOTE: Hearing aids and services are not covered under any Oakland Counn, wedroal plans.
ParfidPating/Nmrv.rk
Pharmacies
Noe-P.t6dpafing/Yon-
NenvorkPharmacies
Mairaccomer Drugs
Covered / Copays:
Tic' 1: $5 Most Gm'ks/Some
Brands;
Tier 2' $20 Prefaxd
bi.dsrSome Generics;
Tier 3: S40 Non -Preferred
products (could include both
brand and generic)
Select Birth Control pills
covered $0 copay.
Paid at die m-netwmk cost. less
$5, $^_0 or S40 copay.
Nf.mearanoe drugs taken oa a
loner norm basis can be filled as a
three-rmmh supply fora ome-
month copay through either the
Mad Order Drug tamer or at a
retail pharmacy,
Navitus
vv.novims can,
Nov Xus
vv. aovisna.enm
Covered / Cnpays:
Tier 1; $5 Most Generics/Some
Brands;
Tier 2S20 Referred
Brands/Some Generics;
Tier 3: S40 Neel o,fened
products (could include both
brand and generic)
Select Buth Control pills
covered $0 copay.
Paid at the in-netwod, cost, less
$5, $20 or S40 copay.
Maintenance dings taken on a
long-term basis can he filled as
a three-month supply for a
one -month copay duough
either the Mail Order Drug
can ier or at a retail plu maay
Navitus
www..."it. coin
Nov'Xus
uww.nnvdeus.com
Covered/Copays:
Tier 1: $5 Most Genodae/Same
Brands;
Tier 2: $20 Aefenrd
Brands/Some Genetics;
Tier 3: $40 Nori-Pre£orred
products (could include both
brand end ganenc products)
Select Bitch Control pills
tasted $0 copay.
Paid at the in-t sovork cost, less
$5. $20 or $40 copay.
Maintenance drugs taken on a
long -tear basis can be filled as
a dace -month supply for.
one -month copay through
either die Mail Order Drug
.or or at a retail pharmary,
Health Alliance Plan
www H.AP&
Pharmacy Advantage
,,. Phmm.AdvunteoeR
I tom
Covered / Copays:
Tier I: $5 Most Gcecric;
Tier 2: $20 Select Brand
mmre;
Tier 3: S40 Non -Preferred.
Select Birth Control pills
covered $0 copay.
Net Covered.
Maintenance drugs taken on
a Icng-tcm basis - a 30 or
90-day supply, whichever is
greater, can be obtained for
a one -month copay at your
local pharmcy.
A 90-dav supply of
maintenance drugs may be
obtained through mail order.
www.BCBSM.oam
Navitus
\VW\V.nUV ltlli CUM
NmiXus
wvvm novi'a" com
Covered / Copays,
Tier 1: $5 Most
Genericalseme Braude:
Tier 2: $20 Preferred
Bmndsr'Samt Geneics:
Tier 3: $40 Non -Preferred
products (could include brand
and generic)
Select Binh Control pills
covemd $0 copay.
Paid a the in-mehvork cost,
less S5, $20 or $40 copay.
Maintenance drugs taken an a
long-term basis can be filled
as a three -monde supply for a
mu -month repay through
either the Mail Order Drug
carver met a retail pharmacy.
35
AVAILABLE TO ALL
AVAILABLE TO ALL
AVAILABLE TO ALL
AVAILABLE TO ALL
ONLYAYAILABLE IU
EMPLOYEES
EMPLOYEES
EMPLOYEES
EMPLOYEES
EMPLOYEES
CURRENTLY ENROLLED
PPO1
PP02
PP03
HMO
TRADITIONAL
BENEFITS
ASR Health Benefits
Blue Cross/Blue Shield
ASR Health Benefits
Health Alliance Plan
Blue Cross/Blue Shield
PPO Community Blue
(HAP)
Traditional Plan (BURS)
Plan
eww.asdreulthbrneGt.env
www.BCBSNtcnm
www.xotowltlthcnefitscom
ww,IIAP.ure
w•a•w.BCBSM.cum
Note.' While in the hospital,
Ifyou request a prescription be
If you request. prescription
If you request a prescripuou
Ifyourequesta prsedpow.
If you request a prescription
ahoga' ore covered nnJer
filled wide a brand name dmg
be filled with a brand name
be filled with a brand name
be filled widt a band name
be filled widh a brand name
3•our medical plan.
and them is a generic egmvalent
drug and there is a generic
drug and there is a generic
drug and there is. generic
drug and there is a gcnntc
available, you will be
equivalent available, you will
equivalent available, you will
available, you will be
eil mlent available, you will
responsible for the Tier 3 copay
be responsible for the Tier 3
be responsible for the Tier 3
responsible for the full cost
be responsible for the Tier
plus the differential between the
copay, plus the differential
copay plus the differential
diffetential between the cost
copay plus the differential
cost of We brand and the generic
between the cost of the brand
between die cost of the brand
of the band and the copay of
between the cost of the brand
drug. Ifyou. doctor makes the
and the generic drug. If you,
and the generic drug. If your
the genenc ding. If your
and the genenc drug. if your
request, you will be responsible
doctor makes the request, you
dodo[ makes the request, you
doctor makes the request,
doctor makes the request, you
for the Tier 3 copay.
will be responsible for the
will be hespersible for the Tier
you will be responsible for
will be responsible for the
Tier copay.
3repay.
the, Tier 3 <opayarent
Tier copay.
B
Appendix C
Current Dental Plan 00ptions
Comparison
37
APPENDIX C
AVAILABLETO
AVAILABItETOALL
AVAILABLE TO ALL
AVULABLETOALL
Bug. to, &is
EMPLOYEES
EMPLOYEES
EMPLOYEES
High Plus
High
Standard
Modified
BENEFITS
Delia Dental
Delta Dental
Delta Dental
Delta Dental
%wnv.dcBadentalmisom
w..ddmdenealmi.com
w ..deltadennd.i.cum
mvw.delmdcnialmi.cam
Employee Bi-Weekly
Contributions/
SIAS / $1.73 / $5
SIAS/S1.73/$5
So/$0/S0
($1 A5)/(SI.73) I(S3.27)
(Earning)
NO CO VF.R.\GE
Refer to the 2020 Your Total Compensation Statement for (Earnings) amount.
Option
Netvvork(s)
Delta Dental PPO / Delta
DeltaDema) PPO / Delta
Delta Dental PPO / Delta
Delta Dental PPO / Delta
Dental Premier
Dental Premier
I Dental Premier
Dental Prerroer
I DIAGNOSTICS AND PRE-IENTIVE
Diagnusncs and Prcvcntivc
100%
100%
100%
100%
Services-mutine mal
trams. cleanings. 0vodde,
and space maintainers
Emr %r my Palliative
100%
100%
100%
100%
Treatrnent-to temporarily
rolieve P,tir
Penodontal Maintenance-
100%
100%
100%
100%
cleanings following
penodomalrhetapy
Dental Sealants -children 14
100%
100°%
100%
100%
years and mdcr
Oral Cana, Bmsh Biopsy
100%
100%
100%
100%
I BASIC SERVICES
I Radir mphs-X-rays
85%
85%
85%
5095
Mmor Restorative Services
85%
85%
85%
SU%
-wall oaih (whim) fillings
and crown rani(
Endcdonn.Services-root
85%
85%
85%
50%
.awls
Pedodontie Services-tc
85°10
85%
85%
50%
treat lvm disease
Oral Surgery Services-
85%
85°%
85%
50%
avtmctions and dental
su[aery
Major Renovanve Servras
-eno.s
85%
85%
85%
50%
38
BENEFITS
High Plus
Delta Dental
AVAILABLE TO ALL
EMPLOYEES
High
Delta Dental
ULABLE TO ALL
EMPLOYEES
Standard
Delta Dental
AVAILABLE TO
EMPLOYEES
Modified
Delta Dental
.—th,mdertblmi.cnm
mrw.delmdenmlmi.cnm
www.d elmdentalmi.enm
a v...delmdentalmi.tma
Other Bave Services—
85%
85%
85%
50%
mrseellaneous services
{
Relines and Repairs — to
85°$
85%
85%
50%
bridges, dentures,and
implants
AWORSERVICES
Prosthodondc Services—
50%
50%
50%
50%
bddgzs, implants and
I
dentures
{
ORTHODONTIC SERVICES
Orthodontc Services—
50%
50%
50%
50%
nilnor m ment for tooth
guidance, full banding
treatment, and monthly
Mt vi5i15
nda Mxximwn
Orthodontia
$I 000 pee digiblemwbe, P¢
$fetim per eligible roernhzr per
$1,000 per eligible member per
{
$750per elig�blz ntemUerpu
Limit
Limit
lifetime,
lifetime,
lifetime.
li fcdmm.
I Orthodontic Age Lrmit
Up to age 19
Up to age 19
Up to ago 19
1 Up to age 19 {
I PROGRAM/PROVISIONS
-
I {
Deductibles
$25 per person i $50 per
$_25 per person / S50 per
$25 per person / $50 per
S25 per person / S50 per
family/per calendar Year
fammly/percalendary.r
fentily/Per calendar Year
family/Pee calendarvear
Maximum Benefit
$1,500 per individual per reend.
$1.500 p,, individual per calardar
S7,000 per imh6doal per nlecdar
$750 per per. per ralrndaz
Y.
Year
Yem.
Year.
All bendlewd an mawmtmi
.411 beufity bawd on madomm
All benefits based on maximmn
.All benefit, bawd on mtonm.
approved feet
approved fee,
approvedfe"
appmed firm. a
NOTE., For additional information, refer to the Delta Dental Cediicates and Benefit Summaries found WW,uroakoov com/heneits under
Medical/DentalAtision.
39
., 1 II ' i 1'
Current Vision Plan Options
Comparison
I 0
� o
APPENDIX D
BENEFITS
Employee Bi-Weekly
Contributions
NO COVERAGE
Option
Network(s)
EYE ERAM
Vision Examinations
I LENSES AND FRAMES
Lenses and Frames
AVAILABLE TO ALL AVAILABLE TO ALL '
EMPLOYEES EMPLOYEES
High
National Vision
Administrators (NVA)
envw.e-nva.com
$135 / $2.88 / $3.85
Standard
National Vision
Administrators (NVA)
wWw.e-nva.eom
$0/$0/$0
No Earning is provided for No Coverage option.
National Vision Administrators I National Vision Administrators
I $5 comvment
Lenses: Standard Glass or
Plastic / Covered 100% after
$7.50 repayment
Frames: $100 retail allowance
/ 20% discount off remaining
balance for frames that are not
proprietary frame brands.
i $5 comyment
Lenses: Standard Glass or
Plastic / Covered 100%after
$7.50 repayment
Frames: $100 retail allowance
/ 20%discount offremaining
balance for frames that are not
oroprietary frame brands.
CONTACTLENSES
Contact Lenses $50 allowance I $50 allowance
I PROGRAM/PROWSION,S
Benefits Payable
Additional Discounts
Benefit payable every 12 months.
Benefit availability will start over
on January 1 (following a 12-
month oeriod).
Benefit payable every 24 months.
Benefit availability will start over
on January 1 (following a 24-
momb period).
Sec the Benefit Summary for additional discounts available.
NOTE.' For additional information refer to the NVA Benefit Summaries found on
www.oakaov.com/benefits under Medical/DentalNision.
41
Appendix E
ELIGIBILITY
L
\M
42
APPENDIX E
RETIREE HEALTH CARE ELIGIBILITY
Once you have attained the required years of service and age, you are eligible for health coverage
as a retiree from Oakland County. The eligibility is dependent upon your date of hire as an eligible
for benefits employee. The schedule on the following pages applies to non -represented
employees. If you are represented by a bargaining unit, the dates may vary and you are
encouraged to contact the Retirement Unit to determine which schedule applies to you. In all
cases, except as specified differently by some She bargaining agreements, you must have
met the requirements specified on the following pages and be at least age 60 with 8 years of
service or age 55 with 25 years of service for coverage to commence.
At age 65, Medicare becomes the primary coverage and the coverage available through the County
becomes secondary. Standard dental coverage and standard vision coverage is also available to retirees.
Employees hired prior to September 21, 1985 are eligible for full family health coverage at
retirement. Age 60 with 8 years of service or Age 55 with 25 years of service.
Employees hired on or after September 21, 1985 and before January 1, 1995. Dates may
vary by bargaining unit.
Total Actual Service
Paid Health Coverage
With Oakland Countv
Direct Retirement
Deferred Retirement
Less than 8 years
None
None
8 — 14 years
One Person*
None
15 — 19 years
Family
One Person*
20 years or more
Family
Family
'Retiree has the option to pay the difference for a family policy.
43
Employees hired on or after January 1, 1995 and before January 1, 2006. Dates may
vary by bargaining unit.
At Completion of:
Percentage of Retiree
Paid Health Care
Up to 15 Years
0% (No Coverage)
15 Years
60%
16 Years
64%
17 Years
68%
18 Years
72%
19 Years
76%
20 years
80%
21 Years
84%
22 Years
88%
23 Years
92%
24 Years
96%
25 Years or more
100%
**This is the percentage the County would pay
toward a Single person or Family plan, depending on the
plan the employee was enrolled in at the time of retirement The employee would be responsible for the
difference between this amount and the current
full cost of their
health plan, plus anv deductibles or co-oays.
Employees hired on or after January 1, 2006. Dates may vary by Bargaining Unit.
At Completion of: Vesting Schedule for Employers
Contribution
Up to 6 Years
0% (Not Vested)
6 Years
60%
7 Years
70%
8 Years
80%
9 Years
90%
10 Years or more
100%
44
Appendix F
■ _ _ _ _ _
CURRENT MEDICAL OPTIONS
vCOMPARISON
(NON -MEDICARE)
45
APPENDIX F
MEDICAL OPTIONS COMPARISON (NON -MEDICARE)
Important Note: The information contained on this comparison is intended to bean easy to read summary to help you and your family
make choices among the different options available to you. Be sure to carefully study each option before making your choice. This
comparison summarizes some of the provisions and certain features of each plan. It cannot modify or affect the coverage or benefits
provided in anyway. No right will accrue to you and/or your eligible dependents because of any statement, error or omission from this
comparison. Its provisions do not constitute amendments, modifications or changes in any existing contract.
PPO1 PP02 PP03 M40 TRADITIONAL
- Blue CrossBlue Shield
Shield ASR Health' Benefits' Health Alliance Plan' '(Available toketirees
BENEFITS ASR Health Benefits Blue CrossBlue
- . (HAP) hired prior to 1-1.97) .
_ - - www.vrhealthbencfitr.eom wwa.BCBSM.eom www.asrhealthbenefim.m-wwwfLAP.or¢ ,'pµ,a,,gCBSM.com
CIGNA, Multiplan and Blue Cross/Blue Shield CIGNA, Multiplaa and Health Alliance Plan I Blue Cross/Blue Shield
Network(s) Physicians Care/HAP Physicians Care/HAP
INPATIENT HOSPITAL CARE
General Conditions
Semi -Private
Drugs
Intensive Care Unit 100% 90%after deductible 80% after deductible 100% 100%
s Hospital Equipment
Special Diets
Nursing Care _
OUTPATIENT HOSPITAL CARE , . 'r'r : - • . - .
Emergency Room Care $100 co -pay
$I00 co -pay $100 co -pay $100 coapay, $100 co -pay
Accidental Injuries Co -pay waived for Co -pay waived for Co -pay waived for Co -pay waived for
Medical accidental injury or if accidental injury or if accidental injury or if Co -pay waived ifadmitted accidental injury or if
Emergencies admitted adnutted admitted admitted
Physical Therapy 100% 90% after deductible 80% after deductible 100% 90%after deductible
URGENT CARE
Urgent Care Visits 1 $20 co -pay $20 co -pay $20 co -pay $20 co -pay 90% after deductible
PREVENTATIVE CARE SERVICES
46
Routine Health
Maintenance Exam —
includes chest x-ray,
100%
100%
100%
100%
100%
EKG, cholesterol
screening and other
select lab procedures
Routine Physical
100%
100%
100%
100%
100%
Routine Gynecological
Exam
100%
100%
100%
100%
100%
Routine Pap Smear
Screening —laboratory
100%
100%
100%
t00%
100%
and pathology
services
47
- PP01
- " = PP02 _
-' PP03
'
{I ASR Health Benefits
"Blue Cross/Blue Shield
ASB Health Benefits
www.asIh hhbemfics.cma
wam.BC8SM-cma
w.mrhealthbenefitscma
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.
100%
100%
100%
Visits beyond 47 mos.
are limited to one per
member per calendar
year under the health
maintenance exam
benefit
Adult and Childhood
Preventive Services and
Immunizations as
recommended by the
USPSTF, ACID, HRSA
or other sources as
100%
100%
100%
recognized by 13CBSK
ASR and HAP that are in
compliance with the
provisions of the Patient
Protection and
Affordable Care Act
Routine Fecal Occult
100%
100%
100%
Blood Screenme
Routine Flexible
100%
100%
100%
Simoidoscopv Exam
Routine Prostate Specific
Antigen (PSA)
100%
100%
100%
Screenine
*Routine Mammogram 100%
and Related Reading
100%
"Subscgm,mmedically
necessary mammograms
performed during the same
calendar year are subject to
your deductible and peccmt
co-insurance.
100%
"Subsequentmedically
nemssmy mammogruos
performed dining the same
calendar year are subject to
your deductible and percent
cainsanncc.
Health Alliance Plan
(HAP)
www.H4P.oro
100%
TRADITIONAL
Blue CrossOue Shield
(Available to Retirees
hired prior to 1-1-97)
www.BCBSM'ema
100%
100%
100%
100%
100%
100%
100%
100%
100%
100%
"Subsequent medically
necessary rnm nnograms
100%
performed dining the same
calendar year arc subject to
yomr deductible and percent
co-insurance
48
100% 100% 100%
r *Subsequent coloaoscopies ^Subsequeotcolanascopies *Subsequent colonoscopies
Colonoscopy - Routine 100% performed during the same performed during the same 100% performed during the scone
or Medically Necessary year are subject to deductible year are subject to deductible year arc subject to dedrebble
and percent co-insurance. and percent co-insurance and percentco-maurance.
PPOh
PP02
PP,03
EMO
_TRADITIONAL
BENEFITS 'ASR Health Benefits
. Blue Cross/Blue Shield
ASR Health Benefits'
Health Alliance Plan '
-' "Blue CrossBlue Shield
.
:, •
.-'. .:
.
- (HAP)
((Available to Rubrics
-
hired prior to 1-1-97)
wm asrhealtbheoefitscam
xm .RCBSM.mm
wmay..arbealthbenefitatom
mAp.nrn -
ww,U.gCBSM.cnm
MENTALIMALTHCARE
-
Inpatient Mental Health
100%
90% after deductible
80% after deductible
100%
100%
Outpatient Mental
Health Visits
$20 co -pay
90% after deductible
Office Visits $20 co -pay
$20 co -pay
$20 co -pay
90% after deductible
Inpatient Substance
120 days (combined with
Abuse Care Chemical
100%
90% after deductible
80% after deductible
100%
inpatientcare days), 60 dayy
J
Dependency
renewal; (no MM6enefits).
Abuse Care Chemical
ODependency inpatient Substance
$20 co -pay
90% after deductible
$20 co -pay
$20 co -pay
Covered 100% of approved
Office visit $20 co -pay
amount, no Master Medical
SPECIAL HOSPTCAL PROGRAMS
r .,
^
.,
,
Hospice Care
100%
100%
80%after deductible
Covered up to 210 days
per lifetime.
100% of approved amount
111
Specified Human Organ
Transplants -
100%
90% to 100%
Covered according to plan
80% after deductibleguidelines.
Covzrzd according to plan
100% in approved facilities
euidelines.
MEDICAL'AND SURGICAL CARE..
100%
100%
Surgery
100%
90% after deductible.
80% after deductible
Voluntary second surgical
Voluntary second surgical
opmieo; $20 co -pay.
opinion on certain surgeries.
♦ Technical Surgical
100%
90% after deductible
80% after deductible
100%
100%
Assist
♦ Anesthesia
100%
90% after deductible
80% after deductible
100%
100%
Maternity Care
♦ Delivery
100%
90% after deductible
80% after deductible
100%
100%
o Care Post -Natal
Care
100%
100%
100%
100% prenatal visits
90% after deductible
$20 co -pay post natal visits
Inpatient Medical Care
100%
90% after deductible
80% after deductible
100%
General -Unlimited
Inpatient Consultations
100%
90%after deductible
80% after deductible
100%
100%
49
Laboratory & Pathology 100%
90% after deductible
Diagnostic Services 100%
90% after deductible
Diagnostic and
Therapeutic Radiology 100%
90% after deductible
80% after deductible 100% Covered -$5 or 10 % Co-
insurance
80% after deductible 100% Covered -$5 or 10 % Co-
insurance
Covered- $5 or 10 % Co-
80% after deductible Covered insurance
PPOI;,'�,
_'.PP02,,,'
„_PP03 :`
HMO
- AL
� 'TRADITION
BENEFITS -
ASRHealth Benefits,
'Blue CrossBlue Shield
.' ASRHesth Benefits
_
{ Health Alliance Plank
Blue Grass/BIue,Shield '
(AvadabWto Retirees'
-
(BAP)
-
hired priortb 1-1-97)
'
�vmw asrhealthbcucfirs.com
xww.$CFSM com
xxtia aarbealthbmicfits.com
www:14AP.ory
wmd.BCBSNL2om
ADDIT(ONAL BENEFfi'S
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.
calendar year.
calendaryear.
Allergy Testing
100%
100%
80% after deductible
$20 co -pay*
90% after deductible
Allergy Therapy
100%
100%
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
80% 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%
Skilled Nursing
100%
90% after deductible
80% after deductible
Up to 730 days renewable
100%
Assisted Reproductive Not Covered Not Covered
Treatment
Voluntary Sterilization
and FDA Approved 100% 100%
Contraceptive Methods
for females.
after 60 days.
100%
Not Covered One attempt of artificial Not Covered
insendnation per lifetime.
100% 100% 100%
FY•;
Plan pays 85% of approved Plan Pays 70%of approved plan pays 65%of approved
Out of Network Services amount less applicable co- anmun; after out -of- amount after deductible less
pays. network plicable co -pays. deductible, less applicable co -pays.
p
- .PPOI _ �PP02
'BENEFITS - ',ASH Health BeneftsBlue CrwsBlue Shield
»uwasrhexthbe6efitacom- www-BCBSk. m'
- PROGRAM PROVISIONS'
'All services performed
during one visit wilt be a
one-time $20 co -pay.
PPO'3 IiNTO'
Tk"ITIONAL
ASRRealth Benefits, Health Allisrice Plan";,'
-Blue'"Cross/Blue Shield
-
(HAP) .
(Available to Retirees
hired prior to 1-1-97) J ;
"www as bealthbeaefi�com www.HAP.or
.,mvw,BCB$Mcom'
Co -pays: $20 / $100 as
Co -pays: $20 / $100 as
Cam: $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/percalendwyear.
calendaryear.
Co -pays, Deductibles,
Co-insurance, Annual
Cc -insurance: In general,
Co-insurance: 10%after
Co-insurance: 20%after
Out-of-pocketimamsan
0%; 10% site deductible as
deductible as noted, 50%
deductible as noted. 50% Co -pays : $20 as noted,
Maximums and Lifetime
noted,
for private du nursing
P duty S
for private duty nursing.
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/fciily per calendar
person, $1,000 per family
person%$2,000 per family
year.
per calendar year.
per calendaryesm
Lifetime Maximum: None. Lifetime Maximum: None Lifetime Maximum: None
Preferred (Network)
Preferred (Network)
Hospitals:
How:
preferred (New,
100% afcovered benefits.
90% of covered benefits,
Hospitals:
80%of covered benefits, less
Non -Network Hosnitals;
after deductible.
applicable deductible.
85% of approved payment
Non -Network Hospitals:
Non -Network Hosnitals:
Cam: $100 as noted.
Deductibles: $200 per
person/ $400 per
family/per calendaryear.
Co-insurance: 10%after
deductible as noted, 50%
for private duty nursing.
Out -of -Pocket Coinsurance
Maximum: $1,000 per
family/per calendar year,
Lifetime Maximum- None
Particinatina Hosuitals'
100% of covered benefits
Non onwticioatt a Hosuitals.
S1
Payment of Covered
Services
Nnount
Preferred (Network)
Phvsicians-Outoaticnt;
100% after $20 co -pay.
Non -network Phvsicians -
Offmatient
85% of approved payment
amount after $20 co -pay.
70 %of approved payment
amount after out -of -network
deductible
Preferred (Network)
Physicians:
100%after $20 co -pay.
Non -network Physicians:
70% of approved payment
amount after out -of -network
deductible and $20 co-mv.
65% of approved payment
amount, after deductible.
Preferred (Network)
Phvsiciana-Oumatent
100%after %20 co -pay.
Non -network Phvsicians -
Outtalk
nt
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
kP01 ;
BENEFITS
'ASRHealtlt Benefits- '
. ww�vasrhealthbenefies.eom
PRESCRIPTION DRUG PROGRAM -- '
NAVITUS
NAVITIIS
Particinatine Network
Pharmacies: Covered, co -
(Except HAP, which
pays, $5 Most
have their own
Generics/Some Brands; $20
prescription coverage).
Preferred Brands/Some
Genencs: $40 Non-
www.navitus coin
Preferred Brands, Select
Birth Control pills covered
$0 co -pay.
NoviXus Pharmacy
Nnn-ParticioatineNon-
Services-
Network Pharmacies- Paid
Mail Order
at 75% ofallowed cost, less
wwwmovixus coin
$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
Note: While in the
be ordered for a one month
hospital, drugs are
co -pay.
covered under your
health plan.
Also, available for
maintenance drugs taken on
a long term basis, a three-
month supply can be
obtained for a one month
co -pay atyour local
pharmacy.
-PP02
PP03
Blue Cross/Blue Shield'
,', ASRHealth Benefits
wmv.RCRSM.eom
www:asrhealNbeneficcconi
NAVITUS
NAVITUS
Partiemat er Network
Particinatine Network
Pharmacies: Covered, co-
Pharmacies: Covered, ca-
pays, $5 Most
pays, $5 Most
Generics/Some Brands;
Generics/Some Brands; $20
$20 Preferred
Preferred Brands/Some
Brands/Some Generics;
Generics: $40 Non-
$40 Non -Preferred Brands.
Preferred Brands. Select
Select Birth Control pills
Birth Control pills covered
covered $0 co -pay.
$0 co -pay.
Non-Particinati erNon-
Network Pharmacies: Paid
at 75% of allowed cost,
less $5, $20 or $40 co -pay.
NoviXus
Also, available is the mail
order program far drugs
taken on a long-term basis.
A three month supply can
be ordered for a one month
co -pay.
Also, available for
maintenance drugs taken
on a long-term basis, a
three-month supply can be
obtained for a one month
co -pay at your local
pharmacy.
Non-PartichattineTNon-
Network Pharmacies- Paid
at 75% of allowed cost, less
$5, $20 or $40 co -pay
NoviXus
Also, available is the mail
order program for drugs
taken on a long-term basis,
A three month supply can
be ordered for a one month
co -pay.
Also, available for
maintenance drugs taken on
a long term basis, a three-
month supply can be
obtained for a one month
co -pay at your local
pharmacy.
HMO'
Health Alliance Plan
(HAP)
- www.HAP.om' -
HAP
Particinatine Network
Pharmacies: *Covered, co -
pays $5 Most Generic; $20
Select Brand name; S40
Non -Preferred. Select
Birth Control Pills covered
$0 co -pay
Non -Network Pharmacies:
Not Covered,
If you request a
prescription be filled with
a brand name drug and
there is a generic available,
you will be responsible for
the full cost differential
between the cost of the
brand and the co -pay of the
generic drug. Ifyour
doctor makes the request,
you will be responsible for
the tier co -payment,
Also, available far
maintenance drugs taken on a
long-term basis, A 35 day
supply or 100 doses,
wtuchcvcr is .to, can also
be obtained for a one month
co -pay at your local
pharmacy.
A 90 day supply of
mahiv,... o drugs may be
TRADITIONAL'�, `
Blue Cro"lue Shield
-(Available to Retirees
hired prior to I-1-97)
www,ICBSM,com
NAVITUS
Particinatine Network
Pharmacies: Covered, co-
pays, $5 Me
Generics/Some Brands; $20
Preferred Brands/Some
Generics; $40 Non -
Preferred Brands, Birth
Control pills covered $o co -
pay.
Nan-ParticmatmoNon-
Network Pharmacies: Paid
at 75% of allowed cost, less
S5, $20 or S40 co -pay,
NoviXus
Also, available is the mail
order program for drugs
taken on a long-term basis.
A three month supply can
be ordered for a one month
co -pay.
Also, available for
maintenance drugs taken on
a long-term basis, a three-
month supply can be
obtained for a one month
co -pay at your local
pharmacy.
53
obtained dsoagh mail order.
NOTE: Hearing aids and services are not covered under any Oakland County medical plans. At the time this booklet went to press, the impact of The Patient Protection
and Affordable Care Act is still being evaluated and pion modifications may occur. Please refer to the www.ocbenefrts.com website for the most up-to-date information.
54
Appendix G
a a
e
a CURRENT MEDICAL OPTION a
(MEDICARE SUPPLEMENTAL PLAN)
a a
a a
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%
Ju IN IIII III Ii 11111IIL Ii1lu1b, lea LiNI I Nil III IIIIIIJ:YSJdlldd 4 lWWul I I d W:YJi Ju'J.AeJIi IIIJi
n iIWJNIW11. 11,IN II J Ik IIII II NAU, IN1, 11 11I111,111:J, I:III: II I Y:u„u1I:„iI I I I I I I11.:INYY 1:YJMYWA I.An Y UW14:4 d:: Ilk I W II 1: 111IJ,I
Allergy Testing and
o
100 /o of Medicare approved amount
Injections
Ambulance
100% of Medicare approved amount
Anesthesia
100% of Medicare approved amount
Blood
100% of Medicare approved ambant
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
IN, 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;Lim_its
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
Tier I
Tier II
Tier III
Mail Order
Tier I
Tier II
Tier III
Prosthetic Devices
Radiation Therapy
Skilled Nursing Facility -
Inpatient
(100 days per benefit period)
Medicare Services and Limits
Speech Therapy
Transplants
Weight Management (Excluding
office visits and weight loss
programs)
0
34-dav or90-dav sunnly
$5
$20
$40
90-dav sun_n_Iv
$5
$20
$40
100% of Medicare approved amount
100% of Medicare approved amount
100% of Medicare approved amount
Core$ource Coverage and Limits
100% of Medicare approved amount
100% of Medicare approved amount
100% of Medicare approved amount
X-rays 100% of Medicare approved amount
Preventive' -Care as defined by PPACA (Patient Protection Affordability Care Act)
Physical Examination
(One visit per calendar year) 100%
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
-
PERFORMANCE APPRAISAL FORM
m
PERFORMANCE NCE APPRAISAL HUMAN
COUNTY MERIT SYSTEM
HUMAN RESOURCES - OAKLAND COUNTY EXECUTIVE
Effective Date
INSTRUCTIONS
Department Head: After discussing evaluation with employee. give employee the
original gold copy. make a copy for your records and forward a copy to the
Human Resources Department. Ifthis is a Merit Performance Review, the Merit
Increase (Employee Transaction) form must accompany it
❑ MERIT PERFORMANCE REVIEW
PERIODIC PERFORMANCE
❑ REVIEW
TO THE DEPARTMENT DIRECTOR / DIVISION MANAGER / SUPERVISOR
EMPLOYEE ID NUMBER I EMPLOYEE NAME I CLASSIFICATION
Step
You
DEPARTMENT I DIVISION I DEPARTMENT# I POSITION NUMBER
Performance appraisals are used by most employers in order to communicate performance expectations to all employees and to review past work performance. 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
INITIATIVE........................... ........................ .................
.. ❑ ......................
❑ ....................
❑ .......................
❑ ......................
❑
QUANTITYof WORK...........................................................
❑ ..........................
❑ .....................
❑ ......................
❑ ......................
❑
QUALITYof WORK..............................................................
❑ ...........................
❑ .....................
❑ .......................
❑ ......................
❑
ADAPTABILITY.... .................... .................... ..................
...... ❑ ...........................
❑ ..........
I. .... ..... ❑ ................._.._
❑ ..._.................
❑
COOPERATION with FELLOW EMPLOYEES .......................
❑ ...........................
❑ .....................
❑-.......... ........__
❑ ......................
❑
COOPERATION with SUPERVISION...... ... ...........................
❑ ...........................
❑ .....................
❑ ...... .........
....... ❑ .....................1
❑
ATTENDANCE and PUNCTUALITY .... .....................
❑ ...........................
❑ ....................
❑ .......................
❑ ......................
❑
OTHERTRAITS (Specify):
..... ❑ ..... ...... ......
........ .. ❑- ... ..........
... .. ❑ ... .........
...... .... ❑ ......................
❑
REMARKS (Please note any specific instances of outstandingly good or poor performance or behavior)
NOTE'- If this appraisal is in conjunction with a Merit Increase, and it is being disapproved, please state the next date you wish to review the employee=s
performance on the enclosed employee transaction form under "Remarks."
Signature of person initially drafting evaluation
Initials of other Supervisors reviewing evaluation
Signature of Department Head/Division Manager
We have discussed this evaluation
Employee Sigianue
Human Resources Department's copy reviewed by:
0912003
Date
Date
Date
Title
Date
Supervisor Sigtatuxe